North Las Vegas Police Department Policy Manual PDF

PO 1.00 CHAPTER: ORGANIZATION AND MANAGEMENT SUBJECT: VISION, MISSION, GOALS AND VALUES 1.01.01 – VISION...

PO 1.00 CHAPTER: ORGANIZATION AND MANAGEMENT SUBJECT: VISION, MISSION, GOALS AND VALUES 1.01.01 – VISION (revised 10/09) The NLVPD is committed to enhancing the safety and security of our citizens by providing effective, efficient law enforcement and promoting community partnerships. 1.01.05 – MISSION (revised 10/09) The mission of the NLVPD is to enforce state, Federal, and local laws within the framework of the constitution. We encourage the involvement of the community to assist in holding accountable those that commit crimes. 1.01.10 – GOALS (revised 10/09) The Department goals are: · reduce crime; · increase clearance rates; · continue community partnerships and programs; · employ fiscal oversight and reduce spending where possible by the evaluation of spending practices, purchasing supplies, and contract awards; · search for alternative funding sources that will provide the best opportunities to hire, purchase equipment, and acquire technologies. 1.01.15 – VALUES (revised 10/09) The Department values are: · Quality Service – We deliver the highest level of excellence and strive to continuously improve services. · Respect – We treat each other with respect in all interactions. · Integrity – We are committed to making the right decisions for the right reasons. · Teamwork – We sustain an environment that respects individual opinion while building consensus to a common goal. Chapter 1.01 NORTH LAS VEGAS POLICE DEPARTMENT POLICY MANUAL Page 1 of 2  PO 1.00 CHAPTER: ORGANIZATION AND MANAGEMENT SUBJECT: VISION, MISSION, GOALS AND VALUES · Creativity – We encourage risk taking in order to try new approaches and experiencing new ideas. · Accountability – We take ownership in what we do and do the job right. · Leadership – We inspire others to achieve their goals by leading by example. Chapter 1.01 NORTH LAS VEGAS POLICE DEPARTMENT POLICY MANUAL Page 2 of 2  PO 1.05 CHAPTER: ORGANIZATION AND MANAGEMENT SUBJECT: Department Organizational Chart and Terms 1.05.01 – ORGANIZATIONAL CHART (revised 4/19) The purpose of the Organizational Chart is to visually familiarize members with the Department Command Structure. Refer to pages 3 through 9 of this Chapter. 1.05.05 – DEFINED TERMS (revised 9/20) Beat – The primary subdivision of a district. Bureau – The primary subdivision of an office or division of the Department responsible for performing one or more functions. It may be commanded by any rank, depending on size, nature and importance. Command – The largest divisions of the Department responsible for performing specific functions and directed by a Captain and/or Manager. Command Staff – The NLVPD Command Staff consists of the Chief of Police, Assistant Chief and Captains. Commanding Officer – The Captain of the Division issuing an order or performing a specific function. Corrections Officer – Any duly sworn person authorized to execute limited police powers and charged with corrections responsibilities in connection with the NLVPD. The term shall be applied without regard to sex, rank, division, or duty. Detail – A temporary or periodic subdivision of a bureau designed to accomplish a specific task or series of tasks. Chapter 1.01 NORTH LAS VEGAS POLICE DEPARTMENT POLICY MANUAL Page 1 of 12  PO 1.05 CHAPTER: ORGANIZATION AND MANAGEMENT SUBJECT: Department Organizational Chart and Terms District – The largest designated patrol area of the City, as established by the Department. Division – A major component of a Command, responsible for a core process and commanded by a commissioned or non-commissioned administrator. Division Commander – Usually the lieutenant/manager of a Division. Employee, Member, Personnel, or Person – Any person employed by the NLVPD in a temporary, probationary, or permanent status. Incident Commander – The ranking officer in command and control of any incident until the arrival on scene of the Watch Commander. Lieutenant/Manager – Personnel appointed as the primary administrative head of a specific division/bureau. Neighborhood – A subdivision of a beat, which follows census tracts or contractor subdivisions. North Las Vegas Police Department (NLVPD) – Shall mean the North Las Vegas Police Department operating as the law enforcement agency within the incorporated areas of the City of North Las Vegas. Patrol area – A geographical area of the City, as established by the Department, primarily for the purpose of assigning personnel areas of responsibility on a given shift of duty. Patrol areas consist of districts and beats. Patrol Officer – An officer assigned for a shift of duty in a specific patrol area or other assignment. Patrol unit – An officer or officers assigned to a radio-equipped marked police vehicle for a shift of duty in a specific patrol area. Chapter 1.01 NORTH LAS VEGAS POLICE DEPARTMENT POLICY MANUAL Page 2 of 12  PO 1.05 CHAPTER: ORGANIZATION AND MANAGEMENT SUBJECT: Department Organizational Chart and Terms Police Officer – Any duly-sworn person authorized to execute police powers and charged with law enforcement responsibilities in connection with the NLVPD. The term shall be applied without regard to sex, rank, division or duty. Post assignment – Anywhere an employee is directed to report for duty will be considered a post assignment. Rank – A grade or class of official standing of members within the Department charged with supervisory or command responsibilities. Report classification – The identifying title of a report. Shift – A time division of the day for the purpose of personnel assignment. They are referred to as graveyard, day, and swing. Squad – A group of Department personnel assigned to specific days of work. This shall consist of squad "A" and squad "B". Staff – Personnel who assist a superior in carrying out assigned tasks. Superior – A person of higher rank. Supervisor – All supervisory personnel within the Department, both commissioned and civilian. Unit – A subdivision of a bureau or division and commanded by any rank, depending size, nature and importance. Watch Commander – A Police Operations or Corrections Command supervisor who is responsible for operational functions. This position will be a designated supervisor 24 hours a day and may be rotated between supervisors but will be clearly made known to other supervisors and to the Communications Division. Chapter 1.01 NORTH LAS VEGAS POLICE DEPARTMENT POLICY MANUAL Page 3 of 12  PO 1.05 CHAPTER: ORGANIZATION AND MANAGEMENT SUBJECT: Department Organizational Chart and Terms DEPARTMENT COMMAND STRUCTURE Administrative Support CHIEF OF POLICE Labor Relations Assistant Chief Director of the NLVCCC Executive Officer PIO Liaison Chapter 1.01 NORTH LAS VEGAS POLICE DEPARTMENT POLICY MANUAL Page 4 of 12  PO 1.05 CHAPTER: ORGANIZATION AND MANAGEMENT SUBJECT: Department Organizational Chart and Terms LAW ENFORCEMENT OPERATIONS/SUPPORT Administrative Support ASSISTANT CHIEF INVESTIGATIVE SERVICES