Department Operations Manual

15040.11 Telecommunications Branch The Telecommunications Branch has a role in all new institution construction, facility modification, and maintenance projects. As necessary, the branch designs, procures, maintains, and supports the institutions’ telecommunications systems, the Inmate Security Telephone System, and radio communications in all State correctional institutions, correctional camps, and the CTC. The branch is responsible for managing funds for Department initiated telecommunications and radio projects, and maintaining project budgets. 15040.12

15090.3.1 Accounting Services Branch Revised August 20, 2015 Accounting Services Branch (ASB) is responsible for the overall fiscal management of the department. Specifically, ASB is involved in the following activities: • Plans, organizes and directs all accounting activities for the department. Included are activities associated with payables, receivables, cashiering, travel, trust and the administration of the Inmate Welfare Fund. • Directs the development, preparation and presentation of financial reports and year-end statements on time and in conformance with legal requirements to control agencies. • Forecasts short-term and long-term cash requirements and obligations, as a basis for maintaining adequate funds for labor, goods and services. • Gathers, consults and distributes financial data and projections for executive management that will have substantial influence in adopting a departmental fiscal policy. • Assists executive management in identifying sensitive fiscal-related issues and assists in developing strategies to address those issues. • Provides oversight and consultation for the review of accounting systems for appropriate information, accuracy, controls and compliance to appropriate rules, regulations and laws. Assists in testing and upgrades to the accounting system. • Interacts and consults with external control agencies (e.g., State Controller’s Office -SCO, Department of Finance-DOF, Department of General Services-DGS) on complex accounting related activities. • Provides managed oversight for numerous audits conducted by external agencies (e.g., California State Auditor, SCO, DOF, and DGS) as they relate to accounting activities. • Designs, recommends and implements a system of internal controls and reconciliation procedures for accounting and financial record keeping and reporting in compliance with Federal and State regulations, GAAP, and agency policies and procedures. • Reviews and reports on programs’ / institutions’ internal controls as they relate to cash controls. • Provides and directs the uniform implementation of statewide policies and procedures impacting accounting operations via Financial Information Memorandums. • Develops or assists in the development of fiscal related projects that advances the department towards its mission. ASB maintains offices (“Centers of Excellence”) in the following locations: Bakersfield ASB-Bakersfield provides accounts payable services (excluding food, contracts and medical) for designated institutions and vendors. It is the office that processes parolee release funds (debit cards), as well as vacation and benefit trust payments for casual laborers. Corcoran ASB-Corcoran processes travel-related transactions statewide including all advances, claims, business expense reimbursements, out-of-state trips, preparing the Out-of-State Travel Blanket, long-term assignments, relocation, in-state transportation, car rental and American Express payments. El Centro ASB-El Centro provides payment processing services for all non-medical purchase orders (excluding food and contracts), service and expense orders and non-utility direct pay pays for assigned institutions. This office also processes direct fund transfer transactions from various state agencies including SCO, DGS, Prison Industry Authority, State Compensation Insurance Fund (worker’s compensation invoices), etc. Paso Robles ASB-Paso Robles processes payments for all non-medical purchase orders for all food vendors statewide, purchase orders and contracts related to postage equipment; rental, leases, maintenance, refills, supplies and coordinates the Electronic Funds Transfers (EFT) for vendors. Rancho Cucamonga ASB-Rancho Cucamonga handles cashiering, utility payments and non- employee accounts receivables (reimbursements). Specifically, this office processes deposits, receipts, remittances, asset forfeitures; billing for private, state, federal and local governments, state-owned housing, grants, recycling; and provides payment services related to utilities, telephone, data services and Inmate Ward Labor. Sacramento ASB-Sacramento handles administrative, general ledger, payroll accounts receivable, various accounts payable for headquarters programs, including non-medical purchase orders, service and expense orders, contracts for all institutions and headquarters programs, all medical payments, and inmate accounting functions. Reconciliations and year-end statements, federal drawdowns, salary advances, collections from ex-employees, inmate trust and restitution, capital outlay, leases, local assistance, medical and contract payments, legal settlements, employee and inmate property claims, CALPERS, G$mart, bank drafts, and accounting for closed facilities are some of the items processed by this office. Stockton ASB-Stockton provides services for several Northern California Adult institutions and Division of Juvenile Justice Facilities. Ward trust and ward restitution, foster grandparent program, reporting of personal use of state vehicles, county claims for transportation and extradition, and payment processing for non-medical purchase orders and service expense orders for assigned institutions are handled by this office. 15090.3.2

22020.7 Preparation of Travel Expense Claim, STD Form 262 DPA rules provide allowance for subsistence expenses (meals and lodging), transportation expenses, including commercial carrier fare, private car mileage allowances, parking, taxis, bridge tolls, and business expenses, including telephone calls for non-represented employees. Rules for represented employees are found in the applicable bargaining unit contracts. The DPA travel expense rules provide reimbursement for necessary and actual out- of-pocket expenses incurred by state employees while traveling on official state business. Within this context, maximum limits are prescribed for various types of expenses incurred. These limits serve the purpose of notifying the employee planning a trip, in advance, the maximum amounts that shall be reimbursed. 24 Hours or More The regular per diem schedule assumes that an employee will provide the full cost for lodging and meals during a 24-hour period. If an employee receives one or more meals without charge (i.e., a luncheon at a conference that is included in the state paid "tuition" fee), they shall reduce their TEC in accordance with the reimbursement schedule for meals. If an employee receives free room and/or board, their per diem should be reduced to the extent that their actual expenses were reduced. 25 Miles No subsistence expenses shall be allowed at any location within a radius of 25 miles of an employee's headquarters. Parole agents supervising a caseload are considered to be at "headquarters" wherever their travels might take them in covering their caseload; therefore, no per diem allowance shall be provided for trips of less than 24 hours within such "headquarters." Claims for meals at informal business meetings, at adjourned sessions or recesses of official meetings when attendance of the employee is primarily for public or community relations are specifically prohibited. Less Than 24 Hours Employees on travel status for less than 24 hours may claim subsistence expenses incurred before or after the regularly scheduled workday but lunch allowance may not be claimed. Non-represented employees may claim breakfast and/or dinner expenses incurred 25 miles from headquarters and at least one hour before and/or Operations Manual DEPARMENT OF CORRECTIONS AND REHABILITATION Chapter 2 84 after the regularly scheduled workday of the employee. Represented employees should check their MOU contract to determine eligibility for meal expenses. Detailed instructions for preparation of STD Form 262 are contained on the reverse side of the form. 22020.7.1

