Podcast
Questions and Answers
Which types of materials are allowed to be posted on the bulletin boards?
Which types of materials are allowed to be posted on the bulletin boards?
- Personal opinions of Union members
- Postings with abusive language regarding opposition figures
- Information showing support for political candidates
- Material containing informative content for Union members (correct)
Who has the final authority to remove postings from the bulletin boards?
Who has the final authority to remove postings from the bulletin boards?
- Any station member questioning the content
- The employees of the Union
- The Chief of the Fire Department or designated representative (correct)
- An external committee overseeing Union activities
In cases of personnel reduction, which factor determines who is laid off first?
In cases of personnel reduction, which factor determines who is laid off first?
- Length of service in the department
- Seniority, with the least senior person laid off first (correct)
- Tenure with the Fire Department, disregarding seniority
- Performance evaluations and reviews
What happens if an employee fails to respond to notification of an opening within fifteen days?
What happens if an employee fails to respond to notification of an opening within fifteen days?
How is seniority determined among employees from the same graduating class?
How is seniority determined among employees from the same graduating class?
Which of the following statements about hiring after layoffs is incorrect?
Which of the following statements about hiring after layoffs is incorrect?
What types of offenses may lead to immediate suspension or discharge?
What types of offenses may lead to immediate suspension or discharge?
What is the primary purpose of Employee Counseling Records?
What is the primary purpose of Employee Counseling Records?
Which of the following is NOT a form of discipline listed in this agreement?
Which of the following is NOT a form of discipline listed in this agreement?
How soon must an employee receive a copy of any written discipline?
How soon must an employee receive a copy of any written discipline?
What must commanding officers do before initiating disciplinary actions?
What must commanding officers do before initiating disciplinary actions?
In what manner should supervisory copies of Employee Counseling Records be handled?
In what manner should supervisory copies of Employee Counseling Records be handled?
What should happen when an employee reports to a new commanding officer?
What should happen when an employee reports to a new commanding officer?
If an employee disagrees with a written criticism in their file, what are they allowed to do?
If an employee disagrees with a written criticism in their file, what are they allowed to do?
What must occur if an Employee requests a Union representative during a disciplinary meeting?
What must occur if an Employee requests a Union representative during a disciplinary meeting?
How long is the statute of limitations for considering past suspensions when determining appropriate discipline for a new offense?
How long is the statute of limitations for considering past suspensions when determining appropriate discipline for a new offense?
What is the time frame for disciplinary actions that can be considered prior to a new offense?
What is the time frame for disciplinary actions that can be considered prior to a new offense?
In the context of a meeting about disciplinary actions, who is allowed to be present if the Employee requests it?
In the context of a meeting about disciplinary actions, who is allowed to be present if the Employee requests it?
If disciplinary action is initiated by a District Fire Chief, what additional presence is required?
If disciplinary action is initiated by a District Fire Chief, what additional presence is required?
What governs the terms and conditions of Physical Examinations within the Fire Department?
What governs the terms and conditions of Physical Examinations within the Fire Department?
What is the underlying principle of the discipline administered under this agreement?
What is the underlying principle of the discipline administered under this agreement?
Which of the following actions can lead to immediate disciplinary action?
Which of the following actions can lead to immediate disciplinary action?
What happens when an Employee disagrees with a written criticism in their personnel file?
What happens when an Employee disagrees with a written criticism in their personnel file?
Which type of discussion between an Employee and their Commanding Officer is not considered discipline?
Which type of discussion between an Employee and their Commanding Officer is not considered discipline?
How long does the Employee have to receive written notification of disciplinary actions entered into their personnel file?
How long does the Employee have to receive written notification of disciplinary actions entered into their personnel file?
What types of documents are not to be included within Daily Log Books?
What types of documents are not to be included within Daily Log Books?
Who is responsible for maintaining an Employee's official personnel file?
Who is responsible for maintaining an Employee's official personnel file?
What form of discipline is explicitly not addressed as part of the grievance procedure?
What form of discipline is explicitly not addressed as part of the grievance procedure?
What must a Commanding Officer do when an Employee reports to a new Officer?
