Test 6 Flashcards
According to the Early Identification and Intervention Program [EIIP] Supervisor’s Manual, some of the most significant benefits of EIIP include ________________, __________________________________________________________________, ____________________________________________________, strengthening the culture of integrity and accountability within the LVMPD, improving community relations, reducing litigation costs, and bringing the LVMPD to the forefront of the field by adopting proven best practices.
- Improving supervision,
- Helping officers overcome personal or professional problems that affect job performance,
- Identifying potential problems with personnel very early on
True or False - According to the Early Identification and Intervention Program [EIIP] Supervisor’s Manual, EIIP is a prevention-oriented system that uses a non-disciplinary approach to assist supervisors in identifying employees who are at risk of engaging in conduct that can be harmful to the employee, the agency, or the public.
True
According to the Early Identification and Intervention Program [EIIP] Supervisor’s Manual, the 3 prongs of EIIP are:
Identification, Prevention, Intervention
According to the Early Identification and Intervention Program [EIIP] Supervisor’s Manual, more often than not, performance problems are rooted in _________ and ______________________.
- Stress
- Personal/Family issues
As one of the two new sergeants on graveyard, your fellow sergeant asks you to review his EIIP alert before he forwards it to the shift Lieutenant. In the sergeant’s notes regarding “Actions taken”, he states that he will discuss with the employee the situation for the EIIP alert, monitor the employee for any adverse patterns of behavior and document the conversation in a Contact Report. Having just studied the Early Identification and Intervention Program [EIIP] Supervisor’s Manual, you advise your partner to do all of that with the exception of?
Document the conversation in a Contact report.
One of your officers is going through a divorce. You’ve had a conversation with the officer, and he seems to be handling it ok and is aware of services available to him. You have already notified PEAP and are wondering if there is anything else that should be done. According to the Early Identification and Intervention Program [EIIP] Supervisor’s Manual, you should:
Generate a SER in Blue Team
According to Respect in the Workplace: Preventing Harassment and Discrimination, these laws prohibit discrimination in the workplace based on particular protected classes which include the following - Race - Color - Religion - Sex - National Origin - Age - Genetic Information - Disability - Pregnancy - Military Service – and what additional protected classes?
- Sexual Orientation
- Gender Identity/Expression
- Political Affiliation
According to Respect in the Workplace: Preventing Harassment and Discrimination, there are multiple categories of discrimination under the law, these include ____________ and __________________.
- Disparate treatment.
- Adverse impact.
True or False - According to Respect in the Workplace: Preventing Harassment and Discrimination, Disparate or different treatment occurs when an employer treats an individual lass favorably than other similarly situated individuals because of their protected status.
True
You are a new sergeant on graveyard, and you are at coffee with another sergeant. He tells you about an incident which took place in his briefing regarding an officer who was being made fun of due to the fact she has an accent. The sergeant tells you it is the second time it has happened. This officer has asked them to stop, but the teasing has continued. The sergeant does not believe anything can be done about it until a pattern of behavior is established and her work performance is suffering. Because you have just studied Respect in the Workplace: Preventing Harassment and Discrimination, you inform him:
He is wrong, Department policies are more stringent than Federal or State law and one incident can be enough to sustain a complaint.
According to Respect in the Workplace: Preventing Harassment and Discrimination, the unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature that could affect an individual’s employment status, opportunities, work performance or could create a hostile, offensive, intimidating work environment is sexual harassment. The conduct must be _____________ and ____________.
Unwelcomed and of a sexual nature.
According to Respect in the Workplace: Preventing Harassment and Discrimination, Supervisors Shall:
_________ that all employees be treated with dignity and fairness.
__________ the work environment for signs of harassment and/or discrimination. ___________ from encouraging or participating in acts that could be perceived as harassment and/or discrimination.
____________ employees on prohibited behavior
____________ any acts that may be considered harassment and take steps to intervene even if the employees involved are not under his/her supervision.
____________ all complaints of harassment/discrimination to the Employment Diversity Section, whether witnessed or reported, formally or informally.
