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Multiple Choice Test on Collective Bargaining Agreement Between the CITY OF HOLLYWOOD and AFSCME General Local 2432 10/01/22 – 9/30/25 Article 7: Employer Rights 1. According to Article 7, what is one of the rights of the Employer? o A) Set the salaries of Employees o...

Multiple Choice Test on Collective Bargaining Agreement Between the CITY OF HOLLYWOOD and AFSCME General Local 2432 10/01/22 – 9/30/25 Article 7: Employer Rights 1. According to Article 7, what is one of the rights of the Employer? o A) Set the salaries of Employees o B) Unilaterally determine the purpose of each of its constituent agencies o C) Automatically terminate Employees without cause o D) Allow Employees to take disciplinary action on their own Answer: B) Unilaterally determine the purpose of each of its constituent agencies Origin: Article 7, Page 10 Article 9: Union Business 2. How many hours per fiscal year is the Local Union President allowed off with pay for Union Business? o A) 200 hours o B) 416 hours o C) 520 hours o D) 360 hours Answer: B) 416 hours Origin: Article 9.1, Page 12 3. What must the Union President do before attending a meeting for Union Business? o A) Submit a formal request to the City Commission o B) Obtain approval from the Division Head o C) Notify their supervisor and the Office of Human Resources  o D) Arrange for a replacement during their absence Answer: C) Notify their supervisor and the Office of Human Resources Origin: Article 9.1, Page 12 4. How many days off without pay are two Union members allowed each calendar year to attend Union functions? o A) 5 days o B) 15 days o C) 10 days o D) 20 days Answer: C) 10 days Origin: Article 9.2, Page 12 5. How many members are allowed on the Union bargaining team during negotiations? o A) Five o B) Seven o C) Ten o D) Four Answer: B) Seven Origin: Article 9.3, Page 12 Article 10: Union Stewards 6. How many Union Stewards will the City recognize from the Bargaining Unit? o A) 5 o B) 12 o C) 10 o D) 15 Answer: C) 10 Origin: Article 10.1, Page 13 7. Who must be notified in writing immediately if there is a change in the designated Stewards or Chief Steward? o A) City Manager o B) Mayor o C) Director of Human Resources o D) Union President Answer: C) Director of Human Resources Origin: Article 10.1, Page 13 8. What is required before a Steward or Chief Steward can investigate and discuss grievances during working hours? o A) Permission from the Division Head or designee o B) A formal written request o C) Approval from the City Commission o D) Consent from the Union President Answer: A) Permission from the Division Head or designee Origin: Article 10.2, Page 13 9. How many Union representatives are allowed to process a grievance during the Steward's working hours until the grievance reaches Step 2/3? o A) Two o B) Three o C) One o D) None Answer: C) One Origin: Article 10.3, Page 13 10. What happens when a grievance reaches Step 2/3 in terms of Union representation? o A) Only the Chief Steward may participate o B) The Steward processes the grievance alone o C) Both the Chief Steward and Steward may participate  o D) No Union representative is allowed to participate Answer: C) Both the Chief Steward and Steward may participate Origin: Article 10.3, Page 13 Article 12: Temporary Assignments and Vacant Positions 11. If an employee is assigned to temporarily assume the majority of duties and responsibilities of an incumbent employee with a classification of a higher pay grade, what increase will they receive in their adjusted base rate of pay? o A. 3% o B. 5% o C. 7% o D. 10% Answer: B. 5% Origin: Article 12.1, Page 15 12. What is the minimum duration of a temporary assignment for an employee to be evaluated by the City and the Union? o A. 60 days o B. 90 days o C. 120 days o D. 150 days Answer: B. 90 days Origin: Article 12.1, Page 15 13. In the event an employee is assigned to work in a vacant position within a classification of a higher pay grade, what increase will they receive in their adjusted base rate of pay? o A. 3% o B. 5% o C. 7%  o D. 10% Answer: B. 5% Origin: Article 12.2, Page 15 14. If an employee is assigned to temporarily assume the duties of an incumbent employee with a higher