Disciplinary Process

The disciplinary process begins with a complaint or allegation against a member of the Syn County Sheriff’s Office. Complaints may come from the Chain of Command, citizens, or other sources.

Once a complaint is received, a preliminary investigation is conducted to assess its validity. This involves gathering evidence, including witness statements, documentation (e.g., video clips, photos, written testimonies), and other relevant materials.

If the complaint appears substantiated, a formal investigation is launched, typically led by the Chief of HR or the Investigative Unit. Investigators will collect additional evidence and interview involved parties to establish the facts.

If the investigation confirms a violation, recommendations are made to the Deputy’s Chain of Command, which then determines appropriate disciplinary measures. These may range from a verbal warning to termination, depending on the severity of the infraction.

A Deputy may request an appeal five months after disciplinary action if they have demonstrated improvement. This process requires submitting a Secretary Ticket, which will be reviewed by Regional Command. If necessary, the Board of Law Commission may also be involved.

Concerns refer to potential misconduct that may not require immediate action. These can originate from civilians or fellow Deputies, including unverified reports or minor behavioral issues. All concerns are documented in the Deputy’s profile.

Verbal warnings address minor infractions or initial behavioral concerns. The Chain of Command will explain the violation and the necessary corrective actions. These warnings are documented for future reference.

Reasons for a verbal warning include:

• Breach of uniform protocol

• Failure to follow the Chain of Command

• Disregarding instructions

• Incomplete training requirements

• Failure to abide by activity requirements

Official warnings are issued for repeated infractions or more serious violations. These warnings carry greater weight than verbal warnings and are formally documented.

Reasons for an official warning include:

• Repeated offenses after a verbal warning

• Lying to the Chain of Command

• Using rank as leverage for personal gain (e.g., threats related to promotions)

• Any form of insubordination

• Abuse of roaming privileges

Strikes serve as progressive disciplinary measures, with accumulation potentially leading to termination. Strike-worthy offenses are more serious than those warranting a warning.

Actions that may result in a strike include:

• Bullying or harassment

• Spreading rumors or badmouthing the Department

• Leaking confidential information

• Excessive force on suspects or hostages without proper authority

• Continued infractions after previous warnings

Demotion is a disciplinary action used when a Deputy fails to meet the expectations of their current rank. It serves as a corrective measure for sustained issues that do not yet warrant termination but indicate a lack of reliability, responsibility, or trust.

Reasons for demotion include:

• Failure to meet activity requirements after a verbal warning

• Breach of trust within the high Chain of Command

• Neglecting or failing to uphold rank responsibilities and duties

• Continued insubordination following a warning or strike

• Leaking information (when not severe enough for termination)

• Abusing rank for personal gain or to undermine authority

Demotions are issued at the discretion of the Chain of Command based on the severity and impact of the infractions. Deputies who have been demoted may work toward regaining their previous rank through demonstrated improvement and adherence to department standards.

A suspension temporarily removes a Deputy from duty without pay, typically for severe violations or when deemed necessary by a Sergeant or higher-ranking officer.

Reasons for suspension include:

• Emotional instability on duty (e.g., excessive anger, crying, outbursts)

• Situations where emotional well-being is compromised

• Ongoing investigations

Termination is the most severe disciplinary action, reserved for major infractions or repeated misconduct that corrective measures failed to address.

Offenses warranting termination include:

• Bullying or harassment

• Sexual harassment

• Use of derogatory language

• Corrupt practices violating law or staff regulations

• Accumulating the maximum number of strikes

In extreme cases, the Board of Law Commission reserves the right to remove a Deputy from the Department if they are deemed unfit for duty. While rare, such actions are taken when necessary. We uphold discipline with fairness and accountability, ensuring that all actions taken align with the integrity of the Syn County Sheriff’s Office.