Corperate policeis Flashcards
What are the fundamental values the City of Brampton believe are important and critical to our future?
- 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
What is a conflict of interest as described by the employee code of conduct corporate policy?
• Direct or indirect personal interest
In what is the difference between a direct & an indirect personal interest according to the employee code of conduct corporate policy?
- Direct - non work related economic gain or avoidance of loss
- Indirect - economic gain/avoidance of loss by another who is related to the employee
According to the corporate policy code of conduct What should an employ do if they become aware of a conflict of interest?
• Disclose the issue
o Make prompt and full disclosure in writing
o To their Director
Explain a breach of trust according to the employee code of conduct corporate policy?
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
What should employees remember with each contact with the public?
- 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
What are the corporates expectations of employees regarding confidentiality (4)?
• 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
What are the employee responsibilities under the complaint procedure according to Human Rights policy?
• 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
If an employee is dealing with a harassment or discrimination issue and fears reprisal what should they do?
• Contact H R directly
What is the supervisor’s responsibility in an incident of harassment or discrimination regarding human rights policy?
- Prevent and discourage
- Prevent reprisal or threat
- Advised H R
According to the corporate policies what are the 3 stages of progressive discipline?
- Coaching and counseling
- Discipline
- Discharge
What is the process of coaching and counseling according to the corporate policy of progressive discipline?
• 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
What is the internal resolution for work refusal and what is the supervisor’s role? (employee role too)
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
If the employee is unhappy and continues to refuse “has a reasonable grounds” who is required to be contacted
• Ministry of Labor Who will be accompanied by • Supervisor • Employee • JHSC • Health and Safety services
What is the supervisors responsibility while waiting for the Ministry of Labor during the work refusal?
• 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
What are the responsibilities of supervisors under the workplace violence and prevention corporate policy?
- 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
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?
- 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
What is the supervisor responsibility if a report of an incident of workplace violence is made?
• 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
When investigating allegations of workplace violence The investigation will include? (4)
• 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
How many days does a supervisor have to follow with a complaint and in writing?
• 30 days
According to the Workplace Harassment Prevention corporate policy, does the exercise of supervisory responsibilities constitute harassment?
- No
* As long as these are not been exercised in harassing intimidating manner
What are the responsibilities of supervisors under the Workplace Harassment Prevention corporate policy?
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
Under the workplace harassment prevention policy there are 3 basic options to deal with the situation of workplace harassment what are they?
- Personal
- Informal
- Formal resolution
What is the difference between the personal and informal and a formal resolution to a workplace harassment issue?
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
