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25 Cards in this Set
- Front
- Back
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Why is discipline undertaken?
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-infraction of rules
-poor performance |
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What should FIRST happen when a disciplinary situation arises?
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Inform your BC
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Causes for discipline
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-malfeasance
-misconduct -incompetence -failure to observe applicable rules and regs -failure to cooperate with co-workers -fraud in securing appointment -inefficiency -inexcusable neglect of duty -insubordination -dishonesty -drunk or drinking on duty -chronic alcoholism -narcotics or habit-forming drugs w/o Rx -unexcused absence w/o leave -conviction of a felony or misdemeanor w/ moral turpitude -discourteous treatment of public of other employee -unlawful political activity -willful disobedience -misuse of City property -violation of conflict of interest codes -on or off duty act detrimental to public service |
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Supporting documents needed when starting discipline procedures may include
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-Vehicle accident report
-Lost/Stolen/Damaged Equipment Report -timesheets/muster -memos -written statements of employees involved -witness statements -other supporting documents |
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4 types of discipline
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-counseling
-DOC -written reprimand -formal discipline |
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4 levels of Formal discipline
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-temporary salary reduction (temporary step reduction)
-suspension -demotion -termination |
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Discipline Packet includes
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-transmittal form
-Documentaion of employee misconduct form -discipline memo -supporting memos -other docs -copies of policies violated (R & R, EOPP, TOPP, etc) -copies of any prior discipline |
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Explain Transmittal Form
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-Provides space for comment at each step in the CHAIN and allows each level to agree, disagree and/or comment on the discipline being recommended
-FC/designee makes final determination after reading input from all |
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Explain Documentation of Employee Misconduct Form
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-used when preparing any proposed disciplinary action
-signed by immediate supervisor -serves as a cover sheet |
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Explain the Discipline Memo
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-Describes the misconduct
-explains the facts of case -recommends disciplinary action |
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Explain Supporting Memos
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memos from witnesses, supervisors that support the evidence
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Explain COUNSELING (1st Step)
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-informal discussion with FF designed to develop skills & abilties, help understand job & responsibilities
-may clarify standards, rules, seek info, evaluate strengths & weakness -OR immediate reaction to misconduct -initiate at first indication of problem -note info in personal notes -set standards, goals and timetables for correction |
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Duties of Supervisor when starting discipline procedures
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-evaluate situation soon after incident OR
-as soon as evident there is a problem (performance, behavior) -conduct complete, fair & objective investigation -takes notes and document all -keeps notes, docs as resource in preparing |
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What does disciplining a FF for "cause" mean ?
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that corrective action is taken in response to misconduct or poor performance
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Steps to take when disagreement over the facts of the case arise
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-have documentation to bakc up your statements
-burden is upon you to to show/prove cause for discipline |
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Documentation check list #1
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-written record while memory fresh?
-date/time/location of incident -specific words or act/inaction -performance standards violated -rules & regs violated -gather & attached all records, reports -witnesses -note consequences of action/inaction/behavior on FF performance and/or crew |
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Documentation checklist #2
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-objective in recording actual observations
-note FF reaction to your efforts to modify behavior -consult BC on FF actions & proposed recommendations -include all paperwork, statements -include FF statement (own version) -time sheets/journals if related to tardy,absent -FF's record of prior discipline -MVA report, PD report |
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Standards for written materials
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-clear, coherent, & cohesive
-correct format, spelling, grammar, punctuation -proofread and correct -refers to sample docs for correct format -some phrases must be copied "word-for-word" |
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If Formal discipline is anticipated, who also gets a copy?
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BAS gets a hard copy (paper) and soft copy (Word doc)
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Can your BC have you write a discipline letter for a case you are not involved in?
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YES.
-Content, recommendation, signature of BC. -maintain confidentiality |
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Explain Progressive Discipline
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-intended to be corrective, not punitive
-CA takes progressive harsher action action if FF not responds to previous instructions, warnings -FF given opportunity to correct behavior |
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What acts call for skipping steps or immediate formal discipline?
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-violence
-fraud -theft or other serious misconduct -when similar incidents continue to occur even after warnings at Department-level |
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What factors should be considered when deciding on the level of discipline?
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-job relevance
-length of service -seriousness of offense -prior discipline -current City/Dept. policies regarding corrective measures for offense committed -past performance & work record -comparable level of discipline given to others for similar offense |
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Options for Captain when receives a contrary opinion from higher in CHAIN.
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-consult w/ BC & revise the written recommendation to reflect discussions from higher in Chain
-keep original decision and forward through Chain -FC has final decision in disciplinary action |
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Review Discipline Checklist
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6 areas/questions to consider
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