Advanced Search
February 2015
Ethical Defensibility: Should an Officer’s “Willingness to Deceive”
Result in Automatic Certification Revocation?
By Thomas Martinelli, Adjunct Professor, Wayne State University, Detroit Michigan, Independent Training
Consultant, Institute for Intergovernmental Research, Tallahassee, Florida, and Michigan State University’s
Intelligence Toolbox Program, East Lansing, Michigan, and Member, IACP Police Professional Standards,
Ethics, and Image Committee
The concept of Ethical Defensibility provides all sworn personnel with the philosophical
tools and analytical skills necessary to weigh value-based alternatives, resulting in the
repetitive acts needed to protect, preserve, and defend the integrity of the police
profession.
“Oh, what a tangled web we weave,
When first we practice to deceive!”
—Sir Walter Scott, Marmion
ying, deception, and the omission of truth (when duty dictates), all fall under a “willingness to deceive” in
police character policies. A character policy specifically addresses the ethical challenges demanded of
all public servants regarding the mandatory need for and relationship between truth-telling, duty-bound
honor, and justice. This is not about perjured written or spoken words; they clearly are illegal and
unconstitutional. Rather it is about the philosophical tenets of the profession that are necessary to instill and
reinforce the honor, pride, and higher standards that are the foundations of policing. Protecting the integrity
and image of the profession involves educating officers at all levels of an agency to prioritize truth telling,
without exception. It is a critical part of the job description.
The challenge today in policy compliance training (or core values training) is that many character policies are
written in generalities, leaving them susceptible to arbitrary and subjective interpretations. More times than not,
they are rarely defined, explained, or translated into real, everyday policing situations. The profession arms its
street-level officers with tools for success, both weaponry and street survival tactics, but generally ignores the
philosophical ethical dilemmas involving character that officers are confronted with in the performance of their
duties. Such an oversight in training circles can be costly from a litigation standpoint, both from citizen lawsuits
as well as internal litigation associated with running a department.
Policing in general and sworn testimony in specific will always be
about an officer’s character and that is why core values training and
vigilant supervisory reinforcement of character issues are critical to
an agency’s future successes.
Core value-based training curriculums and scenarios provide the rank and file with a clearer understanding of
the differing levels of distinction associated with truth telling in law enforcement and sends them a message
that a breach of this policy, when severe enough, could cost them their career. It is.
Advanced Search February 2015Ethical Defensibil.docxdaniahendric
Advanced Search
February 2015
Ethical Defensibility: Should an Officer’s “Willingness to Deceive”
Result in Automatic Certification Revocation?
By Thomas Martinelli, Adjunct Professor, Wayne State University, Detroit Michigan, Independent Training
Consultant, Institute for Intergovernmental Research, Tallahassee, Florida, and Michigan State University’s
Intelligence Toolbox Program, East Lansing, Michigan, and Member, IACP Police Professional Standards,
Ethics, and Image Committee
The concept of Ethical Defensibility provides all sworn personnel with the philosophical
tools and analytical skills necessary to weigh value-based alternatives, resulting in the
repetitive acts needed to protect, preserve, and defend the integrity of the police
profession.
“Oh, what a tangled web we weave,
When first we practice to deceive!”
—Sir Walter Scott, Marmion
ying, deception, and the omission of truth (when duty dictates), all fall under a “willingness to deceive” in
police character policies. A character policy specifically addresses the ethical challenges demanded of
all public servants regarding the mandatory need for and relationship between truth-telling, duty-bound
honor, and justice. This is not about perjured written or spoken words; they clearly are illegal and
unconstitutional. Rather it is about the philosophical tenets of the profession that are necessary to instill and
reinforce the honor, pride, and higher standards that are the foundations of policing. Protecting the integrity
and image of the profession involves educating officers at all levels of an agency to prioritize truth telling,
without exception. It is a critical part of the job description.
The challenge today in policy compliance training (or core values training) is that many character policies are
written in generalities, leaving them susceptible to arbitrary and subjective interpretations. More times than not,
they are rarely defined, explained, or translated into real, everyday policing situations. The profession arms its
street-level officers with tools for success, both weaponry and street survival tactics, but generally ignores the
philosophical ethical dilemmas involving character that officers are confronted with in the performance of their
duties. Such an oversight in training circles can be costly from a litigation standpoint, both from citizen lawsuits
as well as internal litigation associated with running a department.
Policing in general and sworn testimony in specific will always be
about an officer’s character and that is why core values training and
vigilant supervisory reinforcement of character issues are critical to
an agency’s future successes.
Core value-based training curriculums and scenarios provide the rank and file with a clearer understanding of
the differing levels of distinction associated with truth telling in law enforcement and sends them a message
that a breach of this policy, when severe enough, could cost them their career. It is ...
CHAPTER 2What Makes a Good Police Officer-The most honest and direct r.docxnoel23456789
The document discusses the traits of a good police officer and the role of power and responsibility in law enforcement. It argues that a good police officer is a good person with traits like compassion and humility. It notes that officers have enormous power to restrict freedom, so they must maintain morality and virtue in their decisions. The document also examines Peel's principles of policing, including using force only as a last resort and maintaining public cooperation and respect.
Article Submission to the IACP – Police Chief Magazine Submi.docxfestockton
Article Submission to the IACP – Police Chief Magazine
Submitted February 9, 2010
The Untruthful Employee - Is Termination the Only Response?
By: Chief Ronal Serpas and Captain Michael Hagar, Metropolitan Nashville
Police Department, Nashville, TN
Over the last many years law enforcement leaders have come under increasing
pressure to answer the question: “What do I do with a law enforcement employee
who has been proven to be untruthful in the work place?” Many departments
have also been confronted with significant and far reaching court decisions that
play a prominent role in this decision making process, as well as vigorous
debates and lengthy court battles with labor organizations around the issue of
truthfulness expectations in policy and disciplinary actions. Beyond court
decisions and day to day management issues, in recent years the US
Department of Justice has issued far reaching instructions on the conduct of
federal law enforcement cases that may involve local and state police employees
who have a history of being untruthful in the work place. There have been
articles titled, “Disclosing Officer Untruthfulness to the Defense: Is a Liars Squad
Coming to Your Town?”1, “Chief's Counsel: Should Police Officers Who Lie Be
Terminated as a Matter of Public Policy?”2 and similar discussions in this
magazine and others. In light of these critical and evolving issues, a recent
decision from the Tennessee Court of Appeals analyzing the procedures and
practices of the Metropolitan Police of Nashville Davidson County, TN can be
instructive. Without disregarding the import and consequences of Brady v
Maryland3 and Giglio v. United States4, this article proposes that it should be the
public policy of law enforcement agencies that untruthful conduct by a law
enforcement agency employee has a most damaging effect to the day to day
efficient and effective service of policing. Moreover, the use of untruthful
statements to avoid disciplinary action further undermines the efficient and
effective service expected of American police departments. Truthfulness by
employees is not only an issue of witness credibility in a court of law; it is the
fundamental nature of law enforcement service and strikes to the core of our
ability to provide effective and efficient service. As a result, untruthful conduct,
when found, must be met with the most serious of disciplinary action –
termination.
1 Disclosing Officer Untruthfulness to the Defense: Is a Liars Squad Coming to Your Town?,
Police Chief Magazine, November, 2005.
2 Chief's Counsel: Should Police Officers Who Lie Be Terminated as a Matter of Public Policy?,
Police Chief Magazine, April, 2008.
3 Brady v. Maryland, 373 U.S. 83 (1963)
4 Giglio v. United States, 405 U.S. 150 (1972)
Serpas and Hagar
Page 1 of 9
http://www.policechiefmagazine.org/magazine/index.cfm?fuseaction=display&article_id=744&issue ...
Article Submission to the IACP – Police Chief Magazine Submi.docxrossskuddershamus
Article Submission to the IACP – Police Chief Magazine
Submitted February 9, 2010
The Untruthful Employee - Is Termination the Only Response?
By: Chief Ronal Serpas and Captain Michael Hagar, Metropolitan Nashville
Police Department, Nashville, TN
Over the last many years law enforcement leaders have come under increasing
pressure to answer the question: “What do I do with a law enforcement employee
who has been proven to be untruthful in the work place?” Many departments
have also been confronted with significant and far reaching court decisions that
play a prominent role in this decision making process, as well as vigorous
debates and lengthy court battles with labor organizations around the issue of
truthfulness expectations in policy and disciplinary actions. Beyond court
decisions and day to day management issues, in recent years the US
Department of Justice has issued far reaching instructions on the conduct of
federal law enforcement cases that may involve local and state police employees
who have a history of being untruthful in the work place. There have been
articles titled, “Disclosing Officer Untruthfulness to the Defense: Is a Liars Squad
Coming to Your Town?”1, “Chief's Counsel: Should Police Officers Who Lie Be
Terminated as a Matter of Public Policy?”2 and similar discussions in this
magazine and others. In light of these critical and evolving issues, a recent
decision from the Tennessee Court of Appeals analyzing the procedures and
practices of the Metropolitan Police of Nashville Davidson County, TN can be
instructive. Without disregarding the import and consequences of Brady v
Maryland3 and Giglio v. United States4, this article proposes that it should be the
public policy of law enforcement agencies that untruthful conduct by a law
enforcement agency employee has a most damaging effect to the day to day
efficient and effective service of policing. Moreover, the use of untruthful
statements to avoid disciplinary action further undermines the efficient and
effective service expected of American police departments. Truthfulness by
employees is not only an issue of witness credibility in a court of law; it is the
fundamental nature of law enforcement service and strikes to the core of our
ability to provide effective and efficient service. As a result, untruthful conduct,
when found, must be met with the most serious of disciplinary action –
termination.
1 Disclosing Officer Untruthfulness to the Defense: Is a Liars Squad Coming to Your Town?,
Police Chief Magazine, November, 2005.
2 Chief's Counsel: Should Police Officers Who Lie Be Terminated as a Matter of Public Policy?,
Police Chief Magazine, April, 2008.
3 Brady v. Maryland, 373 U.S. 83 (1963)
4 Giglio v. United States, 405 U.S. 150 (1972)
Serpas and Hagar
Page 1 of 9
http://www.policechiefmagazine.org/magazine/index.cfm?fuseaction=display&article_id=744&issue.
Legitimacy and Procedural Justice A New El.docxsmile790243
Legitimacy and Procedural Justice:
A New Element of Police Leadership
A Report by the Police Executive Research Forum (PERF)
March 2014
Edited by Craig Fischer
U.S. Department of Justice, Bureau of Justice Assistance
This project was supported by Grant No. 2009-DB-BX-K030 awarded by the Bureau of Justice
Assistance. The Bureau of Justice Assistance is a component of the Office of Justice Programs,
which also includes the Bureau of Justice Statistics, the National Institute of Justice, the Office
of Juvenile Justice and Delinquency Prevention, the SMART Office, and the Office for Victims
of Crime. Points of view or opinions in this document are those of the author and do not
represent the official position or policies of the United States Department of Justice or of
individual members of the Police Executive Research Forum.
1
INTRODUCTION
The job of leading a local law enforcement agency has always been a complex one,
requiring skills in mastering complex policy issues, developing organizational structures and
systems, managing employees, and addressing the various and sometimes conflicting
expectations of the community, political leaders, agency employees, and the news media.
1
Many experienced police chiefs are saying that the 21
st
Century has brought a trend
toward even greater complexity in their jobs. New types of technology are revolutionizing how
police departments operate, and often the challenge is to make sound decisions about how to
integrate multiple forms of technology. The widespread adoption of community policing has
resulted in community members having higher expectations of accountability and efficiency in
their police departments. National and international economic conditions have strained local
police budgets. The workforce is changing in ways that affect police recruiting and retention.
These are just a few of the challenges that must be understood and constructively managed by
today’s chief executives in policing.
In fact, perhaps the greatest job qualification for today’s police executives is the ability
to recognize and respond to the swiftly changing issues and opportunities facing them. Police
chiefs often speak of their role as being “agents of change.” Never before has managing change
been a larger element of their jobs.
Today’s police departments appear to be succeeding, at least by the measure of crime
rates. Violent crime rates nationwide are half what they were two decades ago, and many
1
Leadership Matters: Police Chiefs Talk About Their Careers. Police Executive Research Forum, 2009.
2
jurisdictions are experiencing record low crime rates not seen since the 1960s. In addition, there
are indications that a variety of types of wrongful police behaviors, ranging from corruption to
unlawful shootings, are at lower levels ...
The document discusses six major causes of wrongful conviction:
1. Eyewitness misidentification is the leading cause, responsible for 72% of wrongful convictions overturned by DNA evidence. Eyewitness identification is unreliable due to the malleability of human memory.
2. Unreliable or improper forensic science techniques and forensic scientist misconduct have also led to wrongful convictions. Most forensic techniques have not been thoroughly scientifically evaluated.
3. False confessions, which are sometimes coerced, have also contributed to wrongful convictions.
What Makes a Good Police OfficerThe most honest and direct re.docxlillie234567
What Makes a Good Police Officer?
The most honest and direct reply to this question is “a good person who happens to be a police officer.” The original question suggests that a police officer is something other than human. We all get caught up in labeling and assigning titles to identify people who we may not understand instead of identifying them by their individual accomplishments. By labeling an entire group, especially when we do not understand the group, it is very easy to associate bad behavior from one person in the group as a trait of every person in that group. The truth is that not everyone in any group shares the same traits. The hope is that police departments hire people with good traits that are common to good people.
A good police officer is a good person who happens to be a person who seriously accepts the awesome
responsibility. The few basic traits a good person possesses are compassion, honesty, integrity, truthfulness, grace, mercy, a belief in justice, --and most important of all, humility. Humility is at the top of the list because in order for one to truly be humble, they must possess all the previous mentioned traits. These are traits that cannot be taught; they are ones that come from the heart and are forged into the spirit of a person through their upbringing and life experience.
Considering the Role and Responsibility of Power
It is logical that one would believe the above-mentioned traits that define a good person would also define a good police officer. This may not be the case as there is one component to this equation that is unique to a police officer that the average person does not have. That component is power. All people, no matter who they are, experience a change in their perspective. A person who does not possess all the good traits may have a perspective that is not in line with what is considered good.
A simple comparison is, in business and industry, the most a person with power can do is take another
person’s job away. Depending on the moral fiber of that industry boss, the abuse of their power may become easy for them and they may use that as a shortcut to get out of retraining someone or dealing with a complicated situation. The quick solution phenomenon of removing a person from a company as a matter of convenience rather than cause may result in the industry boss losing their moral compass, thus losing their compassion for others.
This phenomenon can also be present in persons who have enormous power, such as police officers. Police officers have the ability to take away a person’s freedom. The officer must keep their morality, humility, and compassion for others, and practice grace and mercy every day. Keeping these virtues at the forefront of their thinking demands that the officer employ a different manner of thinking and a lifestyle that upholds these virtues. They must know their job and the people they serve so well that they have the ability to know when their actions will affect someone.
This document discusses the personal liability of compliance officers based on recent regulatory cases and statements. It outlines expectations from regulators that compliance officers act as partners in preventing financial crimes and have whistleblower protections. However, there remains uncertainty around personal liability without explicit legal protections. The document recommends steps compliance officers can take to safeguard themselves, such as obtaining clear mandates, documenting responsibilities, escalating issues, and considering resigning as a last resort if serious concerns are not addressed.
Advanced Search February 2015Ethical Defensibil.docxdaniahendric
Advanced Search
February 2015
Ethical Defensibility: Should an Officer’s “Willingness to Deceive”
Result in Automatic Certification Revocation?
By Thomas Martinelli, Adjunct Professor, Wayne State University, Detroit Michigan, Independent Training
Consultant, Institute for Intergovernmental Research, Tallahassee, Florida, and Michigan State University’s
Intelligence Toolbox Program, East Lansing, Michigan, and Member, IACP Police Professional Standards,
Ethics, and Image Committee
The concept of Ethical Defensibility provides all sworn personnel with the philosophical
tools and analytical skills necessary to weigh value-based alternatives, resulting in the
repetitive acts needed to protect, preserve, and defend the integrity of the police
profession.
“Oh, what a tangled web we weave,
When first we practice to deceive!”
—Sir Walter Scott, Marmion
ying, deception, and the omission of truth (when duty dictates), all fall under a “willingness to deceive” in
police character policies. A character policy specifically addresses the ethical challenges demanded of
all public servants regarding the mandatory need for and relationship between truth-telling, duty-bound
honor, and justice. This is not about perjured written or spoken words; they clearly are illegal and
unconstitutional. Rather it is about the philosophical tenets of the profession that are necessary to instill and
reinforce the honor, pride, and higher standards that are the foundations of policing. Protecting the integrity
and image of the profession involves educating officers at all levels of an agency to prioritize truth telling,
without exception. It is a critical part of the job description.
The challenge today in policy compliance training (or core values training) is that many character policies are
written in generalities, leaving them susceptible to arbitrary and subjective interpretations. More times than not,
they are rarely defined, explained, or translated into real, everyday policing situations. The profession arms its
street-level officers with tools for success, both weaponry and street survival tactics, but generally ignores the
philosophical ethical dilemmas involving character that officers are confronted with in the performance of their
duties. Such an oversight in training circles can be costly from a litigation standpoint, both from citizen lawsuits
as well as internal litigation associated with running a department.
Policing in general and sworn testimony in specific will always be
about an officer’s character and that is why core values training and
vigilant supervisory reinforcement of character issues are critical to
an agency’s future successes.
