Policy Text
CATEGORY DATE ADOPTED LAST REVIEW
1 1/24/2011 07/01/201 8
TUSTIN POLICE DEPARTMENT GENERAL ORDERS
________________
340 - Disciplinary Policy 1
POLICY 340 CONDUCT
340.1 PURPOSE AND SCOPE
The purpose of this policy is to provide employees of this Department with guidelines for their
conduct in order that they may participate in meeting the goals of this Department in serving the
community. This policy shall apply to all sworn and civilian members of this Department
(including part -time and reserve employees). This policy is intended for internal use only and
shall not be construed to increase or establish an employee’s civil or criminal liabili ty. Nor shall it
be construed to create or establish a higher standard of safety or care. A violation of any portion
of this policy may only serve as the basis for internal disciplinary and/or administrative action.
This policy, in conjunction with the Tustin Police Department Disciplinary Procedure s Manual,
provides guidance and direction for supervisors and managers in the investigation of disciplinary
matters and the administration of discipline.
340.1.1 ACCREDITATION STANDARDS
This section pertain s to the following CALEA Standards: 1.1.2, 1.2.9, 26.1.1 , 26.1.4 , 26.1.5 ,
26.1.6 , 26.1.7 , 26.2.3 , 26.2.5 , 33.1.5 , 52.1.3, 52.1.5
340.2 DISCIPLINE POLICY
The continued employment of every employee of this Department shall be based on conduct that
reason ably conforms to the guidelines set forth herein. Failure of any employee to meet the
guidelines set forth in this policy, whether on -duty or off -duty may be cause for disciplinary action.
An employee’s off -duty conduct shall be governed by this policy t o the extent that it is related to
act(s) that may materially affect or arise from the employee’s ability to perform official duties or to
the extent that it may be indicative of unfitness for his/her position.
340.2.1 RESPONSIBILITY OF PROFESSIONAL ST ANDARDS DIVISION
The Professional Standards Division is responsible for maintaining all confidential files pertaining
to citizen complaints and administrative investigations. Annually, the Professional Standards
Division will complete a report outlining t he number of citizen complaints and administrative
investigations to the Chief of Police, which will be made available to the public. This report will be
statistical in nature and will not include any confidential information.
The Professional Standards Division is responsible for administering the internal affairs process.
The Professional Standards Division is overseen by the Deputy Chief , who reports directly to the
Chief of Police . The Professional Standards Division Commander receives direction from the
Deputy Chief ; however, due to the nature of the division , the PSD Commander has the authority
to report directly to the Chief of Police on any matter.
CATEGORY DATE ADOPTED LAST REVIEW
1 1/24/2011 07/01/201 8
TUSTIN POLICE DEPARTMENT GENERAL ORDERS
________________
340 - Disciplinary Policy 2
340.3 CONDUCT WHICH MAY RESULT IN DISCIPLINE
The following list of causes for disciplinary action constitutes a portion of the disciplinary
standards of this Department. This list is not intended to cover every possible type of misconduct ,
does not preclude the recommendation of disciplinary action for a specific action or inaction that
is detrimental to efficient Department service ; and any other grounds for discipline as determined
to be appropriate for discipline by the Chief of Police.
340.3.1 ATTENDANCE
a) Leaving job to which assigned during duty hours without reasonable excuse and proper
permiss ion and approval .
b) Unexcused or unauthorized absence or tardiness on scheduled day(s) of work .
c) Failure to report to work or to place of assignment at time specified and fully prepared to
perform duties without reasonable excuse .
d) Failure to notify the Depart ment within 24 hours of any change in residence address,
home phone number, or marital status .
340.3.2 CONDUCT
a) Unauthorized or unlawful fighting, threatening, or attempting to inflict unlawful bodily injury
on another .
b) Initiating any civil action for rec overy of any damages or injuries incurred in the course and
scope of employment without first notifying the Chief of Police of such action .
c) Using Department resources in association with any portion of an independent civil action.
These resources include, but are not limited to, personnel, vehicles, equipment ,
computers , and non -subpoenaed records .
d) Engaging in horseplay resulting in injury or property damage or the reasonable possibility
thereof .
e) Unauthorized possession of, loss of or damage to Department property or the property of
others or endangering it through unreasonable carelessness or maliciousness .
f) Failure of any employee to promptly and fully report activities on their own part or the part
of any other employee , where such activities may result i n criminal prosecution or
discipline under this policy .
g) Failure of any employee to promptly and fully report activities that have resulted in official
contact by any other law enforcement agency. This excludes any officer or civilian
employee who is stopp ed and or cited for an infraction by an outside agency .
h) Using or disclosing one’s status as an employee with the Department in any way that
could reasonably be perceived as an attempt to gain influence or