Sheriff Policy Manual Ch 3 Flashcards
Male Uniformed Employees hair will not extrude more than — inches from the scalp. Hair will not cover more than—- inch of the ear from the top and any part of the collar.
3inches
1inch
Hair shall be worn neatly and in a style and color that promotes a conservative and professional image. Hairstyles that present an unprofessional or non-businesslike appearance are not permitted. This includes but is not limited to:
haircuts with unusual shapes or designer (fads), shaved areas on the scalp such as letters, words, numbers or designs, lines, Mohawks, tails, glitter, paint, hairnets, excessive beads or ornaments. In addition, uniformed employees are prohibited from spikes, dreadlocks, beads, ornaments or braids/ponytails (males only) while in uniform.
Females are permitted braided hair if it is styled
in an upward sweep or bun
Hair, if colored, dyed, or tinted, shall be of a natural color or mimic —– ——-. Unnatural hair coloring such as —–, ——,——,—–, —- or —-is prohibited.
natural shades
gold, pink, blue, orange, green or fluorescent colors
Sideburns policy
Sideburns will not extend beyond the lowest part of the ear and not flare at the base. Sideburns will not connect with moustaches.
Mustache policy
Neatly trimmed moustaches may be worn, but will not extend more than 1/2” beyond the corners of the mouth or extend over the upper lip.
Beard and goatee policy
Beards and goatees will be prohibited for all sworn employees while in uniform, including specialty unit uniforms. Non-sworn uniformed male employees may maintain neatly trimmed beards and goatees at the discretion of the Department Executive Directors. The only exceptions are for employees who have been approved for a medical exemption.
Employee requesting a medical exemption for beards or goatees must complete the:
Medical Exemption Request Form (BSO A#163). If an exemption is approved, no facial/neck hair shall be shaved, manicured, styled or outlined nor exceed 1/4 inch in length.
All employees (with the exception of employees with an approved medical exemption) that may be required to wear respiratory protection as a condition of their employment shall not have beards or other facial hair which negates the effectiveness of the respirator/self contained breathing apparatus in accordance with
OSHA Standard 29 CFR 1910.134.
Sworn female hair policy
For sworn female employees, hair may not extend below the shoulders, and must be styled in an upward sweep or bun if the length exceeds the shoulders.
Non-sworn uniformed female hair policy
Non-sworn uniformed employees are permitted to display a more relaxed/neatly maintained hair style.
Non uniformed employees hair and beards
Nonuniformed Employees:
A) Hair will be kept neatly groomed.
B Neatly trimmed beards and mustaches will be allowed.
For uniformed employees and employees who have direct contact with patients and/or inmates,fingernail policy
fingernails shall not extend beyond the fingertip for males or exceed more than 1⁄4 inch from the end of the finger for females.
For non-uniformed employees, fingernail policy:
Issues between employees and supervisors with this issue should be resolved how?
For non-uniformed employees, fingernails will be kept neat and trim and at a length that does not interfere with the proper performance of his/her job duties. Nail color with conservative shades are permitted. Issues between employees and supervisors should be resolved at the command level. If resolution is not reached at the command level, the Human Resources (HR) director will be consulted and resolve the matter.
Perfumes, Colognes, Scented Products policy
Supervisors will address issues regarding sensitivity and/or allergic reactions to fragrances how.
- Perfumes, Colognes, Scented Products: Due to sensitivities and/or allergic reactions to perfumes, colognes and/or certain scented products, fragrances that could be distracting or offensive to others shall be avoided. Perfumes, colognes, and/or scented products may be prohibited in work locations if necessary to accommodate employees or clients.
- Supervisors will address issues regarding sensitivity and/or allergic reactions to fragrances on a case-by-case basis.
Jewelry that does not project a positive business image such as numerous and large rings or bulky bracelets
will not be worn by on-duty employees.
Uniformed employees will be prohibited from wearing any type of jewelry
above the neckline.
Jewelry worn as neckwear by uniformed employees will not be
visible to the public
Employees will not be reimbursed for any loss or damage to their jewelry, unless
such reimbursement is contractually covered in a collective bargaining agreement.
includes but is not limited to, tattoos, brands, body mutilation, and body and tongue piercing. It does not include the normal piercing of the lower ear lobe.
Body Ornamentation
: For purposes of this policy, includes decorative veneers or caps with metallic-colored coverings like gold, platinum, or similar colors. Also includes letters, jewels, designs, etc. This does not include natural-colored caps, veneers, or metallic-colored fillings used for commonly accepted medical or dental purposes.
Dental Ornamentation
Dental ornamentation is
not permitted.
Excessive tattoos/body art/brands will not be exposed or visible (includes visible through the uniform) while in uniform. Excessive is defined as any tattoo/body art/brands that exceed
1/4 of the exposed body part
is responsible for determining the appropriate professional image and acceptability of tattoos/body art/brands displayed by employees in uniform.
The Human Resources director
Employees with tattoos/body art/brands not meeting an acceptable professional image will be required to:
Maintain complete coverage of the tattoos/body art/brands using current uniform items (e.g. long-sleeved shirt, slacks, etc.); use commercially available tattoo/body art/brand covers; or wear a long-sleeve form fitting undershirt (i.e., fitted wicking athletic style) the same color as the uniform shirt or remove the tattoos/body art/brands.
