Policies Flashcards
(163 cards)
1
Q
116 If you request new or replacement ID/access card you must contact ..
A
Municipal security office Police Dept/Facility access
2
Q
116 ID cards….It is the responsibility of the _________ to administer the program to ensure security measures are in place
A
Police Dept/Facility access
3
Q
116 If using lanyard for id…it must be breakaway, of solid color and shall not contain…
A
Advertising other than city of mesa/dept
No pins or stickers to surface
4
Q
116 If you lose your electric access card, you must report it to _____________ and your immediate supervisor
A
Police Dept/facility access
5
Q
123 Community rooms…An organization may have use of a City community room for a total of up to ___ hours in any month and up to 144 in any calendar year.
A
16
6
Q
123 Community rooms…___ sign is allowed on the entry door to the meeting room indicating that the
group is meeting there, but must be removed following the meeting. No other
signage is allowed at the facility
A
One
7
Q
201 Travel…A City employee is considered to be in travel status anytime authorized City business-related duties or assignments takes them more than ___ miles from their normal work location
A
40
8
Q
201 Travel…Those who receive a monthly vehicle allowance are not eligible for mileage reimbursement compensation unless the destination of the city business-related trip is outside Maricopa or ______Counties
A
Pinal
9
Q
201 Travel…Travel Authorization and Expense Reports must be submitted to the Accounting Services Division within ___working days after the trip is concluded
A
ten
10
Q
205 Disposal of City personal property….Items being made available for reuse or to be sold by public sale or
public auction shall be transferred via a Property Transfer to the
______ __ _______ ______.
A
Materials and Supply Warehouse
11
Q
209 Acknowledgment of private contributions…In accordance with IRS guidelines, contributions of ____ and above
shall be acknowledged with a thank you letter from the receiving department
A
$250
*Donation need to be deposited within 10 days
12
Q
300 Performance appraisals…our (4) phases of the Performance Appraisal Program
A
planning, monitoring/coaching
self-appraisal
evaluating
*provides a systematic and comprehensive approach to employee
development
13
Q
300 Performance Appraisals should cover the employee’s accomplishments, strengths and areas for development and improvement related to the established Role Competencies and …
A
SMART Goals.
14
Q
300 Seasonal and ________ employees do
not receive performance appraisals.
A
non-benefited
15
Q
300 The due date to submit the completed performance appraisal in the PAF Creator (Phase 4) application for the July 1st Common Review is mid-June (approximately ____) every year
A
6/15
16
Q
300 For all other performance appraisals the completed PAF is due at least ____ weeks prior to review date
A
2 weeks
17
Q
300 A minimum of ___ Role Competencies (category) are required for each PAF
A
two (2)
18
Q
300 A minimum of ____ goals/expectations (category) are required to
ensure that raters are clearly identifying performance expectations of theemployee.
A
three (3)
19
Q
300 Raters are required to review Management Policy 326 with the employee in
Phase ___ of PAF process
A
4
20
Q
301 Bilingual Comp….Levels of Compensation
A
Basic level
Intermediate level
21
Q
301 Employees certified at the Intermediate Level must be able to ____ and
____ in the second language, or communicate with hearing-impaired
persons at a more detailed and complex level with little or no difficulty
A
Read & write
22
Q
301 The minimum passing score for the Basic Level or Intermediate Level
examination is a total of __%.
A
80%
23
Q
301 Employees who pass the Basic Level or
Intermediate Level examination with a score of 80% or higher will be granted “___ ___ ______” and will not be required to recertify for the Program
A
Long Term Certification
24
Q
302 EEO…The City’s policy is to consider each applicant for City employment on the basis of his or her qualifications for the job and without regard to
A
race, color, national origin, age, disability, religion, sex, sexual orientation, gender identity and expression, veterans’ status, marital status, and genetic information.
25
304 Disaster Ops and Emergency Mngmt Plan..The _____ has the overall responsibility for actions taken to control a local emergency.
