Published with permission by Imperial Police Department ***DRAFT*** Drug- and Alcohol-Free Workplace - 679 Drug- and Alcohol-Free Workplace
1006.1 PURPOSE AND SCOPE
The purpose of this policy is to establish clear and uniform guidelines regarding drugs and alcohol in the workplace (41 USC § 8103).
1006.2 POLICY
It is the policy of this department to provide a drug- and alcohol-free workplace for all members. 1006.3 GENERAL GUIDELINES
Alcohol and drug use in the workplace or on department time can endanger the health and safety of department members and the public.
Members who have consumed an amount of an alcoholic beverage or taken any medication, or combination thereof, that would tend to adversely affect their mental or physical abilities shall not report for duty. Affected members shall notify the Watch Commander or appropriate supervisor as soon as the member is aware that the member will not be able to report to work. If the member is unable to make the notification, every effort should be made to have a representative contact the supervisor in a timely manner. If the member is adversely affected while on-duty, the member shall be immediately removed and released from work (see the Work Restrictions section in this policy). 1006.3.1 USE OF MEDICATIONS
Members should not use any medications that will impair their ability to safely and completely perform their duties. Any member who is medically required or has a need to take any such medication shall report that need to the member's immediate supervisor prior to commencing any on-duty status.
No member shall be permitted to work or drive a vehicle owned or leased by the Department while taking any medication that has the potential to impair the member's abilities, without a written release from the member's physician.
1006.3.2 MEDICAL CANNABIS
Possession, use, or being under the influence of medical cannabis on-duty is prohibited and may lead to disciplinary action.
1006.4 MEMBER RESPONSIBILITIES
Members shall report for work in an appropriate mental and physical condition. Members are prohibited from purchasing, manufacturing, distributing, dispensing, possessing or using controlled substances or alcohol on department premises or on department time (41 USC § 8103).
The lawful possession or use of prescribed medications or over-the-counter remedies is excluded from this prohibition.
Members who are authorized to consume alcohol as part of a special assignment shall not do so to the extent of impairing on-duty performance.
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Published with permission by Imperial Police Department ***DRAFT*** Drug- and Alcohol-Free Workplace - 680 Members shall notify a supervisor immediately if they observe behavior or other evidence that they believe demonstrates that a fellow member poses a risk to the health and safety of the member or others due to drug or alcohol use.
Members are required to notify their immediate supervisors of any criminal drug statute conviction for a violation occurring in the workplace no later than five days after such conviction (41 USC § 8103).
1006.5 EMPLOYEE ASSISTANCE PROGRAM
There may be available a voluntary employee assistance program to assist those who wish to seek help for alcohol and drug problems (41 USC § 8103). Insurance coverage that provides treatment for drug and alcohol abuse also may be available. Employees should contact the Department of Human Resources, their insurance providers or the employee assistance program for additional information. It is the responsibility of each employee to seek assistance before alcohol or drug problems lead to performance problems.
1006.6 WORK RESTRICTIONS
If a member informs a supervisor that he/she has consumed any alcohol, drug or medication that could interfere with a safe and efficient job performance, the member may be required to obtain clearance from his/her physician before continuing to work.
If the supervisor reasonably believes, based on objective facts, that a member is impaired by the consumption of alcohol or other drugs, the supervisor shall prevent the member from continuing work and shall ensure that he/she is safely transported away from the Department. 1006.7 SCREENING TESTS
A supervisor may require an employee to submit to a screening under any of the following circumstances:
(a) The supervisor reasonably believes, based upon objective facts, that the employee is under the influence of alcohol or drugs that are impairing the employee's ability to perform duties safely and efficiently.
(b) The employee discharges a firearm in the performance of the employee's duties (excluding training or authorized euthanizing of an animal). (c) The employee discharges a firearm issued by the Department while off-duty, resulting in injury, death, or substantial property damage.
(d) The employee drives a motor vehicle in the performance of the employee's duties and becomes involved in an incident that results in bodily injury, death, or substantial damage to property.
1006.7.1 SUPERVISOR RESPONSIBILITIES
The supervisor shall prepare a written record documenting the specific facts that led to the decision to require the test, and shall inform the employee in writing of the following:
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Published with permission by Imperial Police Department ***DRAFT*** Drug- and Alcohol-Free Workplace - 681 (a) The test will be given to detect either alcohol or drugs, or both. (b) The result of the test is not admissible in any criminal proceeding against the employee.
(c) The employee may refuse the test, but refusal may result in dismissal or other disciplinary action.
1006.7.2 DISCIPLINE
An employee may be subject to disciplinary action if the employee:
(a) Fails or refuses to submit to a screening test as requested. (b) After taking a screening test that indicates the presence of a controlled substance, fails to provide proof, within 72 hours after being requested, that the employee took the controlled substance as directed, pursuant to a current and lawful prescription issued in the employee's name.
1006.8 COMPLIANCE WITH THE DRUG-FREE WORKPLACE ACT
No later than 30 days following notice of any drug statute conviction for a violation occurring in the workplace involving a member, the Department will take appropriate disciplinary action, up to and including dismissal, and/or requiring the member to satisfactorily participate in a drug abuse assistance or rehabilitation program (41 USC § 8104).
1006.9 CONFIDENTIALITY
The Department recognizes the confidentiality and privacy due to its members. Disclosure of any information relating to substance abuse treatment, except on a need-to-know basis, shall only be with the express written consent of the member involved or pursuant to lawful process.
The written results of any screening tests and all documents generated by the employee assistance program are considered confidential medical records and shall be maintained in the member's confidential medical file in accordance with the Personnel Records Policy.
Policy
1007
Imperial Police Department
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Published with permission by Imperial Police Department ***DRAFT*** Sick Leave - 682 Sick Leave
1007.1 PURPOSE AND SCOPE
This policy provides general guidance regarding the use and processing of sick leave. The accrual and terms of use of sick leave for eligible employees are detailed in the City personnel manual or applicable collective bargaining agreement.
This policy is not intended to cover all types of sick or other leaves. For example, employees may be entitled to additional paid or unpaid leave for certain family and medical reasons as provided for in the Family and Medical Leave Act (FMLA) (29 USC § 2601 et seq.), the California Family Rights Act, leave for victims of crime or abuse, or for organ or bone marrow donor procedures (29 CFR 825; Government Code § 12945.2; Labor Code § 230 Government Code § 12945.1 8; Labor Code § 1510).
1007.2 POLICY
It is the policy of the Imperial Police Department to provide eligible employees with a sick leave benefit.
1007.3 USE OF SICK LEAVE
Sick leave is intended to be used for qualified absences. Sick leave is not considered vacation.
Abuse of sick leave may result in discipline, denial of sick leave benefits, or both.
Employees on sick leave shall not engage in other employment or self-employment or participate in any sport, hobby, recreational activity or other activity that may impede recovery from the injury or illness (see Outside Employment Policy).
Qualified appointments should be scheduled during a member’s non-working hours when it is reasonable to do so.
1007.3.1 NOTIFICATION
All All members should notify the Watch Commander Watch Commander or appropriate supervisor as soon as they are aware that they will not be able to report to work and no less than four hour s one hour before the start of their scheduled shifts. If, due to an emergency, a member is unable to contact the supervisor, every effort should be made to have a representative for the member contact the supervisor (Labor Code § 246 ).
When the necessity to be absent from work is foreseeable, such as planned medical appointments or treatments, the member shall, whenever possible and practicable, provide the Department Department with no less than 30 days' notice of the impending absence (Labor Code § 246).
Upon return to work, members are responsible for ensuring their time off was appropriately accounted for, and for completing and submitting the required documentation describing the type of time off used and the specific amount of time taken.
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Published with permission by Imperial Police Department ***DRAFT*** Sick Leave - 683 1007.4 EXTENDED ABSENCE
Members absent from duty for more than t wo consecutive three consecutive days may be required to furnish a statement from a health care provider supporting the need to be absent and/ or the ability to return to work. Members on an extended absence shall, if possible, contact their supervisor at specified intervals to provide an update on their absence and expected date of return.
Nothing in this section precludes a supervisor from requiring, with cause, a health care provider's provider’s statement for an absence of two three or fewer days after the first two th ree three days of paid sick leave are used in a 12-month period.
1007.5 SUPERVISOR RESPONSIBILITIES
The responsibilities of supervisors include, but are not limited to:
(a) Monitoring and regularly reviewing the attendance of those under their command to ensure that the use of sick leave and absences is consistent with this policy. (b) Attempting to determine whether an absence of four or more days may qualify as family medical leave and consulting with legal counsel or the Department of Human Resources as appropriate.
(c) Addressing absences and sick leave use in the member’s performance evaluation when excessive or unusual use has:
1. Negatively affected the member’s performance or ability to complete assigned duties.
2. Negatively affected department operations.
(d) When appropriate, counseling members regarding excessive absences and/or inappropriate use of sick leave.
(e) Referring eligible members to an available employee assistance program when appropriate.
1007.6 REQUIRED NOTICES
The Human Resources Manager shall ensure:
(a) Written notice of the amount of paid sick leave available is provided to employees as provided in Labor Code § 246.
(b) A poster is displayed in a conspicuous place for employees to review that contains information on paid sick leave as provided in Labor Code § 247.
Policy
1008
Imperial Police Department
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Published with permission by Imperial Police Department ***DRAFT*** Communicable Diseases - 684 Communicable Diseases
1008.1 PURPOSE AND SCOPE
This policy provides general guidelines to assist in minimizing the risk of department members contracting and/or spreading communicable diseases.
1008.1.1 DEFINITIONS
Definitions related to this policy include:
Communicable disease - A human disease caused by microorganisms that are present in and transmissible through human blood, bodily fluid, tissue, or by breathing or coughing. These diseases commonly include, but are not limited to, hepatitis B virus (HBV), HIV and tuberculosis.
Exposure - When an eye, mouth, mucous membrane or non-intact skin comes into contact with blood or other potentially infectious materials, or when these substances are injected or infused under the skin; when an individual is exposed to a person who has a disease that can be passed through the air by talking, sneezing or coughing (e.g., tuberculosis), or the individual is in an area that was occupied by such a person. Exposure only includes those instances that occur due to a member’s position at the Imperial Police Department. (See the exposure control plan for further details to assist in identifying whether an exposure has occurred.) 1008.2 POLICY
The Imperial Police Department is committed to providing a safe work environment for its members. Members should be aware that they are ultimately responsible for their own health and safety.
1008.3 EXPOSURE CONTROL OFFICER
The Chief of Police will assign a person as the Exposure Control Officer (ECO). The ECO shall develop an exposure control plan that includes:
(a) Exposure-prevention and decontamination procedures. (b) Procedures for when and how to obtain medical attention in the event of an exposure or suspected exposure.
(c) The provision that department members will have no-cost access to the appropriate personal protective equipment (PPE) (e.g., gloves, face masks, eye protection, pocket masks) for each member's position and risk of exposure. (d) Evaluation of persons in custody for any exposure risk and measures to separate them (15 CCR 1051; 15 CCR 1207).
(e) Compliance with all relevant laws or regulations related to communicable diseases, including:
1. Responding to requests and notifications regarding exposures covered under the Ryan White law (42 USC § 300ff-133; 42 USC § 300ff-136).
2. Bloodborne pathogen mandates including (8 CCR 5193):
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Published with permission by Imperial Police Department ***DRAFT*** Communicable Diseases - 685 (a) Sharps injury log.
(b) Needleless systems and sharps injury protection.
3. Airborne transmissible disease mandates including (8 CCR 5199):
(a) Engineering and work practice controls related to airborne transmissible diseases.
(b) Distribution of appropriate personal protective equipment to minimize exposure to airborne disease.
4. Promptly notifying the county health officer regarding member exposures (Penal Code § 7510).
5. Establishing procedures to ensure that members request exposure notification from health facilities when transporting a person that may have a communicable disease and that the member is notified of any exposure as required by Health and Safety Code § 1797.188.
6. Informing members of the provisions of Health and Safety Code § 1797.188 (exposure to communicable diseases and notification).
(f) Provisions for acting as the designated officer liaison with health care facilities regarding communicable disease or condition exposure notification. The designated officer should coordinate with other department members to fulfill the role when not available. The designated officer shall ensure that the name, title, and telephone number of the designated officer is posted on the Department website (Health and Safety Code § 1797.188).
The ECO should also act as the liaison with the Division of Occupational Safety and Health (Cal/ OSHA) and may request voluntary compliance inspections. The ECO shall annually review and update the exposure control plan and review implementation of the plan (8 CCR 5193). 1008.4 EXPOSURE PREVENTION AND MITIGATION
1008.4.1 GENERAL PRECAUTIONS
All members are expected to use good judgment and follow training and procedures related to mitigating the risks associated with communicable disease. This includes, but is not limited to (8 CCR 5193):
(a) Stocking disposable gloves, antiseptic hand cleanser, CPR masks or other specialized equipment in the work area or department vehicles, as applicable. (b) Wearing department-approved disposable gloves when contact with blood, other potentially infectious materials, mucous membranes and non-intact skin can be reasonably anticipated.
(c) Washing hands immediately or as soon as feasible after removal of gloves or other PPE.
(d) Treating all human blood and bodily fluids/tissue as if it is known to be infectious for a communicable disease.
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Published with permission by Imperial Police Department ***DRAFT*** Communicable Diseases - 686 (e) Using an appropriate barrier device when providing CPR. (f) Using a face mask or shield if it is reasonable to anticipate an exposure to an airborne transmissible disease.
(g) Decontaminating non-disposable equipment (e.g., flashlight, control devices, clothing and portable radio) as soon as possible if the equipment is a potential source of exposure.
1. Clothing that has been contaminated by blood or other potentially infectious materials shall be removed immediately or as soon as feasible and stored/ decontaminated appropriately.
(h) Handling all sharps and items that cut or puncture (e.g., needles, broken glass, razors, knives) cautiously and using puncture-resistant containers for their storage and/or transportation.
(i) Avoiding eating, drinking, smoking, applying cosmetics or lip balm, or handling contact lenses where there is a reasonable likelihood of exposure. (j) Disposing of biohazardous waste appropriately or labeling biohazardous material properly when it is stored.
1008.4.2 IMMUNIZATIONS
Members who could be exposed to HBV due to their positions may receive the HBV vaccine and any routine booster at no cost (8 CCR 5193).
1008.5 POST EXPOSURE
1008.5.1 INITIAL POST-EXPOSURE STEPS
Members who experience an exposure or suspected exposure shall:
(a) Begin decontamination procedures immediately (e.g., wash hands and any other skin with soap and water, flush mucous membranes with water). (b) Obtain medical attention as appropriate.
(c) Notify a supervisor as soon as practicable.
1008.5.2 REPORTING REQUIREMENTS
The supervisor on-duty shall investigate every exposure or suspected exposure that occurs as soon as possible following the incident. The supervisor shall ensure the following information is documented (8 CCR 5193):
(a) Name and Social Security number of the member exposed (b) Date and time of the incident
(c) Location of the incident
(d) Potentially infectious materials involved and the source of exposure (e.g., identification of the person who may have been the source)
(e) Work being done during exposure
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Published with permission by Imperial Police Department ***DRAFT*** Communicable Diseases - 687 (f) How the incident occurred or was caused
(g) PPE in use at the time of the incident
(h) Actions taken post-event (e.g., clean-up, notifications) The supervisor shall advise the member that disclosing the identity and/or infectious status of a source to the public or to anyone who is not involved in the follow-up process is prohibited.
The supervisor should complete the incident documentation in conjunction with other reporting requirements that may apply (see the Occupational Disease and Work-Related Injury Reporting Policy).
1008.5.3 MEDICAL CONSULTATION, EVALUATION AND TREATMENT Department members shall have the opportunity to have a confidential medical evaluation immediately after an exposure and follow-up evaluations as necessary (8 CCR 5193).
The ECO should request a written opinion/evaluation from the treating medical professional that contains only the following information:
(a) Whether the member has been informed of the results of the evaluation. (b) Whether the member has been notified of any medical conditions resulting from exposure to blood or other potentially infectious materials which require further evaluation or treatment.
No other information should be requested or accepted by the ECO. 1008.5.4 COUNSELING
The Department shall provide the member, and his/her family if necessary, the opportunity for counseling and consultation regarding the exposure (8 CCR 5193). 1008.5.5 SOURCE TESTING
Testing a person for communicable diseases when that person was the source of an exposure should be done when it is desired by the exposed member or when it is otherwise appropriate (8 CCR 5193). Source testing is the responsibility of the ECO. If the ECO is unavailable to seek timely testing of the source, it is the responsibility of the exposed member’s supervisor to ensure testing is sought.
Source testing may be achieved by:
(a) Obtaining consent from the individual.
(b) Complying with the statutory scheme of Health and Safety Code § 121060. This includes seeking consent from the person who was the source of the exposure and seeking a court order if consent is not given.
(c) Testing the exposed member for evidence of a communicable disease and seeking consent from the source individual to either access existing blood samples for testing or for the source to submit to testing (Health and Safety Code § 120262). (d) Taking reasonable steps to immediately contact the County Health Officer and provide preliminary information regarding the circumstances of the exposure and the status Imperial Police Department
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(e) Under certain circumstances, a court may issue a search warrant for the purpose of HIV testing a person when the exposed member qualifies as a crime victim (Penal Code § 1524.1).
Since there is the potential for overlap between the different manners in which source testing may occur, the ECO is responsible for coordinating the testing to prevent unnecessary or duplicate testing.
The ECO should seek the consent of the individual for testing and consult the City Attorney to discuss other options when no statute exists for compelling the source of an exposure to undergo testing if he/she refuses.
1008.6 CONFIDENTIALITY OF REPORTS
Medical information shall remain in confidential files and shall not be disclosed to anyone without the member’s written consent (except as required by law). Test results from persons who may have been the source of an exposure are to be kept confidential as well. 1008.7 TRAINING
All members shall participate in training regarding communicable diseases commensurate with the requirements of their position. The training (8 CCR 5193):
(a) Shall be provided at the time of initial assignment to tasks where an occupational exposure may take place and at least annually after the initial training. (b) Shall be provided whenever the member is assigned new tasks or procedures affecting his/her potential exposure to communicable disease.
(c) Should provide guidance on what constitutes an exposure, what steps can be taken to avoid an exposure and what steps should be taken if a suspected exposure occurs.
Policy
1009
Imperial Police Department
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Published with permission by Imperial Police Department ***DRAFT*** Smoking and Tobacco Use - 689 Smoking and Tobacco Use
1009.1 PURPOSE AND SCOPE
This This policy establishes limitations on smoking , vaping, and the use of tobacco products by members and others while on-duty or while in Imperial Police Department facilities or vehicles.
For the purposes of this policy, smoking , vaping, and tobacco use includes, but is not limited to, any tobacco product, such as cigarettes, cigars, pipe tobacco, snuff, tobacco pouches and chewing tobacco, as well as any device intended to simulate smoking, such as an electronic cigarette (e-cigarette) or personal vaporizer.
1009.2 POLICY
The Imperial Police Department recognizes that tobacco use is a health risk and can be offensive to others.
Smoking , vaping, and tobacco use also presents an unprofessional image for the Department Department and its members. Therefore smoking , vaping, and tobacco use is prohibited by members and visitors in all department department facilities, buildings and vehicles, and as is further outlined in this policy (Government Code § 7597; Labor Code § 6404.5). 1009.3 SMOKING , VAPING AND TOBACCO USE
Smoking , vaping and tobacco use by members is prohibited anytime members are in public view representing the Imperial Imperial Police Department.
It shall be the responsibility of each member to ensure that no person under his/her supervision smokes , vapes or uses any tobacco product inside City facilities and vehicles. 1009.4 ADDITIONAL PROHIBITIONS
No person shall use tobacco products within 20 feet of a main entrance, exit or operable window of any public building (including any department facility), or buildings on the campuses of the University of California, California State University and California community colleges, whether present for training, enforcement or any other purpose (Government Code § 7596 et seq.). 1009.4.1 NOTICE
The Chief of Police or the authorized designee should ensure that proper signage is posted at each entrance to the Department facility (Labor Code § 6404.5).
Policy
1010
Imperial Police Department
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Published with permission by Imperial Police Department ***DRAFT*** Personnel Complaints - 690 Personnel Complaints
1010.1 PURPOSE AND SCOPE
This policy provides guidelines for the reporting, investigation and disposition of complaints regarding the conduct of members of the Imperial 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. 1010.2 POLICY
The Imperial Police Department takes seriously all complaints regarding the service provided by the Department and the conduct of its members.
The Department will accept and 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.
1010.3 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 Department. 1010.3.1 COMPLAINT CLASSIFICATIONS
Personnel complaints shall be classified in one of the following categories:
Informal - A matter in which the Watch Commander is satisfied that appropriate action has been taken by a supervisor of rank greater than the accused member.
Formal - A matter in 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 Internal Affairs 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 Internal Affairs Unit, such matters may be further investigated depending on the seriousness of the complaint and the availability of sufficient information.
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Published with permission by Imperial Police Department ***DRAFT*** Personnel Complaints - 691 1010.3.2 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. (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. 1010.4 AVAILABILITY AND ACCEPTANCE OF COMPLAINTS
1010.4.1 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.
