Civil Service Flashcards by Marcos Vazquez

Ch. 2 Employment Section 1. Policy

If positions are opened to both new applicants and current employees and all qualifications are equal, the preference shall be given to the _______________.

Current Employee

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Ch. 2 Employment Section 2. New Hire Procedures
Any person desiring employment with the Sheriff’s Office must complete an employment application which must be electronically filed with the __________ .

Applicants being considered for employment must also complete a ____________ for the background investigation.

Human Resources Department;
Personal History Statement (PHS)

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Ch. 2 Employment Section 2. New Hire Procedures

It is the goal of the Human Resources Department to keep a standing list of at least 1.) _________qualified applicants for entry level positions.
Qualified applicants are those who meet the job requirements and who have successfully passed the background investigation. Qualified applicants will remain on a standing list for no more than 2.) _________ months.

1.) three (3)
2.) six (6)

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Ch. 2 Employment Section 2. New Hire Procedures

All applicants must be at least ____________years of age and able to provide proof of age (i.e., driver’s license, passport or birth certificate).

eighteen (18)

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Ch. 2 Employment Section 2. New Hire Procedures

The Sheriff’s Office will conduct a background check on candidates being considered for employment. Background checks may include, but are not limited to, the following:

(1) Driver’s license verification
(2) Citation search
(3) ______________
(4) Sex offender registry
(5) Education verification
(6) Reference checks on prior employers

TCIC/NCIS criminal history

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Ch. 2 Employment Section 2. New Hire Procedures

New employees will be placed at the entry level of the grade for the position being filled.

Depending on years of experience and education which may be relevant to the position, the Sheriff may place the newly hired employee at a step higher than entry, but no higher than step ______, as cleared
with the Human Resources Department.

Any request for higher step placement than step ______ must be
made directly to ________________.

2
2
Commissioners Court

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Ch. 2 Employment SECTION 3. HIRING CRITERIA FOR DETENTION OFFICER, TRAINEE

To qualify for a position as a Detention Officer, Trainee, applicants must meet all requirements as set forth by the Sheriff and the Texas Commission on Law Enforcement Officer Standards and Education to include but not limited to the below:

-Submit an employment application
- Be a U.S. Citizen
- Be at least 18 years of age
- Have a High School Diploma or passed a general educational development (GED) test indicating high
School graduation level
-Have a minimum of 15 college credit hours from an accredited College or University, or a minimum
of two (2) years of Correction or Detention Officer experience , or two (2) years of active military
service, or four (4) years of reserve military service with honorable discharge
- Successfully complete the Physical Fitness Assessment
- Successfully complete a Preliminary Background investigation
- Successfully complete and pass the Written Exam
- Successfully complete the Oral Interview
- Pass the Full-Background investigation, to include a polygraph examination
- Be accepted pending successful completion of medical and psychological evaluations

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Ch. 2 Employment SECTION 4. CLASSIFIED EMPLOYEES (Revised January 20, 2021)

Full-Time Employee: An employee who has a regularly assigned work schedule of _____ hours per week or more.

thirty (30)

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Ch. 2 Employment SECTION 4. CLASSIFIED EMPLOYEES

Part-Time Employee: An employee who has a regularly assigned work schedule of less than _________ hours per week.

thirty (30)

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Ch. 2 Employment SECTION 4. CLASSIFIED EMPLOYEES

______________ employees are defined by the provisions of the Federal Fair Labor Standards Act (FLSA) and are compensated on a salary basis. They have no legal right to receive overtime pay or compensatory time.

Exempt

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Ch. 2 Employment SECTION 4. CLASSIFIED EMPLOYEES

_________ employees are defined by the provisions of the FLSA and are compensated on an hourly basis. They may not work in excess of 40 hours per week without compensation at time and one-half according to County overtime pay/compensatory time policies.

Non-exempt

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Ch. 2 Employment SECTION 4. CLASSIFIED EMPLOYEES

Civil Service Coverage shall be:

A. All Regular/Full-time and Part-time employees are covered by the provisions of the Civil Service Rules and Regulations, unless otherwise excluded under Rule 2.5.01.

