Employee Conduct Policy Stpso

ST.
TAMMANY PARISH SHERIFF’S OFFICE 1

CHAPTER 03 – SECTION 08
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EMPLOYEE CONDUCT
PURPOSE
DR.03:08.000.
A. Members of the STPSO shall conduct themselves at all times, both on

and off duty, in such a manner as to reflect most favorably on the
Agency. Unbecoming conduct shall include that which brings the
Agency into disrepute or reflects discredit upon the individual as a
member of the STPSO, or that which impairs the operation or efficiency
of the STPSO or the individual.
B. Members of the STPSO shall be courteous to the public. Members

shall be tactful in the performance of their duties; shall control their
tempers and exercise the utmost patience and discretion. Members
shall not engage in argumentative discussions, even in the face of
extreme provocation. In the performance of their duties, members
shall not use coarse, violent, profane, insolent, derogatory language or
gestures and shall not express any prejudice concerning race, sex,
religion, politics, age, national origin, life style, or similar personal
characteristics.
C. Members of the STPSO shall obey all laws of the United States and of
any state or local jurisdictions in which the members are present. A
conviction of the violation of any law shall be prima facie evidence of a
violation of this section.
D. Each employee has an obligation to observe and follow the STPSO

policies and to maintain proper standards of conduct at all times as
described herein. If an individual's behavior interferes with the orderly
and efficient operation of the Agency, corrective disciplinary measures
may be taken.
E. Each employee shall abide by and conduct themselves pursuant to:
Professional Police Ethics Refer to DR.03:08.050

Law Enforcement Code of Ethics. Refer to DR.03:08.100.
Law Enforcement Code of Ethics (General) Refer to DR.03:08.150.
Original Document: 08 15 01
Revision Effective: 02 25 15
ST. TAMMANY PARISH SHERIFF’S OFFICE 2
EMPLOYEE CONDUCT
PROFESSIONAL POLICE ETHICS
DR.03:08.050.
1. Whenever people unite to form a community, a nation, a religious

body or a profession, they set down in writing those fundamental
principles which will best guide them in their common effort.
2. Examples of such written codes of personal and organizational

conduct are the Ten Commandments, the U.S. Constitution, the
state criminal codes and the Law Enforcement Officer's Code of
Ethics.
3. These documents are important not only for the guidance they
offer, but also as a standard against which we measure our work
and our attitude.
4. One of the essential factors which elevate a "job" to the level of a

respected profession is the fact that the group (all those persons
who perform the same occupational task) establishes its own
Code of Conduct.
5. Since 1956, law enforcement has possessed its own code,

developed and disseminated by police practitioners. The Law
Enforcement Officer's Code of Ethics is presented in the Agency
manual with the related Code of Police Ethics.
6. In combination, these two documents set forth the broad, basic

concepts of professional police service. When every officer
abides by these documents, Law Enforcement will be a
profession.
EMPLOYEE CONDUCT
PROFESSIONAL POLICE ETHICS Continued

DR.03:08.050.
CODE OF POLICE ETHICS

Article 1. Primary Responsibility of Job
The primary responsibility of the police service, and of the individual officer,
is the protection of the people of the United States through the upholding of
their laws; chief among these is the Constitution of the United States and its
amendments. The law enforcement officer always represents the whole of
the community and its legally expressed will and is never the arm of any
political party or clique.
Article 2. Limitations of Authority
The first duty of a law enforcement officer, as upholder of the law, is to know
its bounds upon them in enforcing it. Because they represent the legal will of
the community, be it local, state or federal, they must be aware of the
limitations and proscriptions which the people, through law, have placed
upon them. They must recognize the genius of the American system of
government which gives to no one, groups of people, or institution, absolute
power, and they must insure that they, as a prime defender of that system,
do not pervert its character.
Article 3. Duty to Be Familiar With The Law & With Responsibleness of

Self & Other Public Officials
The law enforcement officer shall assiduously apply themselves to the study
of the principles of the laws which they are sworn to uphold. They will make
certain of their responsibilities in the particulars of this enforcement, seeking
aid from their superior in matters of technicality or principle when these are
not clear to them; they will make special effort to fully understand their
relationship to other public officials, including other law enforcement
agencies, particularly on matters of jurisdiction, both geographically and
substantively.
EMPLOYEE CONDUCT
PROFESSIONAL POLICE ETHICS Continued

DR.03:08.050.
Article 4. Utilization of Proper Means to Gain Proper Ends
The law enforcement officer shall be mindful of their responsibility to pay

strict heed to the selection of means in discharging the duties of their office.
Violations of law or disregard for public safety and property on the part of an
officer are intrinsically wrong; they are self-defeating in that they instill in the
public mind a like disposition. The employment of illegal means, no matter
how worthy the end, is certain to encourage disrespect for the law & its
officers. If the law is to be honored, it must first be honored by those who
enforce it.
Article 5. Cooperation With Public Officials In The Discharge of Their

Authorized Duties
The law enforcement officer shall cooperate fully with other public officials in
the discharge of authorized duties, regardless of party affiliation or personal
prejudice. They shall be meticulous, however, in assuring themselves of the
propriety, under the law, of the action taken or requested.
EMPLOYEE CONDUCT
CODE OF ETHICS - ALL SWORN DEPUTIES
DR.03:08.100
LAW ENFORCEMENT CODE OF ETHICS
AS A LAW ENFORCEMENT OFFICER, my fundamental duty is to serve

mankind; to safeguard lives and property; to protect the innocent against
deception, the weak against oppression or intimidation, and the peaceful
against violence or disorder; and to respect the Constitutional rights of all
persons to liberty, equality and justice.
I WILL keep my private life unsullied as an example to all; maintain

courageous calm in the face of danger, scorn or ridicule; develop self-restraint;
and be constantly mindful of the welfare of others. Honest in thought and deed
in both my personal and official life. I will be exemplary in obeying the laws of
the land and the regulations of my Agency. Whatever I see, or hear, of a
confidential nature or that is confided to me in my official capacity will be kept
ever secret unless revelation is necessary in the performance of my duty.
I WILL never act officiously or permit personal feelings, prejudices, animosities

or friendships to influence my decisions. With no compromise for crime and
with relentless prosecution of criminals, I will enforce the law courteously and
appropriately without fear or favor, malice or ill will, never employing
unnecessary force or violence and never accepting gratuities.
I RECOGNIZE the badge of my office as a symbol of public faith, and I accept

it, as a public trust, to be held as long as I am true to the ethics of the police
service. I will constantly strive to achieve these objectives and ideals,
dedicating myself before God to my chosen profession...Law Enforcement.
EMPLOYEE CONDUCT
CODE OF ETHICS - ALL EMPLOYEES
DR.03: 08.150.
As a member of this Agency, all employees are expected to be good

examples for the community. Therefore all employees not deputized and
employed by STPSO in any capacity are expected to follow the minimum
Code of Ethics (All Other Employees)
A. An employee must always conscientiously perform all assigned job

duties.
B. An employee must be tactful, patient and courteous when conducting

STPSO business.
C. An employee may not grant special consideration to any citizen or group

of citizens.
D. An employee may not engage in any outside employment, or have a

financial interest, that will conflict with his/her duties or be detrimental to
the STPSO.
E. An employee may not request or permit the use of STPSO vehicles,

equipment, materials or property for personal convenience or profit.
F. An employee may not accept or ask for any gift (except those of little or
nominal value) or consideration from any person or firm doing, or seeking
to do, business with the STPSO or intending to influence the employee to
provide preferential treatment.
G. An employee may not use the STPSO name or tax exempt status for
his/her personal advantage on any purchases.
H. An employee may not discuss, or reveal confidential STPSO information

to anyone, under any circumstances, except within the scope of his/her
job duties.
EMPLOYEE CONDUCT
STANDARDS OF CONDUCTS: GIFTS AND GRATUITIES
DR.03: 08.160.
A. Gifts
An employee shall not use their position, badge, or uniform to solicit or

accept gifts or gratuities that could, in the public mind, be interpreted as
capable of influencing his judgment in the discharge of his duties or that
would reflect favoritism by the employee or Agency towards any particular
person, group, or business. This policy does not prohibit:
1) Unsolicited discounts or services offered to all Deputies or employees as

