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Last modified by Ryan Larkin on 2022/03/08 20:46
From version 3.1
edited by Ryan Larkin
on 2021/11/10 17:08
Change comment: Routine Policy Review
To version 1.1
edited by Ryan Larkin
on 2016/09/02 16:06
Change comment: There is no comment for this version

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... ... @@ -24,12 +24,12 @@
24 24  
25 25  Review Date:
26 26  
27 -11/10/2021
27 +05/01/2014
28 28  
29 29  
30 30  Sheriff Cory C. Pulsipher
31 31  
32 -Undersheriff Nate Brooksby
32 +Undersheriff Bart Bailey
33 33  
34 34  
35 35  __**TABLE OF CONTENTS**__
... ... @@ -96,8 +96,8 @@
96 96  1. GRAMA: Government Records Access and Management Act
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 -1. (% style="font-weight:normal" %)Speech: Any communication, whether verbal, written, or electronic made by or on behalf of an individual.
100 100  
100 +
101 101  **AB 05_102 __REFERENCES__**
102 102  
103 103  1. Utah Counties Insurance Pool: ML-IV.A.9.
... ... @@ -108,14 +108,16 @@
108 108  11. N03.01.02: Content
109 109  11. N03.02.01: Sexual Harassment Prohibited
110 110  
111 +
111 111  **AB 05_103 __GENERAL__**
112 112  
113 113  1. Policy:
114 114  11. The WCSO shall provide written standards of conduct to regulate employee behavior and actions.
115 -11. When employees violate standards of conduct they should expect to be confronted and receive counseling, formal corrective action, or discipline. For corrective action and discipline guidelines, refer to policy: [[AB 10 Corrective Action and Discipline>>AB 10 Corrective Action and Discipline]].
116 +11. When employees violate standards of conduct they should expect to be confronted and receive counseling, formal corrective action, or discipline. For corrective action and discipline guidelines, refer to policy: AB 10 Corrective Action and Discipline.
116 116  1. Rationale:
117 117  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.
118 118  
120 +
119 119  **AB 05_104 __ABUSE OF POSITION__**
120 120  
121 121  1. Policy:
... ... @@ -123,6 +123,7 @@
123 123  1. Rationale:
124 124  11. Abuse of position to gain special privilege, even if not a violation of law, may undermine public confidence and trust.
125 125  
128 +
126 126  **AB 05_105 __CONFLICT OF INTEREST__**
127 127  
128 128  1. Policy:
... ... @@ -129,8 +129,7 @@
129 129  11. Employees shall not engage in employment, conduct, or activity which results in a conflict of interest prohibited by law or WCSO policy. Prohibited conflicts of interest include, but are not limited to:
130 130  111. Unauthorized disclosure of confidential information;
131 131  111. Improper acceptance of gifts or gratuities;
132 -111. Unauthorized secondary employment (reference policy: [[AB 03 Secondary Employment>>AB 03 Secondary Employment]]);
133 -111. Unlawful business interests; and
135 +111. Unauthorized secondary employment (reference policy: AB 03 Secondary Employment);Unlawful business interests; and
134 134  111. Coercion or encouragement of others to violate provisions of this policy.
135 135  11. Employees who are unsure of whether proposed actions or conduct would amount to a conflict of interest are required to request official approval before engaging in questionable actions.
136 136  1. Rationale:
... ... @@ -138,6 +138,7 @@
138 138  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.
139 139  11. Employees may not always be able to determine whether actions create a conflict of interest.
140 140  
143 +
141 141  **AB 05_106 __DISCRIMINATION AND HARASSMENT__**
142 142  
143 143  1. Policy:
... ... @@ -152,6 +152,7 @@
152 152  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.
153 153  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.
154 154  
158 +
155 155  **AB 05_107 __DISTRIBUTION OF INFORMATION__**
156 156  
157 157  1. Policy:
... ... @@ -159,9 +159,10 @@
159 159  111. Discuss or distribute information obtained from another employee's personnel file or any other confidential information pertaining to another WCSO employee;
160 160  111. Distribute or post any written or printed material inside PCF; or
161 161  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.
