HPM 10.2 Internal Investigations

Question 1

ADVERSE ACTION: (2-3) (3-9)
An Adverse Action is disciplinary legal action taken in response to an employee’s misconduct or continued failure to meet the rules of conduct established by law and/or departmental policy. The six potential penalties are?
“FSS DID”

Answer 1

1) Formal written reprimand
2) Suspension
3) Salary Reduction within salary range of class
4) Demotion
5) Involuntary transfer
6) Dismissal

Question 2

A copy of an internal investigation file which resulted in a formal reprimand shall be retained at the Area level for ______ years, except when the employee resigns

Answer 2

5 years

Question 3

A copy of the formal written reprimand generated as a result of an internal investigation shall be purged form the employees personnel folder after _____ years?

Answer 3

3 years

Question 4

The public Safety Officers Procedural Bill of Rights (POBR) is specified in which code?

Answer 4

The California Government Code 3300

Question 5

Within the progressive discipline process there is the “Wheel of Discipline/Motivation”. Which of the following is NOT an option on the Wheel of Discipline/Motivation?

a. Verbal Counseling
b. Interim Reporting
c. Denial of Salary Adjustment
d. Involuntary Transfer
e. Adverse Action
f. Censurable CHP 2

Answer 5

d. Involuntary Transfer

Question 6

Informal Counseling is considered a routine business communication and, therefore, is not subject to the grievance process, nor is the employee entitled to representation.

a. True
b. False

Answer 6

a. True

Question 7

Allegations involving potential criminal misconduct by a NON-UNIFORMED employee shall be administratively investigated under which of the following circumstances.

a. Any criminal misconduct which could lead to a felony conviction
b. any criminal misconduct constituting a misdemeanor involving moral turpitude
c. Any Criminal misconduct where the employee has established a nexus to the Department
d. all of the above
e. A and C only

Answer 7

d. all of the above

Question 8

Evidence pertaining to an administrative investigation shall be stored for a minimum of?

a. 3 years
b. 5 years
c. 7 years
d. Once the disciplinary action has been completed
e. Once the employee separates from the department

Answer 8

b. 5 years

Question 9

All state employees are eligible to use leave credits in lieu of serving an adverse action penalty with some restrictions. true or false?

Answer 9

False, currently only bargaining Unit 5 employees and non-represented employees have that right

Question 10

If so desired an employee must file an appeal of an adverse action with SPB Appeals Division within ________ after the effective date of the Notice of Adverse Action.

a. 10 days
b. 30 days
c. 90 days
d. Within a calendar year
e. There is no deadline to file an appeal

Answer 10

b. 30 days

Question 11

According to HPM 10.2, the case management process is designed to allow the Area commander to track the status of the investigation. Once the investigation has been completed at the Area level, associated forms shall be removed form the investigative package and retained. Once removed, where are these case management forms retained?

Answer 11

at the Area level

Question 12

According to HPM 10.2, Managers, supervisors, or other authorized personnel may only review non-threshold event video recordings (MVARS) under what circumstances?

Answer 12

Employee responsible for the MVARS event voluntarily agrees
Prior to the approved release due to a legal request
Proving or disproving specific allegations of misconduct

Question 13

Area and Division commanders shall ensure an internal investigation is forwarded to OIA within how many days from the date the Area becomes aware of the misconduct?

Answer 13

60 calendar days

Question 14

It is the Commander’s responsibility to notify what State agency when an employee is placed on a Department-initiated leave of absence? Such notification is coordinated by the OIA

Answer 14

California Department of Human Resources (CalHR)

Question 15

The commander shall ensure the investigation of an employee on a Department-initiated leave of absence is given the highest priority and completed as expeditiously as possible. When an employee is placed on a leave of absence without pay, the investigation must be completed, reviewed, and the employee served with the notice of adverse action within how many days?

Answer 15

15 Calendar Days

Question 16

During the course of an internal investigation, a commander requires the telephone and Internet records belonging to the employee. What is the legal document most commonly used to compel the production of such records?

