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Ufa Policies And Procedures > 900 HR > Flashcards

900 HR Flashcards

1
Q

____/____ is the use of either an illegal substance or controlled substance obtained without a prescription for other than medicinal purposes. Or inappropriate use of drugs obtained by prescription.

A

Abuse/Misuse

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2
Q

Who is considered “immediate family”

A

Spouse, child, parent, legal guardian or ward, sibling, grandparent, grandchild (including step and in-law relatives)

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3
Q

What is considered a “lengthy illness” or “Major injury”

A

absence from duty due to medical reasons that exceeds 10 consecutive shifts for 24-hr employees or 30 consecutive days for 40-hr employees

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4
Q

Military leave means a paid leave of absence, not to exceed ___ hours for 40-hr employees per year or ___ hours for 24-hr employees per year

A

88 hrs for 40-hr employees
123 hrs for 24-hr employees

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5
Q

How long is the job probation period and how long can it be extended?

A

6 months. Can be extended up to an additional 3 months

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6
Q

How long is the merit probation period and how long can it be extended?

A

12 months. May be extended an additional 3 months

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7
Q

How long is the probation period for employees rehired in accordance with UFA policies and Procedures?

A

6 months

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8
Q

True or False?
Employees placed on extended merit probation are NOT eligible for step increases until completion of the extension

A

True

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9
Q

Prior to the end of a merit probation period, ______ or designee will evaluate whether to allow the employee to complete their merit probation and obtain merit status, or to extend their merit probation period, or to separate their employment.

A

The Fire Chief or designee

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10
Q

Which part-time personnel should receive employee evaluations?

A

Those employed with UFA for longer than 3 months

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11
Q

Once the supervisor has received the employee’s completed self-assessment portion of the evaluation, they should conduct a meeting to discuss this as soon as reasonably possible, but not to exceed ___ days from the date received.

A

20

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12
Q

To initiate an Employee Performance and Development Evaluation outside of the annual process, (as part of an ongoing training program, corrective action/performance improvement plan, follow-up on corrective counseling, or when directed by the next level supervisor), who should the supervisor contact?

A

HR Administrative Coordinator

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13
Q

Employees serving a 12 month merit probation will be evaluated at least how many times?

A

Twice. At 6 months and 11 months

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14
Q

If an employee still fails to meet expectations following coaching, training and counseling, the supervisor will provide the employee with a _______, separate from the annual evaluation process.

A

Corrective Action Plan

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15
Q

What is considered a Long Term Acting In Assignment?

A

At least 10 consecutive shifts (5 rounds)
Short term is anything less than this

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16
Q

Who will generally be used to fill acting-in positions?

A

First option: Employees on a promotional registry.
Second option: Or, qualified individuals as determined and selected by the operations chief (second)

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17
Q

In regards to acting-in, employees who are ranked in one of the top ___ positions (by platoon) on the promotional registry will be considered first

A

3

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18
Q

Acting-in assignments to fill vacant positions will generally be no less than ___hours.

A

4

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19
Q

When an employee fills an acting-in assignment position, how much more will they be paid acting in as an officer? As a specialist?

A

Officer position: 10% greater than their current hourly rate
Specialist: 5% greater than their current hourly rate

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20
Q

Is additional pay for acting in assignments considered “pensionable” under URS rules?

A

Yes

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21
Q

How many vacation hours per month do merit employees accrue?
0-8 years?
9-16 years?
17+ years?

A

24hr employees:
12 hrs
18 hrs
24 hrs
40-hour employees:
8 hrs
12hrs
16hrs

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22
Q

How many hours of vacation time may be carried over from year to year?

A

480 hours

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23
Q

How many “extra hours” are provided to UFA dog handlers per week?

A

1.5

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24
Q

If an employee becomes sick during a scheduled vacation, what option do they have?

A

Request to use sick time in lieu of vacation time

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25
Q

24-hour employees shall accumulate sick leave at what rate?

A

12 hrs per month

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26
Q

24-hour firefighter employees can carry over how many hours of sick time from year to year?

A

960 hrs

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27
Q

What happens to unused sick hours over the 960 hours eligible to be rolled over?

A

“Purchased” by the UFA and deposited into the employee’s VEBA.

