Rules & Code of Conduct

Rules & Regulations

Below is an extensive, detailed code of conduct (Part 1) and enforcement procedure (Part 2) for all DHS personnel. These guidelines aim to maintain professionalism, order, and a high standard of integrity within the Department of Homeland Security.

---

1.0 Code of Conduct

1.0.1 Professionalism

1. 1.0.1(a) Dress and Appearance

   • All personnel must adhere to the official uniform and gear requirements specific to their division.

   • Uniforms should be clean, well-maintained, and worn correctly during all active duty hours.

2. 1.0.1(b) Language and Communication

   • Personnel shall use clear, respectful language when communicating with colleagues, superiors, and the public.

   • Profanity, slurs, or discriminatory remarks are strictly prohibited.

1.0.2 Integrity and Honesty

1. 1.0.2(a) Truthfulness

   • All DHS personnel are required to be truthful and accurate when reporting incidents, filling out official forms, or testifying in any capacity.

   • Lying or deliberately misleading superiors or peers can lead to immediate disciplinary action.

2. 1.0.2(b) Conflict of Interest

   • DHS members must not use their position for personal gain, nor engage in relationships or activities that create real or perceived conflicts of interest.

   • Gifts, favors, or any form of bribery related to official duties are strictly forbidden.

1.0.3 Respect and Harassment Policies

1. 1.0.3(a) Non-Discrimination

   • Personnel shall not discriminate on the basis of race, religion, gender, orientation, or any other protected characteristic.

   • Any form of hate speech or discriminatory behavior is grounds for severe disciplinary measures.

2. 1.0.3(b) Zero Tolerance for Harassment

   • Harassment, bullying, or threats directed at any individual—be it a colleague or a member of the public—are strictly prohibited.

   • This includes verbal, physical, and cyber harassment on official or personal channels.

1.1 Operational Conduct

1.1.1 Chain of Command

1. 1.1.1(a) Adherence to Authority

   • All orders must be followed promptly, provided they do not conflict with established laws or policies.

   • If an order appears unlawful or unethical, personnel should request clarification through the proper channels.

2. 1.1.1(b) Reporting Structure

   • Personnel must report any incidents or operational developments to their immediate supervisor or the next available superior.

   • Bypassing the chain of command without valid cause is not permitted and can result in disciplinary action.

1.1.2 Collaboration and Teamwork

1. 1.1.2(a) Inter-Division Cooperation

   • When multiple divisions are involved in a single operation, all personnel are expected to coordinate effectively and share resources.

   • Turf wars or inter-agency rivalries will not be tolerated.

2. 1.1.2(b) Task Delegation

   • Leaders should delegate tasks based on skill, experience, and situational needs.

   • Subordinates must respect and fulfill the duties assigned to them diligently.

1.2 Use of Force

1.2.1 Reasonable and Necessary

1. 1.2.1(a) Lethal vs. Non-Lethal

   • Lethal force is a last resort, employed only when there is an imminent threat to life or serious bodily harm.

   • Non-lethal alternatives (e.g., tasers, pepper spray) must be considered first, whenever feasible.

2. 1.2.1(b) De-escalation

   • Personnel are expected to use de-escalation techniques to reduce tension and potential violence.

   • Verbal warnings, negotiation, and retreat (if safe) should be attempted before employing force.

1.2.2 Reporting Use of Force

1. 1.2.2(a) Mandatory Documentation

   • Any incident involving physical force must be documented in an official report.

   • This report should include the nature of the incident, level of force used, and justification.

2. 1.2.2(b) Supervisory Review

   • Supervisors must review all Use of Force reports to ensure compliance with DHS standards.

   • If improper use of force is identified, an internal investigation shall be initiated.

1.3 Confidentiality and Information Security

1.3.1 Data Protection

1. 1.3.1(a) Classified Information

   • All classified materials are to be stored securely and accessed only by authorized personnel.

   • Unauthorized disclosure of classified information is a severe offense, leading to immediate disciplinary measures.

2. 1.3.1(b) Cybersecurity Protocols

   • Personnel must follow best practices regarding password security, device encryption, and safe handling of electronic data.

   • Any suspected breach or phishing attempt must be reported to CISA immediately.

1.3.2 Media and Public Relations

1. 1.3.2(a) Official Statements

   • Only designated spokespeople or high-ranking officials may release public statements on behalf of DHS.

   • Unauthorized personnel must not speak to media outlets regarding official matters.

2. 1.3.2(b) Social Media Conduct

   • DHS agents must exercise caution when discussing their job on personal social media platforms.

