Alameda City Council
September 16, 2025

Alameda Police Department
Alameda Police Department Policy Manual
Custodial Searches
Copyright Lexipol, LLC 2025/07/17, All Rights Reserved.

Published with permission by Alameda Police Department ***DRAFT*** Custodial Searches - 6 902.8 JUVENILES
No juvenile should be subjected to a strip search or a physical body cavity search at the Alameda Police Department.

The Chief of Police or the authorized designee should establish procedures for the following:
(a) Safely transporting a juvenile who is suspected of concealing a weapon or contraband, or who may be experiencing a medical issue related to such concealment, to a medical facility or juvenile detention facility as appropriate in the given circumstances.

1. Procedures should include keeping a juvenile suspected of concealing a weapon under constant and direct supervision until custody is transferred to the receiving facility.
(b) Providing officers with information identifying appropriate medical and juvenile detention facilities to which a juvenile should be transported for a strip or body cavity search.

Nothing in this section is intended to prevent an officer from rendering medical aid to a juvenile in emergency circumstances (see the Medical Aid and Response Policy for additional guidance).

EXHIBIT 1

Policy
906
Alameda Police Department
Alameda Police Department Policy Manual
Copyright Lexipol, LLC 2025/07/23, All Rights Reserved.

Published with permission by Alameda Police Department ***DRAFT*** Transporting Persons in Custody - 1 Transporting Persons in Custody
906.1 PURPOSE AND SCOPE
This policy provides guidelines for transporting persons who are in the custody of the Alameda Police Department.

See the Handcuffing and Restraints Policy for additional guidance. 906.1.1 ACCREDITATION STANDARDS
This section pertains to the following CALEA Standards: 70.1.1, 70.1.2, 70.1.7, 70.1.8 906.2 POLICY
It is the policy of the Alameda Police Department to provide safe, secure, and humane transportation for all persons in custody.
906.3 FIELD SERVICES BUREAU COMMANDER RESPONSIBILITIES The Field Services Bureau Commander should establish related procedures for:
• Safely transporting persons who have their legs restrained. • Seating placement of persons being transported in vehicles with and without safety barriers.
906.4 OFFICER RESPONSIBILITIES
Persons in custody should be transported in a vehicle properly equipped to transport passengers.

They should be appropriately restrained and positioned during transport.

Officers transporting a person in custody should:
(a) Search all areas of the vehicle accessible to a person in custody before and after each transport.
(b) Immediately search persons in custody after arrest, when receiving the person from the custody of another officer, and before transferring the person. Refer to the Custodial Searches Policy before conducting any search other than a field search.

1. Whenever practicable, a search should be conducted by an officer of the same gender as the person being searched. If an officer of the same gender is not reasonably available, a witnessing officer should be present during the search. (c) Provide Dispatch with any required notifications (e.g., start time, mileage, end time). (d) Properly secure all property.
(e) Use audio/video equipment (when properly equipped) to observe and record any person in custody during transport (see the Mobile Audio/Video and Body-Worn Camera policies for additional guidance).
(f) Make a reasonable effort to prevent inappropriate conversations between persons being transported (e.g., demeaning or insulting language) or conversations between a person being transported and someone outside the vehicle.

EXHIBIT 1

Alameda Police Department
Alameda Police Department Policy Manual
Transporting Persons in Custody
Copyright Lexipol, LLC 2025/07/23, All Rights Reserved.

Published with permission by Alameda Police Department ***DRAFT*** Transporting Persons in Custody - 2 (g) Plan travel times and routes to avoid situations that might impede transportation (e.g., heavy traffic, unfavorable road conditions, extreme weather) when reasonably practicable.
(h) Make a verbal welfare check with a person in custody at least every 10 minutes.

Provide sufficient visual observation and audio communication during the transport of:

1. Individuals in auxiliary restraints.

2. Individuals in leg restraints.

3. Individuals wearing a spit hood.

4. Individuals who are a suspected suicide risk.
(i) Verify that the vehicle's security devices (e.g., window and rear-door child-safety locks) are activated.
(j) Assess uncooperative persons who cannot or will not sit upright for a medical condition (see the Medical Aid and Response Policy for additional guidance):

1. If no medical condition exists, alternative transportation should be arranged (e.g., a special transport van).
906.5 TRANSPORT RESTRICTIONS
When transporting multiple persons, officers:
(a) Should not transport persons in custody together. Persons in custody should be transported individually when practicable, or within their own compartment of a multiple-compartment vehicle, unless supervisor approval is received based on unusual circumstances.

1. Juveniles and adults shall not be transported together.

2. Persons with known hostilities toward each other, such as mutual combatants or rival gang members, shall not be transported together.

3. Persons of different genders should not be transported together. (b) If segregating individuals is not possible, transporting officers should be alert to inappropriate physical or verbal contact and take appropriate action. 906.6 TRANSPORT VANS
An officer trained on the safety and restraint systems of a transport van should be present during the transport van's use for transporting a person in custody.

An officer should assist persons getting into and out of the transport van to avoid falls. 906.7 TRANSPORTING PERSONS IN CUSTODY WHO HAVE A DISABILITY When transporting a person in custody who has a disability, a transporting officer should request assistance as necessary to transport the person in a reasonable and safe manner.

The transporting officer should ensure that any special equipment (e.g., canes, wheelchairs, EXHIBIT 1

Alameda Police Department
Alameda Police Department Policy Manual
Transporting Persons in Custody
Copyright Lexipol, LLC 2025/07/23, All Rights Reserved.

Published with permission by Alameda Police Department ***DRAFT*** Transporting Persons in Custody - 3 prosthetics) is transported to the person's destination in a way that does not threaten the safety or security of the person in custody or the officer.

Officers transporting a person who has a disability should consult with the person in custody and use good judgment in determining what, if any, restraining devices may be appropriate based on the person's disability to ensure the security, safety, and dignity of all persons. 906.8 TRANSPORTING ILL OR INJURED PERSONS IN CUSTODY
Except in exceptional cases where alternatives are not reasonably available, officers should not transport persons in custody who are unconscious, have serious injuries, or who may be seriously ill. EMS personnel should be called to handle such transportation.

Officers shall notify a supervisor as soon as practicable when transporting a person in custody to a hospital.

An officer should accompany any person in custody during transport in an ambulance when requested by EMS personnel, when it reasonably appears necessary to provide security, when it is necessary for investigative purposes, or when so directed by a Watch Commander.

Any person in custody suspected of having a communicable disease should be transported in compliance with the exposure control plan in the Communicable Diseases Policy.

See the Medical Aid and Response Policy for additional guidance on ill or injured persons in custody.
906.9 TRANSPORTING PREGNANT PERSONS IN CUSTODY
Persons in custody who are known to be pregnant should be restrained during transport in the least restrictive manner that is effective for officer safety. Leg restraints, waist chains, or handcuffs behind the body should not be used unless the officer has a reasonable suspicion that the person may resist, attempt escape, injure themself or others, or damage property.

Absent exceptional circumstances, persons in labor or delivery should not be transported by officers. EMS personnel should be called to handle transportation. 906.10 MENTAL ILLNESS COMMITMENT TRANSPORTS
When transporting any individual for a mental illness commitment, the transporting officer should request that the Communications Center notify the receiving facility of the estimated time of arrival, the level of cooperation of the individual, and whether any special medical care is needed.

Should the person require transport in a medical transport vehicle, and the safety of any person, including the person in custody, requires the presence of an officer during the transport, Watch Commander approval is required before transport commences.

See the Mental Illness Commitments Policy for additional guidance.

EXHIBIT 1

Alameda Police Department
Alameda Police Department Policy Manual
Transporting Persons in Custody
Copyright Lexipol, LLC 2025/07/23, All Rights Reserved.

Published with permission by Alameda Police Department ***DRAFT*** Transporting Persons in Custody - 4 906.11 INTERRUPTION OF TRANSPORT
Absent extraordinary circumstances, officers should not interrupt a transport to provide emergency assistance without supervisory approval. Officers encountering an emergency should notify Dispatch and request an appropriate response.
906.12 EXTENDED TRANSPORTS
During transports for extended durations, transporting officers may be required to make necessary stops. With supervisory approval and due consideration for security risks and the in-custody person's health and well-being, these stops should be limited to fuel, meals, bathroom breaks, and other purposes reasonably necessary for the continuation of the transport. 906.13 PROHIBITIONS
When transporting a person in custody, officers should not:
(a) Use transport as a form of punishment or retaliation (e.g., intentionally rough rides, excessive heat or cold, obnoxiously loud music).
(b) Handcuff a person to any part of a vehicle.
(c) Leave the vehicle unattended with the person in custody in the vehicle. (d) Allow any person who is not in custody (e.g., friend, family member) to have contact with or be in close proximity to the person in custody. (e) Allow any food, drink, or other consumables to be given to the person in custody by anyone other than department personnel or receiving agency personnel. (f) Stop to conduct any personal activities.
(g) Engage in a pursuit.
906.14 ESCAPES
In the event that a person in custody escapes while being transported, the transporting officer should immediately advise the Communications Center and other units of the escape, provide a description of the escapee, notify the Watch Commander, and submit a written report as soon as practicable describing the circumstances of the escape and any recapture.

The Watch Commander should notify the Chief of Police or the authorized designee upon learning of an escape.

If the escape occurs outside the jurisdiction of the Alameda Police Department, the Watch Commander should notify the appropriate agency or agencies within the jurisdiction where the escape occurred.
906.15 DOCUMENTATION
If a person is injured during transportation, officers should document the injury in the appropriate report. Documentation should include the condition of the person prior to transportation and the known or suspected causes of the injury during transportation (e.g., hitting head, struggling EXHIBIT 1

Alameda Police Department
Alameda Police Department Policy Manual
Transporting Persons in Custody
Copyright Lexipol, LLC 2025/07/23, All Rights Reserved.

Published with permission by Alameda Police Department ***DRAFT*** Transporting Persons in Custody - 5 with restraints, fighting with other persons in custody). Any visible or reported injuries should be photographed and included with the report.
906.16 NOTIFICATIONS
Officers should notify a supervisor and any receiving facility of information regarding any circumstances the officer reasonably believes would be potential safety concerns or medical risks to the person (e.g., uncooperative or violent, prolonged struggle, extreme agitation, medical conditions) that may have occurred prior to, or during, transportation. 906.17 TRAINING
The Training Sergeant should provide periodic training on this policy and procedures related to transporting persons in custody, restraint systems, and restraint devices.

EXHIBIT 1

Policy
1000
Alameda Police Department
Alameda Police Department Policy Manual
Copyright Lexipol, LLC 2025/08/05, All Rights Reserved.

Published with permission by Alameda Police Department ***DRAFT*** Recruitment and Selection - 1 Recruitment and Selection
1000.1 PURPOSE AND SCOPE
The employment policy of the City of Alameda shall provide equal opportunities for applicants and its employees regardless of race, sexual orientation, age, pregnancy, religion, creed, color, national origin, ancestry, physical or mental handicap, marital status, military or veteran status, or sex, and shall not show partiality or grant any special favors to any applicant, employee or group of employees. The rules governing employment practices for this department are maintained by the Alameda Department of Human Resources.
1000.2 POLICY
In accordance with applicable federal, state, and local law, the Alameda Police Department provides equal opportunities for applicants and employees regardless of actual or perceived race, ethnicity, national origin, religion, sex, sexual orientation, gender identity or expression, age, disability, pregnancy, genetic information, veteran status, marital status, and any other classification or status protected by law. The Alameda Police Department does not show partiality or grant any special status to any applicant, employee, or group of employees unless otherwise required by law.

The Alameda Police Department will recruit and hire only those individuals who demonstrate a commitment to service and who possess the traits and characteristics that reflect personal integrity and high ethical standards.
1000.3 RECRUITMENT
The Administration Bureau Commander shall employ a comprehensive recruitment and selection strategy to recruit and select employees from a qualified and diverse pool of candidates.

