Hr 2.02

Front 1

It is the City's policy to prohibit workplace harassment, discrimination and retaliation on the basis of _______ _______.

Back 1

protected status

Front 2

What is protected status?

Back 2

race, religion, gender, martial status, familial status, national origin, age, mental or physical disability, sexual orientation, gender identity, source of income, veterans' status or other

Front 3

In what two primary ways does harassment, discrimination and retaliation manifests in the workplace?

Back 3

1. violate state and federal laws
2. inappropriate conduct

Front 4

Who does the employee talk to if they experience harassment, discrimination, and/or retaliation?

Back 4

1. Supervisor
2. Other manager
3. HR
   1. City's Outreach Employment and Diversity Resource Office

Front 5

T/F - 2.02 only applies to the workplace?

Back 5

False - 2.02 applies to the workplace and any work-related setting outside the workplace.

Front 6

Who is covered by 2.02?

Back 6

• elected officials
• employees
• interns (paid or unpaid)
• applicants
• contractors

Front 7

Under 2.02 what is harassment?

Back 7

inappropriate verbal or physical conduct

Front 8

Does the person's intent or consent matter?

Back 8

no

Front 9

Under 2.02 what is sexual harassment?

Back 9

a specific type of harassment - includes unwanted sexual advances, request for sexual favors, other sexually oriented verbal or physical conduct.

Front 10

Under 2.02 what is discrimination?

Back 10

unequal or different treatment of an individual on the basis of protected status

Front 11

Under 2.02 what are some examples of retaliation?

Back 11

demotion

suspension

failing to hire

failing to treat impartially

assigning to least desirable job

shunning

Front 12

Can retaliation occur if the underlying complaint is not substantiated?

Back 12

yes

Front 13

Does 2.02 apply to written or graphic material?

Back 13

yes - it prohibits inappropriate language, jokes, written or graphic materials in work related settings.

Front 14

Does 2.02 cover religious beliefs and practices?

Back 14

yes - the city is committed to providing reasonable accommodation unless it would create an undue hardship.. i.e. use vacation time for a holy day - wear clothing to the extent possible.

Front 15

If a person request religious accommodations what should they do?

Back 15

fill out "Request for Religious Accommodation Form" found in Forms section of BHR

Front 16

What should a manager do if they receives a complaint?

Back 16

contact HR Business Partner or Site Team Manager as soon as possible but no later than one or two working days after receiving the complaint.

Front 17

Can the complaint be kept confidential?

Back 17

No - managers must still contact hr personnel. You should inform the person making the complaint that confidentially may not be feasible.

Front 18

Besides city personnel who else can employees file complaints with?

Back 18

1. Bureau of Labor and Industries
2. Equal Employment Opportunity Commission,
3. or a grievance under union contract.

Front 19

Does notifying a union steward constitute filing a complaint?

Back 19

no - must still follow complaint procedure

Front 20

T/F - when appropriate the person receiving the complaint can discuss options for informally resolving the issue.

Back 20

True

Front 21

What is an external discrimination complaint?

Back 21

complaint filed with a court or federal enforcement agency

Front 22

Who handles external complaints for the city?

Back 22

Risk Manager and City Attorney's Office

Front 23

When and how often is 2.02 training given?

Back 23

upon hire and every two years thereafter.

Front 24

Who has the authority to settle discrimination complaints?

Back 24

Director of HR, in cooperation with bureau manager and Commissioner-in-Charge, and City Attorney's office