Tattoos/body art/brands on the torso area of the body shall not be
visible through uniform clothing.
Some existing tattoos/body art/brands that are not extremist, indecent, sexist, or racist, but are visible in uniform may be authorized at the discretion of the employee’s ——- via chain of command to the employee’s ——- for final approval and forwarded with photographs to HR for filing in the employees personnel file. Discrepancies will be resolved by ———-. The decision of HR director is final. The resolution and —— will be placed in the employee’s personnel file for the purpose of grandfathering the body ornamentation
1) supervisor
2) Executive Director
3) The human resources director
4) photographs
Existing Employees who obtain new tattoos/body art/brands not meeting the standards after the implementation of this policy are required to maintain complete coverage of the tattoos/body art/brands or initiate tattoos/body art/brands removal at their own expense upon —- day written notification by the Human Resources director. Employees failing to cover, remove or alter unauthorized tattoos/body art/brands in a timely manner will be subject to —
ninety (90) day
disciplinary action.
3.2.1
Business Professional Attire:
Consist of the Class A uniform or civilian dress clothing (i.e., coat and tie, dress, slacks, skirt and blouse).
3.2.1
Business Casual Attire:
May consist of a collared shirt and slacks and/or a knit top.k
3.2.1
Court/Meeting Attire:
The Class A or B uniform/Business Professional attire (civilians) will be worn to all court-related appearances. Appropriate attire for official public meetings is at the discretion of Command
3.2.2
Wearing the Regulation Uniform: Uniformed employees will wear the Class B uniform unless:
a. Their duty assignment requires or allows the Class A or Class C uniform Directed by their supervisor to wear other clothing
b. Directed by their supervisor to wear other clothing
3.2.2
Wearing a partial uniform will be prohibited except
during emergency situations or under supervisory order.
3.2.19
Fire Rescue and Emergency Service uniforms are pursuant to
the Collective Bargaining Agreement. Refer to the Fire Rescue and Emergency Services SOP and the Collective Bargaining Agreement for policy and procedures regarding uniforms, uniform items, accessories and the use of Fire Rescue and Emergency Services Uniforms.
3.2.21
The authorized mourning band should be no larger than — in height and be either solid black, or solid black with a “thin blue line” through the center.
1⁄2”
3.2.21
The mourning band should only be worn following a line of duty death of a law enforcement/correctional officer or firefighter within the State of Florida
upon notification of the death until the end of day on the day of the funeral.
3.2.21
For a line of duty death of a law enforcement/correctional officer or firefighter outside the State of Florida,
the mourning band should only be worn while attending funeral and burial services.
3.2.21
(Non) Line of Duty Deaths: The mourning band may be worn only while
attending funeral and burial services.
3.2.21
The mourning band will be authorized to be worn during the
National Peace Officers Memorial Day, National Fallen Firefighters Memorial Weekend, the State of Florida Memorial Day and the Broward County Memorial Day.
Workers comp:Employees will receive full pay during the first —–working days they are out of work.
60
3.3.2
If an employee’s lost time reaches 60 continuous working days and approval from BSO’s disability insurance carrier is given, BSO’s disability carrier will:
- Begin to supplement the Workers’ Compensation payments. These payments will not exceed 95% of the employee’s gross salary. Note: Employees having automobile accidents where seat belts were not worn may receive a 25% reduction in their benefits.
2) Continue payments for a maximum of 12 months after the 60 continuous working days have passed, totaling a maximum of 15 months of payments.
3.3.2
It is the responsibility of the employee’s home division to notify Risk Management/Workers’ Compensation Section within—- hours of the incident (via approved form) of:
24 hours
- Employee’s commencing date of absence from work
- Employee’s return to full or part-time work
- Amount of time lost due to treatment, doctor visits, etc.
- All injuries (employees and residents) resulting in death
3.3.2
BSO and/or the disability insurance carrier reserve the right to have eligible employees on disability periodically evaluated by
a carrier-approved physician other than the Workers’ Compensation physician on the case.
3.3.2
Employees able to return to work within the 15-month period, but not to the position which they performed before the disabling injury, may be offered
temporary reassignment status
3.3.2
Temporary assignment status will not be granted for more than
60 working days unless the Sheriff or designee grants an extension.
3.3.2
Supplemental disability programs (partial or full time) will not continue beyond a —–month period which, in connection with the BSO full-pay policy, gives a continuous disability payment of —-months.
12 month
15 months
3.3.2
During the 15-month workers comp period, the following BSO-paid benefits remain in effect
1) Health insurance
2) Life insurance
3) Dental insurance
4) Disability insurance if applicable
3.3.2
The Florida Retirement System (FRS) grants credible service for periods when employees receive temporary Workers’ Compensation payments, providing they return to work for —-days in a regularly established position.
30 days
The 30-day period must be verified to FRS by BSO if BSO has not reported the employee out on Workers’ Compensation on the monthly payroll reports.
Salary reclassification policy
- 4
1) Positions reclassified to higher pay ranges are increased to the step closest to 5% or the higher pay range’s minimum rate, whichever is greater.