Core value-based training curriculums and scenarios provide the rank and file with a clearer understanding of
the differing levels of distinction associated with truth telling in law enforcement and sends them a message
that a breach of this policy, when severe enough, could cost them their career. It is ...
CHAPTER 2What Makes a Good Police Officer-The most honest and direct r.docxnoel23456789
The document discusses the traits of a good police officer and the role of power and responsibility in law enforcement. It argues that a good police officer is a good person with traits like compassion and humility. It notes that officers have enormous power to restrict freedom, so they must maintain morality and virtue in their decisions. The document also examines Peel's principles of policing, including using force only as a last resort and maintaining public cooperation and respect.
Article Submission to the IACP – Police Chief Magazine Submi.docxfestockton
Article Submission to the IACP – Police Chief Magazine
Submitted February 9, 2010
The Untruthful Employee - Is Termination the Only Response?
By: Chief Ronal Serpas and Captain Michael Hagar, Metropolitan Nashville
Police Department, Nashville, TN
Over the last many years law enforcement leaders have come under increasing
pressure to answer the question: “What do I do with a law enforcement employee
who has been proven to be untruthful in the work place?” Many departments
have also been confronted with significant and far reaching court decisions that
play a prominent role in this decision making process, as well as vigorous
debates and lengthy court battles with labor organizations around the issue of
truthfulness expectations in policy and disciplinary actions. Beyond court
decisions and day to day management issues, in recent years the US
Department of Justice has issued far reaching instructions on the conduct of
federal law enforcement cases that may involve local and state police employees
who have a history of being untruthful in the work place. There have been
articles titled, “Disclosing Officer Untruthfulness to the Defense: Is a Liars Squad
Coming to Your Town?”1, “Chief's Counsel: Should Police Officers Who Lie Be
Terminated as a Matter of Public Policy?”2 and similar discussions in this
magazine and others. In light of these critical and evolving issues, a recent
decision from the Tennessee Court of Appeals analyzing the procedures and
practices of the Metropolitan Police of Nashville Davidson County, TN can be
instructive. Without disregarding the import and consequences of Brady v
Maryland3 and Giglio v. United States4, this article proposes that it should be the
public policy of law enforcement agencies that untruthful conduct by a law
enforcement agency employee has a most damaging effect to the day to day
efficient and effective service of policing. Moreover, the use of untruthful
statements to avoid disciplinary action further undermines the efficient and
effective service expected of American police departments. Truthfulness by
employees is not only an issue of witness credibility in a court of law; it is the
fundamental nature of law enforcement service and strikes to the core of our
ability to provide effective and efficient service. As a result, untruthful conduct,
when found, must be met with the most serious of disciplinary action –
termination.
1 Disclosing Officer Untruthfulness to the Defense: Is a Liars Squad Coming to Your Town?,
Police Chief Magazine, November, 2005.
2 Chief's Counsel: Should Police Officers Who Lie Be Terminated as a Matter of Public Policy?,
Police Chief Magazine, April, 2008.
3 Brady v. Maryland, 373 U.S. 83 (1963)
4 Giglio v. United States, 405 U.S. 150 (1972)
Serpas and Hagar
Page 1 of 9
http://www.policechiefmagazine.org/magazine/index.cfm?fuseaction=display&article_id=744&issue ...
Article Submission to the IACP – Police Chief Magazine Submi.docxrossskuddershamus
Article Submission to the IACP – Police Chief Magazine
Submitted February 9, 2010
The Untruthful Employee - Is Termination the Only Response?
By: Chief Ronal Serpas and Captain Michael Hagar, Metropolitan Nashville
Police Department, Nashville, TN
Over the last many years law enforcement leaders have come under increasing
pressure to answer the question: “What do I do with a law enforcement employee
who has been proven to be untruthful in the work place?” Many departments
have also been confronted with significant and far reaching court decisions that
play a prominent role in this decision making process, as well as vigorous
debates and lengthy court battles with labor organizations around the issue of
truthfulness expectations in policy and disciplinary actions. Beyond court
decisions and day to day management issues, in recent years the US
Department of Justice has issued far reaching instructions on the conduct of
federal law enforcement cases that may involve local and state police employees
who have a history of being untruthful in the work place. There have been
articles titled, “Disclosing Officer Untruthfulness to the Defense: Is a Liars Squad
Coming to Your Town?”1, “Chief's Counsel: Should Police Officers Who Lie Be
Terminated as a Matter of Public Policy?”2 and similar discussions in this
magazine and others. In light of these critical and evolving issues, a recent
decision from the Tennessee Court of Appeals analyzing the procedures and
practices of the Metropolitan Police of Nashville Davidson County, TN can be
instructive. Without disregarding the import and consequences of Brady v
Maryland3 and Giglio v. United States4, this article proposes that it should be the
public policy of law enforcement agencies that untruthful conduct by a law
enforcement agency employee has a most damaging effect to the day to day
efficient and effective service of policing. Moreover, the use of untruthful
statements to avoid disciplinary action further undermines the efficient and
effective service expected of American police departments. Truthfulness by
employees is not only an issue of witness credibility in a court of law; it is the
fundamental nature of law enforcement service and strikes to the core of our
ability to provide effective and efficient service. As a result, untruthful conduct,
when found, must be met with the most serious of disciplinary action –
termination.
1 Disclosing Officer Untruthfulness to the Defense: Is a Liars Squad Coming to Your Town?,
Police Chief Magazine, November, 2005.
2 Chief's Counsel: Should Police Officers Who Lie Be Terminated as a Matter of Public Policy?,
Police Chief Magazine, April, 2008.
3 Brady v. Maryland, 373 U.S. 83 (1963)
4 Giglio v. United States, 405 U.S. 150 (1972)
Serpas and Hagar
Page 1 of 9
http://www.policechiefmagazine.org/magazine/index.cfm?fuseaction=display&article_id=744&issue.
Legitimacy and Procedural Justice A New El.docxsmile790243
Legitimacy and Procedural Justice:
A New Element of Police Leadership
A Report by the Police Executive Research Forum (PERF)
March 2014
Edited by Craig Fischer
U.S. Department of Justice, Bureau of Justice Assistance
This project was supported by Grant No. 2009-DB-BX-K030 awarded by the Bureau of Justice
Assistance. The Bureau of Justice Assistance is a component of the Office of Justice Programs,
which also includes the Bureau of Justice Statistics, the National Institute of Justice, the Office
of Juvenile Justice and Delinquency Prevention, the SMART Office, and the Office for Victims
of Crime. Points of view or opinions in this document are those of the author and do not
represent the official position or policies of the United States Department of Justice or of
individual members of the Police Executive Research Forum.
1
INTRODUCTION
The job of leading a local law enforcement agency has always been a complex one,
requiring skills in mastering complex policy issues, developing organizational structures and
systems, managing employees, and addressing the various and sometimes conflicting
expectations of the community, political leaders, agency employees, and the news media.
1
Many experienced police chiefs are saying that the 21
st
Century has brought a trend
toward even greater complexity in their jobs. New types of technology are revolutionizing how
police departments operate, and often the challenge is to make sound decisions about how to
integrate multiple forms of technology. The widespread adoption of community policing has
resulted in community members having higher expectations of accountability and efficiency in
their police departments. National and international economic conditions have strained local
police budgets. The workforce is changing in ways that affect police recruiting and retention.
These are just a few of the challenges that must be understood and constructively managed by
today’s chief executives in policing.
In fact, perhaps the greatest job qualification for today’s police executives is the ability
to recognize and respond to the swiftly changing issues and opportunities facing them. Police
chiefs often speak of their role as being “agents of change.” Never before has managing change
been a larger element of their jobs.
Today’s police departments appear to be succeeding, at least by the measure of crime
rates. Violent crime rates nationwide are half what they were two decades ago, and many
1
Leadership Matters: Police Chiefs Talk About Their Careers. Police Executive Research Forum, 2009.
2
jurisdictions are experiencing record low crime rates not seen since the 1960s. In addition, there
are indications that a variety of types of wrongful police behaviors, ranging from corruption to
unlawful shootings, are at lower levels ...
The document discusses six major causes of wrongful conviction:
1. Eyewitness misidentification is the leading cause, responsible for 72% of wrongful convictions overturned by DNA evidence. Eyewitness identification is unreliable due to the malleability of human memory.
2. Unreliable or improper forensic science techniques and forensic scientist misconduct have also led to wrongful convictions. Most forensic techniques have not been thoroughly scientifically evaluated.
3. False confessions, which are sometimes coerced, have also contributed to wrongful convictions.
What Makes a Good Police OfficerThe most honest and direct re.docxlillie234567
What Makes a Good Police Officer?
The most honest and direct reply to this question is “a good person who happens to be a police officer.” The original question suggests that a police officer is something other than human. We all get caught up in labeling and assigning titles to identify people who we may not understand instead of identifying them by their individual accomplishments. By labeling an entire group, especially when we do not understand the group, it is very easy to associate bad behavior from one person in the group as a trait of every person in that group. The truth is that not everyone in any group shares the same traits. The hope is that police departments hire people with good traits that are common to good people.
A good police officer is a good person who happens to be a person who seriously accepts the awesome
responsibility. The few basic traits a good person possesses are compassion, honesty, integrity, truthfulness, grace, mercy, a belief in justice, --and most important of all, humility. Humility is at the top of the list because in order for one to truly be humble, they must possess all the previous mentioned traits. These are traits that cannot be taught; they are ones that come from the heart and are forged into the spirit of a person through their upbringing and life experience.
Considering the Role and Responsibility of Power
It is logical that one would believe the above-mentioned traits that define a good person would also define a good police officer. This may not be the case as there is one component to this equation that is unique to a police officer that the average person does not have. That component is power. All people, no matter who they are, experience a change in their perspective. A person who does not possess all the good traits may have a perspective that is not in line with what is considered good.
A simple comparison is, in business and industry, the most a person with power can do is take another
person’s job away. Depending on the moral fiber of that industry boss, the abuse of their power may become easy for them and they may use that as a shortcut to get out of retraining someone or dealing with a complicated situation. The quick solution phenomenon of removing a person from a company as a matter of convenience rather than cause may result in the industry boss losing their moral compass, thus losing their compassion for others.
This phenomenon can also be present in persons who have enormous power, such as police officers. Police officers have the ability to take away a person’s freedom. The officer must keep their morality, humility, and compassion for others, and practice grace and mercy every day. Keeping these virtues at the forefront of their thinking demands that the officer employ a different manner of thinking and a lifestyle that upholds these virtues. They must know their job and the people they serve so well that they have the ability to know when their actions will affect someone.
This document discusses the personal liability of compliance officers based on recent regulatory cases and statements. It outlines expectations from regulators that compliance officers act as partners in preventing financial crimes and have whistleblower protections. However, there remains uncertainty around personal liability without explicit legal protections. The document recommends steps compliance officers can take to safeguard themselves, such as obtaining clear mandates, documenting responsibilities, escalating issues, and considering resigning as a last resort if serious concerns are not addressed.
The document provides an analysis of the novel Serpico by Peter Maas. It summarizes the plot of the novel, which follows Frank Serpico, a New York police officer in the 1960s who exposes widespread corruption within the NYPD. The document then analyzes concepts of merit and public administration through the lens of the issues portrayed in the novel. It discusses how concepts like insulation from politics, competence, management, diversity, and performance measurement could help reform the NYPD and ensure it upholds its duty to the public.
This webinar discusses sanctions screening and politically exposed persons (PEPs) screening. It explores know your customer procedures, sanctions filtering, and dealing with high-risk PEPs. The webinar will cover BSA/AML compliance management, digital currencies, monitoring transactions, and adapting to regulatory changes. It is aimed at compliance professionals, financial institutions, and other organizations subject to anti-money laundering regulations.
Ethics in AccountingKeys to Reducing FraudAbstra.docxhumphrieskalyn
Ethics in Accounting
Keys to Reducing Fraud
Abstract: The major problem facing accounting today is the ethical and moral decline of accounting professionals. The American Institute of Certified Public Accountants (AICPA) has published ethical rules to guide accounts and protect the trustworthiness of their decisions in the event an ethical dilemma arises. However today, the profession remains challenged with the need to invest in the growth and development of ethical and moral reasoning of accounting professionals to protect them from veering from ethical standards. This paper will explore ethical concepts such as professional conduct and integrity and how emphasis on these ethical values will affect fraud.
Table of Contents
I. Executive Summary 1
II. Introduction 1
III. Review of Literature 1
IV. Analysis 1
V. Recommendations 1
VI. Summary and Conclusions 1
VII. Appendix x 1
VIII. References 1
ACCT 601 – Accounting Capstone
Ethics in accounting
Page 0 of 3I. Executive Summary
Due week 7II. Introduction
Problem statement and how the topic fits with the course, the degree, and your focus area.
Include a reason for the audience to read the paper. Include an overview of what you are going to cover in your paper and the importance of the material.
Preview the main ideas and the order in which they will be covered.
Establish a tone of the document.
Accounting is the process by which financial transactions are monitored, tracked and examined. It aims to provide a means of determining the expenditure levels of an institution and it provides a means of maintaining transparency and honesty in the recording of business transactions. While most accounting is completed using technology, software is easily manipulated by people. Thus, individuals are the least reliable part of the process, as they are susceptible to influence from outside sources and defiant personal decisions. Therefore, the major problem facing accounting is the ethics and morals of the individual accountants. This paper will determine the importance of specific aspects, such as autonomy, confidentiality, professional conduct and integrity and establish the overall ethical characteristic necessary to ensure proper accounting and inhibit fraud.
Autonomy
According to Kant's moral philosophy, autonomy is the capacity of an individual to act based on objective morality rather than personal desires or other influences. In accounting, managers make decisions on their own without the input or approval of higher authorities. In some cases, this self-rule or individuality may affect decisions made due to pressures of the moment rather than the right decisions for the company. In other words, singular decisions made with the aim of bias in the outcome in favour of either a party involved in the process or the decision maker rather than for the greater good is in itself corrupt. Therefore, to ensure decisions are made with the best intentions of the organization, rather than othe.
Outline and Speech Presentation with Narration OverviewPresenti.docxalfred4lewis58146
Outline and Speech Presentation with Narration Overview
Presenting information in a clear, concise manner, while keeping the audience interested, is one of the more common speaking situations you may face in a professional setting. Often, while you may be the resident “expert” on a topic, you will find that in order to effectively inform a group on a particular subject you may need to do a significant amount of research to support your claims. In other instances, you may be asked to perform research on a topic that you are unfamiliar with and to present to a group the information that you have gathered. In either case, this is called speaking to inform. At other times, you may have to persuade others to believe your point of view or accept your solution to a problem. This is called speaking to persuade.
Assignment: Prepare an informative or persuasive speech utilizing the speech pattern of your choice.
Parameters: Speech must be related to workplace communication, relevant to this audience and approved by the instructor. Brainstorm and/or look in your text for ideas.
Topics for paper:
Interpersonal Communication as it relates to relationships, Causes of Interpersonal Communication issues as it relates to relationships, How to resolve Interpersonal Communication issues as it relates to relationships, How to overcome Interpersonal Communication issues, Problems Interpersonal Communication as it relates to relationships can have
You must use PowerPoint with your speech recorded using the Narration feature and include in the presentation a minimum of five slides. PowerPoint documents will be graded as part of the speech.
Time: The full team presentation should fall within the time constraints of 5-7 minutes.
Outline and References: An outline is required. Main points should be full sentences, first level subpoints may be full sentences or phrases, second and third level subpoints may be phrases or key words. The outline should include a speech title, general purpose, specific purpose, thesis statement, introduction, body and conclusion. Please see the sample outline in the Doc Sharing for details.
Using APA format, create a reference page documenting a minimum of four sources and all materials that are not considered “common knowledge” or “public domain.” Please review the policy under Course Home that discusses plagiarism so that you can be sure to avoid it. As a general rule, when in doubt, cite the source.
Per the sample outline in the Doc Sharing, a description of visuals is required as well. See the sample outline for details.
The outline, references and description of visuals should be submitted in one document to the dropbox.
Evaluation: 220 points; 100 points allocated to the outline. 60 points allocated to the speech delivery and 60 points allocated to the PowerPoint.
Running Head: POLICE OFFICER DISCRETION POLICY ANALYSIS 5
Police Officer Discretion Policy.
BCJ 4701, Criminal Justice Organization and Administra.docxpoulterbarbara
BCJ 4701, Criminal Justice Organization and Administration 1
Course Learning Outcomes for Unit V
Upon completion of this unit, students should be able to:
4. Determine practical solutions to issues experienced by criminal justice agencies.
4.1 Prepare a code of ethics for a criminal justice agency.
4.2 Examine the importance of a code of ethics in a criminal justice agency.
4.3 Establish compliance training policies for a code of ethics in a criminal justice agency.
Course/Unit
Learning Outcomes
Learning Activity
4.1
Chapter 9
Unit V Scholarly Activity
4.2
Unit Lesson
Chapter 9
Unit V Scholarly Activity
4.3
Unit Lesson
Chapter 9
Unit V Scholarly Activity
Reading Assignment
Chapter 9: Police Administration, pp. 283-309
Unit Lesson
Police Administration
No organization, including law enforcement, can complete its mission without the use of management to
accomplish its daily tasks, which may consist of preventing criminal activity, apprehending criminals,
controlling traffic, or simply maintaining order. Regardless of the undertaking, an agency must conduct its
work by ensuring there is a coordinated effort between all the actors.