162 -1. Rationale:
166 +1. Rationale:T
163 163  11. The unauthorized discussion or distribution of private information may subject the individuals involved and the WCSO to criminal and civil liability.
164 164  
169 +
165 165  **AB 05_108 __DUTY TO KNOW__**
166 166  
167 167  1. Policy:
... ... @@ -169,6 +169,7 @@
169 169  1. Rationale:
170 170  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.
171 171  
177 +
172 172  **AB 05_109 __GRATUITIES__**
173 173  
174 174  1. Policy:
... ... @@ -179,6 +179,7 @@
179 179  1. Rationale:
180 180  11. Acceptance of excessive gifts or gratuities may undermine public confidence and trust.
181 181  
188 +
182 182  **AB 05_110 __HONESTY AND LAWFULNESS__**
183 183  
184 184  1. Policy:
... ... @@ -199,6 +199,7 @@
199 199  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.
200 200  11. It is not the intent to prohibit the use of inaccurate, false, or misleading information when necessary in the performance of duty.
201 201  
209 +
202 202  **AB 05_111 __IMPAIRMENT__**
203 203  
204 204  1. Policy:
... ... @@ -213,11 +213,13 @@
213 213  1. Rationale:
214 214  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.
215 215  
224 +
216 216  **AB 05_112 __INFORMATION TECHNOLOGY__**
217 217  
218 218  1. Policy:
219 219  11. Current Washington County policies and procedures shall be followed.
220 220  
230 +
221 221  **AB 05_113 __INSUBORDINATION__**
222 222  
223 223  1. Policy:
... ... @@ -239,6 +239,7 @@
239 239  11. Willful or intentional disregard of lawful and reasonable directions, instructions, or orders may undermine the order, discipline, security, and safety of the WCSO.
240 240  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.
241 241  
252 +
242 242  **AB 05_114 __INTERACTION AND COMMUNICATION__**
243 243  
244 244  1. Policy:
... ... @@ -251,19 +251,6 @@
251 251  111. Are unlawful;
252 252  111. Result in mismanagement or waste of budget resources; or
253 253  111. Are otherwise contrary to the welfare or interests of the WCSO.
254 -11. (((
255 -(% style="margin-bottom: 0in; font-style: normal" %)
256 -(% style="font-weight:normal" %)To meet the safety, performance and public-trust needs of the WCSO, the following are prohibited unless the speech is otherwise protected:
257 -
258 -1. (% style="font-weight:normal" %)Speech or expression made pursuant to an official duty that tends to compromise or damage the mission, function, reputation or professionalism of the Washington County Sheriff's Office or its employees.
259 -1. (% style="font-weight:normal" %)Speech or expression that, while not made pursuant to an official duty, is significantly linked to, or related to, the Washington County Sheriff's Office and tends to compromise or damage the mission, function, reputation or professionalism of the Washington County Sheriff's Office or its employees.
260 -1. (% style="font-weight:normal" %)Speech or expression that could reasonably be foreseen as having a negative impact on the credibility of the employee as a witness. For example, posting statements or expressions to a website that glorify or endorse dishonesty, unlawful discrimination or illegal behavior.
261 -1. (% style="font-weight:normal" %)Speech or expression of any form that could reasonably be foreseen as having a negative impact on the safety of the employees of the WCSO.
262 -1. (% style="font-weight:normal" %)Speech or expression that is contrary to the canons of the Law Enforcement Code of Ethics as adopted by the Washington County Sheriff's Office.
263 -1. (% style="font-weight:normal" %)Use of or disclosure, through whatever means, of any information, photograph, video or other recording obtained or accessible as a result of employment with the Office for financial or personal gain, or any disclosure of such materials without the express authorization of the Sheriff or the authorized designee (Utah Code 67-16-4).
