Anson PD General Orders

7/21/2019 Anson PD General Orders

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Anson Police DepartmentEmployment Manual

Prepared By: Chief David Moore

Employment Manual Version Control

Version

Date Author Change Description

Revised 04/01/2014 Chief DavidMoore

See Policy Manual

Note The content of a manual does not constitute nor should it be construed as aromise of emloyment or as a contract bet!een "nson Police Deartment andany of its emloyees#

"nson Police Deartment at its otion$ may chan%e$ delete$ susend$ ordiscontinue arts or the olicy in its entirety$ at any time !ithout rior notice#



Tale of Contents

! "ntroduction######################

!$! %elcome#######################$$$

!$& Anson Police Department Mission 'tatement#######

!$( Value 'tatement####################$$

!$) Changes in Policy###################$

!$* +ole and +esponsiility################$

& Employee Definition and 'tatus#############$

&$! Employment Classification###############$$

&$& +espect of 'uperior ,fficer###############$

&$( +espect of 'uordinates################$

&$) Chain of Command###################

&$* Proationary Period for Ne- Employees#########$

( Employment Policies##################$ ($! E.ual Employment ,pportunity#############$

($& Affirmative Action /Diversity###############

($( Americans -ith Disailities Act#############$$

($) "mmigration 0a- Compliance##############$$

($* Employee Bac1ground Chec1##############$

($2 Criminal 3istory####################$$

($4 Anniversary Date###################$$

($5 Ne- Employee ,rientation###############$



($!! Advertising#########################

($!& Testing#######$###################$$

($!( "ntervie- and 'election######$$############$$

($!) +e8Employment ## ####################$

($!* Drivers 0icense#######################

($!2 Motor Vehicle +ecord Chec1s################$

($!4 Building 'ecurity$$$$$$$$$$$$$$$$$$$$################$$

($!5 Personal Property #$####################

($!6 3ealth8+elated "ssues#$$##################

($&7 Employee +e.uiring Medical Attention#$$$##########

($&! Visitors in the %or1 Place#################$$$

($&& Civilian +iders in Patrol Vehicles##############$

($&( 9raterniation Prohiited##################

($&) %eather8related and emergency8related duty########$$

) 'tandards of Conduct

)$! ;eneral ;uidelines###################

)$& Chief of Police Notification###############$

)$( Attendance and Punctuality############$$$$$$$$$$$

)$) %or1 'chedule###$#################$$

)$* Asence and 0ateness$$#################

)$2 Prior Appointment ###################$

)$4 <o Aandonment$$###################

)$5 "nsuordination ####################$$



)$!7 3arassment Policy###########$$########

)$!! 'e=ual 3arassment Policy###############$$

)$!& Violence in the %or1place$$###############$$

)$!( Confidential "nformation and Nondisclosure#######$$$

)$!) Authority and +esponsiility of '-orn Personnel#####$

)$!* ,pen +ecords Act$$$###################

)$!2 Code of Conduct####################$$

)$!4 Code of Ethics#####################$$

)$!5 +acial Profiling######$$$##############$$

)$!6 Duty to ;ive 'tatement during ,fficial "nvestigation####

)$&7 Pulic Appearances####$$##############$$

)$&! >se of Discretion#####################$$

)$&& 0a- Enforcement "dentification##############$$$

)$&( Dress Code#######################$$$

)$&) Court/ Administrative Appearances$############$

)$&* <udicial Proceeding Participation#############$$

)$&2 9irearms in Court#########$$###########$$

)$&4 >se of E.uipment$$###################$#

)$&5 >se of Computer? Phone? and Mail$$$$############

)$&6 Acceptale use of Computer################

)$(7 >se of "nternet######################$$

)$(! 'ecurity and Proprietary "nformation############

)$(& 'ystem and Net-or1 Activities###############

)$(( >se of Computer 'oft-are#################$



)$(* Blogging and 'ocial Media#################$

)$(2 %or1station 'ecurity Policy################$$

)$(4 'mo1ing Policy######################$

)$(5 ;ames of Chance/ ;amling################$

)$(6 Alcohol and 'ustance Ause###############$

)$)7 ;ifts###########################$

)$)! 'olicitations and Distriutions##############$$$$

)$)& Conduct >necoming of an ,fficer#############$

)$)( Personal Conduct#####################$

)$)) Association -ith 'uspects/9elons#############$$

)$)* Complaint / ;rievance Procedure##############

)$)2 Corrective Procedure##################$$$

)$)4 Crisis 'uspension####################

)$)5 "nvolvement in 0aor Disputes##############$

)$)6 0aor ,rganiation Memership#############$$

)$*7 >se of Position for Private ;ain#############$$

)$*! ;eneral +ules for '-orn Personnel############

)$*& Attention to Duty####################$$

)$*( Call out +esponses###################$

)$*) Civil Process Prohiition#################

)$** >nusual "ncident Notification###############$

)$*2 Neighorhood Disputes##################$

)$*4 Personal "nvolvement in Police +elated Cases#######$$

)$*5 +e.uirement to Ta1e Action################$



)$27 9alse 'tatements? +ecords? etc##############$$

)$2! Political Activity in >niform################$

)$2& Courtesy#########################

)$2( +ecording########################$

)$2) Discrimination######################

)$2* Competent Discharge of Duties##############$

)$22 Co-ardice########################$

)$24 3andling Monies and Property###############

)$25 Derogatory +emar1s or Acts################

)$26 Criticism$$########################$$

)$47 ;ossip#########################$$$

)$4! ,utside Employment####################

)$4& Employment Termination/+esignation############$

)$4( E=it "ntervie-########################

)$4) +eturn of Department Property###############$$

* Compensation Policies

*$! Base Compensation####################$$

*$& Time1eeping Procedures##################$

*$( ,vertime Pay#######################$$

*$) Payroll and Paydays###################$$$$$

*$* Demotion/+eduction in Pay#################

*$2 Performance and 'alary +evie-s##############$

*$4 ,pportunities for Advancement8 Progression and Promotion#$



! "NT+,D>CT",N

This document has been develoed by Chief David &# Moore in order tofamiliari'e emloyees !ith "nson Police Deartment and rovide

information about !or(in% conditions$ (ey olicies$ rocedures$ and benefitsaffectin% emloyment at The "nson Police Deartment#

)t is the olicy of the "nson Police Deartment to mana%e itsofficers/emloyees and recourses in a manner that ma*imi'es oerationalefficiency and service to our citi'ens !ithin the constraints set forth by+ederal and State la!s and Municial ,rdinances#

!$! %elcome

-elcome to "nson Police Deartment. -e are hay to have you as a ne!

member of our family.

!$& Anson Police Department Mission 'tatement

The "nson Deartment is committed to !or(in% in artnershi !ith ourcommunity to imrove the uality of life in our city#

-e are dedicated to solvin% community roblems$ the reduction of crime$the rotection of life and roerty$ reservation of la!s$ ordinances and theconstitutional ri%hts of all ersons !ithin our urisdiction#

!$( Value 'tatement

1# The members of the "nson Police Deartment are committed to a setof values that %uide the !or( of the or%ani'ation and thus$ helcontribute to the uality of life for all citi'ens of the community#

These include

a# Dedicated to achievin% the "nson Police Deartments Mission#

b# Positive contributions and innovations are suorted andencoura%ed in the achievement of or%ani'ational %oals#

c# 3mo!erin% emloyees to ma(e decisions to solve communityroblems#

d# ,r%ani'ational ride and resect for oneself and others !illensure rofessional %ro!th and team!or(#

e# Strive for e*cellence throu%h aroriate trainin% and lannin%$and utili'ation of available resources#

f# Professional develoment of each member of the or%ani'ation#

2# The adherence to and belief in these values and the romotions ofrofessional la! enforcement !ill distin%uish the "nson Police

Deartment as a truly e*cetional olice or%ani'ation#



-hile every effort is made to (ee the contents of this document current$ "nson Police Deartment reserves the ri%ht to modify$ susend$ or terminateany of the olicies$ rocedures$ and/or benefits described in the manual !ithor !ithout rior notice to emloyees#

!$& +ole and +esponsiility

1# oals and ,bectives# The "nson Police Deartment shall establish %oalsand obectives$ and rovide uarterly udates$ to ensure that the direction ofthe "nson Police Deartment is consistent !ith its Mission Statement#

a# "lon% !ith their annual bud%et reuest submittal eachor%ani'ational comonent of the "nson Police Deartmentshall formulate !ritten %oal and obectives !ith theDeartment#b# ,nce the %oals and obectives are established for eachyear they !ill be made available to all affected ersonnel#c# The %oals and obectives shall tie into the resectivebud%et reuest submissions$ !ith imact statements outlinin%the conseuences on the level of customer service#d# Personnel at all levels of the "nson Police Deartmentshall be consulted to rovide inut durin% the develomentsta%e of the %oals and obectives and shall be advised of thefinal selection of %oals and obectives !hich !ill be osted atthe "nson Police Deartment#e# Deartment %oals and obectives shall be submitted to theChief of Police in conunction !ith their resective annual

bud%et reuests#

516 "dditionally$ a status of the current fiscal year7s%oals and obectives shall recede this submission$outlinin% the ro%ress made on each$ and the roosed%oals for the annual oeratin% bud%et#526 This !ill be comleted by each DeartmentalDivision !ithin the "nson Police Deartment#

f# ,nce aroved$ each Division shall ma(e their individual%oals and obectives available !ithin their !or( area and !ith

the City of "nsons City Council Members#

2# Recruitment and Certification of S!orn Personnel The "nson PoliceDeartment shall maintain a coy of the current Te*as Commission of&a! 3nforcement Standards and 3ducation 5TC&3,S36 standardsfor certification of s!orn ersonnel#

a. Durin% the initial recruitin% rocess$ The "nson Police Deartment shall

revie! each candidate7s documentation to determine if it revealsanythin% that is contrary to the minimum TC&3,S3 certificationstandards#



Personnel shall ta(e an ,ath of ,ffice to enforce the la!s and uholdthe constitution of the 8nited States and the State of Te*as# The ,athof ,ffice is administered durin% the robationary eriod#



& EMP0,EE DE9"N"T",N AND 'TAT>'

"n 9emloyee: of the "nson Police Deartment is a s!orn eace officer or aerson !ho re%ularly !or(s for the "nson Police Deartment on a !a%e or

salary basis#

&$! Employment Classification

3mloyees of the "nson Police Deartment are classified as either 9e*emt:or 9non;e*emt#: This is necessary because$ by la!$ emloyees in certaintyes of obs are entitled to overtime ay for hours !or(ed in e*cess of forty5406 hours er !or(!ee(#

)n addition to the above overtime classifications$ every emloyee is assi%nedan emloyment status classification re%ular full;time$ re%ular art;time$

temorary 5full;time or art;time6$ re%ular hourly$ contin%ent hourly$ etc#

&$& +espect of 'uperior ,fficer

Employees shall be respectful of superiors at all times, recognizing their rank and

obeying their lawful orders.

Employees shall not use contemptuous words towards any superior officer.

&$( +espect of 'uordinates

Supervisory personnel shall be respectful of subordinate personnel at all times,recognizing their position with the department and their personal dignity.

Supervisors shall not use contemptuous words towards any subordinate.

&$) Chain of Command

!$ ,rganiational 'tructure/Chart:

The "nson Police Deartment or%ani'ational structure is deicted on the

"nson Police Deartment or%ani'ational chart# The office of the Chief ofPolice distributes and udates the or%ani'ational chart# The or%ani'ationalchart is attached to this olicy and available on the deartment !eb a%e#

&$ 9unction:

(a) The Chief of Police directly supervises the Lieutenant, Sergeant, Full-!e

"#cers, Part-!e "#cers, $eserve "#cers, %ni!al Control "#cers, Code

&nforce!ent "#cer and %d!inistrave %ssistants.

(b) Lieutenant 'ill be responsible for

1#1# Personnel1#2# +T, Trainin%

1 < "ssi%nin% cases for investi%ation



1#?# Recruitin%

1#@# Procurement and 3vidence Mana%ement

1#A# &ost and +ound

1#10# Code 3nforcement

1#11# Schedulin%

($ +an1 / Classifications:

5a6 Chief of Police:

1# The Chief of Police is aointed by the City Council and ase*ecutive officer of this deartment$ shall be a s!orn eaceofficer of the State of Te*as#

2# Subect to ertinent la!s$ City ,rdinances$ "nson PoliceDeartment olicy and rocedure$ the Chief of Police hasauthority over all members of the "nson Police Deartment#+irst Priority To al!ays serve and rotect the citi'ens of "nson# This includes the safety and care of victims and

assistin% a%encies such as 3MS and the +ire Deartment#Second Priority To loo( after the !elfare of his ,fficers$insurin% they are !ell euied and trained to accomlish thefirst riority$ and stren%then camaraderie and build moraleamon% the officers#

<# The Chief of Police may romul%ate to the deartmentsuch orders or instructions$ !ritten or oral$ !hich are notinconsistent !ith the la! or any orders or instructions of theCity Council of "nson# Directives and/or other means ofconveyin% olicies and commands may be issued in one ofthe follo!in% formats olice re%ulationsB %eneral ordersB

secial ordersB memorandumsB oliciesB roceduresBmanualsB bulletinsB or verbal orders# To erform his duties ina rofessional manner$ bein% the finest e*amle of la!enforcement officer to his eers$ subordinates and theciti'ens of "nson#

4# The Chief of Police is resonsible to the City Council of "nson for emloyee services for the e*ecution of the olicemission# The Chief of Police shall romtly e*ecute all la!fulorders and observe all re%ulations rescribed by the CityCouncil of the City of "nson and shall be resonsible that allsuch orders and re%ulations are in accordance !ith the la!and are obeyed and carried out# The Chief of Police shall bedirectly and ersonally resonsible to the City Council of theCity of "nson for the disciline$ trainin%$ efficiency$ andmorale of the deartment# The Chief of Police shall (ee theiroffice oen and staffed durin% times rescribed by the CityCouncil of the City of "nson#

=# The Chief of Police shall ma(e certain that the oeration ofall divisions and secial units under their control mutuallysuort one another in all matters reuirin% suort and thata hi%h de%ree of lateral cooeration and e*chan%e of

information is maintained#># The Chief of Police shall institute a study of factors !hichmi%ht revent the deartment from functionin% efficiently



and records are (et in accordance !ith the reuirements ofthe deartment#

?# The Chief of Police shall cause a %eneral insection to bemade of all members of the deartment at least once amonth and shall establish such other systems of insections

and control as may be necessary to ensure the efficientadministration of the deartment#

@# The Chief of Police shall re%ulate his office so that at alltimes !hen they are absent$ it shall be under the commandof the &ieutenant or a senior officer$ desi%nated by the Chief#This officer !hile in temorary command shall be re%ardedas the reresentative of the Chief and their commands shallbe obeyed throu%hout the deartment# )n the event nosuerior is desi%nated durin% such absence$ the seniorcommander shall so act#

A# The Chief of Police !hile on duty shall dress accordin%ly toan aroved olice deartment uniform# "roved uniformconsists of a clean and ressed deartment issued class 5a6or 5b6 uniform# -hile attendin% business a!ay from the City$at school$ or testifyin% in court the Chief of Police may dressin clean ressed business attire#

10# The Chief of Police re%ular duty hours !ill coincide !ithCity all$ and !hile on duty 100 of his/her attention !ill bedirected to!ards the duties and resonsibilities of theosition of the Police Chief of "nson# The Chief of Policeshall not emloyee himself/herself outside of the City of

"nson in a manner that !ill interfere !ith the role ofoverseein% daily olice oerations# -ill maintain the !or(in%relationshis !ith la! enforcement a%encies !ithin the City of "nson and the County of Eones$ !hether they are local$ stateor federal a%encies#

11# The Chief of Police shall be resonsible for all oenrecord reuests ertainin% to olice ersonnel$ oliceinvesti%ations$ code enforcement$ animal control$ andemer%ency mana%ement# "ll ,en record reuests shall befor!arded by the Chief of Police to the City "ttorney forrevie! and resonse# "ny actions and directives of the city

council shall suersede this manual$ and deference shall be%iven to the actions for the City Council#

12# The Chief of Police shall be resonsible for all mediareleases ertainin% to any matter of the olice deartment orits ersonnel$ !hich includes investi%ations$ codeenforcement$ animal control$ emer%ency mana%ement andthe deartments ersonnel#

1<# oals and ,bectives "t the be%innin% of each fiscalyear the Chief of Police shall resent to the City Council amemorandum describin% a%ency %oals and obectives# Thismemorandum shall include the follo!in%

a#i#1#The or%ani'ational chart#

a#i#2#Mission statement and motto#



5b6 0ieutenant:

1# &ieutenants e*ercise line command over the emloyees oftheir assi%ned sections# They rovide advice and %uidance tothe ersonnel assi%ned and is resonsible for (eein% theresective commander informed about the activities and

accomlishments of their officers#2# The &ieutenant shall serve and shall be a s!orn eace officerfor the State of Te*as#

<# The &ieutenant$ in the normal course of their duties$ is directlyresonsible for the suervision of the +ield ,erations Divisionand the Suort Services Division#

4# Durin% the absence of the Chief of Police$ the &ieutenant mayromul%ate to the deartment such orders or instructions$ !rittenor oral$ !hich are not inconsistent !ith the la!$ !ritten directives$or any orders or instructions of the Mayor of the City of "nson#,rders to the deartment shall be issued by the Chief of Police#Directives and/or other means of conveyin% olicies andcommands may be issued in one of the follo!in% formats olicere%ulationsB %eneral ordersB secial ordersB memorandumsBoliciesB roceduresB manualsB bulletinsB or verbal orders#

c 'ergeant

Ser%eants are resonsible for all cases assi%ned for follo!;uinvesti%ations# Ser%eants !ill have an advanced (no!led%e ofolice investi%ations and evidence collections# Ser%eants are

subect to all and any other duties assi%ned by the &ieutenantor Chief of Police# 'ergeants may e=cise line of commandover employees in the asences of the 0ieutenant and orthe Chief of Police$

d Police ,fficer

Police officers ma(e u the maority of the deartments s!orn ersonnel and

often are the first to ma(e contact !ith the ublic# "ssi%nments vary in content

but %enerally include atrol and community interaction# They are resonsible for

(eein% their suervisors informed about their activities and accomlishments

e >nity of Command:

1# 3ach comonent of the Deartment is normally under the directcommand of one suervisor# -ithin each established chain;of;command$ the aroriate suervisor is resonsible and accountablefor the erformance of emloyees under their control#

2# )n routine oerations$ each emloyee is normally accountable toonly one suervisor at any %iven time# Situations may e*ist !heresuervisors issue commands to emloyees outside the chain;of;command# ,n scene suervisors !ill be resonsible for control andcommand of subordinates at those incidents#

f 'uccession of Command



reuire them to be absent from duty$ or other!ise unavailable toerform the duties of office#

2# Should the Chief of Police become incaacitated throu%h illness$death$ or any other reason$ or should they be absent from duty$ orother!ise unavailable to erform the duties of office !ithout havin%

desi%nated a erson to command the Deartment durin% the absence$&ieutenant !ill assume command unless other!ise the Mayor and orCity Council aoints another ualified Peace ,fficer# )f the &ieutenantis unable to command$ the duty shall move to a Senior ,fficer unlessother!ise the Mayor and or City Council aoint another ualifiedPeace ,fficer#

g Delegated Authority:

1# "t all levels of the Deartment$ authority !ill be dele%ated toemloyees to ma(e decisions necessary for the effective e*ecution oftheir resonsibilities#

2# 3mloyees are accountable for the use of$ or the failure to use$dele%ated authority#

h +outine Command Protocol:

1# "t the scene of any olice incident$ the ran(in% officer$ or seniorofficer if of the same ran($ shall assume command of the scene andoerations until relieved by a suervisor$ or until the conclusion of theincident#

2# Crime scene suervision is normally conducted by the seniorofficer resent# This officer has the authority to direct and oversee therocessin% of a scene unless relieved by a suervisor or detective#

<# "t the scene of olice incidents involvin% more than one se%ment

of the Deartment$ the ran(in% suervisor shall assume command ofthe scene and oerations#

i Maor "ncident Command Protocol:

a# "t maor incidents !hich field oerations initially resonds to$such as hosta%e/barricaded subect situations$ cro!d controlsituations$ or other lar%e scale emer%encies$ a atrol suervisor!ill be desi%nated to assume and maintain immediate control#,verall control !ill be assumed by a shift Ser%eant#

b# This Deartment suorts and !ill adhere to the Eones County

Multi;"%ency )ncident Command System# The fundamentalrincile of )CS is that of 9unified command: at certain lar%e scaleincidents reuirin% multi;a%ency coordination#

&$* Proationary Period for Ne- Employees

"nson Police Deartment monitors and evaluates every ne! emloyeeserformance for three months 5A0 days6 to determine !hether furtheremloyment in a secific osition or !ith "nson Police Deartment isaroriate#



( EMP0,MENT P,0"C"E'

($! E.ual Employment ,pportunity

"nson Police Deartment is an eual emloyment oortunity emloyer#3mloyment decisions are based on merit and the needs of the deartment$and not on race$ color$ citi'enshi status$ national ori%in$ ancestry$ %ender$se*ual orientation$ a%e$ !ei%ht$ reli%ion$ creed$ hysical or mental disability$marital status$ veteran status$ olitical affiliation$ or any other factorrotected by la!#

($& Affirmative Action/Diversity

"nson Police Deartment is committed to affirmative actions that !ill build

on the stren%ths of our current !or(force and continually enhance thediversity of our or%ani'ation#

($( Americans -ith Disailities Act

a# )t is the olicy of "nson Police Deartment to comly !ith all therelevant and alicable rovisions of the "mericans !ith Disabilities "ct5"D"6# "nson Police Deartment !ill not discriminate a%ainst anyualified emloyee or ob alicant !ith resect to any terms$ rivile%es$

or conditions of emloyment because of a ersons hysical or mentaldisability#

b# ,fficers/emloyees shall be %ranted all rotection rovided under the "mericans !ith Disabilities "ct and the Te*as Civil Ri%hts &a!s# )n!or(in% !ith officers/emloyees !ho are ta(in% medication that mayimact their ob erformance of essential discrimination rovisions of thela!#

($) "mmigration 0a- Compliance

"ll offers of emloyment are contin%ent on verification of the candidatesri%ht to !or( in the 8nited States# ,n the first day of !or($ every ne!emloyee !ill be as(ed to rovide ori%inal documents verifyin% his or herri%ht to !or( and$ as reuired by federal la!$ to si%n +ederal +orm );A$3mloyment 3li%ibility Ferification +orm#

($* Employee Bac1ground Chec1

Prior to ma(in% an offer of emloyment$ "nson Police Deartment shallconduct a bac(%round investi%ation# " comrehensive bac(%round

investi%ation shall consist of rior emloyment verification$ rofessionalreference chec(s$ education confirmation$ criminal history verification$ andfi i ti



($2 Criminal 3istory

Criminal istory verifications !ill be conducted to abide by TC&3,S3 rules# " coy of the criminal history bac(%round !ill be (et in an emloyeesermanent emloyee file#

($4 Anniversary Date

The date an emloyee or eace officers is aointed$ is his or her officialanniversary date# This anniversary date is used to comute the follo!in%benefits

• Facation

• Sic( &eave

($5 Ne- Employee ,rientation

The formal !elcomin% rocess$ or 9emloyee/ officer orientation$: isconducted by the Chief of olice$ and includes an overvie! of thedeartment#

($6 Personnel +ecords and Administration

The tas( of handlin% ersonnel records and related administration functionsat "nson Police Deartment is the duty of Chief of olice# Personnel filesshall be (et confidential at all times# Personnel files !ill also remainroerty of the "nson Police Deartment and T3C&,S at no time shall beremoved by any emloyee or ersonnel# The ersonnel files include all ofthe follo!in% documents

"lication

• a# "ll TC&3,S3 records and forms

• b# +ire arm ualifications

• c# 3ducation records• d# Criminal istory bac(%rounds

• e# Coies of Driver license and social security cards

• f# Trainin% certificates

• %# +in%er rint Cards

• h# +;= and +;=Rs

• i# Disciline

"ll medical records$ if any$ !ill be (et in a searate confidential file#

($!7 Personal "nformation



to notify in case of an emer%ency# 3mloyees !ill notify their immediate suervisor in!ritin% no later than the first !or( day follo!in% the date of any chan%e to the follo!in%

• a# "ddress

• b# Telehone number

• c# Marital Status

• e# Deendant chan%e

• f# )nsurance beneficiaries• %# Ta* !ithholdin%s e*emtions

"ll "nson Police Deartment emloyees shall maintain a !or(in%telehone that allo!s for contact at their lace of residence#

($!! Advertising Vacancies

The Chief of Police is resonsible for emloyment ads and for ostin%vacancies in City of "nson Police Deartment$ !ith local a%encies$ or otherrecruitment sources# "ll vacant ositions must be osted to either City emloyees only or the%eneral ublic at City all#o!ever$ if a deartment emloyee !ithin the Police Deartment meets the ob ualifications$ he or she may be romoted to the osition !ithoutadvertisin%# )nterested City emloyees should aly to the Chief of Police#

"lications are acceted in the Chief of Polices office# )f a closin% date isosted$ alications !ill not be acceted after that date

($!& Testing

The City reserves the ri%ht to administer certain re;emloyment testin%durin% the alication rocess based uon the criteria established in the obdescrition# "licants alyin% for secified osition5s6 may be reuired todemonstrate the necessary cometency levels to include$ but not be limited

to$ a comuter (eyboard$ and/or tyin% test# Go other re;emloymenttestin% shall be administered !ithout the secific aroval of the Chief ofPolice#

($!( "ntervie- and 'election

The Chief of Police shall revie! all alications for the secified vacantosition5s6 and shall retain all alications !hich meet the stated minimumualifications# The Chief of Police !ill notify alicants !ho are selected forintervie! of the desi%nated date and location of the scheduled meetin% time#The Chief of Police shall$ uon candidate selection$ retain intervie!documentation and any reuired bac(%round reference chec(s# The Chief



reuired emloyment forms as !ell as initial benefits enrollment information#,nly alicants !ho !ere intervie!ed !ill be notified by the Chief of Policethat the osition has been filled#

($!) +e8Employment

+ormer emloyees in %ood standin% are eli%ible for reemloyment and !illbe considered for emloyment as other e*ternal alicants# Suervisorsmust obtain aroval from the Chief of Police rior to rehirin% a formeremloyee#3mloyees !ho are rehired are eli%ible for benefits ust as any ne! hire#

($!* Driver 0icense

"ll officers are subect to this olicy !ill maintain a current$ valid$ andaroriate license at all times# 8nder no circumstances shall an,ccuational Driver7s &icense or similar license be deemed aroriate# "# "ny emloyee !ho$ as a art of their duties !ith the City of "nson$

oerates a city o!ned$ rented$ or leased Commercial Motor Fehicle$must maintain a current and valid Te*as Commercial Driver7s &icense$!ith all alicable endorsements# "lso$ emloyees must notify theCity and their State7s motor vehicle licensin%$ a%ency !ithin thirty 5<06days of a conviction for any traffic violation 5e*cet ar(in% violations6even if the violation did not occur !hile oeratin% a commercialvehicle# The form titled HGotification of Traffic Fiolation#H 5+ound in theforms section of this manual6 should be used for such notifications#

I# 3mloyees !ho do not oerate a Commercial Motor Fehicle$ butdrive a City o!ned$ rented$ or leased vehicle$ must maintain a currentand valid Te*as Deartment of Public Safety Driver7s &icense#

C# 3mloyees !ho drive a ersonal vehicle on behalf of the City$ tofurther the business of the City and/or receive milea%e reimbursementor vehicle allo!ance or stiend$ must maintain a current and validTe*as Deartment of Public Safety Driver7s &icense# 3mloyees inthis cate%ory must comly !ith all alicable State Traffic &a!s

includin% usin% seatbelts and maintainin% financial resonsibility5liability insurance6#2# "ny officer !ho is subect to this olicy and has their license susended$

revo(ed$ canceled$ or !hose license e*ires !ithout rene!al$ or !ho isissued an ,ccuational Driver7s &icense or similar license$ shall immediatelycease oeration of any vehicle and notify their suervisor by the end of thene*t !or(in% day# )t shall be the sole resonsibility of the emloyee to reortany susension$ revocation$ cancellation$ or e*iration of their license$ as!ell as the suervisor of any chan%e in drivin% status$ such as the issuanceof an ,ccuational Drivers &icense or similar license# +ailure to reort suchinformation by the end of the ne*t !or(in% day shall result in discilinary

action u to and includin% termination#

< "ny suervisor !ho is notified by an emloyee of an event covered under



"# "ny emloyee !ho no lon%er has a current$ valid$ and aroriatelicense$ and !hose essential ob duties involve the oeration of avehicle$ Commercial or other$ shall be removed from drivin% statusand may be reassi%ned at the discretion of the Chief of Police$ andonly if it is in the best interest of the City to do so#

I# "n emloyee !ho is not reassi%ned !ill be terminated#

($!2 Motor Vehicle +ecord Chec1s

a# )t is ultimately the resonsibility of the Deartment to ensurecomliance !ith this olicy# To hel identify those emloyees !ho mayhave a susended$ revo(ed$ canceled$ or e*ired license$ or !ho mayhave been issued an ,ccuational Drivers &icense or similar license$ theoffice of the Chief of Police !ill conduct Motor Fehicle Record chec(s on

all emloyees subect to this olicy# These chec(s !ill be erformederiodically#b# 3mloyees !ho are found to have a susended$ revo(ed$ cancelled$or e*ired license$ or !ho have been issued an ,ccuational Drivers&icense or similar license$ and !ho have not reviously reorted thisinformation to their suervisor$ !ill be subect to discilinary action u toand includin% termination#

($!4 Building 'ecurity

3ach and every emloyee must follo! the buildin% security rules andre%ulations listed here

• The Police epart!ent shall be *ept secure, 'hen not occupied.

($!5 Personal Property

The "nson Police Deartment assumes no ris( for any loss or dama%e toersonal roerty used by officers and or emloyees$ and recommends thatall emloyees have ersonal insurance olicies coverin% the loss of ersonal

roerty used and left at the office/or in a atrol vehicle#

($!6 3ealth8related "ssues

3mloyees !ho become a!are of any health;related issue should notify theChief of Police of their health status as soon as ossible#

($&7 Employee +e.uiring Medical Attention

3mloyees should reort all !or(;related inuries and accidents immediately

to their suervisor$ in the event that the suervisor is not available$ the Chiefof Police !ill be notified and then follo! these stes



($&! Visitors in the %or1place

Fisitors are allo!ed in the !or(lace# o!ever$ officers are not ermitted toallo! visitors in a atrol vehicle !hile on duty# " eace officer may submit areuest in !ritin% for a rider to accomany an officer on duty# ,nly under

certain circumstances !ill individuals !ill be aroved to accomany anofficer !hile on duty$ this aroval must be obtained by the Chief of Police#

($&& Civilian +iders in Patrol Vehicles

"ll ride outs shall be aroved by the Chief of Police 24 hours rior to the date andtime of the ride out# The follo!in% are aroved riders

a# " certified Peace ,fficer from another a%encyb# "n individual see(in% a la! enforcement career 5this is a onetime ride

out6c# " souse or %irlfriend/boyfriend attendin% a sortin% event or a cityfunctiond# " child may be droed off or ic(ed u from an ")SD School in theCity of "nson re%ular school hours$ or to a sortin% event the child isarticiatin% in#

($&( 9raterniation Prohiited

a# "nson Police Deartment is leased to consider for emloymentualified alicants !ho are related to emloyees# -hen "nson PoliceDeartment emloys more than one member of a family$ one familymember may not suervise the other nor can they !or( the same shift#

b# # 3mloyees shall not fraterni'e !ith$ en%a%e the services of$ accetservices from$ or do favors for any erson bein% investi%ated or arrestedby the "nson Police Deartment for a felony offense$ e*cet as set forthin !ritin% by the Chief of Police#

c# # 3mloyees shall not associate socially or fraterni'e !ith the souse

of any erson bein% investi%ated for a felony offense or arrested by the "nson Police Deartment#d# # Go emloyee shall date or be romantically involved !ith anotheremloyee of the City of "nson#

($&) %eather8related and Emergency8related duty

)n times of emer%encies such as severe !eather$ fires$ o!er failures or any

other emer%ency all s!orn officers shall be available for call out#



) 'TANDA+D' ,9 C,ND>CT

)$! ;eneral ;uidelines

"ll emloyees are ur%ed to become familiar !ith "nson Police Deartmentsrules and standards of conduct and are e*ected to follo! these rules andstandards faithfully in doin% their obs and conductin% the deartmentsbusiness#

)$& Chief of Police Notification

The Chief of Police shall be notified as soon as ractical under the follo!in%circumstances

a. The death of a police officer, either on or off duty. b. The injury of a police officer by firearm or knife.

c. The injury of a police officer by other means requiring hospitalization.

d. n accident involving a fleet vehicle belonging to the !ity.

e. The injury of a citizen by an officer"s use of a firearm.

f. ny use of force by an officer that requires a hospitalization of a

citizen#suspect.

g. The arrest of a police officer of another jurisdiction by a city police

officer

h. The arrest of an nson police officer

i. $obilization of off duty personnel to handle a sentinel event.

j. %isasters causing e&tensive damage and or loss of live.

k. ny incident judged to be severe enough by the senior ranking officer

on duty to warrant notification.

)n the event the Chief of Police cannot be contacted immediately$ therocedure !ill be to notify the Chief of Police as soon as ossible#

)$( Attendance and Punctuality

a# "nson Police Deartment e*ects emloyees to be ready to !or( at thebe%innin% of assi%ned duty shiftB no emloyee shall leave their shift !ithoutroerly bein% relieved#

b# "ll emloyees shall be unctual in reortin% for duty at the time and lacedesi%nated by their suervisor$ or as indicated on deartment schedules#

c# +ailure to notify their aroriate suervisor of any absences or delaysrior to the

Start of the scheduled duty shi+ by telephone, or person to person contact shall be

considered neglect of duty.



e# ,fficer/emloyees !ill not at anytime leave their assi%ned duty ost or obassi%nment !ithout rior suervisory aroval#

)$) %or1 'chedule

Duty schedules are laced in each officers bo* no later than the last day of

each month$ in addition a coy of the duty schedule is (et on the bulletinboard in the suad room# )t is the resonsibility of each officer to chec( theirschedule for chan%es in schedulin%#

)$* Asence and 0ateness

a# +rom time to time$ it may be necessary for an emloyee to be late or

absent from !or(# "nson Police Deartment is a!are that emer%encies$illnesses$ or ressin% ersonal business that cannot be scheduledoutside !or( hours may arise# )t is the resonsibility of all emloyees tocontact their suervisor$ if they are unable to contact their suervisor$ thechief of olice must be contacted#

b# 3mloyees !ho e*ect to be absent from duty or tardy for any reasonshall notify their suervisor or the Chief of Police$ statin% the reason forthe absence$ as soon as ossible K normally no later than theirscheduled time for be%innin% !or(# )n addition$ emloyees are e*ectedto (ee their suervisor and or the chief of Police informed daily ofe*tended absences# 3mloyees !ho are absent from duty due to illnessor inury may be reuired$ at the discretion of the suervisor$ to resent adoctor7s statement on the nature of the illness or inury#

c. Voice mail messages or messages via text are not acceptableforms of communication.

d# ,fficers/emloyees are reuired to be at !or( on a consistent basis atthe established startin% time# ,fficers/emloyees !ith three 5<6absences or tardiness instances !ithin a 12;month eriod should bediscilined by their suervisor/the chief of olice# Per recommendationof the suervisor$ the Chief of Police may ta(e discilinary action u to

and includin% termination# Counselin% and discilinary action should bedocumented#e# 3*cessive absenteeism or tardiness is %rounds for corrective action$includin% dismissal#

)$2 Prior Appointments Doctor or Dentist Visits ect$

&!ployees are epected to schedule !edical appoint!ents so that there 'ill be

!ini!al disrupon to the 'or* areas. For regularly scheduled appoint!ents,

e!ployees are to give the supervisor as !uch noce as possible of the upco!ing

appoint!ent.



