Union Bulletin Boards Policy Quiz

Questions and Answers

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?

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?

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?

It indicates they do not wish to continue employment Signup and view all the answers

How is seniority determined among employees from the same graduating class?

According to the ROIC number Signup and view all the answers

Which of the following statements about hiring after layoffs is incorrect?

New employees can be hired immediately after layoffs Signup and view all the answers

What types of offenses may lead to immediate suspension or discharge?

Deliberate and serious offenses Signup and view all the answers

What is the primary purpose of Employee Counseling Records?

To facilitate private discussions regarding conduct Signup and view all the answers

Which of the following is NOT a form of discipline listed in this agreement?

Training workshop Signup and view all the answers

How soon must an employee receive a copy of any written discipline?

Within seventy-two (72) hours Signup and view all the answers

What must commanding officers do before initiating disciplinary actions?

Discuss potential conduct issues with the employee Signup and view all the answers

In what manner should supervisory copies of Employee Counseling Records be handled?

Kept in private files by the supervisor Signup and view all the answers

What should happen when an employee reports to a new commanding officer?

The previous officer should provide Employee Counseling records. Signup and view all the answers

If an employee disagrees with a written criticism in their file, what are they allowed to do?

Have their views added to the file Signup and view all the answers

What must occur if an Employee requests a Union representative during a disciplinary meeting?

The request must be honored. Signup and view all the answers

How long is the statute of limitations for considering past suspensions when determining appropriate discipline for a new offense?

Twenty-four (24) months Signup and view all the answers

What is the time frame for disciplinary actions that can be considered prior to a new offense?

A statue of limitations of 24 months shall exist for considering past suspensions when considering discipline for a new offense and the statue of limitations for all other disciplinary actions shall be 12 months Signup and view all the answers

In the context of a meeting about disciplinary actions, who is allowed to be present if the Employee requests it?

Both a Company Officer and a Union representative Signup and view all the answers

If disciplinary action is initiated by a District Fire Chief, what additional presence is required?

The Employee’s Company Officer must be present Signup and view all the answers

What governs the terms and conditions of Physical Examinations within the Fire Department?

Administrative Operating Procedures Section 619 Signup and view all the answers

What is the underlying principle of the discipline administered under this agreement?

Discipline should be progressive and corrective. Signup and view all the answers

Which of the following actions can lead to immediate disciplinary action?

Intoxication (drugs or alcohol). Signup and view all the answers

What happens when an Employee disagrees with a written criticism in their personnel file?

Their views can be added to the file. Signup and view all the answers

Which type of discussion between an Employee and their Commanding Officer is not considered discipline?

Private discussions about conduct leading to discipline. Signup and view all the answers

How long does the Employee have to receive written notification of disciplinary actions entered into their personnel file?

Within seventy-two hours. Signup and view all the answers

What types of documents are not to be included within Daily Log Books?

Counseling disciplinary informational references. Signup and view all the answers

Who is responsible for maintaining an Employee's official personnel file?

The Human Resources Department. Signup and view all the answers

What form of discipline is explicitly not addressed as part of the grievance procedure?

Discussions about conduct. Signup and view all the answers

What must a Commanding Officer do when an Employee reports to a new Officer?

Transfer the Employee's Counseling Records. Signup and view all the answers

Which of the following disciplinary actions is explicitly mentioned in the agreement?

Suspensions. Signup and view all the answers

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.