1
Q
3.1.2 Uniform Committee
A
- Established to maintain a professional appearance and control various uniforms
- Suggested changes must be in writing via the chain of command
- The uniform committee consist of the follow:
-Chair-department of professional standards
-Department of law enforcement
-Department of fire rescue and emergency services
-Department of detention and community control
-Central supply
-Purchasing division
-Bargaining unit rep ICJS/Training division
2
Q
3.1.3 Grooming
A
- Hair style:
-Conservative/professional image
-Will be neat, clean, trimmed, no more than 3 inches from scalp and will not cover more than 1” of the ear from the top and any part of the collar
-Sideburns not extend beyond lowest part of ear and not flare or connect to mustache
-Neatly trimmed mustaches may be worn but not extend more than 1⁄2” beyond corners of mouth or extend over the upper lip
-Beards and goatees shall be neatly trimmed and not exceed 4 inch in length (no FR)
-Female hair may touch, but not extend below the shoulders
-Hair must be in an upward sweep or bun
-Hair clasp must be color of hair
-Male fingernails not extend beyond fingertips
-Female fingernails no longer than 1/4 inch past end of finger
3
Q
3 Jewlery/Body Ornamentation/Alterations/Tattoos
A
- Jewelry which can be used to disable an employee will not be worn
-Jewelry that does not project a positive image (large rings, bulky bracelets) will not be worn
-neckwear will not be visible to the public
-Uniformed employees prohibited from wearing any type of jewelry above the neckline
-Employees will not be reimbursed for any loss or damage unless covered in collective bargaining
-Earings: Females only
-6mm or 1/4 in
-not extending below earlobe
-one earing per ear and matched pair - Employees are prohibited from intentionally altering, modifying, or mutilating any part of their bodies in order to achieve a visible or physical effect
- If you have two or more gold slugs (gold teeth) you may keep them if you have a supporting document from tour dentist stating it would require extensive work to remove and replace the slugs
- Excessive tattoos will not be exposed or visible while in uniform (more than 4 of that body part)
-tattoos not meeting an acceptable professional image will be required to maintain complete coverage using current uniform items (long-sleeve
shirts, slacks) or use commercially available covers or wear a black long-sleeve form fitting undershirt
-Any tattoo that are above the head, face, and neck are not allowed
-Tattoos on the torso shall not be visible through uniform clothing
-Existing tattoos visible in uniform are authorized at discretion of HR director and employees must submit photographs and a written explanation - This policy does not prohibit cosmetic tattoos to correct medical conditions
- New employees must disclose in writing the existence of any visible tattoo and must complete removal of inappropriate ones prior to being employed
-TQTQTQ Employees failing to remove more than 90 days may be considered failing to meet probation and subject to termination
-Existing employees are required to maintain complete coverage or initiate removal at their own expense upon 90 day written notification by HR failure will result in disciplinary action (HR director determines) - Fire Rescue and Emergency Services Uniforms: Are pursuant to the collective bargaining agreement
4
Q
3.2 Mourning Bands/Civilian Mourning Bands
A
- Should be no larger than 1⁄2” in height and be either solid black, or solid black with a thin blue line through the center
- Line of duty deaths:
-Worn following a line of duty death of law enforcement/correctional officer or FF of Broward County until end of day of the funeral
-Outside Broward County will be worn only while attending funeral/burial service
-Pins will be worn in accordance with the timetable designated for mourning bands
-(Non) line of duty deaths they will only be worn while attending funeral/burial the mourning band will be authorized to be worn during the National Peace Officers Memorial Day, National Fallen Firefighters Memorial Weekend, state of Florida Memorial Day and the Broward County Memorial Day, from 0001 hours until 2400 - Mourning bands and civilian pins will also be authorized to be worn at the discretion of the Sheriff or designee
- Display of flags: shall display the flag of the United States in accordance with $ USC chapter 1 entitles “The Flag” and shall display the Official Flag of Florida in accordance with the Constitution and laws of Florida
5
Q
3.3 Injuries and Disability
A
When employees are injured, the primary concern is for their health and welfare It is essential for BSO to promote employee safety by identifying unsafe practices and conditions
6
Q
3.3.2 Workers Compensation Procedure:
A
- Employees will receive full pay during the first 60 working days they are out of work, If employee reaches 60 continuous working days, BSO’s disability carrier will:
(1) Begin to supplement the workers compensation payments, and not exceeding 95% of employees gross salary
(2) Employees having auto accidents and not wearing a seatbelt may receive 25% reduction
(3) max of 12 months after 60 continuous working days have passed to a total max of 15 months - It is the responsibility of the employee’s home division to notify risk management/ workers comp within 24 hours of the incident
