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Captain Certification 2014 > Discipline and Discrimination > Flashcards

Discipline and Discrimination Flashcards

0
Q

Lowest level of Progressive Discipline

  • name
  • type
  • what form must be filled out

214.5

A
  • Educational Counseling
  • Non-disciplinary
  • Employee Counseling Form
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1
Q

Second lowest level of progressive discipline

  • name
  • what form must be filled out

214.5

A

Verbal Counseling

Employee Counseling Form

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2
Q

How is the DRB selected for each disciplinary action?

214.4

A

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

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3
Q

Who is the Chair of the DRB?

214.4

A

Senior Operations Deputy Chief

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4
Q

Who makes up the DRB?

214.4

A 
Operations Deputy Chief  (Chair)
-Battalion Chief     -Firefighter
-Captain                -Union Designee
-Paramedic
-Engineer              
The Department HR Manager will serve in an advisor's capacity
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5
Q

What is the DRB and what is its function?

214.4

A

Disciplinary Review Board (DRB)

Review recommendations of discipline
–written reprimand or greater

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6
Q

What is the lowest level of discipline that must be forwarded and to whom?

214.4

A

Written Reprimand

Forwarded to the appropriate Deputy Chief along with Disciplinary Action Checklist and recommendations

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7
Q

What are forms of non-disciplinary actions?

214.4 / 214.2

A
  • Continued Education -Special Evaluations
  • Educational Counseling -Mentoring
  • Verbal Counseling -Remedial Training
  • Work Improvement Plans
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8
Q

If arrested or charged with a crime how soon must that employee report the incident and to whom?

214.4

A

Within 24 hours and to their immediate supervisor. The employee also has a continuing obligation to report any new developments of their case

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9
Q

Who has the final decision making authority regarding discipline?

214.1

A

The Fire Chief

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10
Q

What is the principle objective of disciplinary action?

214.1

A

To correct performance deficiencies and unacceptable behavior or conduct; and motivate employees by improving work habits, behaviors, and morale

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11
Q

Categories of offenses in the Disciplinary Matrix

214.6

A
  • Minor
  • Intermediate
  • Major
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12
Q

Levels of sanctions in the Disciplinary Matrix

214.6

A
  • Presumptive Sanctions
  • Minimum Sanctions
  • Maximum Sanctions
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13
Q

Most severe form of discipline

214.5

A

Discharge or Termination

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14
Q

A disciplinary action relieving the employee in a non-pay status

214.5

A

Suspension

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15
Q

Lowest level of “official record” of discipline
-What checklist must be followed?

214.5

A

-Written Reprimand

Disciplinary Action Checklist

16
Q

What level of discipline does an employee fall with their 2nd DUI?

215.4

A

Termination or Discharge

17
Q

What level of the Disciplinary Matrix does an employee fall with their 1st DUI?

215.4

A

Intermediate Infractions,

presumptive sanctions at a minimum

18
Q

Maximum amount of days allowed of jail time?

  • what happens if over that limit?
    215. 4
A

90 days

Termination

19
Q

When an employee loses 5% because of loss of driving privileges who gets that 5%?

215.4

A

The employee will not be allowed to drive, so the employee that is provisionally promoted for that period will receive that 5%

20
Q

What actions are taken for an employee that has lost driving privileges?

215.4

A
  • 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
21
Q

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

A
  • 24 hours

- Minimum of one day suspension without pay

22
Q

What is the discipline level for retaliation towards someone that reported hazing?

216.F

A

Major Infraction

23
Q

What is the discipline level of the Matrix for any infringement on bodily integrity?

216.D

A

Intermediate Level

24
Q

Definition of hazing

216.C

A

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
25
Q

Who can an employee report any hazing to confidentially?

216.H

A
  • Direct Supervisor
  • Fire HR Manager
  • COT HR Department
  • Office of Equal Opportunity Programs (OEOP)
  • Arizona Civil Rights Division
  • US Equal Employment Opportunity Commission (EEOC)
26
Q

Who is notified that a harassment complaint has been filed?

218.4.C

A
  • The Fire Chief
  • The appropriate Division Asst Chief
  • The City Attorney’s Office
27
Q

How soon after a complaint has been filed should the EEO have a recommendation to resolve the complaint?

218.4.C

A

20 working days

28
Q

How soon do complaints of discrimination have to be filed with the EEO?
-Any exceptions?

218.4

A
  • 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

29
Q

Who should an employee file an official complaint with if they feel that they have been discriminated against?

218.4

A

Department’s EEO Specialist

30
Q

If an employee wants to complain about discrimination who must they advise?

218.A.2

A

Their immediate supervisor the EEO Specialist

31
Q

Definition of Discrimination

218.B.3

A

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

Captain Certification 2014 (44 decks)

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