Ben Study Tests

Question 1

1. You are the sergeant in the Fresno Area office. One of your officers asks to speak to you about the Employee Assistance Program (EAP). He stated that he had experienced some depression earlier in the year and sought help through the EAP for the problem. He related that he attended seven sessions and was feeling much better so he stopped going. He wants to use the EAP again because he is experiencing marital problems; however he heard that he could only use EAP seven times in a fiscal year. How should you proceed?

a. The EAP process is strictly confidential and you should have stopped the employee prior to him divulging he personal information. You need to document the incident on a CHP 51, Memorandum to the command regarding the incident.
b. Let the officer know that he is actually eligible for ten visits through EAP per fiscal year, so he has three sessions left to get help for his marital problems.
c. Let the officer know that he can’t use the EAP anymore that fiscal year because he has used all seven of his visits; however his wife is also entitled to seven sessions per fiscal year. She can seek help through the EAP for their marital problems.
d. Advise the officer that he is entitled to seven sessions for each unrelated problem type, per fiscal year. Since he originally sought help for depression he would still be entitled to seven additional sessions for marital problems.

Answer 1

d. Advise the officer that he is entitled to seven sessions for each unrelated problem type, per fiscal year. Since he originally sought help for depression he would still be entitled to seven additional sessions for marital problems. - Week 1

Question 2

2. You are the day shift sergeant in the Redwood City Area. You are conducting a substance abuse investigation per HPM 9.2, Substance Testing Manual. While conducting the investigation you are interviewing other officers that were possible witnesses to the suspected officer’s signs of intoxication. One of the officers, who is a Peer Support Officer (PSO) stated that the suspected officer had the odor of an alcoholic beverage on his breath. Knowing that he is a PSO, you ask the officer if the suspect officer has ever contacted him as a PSO to discuss problems with alcohol abuse. The PSO respectfully declines to provide any specific information to you. As the supervisor you order the PSO to provide you with the information and they still decline. What steps do you take now?

a. Begin an investigation per HPM 10.2, Internal Investigations Manual, due to the PSO’s insubordination.
b. Continue your interview with the PSO to obtain any further information about their observations regarding the substance abuse issue in question.
c. Continue your interview with the PSO to obtain any further information about their observations regarding the substance abuse issue in question. Then document their failure to provide you with the information that you requested on their CHP 100 form.
d. Nothing. An officer who is a PSO can’t provide witness information because of the unique sensitivity of their position. You shall disregard any information that they provided and leave it out of your Probable Cause Report.

Answer 2

b. Continue your interview with the PSO to obtain any further information about their observations regarding the substance abuse issue in question. - Week 1

Question 3

3. Employees who utilize the Employee Substance Abuse Program (ESAP) shall be advised that confidentiality will be strictly maintained with certain exceptions. Which exception does not apply?

a. The employee is an immediate danger to him/herself or others.
b. The misconduct constitutes illegal activity.
c. There is written consent given by the employee.
d. There is verbal consent given by the employee.
e. There is a subpoena for documentation or testimony.

Answer 3

d. There is verbal consent given by the employee.

- Week 1

Question 4

4. You are the graveyard sergeant in the North Sacramento Area. Two of your uniformed employees were involved in a pursuit were the passenger in a suspect vehicle shot multiple times at them striking their patrol vehicle several times. For their safety and the safety of the public the officers discontinued the pursuit. The officers did not return fire and neither one was injured. The commander wants to conduct a group Critical Incident Stress Debrief (CISD) for individuals directly involved in the traumatic event. The two officers directly involved do not want to attend the CISD. How should you proceed?

a. Advise the officers that they are not required to attend the group CISD. Then advise them that if they don’t like the group CISD format they have the option of attending a confidential CISD session within three days of the incident.
b. Advise the officers that they are required by policy to attend a group CISD following an officer involved shooting, or if they were shot at by a suspect regardless of injury.
c. Advise the officers that they do have to attend the group CISD, because the other people at the group CISD will benefit from hearing about what they experienced.
d. Advise the officers that they are not required to attend the group CISD, however they will be required to attend one confidential CISD session within 72 hours of the incident.

