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G.O. 01 LONGWOOD POLICE DEPARTMENT GENERAL ORDER NUMBER: GO - 01 SUBJECT: STANDARDS OF CONDUCT EFFECTIVE: SEPTEMBER 12, 2001 REVISED: JUNE 1, 2021 GENERAL ORDER STANDARDS OF CONDUCT & DISCIPLINE GO – 01 PAGE 1 OF 23 I. PURPOSE: The purpose of this directive is to define the organizational philosophy and values of the Longwood Police Department, to delineate the Canons of Law Enforcement Ethics and to ensure that the police department personnel are aware of the actions and attitudes expected of them; and to provide members of the public with a general standard by which they can measure the performance of the agency. It is; furthermore, the purpose of this directive to establish procedures concerning standards of conduct that serves to enhance the professionalism and performance of Longwood Police Department personnel. II. SCOPE: Personnel are expected to maintain the level of professionalism, competence and discipline as set forth herein. III. GENERAL: Personnel shall fulfill the police department objectives, values, organizational philosophy, maintain sufficient competence to properly perform their duties, and assume the responsibilities of their positions. Personnel shall not engage in any conduct which constitutes neglect of duty, conduct unbecoming, or any act which is likely to adversely affect the discipline, good order, or reputation of the police department. GENERAL ORDER STANDARDS OF CONDUCT & DISCIPLINE GO – 1 PAGE 2 OF 23 IV. DEFINITION: Personnel: The term ‘personnel’, used throughout the written directive system of the Longwood Police Department, implies those persons hired by the chief of police who may either be sworn or non-sworn, full or part-time. The term ‘personnel’ may also be defined as ‘employee’, which shall have the same meaning. V. THE LONGWOOD POLICE CODE OF ETHICS: As a department member, my fundamental obligation is to protect the constitutional rights and freedoms of the people whom I have been sworn to uphold. While I consider the way I choose to conduct my private affairs a personal freedom, I accept the responsibilities for my actions, as well as inactions, while on duty or off duty, when those actions bring disrepute on the public image of my employer, my fellow officers and the law enforcement profession. I vow to perform all my duties in a professional and competent manner. I consider the abilities to be courageous in the face of danger and to exercise restraint in the use of my powers and authorities to be the ultimate public trust. I accept that I must consistently strive to achieve excellence in learning the necessary knowledge and skills associated of my position. I will keep myself physically fit and mentally alert so that I am capable of performing my duties according to the standards of quality expected of my position. I vow to be fully truthful and honest in my dealings with others. I deplore lies and half- truths that mislead or do not fully inform those who must depend on my honesty. I obey the very laws that I am sworn to uphold. I will seek affirmative ways to comply with the standards of my department and the lawful directions of my supervisors. I vow to treat others with courtesy at all times. I consider it to be a professional weakness to allow another’s behavior to dictate my response. I will not allow other’s actions or failings to be excuse for not performing my duties in a responsible, professional and expected manner. I vow to empathize with the problems of people with whom I come into daily contact. However, I cannot allow my personal feelings, prejudices, animosities, or friendships to influence the discretionary authorities entrusted to my job. I will affirmatively seek ways to avoid conflicts and potential conflicts of interest that could compromise my official authority or public image. GENERAL ORDER STANDARDS OF CONDUCT & DISCIPLINE GO – 1 PAGE 3 OF 23 I hold the authority inherent in my position to be an affirmation of the public’s trust in me as a law enforcement officer. I do not take this trust lightly. As long as I remain in this position, I will dedicate myself to maintaining this trust and upholding all ideals of the law enforcement profession. VI. MISSION STATEMENT: The mission for every member of this department is to consistently seek and find ways to affirmatively promote, preserve and deliver a feeling of security, safety and quality to members of our community. This mission is a commitment to quality performance from all members. It is critical that all members understand, accept and be aligned with the responsibilities established by this mission. It provides the foundation upon which all operational decisions and organizational directives will be based. Directives include rules, regulations, operating policies, procedures, orders and practices. This mission represents the commitment of this administration to the concepts of quality performance management. In other words, members are expected to work consistently in a quality manner in the daily performance of those duties, job responsibilities and work tasks associated with this mission. ‘Quality Manner’ means that performance outcomes comply with the performance standards established for this agency and for each member associated with this agency. Examples of performance standards include oath of office, code of ethics, agency rules, policies, procedures, directives, general and supervisory orders, work productivity and performance