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Questions and Answers
What occurs if military leave, disability leave, sick leave, or modified duty exceeds eighty hours?
What occurs if military leave, disability leave, sick leave, or modified duty exceeds eighty hours?
- The employee is terminated.
- The probationary period may be extended by the same length of time. (correct)
- The employee must return to work immediately.
- The probationary period may be reduced.
What happens if a part of the Agreement is invalidated by state or federal law?
What happens if a part of the Agreement is invalidated by state or federal law?
- The parties must immediately renegotiate all terms.
- The invalidated portion can be ignored.
- Other portions of the Agreement remain in effect. (correct)
- The entire Agreement becomes void.
How is a 'day' defined in this Agreement unless otherwise indicated?
How is a 'day' defined in this Agreement unless otherwise indicated?
- Calendar day. (correct)
- Work week.
- Business day only.
- Holiday.
Which authority is retained by L.F.U.C.G. regardless of the Agreement provisions?
Which authority is retained by L.F.U.C.G. regardless of the Agreement provisions?
In terms of leave that exceeds eighty hours, which type specifically can affect the probationary period?
In terms of leave that exceeds eighty hours, which type specifically can affect the probationary period?
Which statement about rights and authority retained by L.F.U.C.G. is correct?
Which statement about rights and authority retained by L.F.U.C.G. is correct?
What type of leave can lead to an extension of the probationary period if taken in excess?
What type of leave can lead to an extension of the probationary period if taken in excess?
What are the parties required to do if an invalidated portion significantly alters the meaning of the Agreement?
What are the parties required to do if an invalidated portion significantly alters the meaning of the Agreement?
What is the distinction made regarding the suspension of law enforcement powers and suspension from pay?
What is the distinction made regarding the suspension of law enforcement powers and suspension from pay?
Which of the following is NOT a reason for discrimination prohibited by the Agreement?
Which of the following is NOT a reason for discrimination prohibited by the Agreement?
What is the stance of the Lodge regarding strikes and work stoppages?
What is the stance of the Lodge regarding strikes and work stoppages?
Which of the following is a right reserved to L.F.U.C.G. according to the Agreement?
Which of the following is a right reserved to L.F.U.C.G. according to the Agreement?
What type of actions must the Lodge refrain from regarding employee productivity?
What type of actions must the Lodge refrain from regarding employee productivity?
Which qualification is NOT mentioned as necessary for employee hires and promotions?
Which qualification is NOT mentioned as necessary for employee hires and promotions?
What may the consequences include when positions are eliminated under this Agreement?
What may the consequences include when positions are eliminated under this Agreement?
Which of the following delineates proper behavior for L.F.U.C.G. regarding employee relations?
Which of the following delineates proper behavior for L.F.U.C.G. regarding employee relations?
What is included in a Member's right to Lodge representation during an investigation?
What is included in a Member's right to Lodge representation during an investigation?
How frequently should the Lodge provide a list of representatives available during each shift?
How frequently should the Lodge provide a list of representatives available during each shift?
What does L.F.U.C.G. NOT need to do when a qualified Lodge representative is present?
What does L.F.U.C.G. NOT need to do when a qualified Lodge representative is present?
Who can review their own personnel file according to L.F.U.C.G.'s regulations?
Who can review their own personnel file according to L.F.U.C.G.'s regulations?
Which of the following is responsible for the upkeep and production of Member files?
Which of the following is responsible for the upkeep and production of Member files?
Who has restricted access to a Member's personnel records?
Who has restricted access to a Member's personnel records?
What does the term 'Lodge Representative' refer to?
What does the term 'Lodge Representative' refer to?
What responsibility does L.F.U.C.G. have regarding member confidentiality?
What responsibility does L.F.U.C.G. have regarding member confidentiality?
Study Notes
Military and Leave Provisions
- Military leave, disability leave, sick leave, or modified duty exceeding 80 hours may result in an extension of the probationary period for the same length of time.
Agreement Hierarchy and Definitions
- This Agreement is subordinate to applicable statutes and constitutional provisions; if any part is invalidated, other portions remain effective.
- Significant alterations require bargaining to amend the affected Article or Section.
- "Day" is defined as a calendar day unless specified otherwise.
L.F.U.C.G. Rights
- L.F.U.C.G. retains all rights not explicitly limited by this Agreement.
- Rights include determination of Police Department organizational structure, personnel assignment, and policy promulgation.
- Personnel qualifications and standards for hiring and promotions must adhere to statutory law.
- Establishment of performance standards and disciplinary actions is allowed within the framework of applicable state law.
Non-Discrimination Policy
- Prohibits discrimination against employees based on membership with the Lodge or participation in lawful Lodge activities.
- Discrimination is also prohibited based on race, color, sex, creed, religion, marital status, age, national origin, disability, political affiliation, or sexual orientation.
Strikes and Work Stoppages
- Engaging in strikes, work stoppages, or work slowdowns is unlawful; the Lodge agrees not to engage in or promote such activities.
- Members have the right to Lodge representation during disciplinary investigations.
- Lodge representatives are to be available 24/7, with prior notification to the Chief regarding shift availability.
Personnel Files Management
- Personnel and member records are solely the responsibility of L.F.U.C.G., governed by state and federal laws.
- L.F.U.C.G. is accountable for the upkeep, retention, and purging of member files.
- Member confidentiality is to be maintained; access to personnel records is restricted to authorized individuals, including the member, higher-rank employees, and designated personnel.
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Description
This quiz covers key concepts regarding military leave, disability leave, and sick leave, particularly in relation to probationary periods. Understand the effects of different types of leave on employment agreements and relevant statutes. Test your knowledge on how these policies apply in various situations.