long as the employee does not profit by reselling the item or offering the
service to another.
2) Acceptance of awards, including money, given to an employee by a

publicly recognized organization in recognition of outstanding service or
achievement.
3) Acceptance by an employee of money or gifts on behalf of the Agency

with approval of any command level supervisor. Such items accepted
shall be of benefit to the Agency as a whole or for some worthy cause that
is sponsored in whole or in part by the Agency.
B. Disposition of Unauthorized Gifts
Any unauthorized gift, gratuity, reward or other material benefit, which comes
into the possession of any employee, shall be forwarded to the Sheriff and/or
designee.
1) The Sheriff shall consult with legal counsel and a determination made
whether to arrange for the return of the gift and/or initiate an investigation
against the giver.
2) The employee involved shall be notified in writing of the disposition.
EMPLOYEE CONDUCT
ATTENDANCE - GENERAL
DR.03:08.200.
Members of the STPSO shall report for duty at the time and place required
by assignment or orders and shall be properly equipped and cognizant of
information required for the proper performance of duty, so that they may
immediately assume their duties. Judicial subpoenas shall constitute an
order to report for duty under this section.
Regular and punctual attendance is expected of all employees. An employee

who reports to work late or is not at work as scheduled for any reason
compromises the delivery of STPSO services to the community.
Employees are expected to be in their assigned work area and ready to begin
work at their scheduled start time.
TYPES OF ABSENCE
DR.03:08.220.
1. Scheduled Absence:
The following are considered scheduled absences provided they have the
required supervisory approval:
a. Vacation
b. Official and Floating Holidays
c. Personal Time (PT)
d. Funeral Leave
e. Jury Duty/Court Leave
f. Time Lost Due to Job-Related Injuries
g. Military Leave
h. Disciplinary Suspension
i. Approved Leave of absence
j. Qualified Family and Medical Leave
EMPLOYEE CONDUCT
TYPES OF ABSENCE Continued

DR.03:08.220.
2. Unscheduled Absence:
a. An incident of unscheduled absence occurs when four (4) or

more hours of scheduled work time, or any group of
consecutive workdays is missed which are not scheduled in
advance.
b. Unscheduled time off should be used only in cases of illness

or emergency.
REPORTING ABSENCES
DR.03:08.230.
1. Unscheduled absences must be reported to the immediate supervisor

or another designated person within one (1) hour of scheduled start
time or as soon as possible on the first day of absence and each day
thereafter, unless emergency conditions make it impossible or previous
arrangements have been made.
2. If you cannot be at your work place on time or if you must be absent, you
must notify your supervisor with:
a) Your name,
b) Why you will be late or absent, and
c) When you expect to return. During an extended illness, an employee

must report weekly.
EMPLOYEE CONDUCT
REPORTING ABSENCES Continued

DR.03:08.230.
3. The Sheriff or his designee will determine what constitutes an

emergency.
4. Unscheduled absences of two (2) or more consecutive workdays due

to illness require a physician's statement certifying the absence.
5. If you are absent for three days without notifying the STPSO, it is
assumed that you have voluntarily abandoned your position with the
STPSO, and you will be terminated and removed from the payroll.
6. In addition, a record of repeated absenteeism may be grounds for

dismissal.
NEGLECT OF DUTY
DR.03:08.235.
Failure to report to work after a leave of absence has expired or has been
disapproved or revoked and canceled shall cause employee to be
considered in “neglect of duty.” (See Neglect of Duty – Discipline,
DR.03:09.1050.)
TARDINESS - GENERAL
DR.03:08.300.
Members of the STPSO shall report for duty at the time and place required by
assignment or orders and shall be properly equipped and cognizant of
information required for the proper performance of duty, so that they may
immediately assume their duties.
EMPLOYEE CONDUCT
DEFINITION OF TARDINESS
DR.03:08.320.
1. Tardiness is defined as any occasion an employee fails to report to

his/her work area at the scheduled start time and such that time missed
is less than four (4) hours during any scheduled work day.
2. An incident of tardiness is defined below:
a. Call in more than one (1) hour after start time.

b. Arrival, at the work location after the scheduled start time.
c. Departure before the scheduled end time.
d. Overstaying a scheduled meal period.
3. Arriving late after failing to call in counts as two (2) incidents of tardiness.
4. A non-exempt employee who is late, leaves early, or overstays the

scheduled meal period, will have his/her pay reduced by an amount
corresponding to the time missed.
5. Arriving at work late or leaving work early that results in being away from
work for more than four (4) hours is considered an absence.
REPORTING TARDINESS
DR.03:08.330.
An employee, who expects to be late, leave early, or overstay a scheduled

meal period, must be authorized by his/her supervisor in advance and noted
on the weekly pay sheet.
EMPLOYEE CONDUCT
EMERGENCY CLOSING
DR.03:08.400.
A. If an emergency is declared by the Sheriff, or his designee, employees

will be compensated for the time they were scheduled to work during the
emergency period. The Sheriff or his designee may elect to enact
Compensatory Time (K-Time) pay for a specific period of time during the
emergency.
B. When the Agency offices are closed, an employee will be notified by

his/her supervisor as soon as is practical.
C. Employees not scheduled to work because of scheduled vacation or

continuing sick leave will be charged for the leave regardless of the
declared emergency.
D. An employee who is absent, tardy or leaves work early on a day when

weather conditions interfere with travel, but when no emergency has
been declared by the Sheriff, or his designee, is absent without leave.
The employee is therefore in non-pay status.
E. The employee may, with approval of the immediate supervisor, account

for time during which he/she was absent from his/her job due to
inclement weather by charging it to vacation, compensatory time or to
leave without pay. Inclement weather is not a valid use of sick leave.
F. Certain employees are required to work even though the STPSO offices
are closed due to an emergency.
G. Such employees are entitled to straight pay for the hours worked unless
he/she is on overtime status.
H. Upon approval of the Sheriff or Chief Deputy, employees who are not
normally eligible for overtime payments (i.e. exempt employees,
reserve deputies, etc.) may receive straight pay and/or overtime
compensation for the following: in the event of a declared emergency
or when overtime is required to complete an important task in a timely
manner.
EMPLOYEE CONDUCT
BULLETIN BOARD - GENERAL
DR.03:08.500.
A. Important notices and items of interest to employees will be posted on

the Main Electronic Bulletin Board, in their respective categories. For
example, “Job Postings” will be under that category on electronic board
(Network).
B. The Division Supervisors will post these announcements as necessary

physically to the local Bulletin Boards for viewing by Deputies not yet
connected to the System Network, or otherwise not able to access this
information during normal business hours.
C. The Division Supervisor is responsible to insure these postings be in

place, and removed on the expiration date.
D. Employees are expected to consult the bulletin board regularly.

Notices without prior approval will be removed.
STPSO EQUIPMENT
DR.03:08.600.
1. Each employee is responsible for all keys and other equipment
assigned to him/her, and must return them upon termination of
employment. Cellular telephone equipment must be returned when
leaving employment. An employee may be required to pay for lost or
damaged equipment.
2. Lost keys must be reported immediately to the employee's supervisor.
3. The use of STPSO equipment, machines and property for purposes

other than STPSO business is strictly prohibited. This includes, but is
not limited to, the use of typewriters, duplication or copying machines,
computers, facsimile machines and telephones. (See USE OF
TELEPHONES, DR.03:08.800).
EMPLOYEE CONDUCT
STPSO EQUIPMENT Continued