- Employees able to return to work within 15 months, but not to the position which they performed before may be offered temporary reassignment and will not be granted for more than 60 days unless Sheriff grants extension
-During the 15 month period, the following BSO-paid benefits remain in force:
(1) Health insurance
(2) Life insurance
(3) Dental insurance
(4)Disability insurance if applicable
-without loss of rank and seniority - When accident, injury, or possible exposure to infectious disease occurs employees will comply with the following procedures:
-Report incident to their supervisor within 24 hours of occurrence
-Notice of injury or illness form completed and submitted to risk management/ workers comp within 24 hours
-TQTQTQIf employee unable to complete this info the supervisor will within 24 hours (TQ) Medical bills must be sent to Gallagher Bassett Services, Inc - If employees are out 60 working days from the same injury, they will be removed from the BSO payroll and placed on full workers comp
- Employees unable to work due to a work-related injury or illness will be required to follow all functional limitations, restrictions, and course of medical treatment as direct by workers comp
- Employees not eligible to receive supplemental disability payments may use their sick or other paid leave to supplement the workers comp payments up to 100% of their regular base pay
7
Q
3.3.3 Off-Duty Injuries:
A
- Employees must use accumulated annual leave, holiday, comp time or sick time, during their disability period
- Non-probationary full-time employees with a serious health condition who are physically unable to work for an extended period of time will be permitted to maintain an employee/employer relationship for:
(1)A max of six months after exhausting all accruals
(2)A max of 90 days after reaching permanent restrictions or max medical improvement (MMI) - After exhausting all accruals inclusive of sick leave pool and donated leave, the employee will be allowed to maintain an employee/employer relationship for six months
8
Q
3.3.4 Light duty assignments due to injury or illness:
A
- Any light duty assignment will be at the discretion of and in the sole discretion of the Sheriff or designee
- No decisions made concerning a light duty assignment will be cause for any appeal by an employee under BSO policies and procedures
- A decision whether to grant a light duty assignment as well as duration and nature
of assignment will be determined to the following provisions: - TQTQTQ No more than 60 working days in any continuous 24 month period except with discretion of the sheriff and employees must be able to perform the essential functions of the position to which they are temporarily assigned too
- Employees on light duty will not participate in:
(a) Any training or personal activities that can aggravate their injury (b)Proficiency training requiring physical exertion
(c)Operation BSO vehicle without written approval by sheriff
(d)Participate in any special details
(e) Participate in outside employment which would violate their physical restrictions - XXX Employees refusing light duty assignment will forfeit their sick leave and disability benefits which they may have been otherwise been entitled
- Supervisors will not schedule employees for regular duty without receipt of the full duty release form given by employee benefits
- To be considered for an extension of a light duty assignment employee must obtain a light duty assignment extension packet and submit to employee benefits prior to expiration of their 60 day assignment and includes a memo, medical release form, job description review, and physician questionnaire
- Employees on light duty who exhausted the allowable 60 days may use any other leave available through the sheriff policy manual
9
Q
3.4 Job Classification System:
A
- Positions may be reclassified to a different classification if there are significant and permanent changes to the actual job duties and responsibilities
- Salary reclassification:
-Positions reclassified to higher pay ranges are increased to the step closets to 5% or the higher pay ranges minimum rate whichever is greater
-Employees with overlapping pay ranges where the employee is at or above the reclassified minimum pay range are increased at least 5% provided there is room in the new range
-Employees reclassified to lower pay ranges will not receive more than the lower pay ranges max rate - Differences in compensation for temporary work assignment in higher classifications may exist pursuant to collective bargaining agreements
10
Q
3.5 Pay Plan/Pay Periods
A
- Pay plans are salary ranges providing a min and max range for each existing classification
- Pay periods are computed biweekly, receiving a pay check every 2 weeks, if pay day falls on a legal holiday, pay checks will be distributed on the preceding workday if possible
11
Q
3.6 Recruitment/Assessment:
A
- HR responsible for administering employment advertising, test development, test administration, rater training, and eligibility list development for promotions
- Authorization to initiate hiring through requisition form routed through budget then to HR
- Two types of recruitments;
1. open competitive (anyone)
2. in-house (only BSO) Job announcements posted for at least 5 days - HR director responsible for administering promotional testing
- Administering, evaluating and documenting via HR
- Probies may apply for another BSO position but will not be place on eligibility list until completion of probation
