A supervisor plays a vital role in managing and ensuring productivity in the police workplace. As much as there are work dynamics in the day-to-day working environment in the police unit, the future of police department depends upon supervisors’ ability to make prudent decisions at all critical steps. Splendid leadership, competencies and management skills are essential qualities of a police supervisor. Discipline in the department is paramount. Sergeants should create a disciplined environment to ensure law is abided by all and sundry in the department by taking an authoritative stand provided by law as part of their responsibilities. Farther Supervisors must work hard to ensure that each workplace has a prevailing atmosphere free from any sexual harassment.
In this case study sergeant William did not make a good operational decision. As a supervisor he failed in creating a serene environment that is devoid of sexual harassment. It is evident that Andrew Tibbetts the field training officer’s behavior was known by everyone yet William as a supervisor did not counsel, advice or report this mischievous behavior that the law prohibits. Instead he went ahead to risk an otherwise innocent and vulnerable Roberts. Sexual harassment as a violation of State law should be discouraged at all costs. Supervisors have the authority to take prompt and appropriate disciplinary action when such incidences are observed.
Delegate your assignment to our experts and they will do the rest.
The initial mistakes made at the beginning was failure of sergeant William to create a healthy and sexual harassment free environment by keeping quiet .Secondly, it was wrong for Sergeant William assign Tibbett to supervise Robert considering Tibbett behavior that everybody was aware. The sergeant ignored his instincts and doubts that initially warned him of “ladies man” conduct. Lastly it was wrong for Sergeant William to assume that Roberts could handle Tibbetts.
Such situations can be prevented in future by providing the supervisors and all employees a guideline on the code and conduct governing police officers in their workplace and training supervisors to remind them their role in the workplace relationship.
In this situation there are a series of faults initiated by Sergeant William who allowed Tibbetts to supervise Roberts despite knowing his weakness. As a supervisor he failed to find out the nature of their relationship and offering guidance despite hearing hearsays from colleagues. Secondly it was wrong for Robbetts despite being married to engage in an extra marital affair with a colleague, an offense that the law disregards. Pursuing Roberts to an extend of impregnating her was unlawful and worth punishment. Roberts on her part, failed by not reporting the incident from the beginning. Quietness on her side gives an impression of satisfaction and fantasy, before the situation turned sour.
As spelt out in his role, sergeant supervisor should make a sound operational decision. The law provides that since Roberts got expected while on duty, irrespective of whether Tibbetts takes responsibility or not she has a right to continue with her job. Pregnancy and discrimination act says that employees must treat pregnant women in the same manner as job applicants or fellow employees with similar abilities. The law farther indicates that as long as the pregnant women are capable to perform major functions of their job, they should not be fired or demoted because it is against the law. The law farther prohibits denying them any benefits for pregnancy because she is not married. If Roberts has served the police for more than twelve months , the family and medical leave act too protects her and she should be allowed up to 12 weeks of unpaid medical leave of pregnancy and childbirth. In a nutshell, all types of pregnancy discrimination are against the law.