22040.5 Emergency Contracts Emergency contracts which are necessary for the immediate preservation of life or State property are exempt from advertising. The definition of what constitutes an emergency is contained in two separate sections of the PCC. • Section 1102 addresses emergency services and, • Section 10122 addresses emergencies for construction and public works. Emergency contracts are designed to provide immediate services needed to mitigate an emergency and cannot be used to complete an entire project or provide on-going services unless mitigating efforts are insufficient to address the emergency. State of California contracting rules and regulations require a competitive bidding process to obtain a contract for projects and on-going service needs. Under an emergency situation, informal bids (minimum of three) may be obtained by telephone and work may begin without an executed contract if the contract has been verbally authorized by someone with Department authority to authorize the initiation of an emergency contract. However, a full explanation of the emergency and a justification for the contract price shall be included on the Agreement Summary (STD. 215). Examples of acceptable emergency contract situations include: • Institutional security failures such as gates, fences, security systems (i.e., lethal electrified fence, shaker fences, cameras, etc.). • Failure of other critical building/site components or systems required to maintain staff, inmate, and public safety and licensing. • Utility failures such as loss of power, potable water, wastewater. • Failure of essential central plant services such as HVAC, steam, hot water. • Loss of fire protection or other essential life safety systems. • Loss of essential food services. • Unanticipated loss of janitorial services that impact the immediate health and safety of staff. • Identification of toxic mold within the premises that must be remediated to protect the health and safety of staff. Examples of unacceptable situations for using the emergency contracting process include: • Building system or component renewal beyond what is required to address the immediate failure or condition. • Scope of work activity beyond the acceptable immediate emergency condition as demonstrated above. • Restoration or replacement of a building system or component beyond its original design capacity. • Instances in which the requesting institution or program failed to adequately plan for required services. The PCC allows exceptions to the competitive bidding requirement in true emergencies. However, emergency contracts are not exempt from all other contracting requirements including a valid business license, insurance coverage certificates, and payment bonds, payment of prevailing wages and DGS/Office of Legal Services (OLS) or AG approvals. Operations Manual DEPARMENT OF CORRECTIONS AND REHABILITATION Chapter 2 106 22040.6

22050.6 Furniture and Equipment The following actions initiate furniture and equipment procurement: • Upon completion of lease preparation, OREDS prepares a Lease Project Memorandum (OREDS Form 6) and sends it by Business Services to the Assistant Director, Financial Management and Support Services for review and approval. • Business Services shall mail an informational copy of the OREDS Form 6 to the division's Support Services Unit. • The staff services analyst of the affected region shall immediately prepare a request for equipment (STD Form 5), and send it by divisional headquarters to Business Services for processing. • At this time, Business Services shall also complete a request for telephone services (STD Form 20), security systems, and moving services. DOM 22030, Materials Management, discusses furniture/equipment procurement in detail. 22050.7

31010.5 Conduct Violations (a) The type of prohibited behavior which may be found to constitute a violation of CDCR’s EEO policy includes, but is not limited to: (1) Making employment decisions on the basis of an individual’s protected characteristics. (2) Changing the terms, conditions, or privileges of employment of an employee in retaliation for filing a discrimination complaint or participating in the discrimination complaint process. (3) Failing to consider reasonable accommodation request for a disability or for religious reasons. (4) Denying a leave request for which an employee is eligible under FMLA, CFRA, or because of pregnancy and pregnancy-related conditions. (5) Using discriminatory terms or telling discriminatory jokes that are based on an individual’s protected status. (6) Abusive conduct, including repeated infliction of verbal abuse and use of derogatory remarks, insults, and epithets. (7) Verbal and physical conduct that a reasonable person would find threatening, intimidating, or humiliating. (8) Displaying objects, cartoons, pictures, or posters that are derogatory, sexual in nature, or discriminatory based on an individual’s protected status. (9) Posting, sending, uploading, or downloading messages with discriminatory, retaliator, or sexual content in any form via electronic mail, the intranet or internet websites, cell phone, interoffice mail, or public or private mail. (10) Discriminating against any employee in violation of this policy so as to create a hostile or offensive work environment. (11) Engaging in any unwanted physical contact or leering. (12) Making harassing or offensive telephone calls to a coworker, or sending harassing or offensive correspondence to an individual by any means including, but not limited to, public or private mail, interoffice mail, facsimile, electronic mail or text messaging. (13) Restricting or denying restroom access, in accordance with a transitioning transgender or non- binary individual’s gender identity and/or gender expression; or consistently failing to use the gender pronoun and honorific an individual has specified in all verbal and written communications with or regarding the individual, after the transgender or non-binary employee has provided notice of their pronouns. (14) Engaging in biased conduct as defined within the EEO policy. Examples, which if severe enough can rise to the level of harassment or discrimination, including: promoting stereotypes, or considering a person’s identity characteristics when taking actions, even if those actions do not constitute a “harmful” employment action. 31010.6

31010.6 Sexual Harassment Violations Sexual harassment is defined under State and federal laws and by this policy as unsolicited and unwelcome sexual advances, requests for sexual favors, and other verbal, physical, or visual conduct of a sexual nature that interferes with work performance by creating an intimidating, hostile, or offensive work environment. Such conduct constitutes sexual harassment in violation of this policy when: • Submission to the conduct or communication is made either explicitly or implicitly a term or condition of employment. • Submission to or rejection of the conduct or communication is used as a basis for employment or service decisions affecting the individual. • Such conduct or communication has the potential to negatively affect an individual’s work performance and/or create an intimidating, hostile, or offensive work environment. The type of prohibited discriminatory or harassing behavior which may be found to constitute a violation of CDCR’s EEO policy includes, but is not limited to: • Demanding sexual favors in exchange for employment benefits, or as a term or condition of employment, whether explicitly or implicitly. • Engaging in any unwanted physical contact, including touching, leering, making sexual gestures, impeding or blocking movements, pinching, grabbing, patting, intentionally brushing up against another individual in a sexual manner, rape, or sexual assault. • Engaging in retaliation after a negative response to sexual advances. • Using sexually derogatory terms or telling sexual jokes and/or stories. • Displaying objects, cartoons, pictures, or posters of a derogatory or sexual nature. • Posting, sending, or uploading/downloading sexual or demeaning materials in any form via electronic mail, the intranet/internet websites, cell phone, interoffice mail, or public or private mail. • Following or stalking an employee. • Making harassing telephone calls of a sexual nature to a coworker, or sending sexually harassing correspondence to an individual by any means including, but not limited to, the use of public or private mail, interoffice mail, facsimile, electronic mail, or text messaging. 31010.7

31020.7 Reporting Requirements for Work-Connected Injury, Illness, Hospitalization, or Death of an Employee to the California Occupational Safety and Health Administration (Cal/OSHA) (a) Cal/OSHA Reporting (1) Pursuant to CCR, Title 8, section 342, all divisions, offices, facilities, and institutions within CDCR and CCHCS shall immediately report to Cal/OSHA any serious injury, illness, or death of an employee occurring in a place of employment or in connection with any employment. This includes, but is not limited to communicable disease that results in hospitalization. If the employee becomes seriously injured or ill at work or in connection with their employment, it is not necessary for the Hiring Authority (HA) to determine if the serious injury or illness is work-related prior to reporting. Under Cal/OSHA regulation requirements, employers shall report all serious injuries, illnesses, or deaths occurring at work, without making a determination about work-relatedness. Reporting is not an admission of liability or responsibility. Employees who are unsure about whether or not to report an employee injury, illness, or death, regardless of where it occurred, contact the CDCR Office of Legal Affairs (OLA). (2) CDCR and CCHCS shall report immediately, any serious injury, illness, or death of an employee occurring in a place of employment or in connection with any employment through email to Cal/OSHA at https://www.dir.ca.gov/dosh/report-accident-or- injury.html with copies to OLA’s Compliance, Accountability, and Risk Management Team at [email protected], and the local Return-to-Work Coordinator (RTWC). Additionally, all emails reporting an employee death shall copy Human Resources at [email protected]. The report shall include the following information, if available: (A) Time and date of accident or event. (B) Employer’s name, address, and telephone number. (C) Name and job title of the person reporting the accident. (D) Address of accident or event site. (E) Name of person to contact at the accident or event site. (F) Name and address of the injured employee(s). (G) Nature of the injuries. (H) Location where injured employee was taken for medical treatment. (I) List and identify other law enforcement agencies present at the accident or event site. (J) Description of accident or event and whether the accident scene or instrumentality has been altered. (b) For the Division of Adult Institutions, during work hours, the report to Cal/OSHA shall be made by the Warden and or Public Information Officer. For after-hours, the Administrative Officer of the Day shall report to Cal/OSHA. For the Division of Adult Parole Operations, the Staff Services Manager III Support Services Unit shall report to Cal/OSHA. For all other CDCR locations, the HA shall report all work-connected injury, illness, hospitalization, or death of an employee to the OEHM at [email protected] for CCHCS the Deputy Director (DD) of CCHCS Human Resources (HR). The OEHM or HR DD or designee shall report to Cal/OSHA. “Immediately” means as soon as practically possible but within 8 hours after the employer knows or with diligent inquiry would have known of the death or serious injury or illness. (c)“Serious injury or illness” means any injury or illness occurring in a place of employment or in connection with any employment that requires inpatient hospitalization for other than medical observation or diagnostic testing. 31020.8

