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	+
100	100	**AB 05_102 __REFERENCES__**
101	101
102	102	1. Utah Counties Insurance Pool: ML-IV.A.9.
...	...	@@ -107,6 +107,7 @@
107	107	11. N03.01.02: Content
108	108	11. N03.02.01: Sexual Harassment Prohibited
109	109
	111	+
110	110	**AB 05_103 __GENERAL__**
111	111
112	112	1. Policy:
...	...	@@ -115,6 +115,7 @@
115	115	1. Rationale:
116	116	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.
117	117
	120	+
118	118	**AB 05_104 __ABUSE OF POSITION__**
119	119
120	120	1. Policy:
...	...	@@ -122,6 +122,7 @@
122	122	1. Rationale:
123	123	11. Abuse of position to gain special privilege, even if not a violation of law, may undermine public confidence and trust.
124	124
	128	+
125	125	**AB 05_105 __CONFLICT OF INTEREST__**
126	126
127	127	1. Policy:
...	...	@@ -136,6 +136,7 @@
136	136	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.
137	137	11. Employees may not always be able to determine whether actions create a conflict of interest.
138	138
	143	+
139	139	**AB 05_106 __DISCRIMINATION AND HARASSMENT__**
140	140
141	141	1. Policy:
...	...	@@ -150,6 +150,7 @@
150	150	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.
151	151	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.
152	152
	158	+
153	153	**AB 05_107 __DISTRIBUTION OF INFORMATION__**
154	154
155	155	1. Policy:
...	...	@@ -157,9 +157,10 @@
157	157	111. Discuss or distribute information obtained from another employee's personnel file or any other confidential information pertaining to another WCSO employee;
158	158	111. Distribute or post any written or printed material inside PCF; or
159	159	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.
160		-1. Rationale:
	166	+1. Rationale:T
161	161	11. The unauthorized discussion or distribution of private information may subject the individuals involved and the WCSO to criminal and civil liability.
162	162
	169	+
163	163	**AB 05_108 __DUTY TO KNOW__**
164	164
165	165	1. Policy:
...	...	@@ -167,6 +167,7 @@
167	167	1. Rationale:
168	168	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.
169	169
	177	+
170	170	**AB 05_109 __GRATUITIES__**
171	171
172	172	1. Policy:
...	...	@@ -177,6 +177,7 @@
177	177	1. Rationale:
178	178	11. Acceptance of excessive gifts or gratuities may undermine public confidence and trust.
179	179
	188	+
180	180	**AB 05_110 __HONESTY AND LAWFULNESS__**
181	181
182	182	1. Policy:
...	...	@@ -197,6 +197,7 @@
197	197	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.
198	198	11. It is not the intent to prohibit the use of inaccurate, false, or misleading information when necessary in the performance of duty.
199	199
	209	+
200	200	**AB 05_111 __IMPAIRMENT__**
201	201
202	202	1. Policy:
...	...	@@ -211,11 +211,13 @@
211	211	1. Rationale:
212	212	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.
213	213
	224	+
214	214	**AB 05_112 __INFORMATION TECHNOLOGY__**
215	215
216	216	1. Policy:
217	217	11. Current Washington County policies and procedures shall be followed.
218	218
	230	+
219	219	**AB 05_113 __INSUBORDINATION__**
220	220
221	221	1. Policy:
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237	237	11. Willful or intentional disregard of lawful and reasonable directions, instructions, or orders may undermine the order, discipline, security, and safety of the WCSO.
238	238	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.
239	239
	252	+
240	240	**AB 05_114 __INTERACTION AND COMMUNICATION__**
241	241
242	242	1. Policy:
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255	255	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.
256	256	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.
257	257
	271	+
258	258	**AB 05_115 __INTERFERING WITH OFFICIAL BUSINESS__**
259	259
260	260	1. Policy:
...	...	@@ -262,6 +262,7 @@
262	262	1. Rationale:
263	263	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.
264	264
	279	+
265	265	**AB 05_116 __PERFORMANCE OF DUTY__**
266	266
267	267	1. Policy:
...	...	@@ -289,6 +289,7 @@
289	289	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.
290	290	11. Knowledge, skill, and attitude are useless if the employee is unable to apply them in a productive manner.
291	291
	307	+
292	292	**AB 05_117 __PERSONAL RESPONSIBILITY__**
293	293
294	294	1. Policy:
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299	299	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.
300	300	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.
301	301
	318	+
302	302	**AB 05_118 __POLITICAL ACTIVITY__**
303	303
304	304	1. Policy:
305	305	11. Current Washington County policies and procedures shall be followed.
306	306
	324	+
307	307	**AB 05_119 __PROHIBITED ASSOCIATION__**
308	308
309	309	1. Policy:
...	...	@@ -343,6 +343,7 @@
343	343	111. Other legitimate conduct or interaction which may place them in contact with offenders or ex-offenders.
344	344	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.
345	345
	364	+
346	346	**AB 05_120 __PUBLIC IMAGE__**
347	347
348	348	1. Policy:
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350	350	1. Rationale:
351	351	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.
352	352
	372	+
353	353	**AB 05_121 __PUBLIC RELATIONS__**
354	354
355	355	1. Policy:
...	...	@@ -361,6 +361,7 @@
361	361	111. Prohibit employees from legitimate and ethical utterances relative to their work experiences; or
362	362	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.
363	363
	384	+
364	364	**AB 05_122 __PURCHASES__**
365	365
366	366	1. Policy:
...	...	@@ -369,6 +369,7 @@
369	369	1. Rationale:
370	370	11. Unauthorized or improper financial transactions may display an appearance of intentional deceit or dishonesty. Such actions could jeopardize public confidence and trust.
371	371
	393	+
372	372	**AB 05_123 __SAFETY AND SECURITY__**
373	373
374	374	1. Policy:
...	...	@@ -383,11 +383,13 @@
383	383	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.
384	384	11. Ensuring public safety involves protecting the general public, employees, and offenders.
385	385
	408	+
386	386	**AB 05_124 __SMOKING__**
387	387
388	388	1. Policy:
389	389	11. Current Washington County policies and procedures shall be followed.
390	390
	414	+
391	391	**AB 05_125 __USE AND CARE OF PROPERTY AND EQUIPMENT__**
392	392
393	393	1. Policy:
...	...	@@ -395,11 +395,13 @@
395	395	1. Rationale:
396	396	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.
397	397
	422	+
398	398	**AB 05_126 __WORKPLACE VIOLENCE__**
399	399
400	400	1. Policy:
401	401	11. Current Washington County policies and procedures shall be followed.
402	402
	428	+
403	403	**AB 05_127 __VIOLATION EXAMPLES__**
404	404
405	405	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: