CBAs marked "Yes" address a given topic or question or "No" do not address that topic or question. Or there is no CBA, the CBA is unknown, or a FOIA request was denied.
| Question | Answer |
|---|---|
| Does the CBA require or incentivize college or post-secondary education? | YES |
| Summary: Allows employees to receive tuition reimbursement | |
| Does the city CBA prohibit felons from becoming law enforcement officers? | NO |
| Does the CBA require or incentivize law enforcement officers to learn first aid skills? | NO |
| Does the CBA have provisions related to firearms training? | NO |
| Does the CBA have provisions related to training with tasers or other nonlethal weapons? | NO |
| Does the CBA require law enforcement officers to learn any martial arts? | NO |
| Does the CBA require law enforcement officers to submit to regular psychological counseling/evaluation? | NO |
| Does the CBA require performance evaluations? | YES |
| Summary: Annual performance evaluations required | |
| Detail: Annual evaluations should take place within 45 days of the officer's original probation date; annual station evaluations take place in a different area each month | |
| Does the CBA restrict licensing procedures for law enforcement officers or departments? | YES |
| Summary: The state is responsible for reimbursing employees for licenses or certifications required to complete job duties. | |
| Does the CBA reference citizen review boards? | NO |
| Does the CBA limit union authority to pay and benefits issues? | NO |
| Does the state/city CBA require law enforcement officers to do driving training regularly? | NO |
| Does the state/city CBA require law enforcement officers to do driving training regularly? | NO |
| Does the CBA require law enforcement officers to take regular mental health training? | NO |
| Does the CBA have provisions related to community policing? | NO |
| Does the CBA forbid the transfer or reassignment of an officer as a form of discipline? | NO |
| Does the CBA give the union the power to approve or disapprove new training programs for law enforcement officers? | NO |
| Does the CBA have provisions involving the union in the process for promotions, unit assignments, and transfers? | NO |
| Summary: HR should provide union with a list of transfers, reassignments, promotions, etc. when available | |
| Does the CBA have provisions related to the use of body-worn cameras or body-worn camera video evidence? | NO |
| Does the CBA contain provisions related to misconduct investigations? | YES |
| Summary: Procedures for both disciplinary and corrective action | |
| Do officers have a right to request third-party arbitration for grievances, including over disciplinary actions? | NO |
| Does the CBA contain provisions related to discipline for misconduct? | YES |
| Summary: Primary discipline authority: Commissioner of Human Resources; Types: Written reprimand, transfer, reassignment, suspension without pay, forfeiture of pay/rights, demotion, dismissal, oral notice of performance deficiency, written performance evaluation, warning period placement; Restricted aspects: N/A; Challenge/appeal process: Union grievance procedure | |
| Detail: Defines "disciplinary action" as "any action taken by the Commissioner as a result of an employee's violation of the Code of Conduct" which includes written reprimand, transfer, reassignment, suspension without pay, forfeiture of pay and/or other rights, demotion, dismissal, or a combination thereof. Defines "corrective action" as "any action taken by the Commissioner or designee as a result of an employee's substandard job performance" which includes oral notice of performance deficiency, written performance evaluation, placement in a warning period, transfer, reassignment, demotion, dismissal, or a combination thereof. Establishes a 30-day timeframe for investigations, followed by a 30-day timeframe for notice of disposition. Puts forth the following progressive schedule of corrective action: oral notice of deficient performance; written performance evaluation; warning period; transfer/reassignment/demotion/dismissal or a combination thereof. States that officers may request union representation when giving oral/written statements or participating in meetings that could result in disciplinary action. | |
| Does the CBA explicitly allow for a state ombudsman outside particular police departments to hold law enforcement officers accountable for misconduct? | NO |
| Does the CBA regulate processes for retaining officer disciplinary records? | YES |
| Summary: Record storage: State-run database; Storage authority: Department of Human Resources; Types of records: Letters of reprimand or warning, supervisors' notes, or written records of relief from duty (including investigation notes); Timeline: All shall be removed after 2 years, of no other discipline; Access and use: An employee shall be able to access; Use in decisions: N/A | |
| Does the CBA require notice to officers of investigations? | NO |
| Does the CBA determine a timeline for investigations? | YES |
| Summary: Timeline to launch: N/A; Timeline to conclude: 30 days for non-criminal internal investigations | |
| Does the CBA contain provisions related to compensation during misconduct investigations? | NO |
| Are there any statutes or regulations that prohibit or restrict collective bargaining with police unions? | NO |
| Does the state have a "police bill of rights" statute or regulation? | NO |
| Is there a CBA with the police union? | YES |
| Is the current CBA publicly available online? | YES |