INDEX

INDEX PAGE



Cleanliness of DOCC 1600-1

Dress Code 1600-2

Performance Appraisals 1600-9

Personal Harassment 1600-7

Scent Free Zone 1600-6

Sexual/Personal Harassment 1600-7

Slush Fund 1600-3

Smoking 1600-8

TCE Performance Appraisals 1600-9

TCE Training Documentation 1600-10

Training Documentation 1600-10

Watch Transfers 1600-11



SECTION: 1601

TITLE: CLEANLINESS OF DOCC

SUPERSEDES/RESCINDS:

EFFECTIVE DATE:


The DOCC is manned on a twenty-four (24) hour basis. It is imperative that it be kept clean at all times. The F Division Headquarter's cleaning staff (SMI) are required to clean the DOCC on a daily basis. This is not to say that the individual employees are without a responsibility to keep their own work space in a state of cleanliness.

A. RESPONSIBILITY OF DOCC PERSONNEL



Each member of DOCC will be responsible for keeping their individual work stations in a clean and tidy state. An employee who spills coffee, food, etc at a workstation shall be responsible to have the spill cleaned up. If the employee cannot do the clean up, then it is up to the individual to contact the contractor to arrange a cleanup.



A disinfectant solution has been supplied to be used to clean the telephone handsets, computer keyboards, desks, etc at individual work stations. This disinfectant will kill the bacteria that may be present in our day to day workings.



A cleaning spray has been supplied for the operators to clean the monitor screens on the computers at each workstation.



A fridge has been supplied in the "Down" room. It will be incumbent on each individual staff member to remove any food or articles from the fridge that are no longer required. If the employee causes a spill in the fridge, the employee will clean the spill as soon as possible.



A microwave has been supplied in the "Down" room. It will be incumbent on each employee that uses the microwave to clean it if your use causes a mess due to food exploding or spilling over.



Each Watch will be responsible for a general tiding up/cleaning of the kitchen facilities prior to the new Watch coming on duty. This includes making sure all dishes are washed, fresh coffee is brewed, and the kitchen and Down room left in a neat and tidy condition.

SECTION: 1610

TITLE: DOCC DRESS CODE

SUPERSEDES/RESCINDS:

EFFECTIVE DATE:


This policy establishes the dress code standards for employees of DOCC Saskatchewan.

A. WORK ATTIRE



1. All employees of DOCC Saskatchewan are required to report for duty in civilian attire considered in good taste, style and condition. DOCC employees shall be guided by RCMP Core Values (Selected Definitions): Dress, Cleanliness and Deportment.



2. The following apparel are considered as unsatisfactory for duty and are prohibited:



A. 0700 to 1700 hours, Monday to Thursday



1. Jeans

2. Tank tops

3. Tube tops

4. Tee shirts (unless under a collared shirt) with suggestive wording, profanity, or that would be considered in poor taste.

5. Cut offs

6. Short shorts

7. Strapless dresses (unless a jacket is worn over it)

8. Wind pants

9. Leggings

10. Spandex

11. Sweat pants

12. Muscle shirts

13. Any apparel that has any suggestive wording



B. 1700 to 0700 hours daily, Weekends, Statutory Holidays



1. The same list as A.2.A., however, jeans or sweat pants that are in good taste and condition will be considered as acceptable attire.



C. 0700 to 1700 hours on Friday only



1. The same list as A.2.A. applies, however, jeans that are in good

taste and condition will be allowed for what has become known as "Dress Down" day.

SECTION: 1615

TITLE: DOCC SLUSH FUND

SUPERSEDES/RESCINDS:

EFFECTIVE DATE: 2002-12-02


The following are the rules of the DOCC Slush Fund.

A. COMMITTEE MEMBERS



Chairperson: Denise Lagace

A Watch: Christina Marusiak

B Watch: Rhonda Chalupiak

C Watch: Michelle Anderson

D Watch: Anna Peters

TCE: Presently open



B. COST



The cost is $1.00 per month per Civilian Member or TCE. It is preferable to collect $12.00 up front, however, the monies can be paid monthly. These dues must be paid by the 15th of each month.



Any person that is in arrears will be excluded from the receipt of a gift.



C. BENEFITS



1. ILLNESS



Gifts will be sent to DOCC members who are hospitalized for more than three (3) days or who require major surgery. A $25.00 maximum is allowed for DOCC members.



Get well cards may be sent to others.



2. RETIREMENT



A $40.00 to $50.00 price ranged was discussed. Some suggestions were a pewter RCMP member from the Canteen, a pen with the regimental number on it, or possibly a mug for the men.





SECTION: 1615

TITLE: DOCC SLUSH FUND

SUPERSEDES/RESCINDS:

EFFECTIVE DATE:


3. SYMPATHY

Death in the family, ie: spouses, significant others, parents (DOCC members

only) and children.



