RESO 25-076 - Adopting Supplement One to the Golden Valley Police Department Policy ManualRESOLUTION NO. 25-076
A RESOLUTION ADOPTING SUPPLEMENT ONE
TO THE GOLDEN VALLEY POLICE DEPARTMENT
POLICY MANUAL
WHEREAS, the Golden Valley City Council is the policy making body for the City
under Minnesota Statutes, section 412.611 and adopts all City policies by resolution; and
WHEREAS, the City of Golden Valley Police Department is responsible for
enforcing compliance with the MN POST Board rules by adopting identical or substantially
similar agency policies; and
WHEREAS, the Golden Valley Police Department Policy Manual (the “Policy
Manual”) is critical to ensuring the police department’s operations remain in compliance
with evolving laws, regulations, and law enforcement best practices; and
WHEREAS, the Police Department Command staff, in partnership with the City
Manager, Human Resources Department, and the City Attorney, have reviewed and
updated the policies contained in Supplement One to the Golden Valley Police
Department Policy Manual (“Supplement One”) and recommend the Council adopt
Supplement One for inclusion in the Policy Manual; and
WHEREAS, upon adoption of Supplement One, Police Department Command
staff will provide Supplement One and related training to members of the Golden Valley
Police Department.
NOW THEREFORE, BE IT RESOLVED, BY THE CITY COUNCIL OF THE CITY
OF GOLDEN VALLEY, MINNESOTA that:
1. This Council adopts Supplement One to the Golden Valley Police Department
Policy Manual attached hereto as Exhibit A.
2. The policies contained in Supplement One shall supersede and replace all
previously adopted policies on the topics covered in Supplement One.
3. The Police Department Command Staff are directed to ensure that Supplement
One is distributed to all relevant parties and to provide all necessary training to
GVPD staff.
BE IT FURTHER RESOLVED, that Supplement One to the Golden Valley Police
Department Policy Manual shall take effect immediately upon adoption.
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Resolution No. 25-076 - 2 - September 2, 2025
Adopted by the City Council of the City of Golden Valley, Minnesota this 2nd day of
September, 2025.
____________________________
Roslyn Harmon, Mayor
Attested:
____________________
Theresa Schyma, City Clerk
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***DRAFT*** Recruitment and Selection - 1
Golden Valley Police Department
Policy Manual
Recruitment and Selection
1000.1 PURPOSE AND SCOPE
This policy provides a framework for employee recruiting efforts and identifying job-related
standards for the selection process. This policy supplements the rules that govern employment
practices for the Golden Valley Police Department and that are promulgated and maintained by
the Human Resources Department.
1000.2 POLICY
In accordance with applicable federal, state, and local law, the Golden Valley Police Department
provides equal opportunities for applicants and employees regardless of actual or perceived
race, ethnicity, national origin, religion, sex, sexual orientation, gender identity or expression,
age, disability, pregnancy, genetic information, veteran status, marital status, and any other
classification or status protected by law. The Department does not show partiality or grant any
special status to any applicant, employee, or group of employees unless otherwise required by
law.
The Department will recruit and hire only those individuals who demonstrate a commitment to
service and who possess the traits and characteristics that reflect personal integrity and high
ethical standards.
1000.3 RECRUITMENT
The Assistant Police Chief—Operations shall, in collaboration with the Human Resources and
other applicable departments, employ a comprehensive recruitment and selection strategy to
recruit and select employees from a qualified and diverse pool of candidates.
The strategy shall include:
(a) Establishment of a written recruitment plan.
1. The plan shall include an outline of steps for recruiting candidates who are
representative of the community. This should include candidates who live in
or are from the community, if appropriate and consistent with applicable laws,
memorandum of understandings, or collective bargaining agreements.
(b) Identification of racially and culturally diverse target markets.
(c) Use of marketing strategies to target diverse applicant pools.
(d) Expanded use of technology and maintenance of a strong internet presence. This may
include an interactive department website and coordinating the use of department-
managed social networking sites with the Communications Department, if resources
permit.
(e) Expanded outreach through partnerships with community groups, citizen
academies, local colleges, universities, the media and the military.
(f) Employee referral and recruitment incentive programs.
(g) Consideration of shared or collaborative regional testing processes.
Policy 1000
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The Department shall avoid advertising, recruiting, and screening practices that tend to
stereotype, focus on homogeneous applicant pools, or screen applicants in a discriminatory
manner.
The Department and Human Resources staff should strive to facilitate and expedite the
screening and testing process, and should periodically inform each candidate of their status in
the recruiting process.
1000.4 SELECTION PROCESS
The Department shall actively strive to identify a diverse group of candidates that have in some
manner distinguished themselves as being outstanding prospects. Minimally, the Department
shall employ a comprehensive screening, background investigation, and selection process that
assesses cognitive and physical abilities and includes review and verification of the following:
(a) A comprehensive application for employment (including previous employment,
references, current and prior addresses, education, military record)
(b) Driving record
(c) Personal and professional reference checks
(d) A Citizen of the U.S. or eligible to work in the U.S., including U.S. Citizenship and
Immigration Services (USCIS) Employment Eligibility Verification Form I-9 and
acceptable identity and employment authorization documents (Minn. R. 6700.0700,
Subp. 1). This required documentation should not be requested until a candidate is
hired. This does not prohibit obtaining documents required for other purposes.
(e) Information obtained from public internet sites
1. This review should include the identification of any activity that promotes or
supports unlawful violence or unlawful bias against persons based on protected
characteristics (e.g., race, ethnicity, national origin, religion, gender, gender
identity, sexual orientation, disability).
(f) Financial history consistent with the Fair Credit Reporting Act (FCRA) (15 USC § 1681
et seq.)
(g) Local, state, and federal criminal history record checks
(h) Medical and psychological examinations will be conducted as required by MN.
POST (may only be given after a conditional offer of employment)
(i) Selection committee assessment
(j) Relevant national and state decertification records, if available, including the National
Decertification Index
(k) Any relevant information in the National Law Enforcement Accountability Database
1000.4.1 VETERAN'S PREFERENCE
Veterans who are candidates for job openings shall receive preference recognizing the training
and experience, loyalty and sacrifice not otherwise readily assessed by examination pursuant
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to Minn. Stat. § 197.455.
1000.5 BACKGROUND INVESTIGATION
Every candidate shall undergo a thorough background investigation to verify the candidate's
personal integrity and high ethical standards, and to identify any past behavior that may be
indicative of the candidate's unsuitability to perform duties relevant to the operation of the Golden
Valley Police Department.
The background investigation must determine whether the candidate meets the standards
established by the Minnesota Board of Peace Officer Standards and Training (POST) as well
as the security standards established to access state and national computerized record and
communication systems (Minn. Stat. § 626.87; Minn. R. 6700.0670; Minn. R. 6700.0700).
A background investigation is valid for six months after completion. If the candidate is not hired
during the six months, the background investigation must be updated before a final offer of
employment to the candidate is made (Minn. R. 6700.0670, Subp. 2).
1000.5.1 NOTICES
Background investigators shall ensure that investigations are conducted and notices provided
in accordance with the requirements of the FCRA and Minnesota law (15 USC § 1681d;
Minn. Stat. § 13C.02).
1000.5.2 STATE NOTICES
Upon initiation of a candidate's background investigation, the Chief of Police or the authorized
designee shall provide written notice to POST as soon as practicable, but no later than ten days
thereafter that includes the candidate's full name and date of birth and the candidate's peace
officer license number, if applicable (Minn. Stat. § 626.87; Minn. R. 6700.0670, Subp. 3).
If the background investigation identifies a disqualification under the minimum selection standards
in Minn. R. 6700.0700, the Chief of Police or the authorized designee shall provide written notice
to POST as soon as practicable, but no later than ten days (Minn. R. 6700.0670, Supb. 3).
1000.5.3 REVIEW OF SOCIAL MEDIA SITES
Due to the potential for accessing unsubstantiated, private, or protected information, the
Department should not require candidates to provide passwords, account information, or access
to password-protected social media accounts (Minn. R. 6700.0670, Subp. 1).
The Department shall, whenever possible, utilize the services of an appropriately trained and
experienced third party to conduct open source, internet-based searches and/or review
information from social media sites to ensure that:
(a) The legal rights of candidates are protected.
(b) Material and information to be considered are verified, accurate, and validated.
(c) The Department fully complies with applicable privacy protections and local, state,
and federal law.
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Regardless of whether a third party is used, the Department and Human Resources staff should
ensure that potentially impermissible information is not available to any person involved in the
candidate selection process.
1000.5.4 DOCUMENTING AND REPORTING
The background investigator shall summarize the results of the background investigation in a
report that includes sufficient information to allow the reviewing authority to decide whether to
extend a conditional offer of employment. The report shall not include any information that is
prohibited from use, including that from social media sites, in making employment decisions.
The report and all supporting documentation shall be included in the candidate’s background
investigation file.
1000.5.5 RECORDS RETENTION
The background report and all supporting documentation shall be maintained by the Human
Resources Department and in accordance with the established records retention schedule
(Minn. R. 6700.0670, Subp. 2; Minn. R. 6700.0700, Subp. 2).
1000.6 DISQUALIFICATION GUIDELINES
As a general rule, performance indicators and candidate information and records shall be
evaluated by considering the candidate as a whole, and taking into consideration the following:
• Age at the time the behavior occurred
• Passage of time
• Patterns of past behavior
• Severity of behavior
• Probable consequences if past behavior is repeated or made public
• Likelihood of recurrence
• Relevance of past behavior to public safety employment
• Aggravating and mitigating factors
• Other relevant considerations
A candidate’s qualifications will be assessed on a case-by-case basis, using a totality-of-the-
circumstances framework.
1000.7 STANDARDS FOR OFFICERS
Candidates shall meet the minimum standards established by Minnesota POST (Minn. R.
6700.0700):
(a) Citizen of, or eligible to work in, the United States (Minn. R. 6700.0700, Subp. 1)
(b) Possess a valid driver's license
(c) Free of any felony conviction
(d) Not be required to register as a predatory offender under state law
(e) Free of conviction of any controlled substance law or of any misdemeanor offense
listed in Minn. R. 6700.0700
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(f) Have no record of engaging in discriminatory conduct, involvement with a hate or
extremist group, or criminal gang
(g) Fingerprinted for purposes of disclosure of any felony convictions
(h) Submit to a medical examination and psychological evaluation required by Minn. R.
6700.0675 to ensure that the candidate is free from any physical, emotional, or mental
condition which might adversely affect the candidate's performance of peace officer
duties
(i) Successfully complete a physical strength and agility examination
(j) Successfully complete an oral examination
1000.7.1 NOTIFICATION TO POST
The Chief of Police shall notify the POST Board of any candidate appointed to the position of
peace officer before the first day of employment on a form provided by POST. The appointee may
not exercise peace officer powers until the notification form is received and approved by POST
Board (Minn. R. 6700.0800).
1000.8 PROBATIONARY PERIODS
The Assistant Police Chief—Operations should coordinate with the Golden Valley Human Resources
and City Manager to identify procedures for:
(a) Appraising performance during probation.
(b) Assessing the level of performance required to complete probation.
(c) Extending probation.
(d) Documenting successful or unsuccessful completion of probation.
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***DRAFT*** Evaluation of Employees - 6
Golden Valley Police Department
Policy Manual
Evaluation of Employees
1001.1 PURPOSE AND SCOPE
The Department’s employee performance evaluation system is designed to record work
performance for both the Department and the employee, providing recognition for good work and
developing a guide for improvement.
1001.2 POLICY
The Golden Valley Police Department utilizes a performance evaluation report to measure
performance and to use as a factor in making personnel decisions that may relate to
promotions, reassignment, discipline, demotion and termination. The evaluation report is
intended to serve as a guide for work planning and review by the supervisor and employee. It
gives supervisors a way to create an objective history of work performance based on job
standards.
The Department evaluates employees in a non-discriminatory manner based upon job-related
factors specific to the employee’s position, without regard to actual or perceived race, ethnicity,
national origin, religion, sex, sexual orientation, gender identity or expression, age, disability,
pregnancy, genetic information, veteran status, marital status, and any other classification or
status protected by law.
1001.3 EVALUATION PROCESS
Evaluation reports will cover a specific period of time and should be based on documented
performance during that period. Evaluation reports will be completed by each employee's
immediate supervisor on the form provided by the Human Resources Department. The
immediate supervisor should complete the form for each employee after consulting other supervisors
directly familiar with the employee's performance during the rating period.
All sworn and non-sworn supervisory personnel shall be trained on the completion of
performance evaluations.
Each supervisor should discuss the tasks of the position, standards of performance expected
and the evaluation criteria with each employee at the beginning of the rating period. Supervisors
should document this discussion in the prescribed manner.
Policy 1001
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Assessment of an employee's job performance is an ongoing process. Continued coaching and
feedback provides supervisors and employees with opportunities to correct performance issues
as they arise.
1001.4 EVALUATION FREQUENCY
1001.4.1 FULL-TIME PROBATIONARY PERSONNEL
Personnel must successfully complete the probationary period before being eligible for certification
as regular employees.
1001.4.2 FULL-TIME REGULAR STATUS PERSONNEL
An Employee Performance Evaluation shall be completed at least once each calendar year by
the employee's immediate supervisor. If an employee is transferred from one assignment to
another in the middle of an evaluation period and less than six months have transpired since the
transfer, an evaluation shall be completed by the current supervisor with input from the previous
supervisor.
A special evaluation may be completed at any time and for any reason or no reason at all.
1001.5 EVALUATION INTERVIEW
When the supervisor has completed the preliminary evaluation, arrangements shall be made
for a private discussion of the evaluation with the employee. The supervisor should discuss
the results of the recently completed rating period and clarify any questions the employee may
have. If the employee has valid and reasonable protests of any of the ratings, the supervisor
may make appropriate changes to the evaluation. Areas needing improvement and goals for
reaching the expected level of performance should be identified and discussed. The supervisor
should also provide relevant counseling regarding advancement, specialty positions and training
opportunities. The supervisor and employee will sign and date the evaluation. Employees may
also write comments in the Employee Comments section of the performance evaluation report.
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1001.6 EVALUATION REVIEW
After the supervisor finishes the discussion with the employee, the signed performance evaluation
is forwarded to the Assistant Chief. The Assistant Chief shall review the evaluation for fairness,
impartiality, uniformity and consistency. The Assistant Chief shall evaluate the supervisor on the
quality of ratings given.
1001.7 EVALUATION DISTRIBUTION
The original performance evaluation shall be placed in the employee's personnel file, which is
maintained by Human Resources. A copy will be given to the employee and a copy will be
stored in the Department’s personnel management system.