   • Sensitive details or operational plans must never be disclosed publicly.

1.4 Ethical Behavior

1.4.1 Bribery and Corruption

1. 1.4.1(a) Zero Tolerance

   • Any offer or acceptance of bribes, gifts, or favors in exchange for official acts is strictly prohibited.

   • Violators will be subject to criminal prosecution and departmental expulsion.

2. 1.4.1(b) Whistleblower Protection

   • Employees who report misconduct in good faith are protected from retaliation.

   • Whistleblowers must follow the correct reporting procedures to ensure their claims are investigated properly.

1.4.2 Public Trust

1. 1.4.2(a) Transparency

   • DHS is committed to maintaining public trust through transparency, barring classified or ongoing investigative details.

2. 1.4.2(b) Avoiding Personal Gain

   • Employees must not exploit their positions for personal or financial gain, including using official resources for personal projects.

---

2.0 Enforcement Procedures and Disciplinary Measures

2.0.1 Investigation and Review

1. 2.0.1(a) Complaint Filing

   • Any individual (public or DHS personnel) may file a complaint alleging misconduct or policy violations.

   • Complaints should include relevant evidence (e.g., witness statements, timestamps, incident reports).

2. 2.0.1(b) Preliminary Inquiry

   • Upon receiving a complaint, a designated officer (often from Internal Affairs or a similar oversight unit) conducts a preliminary review to determine if further investigation is warranted.

3. 2.0.1(c) Formal Investigation

   • If evidence suggests a policy breach, an in-depth investigation is launched.

   • Investigators interview witnesses, review logs and evidence, and compile a comprehensive report.

2.0.2 Disciplinary Hierarchy

1. 2.0.2(a) Minor Infractions

   • May include tardiness, minor uniform violations, or mild discourtesy.

   • Usually resolved with verbal warnings, counseling, or additional training.

2. 2.0.2(b) Moderate Infractions

   • May include repeated lateness, failure to follow non-critical instructions, or minor insubordination.

   • Penalties can range from written warnings to temporary suspension from duty.

3. 2.0.2(c) Major Infractions

   • May include misconduct, excessive use of force, harassment, or neglect of duty.

   • Penalties include extended suspension, rank demotion, or expulsion from the department.

4. 2.0.2(d) Criminal Offenses

   • In cases involving illegal activities (e.g., corruption, assault, theft), DHS will cooperate with federal or state law enforcement.

   • Offenders face immediate termination and possible legal prosecution.

2.1 Due Process and Appeals

1. 2.1.1 Right to Defense

   • Accused personnel have the right to present evidence and testimony in their defense.

   • They may request representation or counsel if the charges are severe.

2. 2.1.2 Appeals Process

   • If disciplinary action is taken, the individual may appeal the decision within a specified timeframe.

   • A higher-ranking official or dedicated review board re-evaluates the case.

2.2 Corrective Measures

1. 2.2.1 Counseling and Retraining

   • For minor or first-time offenses, the focus is on corrective action, such as mandatory remedial courses.

   • Counseling sessions aim to address underlying issues (e.g., stress, misunderstanding of policy).

2. 2.2.2 Monitoring and Supervision

   • Personnel who commit moderate infractions may be placed under closer supervision or probation, during which they must demonstrate consistent improvement.

   • Failure to meet set standards may result in more severe penalties.

2.3 Record-Keeping and Confidentiality

1. 2.3.1 Official Records

   • All disciplinary proceedings shall be documented and kept in the individual’s official DHS file.

   • These records are confidential and accessible only to authorized personnel.

2. 2.3.2 Expungement Policy

   • Certain minor infractions can be expunged from an employee’s record after a designated period of exemplary service.

   • Major or repeat offenses are permanent and cannot be expunged.

2.4 Grievance Procedures

1. 2.4.1 Internal Grievances

   • DHS personnel may file grievances related to workplace disputes or policy concerns through their chain of command or a designated grievance officer.

   • Grievances are investigated impartially, and findings are communicated within a reasonable timeframe.

2. 2.4.2 External Mediation

   • If internal resolution is not possible or the issue is highly sensitive, an external mediator or oversight body may be consulted.

   • This ensures fairness and neutrality in addressing serious complaints.

---

Final Remarks

Adherence to the above Rules & Regulations is critical in upholding the reputation and operational integrity of the Department of Homeland Security. By following this structured code of conduct and respecting the outlined enforcement procedures, all DHS members contribute to a safer, more efficient working environment—and ultimately to the protection of the nation and its people.