SPM 3 Flashcards
1
Q
3.1.2 Uniform Committee
A
- Established to maintain a professional appearance and control various uniforms
- Suggested changes must be in writing via the chain of command
- The uniform committee consist of the follow:
-Chair-department of professional standards
-Department of law enforcement
-Department of fire rescue and emergency services
-Department of detention and community control
-Central supply
-Purchasing division
-Bargaining unit rep ICJS/Training division
2
Q
3.1.3 Grooming
A
- Hair style:
-Conservative/professional image
-Will be neat, clean, trimmed, no more than 3 inches from scalp and will not cover more than 1” of the ear from the top and any part of the collar
-Sideburns not extend beyond lowest part of ear and not flare or connect to mustache
-Neatly trimmed mustaches may be worn but not extend more than 1⁄2” beyond corners of mouth or extend over the upper lip
-Beards and goatees shall be neatly trimmed and not exceed 4 inch in length (no FR)
-Female hair may touch, but not extend below the shoulders
-Hair must be in an upward sweep or bun
-Hair clasp must be color of hair
-Male fingernails not extend beyond fingertips
-Female fingernails no longer than 1/4 inch past end of finger
3
Q
3 Jewlery/Body Ornamentation/Alterations/Tattoos
A
- Jewelry which can be used to disable an employee will not be worn
-Jewelry that does not project a positive image (large rings, bulky bracelets) will not be worn
-neckwear will not be visible to the public
-Uniformed employees prohibited from wearing any type of jewelry above the neckline
-Employees will not be reimbursed for any loss or damage unless covered in collective bargaining
-Earings: Females only
-6mm or 1/4 in
-not extending below earlobe
-one earing per ear and matched pair - Employees are prohibited from intentionally altering, modifying, or mutilating any part of their bodies in order to achieve a visible or physical effect
- If you have two or more gold slugs (gold teeth) you may keep them if you have a supporting document from tour dentist stating it would require extensive work to remove and replace the slugs
- Excessive tattoos will not be exposed or visible while in uniform (more than 4 of that body part)
-tattoos not meeting an acceptable professional image will be required to maintain complete coverage using current uniform items (long-sleeve
shirts, slacks) or use commercially available covers or wear a black long-sleeve form fitting undershirt
-Any tattoo that are above the head, face, and neck are not allowed
-Tattoos on the torso shall not be visible through uniform clothing
-Existing tattoos visible in uniform are authorized at discretion of HR director and employees must submit photographs and a written explanation - This policy does not prohibit cosmetic tattoos to correct medical conditions
- New employees must disclose in writing the existence of any visible tattoo and must complete removal of inappropriate ones prior to being employed
-TQTQTQ Employees failing to remove more than 90 days may be considered failing to meet probation and subject to termination
-Existing employees are required to maintain complete coverage or initiate removal at their own expense upon 90 day written notification by HR failure will result in disciplinary action (HR director determines) - Fire Rescue and Emergency Services Uniforms: Are pursuant to the collective bargaining agreement
4
Q
3.2 Mourning Bands/Civilian Mourning Bands
A
- Should be no larger than 1⁄2” in height and be either solid black, or solid black with a thin blue line through the center
- Line of duty deaths:
-Worn following a line of duty death of law enforcement/correctional officer or FF of Broward County until end of day of the funeral
-Outside Broward County will be worn only while attending funeral/burial service
-Pins will be worn in accordance with the timetable designated for mourning bands
-(Non) line of duty deaths they will only be worn while attending funeral/burial the mourning band will be authorized to be worn during the National Peace Officers Memorial Day, National Fallen Firefighters Memorial Weekend, state of Florida Memorial Day and the Broward County Memorial Day, from 0001 hours until 2400 - Mourning bands and civilian pins will also be authorized to be worn at the discretion of the Sheriff or designee
- Display of flags: shall display the flag of the United States in accordance with $ USC chapter 1 entitles “The Flag” and shall display the Official Flag of Florida in accordance with the Constitution and laws of Florida
5
Q
3.3 Injuries and Disability
A
When employees are injured, the primary concern is for their health and welfare It is essential for BSO to promote employee safety by identifying unsafe practices and conditions
6
Q
3.3.2 Workers Compensation Procedure:
A
- Employees will receive full pay during the first 60 working days they are out of work, If employee reaches 60 continuous working days, BSO’s disability carrier will:
(1) Begin to supplement the workers compensation payments, and not exceeding 95% of employees gross salary
(2) Employees having auto accidents and not wearing a seatbelt may receive 25% reduction
