Employee Conduct and Prohibited Activities

An employee is off-duty and commits a misdemeanor. Under what condition would this violate the city's standards of conduct?

Which situation most clearly constitutes 'actions that discredit the name, reputation or public mission or interest of the city'?

What constitutes a violation related to city property under the standards of conduct?

An employee disagrees with a new city policy and files a formal complaint expressing their concerns. Under what circumstances would this violate the standards of conduct?

An employee is asked to provide information during an internal investigation but refuses, claiming it is a personal matter. When is this a violation of policy?

What recording activity would be permissible under the standards of conduct?

According to the city's standards of conduct, what is the primary expectation for all employees in regard to their professional behavior?

An employee consistently makes sarcastic remarks that negatively impact a coworker's self-esteem. This behavior is a violation because it...

An employee believes they are being unfairly targeted by their supervisor. To address the situation appropriately according to the standards of conduct, the employee should avoid...

Which of the following best describes the policy regarding disagreements among city employees?

What condition must be met for an employee to use city equipment for de minimis personal use?

An employee observes a coworker falsifying expense reports. According to the city's standards of conduct, what is the most appropriate course of action?

What are employees expected to do with their time and attention during work hours?

An employee's performance consistently falls below the standards set by their department. According to the policy, what is a potential consequence?

A city employee wants to use the city's vehicle for a personal errand during their lunch break. Departmental approval is needed, and costs are associated with mileage. What steps must the employee complete to be compliant with policy?

An employee is consistently undermining the authority of management and disrupting the workplace. How does this behavior align with the city's standards of conduct?

A supervisor notices an employee consistently arriving late. According to the policy, the supervisor should first...

A supervisor is primarily responsible for ensuring employees...

A supervisor is approached by an employee with a suggestion to improve a workflow. The supervisor should...

What is a key expectation of supervisors as representatives of management?

According to the policy, a supervisor needing to counsel an employee should...

A supervisor is unsure about the correct interpretation of a new city policy. The supervisor should...

A new employee is unsure how to perform a certain task. The supervisor should...

A supervisor can help to ensure constant vigilance regarding workplace safety by...

A supervisor notices an employee consistently struggling with a specific software program required for their job. What action aligns best with the city's expectations for supervisor responsibilities?

What type of employee record should a department director forward to Human Resources for inclusion in an employee's official personnel file?

A supervisor wants to formally acknowledge an employee's exceptional contribution to a recent project. Which of the following is the most appropriate way to document and handle this recognition according to city policy?

Which of the following records is LEAST likely to be maintained by a supervisor, according to the city's guidelines?

A supervisor is preparing for an employee's performance evaluation. What should the supervisor prioritize to align with city policy?

An employee informs their supervisor about a potential safety hazard in the workplace. According to city policy, what is the supervisor's MOST appropriate response?

A supervisor is reviewing employee records. Which of the following actions regarding employee medical information is MOST appropriate?

A supervisor wants to implement a new training program for their team. Which of the following steps aligns with the city's standards and responsibilities for supervisors?

When an employee appeals a disciplinary action to a department director, who should hear the appeal?

Under what circumstance will the Chief of Staff hear a disciplinary appeal?

What is the purpose of conducting an investigative interview before taking corrective action?

Which of the following issues may warrant disciplinary action from the appropriate department director or city official?

What should a supervisor or investigator comply with when holding an investigative interview?

After an appeal regarding disciplinary action, what is the final step in the internal appeal process?

An employee's actions outside of work could lead to disciplinary action if they:

Which of the following factors is LEAST likely to be considered when determining the severity of disciplinary action?

If an employee fails to meet performance expectations after receiving verbal coaching, what is the most likely next step, according to the policy?

What information must be included in the written notice provided to an employee regarding a disciplinary action?

An employee consistently violates city policy. What is the most likely outcome, according to the policy?

Which of the following scenarios would be considered when determining the appropriate disciplinary action for an employee?

Where is a copy of the written notice regarding an employee's corrective or disciplinary action placed?

During a pre-determination hearing, what information is an employee entitled to receive in the written notice?

For a city employee who is NOT in the police or fire department, what is the first step in appealing a Tier 3 disciplinary action, assuming no conflicting MOU exists?

What is the department director's or designee's authority during the department level appeal hearing for a Tier 3 disciplinary action?

After a department director or designee upholds a Tier 3 disciplinary action, what is the next step an employee can take to further appeal the decision, assuming no conflicting MOU exists?