POLICE OPERATIONS POLICE OPERATIONS OPERATIONS SUPPORT ADMINISTRATIVE Northwest Area Command South Area Command COMMAND SERVICES Investigations Division Patrol Operations Patrol Operations Resource Management Crime Analysis Narcotics Investigations Traffic Division Community Patrol Training Records Special Operations Radio Systems Dispatch Systems Support Animal Control Chapter 1.01 NORTH LAS VEGAS POLICE DEPARTMENT POLICY MANUAL Page 5 of 12  PO 1.05 CHAPTER: ORGANIZATION AND MANAGEMENT SUBJECT: Department Organizational Chart and Terms Chapter 1.01 NORTH LAS VEGAS POLICE DEPARTMENT POLICY MANUAL Page 6 of 12  PO 1.05 CHAPTER: ORGANIZATION AND MANAGEMENT SUBJECT: Department Organizational Chart and Terms Chapter 1.01 NORTH LAS VEGAS POLICE DEPARTMENT POLICY MANUAL Page 7 of 12  PO 1.05 CHAPTER: ORGANIZATION AND MANAGEMENT SUBJECT: Department Organizational Chart and Terms Fusion Center ARMOR Detective Bureau Gang Task Force CSI Evidence and Property Chapter 1.01 NORTH LAS VEGAS POLICE DEPARTMENT POLICY MANUAL Page 8 of 12  PO 1.05 CHAPTER: ORGANIZATION AND MANAGEMENT SUBJECT: Department Organizational Chart and Terms OPERATIONS SUPPORT COMMAND CAPTAIN Administrative Support Crime Analysis Recruiting Training Explorers Program Fusion Center Firearms Training Inservice Training Unit Backgrounds Investigative Crime Analysis Police Academy FTEP Community Engagement Operations Crime Analysis Victim Advocate Volunteers/Interns Chapter 1.01 NORTH LAS VEGAS POLICE DEPARTMENT POLICY MANUAL Page 9 of 12  PO 1.05 CHAPTER: ORGANIZATION AND MANAGEMENT SUBJECT: Department Organizational Chart and Terms ADMINISTRATIVE SERVICES SR. MANAGER OF ADMINISTRATIVE SERVICES Dispatch Records Resource Management Work Cards Accounts Receivable Fleet Services Accounts Payable Grants Warrant Records Budget Payroll Facility Management Purchasing Supply Chapter 1.01 NORTH LAS VEGAS POLICE DEPARTMENT POLICY MANUAL Page 10 of 12  PO 1.05 CHAPTER: ORGANIZATION AND MANAGEMENT SUBJECT: Department Organizational Chart and Terms EXECUTIVE OFFICER EXECUTIVE OFFICER Community Oriented Professional Internal Affairs Special Projects Policing Standards Body Worn Camera Chapter 1.01 NORTH LAS VEGAS POLICE DEPARTMENT POLICY MANUAL Page 11 of 12  PO 1.05 CHAPTER: ORGANIZATION AND MANAGEMENT SUBJECT: Department Organizational Chart and Terms North Las Vegas Community Correctional Center DIRECTOR OF Administrative Support THE NLVCCC Law Enforcement Community Services Inventory Control Captain Support Manager Support Specialist Specialist Law Enforcement Marshals Sergeant Lieutenants Support Supervisors Law Enforcement Marshals Sergeants Support Technicians Corrections Officers Classification Chapter 1.01 NORTH LAS VEGAS POLICE DEPARTMENT POLICY MANUAL Page 12 of 12  PO 1.10 CHAPTER: ORGANIZATION AND MANAGEMENT SUBJECT: CHAIN OF COMMAND 1.10.01 – CHAIN OF COMMAND (revised 6/20) Department activities and correspondence shall be carried out using the chain of command whenever possible. Chain of command will be adhered to by both supervisors and subordinates in all cases except the most routine. Routine is defined as basic general operation, on a day-to-day basis. 1.10.05 – OPEN DOOR POLICY (revised 10/05) The Department has an open door policy within the lines of communication. There is an avenue of communication open to employees through their chain of command. Employees are to ensure that this avenue is not misused. Supervisors within the chain have the right and responsibility to know that a concern has been taken beyond their area of control. Whenever possible, the supervisor shall be given the right to address and/or remedy the situation before it goes to another level in the chain. Personnel shall not contact appointed or elected officials regarding employment issues without first notifying their Department chain of command unless otherwise stated in the Department policy or procedure manuals. This shall not apply when contact is in conjunction with contract sanctioned union business. Chapter 1.10 NORTH LAS VEGAS POLICE DEPARTMENT POLICY MANUAL Page 1 of 1  PO 1.15 CHAPTER: ORGANIZATION AND MANAGEMENT SUBJECT: DIRECTION 1.15.01 – SUCCESSION OF COMMAND (revised 3/06) Should the Chief of Police be unable to perform the duties of the office due to incapacitation, death, or for any other reason, the City Manager shall appoint an Acting Chief in his stead. Should the Chief of Police be absent from the City, he shall appoint an Acting Chief in his stead. If ever the Department has an operation involving more than one command, division, bureau, shift, or detail, the overall command of the operation will be assigned to that supervisor initiating the operation, unless directed by the Watch Commander or designee. 1.15.05 – UNITY OF COMMAND (revised 3/06) Each member of the Department will be under the direct command of one supervisor. Supervisors will be accountable for the performance of employees under their immediate control. In routine circumstances, each employee is accountable to one supervisor. · If the employee’s supervisor is not available, the employee will be accountable to the next highest ranking person in their chain of command. · In case no ranking person is available to be accountable to, the employee will be accountable to the Watch Commander or designee. 1.15.10 – SPAN OF CONTROL (revised 11/13) In order to achieve effective direction, coordination and control, the number of employees under the immediate control of a supervisor shall not be excessive. The proper span of control will be determined by: · the ability of the subordinates; · the complexity of the tasks to be performed; · separation by time and place of the supervisor and subordinates; · time required for supervisor’s administrative and management tasks and duties. Chapter 1.15 NORTH LAS VEGAS POLICE DEPARTMENT POLICY MANUAL Page 1 of 2  PO 1.15 CHAPTER: ORGANIZATION AND MANAGEMENT SUBJECT: DIRECTION Limits on span of control under normal operations shall not exceed the following limits without authorization from the Chief: · lieutenant/manager level – 6 subordinate supervisors; · sergeant/first line supervisor level – 13 to 15 officers/employees; Special overtime assignments or detail span of control will be determined by the event coordinator. Chapter 1.15 NORTH LAS VEGAS POLICE DEPARTMENT POLICY MANUAL Page 2 of 2  PO 1.20 CHAPTER: ORGANIZATION AND MANAGEMENT SUBJECT: WRITTEN DIRECTIVES SYSTEM 1.20.01 – WRITTEN DIRECTIVES SYSTEM (revised 3/14) It is important that all personnel receive current information and consistent direction. This Written Directives System will be the means by which policies and procedures are developed, revised, and maintained. All orders issued will utilize this system. The purpose is to establish a consistent format for written orders, directives, and policies to ensure the proper preparation, indexing, and distribution to all concerned personnel; thus, personnel are kept aware of new and revised policies and procedures of the NLVPD. Personnel are responsible for familiarizing themselves with any and all written documentation pertaining to their respective assignments. 