)$4 <o Aandonment

"n emloyee !ho has not reorted his or her absence after three 5<6consecutive !or( days is considered to have abandoned the ob andresi%ned !ithout notice#

)$5 "nsuordination

a. The failure by an employee to perform a task or comply with an order given

by a supervisor shall result in corrective action and#or discipline.

b. ll employees shall obey and properly e&ecute any lawful order emanating

from a superior or a supervisor whether oral or written.

c. The term lawful order shall be construed as an order in keeping with the

performance of any duty prescribed by law or rule of the nson 'olice

%epartment, or for the preservation of order, efficiency, and properdiscipline.

d. ny employee whose speech or conduct to a superior or supervisor is

discourteous, abusive, profane, or threatening shall be deemed to be

insubordinate.

e. Supervisors are required to ensure that their orders and direction are clear

and understandable and within the guidelines of the regulations, policies,

procedures, and practices of the !ity of nson and the nson 'olice

%epartment.

f. Supervisors shall ensure that specific orders and directions are not given as a

suggestion or advice.

g. Employees that disagree with an order or direction of a superior shallimmediately obey the order and may question or grieve the order through the

appropriate venue in a timely manner, which shall not interfere with the safe

or efficient operation of the nson 'olice %epartment.

h. (n matters that are deemed or termed as insubordination, supervisors shall

evaluate each case on its own merits.

i. ll of the facts will be evaluated to determine the degree or level of

insubordination that occurred.

j. (f conflicting lawful orders are given or received, refer to nson 'olice

%epartment 'olicy

)$6 Meal and Brea1 Periods

a# -hen time ermits officers are allo!ed to ta(e brea( eriods and mealbrea(s$ ho!ever$ if an officer is disatched to a call for service he or sheshall resond !ithout delay#

b# ,fficer are allo!ed 516 one hour meal brea( er shift and are allo!ed526 fifteen minute brea( eriods er shift as time ermits#

)$!7 3arassment Policy



!ords$ si%ns$ offensive o(es$ cartoons$ ictures$ osters$ e;mail o(es orstatements$ ran(s$ intimidation$ hysical assaults or contact$ or violence#

)$!! 'e=ual 3arassment Policy

"nson Police Deartment does not tolerate se*ual harassment Se*ualharassment may include un!elcome se*ual advances$ reuests for se*ualfavors$ or other un!elcome verbal or hysical contact of a se*ual nature!hen such conduct creates an offensive$ hostile$ and intimidatin% !or(in%environment and revents an individual from effectively erformin% theduties of their osition#

)$!& Violence in the %or1place

"nson Police Deartment has adoted a olicy rohibitin% !or(lace

violence# Consistent !ith this olicy$ acts or threats of hysical violence$includin% intimidation$ harassment$ and/or coercion$ !hich involve or affectemloyee of the city of "nson or !hich occur on any roerty belon%in% tothe city of "nson !ill not be tolerated#

)$!( Confidential "nformation and Nondisclosure

a# Go "nson Police Deartment emloyee$ re%ardless of ran( or osition$ !ill releaseany confidential information$ "nson Police Deartment confidential business orinvesti%ation or circumstance$ to any erson or or%ani'ation unless that erson oror%ani'ation is authori'ed by la! to receive such$ and has an established and arovedneed to (no!#

Preleasin% such information to unauthori'ed individuals or or%ani'ations !ill beconsidered ne%lect of duty and a ossible violation of la!#

)$!) Authority and +esponsiility of '-orn Personnel

a# )n accordance !ith the la!s of the State of Te*as and the City of

"nson theCity of "nson is emo!ered to establish a Police Deartmentconsistin% of a Chief of Police and such other ersonnel as may bereuired#

b# 8nder the direction of the Chief of Police$ the "nson PoliceDeartment7s s!orn ersonnel have the follo!in% resonsibilities

a# To enforce the "nson City Code and the statutes of theState of Te*as !ithin urisdictional limits as conferred by la!and to arrest and char%e the violators thereof#

b# To ta(e char%e of all risoners delivered to the "nson PoliceDeartment by order of any court#c To deliver any ersons !ho may be confined uon



d# To render such account of the "nson Police Deartment$ itsduties$ and receits as may be reuired by the City Counciland (ee records of the office$ e*cet those e*emted by la!$oen to insection by the City Council at any time#e# To direct traffic and ensure the orderly flo! thereof and

investi%ate and ma(e reorts on traffic accidents !ithin the urisdiction of the City#f# To erform such additional duties as may be reuired by City

Council#

)$!* ,pen +ecords Act

Policy 'tatement)t is the intent of the City of "nson to comly !ith all Public )nformation "ctreuirements set out in the Te*as overnment Code Chater ==2 and other state

and federal statutes#;uidelines and ProceduresGot!ithstandin% anythin% else to the contrary as stated in this manual$ the City of "nson !ill comly !ith all reuirements of the Public )nformation "ct set out in theTe*as overnment Code Chater ==2 and other state and federal statutesre%ardin% ublic information#All open records re.uests involving investigations? animal control? codeenforcement? police officers? and or the Police Department shall e handledy the Chief of Police$ Any future actions and directives of the City Councilshall supersede this manual? and deference shall e given to the actions forthe City Council#

)$!2 Code of Conduct

The emloyees of the "nson Police Deartment are committed to a code ofconduct that %uides behavior and erformance to ensure ourrofessionalism is reflected in the activities and oeration of the a%ency# "ssuch$ the "nson Police Deartment emloyees led%e to

a. %l'ays re!e!ber 'e eist to serve the public.

b. Treat the public 'ith dignity, respect, and understanding, 'ithout regard to race,

naonal origin, cienship, religion, ethnicity, age, gender, or seual orientaon,

and assist the! in a pro!pt, courteous !anner during all public contacts

including

. Tra#c contacts,

/. Field contacts, and

0. 1n asset seiure and forfeiture e2orts.

3. Pro4ling of another based on race, naonal origin, cienship, religion, ethnicity,



7. %bide by all Federal and State la's, rules and regulaons, local ordinances,

%nson Police epart!ent policies, and %nson %d!inistrave $egulaons.

8. Conduct ourselves in a !anner that shall never bring discredit or

e!barrass!ent to the City of %nson or the %nson Police epart!ent.

9. &nsure open lines of co!!unicaon 'ith all !e!bers of the %nson Police

epart!ent.

:. &tend professional courtesy and respect to every %nson Police epart!ent and

City of %nson e!ployee and every cien 'ith 'ho! 'e co!e in contact.

;. 6aintain con4denality of infor!aon and never co!pro!ise our posions

'ith the %nson Police epart!ent.

. Pracce and pro!ote tea!'or* and cooperaon in all dealings 'ith %nson

Police epart!ent and City personnel.

)$!4 Code of Ethics

a# "nson Police Deartment insists on the hi%hest ethical standards inconductin% its business# Doin% the ri%ht thin% and actin% !ith inte%rity arethe t!o drivin% forces behind "nson Police Deartments %reat success#-hen faced !ith ethical issues$ officers are e*ected to ma(e the ri%htrofessional decision consistent !ith "nson Police Deartmentsrinciles and standards#

b# "ll s!orn officers shall abide by the follo!in% Code of 3thics for the duration of theircertification

c# 9"s a la! enforcement officer$ my fundamental duty is to serve man(indB to safe%uardlives and roertyB to rotect the innocent a%ainst oression or intimidation$ and theeaceful a%ainst violence or disorderB and to resect the constitutional ri%hts of all mento liberty$ euality$ and ustice# ) !ill (ee my rivate life unsullied as an e*amle to allBmaintain coura%eous calm in the face of dan%er$ scorn$ or ridiculeB develo self;restraintB and be constantly mindful of the !elfare of others# onest in thou%ht and deedin both my ersonal and official life$ ) !ill be e*emlary in obeyin% the la!s of the landand the re%ulations of my deartment# -hatever ) see or hear of a confidential nature orthat is confided to me in my official caacity !ill be (et ever secret unless revelation isnecessary in the erformance of my duty#

) !ill never act officiously or ermit ersonal feelin%s$ reudices$ animosities$ orfriendshis to influence my decisions# -ith no comromise for crime and !ithrelentless rosecution of criminals$ ) !ill enforce the la! courteously andaroriately !ithout fear or favor$ malice or ill !ill$ never emloyin% unnecessaryforce or violence and never accetin% %ratuities#

) reco%ni'e the bad%e of my office as a symbol of ublic faith$ and ) accet it as aublic trust to be held so lon% as ) am true to the ethics of the olice service# ) !illconstantly strive to achieve these obectives and ideals$ dedicatin% myself beforeod to my chosen rofession ; &a! 3nforcement#:

d# "ny emloyee of the "nson Police Deartment shall notify the Chief ofPolice$ in !ritin%$ of any violation of TC&3,S3 standards as soon as itbecomes (no!n#

)$!5 +acial Profiling



rohibits Peace ,fficers from en%a%in% in racial rofilin% and any officer found%uilty of articiatin% in any tye of racial rofilin% !ill be dismissed from theirduties#

)t is the olicy of the "nson Police Deartment to atrol in a roactive manner$ to

a%%ressively investi%ate susicious ersons and circumstances$ and to activelyenforce Te*as motor vehicle la!s$ !hile insistin% that citi'ens !ill only be stoed ordetained !hen there e*ists reasonable susicion to believe they have committed$ arecommittin%$ or are about to commit$ an infraction of the la!#

Pulic "nformation3ducation amhlets on racial rofilin% !ill be available for the ublic in the lobby ofcity hallB each officer !ill also carry the educational amhlets in their vehicles fordistribution#

Complaint Process

" citi'en my file a comlaint in !ritin% accordin% to the Te*as &a! 5&ocal ovt#Code >14#0226 reuires that for a formal investi%ation to be conducted$ a comlaintmust be in !ritin% and si%ned by the comlainant# Te*as la! 5&ocal ovt# Code>14#02<6 also reuires that the concerned emloyee be furnished !ith a coy ofthe !ritten comlaint in order to resond to the alle%ations# " full and timelyinvesti%ation !ill be conducted uon any officer !ho has any tye of racial rofilin%comlaint filed a%ainst him/her#

"ll comlaints received by the deartment are rocessed by the chief of Police#-hen a comlaint is received$ it is revie!ed to determine the nature of thealle%ations# The most serious tye of comlaints are investi%ated by the Chief ofPolice# These comlaints involvin% alle%ations such as e*cessive force$ any

dischar%e of firearms$ or criminal activities such as theft are also revie!ed by theChief of Police# Comlaints comaratively less serious in nature$ such as rudebehavior or imroer rocedure$ are for!arded also to the Chief of Police forrevie!# )n every case$ the erson ma(in% the comlaint !ill be contacted durin% theinvesti%ation for additional information$ and !ill be notified by mail of the finaldisosition#

Data +eportingThe Chief of Police !ill comile and lace into a reort format all incidentsconcernin% racial rofilin%# The Chief of Police shall disseminate this data asreuired by statute#

Complaint ProcessThe deartment shall accet comlaints from any erson !ho believes he or shehas been stoed$ searched$ or inaroriately tic(eted or arrested based onracial$ ethnic$ or national ori%in rofilin%# Go erson shall be discoura%ed$intimidated$ or coerced from filin% such a comlaint$ or discriminated a%ainstbecause he or she filed such a comlaint# 3mloyees and suervisors shall reortany racial rofilin% ractice they observe# The ublic has the ri%ht to receive fair$efficient$ and imartial la! enforcement# "ny misconduct by deartment ersonnelmust be detected$ thorou%hly investi%ated$ and roerly adudicated to assure themaintenance of this ri%ht#

Protection of the DepartmentThe deartment is often evaluated and ud%ed by the conduct of its individualemloyees# )t is imerative that the !hole or%ani'ation not be critici'ed because of



Protection of the Employee3mloyees must be rotected a%ainst false or misinformed alle%ations ofmisconduct# This can only be accomlished throu%h a consistently thorou%hinvesti%ative rocess#

)$!6 Duty to ;ive 'tatement during ,fficial "nvestigation

Durin% the course of any official investi%ation by the "nson PoliceDeartment$ all emloyees evolved in the investi%ation shall %ive a full$comlete and truthful !ritten resonse and/or oral statement$ to the Chief ofPolice if reuested#

)$&7 Pulic Appearances

a. nson 'olice %epartment employees shall not make public appearances in

which the nson 'olice %epartment, its employees or departmental policy

will be the topic of discussion without obtaining prior authorization from the

!hief of 'olice or designee.

b. E&ceptions)

. %aily police activities to the press, radio, or television. (nquiries of

this type shall be referred to the nson 'olice !hief.

)$&! >se of Discretion

a# "nson Police Deartment olicies and rocedures are based onthe reuirements imosed by city$ state$ and federal %overnments andother la! enforcement facts of la!$ as !ell as the time testede*eriences of "nson Police Deartment#b# )t is the resonsibility of suervisors to direct subordinates toerform their ob duties !ithin the arameters of established oliciesand rocedures and to use roer ud%ment and discretion insituations not secifically covered in manuals#c# ,rders that deviate from e*istin% !ritten olicies/rocedures$ etc#$

may be issued by a suervisor in an emer%ency situation# o!ever$all such instances !ill be ustified and reorted in !ritin% as soon asthe emer%ency has been brou%ht under control#

)$&& 0a- Enforcement "dentification:

a. ll police employees will carry their nson 'olice %epartment issued

'olice !ommission#(dentification cards on their person at all times while on*

duty. +'ersonnel working in an undercover capacity shall be e&empt from

carrying 'olice issued (%"s if doing so would compromise the officer and#orthe assignment.

ll uniformed personnel working e&tra duty shall not wear an nson 'olice



enforcement or security capacity shall carry their nson 'olice %epartment

issued 'olice !ommission#(dentification cards.

Sworn officers of the nson 'olice %epartment that are off*duty, not

employed in an e&tra*duty capacity, and not in possession of an off*duty

firearm, are not required to carry their nson 'olice %epartment issued

cards, however, may do so at their discretion. +ff*duty sworn personnel in possession of an authorized off*duty firearm are required to carry their

nson 'olice %epartment issued cards.

E&cept when impractical or where identity is obvious, sworn personnel shall

identify themselves as 'olice fficers by displaying their cards and badges.

ll on*duty employees shall courteously provide their names, employee

numbers, and#or other forms of police identification upon the request of a

citizen.

)$&( Dress Code

3mloyees of "nson Police Deartment are e*ected to resent a clean androfessional aearance !hile on duty# Dressin% in a fashion that is clearlyunrofessional$ that is deemed unsafe$ or that ne%atively affects "nsonPolice Deartments reutation or ima%e is not accetable#

(1.a)Court are

Proer attire for court is described as a clean$ ressed class " uniform#

)$&) Court / Administrative Appearances

a# 3mloyees shall be unctual in all court attendance andadministrative hearin% roceedin%s in !hich a suboena or anaearance reuest has been roerly issued and received#

b# 3mloyees !ill return all telehone calls received from rosecutin%attorneys or attorneys reresentin% the City of "nson in a timelymanner$ as directed by a suervisor and in no case later than the endof the first !or(in% day follo!in% receit of the messa%e#

c# Proer Prearation Reuired# 3mloyees !ill be roerly rearedfor all roceedin%s and !ill brin% all of the necessary or reuestedevidence and/or aer!or( to their scheduled aearance#

d# Proer "ttire Reuired# 3mloyees shall !ear roer attire durin% allre; lanned court roceedin%s#

516 3mloyees should consult !ith the rosecutin% a%ency asto !hich attire !ould be most aroriate for the roceedin%#

e# Professional Conduct Reuired# 3mloyees !ill conduct themselvesin a rofessional and truthful manner !hen %ivin% testimony in anyadministrative hearin% or court roceedin%#

)$&* <udicial Proceeding Participation



employee is the arresting officer, the primary victim, or a witness to the

offense.

b. Such recommendations will be accomplished only as a means of cooperation

with the prosecuting agency in the interest of justice.

)$&2 9irearms in Court

a. Employees will abide by the respective court"s rules regarding firearms

inside the courtroom.

b. (f officers are not permitted to carry their weapon into the courtroom they

must place the weapon inside a secure court approved lock bo& along with

their vehicle keys. !ourt approved lock bo&es are generally located in the

near the secured entrance.

c. /eapons are usually permitted inside 0ones !ounty, nson $unicipal and

0ustice !ourts provided the officer is on*duty and in possession of their

badge and commission approved identification card.d. /eapons are not permitted inside the courtroom on personal off*duty

matters.

)$&4 >se of E.uipment

"nson Police Deartment !ill rovide emloyees !ith the euimentneeded to do their ob# Gone of this euiment should be used for ersonaluse#

(a) Vehicles

"ll vehicles are to be (et clean inside and out$ free from clutter and debris#There is to be nothin% on the dash or han%in% from the revie! mirror# "suervisor !ill conduct random insections of vehicle and euimentcondition#

(b) Firearms

1#"ll deartment issued firearms shall be (et clean and in !or(in%condition at all times#

2# "ll deartment issued comuters shall be loc(ed in their doc(in%station at all times# Comuters shall be (et clean and in !or(in%condition$ if a roblem should arise notify you suervisor immediately#5See technolo%y olicy6

<# "ll city issued euiment !ill be (et in !or(in% condition

c 0oss or damage of City e.uipment

1# ,fficers !ill reort any dama%es or loss of euiment to theirsuervisor immediately



<# ,fficers/ emloyee !ho are found to have !illfully ne%lected Cityeuiment may also be subect to discilinary action#

)$&5 >se of Computer? Phone? and Mail

"nson Police Deartments roerty$ includin% comuters$ hones$ andelectronic mail$ should be used only for conductin% comany business#)ncidental and occasional ersonal use of comany comuters$ hones$ andelectronic mail systems is ermitted$ but information and messa%es stored inthese systems !ill be treated no differently from other business;relatedinformation and messa%es#

5Please see the technolo%y olicy for further instructions6

a# 3mloyees are not ermitted to use any !or(station for non;service

related use at any time#b# 3mloyees are not allo!ed to install any unauthori'edsoft!are/ro%rams on any !or(station#c# 3mloyees may not allo! any unauthori'ed usersaccess to the)nternet/)ntranet/3*tranet;related related systems or !or(stations#d# 3mloyees usin% vehicle !or(stations$ must secure and loc( the!or(station to rotect sensitive data !hen absent from the vehicle#e# Lee ass!ords secure and do not share accounts# "uthori'ed usersare resonsible for the security of their ass!ords and accounts# Systemlevel ass!ords should be chan%ed every A0 days#f# 3mloyees are not ermitted to ost ictures of any "nson Police

Deartment vehicles$ uniformed officers$ bad%es or lo%os to any socialmedia !ebsite#%# 3mloyees may not aly or install soft!are udates !ithout rioraroval by the administrator#h# -hile the "nson Police deartment7s net!or( administration desirestorovide a reasonable level of rivacy$ users should be a!are that the datathey create on the systems remains the roerty of the "nson PoliceDeartment# Iecause of the need to rotect the "nson Policedeartment7s net!or($ mana%ement cannot %uarantee the confidentiality ofinformation stored on any net!or( device residin% on or belon%in% to the "nson Police Deartment#i# "ny information that users consider sensitive or vulnerable shall beencryted or other!ise handled in a rotected manner aroved by the "nson Police Deartment# # +or security and net!or( maintenance uroses$ authori'ed individuals!ithin the "nson Police

)$&6 Acceptale use of Computer

The urose of this olicy is to outline the accetable use of comuter

euiment at the "nson Police Deartment These rules are in lace



financial ris( of loss$ and le%al issues# Deartment may monitor

euiment$ systems and net!or( traffic at any time$ er the

administrator7s "udit Policy# The "nson Police Deartment reserves the

ri%ht to audit net!or(s and systems on a eriodic basis to ensure

comliance !ith this olicy

)$(7 >se of "nternet

3mloyees are resonsible for usin% the )nternet in a manner that is ethicaland la!ful# 8se of the )nternet must solely be for business uroses andmust not interfere !ith emloyee roductivity#