The City Manager will direct and control the emergency operations
Mayor
26
305-2 Hazard Comm Program..._____ services will provide or endorse the hazard com. training and workplace safety.
Safety
27
306 Retirement/resign. notifications...Employees in an Administrator, Department Manager or higher level classification should give written notice of retirement at least __ days prior to the retirement date. All other employees should give written notice of retirement at least 30 days prior to the retirement date
60
28
306 Resignations other than retirement should be given no less than __ days in advance.
14
29
306 Full-time employees retiring with the City of Mesa will be allotted $___ to use towards the preparation of a retirement recognition/acknowledgement celebration
$400
PT Benefited $200
*allotment may not be used for a donation, cash
award or gift card/certificate as a form of recognition/acknowledgement
30
306 Each retiring employee with __ or more years of service may
receive, at the discretion of the department director, the standard City of
Mesa plaque or art glass, which is in addition to the $400 allotted for
retirement recognition/ acknowledgements
10
*Same for Benefited PT employees with 10 or more years.
31
306 Employees who have been approved for medical retirement either by the
Public Safety Personnel Retirement System or one of the City long-term
disability programs requires _______ _______ approval prior to any
recognition/retirement celebration
department manager
32
306 Employees that participate in the ____ ____ ____ ___ ____ may request one retirement estimate with two potential retirement dates, once per calendar year (unless the employee can demonstrate extenuating circumstances warranting an additional request
Public Safety Personnel Retirement System (PSPRS)
*This request is made directly to the City Of Mesa’s City Clerk’s Office
33
307 Innov8 program...A process of brainstorming, developing and implementing changes
that improve operational effectiveness and cost savings.
Innovation
34
308 Workplace harassment/discrimination..Workplace discrimination occurs when an individual is treated differently because of his/her race, color, national origin, age, disability, religion, sex, sexual orientation, gender identity and expression, veterans’ status, marital status, or genetic information unless there is a job-related reason for the different treatment
FYI
35
308 Workplace harassment is unwelcome behavior toward another individual based upon that person’s race, color, national origin, age, disability, religion, sex, sexual orientation, gender identity and expression, veterans’ status, marital status, genetic information, or any other protected basis; which has the purpose or effect of unreasonably interfering with that person’s work performance or creating an intimidating, hostile, or offensive work environment, that is not welcome, that is offensive, demoralizing, and/or interferes with work effectiveness
FYI
36
308 Employees, including Police personnel, are encouraged to give
the complaint directly to Human Resources, but may also give the written
complaint to any of the following
* Their immediate supervisor
* Any Department Director
* Any Human Resources representative
* An Internal Affairs Representative
37
308 Supervisory positions are subject to ____ ______ discipline for
violations of this policy than non-supervisory employees. Where violations
of this policy have occurred, corrective action and/or discipline may range
from counseling to termination,
more severe
38
308 The ______ ______Office has the authority to reassign any supervisor or
other employee to minimize conflict created by a workplace harassment or discrimination investigation
City Manager’s
39
309 Operation of vehicles...All employees who drive their personal vehicles while on City business or
receive a vehicle allowance from the City are required to carry the Arizona mandatory minimum vehicle _______ insurance
liability
40
309 individuals who operate or ride as a passenger in a City-owned vehicle
and individuals who are authorized to use their personal vehicles while on City business are required to wear seat belts. Exceptions shall be made in the following instances:
1. The passenger requirement for prisoners being transported by the
Police Department shall be at the discretion of the police officer
2. Police Department Tactical Team members while engaged in their
official duties
41
309 All individuals operating City vehicles or individuals who are authorized to
use their personal vehicles while on City business shall be at least
_______ years of age and must have at minimum a valid Class D
license
eighteen (18)
42
309 Per Arizona MVD an individual must be at least __-years-old to obtain a
CDL. (A restricted CDL for In-State driving is available for applicants who
are at least 18- years of age). Per Arizona MVD an individual cannot be
issued a Hazardous Materials endorsement until that applicant is at least
21-years-old
21 y/o
43
309 Upon hire, all employees required to maintain a CDL for their position shall
complete the City’s _____hour DOT/CDL training prior to performing any
CDL safety sensitive functions.
two (2)
44
309 It is the individual’s responsibility to
check the vehicle fluid levels at a minimum of once a week or every ___
miles.
