Introduction
The essentials of maintaining law and order in any nation are among the significant determiners of its development. While laws are implemented to be adhered to by all citizens, enforcers of these legislations should set a good example. Through a strategized system in law enforcement, officers are in a position to maintain efficiency, integrity, and ethical practice in their service delivery. In the quest to deliver justice to law offenders, ethical practice amongst law enforcers promotes discipline that transcends to the society; hence contributes to the decrease in vices and crime (Gourley, 1950). It is the responsibility of every justice department to outline the expected conduct of their officers both during and off duty. With the provision of clear rules, organizations handling related issues of criminal justice impact their personnel with high discipline. Therefore it plays a significant role in the establishment of these departments and control of crime.
According to Jefferey Reiman (2013), Criminal Justice ethics involves the choices between right and wrong moral judgments. Under this discipline, the practice of criminal justice and everything revolving around it is explored. In order for law enforcers to stay in the course of ethical practice, proper training, work standards, and provision of clear rules as mentioned earlier are vital. Besides directing the expected conduct among law enforcers; the training, standards, and rules will determine the kind of punishments unethical personnel will face.
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From the scenario provided, it is evident that the officer was at wrong in accordance to the rules set. While the officer qualifies punishment or termination of their position, their records indicate commitment, excellence and ethical practice portraying loyalty to the organization. On the other hand, the records of the officer for the fifteen years he has been working under the organization shows only one offence that was committed ten years ago. The offence was an at-fault traffic accident which was dealt with and never repeated.
As the Chief of Police of a municipality, there is a lot to put into consideration. The evidence provided both by the Deputy Chief of Police and the computer crimes analyst proves that the officer is at fault. His involvement in the use of the organization’s computers to access pornographic materials not only jeopardizes their ability to perform ethically but also promotes the indulgence in unacceptable activities. Every law enforcer in the field of criminal justice is expected to be an asset and not a liability. With this in mind, it is fundamental for every criminal justice organization to embrace ethical practices. While it encourages officers to stay in the course of providing justice, it facilitates an environment of individuals who set a significant pace in the need to promote ethical practice.
According to the conduct expected from law enforcers; honesty, respect, professionalism, and integrity are some of the significant traits required. The officer at fault initially lacked honesty. He denied the allegations presented by the Deputy Chief of Police. It was until the computer crime analyst provided substantial evidence after thorough investigations. The lack of honesty among officers can be detrimental to the whole organization because of the inconsistency in the required information. On the other hand, the lack of respect for the organization, oath taken, self, colleagues, and the job assets is evident from the officer. Their indulgence in accessing obscene materials using the organization’s computers is clear that they lack respect. Unless one is using organizational computers for work-related matters, they are not allowed to misuse any of the resources for personal stuff. Therefore, the officer is guilty of going against the expected ethical practices of the criminal justice department. While they may have acted unethically, the action suitable for their practice is punishment and not the termination of their job.
Despite the frustrations from the process of disciplining officers, the standards of ethical practice in the society should be reflected in all criminal justice departments. It is oblivious that leaders who lead from the front are pace setters of what they expected from those they lead. As a result, officers among other law enforcers should be the light and a better example to the society and everyone around. If the officer, had the guts to go against organization rules of misusing company assets for unethical personal practice, chances are high that nothing can hinder them from indulging in such activities around other people in the environment (Campellsville University, 2017). As opposed to termination of their job position, the significant disciplinary action is efficient considering that the officer is a fifteen-year veteran whose record is clean. On the other hand, considering that criminal justice departments are committed to ensuring that the society is clean from all forms of vices, terminating the officer will only encourage them to continue their unethical conduct and this time in high levels.
From the records of criminal justice, some of the officers terminated from their job position end up indulging in criminal activities out of rage and need for vengeance (Stephens, 2011). Some of the significant reasons why such happens include the feeling of lack of appreciation for their services and contribution in the organizations in question. Considering that this is a possibility that will put the entire society at risk, termination of the officer is inappropriate. On the other hand, their reputation in the organization indicates that they have never committed this offence. Therefore, being a first-time offence, it is fair enough to discipline the officer rather than terminate them. From the disciplinary procedures in criminal justice, giving a warning is acceptable depending on the magnitude of the offence. Hence, the veteran officer is at a higher position to embrace the chance to change and forgo their unethical practice. Before terminating an officer for such kind of an offence, they should have ignored the two warnings provided both in written and verbally. The officer was never given a warning as a disciplinary measure which enhances the need to embrace them as team members and offer them the opportunity to transform.
The responsibilities of criminal justice organizations and personnel entail the need to ensure that services provided and conduct portrayed are in line with the outlined laws. According to Surrey Police (2017), the essence of police staff disciplinary action procedures are for the good of both individuals involved and the organization. The standards set should enhance the professional behaviour expected from police officers. Therefore, the reputation of the Force, the personnel and all the stakeholders involved must be protected and their behaviours put in check. Termination of the officer risks building of the organization’s reputation. Being a public figure and a recognized individual in the society, their termination will promote the need for answers of what really took place.
From the guidance of the Catholic Bible and practice, discipline towards various individuals is fundamental. In the case of law enforcers, they are expected as mentioned earlier to set the pace to the society. A rush in terminating personnel over offences that can be corrected and handled contrary to the pursuit of embracing change and character transformation can cost organizations, effective individuals. Therefore, for purposes of maintaining personnel who have played a significant role in the establishment of an organization, disciplinary measures are far much better than termination. Following the conscience of the Catholic practice towards criminal justice, it is paramount that personnel in every line of duty are expected to adhere to the commitment of loving God and fellow human (Strine, 2016). In a comparison of what is elaborated from the scenario, the application of self-awareness among law enforcers dictates their way of conduct and delivery of their duties without compromise of love for a fellow human. Therefore, disciplinary measures facilitate and promote proper conduct in criminal justice which on the other hand, helps in improving service delivery among law enforcers.
As outlined by Straub and Nance (1990), organizations should have standards of what is expected of their staff when it comes to using company computers. Considering that the breach of technology devices within a company can result in destructions of systems, proper use by staff members should be a mandate. Law enforcers, on the other hand, should also be in a position to embrace the need to adhere to the organization’s instructions while using company computers.
Conclusion
Compared to termination, significant disciplinary measures are more convenient and substantial in handling minor offences among law enforcers. While there is need to facilitate proper conduct among officers, harsh disciplinary measures like termination can be costly to the department and the entire criminal justice organization especially when the offence can be dealt with through procedures like issuing a warning, counselling, and denial of some opportunities for a given period of time among others. It is the role of every law enforcer within criminal justice to ensure that their conduct and behaviour is in line with the requirements of the institute. Access to obscene materials within the workplace can be detrimental to the individual and colleagues. Exercising integrity, respect, and professionalism is crucial in the excellent delivery of duties and promotion of the organization’s reputation.
References
Campellsville University. (2017, May 25). Removing the Blindfold: Ethics in Criminal Justice . Retrieved October 12, 2018, from Online-Campellsville University: https://online.campbellsville.edu/criminal-justice/ethics-in-criminal-justice/
Gourley, G. (1950). Police Discipline . Journal of Criminal Law and Criminology (1931 -1951) , 41(1), p.85.
Reiman, J. (2013). Criminal Justice Ethics. International Encyclopedia of Ethics .
Stephens, Darrel W., (2011). Police Discipline: A Case for Change, Washington, D.C.: U.S. Department of Justice, National Institute of Justice.
Straub, D. and Nance, W. (1990). Discovering and Disciplining Computer Abuse in Organizations: A Field Study. MIS Quarterly , 14(1), p.45.
Strine-Jr, L. (2016). Criminal Justice and (a) Catholic Conscience . Retrieved October 12, 2018, from Scholarship.law.upenn.edu: https://scholarship.law.upenn.edu/cgi/viewcontent.cgi?article=2727&context=faculty_scholarship
Surrey Police. (2017, August 11). Police Staff Disciplinary Action Procedure . Retrieved October 12, 2018, from Surrey Police: https://www.surrey.police.uk/policies-and-procedures/police-staff-disciplinary-action-procedure/
