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| NEWS > 22 January 2008 |
Other related articles:
Police cover up exposed after
Serious questions are being raised following a robbery at the home affairs offices in Tshwane recently. SABC News has dramatic and exclusive footage of the incident, which up to now, has been kept under wraps. The recording also reveals how police officials compromised the crime scene.
Five policemen have been arrested following the incident. SABC News has learnt at least R50 000 was allegedly stolen from the home affairs offices on March 23 in the early hours of the morning. Up to now, both the police and home affairs have been mum on the issue.
Home affairs CCTV footag... Read more
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 Article sourced from
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New Zealand Herald - New Zeala
22 January 2008
This article appeared in the above title/site.
To view it in its entirity click this link.
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New Zealand Police
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New Zealand: New police conduc
Police officers accused of misconduct will no longer be dealt with by tribunals and or receive reprimands or adverse reports under a new code of conduct.
Instead, a new disciplinary process "provides for a progressive system, starting with performance improvement plans and counselling to a series of up to three warnings, and a disciplinary hearing where a breach of the code of conduct is considered so serious that dismissal may be contemplated."
Police employees throughout the country received copies of their new code of conduct from Police Commissioner Howard Broad yesterday.
In a foreword to the nine-page document, Mr Broad says that the code, to be read with changes to the police regulations, "marks a transition from the semi-military style of managing behavioural issues in police to a more mainstream employment practice."
Police regulations were changed following the wide-ranging inquiry by Dame Margaret Beazley into police conduct and culture.
All police employees, sworn and non-sworn, were now required to sign and return a document saying they had received the new code of conduct.
The code outlines police officers' and other employees' obligations, but also sets out a table of misconduct which could result in discipline or, if serious enough, dismissal.
In a letter accompanying the brochure, Mr Broad says that the tribunal process will no longer exist, and gone also are reprimands and adverse reports.
The code refers to the commissioner's duty to deal with employees in a fair and reasonable manner, while all employees will be required to work to the highest ethical standard.
"New Zealand's police service is often judged by the way its employees represent it. It is therefore necessary to maintain a high standard of personal and professional conduct."
Employees must behave honestly, ethically and with integrity, not bring the force into disrepute, perform their duties in a competent and loyal fashion, avoiding behaviour that might impair their work effectiveness.
They must act fairly and impartially, always remaining politically neutral in the workplace. Members of the public and other employees are to be treated with courtesy and respect.
Information learned in the course of work remains confidential, and employees are not to access sensitive or confidential details for personal purposes or divulge it to others. Nor are employees to access personal information to "satisfy curiosity."
Examples of misconduct leading to a warning, final warning or possible dismissal include negligence; impairment of performance due to drugs or alcohol, absence from duty without good reason, repeated lateness for work, failure to comply with a lawful instruction, taking a second job without permission, treating a person harshly, failure to declare a conflict of interest, wilful misuse of police property, and using offensive or abusive language.
Serious misconduct that could justify dismissal without notice following due process includes: falsifying documents or records, making a false declaration or statement; sending or saving inappropriate or offensive emails or attachments; using police data bases for unauthorised or personal purposes; issuing unauthorised permits or licences; admitting or being convicted of any offence which brings into question suitability for continuing with the police; insubordination, including publicly criticising the police, disobedience or abusing supervisors; using racially offensive language or demonstrating racially offensive behaviour; taking a second job after being warned not to; using excessive force; taking property belonging to the police or other employees; and allowing unauthorised access to or disclosing information about police business.
Mr Broad said employee practice managers, human resources managers and professional standards managers would determine how any breach was dealt with.
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