1.20.05 – DIRECTIVE TYPES (revised 4/15) The following are types of directives and positions authorized to issue them: General Order – An order issued by the Chief of Police or his designee that is a permanent order concerned with policy, rules, or procedures affecting more than one division. Special Order – An order concerning a policy, rule, or procedure affecting a specific command or division. A special order may be issued by the Chief of Police, Assistant Chief, Captain, or any of their designees in charge of the affected command. Personnel Order – An order that reflects actions such as appointments, assignments, transfers, promotions, and discipline. Personnel orders are issued by the Chief of Police or his designee. Memorandum – An informal written document that may or may not convey an order. It is generally used to clarify, inform, or inquire. It may be used for training announcements or other situations not covered by orders. It may be initiated at any level in the Department. It should generally follow the chain of command but lateral communication among supervisors is permitted. 1.20.10 – ORDER WRITING (revised 3/14) Policies and procedures will be in a written format. A prescribed format will be followed to ensure consistency and to provide necessary documentation. Chapter 1.20 NORTH LAS VEGAS POLICE DEPARTMENT POLICY MANUAL Page 1 of 1  PO 1.30 CHAPTER: ORGANIZATION AND MANAGEMENT SUBJECT: ANNUAL BUDGET PREPARATION 1.30.01 – ANNUAL BUDGET PREPARATION (revised 10/05) It is the policy of the North Las Vegas Police Department that all supervisors of the organization components participate in preparation of the Department's budget Chapter 1.30 NORTH LAS VEGAS POLICE DEPARTMENT POLICY MANUAL Page 1 of 1  PO 1.32 CHAPTER: ORGANIZATION AND MANAGEMENT SUBJECT: GRANTS 1.32.01 – GRANTS (revised 5/09) The Resource Management Division shall endeavor to identify grant funding opportunities that offer financial assistance in acquiring or enhancing the resources necessary for the Department to achieve its long-term strategic goals as well as its near-term operational priorities. It shall also ensure that all grants are financially managed in accordance with grantor agency requirements and applicable City financial policies. Chapter 1.32 NORTH LAS VEGAS POLICE DEPARTMENT POLICY MANUAL Page 1 of 1  PO 1.33 CHAPTER: ORGANIZATION AND MANAGEMENT SUBJECT: DONATION FUND/EQUIPMENT MANAGEMENT 1.33.01 – DONATION FUND/EQUIPMENT MANAGEMENT (revised 10/15) The NLVPD will accept monetary and equipment donations for the Department’s various programs, such as Shop With A Cop, National Night Out, Safe Halloween, the Honor Guard, the ViPS Program, etc. Monetary donations will be deposited into the City’s Fund 210 under the program for which the donation was intended. Equipment donations will be entered into Department inventory and be used by the program for which the donation was intended. Chapter 1.33 NORTH LAS VEGAS POLICE DEPARTMENT POLICY MANUAL Page 1 of 1  PO 1.40 CHAPTER: ORGANIZATION AND MANAGEMENT SUBJECT: SPECIALIZED ASSIGNMENTS 1.40.01 – SPECIALIZED ASSIGNMENTS (revised 11/21) It is the policy of this Department to make selections for specialized assignments by utilizing an interview/evaluation selection process that is fair to all internal applicants. The Chief of Police, at his or her discretion, may assign officers to specialized assignments not listed in bargaining agreements that meet specific needs of the Department. All supervisory assignments are appointed by the Chief of Police. Chapter 1.40 NORTH LAS VEGAS POLICE DEPARTMENT POLICY MANUAL Page 1 of 1  PO 1.45 CHAPTER: ORGANIZATION AND MANAGEMENT SUBJECT: MANAGEMENT INFORMATION SYSTEMS 1.45.01 – COMMANDER’S LOG (revised 3/09) The Commander's Log is a means of recording significant events and passing information from one shift to the next. Chapter 1.45 NORTH LAS VEGAS POLICE DEPARTMENT POLICY MANUAL Page 1 of 1  PO 1.50 CHAPTER: ORGANIZATION AND MANAGEMENT SUBJECT: HONOR GUARD 1.50.01 – HONOR GUARD (revised 8/19) The NLVPD Honor Guard is comprised of officers and supervisors at the discretion of the Chief of Police. The Honor Guard Commander will be a commissioned supervisor of the rank of Lieutenant or Sergeant as designated by the Chief of Police. Chapter 1.50 NORTH LAS VEGAS POLICE DEPARTMENT POLICY MANUAL Page 1 of 1  PO 1.55 CHAPTER: ORGANIZATION AND MANAGEMENT SUBJECT: VOLUNTEERS AND INTERNS 1.55.01 – VOLUNTEERS AND INTERNS (revised 7/20) The NLVPD has established a formal program for interns and volunteers whereby any individual desiring a position must submit a request through the proper channels and at the discretion of the Chief of Police must submit to a background investigation conducted by the NLVPD. Volunteer Program (revised 06/24) It is the policy of the NLVPD to use volunteers in those areas where their expertise or services would be beneficial to the Department and the community. Volunteers can perform a myriad of duties, including those of a clerical and non-technical nature, but will not supplant a regular employee and will not assume all duties of any established classification. Volunteers in Police Service (VIPS) are not to represent themselves as law enforcement officers. For purposes herein, a volunteer is defined as any civilian person who offers one’s services to the Department for no compensation. Not included in the definition of volunteers are interns (persons enrolled in a school for credit), reserve personnel and explorers. All persons interested in volunteering their services must; Be a U.S. Citizen, or have current Lawful Resident Status Must be able to lawfully work in the United States Be 18 years or older Be willing to volunteer 16 hours per month Citizen’s Patrol volunteers must have a current Nevada Driver’s License and have held a license for two years Successfully pass a background check Those interested should contact the Police Community Services Program Manager to begin the process, or complete an Interest Card at www.cityofnorthlasvegas.com. Student Intern Program (revised 07/23) A formal student intern program, which fosters and encourages academic and career interest in law enforcement-related careers, is utilized by various divisions within the Department. The program will work in conjunction with schools to offer academic credit for Chapter 1.55 NORTH LAS VEGAS POLICE DEPARTMENT POLICY MANUAL Page 1 of 2  PO 1.55 CHAPTER: ORGANIZATION AND MANAGEMENT SUBJECT: VOLUNTEERS AND INTERNS internship. Student interns wishing to receive academic credits must: Be a U.S. Citizen, or have current Lawful Resident Status Must be able to lawfully work in the United States Be enrolled in an accredited school Submit a letter of intent from that institution’s intern program to the Police Community Services Program Manager Must meet all the goals, objectives and work/credit requirements mandated by the institution Successfully pass a required background investigation 1.55.10 – RECAP Program (issued 12/21) To support its goals of reducing crime and continuing community partnerships, the Department supports the RECAP Program. RECAP (Rebuilding Every City Around Peace) deploys faith-based volunteers to quell hostility and bring peace to emotionally charged scenes, neighborhoods, and/or crowds of people, particularly in the immediate aftermath of violence. Chapter 1.55 NORTH LAS VEGAS POLICE DEPARTMENT POLICY MANUAL Page 2 of 2  PO 2.01 CHAPTER: PERSONNEL MATTERS SUBJECT: REQUIREMENTS 2.01.01 – PERSONNEL STATUS REQUIREMENTS (revised 9/10) Commissioned and non-commissioned personnel within the NLVPD must be able to report to duty in a timely manner. 