Corporate Policies (41 Questions)

Question 1

The City of Hamilton Code of Conduct for Employees Schedule A: Conflict of Interest identifies Public Duty as a role of all city staff and the following would be a contravention of that public duty:

Answer 1

Providing Critical comment on a city matter on social media as a representative of the Hamilton Fire Depatment

Question 2

In the City of Hamilton Code of Conduct for Employees Schedule A: Conflict of Interest, if an employee has a conflict of interest they must notify their:

Answer 2

Immediate supervisor in writing

Question 3

In accordance with the Corporate Human Resources Policy – Code of Conduct for Employees Policy
(Policy HR-01-09), it states that “employees are required to report all conflicts of interest that may come to their attention to the:

Answer 3

Director, Manager, or Supervisor

Question 4

In accordance with the City of Hamilton, Code of Conduct for Employees Policy (Policy Hr – 01-09) Directors, Managers, Supervisors and Elected Officials must:

Answer 4

Ensure that employees review and sign off on the Code of Conduct annually

Question 5

The vision of the 2016 – 2025 City of Hamilton Strategic Plan is:

Answer 5

To be the best place to raise a child and age successfully

Question 6

The City of Hamilton Corporate Culture Pillars are comprised of five pillars two of which are

Answer 6

Sensational Service and Courageous Change

Question 7

The City of Hamilton Harassment and Discrimination Prevention Policy applies to all employees except:

Answer 7

None of the above

Question 8

Under the Harassment and Discrimination Prevention Policy, Management is responsible to ensure that a workplace is free of Harassment and Discrimination by undertaking the following action:

Answer 8

When notified about a harassment or discrimination issue immediately contact a city of Hamilton Human Rights SPecialist

Question 9

Under the Harassment and Discrimination Prevention Policy managers play a significant role in addressing potential issues of harassment. Which of the following is not the role of management under the policy?

Answer 9

Use discretion if an issue is raised by not taking immediate action but documenting the alleged incident for the future action/reference

Question 10

Under the Harassment and Discrimination Prevention Policy workers have an important role to ensure that their work environment is free from harassment and discrimination. Which of the following actions are not the responsibility of the workers under the policy?

Answer 10

To address any harassing or discriminatory actions against a fellow worker by
intervening on their behalf in a situation

Question 11

Harassment and discrimination can occur under which one of the following prohibitive grounds under the Ontario Human Rights Code:

Answer 11

A) Race
B) Ethnic origin
C) Creed (religion)
D) All of the above

Question 12

Which of the following behaviours is not deemed to be an example of Harassing or Discriminatory behaviours that fall under the City of Hamilton Harassment and Discrimination Prevention Policy?

Answer 12

A) Written or verbal abuse or threats
B) Vandalism of personal property
C) Storing of information that contravenes Federal Law on your work computer
D) All of the above

Question 13

Which of the following is not deemed an inappropriate sexual harassment behaviour that would fall under the City’s Harassment and Discrimination Prevention Policy?

Answer 13

Racial or ethnic slur

Question 14

Under the Procedure for Resolving Harassment & Discrimination Issues forming part of the City of Hamilton Harassment and Discrimination Prevention Policy which of the following actions is not an encouraged action for a worker to attempt before a formal complaint is filed:

Answer 14

Ask for a transfer from their current job to avoid further harassment

Question 15

In accordance with the City of Hamilton Procedure for Resolving Harassment & Discrimination Issues, an employee who has a complaint alleging violation of either the Harassment and Discrimination Prevention Policy or the Personal (Workplace) Harassment Prevention Policy is encouraged to attempt the following before a formal complaint is filed:

Answer 15

Seek advice from a Union representative (where applicable)

Question 16

In accordance with the City of Hamilton Procedure for Resolving Harassment & Discrimination Issues, a complaint alleging violation of either the Harassment and Discrimination Prevention Policy or the Personal (Workplace) Harassment Prevention Policy can be resolved through and informal resolution utilizing which of the following methods

Answer 16

A) Education/Training for employees
B) Changing work responsibilities between the aggrieved parties
C) Involving the Manager/Supervisor to develop a management plan to ensure a respectful and supportive workplace
D) All of the above

Question 17

Under the Personal Harassment Prevention Policy, the City of Hamilton is responsible

Answer 17

A) Providing a workplace free from all forms of harassment
B) Creating an environment that encourages the reporting of all incidents of personal harassments.
C) both a and b

Question 18

Under the City of Hamilton Personal (Workplace) Harassment Policy, which behaviour is not an offending behaviour and not deemed a harassing behaviour:

Answer 18

None of the above

Question 19

In accordance with the City of Hamilton Personal (Workplace) Harassment Policy (Policy HR-62-13); any employee who is found to have violated this policy may be disciplined according to the severity of the actions, up to and including:

Answer 19

Termination with cause and without termination pay/severance

Question 20

In accordance with the City of Hamilton Personal (Workplace) Harassment Policy (Policy HR 62-13) the following behavior or comment is not deemed to constitute harassment under the policy:

Answer 20

A performance related issue as part of a work related performance appraisal.

