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BRUNSWICK HILLS POLICE DEPARTMENT AFFIRMATIVE ACTION EQUAL EMPLOYMENT OPPORTUNITY

BRUNSWICK HILLS POLICE DEPARTMENT AFFIRMATIVE ACTION EQUAL EMPLOYMENT OPPORTUNITY SEXUAL HARASSMENT POLICY.

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BRUNSWICK HILLS POLICE DEPARTMENT AFFIRMATIVE ACTION EQUAL EMPLOYMENT OPPORTUNITY

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  1. BRUNSWICK HILLS POLICE DEPARTMENT AFFIRMATIVE ACTION EQUAL EMPLOYMENT OPPORTUNITY SEXUAL HARASSMENT POLICY

  2. THIS COURSE EXPLAINS TO THE STUDENT THE NEED FOR AN EQUAL EMPLOYMENT OPPORTUNITY POLICY, AFFIRMATIVE ACTION POLICY, AND SEXUAL HARASSMENT POLICY WITHIN THE BRUNSWICK HILLS POLICE DEPARTMENT; OUTLINES RESPONSIBILITIES; DEFINES FUNDAMENTALS; AND DISCUSSES BHPD POLICY PP 08-0019, WHICH ESTABLISHES PROCEDURES FOR THE DEVELOPMENT, IMPLEMENTATION, AND MANAGEMENT OF THE ABOVE MENTIONED POLICIES. COURSE OBJECTIVE

  3. IN A CONTINUING EFFORT TO IMPROVE THE QUALITY AND STATUS OF THE PUBLIC EMPLOYMENT ENVIRONMENT, THE BRUNSWICK HILLS POLICE DEPARTMENT IS COMMITTED TO FAIRNESS AND IMPARTIALITY IN ALL RELATIONS WITH EMPLOYEES AND APPLICANTS FOR EMPLOYMENT, AND TO CONDUCT ALL ASPECTS OF EMPLOYMENT WITHOUT REGARD TO RACE, COLOR, RELIGION, GENDER, AGE, NATIONAL ORIGIN, ETHNIC HERITAGE, OR HANDICAP. POLICY GOALS

  4. THE BRUNSWICK HILLS POLICE DEPARTMENT IS STRONGLY COMMITTED TO THE CONCEPT OF EQUAL EMPLOYMENT OPPORTUNITY AS AN ESSENTIAL ELEMENT OF A VIABLE PUBLIC AGENCY AND AS A NATURAL COROLLARY TO BASIC MERIT PRINCIPLES. IT IS, THEREFORE, THE POLICY OF THIS DEPARTMENT TO ENSURE THAT EQUAL EMPLOYMENT OPPORTUNITY EXISTS IN ALL TERMS, CONDITIONS, AND PRIVILEGES OF EMPLOYMENT WITH THE BRUNSWICK HILLS POLICE DEPARTMENT. POLICY GOALS

  5. RACISM IS ANY ATTITUDE OR ACTION BY AN INDIVIDUAL, GROUP OR INSITUTION TO SUBORDINATE ANOTHER INDIVIDUAL OR GROUP BECAUSE OF SKIN COLOR OR OTHER PHYSICAL TRAIT ASSOCIATED WITH THIS GROUP. RACISM

  6. SEXISM IS SIMILAR TO RACISM. HOWEVER, IT IS BASED ON AN ATTITUDE OF SUPERIORITY OR INFERIORITY BECAUSE OF GENDER DIFFERENCES. SEXISM IS DEFINED AS AN ATTITUDE, BEHAVIOR, OR CONDITIONING WHICH FOSTERS STEREOTYPES OR SOCIAL ROLES BASED ON SEX OR GENDER. SEXISM

  7. EXAMPLES OF SEXIST BEHAVIOR ARE: 1. IGNORING WOMEN OR WOMEN'S ISSUES. 2. EXCLUSIONARY BEHAVIOR. 3. SPEAKING FOR WOMEN. 4. PATERNALISM. SEXIST BEHAVIORS

  8. PREJUDICE IS A NEGATIVE ATTITUDE OR FEELING TOWARD CERTAIN GROUPS BASED ON FAULTY OR INFLEXIBLE GENERALIZATIONS. IT CAN BE ANY PRECONCEIVED OPINION OR FEELING WHICH IS FAVORABLE OR UNFAVORABLE TOWARD CERTAIN GROUPS. PREJUDICE

  9. SOME PREJUDICIAL BEHAVIORS ARE: 1. DISPARAGING TERMS. 2. AVOIDANCE 3. DISCRIMINATION 4. PHYSICAL ATTACKS 5. EXTERMINATION OR GENOCIDE. PREJUDICIAL BEHAVIORS

