HPM 9.1: EMPLOYEE RELATIONS MANUAL

Question 1

What is the purpose of Employee Relations Program? There are 2

Answer 1

1. encourage harmonious relations between the Department and its employees.
2. establish procedures for the equitable and peaceful resolution of differences on employee relations matters.
   Chp 1. 1-3

Question 2

Goal of the Department’s Employee Relations Program

Answer 2

Increase management’s and employees’ understanding of the rights, responsibilities, and obligations of management, employees and employee organizations

Question 3

Commissioner’s philosophy on Employee Relations Program is that commanders….

Answer 3

establish and maintain positive lines of open communication with employees and employee representatives.

Commanders are to openly discuss changes with employees and labor representatives since such issues are then better understood by all parties.

While there will not always be agreement on all issues, all involved parties should develop the ability to discuss them in a professional manner.

Question 4

____ and ____ are responsible for seeing that the employee relations policies of the California Highway Patrol (CHP) are properly administered.

Answer 4

Managers and supervisors

Question 5

_______ shall ensure all outdated bargaining unit contracts are destroyed to preclude a misapplication of the current contract.

Answer 5

Commanders

Question 6

Contract Interpretations are departmental specific communications available on the _____ to all managers and supervisors.

Answer 6

CHP Intranet OER Web page

Question 7

Commanders shall/should ensure that all applicable managers and supervisors, as well as first-line supervisors designated “represented” under the Dills Act, are informed of the content of the published Contract Interpretations.

Answer 7

shall

Question 8

Each headquarters and Field command shall/should maintain a library of all current Contract Interpretations filed adjacent to the contracts. The CIs should be referenced to ensure the consistent interpretation and application of the negotiated language.

Answer 8

should

Question 9

The Dills Act is

Answer 9

a series of Government Code Sections which govern collective bargaining for represented employees of the State of California (Annex A). Annexes B and C list all represented and excluded classifications employed by the Department.

Chapter 2 2-4

Question 10

Under this statute, supervisory employees
(have/do not have) the right to be represented regarding all matters related to employment conditions and supervisory employer-employee relations.

Answer 10

have

Question 11

The state employer and excluded employee organizations shall/should not interfere with, intimidate, restrain, coerce, or discriminate against supervisory employees because of exercising their rights.

Answer 11

shall

Question 12

Each contract outlines represented employees’ rights to representation. When deciding whether management has an obligation to allow
representation, supervisors, and managers shall/should refer to the applicable contract.

Answer 12

should

Question 13

If there is a conflict between departmental policy and the
provisions of a negotiated contract, the contract shall/should be controlling.

Answer 13

shall

Question 14

“Represented employee” means an employee who is not designated as supervisory, managerial, confidential, or excluded under the Dills Act.
Another name for represented employee is:

Answer 14

rank-and file employee

Question 15

Represented employees have certain rights as provided by the Dills Act and their contracts between the state and their exclusive representatives.

If there is a conflict between departmental policy and the provisions of a negotiated contract, the contract shall/should be controlling.

Answer 15

Shall

Question 16

The Dills Act provides the following rights for represented employees:

Answer 16

(1) To form, join, and participate in the activities of exclusive representatives
for representation on all matters regarding wages, hours, and other terms and conditions of employment.

(2) To refuse to join or participate in the activities of exclusive representatives.

(3) To select a single employee organization to be the exclusive
representative of all employees in their bargaining unit. Thereafter, employees in that bargaining unit may only be represented by that exclusive representative.

(4) To represent themselves individually or use the services of a personal
advisor as long as the representative has no ties to an organization which
competes with the exclusive representative.

(5) No one may discriminate against employees, grant them preferential
treatment, or withhold equitable treatment.

ch 2, 2-6

Question 17

The ____________ is the only organization which may represent employees in a bargaining unit in employment relations with the state.

Answer 17

exclusive representative

Question 18

A managerial employee is defined in the Dills Act as any employee having significant responsibilities for formulating or administering agency or departmental policies and programs or administering an agency or department. Are managers considered included or excluded employees?

