Managing Emplyee Performance and Conduct Handbook Flashcards
(Managing Employee Performance and Conduct Handbook) Counseling should be done in_______ and should be ________?
Private and Instructive
(Managing Employee Performance and Conduct Handbook) For minor performance issues, the supervisor is REQUIRED to have at least (_______) documented counseling sessions before moving to a statement of complaint.
(2)
(Managing Employee Performance and Conduct Handbook) What (2) things should be contained in a counseling contact report?
- The document must describe the problem.
2. Be instructive as to what the employee must do to correct the problem.
(Managing Employee Performance and Conduct Handbook) Contact reports will be purged from the employee’s personnel file ________ from the date of issuance.
One year
(Managing Employee Performance and Conduct Handbook) What will be used to document all complaints against LVMPD employees and forwarded directly to IAB?
Statement of Complaints
(Managing Employee Performance and Conduct Handbook) Once you are done writing out a statement of complaint, if the complainant is present, should you have him/her initial the narrative and give them a copy of it?
Yes
(Managing Employee Performance and Conduct Handbook) If an allegation is true, the allegation is minor, the allegation does not fall under a line item in the guide, and there is no comparable discipline, __________ _________ may be appropriate.
Supervisory Intervention
(Managing Employee Performance and Conduct Handbook) Employee notification of internal investigation will be given ____ hours prior to the interview.
48 hours
(Managing Employee Performance and Conduct Handbook) ______ ______ will determine whether they or the affected bureau will conduct an investigation.
Internal Affairs.
Generally, IAB will investigate allegations of a serious nature, issues that will take a substantial amount of time or anything that comes from the citizens review board.
(Managing Employee Performance and Conduct Handbook) What level of evidence do you need for a sustained finding of a Statement of Complaint?
Clear and Convincing
The conduct was substantially more likely than not to have occurred
(Managing Employee Performance and Conduct Handbook) What level of evidence do you need for a sustained finding of a Diversity Complaint?
Preponderance of the Evidence
The greater weight of the evidence; superior evidentiary weight that, though not sufficient to free the mind wholly of all reasonable doubt, is still sufficient to incline a fair and impartial mind one side of the issue rather than the other.
(Managing Employee Performance and Conduct Handbook) After an investigation is completed and a disposition report sent out by IAB, the supervisor will (5)….
- Check work history
- Check decision handbook
- Determine discipline
- Complete adjudication of complaint
- Process adjudication of complaint
(Managing Employee Performance and Conduct Handbook) An employee whose conduct is unsatisfactory shall be subject to disciplinary action. According to the gravity of the offense this can take on the form of one or combinations of what (5)?
- Written reprimand
- Transfer to a different assignment
- Suspension
- Demotion/Reduction in grade
- Termination
* PMSA and PPACE contracts also provide for removal from a promotional list**
(Managing Employee Performance and Conduct Handbook) When determining the level of discipline, consideration will be given to allowing the subject employee to use up to ___ hours of vacation in lieu of suspension hours.
40 vacation hours.
(Managing Employee Performance and Conduct Handbook) In cases when an employee’s conduct involves alcohol-related offenses, domestic abuse or other behavioral issues, such as anger, the supervisor may offer an employee the opportunity to defer some suspension by participating in a treatment or related program to address the problem, is called what?
Hours held in ‘Abeyance’
The subject employee will have 180 days (6 months) of the signing date to complete whatever program.
