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Flashcards in Sheriff Policy Manual Ch 3 Deck (157)
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Guidelines to determine if off-duty employment (which are not all inclusive) form is required

3.16.1 J
1. If you are taking money or compensation for an off-duty activity, complete a form.
2.If you accept an honorarium, travel expenses, or items of value, even though you may not receive “traditional” income, complete a form.
3. If you have to report income to the Internal Revenue Service for an off- duty activity, complete a form.
4.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.
5.If you have interests in several companies that you perform activities, complete a form for each one.
6.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.
7.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.
8.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.
9. 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:

1.Liaison with mental health providers.
2.Early identification programs for troubled employees.
3.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:

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

1. 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.
2.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:

3.17.2 B
1.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.
3.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:

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:

3.17.2 E
1. When there is a clear and immediate probability of physical harm to the employee or others.
2. When the employee makes an actual threat to physically harm an identifiable person.
3.To comply with mandatory reporting of abuse, neglect, or exploitation of disabled adults or elderly persons.
4. To comply with Florida or federal laws and court orders.


EAP will provide Post-Trauma Debriefing when?

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)?

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?

is to offer assistance to employees in a proactive manner and is not a form of discipline.


Who is EIP managed by?

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

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

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:

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?

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.



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.



A BSO member who has received a minimum of eight hours of approved training, with bi-annual updates.

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.

Team Coordinator


The CISD Team will consist of at least ----- members.



CISD Team members will be jointly selected by the

CISD Coordinator and Department Executive Director or designee.


CISD Team members must meet team guidelines and successfully complete

peer training


Each CISD team structure will include at least the following employees:

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

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

1.It will be the responsibility of a shift commander and/or on-scene supervisor to immediately notify the CISD Team Coordinator
2.It will be the Team Coordinator's responsibility to provide Communications with an updated list of CISD Team members.
3.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?

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?

Only CISD Team members involved in the critical incident will be permitted to attend the debriefing and/or defusing.