Discipline

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Questions and Answers

According to the policy, when should corrective actions be taken against employees?

No specific time frame mentioned

Within 15 working days from the date the Supervisor becomes aware of the misconduct

Within 5 working days from the date the Supervisor becomes aware of the misconduct

As soon as possible, but not more than 10 working days from the date the Supervisor becomes aware of the misconduct (correct)

What is the purpose of the Discipline Policy mentioned in the text?

To ensure that employee conduct and performance remain consistent with District standards and expectations (correct)

To punish employees for any mistakes or misconduct

To establish strict rules for employee behavior

To create a fear-based work environment

Who can grant an extension for taking corrective actions as per the policy?

The Fire Chief, or his designee, upon written request of the appropriate Supervisor (correct)

The HR Department

The District Manager

The employee in question

What is the time limit for submitting and approving requests for an extension to take corrective actions?

Within the 10 working days’ time period Signup and view all the answers

What is the expectation regarding employee conduct and performance as per the policy?

To reflect a commitment to put forth his/her best efforts to manage work time for maximum effectiveness and efficiency Signup and view all the answers

What triggers corrective actions against employees as per the policy?

Performance deficiencies or conduct detrimental to the efficient and/or effective operation of the District Signup and view all the answers

What happens if an employee fails to report any arrest, charge, or conviction of a crime to their supervisor within five days?

They may face suspension or disciplinary action pending the outcome of criminal proceedings. Signup and view all the answers

What is the consequence for employees with suspended or revoked licenses who fail to immediately notify their supervisor?

They may face dismissal. Signup and view all the answers

How often are routine administrative reviews of all drivers’ Motor Vehicle Reports (MVRs) conducted?

Every two years Signup and view all the answers

What is the consequence for Class A violations on driving records?

An 18-month suspension of driving privileges Signup and view all the answers

What is the consequence for Class B violations on driving records?

Warning letters for two violations and a 90-day suspension for three violations within a three-year period Signup and view all the answers

What happens if an employee's suspended or revoked license is not reinstated within 90 days?

Their employment status will be evaluated. Signup and view all the answers

What is the required approval for all suspensions?

Approval of the Fire Chief or his designee Signup and view all the answers

What is the process for dismissal?

Meeting with witnesses and the employee, written notice of proposed action, and opportunity for response Signup and view all the answers

What is the consequence of failure to provide a written statement or request an oral conference?

Dismissal Signup and view all the answers

When is the employee placed on leave without pay during the dismissal process?

During the period between notice and effective date of dismissal Signup and view all the answers

What is the correct action for an employee to appeal the decision of dismissal?

Employee Grievance Procedures Signup and view all the answers

What types of circumstances subject employees to corrective action?

Performance problems and acts of misconduct Signup and view all the answers

What are the consequences for employees with more than three moving violation convictions, chargeable accidents, or a combination in a three-year period?

One-year suspension from driving department vehicles and completion of a driver improvement program Signup and view all the answers

How are violations classified in the policy?

Type A and Type B, with different consequences for each Signup and view all the answers

Who makes final determinations on corrective actions such as demotion, suspension, or dismissal?

The Fire Chief or designee Signup and view all the answers

How can employees appeal corrective actions they believe are unwarranted?

Through the Employee Grievance Procedure Signup and view all the answers

What is the purpose of oral and written reprimands according to the policy?

To help employees recognize deficiencies and take corrective measures, with the latter being more severe and involving written documentation Signup and view all the answers

What should employees with alcohol or drug dependency affecting performance be encouraged to do?

Seek medical assistance, but still be held responsible for conduct and performance Signup and view all the answers

What is considered prohibited as per the Drug-Free Workplace Policy?

Possession, consumption, or abuse of alcohol or drugs Signup and view all the answers

What is considered lying or failure to give truthful information?

Deliberately providing inaccurate, incorrect, or misleading statements Signup and view all the answers

What is considered prohibited during working hours, on District property, or in a work situation?

Possession or use of firearms, explosives, or other dangerous weapons Signup and view all the answers

What is considered prohibited in terms of language use at work or in a work situation?

Use of threatening, profane, vulgar, obscene, or abusive language Signup and view all the answers

What is considered prohibited in terms of absence from the work station or duty assignment?

Leaving the work station for a lunch or rest period without proper relief Signup and view all the answers

What is considered prohibited in terms of property while at work or in a work situation?

Unauthorized taking, attempted taking, or destruction of property Signup and view all the answers

Study Notes

Bonita Springs Fire Control and Rescue District Policy & Procedures Handbook Summary

Possession or use of firearms, explosives, or other dangerous weapons is prohibited during working hours, on District property, or in a work situation.
Deliberately providing inaccurate, incorrect, or misleading oral or written statements, or failing to provide information during an internal investigation is considered lying or failure to give truthful or requested information.
The possession, consumption, or abuse of alcohol or drugs is prohibited as per the Drug-Free Workplace Policy.
Retaliatory actions taken by a supervisor or employee against another employee who has reported misconduct or filed a complaint are considered reprisal.
Filing a false complaint or grievance with knowledge of its untruthfulness is prohibited.
Absence from the work station or duty assignment without notice or leaving the work station for a lunch or rest period without proper relief is not allowed.
Continued idleness during work periods, deliberately wasting time, engaging in idle talk, or conducting personal business during work periods is considered loafing.
Sleeping on duty, failing to remain awake during work periods, is prohibited.
Unauthorized taking, attempted taking, or destruction of property while at work or in a work situation is considered theft or sabotage.
Use of threatening, profane, vulgar, obscene, or abusive language at work or in a work situation is prohibited.
Physical assault or fighting at work, except in self-defense, is considered fighting/assault.
Discrimination in recruitment, hiring, promotion, or continued employment based on protected characteristics is prohibited.

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Test your understanding of the Bonita Springs Fire Control and Rescue District Policy & Procedures Handbook with this summary quiz. Assess your knowledge of workplace regulations, including prohibition of firearms, drugs, dishonesty, theft, discrimination, and more.