)$(! 'ecurity and Proprietary "nformation

a# "ll PCs$ latos and !or(stations should be secured !ith a ass!ord;

rotected screensaver !ith the automatic activation feature set at 10

minutes or less$ or by lo%%in%;off !hen the host !ill be unattended#

b# )nformation contained on ortable comuters is esecially vulnerable$

secial care should be e*ercised# &atos$ Smart Phones$ and other

ortable devices !ill not be authori'ed for any use on the "nson Police

deartments )nternet/)ntranet/3*tranet ;related systems !ithout e*ress

ermission beforehand#

c# Postin% to any social media outlets about any "nson Police Deartment

business$ events$ or rivile%ed information is strictly rohibited !ithout rior

authori'ation and aroval#

d# "ll hosts used by the emloyee that are connected to the "nson Police

deartment7s )nternet/)ntranet/3*tranet$ !hether o!ned by the emloyee or

the "nson Police Deartment $ shall be continually e*ecutin% aroved

virus;scannin% soft!are !ith a current virus database unless overridden by

rior authori'ation#

e# 3mloyees must use e*treme caution !hen oenin% e;mail attachments

received from un(no!n senders$ !hich may contain viruses$ e;mail bombs$

or Troan horse code#

)$(& 'ystem and Net-or1 Activities

The follo!in% activities are strictly rohibited$ !ith no e*cetions

a# Fiolations of the ri%hts of any erson or comany rotected by coyri%ht$

trade secret$ atent or other intellectual roerty$ or similar la!s or re%ulations$includin%$ but not limited to$ the installation or distribution of HiratedH or other

soft!are roducts that are not aroriately licensed for use by the "nson



coyri%hted sources$ coyri%hted music$ and the installation ofany

coyri%hted soft!are for !hich the "nson Police Deartment or the end user

does not have an active license is strictly rohibited #

c# 3*ortin% soft!are$ technical information$ encrytion soft!are or

technolo%y$ in violation of international or re%ional e*ort control la!s$ is

ille%al# The aroriate mana%ementshould be consulted rior to e*ort ofany material that is in uestion#

d# )ntroduction of malicious ro%rams into the net!or( or server 5e#%#$ viruses$

!orms$ Tro0an horses$ 3;mail bombs$ etc#6#e# Revealin% your account ass!ord to others or allo!in% use of your account by

others# This includes family and other household members !hen !or( is bein%done at home#

f# 8sin% an "nson Police Deartment comutin% asset to actively en%a%e inrocurin% or transmittin% material that is in violation of se*ual harassment orhostile !or(lace la!s in the user7s local 0urisdiction#%# Ma(in% fraudulent offers of roducts$ items$ or services ori%inatin% from any

"nson Police Deartment account# h# 3ffectin% security breaches or disrutions of net!or( communication# Securitybreachesinclude$ are not limited to$ accessin% data of !hich the emloyee is not an intendedreciient or lo%%in% into a server or account that the emloyee is not e*resslyauthori'ed to access$ unless these duties are !ithin the scoe of re%ular duties#+or uroses of this section$ HdisrutionH includes$ but is not limited to$ net!or(sniffin%$ in%ed floods$ ac(et soofin%$ denial of service$ and for%ed routin%information for malicious uroses #



)$(* Blogging and 'ocial Media

a# "ny use of Ilo%%in% and Social Media by emloyees$ !hether usin% the "nson Police deartment7s roerty and systems or ersonal comutersystems$ is also subect to the terms and restrictions set forth in this Policy#

b# &imited and occasional use of the "nson Police deartment7s systems toen%a%e in blo%%in% is accetable if alicable to normal !or( duties$ rovidedthat it is done in a rofessional and resonsible manner$ does not other!iseviolate the "nson Police deartments olicy$ is not detrimental to the "nsonPolice deartments best interests$ and does not interfere !ith an emloyee7sre%ular !or( duties#c# Ilo%%in% and Social Media from the "nson Police deartments systems arealso subect to monitorin%#d# The "nson Police deartments confidential information olicy alsoalies to blo%%in% and social media# "s such$ 3mloyees are rohibitedfrom revealin% any of the "nson Police deartment7s confidential or

rorietary information$ trade secrets or anyother material covered by the "nson Police deartment7s Confidential )nformation olicy!hen en%a%edin blo%%in%#e# 3mloyees shall not en%a%e in any blo%%in% and social media that mayharm or tarnish the ima%e$ reutation and/or %ood!ill of the "nson PoliceDeartment and/or any of its emloyees# 3mloyees are also rohibitedfrom ma(in% any discriminatory$ disara%in%$ defamatory or harassin%comments !hen blo%%in% or other!ise en%a%in% in any conduct rohibitedby the "nson Police Deartment#f# 3mloyees may also not attribute ersonal statements$ oinions orbeliefs to the "nson Police Deartment !hen en%a%ed in blo%%in% or

ostin% on social media# )f an emloyeeis e*ressin% his or her beliefsand/or oinions in blo%s$ the emloyee may not$ e*ressly orimlicitly$reresent themselves as an emloyee or reresentative of the "nsonPolice Deartment# 3mloyees assume any and all ris( associated !ithblo%%in% and social media use#%# "art from follo!in% all la!s ertainin% to the handlin% and disclosure ofcoyri%hted or e*ort controlled materials$ the "nson Police deartment7strademar(s$ lo%os and any other "nson Police Deartment intellectualroerty may also not be used in connection !ith any blo%%in% activity orsocial media ostin%#



)$(2 %or1station 'ecurity Policy

"roriate measures must be ta(en !hen usin% !or(stations to ensure theconfidentiality$ inte%rity and availability of sensitive information$ includin%rotected information and that access to sensitive information is restricted toauthori'ed users#

a# -or(force members usin% !or(stations shall consider the sensitivity

of the infor mation$ includin% rotected information that may be

accessed am minimi'e the ossibility of unauthori'ed access#

b# The "nson Police Deartment !ill imlement hysical and technical

safe%uards for all !or(stations that access electronic rotected

information to restrict access to only authori'ed users#

c# "roriate measures include

1 1# Restrictin% hysical access to !or(stations to only authori'edersonnel#

12# Securin% !or(stations 5screen loc( or lo%out6 rior to leavin% area torevent unauthori'ed access#

1 <# 3nablin% a ass!ord;rotected screen saver !ith a short

timeout eriod to ensure that !or(stations that !ere left

unattended !ill be rotected

14# Comlyin% !ith all alicable ass!ord olicies and rocedures#

1 =# 3nsurin% !or(stations are used for authori'ed business urosesonly#

1 ># Gever installin% unauthori'ed soft!are on !or(stations#

1 ?# Leein% food and drin( a!ay from !or(stations in order to avoidaccidental sills#

1 @# Securin% latos that contain sensitive information by usin%

cable loc(s or loc(in% latos u in dra!ers or cabinets#

1 A# Comlyin% !ith the administrators aroved security standards#

110# 3nsurin% that monitors are ositioned a!ay from ublic vie!#

)f necessary$ install r ivacy screen filters or other hysical barriers

to ublic vie!in%#

111# 3nsurin% !or(stations are left on but lo%%ed off in order to

facilitate after;hours udates# 3*it runnin% alications and

close oen documents

112# 3nsurin% that all !or(stations use a sur%e rotector 5not

ust a o!er stri6 or a 8PS 5battery bac(u6#

1 1<# )f !ireless net!or( access is used $ ensure access is

secure by follo!in% the administrator 7s aroved standard

) (4 'mo1ing Policy



)$(5 ;ames of Chance/;amling

Police emloyees !ill not en%a%e in %ames of chance !hile on;duty$ e*cet!ith the aroval of a suervisin% officer and in conunction !ith an officialinvesti%ation#

)$(6 Alcohol and 'ustance Ause

a# )t is the olicy of the "nson Police Deartment that the !or(lace befree of illicit dru%s and alcoholic bevera%es$ and free of their use# Theconsumtion of alcohol and or illicit dru%s could have tra%icconseuences !here demandin% or stressful !or( situations call foruic( and sound decisions to be made# ,fficers/emloyees on or off dutyshould reco%ni'e that e*cessive consumtion of alcohol resultin% indisorderly conduct or drivin% !hile into*icated violates State and localla!s#

b# "ny off duty officer and or emloyee of the "nson Police Deartmentmay not consume any tye of alcoholic bevera%e from an establishmentthat sells alcohol and shall not freuent any such establishments !ithinthe "nson Police Deartments urisdiction$ or !ithin Eones County$ due tothe conflict of interest#

c# ,fficers/emloyees$ on or off duty$ !ill not intentionally abuse anycontrolled substance that !ould imair them to such a state that !oulddiscredit the "nson Police Deartment#

d# ,fficers/emloyees$ !hile in uniform or !earin% any identifiable art ofthe uniform$ re%ardless of ran( or osition$ !ill not taste$ drin( orurchase alcoholic bevera%es nor !ill they consume bevera%es !hicharo*imate the aearance or smell of an into*icatin% bevera%e# Plainclothes officers may consume alcohol or non;alcohol beer or !inesubstitute on;duty !hile actin% in an undercover caacity !ith roeraroval from their suervisor#

e# ,fficers/emloyees !ill not reort to duty !hile imaired to any de%reeby the use of alcohol or !ith the blood alcohol content %reater than #001#

f# ,fficers/emloyees !ill not use or ossess for use any controlled

substance$ narcotic or dan%erous dru% in violation of any +ederal$ State$or &ocal la!s# The only e*cetion is for official la! enforcementuroses$ i#e# imound$ destruction$ ect#

%# ,fficers/emloyees ta(in% dru%s or medications !hich may interfere!ith the erformance of his or her ob duties shall not reort for duty#,fficers/emloyees should follo! the olicy re%ardin% sic( leave in thissituation#

h# ,fficers/emloyees shall be %ranted all rotection rovided under the "mericans !ith Disabilities "ct and the Te*as Civil Ri%hts &a!s# )n!or(in% !ith officers/emloyees !ho are ta(in% medication that may

imact their ob erformance of essential discrimination rovisions of thela!#



2# )f arrested for D-) by any la! enforcement a%ency$ theofficer/emloyee !ill notify their suervisor immediately#

<# "n administrative investi%ation !ill be conducted alon% !ith anycriminal investi%ation#

4# The minimum disciline recommendation for an officer/emloyeearrested for D-) !ill be 40 !or(in% hours susension# Termination !illfollo! any D-) conviction#

)$)7 ;ifts

a# ,fficers/emloyees of the "nson Police Deartment !ill not solicit noras($ either directly or indirectly$ for re!ards for erformance of duties and!ill not as( for %ratuities$ or use their osition to see( favors of any (ind#b# ,fficers/emloyees are not restricted from usin% couons or discountcards that are available to the %eneral ublic or art of a businessromotion#c# ,fficers/emloyees !ill not en%a%e in "G business transaction !ith aerson in custody#

)$)! 'olicitations and Distriutions

"nson Police Deartment emloyees !ill not solicit membershi or other!iseconduct emloyee or%ani'ation activities durin% !or(in% hours$ e*cet asrovided in the alicable Memorandum of 8nderstandin% bet!een theemloyee or%ani'ation and the City#

)$)& Conduct >necoming of an ,fficer

a. nson 'olice %epartment employees will not engage in any conduct

unbecoming of a sworn officer or a civilian employee of the nson 'olice

%epartment while on or off*duty.

b. !onduct unbecoming is limited to, and defined as, any violation of Statute,

2aw, !ity rdinance, !ity of nson dministrative 3egulations, nson

'olice %epartment 'olicy, and#or issued written procedure.

)$)( Personal Conduct



discredit to the "nson Police Deartment$ even thou%h such conduct is notsecifically set forth in these rules#

)$)) Association -ith 'uspects/9elons

"nson Police Deartment emloyees shall not associate !ith any erson5s6or or%ani'ations5s6 !hich is 5or is6

a# Ielieved to be under investi%ation for a felony offense$ bein% sou%ht by a la!enforcement a%ency or is a (no!n convicted felon or a member of a (no!n criminalor%ani'ation#

b# "ssociate means to freuently have contact !ith a erson5s6 and/or or%ani'ation5s6as described#

)$)* Complaint / ;rievance Procedure

To be considered$ the rocedural stes listed belo! must be follo!ed afterthe challen%ed action has occurred#

a# ,ral Presentation ; "ll %rievances and comlaints shall be initiallyresented orally to the a%%rieved emloyee7s immediate suervisor# Thesuervisor should ma(e every effort to resolve emloyee concerns as theyarise# 3fforts on the art of the suervisor may include e*lanations$discussion$ or counselin%# The suervisor may ma(e reasonableadustments !ithin his or her authority level# 3very effort should be made toresolve the matter to the mutual satisfaction of both emloyee andsuervisor# Should this informal first ste be considered unsatisfactory$ thea%%rieved emloyee shall have the ri%ht to then file a formal !ritten%rievance or comlaint as set out belo!#

b# -ritten Presentation ; )f the oral resentation as rovided for in thefirst ste fails to resolve the matter$ the emloyee shall have the ri%ht !ithinfive 5=6 !or(in% days after the discussion !ith the immediate suervisor$ tofile a formal !ritten %rievance or comlaint !ith the Chief of Police#

The time limit for filin% may only be e*tended in e*treme cases in !hich the

emloyee can sho! that circumstances beyond his/her control revented thefilin% of a !ritten %rievance or comlaint#)n resentin% the !ritten %rievance or comlaint$ the follo!in% informationmust be stated !ith reasonable clearness the nature of the matter$ the e*actdate 5or if uncertain$ the aro*imate date6# The identity of the emloyee!ho claims to be harmed$ the identity of the arty or arties alle%ed to havecaused the roblem$ and the remedy !hich is sou%ht#-ithin five 5=6 !or(in% days of receit of the !ritten %rievance or comlaint$the Chief of Police shall meet !ith the emloyee and the emloyee7simmediate suervisor to discuss the matter# The %rievance or comlaint atthis ste shall be fully and thorou%hly discussed by all arties involved in the

effort to resolve the roblem# The decision by the Chief of Police$ !hetherreached durin% this discussion or after!ard$ shall be resented in !ritin% tothe emloyee !ithin five 5=6 !or(in% days of the meetin% Should the



c# "eal to City Council ; )f the Chief of Police7s decision concernin%the %rievance or comlaint is not satisfactory to the emloyee$ the emloyeemay$ !ithin five 5=6 !or(in% days after receivin% notification of the decision$submit the matter in !ritin% to the City Secretary to be laced on the a%enda

for the City Council#

Durin% the ne*t re%ular meetin% of the City Council$ the Council shall meet!ith the a%%rieved emloyee and the emloyee7s suervisor to fully andthorou%hly discuss the %rievance or comlaint !ith all arties# The decisionby the City Council is final#

)$)2 Corrective Procedure

8naccetable behavior that does not lead to immediate dismissal may bedealt !ith in any of the follo!in% manners 5a6 ,ral Reminder$ 5b6 -ritten-arnin%$ 5c6 Decision;Ma(in% Paid &eave/Counselin% Session$ or 5d6Termination#

"lthou%h the City of "nson is an at;!ill emloyer$ it is our ractice to attemtto correct roblems or imrove ob erformance by alyin% a consistentaroach of counselin% and !arnin% rocedures# "ny corrective action orcounselin% should be fully documented# Certain acts of misconduct mayreuire more direct discilinary action#

Suervisors shall not discuss any asect of any endin% discilinary actiona%ainst an emloyee !ith anyone other than another suervisory ormana%ement emloyee$ the Citys le%al counsel$ or an authori'ed emloyeereresentative#

The follo!in% are recommended %uidelines for corrective action. %ct Pro!ptly - <hile it is i!portant that a decision on disciplinary acon not be !ade in

haste, it is e=ually i!portant that the supervisor ta*e acon as soon as it beco!es

apparent that a violaon has occurred.

/. >et %ll of the Facts - >e?ng all of the facts as soon as possible is essenal. The supervisor

!ust invesgate early and thoroughly to deter!ine that @ust cause eists for correcve

acon.

0. 1ntervie' the &!ployee - The e!ployee should be given an opportunity to eplain his or

her acons. The e!ployeeAs eplanaons should be veri4ed and ta*en into consideraon



4# Determine a Course of "ction " decision on the course of action should notbe made !ithout sufficient revie! of all the facts# The follo!in% factors shouldbe considered

a# Consider the nature of the violation# o! serious !as the offenseNb# Revie! any revious discilinary actions in the emloyee7s record#

-hat is the emloyees revious recordN Penalties should becomemore severe for each instance of misconduct#c# Consider the eriod of time since the last corrective action# )s the

emloyee unable or un!illin% to correct behavior or erformsatisfactory !or(N " lon% eriod of %ood conduct follo!in% correctiveaction should be considered because it reresents the aim of thecorrective disciline#

d# Consider any miti%atin% or a%%ravatin% circumstances such asmedical roblems suorted by a doctor7s statement# )t may ustify alesser enalty# "%%ravatin% circumstances$ such as rior violationsfor the same rule$ ustify a more severe enalty#

e# Consider !hether the action is consistent !ith action a%ainst otheremloyees in similar circumstances#

=# Documentation ; )t is critical that all facts and counselin% sessions bedocumented# Documentation should contain the follo!in% information

a) na!e of e!ployee

b) date and reference to previous discussions, if any

c) the speci4cs of the proble!

d) detail of correcve aconBspeci4c results to be achieved

e) conse=uences if results are not achieved

f) e!ployeeAs co!!ents

g) e!ployeeAs signature

h) supervisorAs signature

)$)4 Crisis 'uspension

"n emloyee !ho commits any serious violation of "nson Police Deartmentolicies at minimum !ill be susended !ithout ay endin% an investi%ationof the situation# +ollo!in% the investi%ation$ the emloyee may be terminated!ithout any revious discilinary action havin% been ta(en# Suervisors shallnot discuss any asect of any endin% discilinary action a%ainst anemloyee !ith anyone other than another suervisory or mana%ementemloyee$ the Citys le%al counsel$ or an authori'ed emloyeereresentative#



item identifyin% them as an "nson Police Deartment emloyee$ !hile at thescene of a labor disute#

)$)6 0aor ,rganiation Memership

"ll "nson Police Deartment emloyees !ho are reco%ni'ed by "nson City,rdinances may oin a labor or%ani'ation for the urose of enterin% intocollective bar%ainin% !ith the City for items such as !a%es$ benefits$ and!or(in% conditions

)$*7 >se of Position for Private ;ain

4o employee shall use for private gain or advantage the badge, uniform, equipment,

prestige, or influence of his#her position with the nson 'olice %epartment.