DR.03:08.600.
4. Equipment or supplies removed from STPSO offices or premises must

be recorded by the supervisor, noting when it is removed, when it will
be returned and the individual responsible for its return.
5. Each employee is responsible for reporting malfunctioning, damaged

or defective equipment to his/her supervisor.
EMPLOYEE CONDUCT
COMPUTER SOFTWARE AND DATA
DR.03:08.700.02.
1. All setups, installation of software, configuration, diagnostics, maintenance,

repairs, etc., for Agency computers, both hardware and software, are the
sole responsibility of the Information Systems Department. Violation of
such can result in disciplinary action. (See dr.03:09.918., DR.03:09.935.
and DR.03:09.974.)
2. It is the responsibility of each employee to ensure that software and

hardware computer resources owned, leased by or licensed to the STPSO
are properly secured and controlled.
3. No employee may misuse his/her authority over any such computer

resources.
4. No employee may reproduce or make personal use of proprietary software

purchased by and licensed to the STPSO.
5. No employee may use the STPSO computer resources for private

purposes.
6. No software, data or information may be removed from the STPSO

premises in the form of tape, diskette, print or other media, unless the
removal is related to STPSO business.
7. All computer software, data and information relating to the conduct and
operation of the STPSO are considered proprietary information belonging
to the STPSO and cannot be appropriated, altered, sub-licensed, copied or
used for other than STPSO business.
EMPLOYEE CONDUCT
COMPUTER SOFTWARE AND DATA Continued

DR.03:08.700.02.
8. Personal passwords are regarded as confidential and may not be given to

others. Any suspected loss or misuse of passwords is to be reported at
once to the immediate supervisor.
9. The e-mail system on the STPSO Network is designed to further the

interests of Law Enforcement in the parish. No one is authorized to send
blanket e-mail messages to all employees, unless that message is in the
interest of all STPSO employees, is of immediate concern to all employees
as it relates to Law Enforcement, and is job related. The Management
Information Systems personnel will monitor, remove any items not meeting
these standards, and generally insure the integrity of the system.
10. The “Public Folders” in Microsoft Outlook Program is used for:
 Job Postings
 Agency Non-Law Enforcement Issues
 Deputies Association
 Fraternal Order of Police Organization Postings
 General Announcements:
Things for Sale

Services offered by a Deputy
11. All data and software on STPSO computers are Agency property, and
are owned by the Agency, unless otherwise specified by law.
12. No unauthorized software applications or computer programs may be

downloaded or installed on STPSO workstations or other electronic
devices, including but not limited to, smart-phones and tablet computers
without the prior authorization of the Information Systems department.
EMPLOYEE CONDUCT
INTERNET ACCESS: USE, CONTENT, HISTORY
DR.03:08.750.
1. Stand alone computers (not connected to the STPSO mainframe

Network Internet server); have been made available to Agency
members. The purpose of this availability is to allow the Agency
Deputies the ability for creative research, as it relates specifically to law
enforcement, and their assigned job assignment.
2. Any employee logging on to, or downloading from any pornographic site,

must document each such contact, as it relates to their assigned task in
the Agency. The documentation shall be in the form of writing to their
immediate supervisor. Should the Deputy be involved in a short
term/long term pornographic specific investigation, the documentation
will state the start date, and the end dates. The Supervisor will pass this
information up the chain to the Division Commander.
3. Each “Stand alone” computer contains the ability to record all contacts
made on-line. This means each site requested by the user, it’s content,
and the specific areas in each site visited.
4. Entering the folders that contain this history is prohibited by any Deputy
not so authorized, as these files are used to insure the World Wide Web
(WWW) is used in accordance with Agency policy. Tampering with, or
erasure of any of these files, is subject to discipline.
5. Additionally, if these files have been accessed, the Agency may remove
the stand-alone from that area.
EMPLOYEE CONDUCT
SOCIAL NETWORKING: USE AND CONTENT

DR.03:08.775.
Definition
“Social Networking” and “Social Media” as used in this policy are meant to be
all-inclusive terms. Specific lists or examples of Social Networking and Social
Media sites are ever-changing and it is impossible to maintain an always-
inclusive list. The terms are meant to generically describe and include any and
all applications, programs, forums, blogs, micro-blogs, on-line profile or
information sharing applications, dating services, chats, wikis, podcasts,
picture, video, or music sharing applications, instant messaging, text
messaging, and e-mail, as well as other forms of non-official or personal
communications or activity.
Use and Content
While everyone has the right to use personal Social Networking pages or sites,
as employees of this agency we are public servants who are held to a higher
standard than the general public with regard to standards of conduct and
ethics. As such, it is our policy to maintain a level of professionalism in both
on-duty and off-duty conduct that fulfills the agency’s mission. Any internet
posting or publication through any Social Media which is potentially adverse to
the performance, operation or efficiency of this agency, or which may bring
discredit upon this agency, or which is disruptive to co-workers, could be
deemed a violation of STPSO policy.
EMPLOYEE CONDUCT
USE OF TELEPHONES
DR.03:08.800.
1. Personal Telephones:
a. Members of the STPSO shall have telephones in their

residence and shall immediately report any changes in
telephone numbers or addresses to their superior officers and
to the Human Resources Department.
2. Agency Telephones:
a. Personal use of STPSO telephones is discouraged. Use is

limited to emergencies and those calls approved by the
employee's supervisor. Employees are responsible for
controlling the frequency and duration of incoming personal
calls. Personal toll calls are prohibited.
b. Excessive use of telephones for personal use or charging

personal toll calls to the STPSO will result in disciplinary
action.
c. Personal use of cellular telephones is discouraged.
d. No long distance use for non-Agency business on agency

phone lines.
EMPLOYEE CONDUCT
CONFIDENTIALITY & RELEASE OF INFORMATION
DR.03.08:900.
A. Employees authorized to have access to confidential information should

handle it in a manner that ensures confidentiality.
B. Discussion of confidential STPSO information with unauthorized persons,

including members of the employee's family, is prohibited.
C. Should, an employee be asked for information about STPSO records,

he/she should refer the individual to the "Records and Public Information
Director". Requests for all other information should be referred to the
Sheriff, or his designee.
D. Only the Sheriff, or his designee is authorized to release official records to

the media. Only the Sheriff or his designee is authorized to release
information regarding any other matter to the media.
E. Records may not be removed from the STPSO premises without a court
order or administrative approval. Records or copies of records may not be
taken home without administrative approval. Any breach of confidentiality is
cause for immediate discharge.
F. Children, relatives or friends should not accompany an employee to a work

site.
EMPLOYEE CONDUCT
POLITICAL ACTIVITY - PERMITTED/PROHIBITED
DR.03:08.1000.02
1. Political activities permitted for Non-Exempt employees include:
a. Registering and voting;
b. Expressing opinions, either orally or in writing;
c. Making voluntary financial contributions to political candidates;
d. Circulating petitions on legislation related to their employment;
e. Attending political rallies that are open to the public;
f. Signing nominating petitions in support of individuals.
2. Certain political activities are prohibited while on Agency time, in an

Agency vehicle or uniform, or any other capacity as a representative
of the St. Tammany Parish Sheriff’s Office (such as off-duty details).
Some, but not all, of the following political activities prohibited for
classified (Non-Exempt) employees, include:
a. Participating in a partisan election as a candidate for office;
b. Declaring candidacy for an elected office that is filled by partisan

election;
c. Circulating official nominating petitions for any candidate for an

office filled by partisan election;
EMPLOYEE CONDUCT
POLITICAL ACTIVITY PROHIBITED Continued

DR.03:08.1000.02.
d. Holding an elective or appointed office in any political

organization;
e. Accepting appointment to any office normally filled by partisan

election;
f. Campaigning by writing for publications or distributing political

material;
g. Soliciting, either directly or indirectly, an assessment,

contribution or subscription for any party or candidate for
partisan office;
h. Soliciting the sale of or selling political party tickets, materials or

other political matter; or
i. Engaging in partisan political activities at the polls, such as

soliciting votes, assisting voters, assisting voters in marking
ballots, transporting or helping get out the voters on Election
Day or watching the polls as a representative of a political party.
j. Displaying political stickers, badges and buttons on their

assigned St. Tammany Parish Sheriff’s Office vehicles or their
person.
EMPLOYEE CONDUCT
FRATERNIZATION POLICY - PURPOSE
DR.03:08.1100.
1. The policy is written to clearly identify the relevant business reasons for
such a policy, such as the need to prevent conflicts of interest and
allegations of favoritism or sexual harassment.
2. Professionalism requires clear distinctions be kept between staff and

student, between Deputies of different grades, and between Supervisors
and non -supervisory personnel. This helps ensure that integrity, both real
and perceived is maintained and staff members are viewed as the role
models they are expected to be.
For Improper Relationships between

