!TEST**201, HR Employment

Question 1

What is the City’s employment strategy?

Answer 1

To attract/retain a diverse, highly skilled workforce.

Question 2

**In terms of employment, what principles are the City committed to?

Answer 2

The principles of affirmative action, which encourages recruitment and equal opp for all qualified applicants.

Question 3

Who does the City Mgr delegate as the decision making authority with regard to the recruitment and selection process?

Answer 3

HR and Risk Mgt Dir.

Question 4

What is a regular status employee?

Answer 4

full-time 40 hr or part-time 20 or 30 hr (Council authorized).

Question 5

What is a Temp status employee?

Answer 5

Personnel hired to fill seasonal/short-term temp assignments (not Council authorized).

Question 6

**How will vacancies be filled for City employment?

Answer 6

• Open Competitive (open to public and current employees

- Closed Competitive (open only to current reg status employees and temp personnel)

Question 7

Where are all applications submitted for City employment?

Answer 7

HR and Risk Mgt Dept.

Question 8

Who will assist the hiring authority in developing all materials for the interview process?

Answer 8

HR and Risk Mgt.

Question 9

Prior to the beginning of the interview process, what must departments submit to HR and Risk Mgt?

Answer 9

• applicant names
• interview questions
• interview panel names

Question 10

What new hire positions require fingerprints?

Answer 10

• regular status
• temp status
• volunteer

Question 11

When is a post-offer drug and alcohol screen required, for safety sensitive positions?

Answer 11

Drug and alcohol screen is required within 24 hours of the job offer (also required for all sworn new hires, as well as firefighter physical for sworn non-promotional).

Question 12

**Prior to any employee being assigned to safety-sensitive duties, how much substance abuse training must they receive?

Answer 12

• employee receives 60 mins

- supervisor receives 120 mins

Question 13

How long is the initial review period for police/fire personnel?

Answer 13

12 months (may be extended for 6 months, at request of department dir, by HR and RM Dir).

Question 14

Who is responsible for maintenance of all records pertaining to recruitment and selection processes?

Answer 14

HR and RM Dept.

Question 15

What is a lateral move in jobs?

Answer 15

Employee changes from a position in one class to a position in another class (same pay grade and no change in pay rate).

Question 16

What is a Transfer?

Answer 16

Employee transfer to a similar or lower level, to meet the needs of the organization (City reserves the right to transfer).

Question 17

What is a voluntary demotion?

Answer 17

Employee volunteers to change from current class to another class with a lower pay grade).

Question 18

**How much advance notice is given, by an employee at STAFF level, to resign or retire?

Answer 18

Staff level employee shall give a 2 week notice to resign or retire.

Question 19

**How much advance notice is given, by an employee at MANAGERIAL level, to resign or retire?

Answer 19

Managerial level employee shall give a 30 day notice to resign or retire.

Question 20

Who is responsible for the coordination of the Exit Interview Program?

Answer 20

HR and RM Dir.

Question 21

What is a RIF?

Answer 21

A RIF (reduction in force) due to lack of funds, internal reorg, or in best interest of the city.

Question 22

When a regular status employee retires after 5 yrs or more of service, what happens to their sick leave?

Answer 22

Sick leave will be paid at 1/3 of their hourly wage (averaged over previous 36 months).

Question 23

If an employee has been RIF’d, and has worked previously with the city in a different position, how do they request a “bump back”?

Answer 23

Employee files a written request with HR and RM Dir within 7 days after RIF notice.

Question 24

What is the exception to the “bump back” policy?

Answer 24

Policy does not apply to any employee/positions under the current MOU in place with the City.

Question 25

Who do you appeal a RIF to?

Answer 25

HR and RM Dir.

Question 26

Who determines and approves severance benefits?

Answer 26

City Mgr.

Question 27

How long are employees that have been laid off due to a RIF, kept on a re-hire list?

Answer 27

6 months after separation date (re-hire list considered first for City positions).

Question 28

What is the benefit to an employee that accepts a Voluntary RIF?

Answer 28

• May speed up transition to retirement
• gets severance package as well as retirement
• qualify for unemployment benefits

Question 29

What is max time a temp employee may be employed?

Answer 29

1 year (does not apply to seasonal or on-call positions).

Question 30

How many hours must temp employees work in order to get medical insurance?

Answer 30

An average of 30 or more hours per week.

Question 31

Who can revoke an employees outside employment rights, if it interferes with the City position?

Answer 31

Department Dir.

Question 32

If an employee seeks to find outside employment, what form must be completed and turned in annually?

Answer 32

Outside Employment Status form submitted to HR and RM Dept by end of January of each year (must have approval of Department Dir).

Question 33

**When was the Civil Rights Act created?

Answer 33

1964

Question 34

**When was the Age Discrimination in Employment Act created?

Answer 34

1967

Question 35

**When was the Americans with Disabilities Act created?

Answer 35

1990 (Amendments Act created in 2008).

Question 36

**When was the Equal Pay Act created?

Answer 36

1963