Employee Conflict Resolution Policy
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Questions and Answers

What document outlines the review process for personnel complaints?

  • DSOP 6-013
  • DSOP 6-048
  • Employee Handbook
  • DSOP 4-015 (correct)

What is the primary policy of the Miami-Dade Corrections and Rehabilitation Department regarding employee confrontations?

  • To prevent employee confrontations and resolve conflicts (correct)
  • To ignore employee conflicts unless they escalate
  • To conduct regular confrontations as training
  • To encourage confrontations for better understanding

How often should the review of employee transfers or work changes occur?

  • Every 60 days
  • Every 30 days (correct)
  • Every 90 days
  • Every 15 days

What defines a confrontation according to the Miami-Dade Corrections policy?

<p>A situation involving mutual hostility and discord (C)</p> Signup and view all the answers

Who is NOT listed as a disinterested party for case reviews?

<p>Direct Supervisor of Employee (C)</p> Signup and view all the answers

What action may result in disciplinary measures for Miami-Dade Corrections employees?

<p>Disorder or unacceptable conduct (B)</p> Signup and view all the answers

What happens if an employee does not submit a request for a case review?

<p>The change will remain active until the employee requests a change. (A)</p> Signup and view all the answers

How should employees be managed to minimize confrontations?

<p>By separating them for the shortest time necessary (B)</p> Signup and view all the answers

Who approves the recommendations resulting from the case review?

<p>Director (D)</p> Signup and view all the answers

What is the intended goal of a 'cooling down' period for employees?

<p>To prepare employees for full departmental participation (B)</p> Signup and view all the answers

What must be retained by the mediator/case worker upon closure of each case?

<p>Documentation of each intervention attempt (B)</p> Signup and view all the answers

What is a key focus of the procedures regarding employee conduct?

<p>Maintaining a professional environment conducive to security (A)</p> Signup and view all the answers

Which of the following is NOT a cross-reference document mentioned?

<p>Employee Rights Guide (C)</p> Signup and view all the answers

Which option is not an example of unacceptable conduct that may warrant disciplinary action?

<p>Resolving conflicts amicably (B)</p> Signup and view all the answers

What should be evaluated on a case by case basis?

<p>Situations involving employee confrontations (D)</p> Signup and view all the answers

What does the Departmental Standard Operating Procedures focus on in terms of employee behavior?

<p>General conduct standards against disorderly behavior (C)</p> Signup and view all the answers

What is the first step when pursuing conflict resolution?

<p>Separate individuals for the shortest period necessary (A)</p> Signup and view all the answers

What action can an immediate supervisor take for affected employees during a conflict?

<p>Assign to other duty stations on the same shift (C)</p> Signup and view all the answers

What should a supervisor do if short-term separation does not resolve a conflict?

<p>Refer the situation to the Facility/Bureau Supervisor (A)</p> Signup and view all the answers

Which resource can provide training on conflict issues to employees?

<p>Miami-Dade County Employee Support Services (C)</p> Signup and view all the answers

What is the purpose of the Employee Support Services (ESS) in conflict situations?

<p>To resolve conflict and determine participants' needs (C)</p> Signup and view all the answers

Under what circumstances may an employee be relieved of duty during a conflict?

<p>To protect the safety of other employees (A)</p> Signup and view all the answers

Where should documentation of unresolved conflicts be sent?

<p>To the Security and Internal Affairs Bureau (SIAB) (D)</p> Signup and view all the answers

Which aspect is NOT included in the responsibilities of supervisors when managing conflict?

<p>Providing financial reimbursement for conflicts (D)</p> Signup and view all the answers

Flashcards

MDCR's policy on employee confrontations

The policy of Miami-Dade Corrections and Rehabilitation Department (MDCR) to prevent, resolve, and minimize confrontations between employees.

Employee confrontation

A situation where two or more individuals clash due to opposing viewpoints or hostility.

Supervisory options for confrontation

A supervisor's actions to separate conflicting employees temporarily to allow them to cool down and prevent further escalation.

Case review for employee confrontation

A formal process to review and assess an employee confrontation to determine appropriate solutions.

