Contract Flashcards
5.2 Whenever it is determined that Civil Emergency conditions exist, including riots, civil disorders, hurricane conditions, or similar catastrophes, or when such conditions can reasonably be determined to be imminent, excluding the normal operational requirements of major civic/sporting events such as the Super Bowl, the provisions of this Agreement may be suspended by the ________ and/or ________ during the time of the declared emergency provided that wage rates and monetary fringe benefits shall not be suspended.
A./B. Rank/Position
5.2 Whenever it is determined that Civil Emergency conditions exist, including riots, civil disorders, hurricane conditions, or similar catastrophes, or when such conditions can reasonably be determined to be imminent, excluding the normal operational requirements of major civic/sporting events such as the Super Bowl, the provisions of this Agreement may be suspended by the Mayor and/or Sheriff during the time of the declared emergency provided that wage rates and monetary fringe benefits shall not be suspended.
8.1 Reissuance of Conflicting Written Directives
On or before ____________ days after City Council approval of this Agreement, all written directives issued by the Office of the Sheriff that are in conflict with the terms and provisions of this Agreement shall be reissued so that no conflicts exist between written directives and the terms of this Agreement.
8.1 Reissuance of Conflicting Written Directives
On or before sixty (60) days after City Council approval of this Agreement, all written directives issued by the Office of the Sheriff that are in conflict with the terms and provisions of this Agreement shall be reissued so that no conflicts exist between written directives and the terms of this Agreement.
8.2 Notice and Scheduling of In-Service Training
It shall be the policy of the Office of the Sheriff whenever possible to give at least _______________ days’ notice to employees scheduled for in-service
training and to schedule employees on the midnight shift for such training after regular days off (RDO’s) have been observed. It is recognized,
however, that last minute changes are often necessitated due to unanticipated sickness, court subpoenas, family situations, etc., and such
situations may reduce the notification time in some cases.
8.2 Notice and Scheduling of In-Service Training
It shall be the policy of the Office of the Sheriff whenever possible to give at least ten (10) working days’ notice to employees scheduled for in-service
training and to schedule employees on the midnight shift for such training after regular days off (RDO’s) have been observed. It is recognized,
however, that last minute changes are often necessitated due to unanticipated sickness, court subpoenas, family situations, etc., and such
situations may reduce the notification time in some cases.
8.3 Emergency Situation Meals
In accordance with the Master Plan for Emergency Control of the Office of the Sheriff, employees who are required or ordered to work more than ________ hours on a single tour of duty, due to a declared emergency, shall be furnished a hot meal on the ___________ and each succeeding day, within the twelve __________ tour of duty. The Office of the Sheriff will make a reasonable effort to designate a safe and secure area near the emergency area for employees to consume this meal. On the first day of said emergency situation, a reasonable effort will be made to furnish affected employees a hot meal within their twelve (12) hour tour of duty.
A. Time Frame
B. Day
C. Time Frame
8.3 Emergency Situation Meals
In accordance with the Master Plan for Emergency Control of the Office of the Sheriff, employees who are required or ordered to work more than
twelve (12) hours on a single tour of duty, due to a declared emergency, shall be furnished a hot meal on the second and each succeeding day, within the twelve (12) hour tour of duty. The Office of the Sheriff will make a reasonable effort to designate a safe and secure area near the emergency area for employees to consume this meal. On the first day of said emergency situation, a reasonable effort will be made to furnish affected employees a hot meal within their twelve (12) hour tour of duty.
Any Police Officer who does not wish to ride with a particular individual may decline to do so by notifying his/her ____________________ through an Inter-department Correspondence (P-004). The correspondence shall outline the specific reasons for not wanting to ride with the individual which shall be forwarded to the JSO _______________. This refusal is for information only and will not become part of the employee’s personnel file or be used for purposes of disciplinary action and approval of such request will not be unduly withheld.
A. Rank
B. Rank/Position
Any Police Officer who does not wish to ride with a particular individual may decline to do so by notifying his/her commanding officer through an Inter-department Correspondence (P-004). The correspondence shall outline the specific reasons for not wanting to ride with the individual which shall be forwarded to the JSO Chief of Patrol. This refusal is for information only and will not become part of the employee’s personnel file or be used for purposes of disciplinary action and approval of such request will not be unduly withheld.
When will a reserve unit officer of a higher rank be allowed to wear a high rank uniform when riding with a lower ranked officer?
8.5 Members of the reserve unit are not allowed to wear a uniform higher than that of the officer they are assigned to; however, during a state of emergency this policy will be suspended
8.6 Transfers
It shall be the sole right of the Office of the Sheriff to transfer employees between any subsections of the organization, based upon operational
needs. Employees shall be notified of their new assignment at least _________________ days prior to the transfer, except where the nature of a
particular situation requires immediate reassignment. The _____________ notification can be waived if both parties agree.
8.6 Transfers
It shall be the sole right of the Office of the Sheriff to transfer employees between any subsections of the organization, based upon operational
needs. Employees shall be notified of their new assignment at least fifteen (15) calendar days prior to the transfer, except where the nature of a
particular situation requires immediate reassignment. The fifteen (15) day notification can be waived if both parties agree.
ARTICLE 9: GRIEVANCE PROCEDURE
9.3 Step 1:
Within _________ days of the occurrence or within ____ days after the employee could reasonably have known of the occurrence (whichever is
later), the aggrieved employee shall reduce his/her grievance to writing, sign it, and present it to the __________________. The _________________ shall obtain the facts concerning the grievance and shall within _____ days of receipt of the grievance conduct a meeting with the grievant and the grievant’s epresentative. The grievant may be accompanied at this meeting by an F.O.P. representative. The ________________ shall submit a final written response to the grievant (with a copy to the F.O.P.) not later than _____ days following the Step 1 meeting.
ARTICLE 9: GRIEVANCE PROCEDURE
9.3 Step 1:
Within ten (10) days of the occurrence or within ten (10) days after the employee could reasonably have known of the occurrence (whichever is
later), the aggrieved employee shall reduce his/her grievance to writing, sign it, and present it to the Assistant Chief or his/her designee. The Assistant
Chief or designee shall obtain the facts concerning the grievance and shall within ten (10) days of receipt of the grievance conduct a meeting with
the grievant and the grievant’s representative. The grievant may be accompanied at this meeting by an F.O.P. representative. The Assistant Chief or designee shall submit a final written response to the grievant (with a copy to the F.O.P.) not later than ten (10) days following the Step 1 meeting.
9.4 Step 2:
If the grievance is not settled at the first step, the grievant may present the grievance to the ____________________. The grievance must be presented to the __________________________ within ________ days of receipt of the Step 1 response or, if a timely Step 1 response is not received, within ______ days from the day the Step 1 response was due. The __________________________ shall obtain the facts concerning the grievance and shall within ________ days of receipt of the grievance conduct a meeting with the grievant and the grievant’s representative. The grievant may be accompanied at this meeting by an F.O.P. representative. The _________________________ shall submit a final written response to the grievant (with a copy to the F.O.P.) not later than ________ days following the Step 2 meeting.
9.4 Step 2:
If the grievance is not settled at the first step, the grievant may present the grievance to the Division Chief or his/her designee. The grievance must be presented to the Division Chief or his/her designee within five (5) days of receipt of the Step 1 response or, if a timely Step 1 response is not received, within five (5) days from the day the Step 1 response was due. The Division Chief or designee shall obtain the facts concerning the grievance and shall within ten (10) days of receipt of the grievance conduct a meeting with the grievant and the grievant’s representative. The grievant may be accompanied at this meeting by an F.O.P. representative. The Division Chief or designee shall submit a final written response to the grievant (with a copy to the F.O.P.) not later than ten (10) days following the Step 2
meeting.
9.5 Step 3:
If the grievance is not settled at the second step, the grievant may present the grievance to the _________________________. The grievance must be presented to the __________________________ within ____________ days of receipt of the Step 2 response or, if a timely Step 2 response is not received, within ___________ days from the day the Step 2 response was due. The ______________________ shall obtain the facts concerning the grievance and shall within ___________ days of receipt of the grievance conduct a meeting with the grievant and the grievant’s representative. The grievant may be accompanied at this meeting by an F.O.P. representative. The _____________________ shall submit a final written response to the grievant (with a copy to the F.O.P.) not later than __________ days following the Step 3 meeting.
9.5 Step 3:
If the grievance is not settled at the second step, the grievant may present the grievance to the Director or his/her designee. The grievance must be presented to the Director or his/her designee within five (5) days of receipt of the Step 2 response or, if a timely Step 2 response is not received, within five (5) days from the day the Step 2 response was due. The Director or designee shall obtain the facts concerning the grievance and shall within ten (10) days of receipt of the grievance conduct a meeting with the grievant and the grievant’s representative. The grievant may be
accompanied at this meeting by an F.O.P. representative. The Director or designee shall submit a final written response to the grievant (with a copy to the F.O.P.) not later than ten (10) days following the Step 3 meeting.
9.6 Step 4:
If the grievance is not settled at the third step, the grievant may present the grievance to the____________ within __________ of receipt of the Step 3 response or, if a timely Step 3 response is not received, within _____________ from the day the Step 3 response was due. Within ____________ of receipt of the grievance, the __________________ shall conduct a meeting with the grievant and the grievant’s representative. The grievant may be accompanied at this meeting by an F.O.P. representative. The ______________ shall submit a final written response to the grievant (with a copy to the F.O.P.) not later than ___________ following the Step 4 meeting.
9.6 Step 4:
If the grievance is not settled at the third step, the grievant may present the grievance to the Sheriff or his/her designee within five (5) days of receipt of the Step 3 response or, if a timely Step 3 response is not received, within five (5) days from the day the Step 3 response was due. Within ten (10) days of receipt of the grievance, the Sheriff or designee shall conduct a meeting with the grievant and the grievant’s representative. The grievant may be accompanied at this meeting by an F.O.P. representative. The Sheriff or designee shall submit a final written response to the grievant (with a copy to the F.O.P.) not later than ten (10) days following the Step 4 meeting.
9.7 Arbitration:
A. If the grievance is not settled in accordance with this Article, the grievant or the F.O.P. (on behalf of the grievant) may request arbitration by providing a written request to the _____________________ (with a copy to the City’s ______________________) not later than ______________ days after receipt of the Employer’s final Step 4 response or, if a timely final Step 4 response is not received, within _____________ days from the day the Step 4 response was due. The request shall set forth the specific provision(s) of the Agreement claimed to have been violated. If the request to arbitrate is not received by the _________________________ within the _______________ day limit, the Employer’s final Step 4 response shall be final and binding upon the grievant and the F.O.P.
9.7 Arbitration:
A. If the grievance is not settled in accordance with this Article, the grievant or the F.O.P. (on behalf of the grievant) may request arbitration by providing a written request to the JSO Chief of Human Resources (with a copy to the City’s Director of Employee Services) not later than thirty (30) calendar days after receipt of the Employer’s final Step 4 response or, if a timely final Step 4 response is not received, within thirty calendar (30) days from the day the Step 4 response was due. The request shall set forth the specific provision(s) of the Agreement claimed to have been violated. If the request to arbitrate is not received by the JSO Chief of Human Resources within the thirty calendar (30) day limit, the Employer’s final Step 4 response shall be final and binding upon the grievant and the F.O.P.
In the event the grievant submits the request for arbitration without the financial support of the F.O.P., the grievant shall do what?
B. In the event the grievant submits the request for arbitration without the financial support of the F.O.P., the grievant shall also submit written notice of his/her intent to pay all applicable costs of the
arbitration. The grievant shall provide the Employer with written confirmation that sufficient funds are reserved in trust or escrow for the payment of arbitration services before the arbitration shall be allowed to proceed.
C. Upon appeal to arbitration, the F.O.P. or employee may, in the written notice for arbitration, include the names of what two (2) groups?
If the two (2) parties involved in the selection do not mutually agree on either of the names initially submitted, the ___________ or ____________ shall be requested by the Employer to provide a panel of ______________ arbitrators.
C. Upon appeal to arbitration, the F.O.P. or employee may, in the written notice for arbitration, include the names of two (2) certified Federal Mediation and Conciliation Services (FMCS) or American Arbitration Association (AAA) arbitrators, either of whom is acceptable to the F.O.P. or the employee to arbitrate the grievance. If the two (2) parties involved in the selection do not mutually agree on either of the names initially submitted, the FMCS or AAA shall be requested by the Employer to provide a panel of five (5) arbitrators.
F. The arbitrator shall render his/her decision within _________________ of receipt of post-hearing briefs or of the close of the hearing, whichever is later.
F. The arbitrator shall render his/her decision within thirty (30) days of receipt of post-hearing briefs or of the close of the hearing, whichever is later.
There shall be established a Sheriff’s Disciplinary Hearing Board for the purpose of such hearings. Said Board shall be composed of ______ members, with _____ members being selected by the
administration, _______ members being selected by the aggrieved officer; and the fifth member being selected by the other four (4) members.
There shall be established a Sheriff’s Disciplinary Hearing Board for the purpose of such hearings. Said Board shall be composed of five (5) members, with two (2) members being selected by the
administration, two (2) members being selected by the aggrieved officer; and the fifth member being selected by the other four (4) members.
The Board’s decision will be advisory and not
binding upon the ______________. If the decision of the _______ is unsatisfactory to the aggrieved officer, he/she may appeal this decision to the _________________ within _________ days, or request _____________ within ___________ days, as provided in Article 9.6 Step IV.
The Board’s decision will be advisory and not
binding upon the Sheriff. If the decision of the Sheriff is unsatisfactory to the aggrieved officer, he/she may appeal this decision to the Civil Service Board within ten (10) days, or request arbitration within five (5) working days, as provided in Article 9.6 Step IV.
G. The entire interrogation or interview of a law enforcement officer, including the times of all recess periods, shall be recorded, and there
shall be no unrecorded questions or statements. A copy of the recorded interrogation or interview shall be provided upon request within ______ hours following the interrogation or interview.
G. The entire interrogation or interview of a law enforcement officer, including the times of all recess periods, shall be recorded2, and there
shall be no unrecorded questions or statements. A copy of the recorded interrogation or interview shall be provided upon request within 72 hours following the interrogation or interview.
12.4 Responsibility for Reporting Legal Drug Use
If the treatment prescribed (by a physician) has such effects, employees shall inform _______________ of that fact. ________________ shall notify ______________________.
A.B. Rank
C. Unit
12.4 Responsibility for Reporting Legal Drug Use
If the treatment prescribed (by a physician) has such effects, employees shall inform their supervisors of that fact. Supervisors shall notify JSO Human Resources.
B. Any Sheriff’s Office employee using legal over-the-counter non-prescription drugs which in any way impair or affect his/her job performance is responsible for bringing this fact to who attention by what means?
Additionally, how long will the documentation stay in the medical file for?
B. Any Sheriff’s Office employee using legal over-the-counter non-prescription drugs which in any way impair or affect his/her job performance is responsible for bringing this fact to the attention of his/her immediate supervisors on Form P-004. Information relating to the use of over-the-counter drugs can be removed at the request of the employee after it has been in the medical file for six (6) months, unless the usage of such medication is part of on-going treatment.
C…..
Upon consultation with his/her commanding officer, the supervisor will decide whether the employee is fit for duty. If unfit, the employee shall be placed on ________________. Should the ___________________ and the commanding officer not concur on the ability of the employee to perform his/her duties, the ___________________ will make the final determination. Information regarding the use of legal drugs being taken by an employee will be forwarded to the _________________________ where it will be maintained in a confidential medical file.
A.
B. Rank
C. Rank\Position
D. Unit
C…..
Upon consultation with his/her (supervisor’s) commanding officer, the supervisor will decide whether the employee is fit for duty. If unfit, the employee shall be placed on personal leave. Should the employee
and the commanding officer not concur on the ability of the employee to perform his/her duties, the department staff duty officer will make the final determination. Information regarding the use of legal drugs being taken by an employee will be forwarded to the JSO Human Resources Division where it will be maintained in a confidential medical file.
If any employee knowingly ingests any drug in the performance of his/her duties, the supervisor on duty will be immediately notified and the incident reported on __________. The supervisor will see that the employee is provided with immediate medical attention if necessary. The employee will be placed on an appropriate duty status. The
incident will be documented with the initiation of ______________ to be followed by a detailed report from the employee’s _________________ through channels to the _______________.
A./B. Documentation Method
C. Rank
D. Rank/Position
If any employee knowingly ingests any drug in the performance of his/her duties, the supervisor on duty will be immediately notified and the incident reported on Form P-004. The supervisor will see that the employee is provided with immediate medical attention if necessary. The employee will be placed on an appropriate duty status. The
incident will be documented with the initiation of Form P-004 to be followed by a detailed report from the employee’s commander through channels to the Sheriff.
C(1) Reasonable suspicion drug/alcohol testing can be ordered by any supervisor with the approval of a _____________________. An immediate supervisor requesting a drug/alcohol test founded on reasonable suspicion should consider among such facts and inferences:
C(1) Reasonable suspicion drug/alcohol testing can be ordered by any supervisor with the approval of a commanding officer (lieutenant or above). An immediate supervisor requesting a drug/alcohol test founded on reasonable suspicion should consider among such facts and inferences:
(5) Follow-up testing: Should an employee in the course of employment enter, or be required by the Employer to enter, into an employee assistance program for drug-related problems, the Employer may require the employee to submit to a drug test as a follow up to the program for up to _________________ thereafter.
A. Time Frame
(5) Follow-up testing: Should an employee in the course of employment enter, or be required by the Employer to enter, into an employee assistance program for drug-related problems, the Employer may require the employee to submit to a drug test as a follow up to the program for up to two (2)
years thereafter.
(10) As a result of prior disciplinary proceedings against the employee related to the use of drugs. (Such testing shall be conducted by the ____________________ with the approval of, and in coordination with, the _________________________. The Employer may require the employee to submit to a drug test as a follow up to the disciplinary action for up to _____________ years thereafter.
A. Unit
B. Rank/Position
C. Time Frame
(10) As a result of prior disciplinary proceedings against the employee related to the use of drugs. (Such testing shall be conducted by the Internal Affairs Unit with the approval of, and in coordination with, the JSO Chief of Human Resources. The Employer may require the employee to submit to a drug test as a follow up to the disciplinary action for up to two (2) years thereafter.
A. Drug Testing Responsibility
(1) The ______________________________ shall be responsible for drug testing of employees under-going basic recruit training, probationary Police Officers, and employees selected through the random drug testing program.
A. Unit
A. Drug Testing Responsibility
(1) The JSO Human Resources Division shall be responsible for drug testing of employees under-going basic recruit training, probationary Police Officers, and employees selected through the random drug testing program.
(2) ___________________________ shall be responsible for drug testing of any employee whom it reasonably suspects has used or is found to be in possession of a drug, or other controlled substance in violation of the law, Sheriff’s Office orders, and rules and regulations. _______________________ shall also conduct drug testing of employees as the result of prior disciplinary proceedings related to the use of drugs.
A./B. Unit
(2) The Internal Affairs Unit shall be responsible for drug testing of any employee whom it reasonably suspects has used or is found to be in possession of a drug, or other controlled substance in violation of the law, Sheriff’s Office orders, and
rules and regulations. The Internal Affairs Unit shall also conduct drug testing of employees as the result of prior disciplinary proceedings related to the use of drugs.
(1) Employees selected for random drug testing will be assigned a number which will be the only means available of identifying the individual who provided the specimen.
(2) Random numbers assigned to employees will be maintained in a confidential file under the direct supervision of the _______________________.
A. Rank/Position
(1) Employees selected for random drug testing will be assigned a number which will be the only means available of identifying the individual who provided the specimen.
(2) Random numbers assigned to employees will be maintained in a confidential file under the direct supervision of the JSO Chief of Human Resources.
