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Sgt Study > Quiz #2 > Flashcards

Quiz #2 Flashcards

1
Q
  1. If an officer on your shift wants to resolve adverse written findings of a citizens’ complaint investigation or any adverse comments on performance documents (i.e. 100 forms, MODs, Censurable Incident Reports), which of the following are the mechanism for resolution:
    a. Informal Dispute Resolution
    b. Complaint
    c. Grievance
    d. Arbitration
A

a. Informal Dispute Resolution

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2
Q
  1. Informal Dispute Resolution, Level III, involves a formal “meet and confer” between the CAHP and _________.
    a. Division Commander of the Division where the employee works.
    b. Area Commander for the Command where the employee works.
    c. Commissioner of the CHP.
    d. Administrative Law Judge (ALJ)
A

c. Commissioner of the CHP.

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3
Q
  1. Each level of review for Informal Dispute Resolution must occur within _________ of the issuance of written comments considered adverse to the employee’s performance.
    a. 14 calendar days
    b. 21 business days
    c. 30 calendar days
    d. 30 business days
A

c. 30 calendar days

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4
Q
  1. With regard to a Unit 5 employee filing a formal Complaint against the Department. If the complainant is not satisfied with the decision rendered in Level II, the complainant may appeal the decision within _________ to the _________________. This is the final and last step of the procedure.
    a. 15 calendar days, Appointing Authority
    b. 15 calendar days, Office of the Commissioner
    c. 14 business days, Office of the Commissioner
    d. 30 calendar days, Division Chief
A

b. 15 calendar days, Office of the Commissioner

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5
Q
  1. Grievance procedure has ________ formal levels. If the grievant is not satisfied with the decision rendered at ________, the grievant may appeal the decision within _________ to the ________ or designee.
    a. Three; 14 calendar days; Director of the California Department of Human Resources (CalHR)
    b. Four: Level IV: 14 calendar days; CalHR
    c. Six: Level V1: 21 calendar days: Commissioner of the CHP
    d. Four: Level III: 15 calendar days; Director of CalHR
A

d. Four: Level III: 15 calendar days; Director of CalHR

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6
Q
  1. Which of the following is the process to resolve a dispute of one or more employees, or a dispute between the State and CAHP involving the interpretation, application, or enforcement of the express terms of the Memorandum of Understanding (MOU):
    a. Complaint
    b. Grievance
    c. Informal Dispute Resolution
    d. Mediation
A

b. Grievance

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7
Q
  1. You are the graveyard sergeant in your Area. While reviewing CHP 415s, you observe that an officer on your shift has submitted a CHP 415 requesting OIC pay. Which of the following are required for the officer to qualify for OIC pay:
    a. The Officer must supervise two·or more officers for 4 hours or more during a shift.
    b. The Officer must supervise three or more officers for 4 hours or more during a shift.
    c. The Officer must supervise two or more officers for 6 hours or more during a
    shift.
    d. The Officer must supervise three or more officers for 6 hours or more during a shift.
A

c. The Officer must supervise two or more officers for 6 hours or more during a
shift.

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8
Q
  1. An officer is on a regular day off (RDO) and is required to testify twice in one day. The officer leaves his residence at 0730 hours, travels one and one-half hours to his court appearance scheduled for 0900 hours. The officer appears as a witness in a DUI trial and is released by the Court at 1300 hours. The officer responds back to his residence and arrives there at 1430 hours. The officer appears telephonically for a DMV hearing at 1330 hours. How much overtime can the Officer claim:
    a. 6.5 hours for the first appearance; 4 hours for the second appearance; Total 10.5 hours.
    b. 7 hours for the first appearance; 4 hours for the second appearance: Total 11 hours.
    c. 6.5 hours for the first appearance; 2 hours for the second appearance; Total 8.5 hours.
    d. 7 hours for the first appearance; 2 hours for the second appearance; Total 9 hours.
A

c. 6.5 hours for the first appearance; 2 hours for the second appearance; Total 8.5 hours.

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9
Q
  1. A __________ is the process to resolve a dispute of one or more employees or a
    dispute between the CAHP and the Department involving the application or interpretation of an existing written rule or policy. This procedure does not cover merit related issues.
    a. Complaint
    b. Grievance
    c. Informal Dispute Resolution
    d. Mediation
A

a. Complaint

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10
Q
  1. Employees shall qualify for a swing shift pay differential when four or more hours of the
    regularly scheduled work shift falls between ________ and ________.
    a. 1700 hours; 0000 hours
    b. 1700 hours; 2300 hours
    c. 1800 hours; 0100 hours
    d. 1800 hours; 0200 hours
A

c. 1800 hours; 0100 hours

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11
Q
  1. Which of the following is NOT an unfair labor practice:
    a. Giving the employee representative all the bad jobs or inundating them with . unwanted overtime.
    b. Assisting employees in researching background to file grievances.
    c. Failing to bargain in good faith.
    d. Speaking with an employee about their union activity.
A

d. Speaking with an employee about their union activity.

