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Sgt Exam > Procedure 5 > Flashcards

Procedure 5 Flashcards

1
Q

5.01 INJURY/ASSAULT REPORTING AND MEDICAL BENEFITS

The Police Department does not grant or deny benefits. Who must provide complete, timely information to assist Risk Management /SDCERS with benefit determinations.

A

Police supervisors/managers

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2
Q

5.01 INJURY/ASSAULT REPORTING AND MEDICAL BENEFITS

Employees should be encouraged to file claims when they believe they may be what?

A

entitled to receive benefits.

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3
Q

5.01 INJURY/ASSAULT REPORTING AND MEDICAL BENEFITS

Employees are responsible for ________________ reporting to their supervisor any on-duty injury or illness.

A

immediately

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4
Q

5.01 INJURY/ASSAULT REPORTING AND MEDICAL BENEFITS

The employee’s supervisor is responsible for promptly investigating the injury or illness and immediately forwarding the reports through their commanding officer to which unit?

A

Department’s Medical Assistance Unit.

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5
Q

5.01 INJURY/ASSAULT REPORTING AND MEDICAL BENEFITS

The supervisor must ensure that basic causes are determined and that effective, corrective action within his/her capability is taken to preclude what?

A

future similar injuries

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6
Q

5.01 INJURY/ASSAULT REPORTING AND MEDICAL BENEFITS

If, because of injuries, the employee is physically unable to comply with this requirement [of compleating the medical form], it shall be who’s responsibility to complete and submit the form for the employee?

A

the supervisor’s

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7
Q

5.01 INJURY/ASSAULT REPORTING AND MEDICAL BENEFITS

Medical Status Report for Occupational Injury or Illness form (RM-1634)

This form is valid for how long?

A

only two pay periods

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8
Q

5.01 INJURY/ASSAULT REPORTING AND MEDICAL BENEFITS

Medical Status Report for Occupational Injury or Illness form (RM-1634)

The employee must submit a new form, signed by the treating physician, how often?

A

every four weeks

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9
Q

5.01 INJURY/ASSAULT REPORTING AND MEDICAL BENEFITS

The employee will complete this form when an injury is sustained and medical attention was not required?

A

Minor Injury Report Form (RM-1568)

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10
Q

5.01 INJURY/ASSAULT REPORTING AND MEDICAL BENEFITS

Exposure to a communicable disease does not require immediate “on the spot” treatment; however, treatment should be given as soon as practicable – within how many days from the time of initial exposure?

A

three to seven

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11
Q

5.01 INJURY/ASSAULT REPORTING AND MEDICAL BENEFITS

The immediate supervisor shall contact which unit as soon as possible and advise of the exposure, ensuring the above items are discussed.

A

Department’s Medical Assistance Uni

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12
Q

5.01 INJURY/ASSAULT REPORTING AND MEDICAL BENEFITS

Long-Term Disability (LTD) Income Plan Application

The employee completes this form as soon as he/she becomes aware that he/she cannot perform in a full-duty capacity in excess of how many days?

A

thirty calendar

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13
Q

5.01 INJURY/ASSAULT REPORTING AND MEDICAL BENEFITS

Employees must obtain medical attention and have the physician’s statement portion completed and signed by whom?

A

the treating physician

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14
Q

5.01 INJURY/ASSAULT REPORTING AND MEDICAL BENEFITS

The employee forwards the completed form to the LTD Plan Administrator within how many days of the disability date?

A

60 calendar

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15
Q

5.02 LIGHT DUTY

When possible, light duty employees who are unable to perform their primary job for a period lasting no longer than how many days will be provided light duty work at their assigned command?

A

30 calendar

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16
Q

5.02 LIGHT DUTY

The Medical Assistance Unit may facilitate the temporary transfer of light duty employees when there are an excessive number of light duty personnel at the command, when there is no __________ work available, or when the transfer meets the needs of the employee and the ____________.

A

meaningful

Department

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17
Q

5.02 LIGHT DUTY

May CTRU personnel be assigned to assist a unit with a specified need or project?

