Wsp Policies, Standards And Guidelines

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| By Sonja Kulstad-hu
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Sonja Kulstad-hu
Community Contributor
Quizzes Created: 2 | Total Attempts: 145
| Attempts: 82
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  • 1/16 Questions

    The CCC Fraternization Policy ALLOWS the following between Staff and Corpsmembers:

    • Using personal influence or power to hinder a corpsmember in the employment setting because of an unprofessional relationship.
    • Consuming alcohol with corpsmembers who are minors.
    • Engaging in sexual conduct and/or activity with corpsmembers or any other activity that may involve touching a corpsmember in an unprofessional and/or inappropriate manner.
    • Mentoring relationships officially established and monitored by the CCC or other bona fide mentoring organizations or programs
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Wsp Policies, Standards And Guidelines - Quiz
About This Quiz

The purpose of this quiz is to assure that WSP members understand the Policies, Standards and Guidelines section of the member handbook.

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  • 2. 

    Nepotism is generally defined as:

    • The act of being nepotic.

    • The practice of an employee using his/her influence to promote favoritism towards a relative, spouse or significan other.

    • The organizational structure of organisms commonly found near ponds.

    Correct Answer
    A. The practice of an employee using his/her influence to promote favoritism towards a relative, spouse or significan other.
    Explanation
    The correct answer is "The practice of an employee using his/her influence to promote favoritism towards a relative, spouse or significant other." This definition accurately captures the concept of nepotism, which involves showing preferential treatment to family members or close personal connections in professional settings. It highlights the misuse of influence and power by an employee to benefit their loved ones, which can be detrimental to fairness and meritocracy within an organization.

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  • 3. 

    Which of the following is NOT conduct that may violate the sexual harrassment policy of the CCC?

    • Unwanted or unwelcomed sexual advances or pressure. This may include, but not be limited to, situations which began as a mutual and consensual attraction or relationship but later ceased to be mutual or consensual

    • Visual demonstration or verbal commentary of a sexual nature that may include derogatory or demeaning comments or slurs, sexually explicit jokes, comments about an individual’s body or physical appearance, sexual prowess, or sexual deficiencies, suggestive or obscene remarks or practical jokes

    • Posting, sending or downloading derogatory or demeaning materials of a sexual nature or sexually suggestive or explicit materials in any form by any means of transmission including facsimile, electronic mail, or the internet.

    • Unwanted or unwelcomed sexual advances or pressure. This may include, but not be limited to, situations which began as a mutual and consensual attraction or relationship but later ceased to be mutual or consensual

    • All of the above conduct violates the sexual harrasment policy.

    Correct Answer
    A. All of the above conduct violates the sexual harrasment policy.
    Explanation
    The correct answer is "All of the above conduct violates the sexual harassment policy." This is because the previous statements describe various forms of conduct that may violate the policy, such as unwanted sexual advances, verbal commentary of a sexual nature, and posting or sending derogatory materials. The repetition of the statement reinforces that all of these behaviors are considered violations of the policy.

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  • 4. 

    ________________ shall be used for pre-employment drug testing.

    • An intra-venous hemogoblin drug test

    • An oral fluid immunoassay drug test

    • An online quiz

    Correct Answer
    A. An oral fluid immunoassay drug test
    Explanation
    An oral fluid immunoassay drug test is the most appropriate method for pre-employment drug testing. This type of test involves collecting a saliva sample from the individual and analyzing it for the presence of drugs. It is a non-invasive and relatively quick process, making it suitable for pre-employment screening. Additionally, oral fluid testing is known to provide accurate results and can detect recent drug use.

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  • 5. 

    A greivance is defined as:

    • A general feeling of disappointment or sadness.

    • A dispute or complaint by one or more corpsmembers involving interpretation, application, or enforcement of the terms of any written or unwritten rule, policy, or procedure of the CCC or its affiliates.

    • A dispute or complaint by a corpsmembers for having to tromp through an undesireable creek.

