Human Resources Policy and Procedure Flashcards
(120 cards)
1
Q
Human Resources Policy #301 Compensation and Classification
Positions may be reclassified to a higher or lower classification and pay range as a result of a ____ ____.
A
job study
2
Q
Human Resources Policy #301 Compensation and Classification
The City’s pay period is biweekly and consists of two established workweeks. The standard pay period ends at what time, on what day? When are paychecks distributed?
A
12:00 midnight Friday of the second workweek, the following Friday
3
Q
Human Resources Policy #301 Compensation and Classification
Fire employees who work 24 hour shifts receive overtime pay for hours worked in excess of ___ hours in a 21 day work period.
A
156
4
Q
Human Resources Policy #301 Compensation and Classification
What are the Timesheet Codes for the following Descriptions:
-Regular hours worked
-Vacation
-Sick
-Bereavement
A
1, 41, 42, 48
5
Q
Human Resources Policy #301 Compensation and Classification
The maximum number of compensatory hours that any employee will be permitted to accrue shall be ___ hours.
A
120
6
Q
Human Resources Policy #301 Compensation and Classification
Upon separation from City employment, employees with a compensatory time balance are paid how?
A
at their current rate of pay
7
Q
Human Resources Policy #301 Compensation and Classification
Employees on stand-by will be paid ____ per hour for each hour on stand-by.
A
$2.00
8
Q
Human Resources Policy #301 Compensation and Classification
Stand-by pay
If the employee is called to report for work, the employee should be paid for a minimum of __ hour(s) work, or the actual time worked if greater.
A
2
9
Q
Human Resources Policy #301 Compensation and Classification
Stability Pay
Eligible regular employees who are members of the Public Safety Personnel Retirement System will be paid semi-annually, one-half of the total amount during the month of _____ and one-half during the month of ______. Years of service are calculated as of _____ ___ of each
A
June, December, June 30th
10
Q
Human Resources Policy #301 Compensation and Classification
Bilingual Pay
An employee who does not pass the bilingual proficiency assessment will be eligible to retest within ___ days from the assessment date with the approval of the department director.
A
90
11
Q
Human Resources Policy #301 Compensation and Classification
Bilingual Pay
Eligible employees will receive ____ dollars per pay period.
A
38
12
Q
Human Resources Policy #301 Compensation and Classification
Time Adjustment Pay (TAP)
Time Adjustment Pay will be for ___ percent of the employee’s current base pay level.
A
5
13
Q
Human Resources Policy #301 Compensation and Classification
Time Adjustment Pay (TAP)
The minimum duration of Time Adjustment Pay will be ____ full pay periods.
A
two
14
Q
Human Resources Policy #401 Benefits
Medical Insurance
All regular status employees who work ___ or more hours per week are eligible to enroll in the City’s medical insurance plan
A
20
15
Q
Human Resources Policy #401 Benefits
Dental Insurance
All regular status employees who work ___ or more hours per week are eligible to enroll in the City’s dental insurance plan
A
20
16
Q
Human Resources Policy #401 Benefits
Vision Insurance
All regular status employees who work ___ or more hours per week are eligible to enroll in the City’s vision insurance plan.
A
20
17
Q
Human Resources Policy #401 Benefits
Life Insurance
All regular status employees who work ___ or more hours per week are covered by the City’s Basic Life Insurance and Accidental Death & Dismemberment Insurance Plan.
A
30
18
Q
Human Resources Policy #401 Benefits
Commuter’s Insurance
All regular status employees who work ___ or more hours per week are covered for accidental death and dismemberment sustained in the course of everyday travel between the employee’s residence and the place of employment.
A
20
19
Q
Human Resources Policy #401 Benefits
Flexible Spending Accounts
All regular status employees who work ___ or more hours per week are eligible to enroll in the City’s Flexible Spending Account program. There are two types of Flexible Spending Accounts available; what are they?
A
20, Health Care and Dependent Care
20
Q
Human Resources Policy #401 Benefits
Employee Assistance Program (EAP)
All regular status employees who work ___ or more hours per week are covered by the City’s Employee Assistance Program. Who does this program cover?
A
20, eligible employee and family members that reside in the same household
21
Q
Human Resources Policy #401 Benefits
At separation from service, Sworn Fire Department employees will have ____% of all their accumulated sick leave paid into the HRA at ___% of the employee’s average hourly wage over the last ___ months of employment.
A
100, 50, 36
22
Q
Human Resources Policy #401 Benefits
Bereavement
Upon the death of an employee’s immediate family member, employees shall receive up to ___ hours of bereavement leave for 52 hour per week workers.
A
52
23
Q
Human Resources Policy #401 Benefits
Bereavement
“Immediate” family member is defined as an employee’s:
A
- father (step, in-law)
- mother (step, in-law)
- spouse
- child (step)
- brother (step, in-law)
- sister (step, in-law)
- Another individual whether or not related by blood or marriage who are living in the same household as another City employee
- guardian
- # grandparent (step) or grandchild (step)# up to 31.2 hours for 52 hour per week employees. An additional 20.8 hours may be granted if out-of-state travel is required
24
Q
Human Resources Policy #401 Benefits
Education
All regular status employees who work 40 or more hours per week and who have completed 1 full year of service shall be allowed up to ___ hours of paid education leave per calendar year.
A
20
25
Human Resources Policy #401 Benefits
Election Day
Every public officer or employee is entitled to have adequate time to vote as outlined in the state law. ___ consecutive hours immediately after the opening or ___ consecutive hours prior to the closing of the polls is provided for this purpose.
3, 3
26
Human Resources Policy #401 Benefits
Exceptional Disability
A regular status employee who works 40 or more hours, has five or more years of City service and who is unable to work due to an injury or illness requiring an exceptionally long period of convalescence may apply for Exceptional Disability Leave. If the employee has 5-10 years of service, how much Exceptional Disability Leave are they eligible for? Over 10 years?
240, 400
27
Human Resources Policy #401 Benefits
Leave under the Family and Medical Leave Act (FMLA)
The Family and Medical Leave Act (FMLA) provides eligible employees with up to ___ work weeks of job-protected leave a year.
12
28
Human Resources Policy #401 Benefits
Leave under the Family and Medical Leave Act (FMLA)
An employee must have worked for the City a total of ___ months and worked at least ____ hours over the previous ___ months to be eligible for FMLA leave.
12, 1250, 12
29
```
Human Resources Policy #401 Benefits
Official Holiday Leave
Regular status employees will receive holiday leave per the following schedule based on the position's standard hours:
40 hours-?
52 hours-?
```
8 holiday hours,10.4 holiday hours
30
```
Human Resources Policy #401 Benefits
Holiday Special Leave
In addition to the Official Holidays designated by the City, every full-time regular status employee shall be granted Holiday Special Leave with pay per calendar year to be approved under rules governing vacation leave.
40 hours-?
52 hours-?
```
12 holiday hours, 15.6 holiday hours
31
```
Human Resources Policy #401 Benefits
Holiday Special Leave
When Christmas Eve falls on a Saturday or Sunday, every full-time regular status employee shall be allowed an additional __ hours of holiday special leave.
40 hours-?
52 hours-?
```
4 hours, 5.2 hours
32
Human Resources Policy #401 Benefits
Jury/Witness Duty
Any remuneration received by the employee from the Court (e.g., jury duty pay, mileage) may be kept by the employee. True or False?
True
33
Human Resources Policy #401 Benefits
Leave Without Pay
Regular status employees may request Leave Without Pay for reasons other than the injury or illness of oneself or a family member, by submitting a request in writing to their department director. True or False?
True
34
Human Resources Policy #401 Benefits
Leave Without Pay
Will sick and vacation time accrue while an employee is in a Leave Without Pay status?
no
35
Human Resources Policy #401 Benefits
Medical Leave of Absence
Employees who do not qualify for FMLA Leave or have exhausted their FMLA Leave may apply for a Medical Leave of Absence. True or False?
True
36
Human Resources Policy #401 Benefits
Medical Leave of Absence
The employee may be on a Medical Leave of Absence for a maximum of ___ months.
12
37
Human Resources Policy #401 Benefits
Medical Leave of Absence
During the first ___ months of the Medical Leave of Absence, the employee is guaranteed the right to return to his/her position or a similar position.
6
38
Human Resources Policy #401 Benefits
Military Leave
Those individuals who are called for military service can be reemployed with their civilian employer if the individual has performed ___ years or less of cumulative military service.
5
39
Human Resources Policy #401 Benefits
Military Leave
The maximum number of hours that the employee can use for Military Leave is ____ hours per fiscal year for employees on a 40-hour per week schedule or ____ hours per fiscal year for Fire personnel on a 52-hour per week schedule.
