10.3 Flashcards by Yay Brasil

T/F

Veterans’ Preference will be awarded to any veteran, widow or widower of a veteran, or spouse of a 100 percent disabled veteran who achieves a passing score on an entrance examination

True

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Employees (shall/may) be eligible to receive credit for out-of-class experience in meeting the minimum qualifications for a civil service examination.

T/F: the Department can deny the out of class experience request/justification.

Shall

True

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T/F

Employees have a right to appeal the Department’s denial of a request to use out-of-class experience for meeting minimum qualifications in an examination with SPB, Appeals Division

True

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Employees with promotional list eligibility (may/may not) request to have eligibility transferred to another promotional list of a different department

May, presuming no other restrictions prohibit the transfer, such as a transfer restriction placed on one of the lists involved and the eligibility lists involved must have been established as a result of an examination that was the same or substantially similar in complexity and subject matter

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Requests for rescheduled or deferred examinations should be submitted in writing to HRS, Examination Services:

If not possible, requests shall be submitted no later than (#) (business/working/calendar) days following the date of the regularly scheduled examination.

prior to the regularly scheduled examination date whenever possible.

30 Calendar days

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Requests for a deferred examination may be approved due to any of the 4 following reasons:

a candidate’s sincerely held religious belief,

military obligation or military leave,

official departmental assignment which cannot be changed,

or to rectify a departmental error or change made to the examination scheduled

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T/F

Under no circumstances shall a telephone interview be used in lieu of a deferred examination.

False, The SPB Selection Manual, Section 5545, allows for a telephone interview when it’s in the best interest of the department and certain criteria can be met…

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Participation as a consultant, subject matter expert, QAP chairperson, or SSR in the examination process shall not be:

for:

revealed to anyone beyond necessary clearances

the working time involved or until legally acceptable to do so

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Persons involved in the examinations process shall not discuss any aspect of an examination until:

final examination results are released.

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T/F

It is a violation of law for any person in any form cheat, or help another person cheat on any promotional exam.

True, a Misd

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T/F

It is the proctor’s responsibility to ensure that test materials are not confiscated/stolen, photocopied, or notes regarding tests are not made by competitors or other individuals who may be exposed to these materials

True. Shall ensure

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A: ___ ___ ___________ ________ _________, shall be signed by all persons involved in any aspect of an examination, including persons who issue proficiency certificates (resulting from a non-civil service examination/test) for the Department.

This form shall be maintained by HRS for:

CHP 151, Examination Security Agreement

The CHP 151 shall be maintained for two years, or until no longer necessary

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Requests to abolish a departmental employment list require the approval of:

the Commissioner.

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To fill non-uniformed position, the following the following 4 items must be submitted thru channels to:

The appropriate commissioner:
CHP 127, request for position action

CHP 129, duty statement

Organizational chart, if position is new, has moved, or reclassified, a proposed organizational chart

Proposed job opportunity Comm-net

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The CHP 127 shall be submitted through channels via:

With:

As a:

via electronic mail

The appropriate signatures

Scanned PDF

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The CHP 129 (duty statement) shall be submitted with the CHP 127 package through channels via:

With:

As a:

Email,

a proposed duty statement if the duties have changed

as an Adobe Acrobat PDF file

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The organizational chart shall be submitted with the CHP 127 package through channels via:

With:

As a:

Email,

Commanders signature and date

Scanned PDF file

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The proposed job opportunity comm-net shall be submitted with the CHP 127 package through channels via:

As a:

As a word document

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A CHP 127 package may be submitted via e-mail up to, but not exceeding, (time frame) in advance of an anticipated position vacancy:

A) 90 business days
B) 90 calendar days
C) 90 days
D) 90 working days

C) 90 days

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The earliest date a position may be filled, unless otherwise approved by the appropriate assistant commissioner, is:

(1) The effective date as approved by CH; and/or

(2) The expiration of the prior employee’s accumulated leave credits

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_____________ ______ __________ have delegated authority to approve the filling of Public Safety Operator/Dispatcher (PSO/PSD) positions

Communications Center commanders

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The CHP 127s requesting refill of dispatch ___________ _________ require the appropriate Commissioner’s approval.

supervisory positions

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The appropriate Commissioner’s approval is required when refilling any vacant position other than ___ or ___, and for all requests to (4):

PSO or PSD

reclassify,
transfer,
overlap,
or fill a newly budgeted position

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All nonuniformed CHP 127 packages from offices reporting to the Commissioner must be e-mailed to the: ___________ ____________ in the Commissioner’s office.

administrative lieutenant

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All nonuniformed CHP 127 packages from commands reporting to Assistant Commissioner, Field, or staff must be e-mailed to: Or: Respectively

CHP-ACF_CHP127 CHP-ACS_CHP127

If approved, the appropriate Commissioner will e-mail the CHP 127 to ____________ ___ _________ for final review and approval

Classification and Hiring

Upon receipt of the necessary approval(s) to fill a position, the following procedures shall be followed:

-Shall contact HR analyst to determine if clearance of a reemployment list, State Restriction of Appointments, and/or surplus employees is required -Commands shall refer to the respective bargaining unit contract and General Order 10.6 -Commands shall refer to the respective bargaining unit contract and General Order (GO) 10.6 Many more steps follow

Commands shall advertise vacancies for a minimum of: A) 10 working days B) 15 calendar days C) 10 business days D) 15 business days

10 working days

The advertisement is valid for (time frame) from the posted date. A) 120 business days B) 90 calendar days C) 120 days D) 90 working days

120 days

In all cases, if a conditional offer of employment has not been made within the specified time frame then:

the vacant position shall be re-advertised

All STD 678s must be: on the front side of the application.

date stamped with the date received

T/F Remove the Equal Employment Opportunity questionnaire and place it in a confidential destruct container. This page is only to be included with the application if the applicant is applying for an examination

True

Once an applicant pool has been determined, commands (shall/should) conduct preemployment interviews

Should

Once an applicant has been selected, commands need not verify that the selected applicant is eligible for appointment/transfer/promotion as the application process suffices.

False, shall verify by contacting their CH analyst.

T/F An applicant investigation, including fingerprints, shall be conducted once a conditional offer of employment has been made.

False, prior to a conditional offering being made

Upon successful completion of the applicant investigation, the applicant selected (shall/should) be given a conditional offer of employment

Shall

T/F After the medical approvals are received, commands shall complete a CHP 128, Request for Personnel Action, and forward to CH for final approval thru their appropriate division.

True

T/F Newly appointed nonuniformed employees may elect to attend an orientation, during which time they shall be provided with information regarding the Department’s mission, policies and procedures, working conditions and regulations, and employee rights and responsibilities

False, shall attend

All dispatcher applicant investigation packages shall be sent directly to: for review before they are filed with Personnel File Services

Administrative Services Division, Cadet Hiring Unit

T/F When filling an open PSO/PSD position, the command need not submit a CHP 128 shall be submitted to Division for approval and forwarded to CH.

False, CHP 128 shall be submitted

T/F Commanders may hire outside of scheduled training dates and assign employees directly to the Communications Center only when justified by critical need and approved by the appropriate Division chief. Employees hired under such conditions shall then be scheduled for, and must attend, the next available Phase I training class.

True True

Commanders (shall/should) ensure that a copy of the reporting instructions is provided to each new employee as soon as:

Shall a conditional offer of employment has been made.

T/F Alternate job placement is considered a reasonable accommodation under the ADA.

True

T/F Reemployment is a method to assist terminated (laid off) or demoted (voluntarily to avoid lay off) employees in returning to their former classification.

True

T/F The only distinction is that an employee on an SROA list may be notified by departments filling a vacancy, whereas employees with surplus status need to seek out and apply for vacancies in classifications they feel qualified for and are eligible to transfer to.

True

Eligibles on an open certification list may decline up to (#) job inquiries before their name is removed from the lis

A Limited Examination and Appointment Program (LEAP) referral list consists of eligibles whose disability meets LEAP standards; these eligibles (shall/should/may) be considered when filling vacancies as an alternative to the traditional civil service examination and appointment process.

Should

A Training and Development (T&D) assignment is a _________, __________ assignment for up to (#) years for the purpose of training

voluntary, temporary assignment 2 years

A Limited Term (LT) appointment is an appointment authorized for up to (time frame) with an additional (time frame) extension. An applicant shall be: No _____ _______ __________rights are obtained from an LT appointment

one year/one-year reachable on a certification list, or be eligible to transfer, demote, or reinstate into the classification. civil service employment

When a command anticipates a vacancy or potential vacancy, the following steps shall be taken to consider EEO hiring options:

(1) Consider a LEAP hire. (2) Consider permissive reinstatement requests. (3) Consider utilizing a Training & Development assignment (4) Consider accepting transfers between classification series when the salaries are substantially the same (5) Consider temporarily downgrading the position.

A CHP 440A, Applicant Flow Data Chart (refer to Annex D), (shall/should) be completed to note ethnicity and gender, as well as any disability among the applicant group considered for appointment. The information noted on the CHP 440A is to be acquired through ______ __________ during the interview process.

Shall visual observation

T/F The CHP 440A shall be completed in all cases where vacant positions are advertised, including initial appointment, promotion, voluntary demotion, different prior classification, departmental and outside agency transfers (including CHP 220), SROA/Surplus, T&D assignment, reinstatement, LEAP, and Post and Bid.

True

CHP 440A does not need to be completed for Bargaining Unit (#) positions filled via transfers during open filing periods; however, when a position for this BU is advertised outside the open filing period, a CHP 440A (shall/should) be completed.

7 Shall

If CHP 440a EEO request is determined not to meet the minimum employment requirements as determined by: Then the request (shall/should) be denied and the documents returned to the originating office.

Division commander Should

Clearance of General Reemployment Lists. The Department must hire one of the top (#) names on the list. T/F If there are less than the required number of names, the Department can add names from the next list (for example, SROA or a promotional list)

3 True

Clearing an SROA list is required whenever a vacancy will be filled through any of the following(4):

(1) Hire from an open certification list. (2) Permissive reinstatement. (3) State employee from outside the Department. (4) Hire from a promotional certification list (does not include promotions in place).

The SROA/surplus is not a consideration when a position is filled by a departmental employee through any of the following (4):

(1) Transfers (same or different classifications). (2) Voluntary demotions. (3) T&D assignments. (4) Promotions in place (must meet CalHR criteria).

All eligibles on the general reemployment and SROA certification lists (shall/should) be contacted to determine interest in the position.

Shall

T/F Because eligibles on the SROA certification lists are ranked, hiring interviews need not be conducted for eligibles on the SROA certification lists who are interested in the position, for any surplus employees who respond to the VPOS

False, they are not ranked, therefore hiring interviews must be conducted for all eligibles on the SROA certification lists who are interested in the position and for all surplus employees who respond to the VPOS

If the applicant is an identified surplus employee, the command may:

(a) Hire the applicant; or | (b) Obtain an exemption to bypass the applicant

T/F An SROA/surplus employee need not be considered if the employee's performance was documented as less than satisfactory in the employee’s current classification,

True

___ __ must approve any exemptions to bypass SROA/surplus employees who respond as being interested prior to:

CalHR a conditional offer of employment being made to a non-SROA/surplus applicant.

A (form) is used by (the command/CH/appropriate division) to contact eligibles on a certification list to determine interest in the position.

STD. 628 Employment Inquiry CH

The STD. 628 is valid for (#) days from the contact date. If a conditional offer of employment has not been made in that time frame then:

120 days the eligibles shall be recontacted.

T/F If the need to fill the position is urgent, commands may contact eligibles verbally, by telephone or by e-mail in lieu of sending the STD. 628.

True

Verbal or telephone contacts may be used to determine interest in the position, a (form), Confirmation Notice Regarding Eligibility For Appointment, (shall/should) be sent to each eligible contacted to confirm the response

CHP 451 Shall

When establishing the date by which an eligible’s reply must be returned, the following minimum time frames shall apply: (1) Verbal/Telephone: (2) Mail: (3) E-mail:

(1) Verbal/Telephone: Two business days response time following the initial contact. (2) Mail: Six business days after the date the notice is sent. (3) E-mail: Six business days after the date the notice is sent.

Prior to the interview of a non- CHP applicant, the following documents need to be completed by the applicant (2):

(1) CHP 101, Appropriate Use of Automated Information & Systems Statement. (2) CHP 420, Applicant Drug History Questionnaire - Nonuniformed

An applicant who discloses illegal drug use or illegal use of prescribed drugs within a (time) period of submitting an employment application shall be disqualified from employment consideration

two-year

any illegal use of hard drugs such as heroin, cocaine, or methamphetamines, within a (time) period of submitting an employment application, should be viewed as a significant concern in assessing an applicant’s suitability for hire

five-year

T/F Inquiries regarding duration and frequency of drug use is prohibited prior to the applicant investigation. Therefore, information concerning an applicant's last drug use may not be legally obtained by the command prior to the applicant investigation.

True False, Information concerning an applicant's LAST drug use, however, may legally be obtained by the command prior to the applicant investigation.

