Workplace harassment/sexual harassment
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Questions and Answers

What is the primary purpose of the workplace harassment policy?

  • To increase productivity in the workplace
  • To define harassment and establish procedures (correct)
  • To promote teamwork among employees
  • To ensure all employees receive proper training
  • Which characteristic is NOT protected by the harassment policy?

  • Sex
  • Disability
  • Age
  • Marital Status (correct)
  • Which of the following actions would be considered harassment under this policy?

  • Physically blocking someone from accessing their workspace (correct)
  • Complimenting a coworker's attire in a friendly manner
  • Offering constructive feedback to a colleague
  • Discussing work-related issues during lunch
  • Who is responsible for reviewing the harassment policy?

    <p>The Executive Board</p> Signup and view all the answers

    Which of the following best describes sexual harassment according to the policy?

    <p>Unwanted sexual attention known to be unwanted</p> Signup and view all the answers

    Which of the following actions is considered sexual harassment?

    <p>Threatening retaliation for refusal of a sexual request</p> Signup and view all the answers

    Which behavior would NOT be classified as sexual harassment?

    <p>Offering a promotion based on performance</p> Signup and view all the answers

    What is an example of sexually suggestive behavior?

    <p>Making sexual jokes or innuendos</p> Signup and view all the answers

    Who can be the harasser in a sexual harassment case?

    <p>A coworker or any individual, including clients</p> Signup and view all the answers

    Which of the following is a consideration in determining sexual harassment?

    <p>The location of the incident, whether on or off duty</p> Signup and view all the answers

    What constitutes verbal abuse of a sexual nature?

    <p>Making degrading comments related to sexual attributes</p> Signup and view all the answers

    What can a series of incidents indicate in the context of sexual harassment?

    <p>An aggregation may constitute sexual harassment.</p> Signup and view all the answers

    Which of the following actions must members avoid in their workplace interactions?

    <p>Displaying pornographic materials using departmental resources</p> Signup and view all the answers

    What should a member do if they believe they have been subjected to harassment?

    <p>Report the incident immediately to their immediate supervisor.</p> Signup and view all the answers

    Which detail is NOT necessary for a member to report harassment?

    <p>Their favorite color.</p> Signup and view all the answers

    Supervisors must act upon allegations of harassment in what manner?

    <p>With immediate and fair attention.</p> Signup and view all the answers

    What actions can a member take against a harasser?

    <p>Make their disapproval known to the harasser directly.</p> Signup and view all the answers

    What must supervisors do upon receiving harassment allegations?

    <p>Report the allegations immediately to Human Resources.</p> Signup and view all the answers

    What could happen if supervisors tolerate harassment?

    <p>They are in violation of the harassment policy.</p> Signup and view all the answers

    Which of the following is NOT a responsibility of the members regarding harassment?

    <p>Keep the issue confidential to avoid workplace gossip.</p> Signup and view all the answers

    What is an effect a member must report when describing the harassment incident?

    <p>The alleged impact on salary and promotional opportunities.</p> Signup and view all the answers

    What is one primary responsibility of the Human Resources Department regarding allegations of harassment?

    <p>To promptly investigate any and all allegations of harassment.</p> Signup and view all the answers

    What action may a member take if they remain unsatisfied after a Human Resources investigation?

    <p>They may seek review from the Fire Chief.</p> Signup and view all the answers

    What should happen if the Human Resources Department finds that harassment has occurred?

    <p>Appropriate relief for the member who brought the complaint will follow.</p> Signup and view all the answers

    What will Spring Fire Department do to ensure that harassment has not resumed?

    <p>Make follow-up inquiries.</p> Signup and view all the answers

    Which of the following is a possible relief for a member after a harassment complaint is resolved?

    <p>Separation of the member's job from the harasser.</p> Signup and view all the answers

    What is included in the responsibilities of the Human Resources Department when investigating harassment?

    <p>Preparing a written report regarding the investigation.</p> Signup and view all the answers

    What can happen to individuals who violate the harassment policy?

    <p>They may be subject to civil damages or criminal penalties.</p> Signup and view all the answers

    What may result from the investigation of a harassment complaint if harassment is determined?

    <p>The harasser may face disciplinary action, possibly including discharge.</p> Signup and view all the answers

    What does the anti-retaliation policy state about good faith complaints?

    <p>No retaliation will be tolerated.</p> Signup and view all the answers

    Which of the following is NOT a duty of the Human Resources Department regarding harassment complaints?

    <p>Providing financial compensation to the accuser.</p> Signup and view all the answers

    What consequences may a member face for retaliating against someone who reported harassment?

    <p>Discipline up to termination of employment.</p> Signup and view all the answers

    What is one of the roles of the Fire Chief in regards to harassment complaints?