B. _________& _________employees are not covered by the Civil Service System.

Temporary and probationary

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Ch. 2 Employment SECTION 4. CLASSIFIED EMPLOYEES

INACTIVE EMPLOYEE:
An inactive employee is an employee who is on an approved leave of absence without pay, in excess of _______continuous days but not to exceed ________ days, and who does not accrue length of service credit for any benefit purposes.

31; 90

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2.4.05 EMPLOYMENT PROBATIONARY PERIOD:

All employees failing to successfully complete their probationary period will be terminated without right of appeal.

Any deputy who fails to successfully complete the probationary period following completion of the academy will be transferred back to the Detention Bureau and his former ________ and __________.

class and grade.

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2.4.05 EMPLOYMENT PROBATIONARY PERIOD:

The Sheriff may extend an employee’s probationary period, prior to its expiration, in the event the employee’s service to the Office is interrupted during the initial probationary period due to accident, illness, or any other reason or if there are deficiencies in the employee’s performance which could, in the opinion of the Sheriff, be cured with further training or additional time.

In no event may the probationary period be extended for any period greater than __________ additional months.

six (6)

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2.4.05 EMPLOYMENT PROBATIONARY PERIOD:

D. Probationary Periods:
(1) Civilian Employees (Except for Communications) – _____________
(2) Communications Employees- _________
(3) Collective Bargaining Employees –___________

1.) six months (6)
2.) One Year (1 yr)
3.) One Year (1 yr)

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SECTION 5. EXEMPT EMPLOYEES (Revised January 21, 2020)

2.5.01

The following positions are exempt from the provisions of the El Paso County Sheriff’s Office Civil Service system as authorized by Section 158.038, Local Government Code:

(1) Executive Chief Deputy – Law Enforcement Bureau
(2) Chief Deputy – Detention Services Bureau
(3) Executive Administrative Officer – Administration Services Bureau
(4) Assistant Chief – Detention Facility Division
(5) Assistant Chief – Jail Annex Division
(6) Commander – Patrol Division
(7) Commander – Criminal Investigations Division
(8) Commander – Planning Accreditation and Inspection Division
(9) Public Affairs Director
(10) Executive Assistant to the Sheriff

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SECTION 11: RE-EMPLOYMENT (Revised October 20, 2021)

2.11.01
Former employees who separated from service in good standing shall be eligible for re-employment within the County.

Employees who are re-employed within _____ months will be re-instated to the same accrual rate for vacation leave as if no separation had occurred.

If not more than __________ months break in service has occurred, and the position the employee last vacated is vacant, an employee may be re-employed to the grade and step upon which they previously separated, if a vacancy is available, upon recommendation of the Sheriff.

Employees who are re-employed within _______ days will be re-instated to the same sick leave balance and health and dental insurance coverage as if no separation had occurred.

six (6);
six (6);
thirty (30);

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USECTION 12: RESIGNATION (Revised March 1, 2017)

2.12.01

An employee who desires to resign in good standing with the County shall submit his written resignation thru _________ to the ___________ who shall forward to Human Resources. Except for good cause, the employee shall give at least ________weeks notice of his intention to resign.

the chain of command;
Sheriff;
two (2);

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2.12.01 Resignation

An employee who has not been authorized to take leave and fails to report to work for _________ consecutive work days will be deemed to have resigned and will be removed from the payroll. Records will coded “Resigned-No-Notice Given”.

three (3);

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USECTION 13. EFFECTIVE DATE OF SEPARATION

2.13.01
Upon separation, an employee shall be compensated for hours worked and qualifying accrued leave benefits on the date of the employee’s separation. Qualifying accrued leave includes ________ and ________ but does not include sick leave or military leave.

vacation time and compensatory time,

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2.13.01 Effective Date of Separation

An employee who has separated from employment for any reason (voluntarily or involuntarily) and who has cleared with the county HR department’s exit checklist, shall be paid in full no later than ____________ occurring after the date of separation.

the next full regularly scheduled pay day

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2.16.01 Eligibility for Overtime

Employees eligible to receive overtime pay are employees classified as FLSA ______________.

Non-exempt

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2.16.02 ELIGIBILITY FOR OVERTIME

Employees generally ineligible to receive overtime pay are those defined by job function as FLSA Exempt unless expressly approved by ________________.