The California Fair Employment and Housing Act prohibits any inquiry that is not: ___ _______, either verbal or through the use of an application form, which directly or indirectly:

job-related limits a person's employment opportunities

Consistent with federal discrimination regulations and state laws, departmental policy prohibits preemployment inquiries regarding:

disabilities

Fair Employment and Housing Commission guidelines prohibit persons who actually hire or make a recommendation to hire from having an applicant's ______ ______________ available at the time of an employment interview

ethnic identification

Departmental policy prohibits questions regarding _____ affiliation during the preemployment interview

union

T/F Labor Code Section 432.7 prohibits asking an applicant for employment to disclose information concerning an arrest which did not result in a conviction. It also prohibits employers from obtaining such information from any source or utilizing it in a determination for hiring the applicant unless an arrest for which a trial is pending is involved

True True

This Labor Code Section does not apply to persons seeking employment as _____ _______ or other positions with: Questions regarding __________ are permitted for any applicant.

peace officers access to criminal offender record information. convictions

The maintenance of all records of employment practices shall be maintained for a (time) period of time. This time period is from the:

two-year initial creation of receipt of these records.

A conditional offer of employment is a: provided the individual:

hiring commitment made to an applicant successfully completes the medical screening.

The CHP 437 informs the prospective employee that employment with the CHP is contingent upon: and for the PSD classification:

the successful clearance of the applicant’s medical (including a urinalysis, if applicable) psychological screening

Commands shall complete Form SSA-1945 using the employer name: and employer ID#: when completing the form. The original form shall be attached to:

California Highway Patrol ID# 5000 the CHP 128

An approved STD. 910, Essential Functions Health Questionnaire is required for:

(1) Initial appointment to all classifications not listed in paragraphs 11.c.(1) and 11.c. below, essentially non laborious positions. (2) Any change in classification. (3) Any change of duties in the current position. (4) Any change in command.

An approved___ ___ (four-page form) and ___ ____, Authorization to Release Medical Information, are required prior to appointment for all classifications listed in paragraphs 11.c.(1) and 11.c.(2) below, essentially non sensitive laborious positions. If a sensitive position, a _____ _____ is also required

STD. 610, Health Questionnaire (With Physician’s Report) CHP 446D Drug test

An approved STD. 610 is valid for (time period) following the date of the medical examination. Should the appointment be delayed beyond the designated time period, the Department may: This will extend the validity of the of the STD 610 by

90 days permit the candidate to certify in writing that there has been no change in medical condition since the date of the examination. 90 days for a one time basis

The Department will pay the fees for a medical examination and an additional examination, such as a drug test; however, fees in excess of the amounts below, or fees for examinations not duly authorized by the Department, are at the expense of the applicant:

(1) Medical Examination: $70.15 (2) Urinalysis: $20.00 (3) Audiogram: $42.86

The CHP Hiring Committee reviews, for all: cases involving applicants who are being considered for employment with the CHP but have: with or without:

departmental open examinations, specific medical limitations which may prevent them from performing all the essential functions for the position reasonable accommodation.

The STD. 910 should be sent at least (time period) prior to the proposed appointment date to allow sufficient time for ________ __ ______ to review and approval.

one week C and H

T/F An Limited Term appointment may be terminated at any time by either the employee or the appointing power

True

T/F An appointment made from an LT certification list or by lateral transfer guarantees a permanent appointment at the termination or expiration of the LT appointment

False, does not guarantee

If a certification list is abolished prior to a permanent appointment for a LT employee, the employee must:

participate in a new examination.

For an LT appointment to become permanent, the individual hired into the position shall be: or have had:

reachable on the permanent certification list permanent status in a classification that is transferable

Retired annuitants may be appointed for the following: For a maximum of (#) hours per year

(1) To cover emergency-related work. (2) To conduct a special project of limited duration. (3) To cover ongoing workload. (4) To cover a position that has remained vacant for an extended period of time. 960 hours

A retired person shall not be eligible for employment as a retired annuitant for a period of (#) (business/calendar) days after the date of retirement unless the appointment is necessary to fill:

180 calendar days a critically needed function.

T/F A conditional offer of employment shall not be made to retired annuitant applicants prior to receiving CalPERS' approval and clearance.

True

Employment as a retired annuitant is not allowed if the applicant is younger than the normal retirement age unless:

(1) There is no verbal or written agreement to return to work as a retired annuitant between the employee and the employer before the employee retired. (2) There is a bona fide break in service of 60 days between the employee’s retirement date and the date employment as a retired annuitant will begin.

T/F Retired annuitants shall be appointed to a nonuniformed classification in which the person had permanent or probationary status at the time of retirement or in another classification to which the employee could have permanently transferred, reinstated, or demoted at the time of retirement.

True

T/F Retired annuitants shall be compensated only for actual time worked But are eligible to earn benefits of any kind; for example, sick leave, vacation, holiday pay, personal holiday, or retirement credits.

True False, shall not earn

The CHP 127 for a retired annuitant shall contain the following information (3):

(1) Purpose of the hire and justification; for example, the position is for a limited time and requires specific expertise. (2) Skills provided by the retired annuitant. (3) Expected beginning and ending dates, and estimated cost of appointment.

Retired annuitants have the following exclusions (3):

(1) shall not be loaned to other agencies or departments. (2) Retired employees who will be providing testimony will not be hired as retired annuitants, but through the use of personal services contracts. (3) Uniformed classifications shall not be used for retired annuitants.

Student assistants and youth aids may not work more than a total of (time period) in any consecutive (time) period.

1500 hours 12-month

The CHP 127 for Student assistants and youth aids shall contain the following information:

(1) Purpose of hire and justification; for example, the position is for a limited time to assist with a special project. (2) Expected beginning and ending dates, and estimated cost of appointment.

Youth Aids under 18 years of age must possess:

an appropriate work permit required by the Education Code.

Temporary assignments or loan of employees can be permitted if:

And only if the duties to be performed are within the scope of the employee’s current classification.

Temporary assignments or loan of employees between jurisdictions may be made for a period not to exceed:

four years.

A Hire-Above-the-Minimum (HAM) salary rate may be requested when a prospective employee’s application/resume exhibits: and the classification has:

extraordinary qualifications recruitment difficulty.

A higher range salary rate, such as the Office Assistant classification that has ranges A and B, may be appropriate when a prospective employee’s application/resume exhibits:

outside experience to qualify for a higher range in classifications

T/F A salary rate higher than the minimum rate may be appropriate when a prospective employee has prior state service in the same or substantially the same classification and, upon separation, was earning high than the minimum.

True

T/F Commanders shall reserve the right to preclude any assignment of related employees in the command if, in their judgment, the assignment could cause internal morale or supervisory problems.

True

Employees who become related after assignment to the same command location and are in a subordinate/supervisory relationship shall: Approval of: with the concurrence of: is required for continuance of the assignments.

notify their commander. the commander, with concurrence of the next level of review,

Despite Commander review, the following two situations will not be allowed:

(a) Related employees will not be assigned to the same command when either is the commander. (b) Direct supervision of a related employee will not be permitted.

T/F When the position is being filled on a limited term basis, and the position may be filled permanently at a later date, commands may put a statement indicating this on the Comm-Net message. The statement may allow commands to hire the present incumbent into the permanent position, without readvertising the position.

True

T/F The Department’s electronic mail (e-mail) system shall be utilized to send a Communications Network (Comm-Net) message to advertise all nonuniformed vacancies, at all levels, except as listed below:

True Exceptions: When a mandatory BU transfer will be effected instead, When a promotion in place will occur as no true vacancy exists

T/F A separated employee may request permissive reinstatement after a termination for being absence without leave, whether voluntary or involuntary.

True

A former uniformed employee must apply for reinstatement to a uniformed position within: And the process (does/does) not need to be completed within that time frame.

three years of separation Does not

All requests for reinstatement from former uniformed employees shall be submitted: The letter of request should include:

in writing to the Commissioner current address, telephone number, and the applicant’s former departmental identification number.

It is departmental policy that permissive reinstatement will normally be restricted to those uniformed employees who:

have successfully completed field probation.

T/F Permissive reinstatement of a uniformed employee shall be approved at the rank of Officer, California Highway Patrol (CHP), regardless of the rank from which the employee resigned or retired.

True

T/F Permissive reinstatement will be one salary step below the salary level at the time of separation.

False, Reinstatement will be one salary step below maximum for the range of Officer, CHP, if the employee earned the maximum salary at the time of separation. If the employee had not reached the maximum salary for that range prior to separating, compensation will be at the same salary level at the time of separation

A prerequisite for reinstatement shall be the successful completion of the:

Physical Performance Test (PPT).

T/F All reinstated employees must serve a one-year probationary period, and shall be required to serve a one-year term in their initial field assignment.

True and true

T/F The three-year limitation does not apply to reinstatement to nonuniformed classifications.

True

T/F an employee who applies for reinstatement and is no longer incapacitated for duty in the position held when retired for disability, or in a position in the same classification, may apply for permissive reinstatement, at the employee’s option

False, shall be reinstated, at the employee’s option

The former employee shall file an application with: requesting reinstatement from a disability retirement.

the California Public Employees’ Retirement System (CalPERS)

T/F As with permissive reinstatements, successful completion of the PPT, background investigation, medical examinations, and psychological evaluation is required prior to mandatory reinstatement.

True

The temporary assigned command for a reinstatee awaiting training will be: The _________ _______ will be responsible for completing all required new employee paperwork.

within a reasonable geographic area from the reinstatee’s residence temporary command

A transfer may be effective on a date agreeable to both agencies, which shall be: after the current employing agency receives a request from the agency requesting the transfer

no later than 30 calendar days

T/F An employee who transfers to the California Highway Patrol is required to serve a new probationary period unless:

True the employee has previously served a probationary period in the same classification in this Department and has had no break in state service

An employee’s sick leave, vacation, and annual leave credits are the responsibility of: any excess hours or overtime balance is paid by:

the agency to which the employee is transferring the agency from which the employee is transferring.

A commitment (shall/should) not be made to a potential transferee until approval has been received from Selection Standards and Examinations Section, Classification and Hiring

Shall not

Unless waived, the employee shall be given a written notice of transfer (time frame) in advance of the effective date of the transfer. The written notice shall set forth in: language the reasons why the employee is being transferred.

60 days clear and concise

The advance 60-day written notice is not applicable to the following transfer actions:

(1) Mandatory transfer which does not reasonably require an employee to change the employee’s place of residence. (2) Voluntary transfer. (3) Administrative transfer which is a matter of mutual agreement between the appointing power and employee. (4) Mandatory transfer as a result of a layoff situation.

T/F The Department will continue to follow its policy of giving 60 day advanced notice in voluntary transfer actions to avoid undue hardship to employees.

False, will give as much advance notice as possible, but no number set

T/F If a mandatory transfer is expected to require an employee to change their place of residence, the employee may waive the 60-day advance written notice of transfer.

True

Uniformed employees shall reside in such proximity to their assigned command or headquarters office as will assure: or to allow:

their ability to respond to an emergency within a reasonable length of time equitable assignment of departmental responsibility

The maximum travel distance from residence to work location for commanders using a state vehicle shall not exceed:

70 miles.

The maximum travel distance from residence to work location for noncommand employees using a state vehicle shall not exceed:

50 miles

T/F The distance a department employee commutes to and from work in a state vehicles may cross Area command boundaries, but shall not cross Division boundaries.

False, may cross both area and division boundaries.

T/F The maximum commute distance is measured from the employee’s residence to the actual command office location rather than the command boundary.

True

T/F Resident post personnel shall reside within the established boundaries of the resident post, except where permitted by the Commissioner for out of state residency.

True

T/F A uniformed employee newly assigned to a command or contemplating a change of residence for personal reasons, transfer, promotion, reassignment, or a combination thereof, or for any other reason, shall confer with the commander to assure that the general area under consideration conforms to departmental policy.

True

T/F Residence requirements established by the commander shall be subject to:

Division approval.

Any circumstances which, in a commander’s opinion, justify an exception to departmental policy, shall be documented and submitted through channels to: for a determination

the Commissioner

T/F In the event a command office is relocated, the commander shall review the residences of uniformed employees and submit recommendations through channels as to the necessity to require uniformed employees to move, or such plan of operation as may be developed to preclude the necessity of moving. Relocation expenses will be reimbursed in accordance with established departmental policy.

True True

T/F ALL employees, except for legally employed noncitizens, shall, on or before the effective date of appointment and before entering upon the duties of their employment, sign the Oath of Allegiance portion of a STD. 689

True, and Noncitizens are required to sign the Declaration of Permission to Work portion of the STD. 689.

T/F salary payment or reimbursement for expenses cannot be made unless the employee has taken and subscribed to the Oath or Declaration.

True

All uniformed personnel with the rank of _________ or above and nonuniformed __________ and their designated alternates are authorized to administer the Oath of Allegiance or Declaration of Permission to Work

sergeant commanders

If the STD 689. has not been received from Human Resources Section by the date the employee reports to work, commands may obtain the STD. 689 from:

the Department of General Services’ Web site

T/F The date shown on the Oath or Declaration must be the date of appointment or a subsequent date.

False, prior date

T/F Alternate salary ranges are based on educational, professional, special skill, or experience qualifications of the employee, or on conditions or location of employment.

True

Notice of assignment to, or removal from, flight duty should reach HRS and FMS prior to the (#)th of the month to ensure proper payment.

15th HRS = Human Resources Section FMS = Fiscal Management Section

T/F The HRS and FMS shall be notified of the removal for cause either by Comm-Net message or through receipt of a copy of the memorandum to the employee in accordance with the above.

True

Increases equal to one step in the salary range which may be granted to employees annually, if they meet the standards of efficiency required for their position are called:

Merit salary adjustments (MSA)

When an employee has received an MSA and the new salary is $__.__ or less from the maximum rate of the classification, the salary will be increased to the maximum rate effective:

25.00 the same date as the MSA.

