513 Compensation and Leave

Question 1

The following are procedures for the use of Special Duty for educational purposes (i.e., Institute of Police Technology and Management (IPTM), Federal Bureau of Investigations (FBI) National Academy, etc.). Employees will:

Answer 1

(1) Prepare a request via Intradepartmental Correspondence form (P-0004) or email and submit the form through the chain of command for approval;
(2) Once approved, notify the appropriate program’s representative of the intent to attend;
(3) Submit a copy of the approved request form to the Budget Division; and
(4) Prepare the appropriate reports as designated by Order 410 (Budget Order).

Question 2

Employee Services
a. The JSO Human Resources Division’s members provide information concerning JSO’s Human Resources practices. This information is disseminated to the following:

Answer 2

(1) JSO employees;
(2) Prospective employees;
(3) Members of other agencies; and
(4) Other members of the public.

Question 3

All sworn and corrections officers shall schedule and complete a PAT…………………………. If the officer has restrictions from a Workers’ Compensation physician or their personal physician that would prevent them from performing the essential functions of their job, the Human Resources medical section designee shall be notified via written notification. Officers will be provided a reasonable opportunity to gain compliance or be given an accommodation, if qualified. The Human Resources medical section designee will maintain a list of all employees who have qualified for an accommodation and this list will be provided weekly to the Academy. The Academy will be responsible for ensuring those employees do not participate in the PAT until they have been notified by the Human Resources medical section designee that the employee has provided medical documentation to indicate they are cleared to do so. Corrections officers shall follow additional physical abilities test procedures as outlined in Order 541 (Sworn – Corrections Recruitment & Selection).

Answer 3

each calendar year.

Question 4

Employees attending their annual PAT will show their Employee Information System (EIS) attendance as……………………. using the Today’s Schedule screen. The ………………….. shall only be used for the time the employee was completing the PAT.

Answer 4

Physical Ability Test (PAT)

PAT attendance code

Question 5

Officers who fail to complete the PAT will be provided a reasonable opportunity to gain compliance with restrictions as defined in the bargaining agreements.

Answer 5

(a) Officers who fail the annual PAT shall be subject to the following disincentives:
(i) Forfeiture of take-home car privileges;
(ii) Forfeiture of annual step raise;
(iii) Delayed consideration for promotions; and
(iv) Forfeiture of police-related secondary employment privileges

Question 6

Sworn officers who fail the annual PAT will be given a grace period of ……………….., during which time he may retake the test.

(i) Additionally, the officer will be required to initiate and participate in on-duty rehabilitation provided for in the bargaining agreements.
(ii) The disincentives will not go into effect unless the employee fails to pass the test within the ……………..

Answer 6

30 calendar days

30 day grace period.

Question 7

Wellness examinations will be conducted during working hours, and should be coordinated jointly between the employee and his immediate supervisor. Attendance in EIS will be shown as Wellness Exam (PHY) using the Today’s Schedule screen. [CALEA 22.2.1]
(1) Officers who wish to have blood work done MUST do so ……………… to the scheduled appointment. No blood work will be drawn at the Wellness appointment.

Answer 7

two weeks prior

Question 8

Officers MUST have, at minimum, the modified exam to comply with the ………………………….. (refer to Order 531 [Communicable Disease Prevention and Protection]).

Answer 8

Respiratory Protection Program

Question 9

Officers receiving the modified examination shall have up to…………….. to complete the examination. If the examination is completed in less than two hours, the officer shall return to duty when the exam is completed.

Answer 9

two hours

Question 10

Officers receiving the full examination shall have up to five hours to complete the examination. If the examination is completed in less than ………, the officer shall return to duty when the exam is completed.

Answer 10

five hours

Question 11

Sworn and corrections officers are required to give the COJ medical vendor………….notice of cancellation if they are unable to attend their scheduled wellness examination (JSO pays for the annual wellness examination, even when a scheduled officer does not attend).

Answer 11

24-hour

Question 12

Employees who observe or have knowledge of behaviors or incidents which call into question an employee’s safety or the safety of others, or the employee’s ability to perform the essential functions of their job must request to have a supervisor at………………… draft an Intradepartmental Correspondence form (P-0004) outlining these behaviors and/or incidents. This Intradepartmental Correspondence form (P-0004) must be submitted to the Occupational Health Manager in the Human Resources Division. The request for referral will be approved or denied by the Chief of Human Resources.

