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PBCFR CBA QUESTIONS WITH 100 % CORRECT ANSWERS | VERIFIED

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PBCFR CBA

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PBCFR CBA

article 45- wellness program part 4 (part 2) - ️️no case shall EMP main VAC time be used to supplement this type of absence unless, in the sole discretion of FR administrator, which shall be final, binding and not subject to grievance or arbitration, a waiver of this provision is granted. IF...

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Institution PBCFR CBA
Course PBCFR CBA

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PBCFR CBA
article 45- wellness program part 4 (part 2) - ✔️✔️no case shall EMP main VAC time
be used to supplement this type of absence unless, in the sole discretion of FR
administrator, which shall be final, binding and not subject to grievance or arbitration, a
waiver of this provision is granted. IF granted an EMP may elect to have VAC time
deducted retroactively. EXT leave shall be defined as a single sick leave occurrence
over 120 hrs. in the event of ext leave, EMP shall be awarded pay at 100 % of their
remaining allotment hrs. starting with the 6th consecutive shift absence. through 3
months from the date of injury or illness,
EMP shall be awarded EXT leave compensation at 85 % of their current salary. after 3
months and through 12 months of consecutive leave from date of injury or illness. after
3 month and through 12 months
emp gets 65% of current salary after that. EMP not awarded any sick leave comp
exceeding 12 continuous month from time of injury/illness. shall have up to a max of 18
months during which to return to work. EMP on ext leave shall not engage in off duty
employment.

article 45- wellness program part 2 - ✔️✔️sect 6: B. sick leave:
all reserved VAC time shall be banked independent of reg VAC time and not subjected
to the VAC accrual caps. at time of new allotment, EMP can place up to 120 hrs from
their sick unused sick allotment, in their reserve vacation bank. the balance of an EMP
reserve VAC bank shall not exceed one 120 hrs.

reserve VAC time bank scheduled in accordance with provision of article 28 of this
agreement. however this reserve VAC bank shall not be payable upon separation from
the county. in the event of a duty related death of FR EMP. the EMP reserve VAC bank
hrs (if any exist) shall be paid on a hour for hour basis at EMP current rate. an EMP
death must have occurred while on-duty or meet the conditions outlined in ch 112. FL
statutes on order to be considered duty-related.

article 15-disciplinary action and discharge part 1 - ✔️✔️sect 1: disciplinary action may
be taken for just cause.

sect 2: any EMP disciplined or discharged will be notified of either in writing within 10
business days, of incident which prompted the action or management's (which shall be
defined as any SUP who, under the disciplinary policy and guidelines, may take action
without the approval of higher ranking officer or manager) knowledge of the incident.
failure of management to inform the EMP of impending discipline or discharge within the
stipulated time may be a factor in any just cause determination by an arbitrator

article 15-disciplinary action and discharge part 2 - ✔️✔️sect 3: if grievance is instituted
over discipline, any written disciplinary action will not be placed in the personal file or

, any permanent file until the grievance procedure is completed. if discipline is rescinded,
disciplinary action will be stamped as such and placed in the personal file. during the
promotional process, disciplinary material in the EMP personal file 2 yrs or older (or one
(1) yr or older in the case of reprimand or counseling) will be given to any interview
board.

sect 4: discharge shall be considered SUS without pay until completion of STEP 3 of the
grievance period.

article 17- performance review part 1 - ✔️✔️sect 1 : EMP shall be eval annually and
periodically, in special circumstances by their immediate SUP and reviewed at higher
LVL.

sect 2: any EMP may file grievance over his/her performance rating provided such
grievance may not be taken to arbitration unless it involves a rating of unacceptable or
needs improvement of permanent (non-probationary) EMP. The burden of providing just
cause rests with management.

sect 3: EMP shall receive step increases on the effective anniversary date or effective
date last promotion. EMP promoted within two pay period of their effective anniversary
date or effective date of last promotion will receive the next step increase.

article 17- performance review part 2 - ✔️✔️sect 4 : EMP receiving rating unacceptable
or needs improvement on their annual review will have the effective step increase
rescinded and shall reimburse the Department the received step increase amount over
the same time frame which it was paid by the department. The step increase shall
remain rescinded for the period of time their performance is unacceptable and shall not
be paid retro

sect 5: EMP(except probi new hires) must work at least 6 months out of each 1 yr rating
period in order to have their performance accurately rated. EMP who work less than 6
months will not be rated, therefore will be ineligible for annual step raises. EMP who are
denied a step raise as described above, who then return to work in that rating period for
at least 4 months, and who receive at least a rating of acceptable shall be given the
annual step raise retro to the point at which the EMP returned to work

sect 6: probie EMP shall receive performance reviews at the completion of the recruit or
applicable training program, at the completion of 4 month, 8 month continuous service
with the Department and at the completion of 12 month continuous service with the
DEPART.

article 22- exchange of time part 1 - ✔️✔️sect 1 : shift EMP ( including communication
and mechanics) may exchange shift or parts of shift with another EMP of at least same
classification and assignment subject to 48 hrs advance notice (24hr for communication
EMP) and approval by BC of each of the exchanging EMP. for non 24hr shift EMP,
approval must be obtained by SUP in charge of scheduling. less advance notice may be

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Exam (elaborations)

PBCFR CBA QUESTIONS WITH 100 % CORRECT ANSWERS | VERIFIED

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