Escambia County Sheriff's Office Disciplinary Process G.O. 403

Purpose and Policy

• The purpose of discipline is to advise members of inappropriate behavior and encourage them to perform in an acceptable manner and produce quality work.
• Discipline becomes necessary when conduct falls below an acceptable standard and when there is a breach of established rules and regulations of the agency.
• The Escambia County Sheriff’s Office uses a uniform approach to discipline that complies with federal and state constitutional provisions, Florida Statutes, Sheriff’s Office Rules and Regulations, and applicable contractual and negotiated agreements.

Authority to Discipline

• The Sheriff is responsible for counseling and disciplining of agency members.
• The Sheriff has the final authority in training, counseling, reprimanding, suspending, demoting, or dismissing any member of the agency.
• Officers in Charge of the Division, Section/Unit Supervisors, Lieutenants, Sergeants, and Direct Support Supervisors, or other persons designated by the Sheriff may:
  • Direct a member to be placed on administrative leave pending a review for possible disciplinary action.
  • Administer warnings, counseling, and reprimands to motivate members to maintain an acceptable level of expected performance.
  • Recommend formal discipline, through chain of command to the Sheriff, for the suspension, demotion, or dismissal of a member that has violated policy or procedure.

Progressive Discipline

• Supervisors are encouraged to use progressive discipline to train, educate, and correct member performance and/or behavior.
• Progressive discipline is desired, but severe discipline may be necessary without first progressing through the lower levels of discipline.

Criteria of Discipline

• Discipline will be an instructive or corrective device, not a retaliatory measure.
• Discipline will be fairly and evenly administered and will be consistent with the violation.
• Discipline should be administered without delay.

Informal Corrective Actions

• Verbal Warning: A warning given to a member to encourage a course of action or to discontinue a course of action.
• Counseling: Written instruction by the immediate supervisor or higher authority advising a member of a performance deficiency or violation of policy or procedure.
• Written Reprimand: A written reprimand will be completed by the immediate supervisor or higher authority to advise a member of a performance deficiency or violation of policy or procedure.

Formal Disciplinary Actions

• Suspension:
  • A supervisor may make a written recommendation, through the chain of command to the Sheriff, to suspend a member.
  • If suspended from normal duty assignments, the member will immediately surrender their assigned vehicle.
• Demotion:
  • A supervisor may make a written recommendation, through the chain-of-command to the Sheriff, to demote a member.
  • Demotions will be authorized by the Sheriff.
• Dismissal:
  • A supervisor may recommend a member’s dismissal pursuant to this disciplinary process, through the chain-of-command to the Sheriff.
  • The Sheriff is the final authority in the dismissal of a member.

Disciplinary Review Board

• The disciplinary review board consists of a Chair and five voting members.
• The board makes non-binding disciplinary recommendations to the Sheriff who makes the final decision.

Final Decision in Disciplinary Processes

• After arriving at a final decision in any sustained allegation, the Sheriff will impose a fair and equitable disciplinary penalty.
• The final decision regarding all disciplinary actions and processes is vested with the Sheriff.

Appeals Process

• Members who have rights established in a collective bargaining agreement may appeal disciplinary action in accordance with the Collective Bargaining Agreement.
• Members covered by an individual employment agreement have no appeal rights unless specifically granted in the agreement.

Responsibilities

• Supervisors:
  • Are responsible for documenting and monitoring the actions of the members under their command.
  • Are accountable for members under their scope of supervision.
  • Will not rely on higher authority to initiate corrective and/or disciplinary actions.
• Administration Division:
  • Will maintain a record of corrective/disciplinary actions in the member’s disciplinary file.
  • Will provide a written summary of the file to the member.
• Human Resources Office:
  • Will maintain a Personnel Action form in the member’s personnel file to document suspensions, demotions, and dismissals.
  • Will notify the Finance Unit for payroll purposes.

Administrative Leave

• A supervisor may immediately relieve a member from duty by placing the member on administrative leave in extraordinary situations.
• Circumstances for placing a member on administrative leave include:
  • When a member is apparently physically or emotionally unable to perform assigned duties.
  • When a member has been insubordinate.
  • When a member has been involved in a criminal or immoral act.
  • When a member has reported for duty under the influence of an intoxicant and/or drug.

Definitions

• Counseling: Advice or guidance given to achieve a specific action or behavior.
• Demotion: A reduction in grade to a lower rank in the chain-of-command.
• Dismissal: Termination of employment for cause.
• Remedial Training: Training provided to a member when it has been determined that poor work quality or infractions are the result of a lack of knowledge or skill.
• Suspension: An enforced leave of absence without pay (workdays or hours) for disciplinary purposes.

