!TEST**No. 503, Workplace Harassment

Question 1

What is the purpose of the workplace harassment policy?

Answer 1

To prohibit conduct that creates a hostile environment and is committed to providing an environment free of harassment and violence.

Question 2

Who’s responsibility is it to maintain a workplace free from harassment?

Answer 2

Every employee has the responsibility.

Question 3

What does prohibited harassment include?

Answer 3

• intimidation

- persistent abuse (physically, verbally, in writing)

Question 4

What two circumstances will subject an employee to disciplinary action concerning abuse?

Answer 4

• harassing another person, while pursuing a City activity, through City employment, or using City authority
• employees who made false complaints of abuse

Question 5

What is “Sexual Harassment”?

Answer 5

Unwelcome sexual advances, when one of the following occurs:

• submission is made a term of employment
• submit to/rejecting can affect individuals employment
• creates a hostile environment

Question 6

What is “Other Prohibited Harassment”?

Answer 6

Verbal/physical conduct that creates a hostile work environment.

Question 7

What guidelines determine “Prohibited Harassment” behavior?

Answer 7

• unwelcome
• repetitive
• one sided
• harasser has authority over victim
• complainant can’t stop the abuse

Question 8

What is employee responsibility concerning prohibited harassment?

Answer 8

Each employee is responsible for reporting to management, if he/she is being harassed or witnesses the harassment.

Question 9

Who is reponsible for reporting harassment to HR Director?

Answer 9

Managers and Supervisors are responsible for reporting to HR Director AFTER it has been reported to them from an employee.

Question 10

What are Managers and Supervisors responsibilities after receiving a complaint of harassment?

Answer 10

Responsible for explaining the complaint to the complainant, as well as the City’s procedures on the subject. They have a duty to act, also responsible for dealing with complaints as they occur.

Question 11

Who are responsible for starting/completing investigations of complaints, and under who’s direction?

Answer 11

Department heads/designees are responsible, under HR Director direction.

Question 12

Who directs all department heads in the investigation of complaints?

Answer 12

HR Director.

Question 13

Who keeps the complaining and accused informed on status of investigation?

Answer 13

The department head will keep them informed.

Question 14

Why is confidentiality important concerning complaint investigations?

Answer 14

It protects both parties.

Question 15

**What is the complaint procedure?

Answer 15

• filing: (signed complaint) as soon as possible, with one or more of the following:
  1) Immediate supervisor
  2) Any manager
  3) Department Head
  4) HR Director
  5) City Mgr “Hotline”

Question 16

What 3 organizations encourage you to report harassment to the City’s internal process, in a timely manner?

Answer 16

• City of Glendale
• Attorney General’s Office
• Equal Employment Opportunity Commission (EEOC)

Question 17

Any person receiving a complaint of prohibited harassment will immediately notify whom?

Answer 17

HR Director

Question 18

Who directs department heads to investigate complaints?

Answer 18

HR Director

Question 19

Who’s responsibility is it to make employees available for interviews during an investigation?

Answer 19

Managers and Supervisors

Question 20

Represented employees have a right to have a representative present. Where will the representative come from?

Answer 20

The City (will not be an attorney).

Question 21

Who submits a report of the findings of an investigation to HR Director?

Answer 21

The department head.

Question 22

Who administers the appropriate discipline to the employee found in violation of the City’s policy?

Answer 22

The appointing officer of the employee.

Question 23

Who determines the severity of disciplinary action?

Answer 23

HR Director

Question 24

Concerning violence in the workplace, what are some violent behaviors that won’t be tolerated?

Answer 24

-causing physical injury
-threatening remarks on City property
-Intentionally damaging City property
-possession of a weapon on City property
(disciplinary action up to and including termination)

Question 25

How will employee fighting/threatening be handled?

Answer 25

They will be disciplined, up to and including termination.

Question 26

What actions are taken, when there is the possibility of verbal abuse/physical harm from a customer?

Answer 26

• when customer is abusive, get a supervisor
• with possibility of physical harm, alert mgt
• if threat of physical harm is imminent, call 9-1-1

Question 27

What actions may take place, if a personal, non-criminal situation escalates between an employee and a family member or neighbor?

Answer 27

Individuals sometimes secure an “Order of Protection”, or an “Injunction Against Harassment”, or similar orders.

Question 28

If an employee is involved in a non-criminal dispute with a neighbor/family member, and the situation becomes disruptive at work, what should the employee do?

Answer 28

Supervisor directs employee to HR and the Employee Assistance Program (EAP) for guidance.

Question 29

What management actions are taken, when a threat (physical or otherwise) is made to an employee?

Answer 29

HR Director and the department head will assess the need to form a Threat Assessment Team.

Question 30

If, after HR Director and department heads assessment, a threat is determined, what actions are taken?

Answer 30

HR Director will contact the Police Dept Threat Assessment Team, to evaluate the severity of the situation.

Question 31

If it is concluded that violence from a threat is probable, what will management do?

Answer 31

• discuss with employees, give description/actions to take if subject comes to worksite
• if supervisor intervention doesn’t work, use Chain of Command
• provide same info to building security
• contact HR Director, provide info on steps taken (HR Director will contact security in ALL buildings to inform of situation
• Notify law enforcement of any dangerous situation that poses threat to life/property
• pursue any legal help to eliminate violence-related conduct in workplace

Question 32

What is the City’s expectations on confidentiality concerning violence/threats being investigated in the workplace?

Answer 32

All personnel shall maintain /respect the confidentiality of the organization, its employees and citizens (info will only be shared with those involved).

Question 33

When is training provided, concerning violent conduct in the workplace?

Answer 33

Training will be periodically conducted on violence in the workplace (attendance is mandatory).

Question 34

After receiving a bomb threat, who determines whether to evacuate a building?

Answer 34

Police department, depending on the seriousness of the threat.