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Lieutenant Study Cards 2020 > HPM 10.3, Personnel Transactions Manual > Flashcards

HPM 10.3, Personnel Transactions Manual Flashcards

1
Q

Any person having probationary or permanent status has the privilege (not the right) of requesting reinstatement if the individual was separated from a position with the Department:

A
  1. By resignation
  2. By service retirement
  3. By termination from limited term, temporary, career executive assignment, or exempt appointment
  4. Absence without leave, whether voluntary or involuntary
  5. Without a break in continuity of state service to accept civil service or exempt appointment

HPM 10.3 p. 3-3

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2
Q

Within how many years must a former uniformed employee apply for reinstatement to a uniformed position?

A

3

HPM 10.3 p. 3-3

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3
Q

It is the Department’s policy that permissive reinstatement will normally be restricted to those uniformed employees who…?

A

have successfully completed field probation.

HPM 10.3 p. 3-4

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4
Q

Permissive reinstatement of a uniformed employee shall be approved at the rank of________ regardless of the rank from which the employee resigned or retired.

A

officer

HPM 10.3 p. 3-4

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5
Q

For uniformed and nonuniformed employees, under what circumstances is the advanced 60-day written notice of transfer not applicable?

A
  1. Mandatory transfer that does not reasonably require the employee to change place of residence
  2. Voluntary transfers
  3. Mutually agreed admin transfers
  4. Mandatory transfers ans a result of layoff situations

HPM 10.3 p. 4-4

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6
Q

The maximum travel distance from residence to work location for commanders using state vehicles shall not exceed…?

A

70 miles

HPM 10.3 p. 4-5

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7
Q

The maximum travel distance from residence to work location for noncommand employees using a state vehicle shall not exceed…?

A

50 miles

HPM 10.3 p. 4-5

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8
Q

When shall a commander advise employees assigned to positions that include state vehicles of the mileage restrictions?

A

prior to their assignment. (how can you advise someone assigned prior to their assignment?)

HPM 10.3 p. 4-5

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9
Q

All uniformed personnel at the rank of ________ or above, and _____ _____ ______ __ ___ ______ ___________ are authorized to administer the Oath of Allegiance or Declaration of Permission to Work.

A

sergeant
nonuniformed commanders and their designated alternates

HPM 10.3 p. 5-3

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10
Q

How many hours must an employee who is on a 6 month probation work?

A

840 hours

HPM 10.3 p. 7-3

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11
Q

How many hours must an employee on a 12-month probation work?

A

1680 hours

HPM 10.3 p. 7-3

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12
Q

Name the four (4) discretionary leave types:

A
  1. Regular Leave of Absence
  2. Adoption Leave
  3. Temporary Leave of Absence
  4. Informal Leave

HPM 10.3 p. 8-5

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13
Q

Name the seven (7) nondiscretionary leave types:

A
  1. Pregnancy/Parental Leave
  2. Veteran’s Education Leave
  3. Military Leave
  4. Spousal Military Leave
  5. FMLA Leave
  6. Nonindustrial Disability Insurance (NDI) Leave
  7. State Disability Insurance (SDI) Leave

HPM 10.3 p. 8-6

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14
Q

Uniformed employees who are on approved leave of absence for less than one (1) year shall be retrained at recertified where?

A

At their assigned command.

HPM 10.3 p. 8-7

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15
Q

Uniformed employees who are on approved leave of absence for 12 months to two (2) years are required to …?

A

Complete refresher training at the Academy.

HPM 10.3 p. 8-7

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16
Q

Uniformed employees who are on an approved leave of absence for over 2 years are required to…?

A

complete Reinstatement Training at the Academy.

HPM 10.3 p. 8-7

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17
Q

Commanders may grant a temporary leave without pay to any employee for a period not to exceed __ ________ ____.

A

30 calendar days.

HPM 10.3 p. 8-10

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18
Q

How are absences for temporary leave processed and reported?

A

As dock.

HPM 10.3 p. 8-11

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19
Q

How does an employee appeal a disapproved request for pregnancy leave?

A

The employee has the right to appeal the decision through the grievance or complaint procedure appropriate to the employee’s BU agreement. Additionally, it is the commander’s responsibility to advise the employee of that right.

HPM 10.3 p. 8-12

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20
Q

What is the length of Short Term Military Leave?

A

Six (6)-months or less.

HPM 10.3 p. 8-14

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21
Q

Who is entitled to a short-term military leave of absence for ordered active military duty for 6 months (180 calendar days) or less, in the armed forces, National Guard, or Naval Militia?

A

Permanent, probationary, limited-term, or temporary
employees.

HPM 10.3 p. 8-14

22
Q

what, if any pay type is inactive duty, such as scheduled weekly or monthly reserve drill periods, qualified for?

A

Such inactive duty qualifies for an unpaid short-term military leave. Such absences may be charged to leave credits, or dock, with the exception of sick leave.

HPM 10.3 p. 8-14

23
Q

When must an employee return to state service after long-term military leave?

A

Within six (6) months.

HPM 10.3 p. 8-17

24
Q

There are different time frames for returning to state service for permanent or probationary employees and limited-term or temporary employees, what are they?

A
  • -Permanent or probationary employees have 14 calendar days after the end of military leave
  • -Limited-term or temporary employees have 10 calendar days after the end of military leave

HPM 10.3 p. 8-18

25
Q

For what period will an employee, ordered to active duty by presidential determination, be afforded the difference between their salary and the amount of military pay by the state?

A

180 calendar days (this is in addition to the 30 calendar days of state pay)

HPM 10.3 p. 8-19

26
Q

For what period will an employee, ordered to active duty for the war on terror, be afforded the difference between their salary and the amount of military pay by the state?

