Ben Study Tests Flashcards
(42 cards)
- You are the sergeant in the Fresno Area office. One of your officers asks to speak to you about the Employee Assistance Program (EAP). He stated that he had experienced some depression earlier in the year and sought help through the EAP for the problem. He related that he attended seven sessions and was feeling much better so he stopped going. He wants to use the EAP again because he is experiencing marital problems; however he heard that he could only use EAP seven times in a fiscal year. How should you proceed?
a. The EAP process is strictly confidential and you should have stopped the employee prior to him divulging he personal information. You need to document the incident on a CHP 51, Memorandum to the command regarding the incident.
b. Let the officer know that he is actually eligible for ten visits through EAP per fiscal year, so he has three sessions left to get help for his marital problems.
c. Let the officer know that he can’t use the EAP anymore that fiscal year because he has used all seven of his visits; however his wife is also entitled to seven sessions per fiscal year. She can seek help through the EAP for their marital problems.
d. Advise the officer that he is entitled to seven sessions for each unrelated problem type, per fiscal year. Since he originally sought help for depression he would still be entitled to seven additional sessions for marital problems.
d. Advise the officer that he is entitled to seven sessions for each unrelated problem type, per fiscal year. Since he originally sought help for depression he would still be entitled to seven additional sessions for marital problems. - Week 1
- You are the day shift sergeant in the Redwood City Area. You are conducting a substance abuse investigation per HPM 9.2, Substance Testing Manual. While conducting the investigation you are interviewing other officers that were possible witnesses to the suspected officer’s signs of intoxication. One of the officers, who is a Peer Support Officer (PSO) stated that the suspected officer had the odor of an alcoholic beverage on his breath. Knowing that he is a PSO, you ask the officer if the suspect officer has ever contacted him as a PSO to discuss problems with alcohol abuse. The PSO respectfully declines to provide any specific information to you. As the supervisor you order the PSO to provide you with the information and they still decline. What steps do you take now?
a. Begin an investigation per HPM 10.2, Internal Investigations Manual, due to the PSO’s insubordination.
b. Continue your interview with the PSO to obtain any further information about their observations regarding the substance abuse issue in question.
c. Continue your interview with the PSO to obtain any further information about their observations regarding the substance abuse issue in question. Then document their failure to provide you with the information that you requested on their CHP 100 form.
d. Nothing. An officer who is a PSO can’t provide witness information because of the unique sensitivity of their position. You shall disregard any information that they provided and leave it out of your Probable Cause Report.
b. Continue your interview with the PSO to obtain any further information about their observations regarding the substance abuse issue in question. - Week 1
- Employees who utilize the Employee Substance Abuse Program (ESAP) shall be advised that confidentiality will be strictly maintained with certain exceptions. Which exception does not apply?
a. The employee is an immediate danger to him/herself or others.
b. The misconduct constitutes illegal activity.
c. There is written consent given by the employee.
d. There is verbal consent given by the employee.
e. There is a subpoena for documentation or testimony.
d. There is verbal consent given by the employee.
- Week 1
- You are the graveyard sergeant in the North Sacramento Area. Two of your uniformed employees were involved in a pursuit were the passenger in a suspect vehicle shot multiple times at them striking their patrol vehicle several times. For their safety and the safety of the public the officers discontinued the pursuit. The officers did not return fire and neither one was injured. The commander wants to conduct a group Critical Incident Stress Debrief (CISD) for individuals directly involved in the traumatic event. The two officers directly involved do not want to attend the CISD. How should you proceed?
a. Advise the officers that they are not required to attend the group CISD. Then advise them that if they don’t like the group CISD format they have the option of attending a confidential CISD session within three days of the incident.
b. Advise the officers that they are required by policy to attend a group CISD following an officer involved shooting, or if they were shot at by a suspect regardless of injury.
c. Advise the officers that they do have to attend the group CISD, because the other people at the group CISD will benefit from hearing about what they experienced.
d. Advise the officers that they are not required to attend the group CISD, however they will be required to attend one confidential CISD session within 72 hours of the incident.
d. Advise the officers that they are not required to attend the group CISD, however they will be required to attend one confidential CISD session within 72 hours of the incident. - Week 1
- If approved an officer that has been involved in an officer involved shooting may be granted up to five days of paid administrative time off. Additional time off may be charged to the appropriate leave credits.
