Law Enforcement Training Bureau Quiz
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Questions and Answers

Which of the following is NOT a listed position within the Training Bureau?

  • High Sierra Academy Deputy
  • Background Investigations Deputy
  • Civil Deputy
  • Fire Safety Deputy (correct)

    • According to the provided information, which bureau includes a 'Motorcycle Deputy'?

  • Detention Bureau
  • Operations Bureau (correct)
  • Training Bureau
  • Court Deputies

    • A deputy working in the I.M.U. is part of which bureau?

  • Detention (correct)
  • Operations
  • Training
  • Court

    • A Deputy in the Homeless Evaluation Liaison Program (H.E.L.P.) serves under which bureau?

    <p>Detention Bureau</p> Signup and view all the answers

    What is the minimum service time required for a detention personnel to be eligible to apply for a Bailiff position, according to this information?

    <p>One year</p> Signup and view all the answers

    What is the typical length of a Bailiff position assignment?

    <p>4 years</p> Signup and view all the answers

    If a deputy transfers out of a Bailiff position to the Patrol Division, what happens to their special assignment?

    <p>It is considered complete</p> Signup and view all the answers

    What is the name of the program under which deputies who engage in repeat offenses within operations bureau are placed?

    <p>R.O.P.</p> Signup and view all the answers

    What is the maximum number of vacation leave hours an employee can accumulate?

    <p>240 hours</p> Signup and view all the answers

    Under which circumstance would an employee be compensated for the vacation leave hours exceeding 240, even if they did not use it?

    <p>If they are denied vacation leave requested by October 15</p> Signup and view all the answers

    What happens to vacation leave hours exceeding 240 at the end of the year?

    <p>They are forfeited unless a request to use them was denied, or they are donated.</p> Signup and view all the answers

    An employee requests forty hours of vacation leave for the five workdays before Christmas (starting December 20th), but their request gets denied. What is the Sheriff's obligation?

    <p>To allow the employee to use 40 hours of leave at another time before years end.</p> Signup and view all the answers

    An employee wants to donate excess vacation leave to the Association leave bank. What is the deadline?

    <p>End of the payroll period encompassing December 31st</p> Signup and view all the answers

    How is vacation leave charged?

    <p>On the basis of one hour for each full hour or major portion of an hour.</p> Signup and view all the answers

    What determines the priority for granting vacation leave requests when many employees request the same period?

    <p>Seniority in grade, provided the remaining employees are qualified to do the work.</p> Signup and view all the answers

    When can vacation leave be taken?

    <p>It is not granted in excess of the vacation credit earned one pay period prior to the start of an employee's leave.</p> Signup and view all the answers

    What is the minimum advance notice an employee must provide to coordinate the purchase of service credit before their retirement?

    <p>60 days</p> Signup and view all the answers

    Which of these entities is NOT directly contacted by the employee when coordinating purchase of service credits?

    <p>Human Resources Department</p> Signup and view all the answers

    What is the purpose of the County Payroll Department's calculation of sick, annual leave, and compensatory time?

    <p>To estimate the approximate net amount the employee will have to purchase retirement credit</p> Signup and view all the answers

    Who is primarily responsible for making timely arrangements and agreements with PERS to purchase service credit?

    <p>The employee</p> Signup and view all the answers

    When does an employee earn sick and vacation leave while on paid status?

    <p>During the entire time they are on paid leave, including sick and vacation</p> Signup and view all the answers

    If an employee uses 30 hours of sick leave in a calendar year, how many hours of personal leave will they receive the following January?

    <p>24 hours</p> Signup and view all the answers

    What happens to personal paid leave if it is not used within the calendar year it is credited?

    <p>It is forfeited</p> Signup and view all the answers

    What is the condition under which an employee does not earn sick or vacation leave?

    <p>When they are on leave without pay</p> Signup and view all the answers

    An employee receives a work-related call from their supervisor outside of work hours that lasts for 22 minutes. How much work time should that employee be credited for?

    <p>30 minutes</p> Signup and view all the answers

    Under what circumstance is an employee entitled to a minimum of 15 minutes of work time for a call received outside of normal work hours?

    <p>When a supervisor needs to get information regarding a work situation.</p> Signup and view all the answers

    An employee had a performance rating below 'standard' during the last review period, but has worked for the county full-time for 7 years. What is their eligibility for longevity?

    <p>They are not eligible for longevity pay.</p> Signup and view all the answers

    An employee has worked for the county for 15 years at a 'standard' rating each review period. What is the maximum percentage of their base pay they can receive for longevity pay?