Question 21

Where an incident of workplace violence has occurred, it is to be investigated:

Answer 21

By the Manager or Supervisor

Question 22

In accordance with the City of Hamilton Violence in the Workplace Prevention Procedure the following is/are roles and or responsibilities of management:

Answer 22

A) Advise workers of any actual or potential hazards related to workplace violence
B) Co-operate fully in any investigation of a workplace violence incident
C) Develop emergency response protocols for summoning immediate assistance in situations of possible Workplace violence
D) All of the above

Question 23

Under the Violence in the Workplace Prevention Procedure, employees are required to:

Answer 23

Immediately report all incidents of workplace violence to Supervisors or Human Resources

Question 24

In accordance with The City of Hamilton Communication Policy - Media Relations, staff cannot participate in social media on behalf of the City of Hamilton unless they have received authorization from:

Answer 24

Department Communications Officer/Public Affairs Coordinator

Question 25

In accordance with The City of Hamilton Communication Policy - Media Relations, Appendix 2 Social Media Use, the purpose and rationale in establishing a Social Media Use Policy is to

Answer 25

Limit the liability of employees and the corporation

Question 26

Under the City of Hamilton Substance Policy it is the expectation that employees:

Answer 26

A) Must not report for duty while impaired by alcohol or illicit drugs B) Must not engage in unauthorized consumption of alcohol while on duty or in the workplace C) Must use medications responsibly ensuring their ability to perform work safely, competently or efficiently is not impaired D) All of the above

Question 27

Under the City of Hamilton Substance Policy managers and supervisors are responsible for the following:

Answer 27

A) Communicate with employees about the need to maintain a workplace that is free from substance abuse B) Identify and address any situation where an employee appears to be impaired/unfit to work that could impact their ability to perform their job safely C) Prohibit without exception the operation of a motor vehicle by an employee who appears impaired/unfit for work D) All of the above

Question 28

In accordance with the City of Hamilton Substance Use Procedure the following impairment behaviors would give rise to reasonable cause to believe that an employee is impaired/unfit for duty and may be unable to perform their job safely, competently and efficiently:

Answer 28

A) Slurred speech B) Glassy eyes C) Smell of alcohol or drugs on breath or clothing or in the air surrounding the employee D) All of the above

Question 29

In accordance with the Substance Use Procedure, Steps - If It Is Suspected That An Employee Is Impaired /Unfit for Duty, a supervisor may undertake the following actions for an employee believed to be impaired/unfit for duty:

Answer 29

A) Remove the employee to a private and safe location and seek an explanation for their behavior B) Seek the opinion of a second supervisor where possible to confirm your observation C) If there is reasonable cause to believe that an employee is impaired/unfit for duty, the employee must be removed immediately from the workplace D) All of the above

Question 30

In accordance with the City of Hamilton Smoke Free Workplace Policy the purpose of the Policy is to:

Answer 30

Protect employees from the potential hazards relate to direct exposure to environmental tobacco smoke

Question 31

In accordance with the City of Hamilton Smoke Free Workplace Policy it is the responsibility of the supervisor to

Answer 31

A) Direct employees who are smoking in a City workplace to stop smoking immediately B) Provide and post prescribed signs prohibiting smoking in the workplace C) Ensure that no ashtrays or similar equipment remain in the workplace D) All of the above

Question 32

Under the definition of Reprisal as part of the Whistleblower By-law which of the following is a measure that falls into the category of Reprisals that could be taken against an employee for a qualifying disclosure:

Answer 32

A) Dismissal B) Denial of a benefit C) Disadvantaging an employee through a promotion D) All of the above

Question 33

Under the By-law, the responsibility to determine if a disclosure of serious wrong doing by an employee is deemed a ‘qualifying disclosure’ is the responsibility of:

Answer 33

The Director of Audit Services

Question 34

In accordance with the Computer and Technology Acceptable Use policy which of the following is not deemed “Authorized Users” of Computer and Network Services?

Answer 34

Cleaning staff with card access to City buildings

Question 35

Under the City of Hamilton Computer and Technology Acceptable Use Policy the City does have the right to monitor:

Answer 35

A) All internet sites visited by an authorized city user B) All personal emails marked ‘private’ C) Both b) & c)

Question 36

Under the City of Hamilton Computer and Technology Acceptable Use Policy it is allowable to bring a flash drive from home and connect to a City computer provided:

Answer 36

You virus scan before using the device

Question 37

The City of Hamilton Computer and Technology Acceptable Use Policy considers the following use(s) appropriate:

Answer 37

A) Using the internet to conduct research on textile flammability B) Sending minutes of the OMFPOA chapter meeting C) Participating in work related mailing lists or forums D) All of the above

Question 38

Under the City of Hamilton Computer and Technology Acceptable Use Policy utilizing the following software during lunch time is acceptable:

Answer 38

None of the above

Question 39

The following is/are not considered a violation of the City of Hamilton Computer and Technology Acceptable Use Policy:

Answer 39

None of the above

Question 40

The City of Hamilton Computer and Technology Acceptable Use Policy requires users to log off their computer when?

Answer 40

When leaving the workplace for any extended period

Question 41

Which of the following is considered prohibited email/internet use under the City of Hamilton Computer and Technology Acceptable Use Policy?

Answer 41

Participating in internet chat groups that are not job related