Deputies or Felons, Incarcerated Individuals
See DR.03:08.1165.
3. Most relationships between two Deputies of the same rank, or two non-
ranking Deputies, are not prohibited (provided they do not work under the
same supervisor).
4. All Deputies must understand, and accept the potential negative aspects
of romance in the workplace. All Supervisors/Managers must ensure that
the policies on this subject are uniformly applied -- including all levels of
management; aggressively enforcing sexual harassment policies; and
addressing work performance issues.
5. “Relationship” is defined as an association between two persons,

sometimes romantic or intimate in nature, which because of close
interpersonal interaction has the appearance of an extra-employment
association.
EMPLOYEE CONDUCT
GENERAL RULES & APPLICATION - FRATERNIZATION POLICY
DR.03:08.1155.
1. This policy applies to everyone - men and women, single and married,
heterosexual and homosexual, managers and employees - and will be
enforced consistently.
2. This policy prohibits public displays of affection at work and excessive

conversations during working hours;
3. This policy generally prohibits romantic or intimate personal or other

close relationships between direct supervisors and subordinates, but is
flexible enough to apply to any relationship that affects legitimate
business concerns;
4. This policy strongly discourages gossip and rumors, and requires

confidentiality to the extent possible of any office relationships that come
to the attention of management as potential violations of company policy.
5. This Agency requires that employees perform work in a businesslike

manner, and while at work, discuss and involve themselves only with
work related matters.
6. The policy establishes a procedure for dealing with a romantic or

intimate personal or other close relationship, by allowing the Senior
ranking Deputy or Senior Employee, or a lesser or non-ranking
Deputy/employee a means of disclosure. Disclosure is necessary in all
instances.
7. For example, this policy requires immediate disclosure of the romantic or

intimate personal or other close relationship, and a proposal of
alternative arrangements, i.e.,
 Transferring one of the individuals.

 Changing the supervisor who evaluates the employee
 Immediately terminating the relationship
 Marriage
 The resignation of the highest-ranking employee.
EMPLOYEE CONDUCT
IMPROPER SUPERIOR/SUBORDINATE RELATIONSHIPS
DR.03:08.1160.
FRATERNIZATION is the undertaking of a romantic or intimate personal or

other close relationship with/or without a sexual relationship:
1. By a ranking Deputy [(Criminal/Civil) with the rank of Corporal and

above,] with a non-ranking Deputy (Criminal/Civil) less than the rank of
Corporal], or by a ranking Deputy with a Deputy of lesser rank.
2. By a ranking Deputy (Criminal/Civil) with any employee of lesser grade

or rank.
3. By a ranking Deputy (Criminal/Civil) with any Reserve Deputy, student,

or civilian employee.
4. By any Deputy with students, program participants, civilian or technical

employees of the Agency.
For Improper Relationships between

Deputies and/or Felons, Incarcerated Individuals
See DR.03:08.1165.
5. FRATERNIZATION will not be tolerated. Administrative or disciplinary

action will be taken to correct inappropriate behavior. Fraternization is in
violation of the custom of good order and discipline, and is improper and
unprofessional. However, not all contact or association between Rank
and lower ranking Deputies is an offense. Whether the contact or
association in question is an offense depends on the surrounding
circumstances.
6. FRATERNIZATION is a gender-neutral concept and is traditionally used

to identify personal relationships that breach or disregard the customary
bounds of acceptable senior-subordinate relationships.
EMPLOYEE CONDUCT
IMPROPER SUPERIOR/SUBORDINATE Continued

RELATIONSHIPS
DR.03:08.1160.
7. These relationships, or the appearance of a relationship:

Calls into question a senior's objectivity,
Undermines the authority of a senior,
Results in actual or perceived preferential treatment, or
Compromises the chain of command.
8. These types of relationships violate long-standing customs and traditions

and are prejudicial to good order and discipline.
9. It is not the intent to eliminate all personal relationships. Proper social

interaction and appropriate personal relationships are an important part of
Agency morale and Esprit de Corps. However, if an existing relationship or
a blossoming relationship exceeds the boundaries as set forth in this policy
statement, it is the senior member's responsibility to take appropriate
action.
IMPROPER RELATIONSHIPS BETWEEN DEPUTIES AND

INCARCERATED INDIVIDUALS
DR.03:08.1165.
Fraternization is also the undertaking of a personal relationship, or

association, with or without a sexual relationship, by a Deputy with a known
felon, Work Release person, or any incarcerated individual(s) without the
express written permission of the Sheriff, or his designee. This includes any
person held in custodial confinement by arrest or imprisonment.
EMPLOYEE CONDUCT
THE POLICY STRICTLY PROHIBITS CERTAIN MATTERS
DR.03:08.1170.
1. Relationships between Deputies already in the ranks and initial-entry

trainees, and Reserve Deputies.
• Romances between Deputies and potential recruits.
• Relationships between full-time or Reserve positions.
2. Civilian acquaintanceships among Reserve Deputy members are

allowed, as are romantic or intimate personal or other close personal
relationships between regular Deputies.
3. On the effective date, this policy will share common standards with
respect to romantic or intimate personal or other close relationships
between Supervisors and non-Supervisors, recruiters, potential recruits,
trainers, and trainees.
4. All romantic or intimate personal or other close personal and business

relationships between Supervisors and non-supervisor members are
prohibited, as they are prejudicial to good order and discipline.
5. Strictly prohibited actions in romantic or intimate personal or other close

personal relationships include dating, cohabitation and any sexual
relationship. Prohibited business relationships include gambling, loaning
and borrowing money and business partnerships or joint ventures.
6. Factors to be considered include whether the conduct has compromised

the chain of command, resulted in the appearance of partiality, or
otherwise undermined good order, discipline, authority, or morale.
7. The acts and circumstances must be such, as to lead a reasonable

person experienced in the problems of quasi-military leadership, to
conclude that the good order and discipline of the Sheriff’s Office has
been prejudiced.
EMPLOYEE CONDUCT
THE POLICY STRICTLY PROHIBITS Continued

CERTAIN MATTERS
DR.03:08.1170.
8. When senior ranking Deputies of this Agency have authority over lower
ranking Deputies or have the capability to influence actions, assignments,
or other benefits or privileges, there is strong justification for exercising
restraint on social, commercial, or off duty relationships.
9. It is the responsibility of each senior, or superior ranking Deputy, and

civilian employee(s) if applicable, within this command, to avoid
relationships that result in Fraternization.
10. Unit commanders are responsible to coordinate with Human Resources

the specific enforcement of these policies that govern conduct prohibited
by this policy.
11. The following rules apply to all Deputies when in any uniform identified
with the Agency.
12. Deputies of higher rank will address lower rank by last name, with rank
first. Such as “Lieutenant Brown.” If rank is unknown to the higher ranking
Deputy, address that person as “Mr. or Ms. Brown”.
13. Deputies of lower rank will address higher rank by last name, with rank fist.
If rank is unknown to the Deputy, address that person as Ma’am or Sir.
14. Deputies of equal rank may address each other by first or last name.
15. When out of uniform, and not on duty, all personnel may address any
other Deputy, regardless of rank or position, by their first or last name.
EMPLOYEE CONDUCT
THE POLICY STRICTLY PROHIBITS Continued

