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Police Lieutenant > Police Lieutenant > Flashcards

Police Lieutenant Flashcards

1
Q

What are some unwelcome use of familiarities or diminutives?

A

Honey, Sweetheart, Darling, Dear or Baby

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2
Q

What are some types of unwelcome physical contact?

A

Hugging, Kissing, Patting, Pinching, Touching, Tugging at clothing

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3
Q

What is “De minimus” use by an employee?

A

Stops in a city vehicle during normal commute to and from work and/or to an assigned job site

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4
Q

The performance evaluation system is designed to do what?

A

Provide
Identify
Improve
Encourage

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5
Q

What types of grievances are allowed?

A

Informal and Formal

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6
Q

Informal procedures must be commenced within how many days of the incident giving rise to the grievance?

A

5 calendar days

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7
Q

How many levels of review are allowed in the Formal Grievance Procedures?

A

First and Second level

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8
Q

At the first level review, the grievance shall be presented to whom within how long?

A

Human Resources Director within 10 calendar days after its occurence

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9
Q

How long does the HR Director have to answer the grievance?

A

5 calendar days

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10
Q

If dissatisfied, the employee may appeal their grievance to whom?

A

City Manager

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11
Q

How long does the City Manager have to respond to an employee grievance?

A

10 calendar days

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12
Q

What is considered a grievance?

A

Any dispute regarding the meaning, interpretation or alleged violation of city personnel rules

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13
Q

What are the different levels of discipline?

A

Demotion, Dismissal,
Reprimand,
Suspension

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14
Q

How long can an employee be suspended without pay?

A

Not exceeding 30 calendar days in any 12 month period

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15
Q

How long can a single suspension be without pay?

A

No more than 15 calendar days

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16
Q

How long after does an employee have to file an appeal to their suspension, demotion or dismissal?

A

Within 10 calendar days

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17
Q

No demotion shall be made as a disciplinary action unless the employee to be demoted is eligible for what?

A

Employment in the lower class

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18
Q

Who is eligible to use the City’s appeal procedures for suspension, demotion and/or dismissal?

A

Employees who have completed their probationary period

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19
Q

What is the purpose of the pre-termination hearing?

A

Serves as a check against mistakes and decisions and to determine where there is a reasonable presumption that the charges are valid and support termination

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20
Q

What an employee is given if the supervisor/manager desires termination?

A

Notice of Intent to Impose Discipline

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21
Q

Who presides over pre-termination hearings?

A

Department Head or their designated representative

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22
Q

Following the pre-termination hearing, when will the Department Director will issue a written decision?

A

Within 3 working days

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23
Q

A suspension cannot be appealed unless…

A

It is in excess of 24 paid hours

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24
Q

How many steps are in the appeal process?

A

3 steps

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25
Q

What is Step 1 of the appeal process?

A

Appeal to Department Director

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26
Q

What is Step 2 of the appeal process?

A

Appeal to City Manager or designee

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27
Q

What is Step 3 of the appeal process?

A

Appeal to Arbitration

28
Q

In step 1 of the appeal process, an informal hearing shall be held when?

A

Within 5 working days

29
Q

In step 1 of the appeal process, how long does the Department Director have to render a decision?

A

Within 5 working days following the informal hearing

30
Q

How long does the employee have to appeal the decision rendered in step 1 of the appeal process?

A

Wishing 5 working days of receipt of the decision rendered by the Department Director

31
Q

In Step 2 of the appeal process, what must an employee do if they want to appeal the decision rendered I. step 1?

A

Give a written notice of appeal, with a statement of position, to the HR Director

32
Q

In Step 2 of the appeal process, the HR Director with coordinate a hearing with the City Manager to occur when?

A

Within 10 working days

33
Q

How long does the City Manager have to render a written decision?

A

Within 10 working days of the hearing

34
Q

The City Manager may defer what?

A

Directly to Step 3 - Arbitration

35
Q

An employee may appeal the decision rendered in Step 2 within how long?

A

5 working days of receipt of the decision rendered by the City Manager

36
Q

When can reasonable suspicion alcohol testing be done?

A

Within 2 hours of the observation or a written statement must be prepared to explain the delay

37
Q

When are you not allowed to conduct reasonable suspicion alcohol testing?

A

After 8 hours testing will not be conducted and a written statement of the reasons must be prepared

38
Q

When can Post-accident alcohol or drug testing be administered?

A

Any accident involving loss of human life or a citation for a moving traffic violation and the accident involved bodily injury to any person

39
Q

When can Post-Accident alcohol testing be administered?

A

Within 8 hours of the accident

40
Q

When can Post-Accident drug testing be administered?

A

Within 32-hours of the accident

41
Q

Drug and/or alcohol impairment tests may require an employee to do what?

A

Provide a sample of blood, breath and/or urine

42
Q

Testing will include what?

A

Screening test; a confirmation test; the opportunity for a split sample; review by a medical review officer

43
Q

If an employee tests positive, what is the employee afforded?

A

An opportunity to provide information that may be considered relevant to the test, such as a physician’s prescription; and a documented chain of custody

44
Q

What can happen to an employee who test positive for illegal drugs or above 0.04 BAC, refuses to test, or fails to participate?

A

May be subject to discipline up to and including termination

45
Q

Any member of the agency may submit a form to whom for review or revision?

A

Support Services Lieutenant

46
Q

A master file containing an original of each form in use shall be maintained by the Support Services Lieutenant. T/F

A

True

47
Q

Who is responsible for control of report submission and the status of delayed reports?

A

Division Lieutenants

48
Q

Who is responsible for ensuring all reports, reviews, analysis, and other activities required by accreditation standards are completed in a timely manner?

A

Support Division Lieutenant

49
Q

A modular system that builds dependent upon the type and magnitude of the incident.

A

ICS (Incident Command System?

50
Q

Command of major incidents is usually assumed by whom?

A

Lieutenant or his designee

51
Q

The Incident Commander will be responsible for initiating the Incident Command Plan and the following:

A

-Activating the ICS
-Establishing a CP
-Taking control of the site
-Initiating the notification and mobilization of additional agency personnel
-Notify Chief and Assistance Chief
-Establishing a unified command
-Establishing a staging area
-Providing Public information and maintain media relations
-Maintaining the safety of all affected personnel
-Preparing an After Action report

52
Q

“Golden Parachute” for incompetent leaders. Pay raises and perks for top execs but rank-and-file face reductions and cut wages

A

Double standards between mgmt & employees

53
Q

Defer, Deflect & Deny

A

Cover your a$$ culture (CYA)

54
Q

Incompetent posers with a degree in dazzle dazzle but only a rudimentary understanding of the business

A

Form vs substance

55
Q

Everything is an A1 priority. Unfortunately when everything needs to get done now, nothing gets done on time…morale suffers.

A

Lack of prioritization perspective

56
Q

Nearly 1/2 of cynical, disenfranchised employees blame lack of transparent communication as a key motivator to leave job

A

Lack of feedback & follow-up from senior executives

57
Q

This person can single-handedly kill the 3 psychological needs we have: autonomy, relatedness & competency

A

Micromanagement

58
Q

3 psychological needs we possess

A

Autonomy, Relatedness & Competency

59
Q

Leaders who intentionally and unintentionally do this to hurt their teams, divisions and organizations

A

Information hoarding

60
Q

Relying on favored solutions and success formulas that worked before but haven’t kept pace with current thinking and innovation

A

Reluctance to learn

61
Q

The belief that people care only about themselves and are not since or honest

A

Cynicism

62
Q

The belief that things will not be successful or useful

A

Cynicism

63
Q

The attitude or behavior of someone who is willing to let other people be harmed on order to get advantage

A

Cynicism

64
Q

The 2016 Edelman Trust Barometer found what percentage of the population to not trust the institution of business?

A

48%

65
Q

Within the group of Deloitte respondents, what percentage of people cited loss of trust in the employer as their primary motivation to leave

A

48%

66
Q

According to Deloitte’s most recent Ethics & Workplace survey, how many of employed Americans plan to leave their current job for another when economic conditions improve

A

1/3

67
Q

What percent of Fortune 1000 executives concerned about a looming employee exodus admit that lack of trust is a driver of voluntary turnover

A

65%

Police Lieutenant (1 decks)

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