What is the role of a Memorandum of Understanding (MOU) in the disciplinary appeal process?

Which of the following scenarios accurately describes the appeal process for a police officer receiving a Tier 3 disciplinary action?

During both the pre-determination hearing and the department level appeal hearing, what recording practice is followed?

An employee submits an appeal form for a Tier 3 disciplinary action 12 calendar days after the action was taken. Assuming no MOU exists, what is the likely outcome?

Before a Tier 2 disciplinary action is imposed, what is the purpose of a pre-determination hearing?

If an employee wants to appeal a Tier 2 disciplinary action, to whom should they submit their appeal form?

What is the primary goal of performance discussions and written warnings according to the policy?

What information must be included in the written notice an employee receives regarding a pre-determination hearing?

What is the role of the department director or their designee in an appeal hearing for a Tier 2 disciplinary action?

Prior to initiating corrective action or discipline, what initial step should a supervisor take?

What is true about the audio recording of pre-determination and appeal hearings?

What is the purpose of documenting performance discussions, such as coaching or counseling sessions?

If an employee working 10-hour shifts receives an unpaid suspension of 3 shifts, what type of disciplinary action is this considered?

Under what circumstances can corrective action be issued to an employee without prior warning?

Before deciding on a tier of disciplinary action, what step should the supervisor or manager take?

Within how many calendar days of a Tier 2 disciplinary action must an employee submit an appeal?

Under what circumstance is no further appeal permitted after the department director or designee's decision regarding a Tier 2 disciplinary action?

Which of the following methods can a supervisor use to ensure an employee is aware of their job expectations?

In the context of disciplinary actions beyond corrective measures, what is a crucial procedural step?

A supervisor documents a performance discussion with an employee. Where should this documentation be stored?

A full-time city employee who has completed their probationary period is accused of misconduct. According to city policy, which disciplinary action requires a pre-determination hearing?

In determining the appropriate level of discipline for an employee's misconduct, what role does the employee's prior disciplinary history play?

Under what circumstance might a supervisor deviate from the typical progressive discipline sequence of corrective action, suspension, and termination?

A city employee receives a written warning for a minor infraction. Later, they are involved in a more serious incident of a different nature. Can progressive discipline still apply?

Which employee is NOT subject to the city's Corrective Action, Discipline, and Appeal Guidelines?

An employee working 10-hour shifts is found to have committed a serious policy violation. What is the maximum length of unpaid suspension that could be considered a Tier 2 disciplinary action?

Under which of the following circumstances is demotion described as an appropriate response?

A supervisor is considering issuing a written warning to an employee for a minor policy violation. Before doing so, the supervisor should...

Which scenario exemplifies a violation of the city's anti-discrimination and harassment policy regarding employment decisions?

What constitutes retaliation under the city's anti-discrimination and harassment policy?

Under what circumstances is a supervisor considered to be in violation of the anti-discrimination and harassment policy?

An employee accused of violating the anti-discrimination policy confronts the complainant in an inappropriate manner. How is this action viewed under the policy?

What is the potential consequence for an employee found to have violated the city's anti-discrimination and harassment policy?

What is the city's stance on joking remarks that demean an individual based on their protected class?

How does the anti-discrimination policy address intentional breaches of confidentiality related to a complaint?

What action should a supervisor take if remedial measures arising from an investigation into a harassment complaint are not implemented?

Which of the following scenarios, occurring outside the workplace, could still be considered a violation of the city's anti-discrimination and harassment policy?

According to the policy, what condition needs to be met for conduct of a sexual nature to be considered sexual harassment?

An employee suspects they are being harassed by a vendor. According to the policy, what is their immediate next step?

An employee makes repeated, unwelcome requests for a date to a coworker. How does the policy classify this behavior?

A supervisor witnesses a coworker engaging in discriminatory behavior. What action is the supervisor required to take, according to the policy?

In which of the following situations would preferential treatment most likely be considered a form of sexual harassment?

If an employee brings a harassment complaint forward, what protection does the policy offer?

During an investigation, if an employee is accused of violating the policy what recording guidelines are followed during the interview?

What differentiates sexual battery from intentional physical conduct that is sexual in nature?

After an investigation is completed, what action is required of the department director once they are notified of the findings?

How does the policy define conduct that 'unreasonably interferes with an individual’s job performance'?