31030.3.1.8 Completing the Suggestion Evaluation Report (STD. 645A) Detailed information for completing the STD. 645A can be found in the Evaluator’s Handbook. If the evaluation is lengthy, the STD. 645A may state “See Attached Evaluation” in the Comments section. Each STD. 645A must be signed and dated by the evaluator and the e valuator’s division head or designee who signs as the Reviewing Officer, before it is returned to the MAA. The evaluator shall also provide his/her contact telephone number. Evaluators shall return the completed and signed STD. 645A to the MAA with any attachments and all notes, supporting documentation, and evaluation materials. 31030.3.1.9

31060.5.3 Classification Staff Representative (CSR) Appointments Process The process for selection of CSR is as follows: • The Chief, Classification Services, shall canvass for interested candidates by the departmentwide job opportunity bulletin. • All candidates shall submit, a STD Form 678, to the Chief, Classification Services, for review. • The CSU shall pre-screen all applications for qualifying experience. • Those applicants accepted for consideration as a CSR shall be scheduled for interviews. • Applicants not selected for an interview shall be so notified by memorandum or telephone call. • All CSR appointments require the approval of the Director/Chief Deputy Director. 31060.5.4

31090.7 Off-Duty Death The CDCR may assist the family in obtaining appropriate state benefits and may offer assistance to family members in making funeral arrangements, if requested. Upon notification of an employee’s death the hiring authority shall establish a team of staff to deal with the variety of associated tasks. This team may include the deceased employee’s immediate supervisor, a member of the PSP team, a personnel transaction representative, and other members as determined by the hiring authority or his/her designee. The PSP shall be activated in accordance with DOM 31040.3.2. Members of the PSP team can assist the hiring authority with the policies in this article. Notification of Family If CDCR is the first to have confirmed knowledge of an employee’s off -duty death, whenever possible, a CDCR management representative and/or the employee’s supervisor shall, in - person, notify the family of the employee’s death. If appropriate, a co-worker close to the deceased and a PSP chaplain may also be present. The CDCR representative shall: • Ask to enter the residence and inform the family in a plain and concise manner; express condolences; and provide pertinent information regarding the circumstances surrounding the death. Any questions by the family may be addressed at this time. If this notification is to be made at a family member ’ s place of work, a private area should be arranged in advance by the CDCR representative at an appropriate time. • Discuss with the family CDCR’s involvement with funeral arrangements. The family will determine the level of CDCR's participation in the funeral. The CDCR representative will offer the Department's assistance to the family in making funeral arrangements. • If the deceased was a correctional peace officer, inform the family of funeral arrangement options for peace officers. • Discuss available resources, services, and benefits, e.g. EAP, CPOF, etc. • Determine with the family if arrangements should be made for someone to remain with the family until relieved by another family member or friends. • At the family ’ s request, assist in arranging for child care with a provider who is acceptable to the family. • If the family requests assistance to be isolated from the media and the public, staff may be assigned to screen telephone calls. • As appropriate and necessary, arrange for police protection for the family. • Arrange with the family an appropriate time to discuss all other pertinent matters. Notification of Secretary The employee ’ s death shall be reported to the Chief, OPS. The following information shall be provided: • Employee’s name. • Civil service classification. • Work location. • Total State and CDCR service. • Date of birth. • Date of death. • Cause of death. • Death category (in-the-line-of-duty; on-duty; or off-duty). • Next-of-kin. • Relationship. • Next-of- kin’s address. The Chief, OPS, shall be responsible for ensuring that the Secretary is notified as soon as practical. Notification of Governor If an active employee ’ s off-duty death occurs under special circumstances, the Secretary may advise the Governor’s Office. Letter of Condolence - Hiring Authority The hiring authority shall send a letter of condolence to the family. Letter of Condolence - Secretary In addition to the letter of condolence from the hiring authority, the Chief of OPS shall prepare a letter of condolence to the family for the Secretary’s signature. Funeral Arrangements If requested by the family, CDCR may provide assistance in making funeral arrangements. Funeral Attendance Department representation at the funeral services of any employee who dies off-duty is desirable. Staff may attend an employee ’ s funeral on state time with authorization of the hiring authority. The number of employees permitted to attend the funeral shall be governed by CDCR ’ s needs as determined by the hiring authority. When the funeral is beyond the immediate geographic area, the hiring authority may approve attendance on state time, using a state vehicle. Funeral Uniform When uniform staff who are not participating as the honor guard attend the funeral of a CDCR or other law enforcement agency employee in an official capacity, the CDCR Class “A” uniform shall be worn, including the draped departmental regulation badge. The DOM §33020 describes how the departmental regulation badge shall be draped and the Class “ A ” uniform. Overtime And Travel Expenses Claims for overtime and/or travel expenses to attend the funeral of an employee who died off-duty are not authorized. Family Liaison The hiring authority shall designate a staff person to act as liaison to the family. This may be the CDCR representative or another staff member who shall discuss with the family benefits, collection of state-issued property, and return of personal effects. Personnel Office Responsibilities Personnel staff are responsible for the following: • Reviewing the employee's official personnel file and other employment records to determine final pay and benefits for which beneficiaries are eligible. • Meet personally with family to discuss information regarding appropriate benefits and final pay. • Notify the following of the employee’s death: o Chief, OPS. o Chief, OEW. o PERS. o SCO. o CalHR, Savings Plus Program office (if applicable). o Appropriate employee union or associations, insurance companies, or credit unions (if applicable). o CPOF – Custody Staff (if peace officer). • Process final pay and other appropriate disbursements or collections (e.g., outstanding accounts receivable, salary or travel advances, or garnishments); and release any warrants in accordance with the provisions of SAM §8477.25. • Provide the family with a listing of the deceased’s payroll deductions and contacts for benefits, which may include the following: o Basic benefits. o Social security benefits. o Savings bonds. o Deferred compensation. o Tax-sheltered annuities. o Life insurance. o Health, dental and vision. o Special benefits (depending upon the employee’s retirement category and nature of death). o Retirement benefits for State Peace Officers/Firefighters, Safety, Industrial, or Miscellaneous members of the PERS including burial expenses. o Workers’ compensation benefits. o United States Department of Justice death benefits. Reference the appropriate Memorandum of Understanding (MOU) for any other benefits. 31090.8