Answer 18

EXCLUDED EMPLOYEES.

Question 19

Is a “confidential employee”, under the Dills Act,
different than an employee who merely has access to confidential documents, such as personnel files?

Answer 19

Under the Dills Act, it is different than an employee who merely has access to confidential documents, such as personnel files.

“Confidential employee,” as defined by the Dills Act, means any employee who is required to develop or present management positions with respect to employer-employee relations or whose duties normally require access to confidential information contributing significantly to the development of management bargaining positions.

2-7 HPM 9.1

Question 20

A supervisory employee is defined as any individual, regardless of the job description or title, having authority in the interest of the employer, to hire, transfer, suspend, lay off, recall, promote, discharge, assign, reward, or discipline other employees; or has the responsibility to direct them or adjust their grievances or effectively recommend such action, if the exercise of this authority is not just routing or clerical but requires the use of independent judgment.

If Employee duties are substantially similar to those of their subordinates, are they considered to be supervisory employees?

Answer 20

No, Employees whose duties are substantially similar to those of their subordinates are not considered to be supervisory employees.

Question 21

These employees do not have the right to file an unfair labor practice,
charge, nor are they entitled to bargaining units, exclusive representation, or contracts.

Answer 21

Rights of Managerial, Confidential, and Other Nonsupervisory Excluded
Employees.

2-7

Question 22

1) Excluded employees are afforded the following rights:

Answer 22

(a) Use of the grievance and appeal procedures for excluded employees
set forth in Chapter 8, Excluded Employee Grievance and Appeal
Procedures, of this manual.

(b) Ability to represent themselves in their employment relations and
grievances with the state.

(c) Be represented by another excluded employee, personal advisor, or
legal counsel in their employment relations or grievances with the state.

(d) These employees are prohibited from:

1 Holding elective office in an employee organization which
represents any nonexcluded employees.

2 Representing any nonexcluded employees in meet-and-confer
sessions.

3 Representing any nonexcluded employee in the grievance
process.

4 Voting on questions of ratification or rejection of a contract
reached on behalf of nonexcluded employees.

Question 23

Excluded employee organizations shall/should have the right to represent their excluded members in their employment relations, including grievances, with the State of California.

Excluded employee organizations may establish reasonable restrictions
regarding who may join and may make reasonable provisions for the dismissal of excluded employees from membership.

Answer 23

shall

Question 24

Supervisory employees (are/are not) entitled to bargaining units, exclusive representation, contracts, or the right to file an unfair labor practice charge.

Answer 24

are NOT

Question 25

The following limited rights are provided for supervisory employees:

Answer 25

(a) To form, join, and participate in activities of employee organizations for the purpose of representation on all matters of supervisory employee relations. (b) To refuse to join or participate in the activities of employee organizations. (c) To represent themselves individually in their employment relations with the state. (d) To freely associate with represented employees and join and participate in the activities of such employee organizations. (e) To use the grievance and appeal procedures set forth in Chapter 8, Excluded Employee Grievance and Appeal Procedures, of this manual, and be represented in these procedures.

Question 26

The Excluded Employees Bill of Rights grants supervisory employee organizations the right to:

Answer 26

(a) Represent their supervisory employee members in their employment relations, including grievances, with the state. (b) Meet-and-confer, upon request, with the employer prior to the employer arriving at a determination of policy or course of action. “Meet and-confer” means that the employer shall consider, as fully as it deems reasonable, presentations made by the employee organization on behalf of its supervisory employees. Under this process, the final decision rests with the employer. (c) Establish reasonable restrictions regarding who may join and may make reasonable provisions for the dismissal of employees from membership. Nothing in the Ralph C. Dills Act prohibits any employee from appearing on their own behalf or through their chosen representative in their employment relations and grievances with the employer. 2-9

Question 27

One of management rights or prerogatives is to do whatever is ______ to carry out the duties and responsibilities of the Department.

Answer 27

reasonably necessary

Question 28

Management’s authority (is/ is not) absolute; it is dictated by the laws and rules governing state civil service and personnel administration, by the terms of the negotiated contracts, and by the responsibility to act reasonably in exercising authority over employees.

