HR 513- Discipline Flashcards Preview

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Flashcards in HR 513- Discipline Deck (36):
1

Supervisors are responsible for maintaining and applying knowledge of City policies as well as identifying, evaluating, and instituting measures to correct What?

performance deficiencies

2

who is expected to utilize the following as prevention strategies-
1. Communicate and explain the City’s expected performance and behavioral standards.
2. Provide employees training, recognition, and feedback on performance standards.
3. Conduct periodic performance reviews and appraisals.
4. Communicate and explain the City’s Disciplinary System.
5. Consult with Human Resources & Risk Management regarding consistent organizational practices.
6. Apply appropriate disciplinary measures.

Captain/Supervisors

3

Discipline shall be based on what ? " "

“just cause”

4

performance deficiencies which include, but are not limited to, neglect of or failure to perform assigned job duties, interference with other employees’ efforts to perform their assigned job duties, violation of federal, state or local laws, and violation of City and departmental policies, procedures, regulations and directives. These behaviors give the city just cause for what ?

disciplinary action

5

When determining the appropriate disciplinary action, the supervisor should consider the individual circumstances of the situation including, but not limited to, what 5 factors?

1. Seriousness and consequences of the performance deficiency
2. Consistent organizational practices
3. Employee’s previous work performance
4. Employee’s previous disciplinary action for performance deficiencies
5. The disciplinary action that would be most effective in correcting the employee’s performance deficiency

6

What type of leave does this describe?
temporarily relieved of his/her normal job responsibilities, continue to receive regular pay and benefits, and be required to remain available and considered to be on duty during specified work hours

Administrative Leave

7

Name the two categories that Performance deficiencies fall into ?

-minor deficiencies
-major deficiencies

8

Disciplinary action taken should be proportionate to What? (3)

severity
frequency
its consequences

9

What type of Deficiencies does this describe?
These violations of City policy, procedures, regulations and directives are acts which do not involve any question of trust or honesty. They do not pose a threat to the orderly City operations and they do not endanger the health, welfare, or safety of employees or other individuals.

Minor Deficiencies

10

What type of Deficiencies does this describe?
These violations of City policy, procedures, regulations and directives are acts that involve questions of trust or honesty, constitute a threat to the orderly City operations, pose a threat to the health, welfare or safety of employees or other individuals or are repeated or exhibit a pattern of similar violations.

Major Deficiencies

11

Minor Deficiencies are normally handled through what actions?

corrective disciplinary actions

12

Major Deficiencies are normally handled through what actions procedures ?

punitive disciplinary action

13

What are the 5 type of Corrective Actions?

-Verbal Counseling
-Memorandum of Expectation
-Memorandum of Correction
-Written Reprimand
-Employee Decision Making Leave with pay

14

What is a Verbal Counseling?

A discussion to explain a performance deficiency and emphasize expected performance standards

15

What is a Memorandum of Expectation?

A written notice to document a performance deficiency and define expected performance standards.

16

What is a Memorandum of Correction ?

A written notice requiring the need for immediate and sustained improvement in performance to expected standards

17

What is a Written Reprimand ?

A written notice to an employee stating that a performance deficiency exists or that a violation of work rules has taken place. The contents of the notice must also be verbally explained to the employee in person

18

What is a Employee Decision Making with pay and how long is it?

Paid leave during which an employee shall be instructed to make a decision regarding whether or not he/she will correct communicated performance deficiencies and meet the City’s expected standards of performance or those described in the employee’s Performance Management Core Competency and Goal Review Plan.This leave shall not exceed one (1) working day.

19

When documenting a Memo of Correction, Written Reprimand, and Decision Making Leave With Pay, what 5 things must be included?

-Reason for the corrective action reflecting each performance deficiency and its impact upon the City
-Reference to any prior corrective or disciplinary actions
-The expected performance standard
-A time frame for achieving the expected standard
- A general indication of the consequences if there is not timely and sustained improvement

20

Who may issue a Verbal Counseling, Memorandum of Expectation or a Memorandum of Correction?

-immediate supervisor
-department director or designee

21

A Written Reprimand and Decision Making Leave with Pay shall be approved and signed by Who?

-department director or designee.

22

Verbal Counseling and Memorandum of Expectation be documented where?

-Written documentation shall be placed in the employee’s department file
-copy shall be given to the employee

23

How will a Memorandum of Correction, Written Reprimand, and the Decision Making Leave with Pay be documented and filled in what 3 ways?

-Written documentation shall be placed in the employee’s department file
-copy shall be given to the employee
- copy shall be placed in employee’s official personnel file.

24

Memorandum of Correction, Written Reprimand, and the Decision Making Leave with Pay can be removed from employee’s official personnel file after how long?

1 year

25

What is the process to have a Memorandum of Correction, Written Reprimand, and Decision Making Leave with Pay removed from employee’s official personnel file and who has to approve it?

-It is the employee’s responsibility to request Removal
in writing to the department director
-it requires the department director’s approval
-Removal shall occur only after consultation between the department director and Human Resources & Risk Management.

26

what 3 corrective action are not appealable to the Personnel Board and are not grievable under the City’s grievance procedure?

-Memo of Correction
-Written Reprimand
-Decision Making Leave With Pay

27

Employees have how many calendar days to respond in writing to a Memorandum of Correction, Written Reprimand, and a Decision Making Leave with Pay ?

10 calendar days

28

Employees written response to Correction Action will become part of the employee’s What?

It will also be takin into consideration when deciding what?

-the employee’s official department and personnel file
-may be considered by the decision-maker in determining any modification of the Correction Action is appropriate

29

What are the 4 types of Punitive Disciplinary Actions?

-Suspension Without Pay
-Involuntary Demotion
-Disciplinary Probation
-Termination

30

Employees may be suspended without pay for a minimum of __ hours and will not exceed ___ working days or ____ working hours

-8 hours
-40 days or 320 hours

31

disciplinary probation period shall be for how many months?

-6 months

32

Employees on disciplinary probation are at-will employee which means what if they are terminated?

If the employee is terminated no grievance or appeal procedures can be filed

33

Punitive Disciplinary Actions records can be removed from employee’s official personnel file after how long?

5 Years

34

What is the process to have records of Punitive Disciplinary Actions removed from employee’s official personnel file and who has to approve it?

-It is the employee’s responsibility to request Removal
in writing to the department director
-it requires the department director’s approval
-Removal shall occur only after consultation between the department director and Human Resources & Risk Management.

35

What is appealable to the Personnel Board?

-Suspension Without Pay
-Involuntary Demotion
-Disciplinary Probation
-Termination

36

employee must file a written notice of appeal to the Personnel Board by serving the appeal to the Human Resources & Risk Management Director within how many days of employee’s receipt of the disciplinary action?

14 calendar days