HR Policy 503

Question 1

All regular classified

employees shall receive an a performance review?

Answer 1

annually

Question 2

Individual performance plans shall be formulated or revised annually, in accordance with?

Answer 2

the performance planning and appraisal system

Question 3

whose responsibility is it to review all employees’
performance plans and annual appraisal reports for equity, fairness, and
consistency.

Answer 3

It is the responsibility of the department head

Question 4

Can an employee performance appraisal be extended for something beyond their control?

Answer 4

An employee’s performance appraisal period may not be extended for reasons beyond his/her control

Question 5

Can an employees performance appraisal be extended?

Answer 5

” YES” When an extension of the performance appraisal period is warranted the supervisor shall review the employee at the regular performance appraisal date and justify the extended period.

Question 6

The department head is authorized to extend a

performance appraisal period and …..

Answer 6

-withhold a pay salary increase, until
performance meets requirements.

(Pay increases, withheld at the regular
performance appraisal date, are not retroactive to that date.)

Question 7

Employees receive there performance appraisal when?

Answer 7

All sworn personnel shall receive a performance appraisal after one year of employment and all regular classified personnel shall receive a performance appraisal after six (6) months of employment, to determine their suitability for
regular status.

Question 8

Extended leave issues with performance appraisal.

Answer 8

Supervisors should consult with Human Resources when an employee is on extended leave during a performance review period (i.e. military leave, workers compensation, medical leave, etc.)

Question 9

The City of Glendale prohibits conduct which creates an…

Answer 9

intimidating, hostile, or offensive
work environment and is committed to providing an environment free of harassment and
violence.

Question 10

Prohibited harassment includes, but is not limited to,

Answer 10

intimidation or persistent abuse of another, whether 1.) physically,
2.) verbally
or
3.) in writing.

Question 11

Employees are deemed to have harassed another person are in violation while

Answer 11

while pursuing a City activity, through City employment, or using City authority shall be subject
to disciplinary action.

Question 12

It is forbidden to retaliate against a person for filing a prohibited harassment charge.

Answer 12

Employees found to be retaliating against another

employee shall be subject to disciplinary action

Question 13

Sexual Harassment defined

:

Answer 13

unwelcomed sexual advances, requests for

sexual favors, and other verbal or physical conduct of a sexual nature

Question 14

Examples of Sexual Harassment

Answer 14

1. ) Submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment.
2. ) Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual.
3. ) Such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive working environment

Question 15

Other Prohibited Harassment

Answer 15

as verbal or physical conduct that has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile or offensive working environment.

Question 16

Guidelines for identifying prohibited harassment

Answer 16

i. The behavior is unwelcome.
ii. The behavior is repetitive, i.e. constant unwelcome touching,
remarks, or jokes.
iii. The behavior is one-sided.
iv. The harasser usually has some kind of authority over the victim or
there are conditions attached to either compliance or noncompliance.
v. The complainant, for whatever reason, cannot stop the abuse.

Question 17

Employees Responsibilities

Each employee is responsible for

Answer 17

reporting to management if he/she is being subject to prohibited harassment or is witnessing acts of prohibited harassment

Question 18

Managers and Supervisors Responsibilities

Each manager and supervisor to whom an act of prohibited harassment has been reported or who becomes aware of acts of prohibited harassment
shall…

Answer 18

report it to the Human Resources Director.

Question 19

Managers and supervisors, on all levels, are responsible for….

Answer 19

explaining the complaint procedure to a complainant and to make employees aware of
the City’s procedures and to obtain additional information on the subject for them.

Question 20

Managers and Supervisors

Answer 20

They have a duty to act and are responsible for dealing effectively with complaints as they occur.

Question 21

Whose job is it to ensure the employee should also be made aware that the Human Resources Director will be notified of the
complaint.

Answer 21

Manager/Supervisor

Question 22

Department heads or designees are responsible for…

Answer 22

initiating and completing investigations of complaints under the direction of the Human
Resources Director.

Question 23

The Human Resources Director shall….