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Rules of conduct for employees

The set of rules that guide employee behavior and actions in all aspects of work.

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Disciplinary action for employee misconduct

Disciplinary action taken against an employee for any behavior leading to disorder or unacceptable conduct.

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Goal of separating conflicting employees

The primary goal of separating conflicting employees is to provide a calm period to prevent further negativity.

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Outcome of separating conflicting employees

The intended outcome of separating conflicting employees is to allow them to return to work without limitations.

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Short-term separation

Immediate separation of individuals involved in a conflict, ensuring the shortest possible duration while conflict resolution takes place.

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MDCR Incident Report

A document used to record details of an incident involving conflict between individuals.

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DSOP 10-003 "Major Incident Reporting Procedures"

A formal procedure outlining the steps for reporting major incidents within MDCR.

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Reassignment of individuals

Supervisors can assign employees to different work areas for a cooling-off period, minimizing interaction.

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Escalation to Facility/Bureau Supervisor

If short-term separation isn't effective, supervisors escalate the issue to higher authorities for longer-term solutions like transfers or shift changes.

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Conflict management/counseling resources

The Facility/Bureau Supervisor may involve trained counselors or mediators to facilitate dispute resolution.

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Employee Support Services (ESS)

A resource providing support and conflict resolution services to Miami-Dade County employees.

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DSOP 6-013 "Employee Counseling and Discipline Procedures"

Formal documentation detailing the course of action for employee misconduct, potentially leading to disciplinary measures.

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Employee Confrontation Case Review

A structured process to evaluate and address employee conflicts, aiming to promote a positive work environment.

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Disinterested Parties in Case Review

Individuals from various departments within MDCR who are tasked with objectively assessing the situation and recommending solutions for employee confrontations.

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Transfer of Employees as a Solution

Shift changes, location adjustments, or other work modifications used to separate conflicting employees and allow them to regain composure.

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30-Day Review of Employee Separations

A mandatory assessment conducted 30 days after the initial separation of employees to determine if they're ready to work together or require additional interventions.

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Employee Request for Case Review

A formal request for a case review, required from the affected employee to initiate the process.

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Director's Approval of Case Review Recommendations

The final decision on the recommended solutions for employee confrontations, approved by the Director after the case review.

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Mediator/Case Worker

An individual who oversees the mediation process for employee confrontations, keeping records of all interventions.

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SIAB (Security and Internal Affairs Bureau)

The designated department or individual responsible for reviewing and processing personnel complaints related to employee confrontations.

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Study Notes

Employee Confrontations Policy

  • Miami-Dade Corrections and Rehabilitation Department (MDCR) has a policy to prevent and resolve employee confrontations.
  • The goal is to create a safe and professional work environment for all employees and inmates.
  • Confrontation is defined as a situation of mutual hostility, discord, or conflict involving two or more people.

Procedures for Handling Conflicts

  • Supervisors are responsible for separating individuals briefly for a "cooling-down" period while resolving the conflict and documentation of the incident in an incident report.
  • If conflicts continue long-term, supervisors can transfer employees to different work locations or duty stations.
  • Employees may seek assistance from conflict resolution programs, training, and mental health services to manage conflicts.
  • Further support from the MDCR’s Mental Health and Medical Services Unit and/or the Miami-Dade County Employee Support Services (ESS) may be provided.
  • The Facility/Bureau Supervisor might need to address conflict issues, transfers or mediate as determined appropriate to maintain a professional workplace.

Case Review

  • A review of employee confrontations is conducted by a disinterested third party.
  • The review should consider a range of factors like Mental Health, Security, and Office of Fair Employment.
  • Results will be reviewed 30 days after the initial incident to determine the appropriate action going forward.
  • The goal is to determine if further action or intervention is needed to help troubled employees work together in a professional manner.

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Related Documents

Miami-Dade Corrections Employee Confrontations PDF 2012

Description

This quiz covers the Miami-Dade Corrections and Rehabilitation Department's policy on preventing and managing employee confrontations. It details the roles of supervisors and the available support systems for resolving conflicts in a professional environment. Test your knowledge on the procedures and resources provided for conflict resolution.

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