Answer 28

IS NOT

Question 29

Management representatives at all levels within the Department are _________ for encouraging open and constructive communication with employees, as well as employee organization representatives, where appropriate, on matters relating to terms and conditions of employment.

Answer 29

Responsible

Question 30

Management shall/should accord fair treatment to employees, employee organizations and their representatives.

Answer 30

Shall Positive relationships among managers, supervisors, employees, and employee organizations contribute significantly to the effectiveness of the Department and its employee relations program. Each party must respect the rights and responsibilities of the others and pledge mutual, good faith efforts to resolve any differences that may arise.

Question 31

The following are considered essential techniques for managers and supervisors to utilize:

Answer 31

(1) Understand and exercise management’s rights for the efficiency and effectiveness of the Department. (2) Be familiar with the contracts covering their staff. (3) Develop relationships with employee organization representatives. Treat them in a professional manner as equals when dealing with employee relations issues. (4) Remain alert to problems which may be brewing. Attempt to resolve them before they become formal grievances or complaints. (5) Keep the Office of Employee Relations informed of significant employee relations issues and problems with contract language. 3-5

Question 32

By law, employee organization representatives have the right to vigorously act to represent their employees. When an employee representative is acting in that capacity, they are on equal ground with _____. A representative’s representational activity may not be the basis for discipline or discharge.

Answer 32

management

Question 33

The following information is provided to assist managers and supervisors in working with employee representatives

Answer 33

1.Establish a Constructive Working Relationship 2.Communicate - Keep the representative informed. 3.Cooperate. Make every effort to provide nonconfidential information which is requested. 4.Provide Reasonable Time. When determining the amount of time to which a representative is entitled, always refer to the contract and Chapter 6, Release Time/Use of State Time for Representation, of this manual 5. Establish Ground Rules. Ground rules are parameters. Ground rules are established by management for the conduct of employee organization business. 6. Management’s Representative. As a representative of management, it is important to properly administer contract provisions and policies within the framework of the Department’s management philosophy 3-6

Question 34

One of the most important relationships in any organization is between the employee and the ______.

Answer 34

immediate supervisor. As the primary link between the employee and the upper levels of management, every action that a supervisor takes could have future ramifications either good or bad, right or wrong.

Question 35

The _______ directs the work force toward accomplishing the Department’s goals and serves as management’s contact with departmental employees.

Answer 35

supervisor Employees identify the attitude and actions of the supervisor with that of management and react accordingly. Thus, it is important for the supervisor to clearly understand their integral role as a member of the management team, as well as the influence of their actions in effectively advocating management’s rights.

Question 36

The ________ is management’s main source of information regarding employee reactions to the contract and the implementation of the negotiated provisions on a day-to-day basis.

Answer 36

supervisor A supervisor should be well acquainted with all the provisions of the contracts and know management’s policies and rules relating to the intent and application of the negotiated language. Because management’s interpretations of the contracts are often tested through the grievance procedure, it is important that the supervisor thoroughly understand the rights of management and also those imparted to the employee and/or the exclusive representative.

Question 37

As the front line of management, a _______ must know their authority to adjust grievances, be a fact-finder and decision-maker, as well as an attentive listener. They must judge each case on its individual merits and be able to articulate a reason for the decision based upon a sound interpretation of the contract or policy.

Answer 37

supervisor

Question 38

The Department employs represented employees in _____ of these 21 bargaining units.

Answer 38

12 Chp 4, 4-3

Question 39

An exclusive representative may designate representatives, consistent with the provisions of the contracts. True/false

Answer 39

True. The designated representatives act as agents of the exclusive representative on representational matters

Question 40

An employee who is acting as a representative on behalf of an exclusive representative is not working in their capacity as a state employee. True/false

Answer 40

True They are on equal ground with supervisors and managers.

Question 41

Questions regarding an organization claiming to represent departmental employees or the status of bona fide associations should be directed to ______.

