Bob Walsh
Stockton, CA
Male, 60
I worked for the California state system, starting as a Correctional Officer and retiring as a Lieutenant in 2005. I now write for the PacoVilla blog which is concerned with what could broadly be called The Correctional System.
It depends where. Some jurisdictions use a very bootcamp-like training operation. Some a very classroom oriented with a minimal physical component and necessary chemical agents and firearms training.
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When I was there it was five years. Now there is a separate step for the academy as well, which is 14 weeks.
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I don't know. In California the state maintains a web site that can tell you what job an individual person has with the state, but not necessarily the location. There are 33 prisons in CA so you would have to call each individual prison and check with the personnel office. At least in CA the information is not confidential. Other employers might have different ways of doing things. Now days there are lots of commercial web sites that can locate an individual for a modest fee, so as long as you have a name and an approximate age or birth date it shouldn't be that hard.
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Without knowing a little more about the situation it is hard to say. If this is an incident report, something you were directly involved in and are required to submit a report on, it would be an odd thing for a supervisor to just "reject" the report without saying what is wrong or unacceptable about it. At some point someone will notice your report isn't part of the package and want to know why. I am guessing this is something else entirely. You definitely want to keep a copy of the report and note that your boss "rejected" it without comment or discussion. depending on what it is exactly you might want to go around your supervisor, and run it up a parallel chain, like maybe a business manager or personnel manager depending on the exact nature of the report. You might want to jump the chain and go to your bosses boss (not to be done lightly and sure to cause trouble even if you are right). You might want to lateral it, to a union if you are represented by one and let them carry the load and attract at least some of the heat. That's what they are there for. You might want to go completely outside your agency and work at picking up whistle-blower status to give you some protection. Or you might want to let it go. Without knowing more about what is going on it is really hard to give any serious recommendation. Good luck.
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Couples Therapist
Does a therapist aim to "fix" the client, or just treat the client indefinitely?
Air Traffic Controller
Have you ever ordered a pilot to abort mid-takeoff?
Professor
How do you prevent cheating and plagiarism these days?
If the felon is still under the jurisdiction of the department (i.e. on parole, probation or other sort of supervised release) then the short answer is YES. In most jurisdictions it is actually a crime for a staff member, especially a peace officer, to engage in a sexual relationship with a person under the jurisdiction of their department due to the power imbalance. It is legally considered rape and is likely to get the officer fired and prosecuted. If the relationship is merely social and not sexual (which might be hard to prove) it would still get the officer fired. Even if the person is no longer on parole, probation or whatever there are still POSSIBLE problems relating to access to firearms and ammunition. This is one of those questions you might want to run by a lawyer in your state for hard facts.
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It varies from jurisdiction to jurisdiction. It would almost certainly have to be reported both to the probation officer and to the employing agency. Generally speaking it would be considered to be inappropriate and even illegal due to the fact that there is a power imbalance between the two. The law would consider that the officer was in some fashion coercing behavior from the probationer even if it were not actually true. IF there was a documented relationship between the two prior to incarceration and if both the employer and probation officer approved you could get by with it. If not you could easily end up with the officer being fired and even prosecuted. I have seen it happen.
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Sorry, but there were no regulations concerning ink when I was working. I am unaware if there are any now. Wish I could be more helpful. I BELIEVE the officer orientation packet for California is on line, you could probably access it and see what it has to say.
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