Untitled Quiz

A fund created by donating vacation time (1.75 hours per member per year, more if possible) and allocated time (832 hours per year by the Sheriff).

Members donate 1.75 hours of vacation time annually, or additional time upon accumulation, to the Assistant Grievance Chair Time Bank.

Negotiation Committees are formed with a maximum of 8 bargaining unit members, chosen by the Lodge, plus the President/designee and Lodge attorney.

Members can take up to 192 hours of special assignment time-off for negotiations, starting 6 months before the agreement's expiration.

The Assistant Chair may need to work up to 16 hours per month for handling duties, based on the number of hours utilized from the time bank.

Members participating in negotiation sessions may have to be held on special assignment for up to eight hours per day to be in preparation and attending to the meeting.

The negotiation committee represents both supervisory and non-supervisory members, unless otherwise determined.

The employer agrees to allow and support the chosen negotiating team.

Duly elected delegates to State or National Fraternal Order of Police conventions can take reasonable time off work, marked as "special assignment".

Elected or appointed Lodge officials can take reasonable time off for performing their Lodge duties, including meetings, with prior notification to their supervisor.

Work done by bargaining unit members cannot be contracted out to external parties, except for specific listed positions and job duties.

Examples include Communications Center Supervision, and other positions or job duties specifically mentioned in the agreement.

Each delegate needs to submit a list of attended meetings/workshops upon returning to work, signed by the highest Lodge official present.

Members elected or appointed to Lodge positions need to notify the Employer in writing within 30 days of their election or appointment.

Members elected or appointed to Lodge positions, with prior notification to their supervisor, are placed on special assignment to perform Lodge duties and attend meetings.

Local, State, or National Officers of the Fraternal Order of Police need the Sheriff's prior approval for time off to attend meetings or conventions.

Suspensions exceeding 15 days are generally prohibited, except when defending against an EEO claim filed more than 3 years ago, provided there are no new similar disciplinary actions.

A member can request the removal of reprimands or suspension records after their valid period, but these records are kept in a limited access file for administrative purposes or statutory requirements.

Time spent on unpaid leave, absence without leave, disability leave, or disability retirement extends the timeline for considering past disciplinary records.

A bargaining unit member's signature on a performance evaluation only confirms they've read it, not that they agree with all the content.

The bargaining unit member is the last to sign an evaluation, and no changes can be made to record copies after that.

Bargaining unit members have the right to inspect their personnel files during normal business hours, and they can make copies of the documents.

An employee's personnel file can only be accessed by the employer or its agents, except when required by court order, subpoena, or Ohio Public Records Law.

The Personnel Office must notify the member when someone requests to view or access their personnel file.

A bargaining unit member can challenge inaccuracies in their personnel file by writing to the Sheriff. The Sheriff must either correct the error or attach the member's memo to the document.

The Employer (Sheriff) must put work rules in writing and distribute them to all employees before enforcing them. This ensures transparency and fair treatment.

If a work rule contradicts the union agreement, the agreement takes precedence. The work rule becomes invalid.

Employees can file a grievance if a work rule violates the agreement or isn't applied fairly to everyone.

All internal communication (IOC) must go through the chain of command with each supervisor explaining the action taken.

If a member requests, a copy of the IOC with all supervisory comments must be returned within 30 working days.

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Work rules that don't affect existing regulations or SOPs must be electronically accessible to employees for review.

Complaints made against a bargaining unit member are investigated by their supervisor, unless the supervisor is involved in the complaint.

Anonymous complaints lacking independent evidence are dismissed as unfounded and the accused member doesn't have to respond.

Citizen complaints must be received within 90 days after the alleged event occurred or when the complainant learned about it, whichever is later.

Complaints involving criminal allegations, potential criminal prosecution, or similar conduct resulting in the termination of a non-probationary member after January 1, 2013 can be investigated even if the 90-day limit is passed.

Layoffs or job abolishment can only occur due to lack of work, funds, or for the purpose of improving efficiency.

The employer determines which classification of positions within the Sheriff's Office is affected by a layoff.

Complaints that don't meet investigation requirements are marked as 'not investigated,' and the accused member is notified, but doesn't need to respond.

Layoffs are intended to address situations where there is insufficient work or funding, or to improve operational efficiency.

Replacing sworn law enforcement positions with civilian personnel in the Communications Center.

The Sheriff must maintain a minimum of seven patrol supervisor positions of the rank of sergeant or above, with the same shift and consecutive days off as the vacated communications center supervisory assignments.

If the Sheriff fails to maintain the required seven patrol supervisor positions, the work will revert back to being performed by FOP supervisory bargaining members.

Civilian employees can perform various duties in the corrections facilities, including visitation, money operations, laundry, recreation, data entry, filing, and more.

At least one sworn FOP bargaining unit member must be assigned to each Control Center and present during inmate releases for safety and security.

Assigning duties to civilian employees results in additional funded positions (FTEs) for the Sheriff's Office.

Reassigning duties to civilian employees does not reduce the size of the FOP bargaining unit.

The Fraternal Order of Police (FOP) waives their rights under Article 3, Section 14, allowing for certain duties to be performed by civilian employees.