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chapter 4 Flashcards

HR MNGT

1
Q

who are the most important human resources available to fire services

A

employees

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2
Q

Co’s must consider the’’ of their personnel above all else

A

safety, health and well being

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3
Q

Co’s must be familiar with local P,P,P x3 and labor/mngt agreement as well as state/provincial/federal HR laws

A

local polices, practices, procedures

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4
Q

Co’s can use the following steps to solve problems or make decision: x5
I
S
D
I
E

A

Step 1 identify
Step 2 select
3 - design
4 - Implement
5 – evaluate p-76

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5
Q

CO’S are required to plan x4 during shifts

A
  • stations task, duties ..
  • preincident planning
  • training
  • inspections
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6
Q

to make recommendations for modifications the cos should document x4

A
  • situation descrption
  • recommended alteration
  • justification for recommendation
  • projected outcome of alteration
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7
Q

who should have knowledge of following Org policies:
duty
- retention
- duty exchange
- substance abuse
- discipline
- promotion
- performance eval
- leaves( vaca, sick)
- absenteeism
p.76

A

Company officer

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8
Q

initial ‘’’ can affect a responder’s Development, motivation, and retention it can also affect depts Reputation and ability to recruit new FF

A

impressions/ experience

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9
Q

New CO’s must also learn the duties and task required in performing ‘’’ activities:

  • apparatus / equip care and cleaning
  • building cleaning
  • standing radio watch
  • INTERACTING W/ EXTERNAL CUSTOERS
  • Community risk reduction actives
  • Outreach activates
A

nonemergency

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10
Q

Probie Programs can be home long

A

6-18 months p. 77

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11
Q

During probation time Co’s provide guidance while’‘x 3 O,D,E performance against standards, policy’s, procedures and practices Expectations should be explained to new members in’’ x3 terms C,C,U

A

observing, documenting and evaluating

clear, concise and understandable

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12
Q

New members should be provided with a list or summary of these expectations in writing form to ensure that’’

A

expectations are understood

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13
Q

A ‘’ work environment includes compliance w/ org polices, practices, procedures and law.

A

favorable

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14
Q

Per us equal employment opportunity commission the employer will be laible for harassment by non supervisory employees or non employees for whom it has control if “”

A

it knew or should have known about the harassment and failed to take appropriate corrective actions p. 78

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15
Q

an what ‘’ environment occurs when employees in workplace are subject to a pattern of offensive conduct or behaviors such s sexual harassment or hazing

A

unfavorable work

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16
Q

Co’s must know and understand regarding sexual harassment:
- laws that ‘’
- behaviors that constitute ‘’ environment
- local ‘’ process for sexual harassment
- ‘’ rights in such cases

A

govern workplace behaviors
sexual harassment/hostile
reporting
employee/members

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17
Q

Possible signs that ‘’’ is occurring:
- lack of engagement
- avoidance of certain coworkers
- absenteeism
- change in behavior

A

sexual harassment

18
Q

’’’ must monitor their own actions , as well as those of there subordinates in order to :

ensure sexual harassment policy is cleary stated and posted in high visible location in the station

Be aware of possible warning, signs and sexual harassment is happening

Take corrective actions immediately

Inform members who are engaging in inappropriate behavior that it is an infraction of the organizations policy will not be tolerated

A

co’s

19
Q

Performance eval’s may be

A

informal or formal

20
Q

difference b’tw formal / informal

A

f- generally in writing
I- can be oral or written

21
Q

according to nfpa 1021 responsibility for formal performance evaluation rest w/ level ‘’ officers

A

2

22
Q

FMLA – to be eligible employees must
Work at least:
‘’ months
‘’ hours
‘’ miles
‘’ weeks within ‘’ months

A

12 months
work as least 1250 hours
work within 75 miles
work 12 work weeks w/in 12 months p. 82

23
Q

what ‘’ provides referral services for employee in need of counseling or other assistance

A

EAP

24
Q

signs and symptoms with excessive ‘’’ may include :
- concentrating or staying focused
temp loss of short term memory
obsessive thoughts
loss of mental flexibility
tendency to withdraw or become isolated
fantasy or wishful thinking
autopilot mind focus
abuse of alcohol
sleep disorders
suicidal ideas p. 83

A

stress

25
Q

Co’s are responsible for managing conflict to be able to control or resolve theses situations CO’s should :
RC
UC
R

A
  • recognize conflict
  • understand conflict behavior
  • and STEPS to resolve
26
Q

Common types of behaviors exhibit when faced with conflict

A

passive – hide emotions ( pleasers)
aggressive – express emotions openly and use threatening behaviors (win the conversation)
passive/aggressive – ( procrastination, stubbornness not talking)
assertive- expressing feelings honeslty and defends rights w/o hurting others

27
Q

best to resolve conflict when

A

as soon as it occurs

28
Q

follow steps to ‘’ :

1- recognize Conflict and stop from happening
2- determine Conflict and whose involved
3- determine if Policy, procedure rules, and regs have been broken
4- determine Solution based on policy
5- determine if it should be resolved in a Group individually
6- implement conflict resolution Plan and set expectations
7- Follow up

A

conflict resolution

29
Q

If ‘’ isn’t resolved it may cause:
loss of unit /team sprite
transfer of personnel
or costly/time communing legal confrontation p. 85

A

conflict

30
Q

possible reasons pp brake the rules

A
  • resentment
  • boredom
  • ignorance
  • stress
31
Q

Training that corrects is

A

Discipline

32
Q

Main purpose of discipline is to
CB
E
EC
PD

A
  • change behavior
  • educate
  • ensure compliance
  • provide direction
33
Q

what ‘’ discipline starts with training/edu that corrects a member the 1st time they fail to meet standards or violate rules

A

progressive

34
Q

The following is an example of a ‘’’
- theft
- assault
- gross negligence ( may result in termination

A

serious 1st offense:

35
Q

3 Levels of Progress discipline

A

Preventive
corrective
Punitive actions

36
Q

correct what they are doing wrong as soon as possible
- make sure member understand rules and regs and what they did
- explain what exactly is expected of them
- document in written record

A

Preventive actions

37
Q

what ‘’ is used when member repeats violation
* always done in writing

letting should include
- what happened in preventive interview
- what the member isn’t doing right
- review of Org policy
- statement informing FF that a letter is in there file

A

corrective actions

38
Q

what ‘’ notice of possible sanction used after corrective

After meeting all mandated procedures consider a possible sanctions:

written reprimand
fine
suspension
demotion
termination
prosecution

A

Punitive actions

39
Q

Co’s most likely to use what corrective actions

A

preventive

40
Q

’’’ may only be used for violatons of :
- rules /regs
- sops/sogs
- verbal orders
- collective bargaining agreement
p. 87

A

Discipline

41
Q

Potential issues to be cited in ‘’’ include:
demotion
- suspension w/o pay
- work assignment that violate labor mngt agreement , law or policy
- conditions of work or employment that violates labor Mngt agreement , law or org policy

A

grievance

Company Officer (10 decks)

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