2025 CCSO Manual Chapter 4 Flashcards
(321 cards)
1
Q
A
2
Q
Manual Chapter 4?
A
Personnel Administration.
3
Q
A demotion to any rank besides senior/master deputy or Lieutenant will see a reduction in pay by how much?
A
6% decrease
4
Q
A demotion to the rank of senior or master deputy will see a reduction in pay by how much?
A
2% decrease
5
Q
A demotion from the rank of Lieutenant will see a reduction in pay of how much?
A
12% decrease
6
Q
If a salary rate from demotion falls between two steps, which step is the employee granted?
A
The lower of the two steps
7
Q
How much money does a Field Training Officer receive for training a new deputy?
A
One dollar per hour spent training
8
Q
K-9 handlers are eligible for K-9 Handler Pay for hours on unpaid leave or overtime hours. True or False?
A
False
9
Q
Shift differential is paid for qualifying shifts that?
A
Begin before 6AM or after 9AM
10
Q
What rate does holiday pay pay out for hours worked?
A
1 1/2 times a deputy’s regular hourly rate
11
Q
Employees who are called in to work from off-duty to respond to an emergency shall be compensated for a minimum of how many hours?
A
2 hours
12
Q
Annual Leave: 0-2 years of service
A
10 leave days per year
13
Q
Annual Leave: 3-5 years of service
A
12 leave days per year
14
Q
Annual Leave: 6-10 years of service
A
15 leave days per year
15
Q
Annual Leave: 11-19 years of service
A
20 leave days per year
16
Q
Annual Leave: 20 or more years of service
A
25 leave days per year
17
Q
Annual leave can be taken during the initial six months of service for sworn personnel? True or False
A
False
18
Q
Annual leave request must be submitted when?
A
At least 30 days in advance of leave being taken
19
Q
Deputies must notify who in writing of planned leave?
A
District and Circuit Court
20
Q
How much annual leave can an employee carry over during the first 5 years of employment?
A
A maximum of 30 days
21
Q
What is the max annual leave carryover starting the sixth year?
A
Additional 5 days per year up to 100 days
22
Q
Excess annual leave over limit is converted to what?
A
Sick leave
23
Q
Employees may accept compensation for how many days of annual leave?
A
Up to 10 days each year
24
Q
Personal leave requests must be submitted how far in advance?
A
24 hours
25
Can a bureau commander waive the 24 hour notice?
Yes
26
Leave is a right and not a privilege? True or False
False
27
Max compensatory leave in a leave year?
240 hours
28
How long must compensatory leave be used within?
Six months
29
How many days of paid military leave per year?
10 workdays
30
How many sick leave hours are accrued per pay period?
4.616 hours
31
Sick leave equals how many workdays per year?
15 work days
32
Is sick leave earned while in non-pay status? True or False
False
33
Sick leave for adoption or paternity?
Up to 5 days
34
Sick leave for family member death?
Up to 3 days
35
Incentive bonus for using 2 or fewer sick days?
One day's pay
36
Who completes the initial A&S Report for an employee who calls out sick?
Duty Officer
37
If an employee fails to provide proper notification for their sick leave, they may be charged what?
Unpaid absence without leave up to the time of notification and may be subject to disciplinary action
38
Interval A&S Report must be submitted how often after a prolonged illness/injury?
Every 7 days unless otherwise directed
39
Disability/Return to Duty form must be submitted starting with which report?
Second interval A&S Report and every 14 days thereafter
40
Confidential illness A&S Reports are submitted to whom?
The Sheriff or Asst. Sheriff
41
What form is used for changes in medical status?
Interval A and S report
42
Absences of how many consecutive days require a Return to Duty form?
3 or more consecutive working days
43
Time for incomplete Disability/Return form within how many days?
14 calendar days
44
Counseling for questionable sick leave is documented on what?
Employee Counseling Form
45
How many occurrences of sick leave abuse before reporting requirement may be imposed?
5 occurrences in 12 months
46
Who grants up to 30 calendar days of unpaid leave?
The Sheriff
47
Who approves unpaid leave up to 90 days?
The County Administrator
48
Who grants unpaid leave of up to 12 calendar months?
