Respect in the Workplace Preventing Harassment, Discrimination, and Retaliation

Question 1

it is the policy of the LVMPD that all employess have the right to work in an environment free from: _______, ___________, and ____________

Answer 1

harassment, discrimination and retaliation.

Question 2

Discrimination has two categories outlined. What are they?

Answer 2

Disparate Treatment and Adverse Impact

Question 3

Define Disparate Treatment

Answer 3

Disparate or different treatment occurs when an employer treats an indiviudal less favorably than other similarly situated individuals because of their protected class.

Question 4

Define Adverse Impact

Answer 4

A substantial different rate of selection in hiring, promotion, or other employment decision which works to the disadvantage of members of a race, sex, or ethnic group.

Question 5

Define Harassment

Answer 5

is any conduct based on that employees membership in one or more of the protected classes that has the prupose or effect of unreasonably interfering with an individuals work performance or creats an intimidating, hostile or offensive work environment.

Question 6

Under Federal law, is one isolated incident enough to constitute harassment?

Answer 6

No. Generally harassment requires that the offensive conduct be continuous frequent, repetitive, part of an overal pattern rather than one event or even several isolated incidents.

Question 7

What is more stringent Department policy or Federal or State law?

Answer 7

Department policy. One incident can be enough to sustain a complaint.

Question 8

** Define Quid pro Quo**

Answer 8

this for that

Question 9

Define the two elements of Hostile Work Environment

2 total

Answer 9

1. Conduct is severe or pervasive enough to create an objectively hostile, offensive or intimidating work environment by a **reasonable person standard. **
2. Conduct affects terms, conditions, and or priviledges of employment.

Question 10

Hostile work environment even one incident, if it is sufficiently serious, may constitute sexual harassment. If it is deemed not to rise to the level of harassment, it may constitute __________ ___________.

Answer 10

Unprofessional conduct policy 8.325

Question 11

To Prove Retaliation, it must be shown that a ________ job action occured due to filing or participating in a complaint process.

Answer 11

Negative.

Question 12

What title prohibits employment discrimination based on being part of a protected class?

Answer 12

Title 7

Question 13

Title 7

Supervisors and mangers will conduct _______ reviews with each employee to ensure they understand their obligations under the policy, as well as set proper examples.

Answer 13

Regular

Question 14

Preventing Complaints

Supervisors who act ___________and __________ in dealing with behavior that could result in any allegation of harassment or discrimination will send out a strong message that it will not be tolerated.

Answer 14

professionally and decisively

Question 15

Preventing Complaints

Supervisors must stop offensive conduct before it becomes _________ or _______

Answer 15

**Pervasive or severe **

Question 16

Preventing Complaints

Supervisors will follow these 4 steps

Answer 16

1. continually monitor the work environment for signs of harassment/discrimination/retaliation
2. Refrain from participating or encouraging behavior that could be perceived as a vilation of 8.325
3. Stop any observed acts that could be considered a violation, this must be done regardless of the employees chain of command
4. Report any concerns to EDS, and ensure that the information is kept confidential; only discussed with others if advised to do so by EDS or OGC

Question 17

Receiving Complaints

Complaints will be accepted from what source?

Answer 17

1. anonymously
2. in person
3. by mail
4. email
5. telephone

Question 18

Receiving Complaints

Complaints of harassment or discrimination can be receieved by any one of the following three parties:

Answer 18

1. Any supervisor
2. EDS
3. IAB

Question 19

Receiving Complaints

All complaints of harassment and/or discrimination will be reviewed by

Answer 19

Director of EDS and will be taken seriously.