HPM 9.1

Question 1

Questions from the management team regarding the correct management interpretations of a contract provision may be directed to ________________________.

Answer 1

Office of Employee Relations (OER)

HPM 9.1, Employee Relations Manual

Question 2

The _____________ is a series of Government Code Sections which govern collective bargaining for represented employees of the state of California.

Answer 2

The Dills Act

HPM 9.1, Employee Relations Manual

Question 3

Under the Dills Act, represented employees have the right to be represented by their exclusive representative regarding ________________________.

Answer 3

wages, hours, and other terms and conditions of employment.

HPM 9.1, Employee Relations Manual

Question 4

If there is a conflict between Departmental policy and the provisions of a negotiated contract, _____________________________.

Answer 4

The contract shall be controlling.

HPM 9.1, Employee Relations Manual

Question 5

By law, employee organization representatives have the right to vigorously act to represent their employees. When an employee representative is acting in that capacity, they ______________________.

Answer 5

are on equal ground with management.

HPM 9.1, Employee Relations Manual

Question 6

An employee representing them self in a grievance or complaint does not have the right to ________________.

Answer 6

state release time for preparation.

HPM 9.1, Employee Relations Manual

Question 7

The complaint procedure for represented employees settles disputes over ______________________.

Answer 7

policies or procedures.

HPM 9.1, Employee Relations Manual

Question 8

When an employee believes a contract provision or Departmental policy has been misapplied or misinterpreted, they may begin pursuing a grievance/complaint. Normally, a grievance/complaint progresses through the following levels:

Answer 8

• Informal Level (discussion with supervisor)
• Level 1 (Area Commander)
• Level 2 (Division Commander)
• Level 3 (Office of the Commissioner)
• Level 4 (Director, Calif. Dept. of Human Resources)

HPM 9.1, Employee Relations Manual

Question 9

The following information must be included on a formal grievance/complaint:

Answer 9

1. Alleged violation (specific policy violated)
2. Statement of the problem
3. Proposed remedy

HPM 9.1, Employee Relations Manual

Question 10

Grievance records shall be retained at the affected command for a period of ____________ and complaint records shall be retained at the affected command for a period of ______________.

Answer 10

Grievance = 3 years
Complaint = 1 year

(Retained at Headquarters for 5/3 years)

HPM 9.1, Employee Relations Manual

Question 11

The __________ establishes the mutual duty of the Governor, or appointed representative, and exclusive representatives to negotiate in ______________ on management actions affecting wages, hours, and other conditions of employment.

Answer 11

Dills Act / Good Faith

HPM 9.1, Employee Relations Manual

Question 12

Changes due to the method of scheduling shifts and days off, amendments to SOP, overtime signup revisions, logistical changes, or modifications to administrative processes that involve represented employees are all examples of when a commander should _______________________.

Answer 12

Meet-And-Confer with the Area representative.

HPM 9.1, Employee Relations Manual

Question 13

_________________________ is the state agency responsible for enforcing the collective bargaining law covering employees in state civil service.

Answer 13

Public Employment Relations Board (PERB)

HPM 9.1, Employee Relations Manual

Question 14

Under ______________, an employee may be assisted by a union representative at an investigatory interview, when the employee reasonably believes disciplinary action may result from the interview.

Answer 14

Weingarten

HPM 9.1, Employee Relations Manual

Question 15

National Labor Relations Board V. Weingarten, Inc. established the right of a bargaining unit employee to be assisted by a union representative at an investigatory interview, when the employee __________________________.

Answer 15

reasonably believes disciplinary action may result from the interview.

HPM 9.1, Employee Relations Manual

Question 16

What are the four things which can be posted on a union bulletin board?

1.
2.
3.
4.

Answer 16

1. Notice of Elections and Results
2. Notice of Social Events
3. Notice of Official Committee or Meeting
4. Other official union business

Question 17

During arbitration, who serves as the states spokesperson?

Answer 17

Cal-HR’s legal staff

HPM 9.1, Employee Relations Manual

Question 18

___________________________ is ultimately responsible for administering the compensation, benefits, and terms and conditions of employment governing employee relations for the three categories of employees who are excluded from collective bargaining.

Answer 18

California Department of Human Resources (Cal-HR)

HPM 9.1, Employee Relations Manual

Question 19

The states ____________________ encompasses three separate groups of employees - managers, supervisors, and confidential employees - who comprise the Departments management team.

Answer 19

Management Relations Program

HPM 9.1, Employee Relations Manual

Question 20

The ______________________, under the direction of the Commissioner, is designated as the departmental authority for the administration of the Management Relations Program of the California Highway Patrol (CHP).

Answer 20

Office of Employee Relations (OER)

HPM 9.1, Employee Relations Manual