500
*Exception: All Fire Department equipment is repaired, maintained
and safety inspected in regard to all applicable NFPA Regulations
45
309 City vehicles..All individuals involved in any collision must complete a City of Mesa
Incident Report within ______ hours of the collision
twenty-four (24)
46
309 In accordance with Management Policy 316, a supervisor may request
substance testing for any individual who appears ____
impaired
47
309 Disciplinary action for moving violations received will be based upon the
severity of the moving violation and the number of violations in a one (1)
year period
FYI
48
310 Transitional work program...Employee may be on TWP for 90 days/3 months/520 hours...if need be they can request one extension for and additional
90 days/3 months
Total 6 months 1040 hours ANYTHING more needs dept and HR approval
49
310 TRUE or False If an employee is offered transitional work and does not accept transitional work, the employee will not be eligible to use sick time or vacation time. Their time will be docked.
TRUE
50
310 The _______ ______ _______ does not guarantee an ADAAA (americans w/disabilities act) accommodation for the employee
Transitional Work Program
51
311 Comp Time...To be eligible for compensatory time, employees must be in a ________ full-time or benefited part-time classification
non-exempt
*Once an employee has accrued compensatory time; that time cannot be converted into overtime hours
52
311 Sworn Fire personnel working a twenty-four (24) hour shift may accumulate a maximum of ________ hours compensatory time.
one hundred forty (140)
*Comp time must be taken in 1/4 hr increments
53
314 Smoking...Smoking is prohibited in all City-owned and operated public buildings and vehicles. City-owned public housing is....
exempt
54
314 Smoke-free is defined as:
no tobacco or other plant smoke and freedom from inhaling environmental tobacco smoke (ETS) or passive smoke, including secondhand smoke generated by an active smoker or sidestream smoke or fumes from any such burning material, device or ashtray that continues to emit such tobacco smoke or fumes from lighted or extinguished smoking materials. E cigarettes are prohibited as well
55
314 Per the Smoke-Free Arizona Act, A.R.S. 36-601.01 (“the Act”), smoking is not permitted within __ feet of entrances, open windows, or ventilation systems unless defined differently by a facility
20
*rule is to prevent smoke from entering into areas where smoking is prohibited.
56
314 Signage will be provided by the ____ _____ ___ ______ ____Department to provide for consistent signs in all City buildings
Parks Recreation and Community Facilities
57
316 ETOH/Drug free workplace...Employees who possess a valid state issued registry identification card authorizing the use of marijuana for medical purposes are _______ from using, possessing, or being impaired by marijuana in the workplace or during the hours of employment
prohibited
58
316 This policy prohibits the unlawful use, possession, distribution, dispensing or manufacture of alcohol, drugs, and/or controlled substances in the workplace or in a job related activity consistent with the federal ....
Drug-Free Workplace Act of 1988
59
316 The ______ drug and alcohol testing regulations do not authorize the use of medical marijuana for covered employees, regardless of a physician’s recommended use or authorization under state law
DOT’s
*applies during all working hours, including the time an employee/individual is on-call, on stand-by or is called out
60
316 Prescription and over-the-counter drugs are ___ ______when taken in standard dosage and/or according to a physician’s prescription provided the employee can effectively and safely perform his/her duties and there is no evidence of impairment
not prohibited
61
316 As a condition of employment or performance of service to the City, employees/individuals may be subject to alcohol, drug and/or controlled substance testing. These tests may include:
* Pre-employment/pre-placement
* Tests for the paramedic training program;
* Reasonable suspicion;
* Random;
* Post-accident;
* Return-to-duty; and/or
* Follow-up testing.