Board of County Commissioners
49
LWOP requests exceeding how long require medical certificate?
One workweek
50
Do employees on LWOP earn leave?
No
51
FMLA provides how many workweeks of job-protected leave?
12 workweeks
52
FMLA eligibility includes how many hours of service?
1,250 hours in previous 12 months
53
FMLA certification must be submitted within how many days?
15 calendar days
54
Who defends CCSO deputies in civil matters related to duty?
Attorney General of Maryland
55
Notify whom if served in a lawsuit?
Assistant Sheriff within 24 hours
56
Max tuition reimbursement per semester/year?
6 credits per semester; 12 credits per fiscal year
57
Reimbursement covers up to what percent of tuition?
80%
58
How long must employee remain after reimbursement per semester?
One year
59
Explorer program is under what organization?
Boy Scouts of America
60
Explorer age range?
14 to 21 years old
61
Explorers must maintain what GPA?
Minimum 2.0 GPA
62
Explorers may only ride with what type of deputy?
Non-probationary deputies
63
Explorers under 18 may not ride after?
Midnight
64
Student interns must be how old?
18 years old
65
Volunteer citizens must be how old?
18 years old
66
Who manages CCSO Recruitment Program?
AJSB Commander
67
Probation period for new law enforcement officers?
1 year
68
Probation period can be extended how many times and how long each?
Twice, for 6 months each
69
What is required when a full-time position like K-9 becomes available?
Transfer Request and a Detailed Report
70
Who oversees development and delivery of training programs and mandated hours?
Director of the SMCJA and AJSB Deputy/Assistant Commander
71
County compensates travel time beyond regular hours? True or False
False
72
Where are receipts for training expenses submitted and when?
Executive Administrative Aide, within 24 hours of return
73
When is lodging provided for business functions?
If location is more than 60 miles from Prince Frederick
74
What is used to compute trip distances?
MapQuest
75
Purpose of training written performance objectives?
Focus on job task analysis and provide clear learning objectives
76
Minimum passing score on internal training?
70%
77
In-service/firearms lesson plans submitted how often?
Every 3 years
78
Who monitors for remedial training needs?
Supervisors
79
Who handles minor remedial training?
Immediate supervisor or designee
80
When was SMCJA established?
1988
81
Who has overall responsibility for Field Training Program?
Patrol Commander
82
Minimum days for new deputy with FTO?
60 days
83
Post-FTO evaluation period by squad supervisor?
24 hours
84
FTO eligibility experience requirement?
At least 2 years
85
Annual training requirement by MPCTC?
18 hours plus 2-hour firearms refresher
86
Max duration for roll call training?
30 minutes
87
Accreditation training for new hires within?
30 days of employment or academy completion
88
Who trains Crime Scene Techs and Detectives?
Commander of CIB
89
Who ensures DARE officer training?
Commander of Patrol Bureau
90
DARE instructor certification requires?
80-hour course, online test, teaching 10 lessons, annual in-service
91
Who ensures Hostage Negotiations Team training?
Hostage Negotiations Team Supervisor
92
Hostage Team retrains how often and with SOT?
2 times/year; trains with SOT once/year
93
Who ensures polygraph examiners complete school?
Polygraph Unit Supervisor
94
Minimum polygraph exams after training?
30
95
Polygraph examiner retraining requirement?
16 hours annually
96
Who sponsors polygraph training?
American Polygraph Association
97
Who ensures Bike Patrol Unit attends training?
Bike Patrol Unit Supervisor
98
Annual Bike Patrol training requirement?
3 days/year
99
DT instructor training required by?
MPCTC
100
DT instructor recertification period?
Every 4 years
101
Do General Instructors require MPCTC training?
True
102
General Instructor recertification period?
Every 4 years
103
DRE certification required by?
NHTSA
104
Total hours required for DRE training?
2-day/16-hour pre-school + 7-day/56-hour school
105
DRE final exam passing score?
100%
106
Breath Tech Operator training requirement?
40-hour certification + 8-hour annual in-service
107
Who ensures FTOs receive training?
Patrol Bureau Commander
108
Who oversees EVOC instructor training?
Patrol Bureau Commander
109
Crash Reconstruction basic training hours?
