102.05: Employee Discipline

Question 0

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

Answer 0

Corrective
Progressive
Lawful

Question 1

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

Answer 1

The departments personnel section

Question 2

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 ____.

Answer 2

Severity of the offense

Question 3

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

Answer 3

Improve(or correct) Performance
Efficiency
Morale

Question 4

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

Answer 4

Fire Chief

Chief personnel

Question 5

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.

Answer 5

Seek support from their superiors

Question 6

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

Answer 6

A verbal reprimand

Question 7

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.

Answer 7

Non-unit supervisor

Question 8

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

Answer 8

Bring the problem to the attention of that employee

Question 9

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

Answer 9

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

Question 10

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

Answer 10

Supervisor

Question 11

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 ____.

Answer 11

Performance management guide

PMG

Question 12

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.

Answer 12

Unsatisfactory

Question 13

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

Answer 13

The members problem area

Question 14

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

Answer 14

Compliance with standards in all areas

Question 15

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

Answer 15

As a disciplinary problem

Question 16

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?

Answer 16

• Measurable objectives for improvement

- reasonable timeframe within which the objectives are to be met

Question 17

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

Answer 17

Thoroughly investigated

Question 18

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

Answer 18

Make judgments

Question 19

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

Answer 19

Investigative report

Question 20

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

Answer 20

Fire Chief

Question 21

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

Answer 21

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

Question 22

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

Answer 22

– Who
– What
– When
– Where
– Why
– How

Question 23

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

Answer 23

Performance auditing section

Question 24

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

Answer 24

``` – The interviewee – rank and assignment – Date – Time – Location – Those present – Information discussed ```

Question 25

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

Answer 25

– 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

Question 26

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

Answer 26

Fire department personnel chief via the appropriate division head

Question 27

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

Answer 27

Fire department personnel section

Question 28

Can a members lockers, desks, etc. | (items furnished by the FD) be searched by supervisors, if a reasonable grounds exist without a search warrant?

Answer 28

Yes

Question 29

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 ____.

Answer 29

Verify the employees condition and relieve the employee of his duties

Question 30

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)

Answer 30

Second-level supervisor | Union representative

Question 31

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

Answer 31

Seek the opinion of at least one additional supervisor

Question 32

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

Answer 32

Reasonable grounds

Question 33

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?

Answer 33

Document these findings and writing

Question 34

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?

Answer 34

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

Question 35

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

Answer 35

– 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

Question 36

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

Answer 36

Relieved of duty that day

Question 37

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.

Answer 37

Placed on paid leave or "city business"

Question 38

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?

Answer 38

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

Question 39

What is critical in any disciplinary system?

Answer 39

Consistency

Question 40

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

Answer 40

Verbal

Question 41

Where should notes or records be placed for verbal reprimand?

Answer 41

Supervisors file

Question 42

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

Answer 42

Employees district or personnel file

Question 43

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?

Answer 43

City of Phoenix written reprimand

Question 44

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 ____.

Answer 44

The personnel control officer

Question 45

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?

Answer 45

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

Question 46

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

Answer 46

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

Question 47

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

Answer 47

Obtain a witness' signature on the document indicating that refusal

Question 48

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

Answer 48

No

Question 49

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

Answer 49

– 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

Question 50

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?

Answer 50

The supervisor

Question 51

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

Answer 51

Fire Chief

Question 52

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.

Answer 52

14 days of service of notice | 21 days from the date of certified mailing

Question 53

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

Answer 53

Supervisors manual

Question 54

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

Answer 54

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

Question 55

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

Answer 55

Begins with a verbal reprimand or warning

Question 56

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

Answer 56

– Written reprimand – Suspension without pay – Demotion – Dismissal

Question 57

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

Answer 57

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

Question 58

Disciplinary proceedings and the results are what?

Answer 58

Confidential

Question 59

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

Answer 59

Personnel section

Question 60

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

Answer 60

Deputy chief of the training academy

Question 61

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

Answer 61

Honor and document his request

Question 62

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?

Answer 62

Advise the member, not to answer for him

Question 63

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?

Answer 63

Fact-finding process

Question 64

An investigative report must be completed for which infraction?

Answer 64

Accusations and complaints of serious on-duty misconduct

Question 65

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

Answer 65

Performance auditing section

Question 66

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?

Answer 66

– Suspend employee with pay | – Reassign the employee

Question 67

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

Answer 67

Disciplinary action up to and including dismissal

Question 68

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

Answer 68

Report this fact to his supervisor

Question 69

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

Answer 69

– 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

Question 70

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?

Answer 70

Possibility of liability to the city and the supervisor

Question 71

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

Answer 71

``` – 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 ```

Question 72

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?

Answer 72

He may face disciplinary action up to and including dismissal

Question 73

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

Answer 73

Verified by an additional test

Question 74

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

Answer 74

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

Question 75

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

Answer 75

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

Question 76

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

Answer 76

Written memo of counseling

Question 77

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

Answer 77

– Verbal | – Written

Question 78

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

Answer 78

– Repeat offenses of a minor infraction | – More serious single infraction

Question 79

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

Answer 79

Written reprimand

Question 80

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?

Answer 80

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

Question 81

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

Answer 81

Appropriate division head or designated representative

Question 82

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

Answer 82

– Numerous repeated incidents of rule infractions | – Single major infraction

Question 83

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

Answer 83

By the personnel section and disciplinary action will be administered