    Correct Answer
    A. A dispute or complaint by one or more corpsmembers involving interpretation, application, or enforcement of the terms of any written or unwritten rule, policy, or procedure of the CCC or its affiliates.
    Explanation
    The correct answer is "A dispute or complaint by one or more corpsmembers involving interpretation, application, or enforcement of the terms of any written or unwritten rule, policy, or procedure of the CCC or its affiliates." This definition accurately describes a grievance as a dispute or complaint related to the rules, policies, or procedures of the CCC or its affiliates. It emphasizes the involvement of one or more corpsmembers and the interpretation, application, or enforcement of these rules. This definition distinguishes a grievance from a general feeling of disappointment or sadness, or a specific complaint about tromping through an undesirable creek.

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  • 6. 

    With regards to Violence in the Workplace, employees are entitled to:

    • Bring and or possess weapons of any kind onto the work premises, including pepper spray.

    • Threaten, harass, or intimidate, any employee by verbal, written, physical or any other means.

    • Engage in rough or careless play activity or other behavior, whether by mutual consent or not, which may give the appearance of violence.

    • Work in a safe environment.

    Correct Answer
    A. Work in a safe environment.
    Explanation
    The correct answer is "Work in a safe environment." This is because the other options listed in the question are all forms of violence or potential threats to safety in the workplace. Employees should not be allowed to bring weapons, threaten or harass others, or engage in rough play that can be mistaken for violence. The right to work in a safe environment is a basic entitlement for all employees.

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  • 7. 

    The Family Leave and Medical Act of 1993 requires employers to provide unpaid, job-protected leave in all of the following circumstances EXCEPT: 

    • To take some time off due to a heavy workload.

    • To care for the employee's child after birth.

    • To care for the employee's spouse, son or daughter, or parent, who has a serious health condition

    • For a serious health condition that makes the employee unable to perform the employee's job.

    Correct Answer
    A. To take some time off due to a heavy workload.
    Explanation
    The Family Leave and Medical Act of 1993 requires employers to provide unpaid, job-protected leave in various circumstances. These include caring for a child after birth, caring for a spouse, son, daughter, or parent with a serious health condition, and taking leave for a serious health condition that affects job performance. However, the Act does not require employers to provide unpaid leave for employees to take time off due to a heavy workload.

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  • 8. 

    The memorandum regarding Appropriate Use of State Resources:

    • Describes when it is appropriate and when it is inappropriate to use state resources.

    • Is old, and shouldn't be bothered with.

    • Itemizes the particluar times of day that State resources can be used.

    Correct Answer
    A. Describes when it is appropriate and when it is inappropriate to use state resources.
    Explanation
    The correct answer is "Describes when it is appropriate and when it is inappropriate to use state resources." This is because the memorandum provides guidelines on the appropriate and inappropriate use of state resources. It explains the situations in which it is acceptable to use these resources and those in which it is not. It helps individuals understand the proper usage of state resources and promotes responsible behavior.

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  • 9. 

    According to the Alcohol and Other Drug Abuse Prevention (ADP) Policy, a Negative Drug Test Result is defined as:

    • A drug test result that shows evidence of a prohibited drug in a person's system based upon results from an oral fluid immunoassay test.

    • A drug test result that DOES NOT show evidence of a prohibited drug in a person's system based upon results from an oral fluid immunoassay test.

    • A drug test result that shows inconclusive evidence of a prohibited drug in a person's system based upon results from an oral fluid immunoassay test.

    Correct Answer
    A. A drug test result that DOES NOT show evidence of a prohibited drug in a person's system based upon results from an oral fluid immunoassay test.
    Explanation
    According to the Alcohol and Other Drug Abuse Prevention (ADP) Policy, a Negative Drug Test Result is defined as a drug test result that does not show evidence of a prohibited drug in a person's system based upon results from an oral fluid immunoassay test.

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  • 10. 

    With regards to physical violence in the workplace, violence is NOT defined as an act or behavior that:

    • A reasonable person would percieve as obsessively directed, e.g., intensely focused on a grudge, grievance, or romantic interested in another person.

