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Volume I > 102.05: Employee Discipline > Flashcards

102.05: Employee Discipline Flashcards

0
Q

It is the policy of the FD that supervisors administered discipline in a ____, ____ and ____ manner.

A

Corrective
Progressive
Lawful

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1
Q

If supervisors have any questions concerning employee discipline, they should be directed to ____.

A

The departments personnel section

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2
Q

When supervisors implement discipline in a progressive manner it will normally begin with verbal reprimand or warning and, when circumstances of separate or related incidents warrant, proceed to written reprimands, suspension without pay, demotion, and finally dismissal. An incident of misconduct may require any of these forms this Disciplinary action whether or not a lesser form has preceded the action. This would depend upon the ____.

A

Severity of the offense

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3
Q

The principal objective of disciplinary action is to ____, ____ and ____ of a member receiving discipline as well as that of the department.

A

Improve(or correct) Performance
Efficiency
Morale

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4
Q

Who should all media inquiries pertaining to disciplinary actions be directed to?

A

Fire Chief

Chief personnel

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5
Q

It is mandatory that supervisors ____ prior to taking disciplinary action, and feel comfortable that they can support their actions in a formal review or appeal process.

A

Seek support from their superiors

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6
Q

Support from supervisors is extremely important when disciplinary action beyond ____ is being considered.

A

A verbal reprimand

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7
Q

Employees who are members of bargaining units have the right to union representation in disciplinary actions if they so choose. The presence of a union representative will require a ____ supervisor to become involved.

A

Non-unit supervisor

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8
Q

In most cases minor job performance problems can be resolved by the supervisor ____ and the employee making the proper modification and his/her performance.

A

Bring the problem to the attention of that employee

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9
Q

When a serious job performance is identified, how must the supervisor decide to solve it?

A

– Training
– Employee assistance program
– Non-disciplinary counseling
– Disciplinary action

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10
Q

Whose responsibility should it be to make a determination as to the best course of action to be taken in job performance problems?

A

Supervisor

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11
Q

If a situation is determined to be a training problem, a program for improvement will be developed for the member. This may be accomplished through the use of an ____.

A

Performance management guide

PMG

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12
Q

If a scheduled rating is used, the appropriate section or sections on the forms must be rated. If it is unscheduled, only the areas of the appropriate section or sections, which are ____ or require improvement are rated.

A

Unsatisfactory

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13
Q

When utilizing the performance management guide to prepare a program for improvement, attachments must be included that clearly identify ____

A

The members problem area

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14
Q

At the completion of the evaluation period, If the members performance has been corrected, another performance management guide (PMG) should be completed indicating ____.

A

Compliance with standards in all areas

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15
Q

If the members performance has not improved sufficiently, the situation should be dealt with how?

A

As a disciplinary problem

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16
Q

When utilizing a performance management guide (PMG) to prepare a program for improvement, attachments must be included that clearly identify the members problem areas. What must these attachments include?

A
  • Measurable objectives for improvement

- reasonable timeframe within which the objectives are to be met

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17
Q

Any accusation of misconduct or complaint involving FD members shall be ____ before formal action is taken.

A

Thoroughly investigated

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18
Q

The investigation is a fact-finding process and supervisors must be cautioned not to ____ until a thorough investigation is concluded

A

Make judgments

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19
Q

For accusations and complaints of serious on-duty misconduct, an ____ must be completed.

A

Investigative report

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20
Q

The ____, with the approval of the city manager, has the discretion to suspend the employee or reassign an employee pending the outcome of the investigation

A

Fire Chief

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21
Q

When an investigative report is prepared by a supervisor, what information must it include before it will be considered complete?

A 
– Summary of the incident/summary of police report
– Interviews conducted
– Conclusions
– Recommendations
– Attachments
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22
Q

What question should the “summary of the incident” portion of the investigative report answer?

A 
– Who
– What
– When
– Where
– Why
– How
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23
Q

In a criminal investigation, who should the summary of the police report be requested through?

A

Performance auditing section

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24
Q

In the “interviews conducted” portion of the investigative report, what information must be included?

A 
– The interviewee
– rank and assignment
– Date
– Time
– Location
– Those present
– Information discussed
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25
Q

When an accused member is being interviewed, and the complaint is of a criminal nature, what four things should the member be advised of?

A

– Right to union representation
– Questions asked will be narrowly and specifically related to employment issues
– Statements will not be used against the member and criminal proceedings
– Failure to cooperate is a violation of personnel Rule 21B16 and serves as a separate basis for disciplinary action, including dismissal

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26
Q

When the investigative report has been completed, it shall be forwarded to ____.

A

Fire department personnel chief via the appropriate division head

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27
Q

Question concerning legal issues pertaining to administrative investigations should be directed to ____.

A

Fire department personnel section

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28
Q

Can a members lockers, desks, etc.

