Workplace Violence and Disciplinary Actions Quiz

Collective Bargaining

• The International Association of Fire Fighters (IAFF) Local 106-North Whatcom is the exclusive collective bargaining agent for all full-time uniformed employees of the District.
• Employees excluded from this representation include: part-time employees, reserve employees, and management-level employees.

Discrimination

• The District prohibits unlawful discrimination in hiring, compensation, and terms or conditions of employment based on: race, religion, national origin, sex, marital status, age, sexual orientation, disability, or veteran status.

Violations

• Minor Violations of Safety Practices and Regulations: Minor violations of safety practices and regulations can include, but are not limited to, failure to properly wear safety equipment.
• Major Violations of Contractual Obligations: Major violations of contractual obligations can include, but are not limited to, failure to follow established procedures related to call response and procedures for personnel deployment.
• Harassment: Harassment is a serious violation and can include, but is not limited to, unwelcome sexual advances, requests for sexual favors, and other verbal or physical harassment of a sexual nature.
• Performance Deficiency: Performance deficiencies can include, but are not limited to, neglecting assigned duties or failing to maintain required levels of knowledge, skills, or abilities.

Progressive Discipline System

• The progressive discipline system is intended to correct employee behavior and improve performance.
• The District may proceed directly to discharge without following the progressive discipline steps in cases of serious misconduct such as: insubordination, theft, fraud, fighting, assault, intoxication, or possession of prohibited items while on duty.

Grievance Procedure

• The 45-day investigation period for grievances begins when the employee files the grievance.
• Only the employee's immediate supervisor and/or the Chief or their designee have the right to inspect the full contents of the employee's personnel file.
• The District is responsible for bearing the expense of expert witnesses in the arbitration hearing.
• If the grieving party fails to respond within the time limits established in the grievance procedure, the grievance is considered abandoned.
• The purpose of the grievance procedure is to resolve disputes between the District and its employees in a fair and timely manner.

Management Rights

• The District has the right to: manage and direct its workforce, determine the number and type of employees it needs, select, hire, promote, discipline, and discharge employees.
• The District may suspend working conditions under the Agreement for reasons such as: a natural disaster, a strike, or an act of war.
• Management rights reserved to the District do NOT include the right to violate any provision of the Agreement.

Section 3.5

• Section 3.5 of the agreement addresses a variety of topics regarding: seniority, shift assignments, vacations, leave, overtime, and scheduling.

Grievance Initiation

• A grievance must be initiated within 15 days of the event or occurrence prompting the grievance.

Grievance Process

• Step 1: The employee must file a grievance with their immediate supervisor. The supervisor reviews the grievance and renders a written decision.
• Step 2: If the grievance is not resolved at Step 1, the employee may appeal the decision to the Chief or his designee.
• Step 3 (Arbitration): If the grievance is not resolved at Step 2, the employee can file for arbitration. The arbitrator's decision, in accordance with applicable law, is final and binding on both parties.

Disciplinary Consequences

• Insubordination (non-emergency, first offense): Oral reprimand
• Insubordination (emergency, second offense): Suspension for three (3) days
• False Statements (misrepresentation, deceit, concealment, third offense): Discharge
• Theft (second offense): Discharge