160 hours minimum
110
Requirements to be a Firearms Instructor?
Certified firearms instructor course (MPTC), Training for Trainers (MPTC), certified in pistol/machine gun/long-range, armorer's training, certified police officer
111
Instructor availability expectation?
5 years
112
Training for newly hired civilian employees?
Orientation, accreditation familiarization, working conditions, employee rights/responsibilities
113
SCO certification requirements?
Certified for MILES/NCIC; required by SCO Supervisor
114
Training for newly promoted personnel should take place when?
Prior to promotion or within first year following promotion
115
Who is responsible for career counseling and development?
All commanders and/or their designees
116
Which deputies are required to attend annual state mandated training?
All below rank of First Sergeant
117
Experience required for new deputy to promote to DFC?
3 years (2 with CCSO)
118
Experience required for lateral deputy to promote to DFC?
2 years with CCSO (includes probation)
119
Eligibility for promotion to Senior Deputy?
10 years of service as CCSO deputy
120
Eligibility for promotion to Master Deputy?
15 years of service as CCSO deputy
121
When is a deputy ineligible for promotion?
Below satisfactory evals in either of 2 prior periods or on disciplinary probation
122
Years required to promote to Corporal?
4 years (3 with CCSO)
123
Years required to promote to Sergeant?
5 years (4 with CCSO)
124
Years required to promote to First/Detective Sergeant?
6 years (5 with CCSO)
125
Years required to promote to Lieutenant?
7 years (6 with CCSO)
126
Years required to promote to Captain?
8 years (7 with CCSO)
127
Who controls advancement for Lieutenant or higher?
The Sheriff
128
Who decides promotional process components?
The Sheriff and Assistant Sheriff
129
Passing score for promotion to Corporal or above?
70%
130
Probation period after promotion?
6 months
131
Pay increase on promotion?
6% (2% for senior/master deputy, 12% for Lieutenant)
132
Highest permanent rank in CCSO?
Major
133
Civilian employees are governed by what?
Chapter 86 of the Calvert County Code
134
Retention period for performance evaluations?
At least 5 years
135
Who receives bi-annual performance evaluations?
Sworn members through rank of First Sergeant/Detective Sergeant
136
Evaluation rating periods?
January-June and July-December
137
Due dates for evaluation reports?
February 15th and August 15th
138
When must counseling for unsatisfactory performance be done?
At least 90 days before next evaluation
139
Step increase denied after how many poor evaluations?
2 consecutive below satisfactory evals
140
What happens after 3 poor evaluations?
Termination procedures initiated
141
Who evaluates judicial contract employees?
Their immediate supervisor
142
When is written notice for poor performance due for judicial contract deputies?
At least 90 days before end of rating period
143
First step in evaluation appeal process?
Request meeting with reviewer
144
How long does employee have to appeal after meeting?
14 calendar days from the meeting
145
The Rating Appeal Board will consist of whom?
3 employees, at least one from same segment/rank as appellant; one is chairperson
146
Who is responsible for the civilian performance evaluation system?
Director of Personnel
147
Probation period for new/re-hired full-time or reduced-hour employees?
Sworn: 1 year; Civilian: 6 months
148
Who coordinates and monitors the grievance process?
AJSB Commander
149
Definition of working days in grievance process?
Monday to Friday; excludes weekends and holidays
150
When must an informal grievance be discussed with supervisor?
Within 5 working days of the occurrence
151
When must supervisor respond to informal grievance?
Within 5 working days of discussion
152
How is the formal grievance process initiated?
Detailed Report to Bureau Commander after informal process
153
When must formal grievance be filed?
Within 10 working days of informal grievance conclusion
4-904.2
154
What happens if grievance timelines are not followed by the employee?
Grievance is deemed waived
155
What happens if supervisor fails to comply with grievance time limits?
Grievance proceeds to next step automatically
156
When can grievance time limits be extended?
Upon mutual written agreement before deadline
157
Steps of formal grievance process?
1. File with Sergeant; 2. Escalate to Bureau Commander; 3. Escalate to Asst. Sheriff; 4. Escalate to Sheriff
158
Who sits on the Grievance Review Board?