Answer 41

OER. 4-5

Question 42

When departmental policy conflicts with a contract, the provisions of the contract shall prevail. In instances when the contract does not contain a provision, the limitations contained in this chapter shall/should be followed.

Answer 42

shall 5-3

Question 43

Access: Officials and designated representatives of recognized employee organizations, including supervisory organizations, shall/should be permitted reasonable access to work locations to meet with departmental employees on representational matters.

Answer 43

shall 5-3

Question 44

A representative desiring access to a work location must state the purpose and request approval from that _____________ within a reasonable amount of time prior to an intended visit.

Answer 44

location’s commander or designee 5-3

Question 45

1. A representative must also obtain permission from ________ to engage, during working hours, in business relating to representational matters. 2. Permission to engage in such activity shall/should be granted promptly unless such absence would interfere with efficient operations. 3. If permission is denied, _______________.

Answer 45

1. Their immediate Supervisor 2. Shall 3. an alternate time will be arranged 5-3

Question 46

Access to a work location may be denied or delayed for reasons including.

Answer 46

safety, security, work load requirements, or other legitimate circumstances

Question 47

Where access is denied, reasonable alternatives shall/should be provided to allow representatives an opportunity to communicate with employees (e.g., establishing employee organization meeting rooms, providing space in a cafeteria or elsewhere in the facility).

Answer 47

Should 5-3

Question 48

Questions regarding the status of bona fide associations should be directed to _______.

Answer 48

Office of Employee Relations (OER). 5-3

Question 49

BULLETIN BOARDS. (True/False)   A recognized employee organization may use existing employee organization bulletin boards to post information or materials concerning the following subjects: (1) Notices and results of any official organization committee or meeting. (2) Notices of organization elections and their results. (3) Notices of organization recreational and social events. (4) Notices of other official organization business. (5) Notices of official organized partisan political party events.

Answer 49

False Materials posted shall not be libelous, obscene, defamatory, or of a partisan political nature. (5) Notices of official organized partisan political party events are not allowed.

Question 50

If management contemplates removing employee organization material from a bulletin board, it shall/should make a reasonable effort to contact the affected employee organization to explain the reason.

Answer 50

Should If doubt exists as to the propriety of material posted, OER should be consulted before removal. 5-4

Question 51

Bulletin Board: (True/False) If the organization representative refuses to withdraw the material posted, management retains final authority for removal.

Answer 51

True 5-4

Question 52

During Assigned Working Hours. Employees shall/should not conduct or participate in employee organization business activities during assigned work hours.

Answer 52

shall not Employee organization business activities include those activities for which release time is not granted by the Ralph C. Dills Act, the contract, or departmental policy. Some examples include organization meetings, dues collection, and membership campaigns. 5-4

Question 53

Employees’ “own time” or “non-working hours” are considered to be: ____________________ .

Answer 53

Lunch periods, rest breaks, and time before and after work.

Question 54

Participation in employee organization business may be restricted during rest breaks due to operational needs. (True/False)

Answer 54

True 5-4

Question 55

An employee representative may/may not distribute organization literature before or after working hours or during meal and rest periods in non-working areas (e.g., cafeteria, break room). When management decides to limit or deny solicitation in a particular work location during non-working hours for reasons of safety, security, or potential disruption of work, or for other legitimate reasons, _________ will be made in accordance with Department procedures.

Answer 55

May reasonable accommodations 5-5

Question 56

Employee mailboxes can/ can not be utilized for the distribution of organization literature.

Answer 56

can Such information received will be distributed to departmental employees based upon the Department’s policies and procedures in distributing other nonbusiness information. All literature distributed on site shall not be libelous, obscene, defamatory, or of a partisan political nature. 5-5

Question 57

USE OF STATE TELEPHONES. Upon request, an employee representative shall/should have access, without cost, to state telephones for conducting employee relations business provided the use does not result in toll charges or interfere with the operation of the facility or office.

Answer 57

shall State telephones may be utilized on previously approved release time or during the representative’s non-working hours.

Question 58

Time expended utilizing state telephones for representational purposes on release time shall/should be recorded on a CHP 610, Representation Reporting.