264 -1. (% style="font-weight:normal" %)Other than Sheriff's Office sanctioned events (Swearing-Ins, Deputy of the Quarter, academy graduations, etc), posting, transmitting or disseminating any photographs, video or audio recordings, likeness or images of Office logos, emblems, uniforms, badges, marked vehicles, equipment or other material that specifically identifies the Washington County Sheriff's Office on any personal or social networking or other website or web page, without the express authorization of the Sheriff.
265 -1. (% style="font-weight:normal" %)Employees must take reasonable and prompt action to remove any content, including content posted by others, that is in violation of this policy from any web page or website maintained by the employee (e.g. social or personal website).
266 -)))
267 267  1. Rationale:
268 268  11. It is essential to effective management to maintain public confidence and employee morale through proper interaction and communication.
269 269  11. Restrictions on communication are balanced by employees' ability to bring problems to the attention of the Washington County Human Resource Department, Washington County Attorney, Washington County Commission, or State of Utah, or to otherwise lawfully access "whistle blower" laws.
... ... @@ -270,6 +270,7 @@
270 270  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.
271 271  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.
272 272  
271 +
273 273  **AB 05_115 __INTERFERING WITH OFFICIAL BUSINESS__**
274 274  
275 275  1. Policy:
... ... @@ -277,6 +277,7 @@
277 277  1. Rationale:
278 278  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.
279 279  
279 +
280 280  **AB 05_116 __PERFORMANCE OF DUTY__**
281 281  
282 282  1. Policy:
... ... @@ -304,6 +304,7 @@
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 +
307 307  **AB 05_117 __PERSONAL RESPONSIBILITY__**
308 308  
309 309  1. Policy:
... ... @@ -314,11 +314,13 @@
314 314  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.
315 315  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.
316 316  
318 +
317 317  **AB 05_118 __POLITICAL ACTIVITY__**
318 318  
319 319  1. Policy:
320 320  11. Current Washington County policies and procedures shall be followed.
321 321  
324 +
322 322  **AB 05_119 __PROHIBITED ASSOCIATION__**
323 323  
324 324  1. Policy:
... ... @@ -358,6 +358,7 @@
358 358  111. Other legitimate conduct or interaction which may place them in contact with offenders or ex-offenders.
359 359  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.
360 360  
364 +
361 361  **AB 05_120 __PUBLIC IMAGE__**
362 362  
363 363  1. Policy:
... ... @@ -365,6 +365,7 @@
365 365  1. Rationale:
366 366  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.
367 367  
372 +
368 368  **AB 05_121 __PUBLIC RELATIONS__**
369 369  
370 370  1. Policy:
... ... @@ -376,6 +376,7 @@
376 376  111. Prohibit employees from legitimate and ethical utterances relative to their work experiences; or
377 377  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.
378 378  
384 +
379 379  **AB 05_122 __PURCHASES__**
380 380  
381 381  1. Policy:
... ... @@ -384,6 +384,7 @@
384 384  1. Rationale:
385 385  11. Unauthorized or improper financial transactions may display an appearance of intentional deceit or dishonesty. Such actions could jeopardize public confidence and trust.
386 386  
393 +
387 387  **AB 05_123 __SAFETY AND SECURITY__**
388 388  
389 389  1. Policy:
... ... @@ -398,11 +398,13 @@
398 398  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.
399 399  11. Ensuring public safety involves protecting the general public, employees, and offenders.
400 400  
408 +
401 401  **AB 05_124 __SMOKING__**
402 402  
403 403  1. Policy:
404 404  11. Current Washington County policies and procedures shall be followed.
405 405  
414 +
406 406  **AB 05_125 __USE AND CARE OF PROPERTY AND EQUIPMENT__**
407 407  
408 408  1. Policy:
... ... @@ -410,11 +410,13 @@
410 410  1. Rationale:
411 411  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.
412 412  
422 +
413 413  **AB 05_126 __WORKPLACE VIOLENCE__**
414 414  
415 415  1. Policy:
416 416  11. Current Washington County policies and procedures shall be followed.
417 417  
428 +
418 418  **AB 05_127 __VIOLATION EXAMPLES__**
419 419  
420 420  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: