Copy of ESP Chapter 12 - Questions - Sheet1 Flashcards
ffective Supervisory Practices
critical role of supervisor
establish and maintain discipline
ffective Supervisory Practices
negative form of discipline
threat of reprisal
ffective Supervisory Practices
poor performance - traced to
boredom, misunderstand rules, unfairness, personal problem
ffective Supervisory Practices
steps to strengthen self discipline
issue clear rules, set example, communicate expectations, keep records
ffective Supervisory Practices
to know what’s expected of them, employees should know
work to be done, quality, when done, and why
ffective Supervisory Practices
when are job standards communicated
at job interiew
ffective Supervisory Practices
what must new hires be told
policies/rules, standards, consequences
ffective Supervisory Practices
who maintains official personnel file
HR dept
ffective Supervisory Practices
what does work record for each employee contain
job responsibilities/goal, accomplishments, leave, discipline
ffective Supervisory Practices
employee development plan
details change expected in behavior
ffective Supervisory Practices
what governs access to personnel file
fed privacy laws
ffective Supervisory Practices
are employees able to view own personnel file
yes - encouraged to do so
ffective Supervisory Practices
who should personnel file be available to
management + employee
ffective Supervisory Practices
can supervisor keep private notes on employee
yes - separate from file
ffective Supervisory Practices
what is basis for discipline
change behavior or improve performance
ffective Supervisory Practices
5 steps when rule is violated
act promptly, get facts, decide on action, hold interview, use appeal procedure
ffective Supervisory Practices
should you notify violator you are looking into incident
yes - act promptly
ffective Supervisory Practices
good way to obtain facts
informal memo
ffective Supervisory Practices
serious offense
fighting, damage to property, drugs/alcohol on job
ffective Supervisory Practices
what is most appropriate action
least severe that is strong enough to convince that behavior won’t be tolerated
ffective Supervisory Practices
steps in progressive discipline (7)
informal talk, spoken warning, written warning, suspension, salary reduction, demotion, dismissal
ffective Supervisory Practices
any record kept for informal talk
no
ffective Supervisory Practices
any record kept for spoken warning
yes - place in work file for period of time - not in permanent file
ffective Supervisory Practices
how long should spoken warning record be kept in work file
6 months
ffective Supervisory Practices
how long is suspension for
1-30 days
ffective Supervisory Practices
who needs to approve suspension
supervisor and HR
ffective Supervisory Practices
when is suspension used
major rule violated or repeated warnings
ffective Supervisory Practices
what to do before suspension decided on
give disciplinary interview
ffective Supervisory Practices
how is employee notified of suspension
letter - delivered by sup or cert main
ffective Supervisory Practices
is demotion likely to improve behavior
no - makes it worse
ffective Supervisory Practices
what is considered last resort for discipline
demotion
ffective Supervisory Practices
who authorizes demotion
department head
ffective Supervisory Practices
if demoted because they can’t cope with job - is it discipline
no
ffective Supervisory Practices
when is transfer valid
when personality conflict between employee and supervisor
ffective Supervisory Practices
should transfer be used as discipline
no
ffective Supervisory Practices
what is point of disciplinary interview
get employees side of story
ffective Supervisory Practices
what to do if lose temper in disciplinary interview
stop interview and reschedule for later in day
ffective Supervisory Practices
what should be placed in work file after disciplinary interview
write-up of main discussion points and goals for improvement
ffective Supervisory Practices
what must be emphasized when explaining appeal process
they are protected from reprisal
ffective Supervisory Practices
if union employee - can only dismiss
for cause or for just cause
ffective Supervisory Practices
what rights do union employees get
right to rep and appeal to 3rd party
ffective Supervisory Practices
allegation
legal term for what you intend to prove
ffective Supervisory Practices
when asking for employee reply in writing, how long do they have
48 hrs from receipt of allegation
ffective Supervisory Practices
should you allow union employee to resign
yes
ffective Supervisory Practices
what should you tell employee at end of disciplinary interview
action you plan to recommend