62
316 In accordance with federal case law, pre-employment testing shall only be conducted on employees/individuals being placed into .....
safety and/or security sensitive classifications
63
316 All Drug tests will be conducted under the direction of the ...
Human Resources Department
64
316 Any employee/individual who refuses to submit to a test as required under this policy or City procedure shall be ....
separated from employment/service
65
316 Employees seeking rehabilitation treatment may be eligible for ...
family and medical leave
66
316 Employees are required to notify their respective Department Director, or designee, of violations of this policy and any alcohol or drug-related criminal charges and/or convictions upon reporting to work or within _____ calendar days of the violation, whichever is sooner
five (5)
67
316 Employees (FT) in with presence of positive test after the first offense may be terminated unless City manager or designee state employee should be offered a ....
Last Chance Agreement
68
319 nondiscrimination policy regarding individuals with disabilities...The Americans with Disabilities Act, which became effective ....
January 26, 1992
69
319 ADA...Complaints shall be addressed in writing to the Affirmative Action Officer within ___ calendar days of the alleged discrimination.
10
*Action officer/Personnel director will communicate findings with complainant within 20 working days of interview
70
319 Contracts awarded by the Mesa City Council (contracts for tangible personal property and insurance in excess of ...
$10,000
71
322 Special Performance rewards...The Special Performance Rewards are:
Two-Step Merit
Unscheduled Merit
Exceptional Performance Award.
72
323 Bomb threat/suspicious package...When an evacuation has been ordered, the ____ _____ should not be used as notification, word of mouth or another form of announcement system, such as a public address system, shall be used
fire alarm
73
326 Info security & computer usage...The term “City technology resource,” includes but is not limited to ...
the Internet, Intranet, e-mail, instant messaging, telephones, mobile devices, and other computing and telecommunications resources
74
326 The _____, _____, or designee is responsible for interpreting and revising the computer usage policy...
Chief Information Officer
Chief Information Security Officer
or designee
75
326 Electronic storage media shall be sanitized/destroyed appropriately by
overwriting or
degaussing prior to disposal
76
330 ___ includes a variety of recognition and reward activities, including
recognition and reward programs administered by departments and work
units; and exceptional performance awards, two-step merit increases and
unscheduled merit increases for employees
STAR
77
330 The _____ ______ ______ is responsible for coordinating
| STAR,
Human Resources Division
78
330 activities are those actions that acknowledge a contribution by an employee, an employee team, contract staff or
volunteer in intangible ways.
Recognition
79
330 _____ activities are those actions that acknowledge the
outstanding performance of an employee, employee team, contract
staff or volunteer through presenting a tangible item
Reward
*given by supervisors
80
335 The request for tuition reimbursement must be made no earlier than _______ days prior to the Course Start Date
one hundred twenty (120)
81
335 A change to the approved original Tuition Reimbursement Request (for courses added or dropped) must be submitted within ___ days) of the change using an additional Tuition
Reimbursement Request form
one (1) week (seven
| [7] calendar
82
335 Annual reimbursement amounts will be based on indexed tuition costs for
.
Arizona State University (ASU)
83
335 Upon submission of all required paperwork, an employee may be
reimbursed for tuition fees:
1. Upfront (prior to course completion), OR
2. Upon course completion and verification of grade requirements (up
to 30 days after Course Completion Date).
84
335 Upon receiving proper documentation, the tuition
reimbursement representative is responsible for verifying the information
according to the Tuition Reimbursement Request and Payment Form
Eligibility Checklist and sending the documents on behalf of the employee
within ______ business days to Human Resources for verification.
five 5
85
338 military leave...The __________________ is a federal law that establishes certain rights and benefits for employees, and duties for employers. USERRA prohibits employers from discriminating against employees who fulfill non-career military obligations in the Uniformed Services and sets forth the rights, obligations, and benefits of persons absent from employment due to service in the Uniformed Services
Uniformed Services Employment and Reemployment Rights Act of 1994
86
338 The City of Mesa is a participating member of the ....
Employer Support of the Guard and Reserve (ESGR).