Answer 16

Administrative subpoena duces tecum

Question 17

Commanders contemplating the rejection of an employee should closely monitor the employee’s probation hours and/or days required to complete probation. Probationary periods cannot be extended to allow additional time for completion of the investigation. As such, commanders must initiate the process early enough to allow sufficient time for the completion of what three things?

Answer 17

the investigation
the approval process
service on the employee

Question 18

In cases involving a formal written reprimand and suspension of an Officer or Sergeant, the effective date of the adverse action shall be no less than how many days after the date of service of the notice?

Answer 18

25 calendar days

Question 19

What code do the representational right known as the Peace Officer Bill of Rights (POBR) come from?

Answer 19

California Government Code (sections 3300 and subsequent)

Question 20

Does the Department extend POBR to other employee classes other than peace officers?

Answer 20

yes (all others except cadets)

Question 21

Where are internal investigation control numbers obtained?

Answer 21

from the commands respective division

Question 22

What may be initiated when an employee’s actions or performances are substandard?

Answer 22

the progressive discipline process

Question 23

is an employee entitled to representation during a formal counseling session?

Answer 23

No (it is considered a routine business communication)

Question 24

What are the six penalties for adverse actions?

“FSS-DID”

Answer 24

1) Formal written reprimand
2) Suspension
3) Reduction in salary
4) Demotion
5) Involuntary transfer
6) Dismissal

Question 25

An internal investigation shall be completed and forwarded to OIA within ______ days

Answer 25

60

Question 26

How long does the Department have to undertake adverse action against an employee once an alleged misconduct has been discovered

Answer 26

one year (except under certain circumstances)

Question 27

Statements from departmental employees during an internal investigation ________be recorded

Answer 27

Shall

Question 28

In most instances, it is reasonable to provide the employee _____ hours notice prior to an administrative interrogation.

Answer 28

24

Question 29

RIGHTS OF DEPARTMENTAL PERSONNEL: (1-4)
By law, POBR applies to all ______ and _______ departmental personnel who are peace officers. By policy, the department has extended POBR rights to all other employees with the exception of ______

Answer 29

Probationary, Permanent, Cadets

Question 30

To maintain the separation between investigators, _________ investigators shall not participate in _________ investigations.

Answer 30

Criminal, Administrative

Question 31

Except as required by Penal Code 832.7, evidence gathered during an administrative investigation ________ not be released to an allied agency without first contacting OLA, and only with approval from __________

Answer 31

Shall, The Office of the Commissioner

Question 32

The decision to consent to an interview with an outside investigator regarding a civil rights investigation should be at the sole discretion of ____________.

Answer 32

The departmental employee

Question 33

Approval through channels from the appropriate _______shall be obtained before a commander may place an employee on leave of absence. For uniformed employees, a leave will also invoke a removal of __________.

Answer 33

Assistant Commissioner, Peace Officer Powers

Question 34

A Department-initiated leave of absence may be terminated at any time by providing the employee with _____ hours notice.

Answer 34

48 hours

Question 35

Written interrogatories ________ be used sparingly and only at the discretion of the ______ or ______

Answer 35

Should, Area or Division Commander

Question 36

Commanders contemplating the rejection of an employee should closely monitor the employee’s ________ and/or _________ required to complete probation

Answer 36

Probationary hours, Days

Question 37

The effective date of the adverse action ______ be no less than ______ calendar days after the date of service of the notice

Answer 37

shall, 25

Question 38

Any inquiries regarding the release of information ______ be coordinated with the ______ and _______. An adverse action or rejection during probation investigative file is part of the employee’s personnel file, is confidential and to be released only through proper legal procures.

Answer 38

Shall, Officers of Legal Affairs, Office of internal Affairs.

Question 39

ABSENCE WITHOUT LEAVE: (2-5)
Absence for ___ consecutive working days (whether the absence was voluntary or involuntary) is considered an automatic resignation from state service.

Answer 39

five (5)

Question 40

BAZEMORE: (2-5)
Employees SHALL be notified that misconduct for which they are being counseled may be charged in a future adverse action if the written document contains the BAZEMORE Admonition. Accordingly the BAZEMORE admonition should be included in _______, which are counseling or remedial in nature.

