EO 1-50

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Questions and Answers

What should employees do when they experience conduct that violates policy?

Discuss it informally with colleagues to gauge opinions.

Report it immediately to the Office of Inspector General or their Departmental Representatives. (correct)

Ignore it and hope it resolves itself.

Wait until the conduct becomes severe before making a report.

What action must supervisors take when they receive a complaint of prohibited conduct?

Ignore the complaint if they do not witness the conduct themselves.

Make a report to a Designated Department Representative as soon as possible. (correct)

Handle the complaint privately without involving anyone else.

Decide whether the complaint is valid before taking any action.

What is the consequence for supervisors who fail to report prohibited conduct?

They will receive a warning and nothing more.

They will be moved to a different department.

They will be required to attend additional training sessions.

They could face disciplinary action, up to termination. (correct)

Which of the following actions is prohibited for supervisors?

Having sexual relationships with their subordinates. Signup and view all the answers

Why is it important for employees to report misconduct without delay?

To facilitate the City's ability to investigate and take corrective action. Signup and view all the answers

What is the primary purpose of the Executive Order E.O.No: 1-50?

To define workplace discrimination and harassment Signup and view all the answers

Which of the following does NOT fall under the scope of the workplace discrimination and harassment policy?

Discrimination during off-duty hours in other professions Signup and view all the answers

What is a key objective of the workplace discrimination and harassment policy?

To provide a workplace free from discrimination and harassment Signup and view all the answers

Which type of conduct is specifically identified as inappropriate under the workplace policy?

Offensive symbols or slurs Signup and view all the answers

To whom does the workplace discrimination and harassment policy apply?

All employees regardless of their status Signup and view all the answers

In what situations does the workplace policy apply to employee conduct?

Throughout business travel and related activities Signup and view all the answers

What does the workplace harassment policy aim to address?

Reporting and investigation of discrimination and harassment Signup and view all the answers

What is one consequence mentioned in the policy for reporting discrimination or harassment?

Retaliation for whistleblowers Signup and view all the answers

Which of the following actions is NOT considered workplace harassment?

Engaging in friendly conversation during breaks Signup and view all the answers

What is one of the effects of workplace harassment?

Creating a hostile work environment Signup and view all the answers

Which characteristic can NOT be a basis for workplace harassment?

Job Title Signup and view all the answers

What constitutes unwelcome conduct in the workplace?

Unsolicited and unwelcome touching Signup and view all the answers

Which of the following is an example of perpetuating stereotypes?

Making fun of a specific group based on generalizations Signup and view all the answers

How might workplace harassment affect an employee?

It can interfere with work performance Signup and view all the answers

What should an employee do if they feel they are being harassed at work?

Report the behavior to a supervisor or HR Signup and view all the answers

Which action might constitute harassment related to employment decisions?

Rejecting a promotion based on personal conflicts Signup and view all the answers

What does making an adverse employment decision against an employee for refusing a sexual request constitute?

Retaliation Signup and view all the answers

Which of the following actions could be considered welcoming physical contact?

Touching without consent Signup and view all the answers

What is the purpose of retaliation according to the provided guidelines?

To discourage employees from exercising their rights Signup and view all the answers

Which action is NOT explicitly prohibited regarding workplace conduct?

Providing personal opinions during an investigation Signup and view all the answers

What does impeding access to a restroom based on gender identity represent?

Discrimination Signup and view all the answers

Which of the following behaviors is retaliatory in nature?

Firing an employee for reporting harassment Signup and view all the answers

What constitutes objectively offensive material in workplace settings?

Materials ridiculing protected characteristics Signup and view all the answers

What is a reasonable employee's perception of adverse conduct?

A threat to job security Signup and view all the answers

What is the primary responsibility of department directors regarding this policy?

To ensure the standards of the policy are enforced Signup and view all the answers

What action must be taken when violations of the policy are confirmed?

Corrective actions up to termination or indefinite suspension should be imposed Signup and view all the answers

What should an employee do first if they feel subjected to conduct prohibited by this policy?

Inform the alleged offender that the conduct is unwelcome Signup and view all the answers

Which of the following is NOT a responsibility of the department directors?

Conducting formal investigations on their own Signup and view all the answers

Who can individuals contact for advice without lodging a formal complaint?

