Compensation, benefits, and conditions of work

Question 1

When is Level 1 Administrative Assignment used?

Answer 1

When an officer is involved in a significant event resulting in death or serious injury.

Question 2

What are the restrictions under Level 1 Administrative Assignment?

Answer 2

Avoiding exercise of police authority, not wearing uniform, concealing carried items, and more.

Question 3

Under Level 2 Administrative Assignment, what triggers reassignment?

Answer 3

Alleged violation of department policy, misdemeanor, or non-felony offense.

Question 4

What are the restrictions under Level 2 Administrative Assignment?

Answer 4

Avoiding police authority, not wearing uniform, concealing carried items, among others.

Question 5

When is an officer relieved of sworn status under Level 3?

Answer 5

When an officer fails to meet qualification standards with their duty weapon.

Question 6

What is the eligibility criteria for reinstatement after ceasing work for the division?

Answer 6

Successfully completing probationary period, not being dismissed, and making a written reinstatement request.

Question 7

Who determines if a person meets the current requirements for the reinstated position?

Answer 7

The Director of Human Resources.

Question 8

When can a reinstated member be eligible for a merit increase?

Answer 8

After completing six (6) months of service following reinstatement.

Question 9

What is the rate of pay for a reinstated member upon reinstatement?

Answer 9

Set at the current pay grade assigned to former position, not lower than minimum step.

Question 10

How is prior service time considered for a reinstated member?

Answer 10

Not counted for determining seniority or entitlement to vacation, sick leave, or longevity pay.

Question 11

What should correspondence relating to reinstatement be forwarded to?

Answer 11

The Director of Human Resources.

Question 12

What is the purpose of General Order G.O. 1992-07K?

Answer 12

To outline procedures related to compensation, benefits, conditions of work, reinstatement, and in processing/out processing.

Question 13

What policies must the Lexington Police Department comply with according to the course notes?

Answer 13

All applicable sections of the Code of Ordinances, other government directives, state and federal laws, and collective bargaining agreements.

Question 14

When should employees complete out processing procedures?

Answer 14

When they retire, resign, are terminated, or will be absent for over 30 calendar days.

Question 15

What is an Administrative Assignment according to the definitions provided?

Answer 15

Involves placing an officer in one of the administrative assignment levels until the conclusion of an inquiry/investigation.

Question 16

Define Disability Leave as per the course notes.

Answer 16

When an employee is medically required to be absent due to an event and cannot perform any substitute work.

Question 17

What is meant by an ‘Event’ in the context of the course notes?

Answer 17

An event refers to an accident, incident, injury, illness, or temporary medical condition resulting in specific administrative actions.

Question 18

What encompasses Extended Leave according to the course notes?

Answer 18

Forms of leave that exceed 30 calendar days.

Question 19

Explain the concept of Military Leave based on the provided information.

Answer 19

Leave for employees absent from regular duties while in service under military orders of the state or the United States.

Question 20

Describe what Modified Duty involves according to the course notes.

Answer 20

Transfer to limited-capacity substitute work based on medical work limitations.

Question 21

What details should be documented for each court appearance in PeopleSoft?

Answer 21

Specific court, Defendant’s Name, Charge, Time, Time earned for travel, Case jacket/evidence pick up.

Question 22

What must overtime requests include in PeopleSoft?

Answer 22

Specific details like Time Reporting Codes, Combo Code, User Fields, and completion of Notes Section.

Question 23

How should PeopleSoft time submissions be entered and approved?

Answer 23

Electronically, weekly, with minimal entries of hours worked per day and a Time Reporting Code.

Question 24

What is the deadline for submitting previous weeks’ time entries into PeopleSoft?

Answer 24

10:00 a.m. each Monday.

Question 25

When should supervisors or designees approve time entries in PeopleSoft?

Answer 25

By 10:00 a.m. each Monday.

Question 26

What are the rules regarding compensatory time for exempt employees?

Answer 26

Refer to collective bargaining agreements or the Employee Handbook, restrictions on accumulation and use.

Question 27

Is vacation, sick, and funeral leave counted as hours worked for compensatory time?

Answer 27

No, only holiday leave counts if claimed on a government holiday.

Question 28

What happens to compensatory time upon separation of employment?

Answer 28

It shall not be paid unless approved by a collective bargaining agreement.

Question 29

What is the maximum limit for compensatory hours that employees can accumulate?

Answer 29

Cannot exceed 80 hours or levels specified in the collective bargaining agreement.

Question 30

Where can sick leave information be found?

Answer 30

Code of Ordinances Sec. 21-34 and the Employee Handbook.

Question 31

How many hours of sick leave do employees accrue annually?

Answer 31

Employees accrue 120 hours of sick leave annually.

Question 32

What is the rate at which sick leave is accumulated per month?

Answer 32

Sick leave is accumulated at the rate of 10 hours per month.

Question 33

When will employees be paid for excess sick leave hours?