Sympathy cards may be sent for in-laws.



A $25.00 maximum to a charity of choice if requested, otherwise flowers.



4. RESIGNATIONS/TRANSFERS



The length of service will be a factor when deciding exactly how much we will spend. A suggestion of $20.00 to $35.00 range.



Gift suggestions: pewter RCMP member, ceramic rose.



5. WEDDINGS/BABIES



It has been decided that this is not a slush fund criteria and DOCC members may wish to take it upon themselves to organize such events if the need arises.



6. CARDS



"Thinking of you" and "sympathy" cards have been purchased from Regal and are located on the filing cabinets in the supply/shredding room.



It was decided that DOCC Saskatchewan will attempt to send cards of "Get Well", "Thinking of You" or "Sympathy" cards to the operational members in the field when the need arises.



It would be appreciated if all operators could contact their watch Slush Fund representative when they hear of the need for a card to be sent.



This category will allow the Slush Funds to be used for the betterment of all of DOCC members.. This category will require a majority vote by the Slush Fund



SECTION: 1615

TITLE: DOCC SLUSH FUND

SUPERSEDES/RESCINDS:

EFFECTIVE DATE:


members to proceed.

When an expenditure from this category is desired, the proposal will be forwarded to one of the Slush Fund Committee members. This would normally be your Watch Slush Fund rep, however, if this person is AOL or otherwise away, then the proposal could be forwarded to the Chairperson, the TCE rep or any of the other Watch reps.



The committee member will then send out an e-mail message "task" to all of the Slush Fund members with a diary date that is suitable. Normally 2 weeks should be a sufficient time to allow all Watches to receive the proposal.



The members of the fund on receiving the "task" will have the option to agree to the proposal or to disagree with the proposal. Their vote will be transmitted back to the sponsor by the checking of the suitable tab on the task message.



On the expiry of the diary date, the proposer will count the votes and the majority of votes sway the proposal (yea or nay).



An e-mail message will be forwarded to all Slush Fund members with the results of the vote.



D. GENERAL



A "Card and Gift Inventory" list folder is attached to the main bulletin board. This will permit us to better keep track of who has received items, cards.

SECTION: 1620

TITLE: SCENT FREE ZONE

SUPERSEDES/RESCINDS:

EFFECTIVE DATE:


This policy establishes that DOCC Saskatchewan is a scent free zone.

A. GENERAL



Perfumes, colognes, and other scented products can cause serious side effects to your fellow co-workers. This is due to the illness of "Multiple Chemical Sensitivity Environmental Illness". This illness can cause minor to severe/migraine headaches, watering of the eyes and it can leave people temporarily paralysed by even a whiff of perfume, etc.



B. POLICY



Signs are posted at the entrance to DOCC advising that it is a "Scent Free" environment.



All employees of DOCC will refrain from the use of perfumes, fragrances, colognes, etc.

SECTION: 1625

TITLE: SEXUAL/PERSONAL HARASSMENT

SUPERSEDES/RESCINDS:

EFFECTIVE DATE:


A. STATEMENT OF COMMITMENT

Every employee has a fundamental right to a workplace free from personal/sexual harassment by the employer, agent of the employer, or by another employee. "F" Division is committed to providing a workplace which demonstrates mutual respect for one another as employees and individuals, and is thereby free from harassment.



Management will treat any complaint of personal/sexual harassment as a serious matter and, where complaints are substantiated, individuals may be subject to appropriate disciplinary measures, up to and including dismissal.



B. PERSONAL HARASSMENT



Harassment is defined as any improper behaviour by a person that is directed at and offensive to any employee, which that person knew or ought reasonably to have known would be unwelcome. It is objectable conduct, comment or display made on either a one-time or continuous basis that demeans, belittles, causes personal humiliation or embarrassment to an employee.



C. SEXUAL HARASSMENT



Sexual harassment may include one or a series of incidents involving unwelcome sexual advances, requests for sexual favours, or other verbal or physical conduct of a sexual nature. Any person who persists in such behaviour which he or she knows or should know is unwelcome may be guilty of sexual harassment.



D. INFORMATION



For the purposes of this policy, the workplace includes the working environment and any place where employment-related responsibilities are conducted.



For further information, contact the Harassment Advisor, RCMP "F" Division at [306] 780-7040, OIC Administration and Personnel Branch at [306] 780-5479, or the DOCC Manager at [306] 780-4568.

SECTION: 1630

TITLE: SMOKING

SUPERSEDES/RESCINDS:

EFFECTIVE DATE:


This policy is to establish a smoke-free environment within the DOCC

A. INTENT:



The Federal Government and the Royal Canadian Mounted Police have decreed that all Federal Government Buildings are smoke-free. This enables the employees to not be bothered by the smoke or the second hand smoke of other employees.