a. True
b. False
a. True
- Week 1
- Each uniformed employee present at a civil disturbance or crowd control incident shall conform to the authorized departmental action indicated for the applicable operational mode. Each employee has the individual responsibility and authority to escalate his/her operational mode for self-defense or in defense of others. The approved operational modes are;
a. Side handle baton (PR-24), Aerosol Subject Restraint (ASR), Control Holds (PMA), Personal weapons, Riot shields.
b. Visible Presence Mode, Non-Assertive Mode, Assertive Contact Mode, Forcible Contact Mode.
c. Visible Presence Mode, Non-Aggressive Contact Mode, Aggressive Contact Mode, Forcible Contact Mode.
d. Visible Presence Mode, Non-Aggressive Contact Mode, Assertive Contact Mode, Forcible Contact Mode.
d. Visible Presence Mode, Non-Aggressive Contact Mode, Assertive Contact Mode, Forcible Contact Mode.
- Week 1
- You are a sergeant in the Oakland Area and are in charge of a squad of officers during a civil disturbance. You are charged with blocking a parking lot entrance to a private business. You are confronted with incident participants who are loudly chanting “No Justice. No Peace”. Most of the crowd is walking down the road; however a large group has stopped in front of your location and is blocking the roadway. There has been no dispersal order given. What operational mode should your squad be in?
a. Visible Presence Mode, Baton in the ring.
b. Non-Aggressive Contact Mode, Baton in the Port Arms position.
c. Non-Assertive Contact Mode, Baton in the Long Extended position.
d. Non-Aggressive Contact Mode, Baton in the Long Extended position.
b. Non-Aggressive Contact Mode, Baton in the Port Arms position. - Week 1
- Civil Disturbance Tactical Units vary in size. What is the correct order from smallest to largest?
a. Squad, Arrest Squad, Platoon, Company, Battalion.
b. Squad, Platoon, Battalion, Company.
c. Team, Squad, Company, Platoon, Team, Battalion.
d. Team, Squad, Platoon, Company, Battalion.
d. Team, Squad, Platoon, Company, Battalion. - Week 1 – check for policy change
- While at a civil disturbance you are in charge of a squad. The squad is in the Non-Aggressive Contact Mode and they are utilizing riot shields. You have given your squad a command to move the crowd back out of a roadway. You notice that two of the officers are using their shields to lightly nudge and move the crowd backward. Based on your operational mode is contact with a demonstrator utilizing a riot shield allowed?
a. The utilization of riot shield to move a non-violent, non-compliant crowd is allowed in the Non-Aggressive Contact Mode.
b. Non-Aggressive Contact Mode is not an operational mode; however the utilization of assertive force with the riot shield to move a non-violent, non-compliant crowd is allowed in the Non-Assertive Contact Mode.
c. This operational mode would require that riot shields be secured and the officers utilize their PR-24 in the Port Arms position to lightly push the crowd back.
d. No contact is allowed with either the PR-24 or the riot shield in the Non-Aggressive Contact Mode.
a. The utilization of riot shield to move a non-violent, non-compliant crowd is allowed in the Non-Aggressive Contact Mode. - Week 1
- You are the sergeant of a squad of officers assigned to clear the doorway of an abortion clinic. The demonstrators have linked their arms, sat down and are being loud and boisterous. You have issued a dispersal order. As your officers attempt to disentangle the demonstrators arms they begin to throw their head back into the legs of the officers behind them. The officers attempt to approach the demonstrators from the front and the demonstrators begin to kick at the officers. The contact officer transitions to their baton and delivers several strikes to the demonstrator’s legs to gain compliance. The officer was successful and affected an arrest. Was the officer’s use of the baton authorized by policy?
a. No. Personnel are never justified in utilizing the PR-24 baton as described in the Assertive Contact or Forcible Contact mode on seated or prone passive demonstrators.
b. No. Personnel are never justified in utilizing the PR-24 baton as described in the Assertive Contact or Forcible Contact mode on seated or prone demonstrators that present a physical threat.
c. Yes. Personnel are justified in utilizing the PR-24 baton as described in the Assertive Contact or Forcible Contact mode on seated or prone demonstrators that present a physical threat.
d. Yes. Personnel are justified in utilizing the PR-24 baton as described in the Assertive Contact or Forcible Contact mode on seated or prone passive demonstrators.