The strategy shall include:
(a) Establishment of a written recruitment plan.

1. The plan shall include an outline of steps for recruiting candidates who are representative of the community. This should include candidates who live in or are from the community, if appropriate and consistent with applicable laws and memorandums of understanding or collective bargaining agreements. (b) Identification of racially and culturally diverse target markets. (c) Use of marketing strategies to target diverse applicant pools. (d) Expanded use of technology and maintenance of a strong internet presence. This may include an interactive department website and the use of department-managed social networking sites, if resources permit.
(e) Expanded outreach through partnerships with media, community groups, citizen academies, local colleges, universities, and the military. (f) Employee referral and recruitment incentive programs.

EXHIBIT 1

Alameda Police Department
Alameda Police Department Policy Manual
Recruitment and Selection
Copyright Lexipol, LLC 2025/08/05, All Rights Reserved.

Published with permission by Alameda Police Department ***DRAFT*** Recruitment and Selection - 2 (g) Consideration of shared or collaborative regional testing processes.

The Administration Bureau Commander shall avoid advertising, recruiting, and screening practices that tend to stereotype, focus on homogeneous applicant pools, or screen applicants in a discriminatory manner.

The Alameda Police Department should strive to facilitate and expedite the screening and testing process, and should periodically inform each candidate of their status in the recruiting process. 1000.4 SELECTION PROCESS
The Alameda Police Department shall actively strive to identify a diverse group of candidates who have in some manner distinguished themselves as being outstanding prospects. Minimally, the Alameda Police Department shall employ a comprehensive screening, background investigation, and selection process that assesses cognitive and physical abilities and includes review and verification of the following:
(a) A comprehensive application for employment (including previous employment, references, current and prior addresses, education, military record)

1. The personnel records of any applicant with prior peace officer experience in this state shall be requested from the appropriate law enforcement agency and reviewed prior to extending an offer of employment (Penal Code § 832.12).

2. This includes review of prior law enforcement employment information maintained by POST (Penal Code § 13510.9).
(b) Driving record
(c) Personal and professional reference checks
(d) Employment eligibility, including U.S. Citizenship and Immigration Services (USCIS) Employment Eligibility Verification Form I-9 and acceptable identity and employment authorization documents consistent with Labor Code § 1019.1. This required documentation should not be requested until a candidate is hired. This does not prohibit obtaining documents required for other purposes. (e) Information obtained from public internet sites

1. This review should include the identification of any activity that promotes or supports unlawful violence or unlawful bias against persons based on protected characteristics (e.g., race, ethnicity, national origin, religion, gender, gender identity, sexual orientation, disability).
(f) Financial history consistent with the Fair Credit Reporting Act (FCRA) (15 USC § 1681 et seq.)
(g) Local, state, and federal criminal history record checks (h) Lie detector test (when legally permissible) (Labor Code § 432.2) (i) Medical and psychological examination (may only be given after a conditional offer of employment)
EXHIBIT 1

Alameda Police Department
Alameda Police Department Policy Manual
Recruitment and Selection
Copyright Lexipol, LLC 2025/08/05, All Rights Reserved.

Published with permission by Alameda Police Department ***DRAFT*** Recruitment and Selection - 3

1. The Medical Suitability Declaration (POST form 2-363) provided by the evaluating physician shall be maintained in the candidate's background investigation file (11 CCR 1954).

2. The Psychological Suitability Declaration (POST form 2-364) provided by the evaluator shall be maintained in the candidate's background investigation file (11 CCR 1955).
(j) Review board or selection committee assessment
(k) Relevant national and state decertification records, if available, including the National Decertification Index
1000.4.1 VETERAN’S PREFERENCE
Qualifying veterans of the United States Armed Forces who receive a passing score on an entrance examination shall be ranked in the top rank of any resulting eligibility list. The veteran’s preference shall also apply to a widow or widower of a veteran or a spouse of a 100 percent disabled veteran (Government Code § 18973.1).
1000.5 BACKGROUND INVESTIGATION
Every candidate shall undergo a thorough background investigation to verify his/her personal integrity and high ethical standards, and to identify any past behavior that may be indicative of the candidate’s unsuitability to perform duties relevant to the operation of the Alameda Police Department (11 CCR 1953).

The narrative report and any other relevant background information shall be shared with the psychological evaluator. Information shall also be shared with others involved in the hiring process if it is relevant to their respective evaluations (11 CCR 1953). 1000.5.1 NOTICES
Background investigators shall ensure that investigations are conducted and notices provided in accordance with the requirements of the FCRA and the California Investigative Consumer Reporting Agencies Act (15 USC § 1681d; Civil Code § 1786.16). 1000.5.2 STATE NOTICES
If information disclosed in a candidate’s criminal offender record information (CORI) is the basis for an adverse employment decision, a copy of the CORI shall be provided to the applicant (Penal Code § 11105).
1000.5.3 REVIEW OF SOCIAL MEDIA SITES
All peace officer candidates shall be subject to a social media search for statements, postings, and/or endorsements made by the candidate that are relevant to suitability for peace officer employment, including bias-relevant information consistent with the requirements of 11 CCR 1955(d)(3) and any public expression of hate made in an online forum, as defined in Penal Code § 13680(g) (11 CCR 1953(e)(12)).

EXHIBIT 1

Alameda Police Department
Alameda Police Department Policy Manual
Recruitment and Selection
Copyright Lexipol, LLC 2025/08/05, All Rights Reserved.

Published with permission by Alameda Police Department ***DRAFT*** Recruitment and Selection - 4 Due to the potential for accessing unsubstantiated, private, or protected information, the Administration Bureau Commander should shall not require candidates to provide passwords, account information, or access to password-protected social media accounts (Labor Code § 980).

The Administration Bureau Commander should consider utilizing the services of an appropriately trained and experienced third party to conduct open source, internet-based searches, and/or review information from social media sites to ensure that:
(a) The legal rights of candidates are protected.
(b) Material and information to be considered are verified, accurate, and validated. (c) The Alameda Police Department fully complies with applicable privacy protections and local, state, and federal law.

Regardless of whether a third party is used, the Administration Bureau Commander should ensure that potentially impermissible information is not available to any person involved in the candidate selection process.
1000.5.4 DOCUMENTING AND REPORTING
The background investigator shall summarize the results of the background investigation in a narrative report that includes sufficient information to allow the reviewing authority to decide whether to extend a conditional offer of employment. The report shall include sections that summarize relevant Background Investigation Dimensions and include any findings of behaviors, traits, and/or attributes relevant to bias per the Bias Assessment Framework as described in the POST Background Investigation Manual. The report shall identify the data sources reviewed for the findings, regardless of weight given. The report shall include narrative information in the format described in 11 CCR 1953(g)(1). The report shall also include whether the candidate has engaged or is engaging in membership in a hate group, participation in hate group activity, or advocacy or public expressions of hate, pursuant to Penal Code § 13680 et seq. (11 CCR 1953).

The report shall not include any information that is prohibited from use, including that from social media sites, in making employment decisions. The report and all supporting documentation including relevant documentation of bias-related findings and documentation obtained through the social media search shall be included in the candidate's background investigation file (11 CCR 1953).

The background investigator shall document proof of verification of qualification for peace officer appointment on the Verification of Qualification for Peace Officer Appointment form and forward to the Administration Bureau Commander for final review and submission to POST (11 CCR 1953).

The background investigation file shall be made available during POST compliance inspections (11 CCR 1953).

EXHIBIT 1

Alameda Police Department
Alameda Police Department Policy Manual
Recruitment and Selection
Copyright Lexipol, LLC 2025/08/05, All Rights Reserved.

Published with permission by Alameda Police Department ***DRAFT*** Recruitment and Selection - 5 1000.5.5 RECORDS RETENTION
The background report and all supporting documentation shall be maintained according to the established records retention schedule and at a minimum as follows (Government Code § 12946; 11 CCR 1953):
(a) Reports and documentation for candidates hired by the Alameda Police Department shall be retained for the entire term of employment and a for a minimum of four years after separation from the Alameda Police Department.
(b) Reports and documentation for candidates not hired by the Alameda Police Department for a minimum of four years.
1000.5.6 BACKGROUND INVESTIGATION UPDATE
A background investigation update may, at the discretion of the Chief of Police, be conducted in lieu of a complete new background investigation on a peace officer candidate who is reappointed within 180 days of voluntary separation from the Alameda Police Department, or who is an interim police chief meeting the requirements contained in 11 CCR 1953(f). 1000.5.7 INVESTIGATOR TRAINING
Background investigators shall complete POST-certified background investigation training prior to conducting investigations (11 CCR 1953; 11 CCR 1959).
1000.5.8 CONFIDENTIAL POST RECORDS
Records released to the Alameda Police Department from POST that were previously withheld from the candidate by POST shall be kept confidential as provided in Penal Code § 13510.9. 1000.6 DISQUALIFICATION GUIDELINES
As a general rule, performance indicators and candidate information and records shall be evaluated by considering the candidate as a whole, and taking into consideration the following:
• Age at the time the behavior occurred
• Passage of time
• Patterns of past behavior
• Severity of behavior
• Probable consequences if past behavior is repeated or made public • Likelihood of recurrence
• Relevance of past behavior to public safety employment • Aggravating and mitigating factors
• Other relevant considerations
A candidate’s qualifications will be assessed on a case-by-case basis, using a totality-of-the- circumstances framework.

EXHIBIT 1

Alameda Police Department
Alameda Police Department Policy Manual
Recruitment and Selection
Copyright Lexipol, LLC 2025/08/05, All Rights Reserved.

Published with permission by Alameda Police Department ***DRAFT*** Recruitment and Selection - 6 1000.7 EMPLOYMENT STANDARDS
All candidates shall meet the minimum standards required by state law (Government Code § 1029; Government Code § 1031; Penal Code § 13510.1; 11 CCR 1950 et seq.). Candidates will be evaluated based on merit, ability, competence, and experience, in accordance with the high standards of integrity and ethics valued by the Alameda Police Department and the community.

The California Commission on Peace Officer Standards and Training (POST) developed a Job Dimensions list, which is used as a professional standard in background investigations.

Validated, job-related, and nondiscriminatory employment standards shall be established for each job classification and shall minimally identify the training, abilities, knowledge, and skills required to perform the position’s essential duties in a satisfactory manner. Each standard should include performance indicators for candidate evaluation. The Department of Human Resources should maintain validated standards for all positions.
1000.7.1 STANDARDS FOR DISPATCHER
Candidates shall satisfy the POST selection requirements, including (11 CCR 1956):
(a) A verbal, reasoning, memory, and perceptual abilities assessment (11 CCR 1957) (b) An oral communication assessment (11 CCR 1958)
(c) A medical evaluation (11 CCR 1960)
1000.7.2 STANDARDS FOR OFFICERS
Candidates shall meet the minimum standards established by POST or required by state law (Government Code § 1029; Government Code § 1031; 11 CCR 1950 et seq.):
(a) Free of any felony convictions
(b) Be legally authorized to work in the United States under federal law (c) At least 21 years of age except as provided by Government Code § 1031.4 (d) Fingerprinted for local, state, and national fingerprint check (e) Good moral character as determined by a thorough background investigation (11 CCR 1953)
(f) High school graduate, passed the GED or other high school equivalency test, or obtained a two-year, four-year, or advanced degree from an accredited or approved institution
(g) Free from any physical, emotional, or mental condition, including bias against race or ethnicity, gender, nationality, religion, disability, or sexual orientation which might adversely affect the exercise of police powers (11 CCR 1954; 11 CCR 1955) (h) Free of hate group memberships, participation in hate group activities, or advocacy of public expressions of hate within the previous seven years, and since 18 years of age, as determined by a background investigation (Penal Code § 13681) (i) Candidates must also satisfy the POST selection requirements, including (11 CCR 1950 et seq.):

EXHIBIT 1

Alameda Police Department
Alameda Police Department Policy Manual
Recruitment and Selection
Copyright Lexipol, LLC 2025/08/05, All Rights Reserved.