Answer 4

d. Advise the officers that they are not required to attend the group CISD, however they will be required to attend one confidential CISD session within 72 hours of the incident. - Week 1

Question 5

5. If approved an officer that has been involved in an officer involved shooting may be granted up to five days of paid administrative time off. Additional time off may be charged to the appropriate leave credits.

a. True
b. False

Answer 5

a. True

- Week 1

Question 6

6. Each uniformed employee present at a civil disturbance or crowd control incident shall conform to the authorized departmental action indicated for the applicable operational mode. Each employee has the individual responsibility and authority to escalate his/her operational mode for self-defense or in defense of others. The approved operational modes are;

a. Side handle baton (PR-24), Aerosol Subject Restraint (ASR), Control Holds (PMA), Personal weapons, Riot shields.
b. Visible Presence Mode, Non-Assertive Mode, Assertive Contact Mode, Forcible Contact Mode.
c. Visible Presence Mode, Non-Aggressive Contact Mode, Aggressive Contact Mode, Forcible Contact Mode.
d. Visible Presence Mode, Non-Aggressive Contact Mode, Assertive Contact Mode, Forcible Contact Mode.

Answer 6

d. Visible Presence Mode, Non-Aggressive Contact Mode, Assertive Contact Mode, Forcible Contact Mode.
- Week 1

Question 7

7. You are a sergeant in the Oakland Area and are in charge of a squad of officers during a civil disturbance. You are charged with blocking a parking lot entrance to a private business. You are confronted with incident participants who are loudly chanting “No Justice. No Peace”. Most of the crowd is walking down the road; however a large group has stopped in front of your location and is blocking the roadway. There has been no dispersal order given. What operational mode should your squad be in?

a. Visible Presence Mode, Baton in the ring.
b. Non-Aggressive Contact Mode, Baton in the Port Arms position.
c. Non-Assertive Contact Mode, Baton in the Long Extended position.
d. Non-Aggressive Contact Mode, Baton in the Long Extended position.

Answer 7

b. Non-Aggressive Contact Mode, Baton in the Port Arms position. - Week 1

Question 8

8. Civil Disturbance Tactical Units vary in size. What is the correct order from smallest to largest?

a. Squad, Arrest Squad, Platoon, Company, Battalion.
b. Squad, Platoon, Battalion, Company.
c. Team, Squad, Company, Platoon, Team, Battalion.
d. Team, Squad, Platoon, Company, Battalion.

Answer 8

d. Team, Squad, Platoon, Company, Battalion. - Week 1 – check for policy change

Question 9

9. While at a civil disturbance you are in charge of a squad. The squad is in the Non-Aggressive Contact Mode and they are utilizing riot shields. You have given your squad a command to move the crowd back out of a roadway. You notice that two of the officers are using their shields to lightly nudge and move the crowd backward. Based on your operational mode is contact with a demonstrator utilizing a riot shield allowed?

a. The utilization of riot shield to move a non-violent, non-compliant crowd is allowed in the Non-Aggressive Contact Mode.
b. Non-Aggressive Contact Mode is not an operational mode; however the utilization of assertive force with the riot shield to move a non-violent, non-compliant crowd is allowed in the Non-Assertive Contact Mode.
c. This operational mode would require that riot shields be secured and the officers utilize their PR-24 in the Port Arms position to lightly push the crowd back.
d. No contact is allowed with either the PR-24 or the riot shield in the Non-Aggressive Contact Mode.

Answer 9

a. The utilization of riot shield to move a non-violent, non-compliant crowd is allowed in the Non-Aggressive Contact Mode. - Week 1

Question 10

10. You are the sergeant of a squad of officers assigned to clear the doorway of an abortion clinic. The demonstrators have linked their arms, sat down and are being loud and boisterous. You have issued a dispersal order. As your officers attempt to disentangle the demonstrators arms they begin to throw their head back into the legs of the officers behind them. The officers attempt to approach the demonstrators from the front and the demonstrators begin to kick at the officers. The contact officer transitions to their baton and delivers several strikes to the demonstrator’s legs to gain compliance. The officer was successful and affected an arrest. Was the officer’s use of the baton authorized by policy?

a. No. Personnel are never justified in utilizing the PR-24 baton as described in the Assertive Contact or Forcible Contact mode on seated or prone passive demonstrators.
b. No. Personnel are never justified in utilizing the PR-24 baton as described in the Assertive Contact or Forcible Contact mode on seated or prone demonstrators that present a physical threat.
c. Yes. Personnel are justified in utilizing the PR-24 baton as described in the Assertive Contact or Forcible Contact mode on seated or prone demonstrators that present a physical threat.
d. Yes. Personnel are justified in utilizing the PR-24 baton as described in the Assertive Contact or Forcible Contact mode on seated or prone passive demonstrators.

Answer 10

c. Yes. Personnel are justified in utilizing the PR-24 baton as described in the Assertive Contact or Forcible Contact mode on seated or prone demonstrators that present a physical threat. - Week 1

Question 11

11. The following elements are critical for the substance testing program to be successful.

a. Probable Cause, Confidentiality, Collection, Chain of Custody.
b. Consistency, Confirmation, Collection of Sample, Chain of Custody, Control, Contracts.
c. Reasonable Suspicion, Consistency, Confirmation, Chain of Custody, Documentation.
d. Reasonable Suspicion, Confirmation, Collection of Sample, Chain of Custody.

Answer 11

b. Consistency, Confirmation, Collection of Sample, Chain of Custody, Control, Contracts. - Week 1

Question 12

12. You are the day shift sergeant in the Merced Area and one of your officers is involved in an officer involved shooting. The agency with jurisdiction of the shooting tells you that the officer is refusing to submit to a substance test for the purpose of establishing the employee’s sobriety at the time of the incident. They advise you that they do not have reasonable suspicion for the test, but they would like you to tell your officer to submit to the test. Can the officer refuse to submit to this substance test per policy?

a. No. A substance test following a critical incident is not considered a voluntary test.
b. Yes. A substance test without reasonable suspicion would be considered voluntary, therefore the officer can refuse.
c. No. Regardless of the occurrence officers are required to submit to substance testing as long as they have representation prior to the testing process.
d. Yes. The officer can refuse the request from the allied agency; however the officer may not refuse the test when requested by our agency, even without reasonable suspicion.

Answer 12

b. Yes. A substance test without reasonable suspicion would be considered voluntary, therefore the officer can refuse. - Week 1

Question 13

13. The following job classifications are considered sensitive positions except.

a. School Pupil Transportation Safety Coordinator
b. CHP Cadets
c. Gunsmiths
d. Maintenance Engineer I and II
e. Automobile Mechanic
f. Public Safety Dispatcher
g. Public Safety Operator
h. Motor Carrier Specialist I, II and III

Answer 13

d. Maintenance Engineer I and II - Week 1

Question 14

14. You are the sergeant in the Auburn Area and you have developed reasonable suspicion that one of your officers is under the influence of alcohol and you don’t suspect any drugs. You contact your immediate supervisor and relate the circumstances and receive confirmation to proceed with the testing process from the confirming official. You obtain a substance abuse testing kit from the Area office and begin the process of collecting a urine sample. The officer states that they do not want to provide a substance test until they have a chance to talk with the Area Representative for Bargaining Unit 5. Are you violating the officer’s POBR rights by continuing the testing process?

a. Yes. The Memorandum of Understanding states that all uniformed employees have the right to representation prior to questioning or submitting to a substance test.
b. Yes. Policy states that upon request the employee has a right to representation prior to questioning or submitting to a substance test.
c. No. POBR does not specify anything about substance testing; however it may be a violation of the officers Fifth Amendment civil right.
d. No. The officer has no right to representation because the evidence that is being obtained will diminish with time.

Answer 14

d. No. The officer has no right to representation because the evidence that is being obtained will diminish with time. - Week 1

Question 15

15. If you suspect only drug abuse ___________ is the preferred method of substance testing. The supervisor shall ensure that they collect a minimum of ____ milliliters that will be split into ____ , _____ milliliter samples.

a. Blood, 30, Three, 10
b. Urine, 30, Two, 15
c. Blood, 60, Three, 20
d. Urine, 60, Two, 30
e. Urine, 90, Two, 45

Answer 15

d. Urine, 60, Two, 30 - Week 1

Question 16

16. Once you have prepared your Reasonable Suspicion Report should be provided to the employee within _______ ________.

a. 48 hours.
b. 72 hours.
c. One week.
d. 24 hours.

