Changes for page AB 05 Standards of Conduct

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97	97	1. Impaired: Intoxicated, under the influence of any controlled or otherwise mind or body-altering substance, or in any otherwise diminished physical or mental capacity.
98	98	1. Offender: A person that is an arrestee, an inmate, a probationer, a parolee, or a notorious repeat arrestee even if not currently incarcerated.
99	99
100		-
101	101	**AB 05_102 __REFERENCES__**
102	102
103	103	1. Utah Counties Insurance Pool: ML-IV.A.9.
...	...	@@ -108,7 +108,6 @@
108	108	11. N03.01.02: Content
109	109	11. N03.02.01: Sexual Harassment Prohibited
110	110
111		-
112	112	**AB 05_103 __GENERAL__**
113	113
114	114	1. Policy:
...	...	@@ -117,7 +117,6 @@
117	117	1. Rationale:
118	118	11. Rules and regulations are necessary to govern employee conduct, to provide fair notice of required and prohibited conduct, and to serve as a basis for disciplinary action.
119	119
120		-
121	121	**AB 05_104 __ABUSE OF POSITION__**
122	122
123	123	1. Policy:
...	...	@@ -125,7 +125,6 @@
125	125	1. Rationale:
126	126	11. Abuse of position to gain special privilege, even if not a violation of law, may undermine public confidence and trust.
127	127
128		-
129	129	**AB 05_105 __CONFLICT OF INTEREST__**
130	130
131	131	1. Policy:
...	...	@@ -140,7 +140,6 @@
140	140	11. When conflicts of interests occur between an employee's private rights as a citizen and the privileged rights attributed to the employee's position with the WCSO, management shall attempt to bring about a reasonable balance.
141	141	11. Employees may not always be able to determine whether actions create a conflict of interest.
142	142
143		-
144	144	**AB 05_106 __DISCRIMINATION AND HARASSMENT__**
145	145
146	146	1. Policy:
...	...	@@ -155,7 +155,6 @@
155	155	11. Equal protection of the law does not mean that all employees or offenders will be treated exactly the same; circumstances, histories, behaviors, and other factors may vary. Employees and offenders are entitled to equal protection of the law, not equal results.
156	156	11. It is management's right and responsibility to channel, control, and otherwise prohibit employee behavior or conduct that has the potential to cause employer liability or disruption in the work force or to subject management to civil liability for violation of a member's civil rights. On-the-job or job-related harassment is a serious violation of an employee's or potential employee's civil rights. Civil courts hold employers and employees highly accountable and liable for controlling behavior and conduct in these areas.
157	157
158		-
159	159	**AB 05_107 __DISTRIBUTION OF INFORMATION__**
160	160
161	161	1. Policy:
...	...	@@ -163,10 +163,9 @@
163	163	111. Discuss or distribute information obtained from another employee's personnel file or any other confidential information pertaining to another WCSO employee;
164	164	111. Distribute or post any written or printed material inside PCF; or
165	165	111. Intentionally remove, alter, deface, obliterate, tear down, or destroy any official proclamation, advertisement, notice, or posted information of the United States, State of Utah, Washington County, WCSO, or PCF.
166		-1. Rationale:T
	160	+1. Rationale:
167	167	11. The unauthorized discussion or distribution of private information may subject the individuals involved and the WCSO to criminal and civil liability.
168	168
169		-
170	170	**AB 05_108 __DUTY TO KNOW__**
171	171
172	172	1. Policy:
...	...	@@ -174,7 +174,6 @@
174	174	1. Rationale:
175	175	11. Policies, procedures, and practices are management's tools to achieve overall efficiency and effectiveness in day-to-day operations and decision making. They are designed to communicate management's intent, and to help management focus its resources. Thus, failure to follow policies, procedures, and practices would result in a loss of efficiency and effectiveness.
176	176
177		-
178	178	**AB 05_109 __GRATUITIES__**
179	179
180	180	1. Policy:
...	...	@@ -185,7 +185,6 @@
185	185	1. Rationale:
186	186	11. Acceptance of excessive gifts or gratuities may undermine public confidence and trust.
