G.O. 5.1.0 DISCIPLINE

Question 1

The disciplinary appeals board that hears the appeal of an appellant holding the rank of Corporal or higher, the board shall consist of one (1) Captain, one (1) Lieutenant/Commander and one (1) Deputy Sheriff.

True

False

Answer 1

False

GO 5.1.0 (4 K 2 b)

The disciplinary appeals board that hears the appeal of a Deputy Sheriff shall consist of one (1) Captain, one (1) Lieutenant/Commander and one (1) Deputy Sheriff. A subordinate ranking board member may not report in his or her chain of command to anyone of higher rank on the board. For appeals involving an appellant holding the rank of Corporal or higher, the board shall consist of one (1) Captain, one (1) Lieutenant/Commander and one (1) member from a rank equal to or higher than the appellant’s rank.

Question 2

General Provisions for Discipline Dispute Resolution Cases

Nothing discussed at any meeting held pursuant to this policy shall be binding upon any party until a final agreement is approved by the Director of Human Resources or designee.

True

False

Answer 2

False

GO 5.1.0 (4 H 14 5)

General Provisions for Discipline Dispute Resolution Cases

Nothing discussed at any meeting held pursuant to this policy shall be binding upon any party until a final agreement is approved by the Sheriff or designee.

Question 3

The only form needed for someone on disciplinary probation is the Notice of Disciplinary Action Form.

True

False

Answer 3

False
GO 5.1.0 (4 D 4 b)

The disciplining authority shall ensure the Disciplinary Probation Statement Form (#10-1692) is attached to the employee’s Notice of Disciplinary Action Form.

Question 4

The Administrative Review Captain is not required to audio record any of the proceedings for an Administrative Review.

True

False

Answer 4

False

GO 5.1.0 (4 K 1 h)

The Administrative Review Captain shall convene the hearing, identify him or herself, identify the appellant, identify all other persons attending, and explain the purpose of the proceedings. The Administrative Review Captain shall ensure the hearing is audio recorded in its entirety and all recordings are appropriately marked.

Question 5

For alleged violations of agency policy for which intended discipline will not exceed a written reprimand the employee’s Lieutenant/Commander, equivalent, or designee (approved by the employee’s chain of command), may conduct an inquiry regarding the alleged violation.

True

False

Answer 5

True

GO 5.1.0 (4 H 14)

For alleged violations of agency policy for which intended discipline will not exceed a written reprimand, including standards of conduct set forth in General Order 5.1.3, subparagraphs (4) Leaving Duty Post, (8) Courtesy and Respect, (10) Personal Appearance, (18) Posting of Bonds, (20) Reporting for Duty, (24) Legal Involvement, (32) Damage or Loss of Property, (34) Misuse of Breaks/Meals, (44) Operating Vehicles, (47) Telephones, (49) Identification, the employee’s Lieutenant/Commander, equivalent, or designee (approved by the employee’s chain of command), may conduct an inquiry regarding the alleged violation

Question 6

The Disciplinary Appeal Board hearing shall be conducted within 14 calendar days of the signing of the notice of appeal.

True

False

Answer 6

False

GO 5.1.0 (4 K 2 e)

The hearing shall be conducted within twenty-one (21) calendar days of the signing of the notice of appeal. The board chairperson shall determine the location for the hearing and contact the appellant to schedule it. The board chairperson shall also contact the investigating authority and the disciplining authority when scheduling the hearing to ensure availability. The board chairperson may approve a reasonable extension of time.

Question 7

The disciplinary appeals board that hears the appeal of a Deputy Sheriff shall consist of one (1) Captain, one (1) Lieutenant/Commander and one (1) Sergeant.

True

False

Answer 7

False

GO 5.1.0 (4 K 2 b)

The disciplinary appeals board that hears the appeal of a Deputy Sheriff shall consist of one (1) Captain, one (1) Lieutenant/Commander and one (1) Deputy Sheriff. A subordinate ranking board member may not report in his or her chain of command to anyone of higher rank on the board. For appeals involving an appellant holding the rank of Corporal or higher, the board shall consist of one (1) Captain, one (1) Lieutenant/Commander and one (1) member from a rank equal to or higher than the appellant’s rank.

Question 8

LRM means Labor Relations Manager

True

False

Answer 8

True

Question 9

The Administrative Review Captain does not have wide latitude to exclude from consideration evidence that is irrelevant or otherwise does not meet the requirements of this policy.

True

False

Answer 9

False

GO 5.1.0 (4 K 1 f)

The Administrative Review Captain shall have wide latitude to exclude from consideration evidence that is irrelevant or otherwise does not meet the requirements of this policy and to run the hearing as he or she deems appropriate to support its efficiency and effectiveness. Any person who disrupts the proceedings may be ejected.

Question 10

If the parties reach a proposed agreement in the DDRP, it will be reduced to writing by the LRM or designee. The employee and the LRM or designee shall sign the agreement. If the signed agreement involves discipline of an oral reprimand through 80 hours suspension, it shall be implemented. If it involves discipline of 81 hours or more, up to and including demotion or termination/resignation, the agreement is subject to approval by the Sheriff or designee. If the Sheriff or designee approves the proposed agreement, it shall be considered final and implemented.

True

False

Answer 10

False

GO 5.1.0 (4 H 12)

If the parties reach a proposed agreement, it will be reduced to writing by the LRM or designee. The employee and the LRM or designee shall sign the agreement. If the signed agreement involves discipline of an oral reprimand through 120 hours suspension, it shall be implemented. If it involves discipline of 121 hours or more, up to and including demotion or termination/resignation, the agreement is subject to approval by the Sheriff or designee. If the Sheriff or designee approves the proposed agreement, it shall be considered final and implemented.

Question 11

What is the maximum amount of time an individual has to make a verbal statement during a name-clearing meeting?

1 hour

20 minutes

15 minutes

30 minutes

Answer 11

20 minutes

GO 5.1.0 (4 B 8 f)

The subject, or his or her representative, may make a verbal statement not exceeding twenty (20) minutes.

Question 12

There are no alternatives to a name clearing meeting other than scheduling a face to face meeting.

True

False

Answer 12

False

GO 5.1.0 (4 B 8 g)

As an alternative to a meeting, the person whose employment was terminated may choose to forward a written statement detailing relevant information and his or her position, along with written materials that support assertions in that statement, to the Director of Human Resources, who shall include the material in the individual’s personnel file or forward it to Professional Standards for filing, as appropriate. The statement may be written by the person whose employment was terminated or by his or her representative.

Question 13

Who will control a name-clearing meeting?

Risk Management

Director of Human Resources or designee

Personnel Management Manager

None of the above

Answer 13

Director of Human Resources or designee

GO 5.1.0 (4 B 8 d)

The Director of Human Resources or designee shall determine the location for the meeting, and he or she shall contact the person whose employment was terminated (“the subject”) to schedule it. The meeting is not open to the general public. The Director of Human Resources or designee shall have wide latitude to run the meeting as he or she deems appropriate to support its efficiency and effectiveness.

Question 14

the agency member appealing a disciplinary action

Appellant

Career Change Personnel

Business day

Exempt Personnel

Answer 14

Appellant

Question 15

agency members who change from sworn to non-sworn
or vice versa, and who have not completed their designated probationary period for
the new position.

Appellant

Career Change Personnel

Business day

Exempt Personnel

Answer 15

Career Change Personnel

Question 16

Monday through Friday, excluding holidays

Appellant

Career Change Personnel

Business day

Exempt Personnel

Answer 16

Business Day

Question 17

persons performing certain functions (e.g., professional,
managerial) who receive a flat salary, instead of being paid on an hourly basis, in
accordance with the Fair Labor Standards Act

Appellant

Career Change Personnel

Business day

Exempt Personnel

Answer 17

Exempt Personnel

Question 18

levels of administrators

persons holding the rank of Major, equivalent or above.

Level 3

Level 1

Level 4

Level 2

Answer 18

Level 1

Question 19

persons holding the rank of Captain, or equivalent.

Level 3

Level 1

Level 4

Level 2

Answer 19

Level 2

Question 20

persons holding the rank of Lieutenant/Commander, or
equivalent.

Level 3

Level 1

Level 4

Level 2

Answer 20

Level 3

Question 21

persons holding the rank of Sergeant, or equivalent.

Level 3

Level 1

Level 4

Level 2

Answer 21

Level 4

Question 22

A supervisor’s record in awarding discipline must be documented and evaluated in his or her annual performance evaluation.

True

False

Answer 22

True

GO 5.1.0 (4 E 6)

Question 23

The Sheriff is the ultimate authority in all matters of discipline.

True

False

Answer 23

True

GO 5.1.0 (4 K 3 a)

Question 24

Certain administrative actions do not constitute formal discipline, though they may negatively impact employees. There is no appeal for these actions, which include but are not limited to the following (select all the correct answers):

Transferring or reassigning employees

Relieving an employee from duty pending an investigation or in response to fitness for duty concerns

Withdrawing, or limiting the use of, an agency-issued vehicle

Delaying or disapproving a merit increase

Only 1, 2 & 3

Extending probationary period

Eliminating positions

Suspending or prohibiting participation in the agency’s off-duty employment program

Only 2, 3 & 5

Answer 24

Relieving an employee from duty pending an investigation or in response to fitness for duty concerns, Transferring or reassigning employees, Eliminating positions, Withdrawing, or limiting the use of, an agency-issued vehicle, Delaying or disapproving a merit increase, Extending probationary period, Suspending or prohibiting participation in the agency’s off-duty employment program

GO 5.1.0 (4 A 1)

Question 25

The Administrative Review Captain shall note the date that he or she received the notice of appeal; the hearing shall be conducted within seven (7) calendar days of that date. True False

Answer 25

True GO 5.1.0 (4 K 1 c) The Administrative Review Captain shall note the date that he or she received the notice of appeal; the hearing shall be conducted within seven (7) calendar days of that date.