31130.4.1 Biennial Language Survey The Dymally-Alatorre Bilingual Services Act (Act), Government Code 7290-7299.8 et seq., requires each State agency conduct a survey of each of its local offices to determine the following: • The number of public contact positions in each local office or facility. • The number of bilingual employees in public contact positions and the language they speak other than English. • The number and percent of non-English speaking persons served by incumbents in public contact positions in each local office or facility broken down by native languages. • The number of anticipated vacancies in public contact positions over the following year. • Whether the use of other available options, including contracted telephone-based interpretation services, in addition to bilingual staff in public contact positions, is serving the language need of non-English speaking clientele. • A listing of all written materials required to be translated pursuant to GC 7295.4 et seq., identifying which have been translated and languages into which they have been translated. • The number of additional qualified bilingual public contact staff, if any, needed at each local office to comply with the Act. • Any other relevant information requested by the SPB. The survey results shall be reported on forms provided by the SPB and is due to the SPB no later than October 1 of each even numbered year. 31130.4.2

32010.19.8 Use of Department Firearm Ranges by Off-Duty Personnel (a) The department shall allow access to its ranges for the qualification of off- duty firearms to those peace officers designated by Penal Code (PC) section 830.5(c). The conditions stipulated in these rules shall apply when utilizing a department firing range. (1) Persons designated above continue to retain the option of qualifying with off-duty firearms on private ranges. (2) These qualification requirements are voluntary and shall occur only during a person's off-duty hours. It is the responsibility of the individual, not the facility, to maintain their eligibility. (b) Range Availability Each facility with an authorized and state-certified Rangemaster shall establish a minimum of two days per month range sessions at predetermined times during which persons designated above may qualify with their personal firearm(s) which they intend to carry off-duty. (1) Cancellation of scheduled sessions may occur because of inclement weather conditions or lack of participants. In the event a session is cancelled, the facility does not have to schedule a make-up session and all fees paid by the participants for that cancelled session shall be returned to them. (c) Cost to Participant Participants are required to pay a fee to use departmental ranges, except when the off duty firearm is also the approved duty firearm. Exact cost shall be determined by the current Memorandum of Understanding. (d) Access to the Range Each facility shall prepare a "Guide to Off-Duty Firearm Qualification" which shall be made available to persons desiring utilization of the range. This guide shall include, but is not limited to, the following: (1) Contact person or position and telephone number for information concerning the program. (2) Types and color of clothing prohibited if the range is on prison property. (3) To whom fees shall be paid and when. (4) Procedures for transporting firearm and ammunition to the range if the range is on prison property. (5) The specific procedures as to how an eligible person shall participate in and, if necessary, schedule an off-duty firearm qualification session. (6) Participants shall have in their possession at the time of entry to a facility/range of CDCR a valid employee identification card from their department which indicates the employee’s peace officer status, or a written designation by the employee's hiring authority, or designee, which authorizes that employee to carry a concealed off-duty firearm. (e) Weapons and Ammunition Only concealable handguns consisting of .22 to .45 caliber (includes 9mm and 10mm) shall be used on department ranges. No single action revolvers, blackpowder firearms, shotguns, or rifles shall be permitted. (1) All ammunition shall be supplied by the participant. Only factory loaded or reloaded ammunition shall be accepted. Snake loads and loads that exceed industry standard are not acceptable rounds and shall not be permitted. (2) Prior to use, all firearms and ammunition shall be inspected by the Rangemaster or Tactical Firearms Instructor. Any weapon or ammunition deemed unacceptable or unsafe shall be removed from the range and not used. Each participant shall provide their own off-duty weapon with a strong side hip holster. (f) Qualification Requirements (1) Minimally, the approved off-duty 36 round handgun course, as specified in DOM section 32010.19.5.3, shall be used. Alternatively, and only upon request by the participant, the departmental 45 round course as specified in DOM section 32010.5.2, may be utilized for off-duty firearm qualifications. (2) There shall be no classroom session. Participants shall receive the CDCR Form 1799, Range Safety Rules from the In-Service Training office. (3) Participants shall sign a CDCR Form 1798, Annual Acknowledgement Receipt of Penal Codes Related to Possession and Use of Off-Duty Firearms, acknowledging that they have read and understood all applicable PC sections relating to possession or use of off-duty firearms by off-duty staff. (4) In addition, participants shall acknowledge in writing that the handgun they are using has not been modified and that it meets manufacturer's specifications (exception: handgrips and sights). (g) Recordkeeping The facility shall maintain a copy of the participant's official score sheet for six months. If the participant fails to qualify, the reason shall be documented on the score sheet. It is the participant's responsibility to maintain current qualification. (1) The participant upon attaining a passing score shall be provided a CDC Form 1803, Off-Duty Firearm Quarterly Qualification Certification that documents the quarterly qualification. Participants that qualify with authorized off-duty firearms at non-departmental ranges are required to provide a completed copy of their CDC Form 1803 to their respective Training Coordinator as soon as practical. (h) Off-Duty Disqualifying Factors The employee’s hiring authority or designee may deny, suspend, or revoke for good cause a person's right to carry an off-duty concealable firearm. (1) Persons permitted to carry firearms pursuant to PC section 830.5(c) shall meet the training requirements of PC section 832 and shall qualify with the firearm at least quarterly. It is the responsibility of the individual to maintain their eligibility to carry an off-duty firearm. (2) Carrying a firearm off-duty without maintaining the quarterly qualification shall constitute good cause to suspend or revoke that person's right to carry firearms off-duty. (i) Appeal of Revocation of Authorization to Carry Off-Duty Firearms Within 15 working days of receipt of a notification that an individual's authorization to carry an off-duty concealable firearm has been suspended, revoked, or denied, the individual may appeal the decision. If an individual decides to appeal the decision, the appeal shall be in writing, and served on the appropriate Director or Chairperson who issued the decision. Persons are prohibited from carrying a concealable firearm off-duty during the appeal period. (j) Adverse Personnel Action Pursuant to PC sections 830.5 and 25400, carrying a concealed loaded firearm without maintaining the quarterly qualification is prosecutable and the employee may be subject to adverse personnel action at the discretion of the hiring authority or designee. 32010.19.9

33020.6.1 Correctional Peace Officer Grooming Standards Revised January 17, 2023 (a) The following minimum guidelines are adopted for all Correctional Peace Officers, regardless of work location, except those exempted pursuant to DOM section 33020.6.2, Exemptions for Peace Officer Classifications. (1) Hair (A) Hair shall not be styled or combed forward any lower on the forehead than the eyebrow, measured from the high point of the eyebrow, and shall not be visible on the forehead when the uniform hat is worn. (B) Hair style and length shall not impede, restrict, or detract from the proper wearing of the uniform hat, or create a safety hazard in the work area. (C) Employee’s hair shall not extend below the bottom of the collar. If the hair is long, it shall be worn up in a neat style. No decorations in the hair are permitted. (2) Facial Hair Facial hair shall be in compliance with the requirements of DOM section 31020.9. (3) Fingernails Fingernails shall not extend more than ¼ inch beyond the tips of the fingers. Nails shall be neat and clean. Fingernail polish is permitted. No nail jewelry or designs on the nails are allowed. (4) Cosmetics Employees may wear cosmetics that blend with or match the natural skin tone of the employee. False eyelashes are not permitted. (5) Jewelry (A) A total of two rings may be worn on the fingers. A set of wedding and engagement rings shall be considered one ring. (B) Only medical alert bracelets may be worn. (C) Neck chains or necklaces shall not be permitted while on duty except for religious medals that may be worn if covered by the uniform shirt. Medical alert medals may also be worn on a chain. However, no more than one chain shall be worn. (D) Employees shall not wear rings, stud earrings, other jewelry decorations, or ornaments on or in the nose or tongue while in uniform. Additionally, there shall be no jewels, ornaments, rings, or studs worn on the face. (E) Employees may wear simple stud-type earrings only. Only one matching earring shall be worn in each earlobe. (F) Wristwatches may be worn. Watches worn on chains or pinned to the uniform are not permitted. Pocket watches are allowed without a chain or lanyard. Wristwatches with electronic communication capabilities, also referred to as wearable technology, smart devices, or smartwatches, shall not be used to send or receive electronic messages or make or receive telephone calls inside the secured perimeter of an institution. Wearable technology, smart devices, or smartwatches shall be placed into a mode incapable of sending or receiving communications (e.g. airplane mode). 33020.6.2