320, 416
40
Human Resources Policy #401 Benefits
Sick Leave
All regular status employees shall accrue ____ hours of sick leave per hour-paid
.055
41
Human Resources Policy #401 Benefits
Sick Leave
Sick leave accrual carry over from year to year is _______.
unlimited
42
Human Resources Policy #401 Benefits
Sick Leave
Eligibility to use Sick Leave shall commence after completion of ___ days of employment.
30
43
Human Resources Policy #401 Benefits
Sick Leave
If an employee uses Sick Leave for _____ or more consecutive days, the City may require reasonable documentation to verify that Sick Leave is used for a proper purpose.
3
44
Human Resources Policy #401 Benefits
Sick Leave
Regular status employees who meet the eligibility requirements may elect to "cash in" a portion of their sick leave balance. The months are ____ and ____ of each year.
April, October
45
Human Resources Policy #401 Benefits
Upon retirement, the accrued Sick Leave of a regular status employee with ten or more years of continuous City service shall be paid how?
into a Retiree Health Savings (RHS) account
46
```
Human Resources Policy #401 Benefits
Vacation Leave
All regular status employees shall accrue annual Vacation Leave on a per-hour-basis as outlined below.
Years of Service:
less than 5 years-?
5-10 years-?
10+ years-?
```
.066625, .076500, .095000
47
```
Human Resources Policy #401 Benefits
Vacation Leave
The Vacation Leave accrual limits are as follows:
40 hour employees-?
52 hour employees-?
```
400, 520
48
Human Resources Policy #401 Benefits
Vacation Leave Donation
The employee donating his/her Vacation Leave must have at least ___ hours remaining after the donation
40
49
```
Human Resources Policy #401 Benefits
Education Assistance
One time payments will be awarded according to the following criteria:
for an Associate's degree-?
for a Bachelor's degree-?
for a Master's degree-?
```
400, 800, 1200
50
Human Resources Policy #501 Performance Planning & Appraisal
All sworn personnel shall receive a performance appraisal after ___ year(s) of employment.
1
51
Human Resources Policy #503 Workplace Harassment
Employees who are determined to have vindictively and intentionally made a false complaint of prohibited harassment shall be subject to ______ _____.
disciplinary action
52
Human Resources Policy #503 Workplace Harassment
| It is forbidden to ______ against a person for filing a prohibited harassment charge.
retaliate
53
Human Resources Policy #503 Workplace Harassment
Each manager and supervisor to whom an act of prohibited harassment has been reported or who becomes aware of acts of prohibited harassment shall report it to whom?
the Human Resources Director
54
Human Resources Policy #503 Workplace Harassment
Who is responsible for initiating and completing investigations of complaints under the direction of the Human Resources Director?
Department heads
55
Human Resources Policy #503 Workplace Harassment
An employee who believes he or she has been harassed in violation of the City's policy and procedure is encouraged to file a complaint as soon as possible after the prohibited harassment, with on or more of the following City employees:
immediate supervisor
- any manager or supervisor within or outside the department
- Department head
- the Human Resources Director
- the City Manager's "Hotline"
56
Human Resources Policy #503 Workplace Harassment
| All such complaints shall immediately be reported to whom?
the Human Resources Director
57
Human Resources Policy #503 Workplace Harassment
| Represented employees have a right to have a representative present. This representative cannot be what?
an attorney
58
Human Resources Policy #503 Workplace Harassment
| The department head shall submit a report of the findings of the investigation to who?
the Human Resources Director
59
Human Resources Policy #503 Workplace Harassment
Suspicious Packages/Letters
What should an employee do if they find a suspicious package or letter?
isolate it, evacuate the immediate area and open windows and doors as they exit
60
Human Resources Policy #503 Workplace Harassment
Suspicious Packages/Letters
If an evacuation is ordered, and time permits, all employees should take personal items such as purses, lunch boxes, or brief cases with them. True or False?
True
61
Human Resources Policy #505 Drug, Alcohol, and Substance Abuse
What employees are prohibited from using medical marijuana at any time, whether on duty or off duty?
