8.220 Domestic Abuse and DUI Violations by Employees

Question 1

Department employee violations for domestic abuse and DUI are a breach of the department’s fundamental values, as well as the community’s confidence. Because of the nature of these offenses, it is the policy of this department to deal with offenders through ________________________ in conjunction with court-specified remedies. The department shall make support programs available to assist members in resolving contributory problems when appropriate.

Answer 1

Administrative sanctions

Question 2

Criminal violations by employees are generally handled in accordance with LVMPD 8.200, Criminal Violations by Law Enforcement Employees; however, domestic abuse and DUI cases may depart from that directive, except for notifications, due to the availability of court referred treatment programs. The successful completion of a treatment program may give consideration to the ____________ of disciplinary sanctions.

Answer 2

Reduction

Question 3

Pursuant to NRS 33.031 members who carry a firearm in the performance of his/her duties and are subject to an “extended order for protection” for domestic abuse may carry only department-authorized firearms, and only while in the _____________________.

Answer 3

Performance of their duties

Question 4

Domestic Abuse and DUI Violations

Who’s responsibility is it to:

1. Address the employee’s behavior through:
   a. Discipline; and/or
   b. Counseling, training, or care programs.
2. Ensure any reduction in discipline, wholly or in part, due to the successful completion of court-referred treatment retains the designation of the initial discipline. For example, “40 hours suspension - reduced to a 20-hour suspension with option, plus 20 hours in abeyance, due to the satisfactory completion of a court referral program.”
3. Coordinate any voluntary follow-up care for the employee through PEAP.

Answer 4

The employee’s immediate supervisor