Administrative Regulations (2/2017) Flashcards
Department Sustaining Loss or Damage:
PW-999 form is what?
Work Request/Assignment” requesting repair work when appropriate. This is in regards to damage done from vandalism, etc.
immediate call to the Injury Call-in Center at 1-800- 427-7980 does what?
This call will initiate a Worker’s Compensation claim, including recovery of City’s costs by Revenue and Recovery, if appropriate.
Can a threat be direct or implied?
YES
If you are threatened, who can you report it to?
Supervisor
HR
EAP
A ___________________________ personnel action does not qualify as a Threat under this policy.
good faith non-discriminatory
Through regular fact-finding procedures, document what was said and what was heard when the alleged Threat or Bullying was made. Include the five “W’s”: ____________________________________
Who, What, When, Where and Why.
a. Who allegedly made the Threat or committed the Bullying and who else was present?
b. What was the alleged Threat or Bullying and what exactly happened?
c. When did the incident happen?
d. Where did the incident occur?
e. Why was the alleged Threat or Bullying made?
Information pertaining to employee discipline (if any) and information discussed during any appeal of discipline shall be kept confidential, except as required by law or if management or others have a bona fide need to know.
However, it is appropriate to inform the employee who was allegedly threatened or subjected to bullying that the incident is being investigated and appropriate action will be taken.
If a suspension pending investigation is provided to an employee, the Appointing Authority or designee will ensure that the fact finding investigation and any resulting disciplinary action should be completed within ____ calendar days from the beginning of the suspension.
30 days
AR 75.12—Vehicle and Industrial Accident Review, Reporting, and Prevention Program
Purpose:
To reduce vehicle and industrial accidents by:
- determining the cause and preventability
- recommending corrective action
- encourage safe operating practices
- ensuring adherence to city policies and procedures and State and Federal laws.
What’s a way to prevent and reduce Vehicle and Industrial Accidents?
Consistently enforce all City policies and procedures
AR 75.12
What are the two exceptions where employees under “training” or “testing” may not be held to the same responsibility?
- an employee/trainee is in a supervised training environment
- an employee/trainee is testing new Equipment under direct supervision
AR 75.12
What are the “severity of accidents”?
- -Preventable Category 1, 2, 3
- -Non-Preventable
- -No Vehicle/Industrial Accident
AR 75.12 - Vehicle and Industrial Accidents
Accident History last how long?
– (3) years
AR 75.12 – Vehicle and Industrial Accident
Who is charged with record keeping for all Vehicle and Industrial Accidents?
The Risk Management Department’s Safety & Environmental Health Division
AR 75.12 – Vehicle and Industrial Accident Review
Deliberate damage which occurs during an emergency response where upon review, it is deemed to be acceptable under the response requirements existing at that time of the accident (e.g. Police, Fire, and Lifeguard respondent).
Intentional Damage
AR 75.12 Vehicle and Industrial Accident Review
What is the Accident Report Envelope # ?
RM-361
City labor, equipment, materials and supplies shall not be used for personal or private purposes, either on City premises or elsewhere, by City employees or others, unless specifically authorized to do so by _______________?
Council approval
All employees who violate this regulation are subject to discipline including termination and ___________________?
Criminal prosecution
In the case of a similar event resulting in Injury to a City employee, the employee’s _____________shall report the Injury via the _______________________, i.e. place an immediate call to the Injury Call-in Center at 1-800-427-7980.
What does this do?
Supervisor, City’s Injury Reporting Process
Activates a workers comp claim
It also recovers the city costs through the Risk Management
Threat Management Policy:
Equal Employment Opportunity Liaison (EEOL)?
A senior staff member identified by the department head who serves as a departmental/divisional liaison with the City
has received specific training in both the City’s EEO policies and procedures, and in completing effective fact finding investigations.
Equal Employment Investigative Office (EEIO)
Function and where are they located?
investigates complaints of discrimination in violation of State and Federal law.
Located within the Personnel Department, this office is responsible for the administration of the City’s internal program for the investigation and resolution of complaints or charges of unlawful discrimination based upon Title VII of the Civil Rights Act of 1964.
The EEIO acts as the City’s liaison and primary contact with all Federal and State compliance agencies.
Employee Development Program (EDP)
Function?
record, resolve and prevent violations of the City’s EEO Policy.
the focus of the EDP is on violation of the City’s EEO Policy
Equal Employment Opportunity Committee (City EEOC)
What is their role?
The EEOC will serve as the City’s working body for the review of City-wide EEO policies and procedures.
will educate and inform departmental and divisional EEO Liaison’s on EEO issues.
Personnel Department - Equal Employment Investigations Office (EEIO)
What is their role?
It is the responsibility of the Equal Employment Investigations Office to record, track, and, in conjunction with EDP, periodically review complaint filings to identify potential areas of concern with regard to the timeliness of investigation and the resolution of complaints by departments.
Deputy Director:
What is their role?
The Deputy Director shall be responsible for ensuring that individual reports of potential EEO Policy violations are processed and resolved consistent with this regulation.
Equal Employment Opportunity Liaison (EEOL)
The EEOL serves as an EEO resource for the department or division head with responsibility for implementing and coordinating EEO discrimination and harassment prevention programs and training, and, as directed, for reviewing policy violations, within a department or large division.
Supervisors:
What’s their role in EEO?
Supervisors are required to monitor City workplaces for actual or potential violations of the EEO Policy and to take steps to stop actions contrary to these policies when they occur.
Does and employee have to report an EEO complaint through the C.O.C.?
No, they do not!!!
6.1
**If an employee believes that a violation of the City’s EEO Policy has occurred, she/he is encouraged to report these instances immediately to any of the following (the employee does not have to follow the departmental or divisional chain of command):
