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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I am sorry but I have no idea what you are asking about. Is this income taxes?
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Assuming you are no longer on probation or parole it is not an issue having normal social interactions with working peace officers. it is no problem at all with retired peace officers either. as a convicted felon you do, however, have issues with being on prison grounds (you can't go onto prison grounds without the expressed permission of the warden) so if some of them live on grounds that might be an issue. you also want to avoid being in personal possession of firearms or ammunition. good luck.
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My opinion, for what that may be worth is, generally speaking, no.
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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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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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We seem to have lost part of your question. You have to find your own comfort zone which takes a while. You clearly can't write up every minor infraction. However, if you let sexual or rude personal remarks slide they may come to believe you enjoy the attention, or at least don't mind it. My inclination would be to be fairly strict along those lines.
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