CERTAIN MATTERS
DR.03:08.1170.
16. As we are in a Law Enforcement environment, this Agency cannot, nor

should we dictate, to Deputies of equal rank whom they may date. The
relationship should at no time be apparent to others in the Agency when
in uniform, at any Agency Facility, or attending any official function. At
such times as the relationship becomes visible to others, action may be
taken to further separate the Deputies within the chain of command.
17. Friendship between Ranking and non-ranking Deputies is allowed,

provided that there is a professional relationship observed when in
uniform, at the detachment, or attending any official function.
18. Supervisors must ensure that their personal relationships with personnel
they supervise, or could possibly influence, do not result in acts of
favoritism, preferential treatment, or impropriety, or give an appearance
as such.
19. There should be no sign of a close friendship when in the described

environments.
20. Senior or Superior Ranking Deputies shall accept no gifts other than
token gifts of $19 or less.
EMPLOYEE CONDUCT
THIS POLICY IS EFFECTIVE
NOVEMBER 15, 2001
DR.03:08.1180.
• That is ninety calendar days from the effective date.
1. Any Superior Ranking Deputy has ninety days to terminate a relationship

considered herein as “Fraternization”, or make disclosure and take
remedial action as defined in DR.03:08.1155. If marriage is planned, the
marriage must conclude prior to the effective date of this policy.
2. No further prohibited personal relationship shall occur, as doing so will be

in direct violation of the Fraternization Policy, and subject to, discipline as
specified in the Code of Conduct
3. The Superior Ranking Deputy is always the responsible party.
4. The Superior Ranking Deputy will report any sexual harassment from a
lower ranking Deputy immediately to their Supervisor in writing.
5. The Superior Ranking Deputy will command a lower ranking Deputy

immediately to stop any flirtatious conduct toward them, both verbally and
in writing. A copy of such report will be forwarded to the Superior Ranking
Deputies Supervisor, with a copy to Human Resources. The Superior
Ranking Deputy has the option of taking this flirtatious conduct by a lower
ranking Deputy directly to Internal Affairs.
Refer to the St. Tammany Parish Sheriff’s Office Fraternization Policy.

DR.03:08.1100.
EMPLOYEE CONDUCT
RACIAL PROFILING
DR.03:08.1185.
PURPOSE
The purpose of this policy is to ensure that race, ethnicity, age, gender or
sexual orientation shall not be the sole basis for the detention, interdiction or
other disparate treatment of any individual by an employee of the St.
Tammany Parish Sheriff’s Office.
POLICY
It shall be the policy of the St. Tammany Parish Sheriff’s Office to prevent and
prohibit the practice of racial profiling and/or any other discriminatory practice
by employees of this Agency.
PROCEDURE
Definition
Racial Profiling - The detention, interdiction or other disparate

treatment of an individual on the basis of the racial or ethnic status
of such individual.
A. Discriminatory Practices/Racial Profiling
1. Racial profiling of individuals is strictly prohibited by employees of

the St. Tammany Parish Sheriff’s Office.
2. In the absence of a specific report, race or ethnicity of an individual

shall not be a factor in determining the existence of probable
cause to place in custody or arrest an individual or in constituting a
reasonable and articulable suspicion that an offense has been or is
being committed so as to justify the detention of an individual or
the investigatory stop of a motor vehicle.
EMPLOYEE CONDUCT
RACIAL PROFILING Continued

DR.03:08.1185.
3. In response to a specific credible report of criminal activity, race or

ethnicity of an individual shall not be the sole factor in determining
the existence of probable cause to place in custody or arrest an
individual.
4. Stops or detentions based on race, age, gender or sexual

orientation or any other prejudicial basis by any employee of the
St. Tammany Parish Sheriff’s Office are prohibited.
5. The detention of any individual, which is not based on factors,

related to a violation of federal, state or local ordinances or
statutes or any combination thereof is prohibited.
6. No employee shall stop, detain or search any person when such

action is motivated by race, color, ethnicity, age, gender or sexual
orientation.
B. AUTHORITY AND RESPONSIBILITY
1. Each supervising officer will continually examine all areas of law

enforcement action under his/her purview in an effort to discover any
racial profiling or discriminatory practices.
2. Any employee who believes there is, or is made aware of, any
violations of this policy shall immediately notify his/her immediate
supervisor.
3. All complaints of racial profiling or discriminatory practices shall be

received, documented and investigated with internal investigations.
EMPLOYEE CONDUCT
RACIAL PROFILING Continued

DR.03:08.1185.
C. TRAINING
1. St. Tammany Parish Sheriff’s Office employees shall receive training

on the harms of racial profiling and discrimination, including review of
this policy.
2. Additional diversity and sensitivity training shall be designated for

employees with sustained racial profiling or discriminatory complaints
filed against them.
D. DISCIPLINARY PROCEDURES
1. Appropriate discipline, up to and including dismissal, shall be

administered for non-compliance with this policy. (See DR.03:09.955.
and DR.03:09.957.)
2. In addition to required training, employees who have sustained racial

profiling or discriminatory complaints filed against them may be
reassigned.
3. Failure to report any observed or known violation of this policy by any

employee of this Agency shall result in disciplinary action.
EMPLOYEE CONDUCT
SEXUAL HARASSMENT POLICY
DR.03:08.1200.
1. Sexual harassment is defined as any unwelcome sexual advance,

request for sexual favor or other verbal or physical conduct of a sexual
nature, when:
2. Submission to the conduct is either an explicit or implicit term or a

condition of employment; or
3. Submission to or rejection of the conduct is used as the basis for an

employment decision affecting the person who did the submitting or
rejecting; or
4. The conduct interferes with job performance or creates an intimidating,

hostile or offensive working environment.
5. Sexual harassment does not refer to generally acceptable, pleasant,

friendly or even mildly flirtatious interactions, as long as no reasonable
person is offended.
6. The STPSO neither condones nor tolerates sexual harassment in the

workplace, whether committed by supervisory or non-supervisory
employees.
7. No one is permitted to imply or threaten that cooperation or refusal of

sexual advances will have any effect on an individual's status,
advancement, assignment, career development, education, shift
assignment, compensation or any other condition of employment or
appointment.
8. The responsibility for administering and complying with this policy has
been delegated and communicated to all levels of management.
Supervisors and other management employees will ensure that all
employees are aware of the policy against sexual harassment and that
adequate procedures are in place to facilitate prompt reporting,
investigation and remedial action.
EMPLOYEE CONDUCT
SEXUAL HARASSMENT POLICY Continued

DR.03:08.1200.
4. Any supervisor or management employee who observes any behavior

that could be interpreted as sexual harassment is responsible for taking
prompt action to stop the behavior.
EMPLOYEE CONDUCT
SEXUAL HARASSMENT INVESTIGATION PROCEDURE
DR.03:08.1225.
1. Whenever an employee believes he/she is a victim of sexual harassment

by another employee or a member of management, the following
investigation procedure is to be followed:
A. An employee who believes that he/she is a victim of sexual

harassment shall contact any supervisory employee to file a complaint.
The employee shall submit the complaint in writing. Supervisors are
required to immediately notify the Sheriff, his designee, Human
Resource Director, or Internal Affairs, who will order a thorough
investigation.
B. If the supervisor is the subject of a complaint in which employee

believes that he/she is a victim, the Sheriff, his designee, Human
Resource Director, or Internal Affairs will order a thorough
investigation. If the Sheriff is the subject of the complaint, the
employee who believes that he/she is a victim of sexual harassment
will direct and file a complaint directly with Internal Affairs Division
Supervisor. Internal Affairs Division will conduct the investigation.
C. When the supervisor or other appropriate individual, as identified in (a)

and (b) above, is advised of alleged sexual harassment, either on the
basis of a written or verbal report, a thorough investigation of the
situation will be made in the following manner. The complaint will be
documented either in writing or on audio-tape. The report will include a
factual description of the incident(s).
D. The investigator will discuss with the complainant and such witnesses,
as he deems necessary, the nature of the complaint. If the investigator
finds that the complaint is credible and the incident may constitute
sexual harassment, the alleged offender will be required to meet with
the Sheriff or his designee, be advised of the complaint(s) and be
given an opportunity to respond.
EMPLOYEE CONDUCT
SEXUAL HARASSMENT INVESTIGATION Continued