CCSO Bureau Commander (not involved), 1 same-bureau supervisor, 2 outside agency members
159
Who is the chairperson of the Grievance Review Board?
Uninvolved CCSO Bureau Commander
160
Who has access to Grievance Review Board proceedings?
AJSB Commander or designee, and General Counsel
161
Decision of the Grievance Review Board is made by?
Majority vote
162
When must the Board inform grievant of findings?
Within 10 working days
163
When will findings be acted upon if no appeal is made?
Within 10 working days
164
What can grievant do if dissatisfied with Board decision?
Appeal to the Sheriff
165
When must the appeal to the Sheriff be filed?
Within 5 working days
166
When must the Sheriff respond with final decision?
Within 10 working days; decision is FINAL and BINDING
167
Grievance documents are preserved for how long?
Not less than 3 years
168
Sexual harassment refers to what?
Unwelcome, offensive behavior lowering morale and work effectiveness
169
Examples of sexual harassment?
Verbal, Non-verbal, Physical
170
How to file a sexual harassment complaint?
In writing, Detailed Report through Chain of Command
171
If supervisor is source of harassment, who can be contacted?
Any member of Command Staff
172
How long does sexual harassment investigation take?
15 working days from receipt of complaint
173
The focus of the disciplinary process is what?
Corrective action through individual employee responsibility and accountability
174
What is the primary and secondary emphasis of discipline?
Primary: Remedial discipline; Secondary: Punitive discipline
175
Who has the authority to take disciplinary action and delegate it?
The Sheriff
176
The Sheriff administers disciplinary recommendations set by whom?
Police Accountability Board (PAB) Charging Committee
177
Can the Sheriff lower a recommended PAB penalty?
False
178
Who can suspend an employee in an emergency?
Any supervisor, with immediate notification to the Sheriff
179
Disciplinary recommendations from PAB Charging Committee rest with who?
The Sheriff or their designee
180
Who must violations or unethical conduct be reported to?
The affected employee's supervisor or Office of Professional Standards (OPS)
181
Who can suspend a sergeant or above?
Only Commissioned Officers
182
Who can terminate or suspend a sworn officer without pay?
The Sheriff or designee
183
The Sheriff cannot terminate a sworn officer. True or False?
False
184
Who handles use of force complaints?
On-duty supervisor, or Bureau Commander/Professional Standards Supervisor if unavailable
185
What are courtesy complaints?
Coarse, profane, or insolent language/actions deemed offensive
186
Do courtesy complaints need to be notarized?
No
187
Categories of investigating complaints of brutality?
Unnecessary Force, Aggressive Force, Excessive Force
188
Supervisor training-as-discipline steps?
Explain infraction, review violated policy, discuss at roll call, recommend remedial training, document in F&I file
4-1203.1
189
What may be used for minor infractions instead of formal charges?
Verbal counseling
190
Intent of Employee Counseling Form?
Document positive counseling and corrective actions
191
Does a counseling form go into personnel or standards file?
No
192
Types of formal disciplinary actions?
Written Reprimand, Summary Resolution, Emergency Suspension, Trial Board Action
193
Trial Board actions include?
Loss of Leave/Fine, Suspension, Demotion, Dismissal
194
Are all rights under the law afforded during potential disciplinary actions?
True
195
Disciplinary investigation should reveal?
Offense committed, employee involvement, past record, recommendation
196
Who reviews Disciplinary Matrix and recommends discipline?
Affected Bureau Commander and Assistant Sheriff
197
Least severe formal discipline?
Written reprimand (in internal affairs file)
198
Who prepares and issues the written reprimand?
Immediate supervisor
199
When can Summary Resolution be used?
No public involved, facts not disputed, deputy accepts punishment
200
Range of Summary Resolution discipline?
Loss of leave, fine, suspension, transfer, mediation
201
Who has final authority in Summary Resolution?
Assistant Sheriff
202
How is a Summary Resolution offer presented?
In writing; deputy has 5 days to accept/decline
203
What happens if Summary Resolution is declined?
Formal investigation may be conducted
204
Can PAB increase disciplinary actions beyond initial offer if sustained?
False
205
Must citizen complaints be forwarded to PAB for recommendation?