The normal anniversary date for an MSA is the first day of the pay period following the completion of (#) pay periods of _________ _______ after the employee’s appointment, last MSA, or special in-grade salary adjustment

12 qualifying service

an merit salary adjustment (shall/should) not be recommended unless the employee’s work meets: expected of employees with equal experience in the same kind of work.

Should the normal standards

When a supervisor recommends denial of an employee’s salary adjustment, the supervisor shall prepare a memorandum informing the employee of: and: The following three persons shall sign the memorandum:

the reason(s) for the denial the right to appeal the action before completing the certification. employee, issuing supervisor, and employee's commander

(The original/A copy of the original) memorandum shall be attached to the PSD 609 and forwarded to HRS (time frame)

The original, employee gets a copy immediately

T/F Employees shall also be informed that their salary adjustment will not be processed until the action causing the denial is complete, meaning the employee now meets the minimum satisfactory qualifications, and will not normally be considered again in less than (#) months

True three months

T/F HRS must be notified by memorandum, certifying that the employee now meets the standards of efficiency required for the position and the pay period in which the increase is to be effective. A new salary anniversary date will be established for the employee 12 months after the effective date of the increase.

True True

T/F The denial of an MSA may not be appealed through the grievance process.

False, may be

Represented employees shall follow the procedures in: Non-represented employees shall follow the procedures in:

their bargaining unit agreement. HPM 9.1, Employee Relations Manual.

Employees appointed at the minimum salary step of some entry level classifications are eligible for a Special In-Grade Salary Adjustment (SISA) on the first of the pay period following:

completion of six months of qualifying service.

T/F is authorized for those employees in the classifications listed below who have received (a) a permanent appointment; (b) a permanent appointment immediately following a limited term (LT) or temporary authorization (TAU) appointment at the same or higher salary; or (c) an LT or TAU appointment when filling a permanent position.

True

T/F Denial of a SISA may not be appealed beyond the Department level for either represented or nonrepresented employees.

True

An employee who has (#) or more working days of service in a monthly pay period shall be considered as having a complete pay period of service, or continuous service.

11 or more

T/F Time during which an employee is absent because of holidays, sick leave, vacation, compensating time off, or personal leave shall not be considered as time worked by the employee

Shall be considered

Separations, for more than (#) working days in a day pay period, or (#) working days in a (#) day pay period, or (#) consecutive working days which fall in two __________ __________ ____ periods shall disqualify one pay period of service

10 in a 21 11 in a 22 11 Consecutive qualifying pay

Any pay period in which an employee has been absent as a result of a _________ __________ of (#) working days or less (shall/should/may) disqualify an employee from a salary adjustment if, during the month:

temporary separation 11 May the absence affected the employee’s ability to meet the standard of efficiency required for the position

The memorandum shall include an explanation of the manner in which the performance was: and shall be submitted through channels to HRS by the 15th day of the month (subsequent to/following) the pay period to be disqualified and a (the original/copy of the) memorandum must also be provided to the employee.

adversely affected by the absence Following A copy

T/F Time during which an employee is receiving temporary disability compensation or time spent on a military leave of absence, including temporary military leave, is considered as time spent in state service for the purpose of determining an employee’s salary adjustment date.

True

A probationary period is required for (3):

appointments made from an eligible list, permissive reinstatements, and interdepartmental transfers,

A probationary period is not required for:

mandatory reinstatements, intradepartmental transfers within classification, and interdepartmental transfers or reinstatements without a break in state service when the employee has previously completed the probationary period for the classification while employed with the California Highway Patrol

Employees on 6 months probation shall receive written appraisals at the following intervals:

2 months, 4 months, and 6 months and more frequently as necessary

An employee serving a 6-month probationary period must work a minimum of (#) hours during the 6-month period

840

Employees on 12 months probation will receive written appraisals at:

4 months, 8 months, and 12 months and more frequently as necessary

An employee serving a 12-month probationary period must work a minimum of (#) hours during the 12-month period.

1,680

In the event a probationer has not worked the hours required, probation will be extended until:

the probationer has worked the required number of hours

T/F In determining total hours worked, vacation, sick leave, military leave, or other leave of absence, compensating time off, suspension or other separations, including separations subsequently voided or otherwise set aside, shall be considered working time.

False, shall not be, basically only actual hours worked count

an appointing power of an employee, who alleges a disability, (shall/should/may) submit a _______ _________ for approval by the California Department of Human Resources (CalHR) that would extend the employee’s probationary period within the existing classification for up to (time frame) to provide:

May written agreement 6 months a reasonable accommodation.

Qualified individuals with a disability may submit a written request for a reasonable accommodation by submitting a (form) to their commander

CHP 163, Reasonable Accommodation Request

T/F An employee is not entitled to a discretionary leave as a matter of right.

True

The following are discretionary leaves (4):

(a) Regular leave of absence (reasons listed in paragraph 2). (b) Adoption leave. (c) Temporary leave of absence. (d) Informal leave.

T/F When an employee meets the eligibility criteria as specified by the Government Code (GC), California Department of Human Resources (CalHR) Rules, bargaining unit agreement, or federal or state law, the employee is entitled to the leave as a matter of right

True

The following are nondiscretionary leaves:

(1) Pregnancy/Parental Leave. (2) Veterans’ Educational Leave. (3) Military Leave. (4) Spousal Military Leave. (5) Family and Medical Leave Act (FMLA)/. California Family Rights Act (CFRA) Leave. (6) Nonindustrial Disability Insurance (NDI) Leave. (7) State Disability Insurance (SDI) Leave.

T/F In cases of discretionary and non-discretionary leave, State property should always be surrendered.

True, however not always, FMLA should be on a case by case basis.

Uniformed employees who are on an approved leave of absence for: shall be retrained and recertified at their assigned commands.

less than one year

(2) Uniformed employees who are on an approved leave of: are required to complete Refresher Training at the Academy prior to resuming field related duties at their assigned commands.

absence for twelve contiguous months to two years

Uniformed employees who are on an approved leave of absence for: are required to complete Reinstatement Training at the Academy prior to resuming field related duties at their assigned commands.

over two years

T/F The employee is not offered the opportunity to continue medical benefits during the unpaid leave

False: The employee shall be offered the opportunity to continue medical benefits during the unpaid leave through the “direct pay” process

an appointing power may grant a leave of absence without pay to any employee under that jurisdiction for a period not exceeding: An extension to an unpaid leave of absence for up to: may be granted by the appointing power prior to:

one year. one year. the expiration date of the initial leave of absence

T/F The purpose of a regular leave of absence is to provide an employee with a guaranteed right of return to the employee’s former position upon expiration of the leave.

True

Acceptable reasons for a leave of absence (8):

1) To attend school or college or to enter training to improve the quality of the employee’s service. 2) Temporary incapacity due to illness or injury. (Not applicable when on SDI/NDI.) (3) Loaned to another governmental agency for the performance of a specific assignment. (4) To seek or accept other employment during a layoff situation or otherwise lessen the impact of an impending layoff. (5) Family illness or obligation. (N/A FMLA/CFRA) (6) Union activity. (7) Victim of domestic violence. (Miscellaneous Absences With Pay.) (8) For some other reason equally satisfactory as determined by the appointing power.

T/F Attendance reporting is not required for the period that the employee is off duty without pay on an approved regular, pregnancy/parental, adoption, veterans’ educational, or military leave of absence

True

T/F For employees on a leave of absence: The number of regular days off to which the employee is entitled is equivalent to the number of Saturdays and Sundays in the pay period before and after the leave.

True

Requests for leave of absence extensions shall be routed through channels to the appropriate Commissioner at least (time period) in advance of the effective date of the extension

60 days

It is Executive Management’s practice to recommend and grant leaves and extensions in ____ ______ increments

full-month

T/F Leave credits may not be used prior to the effective date of leave, but remain for the employee’s use upon return to work. Sick leave credits cannot be used unless the leave is for medical reasons as substantiated by a physician’s statement.

False, may be used True

T/F If the request is for medical reasons, it must also include the amount of sick leave to be used and whether or not NDI or SDI benefits will be requested prior to a leave without pay A physician's statement is not required to substantiate a leave for medical reasons for the time requested.

True False, is required

T/F The employee being denied a leave of absence shall be advised of the right to appeal the decision through the grievance or complaint procedure appropriate to the employee’s bargaining unit agreement.

True

Adoption leave is approve at the: And allows for unpaid leave for a permanent employee of up to:

Area Commander level. One year

Temporary Leave is approved at the: Who may grant a temporary leave without pay to ANY employee for a period not to exceed:

area Commander level 30 calendar days

Absences for temporary leave are processed and reported as: Once on this status, an employee cannot use credits until: unless on an:

Dock time. after physically returning to work, FMLA/CFRA leave.

Commanders may grant an informal leave of absence without pay not to exceed: (#) working days in a 22-day pay period or (#) working days in a 21-day pay period or (#) consecutive working days between pay periods. A holiday is counted as a:

11 10 11 Work day

T/F The commander shall not grant paid absences to break the continuity of a leave of absence without pay.

True

Absences for informal leave are handled in the same manner as:

Temporary Leave

any female employee with permanent status may request and (shall/should/may) be granted a leave of absence without pay for pregnancy, childbirth, or the recovery therefrom for a period as determined by the employee not to exceed:

Shall one year.

A spouse/domestic partner or parent who is a permanent employee (shall/should/may) be granted a leave of absence without pay for a period not to exceed (time period) to care for the newborn child

Shall one year

When an employee first becomes aware of her pregnancy, she shall: and submit a statement from her health care provider regarding her: This must be included in the statement:

notify her commander ability to perform full or limited duties. An estimated date of delivery

T/F All pregnant female employees who perform duties associated with firearms training, shall submit a CHP 209, Advisory: Potential Fetal Health Hazards Associated with Firearms Training, signed by their health care provider.

True. Uniformed or non, if associated with firearms training

Pregnancy/parental leave is approved at the:

Area commanders level

Any permanent employee, who served in the armed forces, and who is eligible because of that service for education or training under applicable state or federal law (shall/should/may), upon application, be granted an educational leave of absence without pay for:

Shall the period during which the employee receives that education or training and for three months thereafter.

The employee granted veterans educational leave must enroll for a minimum of (#) credit hours of post-high-school or the equivalent amount of work at high school level each school year. Such leave shall remain in effect for no longer than: This leave is approved at the:

10 credit hours four years and three months of school attendance Area commanders level

A permanent, probationary, limited-term, or temporary employee is entitled to a short-term military leave of absence for ordered active military duty for: in the armed forces, National Guard, or Naval Militia.:

six months (180 calendar days) or less.

Inactive duty, such as scheduled weekly or monthly reserve drill periods, qualifies for an: Such absences may be charged to:

unpaid short-term military leave. leave credits, or dock, with the exception of sick leave

The effective date of the short term military leave must begin within (#) (business/working/calendar) days after the last day the employee physically worked or the last day the employee:

10 calendar days used leave credits before the active duty date

An employee who has had (#) qualifying pay periods of state service without a break in service immediately prior to the active duty date or has a combination of pay periods of such state service and calendar time spent in the military service which equals (time period), is entitled to pay for the first: of either:

12 One year 30 calendar days (172 hours) short or long term military leave of absence

The length of either a long or short-term military leave is for the period of active duty plus: unless:

one day for travel going to and one day for travel returning from such duty other provisions are included in the orders for additional travel time

T/F An employee who is absent longer than 30 days (172 hours) in one fiscal year may use any leave credits, with the exception of sick leave, to cover an absence that extends beyond 30 days (172 hours)

True

A limited-term or temporary employee ordered to active duty for 30 days or less must return to state service within: after the end of the military leave or within: after any rehabilitation afforded by the state or the U.S. following military service

10 calendar days 30 calendar days

A limited-term or temporary employee ordered to active duty for more than 30 days but less than 180 days, must return to state service within: after the end of the military leave or within: after any rehabilitation if afforded

14 calendar days 30 calendar days

A permanent or probationary employee ordered to active duty must return to state service within: after the end of the military leave, following any period of rehabilitation afforded by the U.S. or after the termination of the state military emergency ordered by the Governor

14 calendar days

T/F Attendance reporting is required for routine military leaves of absence with pay for 30 calendar days (172 hours) or less

True

An employee who has permanent or probationary status is entitled to a long-term military leave for active duty service in the U.S. armed forces when the orders are for a period over: but not exceeding

six months, five years

The effective date of the long term military leave must be within: after the last day the employee physically worked, or the last day the employee is on leave credits prior to the active duty date

90 calendar days

T/F An employee may elect to be paid for any vacation/annual leave or other accrued credits at the time a long-term military leave is granted.

True

An employee must return to state service within: after the end of long-term military leave.

six months

Emergency Military Leave The effective date of the leave must be within: after the last day the employee physically worked, or the last day the employee is on leave credits prior to the active duty date

10 calendar days

T/F An employee on emergency military leave is not entitled to payment of salary for the period of active duty and travel time.

False, is entitled However, the payment cannot exceed 30 calendar days granted for each emergency military leave

A permanent or probationary employee must return to state service within: after the end of the military leave, following any period of rehabilitation

14 calendar days

A limited-term or temporary employee must return to state service from emergency military leave within: after the end of the military leave, or: after the end of the state military emergency ordered by the Governor.

ten calendar days 30 calendar days

T/F The time period between the limited term or temporary employee’s release from active emergency military duty and reinstatement to state service is without pay.

