CBA Flashcards
What is the presumptive disciplinary sanction for staff engaged in sexual abuse?
Termination
What factors determine the disciplinary sanctions for violations of policies on sexual abuse?
Nature/circumstances of acts, staff member’s history, sanctions for similar offenses
When should terminations/resignations for sexual abuse violations be reported to law enforcement/law bodies?
Unless activity was clearly not criminal
Should a no-contact assignment be expunged or retained in personnel file if sexual abuse allegation is unsubstantiated?
Determination of outcome
What is the purpose of G.O. 2005-03A?
To describe the role of Lexington Division of Police in collective bargaining with FOP.
What does the policy of Division of Police entail regarding collective bargaining?
Bargaining in good faith with recognized bargaining units on wages, hours, and work conditions.
Who selects the principal negotiator for LFUCG during collective bargaining?
The Mayor or CAO selects the principal negotiator for LFUCG.
What are the obligations upon ratification of a collective bargaining agreement?
Obtain a signed copy, review policies, disseminate information to relevant personnel.
Where are the definitions of ‘sexual abuse’ and ‘sexual harassment’ related to PREA located?
Located in GO series 2013-04 and GO series 1992- 13.
What is the agency prohibited from doing in relation to alleged staff sexual abusers?
The agency is prohibited from limiting the ability to remove abusers from contact with detainees.
What standard does the agency impose for administrative investigations under PREA?
The agency imposes a preponderance of the evidence standard.
What disciplinary sanctions are staff subjected to for violating sexual abuse or harassment policies?
Staff can face disciplinary sanctions up to termination.