True
206
How can deputies appeal disciplinary actions?
Through the Calvert County Trial Board (Police Accountability and Safety Act)
207
If a sworn deputy demands a hearing before a Trial Board, who is responsible for creating the trial board and scheduling the hearing?
The commander of the Office of Professional Standards (OPS).
208
Members of the trial board will be composed of the following members?
- A member selected by the County (retired judge or administrative law judge). Serves as the chairperson.
- A civilian not on Administrative Charging Committee, appointed by PAB.
- An officer of equal rank to the involved deputy, selected by OPS Commander, approved by the Sheriff.
209
Contracted counsel will represent the Agency before the trial board as directed by who?
The Sheriff.
210
The Calvert County Trial Board is independent and not bound by the Administrative Charging Committee's recommendations. True or False?
True
211
How many days prior to the hearing must requests for subpoenas or continuances be submitted?
Five business days
212
When must the Sheriff's Office Counsel provide the investigatory record to the officer?
At least 30 calendar days before the hearing.
213
The Agency does not have the burden of proof by a preponderance of the evidence. True or False?
False
214
A Trial Board decision to sustain misconduct must be by majority vote. True or False?
True
215
How long to deliver the Trial Board written decision?
Within 45 calendar days of the hearing
216
How long does a deputy have to appeal a Trial Board decision and to whom?
Within 30 calendar days; to the Circuit Court
217
When will disciplinary action be imposed?
- When appeal process has passed
- Appeal resolved against the deputy
- Deputy signs statement not to appeal or has withdrawn
218
Who prepares the record of proceedings for Circuit Court?
OPS jointly with the Contracted Attorney.
219
Emergency suspension with pay procedures?
- Suspension by superior officer in best interest of County or employee
- Asst. Sheriff may suspend police powers and reassign to restricted duties
220
Emergency suspension without pay procedures?
Asst. Sheriff may suspend without pay if charged with felony
221
If suspension is not related to an admin case, what must supervisor do?
Complete a detailed report on the suspension circumstances
222
What does the supervisor do with Agency property of suspended employee?
Collect property, complete checklist, get property held number, fill Property Inventory Sheet, submit all to Property Manager
223
If employee elects a suspension hearing, who is notified to organize it?
The Commander of OPS or designee
224
What is provided if Sheriff dismisses an employee?
- Reason(s) for dismissal
- Effective date
- Fringe benefits info
- Record content related to dismissal
225
Where are disciplinary records maintained?
Secured file by the Professional Standards Unit
226
Purpose of the Disciplinary Matrix?
Ensure similar violations receive similar penalties
227
Disciplinary Matrix used as a what by supervisors?
A guide
228
Goal of the Disciplinary Matrix?
Encourage appropriate behavior
229
Are Trial Board recommendations bound by the Matrix?
No
230
Can the Disciplinary Matrix limit the Sheriff's authority?
False
231
How are recommendations categorized in the Matrix?
Six categories labeled A through F
232
Maximum summary punishment?
3 days suspension without pay or $150 fine
233
Is restitution discipline?
No
234
Restitution generally not over what % of base salary?
5%, unless circumstances require more
235
Secondary employment cannot excuse what?
Poor performance, absenteeism, tardiness, refusal to work overtime
236
Final approval for secondary employment & form used?
The Sheriff; Secondary Employment Request for Authorization Form
237
Where is secondary security employment confined to?
Calvert County
238
Can a bureau commander verbally approve late secondary employment requests?
False
239
Where are secondary employment requests filed?
Office of Professional Standards (OPS)
240
Secondary employment not allowed during what?
Sick leave
241
Max hours a deputy can work per day including all duties?
16 hours
242
Who can authorize more than 16 hours?
Deputy's supervisor
243
Is secondary employment injury compensable? Any exception?
False; Except for bona fide law enforcement action
244
What organization informed line-of-duty death policies?
Concerns of Police Survivors, Inc. (COPS)
245
Who coordinates line-of-duty death/serious injury events?
Deputy's Bureau Commander or designee
246
Tasks that may be assigned after line-of-duty death?