33020.6.3 Non-peace Officer Employees Grooming Standard Guidelines Revised January 17, 2023 In an institution, the following grooming standards shall apply: (a) Hair Hair shall be styled in a fashion that shall not impair vision or create a safety hazard in the work area. Employees shall keep hair clean and neatly groomed. (b) Fingernails Fingernails shall not extend more than ¼ inch beyond the tips of the fingers. Nails shall be neat and clean. Fingernail polish is permitted. No nail jewelry or designs on the nails are allowed. (c) Wristwatches Wristwatches with electronic communication capabilities, also referred to as wearable technology, smart devices, or smartwatches, shall not be used to send or receive electronic messages or make or receive telephone calls inside the secured perimeter of an institution. Wearable technology, smart devices, or smartwatches shall be placed into a mode incapable of sending or receiving communications (e.g. airplane mode). 33020.7

33030.19 Employee Disciplinary Matrix The following list of charges and causes for disciplinary action is representative only and is not all inclusive. The base penalty is bolded and underlined. A. ATTENDANCE PENALTY 1) Excessive tardiness. (Gov. Code § 19572 c, Inefficiency) (Gov. Code § 19572 d, Inexcusable Neglect of Duty) 1 2 3 2) Unauthorized absence. (Gov. Code § 19572 c, Inefficiency) (Gov. Code § 19572 d, Inexcusable Neglect of Duty) (Gov. Code § 19572 j, Inexcusable Absence without Leave ) 1 2 3 3) Abuse of sick leave. (Gov. Code § 19572 c, Inefficiency) (Gov. Code § 19572 d, Inexcusable Neglect of Duty) (Gov. Code § 19572 f, Dishonesty) 1 2 3 B. CODE OF SILENCE OR RETALIATION PENALTY 1) Intentional failure to report misconduct by another employee. (Gov. Code § 19572 c, Inefficiency) (Gov. Code § 19572 d, Inexcusable Neglect of Duty) (Gov. Code § 19572 e, Insubordination) (Gov. Code § 19572 f, Dishonesty) (Gov. Code § 19572 o, Willful disobedience) (Gov. Code § 19572 t, Other Failure of Good Behavior) 4 5 6 7 8 9 2) Intimidation, threats, or coercion that could interf ere with an employee’s right to report misconduct or an act of retaliation for reporting misconduct. (Gov. Code § 19572 m, Discourteous Treatment of Public/Other Employees) (Gov. Code § 19572 t, Other Failure of Good Behavior) (Gov. Code § 19572 x, Retaliation ) 4 5 6 7 8 9 3) Making false or intentionally misleading statements during a criminal or administrative investigation or inquiry by any agency. (Gov. Code § 19572 c, Inefficiency) (Gov. Code § 19572 d, Inexcusable Neglect of Duty) (Gov. Code § 19572 e, Insubordination) (Gov. Code § 19572 f, Dishonesty) (Gov. Code § 19572 o, Willful disobedience) (Gov. Code § 19572 t, Other Failure of Good Behavior) 7 8 9 4) Any independent act(s) which prevents or interferes with the reporting of misconduct. (Gov. Code § 19572 c, Inefficiency) (Gov. Code § 19572 d, Inexcusable Neglect of Duty) (Gov. Code § 19572 e, Insubordination) (Gov. Code § 19572 f, Dishonesty) (Gov. Code § 19572 o, Willful disobedience) (Gov. Code § 19572 t, Other Failure of Good Behavior) 7 8 9 5) Any involvement in a coordinated effort with other employees to prohibit the reporting of misconduct . (Gov. Code § 19572 c, Inefficiency) (Gov. Code § 19572 d, Inexcusable Neglect of Duty) (Gov. Code § 19572 e, Insubordination) (Gov. Code § 19572 f, Dishonesty) (Gov. Code § 19572 o, Willful disobedience) (Gov. Code § 19572 t, Other Failure of Good Behavior) 7 8 9 C. CONTROLLED SUBSTANCES PENALTY 1) Use or possession of controlled substances on or off duty, unless medically prescribed. (Gov. Code § 19572 c, Inefficiency) (Gov. Code § 19572 d, Inexcusable Neglect of Duty) (Gov. Code § 19572 i, Addiction to the Use of a Controlled Substance) (Gov. Code § 19572 r, Violation of Gov. Code § 19990) (Gov. Code § 19572 t, Other Failure of Good Behavior) 4 5 6 7 8 9 2) Sale of illegal drugs or narcotics . (Gov. Code § 19572 i, Addiction to the Use of a Controlled Substance) (Gov. Code § 19572 r, Violation of Gov. Code § 19990) (Gov. Code § 19572 t, Other Failure of Good Behavior) 9 D. CONDUCT or INEFFICIENCY PENALTY 1) Discourtesy toward inmates, other employees, or the public. (Gov. Code § 19572 m, Discourteous Treatment of Public/Other Employees) (Gov. Code § 19572 t, Other Failure of Good Behavior) 1 2 3 2) Endangering self, fellow employees, inmates, or the public by violation of Departmental training, laws, or ordinances. (Gov. Code § 19572 b, Incompetency) (Gov. Code § 19572 c, Inefficiency) (Gov. Code § 19572 d, Inexcusable Neglect of Duty) (Gov. Code § 19572 t, Other Failure of Good Behavior ) 1 2 3 3) Leaving assigned post without supervisor approval. (Gov. Code § 19572 b, Incompetency) (Gov. Code § 19572 c, Inefficiency) (Gov. Code § 19572 d, Inexcusable Neglect of Duty) (Gov. Code § 19572 t, Other Failure of Good Behavior) (Gov. Code § 19572 u, Negligence) 1 2 3 4) Distraction from duty. (Gov. Code § 19572 c, Inefficiency) (Gov. Code § 19572 d, Inexcusable Neglect of Duty) (Gov. Code § 19572 o, Willful disobedience) (Gov. Code § 19572 t, Other Failure of Good Behavior ) 1 2 3 5) Participating in illegal gambling on duty. (Gov. Code § 19572 c, Inefficiency) (Gov. Code § 19572 d, Inexcusable Neglect of Duty) (Gov. Code § 19572 t, Other Failure of Good Behavior) 1 2 3 6) Unauthorized use of position in the Department, uniform, or equipment on behalf of a political candidate or issue . (Gov. Code § 19572 n, Improper Political Activity) (Gov. Code § 19572 r, Violation of Gov. Code § 19990) (Gov. Code § 19572 t, Other Failure of Good Behavior) 1 2 3 7) Inappropriate involvement in a law enforcement matter. (Gov. Code § 19572 t, Other Failure of Good Behavior) 1 2 3 8) Improper access to confidential information. (Gov. Code § 19572 r, Violation of Gov. Code § 19990) (Gov. Code § 19572 t, Other Failure of Good Behavior) 1 2 3 4 9) Improper transmittal of confidential information with malicious intent or for personal gain. (Gov. Code § 19572 p, Misuse of State Property) (Gov. Code § 19572 r, Violation of Gov. Code § 19990) (Gov. Code § 19572 t, Other Failure of Good Behavior) 4 5 6 7 8 9 10) Disruptive, offensive, or vulgar conduct which causes embarrassment to the Department. (Gov. Code § 19572 m, Discourteous Treatment of Public/Other Employees) (Gov. Code § 19572 t, Other Failure of Good Behavior) 2 3 4 11) Asleep while on duty. (Gov. Code § 19572 c, Inefficiency) (Gov. Code § 19572 d, Inexcusable Neglect of Duty) (Gov. Code § 19572 t, Other Failure of Good Behavior) (Gov. Code § 19572 u, Negligence) 2 3 4 12) Use or abuse of over-the- counter or prescription drugs while on duty which impairs an employee’s ability to discharge his/her duties. (Gov. Code § 19572 c, Inefficiency) (Gov. Code § 19572 d, Inexcusable Neglect of Duty) (Gov. Code § 19572 t, Other Failure of