An employee sends a sexually suggestive cartoon to a coworker via the company's email system. Which part of the harassment policy does this MOST directly violate?

What is the potential consequence if an employee waits more than six months to file a discrimination complaint?

During an investigation, can an employee being interviewed bring a representative?

What must be present for an employee to claim harassment?

The city's policy aims to protect the confidentiality of complaints. To what extent will this be achieved?

An employee witnesses a coworker making repeated verbal threats towards another employee, creating a climate of fear. According to city policy, what is the employee's MOST appropriate initial action?

A supervisor suspects an employee is exhibiting behavior that violates the city's workplace violence policy. What is the supervisor's IMMEDIATE responsibility, according to the policy?

An employee obtains a protective order that includes their workplace. What is their responsibility regarding this order, according to city policy?

If the subject of a protective order appears at an employee's work location, what is the supervisor's INITIAL responsibility, according to the city's 'Violence in the Workplace' policy?

An employee is involved in a heated argument with a coworker, but no physical contact occurs. When would this situation be considered a violation of the city's 'Violence in the Workplace' policy?

A supervisor believes an employee has violated the 'Violence in the Workplace' policy. What action should the supervisor take regarding the employee's work status while the incident is being investigated?

What is the potential disciplinary action an employee may face if they engage in violent behavior in the workplace, according to city policy?

Under what circumstances can an employee or a supervisor call the police department for assistance when the subject of the order appears at the work location?

What is the PRIMARY reason the city prioritizes a drug and alcohol-free workplace?

Under what circumstances can the use of legally prescribed drugs lead to employment action?

An employee is found to be under the influence of alcohol while off-duty. When can the city take action?

Which situation violates the city's policy regarding alcohol use?

The city discovers an employee is selling prescription medication to coworkers. What aspect of the city’s policy does this violate?

A prospective employee is required to undergo drug testing. What is the basis for this requirement according to the policy?

An employee takes a legally prescribed medication that causes drowsiness, impacting their ability to operate machinery safely. According to the drug and alcohol policy, what action can the city take?

Under which circumstance is drug and alcohol testing LEAST likely to be conducted?

If an employee refuses to undergo drug testing as part of a job application, what is a likely consequence based on the city policy?

What is the implication for an employee who refuses to submit to a drug or alcohol screening test?

A prospective employee provides a diluted urine sample during a drug screening. What is the likely consequence?

Which testing methodology is used to confirm a positive result from an initial drug screening test?

What is the city's protocol to ensure the reliability of samples collected for drug and alcohol testing?

A supervisor is selected for drug testing. Under what conditions will they be tested?

Which of the following actions would be considered tampering with a sample?

What cost(s) related to pre-employment drug testing is the city responsible for?

Which scientifically accepted method can the city use to test for alcohol?

When does controlled substance or alcohol testing for current city employees qualify as work time?

If a current employee has to undergo drug or alcohol testing at a location that is not their normal workplace, who covers the transportation costs?

What actions can the city take if a prospective employee refuses to provide a sample for drug or alcohol testing?

Other than refusing to hire a prospective employee, what action may the city take in response to receiving a positive controlled substance test result from an employee?

How is information obtained through the city's controlled substance and alcohol testing policy handled?

To what extent will the city’s written alcohol and drug testing policy be made available?

Which of the following actions by an employee, related to drug and alcohol testing, would allow the city to subject the employee to disciplinary action?

Under what circumstance can the city require an employee in a public safety position to report medication use?

What is the city's immediate priority when a city employee is injured in a workplace accident?

A city employee who holds a Commercial Driver's License (CDL) is involved in a vehicle accident while on duty. Under which conditions MUST they submit to a drug and alcohol screen within two hours?

Besides post-accident and reasonable suspicion testing, under what other circumstance can the city require an employee to undergo drug and alcohol testing?

A city employee is taking medication that could potentially impair their ability to perform their job safely. What is the city's primary consideration when deciding whether to require the employee to report this?

In the event of a workplace accident where a city employee is injured and requires immediate medical attention, what action should occur before conducting post-accident drug and alcohol testing?

A city vehicle is involved in an accident, resulting in significant damage and necessitating a tow. The CDL-holding employee receives a moving violation. What additional factor would mandate a drug and alcohol screen within two hours?

An employee is prescribed a new medication. How should the city balance the consideration of employee privacy with workplace safety?

