3.05.04 Anti-Discrimination and Harassment Policy

Under Salt Lake City Corporation's Anti-Discrimination and Harassment policy, which scenario would be considered a violation?

An employee suspects they are experiencing discrimination. According to the policy, what is their first recommended action?

A city official witnesses an instance of harassment. What action must they take according to this policy?

An employee files a complaint alleging discrimination. What action would be considered retaliation under the policy?

A supervisor overhears employees making jokes that are demeaning to a colleague based on their national origin but does not intervene. According to the policy, what is the supervisor's responsibility?

What protection does the policy offer to an employee who reports a discrimination complaint in good faith?

Which situation constitutes a violation of the Anti-Discrimination and Harassment policy regarding confidentiality?

During an investigation, who is permitted to bring a representative to an interview?

What is the potential consequence for an employee found in violation of Salt Lake City Corporation's Anti-Discrimination and Harassment policy?

Under what circumstances is recording of interviews permitted during an investigation?

Under what circumstances is Salt Lake City Corporation permitted to make employment decisions based on an employee's characteristics?

A department director is notified of the findings of a discrimination investigation. What is their responsibility after receiving the investigation results?

An employee refuses to provide information during an investigation into a harassment complaint, citing concerns about getting involved. How does the policy address this behavior?

What is the policy's stance on the confidentiality of complaints?

An employee wants to file a complaint regarding an incident that occurred 8 months ago. According to the policy, what is likely to happen?

What does the policy state regarding 'joking remarks' directed towards an individual based on a protected class?

Which of the following scenarios best exemplifies sexual harassment as defined by the policy?

According to the policy, what condition defines unwelcome sexual conduct as sexual harassment?

Which action would be considered sexual harassment according to the guidelines?

According to the policy, what constitutes sexual harassment, even without tangible job consequences?

Which of the following scenarios would be a violation of the provided policy, even if it occurs outside the workplace?

What type of conduct is explicitly mentioned as a form of sexual harassment?

If an employee makes the performance of another employee’s job more difficult because of their gender, what policy does it violate?

Which action could be seen as sexual harassment, even if unintentional?

According to the policy, what is the timeframe within which complaints should ideally be filed to ensure effective investigation?

If a city official is aware of potential discrimination or harassment, what action is mandated by the policy?

During an investigation, which interview type permits recording and representative?

During interviews, when is an employee accused of policy violation allowed a representative?

What is the responsibility of a department director after being notified of the investigation findings?

What is the policy's stance on protecting an employee who brings forth a complaint in good faith?

What is the policy's commitment to the confidentiality of complaints?

An employee is aware that a coworker is being harassed, but is not directly involved or targeted. According to the policy, what action should the employee take?

Which action demonstrates failure to cooperate in an investigation, potentially violating the Anti-Discrimination and Harassment policy?

In which scenario would a supervisor's inaction most likely be considered a violation of the Anti-Discrimination and Harassment Policy?

An employee feels they were unfairly passed over for a promotion due to their age. What aspect of the Anti-Discrimination and Harassment policy is most relevant to this situation?

Following an investigation, Salt Lake City Corporation mandates specific remedial measures for an employee found in violation of the Anti-Discrimination and Harassment policy. What constitutes a further violation in this context?

Which action by a person accused of violating the policy would most likely be considered an inappropriate confrontation?

An employee observes a colleague intentionally excluding another employee from important project meetings because of their sexual orientation. Which aspect of the Anti-Discrimination and Harassment policy is most relevant?

An employee makes a formal complaint of discrimination, but the investigation concludes that the allegations were unfounded and brought with malicious intent. What potential consequence might the employee face?

In a workplace setting, which of the following actions would most likely be considered a violation of the Anti-Discrimination and Harassment policy regarding 'joking remarks'?

An employee consistently makes demeaning comments about a colleague's appearance and body. While the colleague hasn't explicitly stated they're offended, how does this align with the policy?

What condition needs to be met for unwelcome sexual conduct to be considered harassment?

An employee shares a sexually suggestive joke with a coworker via email. Both are off duty at the time, but the coworker is offended. How does the policy apply?

A manager promises an employee a promotion in exchange for a date. The employee refuses, but no explicit repercussions follow. How does this align with the policy?

An employee displays a calendar with suggestive images in their cubicle. Other employees find it offensive. What aspect of the policy does this potentially violate?

An employee is consistently excluded from important meetings and projects after rejecting a supervisor's advances. What type of violation is this?

Which scenario would most likely be considered a violation due to 'making performance of an employee’s job more difficult because of an employee’s gender?'

Which scenario best illustrates 'quid pro quo' harassment, according to the policy?

Anti-Discrimination Policy

Fair Employment Decisions

Retaliation

Breach of Confidentiality

Failure to Cooperate

Supervisor's Responsibility

Inappropriate Confrontation

Filing False Complaints

Sexual Harassment

Quid Pro Quo Harassment

Hostile Work Environment

Physical Sexual Harassment

Sexual Assault

Verbal Sexual Harassment

Visual Sexual Harassment

Harassment Location

Who to notify about discrimination/harassment?

Complaint Time Limit

Supervisor's Reporting Duty

Protection for Complainants

Confidentiality of Complaints

Complaint Investigations

Complainant Interview Rights

Director's Response Time

Policy Purpose

Discrimination

Harassment

Retaliation (Policy)

Confidentiality Breach

Failure to Cooperate (Policy)

Ignoring Policy Violations

EEO Program Manager

Complaint Form

Relevant Evidence

Complainant

Witness

Accused Person

MOU Exception

Investigation Findings