pay grade outside of the Bargaining Unit, what increase will they receive if moved to a Professional classification? o A. 5% o B. 10% o C. 15% o D. 20% Answer: B. 10% Origin: Article 12.3, Page 16 15. How long can a vacant position within a Civil Service classification be staffed by assignment before being evaluated for permanent filling? o A. 90 days o B. 120 days o C. 150 days o D. 180 days Answer: B. 120 days Origin: Article 12.4, Page 16 Article 14: Workweek and Compensation 16. For Beach Safety employees assigned to a higher classification for one full shift on a recurring basis, what assignment pay percentage will they receive? o A. 3% o B. 5% o C. 7% o D. 10% Answer: B. 5% Origin: Article 12.5, Page 16 17. Community Service Officers assigned to Traffic Homicide duties will receive what percentage increase above their adjusted base rate of pay? o A. 3% o B. 5% o C. 7% o D. 10% Answer: B. 5% Origin: Article 12.6, Page 16 18. Regularly scheduled part-time employees who have worked seasonal assignments will return to what position after completing the seasonal appointment? o A. A new full-time position o B. Their previous regularly scheduled part-time position o C. A different part-time position o D. A temporary position Answer: B. Their previous regularly scheduled part-time position Origin: Article 12.7, Page 16 19. Lead workers in charge of a crew or work unit consisting of at least how many employees, other than the designated lead worker, will receive additional compensation? o A. One o B. Two o C. Three o D. Four Answer: B. Two Origin: Article 12.8, Page 17 20. The normal workweek for all full-time employees shall consist of how many hours? o A. 35 hours o B. 38 hours  o C. 40 hours o D. 42 hours Answer: C. 40 hours Origin: Article 14.1, Page 17 21. How much notice shall be given to employees if there is a change in the work schedule? o A. 5 to 7 working days o B. 8 to 10 working days o C. 11 to 13 working days o D. 14 to 16 working days Answer: B. 8 to 10 working days Origin: Article 14.2, Page 17 22. What is the minimum guarantee of pay for an employee who is called into work outside of their normal work schedule? o A. 1 hour o B. 2 hours o C. 3 hours o D. 4 hours Answer: B. 2 hours Origin: Article 14.5, Page 22 23. Compensatory time may be accumulated up to how many hours? o A. 40 hours o B. 60 hours o C. 80 hours o D. 100 hours Answer: C. 80 hours Origin: Article 14.8, Page 23 24. How many hours of pay will employees assigned to standby in the Public Utilities Department receive in addition to their normal pay?  o A. 3 hours o B. 4 hours o C. 5 hours o D. 6 hours Answer: B. 4 hours Origin: Article 14.12.f, Page 25 25. What happens if an employee's request for compensatory time is not scheduled within 180 days? o A. The request is denied o B. The employee receives a payout at the appropriate rate o C. The employee must reschedule o D. The time is forfeited Answer: B. The employee receives a payout at the appropriate rate Origin: Article 14.8, Page 23 Article 16: Voluntary Demotions/Lateral Transfers 26. What must an employee submit to request a voluntary demotion or lateral transfer? o a) An oral request to the Division Head o b) A verbal acknowledgment to Human Resources o c) A written request to Human Resources o d) A written request to the Union Representative Answer: c) A written request to Human Resources Origin: Article 16.2(a), Page 28 27. What must the employee acknowledge in their written request for a demotion? o a) That the demotion is temporary o b) That the demotion will involve a reduction in pay unless otherwise stipulated o c) That the demotion will not affect their seniority  o d) That the demotion is reversible at any time Answer: b) That the demotion will involve a reduction in pay unless otherwise stipulated Origin: Article 16.2(a), Page 28 28. Who determines if an employee meets the minimum requirements for a lower- paid/lateral position? o a) The Union Representative o b) The City Manager o c) The Human Resources Director o d) The Division Head Answer: c) The Human Resources Director Origin: Article 16.2(b), Page 28 29. Can an employee holding a lower/lateral position be involuntarily bumped out of that position? o a) Yes, for any reason o b) Yes, to provide room for a voluntarily demoting/laterally transferring employee o c) No, not under any circumstances o d) No, not to provide room for a voluntarily demoting/laterally transferring employee Answer: d) No, not to provide room for a voluntarily demoting/laterally transferring employee Origin: Article 16.2(c), Page 28 30. Who has the authority to approve or disapprove a voluntary demotion/lateral transfer? o a) The Union o b) The Division Head o c) The City Manager o d) The Mayor Answer: b) The Division Head Origin: Article 16.2(d), Page 28 31. How long is the probationary period for an employee who has not previously served a probationary period in the new position they are transferring into? o a) 3 months o b) 6 months o c) 12 months o d) No probationary period is required Answer: b) 6 months Origin: Article 16.2(e), Page 28 32. Can employees in the Professional, Supervisory, Police, Fire, Confidential, Executive, or Management positions bump into any positions in the General Employees Unit? o a) Yes, at any time o b) Yes, but only with seniority o c) No, they must only be demoted or transferred into a vacant position with zero seniority o d) No, they cannot be transferred under any circumstances Answer: c) No, they must only be demoted or transferred into a vacant position with zero seniority Origin: Article 16.2(f), Page 28 33. Can a voluntarily demoting employee apply for a higher-paid position immediately after demotion? o a) Yes, if they have seniority o b) Yes, but only with Union approval o c) No, they must compete in the regular promotional examination o d) No, they can never apply for a higher-paid position again Answer: c) No, they must compete in the regular promotional examination Origin: Article 16.4, Page 29 34. Who will be notified of all Bargaining Unit member changes in status, including personnel changes? o a) The employee's immediate supervisor  o b) The Union o c) The Division Head o d) The City Manager Answer: b) The Union Origin: Article 16.5, Page 29 35. Are the provisions of Section 16.2(d) grievable and arbitrable? o a) They are grievable but not arbitrable o b) They are arbitrable but not grievable o c) They are neither grievable nor arbitrable o d) They are both grievable and arbitrable Answer: a) They are grievable but not arbitrable Origin: Article 16.6, Page 29 Article 17: Performance Review 36. How long is the Original Probationary Period for newly hired employees? o a) 6 months o b) 12 months o c) 18 months o d) 24 months Answer: b) 12 months Origin: Article 17.1, Page 29 37. What happens if an employee is rated as "Unsatisfactory" at the end of their probationary period? o a) They are given another 6 months to improve o b) They are dismissed from employment o c) They receive a pay reduction o d) They are transferred to a different position Answer: b) They are dismissed from employment Origin: Article 17.1, Page 29  38. Will there be a merit pay increase during the duration of this Agreement? o a) Yes, annually o b) Yes, every six months o c) No, there will be no merit pay increase o d) Yes, only for satisfactory employees Answer: c) No, there will be no merit pay increase Origin: Article 17.2, Page 29 39. What must happen to an employee who receives an "Unsatisfactory" evaluation? o a) They must be dismissed immediately o b) They must be re-evaluated within 90 days o c) They must be promoted o d) They must receive a merit pay increase Answer: b) They must be re-evaluated within 90 days Origin: Article 17.6, Page 30 40. Can an employee appeal their performance review through the grievance or arbitration procedure? o a) Yes, for all performance reviews o b) Yes, but only after two consecutive unsatisfactory reviews o c) No, they cannot appeal through grievance or arbitration o d) Yes, but only to the Union Representative Answer: c) No, they cannot appeal through grievance or arbitration Origin: Article 17.7, Page 31 Article 44: Workers' Compensation and Supplemental Compensation 41. Under Article 44, how many consecutive weeks does an employee receive a full paycheck while in workers' compensation status? o a) 10 weeks o b) 13 weeks  o c) 26 weeks o d) 35 weeks Answer: b) 13 weeks Origin: Article 44.1, Page 97 42. If an employee is unable to return to work after 13 weeks, who reviews the situation? o a) The Department Head o b) The City Manager or designee o c) The Employee's Supervisor o d) The Human Resources Director Answer: b) The City Manager or designee Origin: Article 44.1, Page 97 43. What is the maximum number of weeks an employee can receive Supplemental Compensation if an extension is granted? o a) 13 weeks o b) 26 weeks o c) 35 weeks o d) 52 weeks Answer: c) 35 weeks Origin: Article 44.1, Page 97 44. How many days in advance must an employee submit a written request for an extension beyond the 26-week period? o a) 7 days o b) 10 days o c) 14 days o d) 21 days Answer: c) 14 days Origin: Article 44.1, Page 97 45. Who has the final decision on whether to grant or deny an additional extension beyond the 26-week eligibility period?  o a) The Employee's Supervisor o b) The City Manager or designee o c) The Human Resources Director o d) The City Physician Answer: b) The City Manager or designee Origin: Article 44.1, Page 97 46. Can the decision to deny an extension beyond the 26-week period be appealed through the grievance procedure? o a) Yes o b) No Answer: b) No Origin: Article 44.1, Page 97 47. During the 13-week, 26-week, or 35-week eligibility period, what happens if an employee needs to attend a required workers' compensation doctor visit? o a) The employee must use accrued or unpaid time o b) The employee is paid regular pay for time missed o c) The employee must take unpaid leave o d) The employee must make up the time missed Answer: b) The employee is paid regular pay for time missed Origin: Article 44.1, Page 97 48. Who selects the physicians that evaluate an injured employee receiving Workers' Compensation benefits? o a) The Employee o b) The City Manager o c) The City o d) The Department Head Answer: c) The City Origin: Article 44.2, Page 97 49. What is provided to the physician to determine the employee's fitness for duty?  o a) The employee's medical records o b) The employee's Position Description o c) The employee's performance reviews o d) The employee's job application Answer: b) The employee's Position Description Origin: Article 44.2, Page 97 50. If an employee is assigned duties outside of their normal job classification due to restrictions, at what rate of pay are they compensated? o a) A reduced rate o b) Their regular rate of pay o c) A temporary rate o d) A rate determined by the new department Answer: b) Their regular rate of pay Origin: Article 44.2, Page 97 51. Who determines the appropriate duties for an employee with restrictions based on the City physician’s evaluation? o a) The Employee's Supervisor o b) The Director of Human Resources o c) The City Manager o d) The Department Head Answer: b) The Director of Human Resources Origin: Article 44.2, Page 97 52. What action can an employee take if they disagree with the City Manager's determination to return them to work? o a) File a grievance o b) Appeal through the State of Florida Workers' Compensation Statute o c) Request a second opinion o d) Refuse to return to work Answer: b) Appeal through the State of Florida Workers' Compensation  Statute Origin: Article 44.2, Page 98 53. What must the employee do if they disagree with the determination that they are no longer capable of performing their regularly assigned tasks? o a) File a grievance o b) Obtain opinions from private physicians o c) Appeal to the Department Head o d) Request a new evaluation by the City physician Answer: b) Obtain opinions from private physicians Origin: Article 44.3, Page 98 54. Who selects the third physician if there is a disagreement between the employee's private physician and the City physician? o a) The Employee o b) The City o c) The first two physicians mutually select the third physician o d) The Director of Human Resources Answer: c) The first two physicians mutually select the third physician Origin: Article 44.3, Page 98 55. What is the final and binding decision regarding an employee's capability to perform their regularly assigned tasks? o a) The decision of the third physician o b) The City Manager's decision o c) The Employee's request o d) The Department Head's recommendation Answer: a) The decision of the third physician Origin: Article 44.3, Page 98