City of Paris Personnel Policy Quiz

<p>Department Heads/Managers/Supervisors only. (B)</p> Signup and view all the answers

<p>Training for new hires. (B)</p> Signup and view all the answers

<p>Temporary promotions. (D)</p> Signup and view all the answers

<p>Statutory and charter limitations. (B)</p> Signup and view all the answers

<p>Employees must take action against harassment when observed. (B)</p> Signup and view all the answers

<p>To assess a new employee's suitability for their role (B)</p> Signup and view all the answers

<p>SECTION 6 – PERFORMANCE EVALUATION (A)</p> Signup and view all the answers

<p>Safety and health regulations (D)</p> Signup and view all the answers

<p>SECTION 12 – PROCEDURES FOR GRIEVANCES AND APPEALS (B)</p> Signup and view all the answers

<p>Employee benefits and services (B)</p> Signup and view all the answers

<p>Inability to perform essential job functions due to a disabling condition (A)</p> Signup and view all the answers

<p>SECTION 8.04 – Overtime (B)</p> Signup and view all the answers

<p>To manage position reclassifications (A)</p> Signup and view all the answers

<p>To address intermittent leave options for employees. (A)</p> Signup and view all the answers

<p>SECTION 14.066 (B)</p> Signup and view all the answers

<p>Funeral Leave (D)</p> Signup and view all the answers

<p>SECTION 15.02 (D)</p> Signup and view all the answers

<p>Controlled Substance and Alcohol Abuse (D)</p> Signup and view all the answers

<p>SECTION 16.03 (D)</p> Signup and view all the answers

<p>Use of Tobacco Prohibited (A)</p> Signup and view all the answers

<p>SECTION 15.13 (D)</p> Signup and view all the answers

These policies apply to all City employees, regardless of their specific employment status. They are intended to guide the City in making consistent and fair personnel decisions, but they do not establish legally binding employment contracts.

The City of Paris ensures equal opportunities for all applicants and employees, prohibiting discrimination based on race, religion, gender, ethnicity, or other protected characteristics.

City employees are employed 'at will' which means their employment can be terminated by either the employer or employee at any time, with or without cause, and with or without notice.

Harassment based on an individual's gender, which can include unwelcome sexual advances, requests for sexual favors, or other verbal or physical harassment of a sexual nature.

Harassment based on an individual's race, religion, or other protected characteristics, similar to sexual harassment, it includes unwelcome conduct that creates a hostile or offensive work environment.

Department heads, managers, and supervisors are expected to prevent and address instances of illegal harassment within their departments. This includes providing a safe environment, promoting respectful communication, and responding appropriately to complaints.

City employees are responsible for conducting themselves ethically and professionally and avoiding actions that could be construed as harassment. Violations of these policies can result in disciplinary action, including termination of employment.

A formal process is in place to address complaints of harassment within the City. Employees with concerns can report incidents to their supervisor, HR, or a designated complaint officer.

The probationary period determines the length of time a new employee must work before becoming a permanent employee. It ensures performance evaluation before permanent employment.

Regular performance reviews help the employee understand how they're doing and improve their performance.

A process where an employee's position is reevaluated to determine if they are still in the right role based on their skills and experience.

These are paid days off for national holidays. Check your employee handbook for eligible holidays.

Paid time off earned by working overtime hours. It can be used at the employee's discretion.

Employees are entitled to paid time off for vacation. The amount of days varies based on their position and seniority.

Employees can take paid time off for illness or medical reasons. Sick leave policies vary by company.

Employees may be eligible for unpaid leave for specific reasons, like family medical needs. This leave is protected by federal law.

This section outlines the conditions and procedures for employees to take time off from work, including sick leave, vacation, and other types of absences.

This section covers the rules and procedures for employees to take intermittent leave (short periods of time) for various reasons, such as medical appointments or family needs.

This section outlines the responsibilities of employees regarding their leave requests, including submitting the proper paperwork and adhering to the leave procedures.

This section outlines the responsibilities of department heads, managers, and supervisors in relation to leave requests, including approving or denying leave requests and ensuring compliance with leave policies.

This section covers the types of leave that employees can take for military service, including active duty and reserve duty.

This section outlines the rules for administrative leave with pay, which is granted in situations where an employee is temporarily excused from their duties for specific reasons.

This section explains the process and conditions for an employee to take leave without pay, either for personal reasons or in certain circumstances.

This section clarifies the procedures for taking paid time off to attend a funeral for a family member, including the eligibility criteria and length of leave.