Question 26

Failure to achieve minimum skill levels during remedial training shall be reported to _____________ employee's immediate supervisor Personnel Management Manager Risk Management HRD

Answer 26

Employee's immediate supervisor GO 5.1.0 (4 C 2 c) Employees will not be released from remedial training until they have acquired the minimum skill levels required by the agency. Failure to achieve these minimum skill levels shall be reported to the employee's immediate supervisor for action.

Question 27

A copy of the Sheriff's decision and all original recordings and documents related to an appeal, shall be forwarded to Professional Standards. Professional Standards will forward a copy of the final disposition (e.g., "Notice of Disciplinary Action") to the Human Resources Director for inclusion in the employee’s personnel file. A copy of the Sheriff's decision shall be forwarded to the appellant's Division Commander. True False

Answer 27

True

Question 28

ARC means Administrative Review Captain True False

Answer 28

True

Question 29

a meeting conducted by the Human Resources Director or designee to allow terminated at-will personnel to supplement potentially stigmatizing information in the agency's public records. This proceeding is not an appeal Name Clearing meeting Newly Hired Probationary Personnel Recruits New and Material Evidence

Answer 29

Name Clearing Meeting

Question 30

persons who have been hired by the agency for full-time work, but who have not completed their designated probationary period Name Clearing meeting Newly Hired Probationary Personnel Recruits New and Material Evidence

Answer 30

Newly Hired Probationary Personnel

Question 31

persons hired by the agency who are in the process of obtaining law enforcement certification (e.g., attending police academy). Their probationary period commences when they obtain law enforcement certification. At that point, they are considered newly hired probationary personnel. Name Clearing meeting Newly Hired Probationary Personnel Recruits New and Material Evidence

Answer 31

Recruits

Question 32

relevant information that is substantial enough to alter the outcome of the disciplinary appeal, that is supported by proof, and that was not available earlier through the exercise of due diligence Name Clearing meeting Newly Hired Probationary Personnel Recruits New and Material Evidence

Answer 32

New and Material Evidence

Question 33

The agency encourages supervisors to explore alternatives to formal discipline with the goal of improving employee productivity. True False

Answer 33

True | GO 5.1.0 (4 C)

Question 34

Who shall be for maintaining a record when awarded discipline includes the mandatory completion of drug/alcohol testing, credit report checks, or training Supervisor Records PSD HRD

Answer 34

PSD GO 5.1.0 (4 E 5 a)

Question 35

Anytime prior to receiving a Notice of Intention to Discipline applicable to the case, an employee may request DDRP by submitting a Request to Initiate the Discipline Dispute Resolution Process Form to the Labor Relations Manager (LRM) in Human Resources. True False

Answer 35

True GO 5.1.0 (4 H 2)

Question 36

After a verbal reprimand has been removed from an employee's personnel file, can that reprimand be considered for purposes of progressive discipline? Yes No

Answer 36

Yes GO 5.1.0 (4 D 1 a)

Question 37

Other Non-Appealable Personnel Actions include the following (select all the correct answers): Voluntary demotion, voluntary reduction in pay, or a requested transfer that is accompanied by a signed statement Reclassifying a deputy from a Lieutenant/Commander or above position to his or her career service rank without citing the deputy for a policy violation Voluntary retirement Terminating at-will personnel Only 1, 2, 3, 4, 8 and 9 Reclassifying a deputy from a probationary promotion to his or her career service rank without citing the deputy for a policy violation. (For example, a Corporal promoted to Sergeant who is then returned to the rank of Corporal during his or her probationary period as a Sergeant.) Voluntary written resignation Reclassifying a civilian supervisor or manager without citing him or her for a policy violation Only 2, 3, 6, 8 and 9 Abandoned position (e.g., left job without the required notice)

Answer 37

Voluntary written resignation, Voluntary demotion, voluntary reduction in pay, or a requested transfer that is accompanied by a signed statement, Voluntary retirement, Abandoned position (e.g., left job without the required notice), Reclassifying a deputy from a Lieutenant/Commander or above position to his or her career service rank without citing the deputy for a policy violation, Reclassifying a deputy from a probationary promotion to his or her career service rank without citing the deputy for a policy violation. (For example, a Corporal promoted to Sergeant who is then returned to the rank of Corporal during his or her probationary period as a Sergeant.), Reclassifying a civilian supervisor or manager without citing him or her for a policy violation, Terminating at-will personnel GO 5.1.0 (4 B)

Question 38

Examples of situations that require discipline immediately (instead of simply counseling a person) include but are not limited to all of the following EXCEPT: excessive force illegal discrimination improper pursuits tardiness

Answer 38

tardiness GO 5.1.0 (4 C 1 a)

Question 39

DDRP means Discipline Dispute Resolution Process True False

Answer 39

True

Question 40

The immediate supervisor may exercise discretion in allowing the employee, who has been served with a Notice of Intention to Discipline, to retain the proximity card and/or MDC while he or she is reassigned until completion of the first level of the appeals process. True False

Answer 40

False GO 5.1.0 (4 G 7) The Division Commander may exercise discretion in allowing the employee to retain the proximity card and/or MDC while he or she is reassigned until completion of the first level of the appeals process. The agency Security Administrator shall be contacted to determine the appropriate level of access to network resources and facilities.