Answer 12

the Chief level or higher

Chief of Human Resources.

Question 13

Once Human Resources is informed that an employee is in need of a medical or psychological fitness-for-duty examination and the request has been approved, the ……………….. shall be notified. All medical or psychological fitness-for-duty examinations will include a defrock unless an exception is approved by the ………………….. Because the uniform, or any part of it, shall not be worn while an officer is in a defrocked status, the employee shall be considered to be on limited duty status.

Answer 13

Undersheriff

Undersheriff

Question 14

Human Resources will notify the employee’s chain of command that the fitness-for-duty referral has been approved. Human Resources will also obtain the employees limited duty status assignment and notify……………….. and the ……………….. of this information.

Answer 14

Internal Affairs and the Field Training Office

Question 15

(fitness for duty: defrock)

The Field Training Office will coordinate with the Critical Incident Stress Management Program (CISM) team, Human Resources, and the employee’s chain of command to meet with the employee to do the following:

(1) Retrieve specified equipment (i.e., gun, badge, uniforms, assigned vehicle, etc.); and
(2) Inform the employee of their limited duty status assignment, start date, shift, and supervisor.

Answer 15

(1) Retrieve specified equipment (i.e., gun, badge, uniforms, assigned vehicle, etc.); and
(2) Inform the employee of their limited duty status assignment, start date, shift, and supervisor.

Question 16

Supervisors are required to establish one designee in EIS …………….. who will assume all EIS supervisory responsibilities during the supervisor’s absence. Appointed personnel may have a designee assume EIS supervisory responsibilities at all times.

Answer 16

(My Backup)

Question 17

……………………………….. – This code is used for full-time employees placed on a non-paid leave status when they have not obtained approval for other non-paid leave types. AWOL is the only non-paid leave code that EIS supervisors may apply without additional permissions if the employee has exhausted all other non-paid and paid leave types.

Answer 17

Absent Without Authority (AWOL

Question 18

,,,,,,,,,,,,,,,,,,,,,,,,,,,,, – This code is used for full-time employees that have requested and been pre-approved for non-paid leave by the employee’s department director. Specific instructions for submitting a LWOP request are located in this order.

Answer 18

Leave Without Pay (LWOP)

Question 19

……………………………..– Supervisors of employees who attend IOD medical appointments while on duty are responsible for accounting for this absence in EIS by entering the appropriate amount of leave each applicable working day. The leave will be revoked and resubmitted as IOD by the Human Resources Division medical section designee after it is determined an employee is eligible for this status and has provided appropriate documentation. Commanding officers are responsible for ensuring all procedures related to IOD reporting are initiated and completed. Specific instructions are located in Order 521 (Injury and Exposure).

Answer 19

Injured on Duty (IOD)

Question 20

………………………………….– As outlined in the applicable employee collective bargaining agreements, when officers and supervisors are eligible for FTO differential, the supervisors shall initiate an FTO Relationship via the EIS Field Training Officer (FTO) screen to associate a recruit with his assigned FTO, as well as the supervisor with the recruit.

Answer 20

Field Training Officer (FTO)

Question 21

………………… – This code is used when an employee is working, but is out of the county or working a different assignment. The comments should include the employee’s location and reason (e.g., Orlando - Police Negotiator Training).

Answer 21

Special Duty (SD)

Question 22

………………………………… – This code is used whenever an employee is attending training within the county while on duty.

Answer 22

Working – In-Service Training (IST)

Question 23

………………………………– This code is used whenever an employee has been designated by his supervisor to be working out of classification (e.g., Sergeant-In-Charge, Detective-In-Charge, etc.).

Answer 23

Out of Classification (OOC)

Question 24

………………………………………………….– This code is entered under the Today’s Schedule screen in EIS when the employee is changing a regularly scheduled Working (W) day to a Regular Day Off (RDO) for one of the following reasons:
(a) The employee worked a Regular Day Off – Working (RDOW) in the same work period (between zero dates for corrections and police; in the same pay week for civilians) and is now using the WRDO to “swap” with that working day; or
(b) Shift adjustment:
(Police only: the employee adopted a new work plan and is owed hours to avoid exceeding more than 160 hours in a 28-day work cycle (between zero dates).

