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Questions and Answers
What types of disciplinary measures may be taken by Spring Fire Department?
What types of disciplinary measures may be taken by Spring Fire Department?
- Coaching, counseling, and improvement plans
- Verbal warnings, written warnings, and suspension
- Suspension, termination, and performance reviews
- Verbal warnings, written warnings, and immediate termination (correct)
Who is considered a 'Manager' according to the policy?
Who is considered a 'Manager' according to the policy?
- The Director or Chief only
- Any employee in a leadership position
- Direct Supervisor, Lieutenant or Captain (correct)
- All Senior Staff members
What does the discipline policy indicate about the employment relationship?
What does the discipline policy indicate about the employment relationship?
- It alters the at-will employment relationship
- It does not limit or alter the at-will employment relationship (correct)
- It establishes a contractual right to discipline
- It guarantees job security for all employees
What is one of the factors that may influence the level of disciplinary intervention?
What is one of the factors that may influence the level of disciplinary intervention?
Who is responsible for reviewing the Discipline and Corrective Action Policy?
Who is responsible for reviewing the Discipline and Corrective Action Policy?
What is emphasized as a key action the manager must take during a verbal warning meeting?
What is emphasized as a key action the manager must take during a verbal warning meeting?
Who qualifies as a 'Member' under this policy?
Who qualifies as a 'Member' under this policy?
Which of the following is NOT a potential disciplinary action mentioned in the policy?
Which of the following is NOT a potential disciplinary action mentioned in the policy?
What is the purpose of the written documentation prepared by the member’s direct supervisor?
What is the purpose of the written documentation prepared by the member’s direct supervisor?
What action may be taken if a member fails to correct performance or conduct issues after a verbal warning?
What action may be taken if a member fails to correct performance or conduct issues after a verbal warning?
What is required for a manager to impose a suspension on a member?
What is required for a manager to impose a suspension on a member?
Under what conditions can a manager impose an unpaid suspension on an exempt employee?
Under what conditions can a manager impose an unpaid suspension on an exempt employee?
What must be issued by the manager within five business days if a written warning is provided?
What must be issued by the manager within five business days if a written warning is provided?
What warning may be included in the written warning regarding future conduct?
What warning may be included in the written warning regarding future conduct?
Which of the following is NOT a reason for imposing suspension on a non-exempt employee?
Which of the following is NOT a reason for imposing suspension on a non-exempt employee?
How must suspensions be imposed for serious misconduct?
How must suspensions be imposed for serious misconduct?
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Study Notes
Spring Fire Department Disciplinary Policy
- Spring Fire Department (SFD) may use verbal warnings, written warnings, suspensions, or termination as disciplinary measures.
- SFD retains sole discretion on disciplinary measures.
- SFD's discipline policy does not alter at-will employment relationships.
Levels of Disciplinary Intervention
- Disciplinary intervention can vary depending on the situation.
- Factors that may be considered:
- Repetition of offenses despite coaching, counseling, or training.
- Existing work record.
- Impact of the behavior on SFD.
Disciplinary Actions
-
Verbal Warning:
- Manager meets with member to discuss performance, conduct, or attendance issues.
- Manager outlines expectations and corrective actions needed.
- Manager prepares a signed written documentation within 5 business days.
-
Written Warning:
- If verbal warning is ineffective, a written warning may be issued.
- Manager reviews any additional incidents and outlines consequences of continued non-compliance.
- Manager issues a formal Performance Improvement Plan (PIP) or Disciplinary Action Notice (DAN).
- Warning may include the possibility of termination if corrective action is not taken.
-
Suspension:
- Exempt Employees (not entitled to overtime): Manager may impose an unpaid suspension for safety rule violations, conduct rule violations (sexual harassment, violence, drug/alcohol use), or state/federal law violation.
- Non-Exempt Employees (entitled to overtime): Manager may suspend for the same reasons as exempt employees, along with performance issues.
- Suspensions must be in full-day increments.
Responsibilities
- Executive Board: Responsible for reviewing and ensuring the accuracy of the disciplinary policy.
- Manager: Direct supervisor (Lieutenant or Captain).
- Human Resources Department: Approves suspensions for all employees.
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