)$*! ;eneral +ules for '-orn Personnel

"ll s!orn ersonnel$ re%ardless of ran($ !ill comly !ith the follo!in%

5a6# ,fficers !ill1# Preserve the ublic eace$2# Suress all tyes of crime 5includin% or%ani'ed and vice6$

<# Detect and arrest violators of the la!$4# Protect life and roerty$ and=# 3nforce the la!s of the State of Te*as and the ,rdinances of

the City of "nson#5b6# S!orn suervisors may direct s!orn subordinates to carry out the

duties listed above# o!ever$ this does not relieve or reclude as!orn suervisor from ta(in% aroriate action as a certified eaceofficer for the State of Te*as#

5c6# Secific duty assi%nments and ran( !ill not alter an officer7s obli%ationto ta(e olice action in situations reuirin% immediate attention#

)$*& Attention to Duty

5a6# 3mloyees !ill maintain a rofessional aroach to their duties at all times#3mloyees !ill not slee or read ne!saers or ma%a'ines !hile on;duty andin ublic vie!$ unless such conduct is art of their assi%ned duties#5b6# 3mloyees$ !hile on duty$ shall not have in their ossession$ 5e*cet in thecourse of duty6$ read$ distribute$ dislay or circulate adult oriented literature

!hich is defined as boo(s$ ma%a'ines$ eriodicals or treatises characteri'ed byan emhasis on secified se*ual activities#(c)$embers of the nson 'olice %epartment are to conduct themselves in professional



confrontation is a tool in law enforcement to uncover the truth, employees are to use this

technique only when absolutely necessary and the application is reasonable.5. Employees are to utilize their duty time in the furtherance of our mission and to enhance our law

enforcement effort, by remaining on the constant lookout for the criminal element in our community

and areas of assigned responsibility.

6. Employees shall limit any personal business, to include the use of personal cellular telephones and

pagers, to that which in no way interrupts the delivery of law enforcement and community service, as

well as the productivity of the individual employee.

7. Employees will check their e*mail, voice mail, !opsync messenger and physical mailbo&es at least

once during each tour of duty. They will return messages in an e&peditious manner.

8. Employees shall not disable either voice mail or e*mail without supervisory approval.

5. 'ersonal 'agers#!ell 'hones) -niformed employees are permitted to carry personal pagers and

cellular telephones. 9owever, while on*duty, the devices" ringer must be set to an inaudible mode for

incoming calls or left in the vehicle. /hile on a call or in contact with a citizen, personal calls and#or

pages will not be taken. fficers assigned a %epartment cell phone shall have the phone on at ALL

times whether on or off duty.

:. $embers of the nson 'olice %epartment are required when on duty to have their laptop computers

on +(; ssigned. $embers of the nson 'olice %epartment are required to be logged on to !opsync

software and have uto <ehicle 2ocator on at all times when on duty.

4.53 Call Out Responses

nson 'olice %epartment Employees who are =!alled*ut> to perform duties at

crime scenes, serious traffic accidents, !anine usage or any similar investigation

will respond immediately, usually within one +5 hour.

4.54 Civil Process Prohibition

+a. 4o employee will serve as a !ivil 'rocess Server while on duty, unless the

!ity of nson is a party to the action or the employee is acting in an official

capacity for the nson $unicipal !ourt unless approved by the !hief of 'olice.

+b. This does not preclude a sworn officer from serving valid court orders, i.e.,

rders of 'rotection or !onfinement, as long as the sworn officer has proper

jurisdiction and authority from the issuing court and the order is relevant to ala! enforcement function#

)$** Unusual Incident oti!ication

ll nson 'olice %epartment employees shall advise their supervisors of any

l ti it it ti bl ith hi h th ' li % t t



+a. ny nson 'olice %epartment employee who receives a moving vehicle

citation or any employee, who is involved as a witness, victim, or suspect in any

situation under investigation by any law enforcement agency, shall make

notification, in writing, to their supervisor not later than the first work day

following the date they are aware of their involvement.

+b. ll nson 'olice %epartment employees are to follow these rules of conductand to encourage other employees to comply with these standards of conduct in

the performance of their duties.

+cEach employee has an ethical duty to report to their supervisors any unlawful

acts committed on or off*duty by an employee.

+dny nson 'olice %epartment employee sued for any act shall report this fact

in !ritin% to the ,ffice of the Chief of Police throu%h the chain ofcommand not later than the first !or( day follo!in% the date they area!are of their involvement#

4#=> ei"hborhood #isputes

+a. Sworn officers of the nson 'olice %epartment shall not use their police

authority to become involved in neighborhood disputes while off*duty.

+b. Such matters will be adjudicated by a disinterested party, including the

appropriate law enforcement agency.

+c. Sworn officers shall not make arrests in their personal quarrels or those

of family members or neighbors unless such action is warranted by the

immediate threat of serious physical injury or e&cessive property damage.

4#=? Personal Involve$ent in Police Related Cases

+a. Sworn officers will not apply for a warrant on a crime of any kindcommitted against them or file a civil suit for damages involving a nson

'olice %epartment matter without first consulting with the ffice of the

!hief of 'olice.

+b. Sworn officers will not investigate, nor will they use any of the rights,

powers or privileges associated with their positions to further an

investigation into a crime where they, a family member, a friend or a

business acquaintance#associate are involved as a victim, witness, suspect or

investigative lead or have a personal or business interest in the investigation,

unless authorized by the !hief of 'olice.

4#=@ +e.uirement to Ta1e Action

+a. ff*duty sworn officers not in an fficer*(n*Training +(T status will take

appropriate action on all felonies coming to their attention.

4#=A City 0imit +esponsiilities

"nson Police Deartment emloyees !ill G,T leave the city limits !hile on;duty unless



d. /hen the shortest route is to pass temporarily through another city,

or

e. /hen prior authorization has been received by a supervisor.

f. distress call is made by 4? law enforcement officer in 0ones

!ounty.

4#>0 9alse 'tatements? +ecords? etc$

+a. nson 'olice %epartment employees will not make false or

misleading statements, reports, records or cause to be recorded in any

report, performance evaluation, or nson 'olice %epartment book any

false or misleading statements.

+b. This order does not preclude employees from including into a report

any information given to them by a suspect, witness, victim, etc., that the

employee believes to be false +i.e., suspect denies involvement in a crime

and the employee knows this to be false.

4#>1 Political Activity in >niform

5a6# "nson 'olice %epartment employees shall not participate in any

political function and#or affair while in or wearing any uniform#clothing

item identifying them as a !ity of nson or nson 'olice %epartment

employee other than to cast a vote, unless the function and#or affair is

sanctioned or sponsored by the !ity of nson and the nson 'olice

%epartment, and prior written authorization is received from the !hief of

'olice or a Supervisor appointed by the !hief of 'olice.

+b. 'rovisions regarding off*duty political activity will be addressed by

the nson !ity !ouncil.8.:6 Courtesy

+a. ll nson 'olice %epartment employees will be respectful,

courteous, and civil with the public and each other, and shall not use

coarse, profane, or insolent language toward any individual.

+b. Sworn subordinate ranks and civilian employees will address sworn

superior ranks by their appropriate titles.

8.:7 +ecording

+a. Employees#sworn personnel of the nson 'olice %epartment will only

audio#video record the statements of another !ity nson or nson 'olice

%epartment employee after advising the second or subsequent !ity of nson or

nson 'olice %epartment employee in the conversation that their statements are

being recorded.

+b. This declaration must be made each time a new !ity of nson or nson

'olice %epartment employee becomes involved in the conversation.

+c. This does not preclude the recording of conversations of any persons for

criminal investigation purposes.

+d. The !hief of 'olice may authorize an employee or officer to record a !ity of

nson or nson 'olice %epartment employee without their consent when it is

deemed necessary according to the provisions listed below. (n the absence of the!hief of 'olice, or during the tenure of an acting !hief of 'olice, such

authorization must come from The $ayor of the !ity of nson



to be filed with the -nit files of the nson 'olice

%epartment.

+f.i.6 Such authorization will only be made in the

case of allegations of serious misconduct.

+f.i.7 The !hief of 'olice will provide annual

reporting for any uses of recording.+f.i.8 ccounting of use, if any occurs during the

year, will be attached to the annual report of

dministrative and !itizen !omplaint investigations

and will list the number of incidents where such

recording+s were authorized.

4#>4 Discrimination

3mloyees should reco%ni'e that the City of "nson is committed to aculturally diverse !or( lace#

+a. Employees shall not discriminate against or harass other employees or the

public on the basis of race, se&, ethnic background, disability, national origin,

religion, or se&ual orientation.

8.:@ Competent Discharge of Duties

"ll "nson Police Deartment emloyees shall erform their ob duties in a

rofessional and cometent manner as e*ected by the deartment baseduon any or all of the follo!in%

a. ;ormal training.

b. (n*service#n*the*job training.

c. 0ob specifications.

d. 'erformance standards.

e. 'ast established accepted practices.

f. Supervisory guidance and#or direction.

8.:: Co-ardice+a. 4o sworn police employee of the nson 'olice %epartment shall display

cowardice or fail to support their fellow officers in the performance of duty.

+b. They shall act together and assist and protect each other in the maintenance

of law and order.

8.:A 3andling Monies and Property+a. Employees shall deliver to the proper custodian any monies or other

property coming into their possession which is not their own and make a

report of the transaction.+b. Employees shall not appropriate for their own use any evidence or lost,

found, stolen, recovered, or !ity property.



+a. Employees shall not speak, write, or act derogatorily to other

members or persons outside the nson 'olice %epartment about official

acts, orders, or instructions issued by a supervisor.

+b. Employees shall not willfully, by written or spoken word, or by an act

+e&cept through the authorized grievance procedure, subvert or

undermine the !ity of nson, the nson 'olice %epartment or itsmembers, or any directive of the nson 'olice %epartment.

+c. Employees shall be subject to disciplinary action for misconduct,

neglect of duty, conduct prejudicial to good order and discipline or

conduct unbecoming an officer#civilian employee.

8.:C Criticism

"n emloyee shall not destructively critici'e the "nson Police Deartment orits olicies$ ro%rams$ actions$ fello! officers$ or suerior officers$ or ma(eany statements !hich tend to interfere !ith the reasonable mana%ement and

disciline of the "nson Police Deartment#

4#?0 ;ossip

3mloyees shall refrain from discussin% the ersonal conduct or character ofanother emloyee to his/her discredit#

)$4! ,utside Employment

(a) Chief of Police

The Chief of Police may not ta(e an outside ob$ either for ay or as adonation of his or her ersonal time$ nor may the Chief of Police do !or( on

their o!n if it interferes in any !ay !ith the role of overseein% daily oliceoerations of the "nson Police Deartment#

(b) Ocers

1t is the policy of this depart!ent to allo' all regular o#cers to parcipate in part !e

'or* for addional inco!e as long as it does not interfere 'ith the o#cers duty.

There !ust be no conDict of interest in regards to TCL&"S& rules and regulaons.

"ll aid emloyees of this deartment are emloyed by andcomensated by the City of "nson#



6. 'olice officer that engages in employment for an outside employer

as an e&tra*duty assignment and is compensated by the department is

considered on*duty with the department.

7. 'olice officer performing an e&tra*duty assignment shall adhere to

the same departmental rules, regulations, policies, and procedures as if

the officer were on duty with the department.8. fficers wishing to work off*duty for a private nson employer in

uniform must have the assignment approved by the !hief of 'olice. (t is

suggested that police officers outline up front with the employer that the

!ity of nson will not be responsible for their worker"s compensation

coverage.

@. nly officers who are non*probationary may work outside

employment in uniform within the !ity of nson.

:. 'olice officers are considered to be professionals and are prohibited

from accepting or engaging in outside business or employment that

might conflict with the law enforcement purposes of the department.

E&amples of such conflicting employment within the !ity of nson andthe surrounding area would include)

+a+5. Services such as working for a collection agency or

repossess

+or

+b+6. 'erforming services for a bail bond agency

+c+7. wning or participating in partnership in a

business that sells, manufactures, or transports alcoholic

beverages

+d+8. Employment such as a civil process server, pre*

employment investigator or legal case preparation

services.+e+@. wning or participation in a business that

participates in the sale of pornographic literature, videos,

or se&ual devices.

A. The approval of work off duty in uniform for a private employer

within the !ity of nson may be revoked at any time by the !hief of

'olice.

B. This policy does not apply to cases where the officer participates in

volunteer work for charitable purposes and is not compensated.

C. 4o 'olice officer shall be eligible to engage in off*duty employment

unless they are in good standing with satisfactory performance with the

department.

5D. 3egular hour requirements for part*time, full*time and reserve

officers take precedence over off*duty hours in uniform.

55. police officer may use the officer"s department uniform, approved

sidearm, and radio when engaging in off*duty employment within the

nson city limits. police officer may 4T wear or use the

departmental equipment in any off*duty employment outside the city

limits.

56. police officer shall not act as an employment agency.



)$4& Employment Termination/+esignation

"fter the alication of discilinary stes$ if it is determined by the chief ofPolice that an officer/emloyees erformance does not imrove$ or if theemloyee is a%ain in violation of "nson Police Deartments ractices$ rules$or standards of conduct$ follo!in% a Decision;Ma(in% &eave$ emloyment!ith "nson Police Deartment !ill be terminated#

"roval from the Chief of Police is reuired to terminate anemloyee/,fficer# Should the suervisor become convinced that dischar%e ofan emloyee/officer is necessaryB the suervisor shall confer !ith the Chiefof Police efore initiatin% action to terminate the emloyee/officer7semloyment# The Chief of Police may terminate an emloyee#Certain acts of misconduct reuire the immediate termination of anemloyee/officer# Such acts of misconduct should be discussed !ith theChief of Police#

)$4( E=it "ntervie-

)n a voluntary searation situation$ "nson Police Deartment !ould li(e toconduct an e*it intervie! to discuss the emloyees reasons for leavin% andany other imressions that the emloyee may have about the "nson PoliceDeartment#

)$4) +eturn of Department Property

"ny "nson Police Deartment roerty issued to ,fficer/emloyee$ such ascomuter euiment$ (eys$ or comany credit card$ must be returned to the "nson Police Deartment at the time of termination or resi%nation# ,fficers/emloyees !ill be resonsible for any lost or dama%ed items#



* C,MPEN'AT",N P,0"C"E'

*$! Base Compensation

)t is "nson Police Deartments desire to ay all emloyees !a%es orsalaries that are cometitive !ith other a%encies and in a !ay that !ill bemotivational$ fair$ and euitable# Comensation may vary based on roles andresonsibilities$ individual erformance$ and in comliance !ith all alicablela!s#

*$& Time1eeping Procedures

+or salary and record uroses$ an emloyees time must be recorded on atime;sheets to reflect any absences durin% the !or( !ee( in !hich the

absences occur#

*$( ,vertime Pay

,vertime comensation is aid to non;e*emt emloyees in accordance!ith federal and state !a%e and hour restrictions# "ll overtime !or(erformed must receive the suervisors rior authori'ation#

*$) Payroll and Paydays

Pay Periods

3mloyees are aid t!ice 5bi6 !ee(ly$ every other +riday of the month# )f aayday occurs on a holiday$ the City !ill ma(e every effort to ay emloyeeson the recedin% !or( day#

Pay Computation

Salaries for re%ular full;time emloyees are set and advertised at a yearly

rate# "n hourly emloyee is advertised for and aid based on an hourly rate#To calculate the bi;!ee(ly ay rate for salaried emloyees simly divide theannual rate by t!enty;si* 52>6#

E=ample 8 !*?777 Annual salary!*?777 / &2 F *42$77 i8 -ee1ly rate

To calculate the ay for an hourly emloyee the City uses @0 hrs as the bi;!ee(ly re%ular hours# Since emloyees are aid 2> times annually$ it isnecessary to use @0 hours as the base ay rate for hourly emloyees# Thisrate !as calculated as follo!s

)7 hours/-ee1 G *& -ee1sH per year F &757 hours/year

&757 hours / &2 pay periods F 57$7 hours/pay period

Temorary and art;time emloyees are aid the same !ay as hourly



*$* Demotion/+eduction in Pay

Certain ersonnel actions !hich may result in demotion or reduction in ay arelo! erformance ratin%$ transfer$ reclassification$ voluntary demotion$ ordiscilinary action# The follo!in% %uidelines aly#

5a6# Reduction in ay shall corresond !ith the ran%es in the ayschedule5b6# The ne! salary !ill become effective on the be%innin% of a ayeriod5c6# Go reduction shall derive an emloyee of consideration for ayincreases at a later date. The e!ployee a2ected by a reducon in pay shall be given a Personnel %con For!

eplaining the reason(s) for the acon

/. %n e!ployee 'hose pay is reduced shall have the right to appeal, as outlined in the

>rievance and Co!plaint Procedures secon of this policy !anual.