Answer 58

shall be recorded on a CHP 610 Representation Reporting, as outlined in Chapter 6, Release Time/Use of State Time for Representation, of this manual. 5-5

Question 59

Vehicles. State vehicles shall not/should not be used for transportation by employees or employee organization representatives while participating in representational or employee organization business.

Answer 59

shall not 5-5

Question 60

Union stewards shall/should be permitted reasonable and occasional use of copiers for union representational purposes provided that such use does not result in additional costs to the state, nor interfere with state operations.

Answer 60

shall 5-5

Question 61

Use of departmental audio-visual equipment by employee organization representatives _____ permitted.

Answer 61

may be A request to use the equipment must be made in advance and is subject to the consent of the appropriate commander or their designee. 5-5

Question 62

Facsimile Machines. Union stewards shall/should be permitted reasonable and occasional use of machines for union representational purposes provided that such use does not result in additional cost to the state, nor interfere with state operations.

Answer 62

shall 5-6

Question 63

The union shall/should be permitted incidental and minimal use of state electronic communications systems for communication of union activities as the Department permits for other non-business purposes. Use of these devices is not considered private or secure information and is subject to being monitored by the Department.

Answer 63

shall 5-6

Question 64

Notification/Approval. Use of state equipment or the time used for activities permitted in this section shall/should be subject to prior notification and approval by the employee’s immediate supervisor.

Answer 64

shall 5-6

Question 65

MAIL SYSTEMS. Use of the state’s and Department’s internal mail systems for distribution of employee organization business is/ is not permitted. Correspondence delivered through the United States Postal Service addressed to a particular individual at a specific work location will be opened and delivered to the employee unless marked “Personal and Confidential.”

Answer 65

Is not 5-6

Question 66

Employee organizations and/or associations-exclusive representatives, supervisory and excluded employee organizations, and bona fide associations are/are not permitted the use of state facilities for organization meetings, subject to certain requirements.

Answer 66

are Approval is subject to the operational needs of the Department. 5-6

Question 67

Requests (True/False) When an employee organization requests to use a state facility: (1) The request must be made by an authorized representative of the organization to the commander or designee. (2) The employee organization must provide reasonable advance notice prior to the date the facility is to be used. (3) An employee organization may schedule the use of the facility prior to the start, or at the conclusion of Division/Area/Section meetings, training days, etc.

Answer 67

True 5-6

Question 68

Employees attending these meetings shall/should do so voluntarily and shall attend on their own time.

Answer 68

shall 5-7

Question 69

All recognized employee organizations shall/should be treated uniformly regarding the use of state facilities, equipment, space, etc.

Answer 69

shall 5-7

Question 70

The needs of the command shall/should be the primary consideration when approving requests for the use of release time (i.e., workload, ability of other employees to perform work).

Answer 70

Shall 6-3

Question 71

The use of release time for employee representational matters may only be granted during an employee’s working hours. Can shift changes or schedule changes be made to provide for release time?

Answer 71

Shift changes or schedule changes are not to be made to provide for release time. 6-3

Question 72

In addition to state release time, there are several other alternatives available which may be utilized by employee organization representatives. These alternatives include:

Answer 72

release time banks, contributory time banks, dock time, and reimbursable paid leave of absence. 6-3

Question 73

True/False State Release Time is State time which shall only be utilized for representational purposes as permitted by the contract and/or departmental policy. The use of state release time is subject to the operational ability of the Department to release the employee.

Answer 73

True 6-3

Question 74

True/False Contributory Time Bank. Some contracts include a provision which allows employees to contribute leave credits into a contributory time bank.

Answer 74

True Time from this bank may be used by employee organization representatives for conducting union business when authorized by the appropriate employee organization. 6-3

Question 75

True/False Reimbursable Paid Leave of Absence (Union Leave). Another provision found in some contracts permits representatives to utilize a reimbursable paid leave of absence for employee organization business which does not qualify as state release time.