Published with permission by Alameda Police Department ***DRAFT*** Recruitment and Selection - 7

1. Reading and writing ability assessment (11 CCR 1951)

2. Oral interview to determine suitability for law enforcement service (11 CCR 1952)
(j) POST certification that has not been revoked, denied, or voluntarily surrendered pursuant to Penal Code § 13510.8(f)
(k) Not identified in the National Decertification Index of the International Association of Directors of Law Enforcement Standards and Training or similar federal government database that reflects revoked certification for misconduct or reflects misconduct that would result in a revoked certification in California.

In addition to the above minimum POST required standards, candidates may be subjected to additional standards established by the Alameda Police Department (Penal Code § 13510(d)).

EXHIBIT 1

Policy
1006
Alameda Police Department
Alameda Police Department Policy Manual
Copyright Lexipol, LLC 2025/08/07, All Rights Reserved.

Published with permission by Alameda Police Department ***DRAFT*** Grievance Procedure - 1 Grievance Procedure
1006.1 PURPOSE AND SCOPE
It is the policy of this department that all grievances be handled quickly and fairly without discrimination against employees who file a grievance whether or not there is a basis for the grievance. Our Alameda Police Department’s philosophy is to promote a free verbal communication between employees and supervisors.
1006.1.1 ACCREDITATION STANDARDS
This policy pertains to the following CALEA Standards: 22.4.1 1006.2 GRIEVANCE DEFINED
A grievance is any difference of opinion concerning terms or conditions of employment or the dispute involving the interpretation or application of any of the following documents by the person(s) affected:
• The employee bargaining agreement (Memorandum of Understanding) • This Policy Manual
• City rules and regulations covering personnel practices or working conditions Grievances may be brought by an individual affected employee or by a group representative.

Specifically outside the category of grievance are complaints related to allegations of discrimination or harassment subject to the Discriminatory Harassment Policy. Also outside the category of grievances are personnel complaints regarding any allegation of misconduct or improper job performance against any department employee that, if true, would constitute a violation of department policy, federal, state, or local law as set forth in the Personnel Complaint Policy.
1006.3 PROCEDURE
Except as otherwise required under a collective bargaining agreement, if an employee believes that he or she has a grievance as defined above, then that employee shall observe the following procedure:
(a) Attempt to resolve the issue through informal discussion with immediate supervisor. (b) If after a reasonable amount of time, generally seven days, the grievance cannot be settled by the immediate supervisor, the employee may request an interview with the Bureau Commander of the affected bureau or bureau.
(c) If a successful resolution is not found with the Bureau Commander, the employee may request a meeting with the Chief of Police.
(d) If the employee and the Chief of Police are unable to arrive at a mutual solution, then the employee shall proceed as follows:

EXHIBIT 1

Alameda Police Department
Alameda Police Department Policy Manual
Grievance Procedure
Copyright Lexipol, LLC 2025/08/07, All Rights Reserved.

Published with permission by Alameda Police Department ***DRAFT*** Grievance Procedure - 2

1. Submit in writing a written statement of the grievance and deliver one copy to the Chief of Police and another copy to the immediate supervisor and include the following information:
(a) The basis for the grievance (i.e., what are the facts of the case?). (b) Allegation of the specific wrongful act and the harm done. (c) The specific policies, rules or regulations that were violated. (d) What remedy or goal is being sought by this grievance. (e) The employee shall receive a copy of the acknowledgment signed by the supervisor including the date and time of receipt.
(f) The Chief of Police will receive the grievance in writing. The Chief of Police and the City Manager will review and analyze the facts or allegations and respond to the employee within 14 calendar days. The response will be in writing, and will affirm or deny the allegations. The response shall include any remedies if appropriate. The decision of the City Manager is considered final.
1006.4 EMPLOYEE REPRESENTATION
Employees are entitled to have representation during the grievance process. The representative may be selected by the employee from the appropriate employee bargaining group. 1006.5 GRIEVANCE RECORDS
At the conclusion of the grievance process, all documents pertaining to the process shall be forwarded to Administration for inclusion into a secure file for all written grievances. A second copy of the written grievance will be maintained by the City Manager’s office to monitor the grievance process.

EXHIBIT 1

Policy
1020
Alameda Police Department
Alameda Police Department Policy Manual
Copyright Lexipol, LLC 2025/08/18, All Rights Reserved.

Published with permission by Alameda Police Department ***DRAFT*** Personnel Complaints - 1 Personnel Complaints
1020.1 PURPOSE AND SCOPE
This policy provides guidelines for the reporting, investigation and disposition of complaints regarding the conduct of members of the Alameda Police Department. This policy shall not apply to any questioning, counseling, instruction, informal verbal admonishment or other routine or unplanned contact of a member in the normal course of duty, by a supervisor or any other member, nor shall this policy apply to a criminal investigation. 1020.1.1 ACCREDITATION STANDARDS
This section pertains to the following CALEA Standards: 1.2.10, 26.2.1, 26.2.2, 26.3.2, 26.3.3,

26.3.5 1020.2 POLICY
The Alameda Police Department takes seriously all complaints regarding the service provided by the Alameda Police Department and the conduct of its members.

The Alameda Police Department will accept and investigate address all complaints of misconduct in accordance with this policy and applicable federal, state and local law, municipal and county rules and the requirements of any collective bargaining agreements.

It is also the policy of this department to ensure that the community can report misconduct without concern for reprisal or retaliation.
1020.3 PERSONNEL COMPLAINTS
Personnel complaints include any allegation of misconduct or improper job performance that, if true, would constitute a violation of department policy or of federal, state or local law, policy or rule. Personnel complaints may be generated internally or by the public.

Inquiries about conduct or performance that, if true, would not violate department policy or federal, state or local law, policy or rule may be handled informally by a supervisor and shall not be considered a personnel complaint. Such inquiries generally include clarification regarding policy, procedures or the response to specific incidents by the Alameda Police Department. 1020.3.1 SOURCES OF COMPLAINTS
The following applies to the source of complaints:
(a) Individuals from the public may make complaints in any form, including in writing, by email, in person or by telephone.
(b) Any department member becoming aware of alleged misconduct shall immediately notify a supervisor.
(c) Supervisors shall initiate a complaint based upon observed misconduct or receipt from any source alleging misconduct that, if true, could result in disciplinary action.

EXHIBIT 1

Alameda Police Department
Alameda Police Department Policy Manual
Personnel Complaints
Copyright Lexipol, LLC 2025/08/18, All Rights Reserved.

Published with permission by Alameda Police Department ***DRAFT*** Personnel Complaints - 2 (d) Anonymous and third-party complaints should be accepted and investigated to the extent that sufficient information is provided.
(e) Tort claims and lawsuits may generate a personnel complaint. 1020.3.2 COMPLAINT CLASSIFICATIONS
Personnel complaints shall be classified in one of the following categories:

Informal - A matter in which the complaining party is satisfied that appropriate action has been taken by a supervisor of rank greater than the accused member.Informal complaints need not be documented on a Personnel Complaint form and the responsible supervisor shall have the discretion to handle the complaint in any manner consistent with this policy.

Formal - A matter in which the complaining party requests further investigation or which a supervisor determines that further action is warranted. Such complaints may be investigated by a supervisor of rank greater than the accused member or referred to the Professional Standards Unit, depending on the seriousness and complexity of the investigation.

Incomplete - A matter in which the complaining party either refuses to cooperate or becomes unavailable after diligent follow-up investigation. At the discretion of the assigned supervisor or the Professional Standards Unit, such matters may be further investigated depending on the seriousness of the complaint and the availability of sufficient information. 1020.3.3 RESPONSIBILITIES
The responsibility of maintaining complaint records rests with the Bureau of Professional Standards. These records are considered part of the internal affairs investigative process and are not to be included in the employees' personnel files or centralized records management systems. 1020.3.4 RECORDKEEPING
Every complaint shall be fully documented and assigned a unique case number. Complaint files shall include, at a minimum:
(a) Date of receipt,
(b) Complainant's identity (if known),
(c) Nature and details of the complaint,
(d) Names of the involved employees,
(e) Investigation details,
(f) Findings, and
(g) Any resulting action.

The Bureau of Professional Standards shall maintain a complete and accurate record of all complaint investigations from initiation through final disposition.

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Published with permission by Alameda Police Department ***DRAFT*** Personnel Complaints - 3 1020.3.5 CONFIDENTIALITY
Internal Affairs records are confidential and shall be protected from unauthorized access of disclosure (832.7 PC). These records may only be accessed by authorized Internal Affairs personnel or other individuals specifically designated by the Chief of Police. The confidentiality of Internal Affairs records is critical. All employees involved in handling or reviewing these records are required to safeguard the information at all, including during and after the course of an investigation. Confidentiality in Internal Affairs investigations is not about shielding misconduct but about protecting the integrity of the investigative process, upholding legal obligations, and ensuring fairness for all parties involved. When managed correctly, it strengthens both internal discipline and public confidence in the accountability mechanisms of a professional police agency. 1020.3.6 SECURITY
Internal Affairs complaint records shall be maintained in a secure area, physically protected from unauthorized access. If stored digitally, they shall be kept in a restricted access system with appropriate encryption and password protection. Security precautions must be implemented and sustained throughout the lifecycle of each investigation and following its conclusion to ensure the integrity of the information.
1020.3.7 RETENTION
Records shall be retained in accordance with applicable local, state, and federal regulations, and in line with agency retention schedule specific to internal investigations. 1020.3.8 AUDIT AND OVERSIGHT
Periodic audits shall be conducted by Internal Affairs to ensure compliance with this directive, verify proper access controls, and confirm that confidentiality and security protocols are being followed. Any breach or improper handling of Internal Affairs records shall be reported immediately and may result in disciplinary action.
1020.4 AVAILABILITY AND ACCEPTANCE OF COMPLAINTS
1020.4.1 COMPLAINT FORMS
Personnel complaint forms will be maintained in a clearly visible location in the public area of the police facility and be accessible through the department website. Forms may also be available at other City facilities.

Personnel complaint forms in languages other than English may also be provided, as determined necessary or practicable.
1020.4.2 ACCEPTANCE
All complaints will be courteously accepted by any department member and promptly given to the appropriate supervisor. Although written complaints are preferred, a complaint may also be filed orally, either in person or by telephone. Such complaints will be directed to a supervisor. If a supervisor is not immediately available to take an oral complaint, the receiving member shall EXHIBIT 1

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Published with permission by Alameda Police Department ***DRAFT*** Personnel Complaints - 4 obtain contact information sufficient for the supervisor to contact the complainant. The supervisor, upon contact with the complainant, shall complete and submit a complaint form as appropriate.

Although not required, complainants should be encouraged to file complaints in person so that proper identification, signatures, photographs, or physical evidence may be obtained as necessary.

A complainant shall be provided with a copy of the complaining party's statement at the time it is filed with the Alameda Police Department (Penal Code § 832.7). 1020.4.3 AVAILABILITY OF WRITTEN PROCEDURES
The Alameda Police Department shall make available to the public a written description of the investigation procedures for complaints (Penal Code § 832.5). 1020.4.4 HATE COMPLAINTS AGAINST PEACE OFFICERS
Internal complaints or complaints from the public shall be accepted and investigated in accordance with this policy where it is alleged that an officer has in the previous seven years, and since 18 years of age, engaged in membership in a hate group, participated in a hate group activity, or advocated any public expression of hate (Penal Code § 13682). 1020.5 DOCUMENTATION
Supervisors shall ensure that all formal complaints are documented on a complaint form. The supervisor shall ensure that the nature of the complaint is defined as clearly as possible.