Safety-sensitive employees, including who possess firearms or ammunition as part of their job duties (e.g. sworn ranks in law enforcement and fire department arson investigators)
62
Human Resources Policy #505 Drug, Alcohol, and Substance Abuse
The employee shall report any arrest or any drug-related offense to his/her supervisor immediately, but in no case, later than ____ calendar day(s) after such arrest or conviction.
5
63
Human Resources Policy #505 Drug, Alcohol, and Substance Abuse
If a verified drug or controlled substance test result is positive, the employee or applicant has ____ hour(s) from being notified of the test result to request a reanalysis of the original urine specimen or a test of the split specimen, whichever is applicable, at the employee's expense.
72
64
Human Resources Policy #505 Drug, Alcohol, and Substance Abuse
Upon accepting an offer of conditional employment, the applicant shall, within ____ hour(s) from accepting conditional offer of employment, be tested for alcohol and/or drugs and other controlled substances.
24
65
Human Resources Policy #505 Drug, Alcohol, and Substance Abuse
Candidates who were previously employed by the City and were terminated due to a positive alcohol and drugs and other controlled substances (including medical marijuana) are not eligible to be rehired for ___ year(s) from the date of their resignation or termination. After two years, the candidate will be required to provide proof of what?
2, completion of a substance abuse counseling treatment program to be eligible for rehire
66
Human Resources Policy #505 Drug, Alcohol, and Substance Abuse
With drug and alcohol testing, each employee shall receive written notice of his selection. The employee shall proceed to the test site immediately (within ___ minutes) and following arrival, shall receive testing "without undue delay".
30
67
Human Resources Policy #505 Drug, Alcohol, and Substance Abuse
An employee who has a verified positive, adulterated, or substituted test result will be terminated. True or False?
True
68
Human Resources Policy #505 Drug, Alcohol, and Substance Abuse
A required "reasonable suspicion" drug or alcohol test must be administered within ___ hour(s) following the determination of the observations giving rise to the reasonable suspicion. If a reasonable suspicion test was not administered within ___ hour(s) of the determination the test, it shall not be thereafter administered. A written record of the reasons the test was not administered must be filed with who
2, 8, HR/DER
69
Human Resources Policy #505 Drug, Alcohol, and Substance Abuse
Any employee involved in an accident shall be subject to post-accident testing for alcohol and drugs and any controlled substance testing (including medical marijuana) in which there is:
- loss of life
- serious (life threatening) physical injury, or
- reasonable suspicion that the employee is impaired or under the influence of drugs or alcohol
70
Human Resources Policy #505 Drug, Alcohol, and Substance Abuse
A required post-accident drug and alcohol test must be administered as soon as possible after an accident or within ___ hour(s). If a post-accident alcohol test was not administered within ___ hour(s) following the determination to test, it shall not be thereafter administered. If a post-accident drug test is not administered within ____ hour(s) following the determination to test, it shall not be thereafter administered.
2, 8, 32
71
Human Resources Policy #510 Surplus or Lost Property
Property of any value coming into the hands of employees from other parties or being found by employees during the course of their duties, shall not be converted to personal use or for personal gain but shall be turned over to who?
the police department
72
Human Resources Policy #511 Removal of Property
Employees shall not remove from the work site any property belonging to the City, its contractors, its clients and other employees, without the expressed approval of the employee's _____ ____.
department head
73
Human Resources Policy #512 Communication
| The City of Glendale's Network is the property of the City of Glendale. These messages are not ______.
private
74
Human Resources Policy #512 Communication
The application of the Public Records laws to such electronic communications will be made by the City _______'s office on a case-by-case basis.
Attorney
75
Human Resources Policy #512 Communication
Employee issues, questions, or complaints concerning equal employment opportunity and merit system policy should be communicated to who?
the employee's chain of command or the Human Resources Director
76
Human Resources Policy #512 Communication
An employee or group of employees may present compensation or benefit ideas, issues, and questions that may have a budgetary impact. These budgetary proposals shall be submitted not later than what date?
October 31st of each year, in order to be considered in the next budget development process
77
Human Resources Policy #512 Communication
| Who will review the proposals?
The City Manager
78
Human Resources Policy #512 Communication
If the City Manager agrees to consider the proposal, a meeting will be scheduled with the employee within ___ workday(s) of the date of the receipt of the proposal, to discuss it.