Answer 16

a. 48 hours. - Week 1

Question 17

1. As a sergeant you are responsible for completing performance ratings on your subordinates. Because you are new you are given a “Boiler Plate” performance appraisal from a senior sergeant. You are behind on three CHP 118, Performance Appraisal Evaluations. You decide to utilize the “Boiler Plate” and change the officer’s names to get them done quickly. In doing the performance appraisals this way what error are you making?
   a. The Halo Effect
   b. Central Tendency Effect
   c. Similar-to-Me Effect
   d. Stereotype Effect

Answer 17

b. Central Tendency Effect - week 2 test

Question 18

2. You a sergeant in the Merced Area and have an officer that has been performing poorly eleven out of the twelve months in the Critical Task “Enforcement Duties”. Now you are preparing their Annual Performance Appraisal. Based on their performance in this one Critical Task how should you proceed?
   a. You would give them the rating of “Sub-Standard” and document the reason in the narrative section of the CHP 118.
   b. You would give them the rating of “Needs Improvement” and document the reason in the narrative section of the CHP 118.
   c. You would give them the rating of “Needs Improvement” and put them on Interim Reporting.
   d. You would give them the rating of “Deficient” and put them on Interim Reporting.

Answer 18

d. You would give them the rating of “Deficient” and put them on Interim Reporting. - week 2 test

Question 19

3. One of your subordinates is requesting time during a decentralized training day to talk to the other officers. He is interested in running for the position of California Association of Highway Patrolmen (CAHP) Representative. He wants the let the other officers know what he can do for them and what his qualifications for the job are. What should you tell him?
   a. No, because the decentralized training days are mandated by POST and the correct amount of hours must be completed for officers to maintain their peace officer powers.
   b. Yes, because the training days usually end early, however the command would have to allow whoever is running against them time to promote themselves also.
   c. No, because employee organization business shall not be conducted during working hours.
   d. Yes, because each command shall provide a minimum of four hours to each officer who is campaigning for the representative position.

Answer 19

c. No, because employee organization business shall not be conducted during working hours. - week 2 test

Question 20

4. You are the direct supervisor of the Area Representative. They are requesting to use a departmental vehicle to conduct official business on behalf of the association. How should you respond?
   a. Allow them to use the vehicle as long as its absence will not affect the normal enforcement duties.
   b. Allow them to use the vehicle, because the Department shall make all departmental equipment available to representatives who are conducting official business on behalf of the association.
   c. Do not allow them to use the vehicle, because representatives shall not use departmental vehicles to conduct official business on behalf of the association.
   d. Allow them to use the vehicle as long as the vehicles use and all work time used is noted by the representative on the CHP 610, Representation Reporting form.

Answer 20

c. Do not allow them to use the vehicle, because representatives shall not use departmental vehicles to conduct official business on behalf of the association.- - week 2 test

Question 21

5. You are a new sergeant in the Williams Area. You authorized four hours of state release time for a representative to meet with an officer (member) regarding a grievance. What further documentation is required?
   a. None. You are the direct supervisor and authorized the state release time.
   b. The representative will need to note the state leave time on their CHP 415 under Beat Code 800.
   c. The representative will complete a CHP 415 as normal and submit a completed CHP 610, Representation Reporting form with their CHP 100 form at the end of the month.
   d. The representative will completed a CHP 610, Representation Reporting form within two days and document the state leave time on their CHP 415 under Beat Code 813.

Answer 21

d. The representative will completed a CHP 610, Representation Reporting form within two days and document the state leave time on their CHP 415 under Beat Code 813.- - week 2 test

Question 22

6. The following are the levels of the grievance/complaint process.
   a. Level 1: Immediate Supervisor, Level 2: Area Commander, Level 3: Division Commander, Level 4: Commissioner, Level 5: Director of Cal-HR.
   b. Informal Level: Immediate Supervisor, Level 1: Area Commander, Level 2: Division Commander, Level 3: Commissioner, Level 4: Director of Cal-HR.
   c. Informal Level: Immediate Supervisor, Level 1: Area Commander, Level 2: Division Commander, Level 3: Commissioner, Level 4: State Personnel Board.
   d. Level 1: Immediate Supervisor, Level 2: Area Commander, Level 3: Commissioner, Level 4: Director of Cal-HR, Level 5: State Personnel Board.

Answer 22

b. Informal Level: Immediate Supervisor, Level 1: Area Commander, Level 2: Division Commander, Level 3: Commissioner, Level 4: Director of Cal-HR. - week 2 test

Question 23

7. Following the event that causes a grievance how long does a grievant have to file a grievance?
   a. 21 days
   b. 48 hours
   c. 364 days
   d. 1 year

Answer 23

a. 21 days

- week 2 test

Question 24

8. You are the Motor Sergeant in the South Sacramento Area and one of your officers was involved in an off duty DUI collision. In addition to the internal investigation you want to take the officer off of their departmental motorcycle and put them back on road patrol. Would the officers removal from being a Motorcycle Officer be justified.
   a. Yes. Special pay assignments are a privilege and can be removed at any time.
   b. Yes. Due to the egregious nature of the off duty incident, removal from a special pay assignment is justified.
   c. No. The off duty incident had nothing to do with the officers ability to perform his assignment as a motor officer.
   d. Yes. The removal from a special pay assignment due to an off duty incident shall be documented as part of the officer’s outlined punishment in the adverse action.