12
Q
3.7 Employee Transfer
A
- Employees may transfer only to the same classification
- Transferred from one component to another will receive 5 days’ notice
- Usually made effective on first day of a pay period
- Promotional transfer-supervisor position for first time may be transferred to another assignment before promotion
13
Q
3.8 Anti-Nepotism Policy:
A
- Ensure judgment isn’t influenced by family or other relationships
- Employees will not appoint, employ, promote, advance, or advocate for employment, promotion or advancement any of their family members or other relationships
- Will not influence BSO to hire any family members or other relationships Employees advise director COC any family members assign to their area
- Will not serve or be appointed, promoted or transferred to a position they would directly or indirectly supervise family member or other relationship
- Decisions involving family may be conflict of interest
- BSO may refuse to hire or transfer if a family member will supervise them
- Transfers/reclassifications occur within 30 days of notification
14
Q
3.9 Probation
A
- New hire serve standard 12 month probation period
- Newly promoted serve probation period of 6 months which can be extended 6 months
- Unsatisfactory probation period:
(1) Extension
(2) Demotion if vacancy exists
(3) Termination if new hire - Probation may be imposed on regular employees as a corrective action to give additional training or observation for employees not meeting required standards.
- An employee’s probation may be extended the amount of time on extended absence Extension date changes to anniversary date
-Extended absences include temp work assignments outside the regular work location, WCP, FMLA, light duty, donated leave, sick leave, sick pool, admin assignment, and leave without pay. - Termination: during first probationary period will be final with no right of appeal May be extended 6 months at sheriff’s discretion (notice given before end normal period)
15
Q
3.10 Performance Evaluation Process:
A
- Maximizes employee effectiveness by clarifying expectations, recognizing accomplishments, and establishing career development
- A formal performance evaluation will be conducted on all employees of BSO in conjunction with the employees BSO anniversary date, during the probationary period and/or promotions.
- Evaluated by either employee performance evaluation form or supervisor/manager performance evaluation form
- *Used to improve performance, provide feedback, accurate and timely evaluations, provide employee performance measurements, assure public, ensure supervisors are evaluated, and evaluate for candidates for promotion
- Non-probationary evaluated at least annually within 30 days of anniversary date New probationary evaluated quarterly (3rd month) fourth quarter evaluation summarizes entire year *
- Prior to expiration of employee’s probationary period the supervisor/ manager must submit to HR the evaluation summarizing one of the following:
(a) Successful completion of probationary period
(b) Failure to meet standards; probation extended
(c) Failure to meet standards; terminated (with termination form attached) - Promoted will be evaluated quarterly until end of probation period
- When an employee transfers within 90 days of the due date of the evaluation, a new supervisor will contact the previous supervisor for input creating the employees evaluation and will document the consultation.
- If an employee’s performance is deemed unsatisfactory at any time during the evaluation period the employee should be advised via Notice of Improvement Needed Form (A157)
- Purpose is to provide the employee with the opportunity to correct the performance.
- Conducting/Submitting the Performance Evaluation:
-Employee signature only acknowledges the evaluation doesn’t mean agrement.
-TQTQTQ If employee refuses to sign supervisor writes that in signature space and initials All completed evaluations will be maintained in HR for time period mandated
-TQTQTQ Appeal process- first seek resolution through immediate supervisor, then to next level but has to be in writing within 5 days, evaluators supervisor responds within 10 days, if remains unsolved takes to department executive director
-TQTQTQ All supervisory employees will be required to complete training on performance evaluation process
-TQTQTQ HR will form a committee to review uniformity and fairness of evaluation
process
-Only “needs improvement” can be appealed.
-TQTQTQ When an employee or supervisor transfer, an evaluation must be submitted through the regular chain of command within 15days of the transfer, unless the employee was evaluated within 90 days from the date of transfer.
16
Q
3.11 Annual Increases:
A
- Made with employees anniversary date and may be temporarily suspended due to budget constraints/ substandard performance
- Anniversary date is defined as the date one year from the effective date of the last regular annual increase, promotion, demotion, or reclassification
- Have not reached top of their pay range receive step increases at one year intervals on first pay period after anniversary date (full/part time)
- Annual increase are automatic unless supervisor recommends in writing to deny due to budget constraints
- Supervisor believing their employee job performance is substandard and doesn’t warrant increase will recommend it writing via COC.
