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Questions and Answers
Who is responsible for determining the district/section/unit responsible for the investigation of an EEO complaint?
What is the responsibility of the Personnel Section regarding EEO complaints?
Which entity investigates complaints of sexual harassment?
Which action is NOT a responsibility of supervisors concerning EEO complaints?
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Which organization can employees report unlawful discriminatory practices to?
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What is a required action for supervisors to manage the workplace in regard to EEO?
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Which of the following is NOT a reported channel for EEO complaints?
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What is the primary goal of monitoring the work environment for supervisors?
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What is the primary responsibility of the Personnel Section regarding EEO complaints?
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Which of the following is NOT a role of the assigned Mediator during a complaint resolution process?
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What should personnel do if they experience or witness offensive remarks?
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What is the status of retaliation against employees who file discrimination complaints?
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Who must approve the summary of complaint resolution before it is forwarded to the Police Personnel Section?
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What type of remarks are prohibited from being made by service providers under contract with the City?
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What documentation is required to be forwarded to HR regarding an EEO complaint?
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Which aspect of employee behavior does the policy explicitly protect against retribution?
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What is the first step taken when a complaint about interpersonal relations is received?
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Who is responsible for identifying the complainants and respondents in an interpersonal relations complaint?
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What must be true about the third party mediator assigned to a complaint?
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What is the focus of the meetings conducted by the assigned mediator with the complainant and respondent?
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What documentation method is explicitly not allowed during the mediation meetings?
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What training is provided to mediators before they engage in the mediation process?
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After meeting with both parties, what is the mediator's next step?
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What is the primary purpose of resolving interpersonal relations complaints through mediation?
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Study Notes
EEO Complaints
- The Cincinnati Police Department has procedures for reporting and resolving Equal Employment Opportunity (EEO) complaints.
- EEO complaints can be filed against any unlawful discriminatory practices.
- Supervisors and EEO counselors are resources for filing complaints.
- Employees can also file complaints with the:
- City's EEO Office (Human Resources Department)
- Ohio State Civil Rights Commission
- Federal Equal Employment Opportunity Commission
Supervisor Responsibilities Regarding EEO Complaints
- Supervisors are responsible for preventing acts of sexual harassment and discriminatory behavior in the workplace.
- Supervisors must monitor the workplace environment and educate employees about prohibited behavior and the Department's procedures for reporting complaints.
- Supervisors are also responsible for investigating EEO complaints.
Procedure for EEO Complaint Investigation
- The Police Chief determines which district, section, or unit is responsible for investigating an EEO complaint.
- Complaints of sexual harassment are investigated by the Department's Internal Investigations Section.
- After an investigation, a written response is prepared by the District/Section/Unit Commander, outlining the findings and any corrective action taken.
- A copy of the investigation report is forwarded to the Police Personnel Section, which also provides a copy to the HR Department.
- The Police Personnel Section maintains a file of all EEO complaints and notifies the Police Chief's Office about the status of ongoing complaints.
- The Police Chief's Office approves the resolution of EEO complaints.
Mediation Process for Interpersonal Relations Issues
- For interpersonal relations issues, the Police Chief may direct the complaint to be resolved through mediation.
- A mutually acceptable mediator is identified for the complaint.
- The mediator meets separately with the Complainant and Respondent, offering the opportunity to discuss the issues and potential resolutions.
- If a mediation meeting is deemed helpful, the mediator will conduct a meeting with the parties.
- A report summarizing the complaint resolution is prepared and submitted through the chain of command.
- A copy of the report is sent to the Police Personnel Section.
Offensive Remarks by Service Providers
- The Department prohibits service providers under contract with the City from making offensive or derogatory remarks based on protected characteristics.
- Employees who experience such behavior must report the incident to the resources listed for EEO complaints.
Retaliation
- Employees are protected from retaliation for filing EEO complaints, assisting with investigations, or testifying.
False and Malicious Claims
- The Department does not tolerate false or malicious claims.
- The Police Chief will investigate false or malicious complaints and may take disciplinary action.
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Description
This quiz covers the procedures for reporting and resolving Equal Employment Opportunity (EEO) complaints within the Cincinnati Police Department. It details the roles of supervisors, the resources available for filing complaints, and the investigation process. Test your knowledge on EEO practices and responsibilities in the workplace.