1010.4.2 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 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 Department (Penal Code § 832.7).
1010.4.3 AVAILABILITY OF WRITTEN PROCEDURES
The Department shall make available to the public a written description of the investigation procedures for complaints (Penal Code § 832.5).
1010.4.4 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 Imperial Police Department
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Published with permission by Imperial Police Department ***DRAFT*** Personnel Complaints - 692 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). 1010.5 DOCUMENTATION
Supervisors shall ensure that all formal and informal complaints are documented on a complaint form. The supervisor shall ensure that the nature of the complaint is defined as clearly as possible.
All complaints and inquiries 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 Department should audit the log and send an audit report to the Chief of Police or the authorized designee.
1010.6 ADMINISTRATIVE INVESTIGATIONS
Allegations of misconduct will be administratively investigated as follows. 1010.6.1 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.
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 Division 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 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.
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Published with permission by Imperial Police Department ***DRAFT*** Personnel Complaints - 693 (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:
1. Making reasonable efforts to obtain names, addresses and telephone numbers of witnesses.
2. 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.
1010.6.2 ADMINISTRATIVE INVESTIGATION PROCEDURES
Whether conducted by a supervisor or a member of the Internal Affairs 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 Imperial 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.
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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.
(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). 1010.6.3 ADMINISTRATIVE INVESTIGATION FORMAT
Formal investigations of personnel complaints shall be thorough, complete and essentially follow this format:
Introduction - Include the identity of the members, the identity of the assigned investigators, the initial date and source of the complaint.
Synopsis - Provide a brief summary of the facts giving rise to the investigation.
Summary - List the allegations separately, including applicable policy sections, with a brief summary of the evidence relevant to each allegation. A separate recommended finding should be provided for each allegation.
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Published with permission by Imperial Police Department ***DRAFT*** Personnel Complaints - 695 Evidence - Each allegation should be set forth with the details of the evidence applicable to each allegation provided, including comprehensive summaries of member and witness statements.
Other evidence related to each allegation should also be detailed in this section.
Conclusion - A recommendation regarding further action or disposition should be provided.
Exhibits - A separate list of exhibits (e.g., recordings, photos, documents) should be attached to the report.
1010.6.4 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.
1010.6.5 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. 1010.6.6 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.
1010.7 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.
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Published with permission by Imperial Police Department ***DRAFT*** Personnel Complaints - 696 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). 1010.7.1 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
1010.8 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 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. 1010.9 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.
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.
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Published with permission by Imperial Police Department ***DRAFT*** Personnel Complaints - 697 The Imperial 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. 1010.10 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. 1010.10.1 DIVISION COMMANDER RESPONSIBILITIES
Upon receipt of any completed personnel investigation, the Division Commander of the involved member shall review the entire investigative file, the member's personnel file and any other relevant materials.
The Division 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 Division 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 Division 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. 1010.10.2 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 Division 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 predisciplinary 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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2. If the member elects to respond orally, the presentation may be recorded by the 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. 1010.10.3 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)).
1010.10.4 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)).
1010.11 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 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.
1010.12 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 Imperial Police Department
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Published with permission by Imperial Police Department ***DRAFT*** Personnel Complaints - 699 itself shall not serve as grounds for the termination of any pending investigation or discipline (Penal Code § 13510.8). Is this still allowed?
1010.13 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). 1010.14 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. 1010.15 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. 1010.16 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.
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1. A POST affidavit-of-separation form shall be executed and maintained by the 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 Imperial 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.
1010.16.1 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 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:
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).
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Published with permission by Imperial Police Department ***DRAFT*** Personnel Complaints - 701 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.
1010.16.2 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 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. This section has a lot of information and I am sure there is a lot of changes with the process. I would like to discuss this or have 400 take a look at it.
Policy
1011
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Published with permission by Imperial Police Department ***DRAFT*** Seat Belts - 702 Seat Belts
1011.1 PURPOSE AND SCOPE
This This policy establishes guidelines for the use of seat belts and child restraints. This policy will apply to all members operating or riding in department department vehicles (Vehicle Code § 27315.5).
Guidance for transporting persons in custody may be found in the Transporting Persons in Custody and Handcuffing and Restraints policies.
1011.1.1 DEFINITIONS
Definitions related to this policy include:
Child restraint system - An infant or child passenger restraint system that meets Federal Motor Vehicle Safety Standards (FMVSS) and Regulations set forth in 49 CFR 571.213. 1011.2 POLICY
It is the policy of the Imperial Police Department that members use safety and child restraint systems to reduce the possibility of death or injury in a motor vehicle collision. 1011.3 WEARING OF SAFETY RESTRAINTS
All members shall wear properly adjusted safety restraints when operating or riding in a seat equipped with restraints, in any vehicle owned, leased or rented by this department while on- or off-duty, or in any privately owned vehicle while on-duty. The member driving such a vehicle shall ensure that all other occupants, including non-members, are also properly restrained.
Exceptions to the requirement to wear safety restraints may be made only in exceptional situations where, due to unusual circumstances, wearing a seat belt would endanger the member or the public. Members must be prepared to justify any deviation from this requirement. 1011.4 TRANSPORTING CHILDREN
Children under the age of 8 shall be transported in compliance with California’s child restraint system requirements (Vehicle Code § 27360; Vehicle Code § 27363).
Rear seat passengers in a cage-equipped vehicle may have reduced clearance, which requires careful seating and positioning of seat belts. Due to this reduced clearance, and if permitted by law, children and any child restraint system may be secured in the front seat of such vehicles provided this positioning meets federal safety standards and the vehicle and child restraint system manufacturer’s design and use recommendations. In the event that a child is transported in the front seat of a vehicle, the seat should be pushed back as far as possible and the passengerside airbag should be deactivated. If this is not possible, members should arrange alternate transportation when feasible. A child shall not be transported in a rear-facing child restraint system in the front seat in a vehicle that is equipped with an active frontal passenger airbag (Vehicle Code § 27363).
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Published with permission by Imperial Police Department ***DRAFT*** Seat Belts - 703 1011.5 TRANSPORTING PERSONS IN CUSTODY
Persons who are in custody should be in a seated position and secured in the rear seat of any department vehicle with a restraint system or, when a restraint system is not available, by seat belts provided by the vehicle manufacturer. The restraint system is not intended to be a substitute for handcuffs or other appendage restraints.
An incarcerated person in leg restraints shall be transported in accordance with the Handcuffing and Restraints Policy.
1011.6 INOPERABLE SEAT BELTS
Department vehicles shall not be operated when the seat belt in the driver's position is inoperable.
Persons shall not be transported in a seat in which the seat belt is inoperable.
Department vehicle seat belts shall not be modified, removed, deactivated or altered in any way, except by the vehicle maintenance and repair staff, who shall do so only with the express authorization of the Chief of Police.
Members who discover an inoperable restraint system shall report the defect to the appropriate supervisor. Prompt action will be taken to replace or repair the system. 1011.7 VEHICLES MANUFACTURED WITHOUT SEAT BELTS
Vehicles manufactured and certified for use without seat belts or other restraint systems are subject to the manufacturer’s operator requirements for safe use. 1011.8 VEHICLE AIRBAGS
In all vehicles equipped with airbag restraint systems, the system will not be tampered with or deactivated, except when transporting children as written elsewhere in this policy. All equipment installed in vehicles equipped with airbags will be installed as per the vehicle manufacturer specifications to avoid the danger of interfering with the effective deployment of the airbag device.
Policy
1012
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Published with permission by Imperial Police Department ***DRAFT*** Body Armor - 704 Body Armor
1012.1 PURPOSE AND SCOPE
The purpose of this policy is to provide law enforcement officers with guidelines for the proper use of body armor.
1012.2 POLICY
It is the policy of the Imperial Police Department to maximize officer safety through the use of body armor in combination with prescribed safety procedures. While body armor provides a significant level of protection, it is not a substitute for the observance of officer safety procedures. 1012.3 ISSUANCE OF BODY ARMOR
The Administration supervisor shall ensure that body armor is issued to all officers when the officer begins service at the Imperial Police Department and that, when issued, the body armor meets or exceeds the standards of the National Institute of Justice.
The Administration supervisor shall establish a body armor replacement schedule and ensure that replacement body armor is issued pursuant to the schedule or whenever the body armor becomes worn or damaged to the point that its effectiveness or functionality has been compromised. 1012.3.1 USE OF SOFT BODY ARMOR
Generally, the use of body armor is required subject to the following:
(a) Officers shall only wear agency-approved body armor. (b) Officers shall wear body armor anytime they are in a situation where they could reasonably be expected to take enforcement action.
(c) Officers may be excused from wearing body armor when they are functioning primarily in an administrative or support capacity and could not reasonably be expected to take enforcement action.
(d) Body armor shall be worn when an officer is working in uniform or taking part in Department range training.
(e) An officer may be excused from wearing body armor when he/she is involved in undercover or plainclothes work that his/her supervisor determines could be compromised by wearing body armor, or when a supervisor determines that other circumstances make it inappropriate to mandate wearing body armor. 1012.3.2 INSPECTIONS OF BODY ARMOR
Supervisors should ensure that body armor is worn and maintained in accordance with this policy through routine observation and periodic documented inspections. Annual inspections of body armor should be conducted by an authorized designee for fit, cleanliness, and signs of damage, abuse and wear.
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Published with permission by Imperial Police Department ***DRAFT*** Body Armor - 705 1012.3.3 CARE AND MAINTENANCE OF SOFT BODY ARMOR
Soft body armor should never be stored for any period of time in an area where environmental conditions (e.g., temperature, light, humidity) are not reasonably controlled (e.g., normal ambient room temperature/humidity conditions), such as in automobiles or automobile trunks.
Soft body armor should be cared for and cleaned pursuant to the manufacturer’s care instructions provided with the soft body armor. The instructions can be found on labels located on the external surface of each ballistic panel. The carrier should also have a label that contains care instructions.
Failure to follow these instructions may damage the ballistic performance capabilities of the armor.
If care instructions for the soft body armor cannot be located, contact the manufacturer to request care instructions.
Soft body armor should not be exposed to any cleaning agents or methods not specifically recommended by the manufacturer, as noted on the armor panel label.
Soft body armor should be replaced in accordance with the manufacturer’s recommended replacement schedule.
1012.4 RANGEMASTER RESPONSIBILITIES
The Rangemaster should:
(a) Monitor technological advances in the body armor industry for any appropriate changes to Department approved body armor.
(b) Assess weapons and ammunition currently in use and the suitability of approved body armor to protect against those threats.
(c) Provide training that educates officers about the safety benefits of wearing body armor.
Policy
1013
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Published with permission by Imperial Police Department ***DRAFT*** Personnel Records - 706 Personnel Records
1013.1 PURPOSE AND SCOPE
This policy governs maintenance and access to personnel records. Personnel records include any file maintained under an individual member's name._
1013.2 POLICY
It is the policy of this department to maintain personnel records and preserve the confidentiality of personnel records pursuant to the Constitution and the laws of California (Penal Code § 832.7). 1013.3 DEPARTMENT FILE
The department file shall be maintained as a record of a person’s employment/appointment with this department. The department file should contain, at a minimum:
(a) Personal data, including photographs, marital status, names of family members, educational and employment history, or similar information. A photograph of the member should be permanently retained.
(b) Election of employee benefits.
(c) Personnel action reports reflecting assignments, promotions, and other changes in employment/appointment status. These should be permanently retained. (d) Original performance evaluations. These should be permanently retained. (e) Discipline records, including copies of sustained personnel complaints (see the Personnel Complaints Policy).
1. Disciplinary action resulting from sustained internally initiated complaints or observation of misconduct shall be maintained pursuant to the established records retention schedule and at least four years (Government Code § 12946).
2. Disciplinary action resulting from a sustained civilian's complaint involving misconduct shall be maintained pursuant to the established records retention schedule and at least 15 years (Penal Code § 832.5).
3. A civilian’s complaint involving misconduct that was not sustained shall be maintained pursuant to the established records retention schedule and at least five years (Penal Code § 832.5).
(f) Adverse comments such as supervisor notes or memos may be retained in the department file after the member has had the opportunity to read and initial the comment (Government Code § 3305).
1. Once a member has had an opportunity to read and initial any adverse comment, the member shall be given the opportunity to respond in writing to the adverse comment within 30 days (Government Code § 3306).
2. Any member response shall be attached to and retained with the original adverse comment (Government Code § 3306).
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3. If a member refuses to initial or sign an adverse comment, at least one supervisor should note the date and time of such refusal on the original comment and the member should sign or initial the noted refusal. Such a refusal, however, shall not be deemed insubordination, nor shall it prohibit the entry of the adverse comment into the member's file (Government Code § 3305). (g) Commendations and awards.
(h) Any other information, the disclosure of which would constitute an unwarranted invasion of personal privacy.
1013.4 DIVISION FILE
Division files may be separately maintained internally by a member's supervisor for the purpose of completing timely performance evaluations. The Division file may contain supervisor comments, notes, notices to correct and other materials that are intended to serve as a foundation for the completion of timely performance evaluations.
All materials intended for this interim file shall be provided to the employee prior to being placed in the file in accordance with Government Code § 3305 and Government Code § 3306. 1013.5 TRAINING FILE
An individual training file shall be maintained by the Training Sergeant for each member. Training files will contain records of all training; original or photocopies of available certificates, transcripts, diplomas and other documentation; and education and firearms qualifications. Training records may also be created and stored remotely, either manually or automatically (e.g., Daily Training Bulletin (DTB) records). _
(a) The involved member is responsible for providing the Training Sergeant or immediate supervisor with evidence of completed training/education in a timely manner. (b) The Training Sergeant or supervisor shall ensure that copies of such training records are placed in the member’s training file.
1013.5 INTERNAL AFFAIRS FILE
Internal affairs files shall be maintained under the exclusive control of the Internal Affairs Unit in conjunction with the office of the Chief of Police. Access to these files may only be approved by the Chief of Police or the Internal Affairs Unit supervisor.
These files shall contain the complete investigation of all formal complaints of member misconduct, regardless of disposition (Penal Code § 832.12). Investigations of complaints that result in the following findings shall not be placed in the member's file but will be maintained in the internal affairs file:
(a) Not sustained
(b) Unfounded
(c) Exonerated
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Published with permission by Imperial Police Department ***DRAFT*** Personnel Records - 708 Investigation files arising out of sustained civilian’s complaints involving misconduct shall be maintained pursuant to the established records retention schedule and for a period of at least 15 years. Investigations that resulted in other than a sustained finding may not be used by the Department to adversely affect an employee’s career (Penal Code § 832.5).
Investigation files arising out of internally generated complaints shall be maintained pursuant to the established records retention schedule and for at least four years (Government Code § 12946).
Investigation files arising out of a civilian complaint involving misconduct that was not sustained shall be maintained pursuant to the established records retention schedule and for at least five years (Penal Code § 832.5).
1013.6 MEDICAL FILE
A medical file shall be maintained separately from all other personnel records and shall contain all documents relating to the member’s medical condition and history, including but not limited to:
(a) Materials relating to a medical leave of absence, including leave under the Family and Medical Leave Act (FMLA).
(b) Documents relating to workers’ compensation claims or the receipt of short- or longterm disability benefits. (c) Fitness-for-duty examinations, psychological and physical examinations, follow-up inquiries and related documents.
(d) Medical release forms, doctor’s slips and attendance records that reveal a member’s medical condition.
(e) Any other documents or materials that reveal the member’s medical history or medical condition, including past, present or future anticipated mental, psychological or physical limitations.
1013.7 SECURITY
Personnel records should be maintained in a secured location and locked either in a cabinet or access-controlled room. Personnel records maintained in an electronic format should have adequate password protection.
Personnel records are subject to disclosure only as provided in this policy, the Records Maintenance and Release Policy or according to applicable discovery procedures.
Nothing in this policy is intended to preclude review of personnel records by the City Manager, City Attorney or other attorneys or representatives of the City in connection with official business._ 1013.7.1 REQUESTS FOR DISCLOSURE
Any member receiving a request for a personnel record shall promptly notify the Custodian of Records or other person charged with the maintenance of such records.
Upon receipt of any such request, the responsible person shall notify the affected member as soon as practicable that such a request has been made (Evidence Code § 1043).
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Published with permission by Imperial Police Department ***DRAFT*** Personnel Records - 709 The responsible person shall further ensure that an appropriate response to the request is made in a timely manner, consistent with applicable law. In many cases, this may require assistance of available legal counsel.
All requests for disclosure that result in access to a member’s personnel records shall be logged in the corresponding file._
1013.7.2 RELEASE OF PERSONNEL INFORMATION
Personnel records shall not be disclosed except as allowed by law (Penal Code § 832.7; Evidence Code § 1043) (See see also Records Maintenance and Release Policy).
Any person who maliciously, and with the intent to obstruct justice or the due administration of the laws, publishes, disseminates, or otherwise discloses the residence address or telephone number of any member of this department may be guilty of a misdemeanor (Penal Code § 146e).
The Department may release any factual information concerning a disciplinary investigation if the member who is the subject of the investigation (or the member's representative) publicly makes a statement that is published in the media and that the member (or representative) knows to be false. The disclosure of such information, if any, shall be limited to facts that refute any such false statement (Penal Code § 832.7).
The Department may, without a request, disclose to the public the cause of termination for a disclosable incident involving a former officer, as permitted by law (Penal Code § 832.7(b)(13)). 1013.7.3 RELEASE OF LAW ENFORCEMENT GANG INFORMATION
Information relating to the termination of an officer from this department for participation in a law enforcement gang shall be disclosed to another law enforcement agency that is conducting a preemployment background investigation except where specifically prohibited by law (Penal Code § 13670).
1013.7.4 RELEASE OF PEACE OFFICER RECORDS RELATING TO HATE COMPLAINTS Records relating to an officer for an investigation of a hate complaint described in Penal Code § 13682 with a sustained finding that the officer engaged in membership in a hate group, participated in a hate group activity, or advocacy of public expressions of hate are not confidential and shall be made available for public inspection though a public records request (Penal Code § 13683).
Records disclosed may be redacted as provided in Penal Code § 13683. 1013.8 RELEASE OF PERSONNEL RECORDS AND RECORDS RELATED TO CERTAIN
INCIDENTS, COMPLAINTS, AND INVESTIGATIONS OF OFFICERS
Personnel records and records related to certain incidents, complaints, and investigations of officers shall be released pursuant to a proper request under the Public Records Act and subject to redaction and delayed release as provided by law.
The Custodian of Records should work as appropriate with the Chief of Police or the Internal Affairs Unit supervisor in determining what records may qualify for disclosure when a request for records is received and if the requested record is subject to redaction or delay from disclosure.
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Published with permission by Imperial Police Department ***DRAFT*** Personnel Records - 710 For purposes of this section, a record includes (Penal Code § 832.7(b)(3):
• All investigation reports.
• Photographic, audio, and video evidence.
• Transcripts or recordings of interviews.
• Autopsy reports.
• All materials compiled and presented for review to the District Attorney or to any person or body charged with determining whether to file criminal charges against an officer in connection with an incident, whether the officer’s action was consistent with law and department policy for purposes of discipline or administrative action, or what discipline to impose or corrective action to take.
• Documents setting forth findings or recommending findings. • Copies of disciplinary records relating to the incident, including any letters of intent to impose discipline, any documents reflecting modifications of discipline due to the Skelly or grievance process, and letters indicating final imposition of discipline or other documentation reflecting implementation of corrective action.
Unless a record or information is confidential or qualifies for delayed disclosure as provided by Penal Code § 832.7(b)(8) or other law, the following records (hereinafter qualifying records) shall be made available for public inspection no later than 45 days from the date of a request (Penal Code § 832.7(b)(1)):
(a) Records relating to the report, investigation, or findings of:
1. The discharge of a firearm at another person by an officer.
2. The use of force against a person resulting in death or in great bodily injury (as defined by Penal Code § 243(f)(4)) by an officer.
3. A sustained finding involving a complaint that alleges unreasonable or excessive force.
4. A sustained finding that an officer failed to intervene against another officer using force that is clearly unreasonable or excessive.
(b) Records relating to an incident where a sustained finding was made by the Department or oversight agency regarding:
1. An officer engaged in sexual assault of a member of the public (as defined by Penal Code § 832.7(b)).
2. Dishonesty of an officer relating to the reporting, investigation, or prosecution of a crime, or directly relating to the reporting of, or investigation of misconduct by, another officer, including but not limited to any false statements, filing false reports, destruction, falsifying, or concealing of evidence, or perjury._
3. An officer engaged in conduct including but not limited to verbal statements, writings, online posts, recordings, and gestures involving prejudice or discrimination against a person on the basis of race, religious creed, color, Imperial Police Department
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Published with permission by Imperial Police Department ***DRAFT*** Personnel Records - 711 national origin, ancestry, physical disability, mental disability, medical condition, genetic information, marital status, sex, gender, gender identity, gender expression, age, sexual orientation, or military and veteran status.
4. An officer made an unlawful arrest or conducted an unlawful search.
Qualifying records will be made available regardless of whether the officer resigns before the Department or an oversight agency concludes its investigation (Penal Code § 832.7(b)(3)).
