Ethics and Standards of Conduct - SOP

Idaho
Department of
Correction

Standard
Operating
Procedure
Title:
Ethics and Standards of Conduct

Page:
1 of 6

Control Number:
217.07.01.001
Version:
4.0
Adopted:
02-20-2001

Sharla Means, human resource manager, approved this document on
12/12/2017.
Open to the public: Yes
SCOPE
This policy applies to all employees of the Idaho Department of Correction (IDOC),
Correctional Industries, and Commission of Pardon and Parole; and all volunteers,
contractors, and agents.
Revision History
Revision date (12/12/2017) version 4.0: Scope of document was changed to include volunteers,
contractors, and agents.
TABLE OF CONTENTS
Board of Correction IDAPA Rule Number ..............................................................................1
Purpose.................................................................................................................................1
Responsibility ........................................................................................................................2
Standard Procedures ............................................................................................................2
1. Code of Ethics ...................................................................................................................2
2. Requirements for Personal Conduct ..................................................................................2
3. Conflict of Interest .............................................................................................................4
4. Investigation ......................................................................................................................5
5. Consequences for Violations .............................................................................................6
References ............................................................................................................................6
BOARD OF CORRECTION IDAPA RULE NUMBER
None
PURPOSE
The department intends that the conduct of IDOC employees reflect the highest standards
of public service. This standard operating procedure (SOP) provides employees with
guidance to use whenever an employee is faced with a decision regarding dutie s, actions,
conduct, or interaction with o thers both on and off the job. The department does not intend
to regulate off-duty behavior of employees except when it endangers the safe and orderly
operation of the department or brings discredit to the department.
Control Number:
217.07.01.001
Version:
4.0
Title:
Ethics and Standards of Conduct