An employee identifies themselves as a city employee on social media and posts disparaging remarks about a protected class, but does not reveal confidential information. According to the social media policy, what action should the city take?

According to the city's social media policy, what potential consequence may an employee face for social media posts that negatively impact the workplace, even if they do not identify as a city employee?

An employee identifies themselves as a city employee on their social media profile. According to the policy, what responsibility do they assume?

An employee who identifies as a city employee on social media uses a copyrighted image without permission, but it is for a non-commercial, personal post unrelated to city business. How does the social media policy apply?

An employee believes they witnessed a coworker violating the city's social media policy. According to the policy, what is the employee's responsibility?

The city's social media policy states that employees should have no expectation of privacy while participating in social media. What does this imply regarding the city's actions?

Which of the following scenarios would LEAST likely result in disciplinary action under the city's social media policy?

What is the primary purpose of the city establishing a social media policy for its employees?

Under what conditions, according to the social media policy, might a city employee face non-disciplinary or disciplinary intervention?

An employee posts on social media about a negative interaction they had with a city resident while performing their duties, without revealing the resident's personal information. Another employee 'likes' the post. Could the second employee face repercussions?

Which of the following actions might the city take, according to the social media policy, regarding content on social media that violates the city's rules?

A city employee posts photos of themselves in their city uniform on social media. How does the city's social media policy relate to this action?

What is a city employee required to include in social media posts related to city business if they identify themselves as a city employee?

An employee posts a negative review of a local business on a public forum, without mentioning their affiliation with the city. Could this action potentially lead to disciplinary repercussions under the city's social media policy?

According to the social media policy, under what circumstance is a city employee prohibited from making social media postings?

What is the city's stance on an employee using the city seal on their personal social media account?

What online activity by a city employee, regardless of whether they identify as such, may result in disciplinary action?

Why does the city advise employees to be cautious about their social media presence, regardless of whether they identify as city employees?

When posting on social media about city-related matters, what writing style is a city employee encouraged to use when identifying themselves as such?

According to city policy, what should employees consider before identifying the city as their employer on social media?

What action should a city employee take if they wish to use a city logo on their social media?

A fire department employee wants to post on social media about a recent fire they responded to, highlighting the challenges faced and the successful rescue. Which action aligns with city policy?

An airport police officer discovers a potential security vulnerability in the airport's perimeter fencing. According to city policy, what is the MOST appropriate course of action regarding social media?

A 911 communications bureau employee overhears colleagues discussing their dissatisfaction with a new scheduling policy. According to city policy, how should the employee address this?

A city employee, not affiliated with a City Public Safety Entity, learns about a confidential software update that will improve city cybersecurity. What guidelines should they follow regarding posting about this update on social media?

A police officer is investigating a series of break-ins. What information, if any, can they post on their personal social media account?

A firefighter is asked by a local news outlet for details on a recent rescue they performed. What should the firefighter do to comply with city policy?

A city parks employee is assigned to a new route for maintaining city parks. Without prior written consent, what information, if any, can they post on their social media account?

A 911 dispatcher receives a call regarding a domestic dispute. What information can they share on their personal social media account?

An employee wants to appeal a disciplinary decision. What is the deadline for submitting the appeal to the Salt Lake City Recorder?

An employee submits an appeal but forgets to include the specific reasons for the appeal. What might the Disciplinary Appeals Hearing Officer do?

After receiving notice of a timely appeal, who is responsible for assigning a Disciplinary Appeals Hearing Officer?

If either the employee or the City objects to the assigned Disciplinary Appeals Hearing Officer, how many objections are they permitted per appeal?

An employee receives notification of the assigned Disciplinary Appeals Hearing Officer. How long does the employee have to submit a written objection?

What information MUST be included in a written objection to the assigned Disciplinary Appeals Hearing Officer?

If no objections are filed, how soon after a Disciplinary Appeals Hearing Officer is assigned should the Chief Human Resources Officer (or designee) contact the involved parties to schedule a scheduling conference?

After a Disciplinary Appeals Hearing Officer is assigned, what is the next step in the appeal process?

Assuming the Disciplinary Appeals Hearing Officer and all parties are available, within what timeframe following the scheduling conference should the appeal hearing generally be scheduled?

Disciplinary Appeals Hearing Officers are assigned to cases based on what criteria?

Who has the discretion to continue either a pre-hearing conference or a hearing?

