Corrective Counseling, Training and Disciplinary Action Flashcards
Supervisor’s primary responsibility is?
Maintaining and reinforcing employees conformance with standards of conduct and performance. They should closely observe and familiarize themselves with employee’s under their command. They should remain alert to indications of changes that can effect job performance or behavioral problems.
Counseling may be used by these two reasons:
To determine the extent of the personal or job problems and offer guidance. To discuss minor/infrequent rule violations, then to discuss the importance of these rules.
A supervisors recommended additional training can be used for?
To refresh and reinforce employee’s skills/job performance.
As a supervisor, who are serious infraction/criminal conduct referred to? And minor infractions/cases of poor judgment may be handled how?
Serious infractions must be immediately referred to the OIC. Minor infractions maybe handled by immediate corrective action in form of counseling.
What type of leave may a supervisor grant if the employees continued service would be immediately detrimental to officers or others well-being or compromise the department’s integrity. This leave will be documented by memo & submitted by chain of command.
Emergency Leave With Pay.
Any supervisor can do this when in regards to written reprimand, suspension,demotion or dismissal.
Any supervisor can “recommend” those actions, which are forwarded through chain of command.
What does it indicate when an employee’s acts are committed because they misunderstood procedures or was never made aware of the correct action?
Needs for more training.
What is remedial training?
Personalized training to correct a specific deficiency, like a lack of skill, knowledge or ability to perform assigned task, with approval from the Chief.
Counseling is?
assisting employees with the process of problem solving and it may be corrective or preventive in nature.
Supervisors should counsel employees if they have existing problems, experiencing difficulty understanding, or adjusting to matters which are:
Job related, Personnel Policy, Interpersonal relationships w/co-workers, or personal matter effecting work performance.
Punitive action may be administered at the discretion of the Chief. Employees will not be subject unless their actions constitute one of the following:
1) A violation of state,local or federal law. 2) A violation of written or verbal Dept rules, regs, policy, procedure or orders and directives.
Discipline w/out charges by a supervisor is
administered oral reprimand of record for minor violations.
This type of action happens if an employee is recommended disciplinary action may result in suspension,dismissal or demotion. Also punishment of 2 days w/out pay may be imposed for violations of dept rules/regs, policy, procedures, orders and directives.
This action is Discipline with Charges.
Where are records of disciplinary action kept?
Employee’s personnel file, Internal Affairs file, and Giglio files.
