Rules of Conduct

• The Omaha Police Department (OPD) requires employees to demonstrate excellence, integrity, honesty, and good character.
• Public confidence relies on adherence to the Rules of Conduct.
• Employee actions are subject to scrutiny, and behavior reflecting poorly reflects on the Department and City.
• Statute or ordinance violations may lead to prosecution and OPD/City disciplinary action.
• Ignorance of OPD policies is not an excuse for violations.
• Employees are presumed familiar with relevant laws, orders, and directives.

Definitions

• Duty to Intervene: OPD officers must stop fellow officers or Public Safety Associates from using unreasonable force, if a reasonable oppurtunity exits.
• All OPD employees must stop fellow employee or Public Safety Associates from engaging in criminal acts if a reasonable oppurtunity exits.
• Duty to Report: OPD employees witnessing unreasonable force, criminal wrongdoing, serious OPD policy violations, or certain other policy violations by OPD employees must report it to a supervisor.
• Minor Violation: Violations potentially resulting in counseling or minor discipline like a reprimand.
  • Examples: tardiness, failure to attend training, uniform violations, improper care of equipment, radio communication violations, etc.
• Off-Duty: Time when employees are free from assigned duties.
• On-Duty: Time when employees are officially assigned and performing official duties.
• Public Safety Associate: Members of task forces, other agencies, volunteers, or representatives from support orginizations.
• Serious Violation: Violations that could lead to suspension without pay, demotion, or termination.
• Written Directives: Documents guiding employee performance, including training materials, orders, manuals, and policies.

Policy

• OPD employees must adhere to high moral and ethical standards, federal and state laws, City ordinances, City HR policies, Mayoral Executive Orders, the OPD Policies and Procedures Manual, unit/squad manuals, training, and Written Directives; violations could lead to termination.
• Employees must follow lawful orders from superior officers.
• Violations of regulations or laws may lead to reprimand, suspension, demotion, or termination upon Chief of Police recommendation.
• Official notification of disciplinary actions will follow collective bargaining agreements and/or City HR policies.
• Disciplinary actions can be appealed as described in collective bargaining agreements and/or City HR policies.
• Employee conduct is evaluated reasonably, considering intent and knowledge of the situation.
• Employees in on-duty undercover operations may be exempt from the Rules of Conduct with OPD supervisor approval, barring exceptional circumstances.
• OPD officers must uphold Constitutional Rights at all times.
• These Rules of Conduct are not all-inclusive.

Conduct Unbecoming an Officer or Employee

• OPD Rules of Conduct apply to on- and off-duty conduct, whether in uniform or plain clothes.
• Acts or omissions not in accord with moral/ethical codes are considered Conduct Unbecoming.
  • Violations of the employee’s applicable Code of Ethics.
  • Violations of the "Oath of Office" for sworn employees.
• Actions detrimental to the reputation of the officer, employee, Department, or City are considered Conduct Unbecoming.

Disobedience of Orders

• Failure to comply immediately with any lawful command or order from a command officer is Disobedience of Orders.
  • A command officer is any ranking OPD officer, or any OPD officer assigned by the Chief of Police.
• Orders must be obeyed, and questions submitted to the Chief of Police in writing.
• The issuer of a lawful order bears responsibility for its effect, not the subordinate carrying it out.

Insubordination

• Failure to show proper respect for the rank of any command officer, or official, through action or language is Insubordination.
• Complaints regarding a command officer must be submitted to the Chief of Police in writing.
• Supervisory employees and/or command officers must report actions of any officer or employee that may constitute Insubordination immediately, and in writing.
• Superior officers should avoid censuring officers or employees in front of others when reasonably possible.
• Superior officers are prohibited from injuring or discrediting subordinates through arbitrary conduct or abusive language.
• Employees must address superior officers by their full titles at all times while in uniform.
• Employees must never publicly criticize any superior officer or their orders.
• Loyalty and respect are for the lawful authority represented, not the individual.
• Employees should never start or repeat rumors.

Neglect of Duty

• Failure to completely carry out the duties and responsibilities of an assigned position, rank, or office is Neglect of Duty.
• Failure to act appropriately in response to an incident or acts of cowardice also constitute Neglect of Duty.
• Officers have a sworn duty to impartially enforce all laws, statutes, and ordinances, protect life and property, and take enforcement action against violators.
• Failure to carry out these responsibilities due to ignorance, inefficiency, or incapacity constitutes Neglect of Duty.
• Failure to comply with OPD Rules, Regulations, and Orders also constitutes Neglect of Duty.