2.01.05 – PHYSICAL FITNESS REQUIREMENTS (revised 9/10) Employees are required to perform and maintain a level of physical fitness in order to perform their duties effectively. If a question arises as to the employee’s ability to perform those duties due to a low level of health or fitness, the employee may be required to submit to a physician’s examination. 2.01.10 – HEARING CONSERVATION PROGRAM (revised 9/10) The NLVPD has established and implemented a procedure to monitor the staff’s exposure to noise and will provide annual hearing tests and staff training to reduce potential hearing loss for staff who are exposed to unacceptable noise levels as designated by industry standards. Chapter 2.01 NORTH LAS VEGAS POLICE DEPARTMENT POLICY MANUAL Page 1 of 1  PO 2.05 CHAPTER: PERSONNEL MATTERS SUBJECT: PERSONNEL NUMBERS, IDENTIFICATION CARDS, PROXIMITY ACCESS CARDS 2.05.01 – PERSONNEL NUMBERS (revised 10/05) All personnel are assigned a personnel number (P#) by the Work Card section of the NLVPD Records Division. The P# is used to identify the employee in computer systems and for other work related purposes. A Work Card supervisor must resolve discrepancies in personnel numbers and send a memo to applicable bureaus if a change in number is needed. 2.05.05 – IDENTIFICATION CARDS (revised 10/05) All staff will visibly display their issued badge or City picture identification at all times while at NLVPD facilities to ensure the security of the Department. 2.05.10 – PROXIMITY ACCESS CARDS (revised 10/05) The NLVPD will provide safe and efficient access of each facility to authorized personnel, with a pre-determined security matrix. Chapter 2.05 NORTH LAS VEGAS POLICE DEPARTMENT POLICY MANUAL Page 1 of 1  PO 2.10 CHAPTER: PERSONNEL MATTERS SUBJECT: REPORTING FOR DUTY AND LEAVE TIMES 2.10.01 – REPORTING FOR DUTY (revised 12/12) All personnel will be present for duty on time and will be physically and mentally fit to perform their duties. They will be properly equipped and will become aware of any information necessary to properly perform those duties. Absence without leave is an unauthorized absence and is subject to disciplinary action. An employee absent from duty without explanation in excess of one day shall be considered to have abandoned the position and may be terminated. 2.10.05 – SICK LEAVE (revised 5/17) Employees will be permitted to take sick leave per contractual bargaining agreements. 2.10.07 – 85/15 LIGHT DUTY PLAN (revised 12/12) Any light duty non-work related injuries will be limited to 90 calendar days under the 85/15 Light Duty Plan. 2.10.13 – NO PAY STATUS (revised 12/12) No employee will be allowed to go into a No Pay status unless it has been approved by the City Manager or the Chief of Police. In instances where an employee is on leave pursuant to the Family Medical Leave Act (FMLA), the rules that apply to their FMLA status will be in effect. For those employees not having adequate time in their sick leave banks to cover their absences, disciplinary action will be taken. No other accrued leave banks can be used in the place of sick leave without prior approval. 2.10.15 – ANNUAL LEAVE (revised 12/12) Absences not specifically outlined on the leave request form may be charged to annual leave. Leave must be pre-approved. Accrual of time is set forth in contractual bargaining agreements. 2.10.20 – HOLIDAY LEAVE (revised 12/12) Chapter 2.10 NORTH LAS VEGAS POLICE DEPARTMENT POLICY MANUAL Page 1 of 2  PO 2.10 CHAPTER: PERSONNEL MATTERS SUBJECT: REPORTING FOR DUTY AND LEAVE TIMES Accrual of holiday leave is set forth in contractual bargaining agreements. Leave must be pre-approved. 2.10.25 – MILITARY LEAVE (revised 12/12) Required military leave shall be provided according to Federal law. Voluntary military leave time will be charged to annual leave and be subject to the provisions of annual leave. 2.10.30 – LEAVE WITHOUT PAY (revised 12/12) Leave without pay is defined in North Las Vegas Municipal Code 2.68.360 and contractual bargaining agreements. 2.10.35 – MEAL PERIOD/BREAKS (revised 6/20) Commissioned police and corrections officers are allowed to take one 60 minute meal period per shift. They are required to be available for immediate call back at any time during meal periods and breaks. Non-commissioned personnel on duty will follow contractual agreements. Chapter 2.10 NORTH LAS VEGAS POLICE DEPARTMENT POLICY MANUAL Page 2 of 2  PO 2.15 CHAPTER: PERSONNEL MATTERS SUBJECT: OVERTIME 2.15.01 – OVERTIME (revised 8/22) Overtime refers to hours worked, with supervisory authorization, in excess of an employee’s regularly scheduled work day or work week. Overtime will be distributed equitably among those employees who are qualified and eligible. Compensation for overtime will be in accordance with collective bargaining agreements or applicable City ordinances. Chapter 2.15 NORTH LAS VEGAS POLICE DEPARTMENT POLICY MANUAL Page 1 of 1  PO 2.20 CHAPTER: PERSONNEL MATTERS SUBJECT: TELEPHONE AND TELETYPE PROTOCOL 2.20.01 – PERSONAL TELEPHONE CALLS (revised 9/11) Personal calls must be kept to a minimum. 2.20.05 – LONG DISTANCE CALLS/FAX MACHINES (revised 9/11) All long distance phone calls and faxes must be business related. Any deviation must be authorized by a Division Commander or the Chief’s Office. 2.20.10 – CELLULAR TELEPHONES (revised 9/21) Cellular telephones may be issued to personnel having a need for them as determined by the Chief or designee. Employees assigned a cellular phone must use it for police business only. The cost for personal use will be reimbursed by the employee. Unless authorized by a supervisor, personnel will not communicate the details of a crime scene to outside parties by means of a cell phone or other device while they are still at the crime scene. Employees assigned a cellular phone or other mobile device are not allowed to install any personal use software application or any application that uses end-to-end encryption or any other means with the intent to avoid the creation, retention, or lawful discovery of records or data relating to the communications of a peace officer. 