Answer 24

Working Day – Taking Regular Day Off (WRDO)

Question 25

.................................................. This code is entered under Today’s Schedule in EIS when the employee is changing a RDO to show as Working (using RDOW) code for either of the following reasons: (a) The employee took a WRDO in the same work period (between zero dates for corrections and police; in the same pay week for civilians) and is now using the RDOW to swap with those RDO/off-duty hours; or (b) Shift adjustment: (i) Police only: The employee adopted a new work plan and owes hours to avoid falling short of 160 hours in a 28-day work cycle (between zero dates).

Answer 25

Regular Day Off – Working (RDOW)

Question 26

.............................. – This code is used to show a designated period of time during an employee’s scheduled work hours in which he was not working (e.g., to show the specific time an employee was taking a scheduled lunch period). This code should only be used by those showing a scheduled meal period in EIS and is available under the “Today’s Schedule” screen in EIS.

Answer 26

Non-Working (NW)

Question 27

The frontline employee’s .................... is responsible for ensuring the employee has adopted the correct start time, meal period, and work plan upon the transfer. If the incorrect work plan was adopted by the employee, the EIS supervisor is responsible for correcting the work plan so that the employee is showing the correct daily attendance effective the transfer date. EIS supervisors must immediately contact the Human Resources Division Time and Attendance Unit at jsopayroll@jaxsheriff.org if there are any issues correcting the work plan of the transferred frontline employee.

Answer 27

new supervisor

Question 28

Transfers of EIS Supervisors (1) The ............................... of the EIS supervisor being transferred is responsible for requesting that the Human Resources Division Time and Attendance complete the transfer via email (jsopayroll@jaxsheriff.org) prior to the effective transfer date.

Answer 28

new commander

Question 29

If applicable, the commanding officer of the EIS supervisor being transferred is responsible for notifying the ............................ via email (jsopayroll@jaxsheriff.org) who will be backfilling the vacancy created. All of the details listed above must also be included in this request.

Answer 29

Human Resources Division

Question 30

When an error is detected on a previous timesheet, the ................................shall immediately make the appropriate correction in EIS or have the affected employee make the appropriate correction (e.g., withdraw and re-submit an incorrect leave request or overtime request).

Answer 30

assigned supervisor

Question 31

If an error is corrected after more than ..................... have passed, the assigned EIS supervisor must also immediately notify the Human Resources Division Time and Attendance Unit at jsopayroll@jaxsheriff.org to ensure that EIS will process the updated information correctly.

Answer 31

eight weeks

Question 32

When an assignment or attendance status changes after the beginning of a shift for the Patrol Division or the Investigations Division, the assigned supervisor or designee shall ensure EIS is updated and that the ............................................................ is notified

Answer 32

Communications Center Watch Supervisor

Question 33

On the ............... of a work cycle, employees must verify their time sheets are accurate and then sign-off attesting to their accuracy. Employees who are absent on the last day of a work cycle shall sign-off on their first day back to work

Answer 33

last day

Question 34

Supervisors may not approve their own timesheet; they must always be assigned a ......................................

Answer 34

designated EIS supervisor.

Question 35

Employees on active duty military leave will sign-off on their timesheets ............................

Answer 35

upon their return from active duty.

Question 36

All overtime must be authorized by a ................... prior to being worked, unless the overtime is a result of a call for police service directed to an on-duty officer by the Communications Center.

Answer 36

supervisor

Question 37

A maximum of on-duty time will total no more than 16 hours per day unless approved by the..................

Answer 37

assistant chief, or designee;

Question 38

.......................... will review the quarterly overtime reports, distributed by the Budget Division, to ensure compliance with this order.

Answer 38

Division chiefs

Question 39

An EIS overtime request shall be submitted (except for holiday premium pay) ................................unless the employee has a medical emergency, does not have electronic access to EIS, or during exigent circumstances, at which time it shall be submitted accurately and as soon as possible upon the employee’s return to duty.

Answer 39

at the end of the overtime assignment

Question 40

Un-Planned/Open-ended Overtime – This category of overtime is an unplanned event, such as a last-minute police call for service, shift holdover due to manpower shortages, natural disasters, administrative hearings, or court overtime with an unknown end-time. (a) Patrol Division employees shall notify .........................................after the first hour and gain approval from ................................. every hour thereafter.

Answer 40

an on-duty Street Supervisor an on-duty Watch Commander

Question 41

If the EIS supervisor is not on duty, the employee shall submit the overtime request to ........................

Answer 41

an appropriate on-duty supervisor or designee .in his classification

Question 42

............................. will designate approvers to administer the special event overtime organization(s) for each event.