Good Behavior ) 3 4 5 6 13) Intimidation, threats, or assault (without the intent to inflict serious injury) toward a member of the Department. (Gov. Code § 19572 m, Discourteous Treatment of Public/Other Employees) (Gov. Code § 19572 t, Other Failure of Good Behavior) (Gov. Code § 19572 w, Discrimination) (Gov. Code § 19572 x, Retaliation) 3 4 5 6 14) Battery against a member of the Department with the intent to inflict injury. (Gov. Code § 19572 m, Discourteous Treatment of Public/Other Employees) (Gov. Code § 19572 t, Other Failure of Good Behavior) (Gov. Code § 19572 w, Discrimination) (Gov. Code § 19572 x, Retaliation) 7 8 9 D. CONDUCT or INEFFICIENCY (CONTINUED) PENALTY 15) Making insults to anyone pertaining to race, color, national origin, ancestry, sex (i.e., gender), religion, marital status, age, disability, medical condition, pregnancy, sexual orientation, veteran status, or political affiliation. (Gov. Code § 19572 c, Inefficiency) (Gov. Code § 19572 m, Discourteous Treatment of Public/Other Employees) (Gov. Code § 19572 t, Other Failure of Good Behavior) (Gov. Code § 19572 w, Discrimination) 3 4 5 6 16) Harassing anyone based upon race, color, national origin, ancestry, sex (i.e., gender), religion, marital status, age, disability, medical condition, pregnancy, sexual orientation, veteran status, or political affiliation. (Gov. Code § 19572 c, Inefficiency) (Gov. Code § 19572 m, Discourteous Treatment of Public/Other Employees) (Gov. Code § 19572 t, Other Failure of Good Behavior) (Gov. Code § 19572 w, Discrimination) 4 5 6 7 8 9 17) Sexual misconduct involving staff, up to and including harassment. (Gov. Code § 19572 k, Conviction of a Felony or a Misdemeanor Involving Moral Turpitude) (Gov. Code § 19572 l, Immorality) (Gov. Code § 19572 m, Discourteous Treatment of Public/Other Employees) (Gov. Code § 19572 t, Other Failure of Good Behavior) 4 5 6 7 8 9 18) Over-familiarity with an inmate(s)/parolee(s). (Gov. Code § 19572 d, Inexcusable Neglect of Duty) (Gov. Code § 19572 l, Immorality) (Gov. Code § 19572 t, Other Failure of Good Behavior) 4 5 6 7 8 9 19) Sexual misconduct with an inmate(s)/parolee(s). (Gov. Code § 19572 k, Conviction of a Felony or a Misdemeanor Involving Moral Turpitude) (Gov. Code § 19572 l, Immorality) (Gov. Code § 19572 m, Discourteous Treatment of Public/Other Employees) (Gov. Code § 19572 t, Other Failure of Good Behavior) 9 20) Solicitation of prostitution. (Gov. Code § 19572 l, Immorality) (Gov. Code § 19572 t, Other Failure of Good Behavior) 6 7 8 9 21) Drunkenness on duty. (Gov. Code § 19572 d, Inexcusable Neglect of Duty) (Gov. Code § 19572 g, Drunkenness on Duty) (Gov. Code § 19572 h, Intemperance) (Gov. Code § 19572 t, Other Failure of Good Behavior) CCR, title 15, §3410 4 5 6 7 8 9 22) Use of identification or position in the Department to solicit a gratuity or privilege. (Gov. Code § 19572 c, Inefficiency) (Gov. Code § 19572 r, Violation of Gov. Code § 19990) (Gov. Code § 19572 t, Other Failure of Good Behavior) 3 4 5 6 7 23) Operating the employee’s personal vehicle, state vehicle, or state equipment for state business while under the influence of alcohol or illegal prescription drugs. (Gov. Code § 19572 c, Inefficiency) (Gov. Code § 19572 d, Inexcusable Neglect of Duty) (Gov. Code § 19572 g, Drunkenness on Duty) (Gov. Code § 19572 p, Misuse of State Property) (Gov. Code § 19572 t, Other Failure of Good Behavior) 4 5 6 7 8 9 24) Bringing contraband into a security area for personal use. (Gov. Code § 19572 c, Inefficiency) (Gov. Code § 19572 d, Inexcusable Neglect of Duty) (Gov. Code § 19572 f, Dishonesty) (Gov. Code § 19572 t, Other Failure of Good Behavior ) 3 4 5 6 25) Bringing contraband into a security area for an inmate and/or for personal gain. (Gov. Code § 19572 c, Inefficiency) (Gov. Code § 19572 d, Inexcusable Neglect of Duty) (Gov. Code § 19572 f, Dishonesty) (Gov. Code § 19572 t, Other Failure of Good Behavior) 7 8 9 26) Failure to observe and perform within the scope of training. (Gov. Code § 19572 c, Inefficiency) (Gov. Code § 19572 d, Inexcusable Neglect of Duty) (Gov. Code § 19572 e, Insubordination) (Gov. Code § 19572 t, Other Failure of Good Behavior) 1 2 3 4 5 6 D. CONDUCT or INEFFICIENCY (CONTINUED) PENALTY 27) Intentional failure to intervene or attempt to stop misconduct by another employee. (Gov. Code § 19572 c, Inefficiency) (Gov. Code § 19572 d, Inexcusable Neglect of Duty) (Gov. Code § 19572 e, Insubordination) (Gov. Code § 19572 f, Dishonesty) (Gov. Code § 19572 o, Willful disobedience) (Gov. Code § 19572 t, Other Failure of Good Behavior) 4 5 6 7 8 9 28) Felony criminal conviction. (Gov. Code § 19572 k, Conviction of a Felony or a Misdemeanor Involving Moral Turpitude) (Gov. Code § 19572 t, Other Failure of Good Behavior) 9 E. INTEGRITY PENALTY 1) Petty theft. (Gov. Code § 19572 f, Dishonesty) (Gov. Code § 19572 k, Conviction of a Felony or a Misdemeanor Involving Moral Turpitude) (Gov. Code § 19572 p, Misuse of State Property) (Gov. Code § 19572 t, Other Failure of Good Behavior) 3 - 6 Penalty shall be relative to value and circumstances. 2) Grand theft. (Gov. Code § 19572 f, Dishonesty) (Gov. Code § 19572 k, Conviction of a Felony or a Misdemeanor Involving Moral Turpitude) (Gov. Code § 19572 p, Misuse of State Property) (Gov. Code § 19572 t, Other Failure of Good Behavior) 7 - 9 Penalty shall be relative to value and circumstances. 3) Making false or intentionally misleading statements to a supervisor. (Gov. Code § 19572 e, Insubordination) (Gov. Code § 19572 f, Dishonesty) (Gov. Code § 19572 t, Other Failure of Good Behavior) 4 5 6 7 8 9 4) Making false or intentionally misleading statements to a public safety officer on or off duty. (Gov. Code § 19572 e, Insubordination) (Gov. Code § 19572 f, Dishonesty) (Gov. Code § 19572 t, Other Failure of Good Behavior) 4 5 6 7 8 9 5) Any form of cheating on a civil service examination, including but not limited to unauthorized possession, use, or distribution of examination material or participating in an examination for another person. (Gov. Code § 19572 a, Fraud in Securing Appointment) (Gov. Code § 19572 f, Dishonesty) (Gov. Code § 19572 l, Immorality) (Gov. Code § 19572 t, Other Failure of Good Behavior) 6 7 8 9 6) Falsification of time records or financial record for fraudulent purposes. (Gov. Code § 19572 f, Dishonesty) (Gov. Code § 19572 t, Other Failure of Good Behavior) 6 7 8 9 7) Falsification or making intentionally misleading statements in official reports or records. (Gov. Code § 19572 f, Dishonesty) (Gov. Code § 19572 t, Other Failure of Good Behavior) 6 7 8 9 8) Falsification of application or omission of information for employment or promotion when it materially affects acceptance or rejection for employment or promotion. (Gov. Code § 19572 a, Fraud in Securing