Questions and Answers
What is the primary purpose of this directive?
What is the frequency of designated training on sexual harassment for all members?
What type of employment practices are sexual harassment and discrimination?
When is an employee encouraged to file a complaint of sexual harassment or discrimination?
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What is the definition of sexual harassment according to the EEOC guidelines?
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What is a condition under which sexual harassment is defined?
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What is the year the EEOC issued comprehensive guidelines on sexual harassment in the workplace?
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What is the commitment of the ECSO in investigating reported complaints of harassment?
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What is the purpose of threatening or implying that an employee's refusal to submit to sexual favors may affect their employment?
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What is an example of creating a sexually harassing environment?
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What is prohibited under state and/or federal employment laws?
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When filing a complaint of harassment, what should the member document?
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What is the intention of the complaint and investigatory procedures?
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Who should a member report incidents of harassment to?
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What is the role of the supervising authority receiving the complaint?
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Why is it important for employees to report incidents of harassment?
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What is considered misconduct subject to disciplinary action?
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What is the purpose of documenting incidents of harassment?
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Who is responsible for investigating complaints of harassment with no alleged criminal act?
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What happens to the information concerning a sexual harassment complaint?
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What is a supervisor's responsibility in preventing harassment?
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What happens to a member who fails to take action to stop known harassment?
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Who is responsible for documenting and filing a harassment complaint?
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What is the responsibility of each agency member in preventing harassment?
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Where are complaints of harassment filed?
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What happens when a criminal act is alleged in a harassment complaint?
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What can a complainant or accused do if they disagree with the disposition of a harassment claim?
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Why is a file of harassment complaints maintained by the Internal Affairs Unit?
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What is the purpose of unreasonably interfering with a member's work performance or creating an intimidating, hostile or offensive working environment?
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What is an example of taking retaliatory action against an employee?
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What is the responsibility of a member who believes that harassment is occurring?
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What is the purpose of documenting incidents of targeted harassment?
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What is prohibited by state and/or federal employment laws?
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What is an example of creating a sexually harassing environment?
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What is the role of the supervising authority receiving a complaint of harassment?
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What is the objective of the ECSO's policy on sexual harassment and discrimination?
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Why is it important for employees to report incidents of harassment?
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What type of conduct is specifically prohibited according to the ECSO's policy?
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When is an employee's submission to unwelcome sexual advances considered a condition of employment?
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What is considered misconduct subject to disciplinary action?
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What is the purpose of the complaint and investigatory procedures?
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Who is responsible for investigating complaints of harassment when there are no allegations of a criminal act?
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What is the recommended frequency for designated training on sexual harassment for all ECSO members?
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What is the basis for employment decisions affecting a member who submits to or rejects unwelcome sexual advances?
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What happens to information concerning a complaint of sexual harassment?
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What is a supervisor's responsibility in preventing harassment?
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What is the purpose of providing a formal training class on Sexual Harassment/Diversity?
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What is the scope of the ECSO's policy on sexual harassment and discrimination?
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What happens when a supervisor fails to take action to stop known harassment?
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What is the underlying basis for the ECSO's policy on sexual harassment and discrimination?
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Who is responsible for documenting and filing a harassment complaint?
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What is the responsibility of each agency member in preventing harassment?
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What happens when a criminal act is alleged in a harassment complaint?
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What can a complainant or accused do if they disagree with the disposition of a harassment claim?
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Why is it important to maintain a file of harassment complaints?
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What is the consequence for retaliating against any member for filing a harassment complaint or assisting in the investigation?
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Study Notes
Purpose and Policy
- The Escambia County Sheriff's Office (ECSO) aims to maintain a professional work environment free from harassment and discrimination.
- ECSO is committed to investigating all reported complaints fairly and impartially to determine whether allegations are founded.
- All members are required to attend and complete a formal training class on Sexual Harassment/Diversity either during their basic police training class or upon being hired as an employee.