2.20.15 – PERSONAL COMMUNICATION DEVICES (revised 9/11) Except in the case of an emergency and only where practical, employees who are operating Department vehicles shall not use cellular phones or other personal communication devices while driving unless they are specifically designed and configured to allow hands-free listening and talking. (Refer to PR 3.65.01) Chapter 2.20 NORTH LAS VEGAS POLICE DEPARTMENT POLICY MANUAL Page 1 of 1  PO 2.25 CHAPTER: PERSONNEL MATTERS SUBJECT: SHIFT/BID ASSIGNMENTS, TRANSFERS, AND RESIGNATIONS/RETIREMENT 2.25.01 – ANNUAL SHIFT/BID ASSIGNMENTS (revised 10/05) Commissioned and non-commissioned personnel will refer to their respective Labor/Management contractual agreements for information regarding annual shift/bid assignments. Unless specified by contractual agreements, or unless special staffing situations occur, employees will remain assigned to their selected shift for one year. 2.25.05 – TRANSFERS (revised 10/05) All transfers within the Department will be based on Department needs. The Chief will make the final decision regarding the occurrence of transfers from one division/area command to another and their duration. Requests will be submitted through the requestor’s chain of command and will state the reason for transfer. 2.25.10 – RESIGNATION/RETIREMENT (revised 10/05) Terms of resignation or retirement will comply with current contractual agreements, Civil Service Ordinances and/or North Las Vegas City Ordinances. Chapter 2.25 NORTH LAS VEGAS POLICE DEPARTMENT POLICY MANUAL Page 1 of 1  PO 2.30 CHAPTER: PERSONNEL MATTERS SUBJECT: CALL BACK AND STANDBY 2.30.01 – CALL BACK (revised 10/05) In emergencies, employees may be called back to active duty even if they have completed their assigned shift. After being notified, employees will be required to report back to duty within a reasonable time period. Call back compensation will be in accordance with current contractual agreements or City Ordinances. 2.30.05 – STANDBY (revised 10/05) Employees may be placed on standby in anticipation of being called back to duty after going off shift at the discretion of the Chief of Police or designee. Chapter 2.30 NORTH LAS VEGAS POLICE DEPARTMENT POLICY MANUAL Page 1 of 1  PO 2.35 CHAPTER: PERSONNEL MATTERS SUBJECT: OFF-DUTY AND EXTRA-DUTY EMPLOYMENT 2.35.01 – OFF-DUTY EMPLOYMENT (revised 12/05) Employees wishing to take additional employment during off-duty hours will request and receive written approval from the City Manager, through the Chief of Police, using the City of North Las Vegas Request for Approval of Secondary Employment form before accepting employment. If it is determined that the off-duty employment anticipates the use or potential use of law enforcement powers which could adversely affect on-duty performance or the Department’s image or efficiency, the request may be denied. Each off-duty employment request will be resubmitted on an annual basis for re-approval. If the off-duty employment interferes with the Department’s image or efficiency, the on- duty performance of the employee, or involve the misuse of the commission, the employee will be required to terminate said employment. The employee’s primary obligation and responsibility must be to the Department. Employees directed to work overtime will do so regardless of their off-duty employment situation. An employee will not be permitted to continue off-duty employment if the employee is absent from regular duty due to illness or disability unless prior approval is received from the Chief of Police. 2.35.05 – EXTRA-DUTY EMPLOYMENT (revised 12/05) All commissioned employees will obtain prior approval from the Operations Division Commanders or designee before taking extra-duty employment. Definitions Extra-duty Employment – an extension of the sworn officer’s Departmental responsibilities provided by the Department as a supplementary police service to a secondary employer. It shall be conditioned upon vested police powers of sworn personnel. The service shall be given during the employee’s off-duty hours. Secondary Employer – a company or entity not part of the City of North Las Vegas. Extra-duty Coordinator – designated by the Operations Division Commanders or designee. Chapter 2.35 NORTH LAS VEGAS POLICE DEPARTMENT POLICY MANUAL Page 1 of 1  PO 2.37 CHAPTER: PERSONNEL MATTERS SUBJECT: OFF-DUTY ENFORCEMENT 2.37.01 – OFF-DUTY ENFORCEMENT (revised 5/06) Even while officially “off-duty,” officers of the Department will always be subject to orders from competent authority and to emergency requests for assistance from citizens. In the event of a felony in progress, an officer need not take direct action or identify himself if he is unarmed. Chapter 2.37 NORTH LAS VEGAS POLICE DEPARTMENT POLICY MANUAL Page 1 of 1  PO 2.40 CHAPTER: PERSONNEL MATTERS SUBJECT: LAWSUITS, REQUIRED COURT APPEARANCES 2.40.01 – LAWSUITS (revised 5/11) The NLVPD will comply with attempts by process servers to serve legal papers on, or deliver legal papers to the Department or any employee of this Department. Employees who become subjects of lawsuits in the line of duty must notify the City Attorney to request representation. Notification must be made immediately upon receiving the summons or notification of the lawsuit. The City will provide liability protection in accordance with current contractual agreements and Nevada Revised Statutes. 2.40.05 – REQUIRED COURT APPEARANCES (revised 5/11) Employees who are called or notified at least five business days prior to a court date to give testimony about events arising out of their employment must appear in court. Failure to appear without legitimate reason may result in disciplinary action by the Department. Chapter 2.40 NORTH LAS VEGAS POLICE DEPARTMENT POLICY MANUAL Page 1 of 1  PO 2.45 CHAPTER: PERSONNEL MATTERS SUBJECT: EMPLOYEE RESOURCES 2.45.01 – EMPLOYEE RESOURCES (revised 08/23) An employee assistance resource representative (EARR) is available within the Department to provide confidential, short-term counseling and referral assistance to employees with personal issues that may or may not affect job performance and health. EMPLOYEE ASSISTANCE RESOURCE REPRESENTATIVE (EARR) Purpose The City of North Las Vegas has recognized the value of providing wellness resources for NLVPD employees to process traumatic incidents or stress. The EARR program’s goal is to assist department employees with stressors caused by significant emotional events. Confidentiality Confidentiality in EARR will be maintained within the rules established by federal, state law and professional ethical standards. Disclosure of information shared by the employee to any source without the prior written consent of that employee is prohibited. This means the fact that an employee has consulted with EARR, as well as the details of the conversation are protected against disclosure. Confidentiality must be maintained across several levels on behalf of the employee. This means information about the employee cannot be revealed in conversations with their chain of command or with different individuals and/or sections within the organization such as co- workers, managers, supervisors, bureau commanders, director, human resources, and employment diversity. The information given during EARR contact will remain confidential and will not be discussed with anyone