2) Employees with cases of overlapping pay ranges where the employee is at or above the reclassified pay’s minimum rate are increased at least 5%, provided there is room in the new range. 3)Employees reclassified to lower pay ranges will not receive more than the lower pay range’s maximum rate. Employees with pay rates above the lower classification’s maximum rate are reduced to the lower maximum rate.
Temporary work in higher class
3.4
If a vacancy exists in a higher classification, qualified employees may be directed to work in that classification on a temporary, incidental, or emergency basis.
2)If such assignment to the higher classification exists for more than 40 hours per calendar year, full-time employees will be eligible to get 5% above their regular pay for the duration they are in that function, subject to the completion and approval of an Out-of-Classification Pay Form (BSO AP#45) This form must be received and approved by Human Resources. Exception: Differences in compensation for temporary work assignment in higher classifications may exist pursuant to collective bargaining agreements. If a vacancy exists in a higher classification, qualified employees may be directed to work in that classification on a temporary, incidental, or emergency basis.
3)If such assignment to the higher classification exists for more than 40 hours per calendar year, full-time employees will be eligible to get 5% above their regular pay for the duration they are in that function, subject to the completion and approval of an Out-of-Classification Pay Form (BSO AP#45). This form must be received and approved by Human Resources. Exception: Differences in compensation for temporary work assignment in higher classifications may exist pursuant to collective bargaining agreements. Human Resources must be notified in writing, when a temporary Employees’ pay will return to their regular position’s established pay rate at the end of the assignment.
4) If assignments are for extended periods or other sufficient reasons, the Sheriff or designee may authorize a temporarily filling of this position, compensated at the vacant position’s pay range.
3.5
What wage increases do employees who are at the maximum rate for the classification receive?
Employees receiving a salary in excess of the maximum rate for that classification will receive no further increases.
What are the 2 types of recruitments?
4.5
There are two types of recruitments; open competitive (any person can apply) and in-house (only current BSO employees can apply).
Job postings will be for how long?
Job postings will be posted for 10 working days unless a special need exists.
Requesting employees will submit an on-line Application for Employment by the time and closing date listed on the job posting. In lieu of an on-line application ——–
a paper application may be submitted to Human Resources by the time and closing date listed on the job posting.
Will a resume alone be accepted in lieu of an application.
A résumé alone will not be accepted unless an Application for Employment has been submitted.
Can probationary employees apply for another position?
3.6
Probationary employees may apply for another position within BSO. If they are qualified for the position, their applications will be processed, but their names will not appear on the eligibility list until the probationary period is successfully completed.
Individuals or employees sponsored/enrolled by BSO in an academy will be required to sign and comply with a
3.6
reimbursement agreement.
When do transfers become effective
3.7.1
Transfers usually will be made effective on the first day of a pay period.
Promoted employee probation
3.9.1Commencing from the promotion date or as specified by applicable bargaining unit agreements, newly promoted employees serve a standard probation period of at least six months, which may be extended for an additional six months.
Employees who have a status change (part-time to full-time or full-time to part- time) in the same job classification probationary policy
will not have to serve a new probationary period.
After successful completion and evaluation of their probationary period, employees will be considered
3.9.2
regular employees in that position, with all privileges and benefits of that position.
The following options may be used for employees who do not satisfactorily complete their probationary period:
- 9.2
- Extension of probationary period (changes the employee’s anniversary date)
- Retreat or return to prior rank and position (if vacancy exists) Note: Should an appropriate vacancy not exist, the current layoff or reduction in force policy will apply. However, this procedure will only be available to employees who have previously achieved full-time regular status.
- Termination, if the employee is newly hired
If an employee was out of work on extended absence, how long can his/her probation be extended?
An employee’s probation may be extended for the length of time the employee was out on extended absence. Extended absences will include, but are not limited to temporary assignments outside the regular work location, Workers’ Compensation, FMLA, light duty, donated leave, Sick Leave Pool, administrative assignments, leave without pay, etc.
An effective performance evaluation process is an integral part of the employer/employee relationship. The process maximizes employee effectiveness by
3.10.1
clarifying expectations, recognizing accomplishments, and establishing career development.
When are formal performance evaluations conducted?
3.10.1
A formal performance evaluation will be conducted on all employees of BSO in conjunction with the employee’s BSO anniversary date, during the probationary period, and/or promotions
When are non- probationary employees evaluated?
3.10
Non-probationary employees will be evaluated at least annually by their immediate supervisor, within 30 days after their BSO anniversary date.
New probationary employees will be evaluated how often?
3.10
quarterly (every third month). The quarterly evaluation must be submitted to Human Resources for placement into the employee’s personnel file.
Prior to the expiration of the employee’s probationary period the supervisor/manager must submit to Human Resources the evaluation summarizing one of the following:
3.10.3 B
A. Successful completion of the probationary period;
B.Failure to meet probationary standards, probationary period
C. Failure to meet probationary standards, employee terminated; termination form attached (BSO AP#13)
When an employee or supervisor transfers, an evaluation must be prepared in order to document performance. What are the procedures that follow?
- 10.3
1) This evaluation will be submitted through the regular chain of command within fifteen (15) days of the date of transfer, unless the employee was evaluated within ninety (90) days from the date of transfer. Test question
2) The receiving supervisor must incorporate the documented performance and modify, where appropriate, the performance expectations for the new assignment.
3) The supervisor must discuss with the employee the performance expectations for the new assignment.