behavior. Each member is required to accept the responsibilities of or the achievement of this mission and publicly register his or her commitment to it and to the concept of quality service. VII. CANON OF LAW ENFORCEMENT ETHICS: A. Primary Responsibility of Job: The primary responsibility of the law enforcement service, and of the individual department member, is the protection of the people of the United States through the upholding of their laws; chief among which is the Constitution of the United States and its amendments. The law enforcement officer represents the whole of the community and its legally expressed will and is never the arm of any political party or clique. GENERAL ORDER STANDARDS OF CONDUCT & DISCIPLINE GO – 1 PAGE 4 OF 23 B. Limitation of Authority: The first duty of all department members is upholding the law and knowing the bounds the law established for its enforcement. The law enforcement officer represents the legal will of the community, be it local, state, or federal. The law enforcement officer must; therefore, be aware of the limitations and proscriptions which the people, through law, have imposed as a primary responsibility. Law enforcement officers must recognize the genius of the American system of government which gives no person, group, or institution, absolute power. Law enforcement officers must insure that they, as prime defenders of that system, do not pervert its character. C. Duty to Be Familiar with the Laws and with Responsibilities of Self & Other Public Officials: Members shall assiduously apply themselves to the study of the principles of the laws which they are sworn to uphold. Law enforcement officers will ascertain their responsibilities in the particulars of their enforcement, seeking aid from superiors in technical matters of principles when such are not understood. Law enforcement officers will make special effort to fully understand their relationship to other public officials, particularly in matters of jurisdiction, both geographically and substantively. D. Utilization of Proper Means to Gain Proper Ends: Members 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 at the end, is certain to encourage disrespect for the law and its officers. If the law is to be honored, it must first be honored by those who enforce it. E. Private Conduct: Members shall be mindful of their special identification by the public as upholders of the law. Laxity of conduct or manner in private life, expressing either disrespect for the law or seeking to gain special privilege, will certainly reflect upon the police department and the individual officer. The community and the service require that law enforcement officers lead decent and honorable lives. Following a law enforcement career gives no one special perquisites; however, it does give the satisfaction and pride of following and furthering an unbroken tradition of safeguarding the American Republic. Officers who reflect upon this tradition will GENERAL ORDER STANDARDS OF CONDUCT & DISCIPLINE GO – 1 PAGE 5 OF 23 not degrade it. Rather, they will conduct their private lives so that the public will regard them as examples of stability, fidelity, and morality. F. Conduct Toward the Public: Members, mindful of their responsibility to the whole community, shall deal with individuals of the community in a manner calculated to instill respect for its laws and its police service. Law enforcement officers shall conduct their official lives in a manner such as will inspire confidence and trust. Thus, they will be neither overbearing nor subservient, as no individual citizen has an obligation to stand in awe of them nor a right to command them. Officers will give service where they can, and require compliance with the law. They will do so neither from personal preference or prejudice but rather as duly appointed officers of the law discharging a sworn obligation. G. Conduct in Arresting & Dealing with Law Violators: Law enforcement officers shall use powers of arrest strictly in accordance with the law and with due regard for the rights of the citizen concerned. Their office gives them no right to judge the violator nor to mete out punishment for the offense. They shall, at all times, have a clear appreciation of responsibilities and limitations regarding detention of the violator. They shall conduct themselves in such a manner as will minimize the possibility of having to use force. To this end they shall cultivate a dedication to the service of the people and the equitable upholding of the law, whether in the handling of the law violators or in dealing with the law-abiding. H. Gifts and Favors: Members, representing government, bear the heavy responsibility of maintaining in their own conduct the honor and integrity of all government institutions. They shall; therefore, guard against placing themselves in a position in which any person can reasonably assume that special consideration is being given. Thus, they should be firm in refusing gifts, favors, or gratuities, large or small, which can, in the public mind, be interpreted as capable of influencing his judgment in the discharge of his duties. I. Presentation of Evidence: Members shall be concerned equally in the prosecution of the wrongdoer and the defense of the innocent. They shall ascertain what constitutes evidence and shall present such evidence impartially and without malice. In so doing, they will ignore GENERAL ORDER STANDARDS OF CONDUCT & DISCIPLINE GO – 1 PAGE 6 OF 23 social, political, and all other distinctions among the persons involved, strengthening the tradition of the reliability and integrity of an officer’s word. Members shall make a concerted effort to increase perception and skill of observation, mindful that in many situations theirs is the sole impartial testimony to the facts of a case. J. Attitude Toward Profession: Members shall regard the discharge of their duties as a public trust and recognize their responsibilities as a public servant. By diligent study and sincere attention to self improvement, they shall strive to make the best possible application of science to the solution of crime, and in the field of human relationships strive for effective leadership and public influence in matters affecting public safety. They shall appreciate the importance and responsibility of their office; hold police work to be an honorable profession rendering valuable service to their community and country. VIII. OATH(S) OF OFFICE: It shall be the policy of the Longwood Police Department that officers take and subscribe to the oath of office, and the code of ethics, prior to appointment and before undertaking the duties of office. OATH OF OFFICE: ‘I _______________, do solemnly swear (or affirm) that I will support the Constitution of the United States of America, the Constitution of Laws of the State of Florida, and the laws and ordinances of the City of Longwood, Seminole County, Florida. I will also support the mission of the Longwood Police Department and abide by the code of ethics, rules, and regulations of the Longwood Police Department, and that I will faithfully discharge the duties of the position of __________________ with the City of Longwood Police Department to the best of my ability which I have been appointed according to law’ (By offering this oath of office and requiring a signature, no written or implied contract for employment or continued employment is being offered. For any reason that the employee is found to be incapable, unqualified, or unfit for employment or continued employment, or the employee’s best efforts to comply with the required obligations, responsibilities, duties and task performances associated with this oath are unsatisfactory, that employee is subject to removal.) GENERAL ORDER STANDARDS OF CONDUCT & DISCIPLINE GO – 1 PAGE 7 OF 23 IX. DUTY RESPONSIBILITIES: A. Police Department Objectives: 1. Sworn employees shall preserve the public peace, detect and arrest violators of the law, prevent crime, protect life and property, and enforce all federal, state, and local laws within agency jurisdiction. 2. All employees and appointees shall fulfill their responsibilities to provide support for the police department mission. 3. All employees shall safeguard their ability to make objective, fair, and impartial decisions. B. Knowledge of and Obedience to Laws & Office Directives: 1. Sworn employees shall, to the extent required by their assignment, be knowledgeable of criminal law as provided for by state statutes and city ordinances. 2. All employees shall observe and obey all city ordinances, state and federal laws. 3. Employees shall abide by the standards of conduct as set forth herein as well as all written directives of the Longwood Police Department. 4. An order read or posted on the bulletin board of the department over the signature of the chief of police or a designee shall have the same effect, and be construed as a part of this manual. 5. All employees of the Longwood Police Department will be provided with electronic access to the policies and procedures manual. All employees will be familiar with and comply with the directives. C. Duty Assignments: 1. Employees shall report for duty at the date, time and place assigned. Employees shall report appropriately uniformed and equipped in accordance with their assignment. They shall be physically and mentally fit to perform their duties. 2. Employees shall not be absent from duty, post or assignment without authorization. GENERAL ORDER STANDARDS OF CONDUCT & DISCIPLINE GO – 1 PAGE 8 OF 23 3. Employees are to remain at their assignment and on duty until properly relieved or dismissed. D. Performance of Duty: 1. Employees shall be attentive to, and take prompt, suitable action on, reports and complaints by private persons and concerns, except when circumstances make it necessary for them to report the matter or refer the complaint to another division, department or agency. Employees shall fulfill proper requests for information and assistance. Employees shall avoid showing disinterest or lack of concern in matters of low law enforcement priority. 2. Employees will cooperate with, support, and assist employees from other public safety or law enforcement agencies in the performance of their official duties. If an officer must initiate action against a law enforcement officer of this department or any other agency, the officer shall immediately notify his/her supervisor. The incident will be documented and the information forwarded through the chain of command. 3. Employees shall assume responsibility of their own acts. In no instance shall they attempt to shift the burden of the irresponsibility for executing, or neglecting to execute a lawful order, regulation or police duty. 4. All officers of the department are equally responsible for the enforcement of all laws, ordinances and police regulations. The delegation of the enforcement of certain laws and ordinances to a particular division or section of the department does not relieve members of other sections or divisions from taking prompt police action for violations coming to their attention. E. Fitness for Duty: 1. All employees shall maintain sufficient fitness for duty in order to perform the essential functions of their positions in a safe, effective, and efficient manner at all times. 2. Should reasonable cause exist to question an employee’s physical, mental, or psychological preparedness for duty, the employee will be immediately and temporarily removed from active duty, or be temporarily removed from returning to active duty, until such fitness can be evaluated. GENERAL ORDER STANDARDS OF CONDUCT & DISCIPLINE GO – 1 PAGE 9 OF 23 3. Also, refer to General Order 13 (Conditions of Employment) F. Conduct Toward The Public: 1. Employees shall be responsive to the needs of the public by rendering prompt and courteous service and consistently conducting themselves in a manner that encourages public respect. 2. Employees shall treat victims, witnesses, suspects, arrested persons, and all other contacts with appropriate respect. 3. Employees shall maintain command of temper, exercise patience and discretion, and refrain from coarse, profane or insolent language. 4. Upon request, employees will furnish their name and division in a courteous manner. 5. When answering the telephone, employees shall identify themselves according to procedure established by their division or section; respond promptly, and maintain a courteous decorum. G. Investigations: 1. All investigations shall be conducted in accordance with department directives. 2. Employees shall report all criminal activity or suspected activity (including all self-assigned investigations) in accordance with department directives. 3. Employees shall not communicate to any person outside of the police department information of a confidential nature or relating to cases under investigation, which may impede an investigation, delay an arrest or aid a person to escape. 4. Employees shall not become involved in any expressed or implied promise or arrangement which is intended to reduce the charges and permit the offender to escape the penalty provided by law without obtaining approval from the state attorney’s office. 5. Employees shall not unnecessarily interfere with any case assigned to another employee, another division, or with the operation of the court. GENERAL ORDER STANDARDS OF CONDUCT & DISCIPLINE GO – 1 PAGE 10 OF 23 X. PROHIBITED CONDUCT: A. Conduct Unbecoming: 1. Employees shall conduct themselves at all time, both on and off duty, in such a manner as to reflect favorably on the police department and the law enforcement profession. ‘Conduct Unbecoming’ is that which brings the agency into disrepute or reflects discredit upon the individual as an employee, and that which impairs the operation or efficiency of the police department. 2. Examples of prohibited conduct include, but are not limited to, the following: a. Sexual conduct while on duty. b. Participation in any immoral, indecent, lewd, or disorderly conduct while on or off duty. c. Interfering with another employee’s ability to carry out his/her duties and responsibilities; d. Interfering with the ability of Supervisors to maintain discipline. e. Performing any acts or making any verbal or written statements, which may bring the Longwood Police Department into disrepute or ridicule. f. Intimidation or solicitation for personal reasons under color of authority. g. Sleeping while on duty. h. Gambling while on duty, unless in the performance of duty and in accordance with agency directives. i. Knowingly becoming a member of or being connected with any subversive organization (as designated by the office of the Attorney General of the United States) except when necessary in the performance of duty and in accordance with agency directives. j. Accepting a bribe or gratuity for an illegal act; or failure to report that act or the offer of a bribe. GENERAL ORDER STANDARDS OF CONDUCT & DISCIPLINE GO – 1 PAGE 11 OF 23 k. Engaging in controversies or making arrests in the employee’s own disputes or in those within the employee’s family, or in disputes arising with the employee’s own neighbors, except under such circumstances as would justify self-defense or to prevent injury to another, or when a serious offense has been committed. l. Altering or tampering with any potential or real evidence, records or witnesses which may pertain to a lawful investigation. m. Neglect or inattention to duty. n. Improper, false, or omitted entries in department records or reports. o. Married employee’s having relations with individuals where the conduct results in complaints and/or rumors in the department. p. Failure to maintain a valid Florida driver’s license. B. Association/ Fraternization with Criminals: 1. Employees are prohibited from regular personal association with individuals, other than family, who are convicted felons or known to have a lifestyle of continuing criminal activity. 2. Employees are prohibited from regular personal association with individuals, other than family members, who are known to be the subject of an investigation for a felony by the Longwood Police Department or another law enforcement agency. 3. Employees are prohibited from fraternization with inmates or other individuals under court- ordered supervision. 