Use LEFT and RIGHT arrow keys to navigate between flashcards;
Use UP and DOWN arrow keys to flip the card;
H to show hint;
A reads text to speech;
30 Cards in this Set
- Front
- Back
What is the purpose of discipline?
|
In the wokplace is to correct, mold, or improve job related performance or behavior
|
|
What happens when discipline is recinded or reversed?
|
Negative affect of discrediting the rules, regulations, policies, procedures, and/or supervisors
|
|
What does progresive discipline do for employees?
|
sets clear standards and warns of consequence for non compliance
|
|
How is the problem first brought to the attention of the employee?
|
Coaching / counseling session
|
|
Is the coaching counceling session part of the formal discipline process?
|
No
|
|
How is the degree of discipline correlated to the offense? other factors?
|
The seriousness of the offense and the employees record. Other factors include employees position and type of position.
|
|
Are managers/supervisors held to a higher standard?
|
yes
|
|
2 steps for coaching counceling?
|
Letter of instruction
Letter of cautionary advisement |
|
What should work rules be?
|
Clear reasonable and understandable
|
|
What must be done before a dormant work rule is enforced?
|
the rule and consequence of any infraction must be communictated to employees again
|
|
Who is the probationary firefighter's supervisors?
|
Division Commander of training and the field supervisor
|
|
Who must the supervisor contact to extend, suspend or terminate employee?
|
AFD HRDC
|
|
What follows the coaching / counceling session?
|
Verbal reprimand
|
|
What follows verbal reprimand?
|
Written reprimand
|
|
Can the employee acrue leave during a suspension?
|
NO
|
|
Typical length of a suspension
|
usually 1-5 days with 3 being the norm. Can be longer then 5 in some cases
|
|
whats the last corrective step in the disciplinary process
|
demotion
|
|
when an employee is demoted does their pay go down as well?
|
Yes
|
|
Examples of infractions serious enough to warrant suspension immediately pending investigation
|
Sabotage, violence, suspected theft, disorderly conduct
|
|
7 components of just cause
|
adequate warning
reasonable rules violation of the rule fair investigation substantial proof equitable treatment appropriate discipline |
|
will a third party rely on past practice?
|
No They will rely on the collective bargaining agreement or employee handbook
|
|
Time frame for discipline
|
no hard rule. rule of thumb is no more then 10 days
|
|
How is progressive discipline considered successful?
|
if no repeat occurances in 4 years
|
|
the disciplinary record includes what 3 things?
|
the past, present and the future
|
|
Who has the burden of proof?
|
management
|
|
4 criteria the quality of evidence is judged by
|
relevance
materiality competence best evidence |
|
Define double jeopardy
|
a second usually more severe punishment for the same offense which a sentence has been imposed
|
|
Why would discipline occur for misconduct away from the job?
|
harms the depts reputation
it renders employee unable to come to perform work the behavior leads to refusal of other employee to work with offender |
|
Can an employee be terminated for excessive absences due to an illness?
|
yes. but there is no clear standard to what constitutes excessive
|
|
first step for harrasment?
|
suspension
|