87
338 Compensation for City employees called to Active Duty, excluding Active Duty for training, for a period of more than thirty (30) days, which is equal to the difference between the employee’s bi-weekly pay at the City and pay received from the Uniformed Services for such period of Active Duty
Military differential pay
88
338 An employee who is leaving to perform service in the Uniformed Services must provide _____ days advance notice, when feasible, either orally or in writing to his/her immediate supervisor and Leave Administration unless prevented from doing so by military necessity or advance notice is otherwise impossible or unreasonable.
thirty (30)
89
338 All employees called to Active Duty for a period of more than ____ days will be required to meet with Leave Administration for a military consult where employees will review and sign a check sheet prior to leaving for service to ensure that they understand their rights, benefits, and their obligations for reporting to work as directed in this policy and USERRA.
thirty (30)
90
338 The cumulative length of a person’s absence from a position due to service in the Uniformed Services may not exceed a total of ...
five (5) years
91
338 In accordance with Arizona State Law, pursuant to A.R.S. 38-610 an employee who is a member of the reserve component who is required to attend Active Duty for Training shall be granted military time with pay for a period not to exceed ______ days in any two (2) consecutive years
thirty (30)
92
338 if the employee is on Active Duty for more than thirty (30) consecutive days, the employee may receive Military Differential Pay for a maximum period of ___________ consecutive months
twenty-four (24)
93
338 If the PSPRS employee was honorably separated from service, meets all other statutory requirements (A.R.S. § 38-858(B)), and the employee’s service was pursuant to a Presidential Call-Up, as defined herein, the City will pay both the employee’s and the City’s portion of the required retirement contributions and shall timely submit the discharge/separation documents and all retirement contributions to PSPRS
fyi
94
338 Employee who served 1-30 days military service must report to work...
no later than the first full regularly scheduled work shift on the first full calendar day after service ended
95
338 Employee who served 31-180 days military service must report to work...
must submit a written request for reemployment (or physically report for work) no later than fourteen (14) calendar days after completing service
96
338 Employee who served more than 180 days military service must report to work...
submit a written request for reemployment (or physically report for work) within ninety (90) calendar days after completing service
97
338 Once the employee has returned to work, he/she cannot be terminated without cause for six (6) months if the military service was more than thirty (30) days but less than one hundred eighty-one (181) days or one (1) year if the military service lasted more than one hundred eighty (180) days.
fyi
98
339 Corrective Action...At will employees consist of:
```
Part time
Seasonal
Temp
Project
Grant
Admin level positions
```
99
339 Classified employess are in a classified position that have passed an initial regular employment...
probation period
100
339 While a employee is on diciplinary probation, they are prohibited from the following two things...
Merit increase
| Promotional testing
101
339 A demotion is the movement of an employee from one class to another class having a ....
Lower maximum rate of pay
102
339 Pre deprivation hearings are given for the following...
Reduction in pay
Suspension (more than 16 hours)
Demotion
Dismissal
103
339 When an employee is suspended....
The employee is released from work duties for a specified period of time (no more than 240 hours in any twelve 12 month period) without pay
*Violation of Section 510
104
339 _______ is a written plan which clearly identifies such information as the employees performance problems, goal of the plan, background information and the specific steps or performance expectations the employee must satisfy
Corrective Action Plan
105
339 In compliance with City Personnel Rules and in accordance with the U.S. Supreme Court decision of Cleveland Board of Education v. Loudermill (March1985), classified employees must be provided with due process (including prior notification and right to a pre-deprivation hearing) before engaging in any of the following formal disciplinary corrective actions:
Disciplinary reduction in pay
Suspension (of more than sixteen (16) work hours)
Involuntary Demotion
Dismissal
106
340 City security...The ______ ______ ____ provides operational workplace security guidance and support to all departments, facilities and operations of the City
Municipal Security Unit
107
340 ______ _____ staff will investigate all incidents with security implications involving City property or personnel.