Answer 42

The Assistant Chief of Special Events

Question 43

All overtime requests for that event will be handled/approved by the designated EIS supervisor no later than ...............................

Answer 43

upon completing his first regular tour of duty following the special event.

Question 44

If the court attendance or deposition extends beyond the hours the Court Liaison Office is open, the affected employee is responsible for notifying the Court Liaison Office ..........................., via telephone, with all the information previously mentioned in this order.

Answer 44

on the next business day

Question 45

Once having been placed on a Telephone Standby status, if the employee receives no further instructions regarding disposition of the case from the Court Liaison Office by ............., he will contact the Court Liaison Office for further instructions. If an employee fails to contact the Court Liaison Office by ..............., he will automatically go off Telephone Standby status at ............... The employee must submit a CTSB Overtime Request in EIS as outlined above.

Answer 45

1600 hours 1600 hours 1600 hours

Question 46

If a telephone conversation with the defense attorney must take place during the employee’s off-duty hours, the employee will be entitled to ...................................................... increments up to a maximum of............. for the time spent on the conversation.

Answer 46

straight-time compensation in one-hour two hours

Question 47

Employees entitled to such compensation shall submit their EIS Overtime Request to the Court Liaison designee. A1. The employee will indicate the time claimed for the telephone call in one-hour increments, selecting the .......................) attendance status in the EIS Overtime Request.

Answer 47

Pager Stand-By (PSB

Question 48

Hearing Board Witness OT (Overtime) (WITOT) – When an off-duty employee is required to appear before any hearing board, arbitrator, or internal investigation as a fact witness as the result of receiving a subpoena or direct order in the course and scope of employment, the employee will be compensated as for duty-related court appearances at the same rate. (a) All EIS overtime requests from appearing as a fact witness must be submitted to and handled/approved by the ...................................

Answer 48

Chief of Human Resources or designee

Question 49

Employees who appear before any board or court hearing as a character witness shall not apply for overtime compensation. If the employee appearing as a character witness is on duty, he must ..............................................as a character witness.

Answer 49

submit a leave request for the time involved

Question 50

Probationary personnel who wish to take leave for more than one work cycle must obtain permission from their respective ........................

Answer 50

assistant chief

Question 51

Probationary employees who wish to take any leave during their last 30 calendar days on probation must receive permission from their respective .................

Answer 51

division chief.

Question 52

Unless pre-approved for LWOP as outlined in this order, the employee status will be ................. if the employee does not have sufficient leave hours in reserve to cover their absence and is not covered by Family Medical Leave Act (FMLA) (Order 519 [Family Medical Leave Act]). (a) Supervisors shall document in the supervisor’s comments of the leave request the reason they are charging an employee with...........or .........

Answer 52

AWOL | AWOL or LWOP

Question 53

A request for leave for an extended vacation of.......... shall take precedence over an individual's request for one or two days of leave should governing language not exist in the applicable employee collective bargaining agreements or salary and employment plan.

Answer 53

five days or more

Question 54

Employees who are going to be on annual/personal or military leave for more than ................ shall return their assigned vehicle to the Fleet Coordinator’s Office at the City Motor Pool, 2581 Commonwealth Avenue. The vehicle card must be left in the vehicle.

Answer 54

30 calendar days

Question 55

Employees shall furnish adequate explanation of their illnesses and the approximate amount of projected absence from duty. If the explanation is documentation from a health care provider, it is to be forwarded to the .......................................

Answer 55

Human Resources Division’s medical section designee;

Question 56

SICK LEAVE After the initial notification documented by a health care provider, it is not necessary to report every day. However, if the absence goes beyond ......................................... additional notification(s) must be provided for each extension;

Answer 56

the period specified in the initial notification,

Question 57

Employees shall notify their ....................... or authorized representative of their intention to return to duty as specified by the various employee collective bargaining agreements or salary and employment plans prior to reporting in order to allow the EIS supervisor or designee or commanding officer time to adjust the shift roster accordingly;

Answer 57

commanding officers

Question 58

SL requests will be initiated by the supervisor each day via the EIS Leave screen unless the illness is extended past ............., at which time the leave can be input in work- cycle increments;

Answer 58

10 days

Question 59

SICK LEAVE The ............................ or an authorized representative shall use discretion in determining whether or not a visit is required to verify the circumstances of the absence.

