Ch 16. Discipline

Question 1

Per the discipline manual, what is an informal warning?

Answer 1

Oral warnings – such actions are included under the grievance procedure

Question 2

Per the discipline manual, what is a formal warning?

Answer 2

Written reprimands

Question 3

Per the discipline manual, what are formal disciplinary actions?

Answer 3

Formal disciplinary actions include: suspensions
dismissals
disciplinary demotions

Question 4

Per the disciplinary manual, what are the employees responsibilities?

Answer 4

Each employee will: observe the standards of conduct, code of ethics, and other workplace rules.
Conduct themselves, both on and off the job, in a manner which will reflect credit on the county government and respective departments.

Question 5

Per the disciplinary manual, what are the department heads and supervisors responsibilities?

Answer 5

Inform employees of rules governing conduct, discipline, workplace rules and special requirements.
Treat employees fair and equitable. Investigate apparent employee offenses by following counties policies. Administer appropriate disciplinary action when warranted.
Consult HR Director if necessary where disciplinary action involving loss of pay is contemplated.

Question 6

What are human resources director and his or her staffs responsibilities?

Answer 6

Provide information in guidance the supervisors at all levels on standards of conduct in progressive discipline. Provide advice and assistance to supervisors.
Ensure the workplace rules and special requirements established by department heads are not in conflict. Evaluate management practices in the administration of discipline and compliance of standards.
Advise department heads and policies procedures, outcome of bully investigations and recommended appropriate action.

Question 7

When should disciplinary action to be taken?

Answer 7

Only for a good cause and after careful review of allegations with a goal of correcting the problem.
And
To promote the efficiency of the Fairfax county service.

Question 8

How will the severity of the disciplinary action be determined?

Answer 8

By the severity of the misconduct and review of the employees work record.

Question 9

How shall an oral reprimand or warning be administered?

Answer 9

Advise the employee in private of the infractions in dates of occurrence.
Allow the employee an opportunity to explain.
If warranted, administer the reprimand informally.
Maintain an informal record of such a discussion with the employees knowledge of such a record

Question 10

When a written reprimand is required, how should that record be maintained?

Answer 10

A record of that offense should be placed in an employees personal file maintained within the department of human resources, a letter of reprimand will be prepared.

Question 11

What information should be contained in a written reprimand?

Answer 11

Statement of charges with sufficient written detail.
Statement that it is an official letter of reprimand to be placed in file.
Prior offenses in those cases where the letter is considered a continuation of progressive discipline.
Statement that similar occurrences could result in a proposal that more severe discipline be initiated up to and including dismissal

Question 12

A more severe offense may result in a suspension. What are the steps that takes place for a suspension?

Answer 12

Investigate alleged employee offense promptly, to include pertinent facts and interviews with persons having knowledge.
Discuss the case with higher levels of supervision.
Consult HR when suspensions are contemplated.
Prepare and submit advanced notice letter to appropriate levels for review and approval.
Consider employees reply to the advance notice letter and make a final recommendation to the department head. Department head has final decision.

Question 13

What is the most severe type of disciplinary action authorized under this chapter?

Answer 13

Dismissal of an employee shall constitute the most of your tip a disciplinary action.

Question 14

When is a disciplinary demotion considered?

Answer 14

When the employee willfully violates or fails to comply with the requirements imposed by the standards of conduct or when an employee willfully participates in prohibited conduct as described by this chapter

Question 15

What is the criteria that must be included for an advanced notice letter?

Answer 15

Statement of chargers insufficient detail. Type of disciplinary action.
A list of previous offenses which may have been considered.
Effective date of disciplinary action. Employees right to grieve should the final decision result in suspension, dismissal, or disciplinary demotion. Statement of the action imposed if implemented will become a part of his or her personal file

Question 16

In advance notice letter shall include the effective date of disciplinary action. What is the timeframe for the discipline implementation listed in this policy?

Answer 16

No sooner than 10 business days from the date of advance notice letter and employees right to reply 5 business days from receipt of the letter.

Question 17

There are some circumstances when administrative leave as appropriate prior to compliance with advanced notice letter provisions. These include:

Answer 17

When there is reason to believe an employee is guilty of a crime for which a sense of imprisonment can be imposed or when circumstances are such that the retention of the employee in active duty status may result in damage to the county property or interests of the county, coworkers, general public

Question 18

Employees are not covered by the rules of progressive discipline until they have completed a probationary period of how many months?

Answer 18

12 months