Municipal Security
108
341 Any act of verbal or physical violence, including threats, placing a person in fear or intimidation which occurs in a place of business or organization, or which is committed against a person or persons during the course of their employment is prohibited is known as...
Workplace violence
109
341 _______ ______ violence is defined as an out-of-control argument, situation or physical contact (hitting, kicking, spitting, fighting, etc.) with an employee, citizen, customer, family member or acquaintance while at work
Acute workplace
*subject of abuse/witness should contact 311, notify supervisor, and municipal security
110
341 If at the conclusion of the threat assessment there is a high
probability that violence could result, Municipal Security or Safety
Services will assemble the ...
Threat Abatement Team.
111
342 Employee Mediation...______ is a process in which a neutral third party assists two or more disputants to reach a voluntary, negotiated settlement of their differences
Mediation
*This is confidential and not to be taped
112
342 _______ does not judge guilt or innocence, nor does it decide who is right or wrong
Mediation
*may also assist in resolving issues causing low morale, poor team cohesion or job productivity
113
342 Mediation is not available for issues involving...
Performance appraisals
Disciplinary actions
illegal harassment/discrimination
workplace violence
114
342 The mediator is a city employee (or person on contract) who is certified to conduct mediation through a program recognized by the _____ ______ ______ ______.
Arizona Dispute Resolution Association
115
344 victim leave...A City employee who has been the victim of a crime or a juvenile offense will be _____ _____ to attend certain court proceedings
granted leave
*This is known as the victim leave law
116
344 TRUE OR FALSE an employee who has an immediate family member (spouse, parent, child, sibling, grandparent or legal guardian) that has been either killed or incapacitated as a result of a crime may take leave to attend certain court proceedings.
TRUE
117
345 FMLA entitles eligible employees to take up to _____ workweeks of protected leave in a twelve (12)-month period for specified family and medical reasons
twelve (12)
118
345 FMLA entitles eligible employess up to _______ workweeks of protected leave in a twelve (12)-month period for certain military-related reasons
twenty-six (26)
119
345 Qualified leave of more than three (3) calendar days is known as...
Consecutive leave
120
345 Refers to a relationship in which a person puts himself or herself in the situation of a parent by assuming and discharging the obligations of a parent to a child.
In Loco Parentis
121
345 Leave given to an eligible employee whose son, daughter, spouse, or parent is a member of the Armed Forces,
Qualifying Exigency Leave
122
345 To be eligible for FMLA, at the time of the FMLA request an employee must
1. Employee of Mesa
2. 12 consecutive month employment
3. Worked min of 1250 hours in 12 mths
4. Meet all other federal requirement
123
345 ...When the need for leave is foreseeable, employees must provide _____ days advance notice to the supervisor and Leave Administration
thirty (30)
124
346 Industrial Insurance program...If an employee meets the eligibility requirements of the IIP, the City will pay a portion of the employee’s lost wages that are not paid by the ______ ______ Insurance Program in accordance with this policy
Workers’ Compensation
125
346 To be eligible for IIP, An employee must be employed ______ by the City of Mesa
full-time
126
346 Employees must seek medical attention at a ______ ________ approved occupational health facility for his/her initial visit in order to receive IIP payments
Workers’ Compensation
127
346 IIP An employee who has been released to light, restricted or modified duty must participate in the Transitional Work Program, if a transitional work assignment is available.
FYI
*An employee cannot use paid time off in lieu of accepting transitional work
128
346 IIP Sick-industrial injury time shall only be used for scheduled shifts within the first
Forty- eight (48) hours from the date of injury for [56]-hour Firefighters; for a maximum of forty-eight (48) sick leave hours.
