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Corp Policies > Employee Code Of Conduct > Flashcards

Employee Code Of Conduct Flashcards

1
Q

What is the purpose of the Code of Conduct for City of Brampton employees?
A) To dictate strict rules for employee behavior
B) To ensure compliance with federal regulations
C) To guide actions and conduct based on City values
D) To limit employee interactions with the public

A

C

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2
Q

What themes are covered in the Code of Conduct?
A) Honesty and fairness
B) Safety and health
C) Efficiency and productivity
D) Protecting information, fostering a safe workplace, treating people with care, conducting business with integrity, and safeguarding assets

A

D

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2
Q

What are the City of Brampton’s core values?
A) Honesty, Transparency, Accountability
B) Courage, Trust, Integrity, Compassion, Equity
C) Efficiency, Effectiveness, Innovation
D) Loyalty, Dedication, Hard Work

A

B

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3
Q

What does “Living the City’s Values” entail?
A) Acting with malice and judgment
B) Seeking personal benefit
C) Demonstrating courage, trust, integrity, compassion, and equity in day-to-day work
D) Ignoring laws, policies, and procedures

A

C

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4
Q

What is required to ensure respect, lawfulness, and compliance according to the text?
A) Following rules without question
B) Memorizing the Code of Conduct
C) Weaving City values into operations and behaviors
D) Reporting colleagues for misconduct

A

C

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5
Q

What is the expectation regarding honesty for employees in the City of Brampton?
A) Employees must tell lies to protect the City’s reputation
B) Employees must be honest and responsible to build and sustain trust
C) Employees should only be honest with colleagues, not with the community
D) Employees should only honor commitments if convenient for them

A

B

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6
Q

How should employees make decisions according to the information provided?
A) Without any consideration for the consequences
B) By applying critical thinking, knowledge, and skill
C) By always choosing the easiest option
D) By following the directives of their supervisors without question

A

B

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7
Q

What is the consequence of violating the law according to the text?
A) Verbal warning
B) Written warning
C) Civil, criminal, and regulatory penalties
D) No consequences

A

C

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8
Q

What should employees do if they are accountable to uphold the principles of other professional codes of conduct?
A) Ignore conflicts and confusion
B) Speak to a leader or Human Resources
C) Violate the City’s Code of Conduct
D) Comply with City policies only

A

B

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9
Q

What is the responsibility of People Leaders regarding the dress code?
A) Ignore violations of the dress code
B) Enforce wearing appropriate attire as per the City’s guidelines
C) Allow extreme violations without consequences
D) Wear whatever attire they prefer

A

B

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10
Q

What is expected of employees regarding supporting the community?
A) Employees should avoid any involvement in community activities
B) Employees should behave with integrity only in the workplace
C) Employees should support the communities where they live, work, and do business
D) Employees should only support the community if it benefits them personally

A

C

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11
Q

Who does the Code of Conduct apply to?
A) Only to leaders and supervisors
B) Only to new employees
C) Everyone, regardless of their position
D) Only to employees with disciplinary issues

A

C

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12
Q

What are the consequences of non-compliance with the Code of Conduct?
A) Employee dismissal
B) Legal action and disciplinary measures
C) Employee promotion
D) No consequences

A

B

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13
Q

What should employees do if they encounter a situation that feels wrong or uncertain?
A) Ignore the situation and continue with their work
B) Seek clarification from a trusted leader or Human Resources
C) Handle the situation independently without seeking help
D) Avoid speaking up to avoid conflict

A

B

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14
Q

What questions should employees ask themselves if they are unsure about an action?
A) Is it convenient? Is it easy?
B) Is it legal? Does it comply with City policies and procedures? Is it in line with the City’s corporate values? Would I be comfortable if my actions were made public? Would it be okay if everyone did it?
C) Is it profitable? Will it benefit me personally?
D) Is it popular? Will it gain approval from colleagues?

A

B

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15
Q

What is the duty of every employee regarding reporting misconduct?
A) Employees must ignore misconduct if it doesn’t directly involve them
B) Employees must report any suspected or actual misconduct, including their own
C) Employees must confront the individual engaging in misconduct directly
D) Employees must report misconduct only to their immediate supervisor

A

B

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16
Q

What will the City do with reports of misconduct?
A) Ignore them
B) Investigate promptly while keeping details confidential
C) Disclose all information publicly
D) Retaliate against the employee who made the report

A

B

17
Q

What is the City’s commitment regarding retaliation for speaking up?
A) Retaliation is encouraged to maintain order
B) Retaliation will be met with disciplinary action
C) Retaliation is inevitable and cannot be prevented
D) Retaliation will be ignored by the City

A

B

18
Q

What should employees consider when deciding to speak up and raise concerns?
A) Whether the situation will benefit them personally
B) Whether the situation supports the City’s values and how it would affect the City’s reputation
C) Whether the situation will make them popular among colleagues
D) Whether the situation aligns with their personal beliefs only

A

B

19
Q

What is confidential information according to the City’s guidelines?
A) Information that is widely known within the organization
B) Information communicated openly in meetings
C) Information that would identify a specific individual
D) Information that is not public property and would cause harm if disclosed improperly

