14 2 2b PDF

14.2.2b Disciplinary Offenses (CALEA 26.1.
1)
b. Rules of Conduct
Discipline is imposed as part of an administrative process and is without regard to penalty
or lack of penalty or action or non-action by any entity other than the Department of
Emergency Services and Public Protection, as the employer. Prior to the imposition of
any discipline, the “just cause” standard must be present and satisfied.
(1) The following Rules of Conduct and specific disciplinary offenses are listed as follows in
four categories of descending severity:
(a) Serious Offenses, which may result in termination of employment:
1. Any conduct which results in the inability of an employee to

perform his/her essential job function, e.g., loss of driver’s
license, suspension of police powers;
2. Commission of a felony of any type or a misdemeanor which

results in incarceration, is related to the employee’s employment
or the nature of the underlying conduct would adversely impact
the employee’s ability to perform his/her job;
3. Engaging in domestic violence involving physical abuse of any

victim;
4. Any use or threatened use of a firearm or unnecessary or

improper use of force against any individual except as
appropriate in the scope of employment or in self-defense or in
defense of others;
5. Engaging in any form of sexual activity in any place while on

duty; or off duty in any state facility or utilizing a state vehicle;
6. Unlawful discrimination, including sexual harassment

and racial profiling as defined in Chapters 4 and 16 of the A&O
manual;
7. Commission of an intentional act of deception during any

criminal, civil or administrative investigation or proceeding, or on
and official department form report or system including (a) lying
by either omission or commission; (b) misleading; (c) civil or
criminal fraud; and/or (d) perjury;
8. Use or possession of any illegal substance or of any controlled

substance obtained illegally or the abuse of any controlled
substance, or illegally obtained prescription drugs, either on or off
duty; and
9. Utilization of the employee’s position as a member of the

Department of Emergency Services and Public Protection for
their own benefit or for some purpose other than in furtherance of
the mission of the agency, e.g. “fixing” or attempting to “fix” a
ticket, a serious violation of the State Ethics Code, utilization of
department information or equipment for personal gain, cheating
on competitive examinations for promotion or selection to a
specialized unit.
Revised May 23rd, 2013 Page 1 of 3

(b) Serious offenses that may result in suspension without pay or
termination of employment:
1. Improper use of prescription or over the counter drugs and

alcohol including consumption or transportation ;
2. Misuse of state equipment, e.g. vehicle, computer, phone, credit

card ;
3. Failure to obey or execute orders or directives, including

insubordination ;
4. Failure to provide assistance to citizens, e.g. emergency aid,

motorist assistance and cowardice; and
5. Any regular, continuous, associations, or dealings with any

person whom:
[a] The employee knows or should have known is under

criminal investigation or indictment, or
[b] Has a reputation in the community or the department

for past or present criminal involvement.
Note: Exceptions shall exist to these provisions when

necessary to perform official duties, with the
knowledge and approval of the employee’s
commanding officer, or when an immediate
family relationship exists between the parties.
(c) Serious offenses that may result in suspension without pay:
1. Failure to take citizen complaints ;
2. Failure to provide or the concealment of information or evidence.;
3. Failure to submit required reports; and
4. Improper use or release of information that would be detrimental

to any individual or that would be illegal or adversely impact any
investigation of the Department.
(d) Offenses that may result in disciplinary action:
1. Any violation of the A&O manual not specifically mentioned

above. ;
2. Failure to adhere to all appearance standards including proper

use, maintenance and repair of state property;
3. Failure to display the proper attitude and demeanor of an

employee of the Department of Emergency Services and Public
Protection;
4. Failure to adhere to all attendance related rules and regulations

including reporting requirements;
5. Failure to perform the duties of his/her position. Inattention and

incompetence are examples of such failure; and

6. Any conduct that would reflect negatively on the Department of
Emergency Services and Public Protection, i.e.; membership in
organizations damaging to the department, making of
unauthorized statements, failure to cooperate with the media,
conduct unbecoming.
(2) Prior conduct that resulted in disciplinary action or any other administrative action
with a lesser consequence shall be considered in determining the appropriate
level of discipline in any pending matter.
c. Imposing discipline -- just cause (CALEA 26.1.4c)

The imposition of discipline requires a finding of “just cause.”
(1) “Just cause” is defined in §5-240-1a(c) of the Regulations of Connecticut State Agencies.
(a) A finding of “just cause” requires:
1. Prior warning of the rule and consequences for violation;
2. Reasonable rules which are consistently applied;
3. A fair investigation with substantial proof of violation of the

rule(s); and
4. The penalty fits the violation.

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14.2.2b Disciplinary Offenses (CALEA 26.1.

(a) Serious Offenses, which may result in termination of employment:

1. Any conduct which results in the inability of an employee to

2. Commission of a felony of any type or a misdemeanor which

3. Engaging in domestic violence involving physical abuse of any

4. Any use or threatened use of a firearm or unnecessary or

5. Engaging in any form of sexual activity in any place while on

6. Unlawful discrimination, including sexual harassment

7. Commission of an intentional act of deception during any

8. Use or possession of any illegal substance or of any controlled

9. Utilization of the employee’s position as a member of the

Revised May 23rd, 2013 Page 1 of 3

1. Improper use of prescription or over the counter drugs and

2. Misuse of state equipment, e.g. vehicle, computer, phone, credit

3. Failure to obey or execute orders or directives, including

4. Failure to provide assistance to citizens, e.g. emergency aid,

5. Any regular, continuous, associations, or dealings with any

[a] The employee knows or should have known is under

[b] Has a reputation in the community or the department

Note: Exceptions shall exist to these provisions when

(c) Serious offenses that may result in suspension without pay:

1. Failure to take citizen complaints ;

2. Failure to provide or the concealment of information or evidence.;

3. Failure to submit required reports; and

4. Improper use or release of information that would be detrimental

(d) Offenses that may result in disciplinary action:

1. Any violation of the A&O manual not specifically mentioned

2. Failure to adhere to all appearance standards including proper

3. Failure to display the proper attitude and demeanor of an

4. Failure to adhere to all attendance related rules and regulations

5. Failure to perform the duties of his/her position. Inattention and

Revised May 23rd, 2013 Page 2 of 3

c. Imposing discipline -- just cause (CALEA 26.1.4c)

(a) A finding of “just cause” requires:

1. Prior warning of the rule and consequences for violation;

2. Reasonable rules which are consistently applied;

3. A fair investigation with substantial proof of violation of the

4. The penalty fits the violation.

Revised May 23rd, 2013 Page 3 of 3

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