Answer 59

commanding officer

Question 60

Upon ......................................, prior to signing off on the time sheets, the EIS supervisor shall ensure that all of the supervisor-initiated requests for sick leave are correct and modified, if applicable, to reflect the correct sick leave dates.

Answer 60

the employee’s return

Question 61

Employees carried in EIS on sick leave are expected to be found at their respective homes, physician's office, hospital, or en route to or from one of these locations during their normal duty hours. Employees shall not go elsewhere without permission of their .........................or authorized representatives

Answer 61

commanding officer

Question 62

Unless prior approval was obtained by the .................................. employees who do not have sufficient leave days to cover their absences shall have their absences considered as AWOL subjecting the employee to counseling and/or discipline up to separation.

Answer 62

department director,

Question 63

FMLA requires covered employers to provide up to ........................................... of job protected leave. Paid leave requires the employee to use their accrued leave time or qualify for paid parental leave.

Answer 63

480 hours or 12 weeks

Question 64

The employee or ............................ shall initiate a Jury Duty (JD) leave request via EIS with summons specifics noted in the comments and shall forward the summons to the Human Resources Division Time and Attendance Unit by email at jsopayroll@jaxsheriff.org. The Time and Attendance Unit will append the summons to the employee’s personnel file.

Answer 64

EIS supervisor (or designee)

Question 65

Under the extra MLT benefit, service member employees may be eligible to receive up to ........................................... while absent from their JSO responsibilities due to military training and/or service. Paid MLT leave may only be used for training or service as compelled by written orders from the appropriate branch of the U.S. Military. The military training hours are not an employee leave bank. The following conditions must be met before a paid military leave of absence for training will be approved:

Answer 65

240 hours of regular pay (per fiscal year)

Question 66

The employee must provide his EIS supervisor with ..............................................of military leave of absence for training and/or service.

Answer 66

advance written notice

Question 67

Under the extra MLT benefit, service member employees may be eligible to receive up to.................................. (per fiscal year) while absent from their JSO responsibilities due to military training and/or service. Paid MLT leave may only be used for training or service as compelled by written orders from the appropriate branch of the U.S. Military. The military training hours are not an employee leave bank. The following conditions must be met before a paid military leave of absence for training will be approved:

Answer 67

240 hours of regular pay

Question 68

The employee’s EIS supervisor must validate the requested military leave prior to “Military Leave – Training” (MLT) being entered into EIS by the employee. The EIS supervisor must review one of the following documents and confirm the dates and time of the requested military leave to validate the request: (a) Official notification from the employee’s military chain of command (fiscal yearly training/battle assembly memorandum, email from military chain of command, etc.); ....................... ............... ................

Answer 68

(b) Official military orders; (c) Military pay stub (DFAS Defense Finance Accounting System); or (d) Military certification for service over 90 days (Form NA 13038).

Question 69

If the requested military leave has not been validated by the..................., the employee must enter a leave request into EIS using his own accrued leave (AL, HOL, CSL, etc.) or LWOP. The employee must enter “Military Leave – Training” in the comments section of the EIS leave request. After the requested military leave has been validated by the .................., the employee can withdraw the initial leave request and submit a “Military Leave – Training” (MLT) leave request.

Answer 69

EIS supervisor EIS supervisor

Question 70

The employee’s EIS supervisor must scan a copy of the document(s) used to validate the military leave and email the documents to the ..................... Time Attendance Unit (jsopayroll@jaxsheriff.org and carbon copy the employee) by the end of the shift during which they approved the military leave request in EIS.

Answer 70

Human Resources Division

Question 71

The employee’s EIS supervisor shall also keep a copy of the validation document(s) in the ......................

Answer 71

employee’s division file.

Question 72

Military service member employees exceeding the 240-hour limit (and require additional military leave for training and/or service) must submit “................................. or may use their own accrued leave (e.g., AL, HOL, CSL, etc.) to receive pay while on military leave. Employees using their own accrued leave for pay must enter “Military Training” in the comments section of the leave request. Employees must still comply with validation procedures above (even if using their own leave) due to minimum staffing requirements, restricted leave days, etc.

Answer 72

Military Leave Without Pay” (MLWOP)

Question 73

Members with orders for ................ will complete the Military Departure and Return Checklist Form (P-1304), which shall include scheduling an exit counseling session with a member of the Human Resources Division Time and Attendance Unit.