All formal complaints should also be documented in a log that records and tracks complaints. The log shall include the nature of the complaint and the actions taken to address the complaint. On an annual basis, the Alameda Police Department should audit the log and send an audit report to the Chief of Police or the authorized designee.
1020.6 ADMINISTRATIVE INVESTIGATIONS
Allegations of misconduct will be administratively investigated as follows. 1020.6.1 SUPERVISOR RESPONSIBILITIES
In general, the primary responsibility for the investigation of a personnel complaint shall rest with the member's immediate supervisor, unless the supervisor is the complainant, or the supervisor is the ultimate decision-maker regarding disciplinary action or has any personal involvement regarding the alleged misconduct. The Chief of Police or the authorized designee may direct that another supervisor investigate any complaint.

A supervisor who becomes aware of alleged misconduct shall take reasonable steps to prevent aggravation of the situation.

The responsibilities of supervisors include but are not limited to:
(a) Ensuring that upon receiving or initiating any formal complaint, a complaint form is completed.

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1. The original complaint form will be directed to the Watch Commander of the accused member, via the chain of command, who will take appropriate action and/or determine who will have responsibility for the investigation.

2. In circumstances where the integrity of the investigation could be jeopardized by reducing the complaint to writing or where the confidentiality of a complainant is at issue, a supervisor shall orally report the matter to the member's Bureau Commander or the Chief of Police, who will initiate appropriate action. (b) Responding to all complainants in a courteous and professional manner. (c) Resolving those personnel complaints that can be resolved immediately.

1. Follow-up contact with the complainant should be made within 24 hours of the Alameda Police Department receiving the complaint.

2. If the matter is resolved and no further action is required, the supervisor will note the resolution on a complaint form and forward the form to the Watch Commander.
(d) Ensuring that upon receipt of a complaint involving allegations of a potentially serious nature, the Watch Commander and the Chief of Police are notified via the chain of command as soon as practicable.
(e) Promptly contacting the Department of Human Resources and the Watch Commander for direction regarding their roles in addressing a complaint that relates to sexual, racial, ethnic or other forms of prohibited harassment or discrimination. (f) Forwarding unresolved personnel complaints to the Watch Commander, who will determine whether to contact the complainant or assign the complaint for investigation. (g) Informing the complainant of the investigator's name and the complaint number within three days after assignment.
(h) Investigating a complaint as follows:
(a) Making reasonable efforts to obtain names, addresses and telephone numbers of witnesses.
(b) When appropriate, ensuring immediate medical attention is provided and photographs of alleged injuries and accessible uninjured areas are taken. (i) Ensuring that the procedural rights of the accused member are followed (Government Code § 3303 et seq.).
(j) Ensuring interviews of the complainant are generally conducted during reasonable hours.
1020.6.2 EMPLOYEE NOTIFICATION
When an employee is notified they have become the subject of an administrative investigation, the department shall issue to the employee in writing the nature of the allegations and the employee's rights and responsibilities relative to the investigation.

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Published with permission by Alameda Police Department ***DRAFT*** Personnel Complaints - 6 1020.6.3 ADMINISTRATIVE INVESTIGATION PROCEDURES
Whether conducted by a supervisor or a member of the Professional Standards Unit, the following applies to members covered by the Public Safety Officers Procedural Bill of Rights Act (POBR) (Government Code § 3303):
(a) Interviews of an accused member shall be conducted during reasonable hours and preferably when the member is on-duty. If the member is off-duty, he/she shall be compensated.
(b) Unless waived by the member, interviews of an accused member shall be at the Alameda Police Department or other reasonable and appropriate place. (c) No more than two interviewers should ask questions of an accused member. (d) Prior to any interview, a member shall be informed of the nature of the investigation, the name, rank and command of the officer in charge of the investigation, the interviewing officers and all other persons to be present during the interview. (e) All interviews shall be for a reasonable period and the member's personal needs should be accommodated.
(f) No member should be subjected to offensive or threatening language, nor shall any promises, rewards or other inducements be used to obtain answers. (g) Any member refusing to answer questions directly related to the investigation may be ordered to answer questions administratively and may be subject to discipline for failing to do so.

1. A member should be given an order to answer questions in an administrative investigation that might incriminate the member in a criminal matter only after the member has been given a Lybarger
advisement. Administrative investigators
should consider the impact that compelling a statement from the member may have on any related criminal investigation and should take reasonable steps to avoid creating any foreseeable conflicts between the two related investigations. This may include conferring with the person in charge of the criminal investigation (e.g., discussion of processes, timing, implications).

2. No information or evidence administratively coerced from a member may be provided to anyone involved in conducting the criminal investigation or to any prosecutor.
(h) The interviewer should record all interviews of members and witnesses. The member may also record the interview. If the member has been previously interviewed, a copy of that recorded interview shall be provided to the member prior to any subsequent interview.
(i) All members subjected to interviews that could result in discipline have the right to have an uninvolved representative present during the interview. However, in order to maintain the integrity of each individual’s statement, involved members shall not consult or meet with a representative or attorney collectively or in groups prior to being interviewed.

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Published with permission by Alameda Police Department ***DRAFT*** Personnel Complaints - 7 (j) All members shall provide complete and truthful responses to questions posed during interviews.
(k) No member may be requested or compelled to submit to a polygraph examination, nor shall any refusal to submit to such examination be mentioned in any investigation (Government Code § 3307).

No investigation shall be undertaken against any officer solely because the officer has been placed on a prosecutor’s Brady list or the name of the officer may otherwise be subject to disclosure pursuant to Brady v. Maryland. However, an investigation may be based on the underlying acts or omissions for which the officer has been placed on a Brady list or may otherwise be subject to disclosure pursuant to Brady v. Maryland (Government Code § 3305.5). 1020.6.4 COMPLETION OF INVESTIGATIONS
Every investigator or supervisor assigned to investigate a personnel complaint or other alleged misconduct shall proceed with due diligence in an effort to complete the investigation within one year from the date of discovery by an individual authorized to initiate an investigation (Government Code § 3304).

In the event that an investigation cannot be completed within one year of discovery, the assigned investigator or supervisor shall ensure that an extension or delay is warranted within the exceptions set forth in Government Code § 3304(d) or Government Code § 3508.1. 1020.6.5 DISPOSITIONS
Each personnel complaint shall be classified with one of the following dispositions:

Unfounded
- When the investigation discloses that the alleged acts did not occur or did not involve department members. Complaints that are determined to be frivolous will fall within the classification of unfounded (Penal Code § 832.8).

Exonerated - When the investigation discloses that the alleged act occurred but that the act was justified, lawful and/or proper.

Not sustained
- When the investigation discloses that there is insufficient evidence to sustain the complaint or fully exonerate the member.

Sustained
- A final determination by an investigating agency, commission, board, hearing officer, or arbitrator, as applicable, following an investigation and opportunity for an administrative appeal pursuant to Government Code § 3304 and Government Code § 3304.5 that the actions of an officer were found to violate law or department policy (Penal Code § 832.8).

If an investigation discloses misconduct or improper job performance that was not alleged in the original complaint, the investigator shall take appropriate action with regard to any additional allegations.
1020.6.5 ADMINISTRATIVE INVESTIGATION FORMAT
Formal investigations of personnel complaints shall be thorough and complete. The memorandum format should start with a list of pertinent information, including, but not limited to: Dates/ EXHIBIT 1

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Published with permission by Alameda Police Department ***DRAFT*** Personnel Complaints - 8 Times Occurred, Date/Time Reported, Location of Incident, Complainant, Allegations, Subject Employee(s), Witness Employee(s), Other Witnesses, Attorney(s), and Connected Report. The body of the investigation should
essentially follow this format:

Summary: Provide a brief summary of the facts giving rise to the investigation.

Investigation: Give a detailed, chronological account of the investigative steps taken. Include observations made from evidence examinations and comprehensive comprehsive summaries from all interviews. Use sub-headings to separate sections of the investigation when appropriate.

Findings: For every subject employee, address each allegation separately by assigning an appropriate disposition based on the investigation and evidence. Summarize all evidence relevant to the allegation in support of the disposition.

Recommendations: If applicable, and when appropriate, provide a recommendation regarding further action or disposition.

Attachments: Provide a list of all exhibits referenced in and attached to the investigation, including documents, photos, recordings, etc.
1020.6.7 NOTICE TO COMPLAINANT OF INVESTIGATION STATUS The member conducting the investigation should provide the complainant with periodic updates on the status of the investigation, as appropriate.
1020.6.8 INTERNAL NOTIFICATION
To ensure appropriate executive oversight and timely leadership intervention when necessary, complaints shall be classified into two categories for notification purposes:

Immediate Notification Required
The Internal Affairs Unit shall notify the Chief Executive Officer (Chief of Police) as soon as possible, ideally within 24 hours, upon receipt of complaints involving:
• Allegations of criminal conduct by an employee.
• Use of force resulting in serious injury or death.
• Allegations of bias-based policing, racial profiling, or violations of civil rights and the allegation appears to have merit.
• Allegations involving corruption, bribery, or theft by agency personnel. • Allegations involving command staff or high-ranking officials. • Incidents that have garnered or are likely to garner media attention or pose a risk to public confidence.
• Allegations of misconduct during high-profile operations or public events.

Deferred Notification Permitted
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Published with permission by Alameda Police Department ***DRAFT*** Personnel Complaints - 9 Complaints that are less urgent in nature may be summarized in periodic reports to the Chief Executive Officer. These may include:
• Minor misconduct such as rudeness, tardiness, or failure to follow administrative procedures.
• Policy violations that do not involve public safety or criminal behavior. • Complaints already resolved at the supervisory level and documented for reference.

The Watch Commander (or designee) shall use professional judgment and consider the totality of circumstances in determining the timing of notification when cases do not clearly fall into either category.
1020.7 ADMINISTRATIVE SEARCHES
Assigned lockers, storage spaces and other areas, including desks, offices and vehicles, may be searched as part of an administrative investigation upon a reasonable suspicion of misconduct.

Such areas may also be searched any time by a supervisor for non-investigative purposes, such as obtaining a needed report, radio or other document or equipment.

Lockers and storage spaces may only be administratively searched in the member's presence, with the member’s consent, with a valid search warrant or where the member has been given reasonable notice that the search will take place (Government Code § 3309). 1020.7.1 DISCLOSURE OF FINANCIAL INFORMATION
An employee may be compelled to disclose personal financial information under the following circumstances (Government Code § 3308):
(a) Pursuant to a state law or proper legal process
(b) Information exists that tends to indicate a conflict of interest with official duties (c) If the employee is assigned to or being considered for a special assignment with a potential for bribes or other improper inducements
1020.8 ADMINISTRATIVE LEAVE
When a complaint of misconduct is of a serious nature, or when circumstances indicate that allowing the accused to continue to work would adversely affect the mission of the Alameda Police Department, the Chief of Police or the authorized designee may temporarily assign an accused employee to administrative leave. Any employee placed on administrative leave:
(a) May be required to relinquish any department badge, identification, assigned weapons and any other department equipment.
(b) Shall be required to continue to comply with all policies and lawful orders of a supervisor.
(c) May be temporarily reassigned to a different shift, generally a normal business-hours shift, during the investigation. The employee may be required to remain available for contact at all times during such shift, and will report as ordered.

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Published with permission by Alameda Police Department ***DRAFT*** Personnel Complaints - 10 1020.9 RETENTION OF PERSONNEL INVESTIGATION FILES
All personnel complaints shall be maintained in accordance with the established records retention schedule and as described in the Personnel Records Policy. 1020.10 PROBATIONARY EMPLOYEES AND OTHER MEMBERS
At-will and probationary employees and those members other than non-probationary employees may be released from employment for non-disciplinary reasons (e.g., failure to meet standards) without adherence to the procedures set forth in this policy or any right to appeal. However, any probationary officer subjected to an investigation into allegations of misconduct shall be entitled to those procedural rights, as applicable, set forth in the POBR (Government Code § 3303; Government Code § 3304).

At-will, probationary employees and those other than non-probationary employees subjected to discipline or termination as a result of allegations of misconduct shall not be deemed to have acquired a property interest in their position, but shall be given the opportunity to appear before the Chief of Police or authorized designee for a non-evidentiary hearing for the sole purpose of attempting to clear their name or liberty interest. There shall be no further opportunity for appeal beyond the liberty interest hearing and the decision of the Chief of Police shall be final. 1020.11 POST-DISCIPLINE APPEAL RIGHTS
Non-probationary employees have the right to appeal a suspension without pay, punitive transfer, demotion, reduction in pay or step, or termination from employment. The employee has the right to appeal using the procedures established by any collective bargaining agreement, Memorandum of Understanding and/or personnel rules.

In the event of punitive action against an employee covered by the POBR, the appeal process shall be in compliance with Government Code § 3304 and Government Code § 3304.5.

During any administrative appeal, evidence that an officer has been placed on a Brady list or is
otherwise subject to Brady restrictions may not be introduced unless the underlying allegations of misconduct have been independently established. Thereafter, such Brady evidence shall be limited to determining the appropriateness of the penalty (Government Code § 3305.5). 1020.12 RESIGNATIONS/RETIREMENTS PRIOR TO DISCIPLINE
In the event that a member tenders a written resignation or notice of retirement prior to the imposition of discipline, it shall be noted in the file. The tender of a resignation or retirement by itself shall not serve as grounds for the termination of any pending investigation or discipline (Penal Code § 13510.8).
1020.13 PRE-DISCIPLINE EMPLOYEE RESPONSE
The pre-discipline process is intended to provide the accused employee with an opportunity to present a written or oral response to the Chief of Police after having had an opportunity to review EXHIBIT 1

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Published with permission by Alameda Police Department ***DRAFT*** Personnel Complaints - 11 the supporting materials and prior to imposition of any recommended discipline. The employee shall consider the following:
(a) The response is not intended to be an adversarial or formal hearing. (b) Although the employee may be represented by an uninvolved representative or legal counsel, the response is not designed to accommodate the presentation of testimony or witnesses.
(c) The employee may suggest that further investigation could be conducted or the employee may offer any additional information or mitigating factors for the Chief of Police to consider.
(d) In the event that the Chief of Police elects to cause further investigation to be conducted, the employee shall be provided with the results prior to the imposition of any discipline.
(e) The employee may thereafter have the opportunity to further respond orally or in writing to the Chief of Police on the limited issues of information raised in any subsequent materials.
1020.14 POST-ADMINISTRATIVE INVESTIGATION PROCEDURES
Upon completion of a formal investigation, an investigation report should be forwarded to the Chief of Police through the chain of command. Each level of command should review the report and include his/her comments in writing before forwarding the report. The Chief of Police may accept or modify any classification or recommendation for disciplinary action. 1020.14.1 CHIEF OF POLICE RESPONSIBILITIES
Upon receipt of any written recommendation for disciplinary action, the Chief of Police shall review the recommendation and all accompanying materials. The Chief of Police may modify any recommendation and/or may return the file to the Bureau Commander for further investigation or action.

Once the Chief of Police is satisfied that no further investigation or action is required by staff, the Chief of Police shall determine the amount of discipline, if any, that should be imposed. In the event disciplinary action is proposed, the Chief of Police shall provide the member with a pre- disciplinary procedural due process hearing (Skelly) by providing written notice of the charges, proposed action and reasons for the proposed action. Written notice shall be provided within one year from the date of discovery of the misconduct (Government Code § 3304(d)). The Chief of Police shall also provide the member with:
(a) Access to all of the materials considered by the Chief of Police in recommending the proposed discipline.
(b) An opportunity to respond orally or in writing to the Chief of Police within five days of receiving the notice.

1. Upon a showing of good cause by the member, the Chief of Police may grant a reasonable extension of time for the member to respond.

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Published with permission by Alameda Police Department ***DRAFT*** Personnel Complaints - 12

2. If the member elects to respond orally, the presentation may be recorded by the Alameda Police Department. Upon request, the member shall be provided with a copy of the recording.

Once the member has completed his/her response or if the member has elected to waive any such response, the Chief of Police shall consider all information received in regard to the recommended discipline. The Chief of Police shall render a timely written decision to the member and specify the grounds and reasons for discipline and the effective date of the discipline. Once the Chief of Police has issued a written decision, the discipline shall become effective. 1020.14.2 DIVISION COMMANDER RESPONSIBILITIES
Upon receipt of any completed personnel investigation, the Bureau Commander of the involved member shall review the entire investigative file, the member's personnel file and any other relevant materials.

The Bureau Commander may make recommendations regarding the disposition of any allegations and the amount of discipline, if any, to be imposed.

Prior to forwarding recommendations to the Chief of Police, the Bureau Commander may return the entire investigation to the assigned investigator or supervisor for further investigation or action.

When forwarding any written recommendation to the Chief of Police, the Bureau Commander shall include all relevant materials supporting the recommendation. Actual copies of a member's existing personnel file need not be provided and may be incorporated by reference. 1020.14.3 NOTICE REQUIREMENTS
The disposition of any civilian’s complaint shall be released to the complaining party within 30 days of the final disposition. This release shall not include what discipline, if any, was imposed (Penal Code § 832.7(f)).
1020.14.4 NOTICE OF FINAL DISPOSITION TO THE COMPLAINANT The Chief of Police or the authorized designee shall ensure that the complainant is notified of the disposition (i.e., sustained, not sustained, exonerated, unfounded) of the complaint (Penal Code § 832.7(f)).
1020.15 CRIMINAL INVESTIGATION
Where a member is accused of potential criminal conduct, a separate supervisor or investigator shall be assigned to investigate the criminal allegations apart from any administrative investigation.

Any separate administrative investigation may parallel a criminal investigation.

The Chief of Police shall be notified as soon as practicable when a member is accused of criminal conduct. The Chief of Police may request a criminal investigation by an outside law enforcement agency.

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Published with permission by Alameda Police Department ***DRAFT*** Personnel Complaints - 13 A member accused of criminal conduct shall be advised of his/her constitutional rights (Government Code § 3303(h)). The member should not be administratively ordered to provide any information in the criminal investigation.

The Alameda Police Department may release information concerning the arrest or detention of any member, including an officer, that has not led to a conviction. No disciplinary action should be taken until an independent administrative investigation is conducted. 1020.16 REQUIRED REPORTING TO POST
The Chief of Police or the authorized designee shall notify POST on the appropriate POST form within 10 days of certain officer personnel events, including but not limited to (Penal Code § 13510.9):
(a) Termination or separation from employment or appointment. Separation from employment or appointment includes any involuntary termination, resignation, or retirement.

1. A POST affidavit-of-separation form shall be executed and maintained by the Alameda Police Department and submitted to POST as required by Penal Code § 13510.9 and 11 CCR 1003.
(b) Events that could affect an officer's POST certification, such as:

1. Complaints, charges, or allegations of serious misconduct (as defined by Penal Code § 13510.8).

2. Findings of civilian review boards.

3. Final dispositions of any investigations.

4. Civil judgments or court findings based on conduct, or settlement of a civil claim against an officer or the Alameda Police Department based on allegations of conduct by an officer.

The Chief of Police or the authorized designee shall be responsible for providing POST access to or duplication of investigation documentation (e.g., physical or documentary evidence, witness statements, analysis, conclusions) within the applicable timeframe provided in Penal Code § 13510.9.
1020.16.1 NOTIFICATIONS TO POST FOR SERIOUS MISCONDUCT The Chief of Police or the authorized designee shall report allegations of serious misconduct by an officer to POST and the report shall include the following (11 CCR 1207):
(a) Name of the Alameda Police Department
(b) Administrative case number
(c) Name, current address, and phone number of the complainant, if available (d) Name, POST ID, current address, and phone number of the involved officer (e) A summary of the alleged misconduct including:

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1. A narrative of the allegations

2. Date and time of incidents

3. Location of occurrence

4. Any witness information, if available

5. Summary of arrest or indictment of involved officer
(f) A change in employment status of the involved officer (e.g., administrative leave, suspension, termination)
(g) Name and contact information of the assigned investigator The Chief of Police or the authorized designee shall provide updates of the investigation to POST every 90 days until the final disposition in the method designated by POST (11 CCR 1207).

Upon completion of the investigation, the Chief of Police or the authorized designee shall submit to POST the final disposition of the investigation as well as investigation materials and the officer's service record as provided by 11 CCR 1207.
1020.16.2 ADDITIONAL NOTIFICATIONS TO POST FOR SERIOUS MISCONDUCT Additional notification shall be made to POST (11 CCR 1207):
(a) If the imposed disciplinary action is pending appeal or other review through an administrative or judicial proceeding:

1. The Alameda Police Department shall provide the name of the body conducting the proceeding.

2. The status of the proceeding, if known.
(b) If criminal charges are pending:

1. The name of the court having jurisdiction over the criminal charges against the officer.

2. The status of the criminal case, if known.

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Policy
1032
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Published with permission by Alameda Police Department ***DRAFT*** Fitness for Duty - 1 Fitness for Duty
1032.1 PURPOSE AND SCOPE
All officers are required to be free from any physical, emotional, or mental condition which might adversely affect the exercise of peace officer powers. The purpose of this policy is to ensure that all officers of this department remain fit for duty and able to perform their job functions (Government Code § 1031).
1032.1.1 ACCREDITATION STANDARDS
This policy pertains to the following CALEA Standards: 22.2.2 1032.2 EMPLOYEE RESPONSIBILITIES
(a) It shall be the responsibility of each member of this department to maintain good physical condition sufficient to safely and properly perform essential duties of their position.
(b) Each member of this department shall perform his/her respective duties without physical, emotional, and/or mental constraints.
(c) During working hours, all employees are required to be alert, attentive, and capable of performing his/her assigned responsibilities.
(d) Any employee who feels unable to perform his/her duties shall promptly notify a supervisor. In the event that an employee believes that another employee is unable to perform his/her duties, such observations and/or belief shall be promptly reported to a supervisor.
1032.3 SUPERVISOR RESPONSIBILITIES
(a) A supervisor observing an employee, or receiving a report of an employee who is perceived to be, unable to safely perform his/her duties due to a physical or mental condition shall take prompt and appropriate action in an effort to resolve the situation. (b) Whenever feasible, the supervisor should attempt to ascertain the reason or source of the problem and in all cases a preliminary evaluation should be made in an effort to determine the level of inability of the employee to perform his/her duties. (c) In the event the employee appears to be in need of immediate medical or psychiatric treatment, all reasonable efforts should be made to provide such care. (d) In conjunction with the Watch Commander or employee’s available Bureau Commander, a determination should be made whether or not the employee should be temporarily relieved from his/her duties.
(e) The Chief of Police shall be promptly notified in the event that any employee is relieved from duty.

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Published with permission by Alameda Police Department ***DRAFT*** Fitness for Duty - 2 1032.4 NON-WORK RELATED CONDITIONS
Any employee suffering from a non-work related condition which warrants a temporary relief from duty may be required to use sick leave or other paid time off (PTO) in order to obtain medical treatment or other reasonable rest period.
1032.5 WORK RELATED CONDITIONS
Any employee suffering from a work related condition which warrants a temporary relief from duty shall be required to comply with personnel rules and guidelines for processing such claims.

Upon the recommendation of the Watch Commander or unit supervisor and concurrence of a Bureau Commander, any employee whose actions or use of force in an official capacity result in death or serious injury to another may be temporarily removed from regularly assigned duties and/or placed on paid administrative leave for the wellbeing of the employee and until such time as the following may be completed:
(a) A preliminary determination that the employee's conduct appears to be in compliance with policy and, if appropriate.
(b) The employee has had the opportunity to receive necessary counseling and/or psychological clearance to return to full duty.
1032.6 PHYSICAL AND PSYCHOLOGICAL EXAMINATIONS
(a) Whenever circumstances reasonably indicate that an employee is unfit for duty, the Chief of Police may serve that employee with a written order to undergo a physical and/ or psychological examination in cooperation with Department of Human Resources to determine the level of the employee’s fitness for duty. The order shall indicate the date, time and place for the examination.
(b) The examining physician or therapist will provide the Department with a report indicating that the employee is either fit for duty or, if not, listing any functional limitations which limit the employee's ability to perform job duties. If the employee places his/her condition at issue in any subsequent or related administrative action/ grievance, the examining physician or therapist may be required to disclose any and all information which is relevant to such proceeding (Civil Code § 56.10(c)(8)). (c) In order to facilitate the examination of any employee, the Department will provide all appropriate documents and available information to assist in the evaluation and/ or treatment.
(d) All reports and evaluations submitted by the treating physician or therapist shall be part of the employee’s confidential personnel file.
(e) Any employee ordered to receive a fitness for duty examination shall comply with the terms of the order and cooperate fully with the examining physician or therapist regarding any clinical interview, tests administered or other procedures as directed.

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Fitness for Duty
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Published with permission by Alameda Police Department ***DRAFT*** Fitness for Duty - 3 Any failure to comply with such an order and any failure to cooperate with the examining physician or therapist may be deemed insubordination and shall be subject to discipline up to and including termination.
(f) Once an employee has been deemed fit for duty by the examining physician or therapist, the employee will be notified to resume his/her duties. 1032.7 LIMITATION ON HOURS WORKED
Absent emergency operations members should not work more than:
• 16 hours in one day (24 hour) period or
• 30 hours in any 2 day (48 hour) period or
• 84 hours in any 7 day (168 hour) period
Except in very limited circumstances members should have a minimum of 8 hours off between shifts. Supervisors should give consideration to reasonable rest periods and are authorized to deny overtime or relieve to off-duty status any member who has exceeded the above guidelines.

Limitations on the number of hours worked apply to shift changes, shift trades, rotation, holdover, training, general overtime and any other work assignments. 1032.8 APPEALS
An employee who is separated from paid employment or receives a reduction in salary resulting from a fitness for duty examination shall be entitled to an administrative appeal as outlined in the Personnel Complaints Policy.

EXHIBIT 1

Policy
1037
Alameda Police Department
Alameda Police Department Policy Manual
Copyright Lexipol, LLC 2025/08/27, All Rights Reserved.

Published with permission by Alameda Police Department ***DRAFT*** MEMBER BENEFITS - 1

MEMBER BENEFITS
1037.1 PURPOSE AND SCOPE
This policy outlines the employee benefits provided to members of the Alameda Police Department.
1037.1.1 ACCREDITATION STANDARDS
This policy pertains to the following CALEA Standards: 22.1.3 1037.2 ELIGIBLE MEMBERS
Members defined as full-time are represented by a bargaining unit. All members defined as part- time are not represented by a bargaining unit. The bargaining units represented at the Alameda Police Department include:
(a) Alameda City Employees Association (ACEA)
(b) Alameda Police Officers Association (APOA)
(c) Alameda Police Officers Association Non Sworn Unit (PANS) (d) Alameda Police Managers Association (APMA)
(e) Management & Confidential Employees Association (MCEA) All members working less than full-time are not represented by a bargaining unit. 1037.3 BENEFITS
1037.3.1 RETIREMENT PENSION
All represented members are participants of the California Public Employees' Retirement System (CalPERS). All non-represented members are participants of the Public Agency Retirement Services (PARS) Alternate Retirement System Plan.
1037.3.2 HEALTH, DELTA, VISION INSURANCE
All represented members have the option to enroll in the CalPERS Health Benefits Program. The CalPERS Health Benefits Program offers plan options that include:
(a) Health Maintenance Organization (HMO)
(b) Preferred Provider Organization (PPO)
(c) Exclusive Provider Organization (EPO)
All represented members are enrolled in the Delta Dental Preferred Provider Organization.

All represented members have the option to enroll in the Vision Service Plan (VSP) Vision Care Program.

EXHIBIT 1

Alameda Police Department
Alameda Police Department Policy Manual

MEMBER BENEFITS
Copyright Lexipol, LLC 2025/08/27, All Rights Reserved.

Published with permission by Alameda Police Department ***DRAFT*** MEMBER BENEFITS - 2 1037.3.3 DISABILITY AND DEATH
All represented members receive Basic Life and Accidental Death & Dismemberment benefits through Voya Financial. Represented members have to option to purchase additional coverage.

All sworn members are eligible for benefits under Section 4850 of the Labor Code if disabled, whether temporarily or permanently, by injury or illness arising out of and in the course of their duties. All other represented members are eligible for Short-Term Disability Insurance through the State of California State Disability Insurance Program or Long-Term Disability Insurance through Voya Financial.
1037.3.4 EMPLOYEE INDEMNIFICATION
The City of Alameda defends and indemnifies its sworn members against claims or actions against them for injuries arising out of an act or omission occurring within the scope of their employment, pursuant to California Government Code § 825, et seq., and other applicable law. The City's obligation to defend and indemnify extends to paying any judgments or settlements, as specified by Government Code § 825, unless the member and the City agreed to reserve the City's rights not to pay until it is established that the injury arose out of an act or omission occurring within the scope of the member's employment. The City is authorized to pay punitive or exemplary damages against a member only if certain requirements in Government Code § 825 are met. Other provisions of applicable state law may exempt the City from indemnifying, defending, or reimbursing a member for his or her defense in certain circumstances, such as when the employee acted or failed to act because of actual fraud, corruption, or actual malice, or willfully failed or refused to conduct the defense of the claim or action in good faith.

EXHIBIT 1

Policy
1046
Alameda Police Department
Alameda Police Department Policy Manual
Copyright Lexipol, LLC 2025/07/23, All Rights Reserved.

Published with permission by Alameda Police Department ***DRAFT*** Uniform Regulations - 1 Uniform Regulations
1046.1 PURPOSE AND SCOPE
The uniform policy of the Alameda Police Department is established to ensure that uniformed officers will be readily identifiable to the public through the proper use and wearing of department uniforms. Employees should also refer to the following associated policies:

Alameda Police Department Owned and Personal Property
Body Armor
Personal Appearance Standards
The Uniform and Equipment Specifications manual is maintained and periodically updated by the Chief of Police or his/her designee. That manual should be consulted regarding authorized equipment and uniform specifications.

The Alameda Police Department will provide uniforms for all employees required to wear them in the manner, quantity and frequency agreed upon in the respective employee group’s collective bargaining agreement.
1046.1.1 ACCREDITATION STANDARDS
This section pertains to the following CALEA Standards: 22.1.8 1046.2 WEARING AND CONDITION OF UNIFORM AND EQUIPMENT Police employees wear the uniform to be identified as the law enforcement authority in society. The uniform also serves an equally important purpose to identify the wearer as a source of assistance in an emergency, crisis, or other time of need.
(a) Uniform and equipment shall be maintained in a serviceable condition and shall be ready at all times for immediate use. Uniforms shall be neat, clean, and appear professionally pressed.
(b) All peace officers of this department shall possess and maintain at all times, a serviceable uniform and the necessary equipment to perform uniformed field duty. (c) Personnel shall wear only the uniform specified for their rank and assignment (Penal Code § 13655).
(d) The uniform is to be worn in compliance with the specifications set forth in the department’s uniform specifications that are maintained separately from this policy. (e) All supervisors will perform periodic inspections of their personnel to ensure conformance to these regulations.
(f) Civilian attire shall not be worn in combination with any distinguishable part of the uniform.
(g) Uniforms are only to be worn while on duty, while in transit to or from work, for court, or at other official department functions or events.

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Alameda Police Department
Alameda Police Department Policy Manual
Uniform Regulations
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Published with permission by Alameda Police Department ***DRAFT*** Uniform Regulations - 2 (h) If the uniform is worn while in transit, an outer garment shall be worn over the uniform shirt so as not to bring attention to the employee while he/she is off-duty. (i) Employees are not to purchase or drink alcoholic beverages while wearing any part of the department uniform, including the uniform pants. (j) Mirrored sunglasses will not be worn with any Department uniform. (k) Visible jewelry, other than those items listed below, shall not be worn with the uniform unless specifically authorized by the Chief of Police or the authorized designee.

1. Wrist watch

2. Wedding ring, class ring, or other ring of tasteful design. A maximum of one ring/ set may be worn on each hand

3. Medical alert bracelet
1046.2.1 DEPARTMENT ISSUED IDENTIFICATION
The Department issues each employee an official department identification card bearing the employee's name, identifying information and photo likeness. All employees shall be in possession of their department issued identification card at all times while on duty or when carrying a concealed weapon.
(a) Whenever on duty or acting in an official capacity representing the department, employees shall display their department issued identification in a courteous manner to any person upon request and as soon as practical.
(b) Whenever on duty or acting in an official capacity representing the department, employees shall verbally identify themselves over the phone in a courteous manner to any person upon request and as soon as practical.
(c) Officers working specialized assignments may be excused from the possession and display requirements when directed by their Bureau Commander. 1046.3 UNIFORM CLASSES
1046.3.1 CLASS A UNIFORM
The Class A uniform is to be worn on special occasions such as funerals, graduations, ceremonies, or as directed. The Class A uniform is required for all sworn personnel. The Class A uniform includes the standard issue uniform with:
(a) Long sleeve shirt with tie
(b) Polished shoes
Boots with pointed toes are not permitted.
1046.3.2 CLASS B UNIFORM
All officers will possess and maintain a serviceable Class B uniform at all times.

The Class B uniform will consist of the same garments and equipment as the Class A uniform with the following exceptions:

EXHIBIT 1

Alameda Police Department
Alameda Police Department Policy Manual
Uniform Regulations
Copyright Lexipol, LLC 2025/07/23, All Rights Reserved.

Published with permission by Alameda Police Department ***DRAFT*** Uniform Regulations - 3 (a) The long or short sleeve shirt may be worn with the collar open. No tie is required (b) A black crew neck t-shirt must be worn with the uniform (c) All shirt buttons must remain buttoned except for the last button at the neck (d) Shoes for the Class B uniform may be as described in the Class A uniform (e) Approved all black unpolished shoes may be worn
(f) Boots with pointed toes are not permitted
1046.3.3 SPECIALIZED UNIT UNIFORMS
The Chief of Police may authorize special uniforms to be worn by officers in specialized units such as Canine Team, CIRT, Bicycle Patrol, Motor Officers and other specialized assignments.

The Chief of Police or his designee, (The Uniform and Equipment Committee), will establish the regulations, specifications, and conditions for wearing the Specialized Unit uniform. These will be available through the Personnel and Training Section.
1046.3.4 INCLEMENT WEATHER GEAR (UTILITY UNIFORM)
The Uniform and Equipment Specifications lists the authorized Utility uniform, rain jacket, and rain gear. These specifications are available through the Personnel and Training Section. 1046.4 INSIGNIA AND PATCHES
(a) Shoulder Patches - The authorized shoulder patch supplied by the Department shall be machine stitched to the sleeves of all uniform shirts and jackets, three-quarters of an inch below the shoulder seam of the shirt and be bisected by the crease in the sleeve.
(b) Service stripes, stars, etc. - Service stripes and other indicators for length of service may be worn on long sleeved shirts and jackets. They are to be machine stitched onto the uniform. The bottom of the service stripe shall be sewn the width of one and one- half inches above the cuff seam with the rear of the service stripes sewn on the dress of the sleeve. The stripes are to be worn on the left sleeve only. (c) The regulation nameplate, or an authorized sewn on cloth nameplate, shall be worn at all times while in uniform. The nameplate shall display the employee's first and last name. If an employee's first and last names are too long to fit on the nameplate, then the initial of the first name will accompany the last name. If the employee desires other than the legal first name, the employee must receive approval from the Chief of Police. The nameplate shall be worn and placed above the right pocket located in the middle, bisected by the pressed shirt seam, with equal distance from both sides of the nameplate to the outer edge of the pocket.
(d) When a jacket is worn, the nameplate or an authorized sewn on cloth nameplate shall be affixed to the jacket in the same manner as the uniform. (e) Assignment Insignias - Assignment insignias, (SWAT, FTO, etc.) may be worn as designated by the Chief of Police.
(f) Flag Pin - A flag pin may be worn, centered above the nameplate.

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Alameda Police Department
Alameda Police Department Policy Manual
Uniform Regulations
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Published with permission by Alameda Police Department ***DRAFT*** Uniform Regulations - 4 (g) Badge - The department issued badge, or an authorized sewn on cloth replica, must be worn and visible at all times while in uniform.
(h) Rank Insignia - The designated insignia indicating the employee’s rank must be worn at all times while in uniform. The Chief of Police may authorize exceptions. 1046.4.1 MOURNING BADGE
Uniformed employees shall wear a black mourning band across the uniform badge whenever a law enforcement officer is killed in the line of duty. The following mourning periods will be observed:
(a) An officer of this department - From the time of death until midnight on the 14th day after the death.
(b) An officer from this or an adjacent county - From the time of death until midnight on the day of the funeral.
(c) Funeral attendee - While attending the funeral of an out of region fallen officer. (d) National Peace Officers Memorial Day (May 15th) - From 0001 hours until 2359 hours. (e) As directed by the Chief of Police.
1046.5 CIVILIAN ATTIRE
There are assignments within the Department that do not require the wearing of a uniform because recognition and authority are not essential to their function. There are also assignments in which the wearing of civilian attire is necessary.
(a) All employees shall wear clothing that fits properly, is clean and free of stains, and not damaged or excessively worn.
(b) All male administrative, investigative and support personnel who elect to wear civilian clothing to work shall wear button style shirts with a collar, slacks or suits that are moderate in style.
(c) All female administrative, investigative, and support personnel who elect to wear civilian clothes to work shall wear dresses, slacks, shirts, blouses, or suits which are moderate in style.
(d) The following items shall not be worn on duty:

1. T-shirt alone

2. Open toed sandals or thongs

3. Swimsuit, tube tops, or halter-tops

4. Spandex type pants or see-through clothing

5. Distasteful printed slogans, buttons or pins
(e) Variations from this order are allowed at the discretion of the Chief of Police or designee when the employee's assignment or current task is not conducive to the wearing of such clothing.
(f) No item of civilian attire may be worn on duty that would adversely affect the reputation of the Alameda Police Department or the morale of the employees.

EXHIBIT 1

Alameda Police Department
Alameda Police Department Policy Manual
Uniform Regulations
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Published with permission by Alameda Police Department ***DRAFT*** Uniform Regulations - 5 1046.6 POLITICAL ACTIVITIES, ENDORSEMENTS, AND ADVERTISEMENTS Unless specifically authorized by the Chief of Police, Alameda Police Department employees may not wear any part of the uniform, be photographed wearing any part of the uniform, utilize a department badge, patch or other official insignia, or cause to be posted, published, or displayed, the image of another employee, or identify himself/herself as an employee of the Alameda Police Department to do any of the following (Government Code §§ 3206 and 3302):
(a) Endorse, support, oppose, or contradict any political campaign or initiative. (b) Endorse, support, oppose, or contradict any social issue, cause, or religion. (c) Endorse, support, or oppose, any product, service, company or other commercial entity.
(d) Appear in any commercial, social, or non-profit publication, or any motion picture, film, video, public broadcast, or any website.
1046.7 OPTIONAL EQUIPMENT - MAINTENANCE, AND REPLACEMENT (a) Any of the items listed in the Uniform and Equipment Specifications as optional shall be purchased totally at the expense of the employee. No part of the purchase cost shall be offset by the Department for the cost of providing the Department issued item. (b) Maintenance of optional items shall be the financial responsibility of the purchasing employee. For example, repairs due to normal wear and tear. (c) Replacement of items listed in this order as optional shall be done as follows:

1. When the item is no longer functional because of normal wear and tear, the employee bears the full cost of replacement.

2. When the item is no longer functional because of damage in the course of the employee's duties, it shall be replaced following the procedures for the replacement of damaged personal property (see the Department Owned and Personal Property Policy).
1046.7.1 RETIREE BADGES
The Chief of Police may issue identification in the form of a badge, insignia, emblem, device, label, certificate, card or writing that clearly states the person has honorably retired from the Alameda Police Department. This identification is separate and distinct from the identification authorized by Penal Code § 25455 and referenced in the Retired Officer CCW Endorsement Policy in this manual.

A badge issued to an honorably retired peace officer that is not affixed to a plaque or other memento will have the words “Honorably Retired” clearly visible on its face. A retiree shall be instructed that any such badge will remain the property of the Alameda Police Department and will be revoked in the event of misuse or abuse (Penal Code § 538d).

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Alameda Police Department
Alameda Police Department Policy Manual
Uniform Regulations
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Published with permission by Alameda Police Department ***DRAFT*** Uniform Regulations - 6 1046.7.2 FIREARMS
The specifications for firearms and related accessories are outlined in section 312 of this manual.

The Department Rangemaster shall maintain a list of authorized weapons, ammunition, holsters, and related equipment as authorized by the Chief of Police. 1046.8 UNAUTHORIZED UNIFORMS, EQUIPMENT AND ACCESSORIES Alameda Police Department employees may not wear any uniform item, accessory or attachment unless specifically authorized in the Uniform and Equipment Specifications or by the Chief of Police or designee.

Alameda Police Department employees may not use or carry any safety item, tool or other piece of equipment unless specifically authorized in the Uniform and Equipment Specifications or by the Chief of Police or designee.

EXHIBIT 1

Policy
1058
Alameda Police Department
Alameda Police Department Policy Manual
Copyright Lexipol, LLC 2025/08/05, All Rights Reserved.

Published with permission by Alameda Police Department ***DRAFT*** Speech, Expression - 1 Employee Speech, Expression, and Social
Networking
1058.1 PURPOSE AND SCOPE
This policy is intended to address issues associated with employee the use of social networking sites, and to provide provides guidelines for the regulation and balancing of employee member speech and expression with the needs of the Alameda Alameda Police Department. Department.

This policy applies to all forms of communication including but not limited to digital media, print media, public or private speech, and use of all internet services, including the web, email, file transfer, remote computer access, news services, social networking, social media, instant messaging, blogs, forums, and other file-sharing sites.

Nothing in this policy is intended to prohibit or infringe upon any communication, speech, or expression that is protected or privileged under law. This includes speech and expression protected under state or federal constitutions as well as labor or other applicable laws. For example, this policy does not limit an employee a member from speaking as a private citizen, including acting as an authorized member of a recognized bargaining unit or officer associations an employee group, about matters of public concern, such as misconduct or corruption.

Employees Members are encouraged to consult with their supervisor supervisors regarding any questions arising from the application or potential application of this policy. 1058.1.1 APPLICABILITY
This policy applies to all forms of communication including but not limited to film, video, print media, public or private speech, use of all internet services, including the World Wide Web, e- mail, file transfer, remote computer access, news services, social networking, social media, instant messaging, blogs, forums, video, and other file-sharing sites. 1058.2 POLICY
Public employees Members of public entities occupy a trusted position in the community, and thus, their statements have the potential to contravene the policies and performance of this department the Alameda Police Department . Due to the nature of the work and influence associated with the law enforcement profession, it is necessary that employees members of this department department be subject to certain reasonable limitations on their speech and expression. To achieve its mission and efficiently provide service to the public, the Alameda Police Department will carefully balance the individual employee’s member's rights against the Alameda Police Department’s needs and interests of the Alameda Police Department when exercising a reasonable degree of control over its employees’ members' speech and expression. 1058.3 SAFETY
Employees Members should carefully consider carefully the implications of their speech or any other form of expression when using the internet. Speech and expression that may negatively EXHIBIT 1

Alameda Police Department
Alameda Police Department Policy Manual
Speech, Expression
Copyright Lexipol, LLC 2025/08/05, All Rights Reserved.

Published with permission by Alameda Police Department ***DRAFT*** Speech, Expression - 2 affect the safety of the Alameda Police Department employees members, such as posting personal information in a public forum or posting a photograph taken with a Global Positioning System (GPS)-enabled camera, can result in compromising an employee’s a member's home address or family ties. Employees Members should therefore not disseminate or post any information on any forum or medium that could reasonably be anticipated to compromise the safety of any employee member, an employee a member's family, or associates. Examples of the type of information that could reasonably be expected to compromise safety include:
• Disclosing a photograph and name or address of an officer who is working undercover. • Disclosing the address of a fellow officer department member. • Otherwise disclosing where another officer can be located off-duty. 1058.4 PROHIBITED SPEECH, EXPRESSION, AND CONDUCT
To meet the department's safety, performance, and public-trust needs of the Alameda Police Department, the following are prohibited unless the speech is otherwise protected (for example, an employee e.g., a member speaking as a private citizen, including acting as an authorized member of a recognized bargaining unit or officer associations an employee group, on a matter of public concern):
(a) Speech or expression made pursuant to an official duty that tends to compromise or damage the mission, function, reputation, or professionalism of the Alameda Police Department or its employees members.
(b) Speech or expression that, while not made pursuant to an official duty, is significantly linked to, or related to, the Alameda Police Department and tends to compromise or damage the mission, function, reputation, or professionalism of the Alameda Police Department or its employees
members. Examples may include:

1. Statements that indicate disregard for the law or the state or U.S. Constitution Constitutions.

2. Expression that demonstrates support for criminal activity.

3. Participating Participation in sexually explicit photographs or videos for compensation or distribution.
(c) Speech or expression that could reasonably be foreseen as having a negative impact on the credibility of the employee member as a witness. For example, posting to a website statements or expressions to a website that glorify or endorse dishonesty, unlawful discrimination, or illegal behavior.
(d) Speech or expression of any form that could reasonably be foreseen as having a negative impact on the safety of the employees members of the Alameda Police Department (e. For example g., a statement on a blog that provides specific details as to how and when prisoner transportations are made could reasonably be foreseen as potentially jeopardizing employees members by informing criminals of details that could facilitate an escape or attempted escape).

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Alameda Police Department
Alameda Police Department Policy Manual
Speech, Expression
Copyright Lexipol, LLC 2025/08/05, All Rights Reserved.

Published with permission by Alameda Police Department ***DRAFT*** Speech, Expression - 3 (e) Speech or expression that is contrary to the canons of the Law Enforcement Code of Ethics as adopted by the Alameda Police Department.
(f) Use or disclosure, through whatever means, of any information, photograph, video digital media, or other recording obtained or accessible as a result of employment or appointment with the Alameda Police Department for financial or personal gain, or any disclosure of such materials without the express authorization of the Chief of Police or the authorized designee.
(g) Posting, transmitting, or disseminating any photographs, video digital media, or audio recordings, likenesses, or images of department logos, emblems, uniforms, badges, patches, marked vehicles, equipment, or other material that specifically identifies the Alameda Police Department on any personal or social networking or other website or web page, without the express authorization of the Chief of Police.

