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Sergeant Exam > Compensation, benefits, and conditions of work > Flashcards

Compensation, benefits, and conditions of work Flashcards

1
Q

When is Level 1 Administrative Assignment used?

A

When an officer is involved in a significant event resulting in death or serious injury.

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2
Q

What are the restrictions under Level 1 Administrative Assignment?

A

Avoiding exercise of police authority, not wearing uniform, concealing carried items, and more.

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3
Q

Under Level 2 Administrative Assignment, what triggers reassignment?

A

Alleged violation of department policy, misdemeanor, or non-felony offense.

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4
Q

What are the restrictions under Level 2 Administrative Assignment?

A

Avoiding police authority, not wearing uniform, concealing carried items, among others.

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5
Q

When is an officer relieved of sworn status under Level 3?

A

When an officer fails to meet qualification standards with their duty weapon.

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6
Q

What is the eligibility criteria for reinstatement after ceasing work for the division?

A

Successfully completing probationary period, not being dismissed, and making a written reinstatement request.

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7
Q

Who determines if a person meets the current requirements for the reinstated position?

A

The Director of Human Resources.

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8
Q

When can a reinstated member be eligible for a merit increase?

A

After completing six (6) months of service following reinstatement.

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9
Q

What is the rate of pay for a reinstated member upon reinstatement?

A

Set at the current pay grade assigned to former position, not lower than minimum step.

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10
Q

How is prior service time considered for a reinstated member?

A

Not counted for determining seniority or entitlement to vacation, sick leave, or longevity pay.

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11
Q

What should correspondence relating to reinstatement be forwarded to?

A

The Director of Human Resources.

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12
Q

What is the purpose of General Order G.O. 1992-07K?

A

To outline procedures related to compensation, benefits, conditions of work, reinstatement, and in processing/out processing.

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13
Q

What policies must the Lexington Police Department comply with according to the course notes?

A

All applicable sections of the Code of Ordinances, other government directives, state and federal laws, and collective bargaining agreements.

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14
Q

When should employees complete out processing procedures?

A

When they retire, resign, are terminated, or will be absent for over 30 calendar days.

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15
Q

What is an Administrative Assignment according to the definitions provided?

A

Involves placing an officer in one of the administrative assignment levels until the conclusion of an inquiry/investigation.

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16
Q

Define Disability Leave as per the course notes.

A

When an employee is medically required to be absent due to an event and cannot perform any substitute work.

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17
Q

What is meant by an ‘Event’ in the context of the course notes?

A

An event refers to an accident, incident, injury, illness, or temporary medical condition resulting in specific administrative actions.

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18
Q

What encompasses Extended Leave according to the course notes?

A

Forms of leave that exceed 30 calendar days.

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19
Q

Explain the concept of Military Leave based on the provided information.

A

Leave for employees absent from regular duties while in service under military orders of the state or the United States.

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20
Q

Describe what Modified Duty involves according to the course notes.

A

Transfer to limited-capacity substitute work based on medical work limitations.

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21
Q

What details should be documented for each court appearance in PeopleSoft?

A

Specific court, Defendant’s Name, Charge, Time, Time earned for travel, Case jacket/evidence pick up.

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22
Q

What must overtime requests include in PeopleSoft?

A

Specific details like Time Reporting Codes, Combo Code, User Fields, and completion of Notes Section.

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23
Q

How should PeopleSoft time submissions be entered and approved?

A

Electronically, weekly, with minimal entries of hours worked per day and a Time Reporting Code.

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24
Q

What is the deadline for submitting previous weeks’ time entries into PeopleSoft?

A

10:00 a.m. each Monday.

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25
Q

When should supervisors or designees approve time entries in PeopleSoft?

A

By 10:00 a.m. each Monday.

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26
Q

What are the rules regarding compensatory time for exempt employees?

A

Refer to collective bargaining agreements or the Employee Handbook, restrictions on accumulation and use.

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27
Q

Is vacation, sick, and funeral leave counted as hours worked for compensatory time?

A

No, only holiday leave counts if claimed on a government holiday.

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28
Q

What happens to compensatory time upon separation of employment?

A

It shall not be paid unless approved by a collective bargaining agreement.

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29
Q

What is the maximum limit for compensatory hours that employees can accumulate?

A

Cannot exceed 80 hours or levels specified in the collective bargaining agreement.

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30
Q

Where can sick leave information be found?

A

Code of Ordinances Sec. 21-34 and the Employee Handbook.

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31
Q

How many hours of sick leave do employees accrue annually?

A

Employees accrue 120 hours of sick leave annually.

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32
Q

What is the rate at which sick leave is accumulated per month?

A

Sick leave is accumulated at the rate of 10 hours per month.