c. Yes. Personnel are justified in utilizing the PR-24 baton as described in the Assertive Contact or Forcible Contact mode on seated or prone demonstrators that present a physical threat. - Week 1
- The following elements are critical for the substance testing program to be successful.
a. Probable Cause, Confidentiality, Collection, Chain of Custody.
b. Consistency, Confirmation, Collection of Sample, Chain of Custody, Control, Contracts.
c. Reasonable Suspicion, Consistency, Confirmation, Chain of Custody, Documentation.
d. Reasonable Suspicion, Confirmation, Collection of Sample, Chain of Custody.
b. Consistency, Confirmation, Collection of Sample, Chain of Custody, Control, Contracts. - Week 1
- You are the day shift sergeant in the Merced Area and one of your officers is involved in an officer involved shooting. The agency with jurisdiction of the shooting tells you that the officer is refusing to submit to a substance test for the purpose of establishing the employee’s sobriety at the time of the incident. They advise you that they do not have reasonable suspicion for the test, but they would like you to tell your officer to submit to the test. Can the officer refuse to submit to this substance test per policy?
a. No. A substance test following a critical incident is not considered a voluntary test.
b. Yes. A substance test without reasonable suspicion would be considered voluntary, therefore the officer can refuse.
c. No. Regardless of the occurrence officers are required to submit to substance testing as long as they have representation prior to the testing process.
d. Yes. The officer can refuse the request from the allied agency; however the officer may not refuse the test when requested by our agency, even without reasonable suspicion.
b. Yes. A substance test without reasonable suspicion would be considered voluntary, therefore the officer can refuse. - Week 1
- The following job classifications are considered sensitive positions except.
a. School Pupil Transportation Safety Coordinator
b. CHP Cadets
c. Gunsmiths
d. Maintenance Engineer I and II
e. Automobile Mechanic
f. Public Safety Dispatcher
g. Public Safety Operator
h. Motor Carrier Specialist I, II and III
d. Maintenance Engineer I and II - Week 1
- You are the sergeant in the Auburn Area and you have developed reasonable suspicion that one of your officers is under the influence of alcohol and you don’t suspect any drugs. You contact your immediate supervisor and relate the circumstances and receive confirmation to proceed with the testing process from the confirming official. You obtain a substance abuse testing kit from the Area office and begin the process of collecting a urine sample. The officer states that they do not want to provide a substance test until they have a chance to talk with the Area Representative for Bargaining Unit 5. Are you violating the officer’s POBR rights by continuing the testing process?
a. Yes. The Memorandum of Understanding states that all uniformed employees have the right to representation prior to questioning or submitting to a substance test.
b. Yes. Policy states that upon request the employee has a right to representation prior to questioning or submitting to a substance test.
c. No. POBR does not specify anything about substance testing; however it may be a violation of the officers Fifth Amendment civil right.
d. No. The officer has no right to representation because the evidence that is being obtained will diminish with time.
d. No. The officer has no right to representation because the evidence that is being obtained will diminish with time. - Week 1
- If you suspect only drug abuse ___________ is the preferred method of substance testing. The supervisor shall ensure that they collect a minimum of ____ milliliters that will be split into ____ , _____ milliliter samples.
a. Blood, 30, Three, 10
b. Urine, 30, Two, 15
c. Blood, 60, Three, 20
d. Urine, 60, Two, 30
e. Urine, 90, Two, 45
d. Urine, 60, Two, 30 - Week 1
- Once you have prepared your Reasonable Suspicion Report should be provided to the employee within _______ ________.
a. 48 hours.
b. 72 hours.
c. One week.
d. 24 hours.
a. 48 hours. - Week 1
- As a sergeant you are responsible for completing performance ratings on your subordinates. Because you are new you are given a “Boiler Plate” performance appraisal from a senior sergeant. You are behind on three CHP 118, Performance Appraisal Evaluations. You decide to utilize the “Boiler Plate” and change the officer’s names to get them done quickly. In doing the performance appraisals this way what error are you making?
a. The Halo Effect
b. Central Tendency Effect
c. Similar-to-Me Effect
d. Stereotype Effect
b. Central Tendency Effect - week 2 test
- You a sergeant in the Merced Area and have an officer that has been performing poorly eleven out of the twelve months in the Critical Task “Enforcement Duties”. Now you are preparing their Annual Performance Appraisal. Based on their performance in this one Critical Task how should you proceed?