What are the 2 employee evaluation forms?
- 10.3 C
- Employee Performance Evaluation Form (BSO AP#08) – This form will be used for non-supervisory/managerial employees or supervisory employees who have been re-assigned in a non-supervisory capacity. –Supervisory/Managerial Performance Evaluation Form (BSO AP #16) – This form will be used for employees who supervise/manage others.
The primary duties and responsibilities of the supervisor in the administration of the performance evaluation process are to:
- Ensure the process is conducted in an honest, fair, timely, and impartial manner which is directed towards meeting BSO objectives. 2)Ensure employees are qualified and capable of carrying out their assigned duties and responsibilities.
3) Establish realistic performance expectations, performance, and deliver ongoing feedback.
4) Conduct career counseling to identify performance development activities.
5) Ensure employees have necessary resources and training to achieve desired results.
6) Establish and maintain employee accountability in achieving objectives through periodic performance feedback and action plans. 7)Complete the BSO training required to correctly performance evaluation process
When can performance eval be appealed?
Only performance criteria measured as “needs improvement” can be appealed through this process Appeal Process:
When is anniversary date?
Anniversary dates are defined as the date one year from the effective date of the last regular annual increase, promotion, demotion, or reclassification.
How to resign in good standing
3.15
To resign in good standing, employees will complete and submit a Resignation Form (BSO AP#4) two weeks before the separation’s effective date, unless waived by the Sheriff.
What does the term “Good Standing” mean when resigning
Good standing means a resignation (not resignation in lieu of termination) with no charges pending and a minimum two weeks notification, unless waived by the Sheriff.
Resigning without being in good standing prevents what?
3.15A
Any employee who has not resigned in good standing will not be eligible for rehire except at the sole discretion of the Sheriff.
What must be done before you receive your final pay check?
Employees will not be given their final paycheck until all BSO- issued items and forms are submitted and reconciled.
will refer to employment coordinated and administered by the Broward Sheriff’s Office for qualified sworn deputies and sworn firefighters beyond normal working and overtime hours which require law enforcement or fire rescue authority
Extra Duty Employment”
is commonly referred to as “Special Details” at the Broward Sheriff’s Office.
3.16 C
“Extra Duty Employment”
BSO supervisors and managers may restrict off-duty and extra duty employment when it may:
- 16D
- Render employees unavailable during an emergency.
- Physically or mentally exhaust employees to the extent it may affect their performance.
- Require special considerations be given to the scheduling of employees’ regular duty hours.
- Bring BSO into disrepute or impair the operation or efficiency of BSO or its employees.
Broward County businesses, law enforcement, fire rescue, or governmental agencies requesting the expertise of an employee must
3.16 E
request it in writing to the Sheriff. If approved, employees will perform the service in an on-duty capacity.
Employees may be considered for off-duty employment subject to certain limitations. Off-duty employment will not:
- 16.1
- Interfere in any way with an employee’s BSO employment
- Interfere with BSO’s efficiency
- Cause the appearance of impropriety
- Interfere with the BSO mission
- Cause, or appear to cause, a conflict of interest
- Affect an employee’s official performance of duties
- Provide any opportunity for potential misuse of official information
- Be harmful to an employee’s health or safety
- Subject BSO to civil liability
Employees will not be permitted to work more than —– hours a week in an off- duty employment capacity.
3.16.1 C
The maximum of 36 hours includes both off-duty and special details combined. A work week is defined as beginning at 12:00 midnight on Saturday and ending at 11:59 pm on Friday.
Due to the knowledge, education, and expertise of many employees, employees will be permitted to work in an outside, off-duty capacity as consultants and experts in their respective fields of expertise. What are the rules regarding this?
- 16.1
- Employees working as consultants or experts in a particular field will not accept cases or employment in Broward County.
- If employees working as consultants and experts in their areas of expertise begin work outside of Broward County and their work leads them to areas requiring work to be performed within Broward County, they must withdraw from the specific case immediately.
- Employees will complete an Off-Duty Employment Request Form (BSO RP#45/RP#45a) if:
3.16.1
A. Requesting approval for off-duty employment
B. Changing an off-duty employer or employer’s address or telephone number
C. Changing the type of work performed
D. Employee is self-employed, which will be fully explained on the form in the space provided.
Note: Self-employed employees will complete an Off-Duty Employment Request Form for each separate business activity (i.e., lawn service business and plumbing business).
If you have 2 jobs outside of BSO, how many off duty employment forms need to be filled out?
3.16.1 G
2 separate forms
How often does an off duty employee request form need to be filled out?
3.16.3 G
The Employment Form “sunsets” or expires on an annual basis. A new form will be submitted every December for the following calendar year.
The form expires on December 31 of each year. This does not preclude
BSO employees submitting new forms when off-duty employment conditions or information changes at any time during the year.
It is incumbent upon the employee’s chain of command to review the appropriateness of the request(off duty employment), and carefully evaluate requests, especially if the business or employment has direct or indirect involvement with:
- 16.1 G
- Sale or distribution of alcoholic beverages
- Bail bond agents
- Investigative work, e.g., private investigations, insurance agencies, attorneys, etc.
- Private security services, e.g. security guard, bodyguard, chauffeur, armored car personnel, etc.
