Discipline and Discrimination Flashcards
Lowest level of Progressive Discipline
- name
- type
- what form must be filled out
214.5
- Educational Counseling
- Non-disciplinary
- Employee Counseling Form
Second lowest level of progressive discipline
- name
- what form must be filled out
214.5
Verbal Counseling
Employee Counseling Form
How is the DRB selected for each disciplinary action?
214.4
Operations Deputy Chief selects 3 members not to be of a lower rank. The member being disciplined should also be considered when choosing the members
Who is the Chair of the DRB?
214.4
Senior Operations Deputy Chief
Who makes up the DRB?
214.4
Operations Deputy Chief (Chair) -Battalion Chief -Firefighter -Captain -Union Designee -Paramedic -Engineer The Department HR Manager will serve in an advisor's capacity
What is the DRB and what is its function?
214.4
Disciplinary Review Board (DRB)
Review recommendations of discipline
–written reprimand or greater
What is the lowest level of discipline that must be forwarded and to whom?
214.4
Written Reprimand
Forwarded to the appropriate Deputy Chief along with Disciplinary Action Checklist and recommendations
What are forms of non-disciplinary actions?
214.4 / 214.2
- Continued Education -Special Evaluations
- Educational Counseling -Mentoring
- Verbal Counseling -Remedial Training
- Work Improvement Plans
If arrested or charged with a crime how soon must that employee report the incident and to whom?
214.4
Within 24 hours and to their immediate supervisor. The employee also has a continuing obligation to report any new developments of their case
Who has the final decision making authority regarding discipline?
214.1
The Fire Chief
What is the principle objective of disciplinary action?
214.1
To correct performance deficiencies and unacceptable behavior or conduct; and motivate employees by improving work habits, behaviors, and morale
Categories of offenses in the Disciplinary Matrix
214.6
- Minor
- Intermediate
- Major
Levels of sanctions in the Disciplinary Matrix
214.6
- Presumptive Sanctions
- Minimum Sanctions
- Maximum Sanctions
Most severe form of discipline
214.5
Discharge or Termination
A disciplinary action relieving the employee in a non-pay status
214.5
Suspension
Lowest level of “official record” of discipline
-What checklist must be followed?
214.5
-Written Reprimand
Disciplinary Action Checklist
What level of discipline does an employee fall with their 2nd DUI?
215.4
Termination or Discharge
What level of the Disciplinary Matrix does an employee fall with their 1st DUI?
215.4
Intermediate Infractions,
presumptive sanctions at a minimum
Maximum amount of days allowed of jail time?
- what happens if over that limit?
215. 4
90 days
Termination
When an employee loses 5% because of loss of driving privileges who gets that 5%?
215.4
The employee will not be allowed to drive, so the employee that is provisionally promoted for that period will receive that 5%
What actions are taken for an employee that has lost driving privileges?
215.4
- Shall not drive any city owned vehicle and may not drive their personal vehicle on city property
- If driving is part of the employee’s job requirements the Fire Chief, with consultation with HR, impose discipline up to and including termination
- A 5% pay cut while the driving restrictions are in place
How soon should an employee notify their supervisor of any change in their drivers license status?
-What is the minimum penalty for not notifying within that time limit?
215.4
- 24 hours
- Minimum of one day suspension without pay
What is the discipline level for retaliation towards someone that reported hazing?
216.F
Major Infraction
What is the discipline level of the Matrix for any infringement on bodily integrity?
216.D
Intermediate Level
Definition of hazing
216.C
Hazing is an intentional, knowing, or reckless act committed by an individual, whether individually or in concert with others, against another employee, in which both of the following applyA situation where a fire fighter is experiencing a life-threatening emergency.:
- The act was committed with an initiation into a work group, station, shift affiliated with the Department
- The act contributes to a substantial risk of potential physical injury, mental harm, or degradation; or causes physical injury, mental harm, or personal degradation
Who can an employee report any hazing to confidentially?
216.H
- Direct Supervisor
- Fire HR Manager
- COT HR Department
- Office of Equal Opportunity Programs (OEOP)
- Arizona Civil Rights Division
- US Equal Employment Opportunity Commission (EEOC)
Who is notified that a harassment complaint has been filed?
218.4.C
- The Fire Chief
- The appropriate Division Asst Chief
- The City Attorney’s Office
How soon after a complaint has been filed should the EEO have a recommendation to resolve the complaint?
218.4.C
20 working days
How soon do complaints of discrimination have to be filed with the EEO?
-Any exceptions?
218.4
- 8 hour employees within 15 working days
- 24 hour employees within 21 calendar days
ONLY exception is if the complaint is based on a continuing violation or repetition of the same infraction. They can file at any time
Who should an employee file an official complaint with if they feel that they have been discriminated against?
218.4
Department’s EEO Specialist
If an employee wants to complain about discrimination who must they advise?
218.A.2
Their immediate supervisor the EEO Specialist
Definition of Discrimination
218.B.3
Discrimination is the difference in treatment of or impact on any person or persons based upon their protected status
-Any unequal treatment based on factors unrelated to the job could be considered discrimination
