Ethics and Standards of Conduct - SOP

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Control Number: 217.07.01.001 Version: 4.0 Title: Ethics and Standards of Conduct Page Number: 3 of 6 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