18 Questions
According to the policy template, what is the consequence for an employee who violates the harassment policy?
Dismissal
Who is responsible for determining appropriate action based on the findings of the investigative report?
Department Director
What are some examples of corrective action that may be recommended if a violation of the policy occurs?
Transfer to a different role
Who serves as the City's EEO Officer?
The Human Resources Director
What are some potential disciplinary actions that may be taken in response to harassment or discrimination?
Written reprimand
What is the responsibility of all managers and supervisors in regards to retaliation?
To ensure that retaliation does not occur
What is the consequence of an employee failing to cooperate in an EEO investigation?
Disciplinary action
Which of the following characteristics are protected by federal, state or local laws from harassment in the City's work environment?
Gender identity
What types of actions are considered harassment according to the text?
Unsolicited remarks, gestures or physical contact, display or circulation of written materials or derogatory pictures
What is the consequence of failing to provide all requested information in a complaint?
The complaint will be rejected for inadequate data
Under what circumstances will a complaint be made part of the official record of any hearing or court proceeding?
When a finding is made and issued and all related grievances have concluded
What is the penalty for a substantiated charge of discrimination, harassment, or retaliation against an employee?
Disciplinary action up to and including dismissal
What will happen if an elected official is found guilty of discrimination, harassment, or retaliation?
The matter will be forwarded to the State of Florida Commission on Ethics for further consideration
What should an aggrieved individual do if they become victims of discrimination, harassment, or retaliation?
File a complaint with the Florida Commission on Human Relations (FCHR), the United States Equal Employment Opportunity Commission (EEOC) or the Department of Justice
Under this policy, which of the following behaviors is protected against retaliation?
Expressing an intent to file a complaint alleging prohibited conduct
What is the time limit for reporting a complaint of violation of this policy?
30 days of the most recent alleged violation
What is the consequence for an employee found to have falsely accused another as a means of harassment?
Discipline up to and including termination
What happens if a complainant or alleged violator of this policy must be temporarily reassigned during the investigation phase?
The transfer or reassignment will be done in the least disruptive manner to all parties under the circumstances
Study Notes
Consequences of Violating Harassment Policy
- An employee who violates the harassment policy may face disciplinary actions, including termination of employment.
Investigation and Corrective Action
- The EEO Officer is responsible for determining appropriate action based on the findings of the investigative report.
- Corrective action may include training, counseling, or disciplinary action, depending on the severity of the violation.
Disciplinary Actions
- Disciplinary actions that may be taken in response to harassment or discrimination include verbal warnings, written warnings, suspensions, and termination.
Management Responsibility
- Managers and supervisors are responsible for preventing retaliation against employees who report harassment or discrimination.
Employee Responsibilities
- Employees who fail to cooperate in an EEO investigation may face disciplinary action.
Protected Characteristics
- Federal, state, or local laws protect employees from harassment based on race, color, religion, sex, national origin, age, disability, or other characteristics.
Definition of Harassment
- Harassment includes unwelcome verbal or physical conduct that affects an individual's employment or creates a hostile work environment.
Complaint Procedure
- Failing to provide all requested information in a complaint may result in a delay or dismissal of the complaint.
- Complaints may be made part of the official record of any hearing or court proceeding under certain circumstances.
Penalties for Violation
- A substantiated charge of discrimination, harassment, or retaliation against an employee may result in disciplinary action, including termination.
- If an elected official is found guilty of discrimination, harassment, or retaliation, they may face penalties, including removal from office.
Support for Aggrieved Individuals
- Individuals who experience discrimination, harassment, or retaliation should report the incident to the EEO Officer or HR Representative.
Protection from Retaliation
- This policy protects against retaliation for reporting harassment, discrimination, or participating in an investigation.
Time Limit for Reporting
- Complaints of violation of this policy must be reported within a specified time limit.
Consequences of False Accusations
- Employees who falsely accuse another as a means of harassment may face disciplinary action.
Investigation Phase
- During the investigation phase, a complainant or alleged violator of this policy may be temporarily reassigned to prevent further harassment or retaliation.
Test Your Knowledge on Workplace Retaliation Policies: Learn About Protected Behaviors and Time Limits for Filing Complaints in the City of Port St. Lucie
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