Sergeant Oral Flashcards
(42 cards)
What is POBR
Peace Officer Bill of Rights: Right To… 1. Representation 2. Refuse a Polygraph 3. Know the Nature of the Investigation 4. Know the Names of the Persons Present During Questioning 5. Know the Name of Person in Charge of the Questioning 6. Attend Physical Needs 7. Be Mirandized if Criminal Charges are Pending 8. Copies of all Reports 9. Record the Interogation 10. Review Anything Negative before it is placed in your Personnel Folder
When is an employee allow to have representation by a union representative?
When it is believed ADVERSE action will be persued.
What is E.E.O.? And what is a E.E.O. counselor responsibility?
Equal Emlpoyment Opportunity: Counselors assist staff who feel they are being sexually harassed or are being discriminated due to their gender or race
To lock-up an inmate in Ad-Seg, what are the documents needed?
- 114 A- Inmate segregation record 2. 114 A1- inmate segregation profile 3. 114D- Ad Seg placement notice 4. Picture I.D. 5. CDC 154- Inmate housing change with verification of medication 6. CDC 7219- medical evaluation 7. Miranda Rights (if criminaly charged)
Describe the responsibilities as a SGT. using force.
- Emergency use of force 2. Calculated use of force
What are force options under Emergency/Immediate Use of Force?
- Verbal 2. Physical Strengths and Holds 3. Chemical Agent 4. Baton 5. Less than Leathal Firearm 6. Lethal Firearm 7. Non-Conventional
What is Reasonable Force?
The force that an objective, trained and competent correctional employee, faced with similar facts and circumstances, would consider necessary and reasonable to (G.O.E.S.); 1. subdue an attacker 2. overcome resistance 3. effect custody or 4. gain compliance with a lawful order
What is Excessive Force?
The use of more force than objectively reasonable to accomplish a lawful order or purpose
What is Unnecessary Force?
The use of force when none is required or appropriate
When is Deadly Force Authorized?
D.A.R.E. 1. Defend an employee or other person from immediate threat of DEATH or GBI. 2. Prevent an ESCAPE 3. Stop such acts as RIOTS or ARSON that constitute an immediate jeopardy to institutional security and because of their magnitude, are likely to result in escapes or deaths of other persons. 4. Dispose of a seriously injured or dangerous ANIMALS when o other disposition is practicle NOTE: A. Firearms maybe discharged as a warning only in an instututional facility and only when deadly force is permitted. B. A firearm may not be discharged if there is reason to believe that persons other than the intended target will be injured
What are the Primary Responsibilities of a Sergeant?
- Supervise and coordinate work of C/O’s 2. Discipline and welfare of inmates 3. Staff accountability 4. Relay staff/inmate complaints to supervisors 5. OJT 6. Immediate corrective action of staff 7. 115 administrative hearings 8. Implement and enforce policy as directed by administration 9. Ensure staff is in compliance with all policy 10. 602 process 1st level of appeal 11. Respond to personal alarms to isolate, contain, and control using code 1,2,3 response 12. To ensure all staff, visitor, and inmates are not discriminated against
What are I/M Due Process right when placed in Ad Seg
- Next working day- Admin review 2. 48 hours- 114D copy issued 3. 10 days- Initial ICC review 4. 30 days- ICC review 5. 90 days- ICC review non- disciplinary/Refer to CSR 6. 180 days- ICC for disciplinary/Refer to CSR
What are the 115 Time Limits?
15-30-5-15 15-days from discovery to issue first copy 30-days to hold hearing after first copy issued 5-days after CDO review date to issue final copy 15- days upon final copy from CDO for inmate appeal
What is the RVR Credit Forfeiture Schedule?
Division A-1 181-360 days; A-2 151-180; B- 121-151; C- 91-120; D- 61-90; E- 31-60; F- 0-31
Define Sexual Harassment
Unwanted sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when: 1. Submission is a condition of employment 2. Submission/Rejection is used as a basis for employment decisions 3. It interfers with work performance/creates a hostile, offensive, or intimidating work environment
As a Supervisor, what would you do to ensure sexual harassment is prevented?
- Train and advise staff it will not be tolerated 2. Make sure employees understand the departments position 3. Be a role model 4. Make rounds daily to monitor facility and work area 5. Make myself approachable
What are the Three Phases of Employee Discipline
Phase I- Preventative Action Phase II- Corrective Action Phase III- Adverse Action
Name the Levels of Preventative Employee Discipline?
- Set goals and objectives 2. Establish communication 3. Monitor 4. Encourage 5. Train 6. Set example 7. Resolve conflicts
Name the Levels of Corrective Employee Discipline?
- Verbal counseling 2. Documented counseling (CDC 1123, emp coun record). 3. LOI (letter of instruction)
Name the Levels of Adverse Employee Discipline?
- Official reprimand (LOR) 2. Salary reduction 3. Suspension 4. Demotion 5. Dismissal
What is the Department Policy regarding “Treatment of People”?
- Treat each other with RESPECT and dignity 2. VALUE differences and use a strenghts 3. Work collaboratively toward shared GOALS 4. ENCOURAGE exploration of new ideas 5. Be recognized for our ACHIEVEMENTS
Name the Seven CDCR Recognized STG-1’s
- Aryan Brotherhood 2. Black Guerrilla Family 3. Mexican Mafia 4. Nazi Low Rider 5. Norhtern Structure 6. Nuestra Familia 7. Texas Syndicate
Explain Inmate Progressive Discipline
- Verbal counseling 2. Recorded counseling 3. RVR CDC 115
What are the steps to a RVR?
- Employee prepares rough draft 2. Supervisor review and log in rule violation log book 3. Send phsy assessment request form 4. Send CDC 804 to records if Serious RVR 5. OA types on 115 form 6. Reporting employee review and signs 7. Sergeant review (and class if admin) 8. Lieutenant classifies if serious RVR 9. First copy issued 10. Assign IE or SA 11. Hearing 12. Send to OA for typing findings 13. HO or SHO review and sign 14. Send to Fac Capt for review and sign 15. Send to CDO for review and sign 16. Final copy to I/M within 5 days of CDO 17. Breakdown 115 for distribution
