Podcast
Questions and Answers
Under what circumstance can an employee be relieved from duty without prior notice?
What is required before an employee can be relieved from duty?
Which of the following is NOT listed as a County entity that may provide advice after an incident?
What should a supervisor/manager do after responding to an initial incident involving an employee?
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Which of the following divisions is part of the Internal Services Department?
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What is the policy of Miami-Dade County regarding weapons in the workplace?
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What actions may be taken against employees engaging in violent acts in the workplace?
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Under what condition can employees carry firearms while fulfilling job responsibilities?
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What is considered threatening behavior in the workplace?
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What must employees do if they have knowledge of violent acts in the workplace?
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What could be a consequence for an employee if disciplinary action is less than termination?
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What is defined as workplace violence?
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What does the Miami-Dade County policy state regarding previous administrative orders?
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What is prohibited for County employees while carrying out official duties?
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Which action could lead to disciplinary measures under the Implementing Order?
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If an employee observes threatening behavior, what is their first step according to the management guidelines?
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What is the role of supervisors upon receiving reports of violent acts?
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What is one way employees can address violent situations that are not emergencies?
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What should a department director do if an employee poses a risk to others?
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What must happen if disciplinary action is considered after an incident?
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What is the responsibility of the Human Resource Department concerning disciplinary actions?
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What do employees risk by intentionally destroying property without authorization?
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In a situation where an employee feels threatened, what should they do next if safety is secured?
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What is one action recommended for employees when addressing potential violent behavior?
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What must be ensured when an employee is relieved from duty during an investigation?
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What may be included in the definition of workplace violence as per the guidelines?
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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.