Commissioners Court

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3.2.04 Shift Differential Pay-Procedure A. The evening shift differential applies to hours consecutively worked between 4:00 p.m. and 12:00 a.m. midnight. (Minimum of 4 hours must be consecutively worked during this time frame.) Employees will be paid an evening shift differential of $ _________ for each hour worked during this time. Hours worked within this timeframe shall be coded Hours Worked and to SDA

0.55

3.2.04 Shift Differential Pay-Procedure The graveyard shift differential applies to hours consecutively worked between 12:00 a.m. midnight and 8:00 a.m. (Minimum of 4 hours must be consecutively worked during this timeframe.) Employees will be paid a graveyard shift differential of $________ for each hour worked during this time. Hours worked within this timeframe shall be coded to Hours Worked and SDB

0.70

3.2.05 Shift Differential Pay-Exclusions C. Funding has been set aside for the Shift Differential Program; however, ________________has final approval of shift differentials and may rescind when conditions warranting the pay premium are no longer applicable or funds are no longer available.

Commissioners Court

SECTION 3: OVERPAYMENTS, UNDERPAYMENTS AND REPAYMENT ____________ is defined as compensation paid to an employee in excess of the amount owed for a given pay period. _____________ are payments made without authorization and must be repaid regardless of the origin, error or amount.

Overpayment

3.3.04 In the event an error is identified, the Sheriff’s Office payroll section shall report all overpayments/underpayments to HR as soon as possible, but no later than ________ after the error is discovered.

5 days

The employee will be provided with an Overpayment and Repayment Plan Agreement which allows the employee to select their repayment preference. This agreement must be completed and signed by the employee and returned to HR within _____________ from the date of Notice of Overpayment, unless the employee chooses to dispute the matter. (See Section 3.3.06 A of this policy.) Signed agreements will then be referred to Payroll for processing.

10 business days

3.5.04 Earning Compensatory Time Non-exempt employees who are authorized or permitted to work in excess of forty (40) hours in a workweek are entitled to compensatory time off at a rate of _________________ for all time actually worked over forty (40) hours in a workweek. Paid or unpaid leave of any type taken during a workweek does not count as hours worked in computing overtime.

one and one-half times

3.5.10 Exempt employees elected officials Exempt Employees There is _______________________________, to pay overtime or grant compensatory time to FLSA-exempt employees. The Sheriff or designees may grant compensatory time off on an hour for hour basis for hours worked in excess of the forty (40) hour work week to an exempt employee.

no legal requirement, nor is the County obligated

3.7.03 Kronos Codes Non-exempt employees who code hours in excess of 40 hours per week will accrue _______________ in accordance with the Fair Labor Standards Act (FLSA)

compensatory time

Sick Leave 5.2.01 All full time, regular non-elected employees who have completed ______days of full time service are eligible to use accrued sick leave with pay when the employee is unable to perform his duties because of personal medical needs, family care or bereavement, care of an immediate family member with a serious health condition, or adoption-related purposes

90;

5.2.02 Sick leave is accumulated from the date of employment for all full time regular non-elected employees at the rate of _________ hours per pay period. (120 hours per year.) Maximum accumulation is ___________ hours (90 days).

4.6153; 720

5.2.03 To be eligible for paid sick leave, the employee is required to notify his/her supervisor at the beginning of the workday, at least _____ hour prior to the scheduled reporting time, unless exigent circumstances exist. Absences of __________ or more consecutive workdays for sick leave or dependent illness must be verified by a licensed physician. Written verification, in the form of a certificate or statement, must be presented to the supervisor upon returning to work. Written verification may also be required for any illness or injury if sick leave abuse is suspected.

one; three (3)

5.2.04 Once notice of separation is given, the employee ________________take leave without prior approval from the ________ except for employees covered by the Agreement between El Paso County and the El Paso County Sheriff's Officer’s Association.

may not; Sheriff

5.2.05 Immediate family member is defined for purposes of this policy as:

spouse, registered domestic partners, children, parents, grandparents, grandchildren, siblings, guardianship relationship, and in-laws and step/half relationships with the same degree.

