Miami-Dade Employee Grievance Resolution Quiz

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Questions and Answers

Who is responsible for managing staff communication and maintaining compliance?

Labor Management Unit

Employees

Union Representatives

Supervisors (correct)

What a grievance must include according to the grievance filing procedure?

Personal opinions of the employee

Facts, rules, and remedies requested (correct)

Supervisor's response to the complaint

List of all coworkers involved

Which type of employees are eligible to use the grievance procedure?

Temporary staff

Contract employees

Part-time employees working over 20 hours (correct)

Interns

Which of the following is NOT applicable under the grievance procedures?

Grievance for pay raise (D) Signup and view all the answers

What action is encouraged before filing a grievance?

Seeking assistance from a supervisor (B) Signup and view all the answers

Which of the following could lead to a decrease in employee grievances?

Proactive supervisor communication (B) Signup and view all the answers

What is assigned to each grievance for tracking purposes?

Control numbers (A) Signup and view all the answers

Which group is explicitly mentioned as unable to process a grievance under certain conditions?

Collective bargaining unit representatives (C) Signup and view all the answers

What is required from employees mandated to appear at grievance meetings?

They must comply with the mandate. (C) Signup and view all the answers

What type of report does the LMU provide to command staff monthly?

Employee Grievance Monthly Statistical Report. (D) Signup and view all the answers

Who must approve an employee's absence from their assigned duties for grievance hearings?

The employee's direct supervisor. (D) Signup and view all the answers

Who is the intermediate supervisor for the grievant?

Facility/Bureau Supervisor (A) Signup and view all the answers

What type of training does the LMU provide regarding employee grievances?

Supervisory grievance resolution training. (D) Signup and view all the answers

What potential actions may be taken against an employee who refuses to comply with a grievance meeting mandate?

Administrative and/or disciplinary action, including termination. (C) Signup and view all the answers

What is the timeframe for appealing to the Division Chief after Step Two?

7 calendar days (C) Signup and view all the answers

What must happen if the grievance is unresolved in Step Three?

Appeal to the Director (C) Signup and view all the answers

How soon must the Director respond after receiving a written grievance?

Within 7 days (B) Signup and view all the answers

What happens if a grievance is not processed within the set time limits?

The grievance is dropped with prejudice (A) Signup and view all the answers

What is allowed regarding the extension of time at either Step Two, Three, or Four?

One extension of up to 7 days (D) Signup and view all the answers

What is the expected method of delivery for grievances when escalated to Step Four?

Hand delivery (B) Signup and view all the answers

What must an employee do if their immediate supervisor is involved in the grievance process?

Settle the grievance informally first (C) Signup and view all the answers

Who is authorized to be released from regular duties to process grievances?

Employees elected or appointed as union representatives (A) Signup and view all the answers

What must be obtained before an employee leaves their assigned duties?

Approval from the employee's supervisor (A) Signup and view all the answers

What is the role of the LMU Supervisor in grievance matters?

Facilitate grievance processes and meetings (A) Signup and view all the answers

How should MDCR address employees' concerns?

Professionally, courteously, consistently, and timely (C) Signup and view all the answers

What must the LMU Supervisor provide to the Director regarding grievances?

An assessment of all aspects of the grievance (C) Signup and view all the answers

What may happen if a supervisor's approval for leaving duties is unreasonably withheld?

The employee must file a formal complaint (A) Signup and view all the answers

What does the LMU Supervisor need to assess and present to the Director related to grievances?

Historical dispositions of similar disputes (B) Signup and view all the answers

What are the guidelines that the LMU Supervisor must follow when resolving grievances?

FS, MDC Home Rule Amendment, and other applicable regulations (B) Signup and view all the answers

What is the action required by the intermediate level supervisor once the Employee Standard Grievance form is signed by the grievant?

Forward a copy to the appropriate Division Chief and the LMU. (C) Signup and view all the answers

If a grievance is resolved at Step Two, Three, or Four, what is generally required of the Employee Grievance Panel?

They do not need to provide recommended proposals unless warranted. (C) Signup and view all the answers

Within how many calendar days must a grievance be presented to the appropriate Division Chief after it is signed?

7 days. (C) Signup and view all the answers

What is the role of the Association's representative if a grievance is not resolved in Step Two?

To submit the grievance to the Division Chief. (C) Signup and view all the answers

What must the Division Chief do if the grievance has not been satisfactorily resolved?

Draft a response on a copy of the grievance. (B) Signup and view all the answers

What happens to the grievance after the Unit reviews the response from the Division Chief?

Corrections are made and entered into the Grievance Tracking System. (D) Signup and view all the answers

How is the finalized grievance delivered to the grievant's concerned Division Chief?

By hand delivery from the LMU. (D) Signup and view all the answers

Which of the following statements about the Employee Grievance process is true?