INSIST, MONITOR, REFRAIN, COUNSEL, STOP, REPORT
According to Policy 7.430 Early Identification and Intervention Program, the Early Identification and Intervention Program (EIIP) is LVMPD’s ____ approach to addressing employee work performance and well-being. EIIP is separate from processes performed in the Internal Affairs Bureau (IAB), the department’s administrative investigative systems, and employee disciplinary action conducted by the Office of Labor Relations (OLR). Fill in the blank.
non-disciplinary
According to Policy 7.430 Early Identification and Intervention Program, the primary responsibility of EIIP is to identify problematic behavioral patterns and other indicators at an early stage and to be proactive by providing resources to members such as training, counseling, and support. True or false?
True
According to Policy 7.430 Early Identification and Intervention Program, first-line supervisors will review Blue Team dashboards ____ and respond to any EIIP alerts within 14 calendar days of an EIIP alert notification. Fill in the blank.
monthly
You are working as a supervisor when one of your employees notifies you that they were just involved in an incident during the shift, that is affecting their mental well being. Having recently read Policy 7.430 Early Identification and Intervention Program, you notify Peap of the incident and document the incident using what reporting system?
Blue team, using a significant event report
According to Policy 8.166.2 Misuse of Alcohol, Prohibited Drugs, Prescription Drugs, and Over-the-Counter Medications, any consumption of alcohol either on or off duty that brings, or tends to bring, discredit or disrepute to the department, will subject the employee to disciplinary action. A concentration of alcohol that indicates a ____ percent or above, at the time of a BAC test, is per se impairment and may be grounds for discipline. Fill in the blank.
0.02
According to Policy 8.166.2 Misuse of Alcohol, Prohibited Drugs, Prescription Drugs, and Over-the-Counter Medications, employees may associate with individuals who are using marijuana legally under state law, either recreationally or medically; however, employees do so at their own risk
True
According to Policy 8.166.2 Misuse of Alcohol, Prohibited Drugs, Prescription Drugs, and Over-the-Counter Medications, how long will a Last Chance Agreement be kept in an employee’s personnel file before being purged to the Office of Labor Relations.
5 years if criminal , 3 years if not
According to Policy 8.166.2 Misuse of Alcohol, Prohibited Drugs, Prescription Drugs, and Over-the-Counter Medications, For a positive result of a random drug test, who will initiate a Statement of Complaint?
The Director of Risk Management
According to Policy 8.200 Criminal Violations by Law Enforcement Employees, Any supervisor, or person acting in a supervisor capacity, being notified of criminal or suspected criminal misconduct by an LVMPD employee shall immediately notify ____ ?
The watch commander and the Criminal Investigations Section of IAB.
According to Policy 8.200 Criminal Violations by Law Enforcement Employees, The _____ will be notified, as soon as practical through the investigative unit’s chain of command, of any LVMPD or outside law enforcement agency employee who is charged with or accused of a criminal violation except for minor traffic violations.
Sheriff
According to 8.166 DRUG FREE WORKPLACE, for a reasonable suspicion drug test, the department will choose which of the following types of tests based upon the suspected cause of impairment:
- Hair
- Urine
- Blood
According to 8.166 DRUG FREE WORKPLACE, for a random drug test, employees may provide either a urine or hair sample.
True
According to 8.166 DRUG FREE WORKPLACE, for a positive result of a random drug test, the _________________ will initiate a Statement of Complaint:
Director of Risk Management
According to 8.188 AUTHORIZED FIREARMS, ASSOCIATED EQUIPMENT, AND REQUIRED TRAINING, an extended base plate of no more than ___ additional rounds is permissible on duty handgun magazines.
Two
According to 8.188 AUTHORIZED FIREARMS, ASSOCIATED EQUIPMENT, AND
REQUIRED TRAINING, members with a department-issued rifle are authorized to remove, alter, or perform any work on the department-issued weapon.
False
According to 8.188 AUTHORIZED FIREARMS, ASSOCIATED EQUIPMENT, AND
REQUIRED TRAINING, in vehicles that are equipped with a locking 2-rack mount, a low lethality shotgun will always remain in one (1) of the locking mounts between the driver and passenger seat.
True
According to 8.188 AUTHORIZED FIREARMS, ASSOCIATED EQUIPMENT, AND REQUIRED TRAINING, firearms owned or issued for duty/official use should be cleaned every _______ and more frequently depending on individual usage.
qualification
According to 8.188 AUTHORIZED FIREARMS, ASSOCIATED EQUIPMENT, AND REQUIRED TRAINING, any department member carrying a backup firearm must qualify with the firearm annually during the third quarter.
