2025 CCSO Manual Chapter 4 Flashcards
Manual Chapter 4?
Personnel Administration.
A demotion to any rank besides senior/master deputy or Lieutenant will see a reduction in pay by how much?
6% decrease
A demotion to the rank of senior or master deputy will see a reduction in pay by how much?
2% decrease
A demotion from the rank of Lieutenant will see a reduction in pay of how much?
12% decrease
If a salary rate from demotion falls between two steps, which step is the employee granted?
The lower of the two steps
How much money does a Field Training Officer receive for training a new deputy?
One dollar per hour spent training
K-9 handlers are eligible for K-9 Handler Pay for hours on unpaid leave or overtime hours. True or False?
False
Shift differential is paid for qualifying shifts that?
Begin before 6AM or after 9AM
What rate does holiday pay pay out for hours worked?
1 1/2 times a deputy’s regular hourly rate
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?
2 hours
Annual Leave: 0-2 years of service
10 leave days per year
Annual Leave: 3-5 years of service
12 leave days per year
Annual Leave: 6-10 years of service
15 leave days per year
Annual Leave: 11-19 years of service
20 leave days per year
Annual Leave: 20 or more years of service
25 leave days per year
Annual leave can be taken during the initial six months of service for sworn personnel? True or False
False
Annual leave request must be submitted when?
At least 30 days in advance of leave being taken
Deputies must notify who in writing of planned leave?
District and Circuit Court
How much annual leave can an employee carry over during the first 5 years of employment?
A maximum of 30 days
What is the max annual leave carryover starting the sixth year?
Additional 5 days per year up to 100 days
Excess annual leave over limit is converted to what?
Sick leave
Employees may accept compensation for how many days of annual leave?
Up to 10 days each year
Personal leave requests must be submitted how far in advance?
24 hours
Can a bureau commander waive the 24 hour notice?
Yes
Leave is a right and not a privilege? True or False
False
Max compensatory leave in a leave year?
240 hours
How long must compensatory leave be used within?
Six months
How many days of paid military leave per year?
10 workdays
How many sick leave hours are accrued per pay period?
4.616 hours
Sick leave equals how many workdays per year?
15 work days
Is sick leave earned while in non-pay status? True or False
False
Sick leave for adoption or paternity?
Up to 5 days
Sick leave for family member death?
Up to 3 days
Incentive bonus for using 2 or fewer sick days?
One day’s pay
Who completes the initial A&S Report for an employee who calls out sick?
Duty Officer
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
Interval A&S Report must be submitted how often after a prolonged illness/injury?
Every 7 days unless otherwise directed
Disability/Return to Duty form must be submitted starting with which report?
Second interval A&S Report and every 14 days thereafter
Confidential illness A&S Reports are submitted to whom?
The Sheriff or Asst. Sheriff
What form is used for changes in medical status?
Interval A and S report
Absences of how many consecutive days require a Return to Duty form?
3 or more consecutive working days
Time for incomplete Disability/Return form within how many days?
14 calendar days
Counseling for questionable sick leave is documented on what?
Employee Counseling Form
How many occurrences of sick leave abuse before reporting requirement may be imposed?
5 occurrences in 12 months
Who grants up to 30 calendar days of unpaid leave?
The Sheriff
Who approves unpaid leave up to 90 days?
The County Administrator
Who grants unpaid leave of up to 12 calendar months?
Board of County Commissioners
LWOP requests exceeding how long require medical certificate?
One workweek
Do employees on LWOP earn leave?
No
FMLA provides how many workweeks of job-protected leave?
12 workweeks
FMLA eligibility includes how many hours of service?
1,250 hours in previous 12 months
FMLA certification must be submitted within how many days?
15 calendar days
Who defends CCSO deputies in civil matters related to duty?
Attorney General of Maryland
Notify whom if served in a lawsuit?
Assistant Sheriff within 24 hours
Max tuition reimbursement per semester/year?
6 credits per semester; 12 credits per fiscal year
Reimbursement covers up to what percent of tuition?
80%
How long must employee remain after reimbursement per semester?
One year
Explorer program is under what organization?
Boy Scouts of America
Explorer age range?
14 to 21 years old
Explorers must maintain what GPA?
Minimum 2.0 GPA
Explorers may only ride with what type of deputy?