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12
Q
  1. Which of the following is NOT a remedy available when it is determined a violation of unfair labor practices has occurred by the Public Employees Relations Board (PERB):
    a. Cease and Desist Order
    b. Post a Written Notice
    c. Reinstatement of Employee with Full Seniority.
    d. Punitive Damages Award.
A

d. Punitive Damages Award.

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13
Q
  1. Public Safety Officers’ Procedural Bill of Rights (POBR) applies to all employees of the California Highway Patrol, EXCEPT:
    a. Office Technicians
    b. Motor Carrier Specialists
    c. Cadets
    d. Commissioners
A

c. Cadets

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14
Q
  1. The Ralph C. Dills Act was enacted in California to provide which of the following rights:
    a. Represented employees have the right to be represented by their exclusive representative regarding wages, hours, and other terms and conditions of employment.
    b. Excluded employees have the right to be represented by an attorney of their choice regarding wages, hours, and other terms and conditions of employment.
    c. Managerial employees have the right to be represented by their exclusive representative regarding wages, hours, and other terms and conditions of employment.
    d. Supervisory employees have the right to be represented by their exclusive representative regarding wages, hours, and other terms and conditions of employment.
A

a. Represented employees have the right to be represented by their exclusive representative regarding wages, hours, and other terms and conditions of employment.

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15
Q
  1. Which of the following employee job classifications is considered a “nonsensitive position”:
    a. Office Assistant
    b. Officer
    c. Auto Technician
    d. Commercial Vehicle Inspection Specialist (CVIS)
A

a. Office Assistant

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16
Q
  1. You are on-duty Sergeant in your Area Office conducting a substance abuse investigation on Officer Jones. You smell the odor of an alcoholic beverage emitting from his person. You observe the Officer and obtain additional observations of alcohol use/impairment. You inform a confirming official of your reasonable suspicion. The confirming official authorizes you to obtain a chemical sample from the employee. Because you suspect solely the abuse of an alcoholic beverage, which of the following chemical tests SHALL you use to obtain a chemical sample:
    a. Breath Test Only
    b. Blood Test Only
    c. Either Breath, Blood, or Urine Test
    d. Urine Test Only
A

a. Breath Test Only

17
Q
  1. Peace Officer Bill of Rights, which is located in California Government Code, is NOT extended to which of the following job classifications in the CHP:
    a. Officer
    b. Sergeant
    c. Office Assistant
    d. Cadet
A

d. Cadet

18
Q
  1. An employee and the employee’s representative may be granted up to hours of release time to prepare for a pre-disciplinary hearing. (Skelly hearing):
    a. 1 hour
    b. 2 hours
    c. 4 hours
    d. 8 hours
A

c. 4 hours

19
Q
  1. For Bargaining Unit 5, an employee grievance shall be discussed with the employee’s immediate supervisor. This “Informal Level” discussion must occur within _______ of the event or circumstances occasioning the grievance and a response from the supervisor must occur within ______ of the discussion.

a. 5 calendar days, 5 calendar days
b. 15 calendar days, 7 business days
c. 14 calendar days, 21 business days
d. 30 calendar days, 7 calendar days

A

d. 30 calendar days, 7 calendar days

20
Q
  1. The Ralph C. Dills Act REQUIRES which of the following:
    a. Management to pay union dues, even if unrepresented
    b. Management and Union Representatives to meet and confer in good faith
    c. Union representatives to receive overtime pay for representing employees outside of normal working hours.
    d. A friendly working relationship between management and employees.
A

b. Management and Union Representatives to meet and confer in good faith

21
Q
  1. The Peace Officer Bill of Rights (POBR) entitles public safety employees to all of the following rights EXCEPT:
    a. Interrogation must be conducted at a reasonable hour, during normal waking
    hours.
    b. Right to refuse to take a lie detector test.
    c. Right to refuse to provide personal financial disclosure.
    d. Right to respond to a written adverse comment in his/her personnel file within 15 days.
A

d. Right to respond to a written adverse comment in his/her personnel file within 15 days.