5.2.06 In the event the employee’s sick leave balances are depleted, the employee may qualify for sick leave donations in accordance with the ________________.

County’s Sick Leave Pool Program.

5.2.07 Performance Evaluations A. Exceeds Standards rating: Meets Standards rating: Below Standards rating:

A: 0 to 64 hours B: 64.01 to 120 hours C: 120.01 + hours

5.3.01 Vacation Leave Eligibility Regular full-time and part-time non-elected employees shall be eligible to use vacation leave with pay after _________ days of continuous service with the County.

180

Based on years of service to the County, non-elected employees, shall accrue vacation leave at the following rates: A: up to 5 years B. 5 thru 15 years C. 15 years or more

A: 80 hours per year, earned at the rate of 3.077 hours per pay period, up to a maximum of 160 hours. B. 120 hours per year, earned at the rate of 4.616 hours per pay period, up to maximum of 240 hours. C. 160 hours per year, earned at the rate of 6.154 hours per pay period, up to a maximum of 320 hours.

5.3.06 Payment Upon Separation After _______days of continuous service, a non-elected employee who separates from employment with the County will be paid for accrued vacation leave.

180

5.3.08 Holidays During Vacation Leave Official County holidays occurring during the employee’s vacation leave shall not be counted against vacation leave balance. TRUE or FALSE

TRUE

5.4.01 At the discretion of the Sheriff, an employee may be granted Administrative Leave with pay for any of the following reasons:

A. Jury Duty; B. Voting in National, State, County and City elections; C. During the pendency of an internal affairs or criminal investigation; D. To attend mandatory EAP appointments, if the appointments are during working hours; E. When subpoenaed to attend any court proceeding; or F. Up to five (5) workdays per year for other reasons as authorized by the Sheriff.

5.7.01 Funeral Leave Full-time employees shall be granted up to ________hours of funeral leave to make arrangements for or to attend the funeral of an immediate family member as authorized by the Sheriff.

5.7.02 In the case of the death of any other relative or friend, the employee may be granted funeral leave for up to _________ hours to attend the funeral as authorized by the Sheriff.

Immediate family member is defined for purposes of this policy as:

spouse, registered domestic partners, children, parents, grandparents, grandchildren, siblings, guardianship relationship, and in-laws and step/half relationships within the same degree.

5.8.03 In the event the holiday falls on a Sunday the following___________ should be deemed to be the holiday. In the event the holiday falls on a Saturday the preceding ___________ should be deemed to be the holiday. A holiday must be taken within _________ days before or after the holiday.

Monday; Friday thirty (30)

5.8.06 Employees on ______________or Leave without Pay for any reason will not be paid for a holiday.

Worker's Compensation

5.9.04 LWO An employee who is granted leave without pay will continue to receive paid health and life insurance benefits from the County for a period not to exceed ______________________ as long as the employee continues to pay his portion of the premiums; thereafter, the paid health and life insurance benefits will cease.

ninety (90) days in any 12-month period

5.9.04 LWO An employee who is granted leave without pay will not accrue vacation and sick leave benefits while on leave without pay status. TRUE or FALSE

TRUE

5.9.05 LWO An employee may remain on leave without pay status for a maximum of _________________________. Any employee who remains on leave without pay status more than ninety (90) days shall be ______________ for excessive absenteeism.

ninety (90) days within any 12- month period. separated

Worker's Compensation 5.10.03 Reporting Procedures Employees whose injuries results from an occupational disease, or persons acting on employees’ behalf, must give notice no later than the _______ day after the date the employees knew or should have known the injury may be related to their employment.

30th

5.10.03 Worker's Compensation Reporting Procedures Supervisors must notify Human Resources Department, Risk Management Division immediately following an on-the-job injury and submit an Investigation Report of Occupational Injury/illness http://intranet/hr/workcomp.htm within _______ hours.

5.10.07 Employees become eligible for Temporary Income Benefits (TIBs) starting with the __________ th day of disability. The Sheriff or his designee may apply the employee’s sick leave, comp time or vacation leave during the waiting week or first seven (7) days of lost time at the voluntary written request of the employee in accordance with County leave policies.

