14.00.010     DISCIPLINARY SYSTEM       (CALEA 26.1.4)

 

The Bellevue Police Department recognizes the importance of discipline as a tool to promote morale and professional improvement.  Discipline is the responsibility of each individual within the Department.  A well-disciplined police force is one that voluntarily and willingly abides by all established written directives.  The Bellevue Police Department has established a disciplinary system to provide consistency throughout the Department.  The disciplinary system is in conformance to the collective bargaining agreements and the Civil Service Commission Rules and Regulations.

 

The purpose of discipline is to place a person on notice that conduct is unacceptable and to set forth expectations.  The below listed factors shall be considered when recommending discipline based on the progressive continuum:

 

v     The seriousness of the incident

 

v     The circumstances surrounding the incident

 

v      The employee’s past disciplinary record

 

v      Past treatment of similar conduct by similar employees

 

v      The employee’s past work performance

 

v      The actual overall impact of the incident on the organization

 

Serious Misconduct

 

Certain behavior has been identified to be so serious in nature that, if verified, will result in more serious discipline, up to and including termination.  The behaviors are:

 

v      Harassing behavior – as described in the Code of Conduct and the Sexual Harassment Standards. 

 

v      Abuse of authority

 

v      Insubordination

 

v      Dishonesty

 

v      On duty or off duty behavior that causes a significant lack of trust in our agency

 

Supervisory Corrective Actions

 

Corrective action is an attempt on the part of the supervisor to achieve a willing modification of behavior through encouragement and coaching.  Examples of corrective actions include counseling, training, and professional assistance.  Corrective action often achieves better results than discipline and should be considered in those situations that are minor in nature if the involved employee shows a genuine willingness to cooperate.  Corrective actions also include rewarding proper conduct with recognition, praise, and support. 

 

Minor behavior issues may be addressed at the supervisory level with additional training and/or counseling.  Documentation should be maintained in the employee’s supervisor’s file for review and inclusion in the employee’s next regular performance appraisal. 

 

Multiple/repetitive behavior issues require notification of a Section Major before training/counseling can continue.  The Majors and the Office of Professional Standards shall ensure consistency within the Department.