If a party to an appeal wants to request a continuance of a pre-hearing conference, what must that party do?

According to Salt Lake City Code Chapter 2.24 regarding Police and Fire Department employees, what standard of review applies when determining if the facts support the conclusion that an employee violated policy?

For Police and Fire Department employees, what must the City demonstrate to prevail on the question of whether the specific disciplinary sanction imposed is proportional to the policy violation?

What standard of review is applied, according to Salt Lake City Code Chapter 2.24, to determine if a disciplinary sanction for a police officer is proportional?

An employee requests a continuance for their pre-hearing conference but does not indicate whether the other party agrees with the request. What is the likely outcome?

An eligible city employee seeks to appeal a disciplinary decision to a Hearing Officer. Which of the following disciplinary actions would qualify for appeal to the Hearing Officer?

A city employee wants to appeal a disciplinary action to a Disciplinary Appeals Hearing Officer. The action was initiated on a Wednesday. When does the appeal filing period begin?

If the deadline to file an appeal with a Disciplinary Appeals Hearing Officer falls on a Sunday, what happens to the deadline?

A city employee receives a disciplinary action that they believe warrants an appeal to a Disciplinary Appeals Hearing Officer. According to policy, who is eligible to file such an appeal?

A Disciplinary Appeals Hearing Officer overturns a disciplinary decision. What is the permissible scope of the Hearing Officer's authority in such a scenario?

An employee works a regular 24-hour shift and receives a suspension without pay. What is the maximum length of suspension that would NOT be subject to appeal to a Disciplinary Appeals Hearing Officer?

An eligible city employee received notice of a 5-day suspension without pay. They wish to appeal this decision to a Disciplinary Appeals Hearing Officer. What is the Hearing Officer authorized to do?

A city employee's last day to file an appeal falls on January 1st, New Year's Day, a legal holiday. What is the final day the employee can submit their appeal?

In a disciplinary appeal hearing involving a Fire Department employee, which party presents their case first?

An employee is appealing a disciplinary action, claiming the sanction is too harsh. What must the employee demonstrate to prevail, according to the 'abuse of discretion' standard?

During a disciplinary appeal hearing, what types of evidence can the Hearing Officer consider if presented for the first time?

If a disciplinary appeals hearing is allocated a total of four hours and thirty minutes, how much time is allocated for each party to present their case?

During a disciplinary appeal hearing, which party's time allocation is reduced by the time spent on cross-examination of witnesses?

An employee is appealing a disciplinary action, asserting that the conclusion that their actions violated policy wasn't supported by substantial evidence. What does substantial evidence mean in this context?

In a disciplinary appeal hearing, if a party wants to raise an evidentiary issue, how should they typically do so?

What is the maximum amount of time allowed for opening statements from each party, according to the guidelines?

Which party is required to present the first closing argument in a disciplinary appeal hearing?

An employee wishes to challenge a disciplinary action, arguing the facts do not support the conclusion that a policy violation occurred. What standard of review applies in this case?

What is the maximum amount of time that a party can reserve for rebuttal during closing arguments?

What is the role of Chapter 2.24 of the Salt Lake City Code regarding employee disciplinary actions and appeals?

An employee is preparing for a disciplinary appeal hearing. What actions are they permitted to take during the hearing?

Under what condition can a Disciplinary Appeals Hearing Officer allocate additional hearing time beyond the presumed sufficient four hours and thirty minutes?

What is the maximum duration a disciplinary appeal hearing can last on a single business day?

In which of the following scenarios would an employee need to demonstrate 'abuse of discretion' to prevail in a disciplinary appeal?

During a disciplinary appeal hearing where an evidentiary objection is raised, what latitude does the Disciplinary Appeals Hearing Officer have?

What is the default timeframe within which a Disciplinary Appeals Hearing Officer must certify their written decision with the Salt Lake City Recorder?

Under what specific condition can the Disciplinary Appeals Hearing Officer extend the fifteen-day certification period of their written decision?

What information must be included in the Disciplinary Appeals Hearing Officer's written decision regarding further appeal options?

Regarding the drafting of the written decision, what latitude does the Disciplinary Appeals Hearing Officer have in assigning responsibility to the parties involved?

For an employee NOT covered by a collective bargaining agreement, what aspects of an investigative interview are not required?

Which of the following best describes the investigator/supervisor's responsibility after conducting an investigative interview?