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33
Q

When will employees be paid for excess sick leave hours?

A

Employees accumulating in excess of 600 hours will be paid after the end of the calendar year.

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34
Q

What happens to unused sick leave hours upon retirement for officers with minimum service time?

A

Officers with minimum service time receive a lump sum distribution at their current pay rate.

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35
Q

What should employees do before returning to work after an extended sick leave?

A

Submit notification of intention to return and written medical documentation.

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36
Q

Who is responsible for monitoring employees for abusive use of sick leave?

A

Supervisors are responsible for monitoring employees for abusive use of sick leave.

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37
Q

What happens during a Level 3 Administrative Assignment?

A

The officer is prohibited from exercising police authority and their arrest powers are revoked.

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38
Q

What restrictions are placed on an officer during a Level 3 Administrative Assignment?

A

Prohibition from carrying concealed weapons, turning in department-owned items, restricted work duties.

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39
Q

What is the legal basis for an officer’s authorization to carry concealed weapons?

A

KRS 527.020 (3) and Code of Ordinances Sec. 23-9 (h) based on their sworn status.

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40
Q

When might an officer be placed on Level 4 Administrative Assignment?

A

When alleged to have committed serious violations determined by the Chief of Police.

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41
Q

What restrictions apply during a Level 4 Administrative Assignment?

A

Prohibition from exercising police authority, carrying concealed weapons, and operating department vehicles.

42
Q

What actions must an officer take during a Level 4 Administrative Assignment?

A

Turn in any department-owned vehicles and comply with the inquiry and investigation.

43
Q

Where is information on vacation leave found?

A

Code of Ordinances Sec. 21-33 and the Employee Handbook.

44
Q

Where can employees covered under collective bargaining agreements find additional benefits information?

A

Their current collective bargaining agreement.

45
Q

How long can employees serve on a jury with pay in a calendar year?

A

Up to 3 calendar months.

46
Q

What happens to an employee’s pay during jury duty?

A

They are paid at their current hourly rate for each hour of jury duty.

47
Q

How should an employee notify their supervisor about impending jury duty?

A

Provide a copy of the summons no later than 2 weeks prior.

48
Q

What should the supervisor do upon receiving a copy of the summons for jury duty?

A

Forward it immediately to the Personnel Records Unit via the chain of command.

49
Q

Are employees on jury duty leave allowed to retain the jury duty payment?

A

Yes, they are permitted to retain it in addition to their regular duty pay.

50
Q

Where can information on health insurance and benefits be found?

A

LFUCG Intranet, Employee Handbook, city’s Benefit Center website, or by contacting the Division of Human Resources.

51
Q

How can employees access information on health and wellness benefits?

A

Check the Employee Handbook or visit the city’s Benefit Center website.

52
Q

What should medical documentation for officers on disability leave include?

A

Work restrictions delineated in the documentation.

53
Q

How often should medical documentation be updated for officers on disability leave?

A

At least every thirty (30) days.

54
Q

What is required for an officer to return to work while on modified duty?

A

A written medical statement detailing work limitations.

55
Q

What are the duty restrictions for officers on modified duty?

A

Avoiding exercise of police authority, not wearing uniform, safely concealing carried items, among others.

56
Q

Under what circumstances may officers on modified duty exercise police authority?

A

If a situation creates significant public safety hazard or emergency.

57
Q

What is the expectation regarding off-duty employment for officers on modified duty?

A

Prohibited from engaging in employment requiring police authority use.

58
Q

Who has the discretion to recommend substitute work for officers due to non-work-related illness or injury?

A

Chief of Police based on medical information and department needs.

59
Q

Where can employees find additional information on disability leave and modified duty?

A

Code of Ordinances Sec. 21-39, CAO Policy 53, Employee Handbook, and collective bargaining agreements.

60
Q

What should officers refer to for maternity duty information?

A

GO series 2013-01 Pregnancy and Lactation Policy.

61
Q

Who determines the level of administrative assignment for officers involved in certain events?

A

Chief of Police or designee.

62
Q

Who determines the appropriate mental health professional for the fit for duty evaluation?

A

Lexington-Fayette Urban County Government Division of Human Resources.

63
Q

What happens after successfully completing the fit for duty evaluation?

A

The officer must undergo a return to regular duty interview process and possibly training updates.

64
Q

When can a regular duty interview occur in the return to regular duty interview process?

A

It will not occur until after the fit for duty evaluation has been completed.

65
Q

What does the return to regular duty interview process include?

A

Meetings with immediate supervisor, lieutenant, commander to assess readiness.

66
Q

Who needs to be notified after each interview in the return to regular duty interview process?

A

Chain of command via department email with interviewer’s recommendations.