- Consumer or commercial collection agencies.
- Repossession or recovery agents.
- Any business that acts as a lobbyist or employs lobbyists that do business in Broward County and/or may seek to influence the business of the Broward Sheriff’s Office.
- Any enterprise which may bring BSO into dispute with the public or cause the potential for a conflict of interest.
Who has final revocation authority of off duty employment forms?
3.16.1
This does not remove the right of the Sheriff or designee to maintain final approval or revocation authority for all off-duty employment.
The following requirements apply to employees terminating their approved off- duty employment:
- 16.1 H
- Employees will complete the Off-Duty Termination Form (BSO RP#45b) and submit through chain of command to the Department of Professional Standards.
- After review, the Department of Professional Standards will distribute the completed forms as follows:
a. Original Bureau of Human Resources
b. Copy - Employee’s Command
c. Copy – Employee
Guidelines to determine if off-duty employment (which are not all inclusive) form is required
- 16.1 J
- If you are taking money or compensation for an off-duty activity, complete a form.
- If you accept an honorarium, travel expenses, or items of value, even though you may not receive “traditional” income, complete a form.
- If you have to report income to the Internal Revenue Service for an off- duty activity, complete a form.
- If you are named in a corporation (officer, etc.), whether you draw a salary/compensation or not, complete a form. Additionally, a copy of the form will be forwarded to the Purchasing Division for Information.
- If you have interests in several companies that you perform activities, complete a form for each one.
- If you are the principle in one company that does a variety of off-duty activities (i.e., teach, consult, etc.), complete one form with a full explanation of the company and activities.
- If you are a volunteer/mentor in your church, synagogue, mosque, school, organization, etc. (i.e., Big Brother), and accept no compensation, a form is not necessary.
- If you accept a gift or gratuity as part of your off-duty employment, refer to Sheriff’s Policy Manual Section 2.20 for guidance.
- If you are not sure, complete a form anyway.
BSO recognizes the Employee Assistance Program’s (EAP) role in providing initial assessment and mental health referrals to employees and their dependents. EAP assistance will be available on call, 24 hours a day, seven days a week and provides:
- 17.1
- Liaison with mental health providers.
- Early identification programs for troubled employees.
- Management consultation for employee problems related to duties. 4.Referrals for employees or facilitates preventive health programs including, but not limited to, stress management seminars, smoking/substance abuse cessation workshops, weight loss programs, parenting classes, and spouse support programs.
There are three ways employees can be referred to EAP:
3.17.2
voluntary, command recommended, or command directed.
Referrals may be made for marriage, relationship, family counseling, stress, substance abuse, bereavement, financial reasons, or family crisis situations. EAP may also receive referrals as a result of legal agreements stipulating the completion of the Employee Assistance Program (which is treated like a command referral).
Describe voluntary EAP
- 17.2
- Voluntary referral occurs when employees voluntarily approach EAP. The information shared by employees will be considered confidential and cannot be released inside or outside BSO without their written permission, unless the information is required to be disclosed by Florida or federal law or court order.
- BSO will not initiate an investigation or complaint based on an employee’s request for professional assistance. EAP participation will not preclude investigations and/or disciplinary actions from a related investigation or complaint.
Describe Command Recommended Referral EAP:
- 17.2 B
- Supervisor referrals will be based on observed deteriorating job performance or unusual behavior exhibited by an employee. Supervisors should contact EAP to discuss options before referral. 2.Supervisors finding a decline in their employee’s job performance over a period of time may advise the employee of assistance available from EAP and encourage the employee to seek assistance on a voluntary basis.
- Commanders can authorize an employee to seek assistance on duty. This type of referral is treated as voluntary participation. BSO retains the right to stipulate a reasonable number of sessions to attend on duty.
When can command directed referrals for EAP be done?
3.17.2 C
Command referrals will be mandatory referrals to EAP for employees whose performance on the job is so severely affected that they are unable to perform their basic job requirements.
Command referrals consist of the following two types of referrals:
3.17.2
1. Fitness for Duty Evaluations: Commanders in consultation with EAP can determine if employees are not functioning effectively in their job capacity, due to emotional distress or impairment by substance use or abuse. Employees unable to report for duty will be placed on restricted administrative assignment and/or relieved of duty. It will be mandatory for supervisors to report all situations involving suspected substance use/abuse or emotional distress. Reporting will be accomplished as follows:
A. Supervisors must document incidents.
B.Supervisors will write fitness-for-duty memos and hand deliver the memo to the employee with a copy sent to the command and EAP outlining the reasons for the command referral.
C.Commanders or supervisors must meet with the employee to explain the reason for the command referral. Note: A complete psychological evaluation will be performed by an external psychologist. Employees will be required to sign a consent and waiver conducted.
2. Command Referral for Treatment: The command can order employees to therapy when their conduct rises to a level that interferes with their effective functioning on the job. Employees will be compelled to attend and complete a course of therapy to address or remedy the identified issues. Referrals will be accomplished as follows: a. A.Supervisors must write a memo to the employee with a copy sent to command and EAP outlining the reasons for the command referral.
B.The memo must be hand delivered to the employee.
C.Commanders or supervisors must meet with employees to explain the reason for the command referral.