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28
Q

By what date will UFA’s payroll department contact employees to inform them of their eligibility for sick leave conversion?

A

Feb 10th

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29
Q

In regards to sick leave conversions, employees have until what date to notify payroll of the number of hours they would like converted to vacation?

A

Feb 28th

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30
Q

Sick leave may be used to care for the employee’s newborn child within ____ of birth

A

one year

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31
Q

Who shall be notified when calling in sick for an operations shift?

A

Staffing office, Ops chief, or designee AND
Captain where the employee was scheduled to work.
No less than one hour prior to the commencement of the shift

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32
Q

When utilized, sick leave shall be rounded to the nearest ___

A

quarter hour

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33
Q

Upon retirement, what is the buyout rate for unused sick time?

A

25% of their current daily rate of pay

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34
Q

How many hours of bereavement leave are employees entitled to for the death of an immediate family member?

A

48 hrs (2 shifts) for 24-hour employees
40 hrs for 8-hour employees

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35
Q

How many hours may be requested for the death of a non-immediate family member or friend?

A

5 hours

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36
Q

Failure to report an injury within ___ days may result in the employee being disqualified from receiving workers compensation benefits

A

180

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37
Q

In the event of serious injury involving fatalities or disabling injuries, the HR division or Heath and safety Officer will contact Utah Occupational Safety and Health within ___ hours.

A

8

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38
Q

An employee or volunteer of UFA that suffers a work-related injury or illness that is not life-threatening should seek treatment where?

A

At a UFA contracted facility during regular business hours.

All life-threatening or after-hours injuries should be directed to the closest appropriate hospital

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39
Q

An employee unable to return to work after a work-related injury or illness will be placed on ______ at the time of the incident through the end of the normal working day

A

Administrative Leave

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40
Q

Worker’s compensation benefits are based on the ________

A

Number of days off of work as determined by the physician’s statement

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41
Q

If the time off of work, as reported by the physician’s statement is 3 days or less, how much will be paid by workers compensations?

What about 4-14 days?

What about 14+ days?

A

None

All days paid

All days paid, including the first 3

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42
Q

What percentage of an employee’s weekly wages does workers compensation pay?

A

66%
2/3

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43
Q

Besides new-hire and annual medical examinations, when else may an employee be required to undergo a medical examination?

A

When an employee is injured on the job, or if UFA has questions about the employee’s ability to perform the job duties

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44
Q

If an employee fails to attend their scheduled annual examination, they are required to reschedule within ___ days of the missed examination.

A

60

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45
Q

If an employee misses and then fails to reschedule their annual physical they may be placed on Leave without pay for up to __ days.

A

30

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46
Q

Employees are granted __ hours of time worked for their annual physical

A

3

47
Q

Any follow-up appointments or testing following an annual physical, will be completed within __ days of the initial medical examination

A

45

48
Q

Which NFPA standard is used as a guideline for UFA annual physicals?

A

NFPA 1582

49
Q

The pre-employment psychological evaluation provider will use how many criterion standards that will evaluate psychological suitability as a firefighter

A

10

50
Q

When will an employee be required to perform a fit for duty test?

A

Following a lengthy illness, major injury, or significant medical event, after failing the minimum essential job abilities evaluation, being unable to work due to a behavioral or mental health condition or incident, or at the conclusion of a light duty assignment

51
Q

Essential Job Abilities evaluations are considered “on duty” and employees will be compensated ___ time per EJA

A

1 hour

52
Q

Upon failing an EJA, an employee must request to retake the EJA within ___ calendar days and may request to take it earlier

A

30

53
Q

EJA is performed wearing what?

A

Full turnout gear minus SCBA

54
Q

During the EJA, employees may take brief rests or hydration breaks not to exceed __ each and cumulatively not to exceed __ total.

A

1 minute each
5 minutes total

55
Q

What is the minimum time for completion of the EJA?

A

there is no minimum performance time

56
Q

How does one request a light duty assignment?

A

Fill out the appropriate “Request for Light Duty” form and submit to HR

57
Q

During a pregnancy, when may an employee request a light duty assignment?

A

Any time during the pregnancy

58
Q

Light Duty assignments will generally not exceed how long?