    <p>12.5%</p> Signup and view all the answers

    An employee is required to report to work earlier than their scheduled time. How is this situation handled regarding out-of-hours work time?

    <p>It does not qualify for any minimum work time.</p> Signup and view all the answers

    What is the maximum annual longevity pay an employee can receive, starting July 1st, 2026?

    <p>$14,210</p> Signup and view all the answers

    When is an employee's eligibility for longevity pay reviewed?

    <p>Semi-annually on June 1st and December 1st of each year.</p> Signup and view all the answers

    An employee has worked for Washoe County full-time for 3 years, then received and accepted a permanent position with Washoe County. How is their length of service calculated for longevity?

    <p>All periods of service from their last continuous permanent County employment date are counted.</p> Signup and view all the answers

    A deputy with a Nevada Intermediate P.O.S.T. certificate is eligible for what percentage of base pay education incentive?

    <p>2%</p> Signup and view all the answers

    What is the maximum combined education incentive pay a deputy can receive, regardless of qualifications?

    <p>6%</p> Signup and view all the answers

    A Deputy attains a Bachelor's degree from an accredited university in Psychology. What percentage of base pay education incentive are they eligible for?

    <p>4%</p> Signup and view all the answers

    Under what conditions is a deputy eligible for temporary supervisor pay?

    <p>When assigned by the Sheriff or his designee to assume a supervisor's duties for four or more hours, and has completed probation.</p> Signup and view all the answers

    If a deputy is assigned to a temporary supervisor role, what pay step of Sergeant could they expect to receive?

    <p>Step 3</p> Signup and view all the answers

    Which of the following is NOT a recognized bargaining unit listed?

    <p>Washoe County Teachers Association</p> Signup and view all the answers

    According to the document, how many members from the Insurance Negotiations Committee participate in the panel of evaluators for RFPs?

    <p>Two</p> Signup and view all the answers

    Who appoints the Chairperson of the Insurance Committee?

    <p>The County Manager</p> Signup and view all the answers

    A member nominated from which group below, may serve as a non-voting member on the Insurance Committee?

    <p>A retired employee</p> Signup and view all the answers

    From which two bargaining units must one of the RFP evaluation panel members be selected?

    <p>WCSDA or WCSSDA</p> Signup and view all the answers

    What is the role of an expert attending the insurance committee meeting?

    <p>They provide input but do not vote</p> Signup and view all the answers

    What is required for modifications in benefits to be binding upon each bargaining unit?

    <p>Approval by a majority vote of the Committee, then the County Commission</p> Signup and view all the answers

    Who has the authority to bind a bargaining unit to changes in benefits agreed to by the Committee?

    <p>The voting member of each bargaining unit</p> Signup and view all the answers

    Study Notes

    Agreement Between Washoe County and Washoe County Sheriff Deputies Association

    • Covers the period 2024-2028
    • Includes articles outlining various topics, such as recognition, rights of management and association, work hours, holidays, medical plans, uniform allowances, and deputy instructions.
    • Also includes exhibits related to salary schedules, longevity schedules, and historical consumer price indexes.

    Table of Contents

    • Lists each article and its corresponding page number.
    • Provides a detailed overview of the agreement structure.

    Article 1 - Preamble

    • States the intent to establish mutually beneficial working and economic relationships between the County and the Association.
    • Outlines the agreement's focus on rates of pay, wages, hours of employment, and other employment conditions.

    Article 2 - Recognition

    • Recognizes the Association as the exclusive bargaining representative of Deputy Sheriffs.
    • Acknowledges the potential for additional classifications within the bargaining unit and their notification to the Association regarding wage rates and job descriptions.
    • Includes provisions regarding mergers or consolidations within the County, and the formation of a Metropolitan Police Department.
    • Excludes temporary employees who work less than six consecutive months.

    Article 3 - Strikes and Lockouts

    • Outlines the Association's commitment to not engage in strikes, slowdowns, or interruptions of operation.
    • The County agrees to not lockout employees during the agreement's term.

    Article 4 - Rights of Management

    • Defines the County's rights concerning employee direction, hiring, promotion, transfer, and disciplinary actions.
    • Specifies that the County is not allowed to use assignment and/or transfer as a form of discipline
    • Clarifies responsibilities that remain with the County.

    Article 5 - Rights of Association

    • Allows the Association president or designee 20 paid hours per workweek to manage general Association business.
    • Grants additional time for general Association business up to 200 hours per year.
    • Enables the Association to designate local representatives with defined jurisdictional areas to manage the association's business.
    • Outlines the procedures for the use of County facilities for Association activities.

    Article 6 - Non-Discrimination

    • Ensures nondiscrimination regarding employment terms with regard to membership or legitimate activities within the bargaining unit.
    • Guarantees non-discrimination regarding age, sex, sexual orientation, gender identity, marital status, race, color, religion, creed, national origin, protected disability, or political affiliation for all employees.

    Article 7 - Duty Statements

    • Outlines the required duty statements for each employee in the represented unit, including examples for patrol deputies, jail deputies, and other departments.

    Article 8 - Work Hours

    • Describes the normal workweek for employees as 40 hours.
    • Indicates that employees must use approved forms of leave when required for non-job-related matters and that this time cannot be part of the work hours.
    • Outlines permitted coffee breaks and rest periods.
    • Describes additional hours with details related to a 10-hour workday.

    Article 9 - Rest Periods

    • Outlines restrictions on work exceeding twelve hours without a rest period.
    • Prohibits employee work over 12 hours continuously except in emergencies or other situations.

    Article 10 - Shift/Days Off Bidding for Uniformed Personnel

    • Permits bidding for shift and days off based on seniority.
    • Specifies intervals for shift bidding (4 or 6-month periods determined by mutual agreement) with a minimum fifteen days notice of the shift bidding date.
    • Restricts changes in posted schedules without association input.
    • Defines seniority based on continuous employment (excluding certain breaks).
    • Excludes specific personnel from bidding, for example those in special assignment.

    Article 11 - Holidays and Holiday Pay

    • Lists recognized holidays (federal and state) observed by the County.
    • Describes eligibility requirements for holiday pay, based on employment status during the holiday period.

    Article 12 - Vacation Leave

    • Explains accrual rates for vacation leave based on years of continuous service.
    • Sets a maximum accumulation limit for vacation leave (240 hours).

    Article 13 - Sick Leave

    • Details accrual rates for sick leave based on years of service.
    • Outlines conditions that qualify for sick leave use (incapacity, injury, pregnancy, childbirth, required medical/dental, quarantined).

    Article 14 - Job-Connected Injuries

    • Mentions compensation for employees with service-related injuries that result in temporary total disability that will be paid by a Claims Administrator.
    • Covers the procedures for processing lost time benefits, as described in Section A of this article.
    • Outlines conditions that are considered incidental duties for a peace officer, and describes payment details for service-connected disability.

    Article 15 - Salaries

    • Retroactive pay for retirees is addressed.
    • Describes salary computation based on daily or hourly work or other leave time.

    Article 16 - Overtime, Call-back and Standby Pay

    • States the definition of overtime, which is any time worked beyond the normal workweek or normal shift.
    • Specifies the compensation rates for overtime/call-back and standby pay.
    • Details standby time conditions and compensation.

    Article 17 - Longevity

    • Outlines eligibility criteria for longevity pay, based on years of service and performance review.
    • Sets a maximum annual limit for longevity pay, with increases every 3 years; for example to increase by $2000, from 12000 to 14000.

    Article 18 - Medical Plan

    • Requires the County to cover 100% of premiums in relation to the healthcare coverage plan, including dental.
    • Describes details regarding dependent coverage, and the criteria for the high-deductible health plan (HDHP) for new or re-hired employees.

    Article 19 - Medical Examinations and Preventive Health Care

    • Outlines regular required physical examinations for employees.
    • Indicates coverage and allowances if certain communicable diseases are involved or exposures to harmful materials.

    Article 20 - Uniform Allowance

    • Describes uniform allowance amounts payable each quarter.
    • Explains procedures for uniform reimbursement when needed due to wear or employee negligence.

    Article 21 - Safety Equipment

    • Outlines a list of mandated safety equipment to be provided to all employees.

    Article 22 - Court Appearances

    • Addresses pay and procedures when employees are required to appear in court proceedings during either off-duty or on-duty periods.

    Article 23 - Special Pay Differential

    • Defines “Special Assignment(s)” and procedures related to pay differential.
    • Addresses crisis intervention training pay and its removal/combination into base pay.

    Article 24 - Night Shift/Education Incentive Pay

    • Indicates the rate of pay differential for night work.
    • Outlines conditions required for education incentives (intermediate P.O.S.T., advanced P.O.S.T, bachelor's Degree).
    • Outlines conditions for temporary supervisor pay.

    Article 25 - Promotional Examinations

    • Describes the promotional examination procedures, ensuring proper notice to employees.
    • Covers the period to have study material available.

    Article 26 - Duty Instructions

    • Details that no Deputy shall deliver law enforcement training without POST approval.
    • Lists additional requirements for POST approval.