UNIT V STUDY GUIDE
Police Administration
BCJ 4701, Criminal Justice Organization and Administration 2
UNIT x STUDY GUIDE
Title
In recognizing the responsibilities of an agency,
one would be wise to understand law enforcement
history to have a better idea of what progress has
been accomplished. Long before the establishment
of structured law enforcement organizations, there
was a need for citizens to be protected that
originated with the establishment of men
preserving peace by standing guard at a town’s
border, controlling lawless activity, and even
announcing the time of day and weather.
These activities were primarily reactive in nature,
and because there was no salary involved, these
individuals were subject to corruption and not
respected in the community. Even after the
adoption of police agencies in the United States in
Boston, Philadelphia, and New York, the limited
use, low pay, and political meddling did little to
enhance the police officer’s public image. Since the
inception of law enforcement, several steps have been implemented to increase professionalism. These
improvements include recruiting and hiring minority and female officers while providing sensitivity training and
leading agencies away from traditional policing to a more community-oriented concept.
Community-Oriented Policing
The community policing core concepts strive to increase community partnerships so that problem-solving can
be accomplished by utilizing the strengths of the police and the community together, rather than individually
working on the same issues. This proactive concept must be accepted and utilized at all levels for there to be
a permanent solution on community problems. Officers, community leaders, and citizens have expe.
BCJ 4701, Criminal Justice Organization and Administra.docxShiraPrater50
BCJ 4701, Criminal Justice Organization and Administration 1
Course Learning Outcomes for Unit V
Upon completion of this unit, students should be able to:
4. Determine practical solutions to issues experienced by criminal justice agencies.
4.1 Prepare a code of ethics for a criminal justice agency.
4.2 Examine the importance of a code of ethics in a criminal justice agency.
4.3 Establish compliance training policies for a code of ethics in a criminal justice agency.
Course/Unit
Learning Outcomes
Learning Activity
4.1
Chapter 9
Unit V Scholarly Activity
4.2
Unit Lesson
Chapter 9
Unit V Scholarly Activity
4.3
Unit Lesson
Chapter 9
Unit V Scholarly Activity
Reading Assignment
Chapter 9: Police Administration, pp. 283-309
Unit Lesson
Police Administration
No organization, including law enforcement, can complete its mission without the use of management to
accomplish its daily tasks, which may consist of preventing criminal activity, apprehending criminals,
controlling traffic, or simply maintaining order. Regardless of the undertaking, an agency must conduct its
work by ensuring there is a coordinated effort between all the actors.
UNIT V STUDY GUIDE
Police Administration
BCJ 4701, Criminal Justice Organization and Administration 2
UNIT x STUDY GUIDE
Title
In recognizing the responsibilities of an agency,
one would be wise to understand law enforcement
history to have a better idea of what progress has
been accomplished. Long before the establishment
of structured law enforcement organizations, there
was a need for citizens to be protected that
originated with the establishment of men
preserving peace by standing guard at a town’s
border, controlling lawless activity, and even
announcing the time of day and weather.
These activities were primarily reactive in nature,
and because there was no salary involved, these
individuals were subject to corruption and not
respected in the community. Even after the
adoption of police agencies in the United States in
Boston, Philadelphia, and New York, the limited
use, low pay, and political meddling did little to
enhance the police officer’s public image. Since the
inception of law enforcement, several steps have been implemented to increase professionalism. These
improvements include recruiting and hiring minority and female officers while providing sensitivity training and
leading agencies away from traditional policing to a more community-oriented concept.
Community-Oriented Policing
The community policing core concepts strive to increase community partnerships so that problem-solving can
be accomplished by utilizing the strengths of the police and the community together, rather than individually
working on the same issues. This proactive concept must be accepted and utilized at all levels for there to be
a permanent solution on community problems. Officers, community leaders, and citizens have expe ...
BUS661-WEEK 3-DISCUSSION QUESTIONS-ASSIGNMENT –Instructor Guidance- Leading Organizational Change MFV1314A
WEEK 3
Week 3 Objectives-instructor guidance-
· Outline key reasons for resistance to change and propose actions that can be taken to reduce resistance.
· Discuss key driving forces and steps of the change process.
· Evaluate the importance of communication in the change process and the overall effectiveness of the change initiative.
· Demonstrate knowledge of the change process.
In week two, we considered the internal and external pressures associated with change within the law enforcement profession. Continuing with this example we will consider/propose actions that can be taken to reduce resistance to change with the law enforcement profession.
Across the country, crime analysts are compiling statistics that record and identify trends in crime. In theory, law enforcement managers can use these statistics to determine the best way to disperse the personnel within the agency to address specific crimes. There is an inherent flaw with this method for managing the delivery of police services to the community. The implementation of accountability programs are often thought of by management as a means of increasing officer productivity and motivating otherwise disinterested officers. The associated problem with the use of accountability programs are that law enforcement officers learn how to manipulate the statistics without truly accomplishing the goals of the agency. Subsequently the officers who learn how to manipulate these accountability systems are looked upon as the example. As a result, law enforcement managers must identify or develop proven methods to motivate officers to buy in to the vision and goals of the organization.
Contrary to the traditional methods of policing, accountability programs “adopt the managerial techniques and administrative structures of private for-profit corporations, emphasizing cost control, efficiency, decentralization of management and the cutting back of the public sector, while creating a market or quasi-market mechanisms, contracting out, performance indicators, risk assessment, and audit procedures.” (Chan, 1999) As managers continue to implement these types of programs within the law enforcement profession, officers who typically enjoy a considerable amount of freedom are now confronted with a micromanagement style of leadership. This often results in feelings of resentment, hostility, and distrust as management is pitted against front-line employees. To offset this hostility, officer’s gradually fall into several distinct categories. Those who produce at lower-levels, those who learn to manipulate the statistics utilized by supervisors to measure performance, and those who continue to work at previously established levels. Each of these situations creates a challenge for managers to deal with in terms of motivation. It would not be plausible to motivate each group of officers ...
Fraud, bribery and corruption: Protecting reputation and valueDavid Graham
In support of International Fraud Awareness Week, Deloitte Risk Advisory has published a series of articles, the second of which has been introduced below. This article lists ten areas that executives and the audit committee should evaluate to help mitigate reputational risks of fraud, bribery and corruption
Research paper - Forensic investigation, due diligenceHarsh Chitroda
Topic: Importance of Business Intelligence Services - Forensic Investigation, Due diligence in the current business scenario. The type of research method used in the paper was a qualitative one and obtained from real experience working at Deloitte.
ITP100 Project Part 2 Create the solution to a program th.docxchristiandean12115
ITP100 Project: Part 2
Create the solution to a program that calculates the final score and letter grade for one student.
Please use the following grading schema from Part1.
At this point assume that the user is entering the grades manually. Modularize your code
appropriately. Below is a suggestion for the modules you may need:
A module to calculate the total homework score
A module to calculate the total exam score
A module that calculates the total quiz score
A module that calculates the total discussion score
A module that calculates the total project score
A module that calculates the final score
A module that determines the letter grade based on the final score
The first five modules also need to query the user for each individual score.
A letter grade is based on the following table:
Grading Rubric Points Score
Correct variable declarations 15
Correct declaration of constants 15
Correct module declarations and endings 15
Correct arguments in module call 15
Correct parameters in module declaration 15
Correct parameter variable scope (value/reference) 15
Correct calculations 6
Code properly indented 2
Input validation placeholders 2
Total 100
Unit VII Course Project
Code of Ethics
Begin by preparing of Code of Ethics for a fictional company which should include at minimum ten elements. Once you have compiled the Code of Ethics, respond to the following questions: (Start with an introductory)
1. Why did you include each of the ten elements?
2. Why is a Code of Ethics an important part of every business from an employer standpoint?
3. Why is a Code of Ethics an important part of every business from an employee standpoint?
4. Once you have written the Code of Ethics, how would you implement to ensure compliance?
Your completed assignment should be a minimum of two double-spaced pages (one page for the Code of Ethics and two pages for question responses). Please use a minimum of two credible sources from the CSU Online Library to support yourreasoning. Referenced sources must have accompanying citations complying with APA guidelines.
Format your essay response in accordance with APA style. For step-by-step instructions for formatting a paper in APA style, please refer to the CSU Citation Guide
Evans, T. R. (2015). What does it mean to be an ethical CPA? Pennsylvania CPA Journal, 86(3), 66. Retrieved from https://libraryresources.columbiasouthern.edu/login?url=http://search.proquest.com.libraryresources.c olumbiasouthern.edu/docview/1715918037?accountid=33337
Abstract
TranslateAbstract
An excerpt from the 2015 Student Writing Competition first-place essay is presented. Ethics can be difficult to define as one enters the nuanced world of business, where moral dilemmas are not always painted in black and white. As the last line of defense between the users of financial information and potential fraud, accountants have a particularly strong need for a solid ethical.
(allow for more than one officer to participate, and even shoot.docxjoyjonna282
(
allow for more than one officer to participate, and even shoot rubber bullets back at the officers. These simula
tions provide enlightening and realistic training for offi
cers new to the position as well as for those
that
have been working the street for some time.
) (
^^^^
) (
Police training does not end at the recruit level. It is used to update the skills and knowledge base of veteran officers throughout their law enforcement careers.
)In-service training Training that occurs during a police officer's career, usually on a regular basis and usually within the department; often requred by department policy or state mandate.
probationary period The period in the early part of an officer's career in which the officer can be dismissed if not performing to the department's standards.
training programs for officers assigned to new duties. Recently, many of these training opportunities have been offered online. Training units can be developed that can be worked around an officer's schedule. They can be anywhere from 10-minute training segments to use during or after roll call or several hours for a more in-depth discussion of a topic.
Police training generally does not end at the recruit level. In many departments, in-service training is used to regularly update the skills and knowledge
base of veteran officers.
Numerous departments throughout the United States have begun to develop low-cost and effective local and regional community policing training to inculcate community awareness into their recruits and in-service personnel. The U.S. Department of Justice Office of Community Oriented Policing Services (COPS) encourages departments to pursue community policing initiatives and provides links on its website to community policing sites with training opportunities available to law enforcement. It also provides grants and funding to law enforcement agencies.
Probationary Period
(
In-Services, Management, and Specialized Training
Police training generally does not end at the recruit level. In ma
ny departments, is used to regularly update die skills and knowledge base of veteran officers. Because laws and devel
opments in policing are constandy chang
ing, officers need to be kept up to date. Many states have chosen to mandate a required number of
in-service training hours for officers to maintain their state certification. Primarily, diis was done as a way to ensure departments were keep
ing their officers updated on the latest laws and procedures and ensure some degree of uniformity from jurisdict
ion to jurisdiction.
In addition to in-service training, many departments use management training programs to teach supervisory and ma
n
a
geme
nt
skills to newly
promoted supervisors and
managers. Many departments also offer specialized
)A probationary period is the period
of time that a department has to evaluate a new officer's ability to perform his or her job effectively. Generally, a probationary officer can be dismissed at will without ...
1) The case study examines issues within the Rixton police department stemming from a lack of strong leadership and clearly defined policies and procedures.
2) Chief Eager does not enforce the chain of command or ensure policies are properly communicated, leading six patrol officers to cause internal strife through their conduct.
3) Without department-wide standards and accountability, the minority of problem officers can negatively impact community perceptions of the entire department.
1 2Managerial Practices Executive SummaryPut your na.docxhoney725342
1
2
Managerial Practices Executive Summary
Put your name here
CJA 484: criminal justice administration capstone
Put instructor name here
Dated Abstract
Organizational behavior is essential to the everyday connection of the criminal justice. Analyzing organizational behavior implies, conducting one's self in both life and employment with the utmost professionalism and moral standards. Several professional values apply across the three arms of the criminal justice system that include discipline, diligence, and servitude. To maintain professional standards within a department, one must remain ethical in the decisions that are made on a daily basis.
Managerial Practices Executive Summary
Most high performing and lucrative organizations rely on certain concepts and practices to maintain their high functionality rate and to keep unethical behaviors to a minimum. Like many fortune 500 companies, criminal justice organizations face the same problems when it comes to inner organizational behavior. Unethical behavior, lack of professionalism is just two of the many issues management has to deal with in the criminal justice field. This executive summary will elaborate on different methods used to control organizational behavior as well as methods that are useful for managers who operate daily within a criminal justice setting. This summary intends to focus on identifying the professional standards and values that are necessary within the criminal justice field and how they can be applied on a national level.
Organizational Behavior
Organizational behavior is essential to the everyday connection of the criminal justice. Analyzing organizational behavior implies, conducting one's self in both life and employment with the utmost professionalism and moral standards. Being in an individual in a leadership position, it is their responsibility to hold subordinates in their charge to models of moral practices at all times. Just as it is a parent's responsibility to train a child in the same manner. Initially, children do not grasp the concept of morality. However, they do comprehend what actions fall where. Inside the field of criminal justice, those of leadership roles must show others how it's done, or run the risk of having subordinates who do not act accordingly. Junior officers often mirror their manager, and the general population will notice. If the public views law enforcement acting unprofessional, their trust within the officers diminishes.
Professional values
Several professional values apply across the three arms of the criminal justice system. One of the values is discipline; discipline is key to the operation and efficiency of law enforcement agencies and correctional facilities. Police officers adhere to a chain of command, and correctional officers instill discipline in prisoners. Another professional standard key to the courts is diligence; courts diligently apply the law to ensure justice. The courts also adhere to the profession ...
Best Technical Writing For Beginners 2023 - AtOnceTracy Hill
Ben Carson had a troubled childhood that influenced who he became. His mother taught him important life lessons that helped guide his choices. He overcame challenges to become a renowned neurosurgeon and presidential candidate, applying the values from his upbringing to his studies and career. Experiences in one's background shape the person they become through the lessons learned and molding of character.
Integrity is a core value for businesses. Dishonest behaviors like fraud can severely damage an organization's reputation and finances. HR professionals play an important role in preventing corporate fraud through measures like verifying candidates' backgrounds, educating employees on ethics policies, and establishing reporting systems for suspicious activities. If fraud occurs, HR should handle it carefully and potentially involve outside experts to investigate properly and minimize further losses.
Ai and data analytics in operational risk management and investment managemen...Guan Khoo
First part of a high-level "qualitative" summary of my ppt presentation at the AI Financial Summit, APAC Conference, presented on 4 April, 2018 at the Sheraton Imperial Hotel, Kuala Lumpur. Part 1 here discusses more from an op risk perspective, esp. on data sourcing incl., qualitative or unstructured data and the augmented role of business process governance in op risk mgt.
Public administration: public sector values...Phelikz Opoku
This document discusses promoting ethical values and accountability in public services. It identifies several factors that can facilitate ethical deficits and lack of accountability, including lack of professionalism, low remuneration, political influence, and weak oversight institutions. It argues that comprehensive reforms are needed to address these issues, including improving legal frameworks, enhancing training, establishing transparent human resources policies, and creating specialized anti-corruption units. The goal is to earn public trust and have a public service dedicated to democratic ideals and professional conduct.
Profiling fraudsters and fraud schemes can help organizations better prevent and detect fraud. The typical organization loses 5% of annual revenue to fraud, totaling over $3.7 trillion globally. Profiling draws on past experiences and patterns to identify characteristics of fraudsters and situations where fraud may occur. Factors like the fraudster's demographics, position and department in the organization, as well as the economic environment, can provide insights. While fraud cannot be completely prevented, profiling can incrementally improve the odds of identifying fraud by recognizing patterns and "footprints" that indicate fraud may be happening.
How to Avoid Malpractice & Disciplinary Actions - General Do's and Don'ts (Se...Financial Poise
This webinar presents basic practice pointers to avoid malpractice and disciplinary actions, and how to respond to claims of malpractice or unethical behavior if they arise. The panel also discusses the role that malpractice insurance plays in these situations and the ramifications of a malpractice judgment or disciplinary action. Model Rules addressed may include: those that govern the client-lawyer relationship (Rules 1.1 through 1.10; 1.13; and 1.16); those that that speak to transactions with persons other than clients (Rules 4.1 through 4.4); those that govern the responsibilities of managing and supervisory lawyers, subordinate lawyers, non-lawyer assistance, independence, unauthorized practice of law, and multijurisdictional practice (Rules 5.1 through 5.5); and those that govern communication, including advertising and solicitation of clients (Rules 7.1 through 7.5).
To view the accompanying webinar, go to: https://www.financialpoise.com/financial-poise-webinars/how-to-avoid-malpractice-disciplinary-actions-general-dos-and-donts-2021/
Your NamePractical ConnectionYour NameNOTE To insert a .docxnettletondevon
Your Name
Practical Connection
Your Name
NOTE: To insert a different Cover Page select the Insert tab from the Ribbon, then the cover page you want. Insert Your Name. Enter Your Industry and Phase below. You can use this template if you wish. Please erase this note before you submit.
Table of Contents
Phase 1: Educational and Employment History 2
Educational History and Goals (Include Certifications) 2
Employment History and Goals (Do NOT mention the name of the company you are writing about). 2
Phase 2: Telecommunications and Network Security Protocols implemented by your company (Fully describe 3 of the following components. Do NOT mention your company’s name, only the Industry) 2
Hosts and Nodes 2
IPv4 versus IPv6 2
Firewall 2
Virtual Private Network (VPN) 3
Proxy Servers 3
Network Address Translation (NAT) 3
Routers, Switches, and Bridges 3
The Domain Name System (DNS) 3
Intrusion Detection Systems and Intrusion Prevention Systems (IDS/IPS) 3
Network Access Control 3
Phase 3: As a Security Consultant and based on what you have learned in this course, how would you improve your company’s Telecommunications and Network Security Protocols? 3
Improvement 1 3
Improvement 2 3
Improvement 3 3
Bibliography 4
NOTE: To include a Word generated TOC select the References tab from the Ribbon, then Table of Contents. Select the format you wish. Remember, to use the built-in TOC you must use the MS Word “Styles” format from the Ribbon, specifically “Heading 1” for each phase heading, “Heading 2” for the phase sub-headings and “Normal” for the body.
