9.1 Employee Relations Manual Flashcards
The development of open lines of communication is the key to increased employee:
job satisfaction, motivation, efficiency and morale
_________ ___ __________ are responsible for seeing that the employee relations policies of the California Highway Patrol (CHP) are properly administered.
Managers and supervisors
T/F
Administering the contracts is not a matter of determining what is right/wrong or fair/unfair. It involves strict adherence to the provisions which have been negotiated between the exclusive representatives and the State
True
It established the right of a bargaining unit employee to be assisted by a union representative at an investigatory interview to which the employee has been summoned by management, when the employee:
from the interview.
reasonably believes disciplinary action may result
Represented employee” means an employee who is not designated as (4):
under the Dills Act.
supervisory, managerial, confidential, or excluded
It is the philosophy of the California Highway Patrol to cast aside these _____________ ideas and use the collective __________, _____ and ______ of its employees to make this Department the best it can be, no matter what the task
preconceived
experience, ideas, and energy
T/F
Managerial and supervisory employees are responsible for developing sound, positive employee relations practices in their work units and ensuring that departmental policies, procedures, and the terms of the negotiated contracts are administered
True
Positive relationships among managers, supervisors, employees, and employee organizations ____________ ____________ to the effectiveness of the Department and its employee relations program.
contribute significantly
T/F
Employee organization representatives should be treated by supervisors in a professional manner as equals when dealing with employee relations issues.
True
T/F
Supervisors should remain alert to problems which may be brewing, but should not Attempt to intervene before they become formal grievances or complaints.
False, Remain alert to problems which may be brewing. Attempt to resolve them before they become formal grievances or complaints.
T/F
By law, employee organization representatives have the right to vigorously act to represent their employees. When an employee representative is acting in that capacity, they are on equal ground with management.
True
If contacts between management and representatives are professional, cordial and respectful, then:
petty complaints will be minimized.
T/F
Whenever possible, meet and discuss scheduled changes with the representative.
True,
Soliciting input from the representative can provide valuable feedback on how the change will be viewed by the employees and ways to alleviate any problems with acceptance.
T/F
Another general rule is that permission must be obtained before entering or leaving a work site, as well as before using state time to communicate with employees on other than work-related matters.
True
T/F
Employees do not necessarily identify the attitude and actions of the supervisor with that of management.
False, Employees identify the attitude and actions of the supervisor with that of management and react accordingly.
Because management’s interpretations of the contracts are often tested through the __________ ___________, it is important that the supervisor thoroughly understand the rights of ______________ and also those imparted to the __________ and/or the exclusive representative
grievance procedure
management
employee
As the front line of management, a supervisor must know their authority to adjust grievances, be a ____-______ and _________-________, as well as an __________ ________. They must judge each case on its ___________ ________ and be able to articulate a reason for the decision based upon a _______ ______________ of the contract or policy.
fact-finder
decision-maker
attentive listener
individual merits
sound interpretation
They should endeavor to advise employees and/or representatives of decisions which affect them and the:
reasons behind them.
T/F
Once an employee organization is certified as an exclusive representative of an appropriate bargaining unit, only that employee organization and its designated representatives are authorized to represent constituent departmental employees with regard to wages, hours, and other terms and conditions of employment.
True
The Department employs represented employees in (#) of the (#) State bargaining units
12 of 21
T/F
Cadets are not considered represented employees under BU5.
False, are BU5
T/F
The exclusive representative may designate representatives, consistent with the provisions of the contracts. The designated representatives act as agents of the exclusive representative on representational matters.
True
T/F
An employee who is acting as a representative on behalf of an exclusive representative is not working in their capacity as a state employee. They are on equal ground with supervisors and managers.
True
T/F
In the event a recognized excluded employee organization fails to appoint representatives from within the Department, paid staff of that organization may not provide representation to an excluded employee.
False, paid staff MAY
T/F
A bona fide association registered with CalHR shall be accorded fair and equitable treatment by the state employer. Reasonable access to work locations shall be provided to bona fide associations. An association representative shall not enter a work location without the consent of the commander.
True
In instances when the contract does not contain a provision, the limitations contained in chapter (#) of hpm (#) shall be followed.
Chapter 5 of 9.1
A representative must also obtain permission from _____ __________ ___________ to engage, during working hours, in business relating to representational matters. Permission to engage in such activity (shall/should) be granted promptly unless such absence would interfere with ________ __________. If permission is denied:
their immediate supervisor
Shall
efficient operations
an alternate time will be arranged.
T/F
Access to a work location may be denied or delayed for reasons including safety, security, work load requirements, or other legitimate circumstances.
True,
Where access is denied, reasonable alternatives should be provided to allow representatives an opportunity to communicate with employees (e.g., establishing employee organization meeting rooms, providing space in a cafeteria or elsewhere in the facility).
Any materials posted shall be ______ ___ _________ by the organization representative, and a copy of all materials posted (shall/should/may) be provided to the commander or their designee at the time of posting.
dated and initialed
Shall
Materials posted on a BU bulletin board shall not be (4):
libelous, obscene, defamatory, or of a partisan political nature.
If management contemplates removing employee organization material from a bulletin board, it should:
If the organization representative refuses to withdraw the material posted, management:
make a reasonable effort to contact the affected employee organization to explain the reason.
management retains final authority for removal.
T/F
Employees shall not conduct or participate in employee organization business activities during assigned work hours.
Employee organization business activities include those activities for which ________ ____ is not granted.
True
release time
Some examples include organization meetings, dues collection, and membership campaigns.
T/F
Employees’ “own time” or “non-working hours” are considered to be lunch periods, rest breaks, and time before and after work.
Participation in employee organization business may, however, be restricted during rest breaks due to operational needs.
True
True
T/F
Employee mailboxes shall not be utilized for the distribution of organization literature.
False, can be used
T/F
State vehicles shall not be used for transportation by employees or employee organization representatives while participating in representational or employee organization business.
True
T/F
Union stewards shall not be permitted the use of copiers or fax machines for union representational purposes.
False, occasional use of both may be permitted provided that such use does not result in additional costs to the state, nor interfere with state operations.
T/F
Use of departmental audio-visual equipment by employee organization representatives may be permitted.
True
T/F
The union shall be permitted incidental and minimal use of state electronic communications systems for communication of union activities as the Department permits for other non-business purposes
True, but may be monitored by the Dept.
T/F
Use of state equipment or the time used for activities permitted in this section shall be subject to prior notification and approval by the employee’s immediate supervisor.
True
T/F
Use of the state’s and Department’s internal mail systems for distribution of employee organization business shall be permitted.
False, is not permitted.
T/F
Correspondence delivered through the United States Postal Service addressed to a particular individual at a specific work location will be opened and delivered to the employee unless:
True
marked “Personal and Confidential.”
The employee organization requesting to use a state facility must provide:
reasonable advance notice prior to the date the facility is to be used.
This shall be the primary consideration when approving requests for the use of release time.
The needs of the command
T/F
The use of release time for employee representational matters may only be granted during an employee’s working hours. Shift changes or schedule changes are not to be made to provide for release time
True
True
