HPM 9.1

Question 1

How many bargaining units does the California Highway Patrol management administer?

Answer 1

12 of the 21 bargaining units

Question 2

What rights do supervisory employees have?

Answer 2

• Form, join, and participate in employee organizations
• Refuse to join or participate in employee organizations
• Represent themselves individually
• Freely associate with represented employees
• Use grievance and appeal procedures

Question 3

True or False: Supervisory employees are entitled to exclusive representation.

Answer 3

False

Question 4

What is one of the obligations of management regarding employee organizations?

Answer 4

Accord fair treatment to employees and their representatives

Question 5

What is the definition of non-working hours?

Answer 5

Lunch periods, rest breaks, and time before and after work

Question 6

Fill in the blank: Employees shall not conduct or participate in employee organization business activities during _______.

Answer 6

[assigned work hours]

Question 7

What must an employee representative do to use state telephones for employee relations business?

Answer 7

Request access without cost

Question 8

State vehicles may not be used for transportation by employees during what type of activities?

Answer 8

Representational or employee organization business

Question 9

What is the maximum amount of state release time allowed for an employee to prepare and present a grievance?

Answer 9

Up to four hours

Question 10

What must be done before using state equipment for employee organization purposes?

Answer 10

Prior notification and approval by the immediate supervisor

Question 11

What constitutes a grievance for represented employees?

Answer 11

A violation of the contract

Question 12

What is an example of a complaint for represented employees?

Answer 12

Allegation that an officer must work a graveyard shift alone

Question 13

What is the first level of the grievance/complaint process?

Answer 13

Informal Level

Question 14

What must be filed for a grievance or complaint?

Answer 14

CHP 94, STD 630, or union equivalent

Question 15

True or False: Employees can use departmental clerical assistance to formalize their appeal.

Answer 15

False

Question 16

What is the retention period for grievance records at the affected command?

Answer 16

Three years following the date of the final action

Question 17

What is the last level of appeal for represented employee complaints?

Answer 17

Office of the Commissioner

Question 18

What must be done if time limitations for grievances/complaints are to be extended?

Answer 18

Mutual agreement of both parties and written confirmation

Question 19

What is the purpose of the grievance/complaint process?

Answer 19

To settle disputes over policy or procedures

Question 20

Define ‘reasonable release time’ in the context of grievances.

Answer 20

A reasonable amount of time during assigned working hours to confer with a designated employee organization representative

Question 21

What is the role of the grievant in the grievance process?

Answer 21

Responsible for formulating and moving an appeal through the designated appeal levels

Question 22

What should be labeled ‘Personal and Confidential’ in grievance responses?

Answer 22

The envelope containing the original response to a grievance/complaint

Question 23

What is the maximum time allowed for travel during employee organization business?

Answer 23

Not authorized for employee organization business

Question 24

Fill in the blank: The original grievance response should be returned to the _______.

Answer 24

[grievant/complainant]

Question 25

What classification should grievance/complaint files be placed under?

Answer 25

Grievances/Complaints, labeled Active or Inactive ## Footnote This classification is essential for maintaining confidentiality.

Question 26

How long shall grievance records be retained at the affected command?

Answer 26

Three years following the date of the final action ## Footnote This retention period is crucial for tracking grievance history.

Question 27

What is the retention period for complaint records at the affected command?

Answer 27

One year following the date of the final action

Question 28

What is the retention period for grievance records in Headquarters Central Files?

Answer 28

Five years following the date of the final action

Question 29

What is the retention period for complaint records in Headquarters Central Files?

Answer 29

Three years following the date of the final action

Question 30

What must occur within ten work days of the event causing the grievance? excluded

Answer 30

An informal discussion between the excluded employee and their immediate supervisor

Question 31

How long does the immediate supervisor have to render a decision after an informal discussion? Excluded

Answer 31

Five work days

Question 32

When can a formal grievance be filed if the informal grievance is unsatisfactory?

Answer 32

No later than ten work days after the event or within five work days of the informal grievance decision, whichever is later

Question 33

Within how many work days must the first level of appeal respond to a formal grievance? Excluded

Answer 33

Ten work days

Question 34

What is the time frame for appealing a Level 1 decision to Level 2? Excluded

Answer 34

Within ten work days after receipt of the Level 1 response

Question 35

How long does the second level of appeal have to respond to the grievance?

Answer 35

Fifteen work days

Question 36

Excluded - What is the process if the grievant is not satisfied with the Level 2 decision?

Answer 36

Appeal within ten work days to the Department head or designee

Question 37

What is the response time for the third level of appeal?

Answer 37

Fifteen work days

Question 38

What is the final step of the excluded employee appeal procedure?

Answer 38

Appeal to the Director of CalHR or their designee

Question 39

How long does the Director of CalHR have to respond to a grievance?

Answer 39

Twenty work days

Question 40

What is the nature of arbitration in California?

Answer 40

Almost all arbitration is voluntary

Question 41

What distinguishes voluntary arbitration from compulsory arbitration?

Answer 41

Voluntary arbitration is accepted by both parties, while compulsory arbitration is imposed by law

Question 42

What is the obligation to meet-and-confer regarding represented employees? What situations

Answer 42

Changes in scheduling, operating procedures, and administrative processes

Question 43

Who has the authority to meet-and-confer for nonuniformed bargaining units?

Answer 43

Specified union business representative

Question 44

What must a commander do if requested by a CAHP representative?

Answer 44

Meet-and-confer over findings of a citizen’s complaint investigation

Question 45

What is the purpose of the informal dispute resolution process?

Answer 45

To resolve disputes through an informal process at the lowest possible level

Question 46

What agency is responsible for enforcing collective bargaining law in California?

Answer 46

Public Employment Relations Board (PERB)

Question 47

What actions are unlawful under the Dills Act by the state employer?

Answer 47

* Impose reprisals on employees * Discriminate against employees * Refuse to meet-and-confer in good faith * Dominate employee organizations * Fail to participate in mediation

Question 48

What is required prior to removing an employee for cause from a specialty pay position?

Answer 48

Approval from the appropriate Assistant Commissioner, through channels

Question 49

What happens if there is an adverse action related to specialty pay removal?

Answer 49

The removal will be processed with the adverse action

Question 50

What can represented employees do if removed for cause without an adverse action?

Answer 50

File an appeal utilizing the grievance procedure

Question 51

What is not appealable when removal is due to operational necessity?

Answer 51

Removal due to a reduction or elimination of motorcycles or aircraft