Answer 40

MOD’s

Question 41

COLEMAN HEARING: (2-6)
The process by which an employee who has resigned (by being AWOL) has the opportunity to present information to an impartial and uninvolved departmental member with authority to recommend a final disposition.

Answer 41

COLEMAN HEARING: (2-6)
The process by which an employee who has resigned (by being AWOL) has the opportunity to present information to an impartial and uninvolved departmental member with authority to recommend a final disposition.

Question 42

COLLECTIVE BARGAINING AGREEMENT (MOU): (2-6)

A contract between an ____ and a ____ ______ regulating employment conditions, wages, benefits, and grievances.

Answer 42

employer

labor union

Question 43

LYBARGER ADMONISHMENT: (2-8)
An admonishment given in administrative interrogations which advises the subjects of the interrogation that they (DO/DO NOT) not have the right to refuse to answer administrative questions. Subjects are also advised that failure to answer administrative questions will be deemed insubordination. Further any statement made during and administrative interrogation (CAN/CANNOT) be used in a subsequent criminal proceeding.

Answer 43

DO NOT

CANNOT

Question 44

MEMORANDUM OF DIRECTION: (2-8)
Memorandum issued to an employee to formally document misconduct, behavior, or poor performance and to provide specific direction to preclude recurrence. The BAZEMORE ADMONITION (SHALL/ SHOULD) be included in all MOD’s that are remdial or counseling in nature.

Answer 44

SHALL

Question 45

MEMORANDUM OF FINDINGS: (2-8)
Memorandum issued to an employee to document the ____ of a miscellaneous investigation or citizens complaint. The MOF is used when the employee is exonerated of misconduct or when substantiated misconduct is not severe enough to warrant a more sever action such as a MOD.

Answer 45

FINDINGS

Question 46

MINOR DISCIPLINE: (2-9)
Discipline which involves a penalty consisting of ___ to ____ days suspension or equivalent step reduction in pay. Applies to Bargaining unit 5 employees only (officers and sergeants)

Answer 46

one to five

Question 47

REMOVAL FOR CAUSE FROM SPECIALTY PAY POSITION: (2-10)
Reassignment from a designated specialty pay position. This is appropriate when the employees performance / conduct has a direct relationship to the employee’s ability to perform that particular skilled assignment. This penalty may be imposed in conjunction with other penalties such as suspension. When removing an employee from specialty pay position, prior approval of the ____________ is also required.

Answer 47

Appropriate assistant commissioner

Question 48

PROGRESSIVE DISCIPLINE PROCESS: (3-4) 
WHEEL OF DISCIPLINE/ MOTIVATION:
EMPLOYEES BEHAVIORAL PERFORMANCE DEFICIENCY:
1. 
2.
3.
4.
5.
6. 
7. 
8.

Answer 48

1. Verbal counseling
2. CHP 100 or CHP 112 comment/ MOC
3. Censurable form 2
   4, MOD
4. Interim reporting
5. Adverse Action
6. Denial of salary adjustment or rate change
7. Rejection during probation

Question 49

TYPES OF COUNSELING: (3-6)
1. INFORMAL COUNSELING
2. FORMAL COUNSELING
The primary difference between Formal and Informal counseling is ____________. After the formal counseling, the employee receives some form of documentation regarding the counseling session.

Answer 49

DOCUMENTATION

Question 50

A formal counseling session should be documented on a supervisors evaluation form (CHP112)
T/F (3-7)

Answer 50

True

Question 51

A formal counseling session will also be documented on the counseled employees monthly evaluation form. CHP100.
T/F (3-7)

Answer 51

True

Question 52

CORRECTIVE DOCUMENTATION: (3-7)
This is the next step in the progressive discipline process.  Corrective documentation can take the form of any of the following:
1. 
2.
3.
4.