  10. DISCRIMINATION IS THE ACTIONS OR PRACTICES CARRIED OUT BY MEMBERS OF A DOMINENT GROUP, OR THEIR REPRESENTATIVES, WHICH HAVE A DIFFERENTIAL AND HARMFUL IMPACT ON MEMBERS OF SUBORDINATE GROUPS. DISCRIMINATION

  11. WITHOUT POWER, DISCRIMINATION IS INEFFECTIVE. WITH POWER, PREJUDICED INDIVIDUALS CAN DISCRIMINATE AND DOMINATE. DISCRIMINATION AND POWER

  12. PERSONAL DISCRIMINATION IS ACTION TAKEN BY AN INDIVIDUAL TO DEPRIVE ANOTHER PERSON OF A RIGHT BECAUSE OF RACE, COLOR, RELIGION, NATIONAL ORIGIN OR GENDER. THESE ACTIONS MAY BE OPEN OR HIDDEN, DIRECT OR INDIRECT, AND INTENTIONAL OR UNINTENTIONAL. PERSONAL DISCRIMINATION

  13. INSTITUTIONAL DISCRIMINATION IS WHEN ORGANIZATIONS OR SOCIETIES PRACTICE DISCRIMINATORY BEHAVIOR, WHETHER DIRECTLY OR INDIRECTLY. INSTITUTIONAL DISCRIMINATION

  14. SEXUAL HARASSMENT IS A FORM OF SEX DISCRIMINATION. IT VIOLATES ACCEPTABLE STANDARDS OF INTEGRITY AND IMPARTIALITY REQUIRED OF ALL OHMR PERSONNEL, AND INTERFERES WITH MISSION ACCOMPLISHMENT AND UNIT COHESION. SEXUAL HARASSMENT

  15. ACTS THAT CONSTITUTE SEXUAL HARASSMENT MAY ALSO BE PUNISHABLE AS CRIMINAL ACTS OF A SEXUAL NATURE AND SHOULD BE TREATED AS SUCH. SEXUAL HARASSMENT

  16. SEXUAL HARASSMENT IS NOT LIMITED TO THE WORKPLACE, BUT CAN ALSO OCCUR IN THE WORK RELATED ENVIRONMENT. SUCH BEHAVIOR BY MEMBERS OF THE BRUNSWICK HILLS POLICE DEPARTMENT WILL NOT BE TOLERATED. SEXUAL HARASSMENT

  17. ANY PERSON IN A SUPERVISORY OR COMMAND POSITION WHO USES OR CONDONES IMPLICIT OR EXPLICIT SEXUAL BEHAVIOR TO CONTROL, INFLUENCE, OR AFFECT THE CAREER, OR POSITION OF OHMR MEMBERS IS ENGAGING IN SEXUAL HARASSMENT. A SUPERVISOR WHO FAILS TO TAKE CORRECTIVE ACTION WHEN SEXUAL ACTION IS REPORTED IS CONDONING SEXUAL HARASSMENT. SEXUAL HARASSMENT

  18. QUID PRO QUO IS A LATIN TERM MEANING “THIS FOR THAT.” IT IS THE PLACING OF CONDITIONS ON A PERSON'S JOB'S, OR TERMS OF EMPLOYMENT, IN RETURN FOR SEXUAL FAVORS. QUID PRO QUO IS MAKING PROMISES OF CAREER ADVANCEMENT, PROMOTION, OR OTHER BENEFITS IN EXCHANGE FOR SEXUAL FAVORS. QUID PRO QUO

  19. A HOSTILE ENVIRONMENT IS WHERE OFFENSIVE, UNWANTED, AND UNSOLICITED COMMENTS OF A SEXUAL NATURE ARE MADE. HOSTILE ENVIRONMENT

  20. THE ASSESSMENT OF SEXUALLY HARASSING BEHAVIOR IS THE RESPONSIBILITY OF LEADERSHIP, AND THE LEADER MUST ASSESS THE BEHAVIOR FROM THE PERSPECTIVE OF THE RECIPIENT. “I WAS ONLY JOKING,” IS NOT AN EXCUSE AND THE EMOTIONAL EFFECT ON THE RECIPIENT OR WILLINGNESS OF THE RECIPIENT TO SUBMIT IS NOT RELEVANT. IMPACT VS. INTENT

  21. WHEN USING THE REASONABLE PERSON STANDARD, THE LEADER MUST ASK THE QUESTION, “HOW WOULD A REASONABLE PERSON UNDER SIMILAR CIRCUMSTANCES REACT OR BE AFFECTED BY SUCH BEHAVIOR?” MEN AND WOMEN CAN WATCH THE SAME BEHAVIOR, BUT HAVE DIFFERENT PERSPECTIVE ABOUT WHAT THEY SAW AND WHAT THEY ARE FEELING. REASONABLE PERSON STANDARD

  22. THE FOUR TYPES OF SEXUAL HARASSMENT BEHAVIOR ARE: 1. VERBAL COMMENTS 2. NON-VERBAL GESTURES 3. PRINTED MATERIALS 4. PHYSICAL CONTACT FOUR TYPES OF SEXUAL HARASSMENT BEHAVIOR

  23. EXAMPLES OF VERBAL COMMENTS WOULD BE: 1. SEXUAL JOKES OR PROFANITY 2. OFF COLOR SEXUAL COMMENTS 3. VERBAL THREATS 4. BARKING, GROWLING, OINKING, AND WHISTLING 5. DESCRIBING SEXUAL ATTRIBUTES OF ONE'S PHYSICAL APPEARANCE. VERBAL COMMENTS

  24. EXAMPLES OF NON-VERBAL GESTURES WOULD BE: 1. LEERING, OGLING, GIVING “THE EYE” OR “THE ONCE OVER.” 2. BLOWING KISSES, LICKING LIPS, OR WINKING. NON-VERBAL GESTURES

  25. EXAMPLES OF SEXUALLY ORIENTED PRINTED MATERIALS ARE:: 1. NOTES, LETTERS, FAXES, EMAIL. 2. SAYINGS, BUMPER STICKERS, CARTOONS, POSTERS, AND PICTURES. 3. PORNOGRAPHIC MAGAZINES AND BOOKS. 4. CALENDARS, PIN-UPS AND QUOTATIONS. SEXUALLY ORIENTED PRINTED MATERIALS

  26. EXAMPLES OF IMPROPER PHYSICAL CONTACT ARE: 1. TOUCHING, PATTING, HUGGING 2. PINCHING, GRABBING, CORNERING, KISSING 3. PLAYING FOOTSIE OR BLOCKING A PASSAGEWAY 4. UNSOLICITED BACK OR NECK RUBS OR UNSOLICITED ADJUSTING OF CLOTHING IMPROPER PHYSICAL CONTACT

  27. SEXUAL HARASSMENT: 1. INTERFERES WITH VICTIM'S WORK PERFORMANCE. 2. CREATES UNREASONABLE STRESS IN THE WORKPLACE. 3. PUTS HIGH LEVEL OF FEAR AND ANXIETY IN THE WORKPLACE. 4. CREATES A NEGATIVE IMPACT ON MISSION ACCOMPLISHMENT. IMPACT OF SEXUAL HARASSMENT

  28. THE LEADERSHIP OF THE BRUNSWICK HILLS POLICE DEPARTMENT IS RESPONSIBLE FOR: 1. ENSURING THAT THE ENVIRONMENT IS SAFE AND CLEAN. 2. TRAINING SUBORDINATES TO BEHAVE APPROPRIATELY. 3. MAINTAIN A CLIMATE OF OPENNESS AND MUTUAL TRUST. LEADER LIABILITY

  29. THE FAIR, EQUITABLE, AND NONDISCRIMINATORY TREATMENT OF ALL MEMBERS OF THE BRUNSWICK HILLS POLICE DEPARTMENT MAINTAINS AND IMPROVES MORALE AND PRODUCTIVITY, FOSTERS UNIT COHESION AND READINESS, AND INCREASES THE EFFECTIVENESS OF THE DEPARTMENT. EEO BELIEF STATEMENT

  30. THE BRUNSWICK HILLS POLICE DEPARTMENT WILL OPERATE A COMPLAINT PROCESSING SYSTEM DESIGNED TO REFLECT THE POLICIES THAT HAVE BEEN DISCUSSED AND TO PROVIDE A JUST AND EFFECTIVE AVENUE OF REDRESS TO AGGRIEVED PERSONS. COMPLAINT PROCEDURES

  31. AN EMPLOYEE WHO FEELS THAT SHE OR HE IS THE VICTIM OF SEXUAL HARASSMENT SHOULD BRING THE SUBJECT TO THE ATTENTION OF HIS OR HER SUPERVISOR IMMEDIATELY. IF THAT PERSON IS THE HARASSER, THE EMPLOYEE SHOULD ALERT THE CHIEF OF POLICE. AN EMPLOYEE ALSO HAS THE LEGAL RIGHT TO FILE A COMPLAINT WITH THE EEOC OR ANOTHER OUTSIDE AGENCY. COMPLAINT PROCEDURES