Answer 75

True The exclusive representative reimburses the Department for the employee’s salary and benefits for all the time the employee is off on the leave. 6-3

Question 76

True/False Represented Employee Organizations. Subject to management’s approval, a reasonable number of representatives, who are employees of the state, will be allowed a reasonable amount of state release time to attend meet and-confer sessions with management.

Answer 76

True Travel time may be included provided it can be accomplished within the authorized amount of state release time. 6-3

Question 77

Supervisory Organizations. The state employer should/shall allow a reasonable number of supervisory employee representatives of recognized employee organizations reasonable time off without loss of compensation or other benefits when meeting and conferring with representatives of the state employer on matters within the scope of representation.

Answer 77

shall 6-4

Question 78

True/False A supervisory employee who is an official representative of a supervisory organization which is recognized by California Department of Human Resources may use a reasonable amount of state release time, as approved by the Department, for conferring with management on employee relations matters.

Answer 78

True Additionally, a supervisory representative is entitled to reasonable release time to participate in meetings of management committees. 6-4

Question 79

True/False Area of Primary Responsibility. State release time for representational purposes is limited to those instances when representing an employee from the representative’s area of primary responsibility.

Answer 79

True This is defined as headquarters’ facilities or the Area or Division office which is the representative’s permanent work location. It is not the district or region for which the representative may be responsible.

Question 80

True/Flase Time must be utilized from another source (release time bank, reimbursable paid leave of absence, dock time, vacation credits, etc.) when a representative represents an employee who is assigned outside that representative’s area of primary responsibility.

Answer 80

True (1) Division. Division offices include all units within that Division (i.e., Air Operations, Vehicle Theft). (2) Resident Post. Resident posts are not considered areas of primary responsibility. Employees in resident posts are to be represented by the Area’s representative. (3) Primary areas of responsibility within headquarters are the California Highway Patrol Headquarters Campus, Fleet Operations Section, Supply Services Unit, and the Academy. 6-4

Question 81

True/False Authority to Grant State Release Time. An employee’s supervisor has the authority to deny a request for state release time.

Answer 81

True Permitting or denying state release time shall be consistent with the contract and departmental policy. 6-4

Question 82

Employee Organization Activities. No employee shall conduct or participate in the internal business affairs of an employee organization during assigned working hours. True/False These activities include circulation of organizational material; solicitations for membership; campaigning in unit elections; solicitation of organizational health, welfare and insurance plans; or organizational demonstrations, social, political, or recreational events.

Answer 82

True 6-4

Question 83

True/False Organization Meetings. Employees attending employee organization meetings shall do so voluntarily and shall attend on their own time unless their absence is being underwritten by a negotiated release time bank, Contributory Time Bank (CTB), or union paid leave.

Answer 83

True 6-5

Question 84

Off-Site Meetings. State release time (shall/ shall not) be authorized for an employee to leave the work site to meet with an organization representative on a representational matter.

Answer 84

shall not If the employee requests to meet with the representative off-site, state release time is not to be granted. If departmental operations will permit, such a meeting may be conducted on the employee’s own time (i.e., vacation, Compensating Time Off [CTO]). 6-5

Question 85

True/False Travel time is allowed provided it can be accomplished within the amount of authorized state release time.

Answer 85

True An exception is that no travel time is allowed for employee interrogation representation. Travel time is not authorized for employees participating in employee organization business. 6-5

Question 86

Transportation expenses are authorized for representation activities nor employee organization business.

Answer 86

False Transportation expenses are NOT authorized 6-5

Question 87

True/False Overtime, Time spent by employee representatives on representational activities will qualify for, or result in, overtime compensation.

Answer 87

False representational activities will not qualify for, or result in, overtime compensation 6-5

Question 88

True/False Extensions. Unless otherwise specified, the limits on use of state release time by employees and employee representatives may only be extended with management's approval.

Answer 88

True 6-5

Question 89

To be eligible for state release time, the representative should be a departmental employee of comparable designation managers represent managers, supervisors represent supervisors, designated exclusive representatives represent rank-and-file employees. Per Government Code Section 3529, excluded employees shall/shall not participate in the handling of grievances or meet-and-confer sessions on behalf of non-excluded employees. .