    <p>To conduct independent investigations if requested.</p> Signup and view all the answers

    How does Spring Fire Department handle confidentiality regarding harassment complaints?

    <p>All information will be kept in strict confidence.</p> Signup and view all the answers

    What do the procedures available under the harassment policy not preempt?

    <p>Legal procedures or remedies under state or federal law.</p> Signup and view all the answers

    What is required for a harassment report to be considered a good faith report?

    <p>It must be genuine and sincere.</p> Signup and view all the answers

    What is required for an employee to acknowledge their understanding of the harassment policy?

    <p>A signed document confirming receipt and understanding.</p> Signup and view all the answers

    Study Notes

    Spring Fire Department Workplace Harassment Policy

    • This policy defines harassment and establishes procedures for Spring Fire Department personnel.
    • The policy applies to all members (employees and volunteers).
    • The policy prohibits harassment based on race, color, religion, sex, national origin, age, disability, genetic information, veteran status or any other characteristics protected by law.
    • Sexual harassment is unwanted sexual attention of a persistent or offensive nature.
    • Examples of prohibited conduct include:
      • Promising or threatening rewards or retaliation based on sexual requests
      • Denying employment opportunities based on sexual requests
      • Engaging in sexually suggestive physical contact
      • Displaying, storing or transmitting pornographic materials
      • Engaging in indecent exposure
      • Making unwanted sexual advances
      • Using sexual jokes, innuendos, verbal abuse of a sexual nature, commentary about an individual's body, leering, whistling or touching, insulting or obscene comments or gestures
    • An aggregation of incidents can constitute sexual harassment even if one of the incidents on its own would not be harassing.
    • Sexual harassment can involve males or females being harassed by members of either sex.
    • The harasser can be a supervisor, co-worker, or someone not a member of Spring Fire Department.

    Responsibilities

    • Members
      • Report incidents of harassment to their immediate supervisor, the person next in authority, the Human Resources Department or any official in the chain of command
      • Make their unease and disapproval directly and immediately know to the harasser
      • Provide as much information as possible, including:
        • The name, department and position of the alleged harasser
        • A description of the incident(s)
        • The alleged affect of the incident(s)
        • The names of other members who might have been subject to similar harassment
        • Steps taken to try and stop the harassment
        • Any other relevant information
    • Supervisors
      • Must deal expeditiously and fairly with allegations of harassment
      • Must report allegations of harassment to the Human Resources Department
      • Must take corrective action to prevent prohibited conduct from reoccurring
      • Supervisors who knowingly allow or tolerate harassment are in violation of this policy and subject to disciplinary action.
    • Human Resources Department
      • Promptly investigate any and all allegations of harassment
      • Ensure both the individual filing the complaint and the accused are aware of the seriousness of the complaint
      • Explain Spring Fire Department's Workplace Harassment/Sexual Harassment policy and investigation procedures to the individual filing the complaint and the accused individual
      • Prepare a written report with regard to any investigation
      • Explore formal and informal means of resolving harassment complaints
      • Determine a resolution to a complaint if it determines that harassment has occurred
      • Notify the police if criminal activities are alleged
    • Fire Chief
      • Can conduct an independent investigation and take further remedial or disciplinary action

    Resolution

    • If Human Resources Department determines that harassment has occurred, appropriate relief for the member who brought the complaint will follow. Such relief may include:
      • Separation of the member’s job from the harasser
      • A pledge by the harasser not to engage in any behavior that could be construed as in violation of this policy
      • A promise by the harasser not to retaliate against the member
      • The restoration of any employment/volunteer terms, conditions, or opportunities the member lost or was denied because of the harassment and for any other relief necessary to remedy the situation
    • The harasser will receive appropriate disciplinary action up to and including discharge.
    • Spring Fire Department will make follow-up inquiries to ensure that the harassment has not resumed.

    Additional Information

    • A non-member who subjects a member to harassment in the workplace will be informed of Spring Fire Departments policy and appropriate action will be taken.
    • Individuals who violate this policy may also be subject to civil damages or criminal penalties.
    • Spring Fire Department will not tolerate retaliation against any member who makes a good faith complaint of harassment or provides information in connection with any such complaint.
    • Any member who is found to have retaliated against a member, who in good faith reported harassment, will be disciplined up to and including termination of employment.
    • Spring Fire Department will keep all member complaints and all communications, such as interviews and witness statements in strict confidence.
    • All information pertaining to a harassment complaint of investigation is maintained by the Human Resources Department.
    • The procedures available under this policy do not preempt or supersede any legal procedures or remedies otherwise available to a victim of harassment under state or federal law.

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    Description

    This quiz covers the Workplace Harassment Policy for the Spring Fire Department, detailing what constitutes harassment and outlining prohibited behaviors. Participants will learn about the importance of maintaining a respectful and safe work environment for all employees and volunteers.

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