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2013 Sgt. Assessment > Personnel Manual > Flashcards

Personnel Manual Flashcards

1
Q

Calling in Sick

A

Prior to start of shift but no later than 1 hour after shift begins.

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2
Q

Consequences of Alcohol Use

A

Disciplinary Action, Including Termination

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3
Q

Harassment: If disputed, what determines a violation of policy?

A

If someone complains.

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4
Q

How much unused personal leave may be paid upon termination?

A

Holiday: 100 hours

Annual: 135 hours

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5
Q

Probationary Employee: Personal Leave Accrual/Usage.

A
  • Accrue while on probation
  • Use after probation complete
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6
Q

List Town Holidays

A
  1. New Years
  2. Good Friday
  3. Memorial Day
  4. Independence Day
  5. Labor Day
  6. Thanksgiving
  7. Day after Thanksgiving
  8. Christmas Eve
  9. Christmas
  10. MLK
  11. Personal
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7
Q

Harassment can be reported to:

A
  1. Supervisor
  2. Manager
  3. Department Head
  4. Human Resources
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8
Q

Physical Disability & Personal Leave

A
  • Up to 6 months may be grandted by Town Administrator at the reccomendation of Dept. Head for non-probationary employees.
  • Probationary Employees absent for more than 7 days for a physical disability are terminated, but eligible for re-hire.
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9
Q

Worker’s Compensation

A
  • Injury must be immediately reported to supervisor
  • Injury must be reported to HR within 5 days
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10
Q

Funeral Leave

A
  • Husband, Wife, Child: 5 days
  • Mother, Father, Brother, Sister, Mother/ Father-in-Law, Stepchild: 3 days
  • Grandparent, Brother/Sister-in-law: 1 day
  • Coworker or immediate family of coworker: approved by Dept. Head and Town Administrator
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11
Q

Sick Leave: Accrual Rates/Max Accrual

A
  • Accrues on hire, not available for use until 4 months
  • 3.7 hours per pay period
  • Max: 450 hours
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12
Q

Annual Leave: Accrual Rates

A
  • <1 year: 1.9/pp
  • 1-5 years: 3.7/pp
  • 6-8 years: 4.6/pp
  • 9-15 years: 5.6/pp
  • 16+ years: 6.5/pp
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13
Q

Minimum requirements to be eligible for vacation pay.

A

Non-probationary.

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14
Q

Advance Notice for FMLA:

A
  • Normally 30 days
  • As much as possible in particular circumstances
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15
Q

FMLA: Payment of Leave/Benefits

A
  1. Sick
  2. Annual/Other
  3. Unpaid

*Unpaid Leave: Employee must continue to pay health plan premiums if coverage is to be maintained.

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16
Q

FMLA: Length of Leave

A
  • Total of 12 work-weeks during any 12 consecutive months
  • Must be consecutive for a new child
  • Serious Health Condition may be modified or intermittent when needed.
17
Q

Who is eligible for FMLA?

A
  • Minimum 12 months service
  • 1250 hours worked in the preceding 12 months
18
Q

Civil Leave

A
  • Jury Duty: Civil Leave with pay, also entitled to proceeds paid by the court.
  • Subpoena: admin leave with pay.
19
Q

Reasons for FMLA

A
  1. Serious Health Condition prevents job performance
  2. Spouse, child, or parent has serious health condition & employee must care for them
  3. Birth of a child
  4. Placement of adopted/foster child

*Child-related FMLA must end 12 months after the date of birth or placement.

20
Q

Who can approve Admin Leave and how much?

A
  • Dept Head: 1 day
  • Dept Head with Town Administrator’s Approval: periods of 7 (no leave exists); up to 2 such periods (w/o pay)
  • Town Administrator: up to 12 weeks, with or without pay
  • Town Administrator (notify Council): 12 additional weeks without pay/benefits

*Desiring to return: 5 days advance notice to Dept. Head in writing.

21
Q

Who can be paid for unused vacation & at what rate?

A
  • 16+ years of service
  • 60 hours

*When budget permits.

22
Q

Forbidden Internet/Email Uses.

A
  • Anything under Harrassement Policy
  • Anything that might negatively reflect on TOMP
  • Illegal Acts
  • Copyright Infringement
23
Q

Define Sexual Harassment

A

Unwanted sexual advances, requests for sexual favors, or visual, verbal, or physical conduct of a sexual nature when:

  • Submission is made a term/condition of employment
  • Submission/rejection used as a basis for employment decisions
  • Has the purpose/effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive work environment
24
Q

Sexual Harassment:

4 examples of prohibited acts.

A
  • Written
  • Verbal
  • Physical
  • Visual
25
Q

Substance Abuse: Define “Under the Influence”

A

Having any detectable amount of any such substance (drugs/alcohol) in their systems.

26
Q

Substance Abuse: Acts Prohibited

A
  • Possessing, ingesting, inhaling, injecting, selling, distributing, or using any illegal or prescription drugs not specifically prescribed for them on or off the job.
  • Possessing, consuming, distributing, or manufacturing alcohol on Town property while performing duties.
27
Q

“Accident” for purposes of drug/alcohol testing.

A
  • Material damage to any property
  • Personal injury needing more than 1st aid by existing staff
  • Any accident involving a fatality
28
Q

Substance Abuse: Police-specific.

A
  • May not illegally possess controlled substance
  • Not ingest controlled/dangerous substance unless prescribed by physician who has knowledge of employee’s safety-sensitive duties
  • Not ingest meds beyond recommended dose
  • Report suspicions of others’ abuse
  • No alcohol on duty (except Chief-approved U.C.)
  • Not intoxicated in uniform or any part of uniform
  • Not intoxicated while carrying a firearm
29
Q

Substance Abuse: Examples supporting reasonable suspicion.

A
  • Attendance problems
  • Performance deteriorations
  • Personality change
  • Reliable reports
  • Unexplained absence
  • Unusual/unexplained behavior
  • Poor motor coordination
  • Physical evidence (odor, paraphernalia)
  • Repeated job errors
  • Regulatory/rule violations
  • Dilated eyes
  • Slurred speech
  • Mood swings
  • Clumsiness
  • Staggering
  • Excessive sweating
  • Sleeping on the job
  • Other abnormal behavior
  • Arrest/conviction for alcohol/drugs
  • Info from reliable informant

2013 Sgt. Assessment (6 decks)

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