Appointment) (Gov. Code § 19572 f, Dishonesty) (Gov. Code § 19572 t, Other Failure of Good Behavior) 6 7 8 9 9) Falsification, alteration, or planting of evidence. (Gov. Code § 19572 f, Dishonesty) (Gov. Code § 19572 t, Other Failure of Good Behavior) 6 7 8 9 10) False testimony under oath. (Gov. Code § 19572 d, Inexcusable Neglect of Duty) (Gov. Code § 19572 f, Dishonesty) (Gov. Code § 19572 t, Other Failure of Good Behavior) 9 F. FAILURE TO COMPLY PENALTY 1) Failure to report employment outside the Department. (Gov. Code § 19572 r, Violation of Gov. Code § 19990) 1 2 3 2) Failure to attend required training. (Gov. Code § 19572 e, Insubordination) (Gov. Code § 19572 o, Willful disobedience) 1 2 3 F. FAILURE TO COMPLY (CONTINUED) PENALTY 3) Accepting employment outside the Department which imposes a conflict of interest or having financial interest in any contract made by an employee in their official capacity or by any body or board of which the employee is a member. (Gov. Code § 1090) (Gov. Code § 19572 r, Violation of Gov. Code § 19990) 3 4 5 6 4) Failure to follow lawful instructions or refusal to act as lawfully directed by a supervisor or higher ranking official. (Gov. Code § 19572 b, Incompetency) (Gov. Code § 19572 c, Inefficiency) (Gov. Code § 19572 e, Insubordination) (Gov. Code § 19572 o, Willful disobedience) 3 4 5 6 5) Refusal to submit to or take any oath or affirmation required by law or ordinances. (Gov. Code § 19572 s, Refusal to Take an Oath) 9 6) Refusal to take a medical examination or to submit to chemical testing, as required by civil service rules, ordinances, or lawful order. (Gov. Code § 19572 e, Insubordination) (Gov. Code § 19572 o, Willful disobedience) 9 G. MISUSE OF STATE EQUIPMENT or PROPERTY PENALTY 1) Unauthorized use of state telephones or photocopy equipment for personal use. (Gov. Code § 19572 c, Inefficiency) (Gov. Code § 19572 f, Dishonesty) (Gov. Code § 19572 p, Misuse of State Property) (Gov. Code § 19572 r, Violation of Gov. Code § 19990) (Gov. Code § 19572 t, Other Failure of Good Behavior) 1 2 3 2) Failure to carry required equipment. (Gov. Code § 19572 c, Inefficiency) (Gov. Code § 19572 d, Inexcusable Neglect of Duty) (Gov. Code § 19572 t, Other Failure of Good Behavior) 1 2 3 3) Misuse or non-use of issued equipment. (Gov. Code § 19572 p, Misuse of State Property) 1 2 3 4) Misappropriation of state equipment, property, supplies, or funds. (Gov. Code § 19572 c, Inefficiency) (Gov. Code § 19572 f, Dishonesty) (Gov. Code § 19572 p, Misuse of State Property) (Gov. Code § 19572 t, Other Failure of Good Behavior) 1 – 9 Penalty shall be relative to value of misappropriation and circumstances.. H. OFF DUTY INCIDENTS PENALTY 1) Failure to report off duty arrest to the Hiring Authority. (Gov. Code § 19572 t, Other Failure of Good Behavior) 1 2 3 2) Drunk or disorderly conduct in public. (Gov. Code § 19572 t, Other Failure of Good Behavior) 1 2 3 3) Off duty drunk driving. (Gov. Code § 19572 t, Other Failure of Good Behavior) 1 2 3 4) Off duty drunk driving with collision. (Gov. Code § 19572 h, Intemperance) (Gov. Code § 19572 t, Other Failure of Good Behavior) 4 5 6 5) Carrying an unauthorized weapon off duty. (Gov. Code § 19572 t, Other Failure of Good Behavior) 3 4 5 6 6) Domestic violence. (Gov. Code § 19572 k, Conviction of a Felony or a Misdemeanor Involving Moral Turpitude) (Gov. Code § 19572 l, Immorality) (Gov. Code § 19572 t, Other Failure of Good Behavior) 4 5 6 7 8 9 7) Intimidation, threats, or assault of a private citizen without intent to inflict serious injury. (Gov. Code § 19572 m, Discourteous Treatment of Public/Other Employees) (Gov. Code § 19572 t, Other Failure of Good Behavior) 3 4 5 6 8) Battery of a private citizen with intent to commit injury. (Gov. Code § 19572 m, Discourteous Treatment of Public/Other Employees) (Gov. Code § 19572 t, Other Failure of Good Behavior) 4 5 6 7 8 9 I. TRAFFIC RELATED INCIDENTS WHILE ON DUTY PENALTY 1) Dangerous or negligent driving. (Gov. Code § 19572 d, Inexcusable Neglect of Duty) (Gov. Code § 19572 p, Misuse of State Property) (Gov. Code § 19572 t, Other Failure of Good Behavior) 1 2 3 2) Dangerous or negligent driving with collision. (Gov. Code § 19572 d, Inexcusable Neglect of Duty) (Gov. Code § 19572 p, Misuse of State Property) (Gov. Code § 19572 t, Other Failure of Good Behavior) 3 4 5 6 3) Dangerous or negligent driving with collision and injuries. (Gov. Code § 19572 d, Inexcusable Neglect of Duty) (Gov. Code § 19572 p, Misuse of State Property) (Gov. Code § 19572 t, Other Failure of Good Behavior) 4 5 6 7 8 J. USE of FORCE PENALTY 1) Unreasonable use of force . (Gov. Code § 19572 d, Inexcusable Neglect of Duty) (Gov. Code § 19572 t, Other Failure of Good Behavior) 1 2 3 2) Significant unreasonable use of force likely to cause injury. (Gov. Code § 19572 d, Inexcusable Neglect of Duty) (Gov. Code § 19572 t, Other Failure of Good Behavior) 4 5 6 3) Significant unreasonable use of force likely to cause serious injury. (Gov. Code § 19572 d, Inexcusable Neglect of Duty) (Gov. Code § 19572 t, Other Failure of Good Behavior) 6 7 8 9 4) Employee’s failure to report his/her own use of force. (Gov. Code § 19572 d, Inexcusable Neglect of Duty) (Gov. Code § 19572 f, Dishonesty) (Gov. Code § 19572 t, Other Failure of Good Behavior) 2 3 4 5 6 5) Employee’s failure to report his/her own unreasonable use of force. (Gov. Code § 19572 d, Inexcusable Neglect of Duty) (Gov. Code § 19572 f, Dishonesty) (Gov. Code § 19572 t, Other Failure of Good Behavior) 4 5 6 7 8 9 6) Employee’s failure to report use of force witnessed. (Gov. Code § 19572 d, Inexcusable Neglect of Duty) (Gov. Code § 19572 f, Dishonesty) (Gov. Code § 19572 t, Other Failure of Good Behavior) 2 3 4 5 6 7) Employee’s failure to report unreasonable use of force witnessed. (Gov. Code § 19572 d, Inexcusable Neglect of Duty) (Gov. Code § 19572 f, Dishonesty) (Gov. Code § 19572 t, Other Failure of Good Behavior) 4 5 6 7 8 9 K. WEAPONS – LETHAL & LESS-LETHAL WHILE ON DUTY PENALTY 1) Misuse or non-use of available weapon(s). (Gov. Code § 19572 b, Incompetency) (Gov. Code § 19572 d, Inexcusable Neglect of Duty) (Gov. Code § 19572 v, Inappropriate Target Practice) 1 2 3 2) Careless handling of duty weapon(s) resulting in discharge of weapon(s). (Gov. Code § 19572 c, Inefficiency) (Gov. Code § 19572 d, Inexcusable Neglect of Duty) (Gov. Code § 19572 p, Misuse of State Property) (Gov. Code § 19572 t, Other Failure of Good Behavior) 1 2 3 3) Inappropriate display of weapon(s). (Gov. Code § 19572 t, Other Failure of Good Behavior) 4 5 6 4) Gross negligence in handling of duty weapon(s). (Gov. Code § 19572 c, Inefficiency) (Gov. Code § 19572 d, Inexcusable Neglect of Duty) (Gov. Code § 19572 p, Misuse of State Property) (Gov. Code § 19572 t, Other Failure of Good Behavior) 4 5 6 7 8 9