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Idaho Department of Correction
Not every unacceptable type of action or conduct can realistically be listed; therefore, the
types of conduct specified in these procedures are not all -inclusive and do not exclude or
excuse other misconduct found by management to be detrimental to the good order and
discipline of the department.
RESPONSIBILITY
All IDOC employees are responsible for their conduct as described herein.
STANDARD PROCEDURES
1. Code of Ethics
Employees of IDOC are expected to adhere to and positively exemplify the values as
established by the department. The values include having respect for one another, bringing
a positive attitude to work each day, and having integrity to do the right thing.
Each employee must conduct himself in a manner that will not discredit the de partment or
the state of Idaho. Each employee must demonstrate the highest standards of integrity,
honesty, objectivity, impartiality, and professionalism to promote public confidence,
understanding, and trust in the department and its employees. An employee must not
engage in any activity that might compromise the mission, vision, or values of the
department; safety of its employees, offenders, and the public; or his ability to carry out
assigned duties and responsibilities in an efficient, unbiased, and p rofessional manner.
Employees must serve the public, other employees, and offenders with respect, concern,
courtesy, and responsiveness without discrimination, harassment, or retaliation to include
age, race, color, national origin, sex, political beliefs, marital status, and religion.
Employees must protect privileged and confidential information, including that pertaining to
offenders and employees, to which they have access in the course of official duties.
Employees must maintain mutual respect and professional cooperation in relationships with
other staff members, supervisors, offenders, and outside agencies.
Employees must strive for professional excellence and obey lawful orders from a supervisor
or any superior in charge , and properly and safely carry out the duties of the position,
including making every reasonable effort to ensure community safety.
2. Requirements for Personal Conduct
Employees must adhere to applicable laws, rules, regulations, policies, standard operating
procedures, division directives, field memorandums, post orders, etc. in the performance of
assigned duties.
Employees may use their IDOC identification only for identification in performing the duties
and responsibilities required in the scope of their employment. Department identification will
not be used where an employee may have other employment or in representing other
interests.
Employees must report for work at the designated time and place, remain alert at all times,
and not leave an assigned post without permission or being properly relieved.
Inattentiveness, sleeping, or the appearance of sleeping on duty is strictly prohibited.
Employees must immediately report on-the-job injuries and illnesses.
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217.07.01.001
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4.0
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Idaho Department of Correction
Employees must cooperate in, be truthful, and maintain the confidentiality of any
investigation or inquiry into alleged illegal activities or violation of department policies.
Employees must receive written approval from the director prior to recording conversations,
with other employees. This is outside of DOR proceedings or investigations where
recordings are authorized without the d irector’s approval.
Employees must not engage in any business, transaction , or activity in conflict with
employee duties or the public interest such as:
• Using position to secure special privileges or exemptions for self or others
• Releasing privileged or confidential information to any person or group not
authorized to receive such information
• Using or removing state property or resources for any purpose other than official
business
• Loading personal software on department-owned computers
• Falsifying any information or official records including but not limited to logs, case
notes, travel claims, time sheets, and statistics
• Engaging in any political activity prohibited by law such as being a candidate in any
partisan election, holding a partisan elective office, or directly or indirectly using
official authority to interfere with the results of an election or a nomination for office
• Using badge, uniform, department identifications or any other state equipment, title,
or position to influence or detain individuals who are not under the care, custody, or
supervision of the department
Employees must strive to obey all laws while on and off duty.
• An employee who operates state vehicles must report a driver’s license suspension
to his supervisor at the beginning of the employee’s next scheduled shift upon
receiving notice of the suspension.
• An employee receiving any moving violation while operating a state vehicle must
report the violation to his supervisor at the beginning of the employee’s next
scheduled shift.
• An employee must report to his supervisor immediately upon the employee’s return
to the workplace any: notification that he is the subject of investigation; arrest;
criminal summons; citation received for a misdemeanor or felony; indictment; or
being served with a protective order or no contact order, regardless of the jurisdiction
in which it occurred.
• An employee must report court appearances related to issues identified above in
writing to his supervisor upon knowledge of the court appearance.
• An employee must report any misdemeanor or felony conviction, including a withheld
judgment or plea of ’nolo contendere,‘ in writing to his supervisor at the beginning of
the employee’s next scheduled shift after the judgment.
• An employee must only use or possess a state-issued firearm while on duty and
when specifically authorized by the department. A department-issued firearm must
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Idaho Department of Correction
not be used for any purpose off the job, except when specifically authorized by the
department.
• An employee must not initiate or participate in horseplay or the hazing of other staff
members or an individual under the care, custody, or supervision of the department.
• Employees must report to administration, human resources manager, or designee
any corrupt or unethical behavio r that could affect a staff member, an offender, or the
department’s integrity and reputation.
3. Conflict of Interest
Outside Employment
The department neither encourages nor objects to staff members taking outside
employment subject to the following conditions:
• The department is considered the primary employer unless other employment is
disclosed upon acceptance of the conditional offer from the department; therefore,
outside employment must not interfere with an employee’s work schedule including
recall during emergencies.
• Outside employment must not conflict with the best interest of the department nor the
proper performance of the work responsibilities assigned by the department.
Prior to accepting outside employment, an employee must notify the facility head or
designee in writing of the outside employment.
• If the facility head determines there is a conflict, or potential conflict of interest, he
must notify the employee in writing of such and request that the employee reconsider
acceptance of the outside employment.
• All notification, and any related correspondence, must be forwarded to human
resources for placement in the employee’s personnel file.
An employee is accountable for any conflict of interest that occurs with or because of
outside employment.
An employee must not accept outside employment with an employer who provides
contract services to the department unless:
• The nature of the outside employment is clearly unrelated to the services contracted
to the department.
• The responsibilities of the outside employment a re such that the employee has no
opportunity to influence the relationship between the outside employer and the
department.
An employee must not use state time, materials, facilities, telephones, equipment, or
other employees in connection with the outside employment.
On-call duty and overtime has priority over outside employment.
Dual Employment
There will be no conflicting hours of work when a classified employee is employed by
more than one state agency. The employee must obtain approval from all appointing
authorities concerned prior to beginning dual employment.
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Idaho Department of Correction
An employee must not contract for services (such as consulting, computer programming,
janitorial) with another state department or entity.
An employee may accept employment in any educational program conducted under the
Idaho Department of Education provided the following criteria are met:
• The work is performed outside the employee’s normal working hours.
• The work is approved in writing by the facility head or designee.
Outside Activities
Employees must critically assess outside personal activities to ensure such activities are
not in conflict with the best interest of the department and its operations.
Employees must not profit, directly or indirectly, from public funds under their control, nor
have a private interest in any contract or grant made in their official capacity, nor sell
goods directly or hold a substantial financial interest in any company that sells products
or services to the department.
Employees must not accept or serve in any policy-making position or office of an
organization, board, or commission in which an opportunity for conflict of interest might
arise between the activities of the organization, board , or commission and their
employment with the department without the written approval of the director.
Employees must not receive compensation from outside sources for services provided
or information obtained as part of the employee’s job responsibilities with the
department.
Employees must not, either individually or as a member of a group, ask for, accept, or
receive any gift, favor, service, loan, or entertainment that might reasonably be
interpreted as intending to influence the individual in the performance of official duties.
Employee must not accept any honorariums from the public, associations, corporations,
or other governmental entities for appearances or services provided in the course of
employment. Awards for outstanding service on or off the job (such as correctional
officer or public official of the year) and advertising trinkets (pencils, pens, etc.) normally
given to the public are exempt.
Employees must not accept gratuities or other benefits exceeding a total value of $100
per calendar year.
4. Investigation
Fact-finding and any formal investigations must be conducted in accordance with
Administrative Investigations, SOP 150.01.01.006.
Alleged criminal violation(s) of state statutes must be referred to the appropriate local law
enforcement official prior to a formal internal investigation being conducted.
A subsequent internal investigation to determine whether employment misconduct has
occurred may be conducted if the local law enforcement official or prosecuting attorney
declines to accept the referral or determines that insufficient evidence exists for criminal
prosecution. The employee must participate in and maintain confidentiality in any
investigation performed by IDOC.
Control Number:
217.07.01.001
Version:
4.0
Title:
Ethics and Standards of Conduct

Page Number:
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Idaho Department of Correction
5. Consequences for Violations
Violation of this policy may result in corrective or disciplinary action up to and including
dismissal. The severity and extent of the discipline will be determined by the totality of the
facts.
Any corrective or disciplinary action will be taken in accordance with Corrective and
Disciplinary Action, Policy 205; Corrective and Disciplinary Action, SOP 205.07.01.001; and
IDAPA 15.04.01.
REFERENCES
Policy 205, Corrective and Disciplinary Action
Standard Operation Procedure 150.01.01.006, Administrative Investigations
Standard Operating Procedure, Corrective and Disciplinary Action
IDAPA 15.04.01, Rules of the Division of Human Resources and Idaho Personnel
Commission, Sections 021, 024 - 026, and 190.01

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