  32. THE PERSON(S) ALERTED WILL THEN BEGIN THE INVESTIGATIVE PROCESS. THE COMPLAINANT WILL MAKE A STATEMENT WITH TWO PEOPLE PRESENT. IF POSSIBLE, THE STATEMENT WILL BE TAKEN WITH THE AUTHORITIES ARE FIRST ALERTED. THE INVESTIGATORS WILL THEN TAKE A STATEMENT FROM THE ACCUSED AS WELL AS ANY POSSIBLE WITNESSES, ALSO WITH TWO PEOPLE PRESENT. ALL EMPLOYEES MUST COOPERATE WITH THE INVESTIGATION. DEPENDING ON THE COMPLEXITIES OF THE INVESTIGATION, ALL PARTIES INVOLVED SHOULD BE INFORMED OF THE STATUS OF THE COMPLAINT WITHIN 30 DAYS. COMPLAINT PROCEDURES

  33. THE BRUNSWICK HILLS POLICE DEPARTMENT WILL DO ITS BEST TO ENSURE THE CONFIDENTIALITY OF THE COMPLAINANT, THE ACCUSED, AND THE WITNESSES. THE DEPARTMENT CANNOT PROMISE ABSOLUTE CONFIDENTIALITY, BUT THE DEPARTMENT PLEDGES TO CONDUCT THE INVESTIGATION ON A NEED-TO-KNOW BASIS. ONLY THOSE WHO MUST KNOW ABOUT THE COMPLAINT AND THE IDENTITY OF THE COMPLAINANT WILL HAVE ACCESS TO THAT INFORMATION. CONFIDENTIALITY

  34. IF MANAGEMENT FIND THAT THE ACCUSED HAD VIOLATED DEPARTMENT POLICY, IT WILL TAKE THE PROPER DISCIPLINARY ACTION. SUCH ACTIONS INCLUDE, BUT ARE NOT LIMITED TO: VERBAL/WRITTEN REPRIMAND, SUSPENSION, TRANSFER, AND DISMISSAL. SUCH ACTION WILL BE TAKEN IN ACCORDANCE WITH DEPARTMENT AND TOWNSHIP POLICY AND PROCEDURE, AND IN ACCORDANCE WITH THE COLLECTIVE BARGAINING AGREEMENTS, IF APPLICABLE. DISCIPLINARY ACTION

  35. THE SERIOUSNESS OF THE VIOLATION, THE EXISTENCE AND NATURE OF PRIOR SECUAL HARASSMENT COMPLAINTS AND/OR POLICY BREACHES, AND THE WISHES OF THE ACCUSER, AS WELL AS OTHER CONSIDERATIONS, ARE TAKEN INTO ACCOUNT WHEN DETERMINING DISCIPLINARY ACTION. DISCIPLINARY ACTION

  36. THE BRUNSWICK HILLS POLICE DEPARTMENT WILL STRIVE TO CORRECT THE HARASSMENT. AN EMPLOYEE DENIED A PROMOTION BECAUSE OF SEXUAL HARASSMENT, FOR EXAMPLE, WILL BE GRANTED THAT PROMOTION. DISCIPLINARY ACTION

  37. RETALIATION AGAINST ANY PARTY INVOLVED – THE ACCUSED, ACCUSER, WITNESSES, AND INVESTIGATORS – WILL NOT BE TOLERATED. EMPLOYEES ACTING AS SUCH WILL BE DISCIPLINED. DISCIPLINARY ACTION

  38. IF THE COMPLAINT IS FOUND TO BE FALSE, DISCIPLINARY ACTION WILL BE TAKEN AGAINST THE ACCUSER. IF THE CASE IS UNRESOLVED, NO DISCIPLINARY ACTIONS WILL BE TAKEN AGAINST EITHER THE ACCUSED OR ACCUSER. EMPLOYEES WHO DO NOT COOPERATE IN INVESTIGATIONS, SUCH AS WITNESS WHO REFUSE TO GIVE STATEMENTS, WILL BE SUBJECT TO DISCIPLINARY ACTION. DISCIPLINARY ACTION

  39. THE BRUNSWICK HILLS POLICE DEPARTMENT WILL STRIVE TO PREVENT SEXUAL HARASSMENT OF EMPLOYEES BY NON-EMPLOYEES (CITIZENS, VENDORS, ETC.) IN THE WORK ENVIRONMENT. DISCIPLINARY ACTION

  40. TITLE VII OF THE CIVIL RIGHTS ACT OF 1964. BRUNSWICK HILLS POLICE DEPARTMENT POLICY/PROCEDURE PP 08-0019 REFERENCES

  41. THANK YOU FOR TAKING THIS COURSE. YOU MAY NOW DOWNLOAD THE COURSE EXAMINATION THAT SUBMIT YOUR ANSWERS USING THE ONLINE ANSWER SHEET. COURSE CONCLUSION

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