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Corperate policeis Flashcards

1
Q

What are the fundamental values the City of Brampton believe are important and critical to our future?

A
  • Quality customer service
  • Positive working relationships & teamwork
  • Open communicative management style
  • Willingness to be responsible and accountable
  • Staff training for continuous improvement
  • Safe clean and productive work environment
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2
Q

What is a conflict of interest as described by the employee code of conduct corporate policy?

A

• Direct or indirect personal interest

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3
Q

In what is the difference between a direct & an indirect personal interest according to the employee code of conduct corporate policy?

A
  • Direct - non work related economic gain or avoidance of loss
  • Indirect - economic gain/avoidance of loss by another who is related to the employee
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4
Q

According to the corporate policy code of conduct What should an employ do if they become aware of a conflict of interest?

A

• Disclose the issue
o Make prompt and full disclosure in writing
o To their Director

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5
Q

Explain a breach of trust according to the employee code of conduct corporate policy?

A

Seeks to advance a direct or indirect personal interest
o Influencing city to contract
o Accepting profit, commissions or favors
o Kickbacks from third party referrals

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6
Q

What should employees remember with each contact with the public?

A
  • Diplomacy, tact and objectivity
  • If you’re acting as a city spokesperson, do not express your opinion
  • If you are not acting as a city spokesperson you must not criticize the city or employees
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7
Q

What are the corporates expectations of employees regarding confidentiality (4)?

A 
•	Adequately secured information 
	if it goes astray notify a supervisor 
	implement a recovery plan 
•	Sign a confidentiality agreement
•	File or dispose of properly
•	Supervisor to investigate any breach of confidentiality
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8
Q

What are the employee responsibilities under the complaint procedure according to Human Rights policy?

A

• Make the discomfort and disapproval known to the individual and ask them to stop
• If it does not stop forward the concerns HR
• Document
 When
 Where
 Who who was present
 Specific conduct

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9
Q

If an employee is dealing with a harassment or discrimination issue and fears reprisal what should they do?

A

• Contact H R directly

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10
Q

What is the supervisor’s responsibility in an incident of harassment or discrimination regarding human rights policy?

A
  • Prevent and discourage
  • Prevent reprisal or threat
  • Advised H R
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11
Q

According to the corporate policies what are the 3 stages of progressive discipline?

A
  • Coaching and counseling
  • Discipline
  • Discharge
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12
Q

What is the process of coaching and counseling according to the corporate policy of progressive discipline?

A 
•	Explain the problem
•	Set performance objectives
•	Establish a deadline for improvement
•	Document the meeting and provide employee a copy
•	Follow-up and re-evaluate
•	Document the follow-up
•	All documents go in employees file as non-disciplinary
 
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13
Q

What is the internal resolution for work refusal and what is the supervisor’s role? (employee role too)

A 
The employees role
o	immediately report the work refusal
o	Explain
o	Remain
o	Participate
o	Return to work if satisfied
The supervisors role
o	Get explanation in writing
o	Safety related work stops
o	Contact worker JHSC to attend
o	Conduct investigation
o	H&S services if required
o	Direct to return to work if satisfied
o	Document all the details
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14
Q

If the employee is unhappy and continues to refuse “has a reasonable grounds” who is required to be contacted

A 
•	Ministry of Labor
	Who will be accompanied by 
•	Supervisor 
•	Employee 
•	JHSC 
•	Health and Safety services
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15
Q

What is the supervisors responsibility while waiting for the Ministry of Labor during the work refusal?

A 
•	Assigned the employee alternate work
•	Ask another to perform the work 
	must advise of the refusal
•	Exercise care not to intentionally penalize
•	Participate investigation
•	Comply
•	Document
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16
Q

What are the responsibilities of supervisors under the workplace violence and prevention corporate policy?

A
  • respect and dignity
  • Understand and abide by this policy
  • Communicate and review this policy
  • copy is posted
  • contractors are aware of this policy
  • Assess the risk for violence
  • Develop procedures
  • Train employees
  • Encourage employees to report incidents
  • Respond to complaints
  • Document all complaints
  • Promptly report to HR
  • Investigate within 7 days
17
Q

When will supervisors be expected to provide information, including personal information related to a risk of workplace violence from a person with a history of violent behavior?

A
  • If the employee can be expected to encounter the person in the course of his or her work
  • If the risk of violence is likely to expose employee to physical injury
18
Q

What is the supervisor responsibility if a report of an incident of workplace violence is made?

A

• Ensure the employee is a safe place
• Advise Human Resources
• Advised the police
• Record the incident on the incident reporting form
• If it involves someone who is not an employee
o report the incident to the person’s employer

19
Q

When investigating allegations of workplace violence The investigation will include? (4)

A 
•	Documented review 
	with the complain or victim
	of the alleged assailant
	of any witnesses
•	Any other steps in the deemed necessary to fully and fairly investigate the complaint
20
Q

How many days does a supervisor have to follow with a complaint and in writing?

A

• 30 days

21
Q

According to the Workplace Harassment Prevention corporate policy, does the exercise of supervisory responsibilities constitute harassment?

A
  • No

* As long as these are not been exercised in harassing intimidating manner

22
Q

What are the responsibilities of supervisors under the Workplace Harassment Prevention corporate policy?

A 
with respect and dignity
•	Understand and abide by this policy
•	Communicate and review this policy
•	Ensure copy is posted
•	All contractors are aware of this policy
•	Train employees
•	Encourage employees to report incidents
•	Respond to complaints
•	Document all complaints
•	Promptly report to HR
23
Q

Under the workplace harassment prevention policy there are 3 basic options to deal with the situation of workplace harassment what are they?

A
  • Personal
  • Informal
  • Formal resolution
24
Q

What is the difference between the personal and informal and a formal resolution to a workplace harassment issue?

A

Personal
o The individual speaks to the person on their own

Informal
o HR acts as a mediator but it not investigated for disciplinary action

Formal
o the employee formally files a complaint
o results in a full investigation
o identifying steps return to a working relationship

25
Q

Under the corporate Human rights policy what is the definition of the workplace

A
  • Not restricted to the offices buildings facilities and physical worksites of the corporation it also includes vehicles and any other location where corporate business is conducted
  • Any allegations of discrimination or harassment that occur outside of the workplace but have repercussions in the workplace may adversely affect in the workplace relationship is also covered by this policy
26
Q

What form is required when there is a complaint about workplace violence?

A

• The supervisor and employee will fill out an incident reporting form

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