The appropriate Division Chief must respond to every grievance within a set time frame. (A) Signup and view all the answers

What is the timeframe for the Division Chief to present a grievance to the employee for the PBA, AFSCME, and GSA?

7 days for all associations (B) Signup and view all the answers

What happens if the employee does not appeal to the Department Director after Step Three?

The grievance is considered resolved. (D) Signup and view all the answers

How many days does the PBA have to appeal after the grievance response in Step Three?

10 days (D) Signup and view all the answers

What is the maximum number of days the GSA has to respond to the Director after a grievance is accepted?

14 days (A) Signup and view all the answers

When the Director prepares a response to the grievance, how will it be communicated to the employee?

In writing, with a copy sent to the Association. (D) Signup and view all the answers

What must be done once the response is prepared by the Director?

It must be entered into the Grievance Tracking System. (C) Signup and view all the answers

What is the timeframe for the AFSCME to appeal after the grievance response in Step Three?

7 days (A) Signup and view all the answers

How will the grievance form be handled after the Division Chief presents it to the employee?

It will be forwarded to the LMU. (B) Signup and view all the answers

Study Notes

Miami-Dade Corrections and Rehabilitation Department Employee Grievance Resolution

Document Purpose: To establish guidelines for handling employee grievances.
Scope: Addresses management, accountability, and resolution of employee grievances.
Coverage: Covers all eligible staff, procedures, and resolves disputes.
Policy Consistency: Does not diminish rights, privileges, or remedies from other relevant laws, rules, agreements, or contracts.
Resolution Approach: All grievances resolved fairly and equitably according to Florida Statutes, Miami Dade County rules, and relevant agreements.

Procedures for Resolving Grievances

Grievance Details: Each grievance must detail facts, rules, regulations, and relevant collective bargaining agreement violations, requested actions, and reasons. Control numbers assigned by the Labor Management Unit (LMU).
Eligible Employees: Covers permanent, probationary, and regular part-time employees (over 20 hours/week for 6 months). Excludes those not covered by collective bargaining agreements, those where their organization declines to process, or who opt for the Career Service procedure.
Exceptions: Grievances aren't applicable to disciplinary action (including written reprimands), performance evaluation appeals, job description appeals, disability determinations, formal and informal counseling, or matters with already existing appeal processes.

Procedure Selection

Options: Employees choose either the MDC Career Service Grievance Procedure or their collective bargaining unit's procedure, documented on the Employee Standard Grievance Form.
Binding Selection: The choice of procedure is binding and cannot be changed.

Disability Complaints and Grievances

PMB Responsibility: The Personnel Management Bureau (PMB) assists qualified individuals with disabilities seeking reasonable accommodation. DSOP 6-028, "Reasonable Accommodations Procedures" details the process.
Employee Rights: Employees who feel discriminated against due to a disability and wish to file a grievance should refer to Procedure Number 426, "ADA Grievances" within the MDC Procedures Manual.

Grievance Tracking System

LMU Responsibility: The LMU handles the automated tracking of all grievances, assigning control numbers and inputting into the database for retrieval. Each facility/bureau supervisor is responsible for timely submission of grievances.
Timely Handling: The grievance resolution process will follow described procedures to allow for timely resolution.

Career Service Grievance Procedure (AO 7-18)

Step 1: Discuss with immediate supervisor within 7 days of the incident or when awareness is possible. Immediate Supervisor will respond within 7 days.
Step 2: If Step 1 unsuccessful, the employee can appeal to the intermediate supervisor within 7 calendar days from the original date. This supervisor responds in writing within 7 days.
Step 3: If unsuccessful, the employee appeals to the Division Chief within 7 days from the prior step's response date. The Division Chief responds in writing.
Step 4: If previous steps aren't successful, the employee can file an appeal with the Director within 7 days. The LMU handles the compilation of the Director's response.
Appeal Process: Employee may appeal if the previous steps haven't resolved the grievance in writing for time-limited processing.

Employee Representation

Role: The LMU supervisor facilitates all grievance-related processes, meetings, and hearings, representing the Department's interests.
Scope: The LMU supervisor also provides a comprehensive overview to the Director to aid in resolution and compliance with laws, rules, regulations, and the Collective Bargaining Agreements.

Monthly Reports

Purpose: These reports provide information about the number of employee grievances. These data-driven reports help monitor the status, type, and affected facilities of the grievances, allowing identification of possible trends. These reports are shared monthly with the labor relations team.

Training

Supervisory Training: MDCR provides training for supervisors related to employee grievances whenever requested by facility supervisors.

Cross References

Documentation: Relevant documents are included identifying various collective negotiating agreements, and policies associated with employee grievance procedures.

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Description

Test your knowledge on the guidelines and procedures for resolving employee grievances within the Miami-Dade Corrections and Rehabilitation Department. This quiz covers management accountability, eligibility, and the resolution processes as outlined by Florida Statutes and Miami-Dade County rules.