D. EAP will oversee the completion of therapy and obtain written documentation from the provider.
Information provided due to any type of EAP referral will be disclosed when:
- 17.2 E
- When there is a clear and immediate probability of physical harm to the employee or others.
- When the employee makes an actual threat to physically harm an identifiable person.
- To comply with mandatory reporting of abuse, neglect, or exploitation of disabled adults or elderly persons.
- To comply with Florida or federal laws and court orders.
EAP will provide Post-Trauma Debriefing when?
3.17.3
Post-Trauma Debriefing:
1. Supervisors will immediately notify EAP if an employee inflicts, sustains, or witnesses traumatic incidents involving use of deadly force or other severe job- related incidents.
2.EAP will participate in the Critical Incident Stress Debriefing Team (CISD) and initially evaluate employees involved in a critical incident. Debriefings will be considered voluntary for purposes of privacy and confidentiality.
3. If an employee’s conduct or use of force results in death or critical injury, the employee will be placed on administrative assignment by the employee’s commander pending the outcome of the incident’s review. In all other instances, continuation of duty schedules or changes in an employee’s status should be decided by the employee’s supervisor based on consultation with EAP.
4.EAP will provide support services for the Hostage Negotiation Team. 5.On-going or follow-up treatment may be needed and can be obtained by approved mental health providers via EAP.
What is the Early Intervention Program(EIP)?
3.17.4
BSO recognizes the need to identify and assist employees having displayed behaviors or tendencies consistent with job-related stress which, if not corrected, could lead to a decline in job performance
What is EIP’s goal?
3.17.4
is to offer assistance to employees in a proactive manner and is not a form of discipline.
Who is EIP managed by?
3.17.4
EIP is managed by the Employee Assistance Program (EAP) Manager who oversees all referrals within the program.
EIP identifies employees using the following methods:
3.17.4 B
EIP identifies employees using the following methods:
1. Observation: First-line supervisors identify behaviors suggesting an employee’s current job functions are diminished and/or impaired. Supervisors will document their observations and discuss various available options with the employee.
2. Statistics: Statistical reports will be accomplished as follows:
A. Although no particular set of criteria can determine job stress and/or performance problems, it is important that certain types of criteria be routinely reviewed as possible indicators of problematic behavior patterns. Allegations of employee misconduct, use of force incidents, discharge of firearms, and vehicle accidents involving employees are among the incidents which make up these criteria.
B.When employees are identified as being involved in three or more incidents in three months or five incidents in one year, a report will be generated immediately by Internal Affairs to provide timely notification to command-level staff.
C.This report will be provided to EAP, appropriate division commander, and immediate supervisor. Since this report may involve pending cases, disclosure of information will be limited and provided at the discretion of the Internal Affairs Director.
D.The EIP report makes no conclusions or determinations concerning job stress, performance problems, or validity of any pending or active investigations of misconduct. The report is designed as a resource to assist supervisors in evaluating and guiding employees. Supervisors should evaluate other performance factors (sick leave use, quality of reports, activity generated, etc.) when considering the need for any intervention.
Command responsibility EIP
3.17.4
Command Responsibility: It is the responsibility of the district/division/unit commanders to respond, in writing, and within five working days, to their superior with the results of their review and any action or intervention initiated. The EAP manager shall be copied with this document. It is the responsibility of the command to discuss the existence of the incidents with the involved employee and review available intervention options. The EAP manager may be consulted as necessary for assistance. It is not necessary for the command to respond to Internal Affairs.
Examples of intervention command may recommend EIP
3.17.4
Examples of interventions may include training, psychological services, or other strategies developed in conjunction with the EAP manager.
In coordination with the Institute for Criminal Justice Studies (ICJS), EAP will offer training resources to employees on:
3.17.6 A.Stress management education B.Health management Relaxation skills C. Weight reduction and lifestyle management D.Smoking cessation workshops E.Substance abuse awareness groups F.Health and wellness programs G. Anger management H.Other programs as needed
Cost of EAP?
3.17.7
EAP and voluntary referrals to mental health providers will be free to employees and their families. BSO will assume the cost on cases using contracted providers for command- directed referrals. All command-directed referrals must be authorized via EAP.
A confidential meeting between employees involved in a critical incident and CISD Team usually following defusing. This meeting can be on an individual or group basis. It is used to inform and educate involved employees on stress-management techniques. It is not an operational critique, rather the focus is on assisting the employee or group with coping behaviors and techniques.
3.17.8
Debriefing
A brief, confidential discussion between involved employees and peer debriefer immediately following a critical incident. It is used to restore involved employees’ cognitive functioning and prepare them for future stress reactions resulting from the incident.
3.17.8
Defusing
A BSO member who has received a minimum of eight hours of approved training, with bi-annual updates.
3.17.8
Peer Debriefer
Performs administrative duties of the CISD Team and manages its operation. This position is selected by the Sheriff and reports directly to the Executive Director of the Department where the incident has occurred performing CISD Team duties.
3.17.8
Team Coordinator
The CISD Team will consist of at least —– members.
3.17.8
20
CISD Team members will be jointly selected by the
3.17.8
CISD Coordinator and Department Executive Director or designee.
CISD Team members must meet team guidelines and successfully complete
3.17.8
peer training
Each CISD team structure will include at least the following employees:
3.17.8
a. Team Coordinator: A mental health professional who provides oversight and direction to other CISD Team members relating to their activities and ensures compliance to applicable policies and procedures.