The City’s Sexual Harassment Hotline or designated DDRs Signup and view all the answers

What role do Designated Department Representatives (DDRs) play in addressing complaints?

They are appointed to handle complaints and facilitate informal resolutions Signup and view all the answers

What training should employees receive according to the policy?

Periodic training regarding the standards and expectations of the policy Signup and view all the answers

How many DDRs must each department director appoint for handling complaints?

At least two, ideally one male and one female Signup and view all the answers

What action can the OIG take if an employee files a complaint against a DDR or is a material fact witness?

Modify its procedures to exclude the employee from processing the complaint. Signup and view all the answers

Which external agencies can employees report their harassment complaint to?

U.S. Equal Employment Opportunity Commission and Texas Workforce Commission. Signup and view all the answers

How often are employees expected to receive training regarding the discrimination and harassment policy?

Periodically. Signup and view all the answers

What consequence can an employee face for non-compliance with the harassment and discrimination policy?

Disciplinary action up to indefinite suspension. Signup and view all the answers

Which Executive Order does this new policy supersede?

All previous Executive Orders related to discrimination. Signup and view all the answers

Where can employees find information regarding external agencies for harassment complaints?

On departmental bulletin boards and online. Signup and view all the answers

What is one of the designated roles of the Employee Relations Section of Human Resources?

To develop training programs for the harassment and discrimination policy. Signup and view all the answers

What must happen to previous executive orders that are superseded by this one?

They shall be of no further force or effect. Signup and view all the answers

Study Notes

Workplace Discrimination and Harassment Executive Order

Subject: Workplace Discrimination and Harassment
Effective Date: April 6, 2012
Authority: Article VI, Section 7a, City Charter of the City of Houston
Purpose: Define workplace discrimination and harassment, provide a fair work environment, address reporting and investigation.
Objective: Establish a workplace free from discrimination, harassment, and retaliation
Scope: Covers employee conduct in all City workplaces, vehicles, business travel, and any location where City business is conducted. Applies to all employees, regardless of status, classification, pay grade, employment length, or work schedule.
Scope Includes: Access to City facilities, programs, services, and activities.
Policy: The City of Houston is committed to providing a work environment free of discrimination and harassment.
Definitions:
- Discrimination: Includes decisions affecting pay, status, position, assignment, opportunities, compensation, promotion, discipline, demotion, transfers, layoffs, recall, termination, and training
- Gender Identity: An individual's innate identification as either male or female.
- Genetic Information: Information about an individual’s genetic tests, family members’ tests, and disease in family members; does not include age or sex.
- Protected Characteristic: Includes sex, race, color, ethnicity, national origin, age, religion, disability, sexual orientation, genetic information, gender identity, pregnancy, or any other legally protected characteristic.
- Sexual Harassment: Unwelcome sexual advances, requests for sexual favors, verbal/physical contact, or displays of material. Applies regardless of sex/gender or if one or more of the parties are transgendered.
- Workplace Harassment: Unwelcome conduct that denigrates or shows hostility or aversion based on a protected characteristic, creating a hostile or offensive work environment, interfering with work performance, or affecting employment opportunities/compensation.
Examples of prohibited Harassment: Offensive and unwelcome comments, touching, slurs, threatening behavior, inappropriate gestures, etc. – both in person and electronically.
Retaliation: Conduct discouraging employees from exercising rights, opposing prohibited conduct.
Employee and Supervisory Obligations: Reporting conduct at the earliest stage, Designated Department Representatives (DDRs), supervisors reporting issues, appropriate action, no agreement to delay reporting.
Complaint Process: Informal resolution (DDRs or Employee Relations), formal complaints (Inspector General (OIG), Designated Departmental Representative(DDRs), City of Houston Sexual Harassment Hotline).
Other Remedies: Reporting to external agencies (EEOC, Texas Workforce Commission).
Training: Mandatory training for all employees, resources available.

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Description

This quiz explores the Executive Order on Workplace Discrimination and Harassment established by the City of Houston. It covers definitions, objectives, and the scope of the policy aimed at creating a fair work environment free from discrimination and harassment. Brush up on your knowledge of employee rights and responsibilities in the workplace.