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28 Cards in this Set
- Front
- Back
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The gfd goal in disipline is to be....
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-fair
-legal -consistant |
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disipline is to be disiplinary and........
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corrective
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Who does the disiplinary system protect?
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-supervisors
-employees |
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Disiplinary action is for what types of problems?
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-job deficiencies
-embarrassing city or Dept. --violates off duty conduct set forth by CITY CHARTER ans HR POLICY ANS PROCEEDURES. |
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Where do off duty matters go?
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Directly to assistant chief or fire chief through chain of command
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What is the first course of action?
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counseling. It may eliminate further action.
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What is a performance counseling note and when is it used?
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-documents counseling to an employee
-address appropriate proceedures when counseling is not appropriate or effective of the situation. |
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Three Phases of Disiplinary Investigation?
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-Discovery Phase
-Investigative Phase -Review and Approval Phase(major Deficiencies) |
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Discovery phase is
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-initial fact finding phase
-minor allegations=work -major allegations=admin leave with pay |
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The Central contact for Disiplinary matters is who?
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Personnel and safety Division Chief.
-works in conjunction with HR |
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Investigative Phase personell safety chiefassighns a sup.if it is seriouse it is_______. Major is__________.
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Personell safety chief assighns a supervisor.
-seriouse deficiency=employees immediate supervisor -other than seriouse(major)=formal investigation. |
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When a formal investigation takes place, who completes it?
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-personell and safety division chief
-HR -law enforcement if appropriate |
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In Seriouse deficiencies, who will investigateand recommend corrective action?
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Employees immediate supervisor
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anyhting other than counseling for a seriouse deficiency the employee may bring who?
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Rep. of their choice.
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Who must approve reccommendations of seriouse deficiencies?
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-personell Safety Division chief
-HR |
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Major deficiencies
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-formal investigation
-Rep for employee -cannot discuss -may be recorded |
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Where do reccomendations for Major deficiencies go for final approval?
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-both assisstant chiefs
- they meet with fire chief |
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What actions are seriouse deficiencies in the review and approval phase?
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-involuntary demotion
-suspension without pay -Termination -other personell findings per fire chief. |
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Fire review commitee for disipline consists of who?
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-Personell and safety division chief
-Employee Rep. -HR dept. |
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Sworn employees vote for____ with ___year terms for disiplinary review comitee.
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-5 employees
-2years |
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Non-sworn employees vote____ employees for disiplinary commitee.
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3 employees
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Fire chief can chose from what type of employees for the disiplinary review commitee?
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-sworn
-nonsworn |
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Who is the final authority on any personell action?
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The fire chief
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Who does the disiplinary review commitee foreward their decision to and what happens then?
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-The fire chief or designated assisstant.
-employee notified by app. sup. |
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How are disiplinary appeals conducted?
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In accordance with the city of glendale appeals policy.
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What will the disiplinary decision include if appropriate?
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-education
-training -refferal to EAP |
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Employee decision making with pay is not to exceed?
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one working day
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suspension without pay for major deficiencies is not to exceed?
-Exempt employees? |
40 working days or 320 working hours.
-no less than one work week. -5yr removal |