A

3 months

59
Q

An employee on light duty for an on-the-job injury may have the assignment extended how long?

A

Another 3 months based on the medical provider’s recommendation. Followed by another 3 months as approved by the Fire Chief or designee if a return to work is expected in that window

60
Q

Employees in a light duty classification are not to exceed ___ hrs of work within a work week.

A

40

61
Q

The minimum compensation for an off-duty appearance in court as a witness in a case involving UFA is ___ hours

A

3

62
Q

What should an employee do with their witness/jury fee check when receiving paid time off from UFA?

A

Turn it over to the Finance Division/Payroll

63
Q

Who may an employee report sexual harassment to?

A

Any supervisor in the chain of command, HR director, attorney for UFA, Fire Chief, and member of the Administrative Professional Standards Group, or any UFA board member

64
Q

As a supervisor, all complaints of sexual harassment should be reported to _______ immediately.

A

HR Director.
And notify a supervisor or the next person in the chain of command if the supervisor is involved

65
Q

Where will the Human Resources Director route a complaint of sexual harassment?

A

The Administrative Professional Standards Group

66
Q

All complaints of sexual harassment involving senior management at the _______ level or above will be reported to the UFA Board and may be handled by an external third party

A

Section Chief

67
Q

Employees reporting misconduct, including harassment, sexual harassment, or discrimination are protected against ______.

A

Retaliation

68
Q

What is the three-fold intent of a complaint investigation?

A

Protection of the Public, Protection of the Department, Protection of the Employee

69
Q

Any employee who receives or wishes to make a formal complaint will notify who?

A

The Assistant Chief of Administration and Planning or a member of the Administrative Professional Standards Group, and if applicable, the appropriate individuals in the employee’s chain of command

70
Q

Upon receipt of a complaint, the Assistant Chief of Administration and Planning will classify the complaint into what three categories?

A

Concern
Procedural Inquiry
Allegations of Misconduct

71
Q

Under which complaint category would a citizen complaint about non-UFA personnel, complaints regarding general policies or practices of UFA, or complaints regarding UFA personnel that would not merit discipline be categorized

A

Concern

72
Q

Which complaint category would include informal situations or complaints of a minor nature? These issues would generally be resolved with discipline at or below the level of a written reprimand, training and/or education?

A

Procedural Inquiry

73
Q

Which complaint category would include allegations of criminal wrongdoing, serious misconduct by an employee, or serious policy violations?

A

Allegations of Misconduct

74
Q

Prior to any investigation being initiated, the identified employees involved in an Allegation of Misconduct will be provided with ______

A

A notice of Investigation by the Assistant Chief of Administration and Planning

75
Q

During Allegations of Misconduct interviews, the investigator will provide a ______ warning to any employee being interviewed

A

Garrity

76
Q

Employees will not report for a regularly scheduled shift nor be on shift or on duty with a blood alcohol content at or above the limit of ____

A

.02%

77
Q

Employees on callback duty shall not have the duty transferred back to them within how many hours of drinking alcohol?

A

4 hours

78
Q

Impairment may be determined based upon a combination of factors including:

A

Drug screen results, observations by supervisors, coworkers, or the public, and/or field sobriety tests administered by qualified individuals

79
Q

Employees may use medical cannabis within ___ hours immediately preceding their shift

A

12

80
Q

UFA employees are required to notify their section chief of any drug or controlled substance criminal convictions no later than ___ days after the conviction

A

5

81
Q

An employee whose drug test result is positive may, within ___ hrs of notification, submit a written request to the Medical Review Officer for an independent confirmatory test

A

72

82
Q

What is the first step in a case of reasonable suspicion?

A

Reasonable suspicion will be documented by the supervisor and another supervisor or officer should be consulted to confirm

83
Q

If after given an opportunity to explain their behavior, reasonable suspicion of an employee still exists, who shall be notified?

A

Operations Chief, Division Chief or Section Chief.

Then the Safety Officer and HR to make arrangements with the drug and alcohol testing entity

84
Q

How will an employee report for reasonable suspicion drug and alcohol testing?