*$2 Performance and 'alary +evie-s

"nson Police Deartment !ants to hel emloyees to succeed in their obsand to %ro!# )n an effort to suort this %ro!th and success$ "nson PoliceDeartment has an annual rocess for rovidin% formal erformancefeedbac(# +eedbac( includes a Performance 3valuation$ <>0;De%ree "ssessment$ and an 3*tra Mile contribution araisal# Deendin% on theemloyee anniversary date$ the erformance revie! is held durin% either the "ril or the ,ctober revie! cycle#

Salary/!a%e revie!s tyically occur in conunction !ith the annualerformance revie! rocess# The calculation and imlementation of chan%esin base salary/!a%e deend on both the city and ersonal erformance and!ill tyically occur in either "ril or ,ctoberB !hichever most closely follo!sthe revie! cycle#

*$4 ,pportunities for AdvancementIProgression and Promotion

"nson Police Deartment !ould li(e to rovide emloyees !ith everyoortunity for advancin% to other ositions or oortunities !ithin theor%ani'ation# "roval of ro%ression moves or romotions deends lar%elyuon trainin%$ e*erience$ !or( record$ and need !ithin the or%ani'ation#o!ever$ "nson Police Deartment reserves the ri%ht to loo( outside thecomany for otential emloyees as !ell#



2 ;+,>P 3EA0T3 AND +E0ATED BENE9"T'

2$! Benefits 'ummaries and Eligiility

"nson Police Deartment sonsors a comrehensive benefits ro%ram foreli%ible emloyees$ and each benefit lan has secific eli%ibility conditions#The benefits are summari'ed in searate boo(lets called 9summary landescritions$: !hich are rovided to all eli%ible emloyees# The details ofeach benefit are contained in searate le%al documents (no!n as the 9landocuments$: !hich ta(e recedence over anythin% contradictory in thesummaries#

"ll full;time emloyees !ill enoy all of the benefits described in this olicyand the individual lan summaries as soon as they meet all of the eli%ibilityreuirements for each articular benefit# Part;time emloyees are not eli%ible

for any benefits#

2$& 3ealth "nsurance

rou medical insurance$ includin% hositali'ation$ is available to re%ularfull;time emloyees and their deendents# rou life insurance is availableto re%ular$ full;time emloyees only#rou covera%e be%ins on the !st of the month after A0 days ofemloyment# 3mloyee costs for articiation are aid by the City#Particiation costs for the emloyees deendents are the resonsibility of

the emloyee and are aid throu%h ayroll deductions from emloyee7s!a%es#Detailed insurance information is rovided to emloyees as they becomeeli%ible for benefits# Secific information concernin% covera%e is containedin the handboo( furnished by the insurance comany and rovided to eachemloyee# "dditional information is available uon reuest from the Chiefof Police#

2$( Dental "nsurance

The City of "nson has made every effort to find a comrehensive dental lanthat !ill meet the needs of both families and individuals# " detailede*lanation of benefits and ho! to use the insurance is available !ith theCity Secretary#

2$) C,B+A Notification

"ccordin% to the federal Consolidated ,mnibus Iud%et Reconciliation "ct5C,IR"6 of 1A@=$ in the event of your termination of emloyment !ith "nson Police Deartment or loss of eli%ibility to remain covered under The



2$* %or1er@s Compensation

"ll emloyees are entitled to -or(ers Comensation benefits aid by The

City of "nson# This covera%e is automatic and immediate and rotectsemloyees from !or(;related inury or illness# )f an emloyee cannot !or(due to a !or(;related inury or illness$ -or(ers Comensation insuranceays his or her medical bills and rovides a ortion of his or her income untilhe or she can return to !or(#

2$2 'ocial 'ecurity

The 8nited States overnment oerates a system of mandated insurance(no!n as Social Security# "s a !a%e earner$ emloyees are reuired by la!

to contribute a set amount of !ee(ly !a%es to the trust fund from !hichbenefits are aid# "s emloyer$ The City of "nson is reuired to deduct thisamount from each aychec( an emloyee receives# )n addition$ The City of "nson matches emloyee contribution dollar for dollar$ thereby ayin% one;half of the cost of emloyee Social Security benefits#

2$4 +etirement Plans

Re%ular full;time and art;time emloyees of the City$ e*cet firefi%hters and art;time emloyees !ho !or( less than 1000 hours er year$ are members of the

Te*as Municial Retirement System 5TMRS63mloyees contribute five ercent 5=6 of %ross salary to TMRS# The Citymatches employee contriutions at various levels to e revie-ed periodically$3mloyee contributions are deducted from ay chec(s each ay eriod on a beforeta* basis#The vestin% eriod is ten 5=6 years# 3mloyees !ho !or( for at least five years andleave the City have the otion to leave their money in the system and receive aretirement benefit at an a%e set by TMRS#Details and secifications concernin% the TMRS are covered in the andboo( of)nformation rovided to each eli%ible emloyee by the TMRS# "dditionalinformation is available uon reuest from the Chief of Police#

Employee Benefits3mloyees anticiatin% retirement should ma(e alication !ith the Chief of Policeat least thirty 5<06 days rior to the effective date of retirement in order to allo!roer time for rocessin%#

2$5 Training and Professional Development

" secific schedule of basic trainin% and orientation has been established for

ob and emloyment classifications# Coachin%/Mentorin% System rovides%uidance in rofessional develoment and the "nson olice Deartmentencoura%es all interested emloyees to ta(e advanta%e of the continuin%



4 T"ME8,99 BENE9"T'

4$! 3oliday Policy

"ll "nson Police Deartment emloyees of re%ular status are eli%ible forholiday ay# oliday ay !ill be based on the emloyment status of theemloyee$ i#e#$ full;time emloyees !ill be credited !ith @ hours of holidayay$ er holiday# )f an officer !or(s a holiday they are comensated at timeand half# "nson Police Deartment reco%ni'es the follo!in% holidays as aidholidays

• Ge! ears Day

• M&L Day

• Presidents Day

•

ood +riday• Memorial Day

• )ndeendence Day

• &abor Day

• Columbus Day

• Feterans Day

• Than(s%ivin%

• Christmas

4$& Vacation Time

Accrual J EntitlementEmployees must egin regular full8time employment on or efore the !*th ofthe month to earn vacation time for that month# Facation time is based on theanniversary date and is accrued monthly# Facation time cannot be used for at least1 year$ unless secifically authori'ed by the Chief of Police#Re%ular full;time emloyees$ !ho have comleted one year to five years ofcontinuous service !ith the City$ earn t!elve 5126 days of vacation !ith ay eryear# Facation is accrued at the rate of @ hours$ or 1 day for each full calendar

month#+egular full8time employees? -ho have completed five * years to ten !7years of continuous service -ith the City? earn fifteen !* days of vacation-ith pay per year$ Vacation is accrued at the rate of !$7 days for eachcalendar month? or 5$7 hours per month$

enerally$ vacation leave shall not be advanced to emloyees#An employee -ho is on leave -ithout pay for a full calendar month -ill notaccrue vacation time$

'cheduling3mloyees are reuired to submit their referred vacation schedule to theirsuervisor as far in advance as ossible# "ll vacation leave reuests must be



Suervisors are resonsible for schedulin% annual vacation leave for theiremloyees# -henever ossible$ vacation leaves !ill be scheduled to theconvenience of the emloyees# o!ever$ suervisors have the resonsibility toassure that vacations do not interfere !ith the normal oerations#

Accumulated Vacation 0eaveFacation leave shall not be allo!ed to accumulate in e*cess of thirty 5<06 days inthe emloyee7s anniversary month# Days in e*cess of thirty 5<06 must be ta(en nolater than durin% the second ay eriod of the anniversary month# "ny days ine*cess of the allo!able accumulation shall be converted to sic( leave#Vacation Pay Eligiility3mloyees not on family medical leave !ho are absent from !or( due to inury orillness on the day before or the day after a scheduled vacation may be reuired$ atthe discretion of the Chief of Police$ to resent a doctor7s statement on the nature ofthe inury or illness in order to receive sic( ay# )f a holiday falls !ithin an

emloyee7s vacation leave$ the holiday !ill not be char%ed as vacation# Effect of Vacation Pay on ,vertimeVacation time is not considered time worked during a given week for purposes of computing overtime.

Vacation at Time of TerminationGo emloyee shall be aid for vacation leave if the emloyee leaves the service ofthe City for any reason durin% the first year of emloyment# o!ever$ an emloyee!ho has comleted one year of continuous service !ill be aid for all unusedaccrued vacation leave uon termination# 3mloyees !ho retire under rovisions

of the City7s retirement ro%ram shall receive in a lum; sum ayment the fullamount of their salary for the eriod of their accumulated vacation leave u to thirty5<06 days# "ny e*cetions to the Facation &eave Policy reuire the rior aroval of the Chiefof Police#

4$( 'ic1 0eave

Sic( leave is to rovide an emloyee !ith income durin% time lost due to ersonalillness or inury$ or illness or inury of a member of the emloyee7s immediate familylivin% !ithin the same household#Notification3mloyees !ho are absent from !or( due to illness or inury shall notify theirsuervisor as soon as ossible$ normally no later than their scheduled time forbe%innin% !or(# 3mloyees !ho fail to reort their illness may be enali'ed by notreceivin% sic( leave for the time absent from duty#-henever a suervisor has reason to believe an emloyee is abusin% sic( leave$the suervisor may reuire the emloyee to resent a doctor7s statement before

allo!in% the emloyee to receive sic( ay or to return to !or(#3mloyees on duty !ho$ at the discretion of the suervisor$ are deemed unable tosatisfactorily erform their ob due to illness or inury or !ho may affect the



Re%ular +ull;time emloyees earn sic( leave at the rate of @ hours for each monthemloyed;;a total of A> hours er year# The control date for calculatin% earned sic(leave shall be the emloyee7s anniversary# 3li%ible emloyees may ta(e sic( leavefor sic(ness as it is earned# Sic( leave is earned at the end of the month# "ccumulation of sic( leave is limited to <> days# Sic( leave not used may be

carried over into the ne*t year and accumulated for the emloyee7s future use$ D,%E %ANT T, T+ACK T3E ANN"VE+'A+ DATEL <>'T MAKE "T ANN>A00A9TE+ 9"+'T EA+L ,N <AN !'T LLLLL "n emloyee !ho is on leave !ithout ay for a full calendar month !ill not accruesic( time#

'ic1 0eave and Vacation 0eave "n emloyee !ho becomes )))$ inured$ or other!ise temorarily disabled durin% avacation may reuest that the vacation leave be terminated and the time absent bechar%ed to sic( leave#

E=tended 0eaves "ny inury$ illness$ or temorary disability that is e*ected to e*tend more than t!o526 !ee(s must be accomanied by a doctor7s statement certifyin% the estimatedcommencement date of disability and the estimated date the emloyee !ill be ableto resume normal duties# -henever ossible$ the doctor7s statement should besubmitted to the suervisor at least t!o 526 !ee(s rior to the time the emloyee isnot hysically at !or(# The suervisor must for!ard a coy of the doctor7sstatement to the Chief of Police#

Employees Not +eturning to %or1)f emloyees are not lannin% to return to !or( follo!in% an e*tended sic( leave$

they must notify their suervisor or the Chief of Police rior to the e*iration of theleave 5as defined by the doctor7s statement6# "n emloyee !ho does not return to!or( !ithin the time frame secified by the doctor !ill be subect to discilinaryaction#

Donation of Accumulated Vacation or 'ic1 0eave for Catastrophic "llness8nder secial circumstances emloyees may donate accrued vacation or sic(leave to other emloyees !ith the City 3ach reuest !ill be considered on anindividual basis# The follo!in% %uidelines aly

. $e=uests to be allo'ed to donate leave are iniated by a !e!o fro! the supervisor to the

Chief of Police. The !e!o should contain the parcular circu!stances surrounding an

e!ployeeAs !edical condion 'ith an es!aon of 'hen the e!ployee !ay be able to

return to 'or*. The !e!o should also address 'hy the e!ployeeAs o'n personal leave

!e is ehausted

/. 1f a donaon is approved by the Chief of Police, a !e!o fro! the Chief of Police is

sub!iEed to the City Council. This !e!o shall contain e!ployeesA na!es 'ho 'ish to

donate, the e!ployees nu!bers, the nu!ber of days they are donang, and the

e!ployeeAs (donorAs) signature indicang his or her approval % copy of this !e!o is placed

in each donorAs personnel 4le.

0. $ecipients of the donated leave !ust have ehausted all of their o'n sic* leave, vacaon

leave, holiday leave, co!pensatory !e, and any other leave 'ith pay that !ay be



Council shall deter!ine 'hether or not an illness is catastrophic. This deter!inaon

shall be !ade on a case-by-case basis. >enerally, a catastrophic illness is one that is life-

threatening andBor ter!inal. The Chief of Police shall deter!ine 'ho is eligible to receive

donated !e

5. "nce an e!ployee donates leave, the donaon constutes an irrevocable gi+ that cannotbe returned to the donor e!ployee but re!ains 'ith the recipient, or passes to his or her

bene4ciary in the case of death of the e!ployee. % !ai!u! of ninety (:;) days shall be

passed to the bene4ciary.

7. Gacaon and sic* days are !aintained in the payroll syste! and shall be deducted fro! the

donorAs leave balance and added to the recipientAs sic* leave balance.

8. 1n all cases, donaon of leave shall be strictly voluntary and e!ployees shall not be coerced

in any !anner.

4$) 0eave -ithout Pay

3mloyees may be %ranted short;term leave !ithout ay for u to five 5=6consecutive !or(days for ustifiable ersonal reasons# Such an absence isleft to the discretion of the Chief of Police# Reuests for leave !ithout ayfor more than five 5=6 days must be aroved by the Chief of Police#An employee -ho is on leave -ithout pay for a full calendar month -ill

not accrue sic1 or vacation time during that leave$

4$* Bereavement 0eave

Re%ular emloyees may be %ranted u to three 5<6 days off er year !ithay to arran%e or attend the funeral of a member of the immediate family# "ny additional time off must be aroved by the Chief of Police and !ill bededucted from vacation time#+or the uroses of this olicy$ Himmediate familyH means an emloyee7s

souse$ Children$ arents$ arents;in;la!$ %randarents$ %randchildren$brothers$ sisters$ or a member of the emloyee7s household#Reuest for funeral leave must be initiated and rocessed !ith the Chief of

Police#

4$2 <ury Duty

"nson Police Deartment is committed to suortin% the communities in!hich "nson Police Deartment oerates$ includin% suortin% "nson Police

Deartment emloyees/officers in fulfillin% their resonsibilities to serve as urors !henever it is ossible# -hen an emloyee receives notificationre%ardin% ucomin% ury duty$ it is their resonsibility to notify their direct



4$4 Military +eserves or National ;uard 0eaves of Asence

Military &eave of "bsence is %ranted in accordance !ith the amended8niversal Military Trainin% and Service "ct as it alies to emloyees !holeave their ositions to enter the armed forces )n addition$ the Reserve +orce "ct of 1A== is follo!ed for all emloyees !ho enlist in the$ Ready Reserve ofthe "rmy Reserve or Gaval Reserve# This olicy alies to draftees$voluntary enlistees$ reservists$ and emloyees !ho are members of theGational uard#

)f an emloyee is a member of the Gational uard or a military reserve unitof the 8nited States$ the emloyee !ill be %ranted u to fifteen 51=6 days offer federal fiscal year 5!hich be%ins in ,ctober6 !ith ay to attend a re%ulartrainin% activity for the unit# 3mloyees rearin% to ta(e authori'ed militaryleave shall furnish the Chief of Police !ith coies of their military orders or

other aroriate documents#3mloyees ta(in% military leave of absence in e*cess of fifteen 51=6 daysmay elect to use some or all of their vacation to sulement their militaryay# 3mloyees must indicate their reuest in !ritin%#

'tatus during 0eave3mloyees !ill be on inactive status for the duration of the leave and returnto their former osition or ositions !ith the same seniority$ status$ and ay#

Benefit Plans Participation+or leaves of <0 days or less$ the emloyee7s articiation in the %rou

benefits !ill continue$ rovided that the emloyee ortion of any remiums isaid# +or leaves e*ceedin% <0 days$ articiation in the %rou insurancelans !ill he susended# Particiation !ill be reinstated uon theemloyee7s return from leave$ accordin% to the rovisions of the lan#

4$5 9amily/Medical 0eaves of Asence

3mloyees !ho have comleted one year of service and have !or(ed 1$2=0hours in the ast 12 months are eli%ible for family and medical leave in

accordance of the +amily and Medical &eave "ct of 1AA< 5+M&"6#

3li%ible emloyees are entitled to ta(e u to 12 !ee(s of leave in a 12;month eriod in the follo!in% circumstances5a6# Durin% the first 12 months follo!in% the birth of a natural childB5b6# durin% the 12 months follo!in% the lacement of a child !ith anemloyee for adotion or foster careB or 5c6# +or the serious health condition of the emloyee or to care for theemloyee7s souse$ child 5biolo%ical$ adoted or foster child$ ste child$ le%al!ard$ or a child of a erson standin% in loco parentis6$ or arent 5biolo%ical or!ho stands or stood in loco parentis6 !ho has a serious health condition#

" Hserious health conditionH is defined as an illness$ inury$ imairment$ orhysical or mental condition that involves either of the follo!in%5d6 "ny eriod of incaacity or treatment connected !ith inatient care 5i e



5e6# Continuin% treatment by a health care rovider that includes any eriodof incaacity c inability to !or($ attend school# or erform other re%ular dailyactivities6 due to

1# " health condition 5includin% treatment therefor# or recoverytherefrom6 lastin% more than three consecutive days$ and anysubseuent treatment or eriod of incaacity relatin% to the samecondition# that also includes treatment t!o or more times by or underthe suervision of a health care rovider$ or one treatment by a healthcare rovider !ith a continuin% re%iment of treatment

2# Pre%nancy or renatal care# " visit to the health care rovider isnot necessary for each absence

<# " chronic serious health condition that continues over an e*tendederiod of time reuires eriodic visits to a health care rovider$and may involve occasional eisodes of incaacity 5i#e#$ asthma$diabetes6# " visit to a health care rovider is not necessary for eachabsence#4# " ermanent or lon%;term condition for !hich treatment may not beeffective 5i#e#$ "l'heimer7s$ a sever stro(e$ terminal cancer6# ,nlysuervision by a health care rovider is reuired$ rather than activetreatment#

=# "bsences to receive multile treatments for restorative sur%ery orfor a condition !hich !ould li(ely result in a eriod of incaacity ofmore than three days if not treated 5i#e#$ chemotheray or radiationtreatments for cancer6#

Health care roviderH is defined as any of the follo!in%># Doctors of medicine or osteoathy authori'ed to ractice medicine orsur%ery by the state in !hich the doctors racticeB

?# odiatrists$ dentists$ clinical sycholo%ists$ otometrists andchiroractors 5limited to manual maniulation of the sine to correct asublu*ation as demonstrated by O;ray to e*ist6 authori'ed to ractice anderformin% !ithin the scoe of their ractice under state la!B

@# Gurse ractitioners$ nurse;mid!ives$ and clinical social !or(ersauthori'ed to

Pracce and perfor!ing 'ithin the scope of their pracce as de4ned under state

la'H

A# Christian Science ractitioners listed !ith the +irst Church of Christ#



10# "ny health care rovider reco%ni'ed by the emloyer or theemloyer7s %rou health lan benefits mana%er

Notice3li%ible emloyees are reuired to %ive <0 days advance notice for foreseeable

leaves# Secifically e*ected births or adotions and lanned medical treatments#-hen conditions of circumstances chan%e une*ectedly$ the emloyee is reuiredto %ive as much notice as ossible#The leave must be aroved in !ritin%$ delineate the e*ected len%th of leave$ andstiulate the anticiated return;to;!or( date# )n the case of a serious healthcondition of a souse$ child$ or arent$ the health care rovider must certify theneed for the emloyee7s attendant care by comletin% a Reuest for &eave underthe +amily and Medical &eave "ct# 3mloyees on family and medical leave !hoare unable to !or( or are carin% for a souse$ child$ or arent may be reuired toobtain subseuent medical recertification durin% the leave# The cost incurred inobtainin% any certifications is the resonsibility of the emloyee# These forms

should e given to the Chief of Police$

4$6 E=tended Disaility 0eaves

3li%ible emloyees are entitled to ta(e u to 12 !ee(s of leave in a 12;montheriod in the follo!in% circumstances5a6# Durin% the first 12 months follo!in% the birth of a natural childB