Notification Officer, Hospital Liaison Officer, Family Liaison Officer, Agency Liaison Officer, Benefits Coordinator
247
If survivor lives outside Southern Maryland, what does Notification Officer do?
Send METERS message to appropriate jurisdiction
248
Who becomes Hospital Liaison Officer?
First official on scene, other than Sheriff or rep
249
Who approves assigning Family Liaison Officer & Benefits Coordinator?
The family
250
How long are survivor home checks done post-funeral?
6 weeks
251
Why are residence checks conducted post-funeral?
Money may be present, family may be away, shows Agency support
252
How long are applicant files archived? Background folders?
7 years; Indefinitely by Exec. Admin. Aide
253
Hiring/background steps are mandated by?
COMAR Title 12, Subtitle 04, Chapter 01
254
When will polygraph supervisor review prior polygraph?
If given within last 3 years at CCSO detention center
255
Disciplinary Matrix breakdown?
Six categories (A-F); three penalty levels based on number of violations in set period
256
Formal Written Counseling (FWC)?
Documented counseling for policy violation; in disciplinary file
257
Letter of Reprimand (LOP)?
Formal letter detailing wrongful actions
258
What does LOP state about actions?
Deemed inappropriate or unacceptable
259
Disciplinary Matrix Category A?
Conduct that has or may have minimal negative impact on the operations or professional image of the agency.
260
Disciplinary Range for Category A?
- 1st Violation- Formal written counseling TO Letter of Reprimand
- 2nd violation within 24 months- Formal written counseling OR up to 1 day loss of leave or loss of pay.
261
Category A violations of the Disciplinary Matrix will change to a Category B violations when?
Upon a 3rd violation in 24 months
262
Failure of officer to provide identification when required is an example of what disciplinary matrix violation?
Category A
263
Violations associated with improper attire and grooming (uniformed/non-uniformed) is an example of what disciplinary matrix violation?
Category A
264
Loss of agency property is an example of what disciplinary matrix violation?
Category A
265
Disciplinary Matrix Category B?
Conduct that has or may have a minimal negative impact on the operations or professional image of the agency; or that negatively impacts relationships with other officers, agencies, or the public.
266
Disciplinary range for category B?
- 1st violation- Letter of Reprimand OR Up to 2 day loss of leave or loss of pay.
- 2nd violation in 36 months- 1 day loss of leave or loss of pay OR up to 3 days loss of leave or loss of pay.
- 3rd violation in 36 months- moved to a Category C, Level 1 violation.
267
Rude, discourteous actions towards the public or other employees to include profanity and/or obscene gestures is an example of what disciplinary matrix violation?
Category B
268
Failure to remain alert and awake on-duty is an example of what disciplinary matrix violation?
Category B
269
Failure to make required inspection of agency vehicle for weapons/contraband prior to and after transporting a prisoner is an example of what disciplinary matrix violation?
Category B
270
Operating an agency vehicle beyond jurisdictional boundaries without authorization is an example of what disciplinary matrix violation?
Category B
271
Altering or modifying agency equipment without approval is an example of what disciplinary matrix violation?
Category B
272
Failure to submit required report is an example of what disciplinary matrix violation?
Category B
273
Topic
Details
274
Disciplinary Matrix Category C
Conduct that involves a risk to safety or that has or may have a pronounced negative impact on the operations or professional image of the agency or a member, or on relationships with other officers, agencies, or the public.
275
Disciplinary range for category C
1st violation- 2 days loss of leave or loss of pay OR up to 4 days loss of pay.
2nd violation in 48 months- 3 days loss of leave or loss of pay OR up to 5 days loss of pay.
3rd violation in 48 months- moved to a category D, level 1 violation.
276
Examples of Category C Violations
Failure to notify or report to duty assignment (AWOL)
Unauthorized/careless use/handling/display of weapon
Failure to properly search a prisoner incident to arrest
Unnecessary force/excessive force resulting in unknown injury or minor injury
Unauthorized vehicle pursuit (no injury)
277
Disciplinary Matrix Category D
Conduct substantially contrary to the values of agency or that substantially interferes with its mission, operations, or professional image, or that involves a serious risk to deputy(s) or public safety, or intentionally violates agency policy.