Answer 89

shall not Non-excluded employees shall not participate in the handling of grievances on behalf excluded employees and shall not participate in meet-and-confer sessions on behalf of supervisory employees. 6-5

Question 90

STATE RELEASE TIME - GRIEVANCES/COMPLAINTS.

Question 91

STATE RELEASE TIME - GRIEVANCES/COMPLAINTS. Employees may, during assigned working hours, use a reasonable amount of state release time to confer with a designated employee organization representative on a grievance/complaint or representational matter at the work site, subject to approval of ____________________. The intent of this policy is to provide state release time for only one representative at a time per issue.

Answer 91

the employee's supervisor 6-5

Question 92

STATE RELEASE TIME - GRIEVANCES/COMPLAINTS. True/False Managers and supervisors should always refer to the employee's contract for rules governing representation and state release time in the grievance process.

Answer 92

True 6-6

Question 93

STATE RELEASE TIME - GRIEVANCES/COMPLAINTS. True/False An employee has the right to secure the assistance of a representative of their own choosing in preparing and presenting a grievance or complaint.

Answer 93

True Assistance by the employee's representative may be provided at the informal stage and all levels of appeal of the grievance or complaint procedure. 6-6

Question 94

STATE RELEASE TIME - GRIEVANCES/COMPLAINTS. An employee, and their organization representative, if a member of this Department, may be granted a reasonable amount of state release time in preparing and presenting a grievance/complaint, subject to prior notification and approval by their immediate supervisors. Normally, up to a maximum of ____ hours may be authorized to prepare and present a grievance/complaint at the informal level and each formal appeal level in the grievance and appeal procedures.

Answer 94

Four Hours This time may be limited or extended only with management's approval dependent upon the complexity of the issue. 6-6

Question 95

STATE RELEASE TIME - GRIEVANCES/COMPLAINTS. True/False When the representative has not been designated by an employee organization, neither the employee nor the representative receives state release time for preparation. If management elects to call a meeting to discuss the grievance or complaint, both departmental employees receive state release time to meet with management.

Answer 95

True 6-6

Question 96

Excluded Employees. (1) An excluded employee may represent another departmental excluded employee on state release time, as detailed in paragraph 4.j. of this chapter, provided the time occurs within ____________________.

Answer 96

within the excluded employee's normal work shift. 6-6

Question 97

Excluded Employees. (2) An excluded employee and their representative, if an employee of this Department shall/should be entitled to state release time for preparing and presenting a grievance or appeal at each step in the grievance process.

Answer 97

shall Generally, up to a maximum of four hours may be authorized to prepare and present a grievance at each level of appeal. This time may be limited or extended only with management's approval dependent upon the complexity of the issue.

Question 98

Excluded Employees. (3) State release time will be provided to the California Association of Highway Patrolmen (CAHP) Supervisors' Council Representative or Alternate Representative to meet with the Division commander and/or the Area commander within the Division they represent as follows: Upon the request of a supervisory employee, up to ____ hours of state release time to assist the employee on an excluded employee grievance at each level of the appeal procedure.

Answer 98

4 hours Use of state release time by employee representatives for travel purposes is not permitted except as it may occur within the four hours maximum state release time. 6-7

Question 99

Self-Representation. True/False An employee who is representing themself in a grievance or complaint does not have the right to state release time for preparation.

Answer 99

True Time off for self-representation is limited only to a reasonable amount of time, as determined by management, to meet with management. It does not include preparation or investigative time. 6-7

Question 100

CONTRIBUTORY TIME BANKS. Time Increments. Some bargaining units and supervisory organizations have negotiated CTBs. Employees may voluntarily donate certain leave credits into the banks utilized by employee organization representatives for union business. Contributions must be in _____ hour increments, except for holiday credits which must be in ____ hour increments.

Answer 100

1 hour / holiday credits 8-hour increments. Sick leave credits may not be donated. Once a donation is made, it is irrevocable. 6-7