If an accused employee is covered by a collective bargaining agreement, which specific provision regarding investigative interviews takes precedence?

An employee is given notice of an investigative interview. What is the maximum timeframe the investigator/supervisor has to schedule the hearing from the date of the notice?

What is the primary purpose of an investigative interview?

A supervisor is considering disciplinary action for an employee. Who should the supervisor consult with to determine the appropriate tier of action?

Which of the following is a key difference between Tier 1 and Tier 2 disciplinary actions?

An employee working 12-hour shifts receives a suspension without pay for two shifts. According to the policy, how is this disciplinary action categorized?

Which of the following scenarios requires a pre-determination hearing?

An employee is notified of a pre-determination hearing. What information MUST be included in the notification?

During a pre-determination hearing, an employee wishes to present a written statement from a witness who cannot attend. What is the appropriate course of action?

After a pre-determination hearing, the supervisor decides not to issue any corrective action or discipline. What happens to the pre-determination hearing notice?

In the context of disciplinary actions, a supervisor is considering a suspension without pay lasting three shifts for an employee who works 10-hour shifts. Which tier of disciplinary action does this fall under?

What is the primary role of the HR consultant during a pre-determination hearing?

A supervisor is drafting a decision letter following a disciplinary action. What elements should be included in the letter?

An employee waives their right to an in-person pre-determination hearing. What is the alternative they can utilize?

Following a pre-determination hearing, under what circumstance would the hearing notice and decision be included in the employee's official personnel file?

An employee wishes to appeal a Tier 2 disciplinary action. According to policy, what is the first step they must take?

During a Tier 2 disciplinary appeal hearing, what authority does the department director or designee possess?

What is the deadline for an employee to submit a written appeal regarding a disciplinary decision to the Office of the City Recorder?

After the Employment Appeals Board (EAB) reaches a decision, what is the final step in the appeal process?

After the department director or designee makes a decision regarding a Tier 2 disciplinary appeal, what is the next step an employee can take?

Which disciplinary tier is the Employment Appeals Board (EAB) authorized to hear appeals from?

For a police department employee, what is the initial step to appeal a Tier 3 disciplinary action?

In the context of a Tier 3 disciplinary action appeal, what role does the HR consultant play during the department director's informal hearing?

Which employee is NOT eligible to have their appeal heard by the Employment Appeals Board (EAB)?

To initiate the Employment Appeals Board (EAB) appeal process, how many copies of the completed form must an employee file with the City Recorder’s office?

After the department director or designee makes a decision on a Tier 3 disciplinary action, what is the next potential step in the appeal process for most city employees?

What circumstances, regarding delivery of the disciplinary action decision, affect the timeframe for police and fire employees to appeal a Tier 3 disciplinary action to the Civil Service Commission?

Where should an employee physically file the appeal form to start the Employment Appeals Board (EAB) appeal process?

Who determines whether an appeal to the Employment Appeals Board (EAB) has been properly filed?

Within what timeframe after receiving an appeal must the panel of the Employment Appeals Board (EAB) issue a decision, barring any extensions?

During an EAB hearing, what is the role of the Mayor's designee?

Under what circumstances can the EAB panel overturn a disciplinary decision?

According to the EAB hearing process, what happens if the city introduces new information that the department director did not consider?

What is the scope of discovery permitted during an EAB appeal process?

What recourse does the city have if the EAB panel overturns a disciplinary decision?

If an employee refuses to attend an EAB hearing after being required to do so, what are the potential consequences?

Under what circumstance may the EAB panel close a hearing to the public?

What is the standard the EAB panel uses to determine if the city properly designated an employee for layoff?

What is the primary focus of the panel when reviewing an employee layoff designation due to discontinued funding?

If an employee successfully demonstrates that the city failed to follow proper procedures during their termination for non-disciplinary reasons, what is the prescribed remedy?

What specific action must the panel take after making a determination regarding an appeal?

According to the policy, what is the final step in the internal appeal process for civil service employees facing discharge, demotion or suspension of more than three days?

What information must be included in the copy of the panel's decision that is provided after an appeal?

Within what timeframe must the panel provide a copy of its decision to the relevant parties?

For civil service employees, what specific disciplinary actions can be appealed to the Civil Service Commission?

If a civil service employee wishes to appeal a disciplinary action, where should they direct their request?

During an EEO investigation, what is the role of the EEO program manager or designee regarding the delivery of the investigation outcome to the complainant?