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***DRAFT*** Rotational Duties, Special Assignments, and
Promotions - 1
Golden Valley Police Department
Policy Manual
Rotational Duties, Special Assignments, and
Promotions
1002.1 PURPOSE AND SCOPE
The purpose of this policy is to establish guidelines for promotions and for making special
assignments within the Golden Valley Police Department.
1002.1.1 DEFINITIONS
•Rotational Duties: Rotational duties are specific tasks, responsibilities or functions
that a member is expected to perform as part of their role within the Department.
They are essential functions that contribute to the overall goals of the organization but
do not require the member's full attention every day. Rotational duties may include
routine activities, project-based tasks, and other responsibilities that align with the
member's position. Rotational duties are an opportunity for employees to gain new
skills, show initiative, and contribute to the organization in a different capacity.
•Special Assignments: Special Assignments refer to specific tasks or responsibilities
that an employee is assigned outside of their usual job duties. Special assignments
typically require most or all of a member's full attention every day and require special
training or expertise. Special assignments are designated in members' collective
bargaining agreements and the duties are typically outlined in a special assignment
job description.
•Promotions: Promotions refer to the advancement of an employee to a higher level
or position. A change in job duties or assignment of rotational duties is not the same
as a promotion, which refers to the advancement of an employee to a higher level or
position.
1002.2 POLICY
The Golden Valley Police Department assigns duties and determines promotions in a non-
discriminatory manner based upon job-related factors, skills, and qualifications.
1002.3 ASSIGNMENT OF ROTATIONAL DUTIES & SPECIAL ASSIGNMENTS
Assignments of duties and promotions are made by the Chief of Police or their designee.
•Promotions: The appointing authority for promotions is the City Manager, who makes
appointment decisions upon the recommendation of the Chief of Police.
•Special Assignments: The Chief of Police may appoint members to special
assignments pursuant to the terms of applicable collective bargaining agreements.
•Rotational Duties: The Chief of Police or their designee may, from time to time
and in their sole discretion, assign rotational duties to any member.
Policy 1002
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1002.3.1 GENERAL REQUIREMENTS
The following requirements should be considered when selecting a candidate for a special
assignment:
(a)Years of relevant experience
(b)Off probation
(c) Possession of or ability to obtain any certification required by the Minnesota Board of
Peace Officer Standards and Training or law
(d)Exceptional skills, experience, or abilities related to the special assignment
(e)Not on a Performance Improvement Plan
(f)Not the subject of an ongoing internal affairs investigation
1002.3.2 EVALUATION CRITERIA
The following criteria will be used in evaluating candidates for a special assignment:
(a)Presents a professional appearance.
(b) Maintains a physical condition that aids in their performance.
(c)Expressed an interest in the assignment.
(d)Demonstrates the following traits:
1.Emotional stability and maturity
2.Stress tolerance
3.Sound judgment and decision-making
4.Personal integrity and ethical conduct
5.Leadership skills
6.Initiative
7.Adaptability and flexibility
8.Ability to meet Department goals and objectives in a positive manner
9.Displaying commitment to the City of Golden Valley’s purpose, values, and
welcome statement.
1002.3.3 SELECTION PROCESS
The selection process for special assignments will include an administrative evaluation as
determined by the Chief of Police and Human Resources to include:
(a)Supervisor recommendations - Each supervisor who has supervised or otherwise
been involved with the candidate will submit a recommendation.
1.The supervisor recommendations will be submitted to the Assistant Chief for
whom the candidate will work.
(b)Assistant Chief interview - The Assistant Chief will schedule interviews with each
candidate.
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1.Based on supervisor recommendations and those of the Assistant Chief after
the interview, the Assistant Chief will submit his/her recommendations to the
Chief of Police.
(c)Assignment by the Chief of Police
(d)Confirmation by the City Manager
The selection process for all special assignment positions may be waived for temporary
assignments, emergency situations, training, and at the discretion of the Chief of Police.
1002.4 PROMOTIONAL REQUIREMENTS
Requirements and information regarding any promotional process are available at the Golden
Valley Human Resources Department.
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***DRAFT*** Grievance Procedure - 4
Golden Valley Police Department
Policy Manual
Grievance Procedure
1003.1
Members should reference the relevant collective bargaining agreement for the applicable
grievance procedure.
Policy 1003
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***DRAFT*** Anti-Retaliation - 1
Golden Valley Police Department
Policy Manual
Anti-Retaliation
1004.1 PURPOSE AND SCOPE
This policy prohibits retaliation against members who identify workplace issues, such as fraud,
waste, abuse of authority, gross mismanagement or any inappropriate conduct or practices,
including violations that may pose a threat to the health, safety or well-being of members.
This policy does not prohibit actions taken for nondiscriminatory or non-retaliatory reasons, such
as discipline for cause.
These guidelines are intended to supplement and not limit members' access to other applicable
remedies. Nothing in this policy shall diminish the rights or remedies of a member pursuant to any
applicable federal or state law, provision of the U.S. Constitution, law, ordinance, City policy, or
collective bargaining agreement.
1004.2 POLICY
The Golden Valley Police Department has a zero tolerance for retaliation and is committed
to taking reasonable steps to protect from retaliation members who, in good faith, engage in
permitted behavior or who report or participate in the reporting or investigation of workplace
issues. All complaints of retaliation will be taken seriously and will be promptly and appropriately
investigated.
1004.3 RETALIATION PROHIBITED
No member may retaliate against any person for engaging in lawful or otherwise permitted
behavior; for opposing a practice believed to be unlawful, unethical, discriminatory or retaliatory;
for reporting or making a complaint under this policy; or for participating in any investigation related
to a complaint under this or any other policy.
Retaliation includes any adverse action or conduct, including but not limited to:
•Refusing to hire or denying a promotion.
•Extending the probationary period.
•Unjustified reassignment of duties or change of work schedule.
•Real or implied threats or other forms of intimidation to dissuade the reporting of
wrongdoing or filing of a complaint, or as a consequence of having reported or
participated in protected activity.
•Taking unwarranted disciplinary action.
•Spreading rumors about the person filing the complaint or about the alleged
wrongdoing.
•Unreasonably avoiding or excluding a person because they have engaged in
protected activity.
Policy 1004
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1004.3.1 RETALIATION PROHIBITED FOR INTERVENING OR REPORTING
An officer shall not be retaliated against for intervening or reporting that another law enforcement
officer or a member used excessive force (Minn. Stat. § 626.8452 & 626.8475).
1004.4 COMPLAINTS OF RETALIATION
Any member who feels they have been retaliated against in violation of this policy should
promptly report the matter to any supervisor, command staff member, Chief of Police, human
resources, or the City Manager.
Members shall act in good faith, not engage in unwarranted reporting of trivial or minor deviations
or transgressions, and make reasonable efforts to verify facts before making any complaint in order
to avoid baseless allegations. Members shall not report or state an intention to report information
or an allegation knowing it to be false, with willful or reckless disregard for the truth or falsity of
the information or otherwise act in bad faith.
Investigations are generally more effective when the identity of the reporting member is known,
thereby allowing investigators to obtain additional information from the reporting member.
However, complaints may be made anonymously. All reasonable efforts shall be made to protect
the reporting member's identity. However, confidential information may be disclosed to the extent
required by law or to the degree necessary to conduct an adequate investigation and make a
determination regarding a complaint. In some situations, the investigative process may not be
complete unless the source of the information and a statement by the member is part of the
investigative process.
1004.5 SUPERVISOR RESPONSIBILITIES
Supervisors are expected to remain familiar with this policy and ensure that members under their
command are aware of its provisions.
The responsibilities of supervisors include, but are not limited to:
(a)Ensuring complaints of retaliation are properly reported.
(b)Receiving all complaints in a fair and impartial manner.
(c)Documenting the complaint and any steps taken to resolve the problem.
(d)Acknowledging receipt of the complaint, notifying the Chief of Police via the chain of
command and explaining to the member how the complaint will be handled.
(e) Taking appropriate and reasonable steps to mitigate any further violations of this
policy.
(f)Monitoring the work environment to ensure that any member making a complaint is
not subjected to further retaliation.
(g)Periodic follow-up with the complainant to ensure that retaliation is not continuing.
(h)Not interfering with or denying the right of a member to make any complaint.
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(i)Taking reasonable steps to accommodate requests for assignment or schedule
change made by a member who may be the target of retaliation if it would likely mitigate
the potential for further violations of this policy.
1004.6 COMMAND STAFF RESPONSIBILITIES
The Chief of Police should communicate to all supervisors the prohibition against retaliation.
Command staff shall treat all complaints as serious matters and shall ensure that prompt actions
take place, including but not limited to:
(a)Communicating to all members the prohibition against retaliation.
(b)Acknowledging receipt of the complaint, notifying the human resources manager of
the complaint.
(c)Ensuring complaints of retaliation are investigated as provided in the Personnel
Complaints Policy.
(d)The timely review of complaint investigations.
(e)Remediation of any inappropriate conduct or condition and instituting measures to
eliminate or minimize the likelihood of recurrence.
(f)The timely communication of the outcome to the complainant.
1004.7 WHISTLE-BLOWING
The Minnesota Whistleblower Act protects an employee who, in good faith (Minn. Stat. § 181.932):
(a) Communicates a violation of any law or rule to the Department or to any government
body or law enforcement official.
(b)Participates in an investigation, hearing, or inquiry at the request of a public body or
office.
(c)Refuses an order to perform an act that the employee objectively believes violates a
law, rule, or regulation, and informs the employer of the reason.
(d) Reports a situation where the quality of health care services provided by a health car e
facility or provider violates a state or federal standard and potentially places the public
at risk of harm.
(e)Communicates the findings of a technical or scientific study that the employee
believes, in good faith, to be truthful and accurate.
Members who believe they have been the subject of retaliation for engaging in such protected
behaviors should promptly report it to a supervisor. Supervisors should refer the complaint to
the Human Resources Department for investigation pursuant to the Personnel Complaints
Policy.
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1004.8 RECORDS RETENTION AND RELEASE
The Human Resources Department shall ensure that documentation of investigations is
maintained in accordance with the established records retention schedules.
1004.9 TRAINING
The policy should be reviewed with each new member.
All members should receive periodic refresher training on the requirements of this policy.
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***DRAFT*** Reporting of Employee Convictions and Court
Orders - 1
Golden Valley Police Department
Policy Manual
Reporting of Employee Convictions and Court
Orders
1005.1 PURPOSE AND SCOPE
Convictions of certain offenses may restrict or prohibit an employee’s ability to properly perform
official duties. Therefore, all employees shall be required to promptly notify the Department of any
past and current criminal convictions.
1005.2 DOMESTIC VIOLENCE CONVICTIONS AND RESTRAINING ORDERS
Minnesota and federal law prohibit individuals convicted of certain offenses and individuals subject
to certain court orders from lawfully possessing a firearm. Such convictions and court orders often
involve allegations of the use or attempted use of force or threatened use of a weapon on any
individual in a domestic relationship (e.g., spouse, cohabitant, parent, child) (18 USC § 922; Minn.
Stat. § 518B.01).
All members are responsible for ensuring that they have not been disqualified from possessing
a firearm by any such conviction or court order and shall promptly report any such conviction or
court order to a supervisor, as provided in this policy.
1005.3 CRIMINAL CONVICTIONS
Any person convicted of a felony is prohibited from being a peace officer in the State of Minnesota.
Any license of a peace officer convicted of a felony is automatically revoked (Minn. Stat. §
626.8431).
Even when legal restrictions are not imposed by statute or by the courts upon conviction of any
criminal offense, criminal conduct by a member of this department may prohibit him/her from
carrying out law enforcement duties.
Minn. Stat. § 624.713 prohibits ineligible persons from possessing a handgun or semi-automatic
assault weapon.
1005.3.1 COURT ORDERS
All employees shall promptly notify the department if they are a party to, or have been served
with, any court order from any jurisdiction.
1005.4 REPORTING PROCEDURE
All members of this department and all retired officers with an identification card issued by the
Department shall promptly notify their immediate supervisor (or the Chief of Police in the case of
retired officers) in writing of any past or current criminal arrest or conviction regardless of whether
the matter is currently on appeal and regardless of the penalty or sentence, if any. The Chief of
police shall notify the City Attorney.
All members and all retired officers with an identification card issued by the Department shall
further promptly notify their immediate supervisor (or the Chief of Police in the case of retired
Policy 1005
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Golden Valley Police Department
Policy Manual
Reporting of Employee Convictions and Court Orders
officers) in writing if the member or retiree becomes the subject of a domestic violence restraining
court order or similar court order.
Any member whose criminal conviction unduly restricts or prohibits that member from fully and
properly performing his/her duties may be disciplined including, but not limited to, being placed
on administrative leave, reassignment and/or termination.
Any member failing to provide prompt written notice pursuant to this policy shall be subject to
discipline or retiree identification revocation.
1005.5 CHEMICAL DEPENDENCY TREATMENT
If an officer is informally admitted to a treatment facility or program pursuant to Minn. Stat.
§253B.04 for chemical dependency he/she is not eligible to possess a pistol, unless the
officer possesses a certificate from the head of the treatment facility discharging or provisionally
discharging the officer from the treatment facility (Minn. Stat. § 624.713 Subd. 1(6)).
Officers in this situation shall promptly notify the Department or the human resources department.
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***DRAFT*** Drug- and Alcohol-Free Workplace - 3
Golden Valley Police Department
Policy Manual
Drug- and Alcohol-Free Workplace
1006.1 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 should refer to the Employee Handbook for the
Drug and Alcohol-Free Workplace policy.
Policy 1006
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Policy Manual
Absence due to Illness
1007.1 PURPOSE AND SCOPE
Use of PTO, Sick Leave and ESST are governed by the Employee Handbook and the members'
collective bargaining agreements.
1007.2 NOTIFICATION
Except for ESST, all members should notify the Shift Sergeant or appropriate supervisor as soon
as they are aware that they will not be able to report to work and no less than two one hours
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. If, due to an emergency, a member cannot notify their supervisor two hours before the
start of a scheduled shift, they should notify their supervisor as soon as reasonably practicable.
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 with
no less than 30 days' notice of the impending absence.
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.
1007.3 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)Notifying Human Resources and payroll of an absence of three or more days to
determine whether the absence may qualify as family medical leave or ESST.
(c)Addressing absences and sick leave use in the member's performance evaluation
when excessive or unusual use has:
(a)Negatively affected the member's performance or ability to complete assigned
duties.
(b)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.
Policy 1007
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***DRAFT*** Communicable Diseases - 1
Golden Valley Police Department
Policy Manual
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 Golden Valley Police Department. (See the exposure control plan for
further details to assist in identifying whether an exposure has occurred.)
1008.2 POLICY
The Golden Valley 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.
(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.Exposure control mandates in 29 CFR 1910.1030 (Minn. R. 5206.0600).