unless: The employee is an immediate danger to self or others The employee admits to the commission of a felony crime and other specific crimes: Chapter 2.45 NORTH LAS VEGAS POLICE DEPARTMENT POLICY MANUAL Page 1 of 4  PO 2.45 CHAPTER: PERSONNEL MATTERS SUBJECT: EMPLOYEE RESOURCES 1. Suspected child neglect or abuse 2. Domestic violence 3. Factual elderly abuse As employees/Officers of NLVPD, we are mandated to report any allegations and or suspicion of child abuse. Should a call be received advising that a felony or other specific crime has been committed the following actions should occur: Advise of our obligation to report Advise the EARR Coordinator of the allegations Contact the appropriate reporting agency under advisement of the EARR Coordinator If the allegations are unclear and/or you are unsure that a felony crime has been committed, please obtain as much information as possible and brief the EARR Coordinator immediately. Anonymity Employees (self or someone calling about another) of the program may choose to remain anonymous. Those who call EARR for assistance are not required to identify themselves. EARR records Keeping Only those notations necessary to ensure appropriate and timely assistance to program participants will be temporarily maintained. Upon completion of assistance, all notations will be confidentially disposed of. EARR services available The employee assistance resource representative program will provide individual and/or group peer support to all members of the department. Some of the services available through the program are as follows: Support: general and post-traumatic stress, post-shooting trauma, crisis intervention, violence reduction, family relations, grief issues, alcohol and/or drug dependency, gambling issues, financial problems, or any other issue participants wish to discuss. Chapter 2.45 NORTH LAS VEGAS POLICE DEPARTMENT POLICY MANUAL Page 2 of 4  PO 2.45 CHAPTER: PERSONNEL MATTERS SUBJECT: EMPLOYEE RESOURCES Critical incident: response, intervention, debriefing and defusing. Military deployment: support for employees being deployed. This support is also extended to family members while their loved one is deployed. Referral: to community resources, such as professional counseling, therapy, support groups and treatment centers. Other types of assistance will be made available to department members if a specific need is recognized or requested. Wellness Checks EARR employees will schedule a voluntary visit with employees in high-risk assignments (dispatch, fatal traffic unit, CSI, homicide and the special victims unit) once a year. The purpose of the wellness check is to provide a safe environment to discuss stressors, learn positive ways of dealing with those identified stressors and remind the Officers about the resources EARR can provide them An employee assistance program (EAP) is also available through CNLV Human Resources to assist employees in addressing personal issues. Police Chaplains are available to counsel employees on personal or family issues. Chaplains are clergymen who perform this service on a voluntary basis. A list of current chaplains’ names and phone numbers is posted on the briefing room bulletin board. The chaplains’ duties, responsibilities and roles are found in the NLVPD Chaplaincy Program. Employees severely injured or suffering a traumatic incident in the line of duty will receive a psychiatric or psychological evaluation. At the direction of the Chief of Police, additional evaluations will be given at three months, six months, and twelve months after the incident, if required. The line of duty death policy ensures proper support and emotional care for an officer’s family following a line of duty death. The Department provides assistance to the immediate survivors Chapter 2.45 NORTH LAS VEGAS POLICE DEPARTMENT POLICY MANUAL Page 3 of 4  PO 2.45 CHAPTER: PERSONNEL MATTERS SUBJECT: EMPLOYEE RESOURCES of any commissioned officer who dies in the line of duty. Contact the EARR Program Coordinator for full procedures. Chapter 2.45 NORTH LAS VEGAS POLICE DEPARTMENT POLICY MANUAL Page 4 of 4  PO 2.50 CHAPTER: PERSONNEL MATTERS SUBJECT: PERFORMANCE EVALUATIONS 2.50.01 – PERFORMANCE EVALUATIONS (revised 10/09) All employees shall receive a performance evaluation consistent with City policy. Chapter 2.50 NORTH LAS VEGAS POLICE DEPARTMENT POLICY MANUAL Page 1 of 1  PO 2.55 CHAPTER: PERSONNEL MATTERS SUBJECT: TRAINING ISSUES 2.55.01 – TRAINING (revised 6/21) In-service training is designed to help NLVPD staff obtain training. It does not guarantee advancement or promotion, nor grant any rights of preferment relative to selection, transfer, or promotion. Commissioned employees must have the required training outlined below and a minimum of 12 hours of additional training in order to maintain a Nevada POST Basic Certificate. · Bi-annual qualifications in the use of each firearm authorized to use. · Annual training in each less lethal weapon or device authorized to use. · Annual training in the use of arrest and control tactics, including techniques related to applying handcuffs, taking down suspects, self-defense and retention of weapons. · Training in effective responses to incidents involving dogs or where dogs are present (police commissioned employees only). · Annual review of the use of force policy. · Annual Firearms training. · Annual training in Racial Profiling. · Annual training in Mental Health. · Annual training in Officer Well-Being. · Annual training in Implicit Bias Recognition. · Annual training in De-Escalation. · Annual training in Human Trafficking. Commissioned employees who are on any work status other than full duty will not be permitted to attend any training courses, with the exception of Department mandated training or POST required training; and any such training must not violate conditions of the physician’s orders. 2.55.05 – TRAVEL AND TRAINING EXPENSES (revised 5/15) Chapter 2.55 NORTH LAS VEGAS POLICE DEPARTMENT POLICY MANUAL Page 1 of 3  PO 2.55 CHAPTER: PERSONNEL MATTERS SUBJECT: TRAINING ISSUES Training is provided to assist employees in meeting job requirements, updating skills, improving job performance and increasing knowledge, while meeting the needs of the Department. At times, employees are assigned to attend mandatory training that is provided as in-service training and does not require additional documentation. However, specialized, advanced or supplemental training that an employee wishes to attend and is offered from an outside source and/or offered as in-service training requires a Request for Training or Travel form to be completed. Travel and training related expenses include: · Travel to/from the site of out of area training; · Tuition/registration fees; · Books and supplies; · Per diem · Hotel and airport parking. 