According to the policy, how are records and documentation collected during an EEO investigation managed and stored?

What is the scope of the investigator's discretion in managing the EEO investigation process?

Which of the following is true regarding the confidentiality of EEO investigation records after the investigation is concluded?

An employee is accused of violating the Anti-Discrimination and Harassment Policy, and an investigation ensues. According to policy, which action related to this investigation is permissible?

During an investigation interview, under what circumstance is an audio recording of the interview permissible?

An employee is asked to be a witness in a harassment investigation. Which of the following is true regarding their participation in the interview process?

An employee covered by a Memorandum of Understanding (MOU) is accused of violating the anti-discrimination and harassment policy. How does this affect the investigative interview process?

Following a harassment investigation, what action is required of the Department Director upon receiving the investigation report?

If a complainant requests a copy of the recorded interview related to their complaint, what is a potential consideration regarding its release?

During an investigation interview, where can the witness direct questions about the process?

According to policy, who receives a report summarizing the conclusions of the investigation?

When interviewing an employee accused of violating the anti-discrimination and harassment policy, and the employee is not covered by a Memorandum of Understanding (MOU), which of the following is true:

An employee directly witnesses a coworker being subjected to repeated offensive jokes based on their ethnicity. According to city policy, what is the employee's responsibility?

An employee wishes to file a formal complaint about alleged harassment that occurred 8 months ago. According to the policy, what is the most likely outcome?

A supervisor receives an anonymous note detailing potential discriminatory behavior within their department. According to the policy, what is the supervisor’s MOST appropriate course of action?

After reviewing a complaint, the EEO program manager determines that it does not constitute a violation of the anti-discrimination and harassment policy, but suggests a different policy may have been violated. What is the MOST appropriate next step for the EEO program manager?

If an employee feels they are being harassed by their supervisor, according to the policy, who are the appropriate individuals they can notify?

A third party observes what they believe to be a case of discrimination within the workplace. What action can they take according to the city's policy?

An employee makes a formal complaint of harassment. Following the review of the complaint, the EEO program manager proceeds with a formal investigation. Who will be notified of the investigation?

After submitting a complaint, an employee is notified that the EEO program manager has dismissed it, deeming it not a violation of the anti-discrimination and harassment policy. What recourse, if any, does the employee have?

What is the immediate next step after a breathalyzer confirmation test shows a positive alcohol screen result?

If an employee who is required to undergo a drug screen does not respond to the MRO's calls, what action does the DER take?

Under what condition is a non-CDL holder's drug screen considered positive?

What action is taken when a CDL holder's confirmation alcohol breath test result shows a concentration between 0.02 and 0.04?

When does the MRO notify the DER that they are unable to reach an employee after a drug screen?

According to the policy, how is refusing to take a drug or alcohol test treated?

What happens if an employee provides the required information to the MRO after a positive drug screen?

Who is responsible for notifying the employee's supervisor of a positive drug screen result?

What is the primary goal of Salt Lake City Corporation's drug and alcohol screening procedure?

According to the drug and alcohol screening procedure, what is the role of the PPA (presumably, a City Personnel entity) in the pre-employment screening process?

For employees holding a Commercial Driver's License (CDL), what is the DER (Designated Employer Representative) responsible for in the random testing process?

A supervisor receives notification that a CDL operator has been randomly selected for drug testing. What information MUST the supervisor provide to the CDL operator?

What action does a Concentra employee take when a CDL holder is due for a random follow-up screening?

How does the Salt Lake City Corporation ensure compliance with DOT (Department of Transportation) regulations regarding drug testing?

Who does PPA notify of a job candidate's drug test results, indicating whether the candidate is cleared for hire?

What information should HR consultants or designated department representatives specify when arranging for drug and alcohol testing services?

An employee is directed to take a drug test, but leaves the testing site before the process is complete. According to the city's drug and alcohol screening procedure, is this considered a refusal to test?

During a directly observed drug test, what specific action is an employee expected to perform to comply with the collection procedure?

After an employee fails to provide a sufficient amount of urine for a drug test, what step is required to determine if this constitutes a refusal to test?

Under what condition is an employee considered to have refused a pre-employment drug test with regard to undergoing a medical examination or evaluation directed by the MRO?

An employee, prior to testing, is asked to empty their pockets by the collector but refuses. How is this behavior categorized under drug and alcohol testing regulations?