5.10.07 Worker's Comp Upon return to work, employees will have ______________days to reinstate equivalent insurance coverage dropped during their absence in accordance with a qualifying event or FMLA

5.10.07 Worker's Comp Employee's must make arrangements directly with the ___________________ to continue to pay their share of the cost of any insurance coverage employees have elected under the County's benefit program.

Auditor's Department

5.10.09 Section C Work Status Report Employees must turn in the Work Status Report to the Risk Management Division on the date is received from their treating doctor. Employees on a no-work status or modified duty status must present an updated Work Status Report at the minimum of every _____ days.

5.10.09 Section D Length of Modified or Alternate Duty Modified or Alternate duty is limited to ____ calendar days. A ______ day extension may be granted on a case by case basis, if medical circumstances warrant, at the discretion of the Chief Human Resources Officer or her designee.

90;30

5.10.09 Section E Monetary Compensation: If the modified duty assignment is available only for a portion of the employee’s normal weekly hours or the employee is earning less than their average weekly wage, the employee will be compensated through ___________.

workers’ compensation (TIBs).

5.10.09 Section G Maximum Medical Improvement Upon Risk Management Division being notified of the MMI, Risk Management Division will submit a letter to the employee informing the employee they will have _____ days, from the date of the letter, to return to work with or without reasonable accommodations to perform the essential functions of the position for which they were hired. If the employee is not able to return to work after the 90 day period, his employment will be ________________.

90; terminated.

5.11.03 Contributions Sick Leave Employees wishing to contribute sick and/or vacation hours during the donation period must contribute a minimum of ______________ of accrued sick or vacation time but no more than ______________ and have at least _____________ of accrued sick or vacation leave time remaining after their contribution.

one (1) day (8 hours); five (5) days (40 hours); five (5) days (40 hours)

5.11.03 Contributions Sick Leave An employee who separates employment may donate not more than ______________________ of accrued sick and/or vacation leaved time earned by the employee to take effect immediately before the effective date of separation.

ten (10) days (80 hours)

5.11.04 Eligibility of Sick Leave Pool A. Must have exhausted all the accrued paid leave and compensatory time to which the employee is otherwise entitled before being eligible to request time from the SLP. B. Must not have a written record of disciplinary and/or corrective action for ________________ within the past ___________________ from the date of the SLP request.

leave abuse or misuse of leave; twelve (12) months;

5.11.05 Exclusions of SLP The following describes situations which exclude employees from participating in the SLP program: -Employees on Workers Comp -Employees receiving short and Long term disability and/or supplemental benefits to include SSC disability benefits; -Employees on _____________ or have been recalled to duty to receive treatment.

active duty in the US Armed Forces.

5.11.06 Request to use SLP Two forms to apply to SLP: 1. SLP Request Form 2. ______ The SLP forms must be submitted no later than __________calendar days from the date all accruals were exhausted.

SLP Certification Form; 30

5.11.07 Withdrawals and Award from the SLP C. How many maximum hours does the SLP consists of? F. Can the employee engage in secondary employment on the same calendar day(s) that the employee is paid with hours from the SLP?

180 days or 1440 hours; NO

5.13.01 Family and Medical Leave The Sheriff’s Office shall provide eligible employees up to _____________ weeks of unpaid leave per year for certain family and medical reasons as set forth herein below.

12 (480 hours)

5.13.02 FMLA Eligible Employees Employees eligible to request family or medical leave are those who: A. Have been employed by the County for at least _____ months. B. Have at least 1,250 hours of service during the previous 12-month period. C. Have not used 12 or more weeks of family or medical leave in the previous 12 months.

5.13.07 FMLA Family Leave Leave for the birth or placement for adoption/foster care may begin before the birth of the child and must be taken: A. ______________ B. All at once, unless agreed otherwise; or C. Intermittent or reduced schedule leave if medically required.

Within 12 months of birth or placement;

5.13.09 Combined Leave Limits FMLA If two or more employees wish to take leave to care for the same individual, then there is a ___________ of 12 weeks to care for a: A. Parent; B. Child; or C. Spouse.

combined leave limit

5.13.12 Health Care Benefits FMLA Can the employee choose to drop any coverage (such as dependent coverage, additional life insurance, etc.) during the FMLA leave, and have such coverage reinstated upon his or her return in accordance with the health care plan?