A

yes

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18
Q

5.02 LIGHT DUTY

May this temporary assignment be at a location other than Northwesten Division?

In such a case, the assignment will not last longer than how long?

A

yes

eight months

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19
Q

5.02 LIGHT DUTY

Requests for assistance lasting longer than eight months will be evaluated by whom?

If continued support is needed after eight months, what is protocol?

A

CTRU sergeants.

a different light duty employee will be temporarily assigned to the specified need or project, pending availability.

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20
Q

5.02 LIGHT DUTY

Employees who are off work due to illness or injury for how many days or longer will be temporarily transferred, for payroll purposes only, to the which unit?

The employee continues to be considered what?

A

thirty calendar, Medical Assistance Unit

a member of their regular command.

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21
Q

5.02 LIGHT DUTY

To provide continuity of supervision and facilitate administrative processes, officers who are not meeting performance standards or facing disciplinary action ____________ be routinely transferred to the Medical Assistance Unit.

A

will not

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22
Q

5.03 EQUAL EMPLOYMENT OPPORTUNITY

Supervisory responsibility - it is the responsibility of all supervisors to establish and maintain a non-hostile, non-discriminatory work environment free from intimidation, ridicule, or insult. Specifically, supervisors shall:

A
  1. Educate and train employees on EEO policy and ensure they are aware of the procedures for reporting potential violations;

2. Monitor the workplace for actual or potential violations of EEO policy and procedure;

3. Stop behavior in violation of this policy when directly observed or upon obtaining direct knowledge thereof;

4. Notify their Equal Employment Liaison Officer (EELO) of suspected cases of discrimination or sexual harassment, unless circumstances exist which necessitate reporting the conduct directly to the Department’s EEO Office;

5. Manage the effect of an EEO complaint in the workplace by protecting confidentiality, discouraging rumors, and ensuring participants are not subjected to retaliation; and,

6. Follow through with all complaints of discrimination and harassment by taking immediate, documented, and corrective action. The complaint will be handled in accordance with the “Informal Reporting Process” or the “Formal Investigative Process” as set forth in this procedure.

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23
Q

5.03 EQUAL EMPLOYMENT OPPORTUNITY

The EEO Unit will be responsible for tracking and maintaining an accurate record of inquiries and investigations for a period of how long?

Once five years has elapsed, the unit will archive the files in a separate area at the City Records Retention Center for how long?

A

five years

20 years

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24
Q

5.03 EQUAL EMPLOYMENT OPPORTUNITY

Does an employee have to follow the department or divisional chain of command to report what the employee believes to be a violation of EEO?

A

No

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25
Q

5.03 EQUAL EMPLOYMENT OPPORTUNITY

Employees who report violations utilizing any of the reporting options outlined in the Complaint Procedure, sections A, 1 through 8, are strongly encouraged to do so within how many days of the most recent alleged act?

A

sixty

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26
Q

5.03 EQUAL EMPLOYMENT OPPORTUNITY

The time frame for filing complaints with the Personnel Department’s Equal Employment Investigative Office (EEIO) is how long from the time of the most recent incident?

A

one year.

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27
Q

5.03 EQUAL EMPLOYMENT OPPORTUNITY

The time frame for filing US EEOC complaints is generally how long from the date of the most recent alleged act?

A

300 days

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28
Q

5.03 EQUAL EMPLOYMENT OPPORTUNITY

Complaint Intake – supervisors shall complete and forward (to their commanding officer) a Discrimination/Harassment Control form in any of the following instances:

  1. When a ____________________________________ of a potential EEO policy violation;
  2. _____________________________________ whether or not the employee wishes to file a complaint; or,
  3. A supervisor __________________________________ is contrary to EEO policies and procedures.
A
  1. Department member expresses a desire to file a complaint
  2. Discussions with the member leads the supervisor to believe that an EEO policy violation has occurred,
  3. determines that observed employee behavior
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29
Q

5.03 EQUAL EMPLOYMENT OPPORTUNITY

Within how long of the final resolution of a complaint resolved through the informal reporting process, the supervisor shall follow-up with the complainant/and or subject, when appropriate, in order to ensure the behavior has ceased and that there has been no retaliation?