Answer 52

1. CHP 100 comment
2. MOC
3. MOD
4. CHP 2- censurable

Question 53

CIVIL RIGHTS INVESTIGATIONS: (4-9)
If an employee of this department is requested to be interviewed by investigators pursuant to a civil rights investigation, the following guidelines SHALL apply:
1. Decision to consent to interview with outside investigator SHALL be at the sole discretion of the _____..
2. If such interview is conducted on state time, a departmental supervisor SHALL be present
3. Statements from interviews conducted on state time SHALL be tape recorded.

Answer 53

Employee

Question 54

ANONYMOUS COMPLIANT: (4-9)
The Department is required to investigate ALL allegations of misconduct filed as a citizen’s complaint:
a. CADET = responsiblity of academy to investigate
b. SPECIAL ASSIGNMENTS-
- removed from direct Department Supervision= employees departmental commander
c. TEMPORARY ASSIGNMENT = Permanent commander
d. MULTI-COMMAND INVESTIGATIONS = ._______

Answer 54

a. CADET = responsiblity of academy to investigate
b. SPECIAL ASSIGNMENTS-
- removed from direct Department Supervision= employees departmental commander
c. TEMPORARY ASSIGNMENT = Permanent commander
d. MULTI-COMMAND INVESTIGATIONS = . In most instances this will be the command with the employee with the most severe allegations or command with the greatest number of employees involved,

Question 55

ADVERSE ACTION -TIME FRAMES: (4-12)
a. Adverse action SHALL not be undertaken against an employee for any act, omission, or other allegation of misconduct, if the investigation is not completed within _______ year(s) of the Department’s discovery of the allegation by person authorized to initiate an internal investigation.

Answer 55

ONE (1)

Question 56

ADVERSE ACTION -TIME FRAMES: (4-12)
EXCEPTIONS TO ONE YEAR TIME FRAME:
1.Due to pending criminal investigation. Consult with ____ to obtain assistance regarding 1 year time frame.
2. Employee waives 1 year time in writing
3. Extension is necessary - multi-jurisdictional investigation.
4. Involves more than 1 employee and requires extension.
5. Employee incapacitated - unavailable (military leave), or medical “stay away” order- CDR SHALL send notification to employee.
6. Investigation involves civil litigation
7. Involves criminal investigation and prosecution.
8. involves workers comp fraud

Answer 56

Office of Internal Investigations (OIA)

Question 57

ADVERSE ACTION -TIME FRAMES: (4-12)
b. An internal investigation of an employee may be REOPENED beyond the 1 year time period if BOTH of the following circumstances exist:
1. Significant new evidence is discovered
2. One of the following exists:
a. The evidence could not have easily discovered w/o
resorting to extraordinary measures by the department.
b. The evidence resulted from the employee’s predisciplinary hearing response procedure.

Answer 57

REVIEW:
ADVERSE ACTION -TIME FRAMES: (4-12)
b. An internal investigation of an employee may be REOPENED beyond the 1 year time period if BOTH of the following circumstances exist:
1. Significant new evidence is discovered
2. One of the following exists:
a. The evidence could not have easily discovered w/o
resorting to extraordinary measures by the department.
b. The evidence resulted from the employee’s predisciplinary hearing response procedure.

Question 58

REJECTION DURING PROBATION: (4-13)
It is incumbant upon managers and investigators to know the various probationary periods of employees in their commands. In accordance with GC 19173, a probationary employee MUST be served with a notice of rejection during probation prior to the ____ ____ of the probationary period, allowing time for predisciplinary hearing.

Answer 58

LAST DAY

Question 59

PEACE OFFICER POWERS- REMOVAL: (4-17)
There may be circumstances which warrant temporary
removal of a uniformed employee’s peace officer powers, but a Leave of Absence is not indicated.
APPROVAL through channels from the ______ SHALL be obtained before a commander may remove peace officer powers.

Answer 59

appropriate assistant commissioner

Question 60

PEACE OFFICER POWERS- REMOVAL: (4-17)
Examples:
1. Employee is under investigation for a serious offense involving misuse of position, but dismissal or rejection during probation is not yet indicated.
2. Employee is subject of a temporary restraining order, EPO, or other court action prohibiting possessing firearm.
3. Employee placed on medical leave for STRESS or other psychological impairment.