Non-probationary deputies
Explorers under 18 may not ride after?
Midnight
Student interns must be how old?
18 years old
Volunteer citizens must be how old?
18 years old
Who manages CCSO Recruitment Program?
AJSB Commander
Probation period for new law enforcement officers?
1 year
Probation period can be extended how many times and how long each?
Twice, for 6 months each
What is required when a full-time position like K-9 becomes available?
Transfer Request and a Detailed Report
Who oversees development and delivery of training programs and mandated hours?
Director of the SMCJA and AJSB Deputy/Assistant Commander
County compensates travel time beyond regular hours? True or False
False
Where are receipts for training expenses submitted and when?
Executive Administrative Aide, within 24 hours of return
When is lodging provided for business functions?
If location is more than 60 miles from Prince Frederick
What is used to compute trip distances?
MapQuest
Purpose of training written performance objectives?
Focus on job task analysis and provide clear learning objectives
Minimum passing score on internal training?
70%
In-service/firearms lesson plans submitted how often?
Every 3 years
Who monitors for remedial training needs?
Supervisors
Who handles minor remedial training?
Immediate supervisor or designee
When was SMCJA established?
1988
Who has overall responsibility for Field Training Program?
Patrol Commander
Minimum days for new deputy with FTO?
60 days
Post-FTO evaluation period by squad supervisor?
24 hours
FTO eligibility experience requirement?
At least 2 years
Annual training requirement by MPCTC?
18 hours plus 2-hour firearms refresher
Max duration for roll call training?
30 minutes
Accreditation training for new hires within?
30 days of employment or academy completion
Who trains Crime Scene Techs and Detectives?
Commander of CIB
Who ensures DARE officer training?
Commander of Patrol Bureau
DARE instructor certification requires?
80-hour course, online test, teaching 10 lessons, annual in-service
Who ensures Hostage Negotiations Team training?
Hostage Negotiations Team Supervisor
Hostage Team retrains how often and with SOT?
2 times/year; trains with SOT once/year
Who ensures polygraph examiners complete school?
Polygraph Unit Supervisor
Minimum polygraph exams after training?
30
Polygraph examiner retraining requirement?
16 hours annually
Who sponsors polygraph training?
American Polygraph Association
Who ensures Bike Patrol Unit attends training?
Bike Patrol Unit Supervisor
Annual Bike Patrol training requirement?
3 days/year
DT instructor training required by?
MPCTC
DT instructor recertification period?
Every 4 years
Do General Instructors require MPCTC training?
True
General Instructor recertification period?
Every 4 years
DRE certification required by?
NHTSA
Total hours required for DRE training?
2-day/16-hour pre-school + 7-day/56-hour school
DRE final exam passing score?
100%
Breath Tech Operator training requirement?
40-hour certification + 8-hour annual in-service
Who ensures FTOs receive training?
Patrol Bureau Commander
Who oversees EVOC instructor training?
Patrol Bureau Commander
Crash Reconstruction basic training hours?
160 hours minimum
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
Instructor availability expectation?
5 years
Training for newly hired civilian employees?
Orientation, accreditation familiarization, working conditions, employee rights/responsibilities
SCO certification requirements?
Certified for MILES/NCIC; required by SCO Supervisor
Training for newly promoted personnel should take place when?
Prior to promotion or within first year following promotion
Who is responsible for career counseling and development?
All commanders and/or their designees
Which deputies are required to attend annual state mandated training?
All below rank of First Sergeant
Experience required for new deputy to promote to DFC?
3 years (2 with CCSO)
Experience required for lateral deputy to promote to DFC?
2 years with CCSO (includes probation)
Eligibility for promotion to Senior Deputy?
10 years of service as CCSO deputy
Eligibility for promotion to Master Deputy?
15 years of service as CCSO deputy
When is a deputy ineligible for promotion?
Below satisfactory evals in either of 2 prior periods or on disciplinary probation
Years required to promote to Corporal?
4 years (3 with CCSO)
Years required to promote to Sergeant?
5 years (4 with CCSO)
Years required to promote to First/Detective Sergeant?
6 years (5 with CCSO)
Years required to promote to Lieutenant?
7 years (6 with CCSO)
Years required to promote to Captain?