Question 41

General Provisions for Discipline Dispute Resolution Cases By signing an agreement reached pursuant to this policy, the employee waives all further appeals pursuant to policy or law, including contractual grievances concerning the investigation and discipline. True False

Answer 41

True GO 5.1.0 (4 H 14 1) General Provisions for Discipline Dispute Resolution Cases 1. By signing an agreement reached pursuant to this policy, the employee waives all further appeals pursuant to policy or law, including contractual grievances concerning the investigation and discipline.

Question 42

Employees served with a "Notice of Intention to Discipline" specifying a verbal and/or written reprimand shall be afforded an appeal to the Director of Human Resources upon request. True False

Answer 42

False GO 5.1.0 (4 J 1) Employees served with a "Notice of Intention to Discipline" specifying a verbal and/or written reprimand shall be afforded an appeal to an Administrative Review Captain upon request.

Question 43

The “Notice of Intention to Discipline” must be signed by each supervisor in the employee’s chain of command, up to and including the Major or manager, before it is served. True False

Answer 43

False GO 5.1.0 (4 G 3) The “Notice of Intention to Discipline” must be signed by each supervisor in the employee’s chain of command, up to and including the Division Commander or manager, before it is served.

Question 44

Effective counseling provided in a timely manner may prevent future situations requiring formal disciplinary action. True False

Answer 44

True GO 5.1.0 (4 C 1 a)

Question 45

The appropriate administrator shall serve only the “Notice of Intention to Discipline” on the employee. True False

Answer 45

false The appropriate administrator shall serve the “Notice of Intention to Discipline” on the employee. The administrator shall give one (1) complete copy of the investigative report and supporting documentation (e.g., transcripts) to the employee at no cost.

Question 46

Who maintains documentation of verbal/written counseling forms of an employee? HRD Division Commander Assistant Supervisor PSD

Answer 46

Supervisor GO 5.1.0 (4 C 1 b) Supervisors are encouraged to appropriately document all verbal counseling that is significant or repeated. By creating this record, supervisors support future disciplinary action that may be required. They are responsible for maintaining the documentation in a file and for forwarding the file to the appropriate supervisor upon the employee's transfer, promotion, etc.

Question 47

There are two phases of the disciplinary review process: an appeal to a Captain (Administrative Review) and disciplinary appeals board (occurs after discipline is imposed). True False

Answer 47

True GO 5.1.0 (4 K 1-2)

Question 48

If the terminated subject, or his or her representative, fails to personally appear for the scheduled meeting, any further proceedings will be rescheduled. True False

Answer 48

False GO 5.1.0 (4 B 8 d) If the subject, or his or her representative, fails to personally appear for the scheduled meeting, any further proceedings are deemed waived.

Question 49

Personnel that are served with a Notice of Intention to Discipline resulting in termination shall surrender their sworn agency identification, badge, firearms, Electronic Control Device (ECD), vehicle, and radio to supply. True False

Answer 49

False GO 5.1.0 (4 G 7) Personnel that are served with a Notice of Intention to Discipline resulting in termination shall surrender their sworn agency identification, badge, firearms, Electronic Control Device (ECD), vehicle, and radio to their immediate supervisor.

Question 50

The decision of the Administrative Review Captain and/or Undersheriff shall be sent to the disciplining supervisor, who shall prepare and serve the appropriate paperwork. True False

Answer 50

True GO 5.1.0 (4 K 1 l) The decision of the Administrative Review Captain and/or Undersheriff shall be sent to the disciplining supervisor, who shall prepare and serve the appropriate paperwork.

Question 51

Supervisors referring employees for remedial training shall schedule the training when it is convenient for all involved. True False

Answer 51

False GO 5.1.0 (4 C 2 b) Supervisors referring employees for remedial training shall schedule the training at the earliest possible date.

Question 52

The "Notice of Intention to Discipline" form includes spaces for requesting an appeal or for accepting the charges and discipline. If the agency member accepts the charges and discipline, he or she should mark and sign the form and then give it to the administrator who served it (or his or her designee) within 48 hours of service. True False

Answer 52

False GO 5.1.0 (4 G 5) The "Notice of Intention to Discipline" form includes spaces for requesting an appeal or for accepting the charges and discipline. If the agency member accepts the charges and discipline, he or she should mark and sign the form and then give it to the administrator who served it (or his or her designee) within twenty-four (24) hours of service. In that case, or if the agency member fails to take any action, all further administrative appeals are deemed waived. The appropriate administrator shall serve the employee with a "Notice of Disciplinary Action."

Question 53

The Sheriff determines who the Administrative Review Captain will be. True False

Answer 53

False GO 5.1.0 (4 K 1 a) Disciplinary Appeal Process 1. Administrative Review Captain (“ARC”) a. The disciplinary appeal process consists of two (2) phases. The first phase, an appeal to a Captain, occurs before discipline is imposed. The Captain performing this role is an "Administrative Review Captain," and he or she is selected by the Undersheriff or designee.

