Rules of Conduct - 2

Employee Conduct and Responsibilities

• All OPD employees must promptly notify the Department of any changes to their address, phone number, marital status, or dependency information according to OPD procedures.
• Employees must obtain permission from the Chief of Police to be absent from their residence of record for over 72 hours; supervisors must be notified in writing of their whereabouts during such absences.
• OPD employees are subject to recall to duty during emergencies, which may result in the cancellation of previously approved leave.
• All employees are subject to OPD rules of conduct, whether on or off duty, and are responsible for acting in emergencies.
• Off-duty police actions are governed by and evaluated against OPD policies, procedures, and applicable laws.

Uniforms and Firearms

• Officers must wear the uniform, rank insignia, and equipment prescribed by the Chief of Police.
• Only approved uniforms and equipment are permitted while on duty.
• Officers must be in complete uniform when on duty unless otherwise directed, and mixing uniform and non-uniform clothing is prohibited.
• Uniforms must be clean, brushed, and pressed, with badges, buttons, and shoes polished; coats and blouses must be buttoned, and the uniform cap worn straight.
• Only decorations authorized by the Chief of Police may be worn on the uniform.
• Full-duty OPD officers must attend firearms qualifications as designated by the Chief of Police.
• Failure to qualify in firearms may affect pay increases and result in disciplinary action.
• Periodic inspections ensure firearms are authorized and properly maintained.
• Extreme caution must be exercised in handling and using firearms to avoid unnecessary firing and injury.
• Firearms should only be drawn or displayed when necessary.
• Officers are authorized to use firearms according to the OPD "Response to Resistance - Use of Force" policy.

Cooperation, Political Activity, and Working Day

• Failing to act on or transmit knowledge of an OPD matter to the proper authority in a timely manner may result in disciplinary action.
• Employees are required to cooperate fully with other Department employees and not withhold information for personal gain or other reasons.
• OPD employees cannot engage in political activity while in uniform or during work hours.
• Employees are expected to devote their entire shift to official police functions, excluding meal and break periods.
• Leaving an assigned duty post requires permission from a command officer or supervisor, except in emergencies, and must be followed by a report explaining the absence.
• Officers must report for duty before their shift to prepare, attend training, and plan operations, and must remain on duty after their shift to complete necessary activities.
• Employees must conscientiously perform duties, report incidents and hazards, and address matters requiring police action for the safety and protection of life and property.

Outside Employment, Leave, and Solicitation

• Outside employment requires approval from the Chief of Police or designee, following the OPD "Outside Employment" policy.
• Employees with approved outside employment cannot work more than 68 hours per week total or more than 12 hours in a single day, including their Police Department duties.
• Absences from duty require prior request and approval, as detailed in the OPD "Leave Procedures" policy, except in cases of illness or emergency.
• Employees cannot engage in fundraising activities or use their position for such activities without approval from the City of Omaha Human Resources Department Director.
• The City of Omaha Human Resources Department Director approves fundraising activities that align with the City's interests and do not place the City in an unfavorable light.
• OPD and City of Omaha policies do not limit off-duty activities conducted away from the workplace without City resources.

Conflict of Interest

• Employees must avoid activities that could be perceived as or develop into a conflict of interest.
• Employees must be free from bias or conflicts of interest arising from work, personal, or professional relationships.
• Conflicts must be immediately reported to a supervisor, who will attempt to resolve them.
• Decisions must be objective and consider the Department's best interests, free from personal interests.
• Employees must adhere to all city, state, and federal laws regarding conflict of interest and ethics.
• Actions conflicting with official duties or creating the appearance of impropriety must be avoided, except in undercover or pretextual situations.
• Responding officers will not issue citations based solely on an off-duty officer's word in minor traffic infractions where the off-duty officer is directly involved, to avoid the appearance of unfairness.
• Officers cannot take an active role in criminal investigations where they or an immediate family member are victims or suspects.
• Original and investigative reports must be signed by the preparing officer or employee and reviewed by an on-duty supervisor for off-duty incidents.
• Employees should avoid actions that could benefit themselves, their families, or associates through their Department actions, and report such conflicts to their supervisor.
• Conflicts of interest are handled individually, with potential actions ranging from monitoring to reassignment or divestment of conflicting interests. Violations may result in disciplinary action.
• City of Omaha Human Resources Department Policy 6-00, "Conflict of Interest," also applies.