(3) max of 12 months after 60 continuous working days have passed to a total max of 15 months - It is the responsibility of the employee’s home division to notify risk management/ workers comp within 24 hours of the incident
- Employees able to return to work within 15 months, but not to the position which they performed before may be offered temporary reassignment and will not be granted for more than 60 days unless Sheriff grants extension
-During the 15 month period, the following BSO-paid benefits remain in force:
(1) Health insurance
(2) Life insurance
(3) Dental insurance
(4)Disability insurance if applicable
-without loss of rank and seniority - When accident, injury, or possible exposure to infectious disease occurs employees will comply with the following procedures:
-Report incident to their supervisor within 24 hours of occurrence
-Notice of injury or illness form completed and submitted to risk management/ workers comp within 24 hours
-TQTQTQIf employee unable to complete this info the supervisor will within 24 hours (TQ) Medical bills must be sent to Gallagher Bassett Services, Inc - If employees are out 60 working days from the same injury, they will be removed from the BSO payroll and placed on full workers comp
- Employees unable to work due to a work-related injury or illness will be required to follow all functional limitations, restrictions, and course of medical treatment as direct by workers comp
- Employees not eligible to receive supplemental disability payments may use their sick or other paid leave to supplement the workers comp payments up to 100% of their regular base pay
7
Q
3.3.3 Off-Duty Injuries:
A
- Employees must use accumulated annual leave, holiday, comp time or sick time, during their disability period
- Non-probationary full-time employees with a serious health condition who are physically unable to work for an extended period of time will be permitted to maintain an employee/employer relationship for:
(1)A max of six months after exhausting all accruals
(2)A max of 90 days after reaching permanent restrictions or max medical improvement (MMI) - After exhausting all accruals inclusive of sick leave pool and donated leave, the employee will be allowed to maintain an employee/employer relationship for six months
8
Q
3.3.4 Light duty assignments due to injury or illness:
A
- Any light duty assignment will be at the discretion of and in the sole discretion of the Sheriff or designee
- No decisions made concerning a light duty assignment will be cause for any appeal by an employee under BSO policies and procedures
- A decision whether to grant a light duty assignment as well as duration and nature
of assignment will be determined to the following provisions: - TQTQTQ No more than 60 working days in any continuous 24 month period except with discretion of the sheriff and employees must be able to perform the essential functions of the position to which they are temporarily assigned too
- Employees on light duty will not participate in:
(a) Any training or personal activities that can aggravate their injury (b)Proficiency training requiring physical exertion
(c)Operation BSO vehicle without written approval by sheriff
(d)Participate in any special details
(e) Participate in outside employment which would violate their physical restrictions - XXX Employees refusing light duty assignment will forfeit their sick leave and disability benefits which they may have been otherwise been entitled
- Supervisors will not schedule employees for regular duty without receipt of the full duty release form given by employee benefits
- To be considered for an extension of a light duty assignment employee must obtain a light duty assignment extension packet and submit to employee benefits prior to expiration of their 60 day assignment and includes a memo, medical release form, job description review, and physician questionnaire
- Employees on light duty who exhausted the allowable 60 days may use any other leave available through the sheriff policy manual
9
Q
3.4 Job Classification System:
A
- Positions may be reclassified to a different classification if there are significant and permanent changes to the actual job duties and responsibilities
- Salary reclassification:
-Positions reclassified to higher pay ranges are increased to the step closets to 5% or the higher pay ranges minimum rate whichever is greater
-Employees with overlapping pay ranges where the employee is at or above the reclassified minimum pay range are increased at least 5% provided there is room in the new range
-Employees reclassified to lower pay ranges will not receive more than the lower pay ranges max rate - Differences in compensation for temporary work assignment in higher classifications may exist pursuant to collective bargaining agreements
10
Q
3.5 Pay Plan/Pay Periods
A
- Pay plans are salary ranges providing a min and max range for each existing classification
- Pay periods are computed biweekly, receiving a pay check every 2 weeks, if pay day falls on a legal holiday, pay checks will be distributed on the preceding workday if possible
11
Q
3.6 Recruitment/Assessment:
A
- HR responsible for administering employment advertising, test development, test administration, rater training, and eligibility list development for promotions
