Podcast
Questions and Answers
Which of the following behaviors is considered unacceptable in a work environment?
Which of the following behaviors is considered unacceptable in a work environment?
- Discussing professional projects
- Propositions or pressure to engage in sexual activity (correct)
- Complimenting a colleague's performance
- Making jokes about a co-worker's hobby
Which statement correctly defines 'genetic information'?
Which statement correctly defines 'genetic information'?
- Information regarding a person's age and sex
- Details about a person's family medical history
- Any request for genetic services by an individual
- Both B and C are correct (correct)
What type of comments are considered inappropriate in the workplace?
What type of comments are considered inappropriate in the workplace?
- General health-related inquiries
- Inappropriate sexual comments (correct)
- Comments on a person’s professional skills
- Feedback regarding project deadlines
Which of the following does NOT fall under prohibited behaviors?
Which of the following does NOT fall under prohibited behaviors?
Which of the following is a form of prohibited discrimination?
Which of the following is a form of prohibited discrimination?
Genetic information excludes which of the following?
Genetic information excludes which of the following?
Which behavior is an example of sexual harassment?
Which behavior is an example of sexual harassment?
Which of the following actions is appropriately characterized as harassment?
Which of the following actions is appropriately characterized as harassment?
What type of conduct is prohibited by the Equal Employment Opportunity Policy?
What type of conduct is prohibited by the Equal Employment Opportunity Policy?
Which of the following categories is NOT protected under the policy?
Which of the following categories is NOT protected under the policy?
What is one of the objectives of the Equal Employment Opportunity Policy?
What is one of the objectives of the Equal Employment Opportunity Policy?
Which statement about inappropriate sexual activity in the workplace is accurate?
Which statement about inappropriate sexual activity in the workplace is accurate?
How does the City expect its employees to conduct themselves?
How does the City expect its employees to conduct themselves?
What type of retaliation is prohibited under this policy?
What type of retaliation is prohibited under this policy?
What is the purpose of the Equal Employment Opportunity Policy?
What is the purpose of the Equal Employment Opportunity Policy?
Which of the following is specifically mentioned as a protected category under the policy?
Which of the following is specifically mentioned as a protected category under the policy?
What is the initial step taken by the Labor & Employee Relations division upon receiving a complaint?
What is the initial step taken by the Labor & Employee Relations division upon receiving a complaint?
What will happen if the inquiry finds that the complaint is invalid or outside the scope of the Policy?
What will happen if the inquiry finds that the complaint is invalid or outside the scope of the Policy?
What must be done before any corrective action or discipline is imposed on employees named in Reports?
What must be done before any corrective action or discipline is imposed on employees named in Reports?
According to the content, what is true about employees named in Reports?
According to the content, what is true about employees named in Reports?
Which action might result from an employee's refusal to cooperate in an investigation?
Which action might result from an employee's refusal to cooperate in an investigation?
What is a potential consequence for an employee found to have filed a false report?
What is a potential consequence for an employee found to have filed a false report?
What should be taken into account when conducting investigations?
What should be taken into account when conducting investigations?
What is the guideline regarding confidentiality during investigations?
What is the guideline regarding confidentiality during investigations?
What type of violations might an employee commit if they report to work under the influence and make an inappropriate comment?
What type of violations might an employee commit if they report to work under the influence and make an inappropriate comment?
Which of the following actions is NOT permissible during the investigation of alleged harassment?
Which of the following actions is NOT permissible during the investigation of alleged harassment?
Who should be notified upon receipt of a report of alleged inappropriate conduct?
Who should be notified upon receipt of a report of alleged inappropriate conduct?
What is one of the responsibilities of the Labor & Employee Relations division upon receiving a report of alleged inappropriate conduct?
What is one of the responsibilities of the Labor & Employee Relations division upon receiving a report of alleged inappropriate conduct?
What action can a department take against an employee during an investigation?
What action can a department take against an employee during an investigation?
If an employee makes a physical threat against another employee, which policy do they violate?
If an employee makes a physical threat against another employee, which policy do they violate?
What should an employee do if they are under the influence and believe they are about to violate policies?
What should an employee do if they are under the influence and believe they are about to violate policies?
What is implied by nothing in this policy preventing a department from disciplinary action?
What is implied by nothing in this policy preventing a department from disciplinary action?
What must happen if the department director agrees with the recommendations from the Investigation Review Committee?
What must happen if the department director agrees with the recommendations from the Investigation Review Committee?
What action should a department director take if they disagree with the recommendations?