8 years (7 with CCSO)
Who controls advancement for Lieutenant or higher?
The Sheriff
Who decides promotional process components?
The Sheriff and Assistant Sheriff
Passing score for promotion to Corporal or above?
70%
Probation period after promotion?
6 months
Pay increase on promotion?
6% (2% for senior/master deputy, 12% for Lieutenant)
Highest permanent rank in CCSO?
Major
Civilian employees are governed by what?
Chapter 86 of the Calvert County Code
Retention period for performance evaluations?
At least 5 years
Who receives bi-annual performance evaluations?
Sworn members through rank of First Sergeant/Detective Sergeant
Evaluation rating periods?
January-June and July-December
Due dates for evaluation reports?
February 15th and August 15th
When must counseling for unsatisfactory performance be done?
At least 90 days before next evaluation
Step increase denied after how many poor evaluations?
2 consecutive below satisfactory evals
What happens after 3 poor evaluations?
Termination procedures initiated
Who evaluates judicial contract employees?
Their immediate supervisor
When is written notice for poor performance due for judicial contract deputies?
At least 90 days before end of rating period
First step in evaluation appeal process?
Request meeting with reviewer
How long does employee have to appeal after meeting?
14 calendar days from the meeting
The Rating Appeal Board will consist of whom?
3 employees, at least one from same segment/rank as appellant; one is chairperson
Who is responsible for the civilian performance evaluation system?
Director of Personnel
Probation period for new/re-hired full-time or reduced-hour employees?
Sworn: 1 year; Civilian: 6 months
Who coordinates and monitors the grievance process?
AJSB Commander
Definition of working days in grievance process?
Monday to Friday; excludes weekends and holidays
When must an informal grievance be discussed with supervisor?
Within 5 working days of the occurrence
When must supervisor respond to informal grievance?
Within 5 working days of discussion
How is the formal grievance process initiated?
Detailed Report to Bureau Commander after informal process
When must formal grievance be filed?
Within 10 working days of informal grievance conclusion
What happens if grievance timelines are not followed by the employee?
Grievance is deemed waived
What happens if supervisor fails to comply with grievance time limits?
Grievance proceeds to next step automatically
When can grievance time limits be extended?
Upon mutual written agreement before deadline
Steps of formal grievance process?
- File with Sergeant; 2. Escalate to Bureau Commander; 3. Escalate to Asst. Sheriff; 4. Escalate to Sheriff
Who sits on the Grievance Review Board?
CCSO Bureau Commander (not involved), 1 same-bureau supervisor, 2 outside agency members
Who is the chairperson of the Grievance Review Board?
Uninvolved CCSO Bureau Commander
Who has access to Grievance Review Board proceedings?
AJSB Commander or designee, and General Counsel
Decision of the Grievance Review Board is made by?
Majority vote
When must the Board inform grievant of findings?
Within 10 working days
When will findings be acted upon if no appeal is made?
Within 10 working days
What can grievant do if dissatisfied with Board decision?
Appeal to the Sheriff
When must the appeal to the Sheriff be filed?
Within 5 working days
When must the Sheriff respond with final decision?
Within 10 working days; decision is FINAL and BINDING
Grievance documents are preserved for how long?
Not less than 3 years
Sexual harassment refers to what?
Unwelcome, offensive behavior lowering morale and work effectiveness
Examples of sexual harassment?
Verbal, Non-verbal, Physical
How to file a sexual harassment complaint?
In writing, Detailed Report through Chain of Command
If supervisor is source of harassment, who can be contacted?
Any member of Command Staff
How long does sexual harassment investigation take?
15 working days from receipt of complaint
The focus of the disciplinary process is what?
Corrective action through individual employee responsibility and accountability
What is the primary and secondary emphasis of discipline?
Primary: Remedial discipline; Secondary: Punitive discipline
Who has the authority to take disciplinary action and delegate it?
The Sheriff
The Sheriff administers disciplinary recommendations set by whom?
Police Accountability Board (PAB) Charging Committee
Can the Sheriff lower a recommended PAB penalty?
False
Who can suspend an employee in an emergency?
Any supervisor, with immediate notification to the Sheriff
Disciplinary recommendations from PAB Charging Committee rest with who?
The Sheriff or their designee
Who must violations or unethical conduct be reported to?
