Corrections Ethics
First, I would not allow the employee to resign yet. The employee clearly shows remorse and is aware that his actions were related more to the stress in his personal life than to an ongoing problem in the workplace. After seven years of dedicated work, this employee deserves a second chance. The severity of the ethical infraction is low, meaning that the employee can remain with the county jail system. Moreover, the ethical codes of corrections officers are often relatively loose. For example, American Jail Association (2012) corrections officers pledge to maintain "a positive demeanor when confronted with stressful situations of scorn, ridicule, danger, and/or chaos." A "positive demeanor" can be interpreted in a number of ways. However, in this case, our officer did not maintain a positive demeanor and can be proven to have violated the code. The same officer upheld his oath to report "either in writing or by word of mouth to the proper authorities those things which should be reported," (American...
For this reason, it might be a good idea to transfer the employee to another institution, for his safety as well as for the morale of the inmates. This action is preferable to firing or letting go of a good employee.
Although the employee clearly crossed the line when he struck the inmate, the ethical codes of the corrections institution does permit a certain degree of leeway among correctional administrators in dealing with a situation of this type. The employee has proven himself to be exemplary and is well liked by peers. Allowing -- or even encouraging -- the officer to remain on the force also sends a good message. His example can be used to create an organizational culture whereby other corrections officers are willing and encouraged to come forward when they commit ethical infractions. If we want our correctional institutions to operate better, with greater accordance with our ethical goals, then the best thing to do is use this example as an opportunity for structural…