Employees Members must take reasonable and prompt action to remove any content, including content posted by others, that is in violation of this policy from any web page or website maintained by the employee (e.g., social or personal website).
1058.4.1 UNAUTHORIZED ENDORSEMENTS AND ADVERTISEMENTS While employees members are not restricted from engaging in the following activities as private citizens or as authorized members of a recognized bargaining unit units or officer associations employee groups, employees members may not represent the Alameda Police Department or identify themselves in any way that could be reasonably perceived as representing the Alameda Police Department in order to do any of the following, unless specifically authorized by the Chief of Police (Government Code § 3206; Government Code § 3302):
(a) Endorse, support, oppose
, or contradict any political campaign or initiative.
(b) Endorse, support, oppose , or contradict any social issue, cause, or religion. (c) Endorse, support , or oppose any product, service, company, or other commercial entity.
(d) Appear in any commercial, social, or nonprofit publication or ; or any motion picture, film, video, or public broadcast; or on any website.

Additionally, when it can reasonably be construed that an employee a member, acting in his/her their individual capacity or through an outside group or organization (e.g., bargaining group or officer associations) , including as an authorized member of a recognized bargaining unit or an employee group, is affiliated with this department department, the employee member shall give a specific disclaiming statement that any such speech or expression is not representative of the Alameda Police Department.

Employees
Members retain their right rights to vote as they choose, to support candidates of their choice, and to express their opinions as private citizens, including as authorized members of a recognized bargaining unit units or officer associations employee groups, on political subjects and candidates at all times while off-duty. However, employees members may not use their official authority or influence to interfere with or affect the result of an election elections or a nomination EXHIBIT 1

Alameda Police Department
Alameda Police Department Policy Manual
Speech, Expression
Copyright Lexipol, LLC 2025/08/05, All Rights Reserved.

Published with permission by Alameda Police Department ***DRAFT*** Speech, Expression - 4 nominations for office. Employees Members are also prohibited from directly or indirectly using their official authority to coerce, command, or advise another employee member to pay, lend, or contribute anything of value to a party, committee, organization, agency, or person for political purposes (5 USC § 1502).
1058.5 PRIVACY EXPECTATION
Employees Members forfeit any expectation of privacy with regard to e-mails emails, texts, or anything published or maintained through file-sharing software or any internet site (e.g., Facebook) , including social media, that is accessed, transmitted, received, or reviewed on any department technology system (see the Information Technology Use Policy for additional guidance).

The Alameda Police Department shall Department should not require an employee a member to disclose a personal user name or password for accessing personal social media or to open a personal social website; however, the Alameda Police Department may request access when it is reasonably believed to be relevant to the investigation of allegations of work-related misconduct (Labor Code § 980).
1058.6 CONSIDERATIONS
In determining whether to grant authorization of any speech or conduct that is prohibited under this policy, the factors that the Chief of Police or the authorized designee should consider include:
(a) Whether the speech or conduct would negatively affect the efficiency of delivering public services.
(b) Whether the speech or conduct would be contrary to the good order of the Alameda Alameda Police Department Department or the efficiency or morale of its members. (c) Whether the speech or conduct would reflect unfavorably upon the Alameda Alameda Police Department Department.
(d) Whether the speech or conduct would negatively affect the member’s member's appearance of impartiality in the performance of his/her their duties. (e) Whether similar speech or conduct has been previously authorized. (f) Whether the speech or conduct may be protected and outweighs any interest of the Alameda Alameda Police Department Department.
1058.7 TRAINING
Subject to available resources, the Alameda Alameda Police Department Department should provide training regarding employee speech and the the limitations on speech, expression, and use of social networking to all members of the Alameda Alameda Police Department Department.

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Policy
1061
Alameda Police Department
Alameda Police Department Policy Manual
Copyright Lexipol, LLC 2025/08/07, All Rights Reserved.

Published with permission by Alameda Police Department ***DRAFT*** Wellness Program - 1 Wellness Program
1061.1 PURPOSE AND SCOPE
The purpose of this policy is to provide guidance on establishing and maintaining a proactive wellness program for department members.

The wellness program is intended to be a holistic approach to a member's well-being and encompasses aspects such as physical fitness, mental health, and overall wellness.

Additional information on member wellness is provided in the:
• Chaplains Policy.
• Line-of-Duty Deaths Policy.
• Drug- and Alcohol-Free Workplace Policy.
1061.1.1 ACCREDITATION STANDARDS
This policy pertains to the following CALEA Standards: 22.2.2 1061.2 DEFINITIONS
Definitions related to this policy include:

Critical incident – An event or situation that may cause a strong emotional, cognitive, or physical reaction that has the potential to interfere with daily life.

Critical Incident Stress Debriefing (CISD) – A standardized approach using a discussion format to provide education, support, and emotional release opportunities for members involved in work- related critical incidents.

Peer support
– Mental and emotional wellness support provided by peers trained to help members cope with critical incidents and certain personal or professional problems. 1061.3 POLICY
It is the policy of the Alameda Police Department to prioritize member wellness to foster fitness for duty and support a healthy quality of life for department members. The Alameda Police Department will maintain a wellness program that supports its members with proactive wellness resources, critical incident response, and follow-up support. 1061.4 WELLNESS COORDINATOR
The Chief of Police should appoint a trained wellness coordinator. The coordinator should report directly to the Chief of Police or the authorized designee and should collaborate with advisers (e.g., Department of Human Resources, legal counsel, licensed psychotherapist, qualified health professionals), as appropriate, to fulfill the responsibilities of the position, including but not limited to:

EXHIBIT 1

Alameda Police Department
Alameda Police Department Policy Manual
Wellness Program
Copyright Lexipol, LLC 2025/08/07, All Rights Reserved.

Published with permission by Alameda Police Department ***DRAFT*** Wellness Program - 2 (a) Identifying wellness support providers (e.g., licensed psychotherapists, external peer support providers, physical therapists, dietitians, physical fitness trainers holding accredited certifications).

1. As appropriate, selected providers should be trained and experienced in providing mental wellness support and counseling to public safety personnel.

2. When practicable, the Alameda Police Department should not use the same licensed psychotherapist for both member wellness support and fitness for duty evaluations.
(b) Developing management and operational procedures for department peer support members, such as:

1. Peer support member selection and retention.

2. Training and applicable certification requirements.

3. Deployment.

4. Managing potential conflicts between peer support members and those seeking service.

5. Monitoring and mitigating peer support member emotional fatigue (i.e., compassion fatigue) associated with providing peer support.

6. Using qualified peer support personnel from other public safety agencies or outside organizations for department peer support, as appropriate. (c) Verifying members have reasonable access to peer support or licensed psychotherapist support.
(d) Establishing procedures for CISDs, including:

1. Defining the types of incidents that may initiate debriefings.

2. Steps for organizing debriefings.
(e) Facilitating the delivery of wellness information, training, and support through various methods appropriate for the situation (e.g., phone hotlines, electronic applications). (f) Verifying a confidential, appropriate, and timely Employee Assistance Program (EAP) is available for members. This also includes:

1. Obtaining a written description of the program services.

2. Providing for the methods to obtain program services.

3. Providing referrals to the EAP for appropriate diagnosis, treatment, and follow- up resources.

4. Obtaining written procedures and guidelines for referrals to, or mandatory participation in, the program.

5. Obtaining training for supervisors in their role and responsibilities, and identification of member behaviors that would indicate the existence of member concerns, problems, or issues that could impact member job performance.

EXHIBIT 1

Alameda Police Department
Alameda Police Department Policy Manual
Wellness Program
Copyright Lexipol, LLC 2025/08/07, All Rights Reserved.

Published with permission by Alameda Police Department ***DRAFT*** Wellness Program - 3 (g) Assisting members who have become disabled with application for federal government benefits such as those offered through the Public Safety Officers' Benefits Program (34 USC § 10281 et seq.).

1. The coordinator should work with appropriate department liaisons to assist qualified members and survivors with benefits, wellness support, and counseling services, as applicable, when there has been a member death (see the Line-of- Duty Deaths Policy for additional guidance).
1061.5 ALAMEDA POLICE DEPARTMENT PEER SUPPORT
1061.5.1 PEER SUPPORT MEMBER SELECTION CRITERIA
The selection of a department peer support member will be at the discretion of the coordinator.

Selection should be based on the member's:
• Desire to be a peer support member.
• Experience or tenure.
• Demonstrated ability as a positive role model.
• Ability to communicate and interact effectively.
• Evaluation by supervisors and any current peer support members. 1061.5.2 PEER SUPPORT MEMBER RESPONSIBILITIES
The responsibilities of department peer support members include:
(a) Providing pre- and post-critical incident support.
(b) Presenting department members with periodic training on wellness topics, including but not limited to:

1. Stress management.

2. Suicide prevention.

3. How to access support resources.
(c) Providing referrals to licensed psychotherapists and other resources, where appropriate.

1. Referrals should be made to department-designated resources in situations that are beyond the scope of the peer support member's training. 1061.5.3 PEER SUPPORT MEMBER TRAINING
A department peer support member should complete department-approved training prior to being assigned.
1061.6 CRITICAL INCIDENT STRESS DEBRIEFINGS
A Critical Incident Stress Debriefing should occur as soon as practicable following a critical incident. The coordinator is responsible for organizing the debriefing. Notes and recorded EXHIBIT 1

Alameda Police Department
Alameda Police Department Policy Manual
Wellness Program
Copyright Lexipol, LLC 2025/08/07, All Rights Reserved.

Published with permission by Alameda Police Department ***DRAFT*** Wellness Program - 4 statements shall not be taken because the sole purpose of the debriefing is to help mitigate the stress-related effects of a critical incident.

The debriefing is not part of any investigative process. Care should be taken not to release or repeat any communication made during a debriefing unless otherwise authorized by policy, law, or a valid court order.

Attendance at the debriefing should only include peer support members and those directly involved in the incident.
1061.7 PEER SUPPORT COMMUNICATIONS
Although the Alameda Police Department will honor the sensitivity of communications with peer support members, there is no legal privilege to such communications, unless authorized by law (e.g., peer support communications pursuant to a Law Enforcement Peer Support and Crisis Referral Service Program).
1061.8 PHYSICAL WELLNESS PROGRAM
The coordinator is responsible for establishing guidelines for a physical wellness program, including the following:
(a) Voluntary participation by members
(b) Allowable physical fitness activities
(c) Permitted times and locations for physical fitness activities (d) Acceptable use of department-provided physical fitness facilities and equipment (e) Individual health screening and fitness assessment
(f) Individual education (e.g., nutrition, sleep habits, proper exercise, injury prevention) and goal-setting
(g) Standards for fitness incentive programs. The coordinator should collaborate with the appropriate entities (e.g., human resources, legal counsel) to verify that any standards are nondiscriminatory
(h) Maintenance of physical wellness logs (e.g., attendance, goals, standards, progress) (i) Ongoing support and evaluation
1061.9 WELLNESS PROGRAM AUDIT
At least annually, the coordinator or the authorized designee should audit the effectiveness of the department's wellness program and prepare a report summarizing the findings. The report shall not contain the names of members participating in the wellness program, and should include the following information:
• Data on the types of support services provided
• Wait times for support services
EXHIBIT 1

Alameda Police Department
Alameda Police Department Policy Manual
Wellness Program
Copyright Lexipol, LLC 2025/08/07, All Rights Reserved.

Published with permission by Alameda Police Department ***DRAFT*** Wellness Program - 5 • Participant feedback, if available
• Program improvement recommendations
• Policy revision recommendations
The coordinator should present the completed audit to the Chief of Police for review and consideration of updates to improve program effectiveness. 1061.10 TRAINING
The coordinator or the authorized designee should collaborate with the Training Sergeant to provide all members with regular training on topics related to member wellness, including but not limited to:
• The availability and range of department wellness support systems. • Suicide prevention.
• Recognizing and managing mental distress, emotional fatigue, post-traumatic stress, and other possible reactions to trauma.
• Alcohol and substance disorder awareness.
• Countering sleep deprivation and physical fatigue.
• Anger management.
• Marriage and family wellness.
• Benefits of exercise and proper nutrition.
• Effective time and personal financial management skills.

Training materials, curriculum, and attendance records should be forwarded to the Training Sergeant as appropriate for inclusion in training records.

EXHIBIT 1