B.Peer Debriefers: Employees who form a majority of the CISD Team members. They provide stress education to involved employees and handle most of the individual contacts, defusing, and follow-up activities. Peer debriefers work actively in cooperation with the mental health professional during a formal debriefing.
Chaplain involvement CISD
3.17.8
The Chaplain will be considered a part of the CISD Team at the request of the Team Coordinator and included in training and other activities of the CISD Team.
CISD activation
- 17.8
- It will be the responsibility of a shift commander and/or on-scene supervisor to immediately notify the CISD Team Coordinator
- It will be the Team Coordinator’s responsibility to provide Communications with an updated list of CISD Team members.
- CISD Team members should avoid direct involvement in the incident. 4.When a CISD Team member is requested by the proper authority to respond to a CISD callout during non-scheduled working hours, the member will be compensated as indicated in the applicable bargaining unit agreement, unless the member is classified as an “Exempt” employee (as defined by BSO).
How often and what is discussed in CISD team meetings?
All CISD Team members will meet quarterly to discuss mutual issues and concerns, review CISD Team activities, and update training as needed. The CISD Team Coordinator will facilitate this meeting.
Who determines is defusing or debriefing needed?
3.17.8
It will be the CISD Team Coordinator’s responsibility along with the on-scene commander to determine if a debriefing and/or defusing is needed and when such action will occur.
Which CISD members are allowed to attend debriefing/defusing?
3.17.8
Only CISD Team members involved in the critical incident will be permitted to attend the debriefing and/or defusing.
If a reasonable basis exists to believe an employee cannot adequately perform the employee’s job duties, functions, or responsibilities, BSO may compel the employee to
3.18
submit to a medical or psychological evaluation by any medical physician or psychotherapist selected by BSO at BSO’s expense.
Employees entering the Employee Assistance Program for drug-related problems or alcohol and drug rehabilitation programs must submit to random drug tests as a follow up to the program how often?
3.19.4
a quarterly, semi-annual, or annual basis for up to two years.
Employees will submit to random drug tests. The testing process will be as follows:
- 19.4
- Human Resources will randomly select and identify employees using their CCNs.
- Employees will be informed of their selection for a drug test not more than 24 hours before a scheduled test time.
- Employees will only be scheduled for testing while on duty.
Employees may confidentially report use of non-prescription or prescription medication to BSO’s test laboratory:
3.19.4
before or after testing.
What happens if initial drug test is positive?
3.19.4
Initial test results with a threshold detection level equal to or exceeding that indicating a positive result will be communicated directly to the employee by the test laboratory. If the employee has a prescription for the medication, they will be asked to present it to the test laboratory. If the employee does not have a prescription or fails to respond to the test laboratory, BSO will be notified of the positive test result, in accordance to Florida Statute and Administrative Code.
Appealing process positive drug test
3.19.4
Upon receipt of a written notice for a positive confirmed drug test, employees may within five working days, submit an explanation or challenge. If the explanation or challenge is unsatisfactory, within 15 days of the receipt of the explanation or challenge, BSO will provide employees with a written explanation on why it is unsatisfactory and report of positive results. Employees may contest drug test results per applicable Florida Statute and Administrative Code.
Positive Confirmed Drug Test Consequences
- 19.4
- Employees injured in an on-duty accident or while conducting BSO business with a positive confirmed drug test will forfeit medical and indemnity benefits per Florida Workers’ Compensation and applicable drug test rules.
- Employees will be terminated from employment for a positive confirmed drug test and forfeit Unemployment Compensation benefits per Florida Workers’ Compensation, related laws, and applicable drug test rules.
Consequence of attempting to tamper drug test or refusing
3.19.4
Employees refusing to take a drug test or trying to defeat or tamper with a drug test will be treated as employees with positive confirmed drug tests.
Part-time employees are employees who work less than
3.20
80 hours bi-weekly.
All employees and non-employees (volunteer, vendors or contractors) hired by the Broward Sheriff’s Office will be issued an identification card that will bear the employee’s or non-employee’s
3.22.1
name, photograph and classification.
Which fire rescue persons are authorized to display badges?
3.22.1 G
Fire-Rescue employees serving in a certified position with the Department of Fire Rescue and Emergency services are the only persons authorized to display Fire Rescue Badges.
Deputies and fire-rescue personnel will carry their badge and ID Cards on or about their person when?
3.22.1H
at all times while within their jurisdiction, except at their residence or under circumstances deemed reasonably impractical.
When are BSO employees required to show their ID card
3.22.1 I
Personnel will provide their name and show their BSO Identification Card to any person requesting that information, except if to do so would jeopardize the performance of their duties.
How many ID cards are we authorized to have?
3.22.3
Employees are only authorized to have one BSO ID Card.
What must procedure must be followed if ID card lost/stolen?
3.22.3
If an ID Card is lost or stolen, procedures outlined in the Sheriff’s Policy Manual for damage/loss of BSO property will be followed.
What must be done turned in prior to receiving new ID card?
3.22.3
Old ID Cards must be returned to Human Resources prior to the issuance of a replacement ID Card, unless the old ID Card was lost or stolen.
