10.3 Personnel Transactions Manual Flashcards
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10.3 personnel transactions
Employee shall be allowed to review the CHP2, if the employee refuses to sign what should the supervisor do?
Write refused to sign, show the employee was afforded the opportunity to review the 2, the supervisor shall sign the form either way.
10.3 personnel transactions manuel
Incidents report CHP 2 is used for
Censurable acts or omissions
Commendable acts
Employee as _____ days to respond in writing to de durable form 2
30 days
10.3 personnel transactions
When an adverse action takes place a form 2 shall/ shall not be issued…
Shall not
In the event of an adverse action, and the action includes an event where a form 2 was issued. All copies of the form 2 shall be removed and destroyed…
T or F
True
The maximum travel distance from residence to work location for noncommand employees using a state vehicle shall
not exceed _______ miles. Commanders. _______
50 & 70
An employee serving a 12 month probationary period must work a minimum of _________ hours during the 12
month period.
1,680
The following are nondiscretionary leaves:
(
(1) Pregnancy/Parental Leave.
(2) Veterans’ Educational Leave.
(3) Military Leave.
(4) Family and Medical Leave Act (FMLA)/California Family Rights Act
(CFRA) Leave.
(5) Nonindustrial Disability Insurance (NDI) Leave.
If the Dept terminates an employee for medical reasons, how many day does the employees have to file an appeal?
15 days
Automatic resignation is the separation of an employee who is AWOL for ______ or more consecutive working days, whether
the absence is voluntary or involuntary.
5 consecutive work days
(1) A former uniformed employee must apply for reinstatement to a uniformed position within ______ years of separation.
3
Upon receiving a completed CHP 318 (request for secondary employment) the supervisor shall,
- Make an inquiry into the proposed activity to determine if the activities will be inconsistent or incompatible with state employment.
(2) Ensure that those duties listed are descriptive of all duties to be performed, and that they will not interfere with the employee’s ability to perform his/her state duties.
(3) Discuss the provisions of the secondary employment request with the employee to ensure that the request
is understood and that the employee is aware he/she is not entitled to any special consideration in scheduling.
(4) Certify that he/she has discussed the proposed employment with the employee, and indicate on the form whether he/she believes the proposed employment is compatible or incompatible.
Supervisors shall ensure that new ID cards are issued to their employees every ______ years in conjunction with the
replacement of the field folder photograph.
Five/5
an employee who has ____ or more working days of service in a monthly pay period shall be considered as having a complete pay period of qualifying service for purposes of determining sick leave credits.
11
ACCEPTABLE REASONS FOR SICK LEAVE
Illness or injury, exposure to contagious disease, chronic conditions, medical appt., surgical appt.,pregnancy, child birth, family care, extended bereavement, repair prostheses
When an employee’s sick leave absence is more than ____consecutive work days, commanders shall indicate the method of
verification in this section.
2
When an employee has been off work due to an injury or illness for more than _____ consecutive calendar days, the supervisor may designate the time off as qualifying under FMLA/CFRA and request a medical substantiation.
3
Employees shall, within _____ calendar days, submit memorandum of cancellation of secondary employment to their commander whenever they are no longer employed.
10 days
Bereavement leave shall be claimed in _____ hour increments not more than _____ hours.
1 hour / 8 hours
former uniformed employee must apply for reinstatement to a uniformedposition within one, three or five years of separation
3
T or False
If a probationary officer does not work 1,680hrs if serving a 12-month probationary period he may be extended
True
the employee is entitled to the leave as a matter of right. The following are non discretionary leaves;
(1) Pregnancy/Parental Leave.
(2) Veterans’ Educational Leave.
(3) Military Leave.
(4) Spousal Military Leave.
(5) Family and Medical Leave Act (FMLA)/California Family Rights Act(CFRA) Leave.
(6) Nonindustrial Disability Insurance (NDI) Leave.
(7) State Disability Insurance (SDI) Leave.
Uniformed employees who are on an approved leave of absence for
twelve contiguous months to two years are required to complete Refresher
Training at the Academy prior to resuming field related duties at their assignedcommands.
T or F
True
Uniformed employees who are on an approved leave of absence for over two years are required to complete Reinstatement Training at the Academy
prior to resuming field related duties at their assigned commands.
T or F
True
Temporary leave may be granted by the commander and is not to exceed, 10,20 or 30 days
30
Training and development assignment is a voluntary, temp assignment for up to 1,2, 3, or 4 years…
2
Commanders may grant informal leave not to exceed ____ days in a 22 day period or ____ days in a 21 day period.
11 and 10
Short-term military leave is leave for six , nine or twelve months
6
(a) An employee who has had 12 qualifying pay periods of state service without a break in service immediately prior to the active duty date or hasa combination of pay periods of such state service and calendar time spent in the military service which equals one year, is entitled to pay for the first 30, 60 or 90 calendar days
30
The employee shall notify the commander of a military leave at least 10, 20, or 30days prior to the date of the leave.
30
(1) To be eligible for FMLA/CFRA benefits, an employee must have at least
12 months (52 weeks) of state service; and worked at least 1,250 hours (actual time worked) during the prior 12 months.
(a) The hours do not need to be worked consecutively.
(b) Time off for sick leave, vacation/annual leave, administrative time off,
compensating time off, holidays, informal time off or personal leave are notcounted toward the 1,250 hours of work.
T or F
True
Personnel may appeal their termination within 15 20 30 days after service of the notice of termination
15
An employee has 10, 20, 30 60 days to file a written response to an adverse comment in this personal file
30
an employee who has 10 11 12 or 14 or more working days
of service in a monthly pay period shall be considered as having a complete pay period of qualifying service for purposes of determining sick leave credits
11
The charge to bereavement leave shall not exceed three four five eight-hour days for any one occurrence. Bereavement leave may only be used in increments of 15min 30 min or one hour.
3 days 1 hour inc
An employee who works more than 3,5,6 hours per day a minimum of 30 minutes and not more than one hour for meal periods.
5
Temp assignments or loans of employees between jurisdictions may not exceed 2, 4, or 5 years
4 years
The Federal Standard Mileage Rate of $.55, 53, 54 or 57 cents
.55
A CHP2 incident report is maintained for 1,3,5 years
3 years
Lost or stolen badge memo through channels to commissioner or assist commissioner
Assistant Commisioner
