WC Manual / Preventing Harassment, Discrimination, And Retaliation Flashcards
The Watch Commander answers directly to the Deputy Chiefs of TSD, CPD West, and CPD East. The WC is the voice of _________________ during their shift.
(WC Manual)
Executive staff
When an Area Lieutenant is on the scene or logged on in their area, he or she is responsible for incidents ______________________.
(WC Manual)
Within their area command.
The WC will be responsible for making sure all __________________ notifications are completed.
(WC Manual)
Executive staff
The WC is ultimately responsible for department____________________.
(WC Manual)
Resource allocation
Area lieutenants are to monitor calls, respond to shootings and other major events in their area, assume responsibility for ______________, and communicate to the primary WC any need for extra resources.
(WC Manual)
Incident Command
If there is a shooting and no one is “hit”, the ______________ will respond.
(WC Manual)
Area Sergeant
If there is a shooting and someone is “hit” the ____________ WILL respond.
(WC Manual)
Area Lieutenant
For Homicides - no ________________ about the scene should be given to the media.
(WC Manual)
Specific details
WC Log:
Stranger sexual assault entries in the WC log require you to make contact with the ________________ or ________________ assigned to the call to ensure accuracy and suitability for the entry.
(WC Manual)
SA Lieutenant / SA Sergeant
WC Log:
Never list the __________ of any law enforcement agency employee. Simply list the sector/beat. Include business names when applicable.
(WC Manual)
Address
WC Log:
Do not enter any details of any events involving ________________ including any confidential informants and undercover activities. Don’t mention in the log if they have UC officers or CIs involved in a particular event.
(WC Manual)
Criminal Intel
WC Log:
Do not enter ______________ related information involving LVMPD employees.
(WC Manual)
Medical or injury
WC Log:
____________________, regardless of damage or injuries, shall not be placed in the WC Report.
(WC Manual)
Metro involved collisions
WC Log:
________ will ensure a chain email will be generated to include the Area Captain, TSD Deputy Chief, and CPD Deputy Chiefs on all events that are noteworthy but are not included on the log.
(WC Manual)
Watch Commander
WC Log:
The WC has the authority to order an ___________________ to respond, if the sergeant/lieutenant refuses to respond.
(WC Manual)
Investigative detail
Notification criteria:
Notifications are the responsibility of the _________________.
(WC Manual)
Watch Commander
Notification Criteria:
The WC will notify or ensure the area command sergeant and/or lieutenant notify the appropriate Area Captain, Tourist Safety Division Deputy Chief, or Community Policing Division Deputy Chief by phone on all:
1. _______________
2. _______________
3. Employee involved ___________________________
4. Employee _______________
5. Employee _______________
6. Prisoner ________________
7. Other Significant Events
(WC Manual)
- Homicides
- Barricades
- Shootings / Use of Deadly Force
- Deaths / Serious Injuries
- Arrests
- Escapes
The on-duty WC will respond to the scene of any allegation of employee __________________.
(WC Manual)
Misconduct
Detainment of law enforcement officers from other jurisdictions:
1. WC will ensure a supervisor in the employee’s _____________ is immediately notified as well as the bureau commander of the area where the incident occurred.
2. __________ will be made in the WC report.
(WC Manual)
- Chain of command
- No entry
Arrest of a law enforcement officer from another jurisdiction:
1. WC ensures the ____________ of the area where the incident occurred is notified via phone.
2. The Bureau/Area Commander will notify their respective _______________.
3. WC ensures the _________ is immediately notified.
4. WC ensures the appropriate detention facility WC is notified as soon as an _________ becomes apparent.
5. WC will ensure notification is made to the arrested officer’s employer. Notification must be made to a ______________.
6. WC will ensure an e-mail is sent to the appropriate ____________ providing enough information for a basic understanding of the arrest.
7. ___________ will be made in the WC report.
8. Any further notifications will be made by the Division Deputy Chief.
(WC Manual)
- Bureau Commander
- Division Chief
- PIO
- Arrest
- Supervisor
- Deputy Chiefs
- No entry
If the detained/arrested LE Officer is at or above the rank of ____________________, the WC will make telephonic contact with the area command captain and deputy chief immediately.
