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Posted on January 4 at 9:14 a.m.
Sex offenders are required to register because the behavior is considered predatory in nature and one that is likely to be repeated, creating additional victims. Registration requires that they register their address upon release from custody (and each time they move thereafter), so it can be monitored that they are not living near places where minors tend to congregate (schools, parks) in an effort to keep other young people a little safer. Additionally, citizens can check the online map that shows where offenders reside as an additional safety measure to protect their own children. Occassionally an older boyfriend (young adult)/underage girlfriend issue gets caught in the mix, which can seem a bit unfair, but overall, the goal is to protect those under age from older predators, who are classic repeat offenders.
On Sex Offender Sentenced to Felony Probation
Posted on November 23 at 3:17 p.m.
"Dozer is my current favorite public employee .... to singularly represent sanity ... Anybody know anything at all about this guy?"
Mr. Dozer is a long-time, well respected member of the Santa Barbara County District Attorney's office. He is currently Chief Deputy DA, south county. You can read his bio on the SBCo. District Attorney's website by clicking on the "Management Team" tab.
On Gang Injunction Blistered
Posted on October 21 at 7:46 a.m.
Here's how it all started. A few years ago, a suit was brought against the state of California (the governor was named as the "defendant") by Coleman and Plata, alleging that the medical services in the California Dept. of Corrections was inadequate. Long story short, there was ultimately an order that the prisons reduce their population in order to bring medical services in line with population. That, combined with the "new" evidence based approach probation services have taken in recent past years, lead the state to a proposal to redirect some of the lower level offenders to probation supervision with stringent terms and conditions, realizing the success, yes, I said success, rates that have been demonstrated by probation using established data. Yes, it will create more workload for locals, but the fact is that most offenders are released from prison at some point, and are back in the community anyway, so with this approach there is a better chance that those offenders will receive appropriate treatment and redirection of their behavior, and there is a chance they will develop some intrinsic motivation to continue their new behaviors even after probation supervision ends. I'll take an offender who's receiving supervision and treatment in my community over one returned to my community after years of incarceration with other offenders without treatment any day. Also, if they do not perform successfully on probation, they can still go to prison. Some state dollars are also redirected to counties to assist with costs. If you are hesitant to believe any of this, just google some of the terms: Coleman Plata, evidence based, intrensic motivation, etc.
On S.B. Braces for Inmate Influx
Posted on October 21 at 7:06 a.m.
Congratulations, Steve, on your retirement, and your long, illustrious career with County Counsel. You will be missed.
On Chief Assistant County Counsel Retiring
Posted on October 17 at 9:14 a.m.
It is not difficult to find reasonably priced reusable grocery tote bags online. Once example of a product that is made from 100% recycled plastic bottles can be found at: http://www.reuseit.com/store/smartcyc...One does not have to look far to find other choices available on the internet in order to find economical, washable and environmentally friendly alternatives to single use plastic. Biggest challenge: remembering to put them in the car!
On Carpinteria Bans Bad Bags
Posted on June 15 at 10:03 a.m.
At will employees are indeed subject to many civil service rules. What they are not subject to is civil service "protection" when it comes to being separated from employment, since they serve at the will of their hiring authority.
On Josh Lynn in Limbo
Posted on June 15 at 9:44 a.m.
I concur, KRichards. Also, just to clarify, any county employee may be placed on "Assignment on Leave With Pay Pending Investigation" per SB Co. Civil Service Rule 1405.
Posted on June 15 at 8:36 a.m.
Very interesting paragraph in that previous article, Don. Even an "at-will" employee could be disciplined for "cause" and if this is the case, any employer would be irresponsible not to pay the employee pending outcome of the matter. I take no sides on this specific case and am not suggesting that discipline is pending; however, in general, termination is not the only potential outcome of a disciplinary matter. Having employer-owned property returned pending outcome of a personnel matter is also not unusual. Oh, and an employer commenting publicly on a personnel matter--that is quite illegal.
Posted on June 6 at 4:57 p.m.
Just some additional info re: the issue on whether one candidate would/could fire the other upon election:Employees of the County of SB are divided into many job classifications, but only two classes regarding "firing" issues. There are "at will" employees, who are usually at a relatively high level in a department and subject to dismissal for non-disciplinary reasons at the "will" of the department head. This is a very small percentage of employees.
The vast majority of county employees are subject to "civil service rules" protecting their right to employment so long as their performance level is satisfactory or above, and they have not engaged in behavior that warrants discipline, up to and including termination. The county posts the civil service rules on their website.
In the case of the candidates, Mr. Lynn serves in at "at will" position, and as such, if Ms. Dudley were to be elected, she would have the right to fire him if she believed his contribution to the office and her administration would not be of a positive nature.
Ms. Dudley is in a different job classification and is subject to civil service rules; as such, if Mr. Lynn is elected, he would not have the right to fire her without due cause. If an employee has had consistent high marks on their employee performance review, it is unlikely that "cause" to terminate their employment could be established; therefore, the department head would not be able to "fire" them.
On District Attorney: Joyce Dudley