45 Questions
What is the Sheriff's preference regarding discipline?
To emphasize corrective actions over punitive measures
Who must approve all investigations concerning discipline?
The Sheriff, Chief Deputy, or Sheriff's designee
In case of a legal violation, when should an employee notify their supervisor or chain of command as per the text?
Before returning to work the next day
What is the responsibility of an employee who feels they have an issue with alcohol or prescription medication?
Seek assistance by contacting Lifestyle Assistance and Modification Program (L.A.M.P.) or a supervisor
When can an employee notify the highest-ranking supervisor on duty instead of their immediate supervisor?
If the immediate supervisor cannot be reached
What type of actions are equally important with corrective actions according to the text?
Rewards and recognition for superior performance
What is the consequence of failing to notify the Sheriff via the chain of command?
Termination
According to Order 1013-12.1.1, what is considered Conduct Unbecoming for employees?
Acting in a way that undermines public confidence
When should Professional Standards start an investigation into an employee's conduct?
Upon an employee's arrest
What should be done if an employee's skills are lacking and they are unproductive?
Additional training or remedial training
What is the purpose of Progressive Discipline at the Manatee County Sheriff's Office?
To correct performance problems effectively
When should an investigation by a supervisor assigned to an Administrative Complaint be completed?
Within 60 workdays of receipt of the complaint
What should a supervisor do if an investigation cannot be completed within the allotted time?
'Contact Professional Standards for an extension'
When can Garrity be provided to an employee being investigated?
'After evaluation' by Professional Standards
What should a supervisor do if they find signs of a potential disciplinary problem in an employee?
Counsel or warn the employee and document it
Who determines what investigative action will be implemented after an Allegation of Employee Misconduct report is submitted?
Professional Standards
What is the violation subject to written reprimand to termination for using profane, obscene, or insulting language to a supervisor?
Sleeping on duty
Which violation leads to a 5 days suspension to termination for any employee who assists in posting bond for a non-immediate family member?
Assisting in posting bond for a family member
What is the penalty for failing to respond immediately to radio calls when logged or listed in service with the Communication Section?
Written reprimand
Insubordination is defined as:
Refusing to obey proper orders or showing disrespect to a superior
What violation leads to written reprimand to termination for failing to submit to a required physical or mental examination?
Neglect of duty
What penalty is incurred if an employee assists in posting bond for an individual other than an immediate family member without authorization?
Written reprimand to 5 days suspension
What is the consequence for refusing to obey a proper order from a supervisor?
Written reprimand to 5 days suspension
'Neglect of Duty' is defined as:
'Failing to perform prescribed compensated duties'
'Absent without leave (AWOL)' is considered if:
'An employee does not report for duty or contact their supervisor'
'Using profane, obscene, or insulting language' towards a supervisor results in:
'Written reprimand'
What must the complaining employee do in a first occurrence situation?
File a formal notification with the WEO
When does the WEO conduct a follow-up interview with the complainant?
30 calendar days from the date resolved
How is a complaint treated if the follow-up interview indicates that the agreed-to conciliation has not alleviated the complainant's informal complaint?
It becomes a formal complaint
Who is responsible for imposing discipline on charged employees?
Sheriff, Chief Deputy, or Bureau Chief
When does Professional Standards recommend proposed discipline to the Sheriff?
When a suspension without pay is required
Who reviews all completed Administrative Complaint investigations before submission to Professional Standards?
Bureau Commander, Chief Deputy, and Sheriff
What is considered as UNLAWFUL CONDUCT according to the text?
Failure to adhere to Federal, state, and local laws and ordinances
Who should take temporary corrective action upon knowledge of harassment or discrimination involving an employee?
The WEO
In cases of harassment or discrimination, who does the WEO report directly to?
The Sheriff
How are informal complaints of harassment or discrimination handled initially?
By investigating the facts of the allegation
What action should be taken if no resolution is reached within 14 calendar days after an informal complaint?
File a report to the Sheriff every 7 days
What is the maximum number of years for the reckoning period of an employee's violations at MCSO?