- Members must complete designated training on sexual harassment every two years.
Prohibited Activity
- Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature that:
- Makes submission to such conduct a term or condition of employment.
- Affects employment decisions.
- Interferes with a member's work performance or creates an intimidating, hostile, or offensive working environment.
- Offends a person other than the person to whom the sexual conduct is directed.
- Prohibited conduct includes:
- Threatening or implying adverse employment consequences for refusing sexual favors or advances.
- Creating a sexually harassing environment through offensive comments, displays, or verbal abuse.
- Taking retaliatory action against an employee who complains of sexual harassment or discrimination.
- Engaging in any other behavior that is offensive, unwanted, or falls within the definitions of sexual harassment and discrimination.
Complaint Procedures
- Employees who experience or witness sexual harassment or discrimination are encouraged to file a complaint.
- The complaint process involves:
- Documenting all incidents of targeted harassment, including dates, times, nature of incidents, and witnesses.
- Reporting incidents to immediate supervisors, Chief Deputies, Internal Affairs, Administration Commanders, or Human Resource Managers.
- Investigations will be conducted by the Internal Affairs Unit, and information will be kept confidential except as required by law.
Responsibility
- Supervisors are responsible for preventing acts of harassment, monitoring the work environment, and counseling members on prohibited behavior and reporting procedures.
- Members are responsible for:
- Refraining from participating in actions that could be perceived as harassment.
- Reporting acts of harassment to supervisors.
- Encouraging members who confide about being harassed to report these acts to supervisors.
- Failure to take action to stop known harassment may result in discipline.
Purpose and Policy
- The Escambia County Sheriff's Office (ECSO) aims to maintain a professional work environment free of harassment and discrimination.
- The ECSO is committed to investigating all reported complaints fairly and impartially to determine whether the allegations are founded.
- All employees are encouraged to attend and satisfactorily complete a formal training class on Sexual Harassment/Diversity either during their basic police training class or upon being hired as an employee.
- All members will complete designated training on sexual harassment once every two years.
Prohibited Activity
- Sexual harassment and discrimination are unlawful employment practices.
- The Equal Employment Opportunity Commission (EEOC) issued comprehensive guidelines on sexual harassment in the workplace in 1980.
- Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when:
- Submission to such conduct is made either explicitly or implicitly a term or condition of employment.
- Submission to or rejection of such conduct by a member is used as the basis for employment decisions affecting the member.
- Such conduct has the purpose or effect of unreasonably interfering with a member's work performance or creating an intimidating, hostile, or offensive working environment.
- Such conduct offends a person other than the person to whom the sexual conduct is directed.
Complaint Procedures
- Employees who experience sexual harassment or discrimination are encouraged to file a complaint in accordance with the procedure detailed in this directive.
- A complaint should include documentation of all incidents of targeted harassment, including the member's name, dates and times of the incident(s), nature of the incident(s), and witnesses.
- Members can report incidents to their immediate supervisor, Chief Deputy, Internal Affairs, the Administration Commander, or Human Resource Manager.
- The Internal Affairs supervisor or designee will be responsible for the investigation of complaints alleging harassment.
- Information concerning the complaint of sexual harassment will not be released to anyone, except as provided in established rules governing Internal Affairs investigations and according to the public record laws of the State of Florida.
Responsibility
- Each supervisor is responsible for preventing acts of harassment and counseling all members on the types of behavior prohibited and the agency procedures for reporting and resolving complaints of harassment.
- Each member is responsible for assisting in the prevention of harassment by refraining from participation in actions that could be perceived as harassment, reporting acts of harassment to a supervisor, and encouraging any member who confides that they are being harassed to report these acts to a supervisor.
- Failure to take action to stop known harassment will be grounds for discipline.
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Description
This quiz covers the Escambia County Sheriff's Office policy on maintaining a professional work environment free of harassment, including procedures for reporting, investigating, and resolving complaints.