187	187
188		-
189	189	**AB 05_110 __HONESTY AND LAWFULNESS__**
190	190
191	191	1. Policy:
...	...	@@ -206,7 +206,6 @@
206	206	11. Employees are a part of the law enforcement/criminal justice system. As such, employees are held to a higher standard to ensure that their conduct is honest and lawful. Dishonest or unlawful behavior of employees undermines public confidence and trust.
207	207	11. It is not the intent to prohibit the use of inaccurate, false, or misleading information when necessary in the performance of duty.
208	208
209		-
210	210	**AB 05_111 __IMPAIRMENT__**
211	211
212	212	1. Policy:
...	...	@@ -221,13 +221,11 @@
221	221	1. Rationale:
222	222	11. Employees involved with legal drugs in an improper manner or illegal drugs subject the WCSO to severe public criticism and damage to the image of the WCSO. Such conduct may impair an employee's ability to evaluate critical situations and make judgments that affect public confidence and often citizen's lives, liberties, and safety.
223	223
224		-
225	225	**AB 05_112 __INFORMATION TECHNOLOGY__**
226	226
227	227	1. Policy:
228	228	11. Current Washington County policies and procedures shall be followed.
229	229
230		-
231	231	**AB 05_113 __INSUBORDINATION__**
232	232
233	233	1. Policy:
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249	249	11. Willful or intentional disregard of lawful and reasonable directions, instructions, or orders may undermine the order, discipline, security, and safety of the WCSO.
250	250	11. In exchange for the privilege of employment and paid compensation, management has the right to expect employees to perform the duties and tasks of their positions or any other tasks lawfully assigned and to achieve effective and efficient performance results.
251	251
252		-
253	253	**AB 05_114 __INTERACTION AND COMMUNICATION__**
254	254
255	255	1. Policy:
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268	268	11. The purpose of supervisory positions is to reasonably ensure that the mission, goals, and directives of the WCSO are carried out in an efficient, effective, and safe manner as well as to provide accountability for performance. Management requires subordinates to display respect and courtesy to higher positions because it provides a sense of order.
269	269	11. The willingness and ability of an employee to display respect and courtesy to another is a reasonable assessment of the employee's capabilities to set aside personal feelings and priorities when dealing with citizens.
270	270
271		-
272	272	**AB 05_115 __INTERFERING WITH OFFICIAL BUSINESS__**
273	273
274	274	1. Policy:
...	...	@@ -276,7 +276,6 @@
276	276	1. Rationale:
277	277	11. WCSO employees are a part of the law enforcement/criminal justice system of the state. As such, employees bear a higher duty to ensure that their conduct supports, rather than interferes with, the official business of the WCSO.
278	278
279		-
280	280	**AB 05_116 __PERFORMANCE OF DUTY__**
281	281
282	282	1. Policy:
...	...	@@ -304,7 +304,6 @@
304	304	11. Absenteeism may affect the effective, efficient, and safe operations of the WCSO. The nature of public safety/security work requires employees capable and ready to handle any established or expected service demanded by the public. Employees have specialized and specific training that cannot be easily replaced or substituted by other persons. Additionally, replacement or substitutions place extra demands upon management.
305	305	11. Knowledge, skill, and attitude are useless if the employee is unable to apply them in a productive manner.
306	306
307		-
308	308	**AB 05_117 __PERSONAL RESPONSIBILITY__**
309	309
310	310	1. Policy:
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315	315	11. Willful failure to meet financial obligations may bring discredit to Washington County and the WCSO and may place the employee at risk of civil action, including garnishment of wages.
316	316	11. It is not the intent to punish employees because of financial problems, especially when debts result from exigent circumstances or when a good-faith effort is being made to satisfy the obligations. However, the WCSO does not condone willful failure to satisfy financial obligations.
317	317
318		-
319	319	**AB 05_118 __POLITICAL ACTIVITY__**
320	320
321	321	1. Policy:
322	322	11. Current Washington County policies and procedures shall be followed.