Yes

5.13.16 Notification Requirement for Employees when on FMLA The employee must notify the Sheriff of the need for family or medical leave: (1) ________days prior to the day the employee last expects to work. (2) IF this is not possible, then within ___ days of the day the employee becomes aware of the need for leave. Notice can be given verbally, but the employee must complete the associated request forms (available from the Human Resources Department) as soon as possible to ensure that continuation of medical benefits takes place.

30; 2.

5.13.17 Medical Certification (FMLA) B. The medical certification must include: (1) The date on which the serious health condition commenced; (2) The probable duration of the condition; (3) The name, address and telephone number of the health care provider; (4) The name of the patient; (5) Diagnosis; and (6) A statement that the employee's absence from work is required. C. This certification must be furnished by the employee within _____days of the leave being requested.

6.4.01 Conduct of Employees Can county employees participate in biddings on El Paso County surplus equipment and auction items?

Employees shall not participate.

6.7.01 Personal Data Changes The employee’s address, telephone number (both home and mobile if applicable), and personal email address shall be the official address and telephone number for use by El Paso County and the employee. Changes to an employees’ personal data must be reported (or electronically updated) to the Human Resources Department and his/her supervisor within ____days of such change.

6.8.06 Investigations by the Human Resources Department 1.) Once the legitimacy of the complaint is determined wether the outcome being legit or not the complainant should be notified within how many days of determination? If the complaint is not legit what proceeds? If the complaint is legit what follows?

7 days; If complaint is not under a violation of policy a resolution should be provided as appropriate. If it is under policy violation an investigation would be launched by the Chief Human Resources Officers using an external investigator. Investigations should be launched within 7 days of determination. Depending on nature of alleged complaint the alleged harasser may be placed in ADC. All determinations need to be reviewed by the County Attorney prior to notifications being sent out.

7.1.03 Performance Management Procedure Each regular employee shall be given a written performance evaluation by the end of _____________ or on the employee’s anniversary date in the current position. Annual evaluations should be completed and submitted by no later than ______________ of each year. If an employee is due for an evaluation on his or her anniversary date as of result of a demotion, promotion, completion of the first year of employment or the Sheriff’s election to complete evaluations on employee’s anniversary dates, the evaluation is due ______________ days from the anniversary date.

August 31st; September 5th; Five (5);

7.1.03 Performance Management Procedure Section B Probationary Evaluation Probationary employees are not eligible for step increases until the completion of their _____________.

first year anniversary;

7.1.05 Performance Management Procedure Appeals Performance evaluations are not disciplinary actions and cannot be grieved through the Civil Service Commission. A. Employees may submit supplemental documentation detailing their disagreement with their evaluation within _______ days of receipt of the evaluation. This documentation must be submitted to the Sheriff. B. The Sheriff shall respond to the employee by meeting with the employee to discuss the employee’s disagreement within seven (7) days of receipt of the employee’s supplemental documentation. C. The annual evaluation will be finalized once the Sheriff

seven (7)

8.1.01 Political Activity Can an employee be allowed to participate or be involved in political campaigning while on duty, uniform or while using county equipment? If the employee chooses to participate in any political activity during their regular work schedule, they must request what type of leave?

No; Vacation or leave without pay;

9.2.01 Procedure for Disciplinary Action -To be used when an employee has committed a minor act for omission. -To be used when an employee has committed a major act or omission, or a series of minor acts or omissions that could be subject to disciplinary action as provided in the disciplinary matrix. A suspension shall be set for a period of time ranging from one (1) day to any period of days as determined by the Sheriff depending on the type of offense. To be used when an employee has committed a major infraction or after repeating a prior disciplined infraction of a less severe nature.