What must a Commanding Officer do when an Employee reports to a new Officer?
Which of the following disciplinary actions is explicitly mentioned in the agreement?
Which of the following disciplinary actions is explicitly mentioned in the agreement?
Flashcards
Union Bulletin Boards
Union Bulletin Boards
Employers must provide space for Union-related information at each station. Union postings must be relevant and avoid obscene or abusive content and political endorsements.
Bulletin Board Removal
Bulletin Board Removal
The Chief or a representative can remove non-compliant materials from Union bulletin boards.
Personnel Reduction: Layoffs
Personnel Reduction: Layoffs
During layoffs, the most junior employee is laid off first.
Seniority Ties in Layoffs
Seniority Ties in Layoffs
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Time Served in Layoffs
Time Served in Layoffs
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Hiring after Layoffs
Hiring after Layoffs
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Layoff Response Deadline
Layoff Response Deadline
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Employer Discipline Rights
Employer Discipline Rights
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Progressive Discipline
Progressive Discipline
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Informal Conduct Discussions
Informal Conduct Discussions
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Employee Counseling Records
Employee Counseling Records
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Disciplinary Options
Disciplinary Options
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Personnel File Management
Personnel File Management
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Employee Access to Personnel Files
Employee Access to Personnel Files
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Disciplinary Action Notification
Disciplinary Action Notification
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Disciplinary Entry Notification
Disciplinary Entry Notification
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Employee Right to Respond
Employee Right to Respond
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Union Representation in Discipline
Union Representation in Discipline
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Company Officer Presence in Discipline
Company Officer Presence in Discipline
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Suspension Statute of Limitations
Suspension Statute of Limitations
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Other Disciplinary Statute of Limitations
Other Disciplinary Statute of Limitations
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Physical Examination Rules
Physical Examination Rules
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Study Notes
Article 25 - Bulletin Boards
- Employers must provide bulletin board space for Union-related information at each station.
- Union postings must be strictly related to Union business, avoiding obscene or abusive content and political endorsements.
- The Chief of the Fire Department or a designated representative can remove non-compliant materials from bulletin boards.
Article 26 - Personnel Reduction
- During personnel reductions, the employee with the least seniority is laid off first.
- Seniority ties among graduating classmates are determined by the ROIC number.
- Time served with the Tulsa Fire Department is considered paramount in reduction decisions.
- New employees cannot be hired until laid-off employees are notified of openings by registered mail.
- Laid-off employees have 15 days to respond regarding their intent to return; failure to respond signifies resignation.
Article 28 - Discipline and Records
- Employers retain the right to discipline or terminate employees for just cause, subject to grievance procedures.
- Discipline is intended to be progressive and corrective, with serious offenses potentially leading to immediate consequences.
- Commanding officers must engage in private discussions about employee conduct that may lead to discipline; these are not considered formal disciplinary actions.
- Employee Counseling Records may be documented and shared with employees but are maintained privately by supervisors, not in personnel files.
- Discipline is limited to reprimands, suspensions, demotions, and fines.
Personnel Files
- The Human Resources Department holds official personnel files while the Fire Department manages departmental files.
- Employees can view their files during office hours with administrative supervision.
- Employees receive copies of any written disciplinary actions immediately or within 72 hours.
- Notifications of new disciplinary entries must be provided, and such references cannot be included in Daily Log Books.
Right to Respond
- Employees can add their perspectives to written criticisms in their personnel files.
Union Representation
- Employees facing disciplinary discussions have the right to request Union representative presence during meetings.
- Company officers must attend meetings focused on discipline if requested by the employee.
Statute of Limitations
- A 24-month statute applies to considering past suspensions for new offenses; a 12-month statute is set for other disciplinary actions.
- These limits apply if no further violations by the employee occur during these periods.
Article 29 - Physical Examination
- Physical examinations are governed by specific terms and conditions outlined in the Tulsa Fire Department Administrative Operating Procedures Section 619.
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Description
Test your understanding of the regulations regarding union bulletin boards as outlined in Article 25. This quiz covers the provisions about space allocation, acceptable postings, and restrictions related to political content. Ensure you're familiar with these essential guidelines for effective union communication.