Impairment by Alcohol, Drugs, or Other Substances

• Employees shall not use alcohol, Drugs, or Substances to a degree that discredits the Department, whether on or off duty.
  • "Drugs" include all substances not permitted by City Human Resources Policy.
  • "Substances" include products that impair an individual's ability to function.
• Employees must report fit for duty, not impaired by alcohol, Drugs, or other Substances for non medical use.
• Reporting for duty unfit due to alcohol, Drugs, or other Substances will result in disciplinary action.
• OPD supervisors must not assign subordinates to duty when they are unfit due to impairment.
• Failure of a supervisor to relieve an impaired subordinate and report it to the Chief of Police will result in disciplinary action against the supervisor.
• Disciplinary action will be taken against any impaired employee while on-duty, whether in uniform or plain clothes.
• Any impairment while in uniform may result in disciplinary action.
• Employees cannot enter places where alcohol is sold while on-duty or in uniform, except in the performance of official duties or to eat/purchase meals, snacks, or personal necessities.

Inefficiency or Incapacity in Service

• Employees may be subject to discipline if duties are not carried out due to physical, mental, or moral reasons or personal incompetence.

Failure to Make a Required Report or Making Improper, Incomplete, or False Reports

• Employees must make complete reports that adhere to Departmental training, policies, and procedures.
• A written report is required for any information submitted, unless directed otherwise by a command officer.
• All reports must be submitted in a timely manner.
• Employees must not deliberately make a false report.

Obligation to Provide Last Name, Badge Number and/or Serial Number Upon Request

• All OPD employees must provide their last name, badge number, and/or serial number upon request.
• Employees must identify themselves verbally and/or in writing.
• The spelling of the employee's last name shall also be provided if requested and when feasible.
• Employees’ personal contact information is not public information and shall not be provided.

Abuse or Misuse of Official Position or Authority

• OPD employees are prohibited from using their official positions and/or authority for any purpose outside of their official OPD duties.
• Officers must not interfere in private business or effect arrests in personal matters, except in cases of self-defense.
• OPD employees must not recommend attorneys, bondsmen, funeral homes, towing companies, or other professional services based on information gained through official duties.
• Employees must not assist others to enter into any type of compromise between a criminal, or suspected criminal, and their victim, with the objective of enabling the suspect, or criminal, to escape penalty or prosecution for their offense.
• Employees must consider all official business confidential.
• Employees shall not use Department materials for any personal, non-OPD purposes or for media-related purposes without prior approval from the Chief of Police or designee.

Use of Profane Language and Respect for Others

• OPD employees are representatives of the Department and must be professional, courteous, and respectful to all.
• All employees must maintain a calm, business-like, and helpful attitude.
• Derogatory, profane, or insolent language damages the Department's image.
• Employees must not use biased/prejudicial language, including offensive slurs or language inferring different treatment based on protected characteristics.
  • Protected characteristics include race, color, national origin, religion, gender, sexual orientation, gender identity, disability, age, and citizenship.
• This does not limit the ability of an OPD employee to report verbatim statements made by other persons to complete OPD work duties, including making reports or testifying in court.

Command Officers’ Duty to Report Rules Violations

• OPD command officers and employees in supervisory or management positions who are aware of a violation of any rule, regulation or Order of the Department must report such violations to the Chief of Police in writing.

Improper Handling of Persons or Property

• OPD employees must not abuse any person, verbally or physically, whether in custody or otherwise.
• OPD employees must use force only as described in the Department’s “Response to Resistance” policies and procedures and/or as is consistent with OPD training.
• Officers assume full responsibility for persons and/or their property upon taking them into custody.
• Upon taking persons and/or property into custody, OPD employees must make certain proper documentation is completed per OPD policies and procedures.
• Officers must seek immediate medical attention for unconscious or apparently injured persons.