Purpose and Policy

• The purpose of discipline is to advise members of inappropriate behavior and encourage them to perform in an acceptable manner and produce quality work.
• Discipline becomes necessary when conduct falls below an acceptable standard and when there is a breach of established rules and regulations of the agency.
• The Escambia County Sheriff’s Office uses a uniform approach to discipline that complies with federal and state constitutional provisions, Florida Statutes, Sheriff’s Office Rules and Regulations, and applicable contractual and negotiated agreements.

Authority to Discipline

• The Sheriff is responsible for counseling and disciplining of agency members.
• The Sheriff has the final authority in training, counseling, reprimanding, suspending, demoting, or dismissing any member of the agency.
• Officers in Charge of the Division, Section/Unit Supervisors, Lieutenants, Sergeants, and Direct Support Supervisors, or other persons designated by the Sheriff may:
  • Direct a member to be placed on administrative leave pending a review for possible disciplinary action.
  • Administer warnings, counseling, and reprimands to motivate members to maintain an acceptable level of expected performance.
  • Recommend formal discipline, through chain of command to the Sheriff, for the suspension, demotion, or dismissal of a member that has violated policy or procedure.

Progressive Discipline

• Supervisors are encouraged to use progressive discipline to train, educate, and correct member performance and/or behavior.
• Progressive discipline is desired, but severe discipline may be necessary without first progressing through the lower levels of discipline.

Criteria of Discipline

• Discipline will be an instructive or corrective device, not a retaliatory measure.
• Discipline will be fairly and evenly administered and will be consistent with the violation.
• Discipline should be administered without delay.

Informal Corrective Actions

• Verbal Warning: A warning given to a member to encourage a course of action or to discontinue a course of action.
• Counseling: Written instruction by the immediate supervisor or higher authority advising a member of a performance deficiency or violation of policy or procedure.
• Written Reprimand: A written reprimand will be completed by the immediate supervisor or higher authority to advise a member of a performance deficiency or violation of policy or procedure.

Formal Disciplinary Actions

• Suspension:
  • A supervisor may make a written recommendation, through the chain of command to the Sheriff, to suspend a member.
  • If suspended from normal duty assignments, the member will immediately surrender their assigned vehicle.
• Demotion:
  • A supervisor may make a written recommendation, through the chain-of-command to the Sheriff, to demote a member.
  • Demotions will be authorized by the Sheriff.
• Dismissal:
  • A supervisor may recommend a member’s dismissal pursuant to this disciplinary process, through the chain-of-command to the Sheriff.
  • The Sheriff is the final authority in the dismissal of a member.

Disciplinary Review Board

• The disciplinary review board consists of a Chair and five voting members.
• The board makes non-binding disciplinary recommendations to the Sheriff who makes the final decision.

Final Decision in Disciplinary Processes

• After arriving at a final decision in any sustained allegation, the Sheriff will impose a fair and equitable disciplinary penalty.
• The final decision regarding all disciplinary actions and processes is vested with the Sheriff.

Appeals Process

• Members who have rights established in a collective bargaining agreement may appeal disciplinary action in accordance with the Collective Bargaining Agreement.
• Members covered by an individual employment agreement have no appeal rights unless specifically granted in the agreement.

Responsibilities

• Supervisors:
  • Are responsible for documenting and monitoring the actions of the members under their command.
  • Are accountable for members under their scope of supervision.
  • Will not rely on higher authority to initiate corrective and/or disciplinary actions.
• Administration Division:
  • Will maintain a record of corrective/disciplinary actions in the member’s disciplinary file.
  • Will provide a written summary of the file to the member.
• Human Resources Office:
  • Will maintain a Personnel Action form in the member’s personnel file to document suspensions, demotions, and dismissals.
  • Will notify the Finance Unit for payroll purposes.

Administrative Leave

• A supervisor may immediately relieve a member from duty by placing the member on administrative leave in extraordinary situations.
• Circumstances for placing a member on administrative leave include:
  • When a member is apparently physically or emotionally unable to perform assigned duties.
  • When a member has been insubordinate.
  • When a member has been involved in a criminal or immoral act.
  • When a member has reported for duty under the influence of an intoxicant and/or drug.

Definitions

• Counseling: Advice or guidance given to achieve a specific action or behavior.
• Demotion: A reduction in grade to a lower rank in the chain-of-command.
• Dismissal: Termination of employment for cause.
• Remedial Training: Training provided to a member when it has been determined that poor work quality or infractions are the result of a lack of knowledge or skill.
• Suspension: An enforced leave of absence without pay (workdays or hours) for disciplinary purposes.

Learn about the disciplinary process of the Escambia County Sheriff's Office, including its purpose, policy, and procedures. Understand why discipline is necessary and how it helps maintain acceptable behavior and quality work.