Chapter 10: Discipline

Question 1

What is the linchpin for delivery of all public safety services in a given community?

Answer 1

Human Resources

Question 2

What is positive discipline

Answer 2

systematic approach designed to instruct and/or guide employees, so that they become loyal, dedicated, responsible and productive employees.

Question 3

What is total quality management?

Answer 3

empowers employees to create a positive, performance-oriented culture and employee commitment

Remove barriers that inhibit commitment, creativity

Question 4

What is the PRICE protocol?

Answer 4

Pinpoint. Identify performance problems that must be addressed.

Record. Document the current performance level of those having problems.

Involve. Involve officers in determining the best way to deal with problems, the coaching strategies to be
used and how the supervisor will monitor the progress and the rewards or punishments that will occur
based on the success or failure of the corrective process.

Coach. Carry out the agreed-upon coaching strategies by observing and offering timely advice,encouragement, positive reinforcement and retraining.

Evaluate. Evaluate and provide feedback on a continuous basis to decide whether the goals of the PRICE protocol have been achieved.

Question 5

Negative Discipline

Answer 5

Discipline based on the use of punishment, rather than rewards

Question 6

Keys to Effective Discipline:

Answer 6

Do not be a discipline ostrich—do not overlook discipline problems.
Be a “Caesar’s wife”—all of the sergeant’s behavior should be above reproach.
Practice the “hot stove” rule—discipline should be immediate, based on known rules, consistent and
impersonal.
Never lose control.
Be instructive.
Be firm, but fair.
Stay out of the employee’s private life.
State rules/regulations in a positive manner.
Do not be a disciplinary magician—do not make up rules as you go along.
Be precise—comply with labor laws, collective bargaining agreements and civil service regulations. Follow procedures and document actions.

Question 7

What are the 2 distinct objectives of disciplinary actions?

Answer 7

reform the individual offender and deter others who have been influenced by incident

Question 8

What are the rules of the “Hot Stove”

Answer 8

Immediate, advance warning and knew what would happen, consistent, impersonal

Question 9

Firm but fair discipline relies on four critical factors:

Answer 9

Quality of the personnel being recruited by the department.
Effectiveness of the promotion system.
Training given to newly promoted sergeants.
Support that first-line supervisors receive from their superiors.

Question 10

What is the discipline chain in order from smallest to biggest?

Answer 10

Informal discussion -> Oral Warning -> Written Reprimand -> Final Written Warning -> Transfer -> Suspension -> Demotion -> Discharge

Question 11

What are the 7 mistakes to be avoided when making discipline stick?

Answer 11

1. No specific offense or violation of policy determined.
2. Insufficient warning that the employee’s performance or misconduct is unacceptable.
3. No positive evidence to support the charges against the employee.
4. Supervisor demonstrates real or perceived favoritism or discrimination toward employees.
5. No documentation kept of warnings or reprimands.
6. Punishment is severe or excessive.
7. No concern for just cause and procedural due process

Question 12

What is constructive discharge? What are the questions to consider when determining it?

Answer 12

if the employee feels compelled to resign under threat of management pursuing termination, the resignation is actually a constructive discharge

1. Was the employer attempting to avoid the legal protections due the employee?
2. Did the employer make the working situation intolerable for the employee?