278
Disciplinary range for category D
1st violation- 5 days loss of leave or pay OR up to 15 days loss of pay.
2nd violation within 60 months- 10 days loss of pay OR up to 20 days loss of pay.
3rd violation within 60 months- moved to a category E, level 1 violation.
279
Examples of Category D Violations
Reporting to work with a measurable amount of alcohol in system
Failure to notify agency of being charged with a civil or criminal violation
Unauthorized vehicle pursuit
Failure to report a firearm or less lethal weapon discharge
Failure to report an agency collision
280
Disciplinary Matrix Category E
Conduct that involves misuse of authority, unethical behavior (not involving false reporting or false statements), an act that could result in an adverse impact on a deputy or public safety or to the professionalism of the agency or a violation of any misdemeanor.
281
Disciplinary range for category E
1st violation- 15 days loss of pay OR UP TO 25 days loss of pay OR up to termination.
2nd violation with in 60 months- 15 days loss of pay OR UP TO 30 days loss of pay OR up to termination.
3rd violation within 60 months- moves to a Category F, Level 1 violation.
282
Examples of Category E Violations
Unnecessary force/excessive force resulting in serious injury
Discharging of firearm resulting in injury or death, non-criminal intent
Obstructing or hindering a criminal investigation
Affiliation with known criminals
283
Disciplinary Matrix Category F
Any violation of law, policy, rules or regulation which results in death or serious injury; shows willful disregard for agency values; demonstrates lack of integrity or egregious misconduct.
284
Disciplinary range for category F
Any violation- termination
285
Examples of Category F Violations
Intentionally making false statements during investigations
Engaging in sexual behavior on-duty or in agency property
Converting property/evidence for personal use
Performing secondary employment while on-duty
286
Special Circumstance: DUI Category 1
Off-duty DUI that violates law
287
Disciplinary range for DUI Category 1
1st violation- 15 days loss of pay UP TO termination.
2nd violation- 30 days loss of pay UP TO termination.
3rd violation- termination.
288
Special Circumstance: DUI Category 1A
On-duty or departmental vehicle DUI that violates law
289
Disciplinary range for DUI Category 1A
1st violation- termination.
290
Special Circumstance: Failure to Appear (Court/MVA)
Intentional or purposeful failure to appear, resets 1 year from 1st violation
291
Disciplinary range for Failure to Appear
2 violations in 1 year- Formal written counseling.
2 more violations in 2 years- formal written counseling OR up to 2 days loss of leave or pay.
292
Departmental Collisions Matrix
Three categories
293
Category 1 - Minor Damage
Agency may use a dollar guideline; re-training mandatory for 3+ violations
294
Disciplinary range for Collisions Category 1
1st violation (0-12 months): Counseling to Reprimand
2nd violation (0-24 months): Counseling or up to 2 days pay loss
3rd+ violation (0-36 months): Reprimand or up to 5 days pay loss
295
What is Disciplinary Matrix Category C?
Conduct that involves a risk to safety or that has or may have a pronounced negative impact on the operations or professional image of the agency or a member, or on relationships with other officers, agencies, or the public.
296
What is the disciplinary range for Category C?
1st violation: 2 days loss of leave or pay OR up to 4 days loss of pay.
2nd violation in 48 months: 3 days loss of leave or pay OR up to 5 days loss of pay.
3rd violation in 48 months: moved to a Category D, Level 1 violation.
297
What are examples of Category C violations?
Failure to notify or report to duty assignment (AWOL);
Unauthorized/careless use/handling/display of weapon;
Failure to properly search a prisoner incident to arrest;
Unnecessary force/excessive force resulting in unknown or minor injury;
Unauthorized vehicle pursuit (no injury)
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What is Disciplinary Matrix Category D?
Conduct substantially contrary to the values of agency or that substantially interferes with its mission, operations, or professional image, or that involves a serious risk to deputy(s) or public safety, or intentionally violates agency policy.
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What is the disciplinary range for Category D?
1st violation: 5 days loss of leave or pay OR up to 15 days loss of pay.
2nd violation within 60 months: 10 days loss of pay OR up to 20 days loss of pay.
3rd violation within 60 months: moved to a Category E, Level 1 violation.