Remember to update the TOC after adding any data to the body of the paper. To update the TOC simply click anywhere in the TOC, select Update Table, then select Update entire table and OK.
Please erase this note before you submit.Phase 1: Educational and Employment HistoryEducational History and Goals (Include Certifications)
Type Your Data Here.
NOTE: For each Phase you must have at least 2 references. Please use the References feature of Microsoft Word to manage your references.
To add a reference to the database do the following:
Select References from the Ribbon
Select Style, then APA
Select Insert Citation
Select Add New Source
Select Type of Source
Fill in the required information, select OK
To insert a reference from the database do the following:
Place the cursor just before the period at the end of the sentence. Then select Insert Citation and select the correct reference from the list (Sewart, 2014).
Please erase this note before you submit.Employment History and Goals (Do NOT mention the name of the company you are writing about).
Type Your Data Here. Type Your Data Here. Type Your Data Here. Type Your Data Here. Type Your Data Here.Phase 2: Telecommunications and Network Security Protocols implemented by your company (Fully describe 3 of the following components. Do NOT mention your company’s name, only the Industry)Hosts and Nodes
Type Your Data Here. Type Your Data Here. Type Your Da.
Your namePresenter’s name(s) DateTITILE Motivatio.docxnettletondevon
Your name:
Presenter’s name(s):
Date:
TITILE:
Motivation(s)/Statement of problem(s):
Objective(s):
Approach(s):
a. Materials:
b. Methods:
Findings:
Conclusions
LETTERS
nature materials | VOL 3 | APRIL 2004 | www.nature.com/naturematerials 249
T issue engineering aims to replace, repair or regeneratetissue/organ function, by delivering signalling molecules andcells on a three-dimensional (3D) biomaterials scaffold that
supports cell infiltration and tissue organization1,2. To control cell
behaviour and ultimately induce structural and functional tissue
formation on surfaces, planar substrates have been patterned with
adhesion signals that mimic the spatial cues to guide cell attachment
and function3–5. The objective of this study is to create biochemical
channels in 3D hydrogel matrices for guided axonal growth. An agarose
hydrogel modified with a cysteine compound containing a sulphydryl
protecting group provides a photolabile substrate that can be
patterned with biochemical cues. In this transparent hydrogel we
immobilized the adhesive fibronectin peptide fragment, glycine–
arginine–glycine–aspartic acid–serine (GRGDS),in selected volumes of
the matrix using a focused laser.We verified in vitro the guidance effects
of GRGDS oligopeptide-modified channels on the 3D cell migration
and neurite outgrowth. This method for immobilizing biomolecules in
3D matrices can generally be applied to any optically clear hydrogel,
offering a solution to construct scaffolds with programmed spatial
features for tissue engineering applications.
Hydrogels have been widely studied as tissue scaffolds because they
are biocompatible and non-adhesive to cells, allowing cell adhesion
to be programmed in6–8. Current microfabrication methods for
3D hydrogel matrices with controlled intrinsic structure mainly
include photolithographic patterning9–11, microfluidic patterning12,
electrochemical deposition13 and 3D printing14. Notably, although these
layering techniques can conveniently shape the hydrogel on X–Y planes,
they have limited control over both the coherence of the layers along the
z direction and the local chemistry. Combining photolabile hydrogel
matrices with focused light provides the possibility of eliminating the
layering process and directly modifying the local physical or chemical
properties in 3D. This results in a promising (and perhaps facile) way to
fabricate novel tissue constructs15,16, as is described herein to control cell
behaviour by controlling the local chemical properties of gels.
Reconstituting adhesive biomolecules into biomaterials is of great
importance to understanding cell–substrate interactions that can be
translated to tissue-regeneration designs. Using 2D lithographic
techniques, adhesive biomolecules can be localized in arbitrary shapes
and sizes17,18. For example, patterning narrow strips of the extracellular
matrix (ECM) adhesion protein, laminin, on non-cell-adhesive 2D
substrates elicited.
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The document provides an analysis of the novel Serpico by Peter Maas. It summarizes the plot of the novel, which follows Frank Serpico, a New York police officer in the 1960s who exposes widespread corruption within the NYPD. The document then analyzes concepts of merit and public administration through the lens of the issues portrayed in the novel. It discusses how concepts like insulation from politics, competence, management, diversity, and performance measurement could help reform the NYPD and ensure it upholds its duty to the public.
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Ethics in Accounting
Keys to Reducing Fraud
Abstract: The major problem facing accounting today is the ethical and moral decline of accounting professionals. The American Institute of Certified Public Accountants (AICPA) has published ethical rules to guide accounts and protect the trustworthiness of their decisions in the event an ethical dilemma arises. However today, the profession remains challenged with the need to invest in the growth and development of ethical and moral reasoning of accounting professionals to protect them from veering from ethical standards. This paper will explore ethical concepts such as professional conduct and integrity and how emphasis on these ethical values will affect fraud.
Table of Contents
I. Executive Summary 1
II. Introduction 1
III. Review of Literature 1
IV. Analysis 1
V. Recommendations 1
VI. Summary and Conclusions 1
VII. Appendix x 1
VIII. References 1
ACCT 601 – Accounting Capstone
Ethics in accounting
Page 0 of 3I. Executive Summary
Due week 7II. Introduction
Problem statement and how the topic fits with the course, the degree, and your focus area.
Include a reason for the audience to read the paper. Include an overview of what you are going to cover in your paper and the importance of the material.
Preview the main ideas and the order in which they will be covered.
Establish a tone of the document.
Accounting is the process by which financial transactions are monitored, tracked and examined. It aims to provide a means of determining the expenditure levels of an institution and it provides a means of maintaining transparency and honesty in the recording of business transactions. While most accounting is completed using technology, software is easily manipulated by people. Thus, individuals are the least reliable part of the process, as they are susceptible to influence from outside sources and defiant personal decisions. Therefore, the major problem facing accounting is the ethics and morals of the individual accountants. This paper will determine the importance of specific aspects, such as autonomy, confidentiality, professional conduct and integrity and establish the overall ethical characteristic necessary to ensure proper accounting and inhibit fraud.
Autonomy
According to Kant's moral philosophy, autonomy is the capacity of an individual to act based on objective morality rather than personal desires or other influences. In accounting, managers make decisions on their own without the input or approval of higher authorities. In some cases, this self-rule or individuality may affect decisions made due to pressures of the moment rather than the right decisions for the company. In other words, singular decisions made with the aim of bias in the outcome in favour of either a party involved in the process or the decision maker rather than for the greater good is in itself corrupt. Therefore, to ensure decisions are made with the best intentions of the organization, rather than othe.
Outline and Speech Presentation with Narration OverviewPresenti.docxalfred4lewis58146
Outline and Speech Presentation with Narration Overview
Presenting information in a clear, concise manner, while keeping the audience interested, is one of the more common speaking situations you may face in a professional setting. Often, while you may be the resident “expert” on a topic, you will find that in order to effectively inform a group on a particular subject you may need to do a significant amount of research to support your claims. In other instances, you may be asked to perform research on a topic that you are unfamiliar with and to present to a group the information that you have gathered. In either case, this is called speaking to inform. At other times, you may have to persuade others to believe your point of view or accept your solution to a problem. This is called speaking to persuade.
Assignment: Prepare an informative or persuasive speech utilizing the speech pattern of your choice.
Parameters: Speech must be related to workplace communication, relevant to this audience and approved by the instructor. Brainstorm and/or look in your text for ideas.
Topics for paper:
Interpersonal Communication as it relates to relationships, Causes of Interpersonal Communication issues as it relates to relationships, How to resolve Interpersonal Communication issues as it relates to relationships, How to overcome Interpersonal Communication issues, Problems Interpersonal Communication as it relates to relationships can have
You must use PowerPoint with your speech recorded using the Narration feature and include in the presentation a minimum of five slides. PowerPoint documents will be graded as part of the speech.
Time: The full team presentation should fall within the time constraints of 5-7 minutes.
Outline and References: An outline is required. Main points should be full sentences, first level subpoints may be full sentences or phrases, second and third level subpoints may be phrases or key words. The outline should include a speech title, general purpose, specific purpose, thesis statement, introduction, body and conclusion. Please see the sample outline in the Doc Sharing for details.
Using APA format, create a reference page documenting a minimum of four sources and all materials that are not considered “common knowledge” or “public domain.” Please review the policy under Course Home that discusses plagiarism so that you can be sure to avoid it. As a general rule, when in doubt, cite the source.
Per the sample outline in the Doc Sharing, a description of visuals is required as well. See the sample outline for details.
The outline, references and description of visuals should be submitted in one document to the dropbox.
Evaluation: 220 points; 100 points allocated to the outline. 60 points allocated to the speech delivery and 60 points allocated to the PowerPoint.
Running Head: POLICE OFFICER DISCRETION POLICY ANALYSIS 5
Police Officer Discretion Policy.
BCJ 4701, Criminal Justice Organization and Administra.docxpoulterbarbara
BCJ 4701, Criminal Justice Organization and Administration 1
Course Learning Outcomes for Unit V
Upon completion of this unit, students should be able to:
4. Determine practical solutions to issues experienced by criminal justice agencies.
4.1 Prepare a code of ethics for a criminal justice agency.
4.2 Examine the importance of a code of ethics in a criminal justice agency.
4.3 Establish compliance training policies for a code of ethics in a criminal justice agency.
Course/Unit
Learning Outcomes
Learning Activity
4.1
Chapter 9
Unit V Scholarly Activity
4.2
Unit Lesson
Chapter 9
Unit V Scholarly Activity
4.3
Unit Lesson
Chapter 9
Unit V Scholarly Activity
Reading Assignment
Chapter 9: Police Administration, pp. 283-309
Unit Lesson
Police Administration
No organization, including law enforcement, can complete its mission without the use of management to
accomplish its daily tasks, which may consist of preventing criminal activity, apprehending criminals,
controlling traffic, or simply maintaining order. Regardless of the undertaking, an agency must conduct its
work by ensuring there is a coordinated effort between all the actors.
UNIT V STUDY GUIDE
Police Administration
BCJ 4701, Criminal Justice Organization and Administration 2
UNIT x STUDY GUIDE
Title
In recognizing the responsibilities of an agency,
one would be wise to understand law enforcement
history to have a better idea of what progress has
been accomplished. Long before the establishment
of structured law enforcement organizations, there
was a need for citizens to be protected that
originated with the establishment of men
preserving peace by standing guard at a town’s
border, controlling lawless activity, and even
announcing the time of day and weather.
These activities were primarily reactive in nature,
and because there was no salary involved, these
individuals were subject to corruption and not
respected in the community. Even after the
adoption of police agencies in the United States in
Boston, Philadelphia, and New York, the limited
use, low pay, and political meddling did little to
enhance the police officer’s public image. Since the
inception of law enforcement, several steps have been implemented to increase professionalism. These
improvements include recruiting and hiring minority and female officers while providing sensitivity training and
leading agencies away from traditional policing to a more community-oriented concept.
Community-Oriented Policing
The community policing core concepts strive to increase community partnerships so that problem-solving can
be accomplished by utilizing the strengths of the police and the community together, rather than individually
working on the same issues. This proactive concept must be accepted and utilized at all levels for there to be
a permanent solution on community problems. Officers, community leaders, and citizens have expe.
BCJ 4701, Criminal Justice Organization and Administra.docxShiraPrater50
BCJ 4701, Criminal Justice Organization and Administration 1
Course Learning Outcomes for Unit V
Upon completion of this unit, students should be able to:
4. Determine practical solutions to issues experienced by criminal justice agencies.
4.1 Prepare a code of ethics for a criminal justice agency.
4.2 Examine the importance of a code of ethics in a criminal justice agency.
4.3 Establish compliance training policies for a code of ethics in a criminal justice agency.
Course/Unit
Learning Outcomes
Learning Activity
4.1
Chapter 9
Unit V Scholarly Activity
4.2
Unit Lesson
Chapter 9
Unit V Scholarly Activity
4.3
Unit Lesson
Chapter 9
Unit V Scholarly Activity
Reading Assignment
Chapter 9: Police Administration, pp. 283-309
Unit Lesson
Police Administration
No organization, including law enforcement, can complete its mission without the use of management to
accomplish its daily tasks, which may consist of preventing criminal activity, apprehending criminals,
controlling traffic, or simply maintaining order. Regardless of the undertaking, an agency must conduct its
work by ensuring there is a coordinated effort between all the actors.
UNIT V STUDY GUIDE
Police Administration
BCJ 4701, Criminal Justice Organization and Administration 2
UNIT x STUDY GUIDE
Title
In recognizing the responsibilities of an agency,
one would be wise to understand law enforcement
history to have a better idea of what progress has
been accomplished. Long before the establishment
of structured law enforcement organizations, there
was a need for citizens to be protected that
originated with the establishment of men
preserving peace by standing guard at a town’s
border, controlling lawless activity, and even
announcing the time of day and weather.
These activities were primarily reactive in nature,
and because there was no salary involved, these
individuals were subject to corruption and not
respected in the community. Even after the
adoption of police agencies in the United States in
Boston, Philadelphia, and New York, the limited
use, low pay, and political meddling did little to
enhance the police officer’s public image. Since the
inception of law enforcement, several steps have been implemented to increase professionalism. These
improvements include recruiting and hiring minority and female officers while providing sensitivity training and
leading agencies away from traditional policing to a more community-oriented concept.
Community-Oriented Policing
The community policing core concepts strive to increase community partnerships so that problem-solving can
be accomplished by utilizing the strengths of the police and the community together, rather than individually
working on the same issues. This proactive concept must be accepted and utilized at all levels for there to be
a permanent solution on community problems. Officers, community leaders, and citizens have expe ...
BUS661-WEEK 3-DISCUSSION QUESTIONS-ASSIGNMENT –Instructor Guidance- Leading Organizational Change MFV1314A
WEEK 3
Week 3 Objectives-instructor guidance-
· Outline key reasons for resistance to change and propose actions that can be taken to reduce resistance.
· Discuss key driving forces and steps of the change process.
· Evaluate the importance of communication in the change process and the overall effectiveness of the change initiative.
· Demonstrate knowledge of the change process.
In week two, we considered the internal and external pressures associated with change within the law enforcement profession. Continuing with this example we will consider/propose actions that can be taken to reduce resistance to change with the law enforcement profession.
Across the country, crime analysts are compiling statistics that record and identify trends in crime. In theory, law enforcement managers can use these statistics to determine the best way to disperse the personnel within the agency to address specific crimes. There is an inherent flaw with this method for managing the delivery of police services to the community. The implementation of accountability programs are often thought of by management as a means of increasing officer productivity and motivating otherwise disinterested officers. The associated problem with the use of accountability programs are that law enforcement officers learn how to manipulate the statistics without truly accomplishing the goals of the agency. Subsequently the officers who learn how to manipulate these accountability systems are looked upon as the example. As a result, law enforcement managers must identify or develop proven methods to motivate officers to buy in to the vision and goals of the organization.
Contrary to the traditional methods of policing, accountability programs “adopt the managerial techniques and administrative structures of private for-profit corporations, emphasizing cost control, efficiency, decentralization of management and the cutting back of the public sector, while creating a market or quasi-market mechanisms, contracting out, performance indicators, risk assessment, and audit procedures.” (Chan, 1999) As managers continue to implement these types of programs within the law enforcement profession, officers who typically enjoy a considerable amount of freedom are now confronted with a micromanagement style of leadership. This often results in feelings of resentment, hostility, and distrust as management is pitted against front-line employees. To offset this hostility, officer’s gradually fall into several distinct categories. Those who produce at lower-levels, those who learn to manipulate the statistics utilized by supervisors to measure performance, and those who continue to work at previously established levels. Each of these situations creates a challenge for managers to deal with in terms of motivation. It would not be plausible to motivate each group of officers ...
Fraud, bribery and corruption: Protecting reputation and valueDavid Graham
In support of International Fraud Awareness Week, Deloitte Risk Advisory has published a series of articles, the second of which has been introduced below. This article lists ten areas that executives and the audit committee should evaluate to help mitigate reputational risks of fraud, bribery and corruption
Research paper - Forensic investigation, due diligenceHarsh Chitroda
Topic: Importance of Business Intelligence Services - Forensic Investigation, Due diligence in the current business scenario. The type of research method used in the paper was a qualitative one and obtained from real experience working at Deloitte.
ITP100 Project Part 2 Create the solution to a program th.docxchristiandean12115
ITP100 Project: Part 2
Create the solution to a program that calculates the final score and letter grade for one student.
Please use the following grading schema from Part1.
At this point assume that the user is entering the grades manually. Modularize your code
appropriately. Below is a suggestion for the modules you may need:
A module to calculate the total homework score
A module to calculate the total exam score
A module that calculates the total quiz score
A module that calculates the total discussion score
A module that calculates the total project score
A module that calculates the final score
A module that determines the letter grade based on the final score
The first five modules also need to query the user for each individual score.
