GO 2.07 Discipline

Question 1

Those actions taken by supervisory personnel designed to correct behavior that is in violation of organizational rules, policies or values are what type of action/

Answer 1

Disciplinary Action

Question 2

What is the first written procedural step in the process of imposing disciplinary action?

Answer 2

A Memorandum of Charges

Question 3

What should the Memorandum of Charges Include at a minimum?

Answer 3

1) Name of the employee and name of supervisor placing the charge.
2) A description of the conduct that constitutes a violation of policy or unsatisfactory conduct, including the names of witnesses, if applicable.
3) Identification of the specific rule or policy that is alleged to be violated, or an explanation of why the conduct constitutes unacceptable behavior.
4) A statement outlining what steps management has taken to assist the employee
5) A summary of any relevant previous disciplinary action which may influence the current situation.

Question 4

What is the second written procedural step in the two-step process for imposing disciplinary action?

Answer 4

The Notice of Disciplinary Action

Question 5

What should the Notice of Disciplinary Action Include?

Answer 5

1) A Statement specifically describing the action to be taken, and the reason for that action.
2) A summary of employee’s response to the charges if any
3) A statement that further disciplinary action may be taken for future problems with unsatisfactory performance or misconduct and
4) A statement of the employee’s rights under the City’s Dispute Resolution Program and is applicable the Law Enforcement Officer’s Procedural Guarantees.

Question 6

A means by which employees and supervisors review performance as it relates to the mission and values of the department and assess needs for training and career development. This system promotes organizational discipline through the review of accomplishments, needs and future plans for the development of the employee. What is this system?

Answer 6

The Performance Feedback System

Question 7

In situations where desirable standards relating to job performance or behavior are not met, what can a supervisor provide to the employee?

Answer 7

Training or remedial training

Question 8

Is training or remedial training considered disciplinary action?

Answer 8

No

Question 9

In situations where desirable standards relating to job performance or behaviors are not met, what would be an appropriate remedy by the supervisor?

Answer 9

Counseling

Question 10

Is counseling considered disciplinary action?

Answer 10

No

Question 11

What are some examples of alternatives to disciplinary actions that a supervisor should explore as a method for changing unsatisfactory behavior?

Answer 11

Examples could include, but are not limited to, interim performance feedback reports and work plans designed to direct improvement.

Question 12

If disciplinary action is necessary the _________ penalty necessary to bring about the desired result should be applied?

Answer 12

Minimum

Question 13

Does a supervisor have discretion in determining the degree of disciplinary action that should be imposed?

Answer 13

Yes; however, disciplinary action should be applied in a progressive manner with more severe penalties being applied where lesser penalties have failed to correct the unsatisfactory conduct.

Question 14

What are some examples of unsatisfactory conduct that are serious enough to warrant severe disciplinary action, up to and including dismissal, even for a first offense?

Answer 14

Criminal violations, untruthfulness, insubordination, improper use of weapons, or other conduct that endangers the public or other employees, or brings the city or police department into disrepute.

Question 15

Prior to the imposition of disciplinary action what must happen?

Answer 15

An employee must be advised of the allegations and given an opportunity to respond to allegations prior to the imposition of disciplinary action.

Question 16

What must be adhered to before disciplinary action more serious than a reprimand is imposed?

Answer 16

the Law Enforcement Officer’s Procedural Guarantees,

Question 17

What is a PD-4?

Answer 17

Disciplinary Action Coversheet

Question 18

If any supervisor recommends disciplinary action greater than that which he or she is authorized to administer, what documentation needs to be forwarded through the Chain of Command?

Answer 18

The Disciplinary Action Cover Sheet (PD-4), the Memorandum of Charges, his or her recommendation and the employee’s response must be forwarded through the Chain of Command until it reaches that level authorized to impose such disciplinary action.

Question 19

Once the disciplinary action is determined, the official authorized to impose such action shall draft the _____________________and return it to the employee via the Chain of Command for signature.

Answer 19

Notice of Disciplinary Action

Question 20

Written documentation provided to the employee from the supervisor advising and cautioning the employee in reference to his or her unsatisfactory conduct is called?