Answer 24

c. No. The off duty incident had nothing to do with the officers ability to perform his assignment as a motor officer.- - week 2 test

Question 25

9. You have noticed that one of your officer’s work performance has steadily decreased over the last three months. You call them into your office for an informal counseling session regarding their work performance. As you begin the discussion the officer stops you and says that they do not want to continue the discussion without their representative. How should you proceed?
   a. Inform the officer that they are not entitled to their representative because this is an informal counseling session which is considered normal business communication.
   b. Stop the discussion and allow the officer to contact their representative. Schedule a meeting with the officer and their representative during normal work hours.
   c. If you continue with the discussion without the officer’s representative you are violating the officer’s POBR.
   d. Stop the discussion and allow the officer to contact their representative. If the representative can respond within a reasonable amount of time then wait. If the representative can’t respond continue with the discussion.

Answer 25

a. Inform the officer that they are not entitled to their representative because this is an informal counseling session which is considered normal business communication.- - week 2 test

Question 26

10. What does the acronym POBR stand for?
    a. Peace Officers Bill of Rights
    b. Police Officer Bill of Rights
    c. Peace Officers Procedural Bill of Rights
    d. Public Safety Officers Procedural Bill of Rights

Answer 26

d. Public Safety Officers Procedural Bill of Rights- - week 2 test

Question 27

11. When you are assigned an internal investigation you shall ensure that the investigation is forwarded to BIA within ____ calendar days from the ____________________.
    a. 365, date that the misconduct occurred.
    b. 60, date that the Area becomes aware of the misconduct.
    c. 90, date that the Area becomes aware of the misconduct.
    d. 30, date that the Area submits the finalized investigation to Division for review.

Answer 27

b. 60, date that the Area becomes aware of the misconduct.- - week 2 test

Question 28

12. You are reviewing the MVARS recording of a pursuit (threshold incident) that one of your officers was involved. At the conclusion of the pursuit you notice a minor policy violation regarding felony stop procedures. The officer in question has never been in trouble for similar officer safety issues and you reviewed the officers CHP 199 and noted that it was current. How should you proceed?
    a. Informal counseling to address the observed policy violation, document on your CHP 112.
    b. The observed policy violation is out of the scope when reviewing a pursuit. You do nothing.
    c. As a sergeant you can’t review the MVARS disc without the officer’s approval.
    d. Informal counseling to address the observed policy violation, document on the officer’s CHP 100 form.

Answer 28

d. Informal counseling to address the observed policy violation, document on the officer’s CHP 100 form.
- week 2 test

Question 29

13. An employee shall not have an assigned locker, or
    other place for storage, which are owned or leased by the Department, searched unless the search is conducted under any one of the following conditions, except:
    a. You have the consent of the employee.
    b. The employee is present while the search is being conducted.
    c. You have the Division Commander’s approval.
    d. You have obtained a search warrant.
    e. The employee has been notified of the intent to search and is given a reasonable amount of time to respond to the location where the search is being conducted.

Answer 29

c. You have the Division Commander’s approval.
- week 2 test 10.2 5-16

Shall not be searched unless conducted under the following conditions:

(1) In the involved employee’s presence.
(2) With the involved employee’s consent.
(3) After a valid search warrant has been obtained. If requesting a search warrant, the appropriate prosecuting authority should be consulted after notifying the appropriate Assistant Commissioner.
(4) When the involved employee has been notified that a search will be conducted. The employee should be provided a reasonable opportunity to respond to the Department’s search location and observe the search.

Personal Property: Care shall be given when searching briefcases, purses, etc., contained in lockers or desks, where the employee has a reasonable expectation of privacy for that particular container and/or the investigation does not involve work-related misconduct. In most instances, personal containers may not
be searched without a warrant or consent.