Question 54

The Administrative Review Captain shall render a decision in writing, or submit a request for deviation to the Undersheriff, within 5 business days of the hearing. True False

Answer 54

False GO 5.1.0 (4 K 1 k) The Administrative Review Captain shall render a decision in writing, or submit a request for deviation to the Undersheriff, within two (2) business days of the hearing.

Question 55

When must the effective date be after service of the “Notice of Intention to Discipline?” by the end of employees shift 12 hours 24 hours At the time notice is served

Answer 55

24 hours GO 5.1.0 (4 G)

Question 56

When a supervisor decides to impose discipline, he or she shall complete a memo email Notice of intention to Discipline Form

Answer 56

Notice of Intention to Discipline form GO 5.1.0 (4 G)

Question 57

Disciplinary Appeal Board hearings are not subject to “government in the sunshine” provisions. They are not open to the public. True False

Answer 57

False GO 5.1.0 (4 K 2 g) Disciplinary Appeal Board hearings are subject to “government in the sunshine” provisions. They are open to the public. A board member is prohibited from discussing a pending case with another member of his or her board before the hearing. Similarly, board members are prohibited from discussing a pending case with the appellant, or a representative of the appellant, before the hearing. Criminal penalties may apply to “government in the sunshine” violations.

Question 58

The disciplinary appeal process consists of two (2) phases. True False

Answer 58

True GO 5.1.0 (4 K 1 a) Disciplinary Appeal Process 1. Administrative Review Captain (“ARC”) a. The disciplinary appeal process consists of two (2) phases. The first phase, an appeal to a Captain, occurs before discipline is imposed. The Captain performing this role is an "Administrative Review Captain," and he or she is selected by the Undersheriff or designee.

Question 59

Depending on the length of the suspension without pay, the employee shall pay the entire premium for enrolled Beneflex options he or she chooses to continue while suspended. True False

Answer 59

True GO 5.1.0 (4 D 3 a 2)

Question 60

The disciplinary appeals board must be notified when an agency member who is the subject of an investigation or disciplinary appeal alleges that his or her actions resulted from a medical condition. True False

Answer 60

False GO 5.1.0 (4 L 3) The HR Director must be notified when an agency member who is the subject of an investigation or disciplinary appeal alleges that his or her actions resulted from a medical condition. The HR Director is responsible for addressing the issue. If such an allegation is raised during an ARC or DAB hearing, ARC or DAB members shall not consider it for purposes of deciding the appeal.

Question 61

Who is/are subject to at-will termination from employment with the agency? Newly hired probationary personnel Newly hired probationary personnel and career change personnel who have not yet completed their new employee probationary period None of the above career change personnel who have not yet completed their new employee probationary period

Answer 61

Newly hired probationary personnel and career change personnel who have not yet completed their new employee probationary period GO 5.1.0 (4 B 8 a)

Question 62

When awarding discipline, who is responsible for approving a deviation outside the class? Major Division Commander Director of Human Resources or designee Undersheriff

Answer 62

Undersheriff GO 5.1.0 (4 E 2)

Question 63

The Administrative Review Captain is prohibited from informally contacting the investigating and/or disciplining authority to review his or her reasons for the specified level of discipline. True False

Answer 63

False GO 5.1.0 (4 K 1 p) Nothing herein shall be construed as prohibiting the Administrative Review Captain from informally contacting the investigating and/or disciplining authority to review his or her reasons for the specified level of discipline.

Question 64

The supervisor who serves the at-will person with termination shall inform him or her of the opportunity for a name-clearing meeting. True False

Answer 64

True GO 5.1.0 (4 B 8 c)

Question 65

In order for a verbal reprimand to be removed from a personnel file, who must the request be sent to? Immediate Supervisor Director of Human Resources Personnel Management Manager Records

Answer 65

Director of Human Resources GO 5.1.0 (4 D 1 a)

Question 66

After a verbal reprimand, how long does an employee have to wait before they can request that it be removed from his/her file? 6 months 2 years 1 year 3 months

Answer 66

1 year GO 5.1.0 (4 D 1 a)

Question 67

In all cases that result in demotion or termination, except at-wills, a complete copy of the case report shall be sent to _____ prior to serving a “Notice of Intention to Discipline.” HRD Personnel Management Manager PSD Legal

Answer 67

Legal GO 5.1.0 (4 D 6

Question 68

The disciplinary appeals board Lieutenant/Commander shall be selected from a list of nine (9) individuals designated by the Sheriff, three (3) will be assigned to each board, one (1) as primary and the other two (2) as alternates for each board. True False

Answer 68

True GO 5.1.0 (4 K 2 b 2)

Question 69

In determining an appropriate discipline, supervisors shall consider the severity of the offense, whether the action was malicious, the applicable category and class, the employee’s disciplinary history, the employee’s position within the agency (e.g., supervisor), pertinent counseling and/or training received by the employee, extenuating circumstances directly related to the violation, and the best interests of the agency. True False

Answer 69

True GO 5.1.0 (4 E 4)

Question 70

After an employee has received a written reprimand, how long must they wait before a request can be made to remove it from their personnel file? 18 months 6 months 1 year 2 years

Answer 70

1 year GO 5.1.0 (4 D 2 a)

Question 71

Exempt personnel are eligible to serve suspensions without pay. True False

Answer 71

False GO 5.1.0 (4 D 3) Consistent with federal law, exempt personnel shall not serve actual suspensions without pay, but their vacation accruals may be docked and their assignments may be changed as described in Section 4(D)(3)(b).