(items furnished by the FD) be searched by supervisors, if a reasonable grounds exist without a search warrant?

A

Yes

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29
Q

If a supervisor has reasonable grounds to believe that an employee is under the influence of alcohol or drugs when reporting for work or during the work shift, the supervisor has the obligation to ____ and ____.

A

Verify the employees condition and relieve the employee of his duties

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30
Q

Who must be notified of the situation in the question above and respond to the workstation?

(employee under the influence of alcohol or drugs when reporting for work or during work)

A

Second-level supervisor

Union representative

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31
Q

If a supervisor observes an employee who seems to be under the influence of alcohol or drugs, he/she should be practical, ___.

A

Seek the opinion of at least one additional supervisor

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32
Q

____ should exist before requesting an employee to take a drug test or screening and/or blood alcohol test.

A

Reasonable grounds

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33
Q

Reasonable grounds for requesting an employee to take a drug test would include slurred speech, red eyes, dilated pupils, incoherence, unsteadiness on feet, smell of alcohol or marijuana in emanating from the employees body, inability to carry on a rational conversation, increasing carelessness, etc. What shall the supervisors do with these findings?

A

Document these findings and writing

34
Q

If the supervisor determines that reasonable suspicion of impairment exist, the employee should be directed to accompany the supervisor along with their battalion chief to where for a drug test?

A

O.M.C. Facility “lab express” at 505 W. McDowell building A during the hours of 8 AM to 5 PM
O.M.C. “Concerta Airport” at 1818 E. Sky Harbor Circle during the hours of 5 PM to 8 AM

35
Q

When taking an employee for a drug test what should he be informed of?

A

– Test conducted on city time
– Paid for by the city
– Part of his job responsibilities
– Refusal to take the test or sign a release of information form, may face disciplinary action up to and including dismissal

36
Q

Employees who test positive or refuse the test or release of information shall be considered unfit for work and will be ____.

A

Relieved of duty that day

37
Q

If the employee submits to a drug test and signs the release, he will be ___ until the status of the test and circumstances surrounding the impairment are determined.

A

Placed on paid leave or “city business”

38
Q

After an incident or a complaint has been thoroughly investigated and the need for disciplinary action determined, the supervisor must make a decision concerning the action that would be most effective. What are the factors to be considered in making this decision?

A

– Seriousness of offense
– Members past history
– Past practice of PFD with similar offense

39
Q

What is critical in any disciplinary system?

A

Consistency

40
Q

What is the most often used and least severe of the formal group of corrective actions?

A

Verbal

41
Q

Where should notes or records be placed for verbal reprimand?

A

Supervisors file

42
Q

When a supervisor elects

to document an incident with a memo of counseling, where shall the memo be placed?

A

Employees district or personnel file

43
Q

Supervisors may elect to use a formal written reprimands to document a repeat offense of minor infractions, or a more serious infraction for which suspension, demotion or dismissal is not appropriate. What form is used for issuing a formal written reprimand?

A

City of Phoenix written reprimand

44
Q

When the supervisor decides to issue a formal written reprimand he/she will prepare a written reprimand form. The distribution of the document is the white copy to the employee, the Canary and pink copy are forwarded to the ____.

A

The personnel control officer

45
Q

A memo of counseling documenting a verbal reprimand or formal written reprimand are both addressed from the supervisor to the member. These documents should be written how?

A

As if the member were being told the information in a conversation with the supervisor

46
Q

When preparing a memo of counseling and written reprimands a signature of both supervisors and the member should be obtain, as an inclination that____

A

The employee understands (not necessarily that he/she agrees) the contents of the document and has received a copy

47
Q

If a member refuses to sign a formal written reprimand, what must a supervisor do?

A

Obtain a witness’ signature on the document indicating that refusal

48
Q

Is the members refusal to sign a written reprimand grounds for separate disciplinary action?

A

No

49
Q

What information must be included in a document of a verbal reprimand or written reprimand?

A

– Date of preparation
– Description of the incident, rule and or policy violation
– Explanation of what is expected of the member in the future
–The disposition of the document
– A review date for possible removal from his/her personnel file in accordance with M.P. 105.11
– Signatures of both supervisors and the member as an inclination that the employee understands the contents of the document and has received a copy

50
Q

Suspensions, demotions and dismissals are utilized as punitive, yet corrective measures taken for numerous repeated incidents of rule infractions, or a single major infraction by a member. Whose responsibility is it to stabilize a situation in which immediate action is necessary?

A

The supervisor

51
Q

The ____ Will make the final decision concerning suspensions, demotions, or dismissals.

A

Fire Chief

52
Q

Any suspension, demotion or dismissal is subject to appeal to the civil-service board within ____ days of service of notice or ____ days from the date of certified mailing.