A

730 calendar days (this is in addition to the 30 calendar days of state pay)

HPM 10.3 p. 8-19

27
Q

When determining “disability” due to pregnancy, the type of health care providers who can determine
what is “medically advisable” are:

A
  1. Marriage and family therapist
  2. Acupuncturist
  3. Midwife
  4. Chiropractor
  5. Clinical Social Worker

HPM 10.3 p. 8-30 – 8-31

28
Q

What is the waiting period before Non-Industrial Disability Insurance payments will commence?

A

Seven (7)-calendar-day waiting period.

HPM 10.3 p. 8-32

29
Q

Is an STD. 634 submitted for an employee on Nonindustrial Disability Insurance?

A

Shall continue (yes).

HPM 10.3 p. 8-33

30
Q

What type of separation (temporary or permanent) is termination for medical reasons?

A

Temporary separation.

HPM 10.3 p. 9-3

31
Q

How many and what type of consecutive “days” must an employee be absent before they are considered absent without leave (AWOL)?

A

Five (5) consecutive working days.

HPM 10.3 p. 9-6

32
Q

After how many hours into a scheduled shift should the commander attempt to contact an employee for an unauthorized absence?

A

At the end of the first four (4).

HPM 10.3 p. 9-6

33
Q

How many waivers is a permanent intermittent employee who is “on call” entitled to before being considered AWOL?

A

Three (3).

HPM 10.3 p. 9-6

34
Q

Where should an AWOL Notice be sent and what should it contain?

A

Employee’s last known address

Should (yes it is a should) contain:

  1. The dates of AWOL
  2. The date the AWOL statute will be invoked
  3. The effective date of the automatic resignation
  4. The right to request an informal Coleman hearing
  5. The time frames for requesting the Coleman hearing
  6. The right to request reinstatement from CalHR

HPM 10.3 p. 9-8

35
Q

If an employee resigns from state service and a recommendation against rehire or adverse comment is contained in the exit interview, what must the employee do?

A

Read and sign the memorandum.

The separating employee has 30 days within which to file a response to any adverse comment.

HPM 10.3 p. 9-16

36
Q

(Regarding a uniformed employee who resigns) In addition to a memorandum containing information obtained as a result of the exit interview, the commander shall complete a _____ for the purpose of evaluating the employee’s work performance for consideration for future reinstatement.

A

CHP 449, Employment Summary - Separated Employee

HPM 10.3 p. 9-17

37
Q

If a resigning employee has been in a command for less than ___ months, the commander is responsible for coordinating with the employee’s previous command to formulate a recommendation.

A

Six (6) months.

HPM 10.3 p. 9-17

38
Q

How many years worth of annual performance appraisals are to be attached to a CHP 449 for an employee who is resigning?

A

Past three (3) years.

HPM 10.3 p. 9-13

39
Q

In which situations is a notice of unemployment insurance benefits NOT required?

A
  1. Voluntary resignation.
  2. Promotion or demotion.
  3. Change in work assignment or work location.
  4. Cessation of work due to a job action (strike).

HPM 10.3 p. 9-19

40
Q

In the event of a separated employee, any Employment Development Department forms received in the office shall be forwarded to the Unemployment Insurance coordinator in Personnel and Training Division (when)?

A

The SAME day.

HPM 10.3 p. 9-19

41
Q

When commanders receive an announcement of a retirement party for a uniformed employee, who shall they contact?

A

One of the designated retired employees on the alert list provided to them by the California Association of Highway Patrolmen.

HPM 10.3 p. 10-8

42
Q

Is an employee on military leave required to complete a CHP 318 for secondary employment?

A

No.

HPM 10.3 p. 14-4

43
Q

How does an employee appeal a decision denying secondary employment?

A

Through the departmental grievance/complaint procedure.

HPM 10.3 p. 14-5

44
Q

Who is responsible for ensuring an employee engaging in secondary employment is:

(1) Aware of all approved secondary employment requests.
(2) Immediately informing the commander if the secondary employment has adversely affected the employee’s job performance.

A

Each immediate supervisor.

HPM 10.3 p. 14-6

45
Q

What is done with an employee’s CHP 318 for secondary employment that is approved for a duration of 30 calendar days or less?

A

One copy is given to the employee and the original shall be filed in the employees field folder.

HPM 10.3 p. 14-6

46
Q

What is done with an employee’s CHP 318 for secondary employment that is approved for a duration in excess of 30 calendar days?

A

The commander shall deliver one copy to the employee, file one copy in the employee’s field folder, and forward the original to the next level of review.

HPM 10.3 p. 14-6

47
Q

If the next level of review concurs with a commander’s approval for secondary employment, what is done with the original CHP 318?

A

It is returned to the command and filed in the employee’s filed folder, the copy that was placed in the field folder may be destroyed.

HPM 10.3 p. 14-7

48
Q

If the next level of review concurs with a commander’s disapproval for secondary employment, what is done with the original CHP 318?

A

The original CHP 318 shall be so marked and returned to the commander for filing in the employee’s field folder. The copy previously filed may be destroyed.

HPM 10.3 p. 14-7

49
Q

If the next level of review countermands a commander’s previous approval for secondary employment, what is done with the original CHP 318?

A

The commander shall ensure the employee terminates the secondary employment activity, and file the original CHP 318 in the employee’s field folder. The copy previously filed may be destroyed.

HPM 10.3 p. 14-7

50
Q

If the next level of review countermands a commander’s previous disapproval for secondary employment, what is done with the original CHP 318?

A

The commander shall be notified to provide a photocopy of the approved request to the employee, and file the original CHP 318 in the employee’s field folder. The copy previously filed may be destroyed.

HPM 10.3 p. 14-7

Lieutenant Study Cards 2020 (49 decks)

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