Answer 23

direct department heads in the investigation of complaints and shall maintain a confidential file on all charges of prohibited harassment.

Question 24

Status of Investigation

Answer 24

The department head shall keep the complaining and accused employees informed of the status of the investigation.

Question 25

. Complaint Procedure:

Filing should happen when?

Answer 25

An employee who believes he or she has been harassed in violation of the City’s policy and procedure is encouraged to file a complaint
as soon as possible after the prohibited harassment

Question 26

Who does a person who feel harassed file a complaint with?

Answer 26

· Immediate supervisor
· Any manager or supervisor within or outside the   department
· Department head
· The Human Resources Director
· The City Manager’s “Hotline”

Question 27

Response to a Complaint

Answer 27

All employees, supervisors, and managers are expected to treat any complaint seriously and confidentially, and give an investigation top
priority. All such complaints shall immediately be reported to the Human Resources Director.

Question 28

Investigation Procedure

Answer 28

Any person receiving a complaint of prohibited harassment shall immediately notify the Human Resources Director.

• The Human Resources Director shall expediently direct the department head to investigate complaints
• Managers and supervisors shall make available any employee for interviews and present any documents required by the investigator.

-Represented employees have a right to have a representative present. The representative shall act only as an observer. Unless agreed to by
the department head, in consultation with the Human Resources Director, the representative shall be from the City and shall not be an
attorney.

Question 29

Any employee interfering with any investigation or tampering with evidence in a prohibited harassment case will be

Answer 29

subject to disciplinary action.

Question 30

Investigator’s Report

Answer 30

• The department head shall submit a report of the findings of the investigation to the Human Resources Director

-

Question 31

Disciplinary Procedure after the investigation

Answer 31

After reviewing the facts of the investigation, the appointing officer of the employee found in violation of the City’s policy and procedure shall
administer appropriate discipline.

Question 32

Disciplinary action is based on…

Answer 32

Disciplinary action shall be taken depending on the circumstances and variables of each individual situation. Each incident will be handled on a
case by case basis

Question 33

Violence in the workplace..

Answer 33

Each employee has a responsibility to maintain a workplace free from violence. Any threats or acts of violence made by or to an employee, against another person’s life, health, well being, family or property shall not be tolerated

Question 34

Violent behaviors include, but are not limited to:

Answer 34

i. Causing physical injury to another person.
ii. Making threatening remarks on the City of Glendale property, at City of Glendale events or under circumstances that may negatively impact the City of Glendale’s ability to conduct its business.
iii. Intentionally damaging City property or property of another employee.
iv. Possession of a weapon while on City property or while on City business (excluding Police Officers).

Question 35

Reporting Procedure for threats and Violent acts….

Answer 35

Each employee is responsible for reporting to management if s/he is being
subject to threats or acts of violence or is witnessing threats or acts of
violence.

Question 36

verbal threats of physical violence, should immediately report it to one or more of the following City employees:

Answer 36

i. Immediate supervisor
ii. Any manager or supervisor within or outside the department
iii. Department head
iv. The Human Resources Director
v. The City Manager’s “Hotline”

Question 37

Employee attacks or is attacked by verbal or physical threats…

Answer 37

The employee’s supervisor will be notified. If in danger for safety 911 will also be notified. If deemed to be threatening or acting violent to a customer then employee could be disciplined up to termination.

Question 38

If an employee has a non criminal dispute with family member or neighbors and court order is in place the employee should

Answer 38

include work location and place of residence in order.

Employee should also notify supervisor of issuance and a description of the individual sited.

Question 39

If an employee is involved in a noncriminal
dispute with a neighbor or family member and the situation has become a disruption in the
workplace

Answer 39

Employee will be directed to HR and EAP for guidance by their supervisor.

Question 40

If an employee feels for his/her safety at work the employee should…

Answer 40

Notify GPD and inform his/her supervisor

Question 41

When an incident of threat or violence is brought to the attention of department management, management shall inform the Human Resources Director. HR will determine….

Answer 41

assesses the need to form a Threat Assessment Team