Scenarios Flashcards
What is the goal of the Progressive Discipline Process?
To improve the employee’s behavior and/or performance to an acceptable level
The process is initiated when an employee’s actions or performance are substandard.
What two tenants is Progressive Discipline built upon?
- Training
- Expectations
What should a supervisor do before taking corrective actions?
Confer with chain of command and obtain approval from the commander
What must a supervisor be mindful of when taking corrective actions?
The Public Safety Officers’ Procedural Bill of Rights
What are the steps a supervisor should take before addressing an employee’s performance issue?
- Clearly identify the act or omission
- Understand the nature of the problem
- Gather pertinent facts and evidence
- Discuss the issue privately
- Determine underlying causes
- Review the employee’s personnel folder
- Talk with other supervisors
How should counseling of an employee be documented?
On CHP 112, in general terms meant to document actions, not for use against the employee
What types of corrective documentation may be provided to an employee after formal counseling?
- Monthly evaluation comment
- Memorandum of Counseling
- Memorandum of Direction
- Censurable CHP Form 2
What is the purpose of entering documentation into Blue Team?
To identify Early Intervention opportunities
What actions should be taken if an employee does not respond to corrective action?
Inform chain of command and seek guidance regarding initiation of adverse action
What is the role of follow-up in the Progressive Discipline process?
To ensure that the employee’s performance and conduct meet departmental standards
What proactive steps can be taken to reduce the need for corrective actions?
- Provide adequate training
- Clearly define job duties and expectations
- Ensure positive workplace communication
- Provide periodic assessments and feedback
- Offer fair supervision
- Refer employees to Employee Assistance Program
- Provide encouragement
- Recognize those meeting standards
- Resolve small issues promptly
What is the importance of training in the Progressive Discipline process?
To ensure employees perform their duties at the highest level
What methods can be used to assist employees with training?
- Briefings
- SROVTs
- Training days
- Policy review
What should be reviewed during an employee’s yearly CHP 118 evaluation?
Employee’s training records
Who said, ‘If it’s predictable, it’s preventable’?
Gordon Graham
What is the ultimate goal of utilizing the Progressive Discipline process?
To improve employee’s behavior, performance, and/or conduct
What are pursuits considered as in terms of risk?
Inherently dangerous, stressful events that present a high-level of risk to personnel, the public, and the violator.
What ongoing analysis must be conducted during a pursuit?
A constant, ongoing ‘Risk v. Gain’ analysis.
What should a Sergeant do upon joining or monitoring a pursuit?
Notify the communications center and accept supervisory responsibility.
What factors should be considered for discontinuing a pursuit?
- Vehicle and pedestrian traffic volume
- School zones
- Extreme speeds
- Weather and roadway conditions
- Unavailability of air support
- Officer’s unfamiliarity with the location
Under what conditions might a pursuit be discontinued related to the violator?
- Violator can be identified for later apprehension
- Pursued vehicle’s location is no longer definitively known
- Allied agency has been notified to discontinue but refuses
What is the maximum number of units typically involved in a pursuit?
Normally limited to two units plus a supervisor.
What should be ensured regarding radio communication during a pursuit?
The appropriate radio channel is being utilized.
What types of legal intervention might be considered during a pursuit?
- Channelization
- Roadblocks
- Boxing-in
- The Use of Firearms
- Deployment of the Hollow Spike Strip
- Ramming
When may firearms be used during a pursuit?
Only in self-defense, the defense of others, or in apprehension.
What vehicles should not have spike strips deployed against them?
- Motorcycles or similar vehicles
- Vehicles transporting hazardous materials
- Passenger buses with passengers
- School buses with pupils
- Vehicles posing an unusual hazard to innocent parties
What is the maximum speed at which ramming can occur during a pursuit?
Should not occur at speeds in excess of 35 mph.
What must be true before legal intervention is authorized?
- All other reasonable means of apprehension have failed
- The risk in allowing the pursuit to continue outweighs the risk of employing legal intervention.
What responsibilities does a Sergeant have upon reaching the termination point of a pursuit?
Assume Incident Command responsibilities.
What documentation is required after a pursuit?
- Pursuit Report
- PRS and Blue Team entries
- CHP 288 Press Release
- Unusual Incident Report
- CHP 555, Traffic Collision Report
- CHP 208, Accident Prevention Report
What should be done at the appropriate time after a pursuit?
Conduct an after-action debrief with involved employees.
What should be ensured regarding the personnel’s knowledge of pursuit policy?
Ensure personnel are current with the Department’s pursuit policy.
What is a key tenet a Sergeant should promote regarding officer safety?
The five tenets of Below-100.
True or False: The primary concern of a Sergeant should be the welfare of personnel, the public, and violators.
True
What is sexual harassment in the context of Equal Employment Opportunity?
Discrimination against any of the 18 legally identified protected groups and is a violation of both Federal and State law
Commonly referred to as Zero Tolerance.