129
346 a public safety employee who is injured while on duty to the extent that he/she cannot perform the essential functions of his/her position, will receive Workers’ Compensation benefits up to the statutory maximum and additional compensation under IIP to bring the employee’s compensation to 100% of their base salary, less the amount of taxes paid by the employee
FYI
*The IIP payments will continue for one hundred-eighty (180) calendar days from the date of injury. After one hundred-eighty (180) days, IIP payments will end.
130
346 If an employee becomes disabled after the date of injury, the employee is eligible for the IIP if the date of disability is within _______ calendar days from the date of injury
one hundred-eighty (180)
131
346 A public safety employee with a catastrophic injury, as supported by medical documentation and approved by the Human Resources Director in consultation with the City Manager and/or his designee, is eligible to receive IIP payments for up to ______ months from the date of injury.
twelve (12)
132
346 Sick time and vacation time are not accrued if the employee is off work and receiving Workers’ Compensation and/or IIP payments
FYI
133
347 DUI...An employee who receives a DUI citation, whether the citation occurred on the job or off the job, shall notify his/her immediate supervisor upon ...
reporting to work
134
347 Employees shall keep their supervisor informed and provide documentation pertaining to the status of their DUI proceedings as they occur
FYI
135
347 Employees shall attend the Employee Assistance Program (EAP) evaluation and shall complete the _______ _______ ______ recommendations
Substance Abuse Professional’s (SAP’s)
136
347 Depending on the outcome of the evaluation, the SAP may, at a minimum, recommend one or more of the following:
1. 16 hr education/training class
2. Counseling through EAP or behavioral
health professional
3. Referral to inpatient/outpatient program
with a behavioral health professional
* Employee responsible for all costs
137
347 DUI...Employees shall not drive a City vehicle or their personal vehicle for work purposes until completing the SAP’s recommended program and reinstatement of driving privileges from the Motor Vehicle Department (MVD).
FYI
138
347 Upon being notified of a DUI offense, immediately notify the Human Resources department of the situation and provide the following:
a. Employee’s name and position; AND
b. Class of license the employee holds (i.e.,
Class D or CDL A, B, C); AND
c. Copy of the citation; AND
d. Whether the citation was issued on or
off duty; AND
e. Whether driving is a requirement of the
job as indicated in the job description;
AND
f. Whether the employee notified the
supervisor as required under Section III
*Remove employee from work/personal driving privelages
139
347 DUI employee not on probation, upon suspension of license 30 days or less...time off until restricted driver license issued or license reinstated. Employee may get time off w/o pay, time off w/pay, continue work with non driving duties...If license is suspended more than 30 days...
Separation from city
Upon conviction...Separation from city if
1. DUI on duty OR
2. Jail time for 30 or more days OR
3. DUI was drug related
4. Employee required to have IID on personal vehicle or city manager not to offer last chance agreement.
140
351 ____ ___ ___ ___ ____ is an emergency phone notification program available to all Maricopa County 9-1-1 centers for use in completing emergency message notifications to
the public regarding public safety emergency events
Community Emergency Notification Systems Alerts (CENS)
141
351 Police Lieutenant, Battalion Chief or higher-ranking safety official must authorize the activations of ....
CENS.
142
354 Ethics...all City employees and officials shall maintain the utmost standards of:
```
Honesty/integrity
Fairness/Respect
Customer Service
Accountability
Workplace relationships
Pursuit of excellence
```
143
357 Citywide standby/call out..._____ _____ Time is unpaid time off that an employee takes on the scheduled work day that immediately follows the employee being called out or held over to work during Sleep Time.
