City of Paris Personnel Policies Quiz

<p>Continuation of Health Insurance after Termination (B)</p> Signup and view all the answers

<p>SECTION 16 (C)</p> Signup and view all the answers

<p>Controlled Substance and Alcohol Abuse (D)</p> Signup and view all the answers

<p>Professional Dues, Fees, Recertification and Education (C)</p> Signup and view all the answers

<p>Maintaining a Hostile/Violence-Free Workplace (D)</p> Signup and view all the answers

<p>Probationary period details (A)</p> Signup and view all the answers

<p>SECTION 11 - Safety and Health (D)</p> Signup and view all the answers

<p>Non-disciplinary reasons for terminations (A)</p> Signup and view all the answers

<p>SECTION 8 - Compensation and Operating Hours (C)</p> Signup and view all the answers

<p>Eligibility criteria for family and medical leave (B)</p> Signup and view all the answers

<p>SECTION 6 - Performance Evaluation (A)</p> Signup and view all the answers

<p>Voluntary and non-disciplinary separations (C)</p> Signup and view all the answers

<p>SECTION 13 - Personnel Records (B)</p> Signup and view all the answers

<p>To offer a consistent guide to personnel actions involving City employees. (A)</p> Signup and view all the answers

<p>Employees can be terminated without cause at any time. (B)</p> Signup and view all the answers

<p>Ignoring complaints to maintain peace. (C)</p> Signup and view all the answers

<p>Successful completion of medical examinations. (B)</p> Signup and view all the answers

<p>Section 2.03 – Complaint Process. (D)</p> Signup and view all the answers

<p>Personal references from prior employers. (D)</p> Signup and view all the answers

<p>Section 3.05 – Promotion Policy. (D)</p> Signup and view all the answers

<p>Employment-at-will. (B)</p> Signup and view all the answers

A period where a new employee is evaluated for their suitability for the role. During this time, the employer can terminate the employee's employment without cause.

The assessment system used to measure and evaluate employee performance based on established standards and criteria.

The process of adjusting an employee's job title or level based on their skillset and responsibilities.

A policy that governs the process of addressing grievances and complaints from employees (excluding civil service groups).

The system for managing and storing employee information. This includes personal details, employment records, performance reviews, and other relevant documents.

Paid time off granted to employees for various reasons, such as illness, personal needs, or family emergencies.

A specific type of leave that allows employees to take time off for certain family-related reasons, like caring for a sick family member or welcoming a new child.

A type of leave that allows employees to take time off work for personal reasons, usually with pay.

This section outlines the procedures and policies for employees taking time off from work for various reasons.

This section addresses the specific guidelines for taking intermittent leave, which involves taking short breaks or periods of time off from work.

This section clarifies the responsibilities of employees when it comes to taking leave, ensuring they follow the appropriate procedures.

This section outlines the responsibilities of departmental leaders in managing leave requests and ensuring smooth operations during employee absences.

This section outlines the types of leave available to employees who are serving in the military.

This section explains the concept of Administrative Leave, where employees are paid while not performing their regular duties, usually for specific reasons.

This section details the guidelines for employees taking unpaid leave, which requires approval and might be granted for various reasons.

This section outlines the policy regarding paid leave for attending funerals of family members or close associates.

The City of Paris Personnel Policy is designed to establish a consistent set of guidelines for managing City employees and ensuring fairness in personnel actions.

Employees of the City of Paris are classified as employment-at-will. This means their employment is not based on a contract that specifies a fixed duration. They can be terminated or dismissed at any time, by either the employee or the employer, without any specific reason.

The City of Paris strongly believes in equal opportunity for all individuals. They aim to treat everyone equally during the hiring and employment process, regardless of race, color, religion, sex, national origin, disability, or any other protected characteristic.

The City of Paris strictly prohibits any form of illegal harassment, including sexual harassment, racial harassment, and other forms of harassment based on protected characteristics. This policy promotes a respectful and inclusive work environment.

Any unwelcome conduct that is sexual in nature and creates a hostile work environment, or that is used to influence hiring, promotions, or employment decisions.

Department Heads, Managers and Supervisors are responsible for ensuring a harassment-free work environment for all employees. They should be aware of and comply with the City's policy on illegal harassment and take appropriate action to address any concerns.

Employees are obligated to adhere to the City's policies on illegal harassment. They should report any instances of harassment, and should avoid any behavior that could be considered harassing or discriminatory.

The City of Paris has a clear process for handling harassment complaints. This process ensures that any complaints are investigated thoroughly and fairly, and that appropriate action is taken to address the situation.