A letter grade is based on the following table:
Grading Rubric Points Score
Correct variable declarations 15
Correct declaration of constants 15
Correct module declarations and endings 15
Correct arguments in module call 15
Correct parameters in module declaration 15
Correct parameter variable scope (value/reference) 15
Correct calculations 6
Code properly indented 2
Input validation placeholders 2
Total 100
Unit VII Course Project
Code of Ethics
Begin by preparing of Code of Ethics for a fictional company which should include at minimum ten elements. Once you have compiled the Code of Ethics, respond to the following questions: (Start with an introductory)
1. Why did you include each of the ten elements?
2. Why is a Code of Ethics an important part of every business from an employer standpoint?
3. Why is a Code of Ethics an important part of every business from an employee standpoint?
4. Once you have written the Code of Ethics, how would you implement to ensure compliance?
Your completed assignment should be a minimum of two double-spaced pages (one page for the Code of Ethics and two pages for question responses). Please use a minimum of two credible sources from the CSU Online Library to support yourreasoning. Referenced sources must have accompanying citations complying with APA guidelines.
Format your essay response in accordance with APA style. For step-by-step instructions for formatting a paper in APA style, please refer to the CSU Citation Guide
Evans, T. R. (2015). What does it mean to be an ethical CPA? Pennsylvania CPA Journal, 86(3), 66. Retrieved from https://libraryresources.columbiasouthern.edu/login?url=http://search.proquest.com.libraryresources.c olumbiasouthern.edu/docview/1715918037?accountid=33337
Abstract
TranslateAbstract
An excerpt from the 2015 Student Writing Competition first-place essay is presented. Ethics can be difficult to define as one enters the nuanced world of business, where moral dilemmas are not always painted in black and white. As the last line of defense between the users of financial information and potential fraud, accountants have a particularly strong need for a solid ethical.
(allow for more than one officer to participate, and even shoot.docxjoyjonna282
(
allow for more than one officer to participate, and even shoot rubber bullets back at the officers. These simula
tions provide enlightening and realistic training for offi
cers new to the position as well as for those
that
have been working the street for some time.
) (
^^^^
) (
Police training does not end at the recruit level. It is used to update the skills and knowledge base of veteran officers throughout their law enforcement careers.
)In-service training Training that occurs during a police officer's career, usually on a regular basis and usually within the department; often requred by department policy or state mandate.
probationary period The period in the early part of an officer's career in which the officer can be dismissed if not performing to the department's standards.
training programs for officers assigned to new duties. Recently, many of these training opportunities have been offered online. Training units can be developed that can be worked around an officer's schedule. They can be anywhere from 10-minute training segments to use during or after roll call or several hours for a more in-depth discussion of a topic.
Police training generally does not end at the recruit level. In many departments, in-service training is used to regularly update the skills and knowledge
base of veteran officers.
Numerous departments throughout the United States have begun to develop low-cost and effective local and regional community policing training to inculcate community awareness into their recruits and in-service personnel. The U.S. Department of Justice Office of Community Oriented Policing Services (COPS) encourages departments to pursue community policing initiatives and provides links on its website to community policing sites with training opportunities available to law enforcement. It also provides grants and funding to law enforcement agencies.
Probationary Period
(
In-Services, Management, and Specialized Training
Police training generally does not end at the recruit level. In ma
ny departments, is used to regularly update die skills and knowledge base of veteran officers. Because laws and devel
opments in policing are constandy chang
ing, officers need to be kept up to date. Many states have chosen to mandate a required number of
in-service training hours for officers to maintain their state certification. Primarily, diis was done as a way to ensure departments were keep
ing their officers updated on the latest laws and procedures and ensure some degree of uniformity from jurisdict
ion to jurisdiction.
In addition to in-service training, many departments use management training programs to teach supervisory and ma
n
a
geme
nt
skills to newly
promoted supervisors and
managers. Many departments also offer specialized
)A probationary period is the period
of time that a department has to evaluate a new officer's ability to perform his or her job effectively. Generally, a probationary officer can be dismissed at will without ...
1) The case study examines issues within the Rixton police department stemming from a lack of strong leadership and clearly defined policies and procedures.
2) Chief Eager does not enforce the chain of command or ensure policies are properly communicated, leading six patrol officers to cause internal strife through their conduct.
3) Without department-wide standards and accountability, the minority of problem officers can negatively impact community perceptions of the entire department.
1 2Managerial Practices Executive SummaryPut your na.docxhoney725342
1
2
Managerial Practices Executive Summary
Put your name here
CJA 484: criminal justice administration capstone
Put instructor name here
Dated Abstract
Organizational behavior is essential to the everyday connection of the criminal justice. Analyzing organizational behavior implies, conducting one's self in both life and employment with the utmost professionalism and moral standards. Several professional values apply across the three arms of the criminal justice system that include discipline, diligence, and servitude. To maintain professional standards within a department, one must remain ethical in the decisions that are made on a daily basis.
Managerial Practices Executive Summary
Most high performing and lucrative organizations rely on certain concepts and practices to maintain their high functionality rate and to keep unethical behaviors to a minimum. Like many fortune 500 companies, criminal justice organizations face the same problems when it comes to inner organizational behavior. Unethical behavior, lack of professionalism is just two of the many issues management has to deal with in the criminal justice field. This executive summary will elaborate on different methods used to control organizational behavior as well as methods that are useful for managers who operate daily within a criminal justice setting. This summary intends to focus on identifying the professional standards and values that are necessary within the criminal justice field and how they can be applied on a national level.
Organizational Behavior
Organizational behavior is essential to the everyday connection of the criminal justice. Analyzing organizational behavior implies, conducting one's self in both life and employment with the utmost professionalism and moral standards. Being in an individual in a leadership position, it is their responsibility to hold subordinates in their charge to models of moral practices at all times. Just as it is a parent's responsibility to train a child in the same manner. Initially, children do not grasp the concept of morality. However, they do comprehend what actions fall where. Inside the field of criminal justice, those of leadership roles must show others how it's done, or run the risk of having subordinates who do not act accordingly. Junior officers often mirror their manager, and the general population will notice. If the public views law enforcement acting unprofessional, their trust within the officers diminishes.
Professional values
Several professional values apply across the three arms of the criminal justice system. One of the values is discipline; discipline is key to the operation and efficiency of law enforcement agencies and correctional facilities. Police officers adhere to a chain of command, and correctional officers instill discipline in prisoners. Another professional standard key to the courts is diligence; courts diligently apply the law to ensure justice. The courts also adhere to the profession ...
Best Technical Writing For Beginners 2023 - AtOnceTracy Hill
Ben Carson had a troubled childhood that influenced who he became. His mother taught him important life lessons that helped guide his choices. He overcame challenges to become a renowned neurosurgeon and presidential candidate, applying the values from his upbringing to his studies and career. Experiences in one's background shape the person they become through the lessons learned and molding of character.
Integrity is a core value for businesses. Dishonest behaviors like fraud can severely damage an organization's reputation and finances. HR professionals play an important role in preventing corporate fraud through measures like verifying candidates' backgrounds, educating employees on ethics policies, and establishing reporting systems for suspicious activities. If fraud occurs, HR should handle it carefully and potentially involve outside experts to investigate properly and minimize further losses.
Ai and data analytics in operational risk management and investment managemen...Guan Khoo
First part of a high-level "qualitative" summary of my ppt presentation at the AI Financial Summit, APAC Conference, presented on 4 April, 2018 at the Sheraton Imperial Hotel, Kuala Lumpur. Part 1 here discusses more from an op risk perspective, esp. on data sourcing incl., qualitative or unstructured data and the augmented role of business process governance in op risk mgt.
Public administration: public sector values...Phelikz Opoku
This document discusses promoting ethical values and accountability in public services. It identifies several factors that can facilitate ethical deficits and lack of accountability, including lack of professionalism, low remuneration, political influence, and weak oversight institutions. It argues that comprehensive reforms are needed to address these issues, including improving legal frameworks, enhancing training, establishing transparent human resources policies, and creating specialized anti-corruption units. The goal is to earn public trust and have a public service dedicated to democratic ideals and professional conduct.
Profiling fraudsters and fraud schemes can help organizations better prevent and detect fraud. The typical organization loses 5% of annual revenue to fraud, totaling over $3.7 trillion globally. Profiling draws on past experiences and patterns to identify characteristics of fraudsters and situations where fraud may occur. Factors like the fraudster's demographics, position and department in the organization, as well as the economic environment, can provide insights. While fraud cannot be completely prevented, profiling can incrementally improve the odds of identifying fraud by recognizing patterns and "footprints" that indicate fraud may be happening.
How to Avoid Malpractice & Disciplinary Actions - General Do's and Don'ts (Se...Financial Poise
This webinar presents basic practice pointers to avoid malpractice and disciplinary actions, and how to respond to claims of malpractice or unethical behavior if they arise. The panel also discusses the role that malpractice insurance plays in these situations and the ramifications of a malpractice judgment or disciplinary action. Model Rules addressed may include: those that govern the client-lawyer relationship (Rules 1.1 through 1.10; 1.13; and 1.16); those that that speak to transactions with persons other than clients (Rules 4.1 through 4.4); those that govern the responsibilities of managing and supervisory lawyers, subordinate lawyers, non-lawyer assistance, independence, unauthorized practice of law, and multijurisdictional practice (Rules 5.1 through 5.5); and those that govern communication, including advertising and solicitation of clients (Rules 7.1 through 7.5).
To view the accompanying webinar, go to: https://www.financialpoise.com/financial-poise-webinars/how-to-avoid-malpractice-disciplinary-actions-general-dos-and-donts-2021/
Similar to Advanced Search February 2015Ethical Defensibil.docx (20)
Your NamePractical ConnectionYour NameNOTE To insert a .docxnettletondevon
Your Name
Practical Connection
Your Name
NOTE: To insert a different Cover Page select the Insert tab from the Ribbon, then the cover page you want. Insert Your Name. Enter Your Industry and Phase below. You can use this template if you wish. Please erase this note before you submit.
Table of Contents
Phase 1: Educational and Employment History 2
Educational History and Goals (Include Certifications) 2
Employment History and Goals (Do NOT mention the name of the company you are writing about). 2
Phase 2: Telecommunications and Network Security Protocols implemented by your company (Fully describe 3 of the following components. Do NOT mention your company’s name, only the Industry) 2
Hosts and Nodes 2
IPv4 versus IPv6 2
Firewall 2
Virtual Private Network (VPN) 3
Proxy Servers 3
Network Address Translation (NAT) 3
Routers, Switches, and Bridges 3
The Domain Name System (DNS) 3
Intrusion Detection Systems and Intrusion Prevention Systems (IDS/IPS) 3
Network Access Control 3
Phase 3: As a Security Consultant and based on what you have learned in this course, how would you improve your company’s Telecommunications and Network Security Protocols? 3
Improvement 1 3
Improvement 2 3
Improvement 3 3
Bibliography 4
NOTE: To include a Word generated TOC select the References tab from the Ribbon, then Table of Contents. Select the format you wish. Remember, to use the built-in TOC you must use the MS Word “Styles” format from the Ribbon, specifically “Heading 1” for each phase heading, “Heading 2” for the phase sub-headings and “Normal” for the body.
Remember to update the TOC after adding any data to the body of the paper. To update the TOC simply click anywhere in the TOC, select Update Table, then select Update entire table and OK.
Please erase this note before you submit.Phase 1: Educational and Employment HistoryEducational History and Goals (Include Certifications)
Type Your Data Here.
NOTE: For each Phase you must have at least 2 references. Please use the References feature of Microsoft Word to manage your references.
To add a reference to the database do the following:
Select References from the Ribbon
Select Style, then APA
Select Insert Citation
Select Add New Source
Select Type of Source
Fill in the required information, select OK
To insert a reference from the database do the following:
Place the cursor just before the period at the end of the sentence. Then select Insert Citation and select the correct reference from the list (Sewart, 2014).
Please erase this note before you submit.Employment History and Goals (Do NOT mention the name of the company you are writing about).
Type Your Data Here. Type Your Data Here. Type Your Data Here. Type Your Data Here. Type Your Data Here.Phase 2: Telecommunications and Network Security Protocols implemented by your company (Fully describe 3 of the following components. Do NOT mention your company’s name, only the Industry)Hosts and Nodes
Type Your Data Here. Type Your Data Here. Type Your Da.
Your namePresenter’s name(s) DateTITILE Motivatio.docxnettletondevon
Your name:
Presenter’s name(s):
Date:
TITILE:
Motivation(s)/Statement of problem(s):
Objective(s):
Approach(s):
a. Materials:
b. Methods:
Findings:
Conclusions
LETTERS
nature materials | VOL 3 | APRIL 2004 | www.nature.com/naturematerials 249
T issue engineering aims to replace, repair or regeneratetissue/organ function, by delivering signalling molecules andcells on a three-dimensional (3D) biomaterials scaffold that
supports cell infiltration and tissue organization1,2. To control cell
behaviour and ultimately induce structural and functional tissue
formation on surfaces, planar substrates have been patterned with
adhesion signals that mimic the spatial cues to guide cell attachment
and function3–5. The objective of this study is to create biochemical
channels in 3D hydrogel matrices for guided axonal growth. An agarose
hydrogel modified with a cysteine compound containing a sulphydryl
protecting group provides a photolabile substrate that can be
patterned with biochemical cues. In this transparent hydrogel we
immobilized the adhesive fibronectin peptide fragment, glycine–
arginine–glycine–aspartic acid–serine (GRGDS),in selected volumes of
the matrix using a focused laser.We verified in vitro the guidance effects
of GRGDS oligopeptide-modified channels on the 3D cell migration
and neurite outgrowth. This method for immobilizing biomolecules in
3D matrices can generally be applied to any optically clear hydrogel,
offering a solution to construct scaffolds with programmed spatial
features for tissue engineering applications.
Hydrogels have been widely studied as tissue scaffolds because they
are biocompatible and non-adhesive to cells, allowing cell adhesion
to be programmed in6–8. Current microfabrication methods for
3D hydrogel matrices with controlled intrinsic structure mainly
include photolithographic patterning9–11, microfluidic patterning12,
electrochemical deposition13 and 3D printing14. Notably, although these
layering techniques can conveniently shape the hydrogel on X–Y planes,
they have limited control over both the coherence of the layers along the
z direction and the local chemistry. Combining photolabile hydrogel
matrices with focused light provides the possibility of eliminating the
layering process and directly modifying the local physical or chemical
properties in 3D. This results in a promising (and perhaps facile) way to
fabricate novel tissue constructs15,16, as is described herein to control cell
behaviour by controlling the local chemical properties of gels.
Reconstituting adhesive biomolecules into biomaterials is of great
importance to understanding cell–substrate interactions that can be
translated to tissue-regeneration designs. Using 2D lithographic
techniques, adhesive biomolecules can be localized in arbitrary shapes
and sizes17,18. For example, patterning narrow strips of the extracellular
matrix (ECM) adhesion protein, laminin, on non-cell-adhesive 2D
substrates elicited.
Your nameProfessor NameCourseDatePaper Outline.docxnettletondevon
Your name
Professor Name
Course
Date
Paper Outline
Thesis: Thesis statement here
I. Rough draft of introduction to essay/paper
II. First Major Point
A. Secondary point
B. Secondary point
C. Transition sentence into next paragraph
III. Second Major Point
A. Secondary point
B. Secondary point
C. Transition sentence into next paragraph
IV. Third Major Point
A. Secondary point
B. Secondary point
C. Transition sentence into next paragraph
(If there are more points, add them as items V, VI, etc. appropriately)
1
V. Rough draft of conclusion of essay/paper
A. Summary of discussion
B. Final observations
Works Cited
Livingston, James C. Anatomy of the Sacred: An Introduction to Religion. 6th ed. Upper Saddle River, N.J.: Pearson/Prentice Hall, 2009.
Rodrigues, Hillary, and John S. Harding. Introduction to the Study of Religion. Routledge, 2009.
.
Your name _________________________________ Date of submission _.docxnettletondevon
Your name: _________________________________ Date of submission: ______________________
ENG201 Milestone 4: #MyWordsChangeLives Project Outline
#MyWordsChangeLives Project Outline
#wordschangelives
Instructions: Save this document on your own computer. Type into each box and expand it as needed for the length of your response. Answer thoroughly!
PART 1: PERSONAL REFLECTION
TOPIC: What is one problem, issue, or need in the world, or in your own community, that you care a lot about?
PERSONAL CONNECTION: Why is this particular issue important to you? Is there something in your life experience or academic studies that relates?
ROOT CAUSE HYPOTHESIS: What do you think are some of the root causes of this issue? Explain.
AUDIENCE HYPOTHESIS: Based on the causes you have identified, who would be a good audience for you to try to make a change on this issue? Why?
RESEARCH QUESTIONS: The next step is research, What are 3 questions related to your issue that you want to answer during your research? Think of information that might help you better understand the issue in order to address or solve it.
PART 2: RESEARCH SUMMARY
SOURCE #1: Include APA-formatted citation here, including link if applicable:
How can you tell that this is a reliable source?
In this column, make a list of the most important facts or statistics you learned from this source:
In this column, explain in your own words why the facts you included to the left are important:
What was the most important thing you learned from this source? Why?
SOURCE #2: Include APA-formatted citation here, including link if applicable:
How can you tell that this is a reliable source?
In this column, make a list of the most important facts or statistics you learned from this source:
In this column, explain in your own words why the facts you included to the left are important:
What was the most important thing you learned from this source? Why?
SOURCE #3: Include APA-formatted citation here, including link if applicable:
How can you tell that this is a reliable source?
In this column, make a list of the most important facts or statistics you learned from this source:
In this column, explain in your own words why the facts you included to the left are important:
What was the most important thing you learned from this source? Why?
PART 3: PROJECT PLANNING OUTLINE
CREATE YOUR OWN TEXT-BASED CAMPAIGN!
Start outlining the components of your final project here.