Question 72

When an employee initiates the DDRP by submitting the Request to Initiate the Discipline Dispute Resolution Process Form, the employee does not give up any rights in the Law Enforcement Officers Bill of Rights for the applicable case during negotiations. True False

Answer 72

False GO 5.1.0 (4 H 4) When an employee initiates the DDRP by submitting the Request to Initiate the Discipline Dispute Resolution Process Form, the employee agrees to toll the limitations period specified in the Law Enforcement Officers Bill of Rights for the applicable case during negotiations.

Question 73

The Sheriff shall select nine (9) Deputy Sheriff’s with five (5) or more years of experience. Three (3) of these deputies will be assigned to each board, one (1) as primary and the other two (2) as alternates for each disciplinary appeals board. True False

Answer 73

False GO 5.1.0 (4 K 2 b 3) The Sheriff and FOP shall jointly select nine (9) Deputy Sheriff’s with five (5) or more years of experience. Three (3) of these deputies will be assigned to each board, one (1) as primary and the other two (2) as alternates for each board.

Question 74

a verbal admonition by which a supervisor orders inappropriate behavior corrected suspension Without Pay demotion Termination Written Reprimand Verbal Reprimand Disciplinary Probation

Answer 74

Verbal Reprimand

Question 75

suspending a person's employment status so he or she does not report to work for the specified time and does not receive compensation for those hours suspension Without Pay demotion Termination Written Reprimand Verbal Reprimand Disciplinary Probation

Answer 75

Suspension Without Pay

Question 76

a period of close supervision, critical examination, and evaluation which may be imposed for a specified period of time, not to exceed one year. suspension Without Pay demotion Termination Written Reprimand Verbal Reprimand Disciplinary Probation

Answer 76

Disciplinary Probation

Question 77

a written admonition by which a supervisor orders inappropriate behavior corrected suspension Without Pay demotion Termination Written Reprimand Verbal Reprimand Disciplinary Probation

Answer 77

Written Reprimand

Question 78

a reduction in rank, job classification, or pay grade and/or step suspension Without Pay demotion Termination Written Reprimand Verbal Reprimand Disciplinary Probation

Answer 78

Demotion

Question 79

dismissal or revocation of appointment or employment suspension Without Pay demotion Termination Written Reprimand Verbal Reprimand Disciplinary Probation

Answer 79

Termination

Question 80

The LRM or designee shall consult with the investigating authority and review past violations and discipline awarded for similar facts and circumstances prior to the meeting with the employee. The employee’s performance history and previous discipline with the agency can't be considered. True False

Answer 80

False GO 5.1.0 (4 H 10) The LRM or designee shall consult with the investigating authority and review past violations and discipline awarded for similar facts and circumstances prior to the meeting with the employee. The employee’s performance history and previous discipline with the agency shall be considered.

Question 81

Remedial training may be provided only at the request of the supervisor. True False

Answer 81

False GO 5.1.0 (4 C 2 a) Remedial training may be provided at the request of the supervisor or employee.

Question 82

After the result of an ARC proceeding, an employee can appeal to a disciplinary appeals board for verbal and/or written reprimands as long as the Administrative Review Captain does not increase the discipline to suspension, demotion, or termination. True False

Answer 82

False GO 5.1.0 (4 J 1) The result of the ARC proceeding is final. There is no appeal to a disciplinary appeals board for verbal and/or written reprimands unless the Administrative Review Captain increases the discipline to suspension, demotion, or termination.

Question 83

The employee is not required to be at the DDRP. True False

Answer 83

False GO 5.1.0 (4 H 11) The employee must attend the meeting. The employee’s representative and counsel may also attend at the employee’s request. If requested, the employee’s supervisor, the investigating authority, and any other agency employee deemed necessary by the LRM or designee may be consulted at any time during the DDRP.

Question 84

Employees on disciplinary probation are permitted to continue enforcement related off-duty employment, participation in promotional testing process, promotion, participation in the individually assigned vehicle program, voluntary transfer from their current positions, and participation in specialized functions (including but not limited to SWAT and ERT). True False

Answer 84

False GO 5.1.0 (4 D 4 a) Persons on disciplinary probation are prohibited from the following: enforcement related off-duty employment, participation in promotional testing process, promotion, participation in the individually assigned vehicle program, voluntary transfer from their current positions, and participation in specialized functions (including but not limited to SWAT and ERT).

