ARTICLE 5. CONDITIONS OF
EMPLOYMENT
EFFECTIVE DATE: 05/04/98
RULE 508.
POLYGRAPH
REVISED DATE:
A. USE OF POLYGRAPH:
1. GENERAL STATEMENT: The use of the polygraph shall be restricted. Under certaina. Pre-employment screening;
b. Internal investigations of suspected misconduct or criminal activity.
2.
PRE-PLACEMENT USE: The polygraph may be used for pre-placement screening
on a
case-by-case basis if the situation meets the following criteria:
a. The nature of the job is such that there is potential for sufficient financial loss
or harm to
citizens (i.e. working with large sums of money or with children).
b. The Presiding Judge or designee approves in writing the classifications to be tested.
3. INTERNAL INVESTIGATIONS: The Court may also use the polygraph in the
investigation
of allegations of misconduct against Court employees or suspicion of
their involvement in incidents
of a criminal nature. The Presiding Judge in making
a decision regarding termination of an
employee, may consider such employee's
refusal to submit to polygraph examinations or the
result of any such examination
taken by the employee.
4. APPROVAL FOR USE IN INVESTIGATIONS: The Division Head must obtain
written
approval from the Presiding Judge, or designee, before the polygraph can be
used in an
investigation. The circumstances warranting the use of the polygraph in
a particular case shall be
submitted in writing to the Presiding Judge for review when
approval for use is sought.
5. GUIDELINES FOR USE: Once the Presiding Judge or designee has approved
polygraph use,
the following conditions shall apply:
a. Questions asked of the employee which are used to make decisions on the
employee's
involvement shall relate specifically to their performance of
official duties.