Answer 60

REVIEW:
PEACE OFFICER POWERS- REMOVAL: (4-17)
Examples:
1. Employee is under investigation for a serious offense involving misuse of position, but dismissal or rejection during probation is not yet indicated.
2. Employee is subject of a temporary restraining order, EPO, or other court action prohibiting possessing firearm.
3. Employee placed on medical leave for STRESS or other psychological impairment.

Question 61

f. LOST OR DAMAGED STATE PROPERTY: (4-20)
In cases where an internal investigation is warranted, it shall be conducted in accordance with this manual.
1. Certain collective bargaining agreements contain a clause which permits the Department the option of allowing employees to reimburse the Department for the cost of the lost or damaged equipment in lieu of an adverse action or other corrective action.
2. The reimbursement SHALL cover the _______ replacement or repair cost to the department.

Answer 61

CURRENT

Question 62

(5-11)
In circumstances where NON-threshold event video is reviewed, employees are reminded to remain focused on the incident in question when viewing non-threshold event video recordings and review only those recordings relevant to the investigation scope.  Managers, supervisors or other authorized personnel may only review non-threshold event video recordings under the following circumstances:
1. 
2.
3.

Answer 62

1. Employee voluntarily agrees to the viewing
2. Prior to release due to PRA, Information Practices Act (IPA), formal or informal discovery request.
3. Proving or disproving specific allegations of misconduct.

Question 63

POLYGRAPH/ VOICE STRESS ANALYSIS: (5-14)
The following process SHALL be used before asking a witness or employee to submit to a polygraph or voice stress analysis (VSA) examination:
a. If CDR feels a polygraph or VSA examination is necessary, the CDR SHALL request approval through channels from the ____________ through _____.
b. Employee SHALL NOT be compelled to submit to a polygrph or VSA.
c. No disciplinary action, recrimination, adverse comment or other record may be created as a result of an employee’s refusal to submit to polygraph or VSA.

Answer 63

Office of the commissioner

Office of Internal Affairs.

Question 64

RETENTION: (5-15)

Evidence pertaining to an administrative investigation SHALL be stored for a minimum of _____ years.

Answer 64

Five

Question 65

SEARCHES: (5-16)
SEARCH OF LOCKERS/STORAGE: An employee SHALL not have an assigned locker, or other place for storage, which are owned or leased by the Department searched unless the search is conducted under any one of the following conditions:  
1. 
2.
3.
4.

Answer 65

1. Employees presence
2. Employees consent
3. Search warrant
4. Employee notified search will be conducted. Employee should be provided a reasonable opportunity to respond to the Departments search location and observe the search.

Question 66

SEARCHES: (5-16)
PERSONAL PROPERTY: 
In most instances, personal containers may NOT be searched without a warrant or consent.  examples"
briefcases, 
purse
locked container

Answer 66

REVIEW:
SEARCHES: (5-16)
PERSONAL PROPERTY: 
In most instances, personal containers may NOT be searched without a warrant or consent.  examples"
briefcases, 
purse
locked container

Question 67

SEARCHES: (5-16)
OFFICE/ DESK/ FILE CABINET SEARCHES: An employee’s desk can normally be entered by a supervisor when looking for work product. However, when the command has allowed a reasonable expectation of privacy, such as issuance of a key to the desk, the provisions of GC 3309 apply.

Answer 67

REVIEW:
SEARCHES: (5-16)
OFFICE/ DESK/ FILE CABINET SEARCHES: An employee’s desk can normally be entered by a supervisor when looking for work product. However, when the command has allowed a reasonable expectation of privacy, such as issuance of a key to the desk, the provisions of GC 3309 apply.

Question 68

ADMINISTRATIVE INTERROGATIONS: (6-13)
3. RECORDING: as specified previously in this chapter, all interrogations (SHALL/SHOULD) be recorded. The employee being interrogated SHALL have the right to bring a personal audio recording device and record any and all aspects of the interrogation.

