MDCR Employee Confrontations Policy

MDCR's policy to prevent employee confrontations, resolve conflicts, and minimize opportunities.

A situation of mutual antagonism, conflict, or disagreement, often arising from clashing ideas or opinions.

Employee conduct should maintain a professional environment that ensures facility security and inmate welfare.

Specific rules for all employee actions are difficult to create, therefore disciplinary action may be taken for disruptive or unacceptable behavior.

Separating employees to prevent further confrontation, provide time to calm down, and objectively evaluate the situation.

Supervisory options are used to ensure employees can return to full duties and activities.

A structured process involving an assessment of the situation and a plan for addressing the conflict.

References to other relevant policies or procedures related to employee confrontations.

Separating individuals involved in a conflict for the shortest time possible to allow for a cool-down period. This is the initial step to address conflict.

A formal report filed in accordance with DSOP 10-003 to document a major conflict incident.

A supervisor's ability to reassign conflicting employees to different locations or work schedules within the same shift to help them cool down.

A situation where supervisors consider transferring employees to different shifts, work locations, or departments if short-term separation does not resolve the conflict.

Involving trained individuals in conflict management or counseling to mediate between conflicting employees.

Supervisors must inform employees about available programs and training resources offered by MDCR and Miami-Dade County to address conflict issues, such as conflict management, resolution, and stress reduction.

The Employee Support Services (ESS) department provides resources to resolve conflicts and assess the needs of participants.

DSOP 4-015 outlines the process for handling employee complaints, investigations, and disciplinary action.

A case-by-case review of employee confrontations is conducted to assess the situation and determine the appropriate response.

Employee transfers, shift changes, or work reassignments are reviewed every 30 days to monitor their effectiveness in resolving conflicts and fostering a cooperative work environment.

Multiple stakeholders from various departments are involved in the review process, including representatives from Mental Health, Security, Human Resources, Union, and the employee's chain of command.

Employees have the right to request a review of their case within the prescribed period. Failure to do so will result in the implementation of the recommended changes.

The recommendations made following the review are submitted to the Director for approval, ensuring accountability and oversight.

For each employee confrontation case, a detailed file is maintained containing documentation of all intervention attempts and methods, providing a comprehensive record for future reference.

DSOP 6-013 outlines the procedures for employee counseling and disciplinary actions, which may be relevant during review of employee confrontations.