4. Employees are required to make their immediate supervisor aware of any regular personal association with a family member that, under other circumstances, would be prohibited. NOTE: Family member is defined as persons related by blood or marriage and persons who have a child in common regardless of whether they have been married. GENERAL ORDER STANDARDS OF CONDUCT & DISCIPLINE GO – 1 PAGE 12 OF 23 C. False Statements and Reports: 1. Employees are prohibited from making any false statement or report relating directly or indirectly to their employment or other police department business; making a false or deceptive statement or report to a Superior; or intentionally falsifying or withholding any material matter from any report or statement. 2. When so directed, employees are required to fully, truthfully and directly answer all questions or render relevant material in police department supervisory inquires and administrative investigations. D. Abuse of Position: 1. Employees shall not dismiss traffic charges against a person whose case has not been docketed for court appearance, without sufficient reason, and then only with approval from their division commander. 2. Employees shall not become involved in any promise or arrangement which is intended to reduce the charges and permit the offender to escape the full penalty provided by law without obtaining approval from the state attorney’s office. 3. Employees shall not unnecessarily interfere with any case assigned to another employee; with the operation of any other division or of the courts; or with any lawful private enterprise. 4. Employees shall not use their official position to solicit special privileges for themselves or others. Sworn employees/appointees may use their law enforcement identification to obtain admission to any public gathering or business only in the furtherance of official duty. E. Conflicts of Interest: 1. Employees shall not solicit or accept presents, loans, or gratuities while on or off duty regardless if it would or would not appear to influence the discharge of official duties or if it involves any governmental action affecting the donor or lender. 2. Employees shall not receive any article, either as a gift or as a result of purchase or trade, from suspects, prisoners, persons recently arrested, known gamblers, prostitutes, or other persons of questionable character; professional bondsmen, or other persons whose vocations GENERAL ORDER STANDARDS OF CONDUCT & DISCIPLINE GO – 1 PAGE 13 OF 23 may profit from information obtained from employees or their relatives; nor shall employees knowingly sell any articles to such persons. 3. Employees shall not accept any employment, establish any business, or engage in any business activity without the written approval of the chief of police, through the submission of an Off Duty Employment Authorization Form. F. Acting as Bondsmen: 1. Employees shall not suggest or recommend the retention of any specific bail bond broker. 2. Employees shall not act as bondsmen for any person in custody except family members. XI. ISSUING AND COMPLIANCE TO ORDERS: A. Manner of Issuing Orders: Verbal or written orders from superior to subordinate shall be in clear, understandable language, civil in tone and issued pursuant to police department business. Orders may be relayed from a superior by an employee of the same or lesser rank. Unless clarification is requested, it shall be assumed the order is clearly understood. B. Obedience to Lawful Orders: Employees are expected to familiarize themselves with the chain of command as defined in the General Order ‘Authority and Command’. Employees will be aware that a chain of command and other levels and means of supervision are necessary in order for the police department to function and execute its duty and responsibility to the public. Employees shall at all times perform their duties as defined by their job task or as ordered by a supervisor. Except when a supervisor takes the responsibility of issuing direct and definitive orders, employees are responsible for their own actions. GENERAL ORDER STANDARDS OF CONDUCT & DISCIPLINE GO – 1 PAGE 14 OF 23 C. Obedience to Unlawful Orders: No employee is required to obey any order that is contrary to state or federal law. The police department may impose directives more restrictive, but not in conflict with those laws. Responsibility for refusal to obey rests with the employee. Employees will be required to justify the refusal, in writing, to the chief or his designee through the chain of command. D. Obedience to Unjust Or Improper Orders: Employees who are given orders they believe to be unjust or contrary to police department directives must first obey the order and then, as soon as practical, report the incident in writing to the chief or his designee through the chain of command. Appeals for relief from such orders may be made at that time. E. Conflicting Orders: An employee that is given an order that is in conflict with a previous order or directive: 1. Shall respectfully inform the employee issuing the order of the conflict. 2. If an employee issuing the order does not alter or retract the conflicting order, the employee shall comply unless such compliance is a violation of the law. Under these circumstances, the responsibility shall be upon the employee issuing the order. 3. The employee obeying the conflicting order will not be held responsible for disobedience or the previous order. 4. The employee obeying the conflicting order shall report the order to the next higher ranking supervisor than the employee issuing the order. F. Insubordination: Any employee who deliberately refuses or fails to obey any lawful order given by a Superior or who shows gross and direct disrespect to a superior will be guilty of insubordination. Insubordination shall include that which violates the code of ethics or mission statement of the police department or canons of ethics. GENERAL ORDER STANDARDS OF CONDUCT & DISCIPLINE GO – 1 PAGE 15 OF 23 XII. CONDUCT TOWARD SUPERVISORS & SUBORDINATE EMPLOYEES: A. Employees shall treat their superiors, subordinates, and associates with respect. They shall be courteous and civil at all time in their relationships with one another. B. Employees will not be reprimanded over the radio or individually in the presence of their peers. C. Employees are required to truthfully, fully, and directly, answer all questions asked by a supervisor or investigator relating to matters concerning their employment with the police department. XIII. SUBSTANDARD PERFORMANCE: A. Incompetence: An employee will be determined to be incompetent when reasonable measures of job performance cannot be met, or the employee fails to maintain established standards of efficiency. B. Carelessness: An employee may be determined to have impaired or jeopardized the proper and efficient operation of this department due to carelessness or neglect of their duty responsibilities. Carelessness may be result of an act or failure to act in a deliberate and willful manner that reflects a reckless or wanton disregard for life, safety or property; in a manner contrary to acceptable standards of performance; or in a manner which results or could have resulted in injury, danger to others, or damage to property. XIV. ARREST/INDICTMENT OF EMPLOYEE: A. Employees shall be responsible for immediately notifying their immediate supervisor when arrested for any offense or violation of the law (including criminal traffic violations), or who have been indicted by a grand jury. Notification shall be made as soon as practical and before returning to work the next duty day. Failure to do so may result in disciplinary action up to and including termination. B. The immediate supervisor shall advise the chief through the chain of command. The chief shall determine if it is in the best interest of the police department and the work program of the employee’s department to: GENERAL ORDER STANDARDS OF CONDUCT & DISCIPLINE GO – 1 PAGE 16 OF 23 1. Retain the affected employee in his/her regular position. 2. Assign the affected employee to other duties or another position until such time as any change is disposed of by trial, acquittal, dismissal, conviction, or other judicial action. 3. Place the employee on administrative leave with pay pending investigation. XV. USE OF TOBACCO PRODUCTS: A. Policy: 1. The use of all tobacco products shall be permitted only in designated smoking areas, which are out of public view. 2. No tobacco products may be used in any City of Longwood facility or vehicle. 3. Longwood Police Department personnel shall not use any tobacco products while in the view or in contact with any member of the public during any Longwood Police Department operation or assignment. B. Procedure: 1. The disposal of tobacco waste or tobacco products must be into proper receptacles. The throwing or placing of cigarette ‘butts’ or other tobacco waste, on the ground or sidewalk is not permitted and detracts from the professional image of the Longwood Police Department. 2. Assistance to discontinue the use of tobacco products may be obtained through the employee assistance program or other available medical alternatives. The Longwood Police Department may offer assistance to the effected employee, if requested, on a case-by-case basis. XVI. USE OF INTOXICANTS & DRUGS: A. Alcohol Use/Possession: 1. Employees shall not report for duty smelling or under the influence of alcoholic beverages. Employees shall not, at any time, be intoxicated while on duty. GENERAL ORDER STANDARDS OF CONDUCT & DISCIPLINE GO – 1 PAGE 17 OF 23 2. Employees shall not drink alcoholic beverages while on duty, either in or out of uniform, unless required in the performance of duty and in accordance with police department directives. 3. Employees shall not drink alcoholic beverages and operate any police department vehicle or other machinery under any conditions (Exception: It is recognized that certain covert operations may require an officer or other law enforcement officer operating under the auspices of these police department general orders to consume alcoholic beverages while on duty as a part of that duty. Under no conditions or circumstances is any such person to operate a police department vehicle or other machinery if in any way impaired). 4. Employees shall not bring into or keep any alcoholic beverages on police department premises except when necessary in the performance of duty. Alcoholic beverages brought onto department premises in the performance of duty will be stored according to police department directives that address evidence. B. Drug Use/Possession: 1. Employees using drugs or therapeutic treatments prescribed by a physician or other authorized health practitioner shall determine from the prescribing person whether the treatment prescribed has any effects that may interfere with the performance of their duties. If the treatment prescribed has such effects, employees shall inform their supervisor of that fact. 2. Employees using legal, non-prescribed drugs that in any way impairs or affects their job performance are responsible for bringing this fact to the attention of their immediate supervisor. 3. Employees whose fitness for duty may be impaired by the use of the above-listed drugs shall be placed on sick leave unless/until restricted duty provision are met. 4. Employees shall not operate any police department vehicle if they are in any way impaired from the use of pharmacological substances. 5. Employees in possession of any legal or illegal drug or controlled substance in the performance of duty shall store said drug or controlled substance prior to the end of their tour of duty in accordance with department directives. GENERAL ORDER STANDARDS OF CONDUCT & DISCIPLINE GO – 1 PAGE 18 OF 23 6. The illegal possession, use, sale, purchase or transfer of illegal drugs, controlled substances, or drugs obtained illegally is a violation of criminal statutes and will result in termination. C. Drug & Alcohol Screening: 1. Blood, breath and/or urine tests of employees may be conducted under the following circumstances: a. When there is reasonable suspicion that an employee has used a drug, alcohol or other controlled substance in violation of the law of police department directives. b. When the employee has admitted to any use. c. As a result of prior disciplinary proceedings against the employee related to the use of drugs or alcohol. 2. The chief of police may also require alcohol and/or drug screening tests if there is reasonable suspicion of alcohol and/or drug use by any employee. a. When a supervisor has reasonable suspicion to believe that an employee is using or is under the influence of alcohol or drugs, he/she should immediately advise the chief of police, through the employee’s chain of command. b. If a reasonable suspicion exists, the employee shall be transported to one of the following locations in the following order: 1. Longwood Police Department designated physician’s office or collection lab; 2. Closest hospital emergency room (after normal business hours and on weekends only) c. The affected employee will be relieved of duty pending the test results. d. Confirmed test results may be cause for disciplinary action, up to and including termination. GENERAL ORDER STANDARDS OF CONDUCT & DISCIPLINE GO – 1 PAGE 19 OF 23 e. All information obtained through an alcohol or drug screen test is considered to be of a medical nature and it exempt from public inspection and disclosure. f. Employees will comply with all directions from a supervisor in regard to submitting to any such test. Refusal to comply will be grounds for disciplinary action up to and including termination. D. Randomized Screening: 1. Selection Process: The process of selecting employees to submit to a random drug screen will be in the form of a lottery system. a. The numbers 0 through 9 will be placed in a bag and one number will be drawn by a city employee not working within the police department. b. The drawn number signifies the last number of the selected employee’s social security number. c. Any employee of the department whose social security numbers ends with the selected number will have 24 hours to report to the approved lab to be tested. d. No employees are exempt from the process. 2. Testing Procedure: a. The approved lab will collect a urine sample from the employee and will validate the sample with a temperature or other test to ensure the sample has not been the subject of tampering. The sample will then be split into two samples. The first will be tested. The second will be held for further testing should a questionable result be obtained from the first sample. In any case, the second sample will be secured by the lab in a manner consistent with the storage of evidence until directed to either dispose of or test the sample by the department. GENERAL ORDER STANDARDS OF CONDUCT & DISCIPLINE GO – 1 PAGE 20 OF 23 3. Discrepancy Interview: a. Any employee suspected of a violation under this section will be granted a discrepancy interview so that the employee may dispel any alarm created by the results of the first test. The employee may at this time offer any explanation, which would explain the test results, by informing the department of any and all medications currently being taken that may have resulted in the questionable test results. The employee may be requested to provide a doctors certification to validate any claimed prescription medications. b. If the employee answers fail to dispel the alarm created by the first test results, the department will direct the lab to test the second sample with a more extensive testing procedure to identify the compound, which resulted in the questioned results in the first test. 4. Discipline: a. Should an employee be found to be unlawfully using a controlled substance as defined by Florida State Statutes, the employee will be terminated. b. Should an employee be found to be abusing alcohol or a legal drug and the employee has not violated any Florida State Statutes that employee may be directed to counseling, the city employee assistance program or some other approved program which will help the employee overcome the problem. c. An employee remaining employed subsequent to a positive finding of substance or alcohol abuse will be subject to disciplinary action and will be placed on probation pending the results of counseling or whatever program was assigned. Additionally, employees placed on probation will be subject to additional screening as directed and will not be afforded the protection outlined under this