MDCR Employee Confrontations Policy

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Questions and Answers

What is the initial step to be taken in conflict resolution?

Assigning employees to different duty stations

Long-term separation of the individuals involved

Mediating the problem with trained staff

Documenting the incident on a MDCR Incident Report (correct)

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

Leave the situation unresolved

Refer the situation to the Facility/Bureau Supervisor (correct)

Directly mediate the conversation between employees

Implement disciplinary action immediately

What type of training programs should supervisors advise employees about?

Customer service workshops

Technical skills development

Stress Reduction and Conflict Management (correct)

Leadership and management training

What action may be taken to protect the safety of other employees?

Relieving an employee of duty if warranted Signup and view all the answers

What should be done if a minor conflict is not resolved at the Facility/Bureau Supervisor level?

Documentation should be forwarded to the Security and Internal Affairs Bureau Signup and view all the answers

What may a Facility/Bureau Supervisor consider to prevent conflict recurrence?

Transferring the involved employees Signup and view all the answers

What is a potential resource for employees seeking conflict resolution assistance?

MDCR Mental Health and Medical Services Unit Signup and view all the answers

In what circumstances might long-term separation be considered?

When employees cannot work together at all Signup and view all the answers

What type of complaint will the SIAB process?

Personnel Complaint Signup and view all the answers

How often shall the reviews of employee situations be conducted?

Every 30 days Signup and view all the answers

Who is NOT listed as part of the disinterested parties for the review?

The employee involved Signup and view all the answers

What must occur if an employee does not submit a request for a review?

The change may remain active Signup and view all the answers

What is the final step in the review process?

The Director approves the recommendations Signup and view all the answers

Which document outlines the procedures for complaints, investigations, and dispositions?

DSOP 4-015 Signup and view all the answers

What will the mediator/case worker retain after case closure?

All documentation of intervention attempts Signup and view all the answers

Which of the following is NOT a possible outcome of an employee review?

Approval of an employee's leave request Signup and view all the answers

What is the primary goal of Miami-Dade Corrections and Rehabilitation Department's policy on employee confrontations?

To prevent and resolve employee confrontations Signup and view all the answers

Which situation is defined as a confrontation according to the Miami-Dade Corrections and Rehabilitation Department?

A situation of mutual hostility or conflict Signup and view all the answers

What action may an employee face if their behavior leads to disorder according to the department's policy?

They may face disciplinary action Signup and view all the answers

What is one purpose of separating employees during a confrontation?

To provide a cooling down period Signup and view all the answers

What approach does the department take towards specific rules of conduct?

They cannot establish specific rules for every action Signup and view all the answers

What is the significance of providing resources to resolve conflicts according to the policy?

It aids in minimizing conflict opportunities Signup and view all the answers

What does the policy emphasize for employees regarding their environment?

Conduct must be consistent with maintaining a professional environment. Signup and view all the answers

Which of the following is NOT mentioned as a cause for employee confrontation?

Lack of proper training Signup and view all the answers

Study Notes

Employee Confrontations Policy

Miami-Dade Corrections and Rehabilitation Department (MDCR) policy aims to prevent employee confrontations, resolve conflicts, and minimize future conflicts.

Definitions

Confrontation: A situation of mutual hostility, disagreement, or conflict involving two or more people.

Procedures

Supervisory Options:
- Separate individuals for a short period to allow for conflict resolution. Document the incident with an MDCR incident report (DSOP 10-003).
- Assign employees to different duty stations or floors (short-term).
- Facility/Bureau Supervisor can transfer employees (long-term) if separation is insufficient
- Employ conflict management/counseling if needed.
- Employees can seek help from Miami-Dade County Conflict Management, Conflict Resolution, Stress Reduction programs.
- Employee Support Services (ESS) can also be contacted
Case Review:
- 30-day review of employee transfers to ensure cooperation.
- Review by representatives from Mental Health, Security, Office of Fair Employment Practices, Personnel Management, and union representatives.
- Recommendations for appropriate intervention.

Additional Information

Employee Conduct: Employees are expected to maintain a professional environment while ensuring facility security and inmate welfare. Any misconduct is subject to disciplinary action (DSOP 2.2.000).
Separation Time: Shortest time necessary to resolve conflicts.

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Description

This quiz focuses on the Miami-Dade Corrections and Rehabilitation Department's policy on preventing and resolving employee confrontations. It covers definitions, procedures, and available support options for managing conflicts. Test your understanding of the guidelines and procedures outlined in the policy.