Escambia County Sheriff's Office Harassment Policy GO 449

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Questions and Answers

What is the primary purpose of this directive?

To provide training on sexual harassment

To reduce incidents of sexual harassment in the workplace

To act as a guide in maintaining a professional work environment free of harassment (correct)

To investigate all reported complaints of harassment

What is the policy of the ECSO regarding sexual harassment and discrimination?

To train only new employees on sexual harassment

To only investigate complaints of harassment from employees

To tolerate it as a normal part of the workplace

To provide a working environment free from sexual harassment and discrimination (correct)

What is the consequence of submitting to sexual harassment in the workplace?

It is a personal choice

It is a term or condition of employment (correct)

It is a normal part of the workplace culture

It is a criminal offense

What is the definition of sexual harassment according to the EEOC guidelines?

Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature Signup and view all the answers

How often will all members of the ECSO complete designated training on sexual harassment?

Once every two years Signup and view all the answers

What is the consequence of not following the procedure detailed in this directive?

Disciplinary action Signup and view all the answers

What is the purpose of the training on sexual harassment?

To reduce incidents of sexual harassment in the workplace Signup and view all the answers

What is prohibited by the ECSO policy?

Any conduct that is deemed sexual harassment Signup and view all the answers

What is the primary characteristic of sexual harassment?

It is unwelcome and personally offensive Signup and view all the answers

What is the purpose of the three-part test for sexual harassment complaints?

To establish if the conduct is unwelcome and severe enough to warrant action Signup and view all the answers

What is an example of sexual harassment listed in Title VII of the Civil Rights Act of 1964?

Holding up a coworker to ridicule Signup and view all the answers

What is required to establish a causal connection between protected activity and adverse employment action?

There must be evidence showing a link between the two Signup and view all the answers

What is the definition of unwelcome conduct?

Verbal or physical conduct of a sexual nature where the victim has indicated that it is unwelcome Signup and view all the answers

What is not a characteristic of sexual harassment?

It is limited to physical touching Signup and view all the answers

What is a requirement for a complaint to be classified as sexual harassment?

The conduct must be unwelcome and the complainant must communicate that it is unwelcome Signup and view all the answers

What is an example of an adverse employment action?

Termination of employment after refusing a sexual advance Signup and view all the answers

What is the basis for employment decisions affecting a member?

Submission to or rejection of sexual conduct Signup and view all the answers

What is the purpose of creating a sexually harassing environment?

To create a hostile or offensive working environment Signup and view all the answers

What is prohibited by state and/or federal employment laws?

Sexual harassment and discrimination Signup and view all the answers

What should a member document when filing a complaint of harassment?

The nature of the incidents and witnesses Signup and view all the answers

What is the intention of this order regarding confidentiality?

To not require employees to waive their right to confidentiality Signup and view all the answers

Who should a member report incidents of harassment to?

The immediate supervisor, Chief Deputy, Internal Affairs, the Administration Commander, or Human Resource Manager Signup and view all the answers

What is the most effective method for terminating unlawful sexual harassment?

Reporting incidents to the appropriate authorities Signup and view all the answers

What is the result of taking retaliatory action against an employee who complains of sexual harassment?

Disciplinary action against the person who took the retaliatory action Signup and view all the answers

What is considered a prohibited form of discrimination under state and/or federal employment laws?

Sexual harassment and discrimination Signup and view all the answers

What is the purpose of documenting incidents of harassment?

To provide evidence for an investigation Signup and view all the answers

Who will receive an annual summary of harassment complaints?

The Sheriff Signup and view all the answers

Who is responsible for preventing acts of harassment?

Each Supervisor Signup and view all the answers

What happens to the complaint when a criminal act is alleged?

The complaint is referred to the Investigations Section or an outside agency Signup and view all the answers

What is the definition of hostile working environment?

Unwelcome conduct based upon gender, which alters the conditions of employment Signup and view all the answers

What should a supervisor do when they observe acts of harassment?

Stop the observed acts and take appropriate steps to intervene Signup and view all the answers

What happens to a member who fails to take action to stop known harassment?

They are subject to discipline Signup and view all the answers

What should a member do if they are being harassed?

Report the incident to a supervisor Signup and view all the answers

What is the purpose of the Internal Affairs Unit maintaining a file of harassment complaints?

To maintain a record of all complaints in a secure location Signup and view all the answers

What is the definition of sex discrimination?

Any difference in treatment or access because of one's sex Signup and view all the answers

What happens to a complainant's identifying information?

It is kept confidential and exempt from release Signup and view all the answers

Study Notes

Purpose and Policy

The purpose of the directive is to maintain a professional work environment free of harassment and provide procedures for reporting, investigating, and resolving complaints of harassment in the Escambia County Sheriff's Office.
The ECSO policy is to provide a working environment free from sexual harassment and discrimination, and to investigate all reported complaints fairly and impartially.
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.
All members are required to complete designated training on sexual harassment once 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.
Four categories of prohibited conduct:
- 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 are encouraged to file a complaint in accordance with the procedure detailed in the directive.
The complaint procedure includes:
- Documenting all incidents of targeted harassment.
- Reporting incidents to the 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.
- The Internal Affairs Unit will maintain a file of harassment complaints in a secure location.

Responsibility

Each supervisor is responsible for preventing acts of harassment, including monitoring the work environment, counseling members on prohibited behavior, and stopping any observed acts of harassment.
Each member is responsible for assisting in the prevention of harassment by refraining from participating in actions that could be perceived as harassment, reporting acts of harassment, and encouraging others to report harassment.

Definitions

Conditions of Employment: Those provided for by law, policy, or labor contract.
Hostile Working Environment: Unwelcome conduct, based on gender, which consists of repeated incidents or is sufficiently severe, if a single incident, to alter the conditions of employment.
Sex Discrimination: Any difference, distinction, or preference in treatment, access, or impact because of one's sex.
Retaliation: To be considered retaliation, the following must occur: the employee engages in a legally protected activity, there is an adverse employment action, and there is a causal connection between the protected activity and the adverse employment action.
Sexual Harassment: Unsolicited, offensive, and unwelcome behavior involving sexual overtures or conduct, either verbal or physical, based on sex.
Sexual Harassment Complaint: A complaint must meet the three-part test: the conduct must be unwelcome, the complainant must communicate the conduct is unwelcome, and there is a subsequent occurrence of the unwelcome conduct (unless there is a sufficiently severe single incident).

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Quiz on the Escambia County Sheriff's Office policy to maintain a professional work environment free of harassment, including procedures for reporting and investigating complaints.