Workplace Harassment Complaint Handling

Who is responsible for reviewing and amending personnel rules and regulations for the City's classified service?

Which of the following is NOT within the scope of the Civil Service Board's responsibility for reviewing and amending personnel rules and regulations?

Who is authorized to implement amendments and revisions of personnel rules through an Administrative Directive, subject to certain conditions?

In what manner should amendments and revisions of personnel rules be adopted if funding related to the amendment is within the current fiscal year budget?

Who is responsible for carefully reviewing any amendments and revisions of personnel rules initiated by the City Manager?

According to the text, who does the Handbook of Personnel Policies apply to?

Which principle guides the personnel policies of the City to provide fair and equitable compensation and benefits?

What is the process for resolving concerns and disputes between employees according to the Open Door Policy?

In case of a conflict between an employment agreement and the personnel policies, which will control?

What does the City Manager have the discretion to do in relation to employee programs and compensation structures?

What is the status of all City employment in non-bargaining probationary, seasonal, part-time, and temporary positions?

What is the basis for recruitment, selection, and retention of employees by the City?

What is the purpose of the personnel policies based on the provided information?

What controls in case of a conflict between an existing Collective Bargaining Agreement and these policies?

What is the ultimate authority to alter the at-will nature of City employment?

What is the implication of nothing in the Handbook creating any contractual obligations?

What is required for employees with personal concerns about the workplace according to the Open Door Policy?

What is subject to funding through the budget process and may be amended or terminated at any time by the City Manager with approval of the City Council?

What is the first step employees are encouraged to take in order to resolve day-to-day issues relating to employment?

According to the policy, who should the Mayor or any member of the City Council seek direction through when directing City employees?

What is the City's policy and practice regarding equal employment opportunity?

According to the policy, what should employees do if they have questions or concerns about potential discriminatory or harassing conduct in the workplace?

What is the City's responsibility as a public agency in terms of Equal Opportunity?

What aspect of employment practices does the Equal Employment Opportunity policy cover according to the text?

When are employees with known disabilities not entitled to reasonable accommodations according to the policy?

What is prohibited by the City of Greenacres according to the text?

What is required if an employee sustains any type of physical or mental impairment during employment according to the policy?

What should an employee do if their immediate supervisor is the subject of a complaint?

What is covered by the policy regarding Equal Employment Opportunity according to the text?

What should an employee do if they have questions or concerns about potential discriminatory or harassing conduct?

What is the first step that Supervisors and Department Directors must take upon receiving a complaint?

Which of the following categories is NOT specifically mentioned as protected from harassment or discrimination in the workplace?

What is the consequence for an individual found to have engaged in harassing or discriminatory conduct in the workplace?

In what circumstances must external applicants submit fingerprints along with their employment application?

Who may conduct appropriate testing of applicants for particular positions?

What type of checks will be conducted on employees who regularly operate City vehicles?

Which form must each new employee properly complete as a condition of employment?

What should newly rehired employees do before commencing work?

What must employees with a suspended, revoked, or restricted license do in relation to operating City vehicles?

According to the passage, who is eligible for Veteran's preference positions?

Which type of employees may be required to have certain vehicle licenses (e.g., CDL license) for certain positions?

What type of positions are NOT covered by Veteran's preference?

What should persons with a disability requiring reasonable accommodations do before scheduling tests?

What is an example of the special consideration given to a preferred applicant?

What will be conducted in a manner consistent with federal and state law as part of the pre-employment process?

Who has the authority to appoint, suspend, or remove all City employees?

What is required if State or local Veterans preference laws and regulations are amended?

In what situation will a preference-eligible Veteran advance to the next step in the City’s selection process?

What should be established in a veterans’ recruitment plan according to the passage?

In what instances does Veteran’s preference not apply according to the passage?

What is one of the rights inform eligible individuals about Veteran's preference positions according to the passage?

What is required for a preferred applicant at each step of the employment selection process?

What is one instance where the City reserves the right to waive a postsecondary educational requirement?

What should be maintained by the City in accordance with federal and state laws?

According to the given text, how long do rehired employees have to provide supporting documentation after completing Form I-9?

When must new hires be E-Verified?

If an employee presents a List B document and is required to be E-Verified, what must that List B document contain?

Which of the following documents must be copied and kept with the employee's completed Form I-9 if the employee chooses to present it during the Form I-9 process?

According to the given text, what is the definition of 'relative' for the purpose of employment in the City?

According to Florida law and as mentioned in the text, who is eligible to receive preference in appointment and retention in employment?

As per the given text, who is eligible for preference in appointment and retention in employment?

According to the given text, who is eligible for preference in appointment and retention in employment if they served at least one (1) day during a wartime period?

"Wartime Veterans" as mentioned in the text refers to individuals who __________.

What should happen if two employees change their family relationship by marriage or adoption so as to come in conflict with the restrictions on employment of relatives?

Under what circumstances does the City Manager or designee have ultimate discretion and authority to determine whether a relative’s appointment to a position is appropriate?