True

Effective Date of War or National Emergency Leave. The effective date of the leave must be within: after the last day the employee physically worked, or the last day the employee is on leave credits prior to the active duty date

10 calendar days

any state employee, who is ordered to active duty for the War on Terrorism, for the duration of the event up to 730 calendar days, is entitled to receive from the state: 1 The difference between the employee’s military pay and allowances (not including hazardous duty pay, hostile fire pay, or imminent danger pay) and the amount the employee would have received as a state employee, including any merit raises that would have been granted during the time the employee was on active duty. 2 All benefits the employee would have received if the employee had not been called to active duty.

True

T/F If an employee requests the difference in military and state pay while activated for the war in terror, and is unable to document military earnings, an estimate will suffice.

True

T/F Employees who elect to retain their military pay (their military pay may be larger than their state pay) need not complete a Military Leave Work Sheet

False, must still complete. Premiums for any benefits the employee elects to keep will be collected upon return

The employee shall notify the commander of a military leave at least: prior to the date of the leave.

30 days

The employee shall submit orders to the commander as soon as: Because military leave cannot be:

received. officially approved prior to the submission of orders.

T/F An employee who voluntarily requests and obtains an extension of the original term of enlistment, service, or tour of duty may jeopardize the right of reinstatement following the employee’s military service.

True

The military separation document required t be submitted to the Commander must provide the following (3): T/F The employee shall either be denied, or the reinstatement date delayed if the information above is not readily available

(a) The condition of the employee’s release from the military service (for example, honorable, general, under honorable conditions). (b) The date the employee entered active duty. (c) The date the employee was released from duty. False, will not be denied or delayed if info does not exist, or is not available, but employee must submit as soon as available

Members of reserve military units and the National Guard required to attend scheduled reserve drill periods or perform other inactive duty reserve obligations (shall/should/may) be granted military leaves of absence (with/without) pay as provided by federal law.

Shall Without

T/F. Reserve/National Guard Short-term military leave (shall/should/may) be granted to a reservist while engaged in active military duty ordered for military training Short-term or long-term military leave may be granted only if the unit is ordered to:

May active federal military duty

T/F A regular leave of absence may be granted for extended active duty (more than six months) when the reserve/national guard unit is not ordered to active federal military duty.

True

Eligible employees whose spouse is on a leave from a period of military conflict (R&R) will be allowed to take up to: Available leave credits (excluding ____ leave) may be used to receive payment.

10 days of unpaid leave Sick

T/F Military leave payments issued by the State Controller’s Office (SCO) will not be subject to Federal, California State, and SDI taxes

False, will be taxed

T/F Pursuant to the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA) an employee who returns from qualified military service has the right to make up missed Savings Plus Program contributions

True

T/F Employees on military leave and receiving pay pursuant to GC 19775.17 or 19775.18 will continue to accrue leave credits for up to 48 months.

False, 24 months

T/F Employees placed on long-term military leave are eligible for lump-sum payment for leave credits (excluding sick leave).

True

T/F Employees enrolled in the FlexElect Program with the Cash Option in lieu of health and/or dental coverage will not continue to receive the Cash Option, regardless of whether they receive an adjusted state warrant or opt to retain their military pay.

False. Will continue to receive

The (time) period for all departmental employees for (paid/unpaid) FMLA leave shall be based on a:

12-month Unpaid calendar year

Supervisors shall be responsible for providing an employee with the CHP 738 within: after the employee has submitted a request for an FMLA/CFRA leave or the supervisor becomes aware the employee’s leave may qualify for FMLA/CFRA

five business days

The CHP 738 informs the employee of eligibility for an FMLA/CFRA leave based on the eligibility requirements of having worked: and at least:

12 months 1,250 hours in the previous 12 months.

T/F Time off for sick leave, paid time off for job related injuries, vacation/annual leave, administrative time off, compensating time off, holidays, informal time off or personal leave are counted toward the 1,250 hours of work necessary to qualify for FMLA.

False, are not counted

T/F Overtime hours, time off on military leave are both counted, and Union Paid Leave may count toward the 1,250 hours of work necessary to qualify for FMLA.

True

Supervisors (shall/should) provide employees with a CHP 197 (Receipt for Notice to Employees of Rights under FMLA) during the employee’s:

Should annual performance review.

Therefore, in compliance with AB 205, under both federal and state laws, a state employee may receive two (time period) leaves; a job protected leave to care for a registered domestic partner under CFRA and an FMLA leave for the employee’s own serious health condition, or that of a parent or dependent.

12 workweek of job protected leave

T/F When a bargaining unit agreement recognizes domestic partners under FMLA, a state employee is limited to only one family medical leave which counts against both CFRA and FMLA entitlements.

True

Absence Plus Treatment is a period of incapacity of more than: (including any subsequent treatment or period of incapacity relating to the same condition), that also involves (2):

three consecutive calendar days (a) Treatment two or more times by a health care provider Or (b) Treatment by a health care provider on at least one occasion which results in a regimen of continuing treatment under the supervision of the health care provider

T/F If a woman’s pregnancy precludes her from working, she is entitled to FMLA and PDL leave, but not CFRA leave

True

Serious Health Condition includes:

Hospital care Absence plus treatment Pregnancy Chronic Conditions Requiring Treatments Permanent/Long-Term Condition Req. Supervision Multiple Treatments (Non-Chronic Conditions) Domestic violence

T/F An eligible employee requesting a paid/unpaid FMLA/CFRA leave shall be required to provide their supervisor with a completed medical certification form which supports the need for leave due to a serious health condition affecting the employee or eligible family member.

True

The employee shall be allowed at least: to obtain the medical certification. If not obtained within the specified time period then:

fifteen calendar days they shall be allowed an additional ten calendar days to submit the form.

T/F An employee who fails to provide medical certification or equivalent substantiation may not have the FMLA/CFRA leave delayed or denied.

False. May have it delayed or denied

T/F Some health care providers have their own medical certification form(s) that can be accepted if sufficient information has been provided.

True

Under CFRA, employees are allowed to take up to (time) of leave to bond with their newborns within (time) of the birth.

12 weeks 12 months

T/F An FMLA leave shall run concurrently with regular leaves of absence. The total leave(s) of absence cannot exceed one year as provided for in bargaining unit agreements or CCR laws and rules.

True

T/F If a supervisor did not know the reason for the employee’s absence until the employee’s return to work, the leave can be retroactively designated as an FMLA/CFRA leave, and the supervisor must notify the employee that it will be designated at such within:

True five business days

T/F Supervisors will provisionally designate FMLA/CFRA for all employees with pending workers’ compensation claims that may qualify as having a serious health condition under FMLA/CFRA.

True

T/F An employee who currently receives the “cash option” (in lieu of health benefits) under the state’s FlexElect Program will not receive the “cash option” during an FMLA/CFRA leave.

True

Overtime (shall/shall not/should/should not) be allowed; if an employee is on an FMLA/CFRA leave. In addition, overtime (shall/shall not) not be allowed if the employee is on an unpaid leave.

Overtime shall be allowed; outside the employee’s normal work shift, on an RDO, or at the commander’s discretion in order to meet the needs of the Department. However, if an employee is on an FMLA/CFRA leave for the employee’s own serious illness or injury, overtime shall not be allowed during that period of leave. In addition, overtime shall not be allowed if the employee is on an unpaid leave.

T/F If an employee declines FMLA/CFRA, the supervisor is not required to give the employee the CHP 738 to notice the employee of eligibility

False. Is still required to provide

T/F An employee normally on an alternate work week schedule, who is on an FMLA/CFRA leave for 30 continuous days or more, must revert back to a Monday through Friday schedule and the regular work shift shall be 8 hours.

True

To be eligible for FAMILY AND MEDICAL LEAVE ACT - MILITARY LEAVE ENTITLEMENTS, an employee must meet the same FMLA leave requirements as outlined in paragraph 9 above.

True

FAMILY AND MEDICAL LEAVE ACT - MILITARY LEAVE ENTITLEMENTS is for an employee’s spouse, son, daughter, or parent is on, or has been notified of an impending call to: in the Armed Forces

“covered active duty”

The U.S. DOL has developed the following list of exigencies for which employees can use FMLA leave:

(a) Short notice deployment. (b) Military events and related activities. (c) Childcare and school activities. (d) Financial and legal arrangements. (e) Attending counseling. (f) Rest and recuperation. (g) Post-deployment activities. (h) Additional activities not encompassed in the other categories, but agreed to by the employer and employee.

covered active duty” is defined as:

duty during deployment with the Armed Forces to a foreign country

Military Caregiver Leave is leave protection for an eligible employee, whose (5): is injured while on active military duty, to take up to a combined total of: of FMLA leave during a single: to care for the servicemember’s serious illness or injury

spouse, son, daughter, parent, or next of kin (nearest blood relative), 26 workweeks 12-month period

A veteran who is undergoing medical treatment, recuperation, or therapy for a serious injury or illness is included as a covered servicemember. However, the veteran must have been a member of the Armed Forces (including the National Guard or Reserves) at any time within: preceding treatment of the serious injury or illness.

five (5) years

The method for calculating Military Caregiver Leave differs from other FMLA leave as MCL is calculated from: Whereas FMLA is tracked:

The first day the employee takes MCL leave and ends 12 months later. based on the calendar year January through December.

T/F Employees requesting MCL shall submit A CHP 743 which shall be completed by an authorized health care provider of the covered servicemember such as the Department of Defense (DOD), Department of Veterans Affairs, DOD tricare, DOD nonnetwork tricare, and DOD authorized representative.

True

The (time) for Qualified Exigency Leave and the (time) for MCL run:

12 weeks 26 weeks Concurrently

any employee who is disabled due to pregnancy, childbirth, or related medical conditions is entitled to take unpaid Pregnancy Disability Leave for the period of the actual disability up to (time) per pregnancy, as medically needed. This leave (runs/does not run) concurrently with FMLA/CFRA leave.

four months (17.33 weeks) Runs concurrently with

Health Care Providers. The type of health care providers who can determine what is “medically advisable” are:

(1) Marriage and family therapists. (2) Acupuncturists. (3) Midwives. (4) Chiropractors. (5) Clinical social workers.

T/F An employee may be eligible for more than four months for PDL as a reasonable accommodation for a disability.

True

NDI Payments may be authorized for a maximum of: for one continuous period of disability, which is equivalent to: days.

26 weeks 182 calendar

Except as provided for in some bargaining unit contracts, employees are required to use any available leave credits before being eligible to receive NDI

False, not required to use any before being eligible

T/F Once the NDI payment begins, an employee may, at any time, switch from NDI to leave credits; however, the employee may not return to NDI until the leave credits are exhausted.

True

There is a (time) waiting period before NDI payments commence for each disability.

seven-calendar-day

T/F The waiting period may be waived if the employee is confined to a hospital or nursing home as a bed patient. Emergency room care constitutes hospitalization.

True False, does not

T/F An employee may work as many hours on partial work status as specified in the medical certification. The NDI benefit and the employee’s partial work payment combined may not exceed the employee’s regular full pay. An employee is entitled to partial work status as determined by the treating physician.

True True False, partial work status is granted at the discretion of the department

T/F Employees eligible for NDI must select payment amount of 50 percent with no supplementation of leave credits, 75 percent with supplementation of leave credits or 100 percent with supplementation of leave credits

False, employees eligible for ENDI, not NDI

T/F Upon exhausting leave credits, attendance reporting will not be required unless there is an industrial injury case pending or catastrophic leave is being utilized.

True

An employee may use up to a maximum of (#) hours of leave credits per month to supplement SDI benefits, not including the Leave credits used to cover:

40 hours The 7 day waiting period

T/F Pursuant to provisions of the Bargaining Unit contracts, the state will maintain up to 26 weeks of health, dental, and vision coverage while the employee is receiving SDI benefits.

True

Termination for medical reasons (is/is not an) adverse action and disciplinary charges (are/are not) filed against the employee. Personnel may appeal their termination within: after service of the notice of termination.

Is not Are not 15 days

the Department may request a disability retirement on an employee’s behalf and place the employee on Involuntary Leave (IL) to reduce the financial hardship to an employee who is awaiting a disability retirement decision from the California Public Employees’ Retirement System (CalPERS).

True

If the Department concludes that the employee is unable to perform the work required for their present position or any other position in the Department and the employee is eligible and does not waive the right to retire for disability, the Department shall:

file an application for disability retirement on behalf of the employee.

The Department shall give the employee a written notice (time) in advance of the effective date indicating the Department’s intention to: and that the employee may be: at the end of the notice period.

15 days file an application for disability retirement on behalf of the employee placed on Involuntary Leave

T/F If the employee requests, a meeting with a review officer shall be provided prior to the effective date identified by the Department for disability retirement.

True

The separation of a permanent or probationary civil service employee because of budget cuts or lack of work is processed as a:

layoff

It is illegal for supervisors to exert undue influence or to subject employees to duress in order to:

obtain a resignation

T/F An employee may not withdraw a resignation, even if the employee does so before the resignation effective date.

False, An employee may withdraw a resignation if the employee does so before the resignation effective date.

T/F Once the effective date has passed, the employee cannot withdraw the resignation. However, departmental management may exercise their discretion and permissively reinstate the employee.

True True

When an employee voluntarily resigns, (form) completed and signed by the employee, shall be forwarded to Human Resources Section

A STD. 687, Separation/Disposition of CalPERS Contributions,

The AWOL notice is to be sent by: not: This should be supported by a:

overnight mail, certified mail Proof of Service by Mail

The AWOL notice shall include an implementation date that allows the employee a: to request a: before the separation is finalized. This hearing is informal and should be conducted by an:

reasonable time Coleman hearing impartial and disinterested representative of the Department

"Leave" does not mean leave time on the books. It means:

"permission” from the employee's supervisor to be absent.

