Captain Pri - County Policy Of Equity

Front 1

The County Policy of Equity defined:

Back 1

All LA Co employees are required to conduct themselves with the entirety of this policy and all State Local Co and Federal Policy

Front 2

The County Policy of Equity
Purpose:

Back 2

The policy is intended to preserve the dignity and professionalism of the workplace as well as protect the right of employee to be free from discrimination, unlawful harassment, retaliation or

Hint 2

inappropriate conduct towards others based on a protected status

Front 3

List the inappropriate actions identified by the County Policy of Equity. (4)

Back 3

1. Discrimination
2. Unlawful harassment
3. Retaliation
4. Inappropriate conduct

Front 4

List the "protected status" groups
(13)

Back 4

1. Sex 2. Color
3. Race 4. Ancestry
5.Religion 6. Nat Origin
7. Ethnicity 8. Age
9. Disability 10. Sex Orient
11. Marital Status 12. Med. Cond

Hint 4

any other protected characteristic protected by the state or federal employment laws.

Front 5

Define - County Policy of Equity Discrimination

Back 5

Disparate or adverse treatment of an individual based on or because of that individuals sex, color, race, ancestry, religion, national origin, ethnicity, age, disability, sexual orientation, marital status or medical condition

Front 6

Define the County Policy of Equity Sexual Harassment

Back 6

Unwelcome sexual advances, request for sexual favors, and other verbal, visual, or physical conduct of a sexual nature which meets any of the three criteria

Hint 6

1. Submission either Explicitly or implicitly a term or condition of employment
2. Submission or rejection is used as the basis for employment decisions
3. Has the purpose of effect of interfering with the individuals employment or creating an intimidating, hostile, offensive or abusive work environment

Front 7

Define the County Policy of Equity Unlawful Harassment

Back 7

Unlawful Harassment is conduct which has the purpose or effect of interfering with an individuals work performance or creates an intimidating, hostile, offensive or abusive work environment

Front 8

Define the County Policy of Equity Third Person Harassment

Back 8

Indirect harassment of a bystander, even if the person engaging in the conduct is unaware of the presence of the bystander. When an individual in harassing behavior, he or she assumes the risk that someone may pass by or otherwise witness the behavior.

Hint 8

The County considers this to be the same as directing the harassment toward that individual

Front 9

Define the County Policy of Equity Inappropriate Conduct towards others.

Back 9

An isolated derogatory comment, joke, racial slur, sexual innuendo, etc MAY constitute conduct that violates this policy and is grounds for discipline.

Hint 9

Similarly, the conduct need not be unwelcome to the party against whom it is directed; if the conduct reasonably would be considered inappropriate by the County for the workplace.

Front 10

Define the County Policy of Equity Retaliation.

Back 10

Adverse employment action against another for reporting a protected incident or filing a complaint that would violate this policy or the law or participating in an investigation, administrative proceeding

Hint 10

or otherwise exercising their rights or performing their duties under this policy

Front 11

List examples of conduct that may violate this policy (8)

Back 11

1. Posting or sending material, documents, or images
2. Whistling or cat calls. Lewd or derogatory noises or graphic comment
3. Using sexually, racially, or ethnically degrading words
4. Comment or gestures about appearances with racial, sexual, or religious connotations

Hint 11

5. Touching, pinching, hugging, massaging, or making sexual gestures
6. Staring and leering.circulating sexually suggestive material
7. Sexual advances including repeat request for dates
8. Adverse employment action including demotion or discharge

Front 12

Who is included in the County Work Force

Back 12

County employees, applicants, volunteers, and outside vendors

Front 13

Is a retirement party considered
"the workplace"?

Back 13

YES

Front 14

Who can employees report incidents to:

Back 14

directly to the County Intake Specialist Unit or a supervisor

Front 15

How can an employee report an incident (3)

Back 15

County Intake Specialist Unit:
1. 855-999-CEOP
2. [e-mail]
3. 500W Temple St, RM B-26, LA, CA. 90012

Front 16

Define the Supervisor or Mangers role in reporting incidents

Back 16

An affirmative duty to report potential violations. Must take all reasonable steps to prevent and stop Discrimination, unlawful harassment, retaliation, and inappropriate behavior

Front 17

What are the steps for a Supervisor or Manager to report an incident (3)

Back 17

1. Immediately notify the County Intake Specialist Unit
2. Complete the County POE report form
3. Send copies as listed
a. Original to Executive
Director/County Equity
Oversight Panel
b. Copiy to the Deputy Chief
through confidential
channels
c. Copy to Employee Relation