Blaine County Sheriff's Office

Unethical Conduct:

• Employees shall maintain a high level of ethical conduct at all times and shall be honest, fair, and impartial, while working or identified as employees of the Office.
• Employees shall not participate in any activity which would compromise their ability to perform their Office duties objectively and impartially.
• Personnel shall not withhold relevant information or mislead investigators during a criminal or administrative investigation.
• All employees shall abide by the Sheriff's Office Code of Ethics.

Truthfulness:

The Office requires absolute truthfulness from every applicant in securing employment and from every employee during employment.

Discrimination and Harassment:

The Office believes that any type of harassment, including sexual harassment, unlawful discrimination, or retaliation, in the workplace or wherever business is conducted on behalf of the Office, undermines the integrity of the employment relationship and shall be addressed.

Conflict of Interest:

Employees shall not involve themselves in any matter that may involve a conflict of interest or the appearance of a conflict of interest. Should a conflict of interest arise, employees shall notify their supervisor.

Conformance to Office Directives and Orders:

Individual Responsibility:

To ensure the credibility and integrity of the Office, it is the duty of all personnel associated with the Office to take appropriate action whenever they learn of a violation being committed, or having been committed, by any other person associated with the Office in any capacity, which by its very nature would tend to discredit an employee or the Office. Individual responsibility includes conduct on or off-duty.

• Any employee who observes or becomes aware of any act of misconduct by another employee shall, as soon as practicable, report the incident to a supervisor or directly to the Administration, without fear of retaliation. Failure to report an act of misconduct shall be considered misconduct and may result in disciplinary action, up to and including dismissal from employment. The presumptive discipline for a failure to report such allegations shall be commensurate with the presumptive discipline for the underlying misconduct or may be one offense less than received by the employee who committed the act.
• The on-duty supervisor or commander shall immediately document the reported act of misconduct by entering the appropriate complaint form. This information shall be automatically routed to the PSB.
• Personnel shall, without delay, report to the on-duty supervisor, an appropriate commander, or the PSB, when any false information is alleged or reasonably believed to have been provided in an administrative investigation or on any official report, log, or electronic transmittal of information, testimony, communication with other officials, public presentations such as community meetings.

7. Retaliation:

• Personnel shall not retaliate against an employee who reports misconduct or a violation in fulfillment of this individual responsibility, policy responsibility, or duty.

Unbecoming Conduct:

• Employees shall conduct themselves at all times, both on and off-duty, in such a manner as to reflect favorably in the Office. Unbecoming conduct shall include disorderly conduct; activities that conflict with, or have the potential to conflict with Office duties; tend to bring the Office into disrepute; reflect discredit upon employees as members of the Office; or tend to impair the operation and efficiency of the Office or any of its employees.
• Employees shall show respect for the uniforms of the Office at all times.
  • When worn, all uniforms shall be neat, clean, and worn in compliance with Office Policy
  • No distinguishable portion of the uniform shall be worn with civilian attire while on-duty.
  • At no time shall any Office uniform be worn to represent the wearer as having the authority of any other class of employee.
• Employees who are on-duty or identified by dress, location, or association as employees, shall maintain a professional demeanor and perform their duties in a calm and firm manner, acting together to assist and protect each other.
• Employees shall not demean persons or act disparagingly against any individual regardless of age, nationality/national origin, race, gender, culture/cultural group, physical/intellectual/mental health disability, ethnic background, or socioeconomic status.
• Employees shall conduct themselves in a manner that will foster respect and cooperation among themselves and other members of the Office.

Insubordination:

Insubordination is the willful refusal to obey a reasonable and lawful order. A reasonable and lawful order given to a subordinate shall be followed regardless of the method of conveyance. The willful failure to obey an order constitutes grounds for discipline, up to and including dismissal from employment.

Loitering:

While on duty, employees shall not remain in eating establishments, service stations, or other public places for longer than is reasonably required to complete the legitimate activity for which they stopped, unless required by duty. Employees shall not remain at a duty post or any Office location beyond the end of their shift, unless conducting official business or for a minimal period while awaiting transportation from work.

Treatment of Persons in Custody:

Employees shall not mistreat persons who are in the custody of the Office. Employees shall handle such persons in accordance with established laws and Office procedures.

Use of Discretion:

• Office Policy cannot be written to cover every situation in which an employee may become involved. The employee must use discretion in the enforcement of laws and in determining appropriate actions. Supervisors have the authority to make decisions on behalf of the Office and to provide employees with direction and guidance on how to perform their duties.
• When employees and supervisors are faced with a situation in which discretion can be exercised, Office employees and supervisors are cautioned against unnecessarily escalating situations or addressing a situation in an urgent or expeditious manner when circumstances do not dictate the necessity to do so. Employees and supervisors shall evaluate the circumstances and consider available resources and alternative solutions. They should rely on their training, Office Policy, established procedures, statutes, and the direction of supervisors in making a decision.
• The appropriate decision should be the least restrictive one that still accomplishes the intent of the law, is in accordance with Office Policy, and does not compromise employee safety.
• Discretion is limited by federal, state, and local law, as well as case law, Office Policy, and the employee's rank and level of responsibility.