The affected employee’s supervisor or Office of Professional Standards (OPS)
Who can suspend a sergeant or above?
Only Commissioned Officers
Who can terminate or suspend a sworn officer without pay?
The Sheriff or designee
The Sheriff cannot terminate a sworn officer. True or False?
False
Who handles use of force complaints?
On-duty supervisor, or Bureau Commander/Professional Standards Supervisor if unavailable
What are courtesy complaints?
Coarse, profane, or insolent language/actions deemed offensive
Do courtesy complaints need to be notarized?
No
Categories of investigating complaints of brutality?
Unnecessary Force, Aggressive Force, Excessive Force
Supervisor training-as-discipline steps?
Explain infraction, review violated policy, discuss at roll call, recommend remedial training, document in F&I file
What may be used for minor infractions instead of formal charges?
Verbal counseling
Intent of Employee Counseling Form?
Document positive counseling and corrective actions
Does a counseling form go into personnel or standards file?
No
Types of formal disciplinary actions?
Written Reprimand, Summary Resolution, Emergency Suspension, Trial Board Action
Trial Board actions include?
Loss of Leave/Fine, Suspension, Demotion, Dismissal
Are all rights under the law afforded during potential disciplinary actions?
True
Disciplinary investigation should reveal?
Offense committed, employee involvement, past record, recommendation
Who reviews Disciplinary Matrix and recommends discipline?
Affected Bureau Commander and Assistant Sheriff
Least severe formal discipline?
Written reprimand (in internal affairs file)
Who prepares and issues the written reprimand?
Immediate supervisor
When can Summary Resolution be used?
No public involved, facts not disputed, deputy accepts punishment
Range of Summary Resolution discipline?
Loss of leave, fine, suspension, transfer, mediation
Who has final authority in Summary Resolution?
Assistant Sheriff
How is a Summary Resolution offer presented?
In writing; deputy has 5 days to accept/decline
What happens if Summary Resolution is declined?
Formal investigation may be conducted
Can PAB increase disciplinary actions beyond initial offer if sustained?
False
Must citizen complaints be forwarded to PAB for recommendation?
True
How can deputies appeal disciplinary actions?
Through the Calvert County Trial Board (Police Accountability and Safety Act)
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).
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.
Contracted counsel will represent the Agency before the trial board as directed by who?
The Sheriff.
The Calvert County Trial Board is independent and not bound by the Administrative Charging Committee’s recommendations. True or False?
True
How many days prior to the hearing must requests for subpoenas or continuances be submitted?
Five business days
When must the Sheriff’s Office Counsel provide the investigatory record to the officer?
At least 30 calendar days before the hearing.
The Agency does not have the burden of proof by a preponderance of the evidence. True or False?
False
A Trial Board decision to sustain misconduct must be by majority vote. True or False?
True
How long to deliver the Trial Board written decision?
Within 45 calendar days of the hearing
How long does a deputy have to appeal a Trial Board decision and to whom?
Within 30 calendar days; to the Circuit Court
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
Who prepares the record of proceedings for Circuit Court?
OPS jointly with the Contracted Attorney.
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
Emergency suspension without pay procedures?
Asst. Sheriff may suspend without pay if charged with felony
If suspension is not related to an admin case, what must supervisor do?
Complete a detailed report on the suspension circumstances
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
If employee elects a suspension hearing, who is notified to organize it?
The Commander of OPS or designee
What is provided if Sheriff dismisses an employee?
- Reason(s) for dismissal
- Effective date
- Fringe benefits info
- Record content related to dismissal
Where are disciplinary records maintained?
Secured file by the Professional Standards Unit
Purpose of the Disciplinary Matrix?
Ensure similar violations receive similar penalties
Disciplinary Matrix used as a what by supervisors?
A guide
Goal of the Disciplinary Matrix?
Encourage appropriate behavior
Are Trial Board recommendations bound by the Matrix?
No
Can the Disciplinary Matrix limit the Sheriff’s authority?
False
How are recommendations categorized in the Matrix?
Five categories labeled A through E
Maximum summary punishment?
3 days suspension without pay or $150 fine
Is restitution discipline?
No
Restitution generally not over what % of base salary?
5%, unless circumstances require more
Secondary employment cannot excuse what?