CalHR may reinstate employees if "…The employees make a satisfactory explanation to the department [CalHR] as to the cause of their absence and their failure to obtain leave therefor…" The employee must request reinstatement within (time) of the service of the:

15 days notice of AWOL separation.

If the employee was not given a notice of AWOL separation, the employee has (time) from the: to request reinstatement.

90 days effective date of the separation

When an employee is discharged (separated from state service other than voluntary, i.e., dismissal or rejection on probation), wages earned must be paid: this includes cash out of leave credits

at the time of separation

When an employee voluntarily resigns from employment with the state (i.e., resignation or service retirement), wages earned must be paid not later than (time) from the date of separation. However, if the employee provided at least 72 hours notice, the employee must be paid:

72 hours at the time of separation

Employees may defer into the next calendar year any or all of the payment for their unused leave credits that extend past the: pay period of the calendar year in which separation occurs only if the separation is on or after:

November November 1 st .

To initiate a deferral into the next calendar year, the employee must submit a written request to HRS no later than (time period) prior to:

five workdays the employee’s date of separation

Documents to be Faxed to Human Resources Section Immediately. As soon as they are available, the following documents shall be faxed to HRS:

(1) CHP 71 or a copy of the MIS attendance screen covering the time worked during the pay period. (2) STD. 687 for all permanent separations from state service except service retirement. (3) STD. 634, Absence and Additional Time Worked Report, if required for any absences prior to separation.

The following documents, along with the original documents identified in paragraph 5.c. above, shall be forwarded to HRS immediately following the last day the employee worked:

(1) State property and commander's certification, as outlined in HPM 10.3, Chapter 18, Departmental Identification Cards. (2) The personnel folder and its contents, in the manner prescribed in HPM 10.3, Chapter 30, Personnel and Medical Files. (3) Memorandum as required under paragraph 6.a. or 6.b. (4) CHP 449, Employment Summary - Separated Employee, as required under paragraph 6.c.

peace officers who separate for reasons other than retirement and public safety dispatch and Motor Carrier Specialist I employees who separate (including retirees) may retain the confidentiality of their home address for following their date of separation. Peace Officer Retirees may keep confidentiality:

three years Indefinitely

T/F If the termination after a criminal complaint is filed is upheld, it is at the Department’s discretion whether or not to maintain the confidentiality status

True

T/F EDD forms are not to be completed in the Division/Area/section office, but rather sent to the HRS PTU

True

If the Department objects to the payment of unemployment insurance benefits to an employee due to discharge for misconduct or voluntary resignation, the commander may be requested to provide a __________ to represent the Department’s position at an Unemployment Appeals Board hearing

supervisor

T/F If an employee marries, obtains a dissolution or annulment of their marriage, or acquires a child by birth or adoption, the beneficiary designation last filed with CalPERS is automatically continued unless re-designated by the employee

False, it is automatically revoked

T/F No erasures or changes in the names of beneficiaries or in the member’s signature are permitted on the STD 241 Cal-pers change of beneficiary form

True

An employee (shall/should) immediately notify their commander when filing for retirement

Shall

Retirement applications should not be sent to CalPERS earlier than in advance of the desired effective date

90 days

T/F Once approved, the employee may only use sick leave or annual leave credits through the date of separation for disability retirement. Vacation credits are also usable after approval for disability retirement.

True False, vacation credits are not usable after approval

every patrol member “shall be retired on the: after that in which he or she attains age 60

first day of the calendar month

Action to recoup an overpayment cannot be taken unless the action is initiated within: from the date of the overpayment.

three years

The recoupable amount must not exceed (#) percent of the employee’s monthly net salary

If requesting a repayment plan, contact the Personnel Specialist in PTU no later than (time) from the date the CHP 456 was signed.

30 calendar days

Personal check/cash payment(s). (1) The PTU will establish the AR, notify the employee of the net amount and AR number, and direct the employee to submit payment to Fiscal Management Section within: If not submitted then:

14 calendar days. Payroll deduction will begin

The California Department of Human Resources has delegated authority to all Departments to enter into a mutual agreement with their employees to use leave credits to satisfy specific overpayment conditions.

True

The request shall then be attached to the signed copy of the CHP 456 and forwarded to PTU within (time) of the date noticed; otherwise, the AR will be recouped by payroll deduction(s).

14 calendar days

T/F Sick Leave may only be used to satisfy ARs caused by errors in sick leave balances.

True

Leave balance and types not available for use with this process:

1 Furlough Hours, Personal Development Day, Personal Leave Program 2010-2011, and Holiday Informal Time.

Each employee (shall/should/may) complete a CHP 102 upon employment with the Department and thereafter when changes occur in such information

Shall

T/F Warrants due to a deceased employee can be released only to a designee who is 18 years of age or over. Single persons with minor dependents need legal advice in order to leave final warrants to a minor.

True

If the termination or separation was the result of a criminal conviction, the confidentiality status (shall/should/may) be immediately eliminated T/F If the termination or separation is the result of the filing of a criminal complaint, the confidentiality status shall remain until the appeal process is exhausted at which time the Department will have the discretion as to whether or not the address would remain confidential if the termination is upheld.

Shall True

The home address of the surviving spouse or child shall remain confidential for: following the death of the eligible employee.

three years

Every employee (shall/should/may) complete and sign a CHP 611A. The employee (shall/should/may) review and update this information at the time of the employee’s annual performance appraisal. The 611b is:

Shall Shall Voluntary

A severe illness or injury which is expected to incapacitate the employee or qualifying family member and which creates a financial hardship because all of the employee’s leave credits have been exhausted, is defined as a

catastrophic illness or injury

ForExcluded Employees, Eligible leave credits for donating to catastrophic leave include: They do not include:

annual leave, vacation, CTO, personal leave, and/or holiday credits. sick leave, furlough hours, Personal Leave 2010, Professional Development Days, or Personal Leave 2012

Eligible leave credits may be donated when the following conditions are met:

1 Upon written request claiming catastrophic illness or injury from the employee, a family member, or another employee designated by the requesting employee; 2 Upon determination by the commander that the employee is unable to work due to the employee’s or family member’s catastrophic illness or injury; 3 The employee has exhausted all paid leave credits.

T/F The employee should be advised that if there is no CHP 369 on file authorizing the release of information, the command cannot advertise for donations or release information relating to the employee’s catastrophic illness/injury

True

An excluded employee may donate eligible leave credits at a minimum of: increments.

one-hour

T/F Transfer of eligible leave credits shall not be interdepartmental in accordance with the policy of the California Highway Patrol (CHP) and the receiving department.

False, are transferable interdepartmentally

An employee that is designated managerial or supervisory, as defined in Government Code Section 3513(e) respectively, (may/may not) receive donated eligible leave credits from a represented employee.

May

For excluded employees, Use of catastrophic leave may not exceed a maximum of (time period) for any one catastrophic illness or injury

twelve continuous months

For excluded employees impacted by a natural disaster, use of catastrophic leave may not exceed (time period) for any one occurrence; however, if approved by the appropriate Commissioner, use of catastrophic leave may be extended to (time period).

three continuous months Six continuous months

The total amount of leave credits donated may not exceed an amount sufficient to assure: An excluded employee who receives catastrophic leave shall use any leave credits accrued on a monthly basis prior to:

the continuance of regular compensation. using catastrophic leave.

BU5 Upon request of an employee and upon approval of a Department head or his/her designee, the following leave credits may be donated (5):

CTO, annual leave, vacation, personal leave, and/or holiday

BU5 catastrophic leave When the receiving employee faces _________ ________ due to injury or the prolonged illness of the employee, or the employee's: And the employee has:

financial hardship spouse or child. Exhausted all leave credits

BU5 catastrophic leave The donations must be a minimum of (time) and in _____ ____ increments thereafter and credited as ________ or ______ ______.

two hours whole-hour vacation or annual leave

BU5 catastrophic leave The total leave credits received by the employee shall not exceed (time period). However, if approved by the appointing authority, the total leave credits received may be extended to (time period).

six months one year

T/F BU5 catastrophic leave donations are revocable.

False, irrevocable

T/F Time donated by sworn members of the Department for use by other sworn members of the Department may be converted into direct financial assistance for the BU5 employee qualifying for catastrophic leave assistance. The time donated shall be at the salary rate of the donating employee.

True False, at the salary rate the receiving employee is currently paid

T/F For all employees, catastrophic leave, once the donated amount determined by HRS, shall always be added to the recipient’s vacation/annual leave balance.

True

Catastrophic leave (may/may not) be used in conjunction with SDI, and (may/may not) be used in conjunction with NDI

May be used in conjunction with both

Employees who are in the SDI program may use catastrophic leave credits, up to a maximum of (#) hours per month, to supplement their SDI benefits

T/F Excluded employees are eligible for both SDI and NDI.

False. Excluded employees are not eligible for SDI, but are eligible for NDI

Employees who are in the annual leave NDI program may use catastrophic leave credits to supplement their NDI benefit to either (#) percent or (#) percent of their monthly gross pay.

75 percent 100 percent

T/F Employees who are not in the annual leave NDI program may not use catastrophic leave to supplement NDI. However, those employees may interrupt their NDI payments to use catastrophic leave.

True True

T/F Non-annual leave employees: If NDI payments are interrupted, all catastrophic leave, vacation, sick leave, and other leave credits accrued while using catastrophic leave need not be exhausted prior to returning to NDI.

False, must be exhausted

T/F Non-annual leave employees A new NDI application is not necessary when returning to NDI status for the same injury or illness provided the employee did not return to work for ten days or more.

True

T/F Non-annual leave employees Catastrophic leave and NDI may be combined on the same day.

False. May not be

T/F An employee may receive catastrophic leave donations pending the approval and receipt of injury benefits

True

When donated leave credits are returned to the donor, they will be returned on a _____ received, _____ returned basis.

last received First returned

T/F The transfer of leave credits allows employees to receive or donate eligible leave credits between family members for serious health conditions or for parental or adoption leaves. Under this program, employees must have suffered a financial hardship to receive donated leave credits.

True False, do not have to

For Excluded Employees, eligible leave credits include (5): All donating employees must maintain a minimum balance of (#) hours of paid leave time.

vacation, annual leave, CTO, personal leave, and/or holiday credits. No PLP 80

BU 5 employees The following leave credits may be transferred between family members (5): donations may be made by a (6):

(CTO, annual leave, personal leave, vacation, and/or holiday credit) child, parent, spouse, brother, sister or other person residing in the immediate household

BU 5 employees Family leave transfer To care for the family member’s: who has a: or a medical leave for the employee’s own serious health condition as defined by the Family Medical Leave Act (FMLA), or for:

child, parent, spouse, brother, sister, or other person residing in the immediate household, serious health condition a parental leave to care for a newborn or adopted child.

BU 5 employees Family leave transfer The employee (shall/should) give notice to his/her immediate supervisor as soon as: ________ and (shall/should), if requested by the supervisor, provide ________ _____________ from a physician to support this request. Sick leave credits (can/cannot) be transferred.

Shall possible Shall medical certification cannot

BU 5 employees Family leave transfer The donations must be a minimum of (time) and in ______ increments thereafter.

one (1) hour whole

BU 5 employees Family leave transfer The donated hours may not exceed: However, if approved by the appointing authority, the total leave credits received may be extended to:

three (3) months six (6) months.

BU 5 employees Family leave transfer Any transfer of leave credits, wether catastrophic or family, (is/ is not) subject to the grievance process contained in the MOU.

Is not

T/F Family leave credit transfers are the same for excluded employees as they are for BU5 Employees.

True

T/F The use of transferred family leave credits with SDI and NDI is the exact same as outlined for catastrophic leave.

True

T/F Employees shall not accept gifts, benefits, gratuities, or unusual hospitality that may in any way influence them in the performance of their duties

True

If any possible conflict of interest situation arises, the individual concerned (shall/should/may) disclose the facts so a departmental inquiry may be made to determine whether a problem exists and, if so:

Shall to eliminate it.

Government Code Sections (section) & (section), (refer to Annex B) include standards of conduct for all state employees and provides a _____ _____ for the enforcement of such standards.

19572 and 19990 legal basis

Secondary employment activity is defined as the holding of: the direct or indirect: of business concerns, or: except as otherwise specified herein

public office ownership employment for compensation Does not included maintenance of ones own personal property to part of a business venture, i.e. Rental houses etc

If necessary, requests for clarification on secondary employment issues shall be directed through channels to (Office) for interpretation by the (office).

Office of Internal Affairs (OIA) Office of the Commissioner.

If an employee feels that the decision regarding secondary employment is improper or discriminatory, the employee may appeal the decision through:

the departmental grievance/complaint procedure

Upon receiving a completed CHP 318, request for secondary employment the supervisor shall:

(1) Make an inquiry into the proposed activity to determine if the activities will be inconsistent or incompatible with state employment. (2) Ensure the duties listed are descriptive of all duties to be performed, and the duties will not interfere with the employee's ability to perform assigned state duties. (3) Discuss the provisions of the secondary employment request with the employee to ensure the request is understood and that special considerations in scheduling will not be granted. (4) Certify that the proposed employment has been discussed with the employee, and indicate on the form whether the proposed employment is considered compatible or incompatible.

If a CHP 318 is approved for employment for a duration of (time period) or less, one copy shall be given to the employee and the original shall be filed: Forwarding of copies to higher levels (is/is not) necessary.

