Police Lieutenant Flashcards by Joe Robinson

What are some unwelcome use of familiarities or diminutives?

Honey, Sweetheart, Darling, Dear or Baby

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What are some types of unwelcome physical contact?

Hugging, Kissing, Patting, Pinching, Touching, Tugging at clothing

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What is “De minimus” use by an employee?

Stops in a city vehicle during normal commute to and from work and/or to an assigned job site

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The performance evaluation system is designed to do what?

Provide
Identify
Improve
Encourage

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What types of grievances are allowed?

Informal and Formal

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Informal procedures must be commenced within how many days of the incident giving rise to the grievance?

5 calendar days

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How many levels of review are allowed in the Formal Grievance Procedures?

First and Second level

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At the first level review, the grievance shall be presented to whom within how long?

Human Resources Director within 10 calendar days after its occurence

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How long does the HR Director have to answer the grievance?

5 calendar days

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If dissatisfied, the employee may appeal their grievance to whom?

City Manager

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How long does the City Manager have to respond to an employee grievance?

10 calendar days

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What is considered a grievance?

Any dispute regarding the meaning, interpretation or alleged violation of city personnel rules

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What are the different levels of discipline?

Demotion, Dismissal,
Reprimand,
Suspension

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How long can an employee be suspended without pay?

Not exceeding 30 calendar days in any 12 month period

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How long can a single suspension be without pay?

No more than 15 calendar days

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How long after does an employee have to file an appeal to their suspension, demotion or dismissal?

Within 10 calendar days

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No demotion shall be made as a disciplinary action unless the employee to be demoted is eligible for what?

Employment in the lower class

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Who is eligible to use the City’s appeal procedures for suspension, demotion and/or dismissal?

Employees who have completed their probationary period

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What is the purpose of the pre-termination hearing?

Serves as a check against mistakes and decisions and to determine where there is a reasonable presumption that the charges are valid and support termination

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What an employee is given if the supervisor/manager desires termination?

Notice of Intent to Impose Discipline

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Who presides over pre-termination hearings?

Department Head or their designated representative

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Following the pre-termination hearing, when will the Department Director will issue a written decision?

Within 3 working days

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A suspension cannot be appealed unless…

It is in excess of 24 paid hours

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How many steps are in the appeal process?

3 steps

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What is Step 1 of the appeal process?

Appeal to Department Director

What is Step 2 of the appeal process?

Appeal to City Manager or designee

What is Step 3 of the appeal process?

Appeal to Arbitration

In step 1 of the appeal process, an informal hearing shall be held when?

Within 5 working days

In step 1 of the appeal process, how long does the Department Director have to render a decision?

Within 5 working days following the informal hearing

How long does the employee have to appeal the decision rendered in step 1 of the appeal process?

Wishing 5 working days of receipt of the decision rendered by the Department Director

In Step 2 of the appeal process, what must an employee do if they want to appeal the decision rendered I. step 1?

Give a written notice of appeal, with a statement of position, to the HR Director

In Step 2 of the appeal process, the HR Director with coordinate a hearing with the City Manager to occur when?

Within 10 working days

How long does the City Manager have to render a written decision?

Within 10 working days of the hearing

The City Manager may defer what?

Directly to Step 3 - Arbitration

An employee may appeal the decision rendered in Step 2 within how long?

5 working days of receipt of the decision rendered by the City Manager

When can reasonable suspicion alcohol testing be done?

Within 2 hours of the observation or a written statement must be prepared to explain the delay

When are you not allowed to conduct reasonable suspicion alcohol testing?

After 8 hours testing will not be conducted and a written statement of the reasons must be prepared

When can Post-accident alcohol or drug testing be administered?

Any accident involving loss of human life or a citation for a moving traffic violation and the accident involved bodily injury to any person

When can Post-Accident alcohol testing be administered?

Within 8 hours of the accident

When can Post-Accident drug testing be administered?

Within 32-hours of the accident

Drug and/or alcohol impairment tests may require an employee to do what?

Provide a sample of blood, breath and/or urine

Testing will include what?

Screening test; a confirmation test; the opportunity for a split sample; review by a medical review officer

If an employee tests positive, what is the employee afforded?

An opportunity to provide information that may be considered relevant to the test, such as a physician’s prescription; and a documented chain of custody

What can happen to an employee who test positive for illegal drugs or above 0.04 BAC, refuses to test, or fails to participate?

May be subject to discipline up to and including termination

Any member of the agency may submit a form to whom for review or revision?

Support Services Lieutenant

A master file containing an original of each form in use shall be maintained by the Support Services Lieutenant. T/F

True

Who is responsible for control of report submission and the status of delayed reports?

Division Lieutenants

Who is responsible for ensuring all reports, reviews, analysis, and other activities required by accreditation standards are completed in a timely manner?

Support Division Lieutenant

A modular system that builds dependent upon the type and magnitude of the incident.

ICS (Incident Command System?

Command of major incidents is usually assumed by whom?

Lieutenant or his designee

The Incident Commander will be responsible for initiating the Incident Command Plan and the following:

-Activating the ICS -Establishing a CP -Taking control of the site -Initiating the notification and mobilization of additional agency personnel -Notify Chief and Assistance Chief -Establishing a unified command -Establishing a staging area -Providing Public information and maintain media relations -Maintaining the safety of all affected personnel -Preparing an After Action report

“Golden Parachute” for incompetent leaders. Pay raises and perks for top execs but rank-and-file face reductions and cut wages

Double standards between mgmt & employees

Defer, Deflect & Deny

Cover your a$$ culture (CYA)

Incompetent posers with a degree in dazzle dazzle but only a rudimentary understanding of the business

Form vs substance

Everything is an A1 priority. Unfortunately when everything needs to get done now, nothing gets done on time…morale suffers.

Lack of prioritization perspective

Nearly 1/2 of cynical, disenfranchised employees blame lack of transparent communication as a key motivator to leave job

Lack of feedback & follow-up from senior executives

This person can single-handedly kill the 3 psychological needs we have: autonomy, relatedness & competency

Micromanagement

3 psychological needs we possess

Autonomy, Relatedness & Competency

Leaders who intentionally and unintentionally do this to hurt their teams, divisions and organizations

Information hoarding

Relying on favored solutions and success formulas that worked before but haven’t kept pace with current thinking and innovation

Reluctance to learn

The belief that people care only about themselves and are not since or honest

Cynicism

The belief that things will not be successful or useful

Cynicism

The attitude or behavior of someone who is willing to let other people be harmed on order to get advantage

Cynicism

The 2016 Edelman Trust Barometer found what percentage of the population to not trust the institution of business?

48%

Within the group of Deloitte respondents, what percentage of people cited loss of trust in the employer as their primary motivation to leave

48%

According to Deloitte’s most recent Ethics & Workplace survey, how many of employed Americans plan to leave their current job for another when economic conditions improve

1/3

What percent of Fortune 1000 executives concerned about a looming employee exodus admit that lack of trust is a driver of voluntary turnover

65%