Administrative Policy Manual: Fill & Download for Free

In the United States, all statutory law, federal/state regulations, and case law is online, but that's not the problem.The trouble is that common law works by precedent, in which judges rule in specific cases, and often, you don't know the general rule until you read a lot of cases and figure out what the general rule is. This is the situation because often the judge himself does not know the general rule. Also a lot of administrative law works by custom and by precedent. There is no formal written procedure that the official does this, but people that have worked with officials know that the actual procedure is X.Also in ordinary disputes with administrative officials, having copies of the statutory law and judicial decisions are rarely useful, because it turns out that the statutory and case law is too vague and subject to interpretation to be of much use, and invoking it quickly becomes "it says X, no it says not-X, no it says X" in which you lose. It's also sometimes difficult to get an "authoritative" source of law when the authorities disagree with themselves over what the law is.The documents which I've found to be *most* useful are policy manuals and training guides. These typically distill the law in an surprisingly friendly and easy to use manner. The are designed to teach the law to non-lawyers so they are friendly and easy to use.Most of them are online, and those that aren't can be gotten with a FOIA request.The reason that those are useful in dealing with lower level officials is that they reflect what the agencies view of the law is. If you come up with a constitutional argument, they'll tell you to take the case up with the Supreme Court. If you show them that their policy/training manuals say that they should do X and they are doing Y, then they'll change their behavior very quickly.Also this applies to other large organizations. I once was able to get some deep discounts in my insurance, because I was able to get the copy of the policy manual for another insurance company so that I could see how insurance was calculated.

I was the president of RIT's Student Government from 2007-2009 and consider myself a Straight Ally. During my tenure we established RIT's GLBT center and recognized a major student organization called OUTSpoken which added a GLBT senator to the voting body of Student Government. Our main goal was to better serve this minority population of students.RIT has a long-standing history of embracing diversity (look no further than NTID) and embedding pluralism into the fabric of the university. The school hosts many educational programs throughout the year, and has a Chief Diversity Officer who works out of the Office of Diversity & Inclusion.Further RIT's Policy Manual states:RIT through its policies and practices is responsible for building an inclusive environment where membership in the community allows for faculty, staff and students to reach their fullest potential, both professionally and personally. RIT is committed to the development, administration and interpretation of policies and procedures in a way that is consistent with our commitment to diversity and is in compliance with federal, state and local laws. RIT’s policies and procedures are administered in a way that supports fair treatment for all faculty, staff, students, and the RIT community at large.http://www.rit.edu/academicaffairs/policiesmanual/sectionA/diversitystatement.htmlSo in answer to your question, RIT is an environment that is accepting of people from all different backgrounds, including sexual orientation.Learn more about RIT diversity:http://www.rit.edu/~w-faclty/offchiefdiversityoff.htmlhttp://campuslife.rit.edu/GLBT/http://www.rit.edu/diversity/office-diversity-inclusion/

Each law enforcement agency decides its own criteria for promotion, so the difficulty of the exam, if there is one at all, varies widely.In a small agency, the entire promotional selection process might consist of an interview with the chief of sheriff. In a very small agency, the process is more like, “Officer Schmoe is the new sergeant,” whether Schmoe wanted to be a sergeant or not.Typically, the promotional exam tests knowledge of statutory law and the department policy/operations manual. As William Farrell noted, these manuals can be voluminous and complex. The one for the 300-sworn officer agency I worked for took up two three-inch-thick three-ring binders, for which updates were issued most every month. Each officer was supposed to keep his or her own manual current, by removing the outdated policies and replacing them with the new ones. There were so many of these, and updates were so frequent, that I often wondered if there were any two manuals in the agency that had exactly the same contents, or if there was one that was the gold standard for the most current.Eventually, they went to an electronic version of the manual, with updates noticed by email. The emails were routinely ignored. I know of one officer whose sergeant was assigned to watch him open and read each of the piled-up emails that had accumulated over several months. This required most of a ten-hour shift—your tax dollars at work.Any promotional exam has to be difficult enough to weed out those who haven’t tried to master the material, but the obsession with policy manual content tends to stress book-smart wonky types with no consideration for practical experience and leadership ability. As this method is reinforced with subsequent promotions to higher ranks, the result is to have top administrators who may know written policy well, but have an inferior understanding of practicality and the realities of the job. They have difficulty relating to the rank and file officers, and vice versa.