Question 85

Supervisors may request remedial training for an employee who fails to successfully complete other remedial training, fails to achieve minimum standards in any training program, is identified by Staff Inspections or Training personnel as needing remedial training, is required to receive remedial training as the result of formal discipline, or as the supervisor otherwise deems appropriate. True False

Answer 85

True GO 5.1.0 (4 C 2 a)

Question 86

The purpose of the disciplinary appeals board is to: 1. Afford the appellant another opportunity to present his or her case. 2. Recommend to the Sheriff whether the charges are reasonable in light of the record in the case. 3. Recommend to the Sheriff whether the level of discipline is reasonable in light of the record in the case. True False

Answer 86

True GO 5.1.0 (4 K 2 a)

Question 87

``` They may impose discipline of any severity, up to and including termination Level 2 Level 1 Level 4 Level 3 ```

Answer 87

Level 1 GO 5.1.0 (4 F 2)

Question 88

``` They may impose discipline up to and including one-hundred twenty (120) hours suspension. Level 2 Level 1 Level 4 Level 3 ```

Answer 88

Level 2 GO 5.1.0 (4 F 2)

Question 89

``` They may impose discipline up to and including forty (40) hours suspension. Level 2 Level 1 Level 4 Level 3 ```

Answer 89

Level 3 GO 5.1.0 (4 F 2)

Question 90

``` They may impose discipline by verbal and written reprimands Level 2 Level 1 Level 4 Level 3 ```

Answer 90

Level 4 GO 5.1.0 (4 F 2)

Question 91

At-will personnel who have been terminated may request _____________ an investigation an appeal none of the above a name clearing meeting

Answer 91

a name clearing meeting GO 5.1.0 (4 B 8 c)

Question 92

If an employee is suspended without pay, they have the following options (select all that apply): Report to work as usual and surrender accrued vacation time to satisfy the suspension Report to work as usual and surrender accrued compensatory time to satisfy the suspension Do not report to work for the specified time and do not receive compensation for those hours Report to work as usual and surrender accrued sick time to satisfy the suspension

Answer 92

Do not report to work for the specified time and do not receive compensation for those hours, Report to work as usual and surrender accrued vacation time to satisfy the suspension GO 5.1.0 (4 D 3 a/b)

Question 93

The only purpose of the administrative review is to review whether the charges are reasonable in light of the record in the case. True False

Answer 93

False GO 5.1.0 (4 K 1 b) The purpose of this proceeding is to: 1. Afford the appellant an opportunity to present his or her case. 2. Review whether the charges are reasonable in light of the record in the case. 3. Review whether the intended discipline is reasonable in light of the record in the case.

Question 94

The LRM or designee may postpone any meeting in writing pursuant to the provisions of this policy if, due to the seriousness or nature of the allegations, interviews of witnesses or accused employees should occur first. True False

Answer 94

True GO 5.1.0 (4 H 8) The LRM or designee may postpone any meeting in writing pursuant to the provisions of this policy if, due to the seriousness or nature of the allegations, interviews of witnesses or accused employees should occur first.

Question 95

The LRM or designee will review the case to determine if it is appropriate for DDRP and reserves the right to deny an employee’s request to meet and resolve the allegations pursuant to this process. True False

Answer 95

True GO 5.1.0 (4 H 5)

Question 96

Supervisors are required to initiate formal discipline for every policy violation True False

Answer 96

False GO 5.1.0 (4 C 1 a) Supervisors are not required to initiate formal discipline for every policy violation

Question 97

General Provisions for Discipline Dispute Resolution Cases Any employee who signs an agreement pursuant to this policy is not required to participate in a witness interview concerning the same investigation involving another employee. True False

Answer 97

False GO 5.1.0 (4 H 14 2) General Provisions for Discipline Dispute Resolution Cases 2. Any employee who signs an agreement pursuant to this policy must still participate in a witness interview concerning the same investigation involving another employee.

Question 98

When an employee is on disciplinary probation, when shall the supervisor complete special performance evaluations? at the beginning of the probationary period No evaluation is needed at the mid-point and conclusion of the probationary period at the end of the probationary period

Answer 98

at the mid-point and conclusion of the probationary period GO 5.1.0 (4 D 4)

Question 99

Who serves the discipline to an employee? PSD Director of Human Resources or designee Personnel management manager appropriate administrator from an employee’s chain of command

Answer 99

appropriate administrator from an employee’s chain of command GO 5.1.0 (4 F 1)

Question 100

Before termination of at-will personnel is imposed, who shall review the proposed actions for administrative and legal sufficiency? Personnel Management Manager Risk Management Director of Human Resources or designee Legal

Answer 100

Director of Human Resources or designee GO 5.1.0 (4 B 8 b) Before termination of at-will personnel is imposed, the Director of Human Resources or designee shall review the proposed actions for administrative and legal sufficiency.