section. d. Nothing in this subject prohibits the termination of an employee should the nature of the abuse be severe. GENERAL ORDER STANDARDS OF CONDUCT & DISCIPLINE GO – 1 PAGE 21 OF 23 XVII. DRIVER’S LICENSE: A. Any employee, who is required as a condition of employment to possess and maintain a valid Florida driver’s license, must immediately inform the chief of police through their chain of command should the employee’s driver’s license become denied, expired, restricted, suspended, revoked or cancelled at any time while employed by the Longwood Police Department. Failure to maintain a valid Florida driver’s license may be grounds for disqualification from employment with the Longwood Police Department. B. Any restrictions placed on the employee’s driver’s license by the Department of Motor Vehicles must not impair the ability of the employee to perform their job effectively. Any such restriction may be grounds for disqualification from employment or job assignment. C. When a valid Florida driver’s license is not required according to job description, it shall be the policy of the Longwood Police Department that an employee must have a valid Florida driver’s license if and when it is necessary that the employee utilize department vehicles and/or equipment, or utilize the employee’s personal vehicle in the course of department business. D. The criminal investigations sergeant will conduct a semi-annual check on all police department employees’ driver’s licenses and will report the results in writing to the chief of police immediately. XVIII. POLITICAL ACTIVITY: A. Employees may register and vote as they choose. B. Employees may participate in the following political activities provided such participant is not on police department work time, on police department property, or while in uniform. 1. Assist in voter registration drives. 2. Contribute money to a political organization or attend political fund raising functions. 3. Attend political rallies and meetings. 4. Join a political club or party. 5. Sign nominating petitions. GENERAL ORDER STANDARDS OF CONDUCT & DISCIPLINE GO – 1 PAGE 22 OF 23 6. Campaign for or against candidates, issues, referendum questions, constitutional amendments, etc. C. If an employee wishes to qualify, run, and/or hold elective office, the employee shall first submit notification and details of the same, in writing, to the chief through the chain of command. Decisions regarding the employee’s request shall take into account any potential conflict of interest or potential impairment of work efficiency. NOTE: Any decision of an employee to qualify or run for elective office must be in accordance with Chapter 99.012(5), Florida State Statutes. D. If there is no conflict with Chapter 99.012(5), Florida State Statutes, and an employee’s request is approved: 1. The employee may request personal time off, administrative leave, or leave without pay, campaigning purposes in accordance with the guidelines established for use of such leaves. 2. An employee who is running for a constitutional office, will upon the qualifying date, resign from employment with the Longwood Police Department. E. If the employee’s request is not approved: 1. The employee may elect to resign his/her position with the police department or, 2. The employee may choose not to attempt to qualify and run for elective office. XIX. DISCIPLINARY PROCEDURES: Employees will be disciplined, counseled or given remedial training in accordance with General Order 32. XX. GRIEVANCE PROCEDURES: A. Employees represented by a bargaining unit desiring to file a grievance or appeal a decision shall refer to the grievance procedures outlined in their respective union contracts. GENERAL ORDER STANDARDS OF CONDUCT & DISCIPLINE GO – 1 PAGE 23 OF 23 B. Employees not represented by a bargaining unit desiring to file a grievance or appeal a decision shall refer to the grievance procedures outlined in Chapter 10 of the city personnel policies and procedures manual. C. The chief of police will coordinate the grievance process. All initial grievance forms shall be forwarded through the chain of command to the chief. The chief will ensure the date and time the grievance is received is documented on the grievance form. D. Once the chief has received a grievance, it will be reviewed for resolution. The chief will: 1. Affirm or deny the allegations contained in the grievance and provide an explanation of his findings in writing. 2. Identify any remedy or adjustment, if applicable, that will be made to resolve the grievance. E. Any grievance not resolved by the chief of police may be appealed to the city administrator in accordance with the grievance procedures outlined in an applicable union contract or the city personnel policies and procedures manual. F. A copy and record of all grievances and related paperwork will be maintained by date in a grievance record file that will be maintained and controlled by the police chief’s administrative secretary. All grievances and related paperwork will be added to the respective grievance record file and shall be updated by electronically scanning and inserting all relative correspondence as soon as it is rendered. Electronic grievance record files will be stored in a designated drive or location that is archived by the Information technology division to ensure that a recorded copy of all documentation and correspondence are available in the event that relative information is misplaced or inadvertently destroyed.