21
79
Human Resources Policy #512 Communication
| No person shall send an e-mail message under another person's name or user identification unless what?
expressly authorized to do so by that other person or the employee identifies herself/himself in the message as the originator of the message
80
Human Resources Policy #512 Communication
If an employee should discover an Internet site containing pornographic or sexually explicit material, including nude or partially nude photographs, which has not been blocked, the employee shall report such site to who?
the City's Information Systems department
81
Human Resources Policy #513 Discipline
| Discipline shall be based on "_____ _____"
just cause
82
Human Resources Policy #513 Discipline
| Performance deficiencies fall into two categories. What are they?
minor deficiencies and major deficiencies
83
Human Resources Policy #513 Discipline
These violations of City policy, procedures, regulations and directives are acts which do not involve any question of trust or honesty.
minor deficiencies
84
Human Resources Policy #513 Discipline
| Minor deficiencies should normally be handled through _____ _____ actions.
corrective disciplinary
85
Human Resources Policy #513 Discipline
These violations of City policy, procedures, regulations and directives are acts that involve questions of trust or honesty, constitute a threat to the orderly City operations, pose a threat to the health, welfare or safety of employees or other individuals or are repeated or exhibit a pattern of similar violations.
major deficiencies
86
Human Resources Policy #513 Discipline
| Major deficiencies should normally be handled through ______ _______ action.
punitive disciplinary
87
Human Resources Policy #513 Discipline
| This type of action is a discussion to explain a performance deficiency and emphasize expected performance standards.
Verbal Counseling
88
Human Resources Policy #513 Discipline
| This type of action is a written notice to document a performance deficiency and define expected performance standards.
Memorandum of Expectations
89
Human Resources Policy #513 Discipline
This type of action is a written notice requiring the need for immediate and sustained improvement in performance to expected standards.
Memorandum of Correction
90
Human Resources Policy #513 Discipline
This type of action is a written notice to an employee stating that a performance deficiency exists or that a violation of work rules has taken place. The contents of the notice must also be verbally explained to the employee in person. This is appropriate when a number of related or unrelated performance deficiencies have occurred or when previous corrective actions have not been effective or when a violation of rules, policies, and/or directives has occurred.
Written Reprimand
91
Human Resources Policy #513 Discipline
This type of action is paid leave during which an employee shall be instructed to make a decision regarding whether or not he/she will correct communicated performance deficiencies and meet the City's expected standards of performance or those described in the employee's Performance Management Core Competency and Goal Review Plan.
Employee Decision Making Leave
92
Human Resources Policy #513 Discipline
| What Actions require a signature of the Department Director or designee?
Written Reprimand and Decision Making Leave
93
Human Resources Policy #513 Discipline
| What actions do not require a signature of the Department Director or designee?
Verbal Counseling, Memorandum of Expectation or Memorandum of Correction
94
Human Resources Policy #513 Discipline
Records of these actions may be removed from the employee's official personnel file if sustained performance/behavior improvement has been observed for ____ year(s) after the action.
1
95
Human Resources Policy #513 Discipline
Upon receipt of a Memoranda issued pursuant to the Corrective Action Process (Memo of Correction, Written Reprimand, and Decision Making Leave with Pay), employees have ____ calendar day(s) to respond in writing.
10
96
Human Resources Policy #513 Discipline
Exempt and non-exempt employees may be suspended without pay for a minimum of ___ hour(s).
No suspension without pay shall exceed ___ working days or ____ working hour(s).
8, 40, 320
97
Human Resources Policy #513 Discipline
| The disciplinary probation period shall be for ____ month(s).
6
98
Human Resources Policy #513 Discipline
As with all probationary employees, an employee on disciplinary probation is an at-will employee and may be terminated for any reason, regardless of the cause and without any recourse to grievance or appeal procedures. True or False?
True
99
Human Resources Policy #513 Discipline
Employee Due Process Rights
Notice to the employee of his or her right to respond to the department director, verbally or in writing, challenging the intended action, within ____ day(s) of the date of the notice of intent.
7
100
Human Resources Policy #514 Grievance Process
This is defined as any claim by an employee who believes a right, benefit, privilege, interest, or due process he/she is entitled to under any applicable City policy or procedure has been violated, misapplied or misinterpreted.
grievance
101
Human Resources Policy #514 Grievance Process
Informal Resolution
The aggrieved employee must discuss the basis of the grievance with his/her immediate supervisor within ___ calendar day(s) from the date of when the alleged grievance occurred. The employee and supervisor will make a good faith attempt to reach an informal resolution. The supervisor and employee will have ___ calendar day(s) to reach an informal resolution.