323	323
324		-
325	325	**AB 05_119 __PROHIBITED ASSOCIATION__**
326	326
327	327	1. Policy:
...	...	@@ -361,7 +361,6 @@
361	361	111. Other legitimate conduct or interaction which may place them in contact with offenders or ex-offenders.
362	362	11. Rules governing employee relationships and interaction with offenders cannot anticipate every situation. Some relationships which appear to violate the rules may not actually violate legitimate interests of the WCSO. Therefore, the division chief deputy may approve exceptions (in writing) on a case-by-case basis after full disclosure of all relevant facts.
363	363
364		-
365	365	**AB 05_120 __PUBLIC IMAGE__**
366	366
367	367	1. Policy:
...	...	@@ -369,7 +369,6 @@
369	369	1. Rationale:
370	370	11. Behavior that may not be considered wrong in private employment could be wrong in the public sector because of the nature of the public service mission. The WCSO recognizes its responsibility to balance standards of conduct designed to promote public trust while at the same time avoiding unnecessary infringements on the employee's rights. Employees who wish to hold the honor of a public position and enjoy the privileges of public trust share an affirmative responsibility to conduct themselves, on duty as well as off duty, in a manner that does not bring public image or trust into question. The employee's right to privacy does not create an obligation on management to fulfill those rights at the expense of effective, efficient, or safe operations of the WCSO.
371	371
372		-
373	373	**AB 05_121 __PUBLIC RELATIONS__**
374	374
375	375	1. Policy:
...	...	@@ -381,7 +381,6 @@
381	381	111. Prohibit employees from legitimate and ethical utterances relative to their work experiences; or
382	382	111. Require employees to gain official permission to express views which are clearly represented as their own and which do not otherwise violate law or the policies or procedures of the WCSO.
383	383
384		-
385	385	**AB 05_122 __PURCHASES__**
386	386
387	387	1. Policy:
...	...	@@ -390,7 +390,6 @@
390	390	1. Rationale:
391	391	11. Unauthorized or improper financial transactions may display an appearance of intentional deceit or dishonesty. Such actions could jeopardize public confidence and trust.
392	392
393		-
394	394	**AB 05_123 __SAFETY AND SECURITY__**
395	395
396	396	1. Policy:
...	...	@@ -405,13 +405,11 @@
405	405	11. Safe behavior in public service work is paramount due to the level of public trust and the nature of the equipment involved (e.g., firearms, motor vehicles, impact tools, chemicals, etc.). Unsafe behavior and unsafe use and handling of equipment significantly increases the risk of injuries to citizens and personnel and it increases liability.
406	406	11. Ensuring public safety involves protecting the general public, employees, and offenders.
407	407
408		-
409	409	**AB 05_124 __SMOKING__**
410	410
411	411	1. Policy:
412	412	11. Current Washington County policies and procedures shall be followed.
413	413
414		-
415	415	**AB 05_125 __USE AND CARE OF PROPERTY AND EQUIPMENT__**
416	416
417	417	1. Policy:
...	...	@@ -419,13 +419,11 @@
419	419	1. Rationale:
420	420	11. Management has the specific right to and inherent interest in assuring the public that equipment will be cared for and used in an effective, efficient, and safe manner. Part of this responsibility includes designating what WCSO equipment or property will be used, how it will be used and cared for, and who may use it.
421	421
422		-
423	423	**AB 05_126 __WORKPLACE VIOLENCE__**
424	424
425	425	1. Policy:
426	426	11. Current Washington County policies and procedures shall be followed.
427	427
428		-
429	429	**AB 05_127 __VIOLATION EXAMPLES__**
430	430
431	431	Violating a standard of conduct has serious consequences for staff. Standards are concepts and are often subject to individual interpretation which in turn is heavily influenced by individual motives and desires. Therefore, non-exclusive examples of violations should help those staff members with the ability and desire to understand and follow the rules. Staff who do not understand a standard's meaning or management's intent are responsible for contacting a supervisor for clarification. Staff who fail to clarify adopted standards may not use lack of understanding as a defense if charged with violation of a standard. The following examples do not represent a complete list: