IO 7-36 Workplace Violence 02/14/2020
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IO 7-36 Workplace Violence 02/14/2020

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Questions and Answers

Under what circumstance can an employee be relieved from duty without prior notice?

  • If the employee has a disagreement with a coworker
  • If there is potential for termination and safety concerns (correct)
  • If the employee has performance issues
  • If the employee is in need of a mental health day
  • What is required before an employee can be relieved from duty?

  • A discussion with the coworkers
  • The consent of the employee involved in the situation
  • Concurrence from the department director (correct)
  • Approval from the Human Resources Department
  • Which of the following is NOT listed as a County entity that may provide advice after an incident?

  • Labor Relations & Compensation Division
  • Counseling and Mental Health Services (correct)
  • Employee Support Services Section
  • Office of Security Management
  • What should a supervisor/manager do after responding to an initial incident involving an employee?

    <p>Seek advice and assistance from other County entities</p> Signup and view all the answers

    Which of the following divisions is part of the Internal Services Department?

    <p>Facilities &amp; Infrastructure Management Division</p> Signup and view all the answers

    What is the policy of Miami-Dade County regarding weapons in the workplace?

    <p>All employees are prohibited from carrying firearms during official duties.</p> Signup and view all the answers

    What actions may be taken against employees engaging in violent acts in the workplace?

    <p>They could face disciplinary actions up to termination.</p> Signup and view all the answers

    Under what condition can employees carry firearms while fulfilling job responsibilities?

    <p>If they are licensed and trained by a certified instructor.</p> Signup and view all the answers

    What is considered threatening behavior in the workplace?

    <p>Behavior interpreted as intent to cause physical harm.</p> Signup and view all the answers

    What must employees do if they have knowledge of violent acts in the workplace?

    <p>Report through the appropriate chain of command.</p> Signup and view all the answers

    What could be a consequence for an employee if disciplinary action is less than termination?

    <p>They must attend a mandatory referral to Employee Support Services.</p> Signup and view all the answers

    What is defined as workplace violence?

    <p>Any violent or threatening behavior in the workplace.</p> Signup and view all the answers

    What does the Miami-Dade County policy state regarding previous administrative orders?

    <p>This order overrides Administrative Order 7-36.</p> Signup and view all the answers

    What is prohibited for County employees while carrying out official duties?

    <p>Carrying firearms without proper licensing</p> Signup and view all the answers

    Which action could lead to disciplinary measures under the Implementing Order?

    <p>Engaging in verbal threats towards a coworker</p> Signup and view all the answers

    If an employee observes threatening behavior, what is their first step according to the management guidelines?

    <p>Secure their own safety</p> Signup and view all the answers

    What is the role of supervisors upon receiving reports of violent acts?

    <p>Investigate and report outcomes to directors</p> Signup and view all the answers

    What is one way employees can address violent situations that are not emergencies?

    <p>Encourage resolution through non-violent means</p> Signup and view all the answers

    What should a department director do if an employee poses a risk to others?

    <p>Report to law enforcement and consider administrative leave</p> Signup and view all the answers

    What must happen if disciplinary action is considered after an incident?

    <p>Interview all involved parties separately</p> Signup and view all the answers

    What is the responsibility of the Human Resource Department concerning disciplinary actions?

    <p>To advise on disciplinary measures taken in compliance with rules</p> Signup and view all the answers

    What do employees risk by intentionally destroying property without authorization?

    <p>Disciplinary action for violations</p> Signup and view all the answers

    In a situation where an employee feels threatened, what should they do next if safety is secured?

    <p>Contact their supervisor or security</p> Signup and view all the answers

    What is one action recommended for employees when addressing potential violent behavior?

    <p>Make a good faith effort to resolve differences non-violently</p> Signup and view all the answers

    What must be ensured when an employee is relieved from duty during an investigation?

    <p>That employee is referred for counseling and may face disciplinary action.</p> Signup and view all the answers

    What may be included in the definition of workplace violence as per the guidelines?

    <p>Commission of acts that cause bodily harm</p> Signup and view all the answers

    Study Notes

    Authority and Policy Overview

    • Miami-Dade County ensures a violence-free workplace for all employees.
    • Prohibition against carrying firearms or personal weapons during official duties, with specific exceptions.
    • This Implementing Order supersedes Administrative Order 7-36, effective since March 19, 2000.

    Exceptions to the Policy

    • Employees required to carry weapons or firearms, who are licensed and trained by certified instructors, are exempt from the prohibition.

    Definition of Workplace Violence

    • Workplace violence includes violent and threatening behaviors that may involve physical or verbal actions perceived as harmful.
    • Reporting of violent acts or threats is mandatory and must follow the appropriate chain of command.

    Employee Responsibilities and Violations

    • Employees must not:
      • Commit violent acts or threats against others.
      • Carry firearms or weapons unless exempted by job requirements.
      • Engage in verbal or non-verbal threats of violence.
      • Retaliate against coworkers for reporting violent behaviors.
      • Destroy property intentionally.
      • Exhibit any conduct that constitutes workplace violence.

    Reporting and Investigation Procedures

    • Employees encouraged to report knowledge of violence to supervisors.
    • Supervisors are responsible for investigating and reporting findings to department leadership.
    • Management must report potential criminal actions to law enforcement.

    Enforcement Measures

    • Violations can lead to disciplinary action, including termination.
    • Immediate assessment required to determine if an employee poses a safety risk.
    • Temporary administrative leave may be enforced pending investigation results.

    Management Guidelines for Violent Situations

    • In emergency situations, employees should:
      • Call 911 and provide details.
      • Notify the Office of Security Management.
    • In non-emergency situations, intervene to defuse tension when safe.
    • Report escalating situations to supervisors or alternative higher-ups.

    Follow-Up Actions for Disciplinary Consideration

    • Conduct separate interviews of involved parties and witnesses.
    • Document statements accurately.
    • Inform employees subject to disciplinary actions of their right to representation.

    Relief from Duty Protocol

    • Employees may be relieved from duty if their presence poses a danger or if serious disciplinary action is likely.
    • This requires approval from the department director.

    Resources for Additional Support

    • Various county departments provide support, including Human Resources and Emergency Assistance divisions.
    • Continued collaboration with law enforcement for investigation and prosecution of workplace violence cases.

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    Description

    Test your knowledge of Miami-Dade County's policy on workplace violence and weapon prohibition. This quiz focuses on the details outlined in Section 4.02 of the Home Rule Amendment and Charter, designed to ensure a safe environment for all employees. Understand the implications and regulations as set forth in this policy.

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