Contract Pages 80-100

Front 1

Maximum qualifying experience for lateral in regards to steps

Back 1

5 years

Front 2

Employee overpays how long to respond back to them

Back 2

30 days. If agree, come up with repayment plan. If disputed, forwarded to neutral for resolution.

Front 3

Max amount of repayment withdrawn from paycheck

Back 3

Lesser than 10 percent

Front 4

How far back can employer go to recover overpayment

Back 4

Any amount within 2 years

Front 5

Special medical/psychological examinations

Back 5

Will be advised and the use of of the results. Employee can't be denied access to medical file.

Front 6

OMS request disclosure of medical information.

Back 6

Employee must comply and disclose information specifically for what Oms is requesting.

Front 7

When can employee not disclose medical info to oms when requested

Back 7

When the employee reasonable believes that the special medical exam may lead to disclosure if physcho or substance abuse issues. A panel member can review and determine a special medical exam can be conducted without disclosure.

Front 8

Psychological and substance abuse exams

Back 8

Parties will mutually agree upon panel of health care providers. The employee may select which panel members to conduct the exam. 10 days to notify which one.

Front 9

Tuition assistance

Back 9

Must be for development related to members current job function.

Front 10

Attending tuition assistance training

Back 10

Must be attended during off duty hours.

Front 11

How long must employee remain employed after receiving tuition assistance.

Back 11

2 years.

Front 12

Tuition assistance max

Back 12

1730

Front 13

LEOBR-an employee involved in complaint involving proposed punishment

Back 13

May elect an alternative hearing board.

Front 14

To complete alternative hearing board

Back 14

Submit notice of election hearing board within 7 days. Must be approved by fop.

Front 15

Alternative hearing board consist of

Back 15

3 members. 2 leo and 1 neutral chairperson. 1 leo appointed by chief (sgt or above). Other appointed by fop. Slections can be from another jurisdiction.

Front 16

Oral admonishment

Back 16

Spoken warning or indication of disapproval. Is noted for the record but not part of employees personnel record

Front 17

Written reprimand

Back 17

Written. Statement concerning specific act or violation of a policy and is made part of personnel record.

Front 18

Suspension

Back 18

Leave without pay status. Not to exceed 40 hours. Chief admin officer can extend farther but not to exceed number of hours scheduled for one month. An employee can accept to forfeit annual leave in lieu of suspension. Leave with request can be donated to leo relief fund.

Front 19

Suspension pending inv of charges or trial

Back 19

Leave without pay for indefinite period for job related offenses. If found innocent employee must be reinstated without loss of pay.

Front 20

Demotion

Back 20

Movement of an employee from one merit system position or class to another with a lower grade assignment. Can only be imposed for performance related events.

Front 21

Notice of interrogation.

Back 21

Must be written form 242.

Front 22

Not covered under leobr

Back 22

Investigation can be verbal.

Can be represented by counsel and given 24 hours to arrange for it. They can recieve a record of interview. Miranda applies. Can be compelled to submit to blood alcohol test with reasonable suspicion.

Front 23

Within grade reduction demotion or suspension and dismissal

Back 23

Chief must provide written notice of such action at least 5 days prior to effective date.

Front 24

Asserting right to representation

Back 24

Except where covered by leobr Afforded atleast 2 yours to arrange for representation.

Front 25

Temp promotion/assignment

Back 25

Temp assigned or promoted to higher classified job for a period of more than 2 consecutive work weeks shall recieve the rate of pay of the higher classified job retroactive to first day.

Front 26

Promotional delay

Back 26

Can be delayed when he or she is absent for 90 days or more in the lower rank unless they are out on workers comp.

Front 27

Contract ends

Back 27

Contract ends June 30, 2019. Renewed yearly.

Front 28

Furloughed

Back 28

All unit members will be furloughed equally. Itll be spread evenly over the pay periods remaining.

Front 29

Furlough and comp

Back 29

For 8 hours furloughed employees recieved 8 hours comp.

Front 30

Two files

Back 30

Department and personal file on unit level. Unit level shall not contain disciplinary actions. Sgt can keep the files of employees in their supervision. Employees encouraged to review 1 a year.

Front 31

Personell files and informing employee

Back 31

All employees must recieve a copy of what is being placed in their file before it Is. Employees can submit a rebuttal to be included in the file.

Front 32

Reprimands last how long in file

Back 32

1 year

Front 33

Restrictive duty unit files

Back 33

Shall be destroyed after 12 months have elapsed since employee returned to full duty.

Front 34

At fault accidents and supervisor documentation last in file

Back 34

2 years from date of accident

Front 35

Supervisor file

Back 35

Each employee under supervision. Can contain informal notes concerning performance and conduct. Employee can review on request. Itd to help performance ratings or conduct related actions.

Front 36

Supervisor file valid for?

Back 36

12 months and may be used only during that time or during a rating covering the period of documentation.

Front 37

Personell files after separation last how long

Back 37

Shall be destroyed after 5 years unless pending litigation.

Front 38

Admin inv files not covered under leobr.

Back 38

Files shall be expunged at the later of 3 yests after date of findings were made

Front 39

Admin files with charges sustained

Back 39

Eligible for expungement at the latter of 5 years. The physical file shall be shredded. If multiple officer officer who is eligible will be redacted from all documents

Front 40

Termination. Abandonment of position by failure to report to work as scheduled and failing to obtain approval

Back 40

3 days

Front 41

Terminated for ongoing medical or personal problems

Back 41

Not resolved within 3 months after employee exhaust all leave and sick leave bank donations.

Front 42

Performance evaluations grievanble

Back 42

No unless procedures were not followed.

Front 43

Involuntary demotion

Back 43

An employee can be demoted whonrecievef less than sat work performance evaluation after written warning and counseling and at least 3 months to improve. Nust recieve 10 days notice before demotion.

Front 44

Job sharing program

Back 44

18 members at or below rank of cpl. And 4 members at rank of sgt.

Front 45

Job sharing eligibility

Back 45

Purpose or caring for immediate family