(WC Manual)
Captain or equivalent
If members of the legislature, state, city, or county officials are identified as violators, the Watch Commander will notify the director of the ____________________ via email.
(WC Manual)
Office of Intergovernmental Servvices
Provides for the controlled, coordinated response of officers to a geographical location or area that requires a strong police presence in order to mitigate a situation not rising to the level of a MACTAC incident.
(WC Manual)
Surge Response
A controlled redeployment of on-duty field resources using designated in-the-box squads at the direction of the Watch Commander intended to mitigate a volatile situation or to gain control of an incident or series of incidents when the need for manpower temporarily exceeds on-duty, available resources in a given area command.
(WC Manual)
Surge Response
A surge response will be used to augment on-duty resources in an area command where there is a need to mitigate a potentially __________________ or to saturate a specific area in order to combat a crime spree.
(WC Manual)
Volatile situation
A surge response should be limited to the minimum amount of time necessary to ___________ and __________ the situation.
(WC Manual)
Mitigate / control
Every member of the LVMPD has the responsibility for preventing harassment and discrimination by:
1. Reporting and __________________ to report the behavior and
2. __________________participating in or encouragement of actions that could be perceived as harassment or discrimination.
(Preventing Harassment, Discrimination, and Retaliation)
- Encouraging others to
- Refraining from
Occurs when an employer treats an individual less favorably than other similarly situated individuals because of their protected status.
(Preventing Harassment, Discrimination, and Retaliation)
Disparate treatment
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.
(Preventing Harassment, Discrimination, and Retaliation)
Adverse impact
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.
(Preventing Harassment, Discrimination, and Retaliation)
Harassment
Department policies are more stringent than _________ or ___________ law and one incident can be enough to sustain a complaint.
(Preventing Harassment, Discrimination, and Retaliation)
Federal / State
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 ______________.
(Preventing Harassment, Discrimination, and Retaliation)
Sexual Harassment
-Means “this for that”
-Submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment.
(Preventing Harassment, Discrimination, and Retaliation)
Quid pro quo
An employee may _________________ and still have a claim of sexual harassment.
(Preventing Harassment, Discrimination, and Retaliation)
Acquiesce to demands
Victims need not _______________ unwelcome advances to prove they were unwelcome.
(Preventing Harassment, Discrimination, and Retaliation)
Expressly reject
Conduct is severe or pervasive enough to create an objectively hostile, offensive, or intimidating work environment by a reasonable person standard.
Conduct affects terms, conditions, and privileges of employment.
(Preventing Harassment, Discrimination, and Retaliation)
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 _____________________ or violate another LVMPD Policy.
(Preventing Harassment, Discrimination, and Retaliation)
Unprofessional conduct
Occurs when an employee is subjected to adverse employment action based on their participation in a complaint regarding charges of harassment or discrimination.
(Preventing Harassment, Discrimination, and Retaliation)
Retaliation
Employees must be able to show a _____________ exists between the adverse action and their involvement in a complaint.
(Preventing Harassment, Discrimination, and Retaliation)
Causal link
To prove retaliation, it must be shown that the ________________ occurred due to filing or participating in a complaint process.
(Preventing Harassment, Discrimination, and Retaliation)
Negative job action
Complaints of harassment or discrimination can be received by any one of the following three parties:
1. _____________
2. _____________
3. _____________
(Preventing Harassment, Discrimination, and Retaliation)
- Any supervisor
- Employment Diversity Section
- Internal Affairs Bureau
All complaints of harassment and/or discrimination will be reviewed by the _________________ and will be taken seriously. Never assume that the problem will work itself out or go away. Always report concerns to _________________.
(Preventing Harassment, Discrimination, and Retaliation)
Director of EDS
Categories of Sexual Harassment:
(Preventing Harassment, Discrimination, and Retaliation)
-Quid Pro Quo
-Hostile Work Environment