A record from a separate and prior investigation or assessment of a separate incident shall not be released unless it is independently subject to disclosure (Penal Code § 832.7(b)(4)).
When an investigation involves multiple officers, the Department shall not release information about allegations of misconduct or the analysis or disposition of an investigation of an officer unless it relates to a sustained finding of a qualified allegation as provided by Penal Code § 832.7(b)(5).
However, factual information about the action of the officer during an incident or the statements of an officer shall be released if the statements are relevant to a finding of the qualified allegation against another officer that is subject to release (Penal Code § 832.7(b)(5)). 1013.8.1 REDACTION
The Custodian of Records, in consultation with the Chief of Police or authorized designee, shall redact the following portions of qualifying records made available for release (Penal Code § 832.7(b)(6)):
(a) Personal data or information (e.g., home address, telephone number, identities of family members) other than the names and work-related information of officers (b) Information that would compromise the anonymity of whistleblowers, complainants, victims, and witnesses
(c) Confidential medical, financial, or other information where disclosure is prohibited by federal law or would cause an unwarranted invasion of personal privacy that clearly outweighs the strong public interest in records about possible misconduct and use of force
(d) Where there is a specific, articulable, and particularized reason to believe that disclosure of the record would pose a significant danger to the physical safety of the officer or another person
Additionally, a record may be redacted, including redacting personal identifying information, where, on the facts of the particular case, the public interest served by not disclosing the information clearly outweighs the public interest served by disclosing it (Penal Code § 832.7(b)(7)). 1013.8.2 DELAY OF RELEASE
Unless otherwise directed by the Chief of Police, the Custodian of Records should consult with a supervisor familiar with the underlying investigation to determine whether to delay disclosure of qualifying records due to any of the following conditions (Penal Code § 832.7):
(a) Active criminal investigations
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1. Disclosure may be delayed 60 days from the date the misconduct or use of force occurred or until the District Attorney determines whether to file criminal charges, whichever occurs sooner.
2. After the initial 60 days, delay of disclosure may be continued if the disclosure could reasonably be expected to interfere with a criminal enforcement proceeding against an officer or against someone other than an officer who engaged in misconduct or used the force.
(b) Filed criminal charges
1. When charges are filed related to an incident in which misconduct occurred or force was used, disclosure may be delayed until a verdict on those charges is returned at trial or, if a plea of guilty or no contest is entered, the time to withdraw the plea has passed.
(c) Administrative investigations
1. Disclosure may be delayed until:
(a) There is a determination from the investigation whether the misconduct or use of force violated law or department policy, but no longer than 180 days after the date of the department’s discovery of the misconduct or use of force or allegation of misconduct or use of force
1013.8.3 NOTICE OF DELAY OF RECORDS
When there is justification for delay of disclosure of qualifying records, the Custodian of Records shall provide written notice of the reason for any delay to a requester as follows (Penal Code § 832.7):
(a) Provide the specific basis for the determination that the interest in delaying disclosure clearly outweighs the public interest in disclosure. The notice shall also include the estimated date for the disclosure of the withheld information. (b) When delay is continued beyond the initial 60 days because of criminal enforcement proceedings against anyone, at 180-day intervals provide the specific basis that disclosure could reasonably be expected to interfere with a criminal enforcement proceeding and the estimated date for disclosure.
1. Information withheld shall be disclosed when the specific basis for withholding the information is resolved, the investigation or proceeding is no longer active, or no later than 18 months after the date of the incident, whichever occurs sooner, unless:
(a) When the criminal proceeding is against someone other than an officer and there are extraordinary circumstances to warrant a continued delay due to the ongoing criminal investigation or proceeding, then the Department must show by clear and convincing evidence that the interest in preventing prejudice to the active and ongoing criminal investigation or proceeding outweighs the public interest for prompt disclosure of records about misconduct or use of force by officers.
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Published with permission by Imperial Police Department ***DRAFT*** Personnel Records - 713 In cases where an action to compel disclosure is brought pursuant to Government Code § 6258 7923.000, the Department may justify delay by filing an application to seal the basis for withholding if disclosure of the written basis itself would impact a privilege or compromise a pending investigation (Penal Code § 832.7(b)(8)).
1013.9 MEMBERS' ACCESS TO THEIR PERSONNEL RECORDS
Any member may request access to the member's own personnel records during the normal business hours of those responsible for maintaining such files. Any member seeking the removal of any item from the member's personnel records shall file a written request to the Chief of Police through the chain of command. The Department shall remove any such item if appropriate, or within 30 days provide the member with a written explanation of why the contested item will not be removed. If the contested item is not removed from the file, the member’s request and the written response from the Department shall be retained with the contested item in the member’s corresponding personnel record (Government Code § 3306.5).
Members may be restricted from accessing files containing any of the following information:
(a) An ongoing internal affairs investigation to the extent that it could jeopardize or compromise the investigation pending final disposition or notice to the member of the intent to discipline.
(b) Confidential portions of internal affairs files that have not been sustained against the member.
(c) Criminal investigations involving the member.
(d) Letters of reference concerning employment/appointment, licensing, or issuance of permits regarding the member.
(e) Any portion of a test document, except the cumulative total test score for either a section of the test document or for the entire test document. (f) Materials used by the Department for staff management planning, including judgments or recommendations concerning future salary increases and other wage treatments, management bonus plans, promotions and job assignments, or other comments or ratings used for department planning purposes.
(g) Information of a personal nature about a person other than the member if disclosure of the information would constitute a clearly unwarranted invasion of the other person's privacy.
(h) Records relevant to any other pending claim between the Department and the member that may be discovered in a judicial proceeding.
1013.10 RETENTION AND PURGING
Unless provided otherwise in this policy, personnel records shall be maintained in accordance with the established records retention schedule.
(a) During the preparation of each member’s performance evaluation, all personnel complaints and disciplinary actions should be reviewed to determine the relevancy, Imperial Police Department
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Published with permission by Imperial Police Department ***DRAFT*** Personnel Records - 714 if any, to progressive discipline, training and career development. Each supervisor responsible for completing the member's performance evaluation should determine whether any prior sustained disciplinary file should be retained beyond the required period for reasons other than pending litigation or other ongoing legal proceedings. (b) If a supervisor determines that records of prior discipline should be retained beyond the required period, approval for such retention should be obtained through the chain of command from the Chief of Police.
(c) If, in the opinion of the Chief of Police, a personnel complaint or disciplinary action maintained beyond the required retention period is no longer relevant, all records of such matter may be destroyed in accordance with the established records retention schedule._
Policy
1014
Imperial Police Department
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Published with permission by Imperial Police Department ***DRAFT*** Request for Change of Assignment - 715 Request for Change of Assignment
1014.1 PURPOSE AND SCOPE
It is the intent of the Department that all requests for change of assignment are considered equally. To facilitate the selection process, the following procedure is established whereby all such requests will be reviewed on an equal basis as assignments are made. 1014.2 REQUEST FOR CHANGE OF ASSIGNMENT
Personnel wishing a change of assignment are to complete a Request for Change of Assignment - form MEMO . The - form MEMO should then be forwarded through the chain of command to their Division Commander.
1014.2.1 PURPOSE OF FORM(MEMO)
The - form MEMO is designed to aid employees in listing their qualifications for specific assignments. All relevant experience, education and training should be included when completing this = form MEMO .
All assignments an employee is interested in should be listed on the - form MEMO .
The Request for Change of Assignment - form MEMO will remain in effect until the end of the calendar year in which it was submitted. Effective January 1st of each year, employees still interested in new positions will need to complete and submit a new Change of Assignment Request - form MEMO .
1014.3 SUPERVISOR'S COMMENTARY
The officer's officer’s immediate supervisor shall make appropriate comments in the space provided on the - form MEMO before forwarding it to the Division Commander of the employee involved. In the case of patrol officers, the Watch Commander must comment on the request with his/her recommendation before forwarding the request to the Division Commander. If the Watch Commander does not receive the Change of Assignment Request - Form MEMO , the Division Commander will initial the - form MEMO and and return it to the employee without consideration.
Policy
1015
Imperial Police Department
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Published with permission by Imperial Police Department ***DRAFT*** Commendations and Awards - 716 Commendations and Awards
1015.1 PURPOSE AND SCOPE
This policy provides general guidelines for recognizing commendable or meritorious acts of members of the Imperial Police Department and individuals from the community. 1015.2 POLICY
It is the policy of the Imperial Police Department to recognize and acknowledge exceptional individual or group achievements, performance, proficiency, heroism and service of its members and individuals from the community through commendations and awards. 1015.3 COMMENDATIONS
Commendations for members of the Department or for individuals from the community may be initiated by any department member or by any person from the community. 1015.4 CRITERIA
A meritorious or commendable act may include, but is not limited to:
• Superior handling of a difficult situation.
• Conspicuous bravery or outstanding performance.
• Any action or performance that is above and beyond typical duties. 1015.4.1 DEPARTMENT MEMBER DOCUMENTATION
Members of the Department should document meritorious or commendable acts. The documentation should contain:
(a) Identifying information:
1. For members of the Department - name, division and assignment at the date and time of the meritorious or commendable act
2. For individuals from the community - name, address, telephone number (b) A brief account of the meritorious or commendable act with report numbers, as appropriate.
(c) The signature of the member submitting the documentation. 1015.4.2 COMMUNITY MEMBER DOCUMENTATION
Documentation of a meritorious or commendable act submitted by a person from the community should be accepted in any form. However, written documentation is preferred. Department members accepting the documentation should attempt to obtain detailed information regarding the matter, including:
(a) Identifying information:
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1. For members of the Department - name, division and assignment at the date and time of the meritorious or commendable act
2. For individuals from the community - name, address, telephone number (b) A brief account of the meritorious or commendable act with report numbers, as appropriate.
(c) The signature of the person submitting the documentation. 1015.4.3 PROCESSING DOCUMENTATION
Documentation regarding the meritorious or commendable act of a member of the Department should be forwarded to the appropriate Division Commander for his/her review. The Division Commander should sign and forward the documentation to the Chief of Police for his/her review.
The Chief of Police or the authorized designee will present the commendation to the department member for his/her signature. The documentation will then be returned to the Administration secretary for entry into the member’s personnel file.
Documentation regarding the meritorious or commendable act of an individual from the community should be forwarded to the Administration Division Commander. The documentation will be signed by the Division Commander and forwarded to the Chief of Police for his/her review. An appropriate venue or ceremony to acknowledge the individual’s actions should be arranged. Documentation of the commendation shall be maintained in a file designated for such records. 1015.5 AWARDS
Awards may be bestowed upon members of the Department and individuals from the community.
These awards include:
• Award of Merit.
• Award of Valor.
• Lifesaving Award.
• Meritorious Conduct.
Criteria for each award and the selection, presentation and display of any award are determined by the Chief of Police.
Policy
1016
Imperial Police Department
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Published with permission by Imperial Police Department ***DRAFT*** Fitness for Duty - 718 Fitness for Duty
1016.1 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).
1016.2 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.
1016.3 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 Division 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 Imperial Police Department ***DRAFT*** Fitness for Duty - 719 1016.4 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.
1016.5 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 Division 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.
1016.6 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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Published with permission by Imperial Police Department ***DRAFT*** Fitness for Duty - 720 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. 1016.7 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. 1016.8 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.
Policy
1017
Imperial Police Department
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Published with permission by Imperial Police Department ***DRAFT*** Meal Periods and Breaks - 721 Meal Periods and Breaks
1017.1 PURPOSE AND SCOPE
This policy regarding meals and breaks, insofar as possible shall conform to the policy governing all City employees that has been established by the City Manager. 1017.1.1 MEAL PERIODS
Sworn employees and - dispatchers shall remain on duty subject to call during meal breaks. All other employees are not on call during meal breaks unless directed otherwise by a supervisor.
Uniformed patrol and traffic officers shall request clearance from Dispatch prior to taking a meal period. Uniformed officers shall take their breaks within the City limits unless on assignment outside of the City.
The time spent for the meal period shall not exceed the authorized time allowed. 1017.1.2 15 MINUTE BREAKS
Each employee is entitled to a 15 minute break, near the midpoint, for each four-hour work period.
Only one 15 minute break shall be taken during each four hours of duty. No breaks shall be taken during the first or last hour of an employee’s shift unless approved by a supervisor.
Employees normally assigned to the police facility shall remain in the police facility for their breaks.
This would not prohibit them from taking a break outside the facility if on official business.
Field officers will take their breaks in their assigned areas, subject to call and shall monitor their radios. When field officers take their breaks away from their vehicles, they shall do so only with the knowledge and clearance of Dispatch.
Policy
1018
Imperial Police Department
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Published with permission by Imperial Police Department ***DRAFT*** Lactation - 722 Lactation Break Policy Breaks
1018.1 PURPOSE AND SCOPE
The purpose of this policy is to provide guidance regarding reasonable accommodations to members desiring to express breast milk for the member's infant child for lactating members (Labor Code § 1034).
1018.2 POLICY
It is the policy of this department the Imperial Police Department to provide, in compliance with the Fair Labor Standards Act, reasonable federal and state law, reasonable accommodations for lactating members. This includes break time and appropriate facilities to accommodate any member desiring to express breast milk for the member's nursing infant child (29 USC § 218d; 42 USC § 2000gg-1; 29 CFR 1636.3; Labor Code § 1030).
1018.3 LACTATION BREAK TIME
A rest period should be permitted each time the member has the need to express breast milk requires a lactation break (29 USC § 218d; 42 USC § 2000gg-1; 29 CFR 1636.3; Labor Code § 1030). In general, lactation breaks that cumulatively total 30 minutes or less during any fourhour work period or major portion of a four-hour work period would be considered reasonable.
However, individual circumstances may require more or less time. Such Lactation breaks, if feasible, should be taken at the same time as the member's regularly scheduled rest or meal periods. While a reasonable effort will be made to provide additional time beyond authorized breaks, any such time exceeding regularly scheduled and paid break time will be unpaid (Labor Code § 1030).
Members desiring to take a lactation break shall notify Dispatch the dispatcher or a supervisor prior to taking such a break. Such breaks may be reasonably delayed if they would seriously disrupt department operations (Labor Code § 1032).
Once a lactation break has been approved, the break should not be interrupted except for emergency or exigent circumstances.
1018.4 PRIVATE LOCATION
The Department will make reasonable efforts to accommodate members with the use of an appropriate room or other location to express milk in private. Such room or place should be in close proximity to the member's work area and shall be other than a bathroom or toilet stall. The location must be shielded from view and , free from intrusion from co-workers coworkers and the public, and otherwise satisfy the requirements of federal and state law (29 USC § 218d; 42 USC § 2000gg-1; 29 CFR 1636.3; Labor Code § 1031).
Members occupying such private areas shall either secure the door or otherwise make it clear to others that the area is occupied with a need for privacy. All other members should avoid Imperial Police Department
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Published with permission by Imperial Police Department ***DRAFT*** Lactation - 723 interrupting a member during an authorized break, except to announce an emergency or other urgent circumstance.
Authorized lactation breaks for members assigned to the field may be taken at the nearest appropriate private area.
1018.5 STORAGE OF EXPRESSED MILK
Any member storing expressed milk in any authorized refrigerated area within the Department shall clearly label it as such and shall remove it when the member's shift ends her shift. 1018.5.1 STATE REQUIREMENTS
Members have the right to request lactation accommodations. If a break time or location accommodation cannot be provided, the supervisor shall provide the member with a written response regarding the reasons for the determination (Labor Code § 1034).
Lactation rooms or other locations should comply with the prescribed feature and access requirements of Labor Code § 1031.
Members who believe that their rights have been violated under this policy or have been the subject of discrimination or retaliation for exercising or attempting to exercise their rights under this policy, are encouraged to follow the chain of command in reporting a violation, but may also file a complaint directly with the Labor Commissioner (Labor Code § 1033).
Policy
1019
Imperial Police Department
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Published with permission by Imperial Police Department ***DRAFT*** Payroll Records - 724 Payroll Records
1019.1 PURPOSE AND SCOPE
This policy provides the guidelines for completing and submitting payroll records of department members who are eligible for the payment of wages.
1019.2 POLICY
The Imperial Police Department maintains timely and accurate payroll records. 1019.3 RESPONSIBILITIES
Members are responsible for the accurate completion and timely submission of their payroll records for the payment of wages.
Supervisors are responsible for approving the payroll records for those under their commands. 1019.4 TIME REQUIREMENTS
Members who are eligible for the payment of wages are paid on a scheduled, periodic basis, generally on the same day or date each period, with certain exceptions, such as holidays. Payroll records shall be completed and submitted to Administration as established by the City payroll procedures.
1019.5 RECORDS
The Administration Division Commander shall ensure that accurate and timely payroll records are maintained as required by 29 CFR 516.2 for a minimum of three years (29 CFR 516.5).
Policy
1020
Imperial Police Department
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Published with permission by Imperial Police Department ***DRAFT*** Overtime Compensation Requests - 725 Overtime Compensation Requests
1020.1 PURPOSE AND SCOPE
It is the policy of the Department to compensate non-exempt salaried employees who work authorized overtime either by payment of wages as agreed and in effect through the Memorandum of Understanding (MOU), or by the allowance of accrual of compensatory time off. In order to qualify for either, the employee must complete and submit a Request for Overtime Payment as soon as practical after overtime is worked.
1020.1.1 DEPARTMENT POLICY
Because of the nature of police work, and the specific needs of the Department, a degree of flexibility concerning overtime policies must be maintained.
Non-exempt employees are not authorized to volunteer work time to the Department. All requests to work overtime shall be approved in advance by a supervisor. If circumstances do not permit prior approval, then approval shall be sought as soon as practical during the overtime shift and in no case later than the end of shift in which the overtime is worked.
Short periods of work at the end of the normal duty day (e.g., less than one hour in duration) may be handled unofficially between the supervisor and the employee by flexing a subsequent shift schedule to compensate for the time worked rather than by submitting requests for overtime payments. If the supervisor authorizes or directs the employee to complete a form for such a period, the employee shall comply.
The individual employee may request compensatory time in lieu of receiving overtime payment, however, the employee may not exceed 480 hours of compensatory time. 1020.2 REQUEST FOR OVERTIME COMPENSATION
Employees shall submit all overtime compensation requests to their immediate supervisors as soon as practicable for verification and forwarding to the Administration Division.
Failure to submit a request for overtime compensation in a timely manner may result in discipline. 1020.2.1 EMPLOYEES RESPONSIBILITY
Employees shall complete the requests immediately after working the overtime and turn them in to their immediate supervisor or the Watch Commander. Employees submitting overtime cards for on-call pay when off duty shall submit cards to the Watch Commander the first day after returning for work.
1020.2.2 SUPERVISORS RESPONSIBILITY
The supervisor who verifies the overtime earned shall verify that the overtime was worked before approving the request.
After the entry has been made on the employee's time card, the overtime payment request form is forwarded to the employee's Division Commander for final approval.
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Published with permission by Imperial Police Department ***DRAFT*** Overtime Compensation Requests - 726 1020.2.3 DIVISION COMMANDERS RESPONSIBILITY
Division Commanders, after approving payment, will then forward the form to the Chief of Police for review.
1020.3 ACCOUNTING FOR OVERTIME WORKED
Employees are to record the actual time worked in an overtime status. In some cases, the Memorandum of Understanding provides that a minimum number of hours will be paid, (e.g., two hours for Court, four hours for outside overtime). The supervisor will enter the actual time worked. 1020.3.1 ACCOUNTING FOR PORTIONS OF AN HOUR
When accounting for less than a full hour, time worked shall be rounded up to the nearest quarter of an hour as indicated by the following chart:
TIME WORKED INDICATE ON CARD
1 to 15 minutes .25
16 to 30 minutes .50
31 to 45 minutes .75
46 to 60 minutes 1 hour
1020.3.2 VARIATION IN TIME REPORTED
Where two or more employees are assigned to the same activity, case, or court trial and the amount of time for which payment is requested varies from that reported by the other officer, the Watch Commander or other approving supervisor may require each employee to include the reason for the variation on the back of the overtime payment request.
Policy
1022
Imperial Police Department
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Published with permission by Imperial Police Department ***DRAFT*** Occupational Disease and Work-Related Injury Reporting - 727
Occupational Disease and Work-Related Injury
Reporting
1022.1 PURPOSE AND SCOPE
The purpose of this policy is to provide guidance regarding the timely reporting of occupational diseases, mental health issues, and work-related injuries. 1022.1.1 DEFINITIONS
Definitions related to this policy include:
Occupational disease or work-related injury - An injury, disease, or mental health issue arising out of employment (Labor Code § 3208; Labor Code § 3208.3; Labor Code § 3212 et seq.). 1022.2 POLICY
The Imperial Police Department will address occupational diseases and work-related injuries appropriately, and will comply with applicable state workers’ compensation requirements (Labor Code § 3200 et seq.).
1022.3 RESPONSIBILITIES
1022.3.1 MEMBER RESPONSIBILITIES
Any member sustaining any occupational disease or work-related injury shall report such event as soon as practicable, but within 24 hours, to a supervisor, and shall seek medical care when appropriate (8 CCR 14300.35).