- Department executive director makes final decision on denial or delay pay increase
- Must be sent to HR before anniversary date
17
Q
3.12 Longevity (lump sum) Payments:
A
- Employees at the max of their pay range for one year will be entitled to receive an annual lump-sum payment of 3% of their base salary on their anniversary date
- Lump-sum payments will not be part of an employee’s base salary
18
Q
3.13 Promotion
A
- Will be increased to the minimum pay rate of higher classification
- Above minimum step pay will be increased to step closets to 5% within the range
- Employees will serve at least 6 month probation period and are eligible for an annual increase one year after the effective date of promotion, provided there is room in the range for increase.
19
Q
3.14 Demotion:
A
- May be at employee convenience or management convenience
- Will be paid at a rate within approved range of lower classification (set by Sheriff)
- May be subject to satisfactory completion of at least 6 month probation
20
Q
3.15 Seperation
A
- Resign in good standing submit resignation form within 2 weeks of separation
- Good standing means with no charges pending and 2 weeks’ notice
- Separation by mutual agreement processed as resignation
- Resigned not in good standing will not be eligible for rehire
- Employees will not be given final check until all BSO items and forms are submitted
- XXX Deceased employees will be processed as resignation,notification of death by chaplain, employee benefits, EAP manager, and employees command
- XXX Deceased employee’s supervisor will assign a liaison to family within 24 hours
- Employee benefits manager will be central contact for family members
- Terminated employees will be given reason in writing, not eligible for rehire
- XXX Any involuntary separation not involving discharge for cause is a layoff If the layoff of one or more employee becomes necessary, the division/section commander should notify the HR director at least 30 calendar days in advance.
- XXX Employee Notified by HR at least 10 days before lay off.
21
Q
3.16 Off-Duty and Extra Duty Employment:
A
- Employees will not work more than 36 hours during work week of off-duty and or extra duty employment
- With the exception of fire rescue a work week is defined as 12:00 a.m. Saturday and ending 11:59 p.m. Friday
- Off duty employment will be approved and employee is subject to emergency recall at any time by BSO
- Off duty employment will not interfere with BSO employment, efficiency, cause appearance of impropriety, interfere with BSO mission, conflict of interest, effect performance duties, potential misuse of info, harmful to employee, and subject BSO to civil liability
- TQTQTQ Employees will not work more than a combined total of 52 hours per week to include any combination of overtime, extra duty, and approved off duty employement.
- TQTQTQ Employees working as consultants or experts in their field of expertise cannot do so in Broward County
- Employment forms expire on annual basis 12/31; turned in annually
- Carefully evaluate request if employment involving sales or distribution of alcohol except for beer and wine for consumption of premise, bail bonds agent, investigative work, private security work, collection agencies, recovery agents, any business that will bring conflict of interest, or business involved with BSO
- Sheriff can deny or cancel off duty employment for any reason if feels will interfere with efficiency, operation or public perception of BSO
- XXX Employees who join National Guard do not have to fill out off duty form FR operate based on collective bargaining agreement /SOP
22
Q
3.18 Employee Assistance Program (EAP):
A
- TQTQTQ BSO recognizes EAP role in providing initial assessment and mental health referrals to employees and their dependents
- 24 hours a day, seven days a week and provides liaison with mental health, early identification for troubled employees, management consultations for employee problems related to duties
- Include stress management, smoking/substance abuse, weight loss, parenting, and spouse support
- TQTQTQ Three ways employee can be referred are voluntary, command recommended, or command directed
- Voluntary will be considered confidential and BSO will not initiate an investigation or complaint based on employees request for assistance
- EAP participation will not preclude investigations and/or disciplinary actions from a related investigation or complaint. (TQ)
- Command recommendation:
(1) Supervisor referrals will be based on observed and documented deteriorating job performance or unusual behavior exhibited by an employee. Supervisor should contact EAP to discuss options FIRST
(2) Supervisor finding a decline in their employee’s job performance over a period of time may advise the employee of assistance from EAP and encourage to seek on a voluntary basis.
