10.8 Job action Flashcards

1
Q

The participation of California Highway Patrol (CHP) employees in job actions such as work slowdowns, sick-outs, strikes, enforcement speedups or reduced attendance is:

A

incompatible

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2
Q

T/F
Make every effort to document the activity of those persons responsible for planning a job action, i.e., tape recordings, photographs, movies, notes, etc., so that dates, times, names, locations, number of people in attendance and their exact conversations and actions can be produced as evidence.

A

True

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3
Q

T/F

If a job action has been announced, the use of the State facility for employee meetings shall not be prohibited.

A

False, is prohibited

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4
Q

T/F

Regardless of the extent of the strike (statewide or wildcat), each employee should be contacted in advance of the day of the strike and asked not to enter in the strike effort. The unlawfulness of his/her actions should be stressed.

A

True

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5
Q

The striking employee (shall/should/may) be given a completed order to Report/Return to Work.

A

Should

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6
Q

If the employees fail to notify the CHP that they are striking, and fail to report for duty, each individual will be considered:

A

AWOL

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7
Q

Each absent employee (shall/should/may) be contacted and the reason for his/her absence determined.

A

Should

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8
Q

Any statement or refusal to report to duty should be documented ___________, outlining the exact conversation:

A

immediately

as near as possible.

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9
Q

Each employee suspected of participating in a strike (shall/should/may) be interrogated by a supervisor.

T/F
This interrogation shall only occur after the strike has concluded.

A

Shall

False, can occur either during or after the strike has concluded.

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10
Q

When a sick-out is suspected, employees (shall/should/may) be notified they are required to obtain medical verification of their illnesses, including a statement by the treating physician specifying the nature of the illness/injury, the treatment prescribed, and if the employee was advised to stay home from work.

A

Shall

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11
Q

If conditions allow, supervisory contact should be attempted to:

A

verify the reported illness/injury.

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12
Q

T/F

Each employee shall be advised that if he/she fails to provide the required medical substantiation of the illness/injury, he/she will be docked for the period of the absence.

A

True, NOTE: Docking does not preclude adverse action.

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13
Q

T/F

If the employee refuses this examination by alleging a religious objection, he/she should be advised that authority exists to examine his/her condition to determine his/her ability to report for duty. The employee (shall/should/may) be ordered to submit to the examination.

A

True, religious beliefs are not a legal basis for refusal to be examined UNLESS he/she already has on file an affidavit with SPB

Shall

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14
Q

T/F

Where a supervisor visits the employee and, after observation and documented interrogation, forms an opinion that the alleged family care sick leave is being used as a subterfuge, the Department is empowered to demand a reasonably prompt certification from the employee’s physician relative to the alleged ill person’s-condition.

A

True

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15
Q

If the positive approach fails, each employee suspected of a slowdown (shall/should/may) be interrogated by a supervisor.

A

Shall

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16
Q

After being interrogated concerning a work slow down, the employee (shall/should/may) then be ordered, both verbally and formally, by means of a _________ ___________ or ____ __, to resume his/her full duty. The employee (shall/should/may) be required to acknowledge that he/she understands the instructions.

A

Shall

directive memorandum or CHP 2

Shall

17
Q

T/F

Regularly scheduled supervisory checks, coupled with interrogations, submission of memorandums, and recordation of comments should establish the circumstantial evidence of a concerted slowdown in a reasonably short period of time.

A

True

18
Q

Supervisors (shall/should/may) ask each Officer who has issued questionable enforcement documents why he/she took the action. If, after listening to the Officer’s explanation, inappropriate enforcement action was deliberately taken, the interrogation procedures (shall/should/may) be followed and the Officer (shall/should/may) be ordered, both verbally and in writing, to comply with Departmental enforcement policy

A

Shall

Should

Shall