Question 30

14. What is the difference between a criminal interrogation and an administrative interrogation?
    a. During an administrative investigation that involves an employee suspected of criminal activity, you will only conduct a criminal interrogation.
    b. During a criminal investigation legal protections like the Miranda admonition apply. Administrative interrogations the employee is compelled to answer all questions.
    c. There is no difference. In both the employees legal and POBR apply.
    d. Information gathered during an administrative interrogation can be used against the employee during a criminal interrogation, however criminal interrogation information can’t be used during an administrative interrogation.

Answer 30

b. During a criminal investigation legal protections like the Miranda admonition apply. Administrative interrogations the employee is compelled to answer all questions. week 2 test

Question 31

You are a sergeant in the Oroville Area and have received a Public Records Request from the local newspaper regarding the final disciplinary action taken against one of your officers. Does the reporter have a right to this information via the Public Records Act (PRA)?

a. Yes any documentation generated by a Public Agency shall be made available to the public upon request through the PRA.
b. No. Disciplinary documentation is considered confidential therefore the Department will not release any information to the public.
c. You would take the request and forward it to the appropriate Assistant Commissioner through the chain of command. The Assistant Commissioner will make the determination regarding the release of the documentation.
d. You would take the request and forward it to the Area commander. The Area commander will make the determination regarding the release of the documentation.

Answer 31

b. No. Disciplinary documentation is considered confidential therefore the Department will not release any information to the public. - week 2 test

Question 32

1. You are a sergeant in the Oakland Area and are assigned a squad of officers during a large scale emergency incident. At the conclusion of your shift what form will you and the officers use to document the hours worked?
   a. CHP 415A
   b. CHP 415
   c. CHP 415 C
   d. CHP 415 B

Answer 32

c. CHP 415 C – week 3 test

Question 33

2. One of your officer’s shift ends at 0645 and they have court at 1300. The officer submitted an original CHP 415 for their shift. At 1200 they are called and told that their court case has been cancelled. How should the officer document the time?
   a. The officer will need to have the CHP 415 reset in CARS by someone with MIS access, then resubmit the CHP 415 with the included short notice court cancellation information.
   b. The officer will complete a supplemental to the original for the short notice court cancellation.
   c. Court was cancelled therefore there is no change. The original CHP 415 for the Prior shift is sufficient.
   d. The short notice court cancellation will be recorded on a supplemental to the following shift because the previous shift officially ended at 0645.

Answer 33

b. The officer will complete a supplemental to the original for the short notice court cancellation. – week 3 test

Question 34

3. While reviewing CHP 415s you notice that one of you officers is taking 20 minutes for every enforcement contact and disabled motorist. When you question the officer, they tell you that they were taught by their FTO to take a minimum of 20 minutes for every contact because it is easier to calculate at the end of shift and it helps keep your patrol time down. Was the FTO correct?
   a. The FTO was incorrect, because the start time and the elapsed time rounded to the nearest 5 minute increment, as near as practical, shall reflect the actual time spent on the activity.
   b. The FTO was incorrect, because the start time and the elapsed time rounded to the nearest 10 minute increment, as near as practical, shall reflect the actual time spent on the activity.
   c. The FTO was correct, because 20 minutes also accounts for time spent finding a traffic violation, the stop and making notes afterward.
   d. The FTO was incorrect, because the start time and the elapsed time to the nearest minute, as near as practical, shall reflect the actual time spent on the activity.

Answer 34

d. The FTO was incorrect, because the start time and the elapsed time to the nearest minute, as near as practical, shall reflect the actual time spent on the activity. – week 3 test

Question 35

4. One of your officers has been on an approved leave of absence for 18 months. Prior to resuming field related duties at their assigned command, what type of training will they be required to complete?
   a. The officer shall be retrained and recertified at their assigned command.
   b. The officer will be required to complete refresher training at the academy.
   c. The officer will be required to complete reinstatement training at the academy.
   d. The officer shall be retrained and recertified at their assigned command. They will be required to complete a 15 day training session with a Field Training Officer and they shall complete the departmental task oriented qualification course (TOQC).

Answer 35

b. The officer will be required to complete refresher training at the academy. – week 3 test

Question 36

5. One of your officers is a victim of domestic violence. They are requesting to take time off via FMLA. Is this considered a qualifying event for the use of FMLA?
   a. No. There are other options i.e., short term leave of absence, sick or annual leave.
   b. No. The employee can be administratively assigned to office duties, and referred to EAP.
   c. Yes. This is one of the qualifying events. They are allowed 12 weeks of unpaid leave.
   d. Yes. This is one of the qualifying events. They are allowed 12 weeks of paid administrative leave.