False - 1st quarter
According to 8.188 AUTHORIZED FIREARMS, ASSOCIATED EQUIPMENT, AND REQUIRED TRAINING, when a division commander becomes aware of a department member who failed to participate in a quarterly firearms qualification, the commander will direct the member’s chain of command to ensure the immediate supervisor initiates an investigation into the circumstances surrounding the non-compliance. What must the member’s supervisor then do?
Contact the FTTU rangemaster, or designee, to schedule an appointment for a make-up firearms qualification session for the department member
According to 8.188 AUTHORIZED FIREARMS, ASSOCIATED EQUIPMENT, AND REQUIRED TRAINING, weapons carriers may be exempted from required qualifications when a medical, military, or administrative exemption has been received by and documented in UMLV.
True
LVMPD firmly believes in the preservation of the rights of police officers as they are established in relation to administrative investigations under Nevada Revised Statute _____ and federal law. (8.200 CRIMINAL VIOLATIONS BY LAW ENFORCEMENT EMPLOYEES)
289
According to 8.200 CRIMINAL VIOLATIONS BY LAW ENFORCEMENT EMPLOYEES, off-duty officers who witness an alleged crime do not have the right to choose whether or not to give a statement to investigators or participate in a criminal investigation.
False- will not be threatened or charged with insubordination for failure to cooperate with a criminal investigation. Off-duty witness officers have the right to choose whether or not to give a statement to investigators or participate in a criminal investigation
According to 8.200 CRIMINAL VIOLATIONS BY LAW ENFORCEMENT EMPLOYEES, any supervisor, or person acting in a supervisor capacity, being notified of criminal or suspected criminal misconduct by an LVMPD employee shall immediately notify the watch commander and ___________________________.
the Criminal Investigations Section of the Internal Affairs Bureau (IAB)
When an employer treats an individual less favorably than other similarly situated individuals because of their protected status, this is known as (Source: Respect in the Workplace, Preventing Harassment, Discrimination and Retaliation):
Disparate Treatment
When an employee is subjected to adverse employment action based on their participation in a complaint regarding charges of harassment or discrimination, this is known as (Source: Respect in the Workplace, Preventing Harassment, Discrimination and Retaliation):
Retaliation
Any conduct based on that employee’s membership in one or more of the protected classes that has the purpose or effect of unreasonably interfering with an individual’s work performance or creates an intimidating, hostile or offensive work environment is known as (Source: Respect in the Workplace, Preventing Harassment, Discrimination and Retaliation):
Harassment
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 is known as (Source: Respect in the Workplace, Preventing Harassment, Discrimination and Retaliation):
Adverse Impact
Complaints of harassment or discrimination can be received by who? (Source: Respect in the Workplace, Preventing Harassment, Discrimination and Retaliation)
- Any supervisor
- Employment Diversity Section
- Internal Affairs Bureau
______ is a recognized exception to a warrant requirement and allows officers to make a warrantless entry to summon emergency medical assistance or to protect an occupant from imminent bodily harm.
The emergency aid exception
If officers damage property as a result of their method of entry, then what steps must be taken?
- Complete Officer’s Report
- Take Photographs
- Update Details in CAD
There are 3 levels of police interaction. Consensual encounter which is completely voluntary and for which a police officer needs no justification, Arrest for which a police officer must have probable cause; What is the 3rd level of police interaction?
Investigative Detention
Investigative detentions allow an officer to stop a person to ascertain their ______?
Purpose
Identity
Field strip searches of prisoners will be conducted only in the rarest of circumstances where the life of officers or others may be placed at risk. Who must approve a field strip search of a prisoner?
Lieutenant
An officer who is legally present in a structure may conduct a protective sweep if there is reasonable suspicion to believe there is a threat to safety from a person in the structure. The intent of a protective sweep is for what?
Persons
According to 5.100 Search and Seizure, What is true about consensual encounters?
- No legal justification needed.
- A person’s freedom of movement cannot be impeded in any way by the officer’s actions.
- A person who has engaged in a consensual encounter may revoke consent at any time.
(True or False) A secondary offense is not sufficient for a traffic stop (e.g., no seat belt).