(3) Commanders can authorize an employee to seek assistance on duty. This type
of referral is treated as voluntary. - Command directed referrals are mandatory for employees whose performance is so severely affected that they are unable to perform their basic job requirements Command directed referrals will be conducted on BSO time, expense, and are not confidential
- XXXX Command directed referrals consist of two types;
1)fitness for duty evaluations (complete psychological evaluation will be performed)
-may be due to emotional stress or impairment by substance use or abuse
2)command referral for treatment (order employee when conduct interferes with effective functioning)
-Command can order an employee to therapy when their conduct rises to a level that interferes with their effective functioning on the job. - TQTQTQ You notice an employee performance deteriorating and you think it may be ‘due to a recent divorce, what type EAP referral applies, COMMAND RECOMENDED
REFERRAL. - It will be the responsibility of a shift commander and or on scene supervisor to immediately notify the CISD team coordinator of an incident occurring that warrant CISD activation.
23
Q
3.18.3 Post Trauma Debriefing:
A
- Supervisor will notify EAP immediately and EAP will participate in CISD
- Debriefings considered voluntary
- If an employee’s conduct or use of force results in death or critical injury, employee will be placed on administrative leave for min 72 hours
23
Q
3.18.4 Early Intervention Program:
A
- BSO recognizes the need to identify and assist employees having displayed behaviors or tendencies consistent with job related stress which, if not
corrected could lead to a decline in job performance. - EIP’s goal is to offer assistance to employees in a proactive manner and not a form of discipline
-Managed by EAP
-EIP identifies employees by observation and statistics - XXX When employee identified by being involved in 3 or more incidents in three months or 5 within a year a report to IA immediately
- Supervisor should evaluate other performance factors (sick leave)
- Interventions may include training and psychological services
- EAP free to employees and their family
- Supervisory and department directors can request technical assistance from EAP on:
(a) Personal management style and its psychological impact on employees (b) Employee management problems existing in their command
(c) Other problems related to their duties - XXX BSO will assume the cost on cases using contracted providers for command directed referrals. All command-directed referrals must be authorized via EAP.
24
3.19 Drug Test:
- Employees applying to law enforce or FR will submit to drug test
- Submit to drug test if there is reasonable suspicion
- Fitness for duty drug test
- Employees entering EAP alcohol or drug related must submit to random testing as a follow up on a quarterly, semi-annual, or annual basis up to 2 years
- HR randomly select employees by CCN
- Will not receive more than 24 hours' notice and will only be done on duty
- TQTQTQ Employees may confidentially report use of non-prescription or prescription medication to BSO's test laboratory before or after testing.
- Testing positive employee can challenge within 5 working days, BSO must reply within 15 days if challenge is unsatisfactory.
- Positive drug test on duty accident will forfeit medical benefit per Florida workers comp
- Employees will be terminated for positive drug test and forfeit unemployment rights Only done on duty.
- TQTQTQ It is the employees responsibilities to seek assistance from EAP before alcohol or drug problems lead to disciplinary action.
25
3.22 Identification Cards:
- All certified FR employees will be issued ID cards identifying their rank and classification as a BSO employee
- Will carry their badge and ID cards at all times within their jurisdiction, except at their residence or deemed impractical
- Only allowed to have 1 and old cards returned to HR
- XXX Employee requiring replacement card send written request to HR.
26
3.23 Workplace Violence:
- Refusal to permit a search of property will constitute cause for disciplinary action to include termination.
- Employees witness incident immediately contact Communications via radio or 911 and any available supervisor.
- Supervisor will immediately contact the IA commander or designee.
- The IA commander will act as the critical incident coordinator
- No employee acting in good faith who reports a real or implied violent behavior act will be subject to retaliation by an employee.
27
3.24.5 Grievance Procedure:
- Any dispute or disagreement relating to a term or condition of employment including interpretation and application of policies and procedures
- File within 10 calendar days of the date they knew or could have known
- Employees are not entitled to employee representation by legal counsel
- Employee will first present written grievance to their immediate supervisor and copy to director of HR, supervisor will note on grievance time and date received and attempt to resolve it, written decision to employee with copy to director of HR within 10 calendar days, if no decision is rendered will automatically advance to next step
- If not satisfied will take same packet and send it to the department executive director within 5 calendar days of step 1 decision. ED will note when received and attempt to resolve, written decision within 10 days and copy to director of HR, if no decision rendered within time will automatically advance to next step or if not satisfied the grievance packet will be presented to the Sheriff within 5 calendar days of step 2 decision.
- Decision of the sheriff or designee will be final and binding HR classification and compensation manager maintain copies of all grievances.
-Step 1: Immediate Supervisor
-Step 2: Department Executive Director or equivalent command
-Step 3: Sheriff
SPM 2, 3, 7
flashcards
Decks in class (3)
# Cards