Answer 33

Employees accumulating in excess of 600 hours will be paid after the end of the calendar year.

Question 34

What happens to unused sick leave hours upon retirement for officers with minimum service time?

Answer 34

Officers with minimum service time receive a lump sum distribution at their current pay rate.

Question 35

What should employees do before returning to work after an extended sick leave?

Answer 35

Submit notification of intention to return and written medical documentation.

Question 36

Who is responsible for monitoring employees for abusive use of sick leave?

Answer 36

Supervisors are responsible for monitoring employees for abusive use of sick leave.

Question 37

What happens during a Level 3 Administrative Assignment?

Answer 37

The officer is prohibited from exercising police authority and their arrest powers are revoked.

Question 38

What restrictions are placed on an officer during a Level 3 Administrative Assignment?

Answer 38

Prohibition from carrying concealed weapons, turning in department-owned items, restricted work duties.

Question 39

What is the legal basis for an officer's authorization to carry concealed weapons?

Answer 39

KRS 527.020 (3) and Code of Ordinances Sec. 23-9 (h) based on their sworn status.

Question 40

When might an officer be placed on Level 4 Administrative Assignment?

Answer 40

When alleged to have committed serious violations determined by the Chief of Police.

Question 41

What restrictions apply during a Level 4 Administrative Assignment?

Answer 41

Prohibition from exercising police authority, carrying concealed weapons, and operating department vehicles.

Question 42

What actions must an officer take during a Level 4 Administrative Assignment?

Answer 42

Turn in any department-owned vehicles and comply with the inquiry and investigation.

Question 43

Where is information on vacation leave found?

Answer 43

Code of Ordinances Sec. 21-33 and the Employee Handbook.

Question 44

Where can employees covered under collective bargaining agreements find additional benefits information?

Answer 44

Their current collective bargaining agreement.

Question 45

How long can employees serve on a jury with pay in a calendar year?

Answer 45

Up to 3 calendar months.

Question 46

What happens to an employee's pay during jury duty?

Answer 46

They are paid at their current hourly rate for each hour of jury duty.

Question 47

How should an employee notify their supervisor about impending jury duty?

Answer 47

Provide a copy of the summons no later than 2 weeks prior.

Question 48

What should the supervisor do upon receiving a copy of the summons for jury duty?

Answer 48

Forward it immediately to the Personnel Records Unit via the chain of command.

Question 49

Are employees on jury duty leave allowed to retain the jury duty payment?

Answer 49

Yes, they are permitted to retain it in addition to their regular duty pay.

Question 50

Where can information on health insurance and benefits be found?

Answer 50

LFUCG Intranet, Employee Handbook, city’s Benefit Center website, or by contacting the Division of Human Resources.

Question 51

How can employees access information on health and wellness benefits?

Answer 51

Check the Employee Handbook or visit the city’s Benefit Center website.

Question 52

What should medical documentation for officers on disability leave include?

Answer 52

Work restrictions delineated in the documentation.

Question 53

How often should medical documentation be updated for officers on disability leave?

Answer 53

At least every thirty (30) days.

Question 54

What is required for an officer to return to work while on modified duty?

Answer 54

A written medical statement detailing work limitations.

Question 55

What are the duty restrictions for officers on modified duty?

Answer 55

Avoiding exercise of police authority, not wearing uniform, safely concealing carried items, among others.

Question 56

Under what circumstances may officers on modified duty exercise police authority?

Answer 56

If a situation creates significant public safety hazard or emergency.

Question 57

What is the expectation regarding off-duty employment for officers on modified duty?

Answer 57

Prohibited from engaging in employment requiring police authority use.

Question 58

Who has the discretion to recommend substitute work for officers due to non-work-related illness or injury?

Answer 58

Chief of Police based on medical information and department needs.

Question 59

Where can employees find additional information on disability leave and modified duty?

Answer 59

Code of Ordinances Sec. 21-39, CAO Policy 53, Employee Handbook, and collective bargaining agreements.

Question 60

What should officers refer to for maternity duty information?

Answer 60

GO series 2013-01 Pregnancy and Lactation Policy.

Question 61

Who determines the level of administrative assignment for officers involved in certain events?

Answer 61

Chief of Police or designee.

Question 62

Who determines the appropriate mental health professional for the fit for duty evaluation?

Answer 62

Lexington-Fayette Urban County Government Division of Human Resources.

Question 63

What happens after successfully completing the fit for duty evaluation?

Answer 63

The officer must undergo a return to regular duty interview process and possibly training updates.

Question 64

When can a regular duty interview occur in the return to regular duty interview process?

Answer 64

It will not occur until after the fit for duty evaluation has been completed.

Question 65

What does the return to regular duty interview process include?

Answer 65

Meetings with immediate supervisor, lieutenant, commander to assess readiness.

Question 66

Who needs to be notified after each interview in the return to regular duty interview process?

Answer 66

Chain of command via department email with interviewer's recommendations.

