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Lvmpd Discrimination
| Question | Answer |
|---|---|
| The Mission of the Office of Employment Diversity is | To provide continuous training to all department members to increase awareness of our cultureally diverse community and police department to reduce complaints of harssment, discrimination and bias-based policing issues and to provide objective, thorou |
| The Office of Employment Diversity will accomplish it's mission by developing | implementing and conducting training for all department personel at all ranks and classifications in harassment/disrimination issues |
| The Office of Employment Diveristity will will conduct and/coordinate | all internal investigations into complaints based on race, religion,sex,national orgin,color,age,disability,sexual orientation,political affliliation or veteran status |
| Supervisors and mangers enforce? | the departments policy |
| Supervisors and managers will conduct | regular reviews with each employee to ensure they understand their obligations under the policy,as well as set the proper example at all times |
| Supervisors who act ------ and ------ in dealing with behavior that could result in---- allegation of ---- or---- will send a ---- message that it will not be ------ | professionally decisively any harassment disrimination tolerated |
| Supervisors must stop offensive conduct before it becomes ------ or----- as defined by law and department policy , regardless of the subordinates --- of ---- | pervasive severe chain of command |
| ---- that all employees be treated with dignity ----- the work enviroment daily for signs of harassment and/or discrimination -----from encouraging or participating in acts that could be perceived as harassment and/or discrimination | Insist Monittor Refrain Counsel |
| ---- 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 Office of diversity whether witnessed or reported formally | Stop Report |
| Complaints will be accepted by | Any source |
| What are the sources that complaints can be accepted by | Person,Mail,Electronic mail,Telephone |
| Complaints of harassment or discrimination can be received by any one of four parties | Any supervisor, The Director of Office Employment diversity, The Captain of personel The Captain of Professional Standards Bureau |
| Harassment and/or Discrimination-prevention and complaint process,Supervisors shall | ACT IMMEDIATLY on all complaints ,even those that are minimized by the complaint/ENSURE the employee understands the complaint policy as outlined in policy |
| Cont.... complaint process Supervisors shall | CONTACT the office of Employment Diversity for assistance in documenting and following up on complaints/ASSIST the employee with documenting and filling a written complaint |
| What are the alternate forms of resolution a Complaint maybe solved? | Mediation |
| Supervisors may be asked to assist in the investigation of complaints made against their subordinates by working with? | Investigators from the Office of Employment Diversity |
| When will the identity of employees be revealed? | On a need to know basis |
| Investigations that are not complex can be referred to? | The bureau level for investigation |
| All investigations should be completed within? | 45 days |
| If a Supervisor investigates one of these cases .It is important to ----- each ---- taken during the ---, as well all facts learned from the time the--- is received from the complainant through--- --- | document,step,investigation,complaint,corrective, disciplinary action |
| The supervisors action are evidence of what? | Action taken bry the department to correct inappropriate behavior |
| Supervisors will follow the | Harassment and/or Disrimination prevention and complaint process |
| Bureau level investigations/ Supervisor complaint process actions | COORDINATE the investigation through the the Office of Employment Diversity/ DOCUMENT the incident and the results of the fact finding investigation through an investigative report |
| Bureau level investigations/ Supervisor complaint process actions CONT..... | TAKE REMEDIAL ACTION to eradicate and prevent further occurrences of discrimination or harassment/COUNSEL employees on inappropriate behavior and remarks/IDENTIFY a course of action with the complainant to follow up with assistance from the OED |
| All investigations will be coordinated through? | The Office of Employment Diversity |
| What does title 7 prevent? | Any employers from engaging in retalitory conduct against a employee who participates ina a title 7 proceeding or who oposses any practice made legal by title 7 |