Use of City and OPD Property

• All City of Omaha and OPD vehicles, property, and equipment must be handled conscientiously to prevent damage.
• Employees must not appropriate any lost, found, seized, or forfeited property for personal use.
• City-owned property used by employees is subject to inspection, entry, or search at any time without notice.
• City-owned property assigned to an employee must not be loaned to others.
• Any City of Omaha or OPD vehicles lost or damaged in any manner must be reported to the Chief of Police in writing.
• City of Omaha or OPD vehicles, property, or equipment must not be used for personal use or gain.
• All OPD employees who operate any city or OPD-owned vehicle must have a valid operator’s license.
• Employees whose license is expired, suspended, or revoked must advise their supervisor.
• City of Omaha or OPD vehicles may not be removed from their assigned locations without authorization.
• Employees in control of City of Omaha or OPD vehicles must comply with driving laws, wear seatbelts, and ensure that all passengers also wear seatbelts.
• Employees must treat City of Omaha or OPD vehicles with regard, both on- and off-duty.
• City of Omaha or OPD vehicles must not be used for pushing or towing except as authorized in the OPD “Crashes – Investigation Procedures” policy.
• Employees must request service/maintenance or repairs to vehicles in a timely manner.
• Employees must notify their supervisor immediately if a City of Omaha or OPD-owned vehicle is involved in a crash.

Neglecting to Pay a Just Indebtedness Within a Reasonable Time

• Employees must pay just debts within a reasonable time or make reasonable provisions for future payment.

Assignments to Duty

• Employees will be assigned to duty based on qualifications, abilities, and capabilities, with the approval of the Chief of Police.
• Applications for changes of assignment are subject to the approval of the Chief of Police.
• OPD employees must not request outside aid for transfer, assignment, or promotion.
• Assignments to duty, transfers, and requests for changes of assignment for sworn employees will be semi-annual the first (1st) Sunday in March and the first (1st) Sunday in September of each year.

Receiving or Accepting Any Fee, Reward or Gift of Any Kind for Services Rendered or Pretending to Be Rendered

• OPD employees must not expect or accept extra compensation from any person, outside the Department, unless approved by the Chief of Police.
• OPD employees must not solicit or accept any form of compensation or gifts for performing or not performing official duties.
• Offering anything of value to influence an employee is subject to investigation for attempted bribery.
• Employees may accept gifts such as food or snacks freely given by community members or businesses as a thank you or as part of a public awareness campaign that provides discounts to first responders or law enforcement in general with no expectation of a quid pro quo or deferential treatment.
• Solicitation of any discount or gift from any community member or business is strictly prohibited.

Unprofessional Actions or Conduct While On-Duty or In Uniform

• Any conduct bringing disrespect, ridicule, or justifiable criticism of the employee, City of Omaha, or Police Department may be subject to disciplinary action.
• All employees must be alert, efficient, neat, and businesslike.
• Smoking, vaping, and chewing tobacco during the performance of official duties are examples of unprofessional conduct and ethics.
• Sleeping on duty is prohibited.
• Employees must maintain the cleanliness of City of Omaha and OPD facilities.

Personal Activities

• OPD employees must not conduct Personal Activities while On-Duty.
• Personal Activities are defined as any activity not being performed on behalf of the Department while on-duty.

All Employees Subject to Call for Extra Duty

• OPD employees must immediately notify the Department of any change of address, telephone number, marital status, and dependency information.
• Employees must not be absent from their residence of record for more than seventy-two (72) hours without permission from the Chief of Police.
• All OPD employees are subject to recall to duty at any time an emergency arises.

All Employees Subject to OPD Rules of Conduct Whether On or Off Duty

• All officers are expected to meet any emergency and will be held responsible for any failure to do so.
• When an off-duty employee takes enforcement action, their actions will be evaluated against OPD policies and procedures and applicable laws/statutes.

Uniforms

• All officers must wear the prescribed uniform and rank insignia and provide themselves with the required equipment.
• Officers must be in complete uniform when on duty, unless otherwise prescribed.
• Officers must keep uniforms clean and neat, with badges, buttons, and shoes polished.
• No unauthorized items may be worn on the uniform.

Firearms

• All full-duty OPD officers must report for firearms qualifications as designated by the Chief of Police.
• Failure to qualify may result in failure to be recommended for pay increase and possible disciplinary action.
• Periodic inspection will be made of officers’ firearms to ensure they are authorized by the Department and properly maintained in good working order.
• Officers must exercise caution in the handling and use of firearms.
• Officers must not draw or display any firearm unnecessarily.
• OPD officers are authorized to use their firearms in accordance with the OPD “Response to Resistance – Use of Force” policy.

This lesson covers the key aspects of the Omaha Police Department's Rules of Conduct. It highlights the importance of ethical behavior, accountability, and the duty to intervene or report misconduct. It also clarifies that ignorance of policies is not a valid defense.