You will explain each choice in greater detail and polished prose for your final project.
Headline: What is the “headline” of your campaign? What phrase or hashtag will you use? Why those words?
Message: What is the subtext of the campaign? In other words, what messages are you communicating by the headline?
Audience: With whom is your campaign de.
Your NameECD 310 Exceptional Learning and InclusionInstruct.docxnettletondevon
Your Name
ECD 310: Exceptional Learning and Inclusion
Instructor
Date
Inclusive and Differentiated Learning and Assessments
Hint 1: This template is intended to guide you; however, you’re encouraged to add or delete from this format as long as your final product aligns with the assignment requirements found under Week 3>Assignment.
Hint 2: Delete these highlighted “hints” before final submission.
Hint 3: Delete the prompt text included on each slide and replace it with your own content.
Only use this template if you are enrolled in the Bachelor of Arts in Early Childhood Education
Introduction
On this slide, provide a brief introduction to the topic of standardized assessment.
Hint: For help creating and editing slides in PowerPoint, see this guide on Creating PowerPoint Presentations.
Including All Students
On this slide, describe how you will ensure that all students are included in assessments and how you will make decisions about how children participate in assessments.
Accessibility for All
Summarize how you will make sure that the assessments are designed for accessibility by all.
Ensuring Fairness and Validity
Explain how you will make sure the assessment results are fair and valid.
Reporting the Results
Describe the importance of reporting the results of the assessment for all students.
Evaluating the Process
Examine how you will continually evaluate the assessment process to improve it and ensure student success.
Hint: Use scholarly sources in your presentation to support your ideas. Remember to include in-text citations.
Rationale
Explain your rationale, based on the age of children you plan to work with, the reasons why you would use standardized assessments.
Some reasons might be programmatic planning, differentiating instruction, identifying individual needs, and ensuring alignment with standards.
Hint: Make sure to support your reasoning with at least one scholarly source.
Collaboration
Discuss how, as an early childhood educator, you will collaborate with your colleagues to differentiate the assessment tools you will use to support the children you work with.
Conclusion
Include a brief conclusion to bring closure to your presentation.
.
Your Name University of the Cumberlands ISOL634-25 P.docxnettletondevon
The document discusses defensible space and crime prevention through environmental design (CPTED). It defines defensible space as using barriers and surveillance to control an environment and divide it into zones. CPTED is defined as a multidisciplinary approach to reducing crime through the design of environments in a way that improves safety and allows for better physical and operational controls.
Your Name Professor Name Subject Name 06 Apr.docxnettletondevon
Your Name:
Professor Name:
Subject Name:
06 April 2019
Active exhibition
For most people, a hospital is a place that we don't want to go, but we may have to go if
we get ill. Pain and death brought by diseases terrify us, which make us avoid thinking
of a hospital, not to mention visiting a hospital if not necessary. As for me, a hospital is a
special place. My father is a doctor who helps thousands of patients get well. I spent my
childhood watching him cure patients and bring happiness back to their life. A hospital
represents hope and wellness to patients and their loved ones, and we cannot simply
correlate it with the negative image brought by diseases, form an idea for illness and
even hospital fear. I want to propose a series of exhibitions to awaken people's outdated
and even prejudiced views, just like “A Hacker Manifesto” taught us. We need to bring
this spirit to break the perception in the traditional sense. This exhibition, I hope to let
patients or visitors think more deeply about what disease or disability has brought us.
Inspired by ‘A Hacker Manifesto’, I want to subvert mundane ideas and provide a
completely new experience to hospital visitors through this exhibition. Many relate their
past bad experiences and sad stories with hospitals. Thus, they hold a negative and
prejudice attitude toward the hospital and refuse to change. In this exhibition, I will
present the ‘hope’ and ‘wellness’ side of the hospital. Instead of breaking us down, a
hospital is protecting us from losing health or even life. Also, I want to exhibit the
optimism and fortitude the patients have when they fight against diseases. The shining
qualities they maintain to win the battle of life are so inspiring. We can understand the
meaning of life better from the hospital exhibition.
To organize an impressive exhibition, I choose a comprehensive hospital with a large
amount of patients. In this way, more people will be attracted to the exhibition in the
hospital than in smaller hospitals. They can enjoy the exhibition works when they wait in
line. There are many kinds of patients in general hospitals. I hope to bring some new
concept or idea to the patient.
After comparing several local hospitals in San Francisco, I decided to choose the
hospital in Kaiser Permanente. Kaiser's hospitals are widely distributed, and almost all
of California's medical systems are involved. Exhibitions can have more widely flowed,
and the community around Kaiser is rich. There are companies as well as residential
areas and even schools. The success of the exhibition can benefit the surrounding
communities more broadly.
Kaiser Permanente Campus in San Francisco
For a specific location, I chose the Kaiser Permanente San Francisco Medical Center
and Medical Offices (2425 Geary Blvd, San Francisco, CA 94115). In the lobby of the
entrance, you can see a very wide area, on the righ.
Your muscular system examassignment is to describe location (su.docxnettletondevon
Your muscular system exam/assignment
is to describe location (superior & inferior attachments, action and innervations of the following muscles: please make sure to describe that mentioned above on each muscles.
Deltoid
Triceps brachii
Biceps brachii
Coracobrachialis
Brachialis
Brachioradialis
Sternocleidomastoid
Trapezius
Latissimus Dorsi
Supraspinatus
Infraspinatus
Subscapularis
Sartorius
Iliotibial tract/band
Tensor Fascia Lata
Describe glenohumeral joint (anatomy, ligaments, and movements at this articulation).
.
Your midterm will be a virtual, individual assignment. You can choos.docxnettletondevon
Your midterm will be a virtual, individual assignment. You can choose one of the following to complete:
-Website (sites.google.com or wordpress.com)
-Blog (blogger.com or tumblr)
-Vlog
You have to find a way to tie in
ALL
of the following topics in your multimedia midterm project:
-Cellular Reproduction
-Meiosis
-DNA structure/Function
-Bacteria and Archaea
-Protists
You'll either have to explain your information at an elementary, lay (someone not familiar with science), or the scientific level.
Your midterm project will be due on February 26, 2020 at 11:59 pm.
In your project you aren’t giving definitions, you’re explaining in a unique way how all the topics tie in together. If you choose elementary you need to be creative and engaging as they have a short attention span and have little to no knowledge of science. For the lay audience you’ll need to relate it to the real world or real world events. Think of this audience as explaining these subjects to your mother or grandmother. For the scientific audience, you must use scientific language and present your information in a matter of fact way. This requires an innovative mindset.
.
Your local art museum has asked you to design a gallery dedicated to.docxnettletondevon
Your local art museum has asked you to design a gallery dedicated to works of art from one of the following movements:
Modernism
You may use Word or PowerPoint to design your gallery.
You will design your gallery as if you were guiding a visitor to each work of art.
In your gallery, include the following:
A brief introduction to your gallery, which includes a description of the movement and the time period to which your gallery is dedicated.
Six images of works of art that incorporate the characteristics significant to movement and time period. Along with each image of a work of art, include the citation for the work of art. A summary of how the media (materials), methods, and subject are significant to that time period and region, using appropriate art terminology.
A summary of how iconographic, historical, political, philosophical, religious, and social factors of the movement are reflected in the work of art.
Make use of at least three scholarly sources
Cite your sources
.
Your letter should include Introduction – Include your name, i.docxnettletondevon
Your letter should include:
Introduction – Include your name, if you are a full-time or part-time student, your program name and your semester of study.
Body of letter – Why do you think you qualify for an award? Include your volunteer work within the community.
Conclusion – Show your appreciation for being considered and include how receiving an award will assist with your education.
.
Your legal analysis should be approximately 500 wordsDetermine.docxnettletondevon
Your legal analysis should be approximately 500 words
Determine whether Mr. Johnson discriminated against Ms. Djarra based on religion.
Discuss whether Mr. Johnson offered reasonable accommodations to Ms. Djarra.
Identify the amount and type of damages to be awarded, if any.
The Religious Discrimination – Reasonable Accommodations analysis
Tip for what I need for the analysis section: An analysis section draws meaning from the events that occurred. Go in depth about the implications of their viewpoints or actions.
.
Your Last Name 1Your Name Teacher Name English cl.docxnettletondevon
Your Last Name 1
Your Name
Teacher Name
English class number
Due Date
Title
Start typing here. Delete the notes below after you read through them.
Indent each paragraph and use double spacing and the following formatting:
1 inch margins
Times New Roman
12 point font type
DO NOT use any of the following:
NO border,
NO word art,
NO drawings,
NO ALL CAPS,
NO exclamation points!,
Your Last Name 2
NO underlining,
NO bold,
NO italics (except for references to literature)
NO different font types, sizes or colors.
.
Your job is to delegate job tasks to each healthcare practitioner (U.docxnettletondevon
Delegate tasks to healthcare practitioners during the day shift by filling out a staffing table or describing each person's tasks. Use a primary, team, or modular nursing staffing model to help make delegation decisions. Follow APA style guidelines by typing responses into a Microsoft Word document and uploading the completed staffing table or document.
Your job is to look at the routing tables and DRAW (on a piece of pa.docxnettletondevon
Your job is to look at the routing tables and DRAW (on a piece of paper) the topology based on the information in the routing tables. All of the LANS have the first address (.1). Your deliverable is to draw the topology, with the router names, with the interface names and addresses based on the information given. Please take a picture of your drawing and attach it to the dropbox.
I already did this assignment. i am attaching my work also, i am so confused about these ports. i am attaching, my professors note as well. PLEASE READ IT CAREFULLY. and fix it
you did not list the serial ports correctly. The serial ports are what connect the routers together. 2 connecting serial ports will have addresses on the SAME network. The serial port does not stick out of the router like the LANs, the serial ports connect the routers to each other.
.
Your job is to design a user interface that displays the lotto.docxnettletondevon
Your job is to design a user interface that displays the lotto balls that are drawn when drawing up to balls from 5 total of 30 balls.
Use 5 image elements to display the ball images from this zipfile:
lottoballs.zip
(I WILL ATTACH THE FILE)
Use a button to perform the drawing.
Use a Lotto class object in the script lotto-class.js to simulate drawing the balls.
Use a CSS file to set the fonts, colors, and sizes of the elements on your page.
Include a link back to your index page. ** ONLY SHOW FIVE BALLS IN HTML
The Lotto class object draws the balls with replacement and sorts them in numeric order before outputting them.
Allow the user to choose how many balls from which to draw and how many balls to draw. This provides a variety of Lotto games to play.
.
Your Introduction of the StudyYour Purpose of the stud.docxnettletondevon
Your
Introduction
of the Study
Your
Purpose
of the study
Your
Methodology
Add your ethical considerations for the survey to your Methodology
Add your measurement strategy to your Methodology
Include a copy of the questionnaire or survey in the Methodology
Provide your
Data Analysis
with survey results
Data results should be provided in graphic form, making them user-friendly information
Provide your
Conclusion
regarding the study. Be sure to tell how well you answered your research question, the status of your hypothesis (true/false), and the value of your survey results for your topic moving forward
USE the attached paper to complete final.
.
Your instructor will assign peer reviewers. You will review a fell.docxnettletondevon
Your instructor will assign peer reviewers. You will review a fellow student's Week 1 materials and provide substantive and constructive feedback to them on the direction for their final paper (250 word minimum). Is something useful missing from the outline? Do you know additional sources (or places to find good sources) the person might want to include? Do you understand clearly his or her topic and thesis?
Fellow Student week I material:
Title of Paper: Long Term Effects of Child Abuse and Neglect.
Introduction:
The voice that is hardly heard. Child abuse and neglect have become predators within human history. As time has passed the outstanding cases that have come about over the many years have raised many eyebrows and society has become appreciative to the revilement of these evil acts within all communities. Child abuse and neglect can take place in a home as well as outside a home places many couldn’t even imagine such as within our school system as well as playgrounds. Even though many times these evil acts take place within a home it can be done by family, friends and acquaintances of the child. Child abuse and neglect can be performed in various ways such as neglect, physical abuse, sexual abuse, psychological abuse and emotional abuse.
Direct Statement and Research Question:
The voice that is hardly heard. Can child abuse and child neglect affect an individual?
Proposal:
The paper that I am presenting to you today will explore the aspects of child abuse, child neglect, effects of the abuse, signs of abuse, signs of neglect, symptoms, risk factors, treatment and prevention. Individuals have their own presumptions of their definition of child abuse as well as child neglect. Some of those presumptions that I have heard were the failure to provide enough love to a child, the failure to provide enough necessities to a child. Child neglect and abuse goes deeper than this the emotional neglect, physical neglect and medical neglect. Where a child sustained physical injuries due to the act of hitting, shaking, burning and kicking describes physical abuse. Sexual activity that the child cannot consent of or comprehend refers to sexual abuse. These acts involve anal and genital intercourse, oral contact, and fondling. Emotional as well as psychological abuse involves those words of putting children down, vulgar language, screaming and yelling can all involve emotional as well as psychological abuse towards a child.
Methodology and Data:
I plan on delivering my methodology through statistics such as research journals and individuals in society that also work with children who have been abused as well as neglected such as interviewing social workers, teachers, health professionals and individuals within society. Understanding that many abused children do not come forward because of that fear that has been placed in them. The fear of becoming the blame, the fear of being rejected or refused, the fear of the blame and the fear of being ashamed so.
Your initial reading is a close examination of the work youve c.docxnettletondevon
Your initial reading is a close examination of the work you've chosen before you read about it. In order to describe what you see, you might consider:
What do you notice first? Why? What do the colors convey? How? How is the space occupied? Is there a foreground and a background (2D) or is the piece sculptural (3D) with mass and volume? Is there an implied shape, such as a triangle, square, or circle, that brings balance to the composition? Are there diagonal lines that make it dynamic?
Next, read the materials provided about the work of art. You are welcome to do additional research on the internet as long as you use reputable websites, such as those from museums and art publications. Go back to your piece and take an even closer look. Think about what you've read and what you see. How does its meaning deepen from additional information the work of art?
Then, consider how the formal elements play into the artist's intention or audience's interpretation of the work. Making connections and observations about form and content are the key to writing a strong analysis. Remember to cite as appropriate.
Include several of areas from the first and second points to bring you to the third point.
1. Initial Reading (what do you see and understand when you first look at the work?)
Medium (materials)
Formal Elements
Subject
2. Contextual Research
Content
History
Emphasis
Effect
Symbolism
Relevance
Political Parallels
Social Implications
Audience?
Influences?
Captions/Title/Text
Ethical/Logical/Emotional Appeal?
3. Meaning
Bring it together. What does the work of art mean? Develop a persuasive, cohesive analysis that includes what you see through form and context.
.
Your initial posting must be no less than 200 words each and is due .docxnettletondevon
Your initial posting must be no less than 200 words each and is due
no later than Wednesday 11:59 PM EST/EDT.
The day you post this will count as one of your required four unique postings.
Identify the standard that courts use to qualify someone as an expert witness. Then discuss the standards used to allow that individual's testimony in court. Here, you will want to refer to the Federal Rules of Evidence as well as the Daubert Standard and several other important landmark cases. Include in your response the Saint Leo core value of integrity.
Saint Leo Core Value of Integrity:
The commitment of Saint Leo University to excellence demands that its members live its mission and deliver on its promise. The faculty, staff, and students pledge to be honest, just, and consistent in word and deed.
.
Leveraging Generative AI to Drive Nonprofit InnovationTechSoup
In this webinar, participants learned how to utilize Generative AI to streamline operations and elevate member engagement. Amazon Web Service experts provided a customer specific use cases and dived into low/no-code tools that are quick and easy to deploy through Amazon Web Service (AWS.)
This document provides an overview of wound healing, its functions, stages, mechanisms, factors affecting it, and complications.
A wound is a break in the integrity of the skin or tissues, which may be associated with disruption of the structure and function.
Healing is the body’s response to injury in an attempt to restore normal structure and functions.
Healing can occur in two ways: Regeneration and Repair
There are 4 phases of wound healing: hemostasis, inflammation, proliferation, and remodeling. This document also describes the mechanism of wound healing. Factors that affect healing include infection, uncontrolled diabetes, poor nutrition, age, anemia, the presence of foreign bodies, etc.
Complications of wound healing like infection, hyperpigmentation of scar, contractures, and keloid formation.
ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...PECB
Denis is a dynamic and results-driven Chief Information Officer (CIO) with a distinguished career spanning information systems analysis and technical project management. With a proven track record of spearheading the design and delivery of cutting-edge Information Management solutions, he has consistently elevated business operations, streamlined reporting functions, and maximized process efficiency.
Certified as an ISO/IEC 27001: Information Security Management Systems (ISMS) Lead Implementer, Data Protection Officer, and Cyber Risks Analyst, Denis brings a heightened focus on data security, privacy, and cyber resilience to every endeavor.
His expertise extends across a diverse spectrum of reporting, database, and web development applications, underpinned by an exceptional grasp of data storage and virtualization technologies. His proficiency in application testing, database administration, and data cleansing ensures seamless execution of complex projects.
What sets Denis apart is his comprehensive understanding of Business and Systems Analysis technologies, honed through involvement in all phases of the Software Development Lifecycle (SDLC). From meticulous requirements gathering to precise analysis, innovative design, rigorous development, thorough testing, and successful implementation, he has consistently delivered exceptional results.
Throughout his career, he has taken on multifaceted roles, from leading technical project management teams to owning solutions that drive operational excellence. His conscientious and proactive approach is unwavering, whether he is working independently or collaboratively within a team. His ability to connect with colleagues on a personal level underscores his commitment to fostering a harmonious and productive workplace environment.