Prohibited Associations and Relationships

• Employees must not knowingly associate with individuals engaged in criminal activities if it damages public trust, affects credibility, or creates impropriety.
• Association with convicted felons is prohibited if it brings unfavorable criticism to the department, excluding rehabilitation efforts or family members.
• On-duty interactions in accordance with authorized OPD duties are exempt.
• Employees must maintain high professional and ethical standards in all public contacts.
• Initiating or responding to social invitations with complainants, victims, witnesses, suspects, or traffic contacts during a pending case is prohibited.
• Business partnerships with convicted felons are prohibited if they bring unfavorable criticism to the Department, with exceptions for family members approved by the Chief of Police.
• Social, sexual, financial, or business relationships with confidential informants are prohibited, as is accepting gifts or gratuities from them.

Criminal Law Violations and Employee Duties

• Employees who are arrested, cited, questioned, or made subject to a criminal matter may face disciplinary action.
• Such incidents must be reported to their supervisor before their next shift, including their name, rank, offense, arrest location, and arresting agency.
• The supervisor must forward the information through the chain of command to the Deputy Chief/Director and the Deputy Chief of Professional Standards Bureau, who then notifies the Chief of Police.
• Employees must obey all laws, OPD directives, and lawful orders, and must report any violations they have committed or are alleged to have committed.
• A conviction is prima facie evidence of violating OPD Rules of Conduct and must be reported to their supervisor.
• When an OPD employee is detained as a suspect in Omaha, the investigating officer must notify the ranking field lieutenant, who will respond to the scene, determine the best course of action, and make appropriate notifications.
• The Deputy Chief or designee of the Professional Standards Office must be notified as soon as possible.
• Arrested employees may be relieved of duty with pay pending the outcome of the case and internal investigation, and may have their ID badge and/or proxy security card confiscated. Sworn employees may be reassigned to administrative positions.
• Employees relieved of duty or reassigned are not authorized for police-related off-duty/outside employment.
• The Public Information Office must be notified of potentially newsworthy incidents involving potential criminal activity by OPD employees that may draw media attention.
• Upon conviction or a sustained internal investigation stemming from an arrest, the Chief of Police and the employee’s Deputy Chief/Director and Captain will review the case to determine necessary discipline, up to termination.

Duty to Intervene and Report

• All employees have a duty to intervene, if appropriate, if they observe another OPD employee or Public Safety Associate engaging in unreasonable force or criminal acts.
• All employees have a duty to report to an appropriate supervisory authority if they observe another OPD employee or Public Safety Associate engaging in unreasonable force, or if they observe or become aware of any violations of federal law, state statue, local ordinance, or OPD policy.
• Sworn employees must intervene and report excessive or unreasonable uses of force.
• Officers, regardless of rank, must intervene if they witness a fellow officer or Public Safety Associate using clearly unreasonable force, and must report such incidents.
• Officers must intervene and report ongoing criminal acts by fellow employees or Public Safety Associates. Intervention should be private, and incidents must be reported through the chain of command.
• If a supervisor is suspected of wrongdoing, reports should go to the next higher command officer or the Chief of Police.
• Non-sworn employees must report unreasonable force, but should not intervene in official police actions due to potential danger or liability, instead calling 911 if necessary.
• Non-sworn employees must intervene and report criminal acts, intervening privately and reporting through the chain of command. As with sworn employees, wrongdoing by supervisors should be reported to the next higher command officer or the Chief of Police.
• Employees must report serious violations of OPD policies and procedures and must report minor violations if they happen at least twice in three months.

Departmental and Employee Information

• OPD employees have access to various databases, programs, systems, directories, files, and other resources containing information about employees, other persons, incidents, etc. These systems and databases are made available to employees for purposes of completing work duties and for ease of communication and information sharing while at work.
• Unauthorized access to and use of these resources is prohibited.
• Employees may not use or search OPD databases for curiosity or personal, non-work-related purposes.
• Disseminating, transferring, emailing, scanning, or taking pictures from OPD databases without a need-to-know for OPD-related purposes is prohibited.
• Supervisors will promptly address inappropriate use of databases with subordinates and report deviations to their bureau commander.
• Violations may result in internal discipline and penalties under federal and state law, following the OPD "Professional Oversight – Disciplinary Action" policy.

Questions about the policies of the Oakland Police Department are answered. Topics covered include reporting requirements, leave procedures, officer expectations during emergencies, uniform regulations and consequences of failing firearms qualifications. It also covers acting off duty.