Fatigue Recovery
144
357 Employees taking sick time (scheduled or unscheduled) for their own illness for a full or partial work day are ___ ______ for standby status until they have returned to work
not eligible
145
357 Employees placed on standby on the same day as a regular scheduled work day after the employee’s regular hours have ended will receive ____ hour of straight time pay at the employee’s effective hourly rate for each 24-hour time period on standby (beginning at 12:00 a.m. and ending at 11:59 p.m.; fire personnel begins at 7:00 a.m. and ends at 6:59 a.m.
one (1)
146
357 Employees placed on standby on a non-scheduled work day, and employees placed on standby on a holiday (actual, observed, or holiday flex day as determined by the department director) will receive ____ hours of straight time pay at the employee’s effective hourly rate for each 24-hour time period on standby (beginning at 12:00 a.m. and ending at 11:59 p.m.; fire personnel begins at 7:00 a.m. and ends at 6:59 a.m.
two (2)
147
357 Standby/call out/fatigue recovery time hours are not counted toward the calculation of number of hours worked in a week for purposes of determining overtime
FYI
148
357 If the employee does not take an equal amount of fatigue recovery time, the employee will be paid one and ________
times his/her effective hourly rate for the hours worked during Sleep Time
one-half (1.5)
149
357 An employee whose normal work shift is extended (i.e. holdover) to
address an emergency and the extension overlaps with the sleep time the employee will be required to take a rest period of eight (8) hours prior to returning to work and will be paid __________ times his/her
effective hourly rate for all hours worked during Sleep Time
two and one-half (2.5)
150
357 If an employee
substitutes another paid time off category in lieu of Fatigue Recovery
Time, the hours worked during Sleep Time will be paid at the rate of _______ times the employee’s effective hourly rate.
one
| and one half (1.5)
151
359 The use of websites and applications that enable users to create and share content or to participate in social networking is known as..
Social Media
*Web2.0 platforms: Facebook, Twitter, Google+, LinkedIn, Flickr, YouTube, Wikipedia, Wordpress, Blogger, Snapshot, Pinterest, FourSquare, Tumblr, and Instagram.
152
359 The Office of ______ _____ & _______ reserves the right to remove City business postings of any City Department at any time, with or
without notice.
Public Information & Communications
153
359_______ are prohibited from using City social media sites for personal or political purposes, to conduct private commercial transactions, or to engage in private business activities
Employees
154
359 Only individuals authorized by the Office of Public Information &
Communications may publish content to a City social media site
FYI
155
359 If the City is the subject of content you are
creating, or you are posting about the work you and/or your co-workers
perform, be clear that your views do not necessarily represent those of
the City of Mesa. Include the following disclaimer: “The postings on
this site are my own and do not necessarily reflect or represent the
views of the City of Mesa, its officers, agents, employees, elected and
appointed officials, or volunteers.”
FYI
156
359 Not all content on a personal
| social media account/site is protected under the _____ Amendment
First
157
359 The Office of Public Information & Communications is responsible for...
1. Craetion on new social media accounts
| 2. Design standards for city social media accounts
158
359 Photos and images used in any social
media postings that are not self-shot or created must be credited
appropriately and with permission
FYI
159
359 The use of ______ photos is
prohibited, unless stated permission was given for use or a contract
agreement is in place allowing use of the images
copyright
160
401 Employees can review their pay stubs in the ______ ____ ____ center
Employee Self Service (ESS)
161
401 Employees must notify the _____ _____ or Time and Labor Division of any discrepancy or error in their pay as soon as possible
Payroll Division
162
401 Upon receiving notice from a department or employee that an employee
has been underpaid, or upon other discovery of an error resulting in
underpayment to an employee, the _____ ______ Department and
the Payroll Division will review all applicable timekeeping and payroll
records to verify that an underpayment has occurred
Human Resources
163
401 (Overpaid) If the employee opts to have the repayment amount deducted from subsequent paychecks, the employee is required to sign the _____ ______ _____ ___ _____ _____ authorizing the payroll deductions
Payroll Deduction Agreement and
| Overpayment Schedule