1022.3.2 SUPERVISOR RESPONSIBILITIES
A supervisor learning of any occupational disease or work-related injury should ensure the member receives medical care as appropriate.
Supervisors shall ensure that required documents regarding workers’ compensation are completed and forwarded promptly. Any related Citywide disease- or injury-reporting protocol shall also be followed.
Supervisors shall determine whether the Major Incident Notification and Illness and Injury Prevention policies apply and take additional action as required. 1022.3.3 DIVISION COMMANDER RESPONSIBILITIES
The Division Commander who receives a report of an occupational disease or work-related injury should review the report for accuracy and determine what additional action should be taken. The report shall then be forwarded to the Chief of Police, the City’s risk management entity, and the Administration Division Commander to ensure any required Division of Occupational Health and Safety Administration (Cal/OSHA) reporting is made as required in the illness and injury prevention plan identified in the Illness and Injury Prevention Policy.
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1022.3.4 CHIEF OF POLICE RESPONSIBILITIES
The Chief of Police shall review and forward copies of the report to the Department of Human Resources. Copies of the report and related documents retained by the Department shall be filed in the member’s confidential medical file.
1022.4 OTHER DISEASE OR INJURY
Diseases and injuries caused or occurring on-duty that do not qualify for workers’ compensation reporting shall be documented on the designated report of injury form, which shall be signed by a supervisor. A copy of the completed form shall be forwarded to the appropriate Division Commander through the chain of command and a copy sent to the Administration Division Commander.
Unless the injury is extremely minor, this report shall be signed by the affected member, indicating that he/she desired no medical attention at the time of the report. By signing, the member does not preclude his/her ability to later seek medical attention. 1022.5 SETTLEMENT OFFERS
When a member sustains an occupational disease or work-related injury that is caused by another person and is subsequently contacted by that person, his/her agent, insurance company or attorney and offered a settlement, the member shall take no action other than to submit a written report of this contact to his/her supervisor as soon as possible. 1022.5.1 NO SETTLEMENT WITHOUT PRIOR APPROVAL
No less than 10 days prior to accepting and finalizing the settlement of any third-party claim arising out of or related to an occupational disease or work-related injury, the member shall provide the Chief of Police with written notice of the proposed terms of such settlement. In no case shall the member accept a settlement without first providing written notice to the Chief of Police. The purpose of such notice is to permit the City to determine whether the offered settlement will affect any claim the City may have regarding payment for damage to equipment or reimbursement for wages against the person who caused the disease or injury, and to protect the City's right of subrogation, while ensuring that the member's right to receive compensation is not affected.
Policy
1023
Imperial Police Department
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Published with permission by Imperial Police Department ***DRAFT*** Personal Appearance Standards - 729 Personal Appearance Standards
1023.1 PURPOSE AND SCOPE
In order to project uniformity and neutrality toward the public and other members of the department department, employees shall maintain their personal hygiene and appearance to project a professional image appropriate for this department department and for their assignment. This policy establishes guidelines for PERSONAL APPEARANCE STANDARDS including visible tattoos for uniformed personnel, while on or off duty in uniform or on duty in civilian attire. 1023.2 GROOMING STANDARDS
Unless otherwise stated and because deviations from these standards could present officer safety issues, the following appearance standards shall apply to all employees, except those whose current assignment would deem them not appropriate, and where the Chief of Police has granted exception.
1023.2.1 HAIR
Hairstyles of all members shall be neat in appearance. For male sworn members, hair must not extend below the top edge of the uniform collar while assuming a normal stance.
For female sworn members, hair must be no longer than the horizontal level of the bottom of the uniform patch when the employee is standing erect, worn up or in a tightly wrapped braid or ponytail.
1023.2.2 MUSTACHES
A short and neatly trimmed mustache may be worn. Mustaches shall not extend below the corners of the mouth or beyond the natural hairline of the upper lip. 1023.2.3 SIDEBURNS
Sideburns shall not extend below the bottom of the outer ear opening (the top of the earlobes) and shall be trimmed and neat.
1023.2.4 FACIAL HAIR
Facial hair other than sideburns, mustaches and eyebrows shall not be worn, mustaches are allowed, and I hope we can have our eyebrows! unless authorized by the Chief of Police or his or her designee.
1023.2.5 FINGERNAILS
Fingernails extending beyond the tip of the finger can pose a safety hazard to officers or others.
For this reason, fingernails shall be trimmed so that no point of the nail extends beyond the tip of the finger.
1023.2.6 JEWELRY
For the purpose of this policy, jewelry refers to rings, earrings, necklaces, bracelets, wristwatches, and tie tacks or tie bars. Jewelry shall present a professional image and may not create a safety Imperial Police Department
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Published with permission by Imperial Police Department ***DRAFT*** Personal Appearance Standards - 730 concern for the department member or others. Jewelry that depicts racial, sexual, discriminatory, gang-related, or obscene language is not allowed.
(a) Necklaces shall not be visible above the shirt collar. (b) Earrings shall be small and worn only in or on the earlobe. (c) One ring or ring set may be worn on each hand of the department member. No rings should be of the type that would cut or pose an unreasonable safety risk to the member or others during a physical altercation, if the member is assigned to a position where that may occur.
(d) One small bracelet, including a bracelet identifying a medical condition, may be worn on one arm.
(e) Wristwatches shall be conservative and present a professional image. (f) Tie tacks or tie bars worn with civilian attire shall be conservative and present a professional image.
1023.3 TATTOOS
While on-duty or representing the Department in any official capacity, members should make every reasonable effort to conceal tattoos or other body art. At no time while the member is on-duty or representing the Department in any official capacity shall any offensive tattoo or body art be visible. Examples of offensive tattoos include but are not limited to those that exhibit or advocate discrimination; those that exhibit gang, supremacist, or extremist group affiliation; and those that depict or promote drug use, sexually explicit acts, or other obscene material.
The department’s policy on tattoos and brands that are prejudicial and do not comport to professionalism are prohibited. This policy applies to all employees while on or off duty in uniform or on duty in civilian attire that are representing the department. Employees are prohibited from exhibiting tattoos, body art, or brands that are offensive or demeaning and have a negative impression of the department. This policy may be modified or rescinded at any time by the Police Chief.
1023.3.1 PROCEDURE
The presence of visible tattoos, brandings, or intentional scarring on the hands, head, face, lips, or neck while on duty and/or in uniform, are prohibited. This standard applies to all Department personnel.
Permanent cosmetic tattoos and medical tattoos are exempt from this policy: i.e., a tattoo applied as make-up such as, eyebrows, lipstick, eyeliner, eyelashes, etc., a tattoo applied for health purposes, such as a warning that the patient suffers from a chronic disease or as a “marker” to aid medical personnel in performing a medical procedure.
Members and employees may display tattoos, brandings or intentional scarring while in uniform, except:
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Published with permission by Imperial Police Department ***DRAFT*** Personal Appearance Standards - 731 (a) On the hands, face, lips, or neck
(b) Tattoos, brandings or intentional scaring of objectionable content may not be displayed while in uniform. Such objectionable content includes, but is not limited to:
1. Obscene, vulgar, or inappropriate language or images;
2. Language or images considered demeaning to any protected class (such as race, ancestry, or gender);
3. Nudity, or sexual language;
4. Gang or drug related; and,
5. Political in nature.
Members and employees having the above mentioned “body art” visible on a prohibited area or which has been deemed prohibited on an allowable are of their body, shall cover or conceal it with a bandage or concealing make-up that blends as closely as possible with the member or employee’s skin tone
1023.3.2 SPECIAL CONSIDERATIONS
All employees having the above mentioned “body art” shall not display or allow it to be visible under the following circumstances:
1. While attending a formal department event;
2. While attending court;
3. Any other official law enforcement related ceremonial event; and,
4. At the direction of the Chief of Police.
1023.4 BODY PIERCING OR ALTERATION
Body piercing or alteration to any area of the body visible in any authorized uniform or attire that is a deviation from normal anatomical features and which is not medically required is prohibited.
Such body alteration includes, but is not limited to:
(a) Tongue splitting or piercing.
(b) The complete or transdermal implantation of any material other than hair replacement. (c) Abnormal shaping of the ears, eyes, nose or teeth
(d) Branding or scarification.
1023.5 EXEMPTIONS
Members who seek cultural (e.g., culturally protected hairstyles) or other exemptions to this policy that are protected by law should generally be accommodated (Government Code § 12926). A member with an exemption may be ineligible for an assignment if the individual accommodation presents a security or safety risk. The Chief of Police should be advised any time a request for Imperial Police Department
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Published with permission by Imperial Police Department ***DRAFT*** Personal Appearance Standards - 732 such an accommodation is denied or when a member with a cultural or other exemption is denied an assignment based on a safety or security risk.
Policy
1023
Imperial Police Department
Imperial PD Policy Manual
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Published with permission by Imperial Police Department ***DRAFT*** Outside Employment - 733 Outside Employment
1023.1 PURPOSE AND SCOPE
In order to avoid actual or perceived conflicts of interest for department employees engaging in outside employment, all employees shall obtain written approval from the Chief of Police prior to engaging in any outside employment. Approval of outside employment shall be at the discretion of the Chief of Police in accordance with the provisions of this policy. 1023.1.1 DEFINITIONS
Outside Employment - Any member of this department who receives wages, compensation or other consideration of value from another employer, organization or individual not affiliated directly with this department for services, product(s) or benefits rendered. For purposes of this section, the definition of outside employment includes those employees who are self-employed and not affiliated directly with this department for services, product(s) or benefits rendered.
Outside Overtime - Any member of this department who performs duties or services on behalf of an outside organization, company, or individual within this jurisdiction. Such outside overtime shall be requested and scheduled directly through this department so that the Department may be reimbursed for the cost of wages and benefits.
1023.2 OBTAINING APPROVAL
No member of this department department may engage in any outside employment without first obtaining prior written approval of the Chief of Police. Failure to obtain prior written approval for outside employment or engaging in outside employment prohibited by this policy may lead to disciplinary action.
In order to obtain approval for outside employment, the employee must complete an Outside Employment Application which shall be submitted to the employee’s immediate supervisor. The application will then be forwarded through channels to the Chief of Police for consideration.
If approved, the employee will be provided with a copy of the approved permit. Unless otherwise indicated in writing on the approved permit, a permit will be valid until suspended or revoked by the Chief of Police. through the end of the calendar year in which the permit is approved. Any employee seeking to renew a permit shall submit a new Outside Employment Application in a timely manner.
Any employee seeking approval of outside employment, whose request has been denied, shall be provided with a written reason for the denial of the application at the time of the denial (Penal Code § 70(e)(3)).
1023.2.1 APPEAL OF DENIAL OF OUTSIDE EMPLOYMENT
If an employee’s Outside Employment Application is denied or withdrawn by the Department, the employee may file a written notice of appeal to the Chief of Police within ten days of the date of denial.
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Published with permission by Imperial Police Department ***DRAFT*** Outside Employment - 734 If the employee’s appeal is denied, the employee may file a grievance pursuant to the procedure set forth in the current Memorandum of Understanding (MOU). 1023.2.2 REVOCATION/SUSPENSION OF OUTSIDE EMPLOYMENT PERMITS Any outside employment permit may be revoked or suspended under the following circumstances:
(a) Should an employee's performance at this department decline to a point where it is evaluated by a supervisor as needing improvement to reach an overall level of competency, the Chief of Police may, at his or her discretion, revoke any previously approved outside employment permit(s). That revocation will stand until the employee's performance has been reestablished at a satisfactory level and his/her supervisor recommends reinstatement of the outside employment permit (b) Suspension or revocation of a previously approved outside employment permit may be included as a term or condition of sustained discipline (c) If, at any time during the term of a valid outside employment permit, an employee’s conduct or outside employment conflicts with the provisions of department policy, the permit may be suspended or revoked
(d) When an employee is unable to perform at a full duty capacity due to an injury or other condition, any previously approved outside employment permit may be subject to similar restrictions as those applicable to the employee's full time duties until the employee has returned to a full duty status
1023.3 PROHIBITED OUTSIDE EMPLOYMENT
Consistent with the provisions of Government Code § 1126, the Department expressly reserves the right to deny any Outside Employment Application submitted by an employee seeking to engage in any activity which:
(a) Involves the employee’s use of department time, facilities, equipment or supplies, the use of the Department badge, uniform, prestige or influence for private gain or advantage.
(b) Involves the employee’s receipt or acceptance of any money or other consideration from anyone other than this department for the performance of an act which the employee, if not performing such act, would be required or expected to render in the regular course or hours of employment or as a part of the employee’s duties as a member of this department.
(c) Involves the performance of an act in other than the employee’s capacity as a member of this department that may later be subject directly or indirectly to the control, inspection, review, audit or enforcement of any other employee of this department. (d) Involves time demands that would render performance of the employee’s duties for this department less efficient.
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Published with permission by Imperial Police Department ***DRAFT*** Outside Employment - 735 1023.3.1 OUTSIDE SECURITY AND PEACE OFFICER EMPLOYMENT
Consistent with the provisions of Penal Code § 70, and because it would further create a potential conflict of interest, no member of this department may engage in any outside or secondary employment as a private security guard, private investigator or other similar private security position.
Any private organization, entity or individual seeking special services for security or traffic control from members of this department department must submit a written request to the Chief of Police in advance of the desired service. Such outside extra duty overtime assignments will be assigned, monitored and paid through the Department Department.
(a) The applicant will be required to enter into an indemnification agreement prior to approval.
(b) The applicant will further be required to provide for the compensation and full benefits of all employees requested for such outside security services. (c) Should such a request be approved, any employee working outside overtime shall be subject to the following conditions:
1. The officer(s) shall wear the
department
department uniform/identification.
2. The officer(s) shall be subject to the rules and regulations of this department
department.
3. No officer may engage in such outside employment during or at the site of a strike, lockout, picket, or other physical demonstration of a labor dispute.
4. Compensation for such approved outside security services shall be pursuant to normal overtime procedures.
5. Outside security services shall not be subject to the collective bargaining process.
6. No officer may engage in outside employment as a peace officer for any other public agency without prior written authorization of the Chief of Police. 1023.3.2 OUTSIDE OVERTIME ARREST AND REPORTING PROCEDURE Any employee making an arrest or taking other official police action while working in an approved outside overtime assignment shall be required to complete all related reports in a timely manner pursuant to department policy. Time spent on the completion of such reports shall be considered incidental to the outside overtime assignment.
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Published with permission by Imperial Police Department ***DRAFT*** Outside Employment - 736 1023.3.3 SPECIAL RESTRICTIONS
Except for emergency situations or with prior authorization from the Division Commander, undercover officers or officers assigned to covert operations shall not be eligible to work overtime or other assignments in a uniformed or other capacity which might reasonably disclose the officer's law enforcement status.
1023.4 DEPARTMENT RESOURCES
Employees are prohibited from using any department equipment or resources in the course of or for the benefit of any outside employment. This shall include the prohibition of access to official records or databases of this department or other agencies through the use of the employee’s position with this department.
1023.4.1 REVIEW OF FINANCIAL RECORDS
Employees approved for outside employment expressly agree that their personal financial records may be requested and reviewed/audited for potential conflict of interest (Government Code § 3308; Government Code § 1126). Prior to providing written approval for an outside employment position, the Department may request that an employee provide his/her personal financial records for review/audit in order to determine whether a conflict of interest exists. Failure of the employee to provide the requested personal financial records could result in denial of the off-duty work permit. If, after approving a request for an outside employment position, the Department becomes concerned that a conflict of interest exists based on a financial reason, the Department may request that the employee provide his/her personal financial records for review/audit. If the employee elects not to provide the requested records, his/her off-duty work permit may be revoked pursuant to the Revocation/Suspension of Outside Employment Permits section of this policy. 1023.5 CHANGES IN OUTSIDE EMPLOYMENT STATUS
If an employee terminates his or her outside employment during the period of a valid permit, the employee shall promptly submit written notification of such termination to the Chief of Police through channels. Any subsequent request for renewal or continued outside employment must thereafter be processed and approved through normal procedures set forth in this policy.
Employees shall also promptly submit in writing to the Chief of Police any material changes in outside employment including any change in the number of hours, type of duties, or demands of any approved outside employment. Employees who are uncertain whether a change in outside employment is material are advised to report the change. 1023.6 OUTSIDE EMPLOYMENT WHILE ON DISABILITY
Department members engaged in outside employment who are placed on disability leave or modified/light-duty shall inform their immediate supervisor in writing within five days whether or not they intend to continue to engage in such outside employment while on such leave or lightduty status. The immediate supervisor shall review the duties of the outside employment along with any related doctor’s orders, and make a recommendation to the Chief of Police whether such outside employment should continue.
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Published with permission by Imperial Police Department ***DRAFT*** Outside Employment - 737 In the event the Chief of Police determines that the outside employment should be discontinued or if the employee fails to promptly notify his/her supervisor of his/her intentions regarding their work permit, a notice of revocation of the member's permit will be forwarded to the involved employee, and a copy attached to the original work permit.
Criteria for revoking the outside employment permit include, but are not limited to, the following:
(a) The outside employment is medically detrimental to the total recovery of the disabled member, as indicated by the City's professional medical advisors. (b) The outside employment performed requires the same or similar physical ability, as would be required of an on-duty member.
(c) The employee’s failure to make timely notice of their intentions to their supervisor.
When the disabled member returns to full duty with the Imperial Police Department, a request (in writing) may be made to the Chief of Police to restore the permit.
Policy
1024
Imperial Police Department
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Published with permission by Imperial Police Department ***DRAFT*** Uniform Regulations - 738 Uniform Regulations
1024.1 PURPOSE AND SCOPE
The uniform policy of the Imperial 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:
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 Imperial 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.
1024.2 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.
(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.
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Published with permission by Imperial Police Department ***DRAFT*** Uniform Regulations - 739 (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
1024.2.1 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) Officers working specialized assignments may be excused from the possession and display requirements when directed by their Division Commander. 1024.3 UNIFORM CLASSES
1024.3.1 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
(c) Black/navy felt/wool Western Style hat with badge
Boots with pointed toes are not permitted.
1024.3.2 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:
(a) The long or short sleeve shirt may be worn with the collar open. No tie is required (b) A white, navy blue or 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 Imperial Police Department
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Published with permission by Imperial Police Department ***DRAFT*** Uniform Regulations - 740 (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 )
(g) BlackNavy Felt Western Style or"cowboy" hat. During summer months (May through October) similar black western style hats, consisting of straw materials may be worn. hat badges are optional. thin dress hat bands are permitted in black with silver buckle or no buckle. Western style hats shall not be worn with Class C or summer uniform. (h) Baseball caps/hats, blue/black in color, fitted, flex-fit or snap adjustable, with approved "Imperial Police" markings. Baseball caps are permissible for wear with Class B and C uniforms, however, will not be worn with class A Uniform of during formal events. 1024.3.3 CLASS C UNIFORM
The Class C uniform and Summer Uniform may may be established to allow field personnel cooler clothing during the summer months or special duty. The Chief of Police will establish the regulations and conditions for wearing the Class C Uniform and the specifications for the Class C Uniform.
1024.3.4 SPECIALIZED UNIT UNIFORMS
The Chief of Police may authorize special uniforms to be worn by officers in specialized units such as Canine Team, SWAT, Bicycle Patrol, Motor Officers and other specialized assignments. 1024.3.5 FOUL WEATHER GEAR
The Uniform and Equipment Specifications lists the authorized uniform jacket and rain gear. 1024.4 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 onehalf 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.
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Published with permission by Imperial Police Department ***DRAFT*** Uniform Regulations - 741 (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. (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. 1024.4.1 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.
1024.5 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
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Published with permission by Imperial Police Department ***DRAFT*** Uniform Regulations - 742 (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 Imperial Police Department or the morale of the employees. 1024.6 POLITICAL ACTIVITIES, ENDORSEMENTS, AND ADVERTISEMENTS Unless specifically authorized by the Chief of Police, Imperial 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 Imperial 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.
1024.7 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).
1024.7.1 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 Imperial 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.
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Published with permission by Imperial Police Department ***DRAFT*** Uniform Regulations - 743 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 Imperial Police Department and will be revoked in the event of misuse or abuse (Penal Code § 538d). 1024.8 UNAUTHORIZED UNIFORMS, EQUIPMENT AND ACCESSORIES Imperial 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.
Imperial 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.
Policy
1025
Imperial Police Department
Imperial PD Policy Manual
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Published with permission by Imperial Police Department ***DRAFT*** Police Cadets - 744 Police Cadets
1025.1 PURPOSE AND SCOPE
Cadets work under direct supervision, perform a variety of routine and progressively more advanced tasks in an apprenticeship program in preparation for a career in law enforcement. 1025.2 EDUCATION REQUIREMENTS
Cadets are required to maintain a minimum grade point average of 2.0 (“C” grade) for all courses taken. Cadets shall complete six semester units of college course work per semester and senior cadets shall complete 12 units per semester.
1025.3 PROGRAM COORDINATOR
The Training Bureau Manager will serve as the Program Coordinator. This supervisor will be responsible for tracking the educational and job performance of cadets as well as making their individual assignments throughout the Department. He/she will also monitor the training provided for all cadets and review all decisions affecting job assignments, status for compensation, school attendance and performance evaluations.
1025.3.1 PROGRAM ADVISORS
The Program Coordinator may select individual officers to serve as advisors for the Cadet Program. These officers will serve as mentors for each cadet. Cadets will bring special requests, concerns, and suggestions to their program advisor for advice or direction before contacting the Program Coordinator. One advisor may be designated as the Coordinator's assistant to lead scheduled meetings and training sessions involving the cadets. Multiple cadets may be assigned to each program advisor. Program advisors are not intended to circumvent the established chain of command. Any issues that may be a concern of the individual's supervisor should be referred back to the Program Coordinator.
1025.4 ORIENTATION AND TRAINING
Newly hired cadets will receive an orientation of the organization and facilities before reporting to their first assignment. On-the-job training will be conducted in compliance with the Cadet Training Manual. Training sessions will be scheduled as needed to train cadets for as many assignments as possible. In addition to job-specific training, information will be offered to prepare cadets to compete successfully in the police officer selection process, as well as the academy training. All training will focus on improving job performance, as well as preparation to become police officers.
These meetings will also offer an opportunity to receive continuous feedback regarding progress of the program.
1025.5 CADET UNIFORMS
Each cadet will be provided two uniforms meeting the specifications described in the Uniform Manual for civilian employees.
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Published with permission by Imperial Police Department ***DRAFT*** Police Cadets - 745 1025.6 ROTATION OF ASSIGNMENTS
Rotating job assignments should occur on a regular basis to enhance the career development for each cadet. Department needs and concerns will take precedence over individual considerations with the final decision resting with the Training Bureau Manager.
In general, senior cadets will be assigned to positions requiring more technical skill or responsibility, as well as serving to train cadets for new assignments or those newly hired. 1025.7 RIDE-ALONG PROCEDURES
All cadets are authorized to participate in the Ride-Along Program on their own time and as approved by their immediate supervisor and the appropriate Watch Commander. Applicable waivers must be signed in advance of the ride-along. Cadets shall wear their uniform while participating on a ride-along.
1025.8 PERFORMANCE EVALUATIONS
Performance evaluations for all cadets shall be completed monthly during their first year on probation. Upon successful completion of probation, cadets and senior cadets will be evaluated on a yearly basis to assess their current job performance and their potential as police officers.
Policy
1026
Imperial Police Department
Imperial PD Policy Manual
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Published with permission by Imperial Police Department ***DRAFT*** Nepotism and Conflicting Relationships - 746 Nepotism and Conflicting Relationships
1026.1 PURPOSE AND SCOPE
The purpose of this policy is to ensure equal opportunity and effective employment practices by avoiding actual or perceived favoritism, discrimination or actual or potential conflicts of interest by or between members of this department. These employment practices include: recruiting, testing, hiring, compensation, assignment, use of facilities, access to training opportunities, supervision, performance appraisal, discipline and workplace safety and security. 1026.1.1 DEFINITIONS
Business relationship - Serving as an employee, independent contractor, compensated consultant, owner, board member, shareholder, or investor in an outside business, company, partnership, corporation, venture or other transaction, where the Department employee’s annual interest, compensation, investment or obligation is greater than $250.
Conflict of interest - Any actual, perceived or potential conflict of interest in which it reasonably appears that a department employee’s action, inaction or decisions are or may be influenced by the employee’s personal or business relationship.
Nepotism - The practice of showing favoritism to relatives over others in appointment, employment, promotion or advancement by any public official in a position to influence these personnel decisions.
Personal relationship - Includes marriage, cohabitation, dating or any other intimate relationship beyond mere friendship.
Public official - A supervisor, officer or employee vested with authority by law, rule or regulation or to whom authority has been delegated.
Relative - An employee’s parent, stepparent, spouse, domestic partner, significant other, child (natural, adopted or step), sibling or grandparent.
Subordinate - An employee who is subject to the temporary or ongoing direct or indirect authority of a supervisor.
Supervisor - An employee who has temporary or ongoing direct or indirect authority over the actions, decisions, evaluation and/or performance of a subordinate employee. 1026.2 RESTRICTED DUTIES AND ASSIGNMENTS
The Department will not prohibit all personal or business relationships between employees.
However, in order to avoid nepotism or other inappropriate conflicts, the following reasonable restrictions shall apply (Government Code § 12940):
(a) Employees are prohibited from directly supervising, occupying a position in the line of supervision or being directly supervised by any other employee who is a relative or with whom they are involved in a personal or business relationship.
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Published with permission by Imperial Police Department ***DRAFT*** Nepotism and Conflicting Relationships - 747
1. If circumstances require that such a supervisor/subordinate relationship exist temporarily, the supervisor shall make every reasonable effort to defer matters pertaining to the involved employee to an uninvolved supervisor.
2. When personnel and circumstances permit, the Department will attempt to make every reasonable effort to avoid placing employees in such supervisor/ subordinate situations. The Department, however, reserves the right to transfer or reassign any employee to another position within the same classification in order to avoid conflicts with any provision of this policy. (b) Employees are prohibited from participating in, contributing to or recommending promotions, assignments, performance evaluations, transfers or other personnel decisions affecting an employee who is a relative or with whom they are involved in a personal or business relationship.
(c) Whenever possible, FTOs and other trainers will not be assigned to train relatives.
FTOs and other trainers are prohibited from entering into or maintaining personal or business relationships with any employee they are assigned to train until such time as the training has been successfully completed and the employee is off probation. (d) To avoid actual or perceived conflicts of interest, members of this department shall refrain from developing or maintaining personal or financial relationships with victims, witnesses or other individuals during the course of or as a direct result of any official contact.
(e) Except as required in the performance of official duties or, in the case of immediate relatives, employees shall not develop or maintain personal or financial relationships with any individual they know or reasonably should know is under criminal investigation, is a convicted felon, parolee, fugitive or registered sex offender or who engages in serious violations of state or federal laws. 1026.2.1 EMPLOYEE RESPONSIBILITY
Prior to entering into any personal or business relationship or other circumstance which the employee knows or reasonably should know could create a conflict of interest or other violation of this policy, the employee shall promptly notify his/her uninvolved, next highest level of supervisor.
Whenever any employee is placed in circumstances that would require the employee to take enforcement action or provide official information or services to any relative or individual with whom the employee is involved in a personal or business relationship, the employee shall promptly notify his/her uninvolved, immediate supervisor. In the event that no uninvolved supervisor is immediately available, the employee shall promptly notify dispatch to have another uninvolved employee either relieve the involved employee or minimally remain present to witness the action.
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Published with permission by Imperial Police Department ***DRAFT*** Nepotism and Conflicting Relationships - 748 1026.2.2 SUPERVISOR'S RESPONSIBILITY
Upon being notified of, or otherwise becoming aware of any circumstance that could result in or constitute an actual or potential violation of this policy, a supervisor shall take all reasonable steps to promptly mitigate or avoid such violations whenever possible. Supervisors shall also promptly notify the Chief of Police of such actual or potential violations through the chain of command.
Policy
1027
Imperial Police Department
Imperial PD Policy Manual
Copyright Lexipol, LLC 2025/06/24, All Rights Reserved.
Published with permission by Imperial Police Department ***DRAFT*** Department Badges - 749 Department Badges
1027.1 PURPOSE AND SCOPE
The Imperial Police Department badge and uniform patch as well as the likeness of these items and the name of the Imperial Police Department are property of the Department and their use shall be restricted as set forth in this policy.
1027.2 POLICY
The uniform badge shall be issued to department members as a symbol of authority and the use and display of department badges shall be in strict compliance with this policy. Only authorized badges issued by this department shall be displayed, carried or worn by members while on duty or otherwise acting in an official or authorized capacity. 1027.2.1 FLAT BADGE
Sworn officers, with the written approval of the Chief of Police may purchase, at his/her own expense, a flat badge capable of being carried in a wallet. The use of the flat badge is subject to all the same provisions of department policy as the uniform badge. (a) An officer may sell, exchange, or transfer the flat badge he/she purchased to another officer within the Imperial Police Department with the written approval of the Chief of Police.
(b) Should the flat badge become lost, damaged, or otherwise removed from the officer’s control, he/she shall make the proper notifications as outlined in the Department Owned and Personal Property Policy.
(c) An honorably retired officer may keep his/her flat badge upon retirement. (d) The purchase, carrying or display of a flat badge is not authorized for non-sworn personnel.
1027.2.2 CIVILIAN PERSONNEL
Badges and department identification cards issued to non-sworn personnel shall be clearly marked to reflect the position of the assigned employee (e.g. Parking Control, Dispatcher). (a) Non-sworn personnel shall not display any department badge except as a part of his/her uniform and while on duty, or otherwise acting in an official and authorized capacity.
(b) Non-sworn personnel shall not display any department badge or represent him/herself, on or off duty, in such a manner which would cause a reasonable person to believe that he/she is a sworn peace officer.
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Published with permission by Imperial Police Department ***DRAFT*** Department Badges - 750 1027.2.3 RETIREE UNIFORM BADGE
Upon honorable retirement employees may purchase his/her assigned duty badge for display purposes. It is intended that the duty badge be used only as private memorabilia as other uses of the badge may be unlawful or in violation of this policy. 1027.3 UNAUTHORIZED USE
Except as required for on-duty use by current employees, no badge designed for carry or display in a wallet, badge case or similar holder shall be issued to anyone other than a current or honorably retired peace officer.
Department badges are issued to all sworn employees and civilian uniformed employees for official use only. The department badge, shoulder patch or the likeness thereof, or the department name shall not be used for personal or private reasons including, but not limited to, letters, memoranda, and electronic communications such as electronic mail or web sites and web pages.
The use of the badge, uniform patch and department name for all material (printed matter, products or other items) developed for department use shall be subject to approval by the Chief of Police.
Employees shall not loan his/her department badge or identification card to others and shall not permit the badge or identification card to be reproduced or duplicated. 1027.4 PERMITTED USE BY EMPLOYEE GROUPS
The likeness of the department badge shall not be used without the expressed authorization of the Chief of Police and shall be subject to the following:
(a) The employee associations may use the likeness of the department badge for merchandise and official association business provided they are used in a clear representation of the association and not the Imperial Police Department. The following modifications shall be included:
1. The text on the upper and lower ribbons is replaced with the name of the employee association.
2. The badge number portion displays the acronym of the employee association. (b) The likeness of the department badge for endorsement of political candidates shall not be used without the expressed approval of the Chief of Police.
Policy
1028
Imperial Police Department
Imperial PD Policy Manual
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Published with permission by Imperial Police Department ***DRAFT*** Temporary Modified-Duty Assignments - 751 Temporary Modified-Duty Assignments
1028.1 PURPOSE AND SCOPE
This policy establishes procedures for providing temporary modified-duty assignments. This policy is not intended to affect the rights or benefits of employees under federal or state law, City rules, current memorandums of understanding, or collective bargaining agreements. For example, nothing in this policy affects the obligation of the Department Department to engage in a good faith, interactive process to consider reasonable accommodations for any employee with a temporary or permanent disability or limitation that is protected under federal or state law. 1028.2 POLICY
Subject to operational considerations, the Imperial Police Department may identify temporary modified-duty assignments for employees who have an injury or medical condition resulting in temporary work limitations or restrictions. A temporary assignment allows the employee to work, while providing the Department with a productive employee during the temporary period. 1028.3 GENERAL CONSIDERATIONS
Priority consideration for temporary modified-duty assignments will be given to employees with work-related injuries or illnesses that are temporary in nature. Employees having disabilities covered under the Americans with Disabilities Act (ADA) or the California Fair Employment and Housing Act (Government Code § 12940 et seq.) shall be treated equally, without regard to any preference for a work-related injury.
No position in the Imperial Police Department shall be created or maintained as a temporary modified-duty assignment.
Temporary modified-duty assignments are a management prerogative and not an employee right.
The availability of temporary modified-duty assignments will be determined on a case-by-case basis, consistent with the operational needs of the Department Department. Temporary modifiedduty assignments are subject to continuous reassessment, with consideration given to operational needs and the employee’s employee's ability to perform in a modified-duty assignment.
The Chief of Police or the authorized designee may restrict employees working in temporary modified-duty assignments from wearing a uniform, displaying a badge, carrying a firearm, operating an emergency vehicle , or engaging in outside employment, or being may otherwise limited limit them in employing their peace officer powers.
Temporary modified-duty assignments shall generally not exceed a cumulative total of 1,040 hours in any one-year period.
1028.4 PROCEDURE
Employees may request a temporary modified-duty assignment for short-term injuries or illnesses.
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Published with permission by Imperial Police Department ***DRAFT*** Temporary Modified-Duty Assignments - 752 Employees seeking a temporary modified-duty assignment should submit a written request to their Division Commanders or the authorized designees. The request should, as applicable, include a certification from the treating medical professional containing:
(a) An assessment of the nature and probable duration of the illness or injury. (b) The prognosis for recovery.
(c) The nature and scope of limitations and/or work restrictions. (d) A statement regarding any required workplace accommodations, mobility aids or medical devices.
(e) A statement that the employee can safely perform the duties of the temporary modified-duty assignment.
The Division Commander will make a recommendation through the chain of command to the Chief of Police regarding temporary modified-duty assignments that may be available based on the needs of the Department and the limitations of the employee. The Chief of Police or the authorized designee shall confer with the Department of Human Resources or the City Attorney as appropriate.
Requests for a temporary modified-duty assignment of 20 hours or less per week may be approved and facilitated by the Watch Commander or Division Commander, with notice to the Chief of Police. 1028.5 ACCOUNTABILITY
Written notification of assignments, work schedules and any restrictions should be provided to employees assigned to temporary modified-duty assignments and their supervisors. Those assignments and schedules may be adjusted to accommodate department operations and the employee’s medical appointments, as mutually agreed upon with the Division Commander. 1028.5.1 EMPLOYEE RESPONSIBILITIES
The responsibilities of employees assigned to temporary modified duty shall include, but not be limited to:
(a) Communicating and coordinating any required medical and physical therapy appointments in advance with their supervisors.
(b) Promptly notifying their supervisors of any change in restrictions or limitations after each appointment with their treating medical professionals. (c) Communicating a status update to their supervisors no less than once every 30 days while assigned to temporary modified duty.
(d) Submitting a written status report to the Division Commander that contains a status update and anticipated date of return to full-duty when a temporary modified-duty assignment extends beyond 60 days.
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Published with permission by Imperial Police Department ***DRAFT*** Temporary Modified-Duty Assignments - 753 1028.5.2 SUPERVISOR RESPONSIBILITIES
The employee’s immediate supervisor shall monitor and manage the work schedule of those assigned to temporary modified duty.
The responsibilities of supervisors shall include, but not be limited to:
(a) Periodically apprising the Division Commander of the status and performance of employees assigned to temporary modified duty.
(b) Notifying the Division Commander and ensuring that the required documentation facilitating a return to full duty is received from the employee. (c) Ensuring that employees returning to full duty have completed any required training and certification.
1028.6 MEDICAL EXAMINATIONS
Prior to returning to full-duty status, employees shall be required to provide certification from their treating medical professionals stating that they are medically cleared to perform the essential functions of their jobs without restrictions or limitations.
The Department may require a fitness-for-duty examination prior to returning an employee to fullduty status, in accordance with the Fitness for Duty Policy. 1028.7 PREGNANCY
If an employee is temporarily unable to perform regular duties due to a pregnancy, childbirth, or a related medical condition, the employee will be treated the same as any other temporarily disabled employee (42 USC § 2000e(k)). A pregnant employee shall not be involuntarily transferred to a temporary modified-duty assignment. Nothing in this policy limits a pregnant employee’s employee's right to a temporary modified-duty assignment if required under Government Code § 12945.
If notified by an employee or the employee's representative regarding limitations related to pregnancy, childbirth, or related medical conditions, the Department should make reasonable efforts to provide an accommodation for the employee in accordance with federal and state law.
The accommodation should be provided without unnecessary delay, as appropriate (42 USC § 2000gg-1; 29 CFR 1636.3; 29 CFR 1636.4; Government Code § 12945). 1028.7.1 NOTIFICATION
Pregnant employees should notify their immediate supervisors as soon as practicable and provide a statement from their medical providers identifying any pregnancy-related job restrictions or limitations. If at any point during the pregnancy it becomes necessary for the employee to take a leave of absence, such leave shall be granted in accordance with the City’s personnel rules and regulations regarding family and medical care leave.
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Published with permission by Imperial Police Department ***DRAFT*** Temporary Modified-Duty Assignments - 754 1028.8 PROBATIONARY EMPLOYEES
Probationary employees who are assigned to a temporary modified-duty assignment shall may have their probation extended by a period of time equal to their assignment to temporary modified duty.
1028.9 MAINTENANCE OF CERTIFICATION AND TRAINING
Employees assigned to temporary modified duty shall maintain all certification, training and qualifications appropriate to both their regular and temporary duties, provided that the certification, training or qualifications are not in conflict with any medical limitations or restrictions. Employees who are assigned to temporary modified duty shall inform their supervisors of any inability to maintain any certification, training or qualifications.
Policy
1029
Imperial Police Department
Imperial PD Policy Manual
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Published with permission by Imperial Police Department ***DRAFT*** Performance History Audits - 755 Performance History Audits
1029.1 PURPOSE AND SCOPE
This policy provides guidance for the use of performance history audits. Performance history audits can help identify commendable performance as well as provide early recognition of training needs and other potential issues (e.g., problematic conduct). This policy addresses the responsibilities, performance indicators, and components of the audit; handling of collected data; and conducting appropriate interventions, when necessary.
1029.2 RESPONSIBILITIES
Under the authority of the Administration Division Commander, the Internal Affairs Unit is responsible for collecting performance indicators and other relevant data. The data will be compiled to generate quarterly performance history audit reports that will be provided to the appropriate Division Commander. The Internal Affairs Unit will utilize confidential methods to compile and track information regarding performance indicators for each officer during each quarter in order to prepare the report. Though generated quarterly, each report should contain data from a one-year period.
The Administration Division Commander should forward a copy of each performance history audit report to the City Attorney for review and retention as attorney work product and confidential personnel information.
1029.3 COMPONENTS OF PERFORMANCE HISTORY AUDITS
Performance history audits should include the following components:
• Performance indicators
• Data analysis
• Employee review
• Follow-up monitoring
1029.3.1 PERFORMANCE INDICATORS
Performance indicators represent the categories of employee performance activity that the Chief of Police has determined may be relevant data for the generation and analysis of performance history audits. These indicators may include, but are not limited to, the frequency and/or number of:
(a) Use of force incidents.
(b) Involvement and conduct during vehicle pursuits.
(c) Personnel complaints, including the findings.
(d) Commendations, compliments, and awards from the Department and the public. (e) Claims and civil suits related to the employee's actions or alleged actions. (f) Canine bite incidents.
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Published with permission by Imperial Police Department ***DRAFT*** Performance History Audits - 756 (g) Personnel investigations.
(h) [District/CountyAttorney] case rejections and the reasons. _ (i) Intentional or unintentional firearm discharges (regardless of injury). (j) Vehicle collisions.
(k) Missed court appearances.
(l) Documented counseling.
1029.3.2 DATA ANALYSIS
The Administration Division Commander will review each performance history audit report and determine whether it should be provided to the officer's immediate supervisor for further consideration.
1029.3.3 EMPLOYEE REVIEW
Upon receipt of a performance history audit report, the supervisor will carefully review the report with the officer to assess any potential trends or other issues that may warrant intervention to improve officer performance and avoid unnecessary uses of force. These interventions could include informal counseling, additional training, or a recommendation for other action, including discipline. The officer shall date and sign the report and should be provided with a copy of the report upon request.
If a supervisor determines that an officer's performance warrants action beyond informal counseling, the supervisor shall advise the Division Commander of such recommendation. If the Division Commander concurs with the recommendation of the supervisor, the supervisor shall take steps to initiate the appropriate action.
If discipline or other adverse action is initiated against an officer as a result of a performance history audit, the officer shall be entitled to all rights and processes set forth in the Personnel Complaints Policy.
1029.3.4 FOLLOW-UP MONITORING
Depending upon the results of each performance history audit, a determination should be made by the Administration Division Commander, after discussion with the officer's immediate supervisor, about the need, type, and duration of any follow-up. Performance indicators and data analysis will generally provide the basis upon which such decisions should be made. 1029.4 CONFIDENTIALITY OF DATA
Information, data, and copies of material compiled to develop performance history audit reports shall be considered confidential as part of the employee's personnel file and will not be subject to discovery or release except as provided by law. Access to performance history audit reports will be governed under the same process as access to an officer's personnel file, as outlined in the Personnel Records Policy.
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Published with permission by Imperial Police Department ***DRAFT*** Performance History Audits - 757 Access to the underlying data will be governed by the process for access to the original records (such as police reports).
1029.5 RETENTION
Performance history audit reports and associated records shall be retained in accordance with the established records retention schedule.
1029.6 POLICY
The Imperial Police Department collects data to assist supervisors with evaluating the performance of their employees, including identifying problematic conduct and providing for appropriate interventions. While it is understood that the statistical compilation of data may be helpful to supervisors, the Department recognizes that it cannot account for, and must carefully balance such data with, the many variables in law enforcement, such as:
• Ability to detect crime.
• Work ethic.
• Assignment and shift.
• Physical abilities (ability to perform the job-related physical tasks). • Randomness of events.
Policy
1030
Imperial Police Department
Imperial PD Policy Manual
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Published with permission by Imperial Police Department ***DRAFT*** Speech, Expression - 758 Employee Speech, Expression, and Social
Networking
1030.1 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 Department. Imperial Police 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. 1030.1.1 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, email, file transfer, remote computer access, news services, social networking, social media, instant messaging, blogs, forums, video, and other file-sharing sites. 1030.2 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 Imperial 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 Imperial Police Department will carefully balance the individual employee’s member's rights against the Department’s needs and interests of the Department when exercising a reasonable degree of control over its employees’ members' speech and expression. 1030.3 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 Imperial Police Department
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Published with permission by Imperial Police Department ***DRAFT*** Speech, Expression - 759 affect the safety of the Imperial 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. 1030.4 PROHIBITED SPEECH, EXPRESSION, AND CONDUCT
To meet the department's safety, performance, and public-trust needs of the Imperial 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 Imperial 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 Imperial Police Department and tends to compromise or damage the mission, function, reputation, or professionalism of the Imperial 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 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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Published with permission by Imperial Police Department ***DRAFT*** Speech, Expression - 760 (e) Speech or expression that is contrary to the canons of the Law Enforcement Code of Ethics as adopted by the Imperial 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 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 Imperial 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).
1030.4.1 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 Imperial Police Department or identify themselves in any way that could be reasonably perceived as representing the Imperial 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 Imperial 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 Imperial Police Department
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Published with permission by Imperial Police Department ***DRAFT*** Speech, Expression - 761 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).
1030.5 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 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 Department may request access when it is reasonably believed to be relevant to the investigation of allegations of work-related misconduct (Labor Code § 980). 1030.6 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 Department Department or the efficiency or morale of its members.
(c) Whether the speech or conduct would reflect unfavorably upon the 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 Department Department.
1030.7 TRAINING
Subject to available resources, the 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 Department Department.
Policy
1031
Imperial Police Department
Imperial PD Policy Manual
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Published with permission by Imperial Police Department ***DRAFT*** Illness and Injury Prevention - 762 Illness and Injury Prevention
1031.1 PURPOSE AND SCOPE
The purpose of this policy is to establish an ongoing and effective plan to reduce the incidence of illness and injury for members of the Imperial Police Department, in accordance with the requirements of 8 CCR 3203.
This policy specifically applies to illness and injury that results in lost time or that requires medical treatment beyond first aid. Although this policy provides the essential guidelines for a plan that reduces illness and injury, it may be supplemented by procedures outside the Policy Manual.
This policy does not supersede, but supplements any related Citywide safety efforts. 1031.2 POLICY
The Imperial Police Department is committed to providing a safe environment for its members and visitors and to minimizing the incidence of work-related illness and injuries. The Department will establish and maintain an Illness and Injury Prevention program and will provide tools, training and safeguards designed to reduce the potential for accidents, illness and injuries. It is the intent of the Department to comply with all laws and regulations related to occupational safety. 1031.3 ILLNESS AND INJURY PREVENTION PLAN
The Administration Division Commander is responsible for developing an illness and injury prevention plan that shall include:
(a) Workplace safety and health training programs.
(b) Regularly scheduled safety meetings.
(c) Posted or distributed safety information.
(d) A system for members to anonymously inform management about workplace hazards. (e) Establishment of a safety and health committee that will:
1. Meet regularly.
2. Prepare a written record of safety and health committee meetings.
3. Review the results of periodic scheduled inspections.
4. Review investigations of accidents and exposures.
5. Make suggestions to command staff for the prevention of future incidents.
6. Review investigations of alleged hazardous conditions.
7. Submit recommendations to assist in the evaluation of member safety suggestions.
8. Assess the effectiveness of efforts made by the Department to meet relevant standards.
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Illness and Injury Prevention
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Published with permission by Imperial Police Department ***DRAFT*** Illness and Injury Prevention - 763 (f) Establishment of a process to ensure serious illnesses or injuries and death are reported as required by the Division of Occupational Safety and Health Administration (Cal/OSHA) (8 CCR 342).
1031.4 ADMINISTRATION DIVISION COMMANDER RESPONSIBILITIES The responsibilities of the Administration Division Commander include but are not limited to:
(a) Managing and implementing a plan to reduce the incidence of member illness and injury.
(b) Ensuring that a system of communication is in place that facilitates a continuous flow of safety and health information between supervisors and members. This system shall include:
1. New member orientation that includes a discussion of safety and health policies and procedures.
2. Regular member review of the illness and injury prevention plan.
3. Access to the illness and injury prevention plan to members or their representatives as set forth in 8 CCR 3203.
(c) Ensuring that all safety and health policies and procedures are clearly communicated and understood by all members.
(d) Taking reasonable steps to ensure that all members comply with safety rules in order to maintain a safe work environment. This includes but is not limited to:
1. Informing members of the illness and injury prevention guidelines.
2. Recognizing members who perform safe work practices.
3. Ensuring that the member evaluation process includes member safety performance.
4. Ensuring department compliance to meet standards regarding the following:
(a) Respiratory protection (8 CCR 5144)
(b) Bloodborne pathogens (8 CCR 5193)
(c) Aerosol transmissible diseases (8 CCR 5199)
(d) Heat illness (8 CCR 3395; 8 CCR 3396)
(e) Emergency Action Plan (8 CCR 3220)
(f) Fire Prevention Plan (8 CCR 3221)
(g) Hazards associated with wildfire smoke (8 CCR 5141.1) (e) Making available the Identified Hazards and Correction Record form to document inspections, unsafe conditions or work practices, and actions taken to correct unsafe conditions and work practices.
(f) Making available the Investigation/Corrective Action Report to document individual incidents or accidents.
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Published with permission by Imperial Police Department ***DRAFT*** Illness and Injury Prevention - 764 (g) Making available a form to document the safety and health training of each member.
This form will include the member's name or other identifier, training dates, type of training, and training providers.
(h) Conducting and documenting a regular review of the illness and injury prevention plan. 1031.5 SUPERVISOR RESPONSIBILITIES
Supervisor responsibilities include, but are not limited to:
(a) Ensuring member compliance with illness and injury prevention guidelines and answering questions from members about this policy.
(b) Training, counseling, instructing or making informal verbal admonishments any time safety performance is deficient. Supervisors may also initiate discipline when it is reasonable and appropriate under the Standards of Conduct Policy. (c) Establishing and maintaining communication with members on health and safety issues. This is essential for an injury-free, productive workplace. (d) Completing required forms and reports relating to illness and injury prevention; such forms and reports shall be submitted to the Administration Division Commander. (e) Notifying the Administration Division Commander when:
1. New substances, processes, procedures or equipment that present potential new hazards are introduced into the work environment.
2. New, previously unidentified hazards are recognized.
3. Occupational illnesses and injuries occur.
4. New and/or permanent or intermittent members are hired or reassigned to processes, operations or tasks for which a hazard evaluation has not been previously conducted.
5. Workplace conditions warrant an inspection.
1031.6 HAZARDS
All members should report and/or take reasonable steps to correct unsafe or unhealthy work conditions, practices or procedures in a timely manner. Members should make their reports to a supervisor (as a general rule, their own supervisors).
Supervisors should make reasonable efforts to correct unsafe or unhealthy work conditions in a timely manner, based on the severity of the hazard. These hazards should be corrected when observed or discovered, when it is reasonable to do so. When a hazard exists that cannot be immediately abated without endangering members or property, supervisors should protect or remove all exposed members from the area or item, except those necessary to correct the existing condition.
Members who are necessary to correct the hazardous condition shall be provided with the necessary protection.
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Illness and Injury Prevention
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Published with permission by Imperial Police Department ***DRAFT*** Illness and Injury Prevention - 765 All significant actions taken and dates they are completed shall be documented on an Identified Hazards and Correction Record form. This form should be forwarded to the Administration Division Commander via the chain of command.
The Administration Division Commander will take appropriate action to ensure the illness and injury prevention plan addresses potential hazards upon such notification. 1031.7 INSPECTIONS
Safety inspections are crucial to a safe work environment. These inspections identify and evaluate workplace hazards and permit mitigation of those hazards. A hazard assessment checklist should be used for documentation and to ensure a thorough assessment of the work environment.
The Administration Division Commander shall ensure that the appropriate documentation is completed for each inspection.
1031.7.1 EQUIPMENT
Members are charged with daily vehicle inspections of their assigned vehicles and of their personal protective equipment (PPE) prior to working in the field. Members shall complete the Identified Hazards and Correction Record form if an unsafe condition cannot be immediately corrected.
Members should forward this form to their supervisors.
1031.8 INVESTIGATIONS
Any member sustaining any work-related illness or injury, as well as any member who is involved in any accident or hazardous substance exposure while on-duty shall report such event as soon as practicable to a supervisor. Members observing or learning of a potentially hazardous condition are to promptly report the condition to their immediate supervisors.
A supervisor receiving such a report should personally investigate the incident or ensure that an investigation is conducted. Investigative procedures for workplace accidents and hazardous substance exposures should include:
(a) A visit to the accident scene as soon as possible.
(b) An interview of the injured member and witnesses.
(c) An examination of the workplace for factors associated with the accident/exposure. (d) Determination of the cause of the accident/exposure. (e) Corrective action to prevent the accident/exposure from reoccurring. (f) Documentation of the findings and corrective actions taken. (g) Completion of an Investigation/Corrective Action Report form. (h) Completion of an Identified Hazards and Correction Record form.
Additionally, the supervisor should proceed with the steps to report an on-duty injury, as required under the Occupational Disease and Work-Related Injury Reporting Policy, in conjunction with this investigation to avoid duplication and ensure timely reporting.
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Published with permission by Imperial Police Department ***DRAFT*** Illness and Injury Prevention - 766 1031.9 TRAINING
The Administration Division Commander should work with the Training Sergeant to provide all members, including supervisors, with training on general and job-specific workplace safety and health practices. Training shall be provided:
(a) To supervisors to familiarize them with the safety and health hazards to which members under their immediate direction and control may be exposed. (b) To all members with respect to hazards specific to each member’s job assignment. (c) To all members given new job assignments for which training has not previously been provided.
(d) Whenever new substances, processes, procedures or equipment are introduced to the workplace and represent a new hazard.
(e) Whenever the Department is made aware of a new or previously unrecognized hazard. 1031.9.1 TRAINING TOPICS
The Training Sergeant shall ensure that training includes:
(a) Reporting unsafe conditions, work practices and injuries, and informing a supervisor when additional instruction is needed.
(b) Use of appropriate clothing, including gloves and footwear. (c) Use of respiratory equipment.
(d) Availability of toilet, hand-washing and drinking-water facilities. (e) Provisions for medical services and first aid.
(f) Handling of bloodborne pathogens and other biological hazards. (g) Prevention of heat and cold stress.
(h) Identification and handling of hazardous materials, including chemical hazards to which members could be exposed, and review of resources for identifying and mitigating hazards (e.g., hazard labels, Safety Data Sheets (SDS)). (i) Mitigation of physical hazards, such as heat and cold stress, noise, and ionizing and non-ionizing radiation.
(j) Identification and mitigation of ergonomic hazards, including working on ladders or in a stooped posture for prolonged periods.
(k) Back exercises/stretches and proper lifting techniques. (l) Avoidance of slips and falls.
(m) Good housekeeping and fire prevention.
(n) Other job-specific safety concerns.
1031.10 RECORDS
Records and training documentation relating to illness and injury prevention will be maintained in accordance with the established records retention schedule.
Policy
1032
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Published with permission by Imperial Police Department ***DRAFT*** Line-of-Duty Deaths - 767 Line-of-Duty Deaths
1032.1 PURPOSE AND SCOPE
The purpose of this policy is to provide guidance to members of the Imperial Police Department in the event of the death of a member occurring in the line of duty and to direct the Department in providing proper support for the member's survivors.
The Chief of Police may also apply some or all of this policy for a non-line-of-duty member death, or in situations where members are injured in the line of duty and the injuries are life-threatening. 1032.1.1 DEFINITIONS
Definitions related to this policy include:
Line-of-duty death - The death of an officer during the course of performing law enforcementrelated functions while on- or off-duty, or a civilian member during the course of performing assigned duties.
For an officer, a line-of-duty death includes death that is the direct and proximate result of a personal injury sustained in the line of duty (34 USC § 10281).
Survivors - Immediate family members of the deceased member, which can include spouse, children, parents, other next of kin, or significant others. The determination of who should be considered a survivor for purposes of this policy should be made on a case-by-case basis given the individual's relationship with the member and whether the individual was previously designated by the deceased member.
1032.2 POLICY
It is the policy of the Imperial Police Department to make appropriate notifications and to provide assistance and support to survivors and coworkers of a member who dies in the line of duty.
It is also the policy of this department to respect the requests of the survivors when they conflict with these guidelines, as appropriate.
1032.3 INITIAL ACTIONS BY COMMAND STAFF
(a) Upon learning of a line-of-duty death, the deceased member's supervisor should provide all reasonably available information to the Watch Commander and Dispatch.
1. Communication of information concerning the member and the incident should be restricted to secure networks to avoid interception by the media or others (see the Public Information Officer section of this policy). (b) The Watch Commander should ensure that notifications are made in accordance with the Officer-Involved Shootings and Deaths and Major Incident Notification policies as applicable.
(c) If the member has been transported to the hospital, the Watch Commander or the authorized designee should respond to the hospital to assume temporary responsibilities as the Hospital Liaison.
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Published with permission by Imperial Police Department ***DRAFT*** Line-of-Duty Deaths - 768 (d) The Chief of Police or the authorized designee should assign members to handle survivor notifications and assign members to the roles of Hospital Liaison (to relieve the temporary Hospital Liaison) and the Department Liaison as soon as practicable (see the Notifying Survivors section and the Department Liaison and Hospital Liaison subsections in this policy).
1032.4 NOTIFYING SURVIVORS
Survivors should be notified as soon as possible in order to avoid the survivors hearing about the incident in other ways.
The Chief of Police or the authorized designee should review the deceased member's emergency contact information and make accommodations to respect the member's wishes and instructions specific to notifying survivors. However, notification should not be excessively delayed because of attempts to assemble a notification team in accordance with the member's wishes.
The Chief of Police, Watch Commander, or the authorized designee should select at least two members to conduct notification of survivors, one of which may be the Department chaplain.
Notifying members should:
(a) Make notifications in a direct and compassionate manner, communicating as many facts of the incident as possible, including the current location of the member.
Information that is not verified should not be provided until an investigation has been completed.
(b) Determine the method of notifying surviving children by consulting with other survivors and taking into account factors such as the child's age, maturity, and current location (e.g., small children at home, children in school).
(c) Plan for concerns such as known health concerns of survivors or language barriers. (d) Offer to transport survivors to the hospital, if appropriate. Survivors should be transported in department vehicles. Notifying members shall inform the Hospital Liaison over a secure network that the survivors are on their way to the hospital.
Notifying members should remain at the hospital while the survivors are present. (e) When survivors are not at their residences or known places of employment, actively seek information and follow leads from neighbors, other law enforcement, postal authorities, and other sources of information in order to accomplish notification in as timely a fashion as possible. Notifying members shall not disclose the reason for their contact other than a family emergency.
(f) If making notification at a survivor's workplace, ask a workplace supervisor for the use of a quiet, private room to meet with the survivor. Members shall not inform the workplace supervisor of the purpose of their visit other than to indicate that it is a family emergency.
(g) Offer to call other survivors, friends, or clergy to support the survivors and to avoid leaving survivors alone after notification.
(h) Assist the survivors with meeting child care or other immediate needs.
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Published with permission by Imperial Police Department ***DRAFT*** Line-of-Duty Deaths - 769 (i) Provide other assistance to survivors and take reasonable measures to accommodate their needs, wishes, and desires. Care should be taken not to make promises or commitments to survivors that cannot be met.
(j) Inform the survivors of the name and phone number of the Survivor Support Liaison (see the Survivor Support Liaison section of this policy), if known, and the Department Liaison.
(k) Provide their contact information to the survivors before departing. (l) Document the survivors' names and contact information, as well as the time and location of notification. This information should be forwarded to the Department Liaison.
(m) Inform the Chief of Police or the authorized designee once survivor notifications have been made so that other Imperial Police Department members may be apprised that survivor notifications are complete.
1032.4.1 OUT-OF-AREA NOTIFICATIONS
The Department Liaison should request assistance from law enforcement agencies in appropriate jurisdictions for in-person notification to survivors who are out of the area. (a) The Department Liaison should contact the appropriate jurisdiction using a secure network and provide the assisting agency with the name and telephone number of the department member that the survivors can call for more information following the notification by the assisting agency.
(b) The Department Liaison may assist in making transportation arrangements for the member’s survivors, but will not obligate the Department to pay travel expenses without the authorization of the Chief of Police.
1032.5 NOTIFYING DEPARTMENT MEMBERS
Supervisors or members designated by the Chief of Police are responsible for notifying department members of the line-of-duty death as soon as possible after the survivor notification is made.
Notifications and related information should be communicated in person or using secure networks and should not be transmitted over the radio.
Notifications should be made in person and as promptly as possible to all members on-duty at the time of the incident. Members reporting for subsequent shifts within a short amount of time should be notified in person at the beginning of their shifts. Members reporting for duty from their residences should be instructed to contact their supervisors as soon as practicable. Those members who are working later shifts or are on days off should be notified by phone as soon as practicable.
Members having a close bond with the deceased member should be notified of the incident in person. Supervisors should consider assistance (e.g., peer support, modifying work schedules, approving sick leave) for members who are especially affected by the incident.
Supervisors should direct members not to disclose any information outside the Department regarding the deceased member or the incident.
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Published with permission by Imperial Police Department ***DRAFT*** Line-of-Duty Deaths - 770 1032.6 LIAISONS AND COORDINATORS
The Chief of Police or the authorized designee should select members to serve as liaisons and coordinators to handle responsibilities related to a line-of-duty death, including but not limited to:
(a) Department Liaison.
(b) Hospital Liaison.
(c) Survivor Support Liaison.
(d) Wellness Support Liaison.
(e) Funeral Liaison.
(f) Mutual aid coordinator.
(g) Benefits Liaison.
(h) Finance coordinator.
Liaisons and coordinators will be directed by the Department Liaison and should be given sufficient duty time to complete their assignments.
Members may be assigned responsibilities of more than one liaison or coordinator position depending on available department resources. The Department Liaison may assign separate liaisons and coordinators to accommodate multiple family units, if needed. The Department should consider seeking assistance from surrounding law enforcement agencies to fill liaison and coordinator positions, as appropriate.
1032.6.1 DEPARTMENT LIAISON
The Department Liaison should be a Division Commander or of sufficient rank to effectively coordinate department resources, and should serve as a facilitator between the deceased member's survivors and the Department. The Department Liaison reports directly to the Chief of Police. The Department Liaison's responsibilities include but are not limited to:
(a) Directing the other liaisons and coordinators in fulfilling survivors' needs and requests.
Consideration should be given to organizing the effort using the National Incident Management System.
(b) Establishing contact with survivors within 24 hours of the incident and providing them contact information.
(c) Advising survivors of the other liaison and coordinator positions and their roles and responsibilities.
(d) Identifying locations that will accommodate a law enforcement funeral and presenting the options to the appropriate survivors, who will select the location. (e) Coordinating all official law enforcement notifications and arrangements. (f) Making necessary contacts for authorization to display flags at half-staff. (g) Reminding department members of appropriate information-sharing restrictions regarding the release of information that could undermine future legal proceedings.
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Published with permission by Imperial Police Department ***DRAFT*** Line-of-Duty Deaths - 771 (h) Coordinating security checks of the member's residence as necessary and reasonable.
(i) Serving as a liaison with visiting law enforcement agencies during memorial and funeral services.
1032.6.2 HOSPITAL LIAISON
The Hospital Liaison should work with hospital personnel to:
(a) Establish a command post or incident command system, as appropriate, to facilitate management of the situation and its impact on hospital operations (e.g., influx of people, parking).
(b) Arrange for appropriate and separate waiting areas for:
1. The survivors and others whose presence is requested by the survivors.
2. Department members and friends of the deceased member.
3. Media personnel.
(c) Ensure, as practicable, that any suspects who are in the hospital and their families or friends are not in proximity to the member's survivors or Imperial Police Department members (except for members who may be guarding a suspect). (d) Arrange for survivors to receive timely updates regarding the member before information is released to others.
(e) Arrange for survivors to have private time with the member, if requested.
1. The Hospital Liaison or hospital personnel may need to explain the condition of the member to the survivors to prepare them accordingly.
2. The Hospital Liaison should accompany the survivors into the room, if requested. (f) Stay with survivors and provide them with other assistance as needed at the hospital. (g) If applicable, explain to the survivors why an autopsy may be needed. (h) Make arrangements for hospital bills to be directed to the Department, that the survivors are not asked to sign as guarantor of payment for any hospital treatment, and that the member's residence address, insurance information, and next of kin are not included on hospital paperwork.
Other responsibilities of the Hospital Liaison include but are not limited to:
• Arranging transportation for the survivors back to their residence. • Working with investigators to gather and preserve the deceased member's equipment and other items that may be of evidentiary value.
• Documenting their actions at the conclusion of duties.
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Published with permission by Imperial Police Department ***DRAFT*** Line-of-Duty Deaths - 772 1032.6.3 SURVIVOR SUPPORT LIAISON
The Survivor Support Liaison should work with the Department Liaison to fulfill the immediate needs and requests of the survivors of any member who has died in the line of duty, and serve as the long-term department contact for survivors.
The Survivor Support Liaison should be selected by the deceased member's Division Commander.
The following should be considered when selecting the Survivor Support Liaison:
• The liaison should be an individual the survivors know and with whom they are comfortable working.
• The selection may be made from names recommended by the deceased member's supervisor and/or coworkers. The deceased member's partner or close friends may not be the best selections for this assignment because the emotional connection to the member or survivors may impair their ability to conduct adequate liaison duties. • The liaison must be willing to assume the assignment with an understanding of the emotional and time demands involved.
The responsibilities of the Survivor Support Liaison include but are not limited to:
(a) Arranging for transportation of survivors to hospitals, places of worship, funeral homes, and other locations, as appropriate.
(b) Communicating with the Department Liaison regarding appropriate security measures for the family residence, as needed.
(c) If requested by the survivors, providing assistance with instituting methods of screening telephone calls made to their residence after the incident. (d) Providing assistance with travel and lodging arrangements for out-of-town survivors. (e) Returning the deceased member's personal effects from the Department and the hospital to the survivors. The following should be considered when returning the personal effects:
1. Items should not be delivered to the survivors until they are ready to receive the items.
2. Items not retained as evidence should be delivered in a clean, unmarked box.
3. All clothing not retained as evidence should be cleaned and made presentable (e.g., items should be free of blood or other signs of the incident).
4. The return of some personal effects may be delayed due to ongoing investigations.
(f) Assisting with the return of department-issued equipment that may be at the deceased member's residence.
1. Unless there are safety concerns, the return of the equipment should take place after the funeral at a time and in a manner considerate of the survivors' wishes. (g) Working with the Wellness Support Liaison for survivors to have access to available counseling services.
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Published with permission by Imperial Police Department ***DRAFT*** Line-of-Duty Deaths - 773 (h) Coordinating with the department's Public Information Officer (PIO) to brief the survivors on pending press releases related to the incident and to assist the survivors with media relations in accordance with their wishes (see the Public Information Officer section of this policy).
(i) Briefing survivors on investigative processes related to the line-of-duty death, such as criminal, internal, and administrative investigations.
(j) Informing survivors of any related criminal proceedings and accompanying them to such proceedings.
(k) Introducing survivors to prosecutors, victim's assistance personnel, and other involved personnel as appropriate.
(l) Maintaining long-term contact with survivors and taking measures to sustain a supportive relationship (e.g., follow-up visits, phone calls, cards on special occasions, special support during holidays).
(m) Inviting survivors to department activities, memorial services (e.g., as applicable, the Annual Candlelight Vigil at the National Law Enforcement Officers Memorial), or other functions as appropriate.
Survivor Support Liaisons providing services after an incident resulting in multiple members being killed should coordinate with and support each other through conference calls or meetings as necessary.
The Department recognizes that the duties of a Survivor Support Liaison will often affect regular assignments over many years, and is committed to supporting members in the assignment.
If needed, the Survivor Support Liaison should be issued a personal communication device (PCD) owned by the Department to facilitate communications necessary to the assignment. The department-issued PCD shall be used in accordance with the Personal Communication Devices Policy.
1032.6.4 WELLNESS SUPPORT LIAISON
The Wellness Support Liaison should work with the department wellness coordinator or the authorized designee and other liaisons and coordinators to make wellness support and counseling services available to members and survivors who are impacted by a line-of-duty death. The responsibilities of the Wellness Support Liaison include but are not limited to:
(a) Identifying members who are likely to be significantly affected by the incident and may have an increased need for wellness support and counseling services, including:
1. Members involved in the incident.
2. Members who witnessed the incident.
3. Members who worked closely with the deceased member but were not involved in the incident.
(b) Making arrangements for members who were involved in or witnessed the incident to be relieved of department responsibilities until they can receive wellness support.
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Published with permission by Imperial Police Department ***DRAFT*** Line-of-Duty Deaths - 774 (c) Making wellness support and counseling resources (e.g., peer support, Critical Incident Stress Debriefing) available to members as soon as reasonably practicable following the line-of-duty death.
(d) Coordinating with the Survivor Support Liaison to inform survivors of available wellness support and counseling services and assisting with arrangements as needed.
(e) Following up with members and the Survivor Support Liaison in the months following the incident to determine if additional wellness support or counseling services are needed.
1032.6.5 FUNERAL LIAISON
The Funeral Liaison should work with the Department Liaison, Survivor Support Liaison, and survivors to coordinate funeral arrangements to the extent the survivors wish. The Funeral Liaison's responsibilities include but are not limited to:
(a) Assisting survivors in working with the funeral director regarding funeral arrangements and briefing them on law enforcement funeral procedures. (b) Completing funeral notification to other law enforcement agencies. (c) Coordinating the funeral activities of the Department, including but not limited to the following:
1. Honor Guard
(a) Casket watch
(b) Color guard
(c) Pallbearers
(d) Bell/rifle salute
2. Bagpipers/bugler
3. Uniform for burial
4. Flag presentation
5. Last radio call
(d) Briefing the Chief of Police and command staff concerning funeral arrangements. (e) Assigning an officer to remain at the family home during the viewing and funeral. (f) Arranging for transportation of the survivors to and from the funeral home and interment site using department vehicles and drivers.
(g) Addressing event-related logistical matters (e.g., parking, visitor overflow, public assembly areas).
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Published with permission by Imperial Police Department ***DRAFT*** Line-of-Duty Deaths - 775 1032.6.6 MUTUAL AID COORDINATOR
The mutual aid coordinator should work with the Department Liaison and the Funeral Liaison to request and coordinate any assistance from outside law enforcement agencies needed for, but not limited to:
(a) Traffic control during the deceased member's funeral. (b) Area coverage so that as many Imperial Police Department members can attend funeral services as possible.
The mutual aid coordinator should perform duties in accordance with the Outside Agency Assistance Policy.
Where practicable, the Chief of Police should appoint a mutual aid coordinator to identify external resources in advance of any need (e.g., regional honor guard teams, county- or state-wide resources).
1032.6.7 BENEFITS LIAISON
The Benefits Liaison should provide survivors with information concerning available benefits and will assist them in applying for benefits. Responsibilities of the Benefits Liaison include but are not limited to:
(a) Confirming the filing of workers' compensation claims and related paperwork (see the Occupational Disease and Work-Related Injury Reporting Policy). (b) Researching and assisting survivors with application for federal government survivor benefits, such as those offered through the following:
1. Public Safety Officers' Benefits Program, including financial assistance available through the Public Safety Officers' Educational Assistance (PSOEA) Program, as applicable (34 USC § 10281 et seq.).
2. Social Security Administration.
3. Department of Veterans Affairs.
(c) Researching and assisting survivors with application for state and local government survivor benefits, such as:
1. Education benefits (Education Code § 68120).
2. Health benefits (Labor Code § 4856).
3. Workers' compensation death benefit (Labor Code § 4702). (d) Researching and assisting survivors with application for other survivor benefits such as:
1. Private foundation survivor benefits programs.
2. Survivor scholarship programs.
(e) Researching and informing survivors of support programs sponsored by police associations and other organizations.
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Published with permission by Imperial Police Department ***DRAFT*** Line-of-Duty Deaths - 776 (f) Documenting and informing survivors of inquiries and interest regarding public donations to the survivors.
1. If requested, working with the finance coordinator to assist survivors with establishing a process for the receipt of public donations. (g) Providing survivors with a summary of the nature and amount of benefits applied for, including the name of a contact person at each benefit office. Printed copies of the summary and benefit application documentation should be provided to affected survivors.
(h) Maintaining contact with the survivors and assisting with subsequent benefit questions and processes as needed.
1032.6.8 FINANCE COORDINATOR
The finance coordinator should work with the Chief of Police and the Department Liaison to manage financial matters related to the line-of-duty death. The finance coordinator’s responsibilities include, but are not limited to:
(a) Establishing methods for purchasing and monitoring costs related to the incident. (b) Providing information on finance-related issues, such as:
1. Paying survivors’ travel costs if authorized.
2. Transportation costs for the deceased.
3. Funeral and memorial costs.
4. Related funding or accounting questions and issues.
(c) Working with the Benefits Liaison to establish a process for the receipt of public donations to the deceased member’s survivors.
(d) Providing accounting and cost information as needed. 1032.6 PUBLIC INFORMATION OFFICER
In the event of a line-of-duty death, the department's PIO should be the department's contact point for the media. As such, the PIO should coordinate with the Department Liaison to:
(a) Collect and maintain the most current incident information and determine what information should be released.
(b) Instruct department members to direct any media inquiries to the PIO. (c) Prepare necessary press releases.
1. Coordinate with other entities having media roles (e.g., outside agencies involved in the investigation or incident).
2. Disseminate important public information, such as information on how the public can show support for the department and deceased member's survivors. (d) Arrange for community and media briefings by the Chief of Police or the authorized designee as appropriate.
(e) Respond, or coordinate the response, to media inquiries.
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Published with permission by Imperial Police Department ***DRAFT*** Line-of-Duty Deaths - 777 (f) If requested, assist the member's survivors with media inquiries.
1. Brief the survivors on handling sensitive issues such as the types of questions that reasonably could jeopardize future legal proceedings. (g) Release information regarding memorial services and funeral arrangements to department members, other agencies, and the media as appropriate. (h) If desired by the survivors, arrange for the recording of memorial and funeral services via photos and/or video.
The identity of deceased members should be withheld until the member's survivors have been notified. If the media have obtained identifying information for the deceased member prior to survivor notification, the PIO should request that the media withhold the information from release until proper notification can be made to survivors. The PIO should notify media when survivor notifications have been made.
1032.7 DEPARTMENT CHAPLAIN
The Department chaplain may serve a significant role in line-of-duty deaths. Chaplain duties may include but are not limited to:
• Assisting with survivor notifications and assisting the survivors with counseling, emotional support, or other matters, as appropriate.
• Assisting liaisons and coordinators with their assignments, as appropriate. • Assisting department members with counseling or emotional support, as requested and appropriate.
Further information on the potential roles and responsibilities of the chaplain is in the Chaplains Policy.
1032.8 INVESTIGATION OF THE INCIDENT
The Chief of Police should make necessary assignments to conduct thorough investigations of any line-of-duty death and may choose to use the investigation process outlined in the OfficerInvolved Shootings and Deaths Policy.
Investigators from other agencies may be assigned to work on any criminal investigation related to line-of-duty deaths. Partners, close friends, or personnel who worked closely with the deceased member should not have any investigative responsibilities because such relationships may impair the objectivity required for an impartial investigation of the incident.
Involved department members should be kept informed of the progress of the investigations and provide investigators with any information that may be pertinent to the investigations. 1032.9 LINE-OF-DUTY DEATH OF A LAW ENFORCEMENT ANIMAL
The Chief of Police may authorize appropriate memorial and funeral services for law enforcement animals killed in the line of duty.
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Published with permission by Imperial Police Department ***DRAFT*** Line-of-Duty Deaths - 778 1032.10 NON-LINE-OF-DUTY DEATH
The Chief of Police may authorize certain support services for the death of a member not occurring in the line of duty.
Policy
1033
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Published with permission by Imperial Police Department ***DRAFT*** Wellness Program - 779 Wellness Program
1033.1 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.
1033.1.1 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 workrelated 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. 1033.2 POLICY
It is the policy of the Imperial Police Department to prioritize member wellness to foster fitness for duty and support a healthy quality of life for department members. The Department will maintain a wellness program that supports its members with proactive wellness resources, critical incident response, and follow-up support.
1033.3 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:
(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.
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2. When practicable, the 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 followup 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. (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 Imperial Police Department
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Published with permission by Imperial Police Department ***DRAFT*** Wellness Program - 781 services, as applicable, when there has been a member death (see the Line-ofDuty Deaths Policy for additional guidance). 1033.4 DEPARTMENT PEER SUPPORT
1033.4.1 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. 1033.4.2 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. 1033.4.3 PEER SUPPORT MEMBER TRAINING
A department peer support member should complete department-approved training prior to being assigned.
1033.5 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 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.
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Published with permission by Imperial Police Department ***DRAFT*** Wellness Program - 782 Attendance at the debriefing should only include peer support members and those directly involved in the incident.
1033.6 PEER SUPPORT COMMUNICATIONS
Although the 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).
1033.7 PHYSICAL WELLNESS PROGRAM
The coordinator is responsible for establishing guidelines for an on-duty 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
1033.8 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
• 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.
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Published with permission by Imperial Police Department ***DRAFT*** Wellness Program - 783 1033.9 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.
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Statutes and Legal Requirements.pdf
APPENDIX - STATUTES AND LEGAL REQUIREMENTS 19
Statutes and Legal Requirements
Items listed in this section include sections from the California Penal Code (CPC), Welfare and Institutions Code (WI) and Government Code (GC).
Definitions
CPC 422.55 - Provides general definition of hate crimes in California.
CPC 422.56- Provides definitions of terms included in hate crimes statutes.
GC 12926- Disability-related definitions applicable to some hate crime statutes.
Felonies
Hate Crimes
CPC 422.7 - Commission of a crime for the purpose of interfering with another’s exercise of civil rights.
Related Crimes
CPC 190.2(a)(16) - Homicide penalties related to certain hate crime related acts.
CPC 190.03(a) - Homicide penalties related to certain hate crime related acts.
CPC 288(b)(2) - Sexual assault of dependent person by caretaker CPC 368(b) - Dependent adult abuse generally - may apply as disability-related hate crime.
CPC 594.3 - Vandalism of places of worship.
CPC 11412 - Causing or attempting to cause other to refrain from exercising religion by threat.
CPC 11413 - Arson or destructive device at place of worship.
Misdemeanors
Hate Crimes
CPC 422.6 - Use of force, threats, or destruction of property to interfere with another’s exercise of civil rights.
CPC 422.77 - Violation of civil order (Bane Act) protecting the exercise of civil rights Related Crimes
CPC 302 - Disorderly conduct during an assemblage of people gathered for religious worship at a taxexempt place of worship.
CPC 538(c) - Unauthorized insertion of advertisements in newspapers and redistribution to the public.
CPC 640.2 - Placing handbill, notice of advertisement on a consumer product or product packaged without authorization.
CPC 11411 - Terrorism of owner or occupant of real property. Placement or display of sign, symbol, or other physical impression without authorization, engagement in pattern of conduct, or burning or desecration of religious symbols.
20 CALIFORNIA COMMISSION ON PEACE OFFICER STANDARDS AND TRAINING Enhancements
CPC 190.2(a)(16) - Special circumstances imposing the Death Penalty or Life Without Possibility of Parole, if the victim was intentionally killed because of sexual orientation, gender, or disability.
CPC 190.3 - Special circumstances imposing LWOP if the victim was intentionally killed because of sexual orientation, gender, or disability.
CPC 422.75 - Penalty for felony committed because of victim’s race, color, religion, nationality, country or origin, ancestry, disability, or sexual orientation shall be enhanced one, two, or three years in prison, if the person acts alone; and two, three, or four years if the person commits the act with another.
CPC 1170.8 - Enhancement for robbery or assault at a place of worship.
CPC 1170.85(b) - Felony assault or battery enhancement due to age or disability.
Reporting
CPC 13023- Requirement for law enforcement agencies to report hate crime data to DOJ.
WI 15630 – Elder and Dependent Adult Abuse Mandated Reporting (may apply in disability-related hate crimes).
Training and Policy Requirements
CPC 422.87 - Hate crimes policy adoption and update requirements (AB 1985, Effective January 1, 2019).
CPC 13519.6 - Defines hate crime training requirements for peace officers.
CPC 13519.41 - Training requirements on sexual orientation and gender identity-related hate crimes for peace officers and dispatchers (AB 2504, Effective January 1, 2019).
Miscellaneous Provisions
CPC 422.78 - Responsibility for prosecution of stay away order violations.
CPC 422.86 - Public policy regarding hate crimes.
CPC 422.89 - Legislative intent regarding violations of civil rights and hate crimes CPC 422.92 - Hate crimes victims brochure requirement for law enforcement agencies.
CPC 422.93 - Protection of victims and witnesses from being reported to immigration authorities.
GC 6254 - Victim confidentiality.
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Published with permission by Imperial Police Department ***DRAFT*** Supplemental Hate Crime Report.pdf - 786 Supplemental Hate Crime Report.pdf
Supplemental Hate Crime Report.pdf
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Published with permission by Imperial Police Department ***DRAFT*** Hate Crime Checklist.pdf - 787 Hate Crime Checklist.pdf
Hate Crime Checklist.pdf
HATE CRIME CHECKLIST
Page of
Victim Type:
Individual
Legal name (Last, First):
Other Names used (AKA):
School, business or organization
Name:
Type:
(e.g., non-profit, private, public school)
Address:
Faith-based organization
Name:
Faith:
Address:
Target of Crime (Check all that apply):
Person Private property Public property
Other
Nature of Crime (Check all that apply):
Bodily injury Threat of violence
Property damage
Other crime:
Property damage - estimated value
Type of Bias
(Check all characteristics that apply):
Disability
Gender
Gender identity/expression
Sexual orientation
Race
Ethnicity
Nationality
Religion
Significant day of offense
(e.g., 9/11, holy days)
Other:
Specify disability (be specific):
Actual or Perceived Bias – Victim’s Statement:
Actual bias [Victim actually has the indicated characteristic(s)].
Perceived bias [Suspect believed victim had the indicated characteristic(s)].
If perceived, explain the circumstances in narrative portion of Report.
Reason for Bias:
Do you feel you were targeted based on one of these characteristics? Yes No Explain in narrative portion of Report.
Do you know what motivated the suspect to commit this crime? Yes No Explain in narrative portion of Report.
Do you feel you were targeted because you associated yourself with an individual or a group?
Yes No Explain in narrative portion of Report.
Are there indicators the suspect is affiliated with a Hate Group (i.e., literature/tattoos)?
Yes No Describe in narrative portion of Report.
Are there Indicators the suspect is affiliated with a criminal street gang? Yes No Describe in narrative portion of Report.
Bias Indicators (Check all that apply):
Hate speech Acts/gestures Property damage Symbol used
Written/electronic communication Graffiti/spray paint Other:
Describe with exact detail in narrative portion of Report.
Relationship Between Suspect & Victim:
Suspect known to victim? Yes No
Nature of relationship:
Length of relationship:
If Yes, describe in narrative portion of Report
Prior reported incidents with suspect? Total #
Prior unreported incidents with suspect? Total #
Restraining orders? Yes No
If Yes, describe in narrative portion of Report
Type of order: Order/Case#
Weapon(s) used during incident? Yes No Type:
Weapon(s) booked as evidence? Yes No
Automated Firearms System (AFS) Inquiry attached to Report? Yes No POST 05/19 (Based on LAPD’s Hate Crime Supplemental Report, used with permission)
HATE CRIME CHECKLIST
Page of
Witnesses present during incident? Yes No Statements taken? Yes No Evidence collected? Yes No
Photos taken? Yes No
Total # of photos: D#:
Taken by: Serial #:
Recordings: Video Audio Booked
Suspect identified: Field ID By photo
Known to victim
VICTIM
Tattoos
Shaking
Unresponsive
Crying
Scared
Angry
Fearful
Calm
Agitated
Nervous
Threatening
Apologetic
Other observations:
SUSPECT
Tattoos
Shaking
Unresponsive
Crying
Scared
Angry
Fearful
Calm
Agitated
Nervous
Threatening
Apologetic
Other observations:
ADDITIONAL QUESTIONS (Explain all boxes marked "Yes" in narrative portion of report):
Has suspect ever threatened you? Yes No
Has suspect ever harmed you? Yes No
Does suspect possess or have access to a firearm? Yes No Are you afraid for your safety? Yes No
Do you have any other information that may be helpful? Yes No Resources offered at scene: Yes No Type:
Victim Suspect
Declined medical treatment
Will seek own medical treatment
Received medical treatment
Authorization to Release Medical Information,
Form 05.03.00, signed? Yes No
Paramedics at scene? Yes No Unit #
Name(s)/ID #:
Hospital:
Jail Dispensary:
Physician/Doctor:
Patient #:
Officer (Name/Rank) Date
Officer (Name/Rank) Date
Supervisor Approving (Name/Rank) Date
POST 05/19
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Supplemental Hate Crime Report-Agency.pdf
Supplemental Hate Crime Report-Agency.pdf
SUPPLEMENTAL HATE CRIME REPORT
Hate incident (No Crime Committed) Hate Crime (422.6 PC, 51.7 CC, 52.1 CC) VICTIM
VICTIM TYPE
Individual
Legal name (Last, First):
___________________________________________
Date and time of incident:
______________________________________________
Location of incident:
______________________________________________
Date and time of report:
______________________________________________
Location of report:
______________________________________________
Agency Case #:
______________________________________________
NATURE OF CALL FOR SERVICE (check all that apply)
Crime against persons
Crime against property
Gang activity
Other _____________________________________
Date of Birth Age Sex Race
School, business or organization
Name: _____________________________________
Type: _____________________________________
(e.g., non-profit, private, public school)
Faith-based organization
Name: _____________________________________
Faith: _____________________________________
Other
Name: _____________________________________
Type: _____________________________________
Address: _____________________________________
BIAS
TYPE OF BIAS
(Check all characteristics that apply)
Disability
Gender
Gender identity/expression
Sexual orientation
Race
Ethnicity
Nationality
Religion
Significant day of offense
(e.g., 9/11, holy days)
Association with a person or group with
one or more of these characteristics
(actual or perceived)
Other:
______________________________
ACTUAL OR PERCEIVED BIAS – VICTIM’S STATEMENT
Actual bias [Victim has the indicated characteristic(s)]. Perceived bias [Suspect believed victim had the indicated characteristic(s)].
REASON FOR BIAS:
Do you feel you were targeted based on one of these characteristics? Yes No
Do you know what motivated the suspect to commit this crime? Yes No
Do you feel you were targeted because you associated yourself with an individual or a group?
Yes No
Are there indicators the suspect is affiliated with a Hate Group (i.e., literature/tattoos)?
Yes No
Are there Indicators the suspect is affiliated with a criminal street gang? Yes No
BIAS INDICATORS (CHECK ALL THAT APPLY):
Hate speech Acts/gestures Property damage Symbol used Written/electronic communication Graffiti/spray paint Other: ___________________
SUPPLEMENTAL HATE CRIME REPORT
HISTORY
SUSPECT INFORMATION
Legal name (Last, First):
______________________________________________
Other Names used (AKA):
______________________________________________
RELATIONSHIP BETWEEN SUSPECT & VICTIM
Suspect known to victim: Yes No
Nature of relationship:
______________________________________________
Length of relationship: ____________________________
Prior reported incidents with suspect: Total # _______ Prior unreported incidents with suspect:
Yes No Unknown
Date of Birth Age Sex Race
Relationship to Victim:
______________________________________________
WEAPONS/FORCE
Weapon(s) used during incident? Yes No Type: ________________________________________ Force used during incident? Yes No Type: ________________________________________
EVIDENCE
Witnesses present during incident? Yes No Statements taken? Yes No Evidence collected? Yes No
Photos taken? Yes No
Recordings: Video Audio Booked
Suspect identified: Field ID By photo/video Known
RESOURCES
Resources offered at scene: Yes No
Marsy’s Law Handout Hate Crimes Brochure Other: ________________________________________
MEDICAL
Victim Suspect
Declined medical treatment
Will seek own medical treatment
Received medical treatment
Injuries observed
Completed by Date
Name/Title/ID number
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Published with permission by Imperial Police Department ***DRAFT*** Index - 789
INDEX / TOPICS
A
ACKNOWLEDGEMENTS
Policy manual. . . . . . . . . . . . 15
Policy revisions. . . . . . . . . . . 15
ADMINISTRATIVE INVESTIGATION . . . 79
ADMINISTRATIVE INVESTIGATIONS
OIS . . . . . . . . . . . . 79, 79, 79
OIS . . . . . . . . . . . . . . 79, 79
Recorded media files. . . . . . . . . 404
Vehicle damage. . . . . . . . . . . 559
AIRCRAFT . . . . . . . . . . . . . . 372
Accidents. . . . . . . . . . . . . 372
Ambulance. . . . . . . . . . . . . 455
ALCOHOL
Vehicle use. . . . . . . . . . . . . 556
ALCOHOL . . . . . . . . . . . . . . 679
ALCOHOL USE . . . . . . . . . . . . 679
ALCOHOL, INTOXICANTS . . . . . . . 203
AMMUNITION
Gun violence restraining order surrenders. 295
ANIMALS . . . . . . . . . . . . . . 615
Line-of-duty deaths. . . . . . . . . 777
APPOINTMENTS
Chaplain coordinator. . . . . . . . . 266
Communications supervisor. . . . . . 573
Coordinator - portable audio/video recorders 400
Forfeiture reviewer. . . . . . . . . . 511
Operations director . . . . . . . 530, 534
Petty cash fund manager. . . . . . . 561
Reserve coordinator. . . . . . . . . 224
ARRESTS
First amendment assemblies . . . . 430, 432
ASSET FORFEITURE . . . . . . . . . 508
AUDIO/VIDEO RECORDING
Body-worn cameras. . . . . . . . . 400
Custodial interrogation. . . . . . . . 496
OIS. . . . . . . . . . . . . . . . 80
AUDITS
Petty cash. . . . . . . . . . . . . 561
Public safety video surveillance. . . . . 274
AUTHORITY
Policy manual. . . . . . . . . . . . 13
AUTHORITY, ETHICS . . . . . . . . . 199
AUTOMATED LICENSE PLATE READERS
(ALPR) . . . . . . . . . . . . . . . 422
B
BADGE . . . . . . . . . . . . . . . 749
BATON . . . . . . . . . . . . . . . . 62
BIOLOGICAL SAMPLES
Hazards . . . . . . . . . . . 373, 766
BIOLOGICAL SAMPLES . . . . . . . . 262
BODY ARMOR . . . . . . . . . . . . 704
BODY-WORN CAMERAS . . . . . . . 400
BOMBS
Aircraft accidents. . . . . . . . . . 373
Chaplains. . . . . . . . . . . . . 268
MDT/MDC. . . . . . . . . . . . . 399
Portable audio/video recorders. . . . . 402
BRADY MATERIAL . . . . . . . . . . 525
BREATH TEST . . . . . . . . . . . . 484
C
CANINES
Pursuits. . . . . . . . . . . . . . 417
CASH HANDLING, SECURITY AND
MANAGEMENT . . . . . . . . . . . 561
CHANGE OF ASSIGNMENT . . . . . . 715
CHAPLAINS . . . . . . . . . . . . . 265
CHIEF EXECUTIVE . . . . . . . . . . 11
CHILD ABUSE . . . . . . . . . . . . 161
CHILDREN
Transporting. . . . . . . . . . . . 702
CITATIONS . . . . . . . . . . . . . 470
CIVIL
Liability response. . . . . . . . . . . 80
Subpoenas. . . . . . . . . . . . . 221
CIVIL DISPUTES . . . . . . . . . . . 436
CIVILIAN/NONSWORN
Crisis intervention incidents. . . . . . 347
CODE-3 . . . . . . . . . . . . . . . 104
COMMAND STAFF
Policy review. . . . . . . . . . . . 15
COMMENDATIONS AND AWARDS . . . 716
COMMUNICABLE DISEASE
Health orders. . . . . . . . . . . . 317
COMMUNICATIONS CENTER
Mandatory sharing. . . . . . . . . . 230
COMMUNICATIONS CENTER
Crisis intervention incidents. . . . . . 346
COMMUNITY ADVISORY COMMITTEE . 302
COMMUNITY RELATIONS . . . . . . . 299
COMPUTERS
Digital evidence. . . . . . . . . . . 498
CONDUCT
Meritorious. . . . . . . . . . . . . 717
OIS. . . . . . . . . . . . . . . . 74
Standards of conduct. . . . . . . . . 201
Imperial Police Department
Imperial PD Policy Manual
Copyright Lexipol, LLC 2025/06/24, All Rights Reserved.
Published with permission by Imperial Police Department ***DRAFT*** - 790
CONFIDENTIALITY
ALPR. . . . . . . . . . . . . . . 422
Chaplains. . . . . . . . . . . . . 269
Communications center. . . . . . . . 577
Radio broadcasts. . . . . . . . . . 398
Surreptitious recording. . . . . . . . 402
CONTACTS AND TEMPORARY DETENTIONS
Warrant service. . . . . . . . . . . 532
CONTROL DEVICES
Training. . . . . . . . . . . . . . 364
CONTROL DEVICES . . . . . . . . . . 61
CONTROL DEVICES . . . . . . . . . . 61
CONTROL DEVICES, CUSTODY
FIREARMS, Custody. . . . . . . . . 634
CORRESPONDENCE . . . . . . . . . . 27
COURT APPEARANCES . . . . . . . . 220
COURT ORDERS
Gun violence restraining order surrenders. 295
Subpoenas. . . . . . . . . . . . . 220
Surreptitious recording. . . . . . . . 402
COURT ORDERS, CIVIL DISPUTES . . . 437
CRIME ANALYSIS . . . . . . . . . . 572
CRIME SCENE AND DISASTER INTEGRITY
. . . . . . . . . . . . . . . . . . . 316
CRISIS INTERVENTION INCIDENTS . . 344
CUSTODIAL INTERROGATIONS . . . . 496
D
DAMAGE BY CITY PERSONNEL . . . . 213
DEATH
Chaplains. . . . . . . . . . . . . 268
DEBRIEFING
Tactical. . . . . . . . . . . . . . . 80
Warrant service. . . . . . . . . . . 532
DECONFLICTION . . . . . . . . . . . 536
DEPARTMENT OWNED PROPERTY . . . 545
DEPARTMENT PROPERTY
Loss Or Damage. . . . . . . . . . . 546
DEPARTMENTAL DIRECTIVES . . . . . 20
DISABLED
Motorist. . . . . . . . . . . . . . 491
DISASTER PLAN . . . . . . . . . . . 21
DISCIPLINE . . . . . . . . . . . . . 198
DRIVING
MDT/MDC. . . . . . . . . . . . . 398
DRIVING, SAFETY SAFETY, CONDUCT
FIREARMS, CONDUCT . . . . . . . . 202
DRUG USE . . . . . . . . . . . . . . 679
DUI ENFORCEMENT . . . . . . . . . 482
E
ELECTRICAL LINES . . . . . . . . . 371
ELECTRONIC CIGARETTES . . . . . . 689
ELECTRONIC MAIL . . . . . . . . . . 25
EMERGENCY MANAGEMENT PLAN . . . 21
EMERGENCY UTILITY . . . . . . . . 371
EVIDENCE
Digital. . . . . . . . . . . . . . . 498
Public Safety Video Surveillance. . . . 273
Seizing recordings. . . . . . . . . . 406
EVIDENCE, BOMBS . . . . . . . . . . 343
EXPLOSIONS . . . . . . . . . . . . 342
F
FIELD SOBRIETY TESTS . . . . . . . 482
FIREARM SERIAL NUMBERS . . . . . 595
FIREARMS
Destruction of animals. . . . . . . . 618
Removal for vehicle maintenance. . . . 551
Retiree. . . . . . . . . . . . . . . 36
FITNESS FOR DUTY . . . . . . . . . 718
FORCE . . . . . . . . . . . . . . . . 53
FOREIGN DIPLOMATIC AND CONSULAR
REPRESENTIVES . . . . . . . . . . . 358
G
GRIEVANCE PROCEDURE . . . . . . . 670
GROOMING STANDARDS . . . . . . . 729
H
HAZARDOUS MATERIAL (HAZMAT)
RESPONSE
Aircraft accidents. . . . . . . . . . 373
HAZARDS . . . . . . . . . . . . . . 764
HELICOPTER ASSISTANCE . . . . . . 379
HIGH-VISIBILITY VESTS . . . . . . . 470
HOMELESS . . . . . . . . . . . . . 425
I
IDENTITY THEFT . . . . . . . . . . . 240
INFORMATION TECHNOLOGY USE
TECHNOLOGY USE . . . . . . . . . . 204
INSPECTIONS
Illness and injury prevention. . . . . . 765
Personal protective equipment. . . . . 765
Vehicles. . . . . . . . . . . . . . 765
INVESTIGATION AND PROSECUTION . 495
J
JURISDICTION
Aircraft accidents. . . . . . . . . . 373
OIS. . . . . . . . . . . . . . . . 73
Imperial Police Department
Imperial PD Policy Manual
Copyright Lexipol, LLC 2025/06/24, All Rights Reserved.
Published with permission by Imperial Police Department ***DRAFT*** - 791 K
KEYS
Vehicle. . . . . . . . . . . . . . 555
KINETIC PROJECTILES . . . . . . . . . 63
L
LIMITED ENGLISH PROFICIENCY
Communications center. . . . . . . . 575
Eyewitness identification. . . . . . . 521
LIMITED ENGLISH PROFICIENCY . . . 252
M
MANUALS . . . . . . . . . . . . . . 21
MDT/MDC
Use. . . . . . . . . . . . . . . . 555
Vehicles. . . . . . . . . . . . . . 555
MEAL PERIODS AND BREAKS . . . . . 721
MEDIA
Aircraft accidents. . . . . . . . . . 374
OIS. . . . . . . . . . . . . . . . 81
MEDICAL
Aircraft accidents. . . . . . . . . . 372
Releases. . . . . . . . . . . . . . 455
MINIMUM STAFFING . . . . . . . . . 28
MOBILE AUDIO VIDEO . . . . . . . . 390
MOBILE AUDIO/VIDEO (MAV)
OIS. . . . . . . . . . . . . . . . 80
MODIFIED-DUTY ASSIGNMENTS . . . 751
MUTUAL AID
Warrant service. . . . . . . . . . . 532
N
NONSWORN
Vehicles. . . . . . . . . . . . . . 556
NOTIFICATIONS
Aircraft accidents. . . . . . . . . . 373
Cash. . . . . . . . . . . . . . . 562
Impaired driving. . . . . . . . . . . 483
Sick leave. . . . . . . . . . . . . 682
O
OATH OF OFFICE . . . . . . . . . . . 12
OC SPRAY . . . . . . . . . . . . . . 62
OFFICER SAFETY
Communications center . . . . . 575, 577
Crime scene and disaster integrity. . . . 316
Foot pursuits. . . . . . . . . . . . 417
LEOSA. . . . . . . . . . . . . . . 36
Occupational hazards. . . . . . . . . 764
Seat belts. . . . . . . . . . . . . 702
Warrant service. . . . . . . . . . . 530
OPERATIONS PLANNING AND
DECONFLICTION . . . . . . . . . . . 534
ORGANIZATIONAL STRUCTURE . . . . 18
ORGANIZATIONAL STRUCTURE AND
RESPONSIBILITY . . . . . . . . . . . 18
OUTSIDE AGENCY ASSISTANCE . . . . 229
OUTSIDE EMPLOYMENT . . . . . . . 733
Change in Status. . . . . . . . . . . 736
Obtaining Approval. . . . . . . . . 733
Prohibited Outside Employment. . . . 734
Security Employment. . . . . . . . . 735
OVERTIME
Court. . . . . . . . . . . . . . . 222
OVERTIME PAYMENT . . . . . . . . 725
P
PARKING . . . . . . . . . . . . . . 556
PEPPER PROJECTILES . . . . . . . . . 62
PEPPER SPRAY . . . . . . . . . . . . 62
PERFORMANCE EVALUATIONS
Sick leave. . . . . . . . . . . . . 683
PERSONAL APPEARANCE . . . . . . . 729
PERSONAL PROPERTY . . . . . . . . 545
Loss Or Damage. . . . . . . . . . . 546
PERSONAL PROTECTIVE EQUIPMENT . 563
PERSONNEL COMPLAINTS
Portable audio/video review. . . . . . 404
PERSONNEL ORDERS . . . . . . . . . 27
PHOTOGRAPHS
Aircraft accidents. . . . . . . . . . 374
POLICE/SHERIFF CADETS . . . . . . . 744
Program advisors. . . . . . . . . . 744
POLICY MANUAL . . . . . . . . . . . 13
PRIVACY EXPECTATIONS
Audio/video recordings. . . . . . . . 400
MDT/MDC. . . . . . . . . . . . . 397
PRIVATE PERSONS ARRESTS . . . . . 250
PROTECTED INFORMATION
Communications center. . . . . . . . 577
PUBLIC RECORDING OF LAW ENFORCEMENT
ACTIVITY . . . . . . . . . . . . . . 405
PUBLIC SAFETY VIDEO SURVEILLANCE 271
PURSUITS
Foot. . . . . . . . . . . . . . . . 417
R
RAPID RESPONSE AND DEPLOYMENT . 362
RECORDS BUREAU
Administrative hearings. . . . . . . . 487
Imperial Police Department
Imperial PD Policy Manual
Copyright Lexipol, LLC 2025/06/24, All Rights Reserved.
Published with permission by Imperial Police Department ***DRAFT*** - 792 Impaired driving. . . . . . . . . . . 487
Suspicious activity reports. . . . . . . 440
RECORDS RELEASE
ALPR. . . . . . . . . . . . . . . 424
Audio/video recordings. . . . . . . . 404
Child deaths. . . . . . . . . . . . 168
Public safety video surveillance. . . . . 274
RECORDS RETENTION
Illness and injury prevention. . . . . . 766
Oath of office. . . . . . . . . . . . 12
Personal protective equipment. . . . . 566
REFLECTORIZED VESTS . . . . . . . 470
RELIGION, ACCOMMODATIONS IN CUSTODY
. . . . . . . . . . . . . . . . . . . 634
REPORT CORRECTIONS . . . . . . . . 214
REPORT PREPARATION . . . . . . . . 211
RESERVE OFFICERS/DEPUTIES . . . . 223
Firearms Requirements. . . . . . . . 227
Training. . . . . . . . . . . . . . 225
RESPIRATORY PROTECTION . . . . . 564
RESPONSE TO CALLS . . . . . . . . . 104
REVIEWS
Crisis intervention incidents. . . . . . 348
Policy manual. . . . . . . . . . . . 15
Portable audio/video. . . . . . . . . 404
Public records on social media. . . . . 210
RIDE-ALONG
Eligibility. . . . . . . . . . . . . 329
RISK ASSESSMENT . . . . . . . . . . 534
ROLL CALL TRAINING . . . . . . . . 315
S
SAFETY
Canine. . . . . . . . . . . . . . . 555
Communications center. . . . . . . . 573
First responder. . . . . . . . . . . 316
Inspections (occupations). . . . . . . 765
Personal protective equipment. . . . . 563
Temporary custody of adults. . . . . . 631
SAFETY EQUIPMENT
First amendment assemblies. . . . . . 430
Seat belts. . . . . . . . . . . . . 702
SCHOOL EMPLOYEE REPORTING . . . 260
SEARCH & SEIZURE . . . . . . . . . 125
SEARCH WARRANTS . . . . . . . . . 530
SEARCHES
Crime scene. . . . . . . . . . . . 317
Gun violence restraining orders. . . . . 294
SECURITY EMPLOYMENT . . . . . . . 735
SMOKING AND TOBACCO USE . . . . 689
SOCIAL MEDIA . . . . . . . . . . . 208
STAFFING LEVELS . . . . . . . . . . 28
STANDARDS OF CONDUCT . . . . . . 197
SUBPOENAS . . . . . . . . . . . . . 220
SUBPOENAS AND COURT APPEARANCES 220
SUPERVISION DEPLOYMENTS . . . . . 28
SUSPICIOUS ACTIVITY REPORTING . . 439
T
TAKE HOME VEHICLES . . . . . . . . 557
TEAR GAS . . . . . . . . . . . . . . 62
TRAFFIC FUNCTION AND RESPONSIBILITY
. . . . . . . . . . . . . . . . . . . 469
TRAFFIC OFFICER/DEPUTY . . . . . . 469
TRAFFIC SIGNAL . . . . . . . . . . . 371
TRAINING
ALPR. . . . . . . . . . . . . . . 424
Chaplains. . . . . . . . . . . . . 269
Dispatcher. . . . . . . . . . . . . 578
Hazardous materials. . . . . . . . . 766
Impaired driving. . . . . . . . . . . 487
Occupational safety. . . . . . . . . 766
Operation planning and deconfliction. . . 539
Personal protective equipment. . . . . 567
Public safety video surveillance. . . . . 274
Rapid response and deployment. . . . . 364
Shared equipment and supplies. . . . . 230
Social media. . . . . . . . . . . . 210
Warrant service. . . . . . . . . . . 533
TRAINING
SWAT. . . . . . . . . . . . . . . 321
TRAINING PLAN . . . . . . . . . . . 22
TRAINING POLICY . . . . . . . . . . 22
U
UNIFORMS
Chaplains. . . . . . . . . . . . . 266
Courtroom attire. . . . . . . . . . . 221
UNMANNED AERIAL SYSTEM . . . . . 527
USE OF SOCIAL MEDIA . . . . . . . . 208
UTILITY SERVICE . . . . . . . . . . 371
V
VEHICLE MAINTENANCE . . . . . . . 551
VEHICLES
Impound hearings. . . . . . . . . . 480
W
WARRANT SERVICE . . . . . . . . . 530
WATCH COMMANDERS . . . . . . . . 389
WATER LINES . . . . . . . . . . . . 371