Policy 1008
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3.Reporting cases and suspected cases of communicable diseases to the
Department of Public Health (Minn. R. 4605.7070; Minn. Stat. § 144.4804).
4.Notifying appropriate medical facilities regarding member exposures and
providing assistance locating source individuals, as applicable (Minn. Stat. §
144.7414)
The ECO should also act as the liaison with the Minnesota Occupational Safety and Health
Administration (MNOSHA) and may request voluntary compliance inspections. The ECO should
annually review and update the exposure control plan and review implementation of the plan.
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 (29
CFR 1910.1030; Minn. R. 5206.0600):
(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.
(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.
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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 (29 CFR 1910.1030; Minn. R. 5206.0600).
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 (29 CFR 1910.1030; Minn. R. 5206.0600):
(a)Name 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
(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, Personal Injury and Death 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.
The ECO should request a written opinion/evaluation from the treating medical professional that
contains only the following information (29 CFR 1910.1030; Minn. R. 5206.0600):
(a)Whether the member has been informed of the results of the evaluation.
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(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 (29 CFR 1910.1030; Minn. R. 5206.0600).
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.
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)Seeking testing through the procedures of Minn. Stat. § 144.7401 to Minn. Stat. §
144.7415 through a licensed hospital or other emergency medical care facility.
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 (Minn. Stat. § 144.7411).
1008.7 TRAINING
All members shall participate in training regarding communicable diseases commensurate with
the requirements of their position. The training (29 CFR 1910.1030; Minn. R. 5206.0700):
(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.
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***DRAFT*** Smoking and Tobacco Use - 5
Golden Valley Police Department
Policy Manual
Smoking and Tobacco Use
1009.1 PURPOSE AND SCOPE
This policy establishes limitations on smoking and the use of tobacco products by members and
others while on-duty or while in Golden Valley Police Department facilities or vehicles. This policy
is in addition to the Smoking and Tobacco use policy in the Employee Handbook.
1009.2 POLICY
The Golden Valley Police Department recognizes that tobacco use is a health risk and can be
offensive to others.
Smoking and tobacco use also presents an unprofessional image for the Department and its
members. Therefore smoking and tobacco use is prohibited by members while on duty.
1009.3 SMOKING AND TOBACCO USE
Smoking and tobacco use by members is prohibited anytime members are on duty.
It shall be the responsibility of each member to ensure that no person under their supervision
smokes or uses any tobacco product
1009.4 ADDITIONAL PROHIBITIONS
No employee shall smoke, even while out of view of the public or off-duty, in areas properly posted
with "No Smoking" notices nor shall any employee use tobacco products in any of the following
locations within the City:
(a)Public places and places of work, including both indoor and outdoor dining areas of
liquor and food establishments;
(b)Within 25 feet of entrances, exits, open windows, and ventilation intakes of public
places and places of work;
(c)Within 25 feet of any outdoor dining area at any liquor or food establishment;
(d)Public parks and recreation facilities; and
(e)Public school property (Minn. Stat. § 609.681; Minn. Stat. § 144.4165).
The Chief of Police or the authorized designee should ensure that proper signage is in place for
notice of areas where tobacco use is restricted (Minn. R. 4620.0500).
Policy 1009
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***DRAFT*** Personnel Complaints - 6
Golden Valley Police Department
Policy Manual
Personnel Complaints
1010.1 PURPOSE AND SCOPE
This policy provides guidelines for the reporting, investigation, and disposition of complaints
regarding the conduct or performance of members of the Golden Valley Police Department
(Minn. R. 6700.2200). A complaint is defined as communication, written, verbal or otherwise,
alleging that a department employee has engaged in an act that constitutes misconduct or
violates department policy, city policy, or federal/state law.
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 Department takes all complaints seriously and will accept and address all complaints in
accordance with this policy and applicable federal, state, and local law, municipal and county
rules and any requirements established within collective bargaining agreements and/or
memorandum of understanding. Anyone who has personal knowledge of facts or who has
reliable hearsay information alleging the misconduct or improper conduct of a department
member may file a complaint. Misconduct means a violation of law, standards promulgated by
the Peace Officer Standards and Training Board, agency policy, or City policy. This policy will
ensure that Department employees and members of the public can report complaints without
concern for reprisal or retaliation. However, nothing in this policy shall prevent a supervisor from
giving instruction, constructive feedback, or conducting performance management in the course
of their normal duties.
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, City 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.
Policy 1010
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1010.3.1 SOURCES OF COMPLAINTS
The following applies to the source of complaints:
(a)Personnel complaints may be generated internally or by the public (Citizen).
(b)Individuals from the public may make complaints in any form, including in writing, by
email, in person or by telephone. Any member of the public who becomes aware of
an alleged misconduct or GVPD staff performance issue should report it
immediately.
(c)Any department member or other City employee becoming aware of alleged
misconduct shall immediately notify a supervisor.
(d) Supervisors shall initiate a complaint based upon observed misconduct or receipt from
any source alleging misconduct that, if true, could result in disciplinary action.
(e)Anonymous and third-party complaints should be accepted and investigated to the
extent that sufficient information is provided.
(f)Employees and members of the public may elect to submit complaints to the
supervisor or Human Resources (HR) directly.
(g)Tort claims and lawsuits may generate a personnel complaint.
(h)The Minnesota Board of Peace Officer Standards and Training (POST) may refer
complaints alleging a violation of a statute or rule that the board is empowered to
enforce (Minn. Stat. § 214.10, Subd. 10).
(i)Any person making a complaint may be accompanied by an attorney or other
representative, including at the time the complaint is made.
(j)Any person wishing to file a complaint against the Chief of Police should be referred
to the City Manager for investigation by an outside investigator.
(k)The Chief of Police is responsible for ensuring that all notifications and
documentation throughout the complaint investigative resolution process are in
accordance with applicable department policy, City policy, Collective Bargaining
Agreements, and federal/state laws, including but not limited to the Peace Officers
Discipline Procedures Act.
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, or the Human
Resources Department (HR), 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
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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 may be encouraged to file complaints in person when
necessary to obtain proper identification, signatures, photographs or physical evidence.
1010.4.3 COMPLAINT COPIES
After a complaint is filed, the accepting member should sign the document, keep a copy for
the department and provide a copy to the complainant. The accepting member should forward
the complaint to the appropriate Command Staff member. The Command Staff member shall
notify and work with HR to determine the nature of the complaint, whether the complaint
warrants further investigation, and what additional steps are required. If the complaint is made
directly to HR, HR shall notify and work with the Command Staff to determine the nature of the
complaint, whether the complaint warrants further investigation, and what additional steps are
required. If the allegations involve a member of the Command Staff, the member or HR staff
person who receives the complaint shall forward the complaint to the City Manager.
1010.5 DOCUMENTATION
Supervisors shall ensure that all complaints are documented on a complaint form and that, to
the extend possible, the complaint contains the date and time of the incident, a detailed
explanation of what occurred, a list of who was involved, and a list of any witnesses. 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 and HR.
1010.6 PRELIMINARY REVIEW
All personnel complaints shall be initially forwarded to an Assistant Chief of Police who will
prepare a summary of the complaint and forward to the Chief of Police for a preliminary review to
determine if there is a basis or merit behind the submitted complaint.
If the Police Chief determines that there is no basis or merit behind the complaint, the complaint
will be considered closed, logged as provided in section 1010.5, and the complainant will be
notified in writing within 30 days from the date the allegations were determined to be exonerated
or unfounded.
If the preliminary investigation determines that there is a basis or merit behind the complaint, the
Chief of police shall resolve the complaint as soon as possible or move forward with an
administrative investigation and assign a member and Assistant Chief of Police to investigate the
complaint.
1010.7 ADMINISTRATIVE INVESTIGATIONS
Allegations of misconduct will be administratively investigated as follows (Minn. R. 6700.2200).
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1010.7.1 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 appropriate Assistant Chief of
Police via the chain of command, who, in cooperation with HR, will take
appropriate action and 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 Assistant
Chief or the Chief of Police, who will initiate appropriate action.
(b)Responding to all complaints 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 to confirm receipt.
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 appropriate
Assistant Chief of Police and HR.
(d) Ensuring that upon receipt of a complaint involving allegations of a potentially serious
nature, the Shift Sergeant and Command Staff are notified via the chain of
command as soon as practicable.
(e)Promptly contacting the Department of Human Resources and Command Staff 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 Command Staff, who will, in
cooperation with HR, 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
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photographs of alleged injuries and accessible uninjured areas are taken.
(i)Ensuring that the procedural rights of the accused member are followed.
(j)Ensuring interviews of the complainant are generally conducted during reasonable
hours.
1010.7.2 EXTERNAL INVESTIGATIONS
The Chief of Police or City Manager may request that an outside agency conduct an investigation
anytime either the Chief of Police or the City Manager determines an external investigation is
appropriate.
This department should not conduct an investigation when a member of the Command Staff is
the subject of the complaint. An external investigation should be requested through the City
Manager.
1010.7.3 ADMINISTRATIVE INVESTIGATION PROCEDURES
Whether conducted by an assigned memberor an external investigator, the following shall apply
to members covered by the Peace Officer Discipline Procedures Act (Minn. Stat. § 626.89):
(a)Interviews of an accused member shall be conducted during reasonable hours and
preferably when the member is on-duty (Minn. Stat. § 626.89, Subd. 7). If the member
is off-duty, they shall be compensated.
(b)Unless waived by the member, interviews of an accused member shall be at
the Golden Valley Police Department or at a place agreed upon by the accused
member (Minn. Stat. § 626.89, Subd. 4).
(c)Prior to any interview, a member should be informed of the nature of the investigation.
1. The member shall be given a copy of any written complaint signed by the
complainant (Minn. Stat. § 626.89, Subd. 5).
(d)All interviews should be for a reasonable period and the member's personal needs
should be accommodated (Minn. Stat. § 626.89, Subd. 7).
(e)No member should be subjected to offensive or threatening language, nor shall any
promises, rewards or other inducements be used to obtain answers.
(f)Any member refusing to answer questions directly related to the investigation may
be ordered to answer questions administratively and may be subject to discipline for
failing to do so.
1.A member should be given an order to answer questions in an administrative
investigation that might incriminate the member in a criminal matter only after
the member has been given a Garrity 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.
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(g)The interviewer shall record all interviews of members and witnesses. The member
may also record the interview. A complete copy or transcript of the interview must be
made available to the member upon written request without charge or undue delay. If
the member has been previously interviewed, a copy of that recorded interview shall
be provided to the member prior to any subsequent interview (Minn. Stat. § 626.89,
Subd. 8).
(h)All members subjected to interviews that could result in discipline have the right to
have an uninvolved representative or attorney present before or during the interview
(Minn. Stat. § 626.89, Subd. 9). When a member requests a representative or
attorney, no interview may be taken until a reasonable opportunity is provided for the
member to obtain that person's presence. 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.
(i) All members shall provide complete and truthful responses to questions posed during
interviews.
(j)No member may be compelled to submit to a polygraph examination, nor shall any
refusal to submit to such examination be mentioned in any investigation.
(k)Before a formal statement is taken, the member shall be advised in writing or on the
record that admissions made may be used as evidence of misconduct or a basis for
discipline (Minn. Stat. § 626.89, Subd. 10).
(l)A member may not be required to produce financial records (Minn. Stat. § 626.89,
Subd. 11).
(m)A member's photograph will not be released unless allowed by law (Minn. Stat. §
626.89, Subd. 12).
1010.7.4 ADMINISTRATIVE INVESTIGATION FORMAT
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.
•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.
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1010.7.5 DISPOSITIONS
Each personnel complaint shall be classified with one of the following dispositions:
•Unfounded - When the investigation discloses that the alleged acts did not occur or did
not involve department members. Complaints that are determined to be frivolous will fall
within the classification of unfounded.
•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 - When the investigation discloses sufficient evidence to establish that the act
occurred and that it constituted misconduct.
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.
The Chief of Police may authorize that any investigation be re-opened any time substantial new
evidence is discovered concerning the complaint.
1010.7.6 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.
1010.7.7 NOTICE TO COMPLAINANT OF INVESTIGATION STATUS
The member conducting the investigation shall provide the complainant with periodic updates on
the status of the investigation, as appropriate and consistent with the provisions of the Minnesota
Government Data Practices Act (MGDP) (Minn. Stat. § 13.43, Subd. 2; Minn. R. 6700.2200).
1010.8 ADMINISTRATIVE SEARCHES
Assigned lockers, storage spaces and other areas, including desks, offices and vehicles, may be
searched as part of an administrative investigation upon a reasonable suspicion of misconduct.
Such areas may also be searched any time by a supervisor for non-investigative purposes, such
as obtaining a needed report, radio or other document or equipment.
1010.9 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 City Manager, upon recommendation of the Chief of Police, 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.
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(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 shall report as ordered.
(d)Shall be served with a Notice Administrative Leave Form detailing specific
requirements and expectations during such leave.
This section shall not preclude the Command Staff from placing employees on temporary leave
for circumstances unrelated to a personnel complaints.
1010.10 CRIMINAL INVESTIGATION
Where a member is accused of potential criminal conduct, a separate member or outside
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 and City Manager 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 provided with all rights afforded to a civilian.
The member should not be administratively ordered to provide any information in the criminal
investigation.
The Golden Valley 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.
The Chief of Police may postpone making a decision on an administrative investigation until any
related criminal charges are resolved. The complainant and involved member should be informed
of this decision.
1010.11 POST-ADMINISTRATIVE INVESTIGATION PROCEDURES
Upon completion of a formal investigation, an investigation report should be forwarded to the Chief
of Police and HR through the chain of command. Each level of command should review and
include their comments in writing before forwarding the report. The Chief of Police may accept
or modify any classification or recommendation for disciplinary action.
1010.11.1 COACHING
Coaching is appropriate for addressing minor infractions or when there is a need for performance
improvement. It serves as a developmental tool aimed at fostering growth and enhancing skills,
thereby enabling personnel to meet departmental standards and expectations. Coaching should
be employed as a proactive measure to guide officers in understanding their roles and
responsibilities more effectively. Coaching may not be used to address repeated violations or
instances of misconduct, or as a means to avoid discipline.
1010.11.2 DISCIPLINE
Discipline is necessary when dealing with repeated violations or instances of misconduct. The
primary objective of discipline is to ensure accountability and to correct behavior that undermines
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the integrity and function of the department. Discipline should be applied in a manner that is fair,
consistent, and in accordance with established departmental policies and collective bargaining
agreements. Disciplinary action may include, but is not limited to (Minn. R. 6700.2200):
(a)Oral reprimand.
(b) Written reprimand.
(c)Suspension.
(d)Demotion.
(e)Discharge.
1010.11.3 ASSISTANT CHIEF RESPONSIBILITIES
Upon receipt of any completed personnel investigation, the Assistant Chief of the involved member
shall review the entire investigative file, the member's personnel file and any other relevant
materials.