30 calendar days in the employee's field folder Is not

If a CHP 318 is approved for employment in excess of (time period), or the request is ______, the commander shall deliver one copy to the employee, file one copy in the employee’s field folder, and forward the original to:

30 calendar days Denied the next level of review.

When a CHP 318 is approved, denied, or countermanded at the next level of review, it is: And is placed in:

Returned to area appropriately marked The employees field folder, previous copy may be destroyed

All requests to practice law will be forwarded through the chain of command to ____ prior to final approval being granted.

OIA

CHP 318s are reviewed: And if employee performance is ____________, and the ____________ of secondary employment have not changed, the CHP 318 may be approved for:

Annually at 118 Satisfactory Conditions Another year, to expire at Employee's next annual performance appraisal evaluation date

If an expiration date has not been set by the employee, the commander shall set the expiration date to coincide with:

the next annual performance appraisal evaluation date

Employees shall, within: submit memoranda of cancellation to their commander whenever they are no longer employed, or when changing conditions render the approval void

ten calendar days

These three offices shall be notified whenever secondary employment activity is denied even to injury/illness leave.

The HRS, Office of Employee Relations, and OIA

T/F The central listing of all employees with approved secondary employment will be immediately available to all supervisors and managers.

True

Employees who have consumed alcoholic beverages and are asked to respond to work due to emergency operational needs, must exercise:

caution, sound judgment, and prudence before responding.

Prior to declaring intention to seek public office, an employee shall submit a CHP 318, One copy of the form will be routed by the Office of the Commissioner directly to the employee, setting forth whether the candidacy is compatible. The second copy shall be routed back to the command, through channels. The original shall be routed to Personnel Files Services for filing

True

Any employee elected or appointed to public office falling within the purview of this section must notify the Office of the Commissioner within: after: or after the:

five days accepting appointment official tabulation of the ballots

The holding of an elective or appointive office in any fraternal organization, charitable organization, service club, or serving as a precinct election board member requiring the rendering of part-time services on off-duty hours for compensation (shall/shall not) be considered incompatible, and a request (need/need not) be submitted.

Shall not be considered incompatible Need not be submitted

CHP 2 positively should be used to:

Records commendable acts, outstanding performance, outstanding accomplishments or efforts toward self improvement

CHP 2 correctively should be used to:

Record censurable acts or omissions and provide a method for correcting inappropriate employee behavior, conduct or performance

If CHP 2 corrective in nature, must include:

A description of the incident, act or issue Provide corrective measures, controls or follow up measures to preclude a reoccurrence, or obtain a satisfactory level of performance

T/F An employee has a right to write a response to a CHP2 If true the response must be submitted within:

True 30 days

When an adverse action is taken against an employee, a CHP 2 (may still/shall not) be issued.

Shall not be

In the event a CHP 2 was previously issued for an act or event which is subsequently included in a request for AA, the CHP 2 shall be:

Removed from the employee File and destroyed

CHP 2's shall be prepared in (duplicate/triplicate) and shall be distributed as follows: Division commanders may approve:

Original to employee Copy in personnel file Copy to Division for review Provisions for local (area level) approval and review

If the a CHP 2 issued in an area other than the employees present assignment the CHP 2 shall be: And for significant events:

Forwarded to division Chiefs The employees present Commander should be immediately notified of the incident and action taken

T/F Unless excluded by a bargaining unit agreement, an employee who returns to work after a permanent separation shall be credited with their prior departmental seniority.

True

T/F If the employee returns to a classification lower than that from which they separated, and is subsequently promoted or reinstated to their former higher classification, prior departmental seniority in the higher classification shall not be credited following the promotion or reinstatement

False, shall be credited

Ties in represented uniformed departmental seniority for represented employees will be broken using appropriate bargaining unit criteria. If the criterion does not break the tie, the highest: will be used to signify the most senior person.

social security number (last four digits)

Non represented non-uniformed employee seniority is determined by:

(a) Total departmental service regardless of classification. (b) Total state service. (c) Highest social security number (last four digits) signifies highest seniority.

Ties in departmental seniority for nonrepresented uniformed employees appointed on the same date will be broken by:

the order in which their names appeared on the employment list from which they were appointed

While on duty and conducting departmental business, employees (shall/should/may) have their ID cards in their immediate possession, and (shall/should/may) display their ID/ESA cards and/or badge upon request from a member of the public

Shall/should, with exceptions in 70.6

In the event of a lost or stolen ID/ESA card, the employee shall immediately report the circumstances by:

memorandum to their commander.

An employee separating EITHER permanently or temporarily from the Department shall surrender to the commander the following issued items plus any other state property in the employee’s possession. The following shall be surrendered

True (1) The employee’s ID/ESA card, badge, and cap piece. (2) State-owned police protective, safety, and work equipment.

Double or split-family coverage (is/is not) permitted under state-sponsored health or dental programs.

Is not Only exception is state vision plan, spouse only may have double coverage

If changing dental plans, a STD. 692, Dental Plan Enrollment Authorization, must be submitted within: of promotion to sergeant.

60 days

T/F Officers enrolled in the CAHP Blue Cross dental plan who promote to sergeant are required to change to a state-sponsored plan. They will automatically be placed in the Delta Dental PPO plus Premier Enhanced plan; however, they have up to 60 days from the date of promotion to elect another state-sponsored dental plan.

True

Conversely, nonrepresented nonuniformed employees who move to a represented designation will automatically lose the enhanced coverage. This enrollment change will occur within: of the change of designation.

60 days

Employees on non-pay status lose coverage unless: The state’s contribution is not provided if the employee is off payroll for: State paid coverage in the plan is automatically restored effective:

they pay the full premium directly to the carrier during the period of non-pay status. a full pay period the first day of the month following the employee’s return to pay status.

Every separated employee’s coverage ceases:

at midnight on the last day of the month following the month in which employment ceased,

T/F Upon dismissal, an employee shall receive a written statement of status of benefits.

True

Requests by a separated employee to directly continue coverage must be made within: of (separation from the Department/termination of coverage).

60 days Termination of coverage

Upon resignation, an employee is eligible to continue coverage through the provision of COBRA for up to:

an 18-month period

T/F If an uniformed or non-uniformed employee is enrolled in a health plan, the enrollment will be automatically continued into retirement.

True

An employee enrolled in the CAHP Dental Trust plan must make an ___________ election to either remain in the CAHP indemnity plan for the duration of the employee’s retirement or select one of the state-sponsored plans. Managers and supervisors (may/may not) elect in the CAHP Dental Trust plan as well.

irrevocable May

Legislation requires employers to continue to pay the employer contribution for a covered employee’s spouse and/or other eligible family members for up to: following an employee’s death

120 days

T/F This benefit provides direct financial assistance through the conversion of leave credits to the designee of an excluded or BU 5 employee who, while on pay status, died due to an illness or injury that was not incurred in the line of duty.

True Must be on pay status, non industrial death

FINANCIAL ASSISTANCE FOR DESIGNEE OF DECEASED, Excluded Employees. The maximum compensation allowed shall be determined by the Commissioner, but shall not exceed: Donations will only be accepted for: following approval of the request.

$50,000 30 days

FINANCIAL ASSISTANCE FOR DESIGNEE OF DECEASED, Bargaining Unit 5 Employees. The maximum compensation allowed and open period during which donations can be made shall be:

determined by the Commissioner.

FINANCIAL ASSISTANCE FOR DESIGNEE OF DECEASED Donations must be in: increments and will be accepted only during a specified open period.

one-hour

The designee of a deceased excluded employee may receive donations from:

excluded employees and nonuniformed represented employees unless precluded by a bargaining unit agreement, and BU5 employees

The designee of a BU 5 employee may receive donations from: The donations received are:

BU 5 employees and uniformed excluded employees. Federally taxable

Except for official reports, correspondence, and MIS Comm-Net messages to offices with a need to know, dissemination of medical information on employees is prohibited under the:

Confidentiality of Medical Information Act

In the absence of a CHP 369 or if the employee requests no disclosures outside of the "need to know" offices, only such information as:

would be released to the public by a hospital can be made public.

As soon as it has been determined that the employee can return to full duty, or must be placed off-duty pending disability retirement or medical separation, the medical reports concerning the employee (shall/should/may) be:

forwarded to Personnel Files of Business Services Section in headquarters.

Personnel Management Division is authorized to approve medical billings for:

(1) All Fitness-for-Duty examinations. | (2) Pre-employment medical examinations.

If an employee is released for duty on a regularly scheduled day off, the time is to be reported as an: unless he/she:

“X” day actually works on such a day.

For questionable illness or injury cases; If malingering is suspected, DRS and SCIF:

shall be informed.

Failure to obtain proper substantiation on the STD 634, Absence and Additional Time Worked Report, from the treating physician may result in:

the non-verification/denial of benefits by SCIF

An injury condition is considered to be permanent and stationary when future changes in the condition, either for the better or for the worse, are:

not expected to occur.

4800.5 benefits are not interchangeable with TD benefits, and therefore:

not paid under the same rules

T/F Time lost during the shift on which the injury occurred will be handled as work time. T/F However, a STD 634, Absence and Additional Time Worked Report, shall be submitted.

True False, shall not be

The time off duty de to an on duty injury or illness, shall be entered as: on the CHP 415, Daily Field Record/CHP 71, Attendance Report. Enter the phrase: in the: column

"Regular Time" "injury this shift" "Remarks"

For absences subsequent to the shift of injury which are believed eligible for LC 4800.5 benefit coverage: Submit a ___ ___ to cover the absence. For each date, enter the letter symbol ___ and the number of: For employees on automated attendance reporting, absences are shown by use of ____ ___ on the CHP 415

STD 634 "I" hours off duty code "J"

On a monthly basis, update the workdays lost due to work related injury entry in columns 4, 5, 11, and 12, as appropriate, on the:

OSHA 300, Log and Summary of Occupational Injuries and Illnesses.

LC 4800.5 benefits are chargeable only in _______ increments.

hourly

T/F LC 4800.5 benefits may not be used tentatively while a case decision is pending at SCIF, wether or not the Department has identified the injury as having a work connection.

False, LC 4800.5 benefits MAY be used tentatively while a case decision is pending at SCIF, provided the Department has not identified a question of work connection.

Since sick leave or other credits will need to be charged if the claim is subsequently denied, the tentative use of LC 4800.5 benefits pending a decision should not exceed:

the period for which accumulated credits are available

T/F The employee is capable of performing limited or full duty but declines to do so, LC 4800.5 benefits may be terminated on the concurrence of SCIF.

True

4800 is terminated when the cumulative trauma injury becomes: and the employee is not eligible for:

permanent and stationary vocational rehabilitation benefits

T/F 4800 is terminated when the employment is terminated by resignation, retirement, or dismissal; T/F In addition, all other rights to workers compensation benefits are also terminated under these conditions.

True False, only 4800 time is terminated, "an employee's right to workers' compensation benefits other than LC 4800.5, is not affected by termination of employment."

At the expiration of LC 4800.5 benefits, the employee may be eligible for:

Temporary Disability benefits

For employees on automated attendance reporting, absences for TD benefits are shown by coding Miscellaneous Time-Off ____ on the CHP 415

Code “Z,”

Non-uniformed: When a work-related injury causes a loss of more than: of work, the employee is eligible to receive: benefits. At the expiration of these benefits, the: benefit may apply.

three days IDL TD

Non-uniformed: TD payments are specified in the law controlling workers' comp. with the rate set at: of the employee's salary at the time of injury, subject to a maximum per week as specified by statute.

2/3

Non-uniformed: The initial three calendar days of disability will be covered by the TD benefit only if the injury requires: or if the inability to work exceeds:

hospitalization 14 calendar days.

Non-uniformed: T/F The benefit payment may be supplemented by use of SICK leave, CTO, vacation/annual leave, or other leave credits so that the employee continues to receive his/her regular income amount.

True

Only CalPERS members are eligible for the: benefit. It is not normally afforded to: however, IDL benefits may apply to an employee who sustained the disabling injury during:

IDL uniformed employees cadet training.

The initial: of disability are not covered by IDL benefits unless the employee is: or the inability to work exceeds:

three calendar days hospitalized 14 calendar days.

IDL benefits provide the regular salary (regular "take-home" pay) for: covered. For the next: of disability, the benefit is:

the first 22 working days 11 months two-thirds of salary.

IDL benefits (may/may not) be supplemented by use of sick leave, CTO, vacation/annual leave, or any other specified leave credits.

May

One of the reasons IDL are terminated is: The completion of (time period) of paid benefits within (time period) of the first date of disability.

one year two years

T/F IDL benefits are terminated when the condition reaches a permanent and stationary status where further significant changes are not expected; T/F including when the employee is undergoing vocational rehabilitation.

True False, not terminated if employee is in vocational rehab

Non-uniformed: The time off duty shall be entered as “Regular Time” on the CHP 71, Attendance Report. Enter the phrase: in the “Remarks” column. For employees on automated attendance reporting, absences are shown by use of code on the CHP 415, Daily Field Record.

“injury this shift” “I”

For absences subsequent to the shift of injury, enter the time off duty in the: column of the CHP 71. In the "Remarks" column enter:

"Injury" "Credits Charged."

For Non-Uniformed T/F Sick leave, CTO, vacation/annual leave, other leave credits, or dock shall be used to cover the absences, charged in full and are to be entered in the appropriate balance box on the CHP 71. Credits will be charged in full until the IDL is approved and accepted.

True

T/F When an employee files suit against a third party who caused the employees injury, SCIF and the department shall be notified of the date and manner in which the third party matter is terminated, and the amount of the recovery shall be indicated.