- Authorization to initiate hiring through requisition form routed through budget then to HR
- Two types of recruitments;
1. open competitive (anyone)
2. in-house (only BSO) Job announcements posted for at least 5 days - HR director responsible for administering promotional testing
- Administering, evaluating and documenting via HR
- Probies may apply for another BSO position but will not be place on eligibility list until completion of probation
12
Q
3.7 Employee Transfer
A
- Employees may transfer only to the same classification
- Transferred from one component to another will receive 5 days’ notice
- Usually made effective on first day of a pay period
- Promotional transfer-supervisor position for first time may be transferred to another assignment before promotion
13
Q
3.8 Anti-Nepotism Policy:
A
- Ensure judgment isn’t influenced by family or other relationships
- Employees will not appoint, employ, promote, advance, or advocate for employment, promotion or advancement any of their family members or other relationships
- Will not influence BSO to hire any family members or other relationships Employees advise director COC any family members assign to their area
- Will not serve or be appointed, promoted or transferred to a position they would directly or indirectly supervise family member or other relationship
- Decisions involving family may be conflict of interest
- BSO may refuse to hire or transfer if a family member will supervise them
- Transfers/reclassifications occur within 30 days of notification
14
Q
3.9 Probation
A
- New hire serve standard 12 month probation period
- Newly promoted serve probation period of 6 months which can be extended 6 months
- Unsatisfactory probation period:
(1) Extension
(2) Demotion if vacancy exists
(3) Termination if new hire - Probation may be imposed on regular employees as a corrective action to give additional training or observation for employees not meeting required standards.
- An employee’s probation may be extended the amount of time on extended absence Extension date changes to anniversary date
-Extended absences include temp work assignments outside the regular work location, WCP, FMLA, light duty, donated leave, sick leave, sick pool, admin assignment, and leave without pay. - Termination: during first probationary period will be final with no right of appeal May be extended 6 months at sheriff’s discretion (notice given before end normal period)
15
Q
3.10 Performance Evaluation Process:
A
- Maximizes employee effectiveness by clarifying expectations, recognizing accomplishments, and establishing career development
- A formal performance evaluation will be conducted on all employees of BSO in conjunction with the employees BSO anniversary date, during the probationary period and/or promotions.
- Evaluated by either employee performance evaluation form or supervisor/manager performance evaluation form
- *Used to improve performance, provide feedback, accurate and timely evaluations, provide employee performance measurements, assure public, ensure supervisors are evaluated, and evaluate for candidates for promotion
- Non-probationary evaluated at least annually within 30 days of anniversary date New probationary evaluated quarterly (3rd month) fourth quarter evaluation summarizes entire year *
- Prior to expiration of employee’s probationary period the supervisor/ manager must submit to HR the evaluation summarizing one of the following:
(a) Successful completion of probationary period
(b) Failure to meet standards; probation extended
(c) Failure to meet standards; terminated (with termination form attached) - Promoted will be evaluated quarterly until end of probation period
- When an employee transfers within 90 days of the due date of the evaluation, a new supervisor will contact the previous supervisor for input creating the employees evaluation and will document the consultation.
- If an employee’s performance is deemed unsatisfactory at any time during the evaluation period the employee should be advised via Notice of Improvement Needed Form (A157)
- Purpose is to provide the employee with the opportunity to correct the performance.
- Conducting/Submitting the Performance Evaluation:
-Employee signature only acknowledges the evaluation doesn’t mean agrement.
-TQTQTQ If employee refuses to sign supervisor writes that in signature space and initials All completed evaluations will be maintained in HR for time period mandated
-TQTQTQ Appeal process- first seek resolution through immediate supervisor, then to next level but has to be in writing within 5 days, evaluators supervisor responds within 10 days, if remains unsolved takes to department executive director
-TQTQTQ All supervisory employees will be required to complete training on performance evaluation process
-TQTQTQ HR will form a committee to review uniformity and fairness of evaluation
process
-Only “needs improvement” can be appealed.
-TQTQTQ When an employee or supervisor transfer, an evaluation must be submitted through the regular chain of command within 15days of the transfer, unless the employee was evaluated within 90 days from the date of transfer.