What are the two types of sexual harassment recognized by courts?
- Quid pro quo
- Hostile work environment
What type of situation does this scenario present?
A hostile work environment situation
What is the first step to address inappropriate behavior or conduct?
Freeze the action and separate the employees
What should you advise after freezing the action?
The matter will be investigated; however, don’t jump to conclusions
What should be done with offensive or inappropriate material?
Remove it
Where should the victim be interviewed?
In a private location
What should be explained to the victim regarding the incident?
The internal complaint process, which includes Informal Counseling and Formal Investigation levels
What external processes should be explained to the victim?
- EEOC/DOL
- DFEH/DIR
What should be advised to the victim regarding retaliation?
Retaliatory acts are prohibited by law and policy
What should be done to gather facts after receiving a complaint?
Start a log
What is the purpose of reviewing personnel files and speaking with other Area supervisors?
To gather additional context and information about the incident
What should be documented after an investigation?
Findings should be documented and forwarded to Area management
What should be done when following up with the victim?
Ensure inappropriate acts have stopped and there has been no retaliation
How should the discriminatory employee be informed of their behavior?
Put on-notice to stop behavior/conduct immediately
What should be reminded to the discriminatory employee?
Department’s Zero-tolerance policy and potential disciplinary action for violations
What is the goal of the Department regarding the work environment?
To achieve a discrimination-free work environment
What should be included in training to prevent future incidents?
Refresher EEO training during shift briefings and other training sessions
What are the organizational values reflected in the Department’s Equal Employment Opportunity policy?
- Fairness
- Respect for Others
- Ethical practices
- Equitable treatment for all
What can failure to adhere to policy and organizational values result in?
- Impact morale
- Reduce productivity
- Increase sick leave usage
- Increase workers’ comp claims
- Embarrass the Dept.
- Create mistrust among employees
- Create negative public opinion
- Financially damaging due to EEO violations
What is the legal and moral responsibility of a Sergeant regarding workplace conduct?
To set the example and ensure a workplace free of harassment and discrimination
Who plays the most important role in any successful substance testing program?
The first-line supervisor
They are in the best position to assess changes in an employee’s job performance, behavior, and/or appearance.
What are the six elements that the effectiveness of the Department’s substance testing program depends on?
- Consistency
- Confirmation
- Collection of Sample
- Chain of Custody
- Control of Quality
- Contracts
What should a supervisor do if there is a suspected criminal violation?
Conduct a criminal investigation
This is part of the consistency element in the substance testing program.
What document should be utilized to ensure the substance testing process is conducted consistently?
CHP 202X and checklist
The checklist is an ANNEX in HPM 9.2.
What is the first step in maintaining confidentiality during the testing process?
Determine if there is a suspected criminal violation
What should a supervisor do when observing an employee’s behavior?
Privately discuss observations and remain open-minded to any explanation
What types of questions should a supervisor ask during the investigation?
Only the questions outlined on the CHP 202X
What must a supervisor maintain while observing an employee suspected of substance abuse?
Constant observation and treat in a professional, businesslike manner
What should a supervisor do if there is no criminal violation but reasonable suspicion exists?
Establish reasonable suspicion through limited medical-related questioning
What are some objective signs a supervisor should note?
- Behavior changes
- Appearance changes
What should be done if an employee’s job falls within one of the Department’s fourteen sensitive positions?
Seek confirmation of reasonable suspicion through the next level in the chain of command
What tests are administered for substance testing?
- Breath test for alcohol
- Urine test for drugs
What is the positive test threshold for alcohol during substance testing?
0.04% blood alcohol concentration or more
What should be advised to an employee regarding the consequences of a positive test?
Possible consequences include termination
What should a supervisor do if an employee refuses to take a substance test?
Request for adverse action which could lead to termination
What is the proper procedure for collecting a urine sample?
Collect a 60 milliliter sample split into two samples
What should be done with the test sample after collection?
Seal, label, and/or document the test
What should be reviewed to ensure the appropriate courier and laboratory facilities are utilized?
Area SOP
What rights should be explained to the employee regarding substance testing?
Supervisor’s role and employee’s rights
What should management ensure for an employee during the testing process?
Place the employee on dock time for the remainder of the shift
What must be secured if a uniformed officer is suspected of drug use?
Duty belt, weapon, ID, and badge
What should be arranged for the employee during the testing process?
Transportation and medical aid
What should be completed and submitted after the investigation?
CHP 202X, Workplace Substance Abuse Investigation Report
What should a supervisor do to follow up with the employee after testing?
Ensure they can return to work as a valued member of the department
What training should be provided to prevent future incidents of substance abuse?
Cover the Department’s Substance Abuse Policy during shift briefings and training days
As a Sergeant, what must be ensured regarding the substance testing policy?
Consistently enforce the policy and work to ensure a drug-free workplace
