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Question 1
What is compensatory time and when may it be used?
Correct Answer:
Time off in lieu of cash overtime, subject to department approval and accrual limits
Explanation:
Compensatory time is time off in lieu of cash overtime. It lets you take paid time off instead of receiving overtime pay, but it must be approved by the department and kept within established accrual limits. This keeps overtime costs predictable while giving you flexibility to schedule rest or personal time, subject to staffing needs and the maximum number of hours you’re allowed to bank. So the idea is not retirement-based or cash-only, and it isn’t prohibited—it's a permissible, governed method to compensate for extra hours worked, contingent on supervisor approval and staying within the accrual cap.
Question 2
If an internal investigation results in a 'Sustained Informal' finding, what is the likely disposition in the employee's file?
Correct Answer:
Written or verbal reprimand added.
Explanation:
When an internal investigation yields a Sustained Informal finding, it means the allegation was found to be true but the issue is handled with informal discipline. The typical disposition in the employee’s file is a written or verbal reprimand attached to the record. This documents the finding and the corrective step without moving into formal punishment. A termination letter or an immediate demotion would signal formal discipline and a higher level of severity, while no entry would contradict the fact that there is a sustained finding and an accompanying disciplinary action documented.
Question 3
Which term describes a finding where misconduct or violation of law is proven, but the discipline is informal?
Correct Answer:
Sustained Informal.
Explanation:
In PBSO CBA terminology, a finding that something did occur and there is proven misconduct is “sustained,” and the level of discipline can be informal or formal. When the misconduct is proven but the discipline is informal—meaning no formal adverse action is recorded in the employee’s official personnel file—the proper term is sustained informal. This shows the violation was established, but the penalty is non-formal, such as counseling or a verbal reprimand. By contrast, not sustained means the evidence didn’t prove the allegation, unfounded means the allegation is false, and sustained formal would involve a formal discipline action documented.
Question 4
During a probation extension for a new promotion, who has the right to return an employee to the former classification?
Correct Answer:
The Sheriff
Explanation:
The person with the authority to return an employee to the former classification during a probation extension is the Sheriff. In this context, promotions and probation are management prerogatives held by the appointing authority, so the Sheriff has the final say on whether a promoted employee remains in the new role, continues on probation, or is returned to the prior classification. The Union Representative can advocate for the employee and help navigate the contract’s grievance process, but they do not individually grant or reverse classifications. The Board of County Commissioners does not handle day-to-day personnel decisions like returning someone to a former job classification.
Question 5
What banks can an employee use to satisfy disciplinary suspension days?
Correct Answer:
Vacation or comp
Explanation:
When a disciplinary suspension is imposed, the days are handled as off-work time the employee must serve. The PBSO CBA allows the suspension days to be satisfied by using a bank of vacation leave or compensatory time. These banks are designed for paid time off and can be tapped to cover the suspension, so the employee uses time they have already earned rather than remaining unpaid. Sick leave is meant for illness or injury, not to fulfill disciplinary penalties, so it isn’t used to satisfy suspension days. Holidays are fixed paid days and aren’t applied to disciplinary suspensions. Personal leave is for personal reasons and typically isn’t designated to cover suspensions, or may require approval, making it unsuitable for guaranteeing coverage of suspension days.
Question 1
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About this Exam

Prepare with the Palm Beach Sheriff’s Office (PBSO) PBA Collective Bargaining Agreement (CBA) Practice Exam practice quiz. This question bank includes 10 questions covering employee, leave, informal, finding, and describes. Use it to review important concepts, identify knowledge gaps, and build confidence for the related exam, course, or assessment.

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Palm Beach Sheriff’s Office (PBSO) PBA Collective Bargaining Agreement (CBA) Practice Exam

This practice set contains 10 questions from the matching question bank and focuses on employee, leave, informal, finding, and describes. Work through each question carefully, review the provided solutions, and revisit topics that need more study before your next attempt.

This is an independent study resource intended for practice and review; it is not an official examination or an endorsement by any organization named in the title.

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