Answer 73

45 days or more

Question 74

A Human Resources Division, Time and Attendance Unit representative will initiate a Military Leave – Active Duty (MLACT) leave request for the..............................., after which the employee will be transferred to a Human Resources Division Active Duty shift roster. Employees on the Active Duty shift roster will be carried as MLWOP unless a specific request is made to use accrued leave while on active duty. If the request is made by the employee to use accrued leave, the appropriate EIS code will be applied by the Human Resources Time and Attendance Unit

Answer 74

first 30 calendar days

Question 75

Human Resources Division will establish with the deploying member a process for communicating during the member’s deployment if the orders are for ...........

Answer 75

45 days or more.

Question 76

If members are activated for ....................., they must return equipment as instructed on the Military Departure and Return Checklist Form (P-1304).

Answer 76

45 days or more

Question 77

If members are activated for less than 45 calendar days, they may keep all issued equipment, however, assigned vehicles and gas cards must be returned to the motor pool if the order exceeds............

Answer 77

30 calendar days

Question 78

In-processing from Active Duty (1) Upon release from active duty deployment, but prior to reissuance of equipment and return to duty: (a) The employee is to notify the Human Resources Division, Time and Attendance Unit of the desired date of return to COJ employment at jsopayroll@jaxsheriff.org or (904) 630-2134; and (b) The employee is to notify .......................... of the anticipated date of return to his assignment; and (c) Psychological and/or Physical Evaluations

Answer 78

his immediate supervisor

Question 79

At the discretion of the ..............................................or............................., any employee, regardless of whether or not they have been on duty out of the country, may be required to undergo a return-to-duty psychological or physical evaluation by a COJ physician in order to determine fitness for duty, to include a determination if the member has any specialized needs, such as a referral to the Employee Assistance Program (EAP).

Answer 79

Chief of Human Resources or the Human Resources medical section designee

Question 80

Within .............., furnish a U.S. Department of Defense Form 214 (DD-214) to the Human Resources Division Time and Attendance Unit (may be scanned and emailed to jsopayroll@jaxsheriff.org).

Answer 80

60 days

Question 81

The EIS supervisor will determine the appropriate amount of bereavement leave an employee may be granted following a death in the immediate family as designated within that employee's collective bargaining agreement and/or any salary and employment plan. The employee’s .................. shall be notified upon granting an employee bereavement leave.

Answer 81

chief or designee

Question 82

The EIS supervisor, designee, or higher authority in the employee’s chain of command granting bereavement leave shall create a supervisor-initiated Bereavement Leave (BL) request in EIS and document the following in the comments section of the EIS Today’s Schedule:

Answer 82

(1) Reason for the leave; (2) Name and address of the deceased; (3) Relationship to the employee; (4) Funeral or memorial service date; and (5) Justification for the amount of BL granted, based upon the employee's needs and circumstances. (Considerations include relationship, travel, sole survivorship, etc.).

Question 83

Any employee receiving information in an official capacity of such death will immediately notify the ...............on duty or his authorized representative.

Answer 83

commanding officer

Question 84

Bereavement leave for a co-worker will be shown in EIS as Bereavement Leave – Co-Workers (BLC) and initiated and approved by the..............................or someone higher in the chain of command, as provided for in the employee’s applicable bargaining agreement or pay plan.

Answer 84

employee’s EIS supervisor,

Question 85

The requesting and processing procedures for LWOP are as follows: (1) Under ................: (a) Employees shall submit a written request for LWOP before the requested LWOP period. An Intradepartmental Correspondence Form (P-0004) stating the reason and dates requested (including medical documentation, if applicable, which must also indicate the reason and time period required for the absence and that the employee will be medically fit to return to duty at the end of the leave) must be submitted to the Human Resources Division’s medical section designee who will route it to the ............ (b) If the Chief of Human Resources finds that the request is for an extraordinary and compelling reason, it will be routed to the employee’s director for approval

Answer 85

six months Chief of Human Resources.

Question 86

Over six months: In addition to the approval process through the employee’s ............, the request must also be approved by the COJ Chief of Employee Services.

Answer 86

director

Question 87

ADL after critical incidents: [CALEA 22.1.2] (1) An employee may be placed on administrative leave without loss of pay for any reason deemed necessary by the .........................

Answer 87

Sheriff or his designee

Question 88

When an employee is involved in a critical incident, ADL with pay may be granted by an ...............................ADL is offered to decompress from serious incidents and employees should refrain from using police authority during this time.

Answer 88

assistant chief or higher authority.

