HPM 10.12 EEO Flashcards Preview

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Flashcards in HPM 10.12 EEO Deck (44)
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1

1. Training opportunities, whether on-the-job, departmental, or specialized, are critical to the Department’s ability to achieve a labor force which is aware and sensitive to, as well as representative of, the inhabitants of the _____
_________.

State of California

2

Office of Equal Employment Opportunity serves as the liaison and correspondent to state and federal agencies regarding EEO issues. Office of Equal Employment Opportunity reviews, processes, and submits finalized investigations to state and federal compliance agencies such as Department of Fair Employment and Housing (DFEH) and Equal Employment Opportunity Commission (EEOC).

True

3

Harassment is defined as pervasive, persistent, unwelcome conduct which is perpetuated by an individual’s ___________.

status in a protected group

4

For a complaint of discrimination based on religion...
. It does not have to be an organized group, traditional denomination, or world religion. However, the employee must demonstrate their faith is a truly held belief.

True

5

Courts have recognized two types of sexual harassment under federal and state law. These include

quid pro quo
hostile work environment

6

The Department may not discriminate against a drug addict who is not currently using drugs and has been rehabilitated. Discrimination is illegal when actions are based on a history of drug addiction. (Exception: Dept. may refuse to hire because of history of
drug abuse.)

True

7

Which of the following disabilities does not qualify a person to participate in LEAP?

economic

8

Federal and state laws prohibit the Department from making inquiries into an applicant's medical status/history prior to making a conditional offer of employment.

True

9

The Commanders role in the Upward Mobility Program includes all of the following except:

Provide additional training to substandard employees at their own cost.

10

The percent rate for the Department to determine the need for a bilingual position in regards to contact with non-english speaking persons is:

10 percent or more

11


The Department-wide, long-range goal is to achieve a workforce that is representative of the state’s relevant labor force in all occupations and at all levels. A workforce analysis is conducted ___________ in order to provide
direction for the Department’s EEO Program.

Annually

12

An employee who wishes to participate in the Departmental Upward Mobility Program must be in a classification identified in the California State Civil Service Pay Scales as a ____________ occupation?

Low-paying

13

Each year, all state departments with ____ or more employees are required to compare race, ethnicity, gender, and disability representation of the state civil
workforce with relevant California labor force representations to identify any group with significantly lower representation referred to a
s underutilization?

50

14

Government Code Section 18850 provides the authority for the State Personnel Board to adopt, by resolution, the Bilingual Salary Program. This program was adopted to provide compensation to those employees that use bilingual skills that, on a continuing basis, average ___ percent of the employee’s work time?

10

15

Which of the following is not a true statement with regard to Legal Obligations involving Alcoholism and Illegal Drug Abuse?

Employees who use prescribed drugs or alcohol may not be required to meet the same standards of performance and conduct that are set for other employees.

"may be"

16

The Department cannot deny an employment opportunity to a qualified applicant or employee because of the need to provide reasonable accommodation, unless it would cause ___________on the organization or pose a ___________ to the individual or others?

An undue hardship / direct threat

17

Reasonable accommodations may include, but should not be limited to the following, except?
a. Making Test Sites Accessible
b. Making Written Test Accommodations
c. Modifying Work Sites
d. Restructuring Jobs
e. Adopting Flexible Leave Policies
f. All of the above are examples of Reasonable Accommodations

F. All of the above

18

Employees who feel they are victims of sexual harassment are encouraged to inform the individual that his or her behavior is unwelcome, offensive, in poor taste, or highly inappropriate; however, victims ___________ by departmental policy or federal or state law.

are not required to do so

19

If a complainant believes he/she has been discriminated against, he/she may elect
to bypass the Department’s Internal Discrimination Complaint Process and/or may file with all of these external organizations within 365 days of the last
incident or notification of discriminatory acts, except?

EEOC

20

With regard to Informal Level Counseling, the complainant has __________ from the last incident to contact an EEO Counselor regarding discrimination-related issues. Employees or applicants who believe they have been discriminated against and wish to use the _______ process shall discuss the problem with an EEO Counselor within the complainant’s Division.

11 months / internal

21

All managers and supervisors are responsible and accountable to the appropriate __________ for personnel practices consistent with the Department's EEO program.

Division Chief

22

True or False.

Petty slights, annoyances, and isolated incidents, unless extremely serious, will not rise to the level of harassment.

True

23

To be unlawful, the conduct must create a work environment which would be intimidating, hostile, or offensive to a _________

reasonable person

24

Where does the Legal Authority comes from?

-Title VII of the Civil Rights Act of 1964
-California Fair Employment and Housing Act
-Age Discrimination in Employment Act of 1967 (ADEA)
-Americans with Disabilities Act of 1990
-as well as other related state and federal civil rights laws

25

____________are responsible for maintaining a work environment
free of discrimination and harassment and for providing reasonable accommodation
to qualified employees with disabilities to assist them with performing the essential
functions of their positions.

Managers and supervisors

26

It is the responsibility of __________to
provide a climate of support for the Department’s EEO policies.

all employees

27

Departmental Counselors and Investigators provides Divisions with rosters of their EEO counselors and EEO
investigators on a _______ basis.

quarterly

28

In accordance with GC
12950.1 all supervisors (including managers) shall receive sexual harassment prevention training within ___ months of their promotion and every ___ years thereafter

six/two

29

Supervisors and managers shall have employees initial and sign a CHP 237A,
Sexual Harassment Prevention and Discrimination Policy Admonition, during the employee’s ______ review or after any training on these policies.

annual

30

Training shall be documented on the employee’s
A. CHP 237
B. Sexual Harassment Prevention raining Log
C. Employee Training Records System (ETRS).
D. All of the above

D. All of the above