Minor Violations
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Questions and Answers

What is the first step to address minor policy violations at the OPD?

  • Immediate disciplinary action
  • Employee counseling (correct)
  • Written warning without discussion
  • Formal review by the Safety Review Board

Which of the following actions is classified as a minor violation?

  • Inappropriate operation of vehicles
  • Failure to respond on police radio (correct)
  • Improper use of weapons
  • Violating safety protocols in critical situations

What occurs if an employee does not resolve their issue after counseling?

  • They will receive a public reprimand
  • They will be immediately terminated
  • Disciplinary action will be considered (correct)
  • No further action will be taken

Which type of violation relates to neglecting scheduled training?

<p>Failure to Attend Training (C)</p> Signup and view all the answers

What is NOT a focus of Employee Counseling in the OPD?

<p>Implementing immediate punishment (B)</p> Signup and view all the answers

How are minor policy violations generally dealt with according to OPD policy?

<p>With a fair and uniform disciplinary approach (D)</p> Signup and view all the answers

Which of the following is considered a Smoking Policy Violation?

<p>Not adhering to smoking breaks (C)</p> Signup and view all the answers

What is defined as 'Improper Care of Equipment' in OPD policy?

<p>Negligent use of equipment (B)</p> Signup and view all the answers

What is the first step a supervisor should take in addressing a minor violation?

<p>Meet with the employee for counseling. (B)</p> Signup and view all the answers

What type of documentation must be completed for counseling a sworn employee?

<p>Sworn Personnel Supervisor Documentation of Job Performance Interview (OPD Form 13) (D)</p> Signup and view all the answers

What is the penalty for a second minor violation if the first was documented?

<p>One work day suspension (C)</p> Signup and view all the answers

What happens if minor violations reoccur within twelve months?

<p>They will be compounded and considered cumulative. (B)</p> Signup and view all the answers

Which of the following statements about counseling is NOT true?

<p>Counseling can be completely informal with no documentation required. (C)</p> Signup and view all the answers

What should supervisors use to document counseling for non-sworn employees?

<p>City of Omaha HRIS Infor system (B)</p> Signup and view all the answers

What is the potential outcome if counseling fails to rectify the behavior of a non-sworn employee?

<p>Disciplinary actions may become necessary. (B)</p> Signup and view all the answers

Who must be present during counseling for excessive sick leave usage for a non-sworn employee?

<p>A representative from the employee's collective bargaining group (A)</p> Signup and view all the answers

For how long is an OPD Form 13 document retained in a sworn employee's personnel file?

<p>Indefinitely (D)</p> Signup and view all the answers

What is the maximum penalty for a fifth violation after previous disciplinary actions?

<p>Administrative review for further disposition (A)</p> Signup and view all the answers

In the event of a minor violation, what is the significance of the previous counseling documentation?

<p>It provides proof that counseling has occurred. (B)</p> Signup and view all the answers

At which stage of disciplinary action is a written reprimand issued?

<p>First violation only (B)</p> Signup and view all the answers

Which of the following is NOT a factor in determining the severity of discipline for non-sworn employees?

<p>Personal opinion of the supervisor (B)</p> Signup and view all the answers

What happens if a supervisor decides to counsel an employee rather than impose discipline?

<p>The supervisor must document the counseling thoroughly. (D)</p> Signup and view all the answers

Flashcards

Employee Counseling

A non-punitive action where a supervisor discusses a work issue with an employee and records the conversation.

Failure to Attend Training

Failing to attend scheduled training sessions like qualification shoots or in-service training.

Improper Care of Equipment

Using equipment in a way that's not aligned with OPD rules or manufacturer guidelines. This does not include incidents involving vehicle operation, weapon use, or other serious matters.

No Answer

Failing to respond to a radio call from dispatch without a valid reason, leading to a 'Failure to Answer' form.

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Radio Communication Violation

Minor violations in police radio communication, like incorrect officer designation, wrong codes, or failing to respond to 'on call'.

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Smoking Policy Violations

Breaking the OPD's smoking policy.

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Tardiness

Arriving late to work, duty assignments, or court without a valid excuse.