    • A reasonable person would perceive as threatening, intimidating, harassing, or coercing.

    • Is physically assaultive.

    • Briefly distracts others from working on their tasks.

    Correct Answer
    A. Briefly distracts others from working on their tasks.
    Explanation
    This answer is correct because the other three options describe behaviors that are considered forms of physical violence in the workplace. Obsessively directed behavior, perceived threats or harassment, and physical assault are all examples of physical violence. However, briefly distracting others from their tasks does not fall under the definition of physical violence.

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  • 11. 

    The CCC prohibits discrimination against any person on the basis of a protected characteristic. Which ONE of the following IS NOT a protected characteristic?

    • Ancestry

    • Pregnancy

    • Political affiliation

    • Criminal record

    Correct Answer
    A. Criminal record
    Explanation
    The CCC prohibits discrimination based on protected characteristics. Ancestry, pregnancy, and political affiliation are all protected characteristics. However, a criminal record is not considered a protected characteristic under the CCC. Discriminating against someone based on their criminal record is not prohibited by the CCC.

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  • 12. 

    Fraternization, while not explicitly encouraged, is acceptable behavior.

    • True

    • False

    Correct Answer
    A. False
    Explanation
    The statement states that fraternization is acceptable behavior, even though it is not explicitly encouraged. However, the correct answer is false because the statement contradicts itself. If fraternization is not explicitly encouraged, then it cannot be considered acceptable behavior.

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  • 13. 

    Violation of the Equal Employment Opportunity and Harassment MAY OCCUR even if discriminatory conduct is limited to one act and does not rise to the level of conduct in violation of State or federal law.

    • True

    • False

    Correct Answer
    A. True
    Explanation
    Even if discriminatory conduct is limited to one act and does not meet the threshold set by State or federal law, it can still constitute a violation of Equal Employment Opportunity and Harassment policies. This means that any form of discrimination, regardless of its severity or frequency, can be considered a violation of these policies and may result in consequences for the offender.

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  • 14. 

    A corpsmember wishing to file a FORMAL greivance must FIRST attempt a resolution through an INFORMAL meeting.

    • True

    • False

    Correct Answer
    A. True
    Explanation
    In order to file a formal grievance, a corpsmember must first try to resolve the issue through an informal meeting. This suggests that there is a procedure in place for addressing grievances within the organization, and it is expected that individuals first attempt to resolve the issue informally before escalating it to a formal grievance. This approach allows for open communication and the opportunity to find a resolution without going through a formal process.

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  • 15. 

    Exemptions to the Nepotism policy may be requested of the District Director of the CCC.

    • True

    • False

    Correct Answer
    A. True
    Explanation
    The statement is stating that exemptions to the Nepotism policy can be requested from the District Director of the CCC. This implies that there is a Nepotism policy in place and that the District Director has the authority to grant exemptions to this policy. Therefore, the statement is true.

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  • 16. 

    For issues concerning discrimination, harassment, non-safe work environments or other illegal activities, members may contact the:

    • The Office of Inspector General

    • The California Conservation Corps Center Director

    • Fred the Fish

    Correct Answer
    A. The Office of Inspector General
    Explanation
    The Office of Inspector General is the correct answer because it is the appropriate authority to address issues related to discrimination, harassment, non-safe work environments, and other illegal activities. They are responsible for investigating and taking action against any violations of laws or regulations in the workplace. The California Conservation Corps Center Director may have some authority, but the Office of Inspector General is specifically designated for handling such matters. Fred the Fish is not a relevant authority and is likely included as a distractor.

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Quiz Review Timeline (Updated): Mar 19, 2023 +

Our quizzes are rigorously reviewed, monitored and continuously updated by our expert board to maintain accuracy, relevance, and timeliness.

  • Current Version
  • Mar 19, 2023
    Quiz Edited by
    ProProfs Editorial Team
  • Nov 23, 2009
    Quiz Created by
    Sonja Kulstad-hu
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