B. SMOKING PROHIBITIONS:



Smoking by employees and visitors will be prohibited from all locations within the confines of the F Division Headquarters complex. This includes all hallways, washrooms, stairwells and the basement parking garage.



C. APPROVED SMOKING AREAS:



The outside areas by the South entrance and by the West entrance are designated as smoking areas.



DOCC staff should refrain from smoking in the main front entrance area of the "F" Division building due to the public image this portrays.



D. SPECIAL ALLOWANCES:



There are no special times allowed for a smoker to be absent from the work place. If they wish to smoke, they must utilize the existing 1 hour lunch break and two 15 minute breaks that are currently available to all employees.

SECTION: 1635

TITLE: TCE PERFORMANCE APPRAISALS

SUPERSEDES/RESCINDS:

EFFECTIVE DATE:


This policy will standardize the means of appraising individual TCEs on their abilities to perform the function of DOCC operators.

A. POLICY



All TCEs shall undergo coaching by a Civilian Member Coach on one of the Watches. This coaching will be started once the TCE has completed their initial classroom training.



The Coach will complete an evaluation on new TCE's on a quarterly basis. This evaluation will be based on the competence that the TCE has shown up to that point in their employment with the RCMP as a DOCC operator.



All evaluations on the TCEs shall be reviewed by the Operations Manager of DOCC.



After the TCEs have completed their 1 year Coaching assistance program, they will have an evaluation done on them by one of the Watch supervisors. The evaluation will be to evaluate the TCE's competence as a DOCC operator. This evaluation will be completed once each year. The TCE's evaluation shall also include a section with the RCMP Core Competencies (the same as found on a C/M's evaluation) completed.



The completed evaluation will be kept on file by the DOCC Ops Commander.



All annual evaluations will be completed by December 31st of each year.



TCE's that have been employed with DOCC prior to the implementation of the current TCE Training/Coaching arrangement currently in place, and once engaged then as a C/M, will:

a. Complete the TCE/Coaches Training Manual Guide as developed by our DOCC coaches;

b. Have a 6 month assessment completed by their respective watch coach;

c. Have their first annual assessment completed by their respective watch Supervisor.

SECTION: 1640

TITLE: TCE TRAINING DOCUMENTATION

SUPERSEDES/RESCINDS:

EFFECTIVE DATE:


This policy establishes the method of documentation when training TCEs.

A. POLICY



Note books and the DOCC Saskatchewan Communicators' Training Guide shall be used by coaches for each TCE that is being trained. Comments will be written in the notebooks after every shift. The comments will be initialled, dated and read by the coach and the TCE.



After each block, the supervisor is to review the comments. The supervisor may add any comments they may have and initial and date same. The DOCC Saskatchewan Communicators's Training Guide will additionally be reviewed and completed on a regular basis by the TCE's coach and at a minimum, at the end of each block.



If any problem arises with the training of the TCE, the coach will ensure that their supervisor, DOCC Ops Commander and the DOCC Commander are appraised of the situation.



The notebooks will be stored in the cupboard in the Supervisor's office over the C & D Watch desk..



B. GENERAL



The TCEs are hired on as a TO 1 and are on six (6) month probation.

SECTION: 1645

TITLE: WATCH TRANSFERS

SUPERSEDES/RESCINDS:

EFFECTIVE DATE:


This policy will standardize the method that C/Ms will use for the requesting of a Watch transfer to one of the other Watches in DOCC Saskatchewan.

A. POLICY



It is recognized that for differing reasons, members of DOCC may well wish for a transfer from one Watch to another Watch.



All requests must follow the chain of command, ie: the member requesting the transfer will approach the Watch Supervisor and request a transfer. It is expected that the Watch Supervisor will wish to ascertain the reasons for the transfer. The reason may be personal advancement, personal reasons, conflicts, or any combination.



If there are two operators that mutually wish to transfer Watches, the transfer will be considered by DOCC management. The request for transfer will be funnelled through the individual Watch Supervisors.



If there are not two operators that mutually wish a transfer, the request will be kept on file. When another operator requests a transfer, the mutual transfer will again be considered by the DOCC management.



Due to transfers, resigning or retirements of operators, an opening may come open on another Watch. A request may be forwarded through the Watch Supervisor to request a transfer to the opening. The matter will be considered by the DOCC management.



Under extenuating conditions, a Civilian Member may approach the DOCC Manager with a request for transfer. The member will be requested to provide details as to why they did not follow the normal course of approaching the Watch Supervisor firstly.



All requests for transfer will be considered on their own merits.