False, It is not necessary that the amount of the recovery be indicated.

T/F When an employee makes a financial recovery from a third party, SCIF and/or the Department may be entitled to a credit against future medical and/or disability payments

True

T/F As a protection to the employee, the amount of the state's lien should be determined prior to agreeing on a settlement amount or signing a release or settlement papers. The employee defer signing the agreement until SCIF has approved.

True False, It is further recommended that the employee defer signing the agreement until SCIF has approved.

T/F In addition, an employee whose claim for injury benefits has been accepted may also receive NDI after the condition has been determined to be “permanent and stationary” (Refer to paragraph 5.e.) and credits have been exhausted.

True

T/F When an injury claim has not been accepted and accumulated credits have been exhausted, the Department may place the employee on an informal leave status ("Pending Injury" leave) without the employee or the commander making the specific request

True

T/F 4800.5 benefits are not excludable from income taxation.

False, are not taxable

T/F In determining a qualifying pay period, time during which an employee is absent because of holidays or use of paid leave credits shall be considered as time worked by the employee.

True

Absence from state service due to a temporary or permanent separation as defined in HPM 10.3, for more than: in a pay period, or: shall disqualify one pay period of service.

11 working days 11 consecutive working days which fall in two consecutive qualifying pay periods

T/F Holidays are considered working days for pay purposes and are not counted when determining the continuous working day absences. If a holiday occurs during an absence, it breaks the continuity of the absence as payment is made for the holiday.

True False, If a holiday occurs during an absence, it does not break the continuity of the absence even though payment is made for the holiday.

On the first day of the pay period following completion of each qualifying pay period of service, a full-time employee shall be allowed: of sick leave credit. part-time employee shall be allowed:

one day (eight hours) on a pro rata basis, the fractional part of one day (eight hours) of sick leave credit.

T/F An employee shall not be allowed to use other paid leave credits in lieu of sick leave credits, unless by the employee’s BU agreement

False, At the discretion of the supervisor, may use

An employee may use sick leave for family care, as reasonably required and: to care for a qualifying family member or a member of the immediate household who is injured or ill. Family member is:

approved by the supervisor Mother father wife domestic partner child brother sister

The Labor Code requires that employers shall permit an employee to use, in any calendar year: at the employee’s current rate of entitlement.

an amount not less than the sick leave that would be accrued during six months

T/F A supervisor may ask, or require, an employee to disclose the general nature of the injury or illness to substantiate the request for sick leave.

True

An employee who returns to state service within: after a permanent separation (shall/may) be credited with the sick leave balance held at the time of separation.

six months Shall

Military veterans hired on or after 1jan16 shall be entitled to additional credit for ____ leave with pay of up to (#) hours for the purpose of undergoing medical treatment for his or her military service-connected disability

sick 96

Wounded Warrior Sick Leave Eligible employees (are/may be) required to submit a verification letter to their personnel specialist in order to receive the sick leave credit.

Are

This sick leave will remain available to use for service-related disability appointments and treatments for: from the employee’s date of hire.

12 months

Employees (shall/may) be required to provide satisfactory proof that sick leave was used for the treatment of a military service connected disability.

May

T/F a permanent excluded employee shall be entitled to bereavement leave with pay for the death of a domestic partner or person related by blood, adoption, or marriage, or any person residing in the immediate household of the employee at the time of death.

True

An employee requesting bereavement leave shall give notice to their supervisor:

as soon as possible

The bereaved employee shall provide the supervisor with the following information to substantiate the request:

(1) Name of deceased and relationship to the employee. (2) Date and place (city and state) in which the death occurred, and (3) where the services will be held.

The charge to bereavement leave shall not exceed: for any one occurrence. ------- If the death occurs out of state, an additional: may be requested and shall be charged either to the employee’s sick leave or leave without pay

three eight-hour days two days

T/F Upon approval of the commander, an employee may charge accrued vacation/annual leave, compensating time off (CTO), personal leave, holiday credit, or an authorized leave without pay for any additional bereavement leave absence.

True

An employee off duty on sick leave shall notify their supervisor whenever:

the employee will be at a location other than their normal residence. Except pending retirement

The employee shall submit the STD 634 form to their supervisor for approval: When an employee has more than one absence during the pay period: A)one STD. 634 listing all absences shall be completed, or B) one STD 634 per absence shall be completed

at the end of the pay period A)one STD. 634 listing all absences shall be completed

T/F An employee is no longer required to provide an explanation for use of sick leave or WWSL on the STD. 634

True

T/F In instances where further information, or clarification is needed for supervisory approval, a supervisor may ask the employee to disclose the general nature (rather than diagnosis or specific medical reason) of the injury or illness as part of the substantiating evidence required for sick leave or WWSL approval.

True. May ask

T/F An employee’s explanation alone, to their supervisor as to the “nature of illness or reason for absence”, shall not be considered adequate to substantiate sick leave usage.

False, may be adequate

When an employee has been off work due to an injury or illness for more than: the supervisor may designate the time off as qualifying under FMLA/CFRA and request:

three consecutive calendar days a medical substantiation.

An employee shall be: if a sick leave or WWSL request is disapproved. The employee shall be informed of the right to appeal the decision through:

notified, in writing, the grievance procedure.

T/F A disapproved sick leave or WWSL request as a result of evidence of an employee falsifying a sick leave or WWSL claim or attempting to willfully misuse sick leave or WWSL, is reported as dock

True

T/F When an employee elects to take a split vacation, departmental seniority will only apply to the first vacation period selected, meaning the second period may not take priority over another employees first period.

True

T/F In the event of conflicts in the scheduling of second vacation periods, seniority will govern provided that in no case shall the scheduling of a second vacation period take priority over the initial vacation selection of any other employee on the same schedule.

True

Employees who fail to complete the CHP 232 within 30 days will be deemed to have made an election to the:

sick leave/vacation program.

Once an employee elects to enroll in the sick leave/vacation program or Annual Leave program, or switch between either, the employee may not elect to enroll in the alternate program until (time period) have elapsed from the date of enrollment.

24 months

Credit for either leave program begins on the first day of:

the pay period in which the election is received in HRS

Vacation, sick, or annual leave credits may be used in:

15-minute increments

T/F In determining working days of service, time during which an employee is absent because of holidays, sick leave, vacation, compensating time off, or other leave credits shall be considered as time worked by the employee.

True

T/F A full-time nonuniformed employee appointed on July 18, 2010, who works at least 11 working days in each of the July through December 2010 pay periods, will receive 42 hours vacation credit on the first day of the January 2011 pay period

True

Under ALP, eligible full-time employees earn: of additional leave each year in lieu of the current: of sick leave

six days 12 days

T/F The NDI benefit which covers nonwork-related disabilities is enhanced for eligible annual leave participants from $135 per week for up to 26 weeks, to 50 percent of the employee’s gross salary for up to 26 weeks.

True

T/F An employee who was eligible to receive vacation credits at the time of separation and who returns to state service after a break in service of less than six months shall not immediately begin receiving vacation credits on the first of the pay period following completion of one qualifying pay period of service after returning.

False. Shall begin receiving

T/F An employee who returns to state service after a break in service of six months or longer caused by a permanent separation as defined in HPM 10.3, Chapter 9 must complete a new six-month qualifying period even though the employee was eligible to receive vacation credits at the time of separation.

True

Nonuniformed. The maximum vacation/annual leave accumulation for nonuniformed excluded employees on January 1 is:

640 hours.

Sergeants. The maximum accumulation for vacation/annual leave for sergeants on January 1 is: includes: for holiday-in-lieu credits in lieu of fixed state holidays and a personal holiday.

816 hours 164 hours

Commanders shall allow employees who work more than five hours per day a minimum of: and not more than: for meal periods.

30 minutes one hour

As a matter of good personnel practice, meal periods should be granted no earlier than: after the beginning of the employee’s shift and no later than: before the end of the shift.

three hours three hours

Commanders may grant employees a rest period not to exceed: each (#) hours of their work shift. The total time taken for rest periods shall not exceed: each workday.

15 minutes four 25 minutes

Rest periods shall not be granted during:

the first or last hour of the work period.

T/F there is no limitation on the number of holiday credits that can be accrued.

True

Employees (shall/should) request approval from their commanders prior to taking their personal holidays; a (time period) notice is required unless waived by the commander

Shall five-day

Each employee (shall/should/may) select hours of work within the expanded workday (0700-1800) and (shall/should/may) have the hours approved by the commander.

Shall Shall

T/F Overtime will be credited on a one-quarter hour basis with a full quarter hour credit to be granted if half or more of the period is worked

True

T/F Overtime under FLSA for nonuniformed WWG 2 employees occurs when an employee works more than 40 hours in a fixed work week, or after eight hours in a work day, or after 173.33 hours in a pay period.

False: only after more than 40 hours in a fixed work week, not after eight hours in a work day, nor after 173.33 hours in a pay period.

WWG2 The overtime hourly rate is calculated by dividing the employee's total monthly salary rate by (#), and multiplying the result by 1.5 (time-and-one- half).

173.33

Sgt/Officers T/F The overtime hourly rate is calculated by dividing the employee's total monthly salary by 184.17 (which is the equivalent of a 42.5 hour workweek or 170-hour work period of twenty-eight days) and multiplying the result by 1.5 (time-and-one-half).

True

WWG E or WWG SE T/F Employees in this work week group shall not receive any form of additional compensation, whether formal or informal

True

Supervisors shall be responsible for approving overtime. A supervisor shall not allow an employee to perform overtime work without:

prior authorization.

Nonuniformed employees may earn up to (#) hours of CTO. Sergeants and officers may earn up to (#) hours of CTO

240 480

Care shall be taken to ensure that nonuniformed excluded employees use CTO within: from the pay period in which it was earned

12 pay periods

The California Code of Regulations provides that excluded employees may use CTO in units of: or multiples thereof.

one-eighth hour

An employee is on a vacation day; regular shift is 0800 to 1700 hours; employee is called back at 1500 hours and works until 1700 hours; employee's time for the workday would be recorded as: ____ vacation, ____ regular time, ____ and overtime).

six hours two hours two hours

T/F If an employee is on a normal day off or a holiday and is called back to work, he/she shall be credited with a minimum of four hours call back time

True

Under the requirements of FLSA, when on On-call or standby time, eligible employees shall be compensated when such time was spent:

“predominantly for the employer’s benefit.”

Sergeants in a two or three sergeant command utilize: rather than:

“on-call” standby

If the absence is due to tardiness in reporting for work, only the actual time absent during duty hours may be docked, except the minimum time the subject is to be docked is:

one-tenth of an hour (6 minutes)

T/F A STD. 634, shall be prepared and submitted to cover absences without pay.

True

T/F Informal leave is limited to 11 working days in a 22-day pay period or 10 working days in a 21-day pay period or 11 consecutive working days between pay periods.

True

T/F A STD. 634 in duplicate shall be submitted to Human Resources Section, Personnel Transactions Unit (PTU), showing the dates and hours absent for jury duty.

True

T/F When an employee is subpoenaed to appear as a witness in a matter other than one arising from official duties, the absence shall be without pay.

False, with pay

T/F When an employee receives witness fees in excess of regular earnings, the employee may keep such fees and the absence shall be without pay unless vacation, annual leave, CTO, PLP, or holiday credit is charged to cover the absence.

True

T/F If scheduled during an employee’s working hours and upon giving two days’ notice to the supervisor, an employee may be absent with pay to attend a meeting of the State Personnel Board (SPB) affecting the employee’s position. If the employee is on vacation, annual leave, CTO, PLP, or holiday credit, restoration of credits will be made.

True False, no restoration of credits will be made.

T/F An employee shall be allowed time off with pay for an employment interview scheduled during the employee’s working hours with any department when the employee’s name has been certified for a position from any state civil service employment list. Employee is also entitled to reasonable travel time.

True True

T/F allows an employee who is a victim of domestic violence to take time off using available leave credits. Employees shall provide written verification

True True

Employees shall be permitted to use at least: per calendar year of Family Activity Leave.

20 hours

In compliance with the Confidentiality of Medical Information Act, a commentary description of the illness or diagnosis (should/should not) be included.

Should

Each pay period contains either ___ or ___ working days, including holidays which are considered as working days for pay purposes.

21 or 22

T/F If there are no separations or docks to be reported, a preliminary attendance report need not be submitted.

True

Following the deadline date for the preliminary report, all commands shall notify PTU _____ of any dock or separations which were not included in the preliminary report.

daily

If an employee was reported on dock through the end of the pay period on the preliminary report and returns to work before the end of the pay period, the command shall:

notify PTU immediately

Final attendance reports shall be submitted to PTU:

the day following the last day of the pay period

T/F Employees approved for a 9/80 or 3/12 AWW will be required to adjust the start of their workweek to ensure that they do not work over 40 hours in any consecutive 7-day period. The workweek would be adjusted to start:

True at the middle of the 8-hour day or day off for both.

T/F Employees may only start an AWW schedule at the beginning of a pay period.

False, Employees may start an AWW schedule either at the beginning of a pay period or at the beginning of a workweek

To ensure an employee has enough excess hours to use when the employee does not work the required hours, employees should maintain a balance of ___ to ___ hours.

16 to 40

T/F Plus excess hours used in lieu of leave credits are considered time worked for overtime purposes.

True

T/F Plus excess hours can be earned or used in quarter hour increments. Plus excess hours can be carried indefinitely. At the termination of an AWW schedule, the plus excess hours balance shall be terminated.