5b6# Durin% the 12 months follo!in% the lacement of a child !ith an emloyeefor adotion or foster careB or 5c6# +or the serious health condition of the emloyee or to care for the

emloyee7s souse$ child 5biolo%ical$ adoted or foster child$ ste child$ le%al!ard$ or a child of a erson standin% in loco parentis6$ or arent 5biolo%ical or!ho stands or stood in loco parentis6 !ho has a serious health condition#

" Hserious health conditionH is defined as an illness$ inury$ imairment$ or hysicalor mental condition that involves either of the follo!in%

. %ny period of incapacity or treat!ent connected 'ith inpaent care (i.e. e. an

overnight stay) in a hospital, hospice, or residenal !edical-care Facility, and any

period of incapacity or subse=uent treat!ent in connecon. 'ith such inpaent care

/. Connuing treat!ent by a health care provider that includes any period of incapacity c

inability to 'or*, aEend school. or perfor! other regular daily acvies) due to

<# " health condition 5includin% treatment therefor# or recoverytherefrom6 lastin% more than three consecutive days$ and anysubseuent treatment or eriod of incaacity relatin% to the samecondition# that also includes treatment t!o or more times by or underthe suervision of a health care rovider$ or one treatment by a health

care rovider !ith a continuin% re%iment of treatment



=# " chronic serious health condition that continues over an e*tendederiod of time reuires eriodic visits to a health care rovider$ andmay involve occasional eisodes of incaacity 5i#e#$ asthma$diabetes6# " visit to a health care rovider is not necessary for eachabsence#

># " ermanent or lon%;term condition for !hich treatment may not beeffective 5i#e#$ "l'heimer7s$ a sever stro(e$ terminal cancer6# ,nlysuervision by a health care rovider is reuired$ rather than activetreatment#

?# "bsences to receive multile treatments for restorative sur%ery orfor a condition !hich !ould li(ely result in a eriod of incaacity ofmore than three days if not treated 5i#e#$ chemotheray or radiationtreatments for cancer6#

Health care roviderH is defined as any of the follo!in%@# Doctors of medicine or osteoathy authori'ed to ractice medicine orsur%ery by the state in !hich the doctors racticeB

A# odiatrists$ dentists$ clinical sycholo%ists$ otometrists andchiroractors 5limited to manual maniulation of the sine to correct asublu*ation as demonstrated by O;ray to e*ist6 authori'ed to ractice anderformin% !ithin the scoe of their ractice under state la!B

10# Gurse ractitioners$ nurse;mid!ives$ and clinical social !or(ersauthori'ed toPracce and perfor!ing 'ithin the scope of their pracce as de4ned under state la'H

. Chrisan Science praconers listed 'ith the First Church of Christ. Scienst in

Ioston, 6assachuseEs, andH

/. %ny health care provider recognied by the e!ployer or the e!ployerAs group

health plan bene4ts !anager

Notice3li%ible emloyees are reuired to %ive <0 days advance notice for foreseeableleaves# Secifically e*ected births or adotions and lanned medical treatments#-hen conditions of circumstances chan%e une*ectedly$ the emloyee is reuiredto %ive as much notice as ossible#The leave must be aroved in !ritin%$ delineate the e*ected len%th of leave$ andstiulate the anticiated return;to;!or( date# )n the case of a serious healthcondition of a souse$ child$ or arent$ the health care rovider must certify theneed for the emloyee7s attendant care by comletin% a Reuest for &eave underthe +amily and Medical &eave "ct# 3mloyees on family and medical leave !ho



4$!7 0eave Entitlement

3li%ible emloyees may ta(e leave u to a total of 12 !ee(s in a rollin% 12;montheriod of time for the birth of a child$ lacement of a child !ith an emloyee foradotion or foster care$ care for a souse$ arent$ or child !ith a serious healthcondition$ and/or the emloyee7s o!n serious illness or inury# " Hrollin%H year 12;month eriod is measured bac(!ard from the date an emloyee uses family andmedical leave# )n other !ords$ each time an emloyee ta(es family and medicalleave$ the remainin% leave entitlement !ould be any balance of the 12 !ee(s thathas not been used durin% the immediately recedin% 12 months# +or e*amle$ ifan emloyee has ta(en ei%ht !ee(s of leave durin% the ast 12 months$ anadditional four !ee(s of leave could be ta(en$ if an emloyee used four !ee(sbe%innin% +ebruary 1$ 201<$ four !ee(s be%innin% Eune 1$ 201<$ and four !ee(sbe%innin% ,ctober 1$ 201<$ the emloyee !ould not be entitled to any additionalleave until +ebruary 1$ 2014# o!ever$ on +ebruary 1$ 2014$ the emloyee !ouldbe entitled to four !ee(s of leave$ on Eune 1$ 2014B the emloyee !ould be entitledto an additional four !ee(s# etc#

4$!! Pay during 0eave

The City re.uires employees to use all paid sic1 leave? vacation time? andcomp time efore ta1ing unpaid leave under the 9M0A$

"ntermittent or +educed 0eave 'chedule

4$!& "ntermittent or +educed 0eave 'chedule

"n emloyee !ith a serious health condition or !ith a souse$ arent$ or child !itha serious health condition 5but not those ta(in% leave due to the birth or lacementof a child6 is entitled to ta(e intermittent or reduced scheduled leave"ntermittent 0eave is defined as leave ta(en in searate bloc(s of time due to asin%le illness or inury$ rather than for one continuous eriod of time$ and may

include leave for eriods from an hour or more to several !ee(s# 3*amles includeleave ta(en on an occasional basis for medical aointments or leave ta(enseveral days at a time sread over a eriod of time$ such as for chemotheray#

+educed 0eave 'chedule is defined as a leave schedule that reduces anemloyee7s usual number of !or(in% hours er !or(!ee( or hours er !or(day# )nother !ords$ a reduced leave schedule is a chan%e in the emloyee7s schedule fora eriod of time$ normally from full;time to an;time# This tye of leave mi%ht beused$ for e*amle$ !hen an emloyee is recoverin% from a serious health conditionbut is not stron% enou%h to !or( a full;time schedule#

The City may reuire an emloyee !ho chooses this otion to transfer temorarilyto an alternative osition !hich better accommodates the City7s !or(flo!# The



4$!( Continuation of Benefits

ealth insurance covera%e !ill be continued for emloyees on leave on the sameterms such covera%e !ould have been rovided if the emloyee had continuedemloyment# The emloyee must ay the emloyee ortion of monthly remiumsin order to continue health insurance covera%e# 3mloyees !ho have e*haustedtheir 12 !ee( eriod and continue to be off !or( on leave !ithout ay must aytheir ortion lus the Citys ortion of the health insurance to continue covera%e#

4$!) Employees %ho Terminate %hile on 9amily and Medical 0eave

"n emloyee !ill not be terminated durin% an aroved family and medical leaveunless the emloyee does one of the follo!in% 5a6# %ives !ritten intent to voluntarily resi%n$ 5b6# fails to return from the leave on the a%reed;uon date$ 5c6# fails to rovide timely medical certification from the health carerovider tosubstantiate the continuation or e*tension of a family and medical leave$5d6# !or(s at other emloyment !hile on the leave$ or

5e6# falsifies records and/or urose for the leave#

The Chief of Police must revie! the circumstances of any of these issues beforetermination occurs#

4$!* +eturn to %or1

"n emloyee !ho is on medical leave is e*ected to return to !or(immediately after bein% released by his or her health care rovider# Theemloyee must resent$ uon returnin% to !or($ a hysician7s statementclearly stiulatin% that the emloyee is fit to resume his or her ob functions# "n emloyee !ill not be allo!ed to return to !or( !ithout the aroriaterelease# "n emloyee !ho is on a family leave to care for a souse$ child$ or arent!ho has a serious health condition is e*ected to return to !or( !hen the

health condition no lon%er reuires the attendant care of the emloyee# Thee*ected date of return is the !or( date that !as a%reed uon at the timethe Certification of ealth Care Provider form !as comleted# "n emloyee !ho is on a family leave for the birth of a child or adotion orfoster care lacement of a child is e*ected to return to !or( on the datea%reed uon at the time the leave be%an#

4$!2 <o 'tatus upon +eturn from 9amily or Medical 0eave

"n emloyee !ho returns from leave in !hich the a%%re%ate leave time in arollin% 12 month eriod is 12 !ee(s or less !ill be returned to either the



"n emloyee !ho returns from leave in !hich the a%%re%ate leave time in arollin% 12;month eriod is more than 12 !ee(s !ill not be %uaranteed re;emloyment# )f this is the case and the osition he or she held has beenfilled$ the emloyee !ill be considered as any other e*ternal candidate#

4$!4 Employee Not +eturning to %or1

3mloyees !ho fail to return to !or( from a leave on the date a%reed uonor !hen released by their health care roviders are considered to havevoluntarily resi%ned#

4$!5 >niformed 'ervices Employment and +eemployment

"s an 3ual ,ortunity 3mloyer$ "nson Police Deartment is committedto rovidin% the basic emloyment and reemloyment services and suortas set forth in the 8niformed Services 3mloyment and ReemloymentRi%hts "ct of 1AA4 58S3RR"6#

4$!6 Personal 0eaves of Asence

)n secial circumstances$ "nson Police Deartment may %rant a leave for aersonal reason$ but never for ta(in% emloyment else!here or becomin%self;emloyed# Personal leaves of absence must be reuested in !ritin% and

are subect to the discretion of the Chief and The City of "nson City Council#

4$&7 ;rievance Procedure

To be considered$ the rocedural stes listed belo! must be follo!ed afterthe challen%ed action has occurred#1# ,ral Presentation ; "ll %rievances and comlaints shall be initiallyresented orally to the a%%rieved emloyee7s immediate suervisor# Thesuervisor should ma(e every effort to resolve emloyee concerns as theyarise# 3fforts on the art of the suervisor may include e*lanations$

discussion$ or counselin%# The suervisor may ma(e reasonableadustments !ithin his or her authority level# 3very effort should be made toresolve the matter to the mutual satisfaction of both emloyee andsuervisor# Should this informal first ste be considered unsatisfactory$ thea%%rieved emloyee shall have the ri%ht to then file a formal !ritten%rievance or comlaint as set out belo!#2# -ritten Presentation ; )f the oral resentation as rovided for inthe first ste fails to resolve the matter$ the emloyee shall have the ri%ht!ithin five 5=6 !or(in% days after the discussion !ith the immediatesuervisor$ to file a formal !ritten %rievance or comlaint !ith the Chief ofPolice#

The time limit for filin% may only be e*tended in e*treme cases in !hich theemloyee can sho! that circumstances beyond his/her control revented the



date 5or if uncertain$ the aro*imate date6# The identity of the emloyee!ho claims to be harmed$ the identity of the arty or arties alle%ed to havecaused the roblem$ and the remedy !hich is sou%ht#-ithin five 5=6 !or(in% days of receit of the !ritten %rievance or comlaint$the Chief of Police shall meet !ith the emloyee and the emloyee7s

immediate suervisor to discuss the matter# The %rievance or comlaint atthis ste shall be fully and thorou%hly discussed by all arties involved in theeffort to resolve the roblem# The decision by the Chief of Police$ !hetherreached durin% this discussion or after!ard$ shall be resented in !ritin% tothe emloyee !ithin five 5=6 !or(in% days of the meetin%# Should thedecision of the Chief of Police be considered unsatisfactory$ the emloyeeshall then have the ri%ht to aeal that decision as set out in the follo!in%ste#

<# "eal to City Council ; )f the Chief of Police7s decision concernin%the %rievance or comlaint is not satisfactory to the emloyee$ the emloyee

may$ !ithin five 5=6 !or(in% days after receivin% notification of the decision$submit the matter in !ritin% to the City Secretary to be laced on the a%endafor the City Council#

Durin% the ne*t re%ular meetin% of the City Council$ the Council shall meet!ith the a%%rieved emloyee and the emloyee7s suervisor to fully andthorou%hly discuss the %rievance or comlaint !ith all arties# The decisionby the City Council is final#



5 EGPEN'E'

5$! "ntroduction

The follo!in% is a comrehensive %uide to the "nson Police Deartmente*ense olicy and rocedures for the reortin% and reimbursement ofe*enses# "ny officer !ho aroves e*ense reorts should be familiar !iththis olicyKauthori'in% an e*ense reort indicates to the City of "nson andthe "nson Police Deartment that the e*enses reorted are le%itimate$reasonable$ and comly !ith the olicy#

5$& Department 'upplies? ,ther E=penditures

,nly authori'ed ersons may urchase sulies in the name of the "nson

Police Deartment# Go emloyee !hose re%ular duties do not includeurchasin% may incur any e*enses or shall establish any accounts onbehalf of the "nson Police Deartment or the City of "nson# Go emloyeeshall establish accounts or ma(e urchases for ersonal %ain or use the Cityof "nson or "nson Police Deartment name and or address#



6 EMP0,EE C,MM>N"CAT",N'

6$! ,pen Communication

"nson Police Deartment encoura%es emloyees to discuss any issues theymay have !ith a co;!or(er directly !ith that erson# )f a resolution is notreached$ emloyees should arran%e a meetin% !ith their direct suervisor# )fthe concern$ roblem$ or issue is not roerly addressed$ emloyees shouldcontact the uman Resources Deartment# "ny information discussed in an,en Communication meetin% is considered confidential$ to the e*tentossible !hile still allo!in% mana%ement to resond to the roblem#Retaliation a%ainst any emloyee for aroriate usa%e of ,enCommunication channels is unaccetable#

6$& 'taff Meetings

)n order to (ee the communication channels oen$ "nson PoliceDeartment imlements a Deartment;!ide staff meetin%#,fficers/3mloyees receive communications from the Chief and/or Ser%eantabout the a%enda and discussion toics at the Chief of Polices desecration#

Bulletin Boards

"nson Police Deartment has a bulletin board !here emloyees can find

or%ani'ational announcements$ ne!s/events$ and discussions about secifictoics# The emloyee is resonsible for readin% necessary informationosted on the bulletin boards#

6$( 'uggestions

"nson Police Deartment encoura%es all emloyees to brin% for!ard theirsu%%estions and %ood ideas about ma(in% "nson Police Deartment a betterlace to !or( and enhancin% service to the community of "nson# "nyemloyee !ho sees an oortunity for imrovement is encoura%ed to tal( it

over !ith their suervisor# Suervisors can hel brin% ideas to the attentionof the eole in the or%ani'ation that !ill be resonsible for ossiblyimlementin% them# "ll su%%estions are valued#

6$) Closing 'tatement

Successful !or(in% conditions and relationshis deend uon successfulcommunication# )t is imortant that emloyees stay a!are of chan%es inrocedures$ olicies$ and %eneral information# )t is also imortant tocommunicate ideas$ su%%estions$ ersonal %oals$ or roblems as they affect!or( at "nson Police Deartment#



!7 ACKN,%0ED;MENT

) ac(no!led%e that ) have received a coy of the "nson Police Deartment3mloyment Policies$ and ) do commit to read and follo! these olicies#

) am a!are that if$ at any time$ ) have uestions re%ardin% "nson PoliceDeartment comany olicies ) should direct them to my mana%er or theuman Resources Deartment#

) (no! that "nson Police Deartment comany olicies and other relateddocuments do not form a contract of emloyment and are not a %uaranteeby "nson Police Deartment of the conditions and benefits that aredescribed !ithin them# Gevertheless$ the rovisions of such "nson PoliceDeartment comany olicies are incororated into the ac(no!led%ment$and ) a%ree that ) shall abide by its rovisions#

) also am a!are that "nson Police Deartment$ at any time$ may on

reasonable notice$ chan%e$ add to$ or delete from the rovisions of thecomany olicies#

3mloyees Printed Game Position

3mloyees Si%nature Date



!! APPEND"CE'

!!$! >se of 9orce Policy/ Manual

!!$& Taser 3andling and Deployment



>se of 9orce Policy

A$ The "nson Police Deartment authori'es its emloyees to use force in a olice action!hen$ and to the e*tent it is obectively reasonable#

Section 4@#01 Purose

The urose of this olicy is to rovide olice officers !ith %uidelines on the use ofdeadly and non;deadly force#

Section 4@#02

The "nson olice Deartment reco%ni'e and resects the value and secialinte%rity of each human life# )n vestin% olice officers !ith la!ful authority to use force torotect ublic !elfare$ a careful balancin% of all human interests is reuired# Therefore$ it isthe olicy of this deartment that olice officers S"&& use only that force that isreasonable necessary to effectively brin% an incident under control$ !hile rotectin% thelives of the officer or another#

Section 4@#0< Definitions

Deadly +orce "ny use of force that is li(ely to cause death or serious bodily inury#

Gon;Deadly +orce "ny use of force other than that !hich is considered deadly force#

Section 4@#04 Procedures

"# Parameters for use of deadly force

1# Police ,fficers are authori'ed to fire their !eaons in order toB

a# Protect the olice officer or others from !hat is reasonably believed tobe an immediate threat of death or serious bodily inury#



2# Iefore usin% a firearm$ olice officers S"&& identify themselves and statetheir intent to shoot$ !here feasible#

<# " olice officer may also dischar%e a !eaon under the follo!in%circumstances#

a# Durin% ran%e ractice or cometitive sortin% events# b# To destroy an animal that reresents a threat to ublic safety$ or as ahumanitarian measures !here the animal is seriously inured#

4# Police officers S"&& adhere to the follo!in% restrictions !hen their!eaon is e*hibited#

a# 3*cet for maintenance or durin% trainin%$ olice officers S"&& notdra! or e*hibit their firearm unless circumstances create reasonable cause to believe thatit may be necessary to use the !eaon in conformance of this olicy#

b# -arnin% shots S"&& not be fired# c# Police officers should not fire their !eaons at or a movin% vehicle# d# +irearms S"&& not be dischar%ed !hen it aears li(ely that aninnocent erson may be inured#

I# Parameters for use of force of non;deadly force

1# -here deadly force is not authori'ed$ officers should assess the incident in

order to determine !hich non;deadly techniue or !eaon$ throu%h the use of forcecontinuum$ !ill best de;escalate the incident and brin% it under control in a safe manner# 2# Police officers are authori'ed to use deartment aroved non;deadly forcetechniues and issued euiment for resolution of incidents$ as follo!sB a# To rotect themselves or another from hysical harmB or

b# To restrain or subdue a resistant individualB orc# To brin% an unla!ful situation safely and effectively under control#

C# Trainin% and Qualifications

1# Deadly -eaons

2# -hile on duty$ olice officers S"&& carry the deartmentaroved firearm and ammunition and off duty$ olice officers S"&& carry only !eaonsand ammunition authori'ed by and re%istered !ith this deartment#

<# "uthori'ed !eaons are those !ith the olice officer has ualifiedand received deartment trainin% on roer and safe usa%e$ and that are re%istered andcomly !ith deartmental secifications#

4# The olice deartment S"&& schedule re%ular trainin% andualification sessions for duty/off duty$ and seciali'ed !eaons$ !hich !ill be on a assand fail basis#

=# Police officers !ho fail to receive a assin% score !ith their duty!eaon5s6 in accordance !ith deartmental testin% rocedures S"&& be relieved of theirolice o!ers and immediately reassi%ned to non;enforcement duties until such time the



?# " olice officer !ho has ta(en an e*tended leave or suffered an illnessor inury that could affect their use of firearms ability !ill be reuired to reualify beforereturnin% to enforcement duties#

D# Gon;deadly force !eaons and methods 1# " olice officer is not ermitted to use a non;deadly !eaonunless ualified in its roficient use as determined by trainin% rocedures# 2# The follo!in% non;deadly !eaons are authori'edB a# "SP Iaton b# ,leoresin Casicum 5,#C#6 c# T""R O2> e# Iean Ia% Shot un Rounds$ Suervisors only

3# Reortin% uses of force

1# " !ritten reort reared accordin% to deartmental rocedures!ill be reuired in the follo!in% situationsB 2# -hen a firearm is dischar%ed outside the firin% ran%e# <# -hen the use of force results in death or inury# 4# -hen a subect comlains that an inury has been inflicted#

+# Deartmental resonse 1# Deadly force incident a# -here a olice officers use of force causes death$ the officer

S"&& be laced on aid administrative leave after comletin% all internal investi%ativereuirements$ and until it is determined by a mental health rofessional that the oliceofficer is ready to return to !or(# I# The deartment S"&& conduct anadministrative investi%ation of the incident$ and notify the Te*as Ran%ers and reuest themto conduct the criminal investi%ation of the incident#

2# "dministrative revie! of critical incidents a# "ll reorted uses of force !ill be revie!ed by the Chief of Police todetermine !hetherB 1# Deartmental rules$ olicy$ or rocedures !ere violated#

2# The relevant olicy !as clearly understandable and effective tocover the situation# <# Deartmental trainin% is currently adeuate#

b# "ny findin%s of olicy violations or trainin% inadeuacies S"&& bereorted to the Chief of Police for resolution or discilinary action# The Chief of Police !illma(e the final decision on the resolution or discilinary action# c# "ll use of force incident reorts S"&& be retained as reuired byla!# d# The Chief of Police !ill revie! use of force incidents to ascertaintrainin% and olicy needs#

This directive is for departmental use only and does not apply in any criminal or civil



. The nson 'olice %epartment authorizes its employees to use force in a

police action when, and to the e&tent, it is objectively reasonable.