67
Q

What actions can be recommended after completing the return to regular duty interview process?

A

Return to regular duty status, extension of status, Chaplain’s Office referral, EAP referral.

68
Q

Who is responsible for determining and scheduling training updates for the returning officer?

A

The Training Section.

69
Q

What must be completed before an officer is eligible to return to regular duty status?

A

All required training updates.

70
Q

What is the reinstatement period for former classified civil service employees?

A

One (1) calendar year following the date of separation.

71
Q

What are the reinstatement requirements for former employees?

A

Written request to Mayor, ‘satisfactory’ rating, meeting current requirements, and Mayor’s approval.

72
Q

How is the rate of pay determined for a reinstated employee?

A

Set at the current pay grade of former position, at the same salary when separated.

73
Q

When is a reinstated employee eligible for a merit increase?

A

On the first day of the fiscal year after completing six (6) months of service.

74
Q

Is prior service time counted for determining seniority of a reinstated employee?

A

No, prior service time is not counted for determining seniority.

75
Q

What is the purpose of out processing procedures?

A

To complete required steps for employees retiring, resigning, or facing extended leave.

76
Q

What actions can lead to an officer being relieved from duty?

A

When circumstances indicate it’s in the best interest of the department.

77
Q

What does suspension as a punitive action entail?

A

It involves the officer being suspended without pay.

78
Q

Who prepares the out processing packet for employees retiring or resigning?

A

The BOA Assistant Chief’s office prepares the out processing packet.

79
Q

Explain the role of the employee’s supervisor during out processing procedures.

A

The supervisor ensures the employee completes out processing procedures on their last workday.

80
Q

Where does out processing begin and end as per the notes?

A

Out processing procedures begin and end at the BOA Assistant Chief’s office.

81
Q

What happens during a recruit or probationary officer’s probationary period?

A

They will out-process in the Training Section.

82
Q

What role does the BOA Assistant Chief’s office play during in processing procedures?

A

They direct returning employees completing in processing procedures.

83
Q

What are the restrictions under Level 5 Administrative Assignment?

A

Prohibition from exercising police authority, carrying weapons, driving department vehicles, and working off-duty.

84
Q

What happens under Level 5 - Suspended From Duty without Pay?

A

Officer is relieved of sworn status, suspended without pay pending investigation and likely termination.

85
Q

What does an officer need to do in Level 5 suspension regarding weapons and equipment?

A

Turn in all department-owned weapons, equipment, and official credentials (badges and ID card).

86
Q

Why is an officer prohibited from carrying a concealed deadly weapon under Level 5 Administrative Assignment?

A

Because their sworn status is revoked, hence they cannot carry any concealed deadly weapon.

87
Q

What actions are forbidden under Level 5 suspension regarding uniforms and facilities?

A

Wearing department uniforms or badge, using facilities are not authorized.

88
Q

How can a supervisor address suspected sick leave abuse?

A

By requiring written medical documentation to substantiate the employee’s need for absence.

89
Q

Where can information on FMLA be found?

A

In Code of Ordinances Sec. 21-39, CAO Policy 53, Employee Handbook, and collective bargaining agreements.

90
Q

What does the ADA Title I prohibit?

A

Prohibits employment discrimination based on disability and regulates medical inquiries.

91
Q

What is required before beginning a probationary period as per Code of Ordinances Sec. 22-53.1?

A

A pre-employment physical examination and drug screening.

92
Q

What should employees do if they sustain a work-related injury or illness?

A

Notify their supervisor immediately and ensure a Health and Safety Report is completed.

93
Q

What form must be completed if an employee can’t perform regular duties?

A

LFUCG Disability Leave Request and Modified Work Form.

94
Q

Where do employees get information on ADA and FMLA?

A

Employee Handbook and Division of Human Resources.

95
Q

What happens if an employee is medically required to be absent from all work assignments?

A

They will be transferred to disability leave.

96
Q

Where can the department’s entry-level salary information be found?

A

In the Employee Handbook, KRS, Code of Ordinances, or current collective bargaining agreements.

97
Q

How is overtime compensation calculated?

A

Overtime is paid for more than 40 hours worked at 1.5 times the regular hourly rate.

98
Q

When is overtime not paid for hours worked in a day?

A

Overtime is not paid for hours worked in excess of 8 hours per day (10 hours for the Bureau of Patrol) unless 40 hours have already been worked.

99
Q

How are fractional hours credited for payment?

A

Fractional hours are credited in three-minute increments, with a specific proportion of an hour earned for each.

100
Q

What is the process for returning equipment during in processing?

A

Equipment assigned to another bureau should be picked up from the same bureau during in processing.

Sergeant Exam (108 decks)

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