The Employer will use the Evidential Breath Testing Device (EBT) to test for the presence of alcohol in an employee’s system. The test will be performed by a Certified Breath Analyzer Technician (BAT) using a EBT approved by the National Highway Safety Administration. If the initial test registers an alcohol concentration of __________ or greater, a confirmation test will be performed. The employee will be placed in a separate room under the observation of the BAT for at least _____ minutes, but not more than ______ minutes, after which he/she will be given a confirmation EBT.
A. Number
B. Time
C. Time
The Employer will use the Evidential Breath Testing Device (EBT) to test for the presence of alcohol in an employee’s system. The test will be performed by a Certified Breath Analyzer Technician (BAT) using a EBT approved by the National
Highway Safety Administration. If the initial test registers an alcohol concentration of 0.02 or greater, a confirmation test will be performed. The employee will be placed in a separate room under the observation of the BAT for at least 15 minutes,
but not more than 20 minutes, after which he/she will be given a confirmation EBT.
D. Within________________ days after receiving notice of a positive confirmed test result, the employee may submit information to the
Employer explaining or contesting the test results, and why the results do not constitute a violation of the Employer’s policy.
E. All reports of positive test results shall be received by the _____________________________ and maintained in a confidential medical file.
A. Time Frame
B. Rank/Unit
D. Within ten (10) working days after receiving notice of a positive confirmed test result, the employee may submit information to the
Employer explaining or contesting the test results, and why the results do not constitute a violation of the Employer’s policy.
E. All reports of positive test results shall be received by the JSO Chief of Human Resources and maintained in a confidential medical file.
The immediate emergency suspension without pay must be issued by who?
13.2 The immediate emergency suspension without pay must be issued by the Division Chief or above.
13.3 Emergency Suspension
By who and in what time frame must an employee notify in order to coordinate a meeting between the Sheriff or designee?
13.3 Upon request of the employee, within the next business day after an immediate emergency suspension, the employee will be afforded the
opportunity to meet with the assigned Division Chief for the purpose of coordinating a meeting between the Sheriff or designee and the employee
to determine any further action that may be taken.
A. Formal Investigations - Cases which are unfounded, exonerated, or not sustained - ________ years from the date of case disposition.
B. Sustained Formal Investigations cases involving written reprimand without suspension - __________ years from the date of case disposition.
C. Sustained Formal Investigations - cases involving written reprimand with suspension or loss of pay - _______ years from the date of the case disposition.
D. Formal Counselings will be purged ______ year from the date of issue. Official records of Formal Counseling will be maintained in the employee’s division file, and not in the Internal Affairs unit. The
employee’s division file will follow the employee as that employee is reassigned throughout the agency.
A. Formal Investigations - Cases which are unfounded, exonerated, or
not sustained - one (1) year from the date of case disposition.
B. Sustained Formal Investigations cases involving written reprimand without suspension - three (3) years from the date of case disposition.
C. Sustained Formal Investigations - cases involving written reprimand with suspension or loss of pay - five (5) years from the date of the case disposition.
D. Formal Counselings will be purged one (1) year from the date of issue. Official records of Formal Counseling will be maintained in the employee’s division file, and not in the Internal Affairs unit. The
employee’s division file will follow the employee as that employee is reassigned throughout the agency.
(1) Administrative actions resulting in an Informal Counseling and the points assigned will be purged no later than _____ year after the sanction and/or points are assessed. However, corresponding assigned vehicle-points will remain effective and thereafter be purged no later than _____ years after case disposition.
(1) Administrative actions resulting in an Informal Counseling and the points assigned will be purged no later than one (1) year after the sanction and/or points are assessed. However, corresponding
assigned vehicle-points will remain effective and thereafter be purged no later than three (3) years after case disposition.
(2) Administrative actions resulting in a Formal Counseling for an incident or a subsequent violation will be purged no later than_____ year after the sanction and/or vehicle-points are assessed. However, corresponding assigned vehicle-points will remain effective and be thereafter purged no later than _______ years after case disposition.
(2) Administrative actions resulting in a Formal Counseling for an incident or a subsequent violation will be purged no later than one
(1) year after the sanction and/or vehicle-points are assessed. However, corresponding assigned vehicle-points will remain effective and be thereafter purged no later than three (3) years after case disposition.