. (t is the policy of the nson 'olice %epartment that its employees will use

that force or threat of force that is objectively reasonable to affect a lawful

arrest, lawful detention, or in preventing or assisting in preventing a crime,

or assisting in preventing escape after arrest or detention, and#or to stop the

violent behavior of an individual. -se of e&cessive force in any situation is

prohibited.

!. /hile it is the ultimate objective of every employee to minimize injury to

themselves and#or another, nothing in this policy requires an employee to

actually sustain physical injury before applying force.

%. n employee"s use of force will be evaluated from the perspective of a

reasonable employee on the scene. The inquiry into every use of force

incident will be based upon the employee"s training and e&perience, and the

employee"s reasonable belief that the amount of force used was necessary

considering the circumstances confronting the employee at the time and not

through the 6D#6D vision of hindsight.

E. The nson 'olice %epartment recognizes that this policy is a guideline. (t is

understood that no set of policies or procedures can effectively cover every

possible scenario an employee may encounter. The nson 'olice %epartment

also recognizes that the judgment and discretion of the individual employee

involved govern much of the decision*making utilized in use of force

incidents. 9owever, to the e&tent the employee use of force deviates from

these guidelines, the employee must have a sound and articulable reason for

doing so as determined by the totality of the circumstances. These reasons

must be clearly articulated by the employee. ny deviations from theseguidelines for reasons that are not sound or articulable may subject the

employee involved to disciplinary action by the nson 'olice %epartment



purposefully more restrictive and specific than current State or ;ederal law.

(t should be understood that compliance with State and#or ;ederal law does

not imply conformance with this policy.

""$ DE9"N"T",N'

. ccessible F firearm or less*lethal tool is on*scene, but not immediately

available +e.g., the tool is secured in a patrol car, however, can be made

available if time and the situation permits.

. vailable F The firearm or less*lethal tool is on hand and ready for

immediate use.

!. !overing ;ire F (ntentional discharge of a firearm directed at a =specific

target> threat or =threat area> +cognizant of background, utilized to stop or

prevent deadly behavior caused by the suspect+s when entering an e&posed

area to gain a tactical advantage, or entering an e&posed area to effect a

rescue#recovery, by making the suspect+s seek cover.

%. 'olice response tactics must not place citizens at greater risk than the actionsof the suspect.

E. %eadly ;orce F That force that under the circumstances in which it is used is

readily capable of causing death or serious physical injury.

;. %eployment F To station or place, in accordance with a plan, a firearm or

less*lethal tool for immediate application or discharge.

G. Employee F ;or purposes of the application of the use of force and nson

'olice %epartment policies, employee means all sworn police officers and

police services officers.

9. E&cessive ;orce F That force used during a police action which is greater

than that which is objectively reasonable to obtain lawful objectives under

the circumstances presented for each situation.

(. ;orce F ;orce shall be defined as the use of any weapon, instrument, device,

or physical power used to control or restrain a person, or to overcome



nytime force is used, the employee should apply a use of force option that

is reasonable for the situation.

0. btainable F firearm or less*lethal tool is within the nson 'olice

%epartment"s inventory, but not on*scene and not immediately accessible or

available.

H. 'olice ction F ny circumstance, on* or off*duty, during which an

employee e&ercises or attempts to e&ercise official authority.

2. 3easonable elief F The facts and#or circumstances the employee knows,

perceives, or should know, at the time that the decision to use force is made

and are such as to cause an ordinary and prudent employee to act and think

in a similar manner under similar circumstances. The -.S. Supreme !ourt in

Graham v. !onner, 8CD -.S. 7B: +5CBC, has written that it is necessary to

evaluate the facts and circumstances confronting the employee at the time

force was used, rather than with the 6D#6D vision of hindsight.

$. 3esponse ptions F !ontrol techniques, less*lethal weapons, and firearms

available to nson police employees to counter and#or control a resistive

subject.

4. Serious 'hysical (njury F 'hysical injury which creates a substantial risk of

death or which causes serious and protracted disfigurement, protracted

impairment of health, or protracted loss or impairment of the function of any

bodily organ.

". /arning Shots F The intentional discharge of a firearm to warn or stop a

perpetrator in order to control a situation. +I% &'OUL# O%#

%'A% %'I& #PAR%*% +ILL O% U& +ARI, &'O%&

U#R A- CIRCU*&%AC&)



Anson Police Department

Policy and Procedures

Taser Device3andling and Deployment

P8RP,S3

This order sets forth the "nson Police Deartment rocedure re%ardin% the

trainin%$ handlin%$ and deloyment of the T"S3R#

SP3C)+)C ,IE3CT)F3 ,+ T)S PR,C3D8R3 )S

To inform and direct those officers !ho are authori'ed oerators of the T"S3R$ in auniform and rofessional manner$ the roer tactics and rocedures in deloyin%the MP)D#

To rovide !ritten %uidelines for officers to follo! !hen deloyin% the T"S3R$ as!ell as the documentation for a T"S3R deloyment#

)G+,RM"T),G

The T"S3R is an additional olice tool and is not intended to relace verbal



does not aear to be ustified and/or necessary$ and attemts to subdue thesubect by other conventional tactics have been or !ill li(ely be$ ineffective in thesituation at handB or there is a reasonable e*ectation that it !ill be unsafe forofficers to aroach !ithin contact ran%e of the subect#

D3+)G)T),GS

MP)D "G O;2> T"3R is a less;lethal device !hich is desi%ned to roduce andemit an electrical char%e# Personally o!ned MP)D are not authori'ed#

D3P&,M3GT The activation of a T"S3R resultin% in the arcin% of the unit$ acontact maneuver on a subect or animal$ and/or the dischar%e of an air cartrid%e!hether or not the robes stri(e their intended tar%et# The mere dislay of a T"S3Ris not a deloyment#

T"3D The acceted !ord indicatin% that a erson or animal has received an

electrical char%e from a T"S3R#

M3D)C"& P3RS,GG3& )ncludes$ but not limited to$ Doctors$ Physicians$ "ssistant Gurses$ Paramedics$ and 3mer%ency Medical Technicians#

S8P3RF)S,R "n "nson Police Deartment Peace ,fficer above the ran( ofPatrol ,fficer$ the Chief of Police$ &ieutenant$ Ser%eant#

PR,C3D8R3S

T"S3R S"&& be issued to and handled or deloyed only by officers !ho havecomleted the Deartments MP)D trainin% ro%ram$ or a T"3R trainin% ro%ramfrom T"3R )GT3RG"T),G"&# The T"S3R S"&& be handled in the manner andtreated !ith the same de%ree of care and discretion as a firearm#

T"S3R S"&& only be used as instructed in the trainin% course$ and only inaccordance !ith Deartmental Policy and State &a!# The deloyment of a MP)D isconsidered a use of force one level %reater than verbal command and is on thesame use of force level as eer sray 5,leoresin Casicum6#

,nly roerly functionin% and char%ed T"S3R S"&& be issued for field use# The

battery char%e S"&& only be chec(ed rior to carryin% the T"S3R# The T"S3Rshould be chec(ed !hen there is no air cartrid%e loaded in the T"S3R# The T"S3Rshould be ointed in a safe direction !ith no air cartrid%e loaded in the unit for the9test sar(:$ reformed !hen chec(in% the T"S3R out to test the battery char%e#The T"S3R !ill be issued by the Chief of Police to each officer# The Chief of PoliceS"&& (ee a lo%$ !ith each units serial number lo%%ed on the MP)D lo%#

"ny T"S3R or comonent thereof found to be defective or dama%ed S"&& bereturned to the Chief of Police for reair or relacement$ !ith detailed e*lanationof the malfunction or cause of dama%e# 3ach officer S"&& be resonsible for theT"S3R issued to them# "t no time S"&& any officer let another officer have$borro!$ or loan out their T"S3R issued to them to another officer#



3ach deloyment of the T"S3R S"&& be investi%ated and documented in theoffense reort# This includes a contact deloyment$ as !ell as firin% of an aircartrid%e or other deloyment resultin% in a subect or animal receivin% an electricalchar%e from the T"S3R$ or !hen the T"S3R is activated 5SP"RL3D6 and thesubect is subdued/controlled !ithout actually receivin% an electrical char%e from

the MP)D# "ny accidental dischar%e of a T"S3R air cartrid%e S"&& bedocumented in a Deartmental Corresondence addressed to the Chief of Police#

D3P&,M3GT

-henever a T"S3R is to be deloyed it is the resonsibility of the officer to ma(ecertain officers on scene understand that the T"S3R is bein% deloyed and notlethal force$ rior to the deloyment of the MP)D if at all ossible# This S"&& beaccomlished throu%h the !arnin% announcement 9T"3R: to alert other officers$

as !ell as to rovide the subect an additional oortunity to cease the conduct thathas %iven rise to the deloyment of the T"S3R#

-hen an officer aroaches a subect !ith the intent to deloy the T"S3R anadditional officer should also aroach !henever ossible lethal cover should itbecome necessary for the rotection of life# Ferbal commands should be usedconstantly before 5!henever ractical6$ durin% and after the deloyment of theT"S3R to !arn the subect to cease his/her a%%ressive demeanor or action#

Subects$ !ho have received an electrical char%e from the T"S3R unit or robes$S"&& be treated as follo!s

,nce the subect is safely secured and in custody$ the arrestin% officer S"&&notify disatch that the subect has received an electrical char%e from the T"S3R#The time !ill be lo%%ed on the disatch lo%# )f the robes enetrate the s(in$ theuncture sites S"&& be e*amined by the officer$ the robes !ill be removed bythe officer$ and the area cleaned !ith an alcohol s!ab and banda%ed if needed andtransorted to the Eones County Eail#

)f the subect reuest medical aid$ the subect !ill be transorted to the emer%encyroom/hosital$ the transortin% officer !ill obtain a medical release from the medicalersonnel before the subect is transorted to ail#

,fficers must be a!are that one asect of ossible inury to a subect receivin% anelectrical char%e from a T"S3R is that of fallin% from a standin% osition#

The sent air cartrid%e and robes S"&& be collected and reserved as evidence#Caution should be e*ercised in handlin% robes that have enetrated a subectss(in# Such robes S"&& be ac(a%ed and handled !ith the same care as ahyodermic needle$ and S"&& be ac(a%ed in a suitable container to reventaccidental infection# The robes S"&& be labeled as a bioha'ard !hen submittedas evidence#



D,C8M3GT"T),G

The deloyin% officer is resonsible for documentin% the deloyment of the T"S3Rby comletin% the incident reort and Deartmental Corresondence$ indicatin% the

T"S3R use in the reort$ as !ell as submittin% a detailed account of the robablecause for deloyin% the T"S3R each time it is deloyed# )f the deloyin% officer isnot the rimary reortin% officer$ the deloyin% officer S"&& submit a detailedsulement to the case reort$ documentin% his/her role in the deloyment of theT"S3R#

The officer deloyin% the T"S3R S"&& ensure hoto%rahs$ are ta(en of thesubect receivin% an electrical char%e from the T"S3R$ 5contact or robes6$ ifossible$ !ith secial attention to any area inured and !here the char%e !asreceived# The officer S"&& also include detailed documentation in the incident

reort of ho! the inuries occurred# The deloyin% officer S"&& notify his/hersuervisor$ Chief of Police$ &ieutenant$ or Ser%eant of the use of the T"S3R toensure a detailed revie! of deloyment#

The T"S3R that !as used S"&& be turned into the Chief of Police or &ieutenantat that time so a deloyment reort is do!nloaded from a T"S3R data ort# ,nce arinted reort is obtained$ the Ta'er may return to service# " coy of the rinteddeloyment reort S"&& include the data rior to the deloyment$ the date ofdeloyment on a subect$ and the day after if available$ and then laced in the casefile folder#

S8P3RF)S,R R3SP,GS)I&))T)3S

Receive$ insect$ and ensure the maintenance and relacement of thedeartments T"S3R devices and related euiment# 3stablish and maintainsystems to record issuance of euiment# Return defective or dama%ed T"S3Rand air cartrid%es to the suliers# ,btain service and/or relacement for defectiveor dama%ed T"S3R comonents from the suliers# Revie! reorted uses of aT"S3R by deartment ersonnel and establish a system for maintainin% statistic onthe erformance of the T"S3R# 3nsure basic certification and re;certificationtrainin% on the T"S3R is rovided as needed$ as !ell as maintains a record of the

trainin%# "ll other duties as may become necessary for the emloyment$maintenance$ and enhancement of the Deartments T"S3R ro%ram#

;eneral ,rders

,fficer Complaints

Purpose:

To insure the integrity of this 'olice %epartment by establishing procedures

for handling complaints against officers in a fair and impartial manner.



Policy The Chief of Police !ill e*ercise staff suervision and authority overincidents of reorted or unreorted infractions that are investi%atedand may result on discilinary action#

Procedure

. !omplaints against officers must be in writing and signed by the

complainant. fficers will be notified at the time of the complaint

unless e&tenuating circumstances e&ist to prohibit such.

. !omplaints relevant to differences of opinion between an officer and a

citizen over the issuance of a traffic citation will not be investigated

unless there is an allegation of a violation of law or department rules on

the part of the officer.

!. !omplaints relative to difference of opinion between a citizen and the

arresting officer regarding the guilt or innocence of that citizen will be

properly disposed of within the judicial system. (f the citizen can

furnish sufficient evidence that the arrest was malicious and#or illegal,

the complaint /(22 be investigated. This complaint may be referred to

the ;ederal ureau of (nvestigation +;( if the complaint involved any

violation of civil rights.

%. !omplaints made against an officer will not be accepted more than

thirty +7D days after the alleged incident, unless the incident involves a

criminal violation in which the criminal statute of limitations will

prevail.

E. Each officer having knowledge of the reported incident shall submit a

statement of the facts of the case, as they observed it, to the !hief of

'olice. This statement should contain any and all information about the

incident by the officer, whether witnessed by or reported to the officer.

;. (n cases where the !hief of 'olice has initiated an investigation from a

written complaint against an officer, the investigation will end in one of

the following and be so noted in the officer"s permenant personnel fileattached to the complaint.

F.i.. Un!ounded F llegation+s is false or not factual

F.i./. onerated F (ncident complained on did occur

but was lawful and proper.

F.i.0. ot &ustained F (nsufficient evidence either to

prove or disprove the allegation+s.

F.i.3. &ustained F llegation+s is supported by

sufficient evidence to show the officer was improper in

action or deeds. %iscipline will be imposed on the

offending officer as determined by the !hief of 'olice.

>. fter receiving a Garrity /arning, an officer is required to answer



9. n officer will not be permitted to have counsel present during an

interview regarding an investigation of non*criminal conduct. The si&th

amendment right to counsel does not apply to civil or administrative

matters.

(. The $iranda /arning will be given to an employee if the investigation

is in a criminal matter.0. fficers have no e&pectation of privacy regarding their assigned storage

area within the police department.

+eserve ,fficers

Purose To establish %uidelines and rocedures for "nson Police Reserveofficers#

Policy)t is the olicy of this deartment that Reserve ,fficer must be ualified thesame as a re%ular full;time or art;time officer# Reserve officers mustfollo! the same olicies for re%ular officers !hen en%a%ed in theirofficial duties# Reserve officers are reuired to follo! an additional setof rocedures as outlined in this olicy#

Procedure Reserve ,fficers may or may not earn aid comensation for theduties erformed !ith the "nson Police Deartment#

f#i#4#1# Reserve ,fficers must comlete a minimum of 40

hours of +ield Trainin% before !or(in% a shift alone#

f#i#4#2# Reserve ,fficers may not en%a%e in off duty

outside emloyment as an "nson Police ,fficer at

anytime#

f#i#4#<# 3ncounterin% the ublic in an official caacity as

an "nson Police Reserve ,fficer !ill be limited life anddeath situations only#

f#i#4#4# Reserve ,fficers are reuired to !or( at least

one 12 hour shift er month#

f#i#4#=# Reserve officers are reuired to arran%e

schedulin% !ith the &ieutenant rior to the 1st of every

month to be scheduled#

f#i#4#># "nson Reserve Police ,fficers are reuired to

(ee u to date on all trainin% as reuired and

mandated by TC&3,S3 at their o!n e*ense#

f#i#4#?# "nson Police Reserve officers are ermitted to

carry a !eaon off duty but not reuired#

Anson PD General Orders

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Transcript of Anson PD General Orders