PROCEDURE
DR.03:08.1225.
E. If, at the conclusion of that discussion the Sheriff or his designee, has
reason to believe the reported acts did occur, the employee will be
advised that such conduct is improper and in possible violation of
federal and state law. The employee will be advised that he/she be
subject to disciplinary action up to and including discharge.
F. If the Sheriff, or his designee, determines that the incident did not
occur or does not constitute sexual harassment, no document
Indicating that a complaint was filed or that an investigation was
undertaken will be placed in the personnel file of either the complainant
or the accused employee.
2. Whenever an employee believes he/she is a victim of sexual harassment

by a member of the public or a vendor, the incident may be reported in the
following manner:
a. The employee will notify any supervisor in the vicinity of the incident.
b. The supervisor will intervene in a manner he/she determines to be

appropriate to alleviate the immediate situation.
c. The employee will document the complaint and include a factual

description of the incident.
d. The supervisor will document his/her action and submit it along with
the employee’s written complaint to the Appointing Authority.
e. The Sheriff, or his designee, will determine if additional action is

required.
EMPLOYEE CONDUCT
PROHIBITION OF SEXUAL HARASSMENT
DR.03:08.1250.
It is against the STPSO policy for any person to use his or her official
authority in making sexual advances toward employees of any rank,
including those over whom such person is authorized to:
• make or recommend personnel actions,
• to grant, recommend or refuse to take personnel action because of sexual

favors, or
• to take or fail to take personnel action as a reprisal against any employee

for rejecting or reporting sexual advances.
It is also against the STPSO policy for any manager or supervisor to allow
any employee to be sexually harassed, either verbally or physically, by a co-
worker.
Specifically, no employee, including managers and supervisors, shall

threaten or insinuate, either explicitly or implicitly, that an employee's refusal
to submit to sexual advances will adversely affect an employee's job,
evaluation, wages, advancement, assigned duties, shifts, or any other
condition of employment or career development.
EMPLOYEE CONDUCT
DEFINITION OF SEXUAL HARASSMENT
DR.03:08.1275.
1. Prohibited sexual advances include, but are not limited to:
 Propositions, or verbal abuse of a sexual nature,

 Graphic verbal commentaries about a person's body,
 Sexual and degrading words used to describe a person,
 The display of sexually suggestive objects or pictures.
2. Such actions constitute prohibited sexual harassment when:
 submission to such conduct is made, either explicitly or implicitly,

a term or condition of employment,
 when submission to or rejection of such conduct by an employee

is used as the basis for employment decisions affecting such
employee; or
 when such conduct has the purpose or effect of substantially

interfering with an employee's work performance or creating an
intimidating, hostile, or offensive working environment.
HOW TO REPORT HARASSMENT

DR.03.08.1285.
Employees who believe they have been subjected to acts of sexual

harassment shall immediately or as soon as practicable inform the Sheriff,
Human Resources Manager or the Internal Affairs Office. For the comfort of
the complaining employee, upon request, a management representative who
is the same sex as the employee will be made available to receive the
complaint. All complaints of sexual harassment shall be documented in
writing.
All complaints of sexual harassment will be investigated, examined

impartially, and resolved promptly by the STPSO.
EMPLOYEE CONDUCT
DRUG-FREE WORKPLACE POLICY
DR.03:08.1300.
1. The STPSO must maintain a professional image before the community

and shall relieve from law enforcement duties, temporarily or
permanently, those afflicted by substance abuse. Law enforcement
deputies and employees who are drug abusers threaten the community.
Illegal drug use breaks the law.
2. Deputies/employees who experiment with or routinely use illegal drugs

have no place in law enforcement. The threat to public safety,
confidential information and the Agency’s integrity posed by
deputies/employees who are drug users or alcohol abusers is a
legitimate factor in determining the reasonableness of drug and alcohol
tests. In fact, at least seven significant Agency interests justify a drug
testing program:
 Public safety,
 public trust and integrity,
 potential for corruption,
 presentation of credible testimony,
 co-worker morale and safety,
 loss of productivity,
 civil liability (negligent hiring and retention, and third-party liability).
3. Therefore, it is the policy of the STPSO to maintain a work place that is

free from the effects of drug and alcohol abuse.
EMPLOYEE CONDUCT
DRUG-FREE WORKPLACE POLICY Continued

DR.03:08.1300.
4. Employees are prohibited from the use, sale, dispensing, distribution,

possession, or manufacture of illegal drugs and narcotics or alcoholic
beverages on STPSO work sites, property, or while on duty. In addition,
employees are prohibited from the off-premises and off-duty possession,
use, sale, dispensing, distribution, or manufacture of illegal drugs as
prohibited in the Code of Conduct.
5. The STPSO will not hire, unless state or local law provides otherwise,
alcoholics or drug abusers whose current use of such substances
prevents them from performing their duty.
6. The STPSO will not hire anyone who would constitute a direct threat to
property or safety of fellow employees or to the public, or the integrity of
the STPSO work forces.
7. Whenever prospective applicants for employment are to be tested for

presence of such substances, they are to be informed of the test in
advance, in writing.
8. Employees will be subject to disciplinary action up to and including

dismissal, for violations of this policy. Such violations include, but are
not limited to, possessing illegal or non-prescribed drugs and narcotics
or alcoholic beverages at work; being under the influence of such
substances while working; using them while working; or dispensing,
distributing, or illegally manufacturing or selling them on STPSO
premises and work sites.
9. Employees, their possessions and STPSO issued equipment, vehicles

and containers under their control are subject to search and surveillance
at all times while on STPSO premises or while conducting STPSO
business.
EMPLOYEE CONDUCT

DR.03:08.1300.
10. Employment with the STPSO is a highly safety sensitive job and involves
the protection of confidential information in addition to the protection of
the public’s safety. Employees may be asked to take a test at any time
to determine the presence of drugs, narcotics, or alcohol, unless law
prohibits the tests.
11. Employees may be tested for any substance the use of which could
adversely affect the employee’s job performance. Employees that agree
to take the test must sign a consent form authorizing the test and the
STPSO use of the test results for purposes of administering this policy.
It is a violation of this policy to refuse consent for these purposes or to
test positive for alcohol or illegal drugs. Policy violations will result in
discipline and may result in termination.
12. In order to enforce this policy, the STPSO, in its sole discretion may at
any time require an appropriate drug screening for the following
circumstances:
• For cause, or without cause;
• Reasonable suspicion;
• Post accident in which the employee is determined to be at fault;
• Random; and
• Return to work.
13. Tests that are paid for by the STPSO are the property of the STPSO,
and the examination records will be treated as confidential and held in
separate medical files.
EMPLOYEE CONDUCT

DR.03:08.1300.
14. Information obtained from testing shall be kept confidential by the

STPSO. However, records of specific examination, if required by law or
regulation, will be made available to the employee, persons designated
and authorized by the employee, public agencies, courts, relevant
insurance companies, or the employee’s doctor.
15. A certified laboratory, using proper collection, and chain of custody

procedures will conduct tests. Employees with positive tests shall have
the right, at their expense, to a second test at a certified lab of their
choice. Positive test results shall be reported to the STPSO medical
review officer.
16. Employees must report their use of over-the-counter or prescribed

medication to the Human Resources Department if the use might impair
their ability to perform their job safely and effectively. A determination
will then be made as to whether the employee shall be able to perform
the essential functions of the job safely and properly.
17. Employees who are experiencing work-related or personal problems

resulting from drug, narcotic, or alcohol abuse or dependency may be
required to seek counseling help. Employer Assistance Programs are
available through the Human Resources Department.
18. An employee needing this assistance should contact the Benefits

Specialists. Participation in counseling is confidential and should not
have any influence on performance appraisals. Job performance, not
the fact that an employee seeks counseling, is to be the basis of all
performance appraisals.
EMPLOYEE CONDUCT

