Provo City的动态

Takeaways Proactive law enforcement and targeting drugs are key to reducing crime and creating a safer community. Collaboration between law enforcement agencies and the community is crucial for effective crime prevention. The role of the sheriff is to uphold the Constitution and be the last line of defense for the community. Involving diverse perspectives and ideas in decision-making leads to better outcomes. Chapters 00:00Introduction and Background 02:49Transition to Running for Sheriff 06:21Experience as a Detective 09:28Priorities as Jasper County Sheriff 13:22Addressing Crime and Homelessness 22:24Power and Responsibilities of the Sheriff 24:37Contact Information and Campaign 26:27Future Interviews and Audience Engagement 28:28Closing Remarks

As an intern at the sheriff's office in Farmington I have learned lots. I have been able to get a broad view of how law enforcement works and all the branches of law enforcement. I have been able to get inside knowledge and advise for aspiring officers. The best of which is that as an officer you job isn't to stop the "bad guys", but to help the community out. Including the people who commit crimes. As an officer your mindset is to protect and serve the most people you can. I think this article says it best https://lnkd.in/eVA2pPWw

Delving into the history of US policing showcases a journey from its origins to the current emphasis on community engagement. This evolution reflects our society's changing needs and the ongoing quest for a more just law enforcement system. Let's consider how these historical insights can shape future policing strategies to serve all communities more effectively. #PolicingHistory #CommunityPolicing #JusticeReform

?? While well intentioned the below information is not always a realistic option as explaining a criminal record to potential employers can be a re-traumatising experience, especially for individuals whose conviction histories are deeply rooted in past abuse and trauma (which is the case hearing first hand experiences from my peers tell me and is reinforced by research). ???? You have to explain yourself to the courts - you do your time and or conditions and then you have to continually explain yourself for the rest of your life it seems where is this ongoing discrimination and judgement factored into sentencing. It grossly hinders the ability to be able to take on meaningful, skilled roles where you can contribute in a positive way to society. All of the people that I know with living experience have a multitude of knowledge and value that cannot be taught in text books and are kind and compassionate despite the horrific treatment and trauma that they have had to overcome. ?? This process often forces us to relive painful memories and confront stigma and judgment, which can hinder reintegration and emotional healing. Here are key points for employers and people working within Government departments like "Blue Card Services" to consider when discussing this issue: ???? We are PEOPLE not a charge on a piece of paper, we are not the sum of our offences. ?? Having to recount past offences can trigger painful memories and emotions, leading to re-traumatisation. Are you having these conversations with us that are framed in a psychologically safe way and offering support during this process? The fear of being judged or rejected based on their past can exacerbate feelings of shame and worthlessness, which are often prevalent among trauma survivors. The stress and anxiety associated with disclosing a criminal record can impede our efforts to rebuild their lives and achieve stability. In my experience many employers may not fully understand the complex, trauma-related factors that contributed to the individual’s criminal behaviour, leading to unfair assessments and decisions - Decisions based on judgment and personal bias as opposed to selecting the best person for the role. I want to strongly highlight the importance of trauma-informed approaches in hiring practices and the need for employers to create supportive environments that facilitate rather than hinder rehabilitation and reintegration. Many employers claim to be fully inclusive when they are not, this needs to change. We need hiring practices that consider the deep-seated challenges faced by individuals with conviction histories. Have you been discriminated against when applying for a role due to your criminal record? If you feel safe and comfortable to do so please share your thoughts below (if not please send me a DM always happy to chat). Are you an employer that wants to know how you can make your employment process trauma informed and inclusive lets have a conversation.

Considering legal options? Here's why ARD might be your best bet: 1?? Avoid Jail ?? 2?? Save Time & Money ?? 3?? Stay Conviction-Free ?? 4?? Protect Your License ?? 5?? Job Opportunities & Clean Record ?? Need guidance? We're here to explain it all. Get in touch today! #LibertyLawTeam #ARDProgram #PhiladelphiaLegal #Empowerment

The?Redding Police Department?Explorers Program can help provide a solid foundation for a great career! Just ask Redding Police Chief Brian Barner, who got his start with the Redding Explorer Program and continues to serve this community proudly! Do you know of a young person between 14 -21 who is considering a career in law enforcement? The Redding Explorers is a great way to see if it's the right fit. Visit?ExploreRedding.org?to learn more. #ReddingPoliceDepartment #ExplorersProgram #LawEnforcementCareers #ThenAndNow

When's The Time To Hire A Private Detective ????? Not sure if you need a private detective? Learn when it's the right time to get professional help. Call for a free consultation! ?? 267-497-8889 ?? Philadelphia, PA ?? convictionrelief.com #JasonJavieLaw #PhiladelphiaConvictionRelief #InjuryAttorneys #PrivateDetective #LegalAdvice #InvestigationHelp #PhillyLaw #LegalSupport #HireAPro #LawyerUp

Hello fellow Law Enforcement Professionals, I’m reaching out to learn how different law enforcement agencies, detention facilities, and correctional facilities across the United States handle staff recall procedures. Specifically, I am interested in understanding how your agency recalls staff during staffing shortages. Additionally, I’m curious about whether your agency provides compensation for recall time and how these policies are formalized (e.g., as memos, SOPs, or formal policies). If you're open to sharing, I’d greatly appreciate any documentation or general insights you have about your agency's recall policy. Thank you in advance for your time and assistance!

Best Practices for Implementing Digital Recording Systems in Law Enforcement Agencies

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