A

thirty to sixty days

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30
Q

5.03 EQUAL EMPLOYMENT OPPORTUNITY

Absent extenuating circumstances, formal investigations shall be completed within how many days.

A

90

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31
Q

5.07 TRANSFERS WITHIN THE DEPARTMENT

This transfer request will expire how long from the commanding officer’s approval date, or whenever an officer is transferred?

A

one year

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32
Q

5.07 TRANSFERS WITHIN THE DEPARTMENT

If an applicant is transferred, all transfer requests for that applicant will be what?

If a candidate wants to be placed on the transfer list again after a transfer, they must do what?

A

inactivated

submit a new transfer request.

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33
Q

5.07 TRANSFERS WITHIN THE DEPARTMENT

Transfer requests that are purged will be kept on file for how long from the approval date?

A

three years

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34
Q

5.07 TRANSFERS WITHIN THE DEPARTMENT

If vacancies must be filled in an area where there are no transfer requests on file, officers who have most recently completed what will normally be assigned to fill such vacancies?

A

their probationary period

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35
Q

5.07 TRANSFERS WITHIN THE DEPARTMENT

Prior to any job offer, candidates must be cleared through what process?

A

the Police Department clearance

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36
Q

5.08 DIVISIONAL AND PERSONNEL FILES

The employee’s divisional file will be maintained by the which unit?

A

employee’s command

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37
Q

5.08 DIVISIONAL AND PERSONNEL FILES

Upon the employee’s transfer to another PD assignment, [the employee’s divisional file] will be what to the appropriate command within how many days of the date of transfer of the employee?

A

hand carried

fourteen days

38
Q

5.08 DIVISIONAL AND PERSONNEL FILES

The employee’s divisional file will be purged how often on the what date.

A

annually

employee’s employment anniversary

39
Q

5.08 DIVISIONAL AND PERSONNEL FILES

The Standardized Purge Form (PD-129PE) shall be filed on which side of the folder and will be used to record purging dates?

A

the left side

40
Q

5.08 DIVISIONAL AND PERSONNEL FILES

The employee’s divisional file may contain documents that are less than how old when an employee’s anniversary date occurs.

A

one-year-old

41
Q

5.08 DIVISIONAL AND PERSONNEL FILES

The employee’s divisional file will contain documents with a retention period of one year, except for the following:

1.

2.

3.

4.

A
  1. The original Performance Plan document;
  2. Department Procedure 1.20 Acknowledgement of Receipt;
  3. Emergency Notification Information form; and,
  4. Notes of Counseling and Written Warnings for sworn personnel and personnel investigations for sworn personnel completed by the employee’s command that result in no written disciplinary action.
42
Q

5.08 DIVISIONAL AND PERSONNEL FILES

Notes of Counseling and Written Warnings for sworn personnel and personnel investigations for sworn personnel completed by the employee’s command that result in no written disciplinary action. These documents will be maintained using the following guidelines:

1-5

A

(1) These documents must be maintained with all associated attachments in the employee’s divisional file for two years from the date of investigation,
(2) The employee shall read and sign the disciplinary documents and/or the personnel investigation.
(3) After one year, the disciplinary documents for sworn personnel and personnel investigations for sworn personnel shall be sealed by the command and maintained in the employee’s divisional file for one additional year.
(4) The sealed envelope shall be marked with the appropriate date for destruction.
(5) It shall not be opened except by judicial order, Police Human Resources, or a Police Legal Advisor, and only in the event the officer is the subject of litigation.