10, 5
102
Human Resources Policy #514 Grievance Process
Formal Grievance Process
If an employee's discussion with his/her supervisor fails to reach an informal resolution, the employee may file a formal written grievance. The grievance must be filed by completing the Grievance Form and submitting it to his/her highest level manager within his/her chain of command, excluding the department director, within ___ business day(s) following the conclusion of the informal grievance process. The Receiving Supervisor shall consider and discuss the grievance with the employee and shall, within ____ business day(s) of receipt of the formal grievance, provide his/her decision in writing to the employee.
5, 10
103
Human Resources Policy #514 Grievance Process
First Level Appeal
The aggrieved employee may appeal the response provided by the Receiving Supervisor by submitting a written statement to the department director for his/her organizational unit within ___ business day(s) of receipt of the response.
5
104
Human Resources Policy #514 Grievance Process
Second Level Appeal
The aggrieved employee may appeal the decision of the department director by submitting a written statement to the Director of Human Resources & Risk Management within ____ business day(s) of receipt of the department director's decision.
5
105
Human Resources Policy #514 Grievance Process
The Director of Human Resources & Risk Management will convene a Grievance Committee to hear and decide the _____ level appeal.
second
106
```
Human Resources Policy #514 Grievance Process
The Committee (second level appeal) shall be composed of ____ voting member(s), who will be randomly selected.
```
5
107
Human Resources Policy #514 Grievance Process
| Committee members also may not be an employee of the same department as the aggrieved employee. True or False?
True
108
Human Resources Policy #514 Grievance Process
Final Decision
Within ____ business day(s) of the Hearing, the chairperson of the Committee, shall issue the written findings and recommendations to the City Manager to advise him/her whether to uphold, modify or reject the decision of the department director. Within ____ business day(s) after receiving the Committee's findings and recommendations, the City Manager or his/her designee will notify the aggrieved Employee in writing of the final disposition of the grievance.
5, 10
109
Human Resources Policy #514 Grievance Process
| The City Manager's decision is final and binding. There is no further appeal. True or False?
True
110
Human Resources Policy #516 Usage of Social Media and Social Networking
This is the practice of expanding business and/or social contacts by making connections through Web-based applications.
Social Networking
111
Human Resources Policy #516 Usage of Social Media and Social Networking
This is the various forms of discussion and information-sharing, including social networks, blogs, video sharing, podcasts, wiki, message boards, and online forums.
Social Media
112
Human Resources Policy #521 Web Site and Social media
It is the policy of the City of Glendale that Web site development for the city resides within the _______ department, with exceptions to be reviewed on a case-by-case basis by the ____ ______.
Communications, Web Division
113
Human Resources Policy #521 Web Site and Social media
Departments that wish to post an informational page for internal use only or update an existing page must submit a request to who?
the Web Division of the Communications Department via email at webcontent@glendaleaz
114
Human Resources Policy #521 Web Site and Social media
Social networking sites, such as Facebook and Twitter, should not be used during work hours unless there is a city purpose. True or False?
True
115
Employee Code of Ethics Brochure
| Upon becoming aware of a possible concern or violation, employees should promptly do what?
discuss the matter with a departmental supervisor or manager or call the Ethics Hotline at (623) 930-4444.
116
Employee Code of Ethics Brochure
As your complaint is investigated, your identity will be protected to the fullest extent possible as is consistent with the law. Therefore, ______ inquiries will not be acted upon.
anonymous
117
Employee Code of Ethics Brochure
Employees who are determined to have vindictively and intentionally made a false complaint of ethical violations shall be subject to _______ action.
disciplinary
118
Human Resources Policy #505A
Employees shall immediately report any restriction, suspension or loss of license (revocation) to the employee's ______ ______.
immediate supervisor
119
Human Resources Policy #505A
Any employee who is arrested for, or convicted of any alcohol or drug related offense which occurred while on duty, shall report such arrest or conviction to his/her supervisor immediately and in no case, later than ___ calendar days after such arrest or conviction per the Drug Free Workplace Act of 1988.
5
120
Human Resources Policy #505A
If the employee works for a department or division of the city which receives federal funding, the city shall notify the appropriate federal agency of any such conviction within ___ calendar days after receiving notice of the conviction.
10