Process to receive a replacement ID card
3.22.3
Employees requiring a replacement ID Card will send a written request to Human Resources. All requests will include the following information and documentation:
1. Employee’s name and CCN
2. Employee’s employment date and current assignment
3. Date the employee was sworn in, if applicable
4. Employee’s height, eye color, and hair color
5. Reason the employee is requesting a replacement ID Card
6. A copy of the completed Event Report (for lost or stolen ID Cards only)
What does BSO consider a deadly weapon?
3.23.2
For the purpose of this policy, A deadly weapon” includes all firearms (i.e., handguns, rifles, etc.) and explosive devices. Knives, cutting utensils, clubs, brass knuckles, or other devices such as defensive mace, pepper spray canisters, stun guns, or other objects may be considered deadly weapons when exhibited, used, or threatened to be used in an offensive or aggressive manner in relation to the facts of a given situation.
BSO policy deadly weapon at work
3.23.2
Possession, use, or threatened use of deadly weapons or firearms will not be permitted at work, on BSO property, in BSO vehicles, or among BSO employees unless possession or use is in accordance with job duties.
When BSO has reasonable grounds to believe an employee may be in violation of deadly weapon possession policy, what can be searched?
3.23.2
Desks, lockers (including lockers with privately owned locks), briefcases, purses, packages, and similar containers as well as BSO vehicles and private vehicles parked at a BSO facility will be subject to search
Disciplinary action for violating deadly weapon policy
3.23.2
Severe disciplinary action including termination may occur for violation of this policy. Refusal to permit a search of property will constitute cause for disciplinary action to include termination.
Employees who witness or are aware of an act or threat of imminent violence or behavior which they regard as threatening or violent towards an employee or non-employee at a BSO facility, in a BSO vehicle, or among BSO employees will immediately contact:
3.23.2
Communications, via radio or 911, and any available supervisor. The supervisor will immediately contact the Internal Affairs Commander or designee.
If an act or threat is not imminent or observed behavior causes concern for potential violence in the future, employees will immediately contact
3.23.2
their supervisor. Supervisors who are notified of an act or threat will contact Internal Affairs as soon as feasible.
When it come to workplace violence, the Internal Affairs Commander will act as the
3.23.2
critical incident coordinator. The Internal Affairs Director or designee can be contacted at any time and is responsible for the coordination of any needed BSO resources (i.e., Employee Assistance Program, Employee Benefits, legal counsel, etc.).
Who will take appropriate immediate action to defuse violent or potentially violent situations and prevent their escalation.
3.23.2 I
Supervisors
Workplace violence;Supervisors should remove any person from the facility who makes a
3.23.2
substantial threat, exhibits threatening behavior, or engages in violent acts as quickly as possible and instruct them to remain off the premises until the outcome of the investigation.
Workplace violence verbal altercation, supervisors actions….
If persons cannot be separated, supervisors will …..
3.23.2
Supervisors will separate involved persons and not allow a verbal altercation to escalate.
Secure the area and request additional assistance from Communications.
Workplace violence policy if offender arrested, supervisor will
3.23.2 I
If the offender is arrested, supervisors documentation such as Event Reports, Property Receipts, etc will complete all required Probable Cause Affidavits,
If workplace violence occurs and the offender is a BSO employee, copies of all documentation will be forwarded to
3.23.2
the Internal Affairs Commander and arrest procedures for employees, outlined in the Sheriff’s Policy Manual, will be adhered to.
When the incident( workplace violence) is under control, supervisors will take written statements if possible from who?
3.23.2
from all persons involved or witnessing the incident. Statements from employees will follow proper investigative protocols in the Sheriff’s Policy Manual.
Supervisors will evaluate each violent or potentially violent situation and complete a ——- ——– including their —— ———- as soon as practical after the incident.
3.23.2 I
written report
threat assessment
Completed reports(workplace violence) will be distributed as soon as possible, as follows:
3.23.2 Original - Internal Affairs Commander Copy - reporting supervisor Copy - Human Resource Director Copies - offender's chain of command if offender is a BSO employee Copies - supervisor's chain of command
Most workplace altercations, including minor ones involving only verbal exchanges, justify appropriate disciplinary action through the use of the discipline policy. At any time during the review of an altercation, the Human Resources Director will be available for assistance upon request. Other actions may include:
- 23.2
- Re-assignment
- Restricted administrative assignment
- Arrest of involved persons
- Suspension or termination of the business relationship if the offender is not an employee
What department will be available for employees who are victims of or fear being victims of domestic violence.
3.23.3
The Employee Assistance Program
Involving domestic violence workplace policy ,issuance of a Temporary Restraining Order or Protective Order listing any BSO property as a protected area must be reported immediately to
3.23.3
the employee’s director, Internal Affairs Commander, Human Resources Director, and the Office of the General Counsel.
Involving domestic violence workplace policy.Who will ensure no employment retaliation is suffered due to the good faith reporting of a Temporary Restraining Order or Protective Order?
3.23.3
All directors
Accommodation to work schedule policy, involving domestic violence workplace
3.23.3
If an accommodation to the work schedule or work location for an employee who is a victim of domestic violence is appropriate, the employee, Department Executive Director, Internal Affairs Commander, and Human Resources Director will assess and implement any needed accommodation.