The Assistant Chief shall prepare a written recommendation 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 Assistant Chief 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 Assistant Chief shall
include all relevant materials supporting the recommendation. Actual copies of a member's
existing personnel file need not be provided and should, where relevant be incorporated by
reference.
1010.11.4 CHIEF OF POLICE RESPONSIBILITIES
Upon receipt of any written recommendation regarding the disposition of any allegations or for
disciplinary action, the Chief of Police shall review the recommendation and all accompanying
materials. The Chief of Police may modify any recommendation or may return the file to the
Assistant Chief 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. All
complaints resulting in disciplinary action shall be reviewed by HR and the City Attorney prior to
any discipline being imposed.
In the event disciplinary action is proposed, the Chief of Police shall, in accordance with any
requirements of the applicable collective bargaining agreement, provide the member with a
written notice and the following:
(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
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reasonable extension of time for the member to respond.
2.If the member elects to respond orally, the presentation shall be recorded by
the Department. Upon request, the member shall be provided with a copy of the
recording.
Once the member has completed their 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.
1010.11.5 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.
1010.11.6 MINNESOTA POST INVESTIGATIONS
The Minnesota POST Board may require an administrative investigation based upon a complaint
alleging a violation of a statute or rule that the board is empowered to enforce.
Any such misconduct allegation or complaint assigned to this department shall be completed and
a written summary submitted to the POST executive director within 30 days of the order for inquiry
(Minn. Stat. § 214.10, Subd. 10).
The Department shall cooperate with POST's investigation and provide requested information
unless (Minn. Stat. § 626.8457):
(a)There is an active criminal investigation or active criminal proceeding regarding the
same incident or misconduct that is being investigated by POST.
(b)An active internal investigation exists regarding the same incident or misconduct that
is being investigated by POST during 45 days from the time the request was made by
POST. The Chief of Police or the authorized designee shall comply with the request
upon completion of the internal investigation or once 45 days has passed, whichever
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occurs first.
1010.11.7 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. Notice must
be consistent with the provisions of the MGDP (Minn. Stat. § 13.43, Subd. 2; Minn. R. 6700.2200).
The Chief of Police shall notify HR of the final disposition and provide copies of all
documentation related to the complaint process, investigation, and resolution for record
keeping/retention. HR shall file all documents in accordance with section 10.10.15 of this policy.
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
itself shall not serve as grounds for the termination of any pending investigation or discipline.
1010.13 POST-DISCIPLINE APPEAL RIGHTS
Non-probationary employees have the right to appeal using the procedures established by any
collective bargaining agreement or personnel rules (Minn. R. 6700.2200).
Employees covered by the Veterans Preference Act are entitled to written notice of the right to
request a hearing within 30 days of receipt of the notice of intent to terminate, suspend or demote.
Failure to request the hearing in the time specified waives the right to the hearing and all other
legal remedies. Any hearing shall be held in compliance with law (Minn. Stat. § 197.46).
1010.14 PROBATIONARY EMPLOYEES AND OTHER MEMBERS
At-will and probationary employees and members other than non-probationary employees may
be disciplined and/or released from employment without adherence to any of the procedures set
out in this policy, and without notice or cause at any time. These individuals are not entitled to
any rights under this policy except for employees covered by the Veterans Preference Act (Minn.
Stat. § 197.46). However, any of these individuals released for misconduct may be afforded an
opportunity solely to clear their names, which shall be limited to a single appearance before the
City Manager or their authorized designee (Minn. R. 6700.2200).
Any probationary period may be extended at the discretion of the Chief of Police in cases where the
individual has been absent for more than a week or when additional time to review the individual
is considered to be appropriate.
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.
1010.15.1 CONFIDENTIALITY OF PERSONNEL FILES
All active investigations of alleged misconduct and personnel complaints shall be considered
confidential and maintained separately from peace officer personnel files. The contents of such
files shall not be revealed to other than the involved member or authorized personnel, except
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pursuant to lawful process, such as Minn. R. 6700.2500. Data in closed files shall be treated as
private or public data depending on whether discipline was imposed upon the member and
whether the member is a public official as defined by Minn. Stat. § 13.43.
1010.15.2 LETTERS OF DISCIPLINE AND REPRIMANDS
Letters of discipline and reprimands may only be placed in a member’s personnel file after they
are received by the member (see generally Minn. Stat. § 626.89, Subd. 13).
1010.16 REQUIRED REPORTING TO POST
The Chief of Police or the authorized designee shall notify POST of certain officer personnel
events, including but not limited to:
(a)A termination or resignation of an officer who is the subject of an internal or criminal
investigation due to alleged misconduct regardless of whether the investigation has
been initiated or completed, or whether the officer was criminally charged (Minn. Stat.
§ 626.8457, Subd. 4).
(b) The violation of a required POST model policy identified in Minn. R. 6700.1615 (Minn.
R.6700.1615, Subd. 2).
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Seat Belts
1011.1 PURPOSE AND SCOPE
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 vehicles (Minn. Stat. § 169.686).
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 (Minn. Stat. §
169.685).
1011.2 POLICY
It is the policy of the Golden Valley 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 the City 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 those who are not members of the Department, are properly
restrained (Minn. Stat. § 169.686).
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 department
member or the public. Members must be prepared to justify any deviation from this requirement.
1011.4 TRANSPORTING CHILDREN
All children younger than 8 years of age and shorter than 4 feet 9 inches tall shall be
restrained in a child passenger safety seat system (Minn. Stat. § 169.685, Subd . 5(b)).
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
Policy 1011
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Golden Valley Police Department
Policy Manual
Seat Belts
front seat of a vehicle, the seat should be pushed back as far as possible and the passenger-
side airbag should be deactivated. If this is not possible, members should arrange alternate
transportation when feasible.
1011.5 TRANSPORTING SUSPECTS, PRISONERS OR ARRESTEES
Suspects, prisoners and arrestees should be in a seated position and secured in the rear seat of
any department vehicle with a prisoner restraint system or, when a prisoner restraint system is
not available, by seat belts provided by the vehicle manufacturer. The prisoner restraint system
is not intended to be a substitute for handcuffs or other appendage restraints.
Prisoners 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.
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Policy Manual
Ballistic Vests
1012.1 PURPOSE AND SCOPE
The purpose of this policy is to provide law enforcement officers with guidelines for the proper
use of ballistic vests.
1012.2 POLICY
It is the policy of the Golden Valley Police Department to maximize officer safety through the use
of ballistic vests in combination with prescribed safety procedures. While ballistic vests provide
a significant level of protection, they are not a substitute for the observance of officer safety
procedures. The use of any tactical equipment beyond ballistic vests shall be approved by a
member of the Command Staff.
1012.3 ISSUANCE OF BODY ARMOR
The Training Sergeant shall ensure that body armor is issued to all officers when the officer
begins service at the Golden Valley Police Department and that, when issued, the ballistic vest
meets or exceeds the standards of the National Institute of Justice.
The Training Sergeant shall establish a ballistic vest replacement schedule and ensure that
replacement ballistic vests are issued pursuant to the schedule or whenever the ballistic vest
becomes worn or damaged to the point that its effectiveness or functionality has been
compromised.
1012.3.1 USE OF BALLISTIC VESTS
Generally, the use a ballistic vest is required subject to the following:
(a)Officers shall only wear agency-approved ballistic vests.
(b)Officers shall wear ballistic vests anytime they are in a situation where they could
reasonably be expected to take enforcement action.
(c)Officers shall wear other body armor anytime they are in a situation where they
could reasonably be expected to take enforcement action and the use is approved
or directed by the Command Staff or their designee.
(d)Officers may be excused from wearing a ballistic vest when they are functioning
primarily in an administrative or support capacity and could not reasonably be
expected to take enforcement action.
(e)Ballistic vests shall be worn when an officer is working in uniform or taking part in
Department range training.
(f)An officer may be excused from wearing a ballistic vest when they are involved
in undercover or plainclothes work that their supervisor determines could be
compromised by wearing a ballistic vest, or when a supervisor determines that other
circumstances make it inappropriate to mandate wearing a ballistic vest.
Policy 1012
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Body Armor
1012.3.2 INSPECTIONS OF BODY ARMOR
Supervisors should ensure that ballistic vests are worn and maintained in accordance with this
policy through routine observation and periodic documented inspections. Annual inspections
of ballistic vests should be conducted by an authorized designee for fit, cleanliness and signs of
damage, abuse and wear.
1012.3.3 CARE AND MAINTENANCE OF BALLISTIC VESTS
Ballistic vests 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.
Ballistic vests should be cared for and cleaned pursuant to the manufacturer’s care instructions
provided with the ballistic vests. 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 vests.
If care instructions for the ballistic vests cannot be located, contact the manufacturer to request
care instructions.
Ballistic vests should not be exposed to any cleaning agents or methods not specifically
recommended by the manufacturer, as noted on the vest panel label.
1012.4 TRAINING SERGEANT RESPONSIBILITIES
The Training Sergeant should:
(a) Monitor technological advances in the ballistic vest industry for any appropriate
changes to Department approved ballistic vests.
(b)Assess weapons and ammunition currently in use and the suitability of approved
ballistic vests to protect against those threats.
(c)Provide training that educates officers about the safety benefits of wearing ballistic
vests.
(d)Collect ballistic vests, along with other Department issued equipment, upon separation
of employment of any Member.
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Golden Valley Police Department
Policy Manual
Personnel Records
1013.1 PURPOSE AND SCOPE
This policy governs maintenance and access to personnel data. Personnel data includes any file
maintained under an individual member's name.
Without regard to where and how stored, all data about a current or former employee or applicant
for employment shall be defined and classified as personnel data consistent with Minn. Stat. §
13.43. All data relating to a criminal investigation of a current or former employee or applicant
shall be defined and classified as criminal data consistent with Minn. Stat. § 13.82.
1013.2 POLICY
It is the policy of this department to maintain personnel data and preserve the confidentiality of
personnel data pursuant to the Constitution and the laws of Minnesota (Minn. Stat. § 13.43). All
personnel records are maintained by the Human Resources Department and accessible to
employees as provided by law. Personnel records may be stored in the following locations,
among others: the personnel file, the supervisor file, the training file, the medical file, and
employee assistance records.
1013.3 PERSONNEL FILE
The personnel file shall be maintained by the Human Resources Department as a record of a
person’s employment/appointment with this Department. The personnel 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)Application materials.
(c)Election of employee benefits.
(d)Personnel action reports reflecting assignments, promotions and other changes in
employment/appointment status. These should be permanently retained.
(e)Original performance evaluations. These should be permanently maintained.
(f)Discipline records, including copies of sustained personnel complaints and
corresponding investigative files.
(g) 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.
1.Once a member has had an opportunity to read and initial any adverse comment,
Policy 1013
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the member shall be given the opportunity to respond in writing to the adverse
comment.
2.Any member response shall be attached to and retained with the original adverse
comment.
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. Such a
refusal, however, shall not be deemed insubordination, nor shall it prohibit the
entry of the adverse comment into the member's file.
(h)Commendations and awards.
(i)Any other information, the disclosure of which would constitute an unwarranted
invasion of personal privacy.
1013.4 SUPERVISOR FILE
Supervisor files may be separately maintained internally by a member's supervisor for the
purpose of completing timely performance evaluations. The supervisor file may contain
supervisor comments, notes, notices to correct, coaching memos, and other materials that are
intended to serve as a foundation for the completion of timely performance evaluations.
1013.5 TRAINING FILE
The Police department shall maintain an individual training file for each member containing
records of all training; original or photocopies of available certificates, and documentation of all
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 assigned Training Sergeant or
immediate supervisor with evidence of completed training/education in a timely
manner.
(b) The assigned Training Sergeant or supervisor shall ensure that copies of such
training records are placed in the member’s training file.
1013.6 MEDICAL FILE
The Human Resources department shall maintain a private medical file separately from all other
personnel data 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 long-
term disability benefits.
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(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 EMPLOYEE ASSISTANCE RECORDS
Employee assistance records must be kept separate from personnel records and shall not become
part of an employee’s personnel file (Minn. Stat. § 181.980, Subd. 3).
1013.8 SECURITY
Personnel data should be maintained in a secured location and locked either in a cabinet or
access-controlled room. Personnel data maintained in an electronic format should have adequate
password protection and access shall only be granted to those City employees with a business
need to know.
Any personnel data not deemed public data is private and shall not be subject to disclosure except
as provided by the Minnesota Government Data Practices Act, the City of Golden Valley’s Data
Practices policy, this policy, the Records Maintenance and Release Policy, according to
applicable discovery procedures, or with the member’s written consent (Minn. Stat. § 13.43;
Minn. Stat. § 181.967, Subd. 4).
Nothing in this policy is intended to preclude review of personnel data by the City Manager, City
Attorney or other attorneys or representatives of the City in connection with official business.
1013.8.1 REQUESTS FOR DISCLOSURE
Any member receiving a request for personnel data shall promptly notify the police department
data designee, their supervisor, or the City’s Data Practices Compliance Official.
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.
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 the Data Practices Compliance Official or the City Attorney.
All requests for disclosure that result in access to a member’s personnel data shall be logged in
the City’s data practices request log, which shall be maintained according to the City’s Data
Retention Schedule.
1013.8.2 RELEASE OF PRIVATE DATA
Except as provided by this policy, pursuant to lawful process, or pursuant to state law or court
order, no private data shall be disclosed without the written consent of the employee or as
otherwise allowed by law (Minn. Stat. § 13.43; Minn. Stat. § 181.967, Subd. 4).
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1013.9 MEMBER ACCESS TO THEIR OWN PERSONNEL RECORDS
Upon request, any member may request access to their own personnel file as set forth in Minn.
Stat. § 181.961.
Any member seeking the removal of any item from their personnel files shall file a written request to
the Chief of Police through the chain of command. The Department shall remove any such item if
appropriate and allowed by law, 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 file. If the contested item is ultimately
removed, the written responses shall also be removed (Minn. Stat. § 181.962, Subd. 1). An
employee not satisfied with this resolution may seek such other remedies as are authorized by
the Minnesota Government Data Practices Act.
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)Letters of reference concerning employment/appointment, licensing or issuance of
permits regarding the member.
(d)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.
(e)Materials used by the Department for staff management planning, including judgments
or recommendations concerning future salary increases and other wage treatments,
management incentive plans, promotions and job assignments or other comments
or ratings used for department planning purposes.
(f)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.
(g)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
Personnel data shall be maintained in accordance with the established records retention
schedule and the Minnesota Government Data Practices Act.
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(a)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 and the City’s Data Practices Compliance
Official.
(b)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.
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Commendations and Awards
1015.1 PURPOSE AND SCOPE
This policy provides general guidelines for recognizing commendable or meritorious acts of
members of the Golden Valley Police Department and individuals from the community.
1015.2 POLICY
It is the policy of the Golden Valley 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 the typical duties.
1015.4.1 DEPARTMENT MEMBER DOCUMENTATION
Members of the Department should document meritorious or commendable acts by completing
the appropriate form completely. 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 and available on
the city's website. 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 Awards Committee. The awards committee will review and forward
their recommendation to the Chief of Police for their review.
The Chief of Police or the authorized designee will present the commendation to the department
member. The documentation will then be returned to the Administrative Support 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 Awards Committee for review and recommendations. The
documentation will be signed by the Assistant Chief 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:
Medal of Honor
The Medal of Honor may be awarded to any member of the department for the act of exceptional
bravery or heroism. Demonstrated unselfishness, courage, and the immediate high risk of
death or serious physical injury would characterize such an act. The award may also be given
posthumously to a member who has died while in the line of duty. The Medal of Honor recipient
shall receive a commemorative medal with blue ribbon, framed certificate of recognition, and a
red/yellow uniform bar.
Medal of Valor
The Medal of Valor may be awarded to any member of the department for an extraordinary act of
bravery that demonstrates obvious self-sacrifice in the face of death or serious physical injury. The
Medal of Valor recipient shall receive a commemorative medal with blue ribbon, framed certificate
of recognition, and a blue/white uniform bar.
Certificate of Merit
The Certificate of Merit may be awarded to a member of the department who distinguishes
himself/herself by performing an act of excellent or outstanding self-initiated police work; acts that
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are highly unusual and creditable; and for continuing, long-term dedication and devotion to the
department or community (as a representative of the department). The Certificate of Merit recipient
shall receive a framed certificate of recognition and a blue/red/white uniform bar. Page 287
Life Saving Award
The Life Saving Award may be awarded to a member of the department when an employee's
promptness and alert actions result in saving a life. The award may also be given where evidence
indicates that actions by the employee(s) prolonged a human life. The Life Saving Award recipient
shall receive a certificate of recognition and a red/blue/white uniform bar.
Departmental Commendation
The Departmental Commendation Award may be awarded to a member of the department
for an outstanding police act or single incident, or significant accomplishment or achievement
which brings credit to the department and which involved performance above and beyond the
performance normally expected and required of the member's assignment. It may also be awarded
to a member of the department for consistent, ongoing superior performance during the calendar
year. The Departmental Commendation recipient shall receive a framed certificate of recognition
and a red/blue uniform bar.
Unit Citation Award
The Unit Citation Award may be awarded to a shift or unit for exceptional performance of their
duty/service and which reflects good credit upon the department and law enforcement profession
as a whole. The Unit Citation Award recipient shall receive a certificate of recognitions and a red/
blue uniform bar.
Certificate of Excellence
This award is for distinction in job performance for Police Department employees. It is to be
awarded to employees for any act of outstanding performance of duties for a specific incident or
superior performance for any assignment over a prolonged period of time.
Letter of Recognition
The letter of Recognition may be awarded to a member of the department by a supervisor for
performance that is recognizable because of his/her professionalism, attention to detail, or a
specific effort to accomplish it. The Letter of Recognition does not go through the approval process.
It will, however, be forwarded to the Committee and does not take the place of any other awards/
recognition that may be initiated.
Citizens Award/Outside Agency Award
A Citizens Award/Outside Agency Award may be recommended for any private citizen or officer
from another agency in recognition of actions or achievements that have directly benefited the
Police Department, any of its members, or other citizens in a substantial or significant manner.
1015.6 AWARDS/RECOGNITION RECOMMENDATIONS
All departmental employees are encouraged to initiate award recommendations. All award
recommendations must be made on the appropriate form, and care should be taken to include
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as much detail as possible. A copy of the report, if not excessive in length, may be attached to
the recommendation. All recommendations shall be forwarded to the chairperson of the Awards
Committee.
1015.7 AWARDS/RECOGNITION COMMITTEE MEMBERSHIP
The Awards/Recognition Committee will consist of the following members:
•Chairperson (above the rank of sergeant)
•Police Sergeant
•Investigator
•Patrol Officer (2)
Awards/Recognition Committee members shall serve a term of two years. Committee members
may resign from the committee, in writing, and the position will be filled by another person of
the same rank or title. The goal of the two-year term length is to maintain the experience of the
committee. The patrol commander will serve as committee chair. The committee may look at an
employees' overall work during the calendar year and recommend an award based on his/her
accomplishments.
1015.7.1 COMMITTEE PROCEDURES
The Awards/Recognition Committee will meet at least twice annually. Members will be
compensated for their attendance in accordance with any applicable labor agreements or pertinent
departmental policies. It will be the duty of the committee to review each recommendation in great
detail to decide the level of award/recognition, if any, is appropriate. Decisions of the committee
will be made by a majority vote, with the chairperson casting the deciding vote in case of a tie.
In cases where a recommendation is denied, a memorandum stating the reason for such denial
shall be sent to the originating person. That person may appeal the decision in writing directly to
the Chief of Police. All findings and recommendations of the committee shall be forwarded to the
Chief of Police in writing. The Chief of Police will conduct a review of all recommendations and will
be the final authority. The chief of police may raise or lower the level of award recommendation,
reject it totally, or send it back to the committee for further documentation. The Awards/Recognition
Committee will maintain written records of all recommendations. These records will be maintained
by the department in compliance with relevant policies and procedures.
1015.7.2 PREPARATION AND PRESENTATION OF AWARDS/RECOGNITION
It shall be the duty of the Committee Chair to compose the written narrative which will accompany
each level of award/recognition. The actual preparation and giving of the award/recognition shall
be the responsibility of the Chief of Police.
1015.8 WEARING OF AWARD RIBBONS
Award ribbons issued for the Medal of Honor, Medal of Valor and Medal of Merit may be worn
by uniformed personnel centered directly above the name tag on the uniform shirt, and by plain
clothes personnel on the lapel of a suit or sport coat. Uniform bars issued by the Golden Valley
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Police Department may be worn on duty. Awards received from other agencies may be worn on
duty. Other assignment recognition uniform bars may be allowed by the Chief of Police.
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Golden Valley Police Department
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Fitness for Duty
1016.1 PURPOSE AND SCOPE
All officers are required to be free from any physical, emotional or mental condition that might
adversely affect the exercise of peace officer duties. 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.
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 the
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 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, medical 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 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 Shift Sergeant or the employee’s available Assistant Chief, a
determination should be made whether 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.
Policy 1016
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1016.4 NON-WORK RELATED CONDITIONS
Any employee suffering from a non-work related condition that warrants a temporary relief from
duty may be required to use sick leave or other paid time off in order to obtain medical treatment
or other reasonable rest period and must follow all policies related to time away from work.
1016.5 WORK RELATED CONDITIONS
Any employee suffering from a work-related condition that 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 Shift Sergeant or unit supervisor and concurrence of a Assistant
Chief, 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 well-being 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 law.
(b)If appropriate, 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 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, list any functional limitations
that 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 or grievance, the
examining physician or therapist may be required to disclose any and all information
that is relevant to such proceeding.
(c)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 private medical 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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Any failure to comply with such an order and any failure to cooperate with the
examining physician or therapist may be deemed insubordination and may subject the
employee 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.
(g)If an employee is deemed unfit for duty by the Department, the employee may submit
a report from the employee’s personal physician, psychiatrist, psychologist or other
health care provider that will be taken into consideration.
1016.7 APPEALS
Employees disputing the application or interpretation of this policy may submit a grievance as
provided in the Grievance Procedure Policy or the applicable collective bargaining agreement.
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Meal Periods and Breaks
1017.1 PURPOSE AND SCOPE
This policy regarding meals and breaks, insofar as reasonably possible shall conform to the policy
governing all City employees pursuant to Minn. Stat. § 177.253, Minn. Stat. § 177.254 and Minn.
R.§ 5200.0120.
1017.1.1 MEAL PERIODS
Each employee who works for eight or more consecutive hours is entitled to sufficient time to eat a
meal (Minn. Stat. § 177.254). Licensed Peace Officers and Community Service Officers shall
remain on-duty subject to call during meal periods. All other employees are not on call during
meal periods unless directed otherwise by a supervisor.
Uniformed Officers shall request clearance from Dispatch prior to taking a meal period. Uniformed
Licensed Peace Officers and Community Service Officers shall take their meal periods 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 10 MINUTE BREAKS
Each employee is allowed adequate time from work within each four consecutive hours of work
to utilize the nearest convenient restroom (Minn. Stat. § 177.253).
Employees normally assigned to the police facility shall remain in the police facility for their breaks.
This does 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.
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Outside Employment
1021.1 PURPOSE AND SCOPE
To avoid actual or perceived conflicts of interest for Department employees engaging in outside
employment, all employees shall initially 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 and the City of Golden
Valley Employee Handbook Outside Employment Policy.
1021.1.1 DEFINITIONS
Outside Employment - The employment of 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.
1021.2 APPROVAL
No member of this 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 is grounds for disciplinary
action.
1021.2.1 OBTAINING APPROVAL.
To obtain approval for outside employment, the employee must complete an Outside Employment
Application that shall be submitted to the employee's immediate supervisor. The application
will then be forwarded through the appropriate chain of command to the Chief of Police, Human
Resources and the City Manager for consideration. All requests for outside employment must
meet the requirements of the City's outside employment policy in the Employee Handbook as
well as any requirements imposed by the Chief of Police.
If approved, the employee will be provided with a copy of the written approval.
1021.2.2 REVOCATION/SUSPENSION OF OUTSIDE EMPLOYMENT AUTHORIZATION
Any outside employment authorization may be revoked or suspended after the employee has
received written notification of the reasons for revocation or suspension. Revocation will be
implemented after the employee has exhausted the appeal process.
The outside employment may be revoked:
(a)If an employee’s performance declines to a point where it is evaluated by a supervisor
as needing improvement to reach an overall level of minimum acceptable competency
and the outside employment may be related to the employee's performance. The
Chief of Police may, at his/her discretion, notify the employee of the intent to revoke
any previously approved outside employment authorization(s). After the appeal
Policy 1021
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process has concluded, the revocation will remain in force until the employee’s
performance directly related to the outside employment has been reestablished to
the minimum level of acceptable competency.
(b)If, at any time during the term of a valid outside employment authorization, an
employee’s conduct or outside employment conflicts with the provisions of
Department policy, or any law.
(c)The outside employment creates an actual or apparent conflict of interest with the
Department or City.
1021.3 PROHIBITED OUTSIDE EMPLOYMENT
The Department expressly reserves the right to deny any Outside Employment Application
submitted by an employee seeking to engage in any activity that:
(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 that 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 below minimum standards or would render the employee unavailable
for reasonably anticipated overtime assignments and other job-related demands that
occur outside regular working hours.
1021.3.1 OUTSIDE SECURITY & SPECIAL EVENTS SERVICES
Due to the 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 must submit a written request to the Chief of Police in advance
of the desired service and enter into a written contract with the City that provides for at least the
following:
(a)The applicant will be required to enter into a written 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 services.
(c)If such a request is approved, any employee working outside overtime shall be subject
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to the following conditions:
1.The officer(s) shall wear the Department uniform/identification.
2. The officer(s) shall be subject to all the rules and regulations of this Department
and the City.
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. Such overtime will be monitored by the Assistant
Chief of Patrol.
5. Outside security services, outside employment or outside overtime shall not be
subject to the collective bargaining process.
1021.3.3 SPECIAL RESTRICTIONS
Except for emergency situations or with prior authorization from the Assistant Chief, undercover
officers or officers assigned to covert operations shall not be eligible to work overtime or other
assignments in a uniformed or other capacity that might reasonably disclose the officer's law
enforcement status.
1021.4 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.
1021.5 CHANGES IN OUTSIDE EMPLOYMENT STATUS
If an employee terminates his/her outside employment, the employee shall promptly submit
written notification of such termination to the Chief of Police through the appropriate chain of
command. 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 shall report the change.
1021.6 OUTSIDE EMPLOYMENT WHILE ON DISABILITY OR ADMINISTRATIVE LEAVE
Department members engaged in outside employment who are placed on disability or
administrative leave or modified/light-duty shall inform their immediate supervisor in writing within
five days whether they intend to continue to engage in outside employment while on such leave
or light-duty status. The immediate supervisor shall review the duties of the outside employment
along with any work-related doctor’s orders and make a recommendation to the Chief of Police
whether such outside employment should continue or be suspended or revoked.
In the event the Chief of Police determines that the outside employment should be discontinued
or if the employee fails to promptly notify their supervisor of their intentions regarding the work
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authorization, a notice of intent to revoke the employee's authorization will be forwarded to the
involved employee and a copy attached to the original work authorization. The revocation
process outlined in this policy shall be followed.
Criteria for revoking or suspending the outside employment approval while on disability status or
administrative leave include, but are not limited to, the following:
(a) The outside employment is medically detrimental to the total recovery of the disabled
employee, 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 employee.
(c)The employee’s failure to make timely notice of their intentions to their supervisor.
(d) The outside employment is not compatible with the reason the employee is on
administrative leave.
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***DRAFT*** Occupational Disease, Personal Injury and
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Golden Valley Police Department
Policy Manual
Occupational Disease, Personal Injury and Death
Reporting
1022.1 PURPOSE AND SCOPE
The purpose of this policy is to provide guidance regarding the timely reporting of occupational
diseases, personal injuries and deaths.
1022.1.1 DEFINITIONS
Definitions related to this policy include (Minn. Stat. § 176.011):
Occupational disease – A mental impairment or physical disease arising out of and in the
course of employment peculiar to the occupation in which the member is engaged and due to
causes in excess of the hazards ordinary of employment. The term includes diagnosis of post-
traumatic stress disorder (PTSD) by a psychiatrist or psychologist; however, mental impairment
is not considered a disease if it results from a disciplinary action, work evaluation, job transfer,
layoff, demotion, promotion, termination, retirement or similar action taken in good faith by
the Department.
Personal injury – Any mental impairment or physical injury arising out of and in the course of
employment, including personal injury caused by occupational disease, while engaged in, on or
about the premises where the member’s services require the member’s presence as part of that
service at the time of the injury and during the hours of that service. Personal injury does not
include an injury caused by the act of a third person or fellow department member who intended
to injure the member because of personal reasons, and not directed against the member as a
member of the Golden Valley Police Department, or because of the employment with the Golden
Valley Police Department. Mental impairment is not considered a personal injury if it results
from a disciplinary action, work evaluation, job transfer, layoff, demotion, promotion, termination,
retirement or similar action taken in good faith by the Department.
1022.2 POLICY
The Golden Valley Police Department will address occupational diseases, personal injuries and
deaths appropriately, and will comply with applicable state workers’ compensation requirements
(Minn. Stat. § 176.231).
1022.3 RESPONSIBILITIES
1022.3.1 MEMBER RESPONSIBILITIES
Any member sustaining any occupational disease or personal injury shall complete a first report
of injury as soon as practicable, but within 24 hours, to a supervisor, and shall seek medical care
when appropriate.
Policy 1022
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1022.3.2 SUPERVISOR RESPONSIBILITIES
A supervisor learning of any occupational disease or personal 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 Workplace Accident and
Injury Reduction policies apply and take additional action as required.
1022.3.3 ASSISTANT CHIEF RESPONSIBILITIES
The Assistant Chief who receives a report of an occupational disease, personal injury or death
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, Human
Resources, and the Assistant Chief of Operations to ensure any required Minnesota
Occupational Safety and Health Administration (MNOSHA) reporting is made as required in the
illness and injury prevention plan identified in the Workplace Accident and Injury Reduction Policy.
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, injuries or deaths 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 Assistant Chief through the chain of command and a copy sent to the Assistant
Chief of Operations.
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 personal 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 personal 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
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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.
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***DRAFT*** Personal Appearance Standards - 4
Golden Valley Police Department
Policy Manual
Personal Appearance Standards
1023.1 PURPOSE AND SCOPE
To project uniformity and neutrality toward the public and other members of the Department,
employees shall maintain their personal hygiene and appearance to project a professional image
appropriate for this department and for their assignment.
1023.2 GROOMING
Unless otherwise stated and because deviations from these standards could present officer health
safety issues, the following appearance standards shall apply to all members, except those whose
current assignment would deem them not appropriate, and where the Chief of Police has granted
exception.
1023.2.1 HAIR
Hair shall be clean and neatly trimmed or arranged. Hair adornments shall be primarily for the
purpose of securing the hair and must not interfere with officer safety.
When working a field assignment, hairstyles for department members must not extend below
the bottom edge of a uniform or dress shirt collar while assuming a normal stance. Longer hair
shall be worn up or in a tightly wrapped braid or ponytail that is secured to the head above the
bottom edge of the shirt collar.
1023.2.2 FACIAL HAIR
Facial hair must be neatly groomed and meet all requirements of the Occupational Safety and
Health Administration (OSHA), including not interfering with equipment like helmets, gas masks,
or other personal protective equipment.
1023.2.3 FINGERNAILS
Fingernails shall be cleaned and neatly trimmed to a length that will not present a safety concern.
1023.2.4 PERSONAL HYGIENE
All members must maintain proper personal hygiene. Examples of improper personal hygiene
include but are not limited to dirty fingernails, bad breath, body odor, and dirty hair. Any member
who has a condition due to a protected category (e.g., race, physical disability) that affects any
aspect of personal hygiene covered by this policy may qualify for an accommodation and should
report any need for an accommodation to the Chief of Police or human resources.
1023.3 BODY PIERCING OR ALTERATION
Body piercing or alteration to any area of the body that is visible in any authorized uniform or attire,
Policy 1023
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and is a deviation from naturally occurring anatomical features and that 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
or breast augmentation.
(c)Abnormal shaping of the ears, eyes, nose or teeth.
(d)Branding or scarification.
Ear piercings are allowed, but members may be asked to limit the size and style of earrings while
on duty for safety purposes.
Piercings that are not visible or are covered by clothing are allowed so long as they do not interfere
with a member's uniform or equipment.
Facial piercings can cause safety issues during physical confrontations or while wearing personal
protective equipment. Therefore, sworn members may not wear facial piercings while on duty.
1023.4 POLICY
Golden Valley Police Department members shall maintain their personal hygiene and appearance
to project a professional image that is appropriate for this department and for their assignments.
Department personal appearance standards are primarily based on safety requirements.
1023.5 APPEARANCE
1023.5.1 TATTOOS
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.
1023.5.2 JEWELRY
For the purpose of this policy, jewelry refers to rings, earrings, necklaces, bracelets, wristwatches,
and tie tacks or tie bars. Jewelry may not create a safety concern for the department member or
others. Jewelry that depicts racial, sexual, discriminatory, gang-related, or obscene language is
not allowed. Members may be asked to limit the size, quantity, and style of jewelry for safety
purposes.
1023.5.3 DENTAL ORNAMENTATION
Members may be asked to limit the size, quantity, and style of dental ornamentation for decorative
purposes that is not medically required for safety purposes.
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1023.6 RELIGIOUS ACCOMMODATION
The religious beliefs and needs of department members should be reasonably accommodated.
Requests for religious accommodation should generally be granted unless there is a compelling
security or safety reason and denying the request is the least restrictive means available to
ensure security or safety. The Chief of Police should be advised any time a request for religious
accommodation is denied.
Those who request to wear headscarves, simple head coverings, certain hairstyles, or facial hair
for religious reasons should generally be accommodated absent unusual circumstances.
1023.7 EXEMPTIONS
Members who seek an exemption to this policy protected by law (e.g., culturally protective
hairstyles) should generally be accommodated (Minn. Stat. § 363A.03). 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 such an accommodation
is denied or when a member with an exemption is denied an assignment based on a safety or
security risk.
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***DRAFT*** Uniform Regulations - 1
Golden Valley Police Department
Policy Manual
Uniform Regulations
1024.1 PURPOSE AND SCOPE
The uniform policy of the Golden Valley Police Department is established to ensure that uniformed
officers, special assignment personnel and non- licensed employees 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:
•Firearms
•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 the authorized designee. The manual, and associated procedures, should be
consulted regarding authorized equipment and uniform specifications.
The Golden Valley Police Department will provide uniforms for all employees who are required to
wear them in the manner, quantity and frequency agreed upon in the respective employee group’s
collective bargaining agreement. The uniforms for officers of this department shall be a consistent
color pursuant to Minn. Stat. § 626.88 Subd. 2.
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, which is 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.
(d)The uniform is to be worn in compliance with the specifications set forth in the
Department's uniform specifications and procedures which 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.
Policy 1024
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(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 while driving a personal vehicle an outer garment
shall be worn over the uniform shirt so as not to bring attention to the employee while
off-duty.
(i)Employees shall not purchase or drink alcoholic or THC/cannabis infused food or
beverages while wearing any identifiable part of the Department uniform.
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 practicable.
(b)Officers working specialized assignments may be excused from the possession and
display requirements when directed by their Assistant Chief.
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, promotions,
ceremonies or as directed. The Class A uniform is required for all licensed personnel. The Class
A uniform includes the standard issue uniform with:
(a)Long sleeve shirt with tie.
(b) Eight point hat with badge
(c)Polished shoes.
The campaign hat may be worn for events held outdoors. 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.
(d) Polished shoes.
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(e)Approved all black unpolished shoes may be worn.
(f)Boots with pointed toes are not permitted.
1024.3.3 CLASS C UNIFORM
The Class C uniform may be established to allow field personnel cooler clothing during the summer
months or for special duty assignments. 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 and stars - Service stripes and other indicators for length of service
shall be worn on long sleeved shirts and jackets. They are to be machine stitched onto
the uniform. The bottom of the service stripe shall be sewn the width of one and one-
half inches above the cuff seam with the rear of the service stripes sewn on the
dress of the sleeve. The stripes are to be worn on the left sleeve only.
(c)The regulation nameplate, or an authorized sewn-on nameplate, shall be worn at all
times while in uniform. The nameplate shall display the employee's first initial and
last name. If the employee desires other than the legal first name, the employee must
receive approval from the Chief of Police. The nameplate shall be worn and placed
above the right pocket located in the middle, bisected by the pressed shirt seam, with
equal distance from both sides of the nameplate to the outer edge of the pocket.
(d)When a jacket is worn, the nameplate or an authorized sewn on cloth nameplate shall
be affixed to the jacket in the same manner as the uniform.
(e)Assignment Insignias - Assignment insignias, (e.g., SWAT, FTO or similar) may be
worn as designated by the Chief of Police.
(f)Flag pin or patch - A flag pin may be worn, centered above the nameplate. An American
flag patch of a size not to exceed 3 inches by 5 inches may be worn on the sleeve
or above the right front pocket using appropriate flag display etiquette (Minn. Stat. §
15.60).
(g) Badge - The Department-issued badge, or an authorized sewn-on cloth replica, must
be worn and be visible at all times while in uniform. Licensed non-uniform personnel
will wear or carry their badge in a manner that it is in reasonable proximity to their
firearm and able to be displayed whenever appropriate.
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(h) Rank insignia - The designated insignia indicating the employee's rank must be wor n
at all times while in uniform. The Chief of Police may authorize exceptions.
1024.4.1 MOURNING BADGE
Uniformed employees may 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 state - From the time of death until midnight on the day of the
funeral.
(c)Funeral attendee - While attending the funeral of a fallen officer.
(d) National Peace Officers Memorial Day (May 15) - From midnight through the following
midnight.
(e)As directed by the Chief of Police or designee.
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
wearing 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 administrative, investigative and support personnel who elect to wear civilian
clothing to work shall wear button style shirts with a collar, dresses, blouses, slacks
or suits that are moderate in style.
(c)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.
6.Shorts.
(d)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 wearing
such clothing.
(e)No item of civilian attire may be worn on-duty that would adversely affect the reputation
of the Golden Valley Police Department or the morale of the employees.
(f)Licensed employees carrying firearms while wearing civilian attire should wear
clothing that effectively conceals the firearm when outside a controlled law
enforcement facility or work area.
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1024.6 POLITICAL ACTIVITIES, ENDORSEMENTS, ADVERTISEMENTS OR OTHER
APPEARANCES IN UNIFORM
Unless specifically authorized by the Chief of Police, Golden Valley Police Department employees
may not wear any part of the uniform, be photographed wearing any part of the uniform, utilize
a badge, patch or other official insignia of the Department, or cause to be posted, published or
displayed, the image of another employee, or identify him/herself as an employee of the Golden
Valley Police Department to do any of the following:
(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 any motion picture, film,
video, public broadcast, photo, any website or any other visual depiction.
1024.7 OPTIONAL EQUIPMENT - MAINTENANCE AND REPLACEMENT
(a)Any of the items listed in the Uniform and Equipment Specifications as optional shall
be purchased at the expense of the employee.
(b)Maintenance of optional items shall be the financial responsibility of the purchasing
employee (e.g., 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 may be replaced following the procedures for the
replacement of damaged personal property in the Department-Owned and
Personal Property Policy.
1024.8 UNAUTHORIZED UNIFORMS, EQUIPMENT AND ACCESSORIES
Golden Valley 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.
Golden Valley Police Department employees may not use or carry any tool or other piece of
equipment unless specifically authorized in the Uniform and Equipment Specifications or by the
Chief of Police or designee.
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***DRAFT*** Nepotism and Conflicting Relationships - 1
Golden Valley Police Department
Policy Manual
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.
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 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 restrictions
apply:
(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.
1. Supervisor/subordinate relationships that do not meet the requirements of
this policy may exist temporarily only in extraordinary circumstances and with
Policy 1026
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the written approval of the Chief of Police and City Manager, either of which
may impose conditions or restrictions on the arrangement. If circumstances
require that such a supervisor/subordinate relationship exist temporarily, the
supervisor shall 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 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 reasonably possible Field Training Officers (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 predatory offender
or who engages in intentional violations of state or federal laws.
1026.2.1 EMPLOYEE RESPONSIBILITY
Prior to entering into any personal or business relationship or other circumstance that 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 supervisor.
Whenever any employee is placed in circumstances that would require the employee to take
enforcement action or provide other official information or services to any relative or other
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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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. Supervisors shall also promptly notify the Chief of
Police of such actual or potential violations through the chain of command.
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***DRAFT*** Department Badges - 1
Golden Valley Police Department
Policy Manual
Department Badges
1027.1 PURPOSE AND SCOPE
The Golden Valley Police Department badge and uniform patch as well as the likeness of these
items and the name of the Golden Valley 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. 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
Licensed officers, with the written approval of the Chief of Police, may purchase at their 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 Golden Valley 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-licensed
personnel.
1027.2.2 NON-SWORN PERSONNEL
Badges and Department identification cards issued to non- licensed personnel shall be clearly
marked to reflect the position of the assigned employee (e.g. parking control, dispatcher).
(a)Non-licensed 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-licensed 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 licensed officer.
Policy 1027
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Golden Valley Police Department
Policy Manual
Department Badges
1027.2.3 RETIREE UNIFORM BADGE
Upon honorable retirement employees may purchase their 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 licensed employees and non-sworn 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 websites and web pages.
The use of the badge, uniform patch and Department name for all material (e.g., printed matter,
products or other items) developed for Department use shall be subject to approval by the Chief
of Police.
Employees shall not loan the 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 express 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 it is used in a clear
representation of the association and not the Golden Valley 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 shall not be used for endorsement of political
candidates.
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***DRAFT*** Temporary Modified-Duty Assignments - 1
Golden Valley Police Department
Policy Manual
Temporary Modified-Duty Assignments (Light-
Duty)
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,
or current memorandums of understanding or collective bargaining agreements. For example,
nothing in this policy affects the obligation of the 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. Employees shall refer to the
employee handbook for all reasonable accommodation policies and procedures.
1028.2 POLICY
Subject to operational considerations, the Golden Valley 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 Minnesota Human Rights Act
(Minn. Stat. § 363A.01 et seq.) shall be treated equally, without regard to any preference for a
work-related injury.
No position in the Golden Valley 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. Temporary modified-duty
assignments are subject to continuous reassessment, with consideration given to operational
needs and the 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 may otherwise 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.
Policy 1028
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1028.4 PROCEDURE
Employees may request a temporary modified-duty assignment for short-term injuries or illnesses.
Employees seeking a temporary modified-duty assignment should submit a written request to
their Assistant Chiefs 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 Assistant Chief 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 Human Resources Department.
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 Assistant Chief.
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 Assistant Chief 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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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 Assistant Chief of the status and performance of employees
assigned to temporary modified duty.
(b)Notifying the Assistant Chief 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 full-
duty 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.
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; Minn. Stat. § 181.939; Minn. Stat. § 363A.08).
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.
1028.8 PROBATIONARY EMPLOYEES
Probationary employees who are assigned to a temporary modified-duty assignment may have
their probation extended by a period of time equal to their assignment to temporary modified duty.
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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. If conflicts
do arise the member shall maintain certifications prior to resuming regular duties Employees who
are assigned to temporary modified duty shall inform their supervisors of any inability to maintain
any certification, training or qualifications.
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***DRAFT*** Performance History Audits - 1
Golden Valley Police Department
Policy Manual
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 Assistant Chief of Operations, the Command Staff 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 Assistant
Chief. The Command Staff 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 time
period.
The Assistant Chief of Operations 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.
Policy 1029
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(g) Personnel investigations.