Question 67

What actions can be recommended after completing the return to regular duty interview process?

Answer 67

Return to regular duty status, extension of status, Chaplain's Office referral, EAP referral.

Question 68

Who is responsible for determining and scheduling training updates for the returning officer?

Answer 68

The Training Section.

Question 69

What must be completed before an officer is eligible to return to regular duty status?

Answer 69

All required training updates.

Question 70

What is the reinstatement period for former classified civil service employees?

Answer 70

One (1) calendar year following the date of separation.

Question 71

What are the reinstatement requirements for former employees?

Answer 71

Written request to Mayor, 'satisfactory' rating, meeting current requirements, and Mayor's approval.

Question 72

How is the rate of pay determined for a reinstated employee?

Answer 72

Set at the current pay grade of former position, at the same salary when separated.

Question 73

When is a reinstated employee eligible for a merit increase?

Answer 73

On the first day of the fiscal year after completing six (6) months of service.

Question 74

Is prior service time counted for determining seniority of a reinstated employee?

Answer 74

No, prior service time is not counted for determining seniority.

Question 75

What is the purpose of out processing procedures?

Answer 75

To complete required steps for employees retiring, resigning, or facing extended leave.

Question 76

What actions can lead to an officer being relieved from duty?

Answer 76

When circumstances indicate it's in the best interest of the department.

Question 77

What does suspension as a punitive action entail?

Answer 77

It involves the officer being suspended without pay.

Question 78

Who prepares the out processing packet for employees retiring or resigning?

Answer 78

The BOA Assistant Chief's office prepares the out processing packet.

Question 79

Explain the role of the employee's supervisor during out processing procedures.

Answer 79

The supervisor ensures the employee completes out processing procedures on their last workday.

Question 80

Where does out processing begin and end as per the notes?

Answer 80

Out processing procedures begin and end at the BOA Assistant Chief's office.

Question 81

What happens during a recruit or probationary officer's probationary period?

Answer 81

They will out-process in the Training Section.

Question 82

What role does the BOA Assistant Chief's office play during in processing procedures?

Answer 82

They direct returning employees completing in processing procedures.

Question 83

What are the restrictions under Level 5 Administrative Assignment?

Answer 83

Prohibition from exercising police authority, carrying weapons, driving department vehicles, and working off-duty.

Question 84

What happens under Level 5 - Suspended From Duty without Pay?

Answer 84

Officer is relieved of sworn status, suspended without pay pending investigation and likely termination.

Question 85

What does an officer need to do in Level 5 suspension regarding weapons and equipment?

Answer 85

Turn in all department-owned weapons, equipment, and official credentials (badges and ID card).

Question 86

Why is an officer prohibited from carrying a concealed deadly weapon under Level 5 Administrative Assignment?

Answer 86

Because their sworn status is revoked, hence they cannot carry any concealed deadly weapon.

Question 87

What actions are forbidden under Level 5 suspension regarding uniforms and facilities?

Answer 87

Wearing department uniforms or badge, using facilities are not authorized.

Question 88

How can a supervisor address suspected sick leave abuse?

Answer 88

By requiring written medical documentation to substantiate the employee's need for absence.

Question 89

Where can information on FMLA be found?

Answer 89

In Code of Ordinances Sec. 21-39, CAO Policy 53, Employee Handbook, and collective bargaining agreements.

Question 90

What does the ADA Title I prohibit?

Answer 90

Prohibits employment discrimination based on disability and regulates medical inquiries.

Question 91

What is required before beginning a probationary period as per Code of Ordinances Sec. 22-53.1?

Answer 91

A pre-employment physical examination and drug screening.

Question 92

What should employees do if they sustain a work-related injury or illness?

Answer 92

Notify their supervisor immediately and ensure a Health and Safety Report is completed.

Question 93

What form must be completed if an employee can't perform regular duties?

Answer 93

LFUCG Disability Leave Request and Modified Work Form.

Question 94

Where do employees get information on ADA and FMLA?

Answer 94

Employee Handbook and Division of Human Resources.

Question 95

What happens if an employee is medically required to be absent from all work assignments?

Answer 95

They will be transferred to disability leave.

Question 96

Where can the department's entry-level salary information be found?

Answer 96

In the Employee Handbook, KRS, Code of Ordinances, or current collective bargaining agreements.

Question 97

How is overtime compensation calculated?

Answer 97

Overtime is paid for more than 40 hours worked at 1.5 times the regular hourly rate.

Question 98

When is overtime not paid for hours worked in a day?

Answer 98

Overtime is not paid for hours worked in excess of 8 hours per day (10 hours for the Bureau of Patrol) unless 40 hours have already been worked.

Question 99

How are fractional hours credited for payment?

Answer 99

Fractional hours are credited in three-minute increments, with a specific proportion of an hour earned for each.

Question 100

What is the process for returning equipment during in processing?

Answer 100

Equipment assigned to another bureau should be picked up from the same bureau during in processing.