| Title 7 has what clauses | Participation clause and a Opposition clause |
| Supervisor will not use..... discourage others from complaing? | RETALIATION |
| Supervisors wil recognize when certain elements are present in the workplace its? | CRITICAL |
| A Prima facia case of discrimination or harrassment results from | A complaint that appears true, valid or sufficient a impression at first |
| What supports a prima facia case | Direct, circumstantial and statistical evidence |
| The agency may be liable of sexual harassment if | It's emplyees or supervisors knew or should have known of conduct but failed to take appropriate action |
| In sexual harassment cases supervisors will be held to | A higher standard |
| Supervisors will address all forms of harassing behavior that subjects any employee to a ? | Hostile, offensive or intimidating work enviroment |
| cant refuse to hire because of RACE,COLOR,RELIGION,SEX,OR NATIONAL ORGIN | CIVIL RIGHTS ACT OF 1964 |
| woman with pregnant related medical condition shall be treated the same for all related purposes | PREGNANCY DISCRIMINATION ACT OF 1978 |
| It is unlawful to fail, or refuse to hire someone because of his age or discharge becuse of individuals age. | AGE DISCRIMINATION IN EMPLOYMENT ACT OF 1967 |
| Shall not discriminate because of a disibilty | Americans with disabilities act of 1990 |
| What can you take FMLA act of 1993 for? | Birth of a child, Adoption of a child,The care of a seriously ill familly member,Your own serios illness |
| How long do you have to be employed before you take FMLA | 12 months and have at least 1,250 hours |
| The state of Nevada has expanded title 7 to include? | SEXUAL ORIENTATION |
| LVMPD wants to stop discriminatory behavior before it becomes? | FEDERAL SATE LAW THAT COULD RESULT IN A LAWSUIT |
| Does the LVMPD use stricter or less for enforcing its harassment policy compared to the EEOC and the NERC | Stricter |
| When any act, practice or pattern has an adverse impact on an identifiable group compared to the impact on the majority group. | Discrimination |
| Occurs when a member of a protected class is adversely affected witout sufficient legal justification. | Illegal discrimination |
| Protected class | RACE,COLOR,RELIGION,SEX. NATIONAL ORGIN |
| Department PROTECTED CLASS includes? | VETERAN STATUS, POLITICAL AFFILIATION |
| (PROTECTED CLASS)Department members should have a | General understanding |
| When a claim of discrimination is made by an employee, the investigation will focus on? | Derogatory comments or remarks Persistent conduct or bavavior that is offensive either directly or indirectly to another person , or practices or decisions that effect the fair treatment of individuals within these protectected classes |
| Is not which can preche particular facts of each case.ted to tisely defined but instead must be fit | SIMILARY SITUATED |
| The employers actions must be based on a discriminatory motive but do not need to be diliberate or willful | DISPARATE TREATMENT CLAIM |
| Discrimiminatory motive can be proven by using? | Compartive, Statistical,direct motive |
| The ultimate burden of proof always stays with the? | Complainant |
| What is more than likely the motivating factor? | The Discrimination |
| Harassment requires that the offensive conduct be? | continuous, frequent,repetitive,part of an overall pattern |
| Sexual harassment is? | Deliberate and repeated behavor |
| Sexual harassment behaior can have a? | Purpose or Effect |
| This type of harassment represents amore traditional type of discrimination in that a supervissor relying upon apparent or actual authority extorts sexual consideration from an employee by threatening to withhold a tangible benifit | QUID PRO QUO |
| For sexual harassment tob considered a violation of title 7 it must? | Sufficiently severe or pervasive to alter the conditions of the victim's employment/ Create an abusive working enviroment. |
| LVMPD prohibits offensive--- or--- of any persons in protected class in the workplace. | displays, depictions |
| The courts judge if sexual harassment took place by weather a? | Reasonable person would be offended by the conduct |
| The most important element of sexual harassment is weather or not the conduct is? | UNWELCOME |
| Peole with a physical disabilty it is the job of the Supervisor to? | Be on the lookout for indications that an accomodation is needed |
| People with disabilities the supervisor will not | inquire as to the nature or the cause of the disability, only how has disabling conditions affect the employee's ability to perform functions of their regularly assigned job. |
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