False, hourly increments True False, shall remain on the books until used.

T/F Plus excess hours are not overtime; therefore, upon separation or transfer out of the Department, plus excess hours will be paid at a straight time rate. An employee on an AWW schedule may schedule 8-hour workdays only for training days, staff meetings, and jury duty.

True True

T/F When an employee’s 9/80 or 3/12 AWW schedule is changing, the employee must complete the last 7-day workweek of the old schedule. This may cause a shortened workweek in between the completion of the last schedule and the start of the new schedule. Therefore, when this occurs, any overtime worked during that “short” week may be earned at a straight time rate.

True

T/F Commanders shall not effect an immediate temporary change or suspension of an AWW schedule, without prior notice to the employee.

False, may

For permanent changes, commanders shall provide the employee with a:

30-day notification.

T/F Leave credits shall not be charged on a holiday not worked by said employee in order to complete the AWW schedule for that day.

True

T/F When an employee is on any injury related leave, the AWW schedule shall revert back to a standard workweek.

True

T/F Unless otherwise stated in the bargaining unit agreement, the charge to bereavement leave for an employee participating in an AWW, shall not exceed three 8-hour days per occurrence. The remaining time must be account for through:

True Leave credits or dock

Military leave T/F An employee who is granted military leave, wether a workday or an RDO, is not compensated for that day.

False. If a workday, is compensated for the day, if RDO, is not

T/F Part-time employees shall not accrue plus excess hours; therefore, any hours worked over the required number of hours for the pay period shall be paid overtime or CTO

True

T/F The CHP 71 is the primary source of information regarding attendance and activity for all employees except officers and sergeants.

True

The CHP 71s and STD. 634s shall be submitted to PTU no later than: on: after: cannot be submitted on the date indicated above, it shall be sent to PTU within: after the end of the pay period.

the close of business the fourth working day the end of the pay period ten calendar days

Attendance documents shall be mailed in: which clearly identify to the mail room that the contents are attendance-related documents which must be expedited

white and green mailing envelopes

T/F If it is necessary to change or supplement any information on a CHP 71 that has been submitted, a photocopy of the original CHP 71 shall be mailed to PTU showing the appropriate changes or corrections in “red. Faxed copies may also be accepted.

True False, will not be

Employees shall complete a CHP 415 within: of the end of each work shift

24 hours

Employees shall forward all CHP 415s to the reviewing supervisor for the approval or rejection of the records within:

the next 24-hour period

Submission by authorized reviewers must be made: and prior to the end of each:

as soon as possible pay period and work period

Authorized reviewers/timekeepers will have: after the last day of the pay period to ensure all CHP 415s have interfaced with MIS for processing regular pay, shift differential, and special pays

four working days

Officers and sergeants assigned to the 8½-hour work shift shall be scheduled for (#) 8½-hour shifts in each 28-day work period.

Officers and sergeants assigned to the 9½-hour work shift shall be scheduled for (#) 9½-hour shifts in each 28-day work period.

Officers and sergeants assigned to the 10½-hour work shift shall be scheduled (#) 10½-hour days in each 28-day work period.

Officers and sergeants assigned to the 12½-hour work shift shall be scheduled no less than (#) 12½-hour days in each 28-day work period.

Authorized reviewers/timekeepers will have after the last day of the FLSA period to ensure all documents have interfaced with MIS for processing overtime pay.

four working days

T/F If an officer or sergeant is scheduled with less than the required number of RDOs in an FLSA period, the employee shall be entitled to a half-time payment for the hours that exceed the minimum required work hours in the work period. The minimum number of hours to be worked in an FLSA period is:

True 170 hours

T/F Plus excess hours earned are considered regular time worked for overtime purposes and will be carried as a credit to the next pay period. Plus hours may not be used in lieu of leave credits.

True May be used in lieu of, with Commander approval

Minus excess hours that exceed a 40-hour balance shall be automatically charged against the employee’s leave banks in this order:

1) vacation/annual leave, 2) CTO, 3) personal leave balance, in that order

Examples of 3/12 work schedules are: #1: An employee works (#) 12½-hour days and (#) 7½-hour day for a total of 14 workdays. #2: An employee works (#) 12½-hour days and (#) 8½-hour days for a total of 14 workdays.

13, one 12, two

A meet-and-confer between the commander and Area representative shall occur after a vote of no less than (#) percent (rounded to the closest whole number) of the affected and eligible employees in the command elects to change an existing workweek schedule to another.

T/F Despite being operationally sound, an AWW. request may be reasonably denied. Sergeants will be included with a separate vote of 67 percent (rounded to the closest whole number)

False, Any operationally sound request shall not be unreasonably denied. True

For example, a command with 18 eligible employees multiplied by .67 would equal 12.06. T/F Therefore, 12 out of 18 eligible employees are required to vote in favor to change an existing workweek schedule.

True, 12, as the number is rounded to the nearest whole number per policy

T/F Employees on temporary administrative assignments (defined as assignments lasting more than 30 days), task forces, special duty, and Resident Posts shall be eligible to vote on the implementation of the workweek schedule in a host Area.

False, are not eligible to vote

Officers and sergeants shall begin the AWW schedule at: and it should only be implemented to coincide with:

the beginning of the pay period, adequate and existing resources.

An employee on an AWW schedule (shall/should/may) schedule 8-hour workdays only for Academy training days, staff meetings, jury duty, departmental sponsored leadership and management development courses, or suspension.

May

When an employee is on IDL, TD, NDI, injury leave credits, or using leave credits for an injury, the employee’s schedule shall revert back to an 8-hour schedule at the beginning of:

the next pay period following the last day worked.

When an employee is on Labor Code Section 4800.5 time for more than: the schedule shall revert back to an 8-hour schedule until released to duty.

a full pay period

T/F When an employee is on a suspension, the employee’s schedule shall revert back to an 8-hour schedule for the time period of the suspension.

True

Unless otherwise stated in the bargaining unit agreement, the charge to bereavement leave shall not exceed: per occurrence.

three 8-hour days (24 hours)

T/F The CHP 415s correcting only special project codes shall not be sent to PTU.

True

Therefore, it is imperative that commands notify PTU ___________ of any separating employee

immediately

T/F A copy of the employee’s daily attendance screen showing the separating employee's attendance through the last day worked shall be faxed to PTU as soon as available.

True

T/F State regulations prohibit authorization of attendance clerks to receive and distribute warrants. Salary warrants should be handled on a confidential basis.

True

When the pay period ends on a normal workday (Monday through Friday), commanders may release warrants on that day either at _____ hours or after the employee has completed: whichever is:

1500 all work hours for that pay period earlier

T/F Medical records are considered to be personnel records by the Americans with Disabilities Act (ADA); Therefore, all medical records shall be maintained in a locked file with the existing personnel file.

False, shall be maintained locked separately

A personnel file and a separate medical file shall be maintained for every departmental employee and shall be housed: T/F This personnel file is the “official” departmental personnel file.

in the Human Resources Section (HRS), Personnel Files Services (PFS). True, the headquarters’ file is the official file

A _____ _________ ____ and a separate medical file shall be maintained at each headquarters and field Area office for each employee currently assigned to that location.

field personnel file

T/F Additionally, medical files shall be kept in a separate, locked file, apart from the location of the personnel files.

True

T/F Supervisors are not subject to civil liability when giving opinions as to the work performance of a subordinate, including whether an employee would be considered for rehire, when requested by a potential employer.

True

In accordance with GC Section 18573 and Civil Code Section 1798, et seq., employees may access and review their medical records maintained by the Department with the exception of:

Information with medical, psychiatric, or psychological information may not be disclosed if it would/might be medically or psychologically detrimental to the employee. The employee can authorize disclosure of this information to a physician pursuant to Civil Code.

An employee may designate access to personnel or medical records to an individual by a signed waiver, dated within the past: unless a longer period of time is:

30 days so designated on the waiver.

Life of File Definition. (1) Service retired or separated employees:

six years after the retirement or separation date, except injury records.

Life of File Definition. (2) Death (while a California Highway Patrol [CHP] employee), other than deaths in the line of duty:

six years or until the youngest child reaches age 26, whichever occurs last.

Life of File Definition. (3) Disability retirement, injury record: Uniformed – Non-uniformed –

at least six years after separation or until age 60 or would have been age 60, whichever is the longest period of time. at least six years after separation or until age 70 or would have been age 70, whichever is the longest period of time.

Life of File Definition. (4) Deaths in the line of duty:

all files will be archived. Retention length will be determined by OLA.

Retention Complaint investigation files shall be maintained in: Pursuant to PC Section 832.5, the retention for complaint investigation files is:

a separate subject file. five years.

Retention Adverse Actions. File copies shall be maintained in: retention is: except those that result in:

a separate subject file five years a written reprimand only (retention: three years).

Retention Miscellaneous Investigation file copies shall be maintained in: The retention is:

a separate subject file three years

Retention Officer Involved Discharge of Firearms Investigations file copies shall be maintained in: The retention is:

a separate subject file five years

Retention CHP 112, Management Summary. File copies shall be maintained in: retention:

a separate subject file three years

Retention Grievance records shall be filed in: as either: They shall be filed apart from field personnel and medical files and shall be retained at the affected command level for:

separate confidential grievance files active or inactive. three years subsequent to the date of the final action.

Retention All applications, files of applicants, correspondence, and forms of applicants not selected for hire must be retained by: Files must be retained for a minimum of:

the command. two calendar years.

T/F Only certified bilingual employees shall use their bilingual skills for conversation, interpretation, or translation as needed by the Department.

True

The commander will ensure that an audit is conducted within of receipt of the request and the employee is scheduled for a bilingual fluency examination. Audits for bilingual pay determination shall and will be conducted for a minimum period of (time) which includes Saturdays, Sundays, holidays, and days on leave credits.

90 days 30 calendar days

T/F If an officer or sergeant is no longer willing to perform bilingual services, commands shall notify HRS, PTU, immediately so that bilingual pay will be deleted from their salary payment. Employees who fail to qualify in a fluency examination may take the examination again after four months have elapsed.

True False, 6 months

Officers who are required by their supervisor or designee to conduct business telephone calls outside their work hours of less than (time) duration shall receive compensation in accordance with the BU 5 MOU

30 minutes

T/F Officers and sergeants assigned full-time to perform the duties of a canine handler shall receive specialty pay in accordance with the BU 5 MOU.

False, receive a monthly compensation, for the care and maintenance of the K9

Night shift pay, uniformed Evening/Swing Shift is (#) or more hours which fall between: Night/Graveyard Shift is (#) or more hours which fall between:

four///6:00 p.m. and 1:00 a.m. four///11:00 p.m. and 6:00 a.m

Night shift pay, non-uniformed Evening/Swing Shift is (#) or more hours which fall between: Night/Graveyard Shift is (#) or more hours which fall between: Or:

four///6:00 p.m. and 12:00 a.m. four///12:00 p.m. and 6:00 a.m Or four///6:00 p.m. and 6:00 a.m

Sergeants who are certified by an Area commander and placed on-call for a minimum of (time period) within the pay period qualify for on-call pay differential.

ten calendar days

Uniformed employees with fewer than (time period) of service as an Officer, CHP, shall receive ($) per month in accordance with the BU 5 MOU. Uniformed employees with or (#) more months of service as an Officer, CHP, shall receive ($) per month in accordance with the BU 5 MOU.

60 months/$65.00 60/$130.00

T/F Supervisors/managers shall review each employee’s specialty pay report and attempt to resolve discrepancies noted on the report Employees shall also review the report and sign it

True True

All commands shall complete and submit a current organization chart to Selection Standards and Examinations Section, by (date) of each year.

November 15

The primary consideration in offering a T&D assignment should be that the training assignment is consistent with: and provides for:

the Career Development Plan of the employee real developmental experience.

T/F Employees shall not be promoted during a T&D assignment

False, may be. If certain conditions met. Point of a t&d assignment is to prepare the employee for promotion

T/F The period of training cannot exceed two years for each assignment, or cumulative of two years for part time employees.

True

Commanders and supervisors shall be responsible for ensuring the duties and responsibilities of each subordinate employee are appropriate to the employee’s current: .

classification

There shall be no compensation for an out of class assignment lasting for: or less.

15 consecutive working days

The CHP has delegation authority to approve OOC assignments for confidential, supervisory, managerial, and other excluded employees up to:

one year.

Employment history, payments, deductions, and leave accounting are available thru MIRS to included current plus previous The information is updated every:

24 months Friday

It is the Department’s intent to resolve the Merit issue complaints at the: All merit issue complaint investigations will be conducted by:

lowest level possible. Selection Standards and Examinations Section (SSES).

T/F Merit issue complaints have to do with applicants for the CHP as well as employees applying for positions within the department, and violations of state civil service rules and/or cal hr rules

True

The immediate supervisor is an independent, accessible, and objective: T/F A supervisor is responsible for the intake and potential resolution of informal merit issue complaints

link between employees and management. True

The immediate supervisor’s role is to establish and provide an: where employees may raise questions, discuss concerns, receive answers, and obtain:

open channel of communication informal resolutions.

T/F merit issue complaints All immediate supervisors have the option to decline requests for informal discussions whenever a situation involves a conflict of interest, a work priority, or a time constraint

True

Action to recoup an overpayment (not exempt from GC Section 19838) cannot be taken unless the action is initiated within (time) from the date of the overpayment. The recoupable amount must not exceed (#) of the employee’s monthly net salary (gross salary minus mandatory deductions)

three years 25 percent

10.3 Flashcards

(632 cards)