2.55.10 – DEPARTMENT TRAINERS/INSTRUCTORS (revised 3/21) The NLVPD shall maintain an adequate number of trainers and instructors to meet Department goals and objectives. All Department trainers and instructors shall, as directed: · Prepare lesson plans; · Prepare training presentations; · Prepare training needs assessments; · Perform all other designated training assignments as deemed necessary. Every Department instructor, including Department Training Officers (DTOs), shall complete a 40-hour Nevada POST certified Instructor Development Course prior to receiving any teaching assignments. Any DTO, including non-commissioned, that has not trained an employee over a period of 36 consecutive months, must attend an FTO refresher course prior to being assigned a trainee. This requirement may be waived by the Captain of the affected area. Chapter 2.55 NORTH LAS VEGAS POLICE DEPARTMENT POLICY MANUAL Page 2 of 3  PO 2.55 CHAPTER: PERSONNEL MATTERS SUBJECT: TRAINING ISSUES Commissioned employees who are on any work status other than full duty will not be permitted to instruct or co-instruct any training courses. 2.55.15 – TRAINING NON-GOVERNMENT EMPLOYEES (revised 5/15) It is the policy of this Department that NLVPD personnel are not authorized to teach or demonstrate skills attained through the NLVPD to persons not associated with a law enforcement agency. Any instruction in high liability areas to be delivered by NLVPD staff must be requested via memo and approved through the requestor’s chain of command, regardless of the expectation of pay for the training. This includes, but is not limited to techniques such as: · baton use; · handcuffing; · weapon retention; · defensive tactics; · use of force polices of the NLVPD. Exceptions to this policy must be granted by the Chief of Police or designee. 2.55.20 – TRAINING ATTENDANCE (revised 6/10) Employees are responsible for attending mandatory training. 2.55.25 – MENTORING (revised 6/15) The Department places a high priority on mentoring as part of our overall career development philosophy. Mentoring is an ongoing responsibility for all Department supervisors. The Training Division will assist supervisors in fulfilling this objective through coordinated training programs designed to increase core skills, knowledge and abilities in our personnel. Chapter 2.55 NORTH LAS VEGAS POLICE DEPARTMENT POLICY MANUAL Page 3 of 3  PO 2.60 CHAPTER: PERSONNEL MATTERS SUBJECT: WEAPONS CERTIFICATION 2.60.01 – FIREARMS (revised 6/20) All sworn personnel are required to qualify once every six months with Department authorized firearms as specified in the Police and Corrections Procedure Manuals. Only Department authorized firearms and ammunition will be used. 2.60.05 – PREGNANT OFFICER EXEMPTION WAIVER (revised 3/12) This Department allows pregnant officers to decide for themselves to take the risk of continuing firearms activities. Prior to continuing firearms activities, a signed release/waiver (form 21.160) must be signed in front of a supervisor acknowledging they are aware of potential risks to the fetus if they wish to continue despite the City’s recommendation to forego firearms activities during pregnancy. If the officer is assigned to uniform patrol and chooses not to qualify/carry the firearm, the officer shall request specialized/modified duty for the duration of the pregnancy. 2.60.10 – LESS LETHAL WEAPONS (revised 3/12) All commissioned personnel assigned to uniformed assignment who have already been certified, must re-certify annually with a Department authorized taser, baton, and OC spray. The taser, baton, and OC spray will be carried while assigned to a uniform function by personnel certified to carry such weapons. All Animal Control officers will re-certify annually with OC spray and taser. Annual re-certification shall include a review of laws and Department policy concerning use of force. Chapter 2.60 NORTH LAS VEGAS POLICE DEPARTMENT POLICY MANUAL Page 1 of 1  PO 2.65 CHAPTER: PERSONNEL MATTERS SUBJECT: DEFENSIVE TACTICS OVERSIGHT COMMITTEE 2.65.01 – DEFENSIVE TACTICS OVERSIGHT COMMITTEE (revised 10/05) The defensive tactics oversight committee is appointed by the Chief of Police and consists of a Chairperson and a minimum of three members and one alternate. The Chairperson will have training and experience equal to an instructor-trainer in law enforcement defensive tactics and impact weapons. Each committee member will be a certified instructor in defensive tactics and impact weapons, with a minimum of two years training experience. The committee is responsible for establishing training standards and regulating lesson plan content, as well as certification and re-certification of instructors for defensive tactics and other related use of force programs, excluding firearms and emergency vehicle operations. Related use of force programs are those not considered unique to a specialized unit. The committee will meet a minimum of every six months to review current training needs for basic and re-certification courses in defensive tactics related subjects. They may meet on an as needed basis to address training issues that arise. Chapter 2.65 NORTH LAS VEGAS POLICE DEPARTMENT POLICY MANUAL Page 1 of 1  PO 2.70 CHAPTER: PERSONNEL MATTERS SUBJECT: BRIEFING 2.70.01 – BRIEFING (revised 10/05) The briefing session at the beginning of each shift is designed to pass information between the commissioned officers of the previous shifts to the oncoming shift of officers and to allow supervisors the opportunity to evaluate officers' readiness to assume duty. Additionally, briefing will facilitate the exchange of information between specialty details and bureaus to patrol personnel. All commissioned officers should attend briefing. Personnel from other divisions and bureaus are urged to attend briefing sessions as often as possible during their tour of duty to maintain open lines of communication between all personnel of the Department. 2.70.05 – UNION REPRESENTATIVE ATTENDANCE AT BRIEFING (revised 4/14) In accordance with current collective bargaining agreements, union representatives will be permitted to briefly exchange information with members of their specific bargaining unit when permission has been obtained in advance from the Area Commander and the requirements of the collective bargaining agreement have been satisfied. In an effort to protect employees’ rights, this exchange of information will be restricted to those employees that are represented by the specific collective bargaining unit that has sought advance permission. Specifically, when information is being exchanged by union representatives in briefing in accordance with the terms of collective bargaining agreements, supervisors will not be present when non-supervisors exchange information with their bargaining unit, and non-supervisors will not be present when supervisors exchange information with their bargaining unit. Chapter 2.70 NORTH LAS VEGAS POLICE DEPARTMENT POLICY MANUAL Page 1 of 1  PO 3.01 CHAPTER: RULES AND REGULATIONS SUBJECT: PERFORMANCE ISSUES 3.01.01 – UNSATISFACTORY PERFORMANCE (revised 10/06) NLVPD staff members shall perform their duties with the highest standards of efficiency to carry out the functions and objectives of the Department. Indications of unsatisfactory performance include, but are not limited to: · a lack of knowledge to apply laws required to be enforced; · unwillingness or inability to perform assigned tasks; · failure to conform to work standards for the rank, grade, or position; · failure to act appropriately on the occasion of a crime, disorder, or other condition deserving police attention; or · absence without leave. The following examples may also be considered evidence of unsatisfactory performance: · performance deficiencies or written records of infractions of rules, regulations, directives, or orders of the Department for the time period set by current labor agreements. 