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Uniform/Grooming Violations

Not complying with OPD rules regarding grooming, uniforms, or civilian attire.

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Violation of Correspondence Procedures

Failing to accurately complete a report or citation, distribute and/or properly handled required correspondence (e.g., Sick/Family Sick/FMLA Leave Report Form, warrants, Incident Reports, Citations).

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Sworn Employee Counseling

A non-punitive process where a supervisor discusses a work performance issue with an employee. It's documented on OPD Form 13.

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Counseling Requirement Before Discipline

An employee cannot be disciplined for a minor offense without first being counseled on OPD Form 13 within the past 12 months.

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Graduated Discipline

The process of addressing minor violations with progressively harsher penalties for repeated offenses. Starts with a verbal warning, then moves to a written reprimand, and can escalate to a suspension or administrative review.

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Written Reprimand

A written warning documenting specific violations with the goal of improvement.

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One-Day Suspension

A period of unpaid leave lasting one workday as a consequence of repeated minor violations.

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Administrative Review

A formal review of an employee's performance and conduct, typically conducted after multiple disciplinary actions.

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Non-Sworn Employee Policies

Non-sworn OPD employees, like civilian staff, are subject to City of Omaha policies as well as OPD procedures.

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Non-Sworn Employee Counseling

A supervisor discusses a work performance issue with a non-sworn employee, documenting it using the City of Omaha HRIS Infor system. A representative from the employee's union must be present if the employee is part of Local 251.

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Counseling Documentation

The process of documenting counseling or disciplinary actions in the City of Omaha's HRIS Infor system, which is accessed through the Dotcomm OKTA My Apps page.

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Counseling Accuracy and Transparency

The supervisor should state the issues and the employee's response clearly and accurately, avoiding opinions unless supported by facts.

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Effective Employee Counseling

Counseling should be specific, focused on improving performance, and should lead to concrete solutions.

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Attaching Prior Counseling

Supervisors must attach previous counseling documents to any new disciplinary action, providing a record of past issues.

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Disciplinary Action For Non-Sworn Employees

Non-sworn employees are disciplined according to OPD's “Professional Oversight – Disciplinary Action” policy, HR Policy 37, and relevant collective bargaining agreements.

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Study Notes

Omaha Police Department Policy on Minor Violations

  • The Omaha Police Department (OPD) aims for fair and consistent disciplinary action for minor policy violations.
  • Counseling is mandatory before any disciplinary action for minor violations.
  • Disciplinary actions are based on collective bargaining agreements, OPD Policies and Procedures Manual (PPM), City executive orders, HR policies, and the Omaha Municipal Code.
  • Minor violations include failure to attend training, tardiness, improper equipment care, radio communication errors, uniform violations, smoking policy violations, and incorrect correspondence handling.

Employee Counseling

  • Employee counseling is a non-disciplinary supervisor-employee discussion documented by the supervisor using OPD Form 13.
  • Supervisors must document counseling sessions to comply with policy.

Sworn Employee Disciplinary Procedures

  • A sworn employee may not be disciplined for a minor violation within 12 months without prior written counseling (OPD Form 13).
  • A written reprimand is the initial disciplinary action.
  • Further disciplinary action includes suspensions (1, 3, 5 work days) followed by an administrative review for any additional violations within 12 months.
  • Bureau commanders have authority to approve variations in disciplinary procedures.

Non-Sworn Employee Disciplinary Procedures

  • Non-sworn employees are subject to City of Omaha Mayoral Executive Orders, HR policies and OPD policies.
  • Employee counseling for non-sworn employees follows City HR Procedure #10-00 (Employee Counseling Documentation).
  • The HRIS Infor system is used to document counseling.
  • Employee collective bargaining agreements (CBAs) may supersede some OPD disciplinary procedures.
  • For Local 251 employees, written counseling is required within 12 months.

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Description

This quiz covers the Omaha Police Department's policies regarding minor violations and the related disciplinary procedures. It emphasizes the importance of counseling prior to disciplinary actions and outlines specific minor violations. Additionally, it addresses documentation and compliance procedures required for supervisors.

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