St. Johns County Sheriff's Office Discrimination/Harassment Policy Quiz

What conduct is prohibited in the workplace according to the agency's policy?

In what situations is harassment absolutely prohibited in the workplace?

What should employees do if they believe they have been a victim of discrimination?

Which of the following behaviors is NOT prohibited by the agency's policy?

What kind of conduct creates an intimidating, hostile, abusive, or offensive working environment according to the policy?

If an employee engages in behavior that interferes with another employee's work performance, what is the appropriate course of action?

What type of jokes are strictly prohibited by the agency's policy?

If an employee believes they have been a victim of harassment, who should they report this to?

What conduct is considered harassment in the context of this policy?

Which of the following elements are NOT listed as prohibited bases for discrimination in the policy?

What is considered as a violation of the policy prohibiting unlawful harassment?

Which of the following is an example of harassment according to the policy?

According to the policy, what is the purpose of creating a discrimination and harassment-free work environment?

Who is the target of the conduct in violating the harassment policy?

Which types of acts are considered examples of harassment according to the policy?

What defines ethnic, racial, age, religious, or disability harassment according to the policy?

What action should a Supervisor take if they suspect an incident of harassment or discrimination?

Who is responsible for monitoring work environments for inappropriate postings of racially offensive material?

What is a Supervisor required to do if they witness inappropriate remarks or behavior?

What will happen if a Supervisor fails to act in accordance with the policy on harassment and discrimination?

How should an employee who believes they are a victim of harassment or discrimination proceed?

What action should be taken if the accused is the Division Director in a harassment or discrimination incident?

Who is responsible for removing any offensive material found in the work environment?

In what situations should a Supervisor immediately report an incident of harassment or discrimination to the General Services Division Director?

What action can an employee take if they wish to report misconduct directly to the Internal Affairs Lieutenant?

When should an investigation of all complaints be initiated according to the guidelines?

What is the timeline for notifying the accused of an allegation after receiving a complaint?

What should the accused do upon being notified of an allegation of discrimination or harassment?

Who is responsible for assigning the investigator for a complaint?

What happens if the accused engages in retaliation against the complainant?

What should be provided in the ‘Summary’ section of an Internal Complaint in BlueTeam?

Who should be contacted immediately upon receiving a complaint according to the guidelines?

What action does the Sheriff strictly prohibit in the given text?

What is one of the potential risks highlighted for supervisors who date their subordinates?

If an employee believes they have been retaliated against, what may they do according to the text?

What will happen to supervisors who violate the guideline on fraternization?

What is the purpose of forbidding supervisors from dating employees they supervise?

How are employees encouraged to address issues of retaliation according to the text?

What is the consequence if a supervisor's relationship with a subordinate adversely affects the agency?

What is the main reason for prohibiting supervisors from having close personal relationships with subordinates?

In what cases may relationships between supervisors and subordinates be considered as fraternization?

How does the text suggest addressing complaints related to retaliation?