Date: May 29, 2024
Tags: Information Security, ISO/IEC 27001, ISO/IEC 42001, Artificial Intelligence, GDPR
-------------------------------------------------------------------------------
Find out more about ISO training and certification services
Training: ISO/IEC 27001 Information Security Management System - EN | PECB
ISO/IEC 42001 Artificial Intelligence Management System - EN | PECB
General Data Protection Regulation (GDPR) - Training Courses - EN | PECB
Webinars: https://pecb.com/webinars
Article: https://pecb.com/article
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For more information about PECB:
Website: https://pecb.com/
LinkedIn: https://www.linkedin.com/company/pecb/
Facebook: https://www.facebook.com/PECBInternational/
Slideshare: http://www.slideshare.net/PECBCERTIFICATION
How to Setup Warehouse & Location in Odoo 17 InventoryCeline George
In this slide, we'll explore how to set up warehouses and locations in Odoo 17 Inventory. This will help us manage our stock effectively, track inventory levels, and streamline warehouse operations.
Temple of Asclepius in Thrace. Excavation resultsKrassimira Luka
The temple and the sanctuary around were dedicated to Asklepios Zmidrenus. This name has been known since 1875 when an inscription dedicated to him was discovered in Rome. The inscription is dated in 227 AD and was left by soldiers originating from the city of Philippopolis (modern Plovdiv).
Strategies for Effective Upskilling is a presentation by Chinwendu Peace in a Your Skill Boost Masterclass organisation by the Excellence Foundation for South Sudan on 08th and 09th June 2024 from 1 PM to 3 PM on each day.
Main Java[All of the Base Concepts}.docxadhitya5119
This is part 1 of my Java Learning Journey. This Contains Custom methods, classes, constructors, packages, multithreading , try- catch block, finally block and more.
Philippine Edukasyong Pantahanan at Pangkabuhayan (EPP) CurriculumMJDuyan
(𝐓𝐋𝐄 𝟏𝟎𝟎) (𝐋𝐞𝐬𝐬𝐨𝐧 𝟏)-𝐏𝐫𝐞𝐥𝐢𝐦𝐬
𝐃𝐢𝐬𝐜𝐮𝐬𝐬 𝐭𝐡𝐞 𝐄𝐏𝐏 𝐂𝐮𝐫𝐫𝐢𝐜𝐮𝐥𝐮𝐦 𝐢𝐧 𝐭𝐡𝐞 𝐏𝐡𝐢𝐥𝐢𝐩𝐩𝐢𝐧𝐞𝐬:
- Understand the goals and objectives of the Edukasyong Pantahanan at Pangkabuhayan (EPP) curriculum, recognizing its importance in fostering practical life skills and values among students. Students will also be able to identify the key components and subjects covered, such as agriculture, home economics, industrial arts, and information and communication technology.
𝐄𝐱𝐩𝐥𝐚𝐢𝐧 𝐭𝐡𝐞 𝐍𝐚𝐭𝐮𝐫𝐞 𝐚𝐧𝐝 𝐒𝐜𝐨𝐩𝐞 𝐨𝐟 𝐚𝐧 𝐄𝐧𝐭𝐫𝐞𝐩𝐫𝐞𝐧𝐞𝐮𝐫:
-Define entrepreneurship, distinguishing it from general business activities by emphasizing its focus on innovation, risk-taking, and value creation. Students will describe the characteristics and traits of successful entrepreneurs, including their roles and responsibilities, and discuss the broader economic and social impacts of entrepreneurial activities on both local and global scales.
हिंदी वर्णमाला पीपीटी, hindi alphabet PPT presentation, hindi varnamala PPT, Hindi Varnamala pdf, हिंदी स्वर, हिंदी व्यंजन, sikhiye hindi varnmala, dr. mulla adam ali, hindi language and literature, hindi alphabet with drawing, hindi alphabet pdf, hindi varnamala for childrens, hindi language, hindi varnamala practice for kids, https://www.drmullaadamali.com
Chapter wise All Notes of First year Basic Civil Engineering.pptxDenish Jangid
Chapter wise All Notes of First year Basic Civil Engineering
Syllabus
Chapter-1
Introduction to objective, scope and outcome the subject
Chapter 2
Introduction: Scope and Specialization of Civil Engineering, Role of civil Engineer in Society, Impact of infrastructural development on economy of country.
Chapter 3
Surveying: Object Principles & Types of Surveying; Site Plans, Plans & Maps; Scales & Unit of different Measurements.
Linear Measurements: Instruments used. Linear Measurement by Tape, Ranging out Survey Lines and overcoming Obstructions; Measurements on sloping ground; Tape corrections, conventional symbols. Angular Measurements: Instruments used; Introduction to Compass Surveying, Bearings and Longitude & Latitude of a Line, Introduction to total station.
Levelling: Instrument used Object of levelling, Methods of levelling in brief, and Contour maps.
Chapter 4
Buildings: Selection of site for Buildings, Layout of Building Plan, Types of buildings, Plinth area, carpet area, floor space index, Introduction to building byelaws, concept of sun light & ventilation. Components of Buildings & their functions, Basic concept of R.C.C., Introduction to types of foundation
Chapter 5
Transportation: Introduction to Transportation Engineering; Traffic and Road Safety: Types and Characteristics of Various Modes of Transportation; Various Road Traffic Signs, Causes of Accidents and Road Safety Measures.
Chapter 6
Environmental Engineering: Environmental Pollution, Environmental Acts and Regulations, Functional Concepts of Ecology, Basics of Species, Biodiversity, Ecosystem, Hydrological Cycle; Chemical Cycles: Carbon, Nitrogen & Phosphorus; Energy Flow in Ecosystems.
Water Pollution: Water Quality standards, Introduction to Treatment & Disposal of Waste Water. Reuse and Saving of Water, Rain Water Harvesting. Solid Waste Management: Classification of Solid Waste, Collection, Transportation and Disposal of Solid. Recycling of Solid Waste: Energy Recovery, Sanitary Landfill, On-Site Sanitation. Air & Noise Pollution: Primary and Secondary air pollutants, Harmful effects of Air Pollution, Control of Air Pollution. . Noise Pollution Harmful Effects of noise pollution, control of noise pollution, Global warming & Climate Change, Ozone depletion, Greenhouse effect
Text Books:
1. Palancharmy, Basic Civil Engineering, McGraw Hill publishers.
2. Satheesh Gopi, Basic Civil Engineering, Pearson Publishers.
3. Ketki Rangwala Dalal, Essentials of Civil Engineering, Charotar Publishing House.
4. BCP, Surveying volume 1
How to Make a Field Mandatory in Odoo 17Celine George
In Odoo, making a field required can be done through both Python code and XML views. When you set the required attribute to True in Python code, it makes the field required across all views where it's used. Conversely, when you set the required attribute in XML views, it makes the field required only in the context of that particular view.
LAND USE LAND COVER AND NDVI OF MIRZAPUR DISTRICT, UPRAHUL
This Dissertation explores the particular circumstances of Mirzapur, a region located in the
core of India. Mirzapur, with its varied terrains and abundant biodiversity, offers an optimal
environment for investigating the changes in vegetation cover dynamics. Our study utilizes
advanced technologies such as GIS (Geographic Information Systems) and Remote sensing to
analyze the transformations that have taken place over the course of a decade.
The complex relationship between human activities and the environment has been the focus
of extensive research and worry. As the global community grapples with swift urbanization,
population expansion, and economic progress, the effects on natural ecosystems are becoming
more evident. A crucial element of this impact is the alteration of vegetation cover, which plays a
significant role in maintaining the ecological equilibrium of our planet.Land serves as the foundation for all human activities and provides the necessary materials for
these activities. As the most crucial natural resource, its utilization by humans results in different
'Land uses,' which are determined by both human activities and the physical characteristics of the
land.
The utilization of land is impacted by human needs and environmental factors. In countries
like India, rapid population growth and the emphasis on extensive resource exploitation can lead
to significant land degradation, adversely affecting the region's land cover.
Therefore, human intervention has significantly influenced land use patterns over many
centuries, evolving its structure over time and space. In the present era, these changes have
accelerated due to factors such as agriculture and urbanization. Information regarding land use and
cover is essential for various planning and management tasks related to the Earth's surface,
providing crucial environmental data for scientific, resource management, policy purposes, and
diverse human activities.
Accurate understanding of land use and cover is imperative for the development planning
of any area. Consequently, a wide range of professionals, including earth system scientists, land
and water managers, and urban planners, are interested in obtaining data on land use and cover
changes, conversion trends, and other related patterns. The spatial dimensions of land use and
cover support policymakers and scientists in making well-informed decisions, as alterations in
these patterns indicate shifts in economic and social conditions. Monitoring such changes with the
help of Advanced technologies like Remote Sensing and Geographic Information Systems is
crucial for coordinated efforts across different administrative levels. Advanced technologies like
Remote Sensing and Geographic Information Systems
9
Changes in vegetation cover refer to variations in the distribution, composition, and overall
structure of plant communities across different temporal and spatial scales. These changes can
occur natural.
Gender and Mental Health - Counselling and Family Therapy Applications and In...PsychoTech Services
A proprietary approach developed by bringing together the best of learning theories from Psychology, design principles from the world of visualization, and pedagogical methods from over a decade of training experience, that enables you to: Learn better, faster!
Gender and Mental Health - Counselling and Family Therapy Applications and In...
Advanced Search February 2015Ethical Defensibil.docx
1. Advanced Search
February 2015
Ethical Defensibility: Should an Officer’s “Willingness to
Deceive”
Result in Automatic Certification Revocation?
By Thomas Martinelli, Adjunct Professor, Wayne State
University, Detroit Michigan, Independent Training
Consultant, Institute for Intergovernmental Research,
Tallahassee, Florida, and Michigan State University’s
Intelligence Toolbox Program, East Lansing, Michigan, and
Member, IACP Police Professional Standards,
Ethics, and Image Committee
The concept of Ethical Defensibility provides all sworn
personnel with the philosophical
tools and analytical skills necessary to weigh value-based
alternatives, resulting in the
repetitive acts needed to protect, preserve, and defend the
integrity of the police
profession.
“Oh, what a tangled web we weave,
When first we practice to deceive!”
—Sir Walter Scott, Marmion
ying, deception, and the omission of truth (when duty dictates),
2. all fall under a “willingness to deceive” in
police character policies. A character policy specifically
addresses the ethical challenges demanded of
all public servants regarding the mandatory need for and
relationship between truth-telling, duty-bound
honor, and justice. This is not about perjured written or spoken
words; they clearly are illegal and
unconstitutional. Rather it is about the philosophical tenets of
the profession that are necessary to instill and
reinforce the honor, pride, and higher standards that are the
foundations of policing. Protecting the integrity
and image of the profession involves educating officers at all
levels of an agency to prioritize truth telling,
without exception. It is a critical part of the job description.
The challenge today in policy compliance training (or core
values training) is that many character policies are
written in generalities, leaving them susceptible to arbitrary and
subjective interpretations. More times than not,
they are rarely defined, explained, or translated into real,
everyday policing situations. The profession arms its
street-level officers with tools for success, both weaponry and
street survival tactics, but generally ignores the
philosophical ethical dilemmas involving character that officers
are confronted with in the performance of their
duties. Such an oversight in training circles can be costly from a
litigation standpoint, both from citizen lawsuits
as well as internal litigation associated with running a
department.
Policing in general and sworn testimony in specific will always
be
about an officer’s character and that is why core values training
and
vigilant supervisory reinforcement of character issues are
3. critical to
an agency’s future successes.
Core value-based training curriculums and scenarios provide the
rank and file with a clearer understanding of
the differing levels of distinction associated with truth telling in
law enforcement and sends them a message
that a breach of this policy, when severe enough, could cost
them their career. It is incumbent upon the
leaders of the profession to demand higher standards of
character for all sworn members specifically
regarding core values initiatives and policy compliance.
Expecting high standards of character cannot be taken
for granted or implied, rather, those standards must be defined,
discussed, and supervised in order for the
profession to thrive.
Policies such as Conduct Unbecoming, Neglect of Duty,
Insubordination, and a Willingness to Deceive, when
litigated in labor law hearings and courts of law, can be
capricious, arbitrary, and difficult to grasp. Terminated
public servants, through their counsel, will argue there are more
appropriate, lesser disciplinary alternatives
than termination that would be adequate regarding such minor
character policy violations. Even civilian jurors
may not be convinced termination is the appropriate sanction
for police officer deceptions.
Firing a veteran police officer for failing to tell the truth in any
employment-related scenario can be financially
crippling in civil courts, create a challenging precedent in
disciplinary hearings, and damage a department’s
morale. Additionally, suspended officers who feel unfairly
disciplined for what they perceived were appropriate
acts (the gray areas of ethical policing) may say, “Next time I
4. will choose not to get involved and avoid such
situations. It is not worth it.”
Yet, clearly the criteria for termination is subject to a higher
standard when depriving a public servant of his or
her property right to work. Many years of training and
experience are invested in law enforcement employees,
and termination over character issues such as deception or
omissions is costly for all parties involved.
Taxpayer monies and agency manpower hours are often wasted
in civil court litigation defending a chief’s
decision to rightfully terminate an unethical “bad apple” in an
effort to preserve the integrity, image, and morale
of his or her department. Avoiding such liabilities can only
prove fruitful for any agency in the long run.
Balancing administrative policy compliance measures of “doing
the right thing” with subjective, subordinate
perceptions for the job is stressful, demanding, and many times,
a losing battle.
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The Latest of the Brady Progeny
Smith v. Cain, 565 U.S. ______ (2012):
Under the Brady progeny formula, “the
State violates a defendant’s right to due
process if it withholds evidence that is
favorable to the defense and material, to
the defendant’s guilt or punishment”
(emphasis added), citing Brady v.
Maryland, 373 U.S. 83, 87 (1963); See also
Giglio v. U.S., 405 U.S. 150 (1972); U.S. v.
Agurs, 427 U.S. 97 (1976).
Evidence is “material” within the meaning
of Brady, when “there is a reasonable
probability that, had the evidence been
disclosed to the defense, the result of the
proceeding would have been different.” U.S.
v. Bagley, 473 U.S. 667, 682 (1985).
The prosecutor has an affirmative duty to
discover any favorable exculpatory, material
evidence and give it to the defense. Kyles v.
Whitley, 514 U.S. 419 (1995).
“A reasonable probability does not mean
that the defendant ‘would more likely than
not have received a different verdict with the
evidence,’ only that the likelihood of a
different result is great enough to
‘undermine confidence in the outcome of
the trial’” (emphasis added). Smith, 565
U.S. ______ (2012).
In Smith, the undisclosed detective’s
statements that directly contradicted the sole
testimony tying the defendant to the crime
7. scene and his involvement violated the
defendant’s Fifth and Fourteenth Amendments’
guaranteed right to a fair and equitable trial.
Failing to tender this critical exculpatory
evidence demanded a new trial for the
defendant.
See also: LaChance v. Erickson, 522 U.S. 262 (1998).
The key is to vigilantly self-police one’s agency in the specific
core values critical for professional success. It is
imperative to teach and supervise the rank and file in the
differing levels of acceptable and unacceptable
police deceptions defined by case law, arbitration awards, and
the agency’s policy makers and put them in
written form with specificity and clarity. In doing so, leaders
provide employees with a roadmap for executing
the value-based alternatives available to them when confronted
with philosophical ethical dilemmas, both on
and off the job. This is the foundational concept of Ethical
Defensibility: forcing employees to consider the
philosophical side of policing (reduced internal investigations,
citizen complaints, and lawsuits), coupled with
the larger picture of protecting the agency’s (and profession’s)
image.
To presume all officers have mastered the subtleties, nuances,
and constitutionality of police ethical decision
making falls under the “supervisory logic of good faith”
paradigm, that is, “they should have known better, they
are professionals.”1 This article is intended to be a thought-
provoking continuation of previous Police Chief
articles, case law, and policies that have addressed police
deceptions, lies, and omissions; the disciplinary
process; and the future trends involving character issues in
policing. The emphasis here is to better educate
the rank and file in order to mentally prepare them for the
8. difficult ethical dilemmas officers face on a daily
basis and give them the tools to make the best decisions
possible and that can be used as a defense
whenever challenged.
The Brady Progeny
When officers are found to have intentionally engaged
in deceptive misconduct, whether on the streets, in
administrative investigations, in civil proceedings
during depositions, in internal affairs investigations, or
in labor law (disciplinary) hearings, they not only taint
their own ability to continue to serve as law enforcers,
but tarnish their department’s reputation on a wider
scale. Once it has been internally adjudicated that an
officer intentionally was deceptive, or worse,
demonstrates a pattern of deception, his or her future
effectiveness as a litigation witness is jeopardized.
Failing to train, as demonstrated by the landmark case
Brady v. Maryland and its contemporary progeny, is
organizational negligence that will cost a department
both financially and in regard to the good will of the
constituency served.
When one references the Brady progeny in law
enforcement training curriculums, the focus of that
specific training block deals with police officer
truthfulness and candor in relation to the job and an
employee’s effectiveness as a credible litigation
witness. The Brady v. Maryland ruling will celebrate its
40th anniversary this year, and its use and application
are still continually cited today. It is repeatedly
referenced in U.S. Supreme Court case law
addressing officer character, credibility, evidence
handling, and transparency issues within the
profession. In philosophical arguments dealing with
character, integrity, and professionalism of public
9. servants, courts focus on the overt duty of law enforcers
to always be truthful as demanded by the Due Process
Clause of the Fifth and Fourteenth Amendments.2
Untruthful law enforcers taint the entire criminal justice
system and the public’s perceptions of the profession.
