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| Who is responsible for investigating allegations of misconduct and taking appropriate actions? |
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| A __________________ is a claim that a specific employee violated department or city policy. |
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| A ________________ is a conclusion that a specific employee violated department or city policy, law or standard of safe and/or effective performance or proper behavior. |
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| _______________ is typically a conversation between supervisor and employee in which the supervisor addresses minor behavioral problems. |
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| _____________________ is the lowest level of the discipline process |
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| _____________________ is the second level of the discipline process |
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| ____________________ provides that a represented employee has the right to be represented by the person of his or her choice at an investigational meeting when an employee has a reasonable belief that the meeting could lead to discipline. |
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Definition
| Weingarten case law (Weingarten Rights) |
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Term
| _________________ is a legal explanation to an employee of the legal ramifications of answering questions or refusing to answering questions. It starts off like this: “I wish to inform you that you are being questioned….” |
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| Correcting employee performance issues should be done at what level? |
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Definition
| The lowest possible level |
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Term
| Is counseling part of the disciplinary process? |
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Term
| If the supervisor is uncertain what actions to take, s/he should seek assistance from ______________. |
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| Only the ___________ has the authority to suspend, demote or terminate employees. |
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Term
| The pre-disciplinary process begins by the Chief issuing the _______________. |
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Definition
| Notice of Intent to Discipline |
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Term
| The employee is entitled to appeal the Notice of Intent to Discipline within ______days. |
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Term
| Copy of all written reports, documents, and items that have been or will be used as evidence of the charges will be made available to the employee at least _________ in advance of the pre-disciplinary hearing |
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Term
| The Employee Assistance Program statement is to be included in all notices for disciplinary actions. T or F ? |
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Term
| After ______________year/s, an employee can petition the Chief to have written documentation of an oral reprimand removed from his/her personnel file. |
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| Attempt to handle disciplinary issues related to discrimination and harassment at the lowest possible level. T or F? |
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Definition
| False Refer to TFD EEO policy 1003 or EEO officer |
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Term
| When discipline was issued monitor behavior for a minimum of ____________ months to confirm that the behavior has ceased. |
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Term
| f an employee refuses to answer questions necessary to an investigation, the investigating supervisor shall refer the matter to ____________. Pg 12 |
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Term
Below are a few steps in what type of reprimand? Oral or Written
1. Specifically inform the employee that s/he is receiving the reprimand.
2. Clearly and specifically state the issues of concern.
5. Confirm the employee knows what is expected.
8. Present the documentation to the employee for his/her signature acknowledging receipt. |
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Definition
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Term
An oral and written reprimands are signed by the employee.
Which one contains an explanation of the consequences for non-compliance? |
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| When an Internal Advisory board interviews someone the person being interviewed must consent to being recorded. T or F? |
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