Conditions Of Employment Flashcards
What is the work period for fire personnel?
(Shift) 27 days, starting at 12:01 on day 1 and ending at 12:00pm midnight on day 27.
What are 16 causes of Discipline or Dismissal under the Section 510-Standards of Conduct?
- Incompetence or inefficiency in the performance of duties.
- Abusiveness to public, wards of the city, employees.
- Violation of any policy/procedure, lawful/official-regulation/order or failure to obey reasonable direction from supervisor.
- the use or possession of drugs (unless Rx by dr) (correctly used chems that produce fumes and vapors).
- ETOH while on duty or break, reporting for duty under influence of ETOH with a detectable odor (on breath or body).
- Accepting a bribe in the course of work or connection with it.
- Using, threatening to use, or attempting to use undue influence, extortion, or blackmail in securing employment benefits or advantages for the employee or other person.
- Conduct of a type that will bring discredit or embarrassment to the city.
- Conviction of, or failure to report conviction of, any felony or conviction of a misdemeanor involving moral turpitude.
- knowingly or intentionally falsifying City documents or records, making false statements to any individual, or using fraud to secure an appointment with the City.
- Causing bodily injury to person(s), theft or damage to public property or wasting public supplies due to negligence or willfull misconduct.
- Being absent from duty without authority.
- Engaging in outside business activities on City time or using City property for personal use unless authorized by written City or departmental admin policy.
- Engaging in unlawful harassment or discriminatory conduct against another employee or applicant on the basis of race, gender, religion, color, national origin, age, marital status, or disability or engaging in retaliation against another for filing a complaint or participating in any investigation.
- Failure to maintain minimum standards, licenses, or quals required
- Failure of an employee to operate a City vehicle in a safe and lawful manner. Disciplinary action for moving violations received will be based upon the severity of the moving violation and number of violations in one (1) year period.
- Knowingly destroying, deleting or altering documents (including email or computer files) that are related to an investigation.
When are performance appraisal reports completed?
Two (2) weeks prior to the completion of any probation, and two (2) weeks prior to any scheduled step pay increase. An employee shall be evaluated at least once a year.
For performance eval, how many days does the employee have (after signing for it) to make comments on the form?
3 working days. (Special circumstances may allow for more time)
When can a supervisor initiate a special performance appraisal?
When there is a change in an employee’s work performance or employee status.
What may an employee submit if they receive a performance appraisal that results in the denial of a step pay increase?
They can submit a Grievance as provided for in section 710 E, F and G.
What are the types of probation allowed in City of Mesa employment?
Initial regular employment probation and disciplinary.
Can probation be extended?
Probation can be extended one (1) time in writing with the approval of the Department Director or City Manager Designee. The extension shall not exceed the original probation period.
What are the terms for disciplinary probation?
1- 12 months in duration cannot be extended beyond its original length (dept. director can remove it early).
2- based on infractions and intended to notify the employee that any act(s), by the employee, which could result in further disciplinary action, while on probation, may be grounds for demotion or dismissal.
3- will not be allowed to promote, salary frozen.
4- step pay review can take place but no increase granted. Step can be added after probation ends unless specified “step pay denied”.
5- disciplinary probation + reduction in pay = notification of pre-deprivation hearing (not less than 1 day notice, and employee can be represented).
6- employee may apply for demotion or transfer of same position and pay.
7- signed or witnessed forwarded to HR for inclusion in record.
When can the City conduct ETOH, drug and or controlled substance testing?
Pre-employment, pre-placement, reasonable suspicion, random (for some dept.), post-accident and follow up testing. Any required by Federal and State Law and when permitted by law.