-Written Reprimand; -Suspension; -Demotion or Dismissal;

9.2.06 Procedure for Disciplinary Action If an employee is under investigation for suspected improprieties, (s)he may be placed on Administrative Leave pending the results of the investigation. If (s)he is placed on such leave, it shall be with pay for a period not to exceed ___________. Should the investigation take longer and with justifiable reasons given by the investigators, the employee shall be placed on Administrative Leave without Pay pending the results of the investigation. The employee on Administrative Leave without Pay has the option of applying accumulated vacation leave during this period. If the case is unfounded, exonerated or not sustained, all time lost by employee will be _____________.

ten (10) days (80 hours); reimbursed;

9.2.07 Procedure for Disciplinary Action If an employee is suspended, the Sheriff can allow them to give up their vacation time instead of serving the suspension for up to ______ days. However, if the employee chooses this option, they can't appeal the disciplinary action.

10 or 80 hours;

What is the name of the notice an employee gets when faced with 5 or more suspension days and how many days after receiving the notice the employee has to respond to the allegations?

Notice of Proposed Disciplinary Action; 5 days and it can be in writing or in person.

10.2.01 Grievance - Eligibility There are two (2) basic types of grievances:

disciplinary action grievances and non-disciplinary action grievances.

10.3.01 Filing non-disciplinary grievances If an employee has a non-disciplinary issue or complaint, they must submit it in writing to the Sheriff and copy the Civil Service Commission within ______ days of learning about it. The Sheriff must respond in writing within _______ days. If the grievance is not granted, abandoned, or resolved, the employee can request a hearing before the Civil Service Commission within _______days. If the Sheriff does not respond, the issue will automatically be set for a hearing before the Civil Service Commission.

14; 21; 14;

10.4.01 Filing Disciplinary Grievances A employee having a disciplinary grievance shall submit it in writing to the Civil Service Commission and copied to the Sheriff within _____days following the receipt of the order of disciplinary action.

14;

10.5.02 Grievance Procedures The employee can have a personal representative to help with the appeal, but they cannot use government time or resources to prepare. The employee has the burden of proof in _____________ grievances, and the Sheriff has the burden of proof in ______________ grievances. The hearing will be scheduled for at least _____ days after the appeal is filed and may be continued to another date if necessary. A decision by the Commission becomes final _____days after it is announced, unless either party moves to re-open the decision within that time frame.

non disciplinary grievances; disciplinary grievances; 21; 14;

11.3.03 Selection to Deputy Sheriff The diversity needs of the agency. The Sheriff may select detention officers lower on the list to fill up to _____% of the slots for the Course with qualified detention officers who help meet the _______ needs of the agency. Detention Officers who have previously attended a Basic Peace Officer Course but failed to successfully complete the Course, State Licensing Exam or the patrol division’s Field Training Officer Program, must wait ______months from the last day of attendance at the academy or the last date as a probationary deputy (whichever is later) to reapply.

30; diversity; 6;

11.4.01 Promotion of Non-Uniformed Personnel Employees promoted to a higher grade will start at the entry level of the grade or the first step of the grade that provides a minimum of a _______% increase from the employee’s previous hourly base pay rate, whichever rate is higher. The seniority date will change to reflect the promotion date. The employee may be placed at a step higher than entry level in the new pay grade, but no higher than a step ____ at the discretion of the Sheriff and as verified with the Human Resources Department. Any requests for higher step placement that exceed the limits in this subsection or subsection 11.4.01(C) shall be made directly to Commissioners Court.

3.78; 2;

11.4.01 Promotion of Non-Uniformed Personnel An employee who is promoted shall be placed on a ________ month probationary period beginning from his/her effective date of promotion. If an employee is demoted and there is no suitable job available for them in the Sheriff's Office, they will be let go from their job. However, for the next _____months, they will have priority in being hired for any eligible job positions that open up and for which they are qualified.

6; 6;

11.4.07 Temporary Promotions or Assignments Q: Under what conditions are employees eligible to receive a temporary increase in salary and the request should be made to HR within how many days from start of temporary assignment?

A: Employees are eligible to receive a temporary increase in salary if they meet the following criteria: The employee is temporarily assigned or promoted to a higher graded position other than or in addition to their regular position. The employee is performing the principal duties and assumes the responsibilities of the higher position. The temporary assignment is expected to extend or does extend for 30 calendar days or more. The department works with the Budget & Fiscal Policy Department and identifies funding for the temporary increase in pay. 90 days;