Workplace Violence and Disciplinary Actions Quiz

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Questions and Answers

According to the text, who is recognized as the exclusive collective bargaining agent for all full-time uniformed employees of the District?

Supervisors above the rank of 'Captain'

Confidential employees

The Union (correct)

Non-uniformed employees

According to the text, which employees are excluded from the Union's recognition as the exclusive bargaining agent?

Supervisors above the rank of 'Captain' (correct)

Confidential employees

Non-uniformed employees

All of the above

According to the text, what categories are protected from unlawful discrimination in hiring, compensation, and terms or conditions of employment?

Race, color, religion, sex, national origin

Honorably discharged veteran status, marital/parental status

Physical, mental, or sensory handicap, creed, sexual orientation, age

All of the above (correct)

Which of the following is considered a minor violation of safety practices and regulations?

Failure to observe safety practices and regulations Signup and view all the answers

Which of the following is a major violation of meeting contractual obligations?

Failure to meet JA.T.C. requirements Signup and view all the answers

Which of the following is a violation related to harassment?

Making false statements against management Signup and view all the answers

Which of the following is a performance deficiency?

Being negligent in the operation or maintenance of a Department vehicle Signup and view all the answers

According to the text, what is the purpose of the progressive discipline system employed by the District?

To determine the appropriate level of discipline for each incident Signup and view all the answers

According to the text, which of the following behaviors may result in the District proceeding directly to discharge without following the progressive discipline steps?

Fighting Signup and view all the answers

According to the text, when does the 45-day investigation period begin?

At the end of criminal proceedings Signup and view all the answers

According to the text, who has the right to inspect the full contents of an employee's personnel file?

The employee and their union representative Signup and view all the answers

According to the text, who is responsible for bearing the expense of expert witnesses in the arbitration hearing?

Each party Signup and view all the answers

According to the text, what happens if the grieving party fails to respond within the established time limits?

The grievance is resolved based on the District's last response Signup and view all the answers

According to the text, what is the purpose of the grievance procedure?

To be the sole and exclusive remedy for alleged violations of the Agreement Signup and view all the answers

According to the text, which of the following is a management right of the District?

To recruit, hire, promote, transfer, assign, retain employees and select and modify testing criteria, content and procedures. Signup and view all the answers

According to the text, which of the following is a situation where the District may suspend working conditions under the Agreement?

During a declared emergency. Signup and view all the answers

According to the text, which of the following is NOT a right reserved to management?

To lay off employees for lack of work, funds or other legitimate reasons. Signup and view all the answers

According to the text, what is the purpose of Section 3.5?

To protect the rights of the District. Signup and view all the answers

According to the North Whatcom Fire & Rescue and IAFF Local 106-North Whatcom 2023-2025 CBA, when must a grievance be initiated under the grievance procedure?

Within 20 business days of the alleged violation Signup and view all the answers

Who is responsible for reviewing the grievance and rendering a written decision at Step 1 of the grievance process?

The District Fire Chief Signup and view all the answers

What is the next step if the grievance is not resolved at Step 2 of the grievance process?

Mediation by the Public Employment Relations Commission Signup and view all the answers

What is the authority of the arbitrator in the grievance process?

To interpret existing provisions of the agreement Signup and view all the answers

According to the North Whatcom Fire & Rescue and IAFF Local 106-North Whatcom 2023-2025 CBA, what is the consequence for a minor offense of insubordination (non-emergency) on the first offense?

Oral reprimand Signup and view all the answers

According to the North Whatcom Fire & Rescue and IAFF Local 106-North Whatcom 2023-2025 CBA, what is the consequence for a major offense of insubordination (emergency) on the second offense?

48 hours suspension up to demotion Signup and view all the answers

According to the North Whatcom Fire & Rescue and IAFF Local 106-North Whatcom 2023-2025 CBA, what is the consequence for a minor offense of false statements (misrepresentation, deceit, concealment) on the third offense?

Minimum 24 hours suspension up to demotion Signup and view all the answers

According to the North Whatcom Fire & Rescue and IAFF Local 106-North Whatcom 2023-2025 CBA, what is the consequence for a major offense of theft on the second offense?

48 hours suspension to discharge Signup and view all the answers

Study Notes

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

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Description

Quiz: Workplace Violence and Disciplinary Actions Test your knowledge on workplace violence and the corresponding disciplinary actions. This quiz covers topics such as threatening behavior, physical assault, bringing weapons onto premises, and the range of disciplinary measures from written reprimands to discharge. Sharpen your understanding of workplace safety and disciplinary protocols.