Podcast
Questions and Answers
What is the Sheriff's preference regarding discipline?
What is the Sheriff's preference regarding discipline?
Who must approve all investigations concerning discipline?
Who must approve all investigations concerning discipline?
In case of a legal violation, when should an employee notify their supervisor or chain of command as per the text?
In case of a legal violation, when should an employee notify their supervisor or chain of command as per the text?
What is the responsibility of an employee who feels they have an issue with alcohol or prescription medication?
What is the responsibility of an employee who feels they have an issue with alcohol or prescription medication?
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When can an employee notify the highest-ranking supervisor on duty instead of their immediate supervisor?
When can an employee notify the highest-ranking supervisor on duty instead of their immediate supervisor?
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What type of actions are equally important with corrective actions according to the text?
What type of actions are equally important with corrective actions according to the text?
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What is the consequence of failing to notify the Sheriff via the chain of command?
What is the consequence of failing to notify the Sheriff via the chain of command?
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According to Order 1013-12.1.1, what is considered Conduct Unbecoming for employees?
According to Order 1013-12.1.1, what is considered Conduct Unbecoming for employees?
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When should Professional Standards start an investigation into an employee's conduct?
When should Professional Standards start an investigation into an employee's conduct?
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What should be done if an employee's skills are lacking and they are unproductive?
What should be done if an employee's skills are lacking and they are unproductive?
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What is the purpose of Progressive Discipline at the Manatee County Sheriff's Office?
What is the purpose of Progressive Discipline at the Manatee County Sheriff's Office?
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When should an investigation by a supervisor assigned to an Administrative Complaint be completed?
When should an investigation by a supervisor assigned to an Administrative Complaint be completed?
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What should a supervisor do if an investigation cannot be completed within the allotted time?
What should a supervisor do if an investigation cannot be completed within the allotted time?
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When can Garrity be provided to an employee being investigated?
When can Garrity be provided to an employee being investigated?
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What should a supervisor do if they find signs of a potential disciplinary problem in an employee?
What should a supervisor do if they find signs of a potential disciplinary problem in an employee?
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Who determines what investigative action will be implemented after an Allegation of Employee Misconduct report is submitted?
Who determines what investigative action will be implemented after an Allegation of Employee Misconduct report is submitted?
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What is the violation subject to written reprimand to termination for using profane, obscene, or insulting language to a supervisor?
What is the violation subject to written reprimand to termination for using profane, obscene, or insulting language to a supervisor?
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Which violation leads to a 5 days suspension to termination for any employee who assists in posting bond for a non-immediate family member?
Which violation leads to a 5 days suspension to termination for any employee who assists in posting bond for a non-immediate family member?
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What is the penalty for failing to respond immediately to radio calls when logged or listed in service with the Communication Section?
What is the penalty for failing to respond immediately to radio calls when logged or listed in service with the Communication Section?
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Insubordination is defined as:
Insubordination is defined as:
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What violation leads to written reprimand to termination for failing to submit to a required physical or mental examination?
What violation leads to written reprimand to termination for failing to submit to a required physical or mental examination?
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What penalty is incurred if an employee assists in posting bond for an individual other than an immediate family member without authorization?
What penalty is incurred if an employee assists in posting bond for an individual other than an immediate family member without authorization?
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What is the consequence for refusing to obey a proper order from a supervisor?
What is the consequence for refusing to obey a proper order from a supervisor?
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'Neglect of Duty' is defined as:
'Neglect of Duty' is defined as:
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'Absent without leave (AWOL)' is considered if:
'Absent without leave (AWOL)' is considered if:
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'Using profane, obscene, or insulting language' towards a supervisor results in:
'Using profane, obscene, or insulting language' towards a supervisor results in:
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What must the complaining employee do in a first occurrence situation?
What must the complaining employee do in a first occurrence situation?
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When does the WEO conduct a follow-up interview with the complainant?
When does the WEO conduct a follow-up interview with the complainant?
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How is a complaint treated if the follow-up interview indicates that the agreed-to conciliation has not alleviated the complainant's informal complaint?
How is a complaint treated if the follow-up interview indicates that the agreed-to conciliation has not alleviated the complainant's informal complaint?
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Who is responsible for imposing discipline on charged employees?
Who is responsible for imposing discipline on charged employees?
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When does Professional Standards recommend proposed discipline to the Sheriff?
When does Professional Standards recommend proposed discipline to the Sheriff?
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Who reviews all completed Administrative Complaint investigations before submission to Professional Standards?
Who reviews all completed Administrative Complaint investigations before submission to Professional Standards?
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What is considered as UNLAWFUL CONDUCT according to the text?
What is considered as UNLAWFUL CONDUCT according to the text?
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Who should take temporary corrective action upon knowledge of harassment or discrimination involving an employee?
Who should take temporary corrective action upon knowledge of harassment or discrimination involving an employee?
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In cases of harassment or discrimination, who does the WEO report directly to?
In cases of harassment or discrimination, who does the WEO report directly to?
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How are informal complaints of harassment or discrimination handled initially?
How are informal complaints of harassment or discrimination handled initially?
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What action should be taken if no resolution is reached within 14 calendar days after an informal complaint?
What action should be taken if no resolution is reached within 14 calendar days after an informal complaint?
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What is the maximum number of years for the reckoning period of an employee's violations at MCSO?
What is the maximum number of years for the reckoning period of an employee's violations at MCSO?
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Which disciplinary sanction at MCSO involves a reduction in pay?
Which disciplinary sanction at MCSO involves a reduction in pay?
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What action shall be taken if an employee is caught smoking in any MCSO vehicle or building?
What action shall be taken if an employee is caught smoking in any MCSO vehicle or building?
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Which conduct violation at MCSO may result in a 5 days suspension to termination?
Which conduct violation at MCSO may result in a 5 days suspension to termination?
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What is required of employees regarding reporting relationships with convicted felons?
What is required of employees regarding reporting relationships with convicted felons?
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Who has the authority to suspend an employee from duty as a disciplinary measure?
Who has the authority to suspend an employee from duty as a disciplinary measure?
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What is the disciplinary sanction for conduct unbecoming that violates the Preface of General Orders at MCSO?
What is the disciplinary sanction for conduct unbecoming that violates the Preface of General Orders at MCSO?
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'Conduct Unbecoming' at MCSO can be related to ________.
'Conduct Unbecoming' at MCSO can be related to ________.
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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.
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Test your knowledge of law enforcement standards regarding the use of force, reporting personal injuries, and assisting in posting bond for individuals in custody.