a. You would give them the rating of “Sub-Standard” and document the reason in the narrative section of the CHP 118.
b. You would give them the rating of “Needs Improvement” and document the reason in the narrative section of the CHP 118.
c. You would give them the rating of “Needs Improvement” and put them on Interim Reporting.
d. You would give them the rating of “Deficient” and put them on Interim Reporting.
d. You would give them the rating of “Deficient” and put them on Interim Reporting. - week 2 test
- One of your subordinates is requesting time during a decentralized training day to talk to the other officers. He is interested in running for the position of California Association of Highway Patrolmen (CAHP) Representative. He wants the let the other officers know what he can do for them and what his qualifications for the job are. What should you tell him?
a. No, because the decentralized training days are mandated by POST and the correct amount of hours must be completed for officers to maintain their peace officer powers.
b. Yes, because the training days usually end early, however the command would have to allow whoever is running against them time to promote themselves also.
c. No, because employee organization business shall not be conducted during working hours.
d. Yes, because each command shall provide a minimum of four hours to each officer who is campaigning for the representative position.
c. No, because employee organization business shall not be conducted during working hours. - week 2 test
- You are the direct supervisor of the Area Representative. They are requesting to use a departmental vehicle to conduct official business on behalf of the association. How should you respond?
a. Allow them to use the vehicle as long as its absence will not affect the normal enforcement duties.
b. Allow them to use the vehicle, because the Department shall make all departmental equipment available to representatives who are conducting official business on behalf of the association.
c. Do not allow them to use the vehicle, because representatives shall not use departmental vehicles to conduct official business on behalf of the association.
d. Allow them to use the vehicle as long as the vehicles use and all work time used is noted by the representative on the CHP 610, Representation Reporting form.
c. Do not allow them to use the vehicle, because representatives shall not use departmental vehicles to conduct official business on behalf of the association.- - week 2 test
- You are a new sergeant in the Williams Area. You authorized four hours of state release time for a representative to meet with an officer (member) regarding a grievance. What further documentation is required?
a. None. You are the direct supervisor and authorized the state release time.
b. The representative will need to note the state leave time on their CHP 415 under Beat Code 800.
c. The representative will complete a CHP 415 as normal and submit a completed CHP 610, Representation Reporting form with their CHP 100 form at the end of the month.
d. The representative will completed a CHP 610, Representation Reporting form within two days and document the state leave time on their CHP 415 under Beat Code 813.
d. The representative will completed a CHP 610, Representation Reporting form within two days and document the state leave time on their CHP 415 under Beat Code 813.- - week 2 test
- The following are the levels of the grievance/complaint process.
a. Level 1: Immediate Supervisor, Level 2: Area Commander, Level 3: Division Commander, Level 4: Commissioner, Level 5: Director of Cal-HR.
b. Informal Level: Immediate Supervisor, Level 1: Area Commander, Level 2: Division Commander, Level 3: Commissioner, Level 4: Director of Cal-HR.
c. Informal Level: Immediate Supervisor, Level 1: Area Commander, Level 2: Division Commander, Level 3: Commissioner, Level 4: State Personnel Board.
d. Level 1: Immediate Supervisor, Level 2: Area Commander, Level 3: Commissioner, Level 4: Director of Cal-HR, Level 5: State Personnel Board.
b. Informal Level: Immediate Supervisor, Level 1: Area Commander, Level 2: Division Commander, Level 3: Commissioner, Level 4: Director of Cal-HR. - week 2 test
- Following the event that causes a grievance how long does a grievant have to file a grievance?
a. 21 days
b. 48 hours
c. 364 days
d. 1 year
a. 21 days
- week 2 test
- You are the Motor Sergeant in the South Sacramento Area and one of your officers was involved in an off duty DUI collision. In addition to the internal investigation you want to take the officer off of their departmental motorcycle and put them back on road patrol. Would the officers removal from being a Motorcycle Officer be justified.
a. Yes. Special pay assignments are a privilege and can be removed at any time.
b. Yes. Due to the egregious nature of the off duty incident, removal from a special pay assignment is justified.
c. No. The off duty incident had nothing to do with the officers ability to perform his assignment as a motor officer.
d. Yes. The removal from a special pay assignment due to an off duty incident shall be documented as part of the officer’s outlined punishment in the adverse action.
c. No. The off duty incident had nothing to do with the officers ability to perform his assignment as a motor officer.- - week 2 test
