2-5 OFFICER & EMPLOYEE DISCIPLINE & ACCOUNTABILITY

Disciplinary action on the part of the department can shield the officer or employee from criminal or civil charges that may arise out their deliberate or negligent acts.

The employee may file a written appeal specifying his reasons for objecting to a suspension, demotion, or termination within _________ of receiving disciplinary notice. If determined that disciplinary action was not taken in good faith, the employee may be reinstated, reassigned, or sent for re-training in another job category.

Noncompliance, violation, conduct that interferes with operations, discredits the department, or__________________ is grounds for disciplinary action.

Discharge from the department may be imposed for a first offense and may be imposed at any point in a progressive chain, whether or not any other step(s) of progressive discipline have first been imposed.

Which of the following choices is NOT a "disciplinary action?"

_______________ are generally followed. However, circumstances, officer and employee attitudes and performance, and any extenuating and mitigating factors may be considered when determining the discipline to be imposed.

__________ is designated to oversee disciplinary actions in the jail.

_______________has the sole right to determine the disciplinary process applicable in particular circumstances as well as the discipline to be imposed for violations or non-compliance.

Anything deemed "grounds for disciplinary action" must be specifically prohibited by written goal, objective, policies, procedures, order, rule or directive.

The Jail Captain MUST provide a pre-termination hearing. At this hearing the Jail Lieutenant or hearing officer may examine witnesses or review documents.

Chronic complaining about operations to the extent that supervisors must spend excessive time dealing with problems or issues caused by complaints is listed as a reason for "Termination without fault."