What is the HR consultant or designated department representative required to do after being informed that an employee has not provided a sufficient amount of breath or urine?

An employee is asked to take an additional drug test by the employer. If the employee declines, is this a violation of policy?

An employee provides a urine sample for a drug test, and the Medical Review Officer (MRO) reports the specimen as dilute with a negative result, but requires a recollection under direct observation. What should the DER (Designated Employer Representative) do?

In what situation is the referral-and-return-to-duty process automatically bypassed after a positive drug test result?

An employee fails to follow the observer’s instructions during a directly observed drug test. What may this be considered?

What happens if the physician selected by an employee to conduct a medical evaluation after failing to provide a sufficient specimen is deemed unacceptable by the MRO?

After a positive alcohol confirmation test, what immediate steps should a supervisor take?

An employee admits to the collector and MRO (Medical Review Officer) that they substituted their urine specimen during a drug test. What is the next course of action?

What action should a supervisor or HR take if the MRO reports a positive drug test came back as dilute?

What action should be taken regarding an employee's pay status while disciplinary action is pending after a positive drug or alcohol test?

When should an HR consultant contact PPA to send FMLA and SDI paperwork?

An employee wears a prosthetic device that could potentially be used to interfere with the urine collection process during a drug test. What action should the collector take?

Which of the following employees are exempt from taking a return-to-work drug test?

Who should the supervisor contact for assistance regarding drug and alcohol testing records of a candidate for CDL operation?

For a candidate seeking to perform safety-sensitive duties for the first time, what information is the city required to request from their previous employers?

What should the HR Consultant do if a previous employer does not possess return-to-duty information for a candidate who violated a DOT drug and alcohol regulation?

What is the deadline for the HR Consultant to obtain and review a candidate's drug and alcohol testing records before they are no longer permitted to perform safety-sensitive functions?

What action should be taken regarding a candidate's performance of safety-sensitive functions if obtaining and reviewing their drug and alcohol testing records is not feasible before they begin?

What type of written consent is required from a candidate seeking to perform safety-sensitive duties for the first time related to obtaining drug and alcohol testing records?

What is the minimum number of unannounced follow-up drug tests the SAP will recommend for a CDL holder returning to work after a positive drug screen?

If a CDL holder tests positive for drugs and termination is not the chosen action, what role does the Substance Abuse Professional (SAP) play in their return-to-work process?

If an employee who is not a CDL holder tests positive, what alternative to the SAP process might a supervisor offer?

What is the timeframe within which a CDL holder must achieve a negative return-to-work (RTW) test result after a decision letter is issued?

An employee is required to attend counseling sessions after a positive drug test, will they be paid for the time they spend in counseling?

According to the procedure, what is the first step a supervisor should take when a CDL driver tests positive for drugs and termination is not being considered?

When deciding on a course of action after an employee's positive drug test, what factors should a supervisor primarily consider?

What is the purpose of the employee signing a release-of-information form during their initial meeting with the Substance Abuse Professional (SAP)?

Employee Conduct: General Expectations

Compliance

Attention to Duty

Safety First

Meeting Expectations

Respectful Conduct

Courteous Behavior

Conflict Resolution

Criminal Actions & Job Impact

Failure to Comply with Law

Discrediting City Reputation

Acts Contrary to Public Service

Property Damage/Theft at Work

Malicious Complaint Filing

Impeding Investigation

Abusive Language/Behavior

Supervisor Standards

Supervisor Knowledge

Workplace Communication

Direction Implementation

Attendance and Payroll

Employee Recognition

Employee Input

Employee Privacy

Supervisor's Role in Training

Supervisor Support for Development

Employee Feedback Requirement

Supervisor Record-Keeping

HR Record Submission

Handling Medical Records

Job task direction

Resource support requests

Policy 3.05.03 Purpose

Policy 3.05.03 Scope

Corrective Action Examples

Progressive Discipline Sequence

Progressive Discipline Required?

Prior Discipline Impact

Tier 1 Discipline

Tier 2 Discipline

Pre-determination Hearing (Tier 2)

Pre-determination Notice Contents

Tier 2 Appeal Timeline

Director's Appeal Authority

Tier 3 Suspension Duration

Pre-determination Hearing (Tier 3)

Purpose of Pre-determination Hearing

Pre-determination Hearing

Corrective Action Review

Investigative Interview

Representative at Hearing

Disciplinary Appeals

MOU Compliance