A

The supervisor will arrange transportation. The employee will not drive themselves

85
Q

Once released from the drug testing entity, the employee will be placed on ____

A

Administrative Leave with pay. Again, they will not be allowed to drive themselves home; other transportation will be arranged

86
Q

Contracted drug and alcohol random testing will occur a minimum of how many days per month?

A

1

87
Q

Who will be tested at an operations station that is selected for random testing?

A

All on-duty public safety employees, including any hold-over employees or those on a trade.

88
Q

Drug testing technicians will typically arrive at what time?

A

Between 7:15 and 8:00. If the crew is away, they will wait until 9:00 for their return.

89
Q

If an employee filling a staff assignment is selected for random drug testing, they must report to the testing entity within __ hours

A

4

90
Q

Following an accident, Alcohol tests should be done within __ hours and must be done within ___ hours

A

2
8

91
Q

Following an accident, Drug tests should be conducted within __ hrs and must be conducted within ___ hours

A

12
32

92
Q

If a supervisor believes a major disciplinary action is appropriate, they will recommend that action, in writing to, _____.

A

Their section Chief through their chain of command

93
Q

What discipline does any supervisor have the authority to issue?

A

Minor Discipline (documented verbal reprimands, and written reprimands)

94
Q

Who has the authority to terminate a merit employee?

A

Only the Fire Chief

95
Q

In determining the appropriate level of discipline for an employee, supervisors will consider _____.

A

all previous discipline administered to an employee

96
Q

_______ is immediate coaching, mentoring, training, and counseling the employee at the employee/supervisor level to correct the behavior or deficiency prior to disciplinary action.

A

Corrective Counseling

97
Q

What is the usual sequence of disciplinary action from lowest to highest?

A

Documented verbal reprimand, written reprimand, suspension, demotion, termination.

98
Q

To ensure consistency and fair treatment in discipline, the supervisor will consult with ______ and may also consult with the _______ or ________.

A

will: next level supervisor
may: HR director
or: Administrative Professional Standards Group

99
Q

Disciplinary action for documented verbal reprimands, or written reprimands may be documented on the ____________

A

Employee Disciplinary Notice Form or written in a standard letter.

100
Q

What are the three types of violation listed in the UFA discipline policy?

A

Misconduct
Incompetence
Failure to Preform (duties of employment, observation of rules of the department, etc)

101
Q

Minor discipline older than __ years or major discipline older than ___ years, from the date of the deadline to apply for a promotional process will be excluded from the review procedure.

A

2
5

102
Q

Which disciplinary actions will not be issued until an employee has the opportunity for a pre-disciplinary meeting?

A

Suspensions without pay, demotions, dismissals. (Any action affecting a merit employees pay)

103
Q

Within __ calendar days after the pre-disciplinary meeting, the section chief, Fire Chief, or designee will either issue appropriate discipline or send the employee written notification that no disciplinary action will be forthcoming

A

15

104
Q

Sick leave bank and tuition assistance denials may only be made to _____

A

The fire chief

105
Q

Employees will be allowed a reasonable period of work time, not to exceed __ hours per level of review, to work on their grievance or appeal

A

4

106
Q

Employees will have ___ calendar days from the day of the imposition of a grievable/appealable action or from the date the employee could have reasonably been presumed to have had knowledge of the action to begin the grievance/appeal process

A

15

107
Q

Unless otherwise specified, the time limit between each level of review in the grievance or appeal process will be ___ calendar days.

A

15

108
Q

When can the time limits established in the appeal/grievance process be waived?

A

with mutual written agreement of the parties

109
Q

What are the three levels of Review in an appeal or grievance?

A

Informal Level Review
Formal Supervisor Level Review
Fire Chief Level Review

110
Q

An employee attempting to settle a grievance/appeal issue through discussions with their immediate supervisor would be what level of review?

A

Informal

111
Q

What must be included in a written letter of grievance or appeal?

A

Actions or issues of concern, how the individual was harmed, the desired remedy.

112
Q

Grievance hearings before the Fire Chief or designee will be initially convened within ___ calendar days after receiving the written grievance or appeal

A

30

113
Q

For Fire Chief level grievance hearings, the employee will be notified at least ___ calendar days in advance of the time and place of the hearing.

A

7

114
Q
A

Ufa Policies And Procedures (9 decks)

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