Answer 20

A Written Reprimand

Question 21

Is a written reprimand considered disciplinary action?

Answer 21

Yes

Question 22

What is the procedure for imposing disciplinary action in the form of a written reprimand?

Answer 22

Issue the Memorandum of Charges document and the Notice of Disciplinary Action document to the employee.

Question 23

When can a written reprimand be purged from the employee’s disciplinary file?

Answer 23

After eighteen (18) months free from further disciplinary action.

Question 24

A temporary prohibition of an employee to perform his or her duties due to unsatisfactory conduct is called?

Answer 24

A Suspension

Question 25

Suspensions may be imposed in increments of how many hours?

Answer 25

2 Hour Increments

Question 26

How many hours of suspension can a Sergeant or first line supervisor impose?

Answer 26

Up to 10 Hours

Question 27

How many hours of suspension can Lieutenants or equivalent civilian supervisors impose?

Answer 27

Up to 20 Hours

Question 28

How many hours of suspension may Precinct/Bureau commanders impose

Answer 28

Up to 40 Hours

Question 29

How many hours of suspension may Division Commanders or managers impose?

Answer 29

Up to 80 Hours

Question 30

Who must endorse suspensions of 14 days or more?

Answer 30

Chief of Police and approved by the Director of Human Resources.

Question 31

What Field Guide should be reviewed prior to initiating any disciplinary process?

Answer 31

The Administrative Investigations Field Guide

Question 32

What is the PD-4A?

Answer 32

5 Day Letter

Question 33

What is the process for imposing a suspension?

Answer 33

Begins with the issue of the Memorandum of Charges document to the employee along with a Five Day Letter (PD-4A). The employee then has five days to respond either verbally or in writing to the allegations. Following the five day period, a Notice of Disciplinary Action is issued by the supervisor. The Notice of Disciplinary Action must include a reference to the response by the employee to the Memorandum of Charges, or the opportunity to respond if no response was received.

Question 34

When may a suspension be purged from the official personnel file based on the employing department’s approval?

Answer 34

After five (5) years, free from further disciplinary action.

Question 35

What is an administrative decrease?

Answer 35

Disciplinary action taken by a supervisor against an employee. An administrative decrease is a wage/salary reduction within the pay range of an employee’s class.

Question 36

Who must endorse an Administrative Decrease?

Answer 36

The Chief of Police and approved by the Director of Human Resources.

Question 37

What is the procedure for imposing disciplinary action in the form of an Administrative Decrease?

Answer 37

Issue the Memorandum of Charges document to the employee along with a Five Day Letter (PD-4A). The employee then has five calendar days to respond either verbally or in writing to the allegations. Following the five calendar day period, a Notice of Disciplinary Action is issued by the supervisor. The Notice of Disciplinary Action must include a reference to the response by the employee to the Memorandum of Charges, or the opportunity to respond if no response was received.

Question 38

What is the procedure for imposing disciplinary action in the form of a Demotion?

Answer 38

Issue the Memorandum of Charges document to the employee along with a Five Day Letter (PD-4A). The employee then has five calendar days to respond either verbally or in writing to the allegations. Following the five calendar day period, a Notice of Disciplinary Action is issued by the supervisor. The Notice of Disciplinary Action must include a reference to the response by the employee to the Memorandum of Charges, or the opportunity to respond if no response was received.

Question 39

What are the roles of all Supervisors at all levels of the organization?

Answer 39

Ensure compliance with departmental rules and regulations, and monitor work performance of subordinates; explore alternative ways to improve performance and correct improper conduct prior to imposing disciplinary action; impose disciplinary action as needed within the limits described above.

Question 40

Any of the above disciplinary actions can be appealed by the employee using what policy and procedures?

Answer 40

The City of Virginia Beach Open Door Policy, the City of Virginia Beach Grievance Policy and Procedure or, when the discipline involves a suspension or greater, by requesting an internal hearing under the Law Enforcement Officer’s Procedural Guarantees.