Poor performance, absenteeism, tardiness, refusal to work overtime
Final approval for secondary employment & form used?
The Sheriff; Secondary Employment Request for Authorization Form
Where is secondary security employment confined to?
Calvert County
Can a bureau commander verbally approve late secondary employment requests?
False
Where are secondary employment requests filed?
Office of Professional Standards (OPS)
Secondary employment not allowed during what?
Sick leave
Max hours a deputy can work per day including all duties?
16 hours
Who can authorize more than 16 hours?
Deputy’s supervisor
Is secondary employment injury compensable? Any exception?
False; Except for bona fide law enforcement action
What organization informed line-of-duty death policies?
Concerns of Police Survivors, Inc. (COPS)
Who coordinates line-of-duty death/serious injury events?
Deputy’s Bureau Commander or designee
Tasks that may be assigned after line-of-duty death?
Notification Officer, Hospital Liaison Officer, Family Liaison Officer, Agency Liaison Officer, Benefits Coordinator
If survivor lives outside Southern Maryland, what does Notification Officer do?
Send METERS message to appropriate jurisdiction
Who becomes Hospital Liaison Officer?
First official on scene, other than Sheriff or rep
Who approves assigning Family Liaison Officer & Benefits Coordinator?
The family
How long are survivor home checks done post-funeral?
6 weeks
Why are residence checks conducted post-funeral?
Money may be present, family may be away, shows Agency support
How long are applicant files archived? Background folders?
7 years; Indefinitely by Exec. Admin. Aide
Hiring/background steps are mandated by?
COMAR Title 12, Subtitle 04, Chapter 01
When will polygraph supervisor review prior polygraph?
If given within last 3 years at CCSO detention center
Disciplinary Matrix breakdown?
Six categories (A-F); three penalty levels based on number of violations in set period
Formal Written Counseling (FWC)?
Documented counseling for policy violation; in disciplinary file
Letter of Reprimand (LOP)?
Formal letter detailing wrongful actions
What does LOP state about actions?
Deemed inappropriate or unacceptable
Disciplinary Matrix Category A?
Conduct that has or may have minimal negative impact on the operations or professional image of the agency.
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.
Category A violations of the Disciplinary Matrix will change to a Category B violations when?
Upon a 3rd violation in 24 months
Failure of officer to provide identification when required is an example of what disciplinary matrix violation?
Category A
Violations associated with improper attire and grooming (uniformed/non-uniformed) is an example of what disciplinary matrix violation?
Category A
Loss of agency property is an example of what disciplinary matrix violation?
Category A
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.
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.
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
Failure to remain alert and awake on-duty is an example of what disciplinary matrix violation?
Category B
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
Operating an agency vehicle beyond jurisdictional boundaries without authorization is an example of what disciplinary matrix violation?
Category B
Altering or modifying agency equipment without approval is an example of what disciplinary matrix violation?
Category B
Failure to submit required report is an example of what disciplinary matrix violation?
Category B
Topic
Details
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.
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.
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)
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.
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.
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
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.
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.
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
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.
Disciplinary range for category F
Any violation- termination
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
Special Circumstance: DUI Category 1
Off-duty DUI that violates law
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.
Special Circumstance: DUI Category 1A
On-duty or departmental vehicle DUI that violates law
Disciplinary range for DUI Category 1A
1st violation- termination.
Special Circumstance: Failure to Appear (Court/MVA)
Intentional or purposeful failure to appear, resets 1 year from 1st violation
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.
Departmental Collisions Matrix
Three categories
Category 1 - Minor Damage
Agency may use a dollar guideline; re-training mandatory for 3+ violations
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
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.
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.
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)
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.
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.
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
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.
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.
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
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.
What is the disciplinary range for Category F?
Any violation: Termination
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
What are Special Circumstance Violations for DUI Category 1?
Off-duty DUI that violates law
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.
What are Special Circumstance Violations for DUI Category 1A?
On-duty or departmental vehicle DUI that violates law
What is the disciplinary range for DUI Category 1A?
1st violation: termination.
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.
How many categories exist for Departmental Collisions?
Three
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.
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
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.
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.
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.
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.
What is COPS?
Concerns of Police Survivors
When was COPS established?
1984
What manual chapter has death benefit information?
Chapter 4