22
Q
  1. The Peace Officer Bill of Rights (POBR) entitles public safety employees to protection
    from the following behavior by management, EXCEPT:
    a. Not allowing an Officer to run for elected office as member of a school board.
    b. Requiring the consent of an officer to post his/her photograph on the Internet for any purpose if that officer reasonably believes that the disclosure may result in a threat, harassment, intimidation, or harm to that officer or his/her family.
    c. No adverse comments placed in the employee’s personnel file without employee having opportunity to read and sign or refuse to sign the, document containing the adverse comment.
    d. Employee reassigned to duties that are within the normal scope of his/her
    employment.
A

a. Not allowing an Officer to run for elected office as member of a school board.

23
Q
  1. Discipline with a suspension of more than 20 days is considered to be what level of review:
    a. Commissioner or Deputy Commissioner
    b. Assistant Commissioner, Staff
    c. Assistant Commissioner, Field
    d. Division Commander
A

a. Commissioner or Deputy Commissioner

24
Q
  1. Final level of approval for adverse actions resulting in suspension of six (6) to 20 working days, or the equivalent monthly step reduction, or removal from a specialty pay position (Bargaining Unit 5 personnel), is vested in which of the following positions:
    a. Commissioner or Deputy Commissioner
    b. Assistant Commissioner
    c. Division Commander
    d. Area Commander
A

b. Assistant Commissioner

25
Q
  1. A confirming official is always _________ and may determine reasonable suspicion to conduct an administrative chemical test upon a sensitive employee based upon

a. The rank of sergeant or above; reasonable suspicion.
b. The first designated manager in the supervisor’s chain of command; reasonable suspicion.
c. The rank of sergeant or above; probable cause
d. The first designated manager in the supervisor’s chain of command; probable cause

A

b. The first designated manager in the supervisor’s chain of command; reasonable suspicion

26
Q
  1. Sufficient cause for a confirming official to order a chemical test be obtained from a sensitive employee could be based on all of the following EXCEPT:
    a. An industrial accident, red/watery eyes, unsteady gait.
    b. Unusual demeanor or appearance and atypical behavior.
    c. The odor of alcohol or marijuana on the employee’s breath or clothing.
    d. Slow or slurred speech, poor balance, and abnormal work performance.
A

c. The odor of alcohol or marijuana on the employee’s breath or clothing.

27
Q
  1. A memorandum of direction (MOD) is considered what level of progressive discipline:
    a. Preventative Action
    b. Corrective Action
    c. Adverse Action
    d. Either Corrective Action or Adverse Action based upon the direction given to the employee
A

b. Corrective Action

28
Q
  1. A formal written reprimand is considered what level of progressive discipline:
    a. Preventative Action
    b. Corrective Action
    c. Adverse Action
    d. Either Preventative or Corrective Action based upon the language of the reprimand.
A

c. Adverse Action

29
Q
  1. Preventative action in the progressive discipline methodology is all of the following, EXCEPT:
    a. Adequate ongoing training for all classifications
    b. Informal counseling regarding substandard performance
    c. Referrals to Employee Assistance Program (EAP)
    d. Provide fair, engaged, and impartial supervision
A

b. Informal counseling regarding substandard performance

30
Q
  1. You are the graveyard Sergeant for the Bakersfield Area. Officer Jones has been on your shift for one year. Officer Jones’ enforcement activity seems to be within the normal range for the shift but Officer Jones’ has always been one of the enforcement contact leaders on your shift. You decide to conduct a private- closed door discussion with Officer Jones about the unexpected drop in enforcement contacts. During your conversation with Officer Jones, he discloses that he is experiencing marital problems. You refer the Employee Assistance Program to Officer Jones. Your private discussion with Officer Jones is considered:
    a. Preventative Action
    b. Corrective Action
    c. Adverse Action
    d. Occupational Safety Action
A

a. Preventative Action

31
Q
  1. The next month, Officer Jones’ has poor uniform appearance, has a major drop in enforcement activity which makes him the lowest in enforcement activity for the shift, and has several verbal confrontations with his fellow officers. You have another closed­ door session with Officer Jones and issue him a Memorandum of Counseling with a Bazemore Admonition. Your supervisory actions are considered to be:
    a. Preventative Action
    b. Corrective Action
    c. Adverse Action
    d. Occupational Safety Action
A

b. Corrective Action

32
Q
  1. Which of the following accurately describes the penalties for adverse actions:
    a. Formal Written Reprimand, Suspension, Demotion, Dismissal,
    b. Suspension, Dismissal, Salary Reduction within Salary range of class, Formal Written Reprimand, Involuntary Transfer, Demotion.
    c. Suspension, Dismissal, Formal Written Reprimand, Demotion.
    d. Suspension, Salary reduction within salary range of class, Demotion, Dismissal, Involuntary Transfer.
A

b. Suspension, Dismissal, Salary Reduction within Salary range of class, Formal Written Reprimand, Involuntary Transfer, Demotion.

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