A

14 days of service of notice

21 days from the date of certified mailing

53
Q

For additional information on dealing with disciplinary problems, what manual published by the city of Phoenix personnel department should be consulted?

A

Supervisors manual

54
Q

It is the policy of the PFD that supervisors administer disciplined and a corrective manner which means what?

A

Supervisor and member come to an understanding of cause or reason for members deficiency

55
Q

It is the policy that supervisors administer discipline in a progressive manner which means what?

A

Begins with a verbal reprimand or warning

56
Q

When circumstances of separate or related incidents warrant, progressive discipline, proceeds to what consequences?

A

– Written reprimand
– Suspension without pay
– Demotion
– Dismissal

57
Q

It is the policy of the fire department that supervisors administer discipline in a lawful manner, this means? Discipline cannot violate these things

A 
– City personnel rules and regs
– Department rules of conduct
– Memorandum of understanding Union/city
– S.O.P.'s
– Constitutional rights
58
Q

Disciplinary proceedings and the results are what?

A

Confidential

59
Q

Which department section upon the request of the supervisor is available to provide staff support in any disciplinary action?

A

Personnel section

60
Q

The ____ shall be notified of all disciplinary action involving a probationary firefighter or firefighter trainee.

A

Deputy chief of the training academy

61
Q

When a member requests not to be represented by the union in a disciplinary action or investigation what should the supervisor do?

A

Honor and document his request

62
Q

Supervisors may allow legal counsel for the member in disciplinary actions resulting from alleged criminal activity, the legal counsel’s function will be to do what?

A

Advise the member, not to answer for him

63
Q

Any accusation of misconduct or complaint involving FD members shall be thoroughly investigated before formal action is taken, the investigation is what type of process?

A

Fact-finding process

64
Q

An investigative report must be completed for which infraction?

A

Accusations and complaints of serious on-duty misconduct

65
Q

Accusations or complaints of criminal misconduct will be assigned by the personnel chief to the ____

A

Performance auditing section

66
Q

The Fire Chief with the approval of the city manager has the discretion to do what to the employee pending the outcome of the investigation?

A

– Suspend employee with pay

– Reassign the employee

67
Q

Refusal to submit to the above tests will bring what type of consequences to the employee?

A

Disciplinary action up to and including dismissal

68
Q

Any employee using medication or prescribed drugs which may impair job performance shall do what?

A

Report this fact to his supervisor

69
Q

If a supervisor has reasonable grounds to believe that an employee is under the influence at work the supervisor has obligation to do what?

A

– Verify employees condition
– Relieve the employee of his duties
– Notify second-level supervisor who will respond to worksite
– Union representative shall be contacted to respond

70
Q

What exists if an employee who is under the influence of alcohol or drugs is allowed to remain working, to operate or drive vehicles or drive private vehicles?

A

Possibility of liability to the city and the supervisor

71
Q

Reasonable grounds would include a combination of various factors such as what?

A 
– Slurred speech
– Red eyes
– Dilated pupils
– Incoherence
– Unsteadiness on feet
– Smell of alcohol
– Smell of marijuana
– Inability to carry on a rational conversation
– Increasing carelessness
– Erratic behavior
– Inability to perform job
– Unexplained behavioral changes
72
Q

The employee should be informed that refusal to take a drug screening or blood alcohol test or sign a release of information form may do what to his standing with the department?

A

He may face disciplinary action up to and including dismissal

73
Q

A drug screening or blood alcohol test found to be positive will be verified by doing what?

A

Verified by an additional test

74
Q

What will be done to members who test positive or refuse the test or release of information?

A

They are considered unfit for work and will be relieved from duty that day

75
Q

If the employee submits to the test and signs the release information, what will his work status be?

A

He will be put on paid leave or city business until results are determined

76
Q

The second type of counseling is written, when this is used the supervisor may elect to document with what type of document

A

Written memo of counseling

77
Q

The two types of counseling that are most often used by company officers are?

A

– Verbal

– Written

78
Q

Supervisors may elect to use formal written reprimand to document what?

A

– Repeat offenses of a minor infraction

– More serious single infraction

79
Q

What may supervisors elect to do in regards to discipline before proceeding with a suspension, demotion, or dismissal of a subordinate?

A

Written reprimand

80
Q

A memo of counseling documenting a verbal reprimand or formal written reprimand are both addressed from the supervisor to the member and written in what manner?

A

As if the member were being told the information in a conversation with the supervisor

81
Q

If there is a grievance filed as a result of the above stated discipline the department will be represented by who?

A

Appropriate division head or designated representative

82
Q

Suspension, demotions, and dismissals are utilized as punitive yet corrective measures taken for what infractions?

A

– Numerous repeated incidents of rule infractions

– Single major infraction

83
Q

When a final decision is made concerning the proper course of action a discipline notice will be prepared by who?

A

By the personnel section and disciplinary action will be administered

Volume I (12 decks)

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