3 years
Which disciplinary sanction at MCSO involves a reduction in pay?
Reduction to pay
What action shall be taken if an employee is caught smoking in any MCSO vehicle or building?
1-day suspension
Which conduct violation at MCSO may result in a 5 days suspension to termination?
Physically fighting with another employee
What is required of employees regarding reporting relationships with convicted felons?
Report through the chain of command to the Sheriff
Who has the authority to suspend an employee from duty as a disciplinary measure?
Any supervisor
What is the disciplinary sanction for conduct unbecoming that violates the Preface of General Orders at MCSO?
Written reprimand to termination
'Conduct Unbecoming' at MCSO can be related to ________.
'Using rude language with civilians'
Study Notes
Conduct and Discipline
- The standards of conduct for employees are referenced in the Preface, General Orders, and other relevant documents.
- The Sheriff's office aims to promote a culture of corrective rather than punitive discipline, using training and positive methods to improve employee productivity and effectiveness.
Investigations and Disciplinary Actions
- All investigations concerning discipline must be approved by the Sheriff, Chief Deputy, or the Sheriff's designee.
- Any employee who feels they have a problem with alcohol or prescription medication is responsible for seeking assistance.
- Employees must immediately notify their supervisor or chain of command when investigated, charged, or arrested for any violation of law (excluding civil traffic violations).
Conduct Unbecoming
- Conduct Unbecoming is defined as any act that undermines public confidence in law enforcement, creates the appearance of impropriety, or reflects negatively on the office of the Sheriff.
- Examples of Conduct Unbecoming include:
- Any act that violates the Preface of General Orders as it pertains to the agency's Mission, Core Values, Professionalism, Code of Ethics, Attitudes, Courtesy, and Public Confidence.
- Any arrest or warrant for arrest.
Counseling and Remedial Training
- If an internal complaint is not filed and a supervisor believes that a violation would warrant formal corrective action only if repeated, the supervisor shall counsel or warn the employee.
- Remedial training should be considered for employees who are unproductive or ineffective due to lack of skills, knowledge, or ability.
Progressive Discipline
- The Manatee County Sheriff's Office uses a progressive discipline system, which includes a series of increasingly severe penalties for repeated or multiple offenses.
- Disciplinary measures range from mild to severe, depending on the nature and frequency of the problem.
- Examples of progressive discipline include:
- Verbal reprimand
- Written reprimand
- Loss of a specific job-related privilege
- Payment for damages to property or misuse of equipment
- Suspension
- Disciplinary transfer
- Reduction to pay
- Demotion
- Termination
Administrative Complaints and Investigations
- An investigation by a supervisor assigned to an Administrative Complaint requires a signed receipt and a completed investigation within 60 workdays.
- If an investigation cannot be completed within the allotted time, the supervisor shall contact Professional Standards for an extension.
Garrity
- Any investigation that could remotely result in unlawful conduct shall be completed before the affected employee signs the Garrity form.
- No supervisor shall provide Garrity until a complaint number has been assigned by Professional Standards.
Sanctions and Penalties
- The nine disciplinary sanctions are:
- Verbal reprimand
- Written reprimand
- Loss of a specific job-related privilege
- Payment for damages to property or misuse of equipment
- Suspension
- Disciplinary transfer
- Reduction to pay
- Demotion
- Termination
- Examples of administrative offenses and corresponding penalties include:
- Conduct Unbecoming: written reprimand to termination
- Smoking or chewing tobacco in prohibited areas: written reprimand to 1-day suspension
- Failing to use only necessary force: written reprimand to termination
Harassment and Discrimination
- Employees have the right to work in an environment free from harassment or discrimination.
- Any supervisor who has actual knowledge of harassment or discrimination shall take temporary corrective action until the matter is reported to the WEO (Workplace Equality Office).
- The WEO shall conduct an investigation and attempt to mediate a resolution, and if necessary, refer the matter to the Sheriff or an outside entity for further action.
Test your knowledge of law enforcement standards regarding the use of force, reporting personal injuries, and assisting in posting bond for individuals in custody.
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