Answer 68

SHALL

Question 69

ADMINISTRATIVE INTERROGATIONS: (6-14)
TIME FRAMES: In most instances, it is reasonable to provide the employee ____ hours notice prior to an interrogation. However, there may be time sensitive investigations which require service less than ____ hours (or immediately prior to the interrogation).

Answer 69

24 hours

24 hours

Question 70

ADMINISTRATIVE INTERROGATIONS: (6-17)
CRIMINAL OFFENSE: If prior to or during the interrogation, information is presented which suggests the employee subject to interrogation may be charged with a criminal offense, the employee SHALL be immediately informed of _______.

Answer 70

MIRANDA RIGHTS

Question 71

ADMINISTRATIVE INTERROGATIONS: (6-17)
FAIR LABOR STANDARDS ACT (FLSA): The interrogation SHALL be conducted at a reasonable hour, preferably when the employee is on duty, or during the employees normal waking hours, unless the seriousness of the investigation requires otherwise..

Answer 71

ADMINISTRATIVE INTERROGATIONS: (6-17)
FAIR LABOR STANDARDS ACT (FLSA): The interrogation SHALL be conducted at a reasonable hour, preferably when the employee is on duty, or during the employees normal waking hours, unless the seriousness of the investigation requires otherwise..

Question 72

ADMINISTRATIVE INTERROGATIONS: (6-17)
INTERROGATION LENGTH: The interrogation session SHALL be for a reasonable period, taking into consideration the gravity and complexity of issues being investigated.

Answer 72

ADMINISTRATIVE INTERROGATIONS: (6-17)
INTERROGATION LENGTH: The interrogation session SHALL be for a reasonable period, taking into consideration the gravity and complexity of issues being investigated.

Question 73

RIGHTS TO REPRESENTATION: (6-20)
If a written interrogatory is being used as a means of interrogating an employee suspected of misconduct, the employee SHALL be afforded the right to a representative.

Answer 73

RIGHTS TO REPRESENTATION: (6-20)
If a written interrogatory is being used as a means of interrogating an employee suspected of misconduct, the employee SHALL be afforded the right to a representative.

Question 74

MARITAL PRIVILEGE:In accordance with Evidence Code 970-981, the marital privilege exempts a married person from having to testify against a spouse in any proceeding. However, in accordance with the opinion of the Office of Attorney General for the State of California, the above marital privilege (DOES/ DOES NOT) exist where both spouses are uniformed members of the Department/

Answer 74

DOES NOT

Question 75

ADVERSE ACTION, REJECTION DURING PROBATION AND NON-PUNITIVE TERMINATION: (8-4)
The Commissioner has delegated FINAL review of administrative investigations in most cases as follows: 
1. DIVISION COMMANDER - PENALTY OF:
   a.  F 
   b. S
2. ASSISTANT COMMISSIONER- PENALTY OF:
    a. 
    b.  
3. COMMISSIONER/ DEPUTY COMMISSIONER:
   a. Dismissal
   b. Demotion
   c. Suspension in excess of 20 Days or equivalent 
       monthly step reduction 
   d. Rejection During Probation
   e. Non Punitive Termination

Answer 75

DIVISION CDR:
a, formal written reprimand
b. Suspension of 1-5 working days or equivalent
monthly step reduction/

ASSISTANT COMMISSIONER:
a. Suspension of 6 days to 20 days - or equivalent
monthly step reduction
b. Removal from Specialty pay Position

COMMISSIONER/ DEPUTY COMMISSIONER:
   a. Dismissal
   b. Demotion
   c. Suspension in excess of 20 Days or equivalent 
       monthly step reduction 
   d. Rejection During Probation
   e. Non Punitive Termination

Question 76

DISMISSAL, REJECTION DURING PROBATION AND DEMOTION: (8-9)
EFFECTIVE DATE OF THE ACTION BASED ON:
1. Dismissal / non punitive termination/ rejection during probation SHALL become effective at 1700 hours on the date specified:
a. Non-Uniformed employees(except MGRS): ___
business days after last day of PDH period.

b. Uniformed Employees (Except MGRS): ____
business days after the last day of PDH period.

c. Managers : ____CALENDAR days after the last
PDH period.

