Bexar County Sheriff's Office Policy Manual Chapter 4

Bexar County Sheriff's Office Policy Manual

• Original Date: December 1, 2003
• Effective Date: May 6, 2023
• Subject: General Employment Matters
• Chapter Number: Four
• Office: Sheriff's Administration
• Enclosures: None
• Reevaluation Date: May 6, 2024
• Pages: 9
• Supersedes: April 15, 2014
• Approved by: Javier Salazar, Sheriff Bexar County
• Distribution: All Sheriff's Employees

4.01 Policy

• The Bexar County Sheriff's Office is committed to equal employment opportunity, regardless of race, creed, color, national origin, sex, gender identity, age, handicap, religion, sexual orientation, political affiliation, or beliefs
• Selection of employees is based on education, training, experience, aptitude, and character.

4.02 Purpose

• This policy outlines general employment matters not covered elsewhere in the manual.

4.03 Applicants

• Obligation to the Public: The BCSO is obligated to ensure that individuals with criminal records, questionable morals, or unstable personalities are not employed.
• Background Investigation: Applicants who pass an entrance exam undergo background checks. Those who do not meet standards or whose background is deemed a risk are disqualified.

4.04 Status

• Probationary Period: New sworn personnel have a one-year probationary period. Civilian employees have a six-month probationary period.
• Regular Full-Time Employment: The employee's work performance during the probationary period determines if they become a full-time employee. New employees receive training.

4.05 Obligations

• BCSO Employee Obligations: Employees owe honest, dedicated work; loyalty; and care for equipment and workplace.
• BCSO Obligations to Employees: Proper training, supervision, and care in case of illness or death in family.
• BCSO Obligations to Public: Prompt, courteous, efficient service to the public. Employees should act with courtesy not servility.

4.06 Termination

• Employee Departure: BCSO values long-term employees and welcomes constructive feedback.
• Probationary Employee Termination: The BCSO gives advance notice of termination to probationary employees for cause, only paying salary accrued.
• Termination for Cause: Employees can be dismissed for failure to perform satisfactorily.

4.07 Confidentiality

• Many BCSO jobs involve confidential material. This information is not discussed with anyone outside the BCSO unless necessary.

4.08 Attendance

• Regular Attendance: Regular attendance is crucial, especially for promotion consideration.
• Absence: Employees must notify their supervisor at least one hour before their scheduled start time for absences.
• Work Hours: Employees must focus on official business during work hours.
• Personal Time: Time off for personal matters should be arranged in advance

4.09 Hours of Duty

• Duty Hours: Employees have assigned regular work hours, including overtime as needed. Even off duty, authorized and licensed peace officers must pursue their duty.
• Normal Working Hours: Forty (40) hours per week for the BCSO.
• Vacations and Leave: Refer to the "Personnel Rules for Employees of Bexar County, Texas" pamphlet for detailed vacation/leave policies.

4.10 Pay

• Pay Periods: Semi-monthly, usually on the 15th and last day of each month.
• Pay Deductions: Federal income tax, Social Security tax, retirement, health insurance (dependent allotments).
• Salary: Determined by the Commissioners Court, based on job difficulty and responsibility.

4.11 Training and Career Progression

• Skill Development: BCSO encourages training and skill development, both on-the-job and outside courses.
• Career Advancement: Employee performance, relationships with co-workers, and initiative influence career advancement opportunities.
• TCOLE Requirements: Licensed peace officers, jailers, and telecommunicators must maintain current TCOLE status.
• Performance Record: BCSO HR maintains a record of employee training.

4.12 Waste Management

• Conservation: Employees are responsible for conserving materials and time to reduce costs.

4.13 Vacation and Leave

• Compensatory Time: Employees who work extra hours may receive compensatory time off.
• Specific Leave Types: Detailed leave policies are covered in "Personnel Rules for Employees".

4.14 Other Benefits

• Medical Insurance: BCSO provides medical coverage for employees and dependents.
• Retirement Plans: Financed by employee and County contributions. Details in the Texas County and District Retirement System's handbook.
• Social Security: All BCSO employees are covered.
• Employee Counseling: BCSO cares about employee well-being and employee relationships. Employees are urged to discuss problems with their supervisor.

4.15 Personnel Records

• Personnel Records: BCSO maintains employee records and handles applications appropriately.
• Reporting Changes: Employees must inform the Human Resources Office immediately of any changes to personal information.

4.16 Solicitations

• County-wide Activities: Support for county-wide activities like the United Way is encouraged.
• Unauthorized Solicitations: Canvassing, soliciting, or selling is prohibited without permission.

4.17 Business and Telephone Courtesy

• Courtesy to the Public: Employees are expected to provide courteous service and clear communication to the public.
• Handling Inquiries: When possible, provide information, otherwise explain how to get assistance or refer to the appropriate individual/department.
• Problem Resolving: Employees are encouraged to use the chain of command to find solutions to problems.

4.18 Mail

• Personal Mail: Must be addressed to the employee's residence.

4.19 Employee Work Areas

• Maintaining Work Areas: Employees should remain in their designated work area unless their job description requires otherwise.
• Employee Notification: Notify supervisors of absences and the location of away from work areas.

4.20 Office Supplies, Equipment and Records

• Equipment Requests: Requests for equipment and supplies should be made in writing.
• Security: Employees are responsible for securing their work area and its contents at the end of the workday.
• County Equipment: Employees cannot take County equipment without supervisor approval.

4.21 Office Building Keys and Magnetic/Smart Cards

• Supervisory Responsibility: Supervisors are responsible for managing keys and magnetic/smart cards.
• Replacement: Loss or theft must be promptly reported.

4.22 Management's Responsibilities and Rights

• Management Authority: Specific management rights concerning personnel and other topics are outlined.
• Employee Rights: Implicit employee rights and duties are provided.

4.23 Violations of Rules and Regulations

• Changes to Rules: The policy manual may be updated from time to time.

4.24 Discipline and Discharge

• Disciplinary Options: Disciplinary actions can range from reprimands to dismissal.
• Just Cause: Disciplinary action must be for just cause, detailed in the policy as a fair and equitable process.

4.25 Counselings, Reprimands, Suspensions, Terminations

• Disciplinary Actions: Specific channels and processes exist for applying disciplinary actions.
• Privileges: Specific privileges, such as off-duty work permits, or special assignments, are subject to immediate suspension. Additional policy is contained in the specific civil service manual.