43
Q

5.08 DIVISIONAL AND PERSONNEL FILES

The following items shall not be kept in the personnel files:

1-3

A
  1. Complaint Control Forms (PD-232), and complaint investigation reports completed by Internal Affairs;
  2. Records of grievances; and,
  3. Any records of injuries, doctor evaluations or reports, and any other documents related to an employee’s medical status.<em> These documents are maintained separately in the Medical Assistance Unit and Risk Management Department files. </em>
44
Q

5.10 UNIFORM, EQUIPMENT, AND WEAPONS

Officers ______ furnish their name and Department member identification numbers to any person requesting this information when they are on duty or while representing the Department in an official capacity

A

shall

45
Q

5.10 UNIFORM, EQUIPMENT, AND WEAPONS

The expandable straight baton is authorized for use by non-uniformed sworn personnel as what?

A

optional equipment.

46
Q

5.10 UNIFORM, EQUIPMENT, AND WEAPONS

Officers may only purchase and use the ASP, Winchester, Monadnock, and Casco expandable straight batons in which length?

A

16”

21”

26”

47
Q

5.10 UNIFORM, EQUIPMENT, AND WEAPONS

While on duty, unless otherwise directed by the Chief of Police, officers in civilian clothing shall carry, on their person, what equipment?

A

a Department-issued badge,

handcuffs,

identification card

approved handgun and ammunition.

<em>OC spray may be carried at the option of the officer. </em>

48
Q

5.10 UNIFORM, EQUIPMENT, AND WEAPONS

The cord-cuff is mandatory equipment that may be carried where?

A

on the officer’s gun belt in a Department-approved leather case or in the officer’s equipment bag.

49
Q

5.10 UNIFORM, EQUIPMENT, AND WEAPONS

Officers _________ wear or carry the cord-cuff in such a manner as to be conspicuously exposed to view.

A

shall not

50
Q

5.12 OUTSIDE EMPLOYMENT

Are probationary officers eligible for outside employment?

A

No

51
Q

5.12 OUTSIDE EMPLOYMENT

Members _______ employ individuals in outside employment who are also employed by the Department as their on-duty subordinates.

A

may not

52
Q

5.12 OUTSIDE EMPLOYMENT

Members _______ engage in any outside employment (except private security guard employment) that requires the carrying of a firearm.

A

may not

53
Q

5.12 OUTSIDE EMPLOYMENT

Unless circumstances prevent it, a decision will be made within how many days of the initial request on all requests for outside employment?

A

ten business

54
Q

5.12 OUTSIDE EMPLOYMENT

Completed requests will be kept in the Human Resources Unit for a period of how long?

A

three years

55
Q

5.12 OUTSIDE EMPLOYMENT

All approved requests for outside employment expire on what day and must be renewed by what day of each year?

A

December 31st

January 1st

56
Q

5.12 OUTSIDE EMPLOYMENT

An appeal must be submitted in writing within how many days after the employee has been advised that an outside employment request has been denied or modified?

A

ten business

57
Q

5.12 OUTSIDE EMPLOYMENT

PROCEDURES FOR MEMBERS WHO TEACH DURING NORMAL WORK HOURS:

Except in extreme situations, the documentation must be submitted to their immediate supervisor at their command how many days prior to the teaching assignment?

A

one week

58
Q

5.12 OUTSIDE EMPLOYMENT

Members not assigned a take-home vehicle will adhere to the following procedures:

Use of City-owned vehicles is ____________ for travel to teaching sites for outside teaching that does not fall within the purview of the Regional Public Safety Training Institute, or is not otherwise supported or sanctioned by the Department.

A

prohibited

59
Q

51.4 TUITION REIMBURSEMENT PROGRAM

What is the maximum reimbursement amount per fiscal year for employees represented by the POA and MEA.

A

$1,000

60
Q

51.4 TUITION REIMBURSEMENT PROGRAM

The City will provide up to how much tuition reimbursement for Tactical Flight Officer’s (TFO) who are actively working toward their pilot’s license as a prerequisite to become an Airborne Law Enforcement (ABLE) pilot.

A

$5,000

61
Q

51.4 TUITION REIMBURSEMENT PROGRAM

The employee must have completed who many months of City service in a budgeted City position prior to starting the course?

Tuition reimbursement is available only to whom?

A

six

Permanent Full-Time employees

62
Q

51.4 TUITION REIMBURSEMENT PROGRAM

Tuition reimbursement course attendance must occur during the employee’s ___________ time, not during City working hours.

A

personal

63
Q

5.18 DISCRETIONARY LEAVE

The granting or non-granting of leave with pay _______ be subject to grievance.

A

shall not

64
Q

5.18 DISCRETIONARY LEAVE

Leave with pay granted under these procedures shall be taken on consecutive days within how long from the date granted and shall not be accrued?

A

six months

65
Q

5.18 DISCRETIONARY LEAVE

Recommendations may be in the form of a Commanding Officer’s Citation, or where appropriate, a _______________ directed to the employee explaining why the leave is recommended.

A

memorandum

66
Q

5.18 DISCRETIONARY LEAVE

Recommendations must contain what?

  1. ____________ why the employee should be granted the leave with pay; and,

2.

A

Specific reasons

The number of days of leave with pay to be granted.

67
Q

5.23 FIREARMS PROFICIENCY AWARD PROGRAM

The annual award-testing period shall be during the which months of each year?

A

September through January

68
Q

5.24 EARLY IDENTIFICATION AND INTERVENTION SYSTEM (EIIS)

The EIIS provides what for supervisors to review, and a self-assessment tool for use by individual employees.

A

systematic data analysis of certain indicators

69
Q

5.24 EARLY IDENTIFICATION AND INTERVENTION SYSTEM (EIIS)

Sergeant/Supervisor has access to what information?

A

employees under direct supervision

70
Q

5.24 EARLY IDENTIFICATION AND INTERVENTION SYSTEM (EIIS)

Acting Sergeant/Supervisor will only have access what data?

A

to their personal

71
Q

5.24 EARLY IDENTIFICATION AND INTERVENTION SYSTEM (EIIS)

Identify - EIIS Alerts are established to identify Department employees whose performance indicators have met the criteria for what?

A

an Early Intervention Assessment.

72
Q

5.24 EARLY IDENTIFICATION AND INTERVENTION SYSTEM (EIIS)

The EIIS Unit will review the system to determine if any employees have what?

A

surpassed the established thresholds.

73
Q

5.24 EARLY IDENTIFICATION AND INTERVENTION SYSTEM (EIIS)

Also, how often will, supervisors conduct an inspection of all employees’ EIIS data?

A

on a monthly basis

74
Q

5.24 EARLY IDENTIFICATION AND INTERVENTION SYSTEM (EIIS)

Verify - The EIIS Unit will verify the threshold criteria record for an identified Department employee is accurate and not the result of what?

A

a system or human error

75
Q

5.24 EARLY IDENTIFICATION AND INTERVENTION SYSTEM (EIIS)

Notify - The EIIS Alert Report for assessment and intervention will be provided to the employee’s direct supervisor through their chain of command within how many days?

The employee will be notified by who that an Alert Report has been received and if what?

A

10 business

his or her direct supervisor , intervention is required

76
Q

5.24 EARLY IDENTIFICATION AND INTERVENTION SYSTEM (EIIS)

Sergeants/Supervisors will review the performance indicators for all of the employees for whom they are responsible in the EIIS on a monthly basis or any time a supervisor is what?

A

assigned a new employee

77
Q

5.24 EARLY IDENTIFICATION AND INTERVENTION SYSTEM (EIIS)

The Sergeant/Supervisor and Lieutenants/ second level supervisor’s inspections will be recorded where?

A

in the Inspections Database

78
Q

5.24 EARLY IDENTIFICATION AND INTERVENTION SYSTEM (EIIS)

The EIIS Unit will inspect and audit the system at least __________ to make necessary adjustments to the threshold levels based upon Department-wide performance and best practices.

A

once a year

79
Q

5.24 EARLY IDENTIFICATION AND INTERVENTION SYSTEM (EIIS)

Supervisors will comply with the following process to help identify stress factors that may impact the employee and to enable the supervisor to identify and address potential issues before they what?

A

impact work performance

80
Q

5.24 EARLY IDENTIFICATION AND INTERVENTION SYSTEM (EIIS)

True or False

Supervisors are never permitted to ask questions or to obtain any medical information regarding employees.

A

True

81
Q

5.24 EARLY IDENTIFICATION AND INTERVENTION SYSTEM (EIIS)

Intervention Meetings

Supervisors will promptly meet with and notify employees that their performance indicators have met one or more performance thresholds and afford the employee an opportunity to what?

A

identify any errors in the data

82
Q

5.24 EARLY IDENTIFICATION AND INTERVENTION SYSTEM (EIIS)

Intervention Meetings

Prior to completing an assessment, supervisors will accompany or observe the employee in what whenever possible?

A

work-related activity

83
Q

5.24 EARLY IDENTIFICATION AND INTERVENTION SYSTEM (EIIS)

Following the Intervention Meeting

Supervisors will complete and submit an Early Intervention Assessment Report and if appropriate, the proposed Intervention Plan to the EIIS Unit within how many days of meeting with an employee.

A

7 calendar

84
Q

5.24 EARLY IDENTIFICATION AND INTERVENTION SYSTEM (EIIS)

Following the Intervention Meeting

Supervisors will utilize what to document actions taken, if any?

A

the Status Report

85
Q

5.24 EARLY IDENTIFICATION AND INTERVENTION SYSTEM (EIIS)

Employees must read, sign, and date the report prior to returning to which Unit?

A

the EIIS

<em>Whenever possible, scan the form or documentation into the BlueTeam “Alert” entry under the attachments section. </em>

86
Q

5.24 EARLY IDENTIFICATION AND INTERVENTION SYSTEM (EIIS)

If an employee prefers not to sign the report, the supervisor should note, what and sign and date the form?

A

“Employee declines to sign”

87
Q

5.24 EARLY IDENTIFICATION AND INTERVENTION SYSTEM (EIIS)

Post Intervention Monitoring

Sworn employees must adhere to the intervention plan as it pertains to their work performance and conduct, and are required to complete what?

A

any mandated training

However, no employee is required to participate in any resources, nor will any supervisor inquire whether any resources were sought or used either during or after the intervention process.

88
Q

5.24 EARLY IDENTIFICATION AND INTERVENTION SYSTEM (EIIS)

Post Intervention Monitoring

Upon submitting a proposed Intervention Plan to the EIIS Unit, the supervisor and employee will meet how often for the first month to discuss any identified issues?

During the second and third months, the supervisor and employee will meet how often to discuss progress with any identified issues?

At the end of the fourth month, the supervisor and employee will meet to to do what resolution and closeout. If no resolution is reached, the intervention will be closed.

A

once a week

bi-weekly

review and confirm

89
Q

5.24 EARLY IDENTIFICATION AND INTERVENTION SYSTEM (EIIS)

Post Intervention Monitoring

Supervisors will only document whether or not they did what, as participation in those resources are voluntary?

A

recommended resources

90
Q

5.26 FITNESS-FOR-DUTY EVALUATIONS

When it is clearly evident that an employee cannot perform the regular or approved limited duties of his or her position with safety and he or she is referred for a fitness-for- duty evaluation, it is imperative that he or she _______________ , attend the scheduled appointment and provide requested information to the examining physician.

A

comply with the order

91
Q

5.26 FITNESS-FOR-DUTY EVALUATIONS

Fitness-for-duty evaluations are not substitutes for the management and what?

A

evaluation of work performance.

92
Q

5.26 FITNESS-FOR-DUTY EVALUATIONS

Any time an employee is referred for a fitness-for-duty evaluation he or she should be temporarily assigned to what kind of work, until the fitness-for-duty evaluation is completed and the employee is cleared for return to his or her regular work assignment?

A

non-safety sensitive

Sgt Exam (11 decks)

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