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What are examples of Category D violations?
Reporting to work with a measurable amount of alcohol in system;
Failure to notify agency of being charged with a civil or criminal violation;
Unauthorized vehicle pursuit;
Failure to report a firearm or less lethal weapon discharge;
Failure to report an agency collision
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What is Disciplinary Matrix Category E?
Conduct that involves misuse of authority, unethical behavior (not involving false reporting or false statements), an act that could result in an adverse impact on a deputy or public safety or to the professionalism of the agency or a violation of any misdemeanor.
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What is the disciplinary range for Category E?
1st violation: 15 days loss of pay OR up to 25 days loss of pay OR up to termination.
2nd violation within 60 months: 15 days loss of pay OR up to 30 days loss of pay OR up to termination.
3rd violation within 60 months: moves to a Category F, Level 1 violation.
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What are examples of Category E violations?
Unnecessary/excessive force resulting in serious injury;
Discharging firearm resulting in injury/death (non-criminal intent);
Obstructing or hindering a criminal investigation;
Affiliation with known criminals
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What is Disciplinary Matrix Category F?
Any violation of law, policy, rules or regulation which results in death or serious injury; shows willful disregard for agency values; demonstrates lack of integrity or egregious misconduct.
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What is the disciplinary range for Category F?
Any violation: Termination
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What are examples of Category F violations?
Intentionally making false statements during investigations;
Engaging in sexual behavior on-duty or in agency vehicle/facility;
Converting property/evidence for personal use;
Performing secondary employment while on-duty
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What are Special Circumstance Violations for DUI Category 1?
Off-duty DUI that violates law
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What is the disciplinary range for DUI Category 1?
1st violation: 15 days loss of pay UP TO termination.
2nd violation: 30 days loss of pay UP TO termination.
3rd violation: termination.
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What are Special Circumstance Violations for DUI Category 1A?
On-duty or departmental vehicle DUI that violates law
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What is the disciplinary range for DUI Category 1A?
1st violation: termination.
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What is the disciplinary range for Failure to Appear for Court/MVA?
2 violations in 1 year: Formal written counseling.
2 more violations in 2 years: Counseling OR up to 2 days loss of pay.
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How many categories exist for Departmental Collisions?
Three
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What is Departmental Collisions Disciplinary Matrix Category 1?
Minor damage to police vehicle or property.
Agency may set a dollar threshold for severity.
Driver re-training is mandatory for 3+ at-fault accidents.
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What is the disciplinary range for Departmental Collisions Category 1?
1st (0-12 months): Counseling to Reprimand
2nd (0-24 months): Counseling OR up to 2 days loss of pay
3rd+ (0-36 months): Reprimand OR up to 5 days loss of pay
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What is Departmental Collisions Disciplinary Matrix Category 2?
Major damage to police vehicle and/or other property or vehicle.
Agency may establish a dollar amount as a guideline for determining the level of severity (minor vs. major).
Driver re-training can be imposed at any level but is mandatory for three or more at-fault departmentals.
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What is the disciplinary range for Departmental Collisions Category 2?
1st violation (up to 12 months): formal written counseling OR up to 1 day loss of leave or pay.
2nd violation (0-24 months): letter of reprimand OR up to 3 days loss of leave or pay.
3rd+ violation (0-36 months): letter of reprimand OR up to 10 days loss of leave or pay.
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What is Departmental Collisions Disciplinary Matrix Category 3?
Injury to LE personnel and/or civilian.
If gross negligence or reckless operation of a police vehicle is involved in any collision that results in serious injury or death, the disciplinary range will increase up to and including termination.
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What violations may fall into multiple categories depending on the case facts?
Abuse of position;
BWC/in car video/video recording equipment violations;
Conduct unbecoming;
Custodial related violations (abuse, securing, transportation, medical care);
Discrimination and/or harassment towards protected classes (race, religion, etc.);
Duty to intervene/failure to deescalate;
Failure of supervisor to manage personnel or follow policy;
Insubordination;
Violations of law (federal, state, or local);
Workplace violence.
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What is COPS?
Concerns of Police Survivors
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When was COPS established?
1984
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What manual chapter has death benefit information?
Chapter 4
