!TEST**No. 503, Workplace Harassment Flashcards
What is the purpose of the workplace harassment policy?
To prohibit conduct that creates a hostile environment and is committed to providing an environment free of harassment and violence.
Who’s responsibility is it to maintain a workplace free from harassment?
Every employee has the responsibility.
What does prohibited harassment include?
- intimidation
- persistent abuse (physically, verbally, in writing)
What two circumstances will subject an employee to disciplinary action concerning abuse?
- harassing another person, while pursuing a City activity, through City employment, or using City authority
- employees who made false complaints of abuse
What is “Sexual Harassment”?
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
What is “Other Prohibited Harassment”?
Verbal/physical conduct that creates a hostile work environment.
What guidelines determine “Prohibited Harassment” behavior?
- unwelcome
- repetitive
- one sided
- harasser has authority over victim
- complainant can’t stop the abuse
What is employee responsibility concerning prohibited harassment?
Each employee is responsible for reporting to management, if he/she is being harassed or witnesses the harassment.
Who is reponsible for reporting harassment to HR Director?
Managers and Supervisors are responsible for reporting to HR Director AFTER it has been reported to them from an employee.
What are Managers and Supervisors responsibilities after receiving a complaint of harassment?
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.
Who are responsible for starting/completing investigations of complaints, and under who’s direction?
Department heads/designees are responsible, under HR Director direction.
Who directs all department heads in the investigation of complaints?
HR Director.
Who keeps the complaining and accused informed on status of investigation?
The department head will keep them informed.
Why is confidentiality important concerning complaint investigations?
It protects both parties.
**What is the complaint procedure?
- 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”
What 3 organizations encourage you to report harassment to the City’s internal process, in a timely manner?
- City of Glendale
- Attorney General’s Office
- Equal Employment Opportunity Commission (EEOC)
Any person receiving a complaint of prohibited harassment will immediately notify whom?
HR Director
Who directs department heads to investigate complaints?
HR Director
Who’s responsibility is it to make employees available for interviews during an investigation?
Managers and Supervisors
Represented employees have a right to have a representative present. Where will the representative come from?
The City (will not be an attorney).
Who submits a report of the findings of an investigation to HR Director?
The department head.
Who administers the appropriate discipline to the employee found in violation of the City’s policy?
The appointing officer of the employee.
Who determines the severity of disciplinary action?
HR Director
Concerning violence in the workplace, what are some violent behaviors that won’t be tolerated?
-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)
How will employee fighting/threatening be handled?
They will be disciplined, up to and including termination.
What actions are taken, when there is the possibility of verbal abuse/physical harm from a customer?
- 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
What actions may take place, if a personal, non-criminal situation escalates between an employee and a family member or neighbor?
Individuals sometimes secure an “Order of Protection”, or an “Injunction Against Harassment”, or similar orders.
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?
Supervisor directs employee to HR and the Employee Assistance Program (EAP) for guidance.
What management actions are taken, when a threat (physical or otherwise) is made to an employee?
HR Director and the department head will assess the need to form a Threat Assessment Team.
If, after HR Director and department heads assessment, a threat is determined, what actions are taken?
HR Director will contact the Police Dept Threat Assessment Team, to evaluate the severity of the situation.
If it is concluded that violence from a threat is probable, what will management do?
- 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
What is the City’s expectations on confidentiality concerning violence/threats being investigated in the workplace?
All personnel shall maintain /respect the confidentiality of the organization, its employees and citizens (info will only be shared with those involved).
When is training provided, concerning violent conduct in the workplace?
Training will be periodically conducted on violence in the workplace (attendance is mandatory).
After receiving a bomb threat, who determines whether to evacuate a building?
Police department, depending on the seriousness of the threat.