    Article 27 - Dues Deduction

    • States that the County will deduct membership dues from employee pay.
    • Outlines procedures for notifying the County Comptroller of any membership dues changes.

    Article 28 - Association Use of County Buildings

    • Affirms the County's acknowledgement of the need for Association meetings.
    • Describes permissible usage conditions, such as free use of buildings or no interference with normal County activities.

    Article 29 - Physical Ability Test

    • Outlines how special assignments will be paid.
    • Specifies circumstances when employees will be paid.

    Article 30 - Distribution of Contract

    • Specifies that the agreement will be posted to the Washoe County Human Resources website within 30 days.

    Article 31 - Resident/Remote Deputy Pay

    • Outlines assignment pay for resident deputies in various locations within remote area locations, and their increase annually.
    • Covers transportation allowance for remote deputies.
    • Explains how utilities for county provided residences will be handled.

    Article 32 - County Ordinance Provisions

    • Addresses situations where County ordinances/resolutions provide more extensive employee benefits, and whether the Association can elect these benefits in lieu of the agreement's provisions.

    Article 33 - Amendment Procedure

    • Outlines a procedure to address changes or modifications to the agreement.
    • Specifies the giving of written notice of amendment with appropriate timelines.

    Article 34 - Procedure for Imposition of Punitive Action

    • Defines "punitive action."
    • Outlines procedures for a just cause standard when a punitive action is to be considered against a permanent employee.
    • Outlines procedures for the employees' notice required and how appeals can apply.

    Article 35 - Grievance Procedure for Issues Other Than Punitive Actions

    • Defines a grievance, along with other relevant terms.
    • Provides a step-by-step grievance procedure providing a method for resolving disputes related to the agreement's interpretation and terms of employment, excluding those topics that fall under punitive action.

    Article 36 - Safety and Health Advisory Committee

    • Sets forth the composition of the Committee and their responsibilities, in terms of inspections and investigation regarding health and safety.

    Article 37 - Travel Expense - Per Diem

    • Indicates that the County Travel Expense Policy is applicable to this bargaining unit..

    Article 38 - Physical Ability Test

    • Discontinues the physical ability test and incentive pay as described in Article 42 of the 2011-2013 agreement.

    Article 39 - Reduction in Force - Layoffs

    • Defines procedures for layoffs of permanent employees due to lack of work or funds.
    • Specifies how layoffs are made and rehiring procedures.

    Article 40 - Distribution of Compensation Due a Deceased Employee

    • Outlines procedures to distribute owed compensation to a deceased employee.

    Article 41 - Line of Duty Death

    • Provides a benefit for bargaining unit members who die in the line of duty by addressing related costs such as memorial services and funeral expenses.

    Article 42 - Savings Clause

    • Establishes that the agreement is the complete agreement between the two parties.

    Article 43 - Deferred Compensation Plan

    • Specifies the procedure for employees hired into the position of Deputy Sheriff after 7/1/2016 to be enrolled in the Plan (if applicable), unless the employee opts out of enrollment.
    • Explains that employees pay 3% of their gross wages and are placed into an account.
    • Outlines the procedure for electing changes in contribution amount.

    Article 44 - Retiring Deputy

    • Outlines the requirements for retired Deputy Sheriff's to receive a retired identification card, one retired badge, and one ID badge case.

    Article 45 - Duration of Agreement

    • Specifies that the agreement will be effective from 7/1/2024-6/30/2028.
    • Indicates that the agreement can be renewed automatically, with provisions for amendments.
    • Provides conditions where the County has the right to re-open the negotiations.

    Exhibit A - Salary Schedules

    • Presents a table of salary ranges for non-supervisory deputies, differentiated by grade and step, with minimum, maximum, and annual range minimum/maximum.

    Exhibit B - Longevity Schedules

    • Provides a table that details annual longevity pay and semi-annual longevity pay for various years of full-time service.

    Exhibit C -Historical Consumer Price Index

    • Presents a table with the annual average effective December for the given years and its corresponding percentage.

    Exhibit D - NRS Reference

    • Offers a compilation of relevant Nevada Revised Statutes (NRS) sections that relate to peace officers, their rights, and investigations.

    Exhibit E - Subsidy Schedules

    • Details different subsidy amounts for various years of service, categorized by employees' age, as well as by the individual years' of service.

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    WCSDA Deputy Contract 2024-2028 PDF

    Description

    Test your knowledge on the various positions and regulations within the Law Enforcement Training Bureau. This quiz covers roles such as Motorcycle Deputy and Bailiff, along with policies on vacation leave and special assignments. Evaluate your understanding of the bureau's structure and functions.

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