What action should a department director take if they disagree with the recommendations?
What must be obtained before a department director can take disciplinary actions conflicting with committee recommendations?
What must be obtained before a department director can take disciplinary actions conflicting with committee recommendations?
What right is granted to employees who face disciplinary actions such as suspension or termination?
What right is granted to employees who face disciplinary actions such as suspension or termination?
What is the consequence if the Final Report finds a violation of the Policy that doesn't lead to termination?
What is the consequence if the Final Report finds a violation of the Policy that doesn't lead to termination?
What can be a result of failing to follow any provision of the Policy?
What can be a result of failing to follow any provision of the Policy?
What right does the City reserve concerning the Policy?
What right does the City reserve concerning the Policy?
What is indicated about the relationship between the City and its employees in terms of the Policy?
What is indicated about the relationship between the City and its employees in terms of the Policy?
Flashcards
Equal Employment Opportunity Policy
Equal Employment Opportunity Policy
The City of Kansas City's commitment to a workplace free from discrimination based on protected characteristics.
Protected Categories
Protected Categories
Characteristics like race, sex, national origin, religion, age, disability, etc., that are legally protected from discrimination.
Retaliation
Retaliation
Taking negative action against someone for reporting discrimination.
Hostile Work Environment
Hostile Work Environment
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Genetic Information
Genetic Information
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Sexual Harassment
Sexual Harassment
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Inappropriate Conduct
Inappropriate Conduct
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Investigation Procedures
Investigation Procedures
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Confidentiality
Confidentiality
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Corrective Actions
Corrective Actions
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Disciplinary Actions
Disciplinary Actions
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False Reports
False Reports
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Employee Cooperation
Employee Cooperation
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Employee Counseling
Employee Counseling
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Policy Modifications
Policy Modifications
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Unlawful Discrimination
Unlawful Discrimination
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Reporting Violations
Reporting Violations
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Employee Rights
Employee Rights
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Employee Responsibilities
Employee Responsibilities
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Investigation Process
Investigation Process
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Harassment
Harassment
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Reporting Procedure
Reporting Procedure
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Training
Training
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Employment Contract
Employment Contract
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Study Notes
Equal Employment Opportunity Policy Overview
- City of Kansas City, Missouri, maintains a commitment to a discrimination-free workplace for employees and citizens.
- Discrimination based on protected categories including race, sex, national origin, religion, age, disability, marital status, genetic information, sexual orientation, and gender identity is prohibited.
- Retaliation against individuals involved in reporting or investigating violations of this Policy is not tolerated.
Objectives of the Policy
- Ensure a professional and unbiased work environment for all employees.
- Aim to eliminate hostile environments linked to race, sex, national origin, religion, age, disability, marital status, genetic information, sexual orientation, and gender identity.
- Genetic information includes individual and family genetic tests, but excludes sex or age data.
Prohibited Behaviors
- Favorable treatment conditioned upon acceptance of sexual advances; unfavorability due to rejection of such advances is not acceptable.
- Any use of epithets, threats, slurs, or sexual innuendos is prohibited.
- Jokes or media that are offensive based on any protected category are unacceptable.
- Inappropriate sexual remarks, hazing, and suggestive noises or gestures are considered harassment.
- Physical actions, including unwanted touching or sexual coercion, violate the Policy.
Investigation Procedures
- Reports of inappropriate conduct are to be promptly investigated by Labor & Employee Relations.
- Immediate notification of relevant directors follows the receipt of a report.
- Initial inquiries may dismiss invalid complaints; necessary investigations will involve interviewing witnesses and reviewing documentation.
- Employees will be informed of allegations against them and can respond before any punitive measures occur.
Confidentiality and Reporting
- Reports and investigations are confidential and shared only with those who need to know.
- Implementation of recommendations from investigations must begin within 30 days unless otherwise specified.
- Corrective actions must align with Human Resources rules and may include disciplinary measures following due process.
Consequences and Obligations
- Employees must cooperate with investigations; failure to do so can lead to disciplinary actions.
- Filing false reports can result in termination.
- Employees found violating the Policy will receive counseling and possible additional training, especially if violations persist.
Policy Modifications
- The Policy is subject to change at any time and does not create a contract of employment between the City and individuals.
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Description
Test your knowledge on the Equal Employment Opportunity policy of Kansas City, Missouri. This quiz will cover important aspects such as workplace discrimination, harassment, and employee rights. Enhance your understanding of the city’s commitment to a fair workplace environment.