Answer 36

c. Yes. This is one of the qualifying events. They are allowed 12 weeks of unpaid leave. – week 3 test

Question 37

6. One of your officers and his wife just had a baby. He is requesting to take off days intermittently under FMLA. Can the officer do this?
   a. No. Under FMLA the officer has a right to take up to twelve consecutive weeks off.
   b. No. Under FMLA the officer is not entitled to twelve consecutive weeks off.
   c. Yes. Under FMLA the officer is entitled to ten consecutive weeks.
   d. Yes. Under FMLA the officer is entitled to twelve weeks that can be taken intermittently over a twelve month period.

Answer 37

d. Yes. Under FMLA the officer is entitled to twelve weeks that can be taken intermittently over a twelve month period. - week 3 test

Question 38

7. One of your officers failed to show up for their shift. You call the officer within the first four hours of the shift to see where they are. The officer stated that they didn’t come in because he was tired from partying the night before. You notify the commander and they determined that the circumstances are not valid and states that the officer is Absence Without Leave (AWOL). How long does the officer have to return to work before separation?
   a. The officer has five days to return to work, the time off will be considered dock time.
   b. The officer has until the beginning of their next shift, the time off will be considered dock time.
   c. The officer has five days to return to work, the time off will be deducted from the officer’s annual leave bank.
   d. The officer has until the beginning of their next shift, the time off will be deducted from the officer’s annual leave bank.

Answer 38

a. The officer has five days to return to work, the time off will be considered dock time. - week 3 test

The employee shall also be advised that failure to return to
work within five workdays following the end of the last day worked orauthorized absence, the employee may be separated as AWOL

Question 39

8. One of your officers has made a drug possession for sales arrest and initiated an asset forfeiture case. The officer seized 20,000 dollars in cash. They just arrived at the office how should you proceed?
   a. Advise them to count the money with another uniformed employee (shall be a supervisor), note the amounts of the individual currency on a CHP 36 form, book the currency into an evidence locker.
   b. Advise them to count the money with another uniformed employee (preferably a supervisor), notify the evidence officer and have them respond to the officer after hours to process and secure the currency in the evidence room.
   c. Advise them to count the money with another uniformed employee (shall be a supervisor), notify the commander, note the amounts of the individual currency on a CHP 36 form, book the currency into an evidence locker.
   d. Advise the commander immediately, supervisor shall assist in counting the currency, call out the evidence officer to book the currency in an evidence locker.

Answer 39

b. Advise them to count the money with another uniformed employee (preferably a supervisor), notify the evidence officer and have them respond to the officer after hours to process and secure the currency in the evidence room. – week 3 test

Question 40

9. Following an asset forfeiture how long do you have to notify Division or Field Support Section to request a case number?
   a. 24 hours
   b. 1 business day
   c. 1 calendar day
   d. 5 business days

Answer 40

d. 5 business days

- - week 3 test

Question 41

10. Following an asset forfeiture how long do you have to submit all reports and related documents to Field Support Section through the Division Asset Forfeiture Coordinator?
    a. 2 weeks
    b. 24 days
    c. 20 days
    d. 1 week

Answer 41

c. 20 days

- - week 3 test

Question 42

CAL OSHA REQUIRED EMPLOYEERS TO COMPile log of specific occupational injuries and illnesses. What form is used to do so?

Answer 42

OSHA 300, log and summary of occupational injuries and illnesses, shall be used for this purpose.

HPM 10.7 chapter 4

injuries and illnesses shall be recorded on the log within 6 workdays following knowledge of an injury or illness.

all questionable injuries, unless record only or first aid, and illnesses shall be entered on the log and line out if subsequently denied by the state compensation insurance fund (scif)

cal-osha number shall be assigned to every injury and illness which is recorded on the log, excluding questionable injuries and illnesses until accepted by SCIF. the same number shall be entered on the 121

if the status of an injury or illness changes within five years of the original occurrence, the log on which the injury or illness is recorded must be updated.

by january 15 each year, areas, comms center,s enforcement facilities, and hq commands shall total their previous years’s logs and forward signed copies to their respective field and hq divisions.

by February 15, field divisions shall compile and forward Occ safety unit (OSU) their division composite logs.

by March 31, OSU shall compile a Department composite log and submit to the United States Department of Labor, Bureau of Labor Statistics.

RETENTION - 5 years plus current