DR.03:08.1300.
19. Any employee who is abusing drugs or alcohol may be granted Family
and Medical Leave, if eligible, to undertake rehabilitation treatment. The
employee will not be permitted to return to work until certification is
presented to the Human Resources Department that the employee is
capable to performing his job. Failure to cooperate with the agreed-upon
treatment plan may result in discipline, up to and including termination.
Participation in a treatment program does not insulate an employee from
the imposition of discipline for violations of this or other STPSO policies.
20. Benefits are available to all eligible employees of the STPSO to receive
treatment for Alcohol and/or Substance Abuse through our Group Health
Insurance Policy. The existence of an Employee Assistance Program
does not mean employees, who test positive will not be subject to
discipline, including possible termination.
21. The STPSO will, to the extent feasible, provide continuing awareness
programs about the harmful effects of drug and alcohol abuse.
EMPLOYEE CONDUCT
EXPECTATIONS AND PROHIBITED ACTIVITIES
DR.03:08.1310.
1. Employees are expected to report for work and remain at work in a

condition to perform assigned duties free from the effects of alcohol and
drugs. Employees scheduled to be on call are expected to be fit for duty
upon reporting for work.
2. The STPSO will not knowingly hire an individual whose current use of
alcohol would prevent him/her from performing the job or who would
constitute a direct threat to the property or safety of himself/herself or
others. The STPSO will not knowingly hire an individual who is currently
using illegal drugs.
3. The use, sale, distribution, possession or manufacture of illegal drugs on

the premises of the STPSO, in any of its vehicles or by an employee
while on or off duty is prohibited. Illegal drugs include but are not limited
to any mood-altering drugs or other controlled substances that have not
been legally prescribed and/or dispensed, as well as alcohol or a legally
prescribed drug when use is abused.
4. Employees are prohibited from being under the influence of alcohol,

behavior altering legal prescription drugs, or illegal drugs during work
hours, lunch and break periods. This also applies to an employee
representing the Agency at meetings, or in the community.
5. Employees are also prohibited from being under the influence of these
substances when they are representing the STPSO at meetings or in the
community.
6. Both employees and STPSO owned equipment and containers under

their control are subject to search and surveillance at all times while on
STPSO premises or while conducting STPSO business.
EMPLOYEE CONDUCT
EXPECTATIONS AND PROHIBITED ACTIVITIES Continued

DR.03:08.1310.
7. Employees should ask their doctor or pharmacist about possible effects

of legal drugs. An employee may continue to work, even though under
the influence of a legal drug, if the employee does not pose a threat to
his or her own safety, or the safety of co-workers, and if the employee's
job performance is not significantly affected by the legal drug. Otherwise
the employee may be required to take a leave of absence or comply with
other appropriate action determined by the STPSO.
8. Each employee is required to notify his/her supervisor about the use of

any prescription drug prescribed by a physician when that physician
advises the employee that the use may alter the employee's physical or
emotional ability to perform his/her job safely.
9. The legal use of non-prescription drugs is permitted on the job only if it

does not impair an employee's ability to perform the essential functions
of the job and does not pose a direct threat to the safety of the employee
or others in the workplace.
10. Any information regarding legal drugs will be treated confidentially and
records of legal drugs will be treated as medical records and kept
separate from personnel records.
EMPLOYEE CONDUCT
INCIDENTS AND ALLEGED CRIMES INVOLVING EMPLOYEES
DR.03:08.1315.
NOTE: This departmental regulation is repeated in

its entirety in Chapter 08 – Section 810 – Part 01;
SOP 0810:01.115; CRIMINAL INVESTIGATIONS
PROCEDURES
1. When an incident or alleged crime occurs involving any employee of

the St. Tammany Parish Sheriff’s Office, a criminal investigation (if
warranted) may be initiated and completed by the St. Tammany
Parish Sheriff’s Office Detective Division. This excludes possible civil
rights violations. (See Fair Employment Practices; DR.03:01.105 and
Complaint Procedure by Employees; DR.03:07.200.01.)
2. The Sheriff, or designee, can request the assistance of another

agency or can enlist another agency to conduct the entire
investigation.
EMPLOYEE CONDUCT
DEFINITIONS
DR.03:08.1320.
1. Drug(s) includes mood-altering drugs and other controlled substances

as defined by the Louisiana Revised Statutes. This broadly refers but is
not limited to all forms of narcotics, depressants, stimulants,
hallucinogens, cocaine, crack, amphetamines, marijuana or other drugs
or preparations which alter a person's physical or emotional state.
2. Illegal drug use includes the use of any mood-altering drugs or other
controlled substances that have not been legally prescribed and/or
dispensed, or the abusive use of alcohol or a legally prescribed drug.
3. Drug test means a screening procedure conducted by an approved

National Institute of Drug and Alcohol and Department of Health and
Human Services (DHHS) certified laboratory to determine the presence
of drugs or alcohol.
4. Under the influence means that an employee has alcohol or drugs in

his/her system.
5. Premises refer to all locations in which work by STPSO employees is

conducted, and all vehicles and equipment operated by and/or under the
control of the STPSO.
6. Substance Abuse Program or Dependency Program refers to

qualified drug and alcohol rehabilitation programs certified by the State
of Louisiana.
EMPLOYEE CONDUCT
PRE-EMPLOYMENT TESTING
DR.03:08.1330.
1. Each applicant for regular full-time employment with the STPSO will be
notified that he/she will be required to submit to a urinalysis test should
he/she be selected for employment.
2. The taking and passing of this test shall be a condition of hire.
3. An applicant who tests positive for illegal drugs may not re-apply for
employment.
EMPLOYEE CONDUCT
REASONABLE SUSPICION PROCEDURE
DR.03:08.1340.
1. An employee who suspects that another employee is under the influence

of drugs or alcohol should notify the employee's supervisor, or the
Human Resource Manager, if they feel for some reason they can’t go
through rank. All communication to Human Resources in that regard is
held confidential.
2. The supervisor will observe the employee and determine, through

observation and questioning, if the employee is ill, fatigued, under the
influence of prescribed drugs, reacting to environmental substances
such as smoke or fumes, or possibly under the influence of illegal drugs
or alcohol. The supervisor will record his/her observations and any
information gathered from the employee.
3. If the supervisor determines that there is reason to believe the employee

is under the influence of alcohol or illegal drugs, he/she will contact the
Division Chief.
4. The Division Chief may conduct a further investigation or require drug

testing according to the procedure outlined below.
a. Prior to testing, the employee will be given a written statement

documenting the specific objective facts leading to reasonable
suspicion. The employee will have the opportunity to read and
understand the reasons for requiring a test and will have the
opportunity to respond and/or provide a written statement. Another
employee during such an explanation may accompany the employee.
b. Nothing contained herein shall restrict the rights of the Agency to

conduct drug testing of the employee to the fullest extent allowed by
law. These policies shall not limit the rights of the Agency to conduct
drug tests at its discretion in such manner to protect the integrity of the
Agency.
EMPLOYEE CONDUCT
NOTICE AND INFORMATION
DR.03:08.1350.
1. A signed release consenting to drug and alcohol testing will be required

of all employees at the time of employment and will be placed in the
individual's personnel file.
2. All employees will be informed of the STPSO drug and alcohol testing
policy.
3. All supervisors will receive comprehensive training on the STPSO Drug

Free Workplace policy including a minimum of sixty (60) minutes of
training on alcohol abuse and sixty (60) minutes of training on the use of
controlled substances. Only trained supervisors will be qualified to
recommend drug testing.
4. Information about rehabilitation resources can be obtained through the

STPSO Human Resources Department. STPSO encourages and
supports all rehabilitation efforts of its employees. (See DR.03: 08.1370.)
EMPLOYEE CONDUCT
TESTING
DR.03:08.1360.
1. Testing will be done by a laboratory certified by the State of Louisiana as

a medical and forensic laboratory that complies with the scientific and
technical guidelines for federal drug testing programs.
2. Specimens will be collected at the laboratory or hospital where the

specimen is to be tested, according to the laboratory's established
procedures to ensure procedural integrity and a chain of evidence.
3. The laboratory will conduct a confirming test for any samples indicating a
positive test result.
4. If the test results show the employee was under the influence of drugs or
alcohol while on duty, the appropriate disciplinary action will be
administered. (See Chapter 3 – Section 09 DISCIPLINE).
5. If the test results are below the levels set by the laboratory as positive,
the results will be reported as negative and all documentation regarding
supervisors' observations and testing will be marked with final
disposition.
6. The employee will lose no straight time pay during the drug testing
process.
7. Refusal to submit to a required test, avoiding a required test, adulteration

or switching a specimen or an attempt to artificially affect the results of a
test will result in withdrawal of the offer of employment or disciplinary
action.
EMPLOYEE CONDUCT
ALCOHOL/DRUG REHABILITATION
DR.03:08.1370.
1. If an employee's performance or conduct indicates that the employee is

dependent upon controlled substances or alcohol, he/she may be required
to submit to an evaluation by an approved alcohol/drug rehabilitation
program.
2. If the employee is referred to an approved alcohol/drug rehabilitation