2. DEMOTION: At 1700 hours on a date at least ___ CALENDAR days after the last day of the PDH.

Answer 76

a. Five business days - Non Uniformed
b. Ten Business Days - Uniformed
c. Ten CALENDAR days - Managers
2. 15 CALENDAR days - DEMOTION

Question 77

REDUCTION IN SALARY: (8-10)
EFFECTIVE DATE OF THE ACTION BASED ON:
2. The first month of salary reduction SHALL be a minimum of ___ CALENDAR days from the date of service of the notice.

Answer 77

25 CALENDAR

Question 78

RETENTION OF DOCUMENTS: (8-15)
INTERNAL INVESTIGATIONS:
a. Investigation which resulted in a formal written reprimand SHALL be retained for ____ years; However a copy of the formal written reprimand SHALL be removed from the field personnel folder after a period of __ years from the date the employee was served with a notice of adverse action.

Answer 78

5 years - area

3 years - personnel folder

Question 79

ADVERSE ACTION- USE OF LEAVE CREDITS: (9-10)
b. PROCESS: Uniformed employees who are the subject of an adverse action may request a corresponding quantity of available leave credits be forfeited to satisfy an assessed penalty….. In exchange for approval of this request, the employee SHALL agree to waive all rights to appeal the adverse action.

1. Suspension of ____ Days or less: Employees may use leave credits to satisfy the ENTIRE suspension period.
   This also includes ___ month or less step reduction
2. Suspension of 6 days or more: Employee may use leave credits to satisfy up to ______ of the suspension period. This also includes six (6) months or longer step reduction. Only after PRIOR approval is obtained from the Office of the COMMISSIONER.

Answer 79

1. Five (5) days- suspension
   Five (5) months- reduction in step
2. One- half

Question 80

FILING DEADLINES: (9-12)
1. ADVERSE ACTION: An employee may filed an appeal with the SPB Appeals Division no later than ____ CALENDAR days after the effective date of a Notice of Adverse Action. When mailed, SPB uses the postmark as the filing date.

2. REJECTION DURING PROBATION: A rejected probationary employee may field an appeal with SPB Appeals Division no later than _____ CALENDAR days after the effective date of rejection.

Answer 80

1. Adverse Action- 30 CALENDAR days- appeal

2. rejection during probation - 15 CALENDAR days - appeal

Question 81

FILING DEADLINES: (9-12)
MINOR DISCIPLINE: The Appeal request must be submitted in writing to OIA within ___ calendar days of the date the PDH officers decision was received by the employee.

Answer 81

14 CALENDAR DAYS - APPEAL Minor discipline

Question 82

SEPARATIONS DURING AN INTERNAL INVESTIGATION: (10-3)
If an employee separates from the Department during an administrative investigation, the file SHALL be converted to a ____________ investigation. Should the employee return to the Department, the ________ investigation will revert to a REQUEST FOR ADVERSE ACTION, as appropriate.

Answer 82

MISCELLANEOUS INVESTIGATION

Question 83

POBR: (11-4)
b. The public safety officer under investigation SHALL be informed prior to the interrogation of the _____, ___, and ________ of the officer in charge of the interrogation, the interrogating officers, and all other persons to be present during the interrogation. All questions directed to the public safety officer under interrogation SHALL be asked by and through NO MORE than ____ interrogators.

c. The Public Safety Officer under investigation SHALL be informed of the nature of the investigation prior to interrogation.

Answer 83

Name
Rank
Command

Two Interrogators

Question 84

POBR: DISCIPLINE: (11-7)
f. The public agency SHALL notify the public safety officer in WRITING of its decision to impose discipline, including the date the discipline will be imposed, within ___ days of its decision, except if the public safety officer is unavailable for discipline.

Answer 84

30 DAYS to notify Public safety officer of discipline to be imposed.

Question 85

POBR: SECTION 3306 (11-8)
A public safety officer shall have ___ days within which to file a written response to any adverse comment entered in the employees personnel file.

Answer 85

30 days