A

D

20
Q

What is personal information according to the City’s guidelines?
A) Any information that is shared in public forums
B) Information used for internal purposes only
C) Information that would identify a specific individual
D) Information that is accessible to all employees

A

C

21
Q

What are the potential consequences of inappropriate disclosure of confidential information?
A) Employee recognition
B) Financial and reputational harms, privacy breach
C) Promotions and bonuses
D) Increased public trust

A

B

22
Q

When should employees access and use confidential information?
A) Whenever they need it for personal use
B) Only for legitimate business purposes and for the period required to achieve those purposes
C) During lunch breaks
D) Without any restrictions

A

B

23
Q

What should employees do in the event of a privacy breach or improper disclosure?
A) Share details of the breach with colleagues
B) Report it to the Privacy Officer, Legislative Services, and refrain from sharing details with unauthorized individuals
C) Ignore it and hope it resolves itself
D) Attempt to cover it up to avoid consequences

A

B

24
Q

Who are considered as the City’s customers?
A) Only residents
B) Only business partners
C) Only city officials
D) Residents, business partners, and anyone that interacts with the City

A

D

25
Q

What is emphasized regarding the protection of the City’s business information?
A) It is solely the responsibility of the IT department
B) It is a critical asset and every employee has an obligation to safeguard it
C) It is optional for employees to safeguard it
D) It is the responsibility of the City’s customers to protect it

A

B

26
Q

Who is responsible for coordinating all communications with the media on behalf of the City?
A) City employees
B) Human Resources
C) Media Relations section
D) Strategic Communications

A

C

27
Q

What should employees do with media inquiries?
A) Respond directly to the media
B) Refer all media inquiries to Human Resources
C) Refer all media inquiries to Strategic Communications
D) Respond based on personal judgment

A

C

28
Q

How should employees approach social media use?
A) Use it as a platform to express personal concerns about the City and colleagues
B) Share confidential information about the City
C) Refrain from sharing information not already available to the public or content that reflects poorly on colleagues or the City
D) Consult with colleagues before posting anything on social media

A

C

29
Q

Who has the authority to manage or participate in the City’s social media outreach activities?
A) All employees
B) Only media spokespeople
C) Human Resources
D) Strategic Communications

A

B

30
Q

How should employees use social media for personal use?
A) Share confidential City information
B) Share news about the City without considering its impact
C) Share, comment, and repost City news in ways that honor the Code and reflect the City’s values
D) Ignore the potential impact of personal posts

A

C

31
Q

Who is responsible for coordinating all communications with the media on behalf of the City?
A) City employees
B) Human Resources
C) Media Relations section
D) Strategic Communications

A

C

32
Q

What should employees do with media inquiries?
A) Respond directly to the media
B) Refer all media inquiries to Human Resources
C) Refer all media inquiries to Strategic Communications
D) Respond based on personal judgment

A

C

33
Q

Which of the following actions demonstrates fostering an active health and safety culture as outlined in the information?

A) Ignoring unsafe conditions in the workplace
B) Reporting unhealthy conditions promptly
C) Complaining about health and safety policies
D) Avoiding health and safety training

A

B

33
Q

What is the primary responsibility of all employees according to the provided information?

A) Maximizing productivity
B) Promoting a culture of responsibility and accountability
C) Achieving personal career goals
D) Maintaining a clean work environment

A

B

34
Q

Which behavior is NOT encouraged to set an example for a safe and healthy workplace?

A) Asking questions when unsure
B) Volunteering for the Joint Health and Safety Committee
C) Disregarding health and safety inspections
D) Taking health and safety training seriously

A

C

35
Q

What is one of the requirements to ensure a safe workplace regarding the use of substances?

A) Using alcohol responsibly at work events
B) Keeping personal medication hidden
C) Reporting the use of prescription drugs with strong side effects
D) Using illegal drugs discreetly

A

C

36
Q

What is the City’s stance on violence in the workplace according to the provided information?

A) Encouraging verbal disagreements
B) Tolerating occasional physical altercations
C) Maintaining a zero-tolerance policy
D) Ignoring instances of workplace violence

A

C

37
Q

Which action supports the prevention of workplace violence as outlined in the information?

A) Ignoring conflicts between colleagues
B) Encouraging disrespectful behavior
C) Reporting instances of violence promptly
D) Avoiding support for colleagues dealing with challenges

A

C

38
Q

What is the primary responsibility of all employees regarding maintaining a respectful workplace according to the provided information?

A) Promoting gossip and sharing rumors
B) Fostering an atmosphere of congeniality and support
C) Encouraging harassment and discrimination
D) Ignoring instances of inappropriate behavior

A

B

39
Q

What is the City’s stance on harassment, discrimination, and inappropriate behavior in the workplace?

A) It is tolerated under certain circumstances
B) It is discouraged but not actively addressed
C) It is met with zero tolerance
D) It is overlooked if it doesn’t involve physical violence

A

C

40
Q

What action should be taken immediately in case of instances of harassment or discrimination according to the provided information?

A) Ignore the situation and hope it resolves itself
B) Report it to leaders and/or Human Resources
C) Confront the perpetrator publicly
D) Keep it to oneself to avoid unnecessary conflict

A

B

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