The philosophical, legal argument constitutionally
posited by judges is that the government and its
agents cannot deprive a citizen of life, liberty, or
property without a fair and equitable opportunity to be
heard. In theory, the efforts to pursue justice by all
government agents must be honest, transparent,
forthright, and as proactive as possible in the presentation of
the prosecution’s case.
Any evidence the defense counsel (or appellate lawyers) can
produce post trial proving otherwise may result in
constitutional rights violation rulings; retrials; media scorn;
public backlash; and, most unforgiving, dismissal
of all criminal charges. Instead of protecting society, by cutting
corners, embellishing, withholding exculpatory
evidence, or not telling the whole truth, unethical officers (or
prosecutors) actually might free society’s
predators. The Brady progeny are the result of decades of U.S.
Supreme Court efforts to raise the standards of
accountability for those in law enforcement in order to uphold
the integrity of the system.
The onus of truth seeking will always be on the government and
its agents in order for the system to be fair
and equitable and to zealously protect the integrity of the
process. Ethical Defensibility training is about
protecting the integrity of the criminal justice process and
recognizing the need to zealously do so in every facet
of law enforcement. Any appearance of improprieties regarding
officer untruthfulness (or prosecutorial
10. misconduct) results in the negative perceptions and negative
ramifications regarding the agency’s image and
reputation and the overall criminal justice system.
Non-Compliant Deception Is a Violation of Public Policy
The Police Chief has, over the years, repeatedly published legal
and philosophical articles that have
addressed the need for self-policing in the virtues of honesty,
integrity, and professionalism, using the Brady
progeny as a foundation.3 It would behoove all academy
trainers and middle managers to review those
articles and make them a part of their training curriculums.
They provide a better understanding of the
evolution of case law regarding Brady and the U.S. Supreme
Court’s trend for a more focused demand for
public servant accountability from a due process perspective.
The justices, over the years, have repeatedly
placed the legal and ethical burden on government, to police
itself regarding character issues and integrity,
and this trend will continue. Just as the Department of Justice
consent decrees have been used to bring police
agencies in compliance with best practice standards, the
judiciary branch has made overt attempts to do so
from the bench.
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There is no need to discuss these past articles due to space
constraints, but a Police Chief column written by
Professor Elliot Spector in April 2008 bears summarizing here
for clarity, emphasis, and foundation.
11. In 2008, a state court of appeals had ruled that a dishonest
officer is “unfit for duty” using the Brady progeny as
a public policy basis. They concluded that as a matter of public
policy, the officer’s intentionally deceptive
demeanor (thus a breach of his office) precluded him from
testifying in the future as a government witness.
Brady v. Maryland and its progeny dictate that, to be fair and
transparent, the prosecutor would have to
repeatedly tender to the defense counsel this officer’s history of
deception in every case he was a proposed
witness. This officer’s character flaws would undoubtedly be
addressed in cross-examination and closing
arguments, and cases would be, or could be, lost as a result of
his past, dishonest nature. The court’s
message was “dishonest cops are compromised witnesses.”
The appellate court wrote that the officer’s “proven record of
dishonesty prevents him from useful service as a
law enforcement officer. To require his reinstatement to a
position of great public trust in which he cannot
possibly serve violates public policy.”4 Granted not all
evidence in an officer’s personnel file of past
“deceptions” may be allowed into the record of a criminal case,
but if it is found relevant by the presiding
criminal court judge via a defense motion the due process
clause allows defendant’s counsel to play the
“once a liar, always a liar” card. Policing in general and sworn
testimony in specific will always be about an
officer’s character and that is why core values training and
vigilant supervisory reinforcement of character
issues are critical to an agency’s future successes.
Professor Spector strongly advocates the profession adopt the
appellate court’s ruling as a step in the right
direction and reinforced the need for the top administrators to
12. draw clear lines between “sanctioned lying and
prohibited lying.” The trend in policing is to better educate
officers in the nuances of acceptable deceptive
tactics and the agency’s specific dos and don’ts in a proactive
attempt to circumvent disciplinary measures for
officer untruthfulness or deception. Clearly sanctioned
deceptions in policing are necessary tools to fight crime
under very limited circumstances. Yet, a failure to specifically
define those circumstances for the rank and file
is a disservice to them, as well as the citizenry they serve and
can be used against an agency in a civil court of
law.
Additionally, he suggested that academy training circles teach
all police officers, from day one, that they can
lose their jobs, pensions, and property right to work as a result
of job-related, intentional deceptiveness. By
holding sworn employees to a higher character standard of
behavior and defining what those standards are,
will not the officer’s stakeholders (him- or herself and his or
her family and dependents), the public, the courts,
the police profession, and the citizenry be better off?
“[I]ssues of credibility regarding police will be greatly reduced,
leading to more successful prosecutions, a
reduced number of constitutional violations, and fewer liability
cases and losses,” and it might diminish or
“eliminate the ‘code of silence’ completely.”5 As a matter of
public policy, terminating deceptive officers can
only enhance the profession in the long run. Brady gave police
chiefs the authority and wherewithal to adopt
and enforce such proactive measures regarding officer character
issues and the need to maintain a high level
of professional integrity in this regard.
Interestingly, the challenge here is that this appellate case was
13. overturned by that state’s supreme court in
2009, for not having gone far enough. In their reversal, the
message to police policymakers and trainers was
very succinct: without explicitly and definitively prohibiting
employees from engaging in the act of intentional
deceptions (overt and omissions), termination is too extreme,
unconstitutional, and not the appropriate
remedy.6
For chiefs, middle managers, or disciplinary board members, the
administrative duties associated with disciplining officers in
deceptive policy violations are challenging, to say the least.
Terminating a veteran officer for character indiscretions, major
or
minor, is a very difficult chore to embrace but a hurdle that
must be
confronted.
The state supreme court, in essence, ruled that it was not “fair”
(and thus a violation of the Fifth and Fourteenth
Amendments regarding due process) to terminate an officer, as a
matter of public policy, for his past
indiscretions of misconduct and untruthfulness, solely based on
the Brady progeny. The court overturned the
lower court ruling by insisting that it did not go far enough in
demanding there be specific criteria, spelled out
either in agency policies, procedures, case law, and/or
arbitration reports. In order to justify terminating an
officer, the internal affairs mechanisms in policing had to be
much more forthright in defining such character
policies, non-compliant deceptions, and the disciplinary
potentials for such policy non-compliance.
Termination was not an appropriate sanction under these facts
due to a lack of “notice,” in failing to
14. comprehensively define job-related intentional deceptions.
In order to successfully terminate deceptive police officers as
being “contrary to public policy,” the state
supreme court ruled that there must exist a public policy that is
“explicit, well defined, and dominant”
specifically elaborating and focusing on the nexus between
police honesty and job retention.7 Attempting an
end-around sweep by suggesting the prosecutorial duties
espoused in the Brady progeny are specific enough
criteria for terminating deceptive police officers fails as a
policy standard and is bad law, according to these
justices. Because the Brady progeny addresses the due process
duties specifically placed on prosecutorial
acts or omissions (and indirectly, then, on law enforcers),
officer termination in this case was unconstitutional.
The cases requiring disclosure of an officer’s history of
untruthfulness have not commented on whether
such an officer could continue to be employed. As a result,
there is no explicit, (or even implicit) statement
regarding the continued employment of an officer found to be
untruthful. Further, even if the Brady case
law constituted a public policy against reinstatement of an
officer found to be dishonest, it provides no
guidance regarding what level of dishonesty would prohibit
reinstatement.8 (emphasis added)
Here, the justices do not suggest agencies cannot terminate
sworn personnel for major character flaws
regarding dishonesty, deceptions, and omissions, that is, major
unethical acts. Their strongly worded
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15. http://www.web2pdfconvert.com?ref=PDF
Read the first three installments
of this series on Ethical
Defensibility in the November
2013, December 2013, and
January 2014 issues of Police
Chief online.
decision emphasizes that if an agency wishes to terminate an
officer for such egregious character
transgressions, as a matter of public policy, it must have a
written policy specifically saying so. It must be in
writing, and officers must be trained in, supervised in, and
disciplined in the policy. They specifically stressed
that such a policy must be “explicit,” “well defined,” and
“dominant.” Then, when a police chief moves to
terminate a deceptive officer, or successfully does so and the
ex-officer sues for reinstatement, the agency can
defend such decisions pursuant to the tenets of the Fifth and
Fourteenth Amendments, arguing that the officer
“knew lying, deception, and/or omissions” related to the job
could end his or her law enforcement career.
Whether this state case is ever challenged is irrelevant to this
discussion. Though this ruling is solely limited
to that state’s jurisdiction, the message is clear. The law
enforcement profession has to recognize police
deceptive practices and character issues will continue to be
major administrative challenges, and it would
behoove policy makers to better educate themselves and their
subordinates in the recent court rulings
referenced to continue to engage in best practices.
Subcultural Trends That Can Be Costly
16. It would be remiss not to briefly acknowledge some subcultural
pushback
trending recently in regard to disciplinary issues and officer
untruthfulness in relation to the Brady progeny.
For chiefs, middle managers, or disciplinary board members, the
administrative duties associated with disciplining officers in
deceptive
policy violations are challenging, to say the least. Terminating a
veteran officer for character indiscretions,
major or minor, is a very difficult chore to embrace but a hurdle
that must be confronted. It is not unusual to find
a scenario wherein a first-line supervisor writes up a
subordinate for a policy non-compliant act and is forced
to add a second charge for lying if the officer denied engaging
in such misconduct when initially confronted.
As a result of the trending Brady-Giglio issues discussed
previously, there has been a tendency to dismiss
the lying charge as unfounded or reduce it to a generic Neglect
of Duty charge by higher ups, in order to protect
the officer’s career. Or an agency’s disciplinarians may engage
in “euphemisms” in the charging sheet or
sentencing guidelines regarding the officer’s deceptions in order
to protect him and the agency against Brady
challenges down the road.9 This creates internal tensions
between first-line supervisors who may be trying to
“do the right thing” and their superiors who may be more
interested in protecting a veteran officer or the agency
and the agency’s image or both.
The legal trend now is to have a written policy strictly
forbidding job-related officer deceptions, lying, and
omissions. The policy should define the disciplinary sanctions
for lying in such a fashion that replicates
17. indiscriminate sentencing guidelines, with minimums and
maximums (the maximum, of course, being
termination). Then blocks of academy training and annual in-
service training must explicitly detail examples of
unacceptable, punishable deceptive practices versus legal, but
limited police deceptions. Such acceptable
deceptive practices must be designated as “unit specific,”
limited in nature, and necessary to achieve crime
enforcement goals. The rank and file, disciplinary unit, Internal
Affairs investigators, and policy makers must all
understand the nuances between the two.10 What should be
considered, or in the very least cannot be
ignored, in any character policy drafting and training curricula
is for all sworn personnel to know the following:
1. They can be charged, departmentally, for lying, omissions, or
deceptive acts defined as a “willingness
to deceive” (denials or cover-ups), in addition to the original,
underlying allegations of misconduct.
2. Courts are trending toward stricter public policy demands for
honesty and integrity in policing, through
self-policing measures.
3. Personnel files can be used to impeach an officer’s credibility
in labor law hearings and in criminal and
civil courts.
4. There are efforts around the United States wherein databases
are created for criminal defense
attorneys that are compiled from non-criminal justice realms
such as divorce proceedings and child
custody battles demonstrating officers’ character flaws and
deceptions, with a potential to be used in
the discovery phase of criminal and civil cases.
18. 5. There is no justification or defense for lying or failing to tell
the whole truth during all internal
investigations at every level, and termination is the only
appropriate sanction for such policy non-
compliant acts in this limited scope.
Automatic certification revocation for deceptive acts of sworn
personnel may be harsh and overreaching. But
character flaws involving deceptions in policing can never be
tolerated and notice to sworn personnel that
unacceptable, deceptive police acts may be grounds for
termination is the first step in changing a subculture’s
perceptions in this regard.
Recommendations
Proactive leadership entails knowing and recognizing the
pitfalls and challenges of any profession and taking
whatever measures necessary to minimize or eliminate the
potential for liability. Policing is truly one of the last
noble professions, and it takes very unique individual character
traits to be a successful law enforcer.
Ethical Defensibility training empowers sworn personnel with
the analytic tools necessary to professionally
address ethical dilemmas associated with public service. Police
ethics requires analytic contemplation.
Contemplation presupposes that a uniform knowledge,
experience, and common sense exist. Instilling in
sworn personnel these philosophical tools for success creates a
culture of integrity within an agency and
provides a solid defense to any allegations of character
misconduct or unethical behavior. ♦
Notes:
1John Crank and Michael Caldero, Police Ethics: The
19. Corruption of Noble Cause (Cincinnati, Ohio: Anderson
Publishing,
2010).
2U.S. Const. amend. V and XIV.
3Jeff Noble, “Police Officer Truthfulness and the Brady
Decision,” The Police Chief 70, no. 10 (October 2003),
http://www.policechiefmagazine.org/magazine/index.cfm?
fuseaction=display_arch&article_id=118&issue_id=102003;
Lisa A. Judge, “Disclosing Officer Untruthfulness to the
Defense: Is a Liars Squad Coming to Your Town?” Chief’s
Counsel, The Police Chief 72, no. 11 (November 2005),
http://www.policechiefmagazine.org/magazine/index.cfm?
fuseaction=display_arch&article_id=744&issue_id=112005;
Elliot Spector, “Should Police Officers Who Lie Be
Terminated as a Matter of Public Policy?” Chief’s Counsel, The
Police Chief 75, no. 4 (April 2008): 10–12,
http://www.policechiefmagazine.org/magazine/index.cfm?
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http://www.policechiefmagazine.org/magazine/index.cfm?fuseac
tion=display_arch&article_id=3193&issue_id=112013
http://www.policechiefmagazine.org/magazine/index.cfm?fuseac
tion=display_arch&article_id=3207&issue_id=122013
http://www.policechiefmagazine.org/magazine/index.cfm?fuseac
tion=display&article_id=3231&issue_id=12014
http://www.policechiefmagazine.org/magazine/index.cfm?fuseac
tion=display_arch&article_id=118&issue_id=102003
http://www.policechiefmagazine.org/magazine/index.cfm?fuseac
tion=display_arch&article_id=118&issue_id=102003
http://www.policechiefmagazine.org/magazine/index.cfm?fuseac
tion=display_arch&article_id=744&issue_id=112005
http://www.policechiefmagazine.org/magazine/index.cfm?fuseac
tion=display_arch&article_id=744&issue_id=112005
http://www.policechiefmagazine.org/magazine/index.cfm?fuseac
tion=display_arch&article_id=1458&issue_id=42008#3
21. of Conduct, Early Warning Systems, Interrogations and
Confessions, and Criminal Investigations are several “Unit-
Specific” policies that would prove valuable in defining
sanctioned
and prohibited officer deceptive practices. Model policies can
be purchased by visiting www.theiacp.org/policycenter.
Thomas J. Martinelli, JD, MS, is an adjunct professor in
Detroit, Michigan. He
is a practicing attorney and an independent training consultant
for both the
Institute for Intergovernmental Research, Tallahassee, Florida,
and Michigan
State University’s Intelligence Toolbox Program, East Lansing,
Michigan. He
trains in police ethics and liability and intelligence led policing
practices,
specifically addressing constitutional policing issues and
privacy protections.
He is a member of the IACP’s Police Professional Standards,
Ethics, and
Image Committee.
Please cite as:
Thomas Martinelli, “Should an Officer’s “Willingness to
Deceive” Result in Automatic Certification
Revocation?” Ethical Defensibility Part 4, The Police Chief 81
(February 2014): 24–29.
Top
From The Police Chief, vol. LXXXI, no. 2, February 2014.
Copyright held by the International Association of
Chiefs of Police, 515 North Washington Street, Alexandria, VA
22314 USA.
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1) Using the IPv6 network assigned specifically to you (posted
on Blackboard) design an IPv6 sub-network (using CIDR
notation) that will meet the needs of Acme Corporation (from
LAB 8). The selected option must follow good network design
goals. Develop an IP network number scheme for each type of
device on the network. Apply your network IP number scheme
by assigning IP addresses to types of devices used at each
location. Diagram the entire network applying this scheme.
Here is the IPv6:
2001:ab5:3157:d0::/64
2) Using GNS3 or Cisco Packet Tracer complete the set-up of
each router, switch, and PC in the Toledo-Napoleon-Port
Clinton scenario.
a. Each Router must use IPv6 Addressing
23. b. Each location must have a switch connected to an Ethernet
port
The switch does not need to have an IP address assigned
c. Each switch must have at least one PC connected using IPv6
addressing
3) Apply the configuration statements to enable static route
entries to allow all devices on the inter-network to
communicate?
4) Apply the configuration statements to enable IPv6 RIP
dynamic routing protocol to allow all devices on the inter-
network to communicate?
5) Apply the configuration statements to enable IPv6 OSPF
dynamic routing protocol to allow all devices on the inter-
network to communicate?
6) Create an IPv6 Extended ACL to block ping echo request
from your network.
Hard copies of all the config files, Route Tables, Screen Shots
of the successful pings and for question 6 – the blocked pings,
and the network diagram including your IP addressing scheme
will be turned in on the last day of class.
NOTE: You must have config files and route tables for each of
the 3 routers for each task.
Note: Project must do via IPv6:
(2001:ab5:3157:d0::/64 )