Conducting Disciplinary Investigations

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Questions and Answers

Who is responsible for conducting the necessary investigation in most disciplinary cases?

A higher level officer

The Fire Chief

The immediate supervisor (correct)

The Battalion Chief

What is the maximum suspension without pay that a Lieutenant can order?

Up to 24 hours (correct)

Indefinite suspension

Termination of employment

None of the above

Who has the authority to terminate employment in the Fire Department?

The Deputy Fire Chief

The Fire Chief

A and B (correct)

The Assistant Chief

What should a supervisor do if they believe an employee's attitude or job performance is falling below standards but disciplinary action is not warranted?

Verbally apprise the employee that a counseling session will take place. Signup and view all the answers

What should be done with the record of the counseling session?

It should be moved to an expired folder after one year. Signup and view all the answers

What right does the employee have after the counseling session?

The right to respond in writing about the material covered in the counseling session. Signup and view all the answers

According to the text, how is misconduct defined?

A deliberate violation of a rule, regulation, policy, or directive Signup and view all the answers

According to the text, when should an informal inquiry be conducted?

When the investigating officer cannot answer the two questions with confidence Signup and view all the answers

When is questioning considered an interrogation?

When it is conducted during a formal inquiry Signup and view all the answers

What is the status of questioning during an informal inquiry?

It is not considered an interrogation Signup and view all the answers

Which phase may proceed if the investigating officer determines that the offense involved negligence or misconduct?

The disciplinary action phase Signup and view all the answers

What happens if the employee does not concur with the disciplinary action?

The employee retains the documentation for 72 hours and returns with a written rebuttal Signup and view all the answers

What is the purpose of the written notice of the disciplinary action?

To present the offending employee with the results of the investigation Signup and view all the answers

What is the purpose of the discipline matrix?

To provide guidelines for supervisory personnel in identifying levels of discipline Signup and view all the answers

Which disciplinary action is the most severe?

Termination Signup and view all the answers

Who has the authority to impose administrative leave until the next business day against a member or employee?

Any command or supervisory officer Signup and view all the answers

When is a member or employee required to report to the Fire Chief of the department after receiving an administrative leave?

On the next business day Signup and view all the answers

Who is responsible for reporting to the Fire Chief of the department after imposing the suspension?

The command or supervisory officer and the employee Signup and view all the answers

What is the maximum duration of a probationary period for an employee?

1 year Signup and view all the answers

Study Notes

Disciplinary Procedures in the Fire Department

In most disciplinary cases, the company officer or supervisor is responsible for conducting the necessary investigation.

Suspension and Termination

A Lieutenant can order a maximum suspension without pay of up to three days.
Only the Fire Chief has the authority to terminate employment in the Fire Department.

Counseling and Performance Management

If an employee's attitude or job performance is falling below standards, but disciplinary action is not warranted, the supervisor should counsel the employee to address the issue.
A record of the counseling session should be made and kept on file for at least one year.
After a counseling session, the employee has the right to respond in writing to any allegations made during the session.

Definitions and Procedures

Misconduct is defined as a failure to adhere to department rules, regulations, or policies.
An informal inquiry should be conducted when there is an allegation of misconduct or performance deficiency.
Questioning is considered an interrogation when it is conducted under oath or recorded.
During an informal inquiry, questioning is considered non-coercive and voluntary.
If the offense involved negligence or misconduct, the formal investigation phase may proceed.
If the employee does not concur with the disciplinary action, they have the right to appeal.

Disciplinary Actions and Procedures

The purpose of a written notice of disciplinary action is to inform the employee of the allegations, the rules violated, and the disciplinary action taken.
The discipline matrix outlines the range of disciplinary actions based on the severity of the misconduct.
Termination is the most severe disciplinary action.
A Deputy Chief or above has the authority to impose administrative leave until the next business day against a member or employee.

Reporting Requirements

A member or employee who receives administrative leave must report to the Fire Chief of the department after receiving the leave.
The supervisor who imposed the suspension must report to the Fire Chief of the department.

Probationary Period

The maximum duration of a probationary period for an employee is one year.

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Description

Learn the step-by-step process for conducting disciplinary investigations with this comprehensive quiz. Understand how to gather facts, conduct interviews, and make informed decisions in unique disciplinary cases. Ideal for supervisors and HR professionals seeking to enhance their investigation skills.