FOP/City of Moore Contract Flashcards
In cases of Citizen complaints on which further investigation is necessary the affected Member shall be notified of the investigation within __ business days of the receipt of the complaint.
10
T or F
In the case of investigations into citizen complaints, there is no reason to delay the 10 business day requirement for notification of the affected Member of the investigation.
False
Notification may be delayed if;
1. the misconduct is ongoing or about to occur;
2. the case involves criminal misconduct, but only for such time necessary to allow for a reasonable and proper investigation.
The investigation into a citizen complaint shall be completed within __ business days of notification to the member, and sooner if possible.
20
The accused Member in a complaint investigation may delay any interview for a reasonable period of time, not exceeding __ ____.
72 hours
Written notification of the result of a investigation into a citizen complaint shall be provided to the Member within __ business days from the date the results are made available to the Chief of Police.
10
Any member recieveing a complaint from a citizen regarding member actions shall refer the complaint to a ____ _____, who shall attempt to resolve the issue.
Supervisory Officer
Efforts will be made to resolve complaints at the _____ supervisory level possible.
Lowest
A grievance shall be initiated within __ business days after the occurrence or event giving rise to the grienvance becomes known or should become known to the Grievant.
15
Compensation Time may accrue to a maximum of __ hours.
300
Holidays not taken may be accumulated up to a maximum of __ hours…may be raised if extended sickness or injury ceritified by a physician prohibits use of remaining hours.
250
160 (Carry over) holiday hours, plus 90 (new) holiday hours
Written approval of Chief of Police may add an additional 70 hours, for a total of 320.
Any officer being transferred to another division shall have his holiday time adjusted accordingly. What is the formula for this adjustment?
From Patrol to Operations -.39 hours
From Operations to Patrol +.39 hours
Vacation Accural Schedule
Length of Service Vacation Time Permitted
__-__ Months __ hours/Month
__-__ Months __ hours/Month
__-__ Months __ hours/Month
__-__ Months __ hours/Month
__-__ Months __ hours/Month
Vacation Accural Schedule
Length of Service Vacation Time Permitted
00-36 Months 10 hours/Month
37-60 Months 12 hours/Month
61-120 Months 14 hours/Month
121-180 Months 16 hours/Month
181+ Months 18 hours/Month
Vacation Time accrued above __ hours and not used by October 1st of the contract year will be lost, without compensation to the member.
300
If due to manpower shortage and member has attempted to use leave, 360 hours can be carried over.
All employees shall accumulate __ hours of sick leave a month and Sick Leave may be accumulated to a maximum of __ hours.
12 hours of sick leave a month
816 hours
______: is a process of imposing formal sanctions, which will help train or develop an employee, preferably through positive and constructive methods, rather than punitive measures. _____ in the Moore Police Department involves positive corrective measures (e.g. training and/or counseling) and as a last resort, punitive action.
Discipline
Discipline:
Objectives:
This disciplinary process has many objectives and is designed to: (2)
- Assure a strict standard for all department personnel, and;
- To hold officers and supervisors to a high level of accountability.
The disciplinary process accomplishes its objectives by: (3)
- Meeting the needs and improving the confidence of the community;
- Meeting the needs and improving the confidence of the employee, and;
- Efficient management of the department.
______: A meeting between the supervisor and the employee to address an employee’s performance that can range from incidents of observed or reported exceptional police performance, to incidents in which the employee violates department policy, rules and/or orders. This meeting is meant to acknowledge exceptional performance by the employee, or correct violations of the policy, rules or orders through the guidance of the supervisor. The _____ supervisor should, informally document this meeting.
Counseling
______ ______: Many infractions by an employee will fall within the category “A”. Most _____ ______ will be handled at the shift level. Shift lieutenants and captains will have wide latitude and discretion in the use of counseling, education and training to deal with minor problems.
Minor Infractions
Discipline:
No matter what action is taken, it must be _____.
Documented
_____: does not necessarily mean formal correspondence, however, any writing containing any negative connotations must be discussed with the affected employee.
Documentation
_____ ______: Each penalty range contains a “_____ _____” which is defined as a period of time in which a previous infraction may be considered in determining case category. The computation of the ______ ______ shall begin with the date of the occurrence of the incident.
Reckoning Period
______ __ ______: a letter to the affected officer on department letterhead describing the serious nature of the offense and a firm warning of any repeated violation of the same or similar offense will result in a higher level of discipline.
Letter of Reprimand
_____ ______: a corrective action that may be ordered in conjunction with disciplinary action in cases involving equipment that is lost or damaged as the result of an intentional and/or negligent act committed by the employee.
Involuntary Restitution
_____ ______-______ ______: The disciplinary process includes consideration of past incidents within the reckoning period. Also, occasionally there are single incidents that result in several incidents being sustained. Multiple infractions during a single incident will be addressed in the disciplinary process.
Multiple Infractions-Single Incident
Escalating factors may raise the original category to any level deemed necessary. These factors include; (5)
- Type and extent of injury, if any;
- Amount of damage, if any;
- Intent;
- Seriousness of infraction, and;
- Past employee record.
Recommendations for disciplinary action may include consideration of mitigating and/or aggravating factors to include but not limited to; (7)
- Employee motive
- Degree of culpability
- Truthfulness
- Disciplinary history
- Severity of Infraction
- Acknowledgement of error or mistake by the employee
- Other pertinent factors.
Category A Violations;
Description; (4)
- Minor Rules Violations;
- First and Second occurrences is not treated as a disciplinary action
- Same or similar violations with 12 consecutive months enhance third violaion to Category B
- A combination of any three sustained Category A violations within 12 consecutive months enhance the thrid violation to Category B.
Category A Violations;
Proactive Corrective Action; (6)
- Training and Education
- Verbal Counseling
- Mediation
- Psychological Services
- Other Non-disciplinary action
- Involuntary Restitution
Category B Violations:
Description: (5)
- First occurrence of a Category B violation;
- Enhanced violation from a Category A violation;
- Repeat same or similar sustained violations from Category A;
- Same or Similar sustained violations within 24 consecutive months enhance the next violation to Category C
- Combination of any three sustained Category B violations within 24 consecutive months enhances the third violation to Category C
Category B Violations:
Discipline Options: (3)
- Letter of Reprimand
- One day loss of leave
- One day suspension without pay
Category C Violations:
Description: (5)
- First occurrence Category C violation
- Enhanced violation from Category B
- Repeated violation from Category B
- Same or similar sustained violations with 36 consecutive months enhances the next violation to Category D
- Combination of any three sustained Category C violations within 36 consecutive months enhances the third violation to Category D
Category C Violations:
Discipline Options: (3)
- Letter of Reprimand
- 2 to 4 days loss of leave
- 2 to 4 day suspension without pay
Category D Violations:
Description; (5)
- First occurrence Category D violation
- Enhanced violation from Category C
- Repeated same or similar violation from Category C
- Same or similar sustained violations with 48 consecutive months enhances the next violation to Category E
- Combination of any two sustained Category D violations within 36 consecutive months enhances the second violation to Category E
Category D Violations:
Discipline Options: (3)
- Letter of Reprimand
- 5 to 15 days loss of leave
- 5 to 15 day suspension without pay
Category E Violation:
Description: (3)
- First occurrence Category E violation
- Enhanced violation from Category D
- Repeated same or similar sustained violation from Category D
Category E Violations:
Discipline Options: (5)
- Letter of Reprimand
- Over 15 days loss of leave
- Over 15 day suspension without pay
- Demotion
- Dismissal
Category F Violation:
Description: (1)
- First offense of a Category F violation
Category F Violation:
Discipline Option: (1)
- Dismissal
