Chapter #12-13-14 Flashcards
____ are essential for providing safe and efficient fire emergency services to the public.
Practical training evolutions
The four step method of instruction
Preparation
Presentation
Application
Evaluation
One common model includes 5 steps that guide the company officer through the planning process.
Identify Select Design Implement Evaluate
Emergency incident planning involves two distinct activities that occur at two different times.
Preincident and at the incident scene
Assigning a ____ to a new employee is an excellent method of ensuring that knowledge is passed on.
Mentor
Hostile work environment
Company officers must know and understand the following elements.
– Laws that govern workplace behavior
– Behaviors that constitute sexual harassment and create a hostile work environment
– Local reporting process for sexual harassment
– Employee rights in such cases
Be aware of warning signs that sexual-harassment is occurring. These signs include the following.
– Display of sexual oriented pictures, objects, or written materials
– Frequent jokes of sexual nature
– Open use of sexual innuendos or pressure for dates
– Routine occurrences of sexually oriented profanity
The US fire administration estimates that as many as ____ percent of the 1.1 million firefighters in the US may be using drugs. The international Association of firefighters estimates that ____ percent of the total population in the US has used either drugs or alcohol.
10
75
____ May be an indication of a serious problem that an employee is having trouble coping with or it may be result of circumstances beyond the employees control.
Absenteeism
____ behavior occurs when people hide their own emotions so that others do not know how they feel.
Passive
____ behavior occurs when people express their emotions openly by using threatening behaviors toward people or objects, which result in violation of other rights.
Aggressive
____ behavior occurs when people express their emotions honestly and defend their rights without hurting others.
Assertive
Conflict management styles may include any or more of five types.
Avoiding conflict Accommodating conflict Forcing conflict Negotiating conflict Collaborating conflict
The six steps of conflict resolution are as follows.
Classify/identify the problem
Define/diagnose the problem
List alternative options
Determine the right response/appropriate conflict management style
Convert the decision to an action
Test the action against the desired outcome
The alternative to this situation is an internal conflict or dispute resolution process. Although there are number of Variations, one of the most effective had been____.
Peer-mediation process
Some of the benefits of this process can be as follows.
– Relationships maintained – External publicity is avoided – Costly litigation is avoided – Organization and participants control the process – Participants controlled resolution
Discipline in the fire service is designed to fulfill the following purposes.
– Educate and train – Correct inappropriate behavior – Provide positive motivation – Ensure compliance with established rules./Regulations, standards, and procedure. – Provide direction
Corrective disciplinary action should be taken in a manner that is ____ AND ____.
Progressive and lawful
There are many possible reasons why personnel may break the rules or not comply with procedures. Some of these reasons include the following.
– Resentment
– Boredom
– Ignorance
– Stress
The Weingarten rights are the result of a US Supreme Court ruling in 1975 case of the NLRB vs Weingarten, which guarantees the employees the right to giving representation during an investigatory interview or counseling session. However the supervisor is ____________.
Not obligated to inform the employee of this right. It is a responsibility of the employee to request the presence of a union rep.
Rule 2.
After that employee makes the request the supervisor has the following three options.
– Grant the request and delay the interview until the union rep arrives and has a chance to consult privately with the employee
– Deny the request and in the interview immediately
– Give the employee a choice of having the interview without representation or ending the interview
Progressive discipline usually involves the following three levels.
– Preventive
– Corrective
– Punitive
Of the three levels of progressive discipline the company officer is most likely to use ____.
Preventive action
At that time, employers had legal right to fire any worker who they believed might be engaging in union activities – and they did not hesitate to do so. In fact, many employers requires job applicants to sign a pledge that they would not join a union. If they broke the pledge, they would be fired, before 1932 these ____ as these pledges were called by the unions held and enforced by the courts.
Yellow dog contracts
The ____ act made yellow dog contracts unenforceable by any US Court. In addition to making yellow dog contracts unenforceable, the act made it almost impossible for an employer to obtain a court injunction to prevent a work stoppage.
Norris La Guardia
____ guaranteed unions the right to collective-bargaining. Roosevelt wanted this legislation in order to increase wages and maintain workers purchasing power.
However in ____ The Supreme Court ruled that the NIRA was unconstitutional and voided it.
National industrial recovery act
1935
This acted the following
– Allowed workers to decide, by majority vote, who would represent them in the bargaining process
– Establish the National Labor Relations Board
– Defined unfair labor practices and gave the NLRB the power to hold hearings
Prohibited management from interfering with or coercing employees who try to organize
- outlawed yellow dog contracts entirely.
Wagner-Connery act
In ____ The Supreme Court decision in the case of steelworkers vs Jones and Laughlin found the Wagoner Connery act was constitutional.
1937
In an attempt to restore some balance, the US Congress passed the ____ act of 1947 over Pres. Harry S Truman Veto. The act amended the Wagoner act and imposed violation penalties on unions.
Taft-Hartley
The fair labor standards act was passed in 1938 to guarantee that workers in the private sector would receive overtime pay at 1 1/2 times their normal rate of pay for work beyond 40 hours in one week, the act did not apply to state and local public employees until a US Supreme Court decision in ____.
1985
The ____ act provided specific penalties for NLRB violations, including fines, imprisonment.
Taft Hartley act
Following the merger of the AFL and CIO in 1955, widespread corruption was found in older Union locals. As a reaction to these revelations Congress passed the ____ act of 1959. Officially known as the labor management reporting and disclosure act.
Landrum Griffin act
The Taft-Hartley act outlaw closed shops, although it permitted union shops that require employees to join the union within 30 days of being hired, State ____ lost prohibit unions and employees from requiring employees to belong to a union in order to obtain a job.
Right to work laws
In January 1962, Pres. Kennedy issued an executive order that gave federal employees the right to bargain collectively for the first time. Then in 1969, Pres. Nixon further expanded the rights of federal public employee unions by establishing a ____.
Federal labor relations council
In 1997 President Clinton mandated the publishment of labor-management relations councils with all federal employees including____.
Firefighters
IAFF has suggestions for solving communication problems that are valid for both sides of the negotiation process, and they parallel those communication techniques discussed in Chapter 6, interpersonal communications, three ways suggested by the IAFF are as follows.
– Ensure quality communication
– Understand the audience
– Hold two-way dialogues
____ is a complaint by an employee on one or more of the following:
– Demotion
– Suspension without pay
– Termination with cause
– Work assignments that violate the labor/management agreement, law, or departmental/organizational policy
– Conditions of work or employment that violate the labor management agreement, law, or departmental/organizational policy
Grievance
Although the time frames given might differ in various types of fire and emergency services organizations, the specific review steps that an employee follows should be part of the grievance procedure and may include the following;
- Request review by immediate supervisor
- Request review by next higher level of management
- Request grievance hearing
- Receive review of decision by the chief of the organization