True
Officers are allowed to seize a person for what reasons?
a. Investigative detention (60-Minute Rule)
b. Vehicle stop (driver and passengers)
c. Legal 2000
(True or False) A voluntary blood draw is the preferred method to collect evidence for a DUI (alcohol) offense.
False - Breath test
LVMPD is committed to fostering, cultivating, and preserving a culture of ____ and ____. (Fill in the blank) (Employment Diversity Section/Policy Statement - 8.325.1)
Equity / Diversity
Any employee who witnesses or becomes aware of inappropriate conduct, behavior, or harassment by another LVMPD employee will immediately report the misconduct to any on-duty supervisor, persons acting in a supervisory capacity, and/or the _______. (Fill in the blank) (Employment Diversity Section/Policy Statement - 8.325.1)
Employment Diversity Section
Discrimination is an act, practice, or pattern of behavior based on individuals or groups of a ______ which has a negative effect on an individual or identifiable group compared to the impact on members of other groups. (Fill in the blank) (Employment Diversity Section/Discrimination - 8.325.3)
Protected Class
There are four elements of harassment:
1. Unwelcome 2. Conduct directed at a member of a protected class 3. Offensive to the recipient and to a “reasonable person”; What is the fourth? (Employment Diversity Section/Harassment - 8.325.4)
Conduct that is pervasive or severe
Simple teasing, offhand comments, or isolated incidents can still rise to the level of sexual harassment. (True or false) (Employment Diversity Section/Sexual Harassment - 8.325.5)
True
If at the conclusion of an EDS investigation it is determined that the behavior did not violate language specifically related to harassment, discrimination, and/or retaliation, the case may be sustained for _______ (Fill in the blank) (Employment Diversity Section/Unprofessional Conduct - 8.325.7)
Unprofessional Conduct
All complaints and investigations handled by EDS will remain strictly_____. (Fill in the blank) (Employment Diversity Section/Confidentiality - 8.325.8)
Confidential
In coordination with EDS, submit a complaint (email, memorandum, Statement of Complaint, verbal interview, etc.) to the EDS director, including all pertinent information relative to the alleged harassment, discrimination, and/or retaliation within how many days? (Any complaints submitted after that point will be evaluated on a case-by-case basis, except for the Uniform Service Employment Re-Employment Rights Act of 1994 (USERRA), which has no statute of limitation.) (Employment Diversity Section/Internal Complaint Process - 8.325.9)
300 days
If an officer has filed a diversity complaint, with the recommendation of EDS, what kind of action should you take if there is a pending investigation? (Employment Diversity Section/Prohibited Conduct Prevention - 8.325.11)
Limit work contact between the two.
Who will review and process all religious accommodations on case-by-case basis? (Employment Diversity Section/Religious Accommodation Requests - 8.325.12)
EDS director
There are multiple categories of discrimination under the law, these include disparate treatment and what is the other category? (Harassment/Discrimination 2023)
Adverse Impact
There are two categories of sexual harassment listed in the Harassment/Discrimination handbook. One of them are Hostile Work Environment and what is the other?
Quid Pro Quo
Supervisors and managers will also conduct _____ reviews with each employee to ensure they understand their obligations under the policy, as well as set the proper example at all times. (Fill in the blank) (Harassment/Discrimination 2023)
Regular
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. (Fill in the blank) (Harassment/Discrimination 2023)
Professionally / Decisively
Supervisors must stop offensive conduct before it becomes _______ or _____, as defined by law and department policy, regardless of the subordinates’ chain of command. (Fill in the blank) (Harassment/Discrimination 2023)
Pervasive / Severe
Complaints of harassment or discrimination can be received by which of the following three parties: (Harassment/Discrimination 2023)
- Any supervisor
- Employment Diversity Section
- Internal Affairs Bureau
Harassment or discrimination complaints cannot be sent anonymously. (True or false) (Harassment/Discrimination 2023)
False
There are a many of Federal and State laws that prohibit discrimination in the workplace. Under these laws, military service is a protected class. (True or false) (Harassment/Discrimination 2023)
True
There are a many of Federal and State laws that prohibit discrimination in the workplace. Under these laws, economic class is a protected class. (True or false) (Harassment/Discrimination 2023)
False
There are a many of Federal and State laws that prohibit discrimination in the workplace. Under these laws, genetic information is a protected class. (True or false) (Harassment/Discrimination 2023)
True