(h)Prosecuting Attorney 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 Assistant Chief of Operations 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 appropriate Assistant Chief of such
recommendation. If the Assistant Chief 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 Assistant Chief of Operations, after discussion with the officer's immediate supervisor,
about the need, types, 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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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 Golden Valley 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.
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***DRAFT*** Employee Speech, Expression and Social
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Golden Valley Police Department
Policy Manual
Employee Speech, Expression, and Social
Networking
1030.1 PURPOSE AND SCOPE
This policy is intended to address issues associated with employee use of social networking sites
and to provide guidelines for the regulation and balance of employee speech and expression with
the needs of the Department.
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 from speaking as a private citizen, including acting as an
authorized member of a recognized bargaining unit or officer associations, about matters of public
concern such as misconduct or corruption.
Employees are encouraged to consult with their supervisor 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, e-
mail, file transfer, remote computer access, news services, social networking, social media, instant
messaging, blogs, forums, wikis, video and other file sharing sites.
1030.2 POLICY
Because public employees occupy a trusted position in the community, their statements have
the potential to contravene the policies and performance of this department. Due to the nature
of the work and influence associated with the law enforcement profession, it is necessary that
employees of this department be subject to certain reasonable limitations on their speech and
expression. To achieve its mission and efficiently provide service to the public the Golden Valley
Police Department will carefully balance the individual employee's rights against the organization's
needs and interests when exercising a reasonable degree of control over its employees' speech
and expression.
1030.3 SAFETY
Employees should carefully consider the implications of their speech or any other form of
expression when using the Internet. Speech and expression that may negatively affect the safety
of Golden Valley Police Department employees such as posting personal information in a public
forum can result in compromising an employee’s home address or family ties. Employees should
therefore not disseminate or post any information on any forum or medium that could reasonably
be expected to compromise the safety of any employee, employee's family or associates or
persons that this agency has had professional contact with such as crime victims or staff of
Policy 1030
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other organizations. Examples of the type of information that could reasonably be expected to
compromise safety include:
•Disclosing a photograph and name or address of an employee.
•Disclosing the address, telephone number or email address of an employee.
•Otherwise disclosing where another employee can be located off-duty.
1030.4 PROHIBITED SPEECH, EXPRESSION AND CONDUCT
To meet the organization's safety, performance and public-trust needs the following are prohibited
unless the speech is otherwise protected (for example an employee speaking as a private citizen,
including acting as an authorized member of a recognized bargaining unit or officer associations,
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 Golden Valley
Police Department or its employees.
(b) Speech or expression that, while not made pursuant to an official duty, is significantly
linked to or related to the Golden Valley Police Department and tends to compromise
or damage the mission, function, reputation or professionalism of the Golden Valley
Police Department or its employees. Examples may include:
1.Statements that indicate disregard for the law or the state or U.S. Constitution.
2.Statements that are discriminatory or hate speech.
3.Expression that demonstrates support for criminal activity.
4.Participating 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 as a witness. For example posting statements or
expressions to a website that glorify or endorse dishonesty 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 of the Department. For example
a statement on a blog that provides specific details as to how and when prisoner
transportations are made could reasonably be foreseen to jeopardize employees by
informing criminals of details that could facilitate an escape or attempted escape.
(e) Speech or expression that is contrary to the canons of the Law Enforcement Code of
Ethics as adopted by the Golden Valley Police Department.
(f)Use or disclosure, through whatever means, of any not public data, photograph,
video or other recording obtained or accessible as a result of employment with the
Department for financial or personal gain or data classified as not public by state or
federal law or any disclosure of such materials without the express authorization of
the Chief of Police or the authorized designee.
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(g)Posting, transmitting or disseminating any photographs, video or audio recordings,
likenesses or images of department logos, emblems, uniforms, badges, patches,
marked vehicles, equipment or other material that specifically identifies the Golden
Valley Police Department on any personal or social networking or other website or
web page without the express authorization of the Chief of Police.
(h)Accessing websites for non-authorized purposes or use of any personal
communication device, game device or media device, whether personally or
department-owned, for personal purposes while on-duty except in the following
circumstances:
1.When brief personal communications may be warranted by the circumstances
(e.g., inform family of extended hours).
2.During authorized breaks; such usage should be limited as much as practicable
to areas out of sight and sound of the public and shall not be disruptive to the
work environment.
Employees 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 are not restricted from engaging in the following activities as private citizens or
as authorized members of a recognized bargaining unit or officer associations, employees may
not represent the Golden Valley Police Department or identify themselves in any way that could
be reasonably perceived as representing the Golden Valley Police Department in order to do any
of the following, unless specifically authorized by the Chief of Police:
(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 any motion picture, film,
video, public broadcast or any website.
Additionally, when it can reasonably be construed that an employee acting in his/her individual
capacity or through an outside group or organization (e.g. bargaining group) is affiliated with this
department, the employee shall give a specific disclaiming statement that any such speech or
expression is not representative of the Golden Valley Police Department.
Employees retain their right 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 or officer associations, on political subjects and candidates at all times while off-
duty. However employees may not use their official authority or influence to interfere with or affect
the result of an election, appointment, or a nomination for office. Employees are also prohibited
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from directly or indirectly using their official authority to coerce, command or advise another
employee 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
Members forfeit any expectation of privacy with regard to e-mails, texts, or anything published
or maintained through file-sharing software or any Internet site (e.g., Facebook, MySpace) that
is accessed, transmitted, received or reviewed on any department technology system (see the
Information Technology Use Policy for additional guidance).
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 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
or the efficiency or morale of its members.
(c)Whether the speech or conduct would reflect unfavorably upon the Department.
(d) Whether the speech or conduct would negatively affect the member’s appearance of
impartiality in the performance of his/her 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.
1030.7 TRAINING
Subject to available resources the Department should provide training regarding employee speech
and the use of social networking to all members of the Department.
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Policy 1031 Golden Valley Police Department
Policy Manual
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Department
POST Licensing
1031.1 PURPOSE AND SCOPE
Maintaining a valid POST license is a critical element of an officer’s ability to continue their
employment and is their sole professional responsibility. Every officer and every part-time officer
is required to complete the continuing education requirements to maintain a valid license every
three years (Minn. R. § 6700.0900; Minn. R. 6700.1000).
1031.2 RENEWAL SCHEDULE
Any officer whose license expires is not authorized to work as a peace officer until the license
status is valid. Officers renew their POST licenses according to a schedule established by
Administrative Rule (Minn. R. 6700.1000).
1031.2.1 LICENSE RENEWAL CREDITS
A peace officer license may be renewed only upon the licensee or the licensee's appointing
authority providing the POST board proof the licensee has successfully completed board-
approved continuing education and posting of fees on or before June 30 of the year a license is
due for renewal. Licensee required hours of continuing credit are (Minn. R. 6700.1000, Subd. 3):
•16 hours for a peace officer approved mandatory learning objectives or a part-time
peace officer who has been licensed for at least six months but less than 18 months.
•32 hours for a peace officer or a part-time peace officer who has been licensed for at
least 18 months but less than 30 months.
•48 hours for a peace officer or a part-time peace officer who has been licensed for
at least 30 months.
1031.3 INACTIVE LICENSE
Officers who fail to complete the requirements will have their license placed in the “Inactive” status.
The employee may then be placed in a temporary administrative assignment until their license is
“Valid”. Those employees may also face administrative discipline up to and including termination.
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Policy 1032 Golden Valley Police Department
Policy Manual
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Published with permission by Golden Valley Police
Department
***DRAFT*** Workplace Accident and Injury Reduction - 1
Workplace Accident and Injury Reduction
1032.1 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 Golden Valley Police Department, in accordance with the
requirements of Minn. Stat. § 182.653.
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.
1032.2 POLICY
The Golden Valley 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 participate in the City-wide Workplace Accident and Injury Reduction
(AWAIR) 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.
1032.3 A WORKPLACE ACCIDENT AND INJURY REDUCTION PROGRAM
The Assistant Police Chief—Operations responsible for developing an AWAIR program 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 make good-faith complaints to management about workplace
hazards.
(e)Participate in the City’s safety committee.
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(f)Follow the City’s process to ensure illnesses and injuries are reported as required
under Minnesota Occupational Safety and Health Administration (MNOSHA) (29 CFR
1904.39; Minn. Stat. § 182.674; Minn. R. 5205.0010).
(g)Descriptions of the following (Minn. Stat. § 182.653):
1.How managers, supervisors and members are responsible for implementing the
program and how continued participation of management will be established,
measured and maintained
2.The methods used to identify, analyze and control new or existing hazards,
conditions and operations
3.How the plan will be communicated to all affected members so that they are
informed of work-related hazards and controls
4.How workplace accidents will be investigated and corrective action implemented
5.How safe work practices and rules will be enforced
The Assistant Chief of Operations must conduct and document a review of the AWAIR program
at least annually and document how the program procedures are applied (Minn. Stat.
§182.653).
1032.4 ASSISTANT CHIEF OF OPERATIONS RESPONSIBILITIES
The responsibilities of the Assistant Chief of Operations 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 AWAIR program.
(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 AWAIR 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) Bloodborne pathogen precautions (29 CFR 1910.1030; Minn. Stat. §
182.6555; Minn. R. 5206.0600)
(b) Personal Protective Equipment (PPE) (see the Personal Protective
Equipment Policy) (29 CFR 1910.134; Minn. R. 5205.0010)
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(c)Appropriate barriers in law enforcement vehicles (Minn. R. 5205.0755)
(d)Emergency Action Plan (29 CFR 1910.38(a); Minn. R. 5205.0010)
(e)Walk-Working Surfaces (Minn. R. 5205.0010; 29 CFR 1910.21 et seq.)
(f)Personal Fall Protection Systems (Minn. R. 5205.0010; 29 CFR 1910.140)
(e)Making available a form to document inspections, unsafe conditions, or work practices,
and actions taken to correct unsafe conditions and work practices.
(f)Making available a form to document individual incidents or accidents.
(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.
1032.5 SUPERVISOR RESPONSIBILITIES
Supervisor responsibilities include, but are not limited to:
(a) Ensuring member compliance with AWAIR 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 Assistant Chief of Operations.
(e)Notifying the Assistant Chief of Operations 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.
1032.6 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
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condition.
Members who are necessary to correct the hazardous condition shall be provided with the
necessary protection.
All significant actions taken and dates they are completed shall be documented on the appropriate
form. This form should be forwarded to the Assistant Chief of Operations via the chain of
command.
The Assistant Chief of Operations will take appropriate action to ensure the AWAIR program
addresses potential hazards upon such notification.
1032.7 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 Assistant Chief of Operations shall ensure that the appropriate documentation is completed
for each inspection.
1032.7.1 EQUIPMENT
Members are charged with daily vehicle inspections of their assigned vehicles and of their PPE
prior to working in the field. Members shall complete the appropriate form if an unsafe condition
cannot be immediately corrected. Members should forward this form to their supervisors.
1032.7.2 FREQUENCY OF INSPECTIONS
Safety inspections shall be conducted by the safety and health committee at a frequency decided
by the committee, but at least quarterly (Minn. R. 5208.0040).
1032.8 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.
Additionally, the supervisor should proceed with the steps to report an on-duty injury, as required
under the Occupational Disease, Personal Injury and Death Reporting Policy, in conjunction with
this investigation to avoid duplication and ensure timely reporting.
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1032.9 TRAINING
The Assistant Chief of Operations should work with the assigned 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.
(f)Annually for training related to infectious agents and hazardous substances as
required by MNOSHA (Minn. Stat. § 182.653).
1032.9.1 TRAINING TOPICS
The assigned 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.
1032.10 RECORDS
Records and training documentation relating to the AWAIR program will be maintained in
accordance with the established records retention schedule.
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All safety and health committee recommendations and reports shall be kept for two years. The
reports shall be made available to the Minnesota Department of Labor and Industry upon request
(Minn. R. 5208.0050).
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***DRAFT*** Line-of-Duty Deaths - 1
Golden Valley Police Department
Policy Manual
Line-of-Duty Deaths
1033.1 PURPOSE AND SCOPE
The purpose of this policy is to provide guidance to members of the Golden Valley 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.
1033.1.1 DEFINITIONS
Definitions related to this policy include:
Line-of-duty death - The death of an officer during the course of performing law enforcement-
related functions while on- or off-duty, or a non-sworn 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.
1033.2 POLICY
It is the policy of the Golden Valley 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.
1033.3 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 Shift Sergeant 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 Liaison section of this policy).
(b) The Shift Sergeant should ensure that notifications are made in accordance with
the Officer-Involved Shootings and Deaths and Major Incident Notification policies as
applicable.
Policy 1033
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(c)If the member has been transported to the hospital, the Shift Sergeant or
the authorized designee should respond to the hospital to assume temporary
responsibilities as the Hospital Liaison.
(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).
1033.4 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, Shift Sergeant, 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.
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***DRAFT*** Line-of-Duty Deaths - 3
(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.
(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 Golden Valley Police Department members may be apprised
that survivor notifications are complete.
1033.4.1 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.
1033.5 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.
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***DRAFT*** Line-of-Duty Deaths - 4
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.
1033.6 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.
(i)Public Information Liaison
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.
1033.6.1 DEPARTMENT LIAISON
The Department Liaison should be an Assistant Chief 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.
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(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.
(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.
1033.6.2 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 Golden Valley 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.
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•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.
1033.6.3 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 Assistant Chief. 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.
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***DRAFT*** Line-of-Duty Deaths - 7
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.
(h)Coordinating with the department's Public Information Liaison 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 Liaison
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.
1033.6.4 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.
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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.
(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.
1033.6.5 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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1033.6.6 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 Golden Valley 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).
1033.6.7 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, Personal Injury and Death 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.
1.Survivor benefits (Minn. Stat. § 353.657).
2.Disability survivor benefits (Minn. Stat. § 353.656).
3.Continued health insurance coverage benefit (Minn. Stat. § 299A.465).
4.Death benefit (Minn. Stat. § 299A.44).
5.Education benefit (Minn. Stat. § 299A.45).
(d)Researching and assisting survivors with application for other survivor benefits such
as:
1.Private foundation survivor benefits programs.
2.Survivor scholarship programs.
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(e) Researching and informing survivors of support programs sponsored by
police associations and other organizations.
(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.
1033.6.8 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.
1033.7 PUBLIC INFORMATION LIAISON
The Chief of Police or their designee shall serve as the Public Information Liaison, who should be
the department's contact point for the media. As such, the Public Information Liaison 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 Public Information
Liaison.
(c)Prepare necessary press releases.
1. Coordinate with the City’s Communications Department and other entities
having media roles (e.g., outside agencies involved in the investigation or
incident).
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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.
(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 Public Information Liaison should request that the media withhold the
information from release until proper notification can be made to survivors. The Public
Information Liaison should notify media when survivor notifications have been made.
1033.8 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.
