Domestic Abuse and DUI Violations

Question 1

What is the policy of the department when it comes to dealing with Offenders of DUI and DV.

Answer 1

It is the policy of this department to deal with offenders through administrative sanctions in conjunction with court-specified
remedies

Question 2

How does NRS 33.031 apply to department members.

Answer 2

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 performance of their duties

Question 3

What are the procedures for an Employee’s Division/Office Commander.

Answer 3

1. Receive notification of an employee’s domestic abuse or DUI offense through the ranking field lieutenant, chain of command, or another source.
2. Determine whether an extended order for protection has been entered pursuant to NRS 33.031 requiring the member not to use or possess a firearm.

a. If the member is prohibited from using or possessing a firearm, but carrying a firearm is essential to the member’s employment, ensure that the member only has the firearm while on
duty. The firearm must be stored by the member’s bureau commander or his/her designee when the member is not on duty.

b. If the member is prohibited from using or possessing a firearm, but carrying a firearm is not essential to the member’s employment, instruct the member that they are not to possess or
use a firearm while on duty.

3. Determine, if an IAB complaint is sustained against the employee:

a. If the employee is agreeable to a court-referral action, such as treatment, counseling, or training, when applicable.

b. If the employee meets the criteria for the court-referred action by contacting the Clark County Manager of Employee Assistance and Wellness Programs.

4. Determine, with input from the employee’s immediate chain of command, the range of discipline for the employee in the event a court referral is:
   a. Not available for the offense
   b. Not offered to the employee
   c. Declined by the employee
   d. Not satisfactorily completed
   e. Completed, but with accompanying discipline.

Question 4

Employees Immediate Supervisor

Answer 4

6. Address the employee’s behavior through:
   a. Discipline; and/or
   b. Counseling, training, or care programs.
7. 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.”
8. Coordinate any voluntary follow-up care for the employee through PEAP.