program:
a. Counseling will be kept confidential, and will have no influence upon

the employee’s performance appraisal. Job performance alone will
be the basis of all performance appraisals.
b. The employee will be on paid leave during the evaluation process, if

he/she reports for the evaluation at the appointed time.
c. If an employee is found to be dependent upon controlled substances

or alcohol, the leave is a family/medical qualifying leave. (See
Chapter 03 –Section 05 - FAMILY AND MEDICAL LEAVE).
d. Failure to cooperate with an established treatment plan may result in

discipline, up to and including discharge.
e. Employees who are required to maintain a commercial driver's

license are subject to drug and alcohol testing in accordance with
federal regulations
EMPLOYEE CONDUCT
SPEAKING ENGAGEMENT
DR.03:08.1400.
1. Deputies of the STPSO shall not :
• address public gatherings, except in connection with their

official duties as determined by the Sheriff or his designee,
• appear on radio or television,
• prepare any articles for publication,
• act as correspondents to a newspaper or a periodical,
• release or divulge investigative information, or
• any other matters of the Agency, while presenting themselves

as officially representing the STPSO in such matters, without
proper authority.
2. Deputies may lecture on police or other related subjects only with prior
approval of the Sheriff, or his designee.
3. Approval for all speaking engagements on behalf of the STPSO must be

secured from the Sheriff, or his designee.
4. Non-exempt employees are compensated for time spent on approved

speaking engagements, including travel time.
EMPLOYEE CONDUCT
GARNISHMENTS
DR.03:08.1500.
1. A court ordered legal claim by a creditor against the wages of an employee

for non-payment of a debt that is served to the STPSO by the constituted
legal authority is a garnishment. This will be recognized and executed by
the Payroll Clerk.
2. Repeated or multiple garnishment of an employee's wages, not including

the court mandated deduction of child support payments, may result in
disciplinary action. (See Chapter 03- Section 09 )
GAMBLING
DR.03:08.1600.
1. The STPSO does not permit gambling in any form by employees on duty.
For the purpose of this policy, work time includes regular work hours, lunch
periods, clean-up time and other breaks.
2. Deputies of the STPSO shall not engage or participate in any form of illegal
gambling at any time except in the performance of duty, or while acting
under proper and specific orders from a superior officer.
3. Deputies while on duty or while wearing any apparel or equipment that

identifies them as a Police Officer, shall not engage in any game of cards,
pool, or any other forms of gambling, except in the line of duty.
EMPLOYEE CONDUCT
TOBACCO-FREE ENVIRONMENT
DR.03:08.1700.01
1. The use of tobacco is prohibited in all STPSO facilities, except in

designated smoking areas. The use of tobacco while interacting with the
public is prohibited.
2. Deputies may use tobacco when in uniform as long as they are not in a
formation or they are not engaged in traffic direction or control. When
they are in direct contact with the public, officers must obtain permission
to use tobacco from the citizen with whom they are in direct contact.
3. Smoking is prohibited in all St. Tammany Parish Sheriff’s Office

buildings, except in specifically designated areas.
4. The Use of tobacco products while in an agency vehicle is prohibited.
EMPLOYEE CONDUCT
CREDIT CARDS, LAVIGNE OIL
DR.03:08.1800.
1. St. Tammany Parish Sheriff’s Office issues “Credit Cards, “and Lavigne
Oil cards to Deputies for purposes of economy, record tracking, budget
purposes, and accountable to the public we serve.
2. Deputies are restricted in the use of Agency issued Credit Cards for a
specific purpose, maximum dollar amount(s), and duration of time.
These restrictions are on the “CREDIT OR CHARGE CARD RECEIPT”
page, which the Deputy signs upon receiving those credit cards, or
Lavigne Oil cards. The Deputy should receive a copy of that receipt
document.
3. Monetary charges on these cards not specifically authorized by the

Agency may subject the Deputy to the maximum discipline penalties or
the possibility of civil penalties or state criminal charges.
4. In a case where purchases were necessary because of an imminent or

existing public safety emergency, the Deputy(s) will report that purchase
immediately to their shift supervisor, or Division Commander in writing.
5. Lavigne Oil cards are to be used for fuel, oil, or service (emergency
repair) for Agency owned/operated vehicles or equipment only.
6. Fuel purchased on these cards not placed specifically in Agency

owned/operated vehicles or equipment, may be regarded as theft, and
subject the Deputy to maximum discipline penalties, or subject the
Deputy to civil penalties or state criminal charges.
7. In cases where fuel /oil, or service purchases are necessary because of

an imminent or existing public safety emergency, the Deputy(s) will
report that purchase immediately to their shift supervisor, or Division
Commander in writing.

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ST.

TAMMANY PARISH SHERIFF’S OFFICE 1

A. Members of the STPSO shall conduct themselves at all times, both on

B. Members of the STPSO shall be courteous to the public. Members

D. Each employee has an obligation to observe and follow the STPSO

E. Each employee shall abide by and conduct themselves pursuant to:

Professional Police Ethics Refer to DR.03:08.050

PROFESSIONAL POLICE ETHICS

1. Whenever people unite to form a community, a nation, a religious

2. Examples of such written codes of personal and organizational

4. One of the essential factors which elevate a "job" to the level of a

5. Since 1956, law enforcement has possessed its own code,

6. In combination, these two documents set forth the broad, basic

PROFESSIONAL POLICE ETHICS Continued

CODE OF POLICE ETHICS

Article 2. Limitations of Authority

Article 3. Duty to Be Familiar With The Law & With Responsibleness of

PROFESSIONAL POLICE ETHICS Continued

Article 4. Utilization of Proper Means to Gain Proper Ends

The law enforcement officer shall be mindful of their responsibility to pay

Article 5. Cooperation With Public Officials In The Discharge of Their

CODE OF ETHICS - ALL SWORN DEPUTIES

LAW ENFORCEMENT CODE OF ETHICS

AS A LAW ENFORCEMENT OFFICER, my fundamental duty is to serve

I WILL keep my private life unsullied as an example to all; maintain

I WILL never act officiously or permit personal feelings, prejudices, animosities

I RECOGNIZE the badge of my office as a symbol of public faith, and I accept

CODE OF ETHICS - ALL EMPLOYEES

As a member of this Agency, all employees are expected to be good

A. An employee must always conscientiously perform all assigned job

B. An employee must be tactful, patient and courteous when conducting

C. An employee may not grant special consideration to any citizen or group

D. An employee may not engage in any outside employment, or have a

E. An employee may not request or permit the use of STPSO vehicles,

H. An employee may not discuss, or reveal confidential STPSO information

STANDARDS OF CONDUCTS: GIFTS AND GRATUITIES

An employee shall not use their position, badge, or uniform to solicit or

1) Unsolicited discounts or services offered to all Deputies or employees as

2) Acceptance of awards, including money, given to an employee by a

3) Acceptance by an employee of money or gifts on behalf of the Agency

B. Disposition of Unauthorized Gifts

2) The employee involved shall be notified in writing of the disposition.

Regular and punctual attendance is expected of all employees. An employee

TYPES OF ABSENCE Continued

a. An incident of unscheduled absence occurs when four (4) or

b. Unscheduled time off should be used only in cases of illness

1. Unscheduled absences must be reported to the immediate supervisor

b) Why you will be late or absent, and

c) When you expect to return. During an extended illness, an employee

REPORTING ABSENCES Continued

3. The Sheriff or his designee will determine what constitutes an

4. Unscheduled absences of two (2) or more consecutive workdays due

6. In addition, a record of repeated absenteeism may be grounds for

1. Tardiness is defined as any occasion an employee fails to report to

2. An incident of tardiness is defined below:

a. Call in more than one (1) hour after start time.

4. A non-exempt employee who is late, leaves early, or overstays the

An employee, who expects to be late, leave early, or overstay a scheduled

A. If an emergency is declared by the Sheriff, or his designee, employees

B. When the Agency offices are closed, an employee will be notified by

C. Employees not scheduled to work because of scheduled vacation or

D. An employee who is absent, tardy or leaves work early on a day when

E. The employee may, with approval of the immediate supervisor, account

BULLETIN BOARD - GENERAL