1033.9 INVESTIGATION OF THE INCIDENT
The Chief of Police shall make necessary assignments to conduct thorough investigations of
any line-of-duty death and may choose to use the investigation process outlined in the Officer-
Involved 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.
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1033.10 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.
1033.11 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.
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***DRAFT*** Wellness Program - 1
Golden Valley Police Department
Policy Manual
Wellness Program
1034.1 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.
1034.1.1 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 work-
related critical incidents.
Peer support – Mental and emotional wellness support provided by peers trained to help
members cope with critical incidents and certain personal or professional problems.
1034.2 POLICY
It is the policy of the Golden Valley 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.
1034.3 WELLNESS COORDINATOR
The Assistant Chief of Operations shall act as the 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.
Policy 1034
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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)Ensuring member compliance with the Department’s Check-up for the Neck up
Program.
(g)Verifying a confidential, appropriate, and timely Employee Assistance Program (EAP)
is available for members. This also includes:
1.Obtaining a written description of the program services.
2.Providing for the methods to obtain program services.
3.Providing referrals to the EAP for appropriate diagnosis, treatment, and follow-
up resources.
4.Obtaining written procedures and guidelines for referrals to, or mandatory
participation in, the program.
5.Obtaining training for supervisors in their role and responsibilities, and
identification of member behaviors that would indicate the existence of member
concerns, problems, or issues that could impact member job performance.
(h)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
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services, as applicable, when there has been a member death (see the Line-of-
Duty Deaths Policy for additional guidance).
1034.4 DEPARTMENT PEER SUPPORT
1034.4.1 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.
1034.4.2 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.
1034.4.3 PEER SUPPORT MEMBER TRAINING
A department peer support member should complete department-approved training prior to being
assigned.
1034.5 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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Attendance at the debriefing should only include peer support members, peer support counselors,
and/or critical incident stress management team members, and those directly involved in the
incident.
Members who witness a critical incident are prohibited from providing critical incident stress
management services at a debriefing about an incident that they witnessed (Minn. Stat. §
181.9732).
1034.5.1 PEER SUPPORT COUNSELOR COMMUNICATIONS
Communications with peer support counselors are confidential and shall not be disclosed except
as provided in Minn. Stat. § 181.9731. A peer support counselor is an individual who is designated
by the Department and trained to provide peer counseling services (Minn. Stat. § 181.9731).
1034.5.2 CRITICAL INCIDENT STRESS MANAGEMENT TEAM MEMBER
COMMUNICATIONS
Communications with critical incident stress management team members are confidential and
shall not be disclosed except as provided in Minn. Stat. § 181.9732. A critical incident stress
management team member is an individual who is designated by the Department and trained to
provide critical incident stress management services (Minn. Stat. § 181.9732).
1034.6 PEER SUPPORT COMMUNICATIONS
Although the Department will honor the sensitivity of communications with peer support members,
there is no legal privilege to such communications.
1034.7 PHYSICAL WELLNESS PROGRAM
The coordinator is responsible for establishing guidelines for any 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
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1034.8 CHECK-UP FROM THE NECK UP PROGRAM
The Department has established a Check-up for the Neck up Program to promote and support
mental health, stress tolerance, and resiliency for all personnel. Participation in this program is
mandatory for all sworn personnel. Non-sworn personnel may participate voluntarily. The
following requirements and guidelines shall apply to this program:
•Sworn officers are required to meet with a mental health professional for one hour at least
once a year.
•The city has partnered with a licensed mental health professional and employees may
elect to see the partner provider at city expense. Employees may also elect to see a
provider of their own choosing at their own expense, unless given prior approval by
command staff.
•Members will be asked to sign a release of information form. This will allow the provider to
confirm employee attendance.
•Employees will be compensated for their time.
•Each employee may choose how he/she would like to spend the time with the mental
health professional. Employees are encouraged to take the opportunity to discuss ways to
reduce and manage the impact of work-related stressors.
•All information disclosed to a provider is confidential; however, if a staff member is in
crisis and is an immediate threat to him/herself or someone else, mandating reporting
guidelines will be followed.
•In addition to the yearly mental health check-ins, the mental health provider partner may
present training to the department to promote the psychological and emotional health of
personnel and may respond to offer support and services following defined critical
incidents, if requested.
1034.9 WELLNESS PROGRAM AUDIT
At least annually, the coordinator or the authorized designee should audit the effectiveness of the
department's wellness program and prepare a report summarizing the findings. The report shall
not contain the names of members participating in the wellness program, and should include the
following information:
•Data on the types of support services provided
•Wait times for support services
•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.
1034.10 TRAINING
The coordinator or the authorized designee should collaborate with the Training Sergeant to
provide all members with regular education and training on topics related to member wellness,
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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
Coordinator as appropriate for inclusion in training records.
1034.10 .1 ADDITIONAL WELLNESS TRAINING FOR OFFICERS
Officers shall complete in-service wellness training approved by POST as provided in Minn. Stat.
§626.8478.
The Chief of Police shall ensure that wellness training records are maintained in compliance with
Minn. Stat. § 626.8478 and are made available as requested by POST (Minn. Stat. § 626.8478).
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Golden Valley Police Department
Policy Manual
Chaplains
334.1 PURPOSE AND SCOPE
This policy establishes the guidelines for Golden Valley Police Department chaplains to provide
counseling or emotional support to members of the Department, their families and members of
the public.
334.2 POLICY
The Golden Valley Police Department shall ensure that department chaplains are properly
appointed, trained and supervised to carry out their responsibilities without financial
compensation.
334.3 ELIGIBILITY
Requirements for participation as a chaplain for the Department may include, but are not limited
to:
(a) Being above reproach, temperate, prudent, respectable, hospitable, able to teach, be
free from addiction to alcohol or other drugs and excessive debt.
(b) Managing their households, families and personal affairs well.
(c) Having a good reputation in the community.
(d) Successful completion of an appropriate-level background investigation.
(e) A minimum of five years of successful counseling experience.
(f) Possession of a valid driver's license.
(g) Participate in the ride along program.
(h) When available, attend a citizens academy.
The Chief of Police may apply exceptions for eligibility based on organizational needs and the
qualifications of the individual.
334.4 RECRUITMENT, SELECTION AND APPOINTMENT
The Golden Valley Police Department shall endeavor to recruit and appoint only those applicants
who meet the high ethical, moral and professional standards set forth by this department.
All applicants shall be required to meet and pass the same pre-employment procedures as
department personnel before appointment.
334.4.1 RECRUITMENT
Chaplains should be recruited on a continuous and ongoing basis consistent with department
policy on equal opportunity and nondiscriminatory employment. A primary qualification for
Policy
334
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participation in the application process should be an interest in and an ability to assist the
Department in serving the public. Chaplain candidates are encouraged to participate in ridealongs
with department members before and during the selection process.
334.4.2 SELECTION AND APPOINTMENT
Chaplain candidates shall successfully complete the following process prior to appointment as a
chaplain:
(a) Submit the appropriate written application.
(b) Include a recommendation from employers or volunteer programs.
(c) Interview with the Chief of Police or designee and the chaplain coordinator.
(d) Successfully complete an appropriate-level background investigation.
(e) Complete an appropriate probationary period as designated by the Chief of Police.
Chaplains are volunteers and serve at the discretion of the Chief of Police. Chaplains shall have
no property interest in continued appointment. However, if a chaplain is removed for alleged
misconduct, the chaplain will be afforded an opportunity solely to clear his/her name through a
liberty interest hearing, which shall be limited to a single appearance before the Chief of Police
or the authorized designee.
334.5 IDENTIFICATION AND UNIFORMS
As representatives of the Department, chaplains are responsible for presenting a professional
image to the community. Chaplains shall dress appropriately for the conditions and performance
of their duties. Uniforms and necessary safety equipment will be provided for each chaplain.
Identification symbols worn by chaplains shall be different and distinct from those worn by officers
through the inclusion of "Chaplain" on the uniform and not reflect any religious affiliation.
Chaplains will be issued Golden Valley Police Department identification cards, which must be
carried at all times while on-duty. The identification cards will be the standard Golden Valley Police
Department identification cards, with the exception that “Chaplain” will be indicated on the cards.
Chaplains shall be required to return any issued uniforms or department property at the
termination of service.
Chaplains shall conform to all uniform regulations and appearance standards of this department.
334.6 CHAPLAIN COORDINATOR
The Chief of Police shall delegate certain responsibilities to a chaplain coordinator. The
coordinator shall be appointed by and directly responsible to the Administrative Support or the
authorized designee.
The chaplain coordinator shall serve as the liaison between the chaplains and the Chief of Police.
The function of the coordinator is to provide a central coordinating point for effective chaplain
management within the Department, and to direct and assist efforts to jointly provide more
productive chaplain services. Under the general direction of the Chief of Police or the authorized
designee chaplains shall report to the chaplain coordinator and/or Shift Sergeant.
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The chaplain coordinator may appoint a senior chaplain or other designee to assist in the
coordination of chaplains and their activities.
The responsibilities of the coordinator or the authorized designee include, but are not limited to:
(a) Recruiting, selecting and training qualified chaplains.
(b) Conducting chaplain meetings.
(c) Establishing and maintaining a chaplain callout roster.
(d) Maintaining records for each chaplain.
(e) Tracking and evaluating the contribution of chaplains.
(f) Maintaining a record of chaplain schedules and work hours.
(g) Completing and disseminating, as appropriate, all necessary paperwork and
information.
(h) Planning periodic recognition events.
(i) Maintaining liaison with other agency chaplain coordinators.
An evaluation of the overall use of chaplains will be conducted on an annual basis by the
coordinator.
334.7 DUTIES AND RESPONSIBILITIES
Chaplains assist the Department, its members and the community, as needed. Assignments of
chaplains will usually be to augment the Patrol Division. Chaplains may be assigned to other
areas within the Department as needed. Chaplains should be placed only in assignments or
programs that are consistent with their knowledge, skills, abilities and the needs of the
Department.
All chaplains will be assigned to duties by the chaplain coordinator or the authorized designee.
Chaplains may not proselytize or attempt to recruit members of the Department or the public into
a religious affiliation while representing themselves as chaplains with this department. If there is
any question as to the receiving person’s intent, chaplains should verify that the person is desirous
of spiritual counseling or guidance before engaging in such discussion.
Chaplains may not accept gratuities for any service or any subsequent actions or followup
contacts that were provided while functioning as a chaplain for the Golden Valley Police
Department.
334.7.1 COMPLIANCE
Chaplains are volunteer members of this department, and except as otherwise specified within
this policy, are required to comply with the Volunteer Program Policy and other applicable policies.
334.7.2 OPERATIONAL GUIDELINES
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(a) Chaplains will be scheduled to be on-call
(b) At the end of each watch the chaplain will complete a chaplain shift report and submit
it to the Chief of Police or the authorized designee.
(c) Chaplains shall be permitted to ride with officers during any shift and observe Golden
Valley Police Department operations, provided the Shift Sergeant has been notified
and has approved the activity.
(d) Chaplains shall not be evaluators of members of the Department.
(e) In responding to incidents a chaplain shall never function as an officer.
(f) When responding to in-progress calls for service chaplains may be required to
standby in a secure area until the situation has been deemed safe.
(g) Chaplains shall serve only within the jurisdiction of the Golden Valley Police
Department unless otherwise authorized by the Chief of Police or the authorized
designee.
(h) Each chaplain may have access to current department member rosters, addresses,
telephone numbers, duty assignments and other information that may assist in his/her
duties. Such information will be considered private personnel data and each chaplain
will exercise appropriate security measures to prevent distribution of the data.
334.7.3 ASSISTING DEPARTMENT MEMBERS
The responsibilities of a chaplain related to department members include, but are not limited to:
(a) Assisting in making notification to families of members who have been seriously
injured or killed and after notification responding to the hospital or home of the
member.
(b) Visiting sick or injured members in the hospital or at home.
(c) Attending and participating, when requested, in funerals of active or retired members.
(d) Serving as a resource for members when dealing with the public in incidents, such as
accidental deaths, suicides, suicidal subjects, serious accidents, drug and alcohol
abuse and other such situations that may arise.
(e) Providing counseling and support for members and their families.
(f) Being alert to the needs of members and their families.
334.7.4 ASSISTING THE DEPARTMENT
The responsibilities of a chaplain related to this department include, but are not limited to:
(a) Assisting members in the diffusion of a conflict or incident when requested.
(b) Responding to natural and accidental deaths, suicides and attempted suicides, family
disturbances and any other incident that in the judgment of the Shift Sergeant or
supervisor aids in accomplishing the mission of the Department.
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Department
(c) Responding to all major disasters, such as natural disasters, bombings and similar
critical incidents.
(d) Being on-call and, if reasonably possible, on-duty during major demonstrations or any
public function that requires the presence of a large number of department members.
(e) Attending department and academy graduations, ceremonies and social events and
offering invocations and benedictions, as requested.
(f) Participating in in-service training classes.
(g) Willingness to train others to enhance the effectiveness of the Department.
334.7.5 ASSISTING THE COMMUNITY
The duties of a chaplain related to the community include, but are not limited to:
(a) Fostering familiarity with the role of law enforcement in the community.
(b) Providing an additional link between the community, other chaplain coordinators and
the Department.
(c) Providing liaison with various civic, business and religious organizations.
(d) Promptly facilitating requests for representatives or leaders of various denominations.
(e) Assisting the community in any other function as needed or requested.
(f) Making referrals in cases where specialized attention is needed or in cases that are
beyond the chaplain's ability to assist.
(g) Assist with providing death or serious injury notifications.
334.7.6 CHAPLAIN MEETINGS
All chaplains are required to attend scheduled meetings. Any absences must be satisfactorily
explained to the chaplain coordinator.
334.8 PRIVILEGED COMMUNICATIONS
No person who provides chaplain services to members of the Department may work or volunteer
for the Golden Valley Police Department in any capacity other than that of chaplain.
Department chaplains shall be familiar with state evidentiary laws and rules pertaining to the limits
of the clergy-penitent, psychotherapist-patient and other potentially applicable privileges and shall
inform members when it appears reasonably likely that the member is discussing matters that are
not subject to privileged communications. In such cases the chaplain should consider referring
the member to a non-department counseling resource.
No chaplain shall provide counsel to or receive confidential communications from any Golden
Valley Police Department member concerning an incident personally witnessed by the chaplain
or concerning an incident involving the chaplain.
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Department
334.9 TRAINING
The Department will establish a minimum number of training hours and standards for department
chaplains. The training as approved by the Training Coordinator may include:
• Stress management
• Death notifications
• Symptoms of post-traumatic stress
• Burnout for members of law enforcement and chaplains
• Legal liability and confidentiality
• Ethics
• Responding to crisis situations
• The law enforcement family
• Substance abuse
• Suicide
• Officer injury or death
• Sensitivity and diversity
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