33030.23.1 Documentation Format Clerical support staff, under the supervision of the ERO/Disciplinary Officer, shall compile adverse action documentation as follows: (a) Type the Preliminary Notice of Action on the departmental form memorandum. (b) Type Notice of Adverse Action on Department letterhead as follows: (1) The type of notice shall appear in capital letters and shall be centered four spaces below the letterhead. (2) The employee ’ s name, civil service classification, worksite name and location (including institution or parole region, if applicable) are typed in block style at the left-hand margin, four spaces below the title. A Confidential Department Employee Information Sheet shall be attached and contain current home address and social security number. (3) Divide the body of the formal notice into sections indicated by Roman numerals as identified below: (A) Statement of the Nature of the Adverse Action. (B) Effective Date of This Adverse Action. (C) Statement of Causes. (D) Statement of Facts. (E) Notice and Progressive Discipline. (F) Statement as to Right to Answer and Appeal. (G) Statement as to Right to Respond to Your Appointing Power. (c) Include notations explaining the meaning of abbreviations used in supporting documentation and, in the signature block of the notice, the typed name, work location, business address and telephone number of the Hiring Authority. 33030.23.2

33030.27.1 Request for ATO Revised July 9, 2013 The Hiring Authority shall request to place an employee on ATO as follows: • All requests for placing an employee on ATO shall be approved through the Hiring Authority’s supervisor, by telephone or in person. • Initial approval for ATO by the Hiring Authority’s supervisor shall be granted for a period not to exceed five (5) working days. • The requesting unit shall notify the Office of Legal Affairs (OLA), Employment Advocacy and Prosecution Team (EAPT) immediately and the ERO/Disciplinary Officer shall initiate a written request. In order to place an employee on ATO, the Hiring Authority shall provide notification of ATO pending investigation to the affected employee. The Hiring Authority shall contact his/her supervisor prior to the employee ’ s fifth (5th) working day on ATO to request to continue an employee on ATO beyond five (5) working days. For requests to continue an employee on ATO beyond ten (10) working days, the Hiring Authority shall contact his/her supervisor prior to the employee ’ s tenth (10th) working day on ATO. If the Hiring Authority’s supervisor approved the request to continue an employee on ATO beyond ten (10) working days, the Hiring Authority’s su pervisor shall notify the appropriate Director that an employee is to be continued on ATO beyond ten (10) working days. If it is determined that an employee should be continued on ATO beyond thirty (30) working days, the Director shall notify the appropriate Undersecretary prior to the employee ’ s twenty-fifth (25th) business day on ATO. The Director shall instruct the OLA, EAPT, to request approval from the California Department of Human Resources (CalHR) in writing, prior to the twenty-fifth (25th) working day. 33030.27.2

33060.4 Definitions (a) Alternate Work Location The term alternate work location refers to the approved work location other than the office. Alternate work location could be an employee’s residence or other approved site. (b) Dedicated Workstation The single equipment complement provided to employees to perform state business, including computing, telephone, and ergonomic equipment. (c) Dependent Care The term dependent care refers to the support and nurturing of persons who cannot meet their own needs, such as children, functionally impaired adults, or the elderly. (d) Information Assets All categories of information (confidential, personal, sensitive, or public), all forms of information (paper or electronic), information technology (IT) facilities, equipment, and software owned or leased by state agencies. (e) Office (Headquarters) The term office refers to the location, state building, or official worksite that would be the employee’s work location if not teleworking. (f) Office-Centered Telework A teleworker is considered Office-centered if they work more than fifty percent from the office. Office-centered teleworkers maintain a dedicated workstation in the office and utilize their own equipment or department provided mobile equipment for teleworking at their designated alternate work location. (g) Remote Access The connection of an information asset (e.g., computing equipment) from an alternate work location to an information asset on a state IT infrastructure. (h) Remote-Centered Telework A teleworker is considered Remote-centered if they work fifty percent or more of their time from an alternate work location. Remote-centered teleworkers shall have their dedicated workstation located at their designated alternate work location. Remote-centered teleworkers shall use shared space when working in the office. (i) Shared Space Shared space is a work area that is used on an individual basis by multiple people. Alternatives may include hoteling or shared cubicles. (j) Telework The terms ‘telework,’ ‘teleworking,’ ‘telecommute,’ and ‘telecommuting’ are defined as a work flexibility arrangement established between the department management and the employee under which the employee performs the duties and responsibilities of the em ployee’s position, and other authorized activities from an approved location other than the office. In practice, telework is a work arrangement that allows an employee to perform work, during any part of regular, paid hours, at an approved alternate work location. 33060.5

33060.17.1 Equipment Malfunction, Connectivity or Software Issues (a) In the event of equipment, connectivity, or software malfunctions, telework employees shall notify the manager or supervisor immediately to discuss alternative work assignments (Refer to 33060.12). (b) Managers or supervisors shall determine if equipment, connectivity, or software downtime warrants having telework employees report to their office based on root cause of issue, estimated time to repair, travel time and distance to the office (Refer to 33060.13). (c) Telework employees are responsible for returning malfunctioning or damaged state-issued equipment and assets to their office for repair (Refer to 33060.12). Managers or supervisors shall determine if travel time and distance to do so outweigh cost to ship the equipment and coordinate equipment return with IT. (d) The CDCR/CCHCS IT Help Desks shall provide support via telephone to assist telework employees with state-issued equipment and remote desktop service. 33060.18