Respectful Workplace Policy Quiz

Treating a person or group less favorably because of their race, color, sex, age, religion, national origin, disability, political beliefs, size, creed, sexual orientation, gender identity, or gender expression.

Unwelcome or inappropriate conduct related to a protected status that creates a hostile or offensive work environment or results in negative employment action.

A type of harassment focusing on unwelcome conduct or comments based on sex. This includes pregnancy, sexual orientation, or gender identity. This conduct creates a hostile work environment or results in negative employment action.

Features (such as race, sex, age, religion, etc.) that are protected from discrimination under the law.

A work environment free from discriminatory, harassing, and retaliatory behaviors based on protected characteristics. This includes both behaviors that are illegal and behaviors that may not be illegal but are inappropriate.

The Personnel Director or their representative conducts a formal investigation of complaints related to discrimination or harassment.

The investigation protects the privacy of those involved, while still ensuring a thorough process.

The results of the investigation are communicated to the relevant parties, including the department head and the employee who filed the complaint.

The investigation aims to take corrective action, which may involve disciplinary measures or other steps to prevent future issues.

The final status of the complaint, while not necessarily containing detailed information, is shared with the reporting employee and other relevant individuals.

Treating someone less favorably because they reported discrimination, harassment, or retaliation, or participated in a related investigation or lawsuit.

Employees must follow the policy to avoid disciplinary action, which could include termination.

City officials, vendors, and the public are also prohibited from engaging in discrimination, harassment, or retaliation against employees.

Employees can report discrimination, harassment, or retaliation by contacting their supervisor, a department manager, the Personnel Director, or by using the City's Ethics Hotline.

Employees are required to cooperate with investigations by providing truthful information. They must also maintain confidentiality during the investigation.

Employees who make false or malicious allegations of discrimination, harassment, or retaliation can be subject to discipline, including termination.

Employees can file complaints with external agencies or authorities in addition to internal reporting procedures.

This policy prohibits retaliation against employees who report or participate in investigations related to discrimination, harassment, or retaliation.

Managers and supervisors are responsible for enforcing the anti-discrimination policy and ensuring employees comply.

If a manager or supervisor witnesses or learns of potential discrimination, harassment, or retaliation, they must report it in writing to the Personnel Director within two workdays.

Managers and supervisors cannot conduct their own investigations into complaints. Instead, they must report the matter to the Personnel Director, even if the employee requests confidentiality or does not want to file a complaint.

If the Personnel Director's investigation finds misconduct related to a protected status, the department head must take corrective or disciplinary action, following the Personnel Director's directions.

Managers and supervisors must actively prevent discrimination, harassment, or retaliation. This includes stopping any inappropriate behavior and being vigilant for signs of misconduct.

Even if a manager personally disagrees with the policy, they are required to enforce it and prevent inappropriate behavior. There are no exceptions.

Managers and supervisors must make it clear that inappropriate jokes, slurs, or negative comments based on protected status are unacceptable and will not be tolerated.

Even off duty, firefighters hired under SAFER grants cannot be discriminated against for volunteering as firefighters in other jurisdictions.