Question 89

The employee’s EIS supervisor or someone higher in the employee’s chain of command will change the attendance status via the EIS Today’s Schedule screen with an ADL status daily for the duration determined by the appropriate ...................

Answer 89

director or higher authority.

Question 90

The ADL status will indicate the name of the .......................... that placed the officer on ADL, as well as the CCR, if applicable, in the comments of Today’s Schedule in EIS.

Answer 90

assistant chief or higher authority

Question 91

Any officer whose actions result in a death or serious bodily harm shall be removed from the line duty assignment. [CALEA 4.2.3] (a) The officer shall be placed on ADL by the authority of the .................................. or higher authority. The ................................................... will then initiate the Administrative Review Tracking Form, available on the Investigations & Homeland Security site on 94Net, for the involved officer notifying the Human Resources Division’s medical section designee of the incident and the requirement for a Return-to-Duty Evaluation

Answer 91

Assistant Chief of Major Case, Assistant Chief of Major Case or higher authority

Question 92

Prior to being permitted to return to his line duty assignment, the involved officer shall undergo a Return-to-Duty Evaluation coordinated by the Human Resources Division’s medical section designee. Upon completion of the Return-to-Duty Evaluation, the medical section designee will input the clearance date on the Administrative Review Tracking Form which then notifies the ..............................who will notify the Sheriff or his designee.

Answer 92

Director of Investigations

Question 93

The ........................shall review the results of the Return-to-Duty Evaluation, together with pertinent materials from the detective(s) who are investigating the officer-involved incident, to determine whether the officer should return to his line duty assignment. The officer shall remain on ADL status pending this review. [CALEA 4.2.3]

Answer 93

Sheriff or his designee

Question 94

Upon completion of the administrative review process, ...........................will notify the Director of Investigations or designated official who will then complete the Administrative Review Tracking Form. The completed form will be routed to the employee’s chain of command and the Accreditation and Professional Oversight Units. [

Answer 94

the Sheriff or designee

Question 95

No employee shall engage in ................... utilizing police authority while on ADL.

Answer 95

secondary employment

Question 96

The duration of the ADL granted to an employee will be determined by the ...............

Answer 96

Sheriff or his designee.

Question 97

Non-essential personnel shall be placed on ADL under the Today’s Schedule screen in EIS as instructed by the administration of JSO as follows: (a) ........................or........................ in the chain of command will change the attendance of eligible employees to ADL in EIS using the Today’s Schedule screen;

Answer 97

EIS supervisors or someone higher

Question 98

Essential employees required to work during...................... will earn one hour of compensatory leave credit to be accrued and used as CSL for each hour worked during the declared limited emergency period;

Answer 98

the limited emergency period

Question 99

CSL shall be used for paid leave following the same process as ..................... per this order.

Answer 99

Annual/Personal Leave

Question 100

When an employee is intending to leave the agency for retirement and the employee’s bargaining unit allows for them to use their accrued leave up through and including their final scheduled work day, the employee will be considered to be on terminal leave. (1) The officer’s chain of command shall notify .............................so that the employee can be placed on an administrative shift roster in EIS until the employee’s end date.

Answer 100

the Chief of Human Resources

Question 101

Paid Parental Leave Overview (1) The purpose of paid parental leave is to enable the employee to care for and bond with a newborn or a newly adopted child. Accordingly, up to ............... of paid parental leave will be paid to employees following the birth of an employee’s child or adoption. (2) Eligible employees may take up to ......... of paid parental leave, per 12-month period compensated at 100% of the employee’s regular, straight-time pay, paid on a biweekly basis on regularly scheduled pay dates.

Answer 101

six weeks six weeks

Question 102

Paid Parental Leave Overview | If both parents are employees of JSO, each parent can apply for .................................

Answer 102

six weeks of paid parental leave.

Question 103

Paid Parental Leave Overview Paid parental leave will run concurrently with leave under FMLA and will be counted toward the.................................

Answer 103

FMLA 12 weeks/480 hour entitlement

Question 104

Paid Parental Leave Overview The employee must be identified as a parent on the birth certificate or listed as a parent on the legal adoption paperwork. These documents must be provided within................ after the birth or adoption.

Answer 104

two weeks

Question 105

Employees shall notify the JSO Medical Section designee at least ..........prior to the proposed commencement of leave by completing the COJ-provided Paid Parental Leave Request Form (Refer to COJ Employee Services Directive 0308) along with their FMLA application.

Answer 105

30 days