Question 101

A supervisor may perceive that an employee is experiencing stress, emotional difficulties, etc., that are negatively affecting the employee's work performance. The supervisor may refer the employee to a contract psychologist or Employee Assistance Program (EAP) for professional counseling. True False

Answer 101

True GO 5.1.0 (4 C 3 a)

Question 102

The disciplinary appeals board Captain shall be selected by the Sheriff every two (2) years. Up to three (3) Captains may be designated to serve as a Chairperson and as a participant for purposes of establishing up to three (3) boards. True False

Answer 102

True GO 5.1.0 (4 K 2 b 1)

Question 103

Only the terminated individual is permitted to attend the name-clearing meeting. True False

Answer 103

False GO 5.1.0 (4 B 8 f) The subject may be accompanied by an attorney or other representative, who may consult with and speak for him or her during the proceedings. Alternatively, the person’s representative may appear in his or her place. The subject, or his or her representative, may present a written statement detailing relevant information and the subject’s position. He or she may also present written materials that support assertions in that statement.

Question 104

Supervisors are encouraged to appropriately document all verbal counseling that is significant or repeated. True False

Answer 104

True GO 5.1.0 (4 C 1 b)

Question 105

If the employee does not adhere to agency policy or meet the specified performance standards, he or she may be subject to additional adverse personnel actions, progressive discipline which may result in deviation outside the normal parameters of discipline, up to and including termination. True False

Answer 105

True GO 5.1.0 (4 D 4)

Question 106

The Request to Initiate the Discipline Dispute Resolution Process Form must be delivered directly to the LRM or designee, with a copy delivered to the investigating authority at the time the employee informs the investigating authority of their intent to initiate DDRP. The supervisor is responsible for confirming delivery to and receipt by the investigating authority and the LRM or designee. True False

Answer 106

False GO 5.1.0 (4 H 3) The Request to Initiate the Discipline Dispute Resolution Process Form must be delivered directly to the LRM or designee, with a copy delivered to the investigating authority at the time the employee informs the investigating authority of their intent to initiate DDRP. The employee is responsible for confirming delivery to and receipt by the investigating authority and the LRM or designee.

Question 107

If the LRM or designee decides the case is appropriate for DDRP, he or she may contact the employee or the employee’s representative in writing to set up a meeting no later than 7 business days (Monday thru Friday) following receipt of the employee’s request to initiate the DDRP. True False

Answer 107

False GO 5.1.0 (4 H 7) If the LRM or designee decides the case is appropriate for DDRP, he or she may contact the employee or the employee’s representative in writing to set up a meeting no later than five business days (Monday thru Friday) following receipt of the employee’s request to initiate the DDRP.

Question 108

In the event of an investigation involving more than one employee, the investigation and interviews will continue even if all employees sign a waiver tolling the limitations period in the Law Enforcement Officers Bill of Rights. True False

Answer 108

False GO 5.1.0 (4 H 6) In the event of an investigation involving more than one employee, the investigation and interviews will continue unless all accused employees sign a waiver tolling the limitations period referenced above.

Question 109

The board chairperson, for a disciplinary appeal board proceeding, shall ensure all appropriate public notices are made. True A False

Answer 109

False GO 5.1.0 (4 K 2 f) The board chairperson shall notify the Director of Human Resources about the scheduled hearing. The Director of Human Resources shall ensure all appropriate public notices are made.

Question 110

a decision in favor of an employee’s appeal Appeal With Merit At-Will Personnel At- will Appeal Without Merit

Answer 110

Appeal With Merit GO 5.1.0 (3)

Question 111

a decision against an employee’s appeal Appeal With Merit At-Will Personnel At- will Appeal Without Merit

Answer 111

Appeal Without Merit GO 5.1.0 (3)

Question 112

dismissal of a probationary employee with or without stated cause Appeal With Merit At-Will Personnel At- will Appeal Without Merit

Answer 112

At-Will GO 5.1.0 (3)

Question 113

persons who may be summarily disciplined or terminated without cause and without appeal, including but not limited to recruits, part-time agency members, career change personnel, volunteers, and newly hired probationary personnel Appeal With Merit At-Will Personnel At- will Appeal Without Merit

Answer 113

At-Will Personnel GO 5.1.0 (3)

Question 114

Supervisors are required to follow the categories when specifying the level of discipline. True False

Answer 114

False GO 5.1.0 (4 E 1) Supervisors are encouraged to follow the categories when specifying the level of discipline. However, if they justify their reasons in writing, supervisors may choose discipline from within a class.

Question 115

General Provisions for Discipline Dispute Resolution Cases If an agreement is reached, the investigating authority shall complete the Investigative Report and forward it to Professional Standards to close out the tracking number. All original DDRP documents will be included in the investigative file and forwarded to Professional Standards for records retention purposes. True False

Answer 115

True GO 5.1.0 (4 H 14 4) General Provisions for Discipline Dispute Resolution Cases 4. If an agreement is reached, the investigating authority shall complete the Investigative Report and forward it to Professional Standards to close out the tracking number. All original DDRP documents will be included in the investigative file and forwarded to Professional Standards for records retention purposes.

Question 116

Who will continue to maintain a verbal/written reprimand even if it removed from their personnel file? Personnel Management Manager PSD HRD Records

Answer 116

PSD GO 5.1.0 (4 D 2 a)

Question 117

Garrity use immunity applies to name clearing proceedings. True False

Answer 117

False GO 5.1.0 (4 B 8 h) Garrity use immunity does not apply to name clearing proceedings.