G.O. 2.10 Code of Conduct

General Order Number: $(2.10)$
Original Issue Date: $03/01/10$
Reissue / Effective Date: $11/28/20$
Section: $2$ — Organization and Management
Accreditation Standards Referenced (POSTC): $1.10.6, 2.4.1, 2.4.5, 2.4.6, 2.4.7, 3.3.14, 3.3.15, 3.3.16$
Rescinds prior policy: $160.02$ Code of Conduct (effective $01/01/17$ )
Authority: Patrick J. Daley, Chief of Police
Legal Disclaimer:
- The order is strictly for departmental use.
- Creates no higher civil / criminal liability standard for third-parties.
- Violations lead to internal discipline; criminal violations are tried in court.

Provide clear behavioral guidance to every Norwich Police Department (NPD) member.
Ensure conduct aligns with mission, public trust, and professional ethics.

All personnel must be guided by—and comply with—the Uniform Standards of Conduct ("the Standards").
Progressive discipline (counseling → written warning → suspension → termination) is the formal enforcement mechanism.

Uniform Standards of Conduct for Law Enforcement:
- Detailed but not exhaustive list of required behaviors.
- Includes both written directives (policies, procedures) & verbal orders (supervisory instructions).
Key expectation: members always exercise “ordinary common sense,” defined as judgment a reasonable, average person would apply.

Mandates:
- Apply ordinary common sense on & off duty.
- Actively promote Mission Statement, Code of Ethics, lawful directives.
Rationale: Citizens equate good judgment with public trust.
Illustrative Violations:
- Neighbor complaints of law violations.
- Controversial on/off-duty conduct triggering public criticism.
- Refusal to identify self.
- Non-uniform appearance, discourtesy, crude language, false/malicious department criticism.
- Tobacco use in public view/City vehicles.

Obligation to render assistance during work hours once need is known or reasonably should be known.
Morale & mission success depend on mutual support.
Violations: No immediate response to emergencies, habitual unavailability, malingering, avoiding dangerous tasks, sowing discord.

Zero alcohol possession/consumption during duty; no drinking "proximate" to reporting time.
Members must appear unimpaired.
Violations: drinking while in uniform/social events, drinking while on standby, odor/behavior of intoxication.

Expectation of regular, reliable attendance.
Excessive absence → inefficiency & expense; patterns interpreted as abuse.
Violations include AWOL, sick-leave abuse, doctor appointments during peak hours, tardiness, training absences, extended breaks, personal business on-duty.

Must not create safety hazards.
Public equipment (vehicles, firearms, chemicals) raises liability concerns.
Violations: Ignoring safety policies, allowing untrained users, continuing risky pursuits once ID is known, no seat belt, chargeable crashes, horseplay, tampering, unsecured doors, divulging safety-critical info.

Members must avoid real or potential conflicts with official duties.
Position grants special access & trust; private interests cannot compromise that.
Violations: accepting gratuities, illegal job actions (“blue flu”), failing to act vs. friend, undisclosed business interests, secondary employment abuses, fixing tickets, selling chance games without approval, using credentials for favors.

Duty to actively cultivate cooperative relationships across agencies.
Violations: withholding info, refusing jurisdictional transfers, threats/intimidation of other agencies.

Mutual respect required; criticisms made privately when possible.
Supervisors must model behavior; subordinates must honor chain of command.
Violations: gossip, indirect complaints, public admonishment, bypassing chain, withholding critical info, abusive language, threats.

Absolute prohibition on lying, half-truths, misleading or falsified communications (verbal or written).
Public trust hinges on integrity.
Violations: covering up infractions, falsifying applications/reports/sick claims, misleading in investigations, untruthful testimony, manipulating others’ reports.

Must competently perform all assigned/assumed duties.
Competency = appropriate knowledge, skill, attitude producing results.
Violations: repeated instruction on routine tasks, failure to correct subordinates, unverified information, inaccurate data entry, test failures, low productivity (< $80\%$ of peers), emotional outbursts, incomplete reporting.

Provide full day’s work for full pay; show initiative.
Patterns of non-productivity measured monthly to annually.
Violations: job “milking,” late starts, early stops, long hang-arounds, hiding, focusing on low-priority calls, grouping breaks around shift ends.

Willful obedience to all lawful directives; personal preferences are secondary.
Violations: defying directives, refusing investigations, inciting negative reactions, leaving post, refusing mandatory overtime, failure to address rank, “working to rule.”

Members are bound by federal, state, municipal laws & departmental directives.
Violations: unlawful searches, non-exempt traffic infractions, prisoner mistreatment, copyright theft, defamation, ignorance of manuals, repeated unsupported challenges to policy.

Members accountable for any property/equipment they control or encounter.
Must return unattended equipment to storage.
Management sets usage & care standards.
Violations: sabotage, negligence, skipped maintenance, unsecured vehicles, radio slang, private use without approval, disabling equipment, unauthorized testing, using others’ gear without permission.

Common Sense & Public Trust: Each standard underlines that public perception of officers’ judgment is as important as legal compliance.
Progressive Discipline: Minor lapses invite counseling; repeated or severe misconduct → termination.
Off-Duty Conduct Matters: Because officers are public figures, off-duty behavior (alcohol, social media controversy) can erode community confidence.
Supervisor Responsibility: Failure to correct or model proper behavior constitutes its own violation (competency, courtesy, conflict of interest).
Legal/Ethical Intersection: Many standards mirror constitutional mandates (search & seizure, due process) but also impose stricter departmental expectations (e.g., grooming, courtesy).
Real-World Relevance:
- Prevents civil liability (e.g., unsafe driving, prisoner abuse).
- Maintains departmental morale and operational efficiency (aid to colleagues, competent performance).
- Upholds transparency and integrity critical for community policing.