BS General Orders Flashcards
Corporal Exam (231 cards)
Mission
To establish a safe and peaceful community through a partnership with the citizens and fellow employees of our city that is based upon strength and integrity.
Integrity
The Balch Springs Police Department is built upon a foundation of ethical and professional conduct. We are committed to the highest level of moral principles and ethics. All members of the department will adhere to the Law Enforcement Code of Ethics which is a part of this manual.
Honesty
We will be truthful and trustworthy at all times
Fairness
We are committed to equal application of the law to offenders and members of the public as well as the equal application of rules and regulations to all members of the department
Courage
We are dedicated to meeting all challenges with the courage needed to accomplish our mission.
Compassion
We understand our role as community caretakers, and temper our application of the law with compassion and empathy.
Policy
A policy is a statement of the department’s philosophy on a given issue. Policy consists of principles and values which guide the performance of department employees. Further, policy is based upon ethics, experience, the law, and the needs of the community.
Rule
A rule is a specific prohibition or requirement governing the behavior of employees.
2. Rules permit little, if any, deviation. Violations of rules normally result in discipline.
Procedure
- A procedure defines the acceptable method of performing an operation or activity. It differs from policy in that it directs employees’ actions in performing specific tasks in a prescribed manner within the guidelines of policy.
- Unlike rules, a failure to follow a procedure may result in discipline. Procedures constitute the agency-approved guide to performing tasks. Employees may depart from procedures only when, in their professional judgment, the situation warrants. Employees must be prepared to justify their actions in not following the defined procedure.
Standard Operating Procedure (SOP)
contains procedures and is a written directive governing operational matters and routine daily tasks such as how to respond to alarms, how to book a prisoner, etc.
a. Because they contain many procedural statements, SOPs permit some discretion. While SOPs are the preferred method of accomplishing a task, the agency recognizes that an employee may depart from procedures if unusual circumstances warrant, and supervisors approve. Employees must justify their actions and document any departure from Standard Operating Procedure.
Line Inspection
Line inspections are inspections conducted by the supervisory personnel directly responsible for the person, equipment, or facility being inspected. They are designed to examine, evaluate, and improve the performance of departmental personnel and equipment. A written report is not required for a line inspection unless it reveals a critical problem that should be brought to the attention of a higher command level.
Readiness Inspections
A specific inspection conducted to evaluate both equipment and operational readiness of the department to respond to exceptional or emergency circumstances. Such inspections are regularly scheduled but may be initiated at any time at the direction of the Chief of Police or a designee. Equipment Readiness Inspections will be conducted on all department special use equipment on a quarterly basis.
Line inspections shall, at a minimum, include an examination of each of the following items that are applicable to that particular unit and that particular type of inspection
Personal appearance and personal hygiene of unit personnel
b. Proper wearing of uniforms and uniform equipment
c. Appearance and maintenance of department-owned vehicles assigned to or used by that unit
d. Section compliance with departmental policies, regulations, and orders
e. Availability and currency of departmental policy and procedure manuals and other departmental publications and documents applicable to that section.Physical condition, maintenance, safety, cleanliness, adequacy, and security of the areas, furnishings, and equipment of the portions of the physical plant used by or under the control of that section.
g. Such other items as are applicable to the functions of that section.
Affirmative Duty
The personal responsibility and obligation of an employee to report wrongdoing— rather than to provide such information only when requested.
Insubordination.
Employees shall promptly obey all lawful orders and directions given by supervisors and communications operators. The failure or deliberate refusal of employees to obey such orders shall be deemed insubordination and is prohibited. Flouting the authority of a supervisor by displaying obvious disrespect or by disputing their orders shall likewise be deemed insubordination.
Bias
Prejudice or partiality which may be based on preconceived ideas, a person’s upbringing, culture, experience, or education
Race
A category of people of a particular decent, including Caucasian, African, Hispanic, Asian, or Native American descent. As distinct from ethnicity, race only refers to physical characteristics sufficiently distinctive to group people under a classification.
Reasonable suspicion
Articulate, objective facts which lead an experienced officer to suspect that a person has committed, is committing, or may be about to commit a crime. A well-founded suspicion is based on the totality of the circumstances and does not exist unless it can be articulated. Reasonable suspicion supports a stop of a person. Courts require that stops based on reasonable suspicion be “objectively reasonable.”
Racial profiling
Officers shall complete a Racial Profiling form on all motor vehicle stops where a ticket, citation, or warning is issued and to arrests made as a result of a motor vehicle stop pursuant to state law.
Sexual harassment
The Civil Rights Act of 1964 prohibits discrimination based on color, race, religion, age, national origin, and sex. Sexual harassment is a form of sex discrimination, defined as unwelcome sexual advances, requests for favors, and other verbal or physical conduct that enters into employment decisions, or conduct that unreasonably interferes with an employee’s work performance or which creates an intimidating, hostile, or offensive working environment. Two kinds of sexual harassment apply; quid pro quo harassment and hostile work environment harassment, defined below. The two forms of harassment may overlap.
Quid pro quo harassment
an employee is being pressured to engage in sexual conduct or else lose a tangible job benefit. (Quid pro quo means “something for something.
- When an employee reports an allegation of sexual harassment, a confidential internal investigation shall begin immediately.
- The department will provide ongoing training, at least every two years, on sexual and other unlawful harassment, reporting, and investigation procedures.
Employee Responsibilities - sexual harassment
An employee who believes he or she has been sexually harassed should first tell the offender to cease the inappropriate behavior, although circumstances may not always allow the complainant to make this request. If the conduct does not stop, or if the complainant is unable to confront the offender, the complainant shall contact his or her own immediate supervisor. The employee or supervisor shallimmediately submit a memorandum to the Chief of Police through the chain of command detailing circumstances. Employees may also report incidents of harassment directly to the Chief of Police, City Manager, City Secretary, or Professional Standards. If a supervisor learns of an incident of harassment, he or she shall report the matter to the Chief of Police even if the victim did not submit a complaint
TRAINING - SEXUAL HARASSMENT
The department will provide ongoing training, at least every two years, on sexual and other unlawful harassment, reporting, and investigation procedures.
Receipt of complaints
The department encourages any person to bring forward grievances regarding misconduct by employees. Department members shall receive all complaints courteously and shall handle them efficiently. All officers are obligated to explain complaint procedures to anyone who inquires.