3.01.05 – NEGLECT OF DUTY (revised 10/06) Employees will remain attentive to assigned responsibilities, respond in a prompt manner appropriate to circumstances when dispatched or ordered to respond to a situation, and remain awake on duty. Postponing response or failure to respond without proper justification may be considered neglect of duty. While on Department property, all employees will wear their identification badges. Employees will not malinger or shirk duties, enter taverns, theaters or other establishments, or attend public entertainment except to further job duties, or gamble on duty unless in the performance of duties. Employees wearing clothing that identifies them as City employees will not gamble or consume alcoholic beverages. Employees will not read personal reading material on duty other than reading material related to their specific position or this Department. Reading of personal reading material is to be limited to breaks and lunch periods. Chapter 3.01 NORTH LAS VEGAS POLICE DEPARTMENT POLICY MANUAL Page 1 of 2  PO 3.01 CHAPTER: RULES AND REGULATIONS SUBJECT: PERFORMANCE ISSUES 3.01.10 – INSUBORDINATION (revised 10/06) Definition The act of being disobedient to authority; refusal to obey an order that a superior officer is entitled to give and have obeyed; the willful neglect or deliberate refusal to obey any lawful order; flouting the authority of any superior by manifest disrespect, or by disputing orders. Off-duty personnel will be subject to lawful orders from Departmental authority. Policy (revised 10/06) All insubordination is subject to disciplinary action. Employees shall promptly obey and perform all legal duties required by superiors, regardless if such duties are specifically assigned to them in any rules or procedures. Should a lawful order given by a superior conflict with a previous order or published directive, the employee(s) will respectfully bring the conflict to the attention of that superior officer. The superior officer will take any steps to correct the conflict and, at the same time, assume responsibility for the subordinate’s actions. Unless specified, the most recent order received is to be the first order carried out. Lawful orders may be conveyed or relayed from a superior by an employee of the same or lesser rank. Employees shall treat superiors, subordinates, and fellow employees with respect. When on duty, particularly in the presence of others, superiors shall be addressed or referred to by rank or title. 3.01.15 – DELEGATION OF AUTHORITY (revised 10/06) Employees are responsible to effectively execute their responsibilities. They are to be carried out within the boundaries of rules, regulations, manuals, written directives, supervisory instruction, and applicable laws. Supervisors are to ensure any delegated responsibility is matched by clearly ascribed and enforced commensurate authority to carry out assignments. Employees are accountable for their use of delegated authority or for failure to use such authority. Chapter 3.01 NORTH LAS VEGAS POLICE DEPARTMENT POLICY MANUAL Page 2 of 2  PO 3.05 CHAPTER: RULES AND REGULATIONS SUBJECT: EMPLOYEE CONDUCT/MISCONDUCT 3.05.01 – EMPLOYEE CONDUCT (revised 10/05) The duties performed by this agency are vital to the safety and well-being of this community. It is thus essential that the Department set and maintain high standards of conduct among its personnel. Guidelines and standards of workplace conduct are established to create a harmonious and pleasant working environment. Misconduct by employees will not be tolerated because it weakens the Department’s effectiveness, erodes public trust, and can endanger members of the public or members of this Department. Such behavior will be grounds for disciplinary action whenever it is brought to the attention of the Department. Employees will obey all laws of the United States, the State of Nevada, and this jurisdiction. Violation of any law, an indictment or information filed against an employee, or a conviction may be cause for disciplinary action up to and including termination of employment. 3.05.05 – DUTY TO REPORT MISCONDUCT (revised 10/05) Violation of the Department’s rules or dereliction of duty by any employee undermines the ability of the Department to deliver service to the community. Such behavior can damage community credibility and respect. In some cases, it can endanger the lives of the citizens and officers. For this reason, violation of Department rules and regulations shall not be tolerated by any member of the Department and violations should be reported immediately. 3.05.10 – CRIMINAL VIOLATIONS (revised 11/15) Employees under a criminal investigation, arrested or charged with a crime other than minor traffic offenses, shall immediately notify the watch commander. The watch commander shall immediately notify the Internal Affairs Bureau. The employee shall provide, in writing and at the direction of the supervisor, a full and accurate account of the circumstances immediately upon returning to duty. In order to comply with Federal guidelines (CJIS Security Policy 5.12.1.1), it is the policy of the NLVPD to periodically search criminal history databases for employee violations and infractions Chapter 3.05 NORTH LAS VEGAS POLICE DEPARTMENT POLICY MANUAL Page 1 of 3  PO 3.05 CHAPTER: RULES AND REGULATIONS SUBJECT: EMPLOYEE CONDUCT/MISCONDUCT 3.05.15 – OFFICER INVOLVED DOMESTIC VIOLENCE AND ORDERS OF PROTECTION (revised 10/05) Employees will abide by current State and Federal law concerning their rights to possess a firearm after being involved in a domestic violence situation. This Department considers domestic violence to be a serious issue and will investigate all complaints. If the incident occurred in this jurisdiction, a criminal and administrative investigation will be conducted. 3.05.20 – ASSOCIATION WITH KNOWN OFFENDERS (revised 6/20) Employees will avoid regular or continuous associations or dealings with persons known to be racketeers, sexual offenders, suspected felons, persons under criminal investigation or indictment, or who have reputations for involvement in felonious or criminal behavior, except as necessary to perform official duties or because of personal relationships. In the case where physical and telephone contact is unavoidable, a memo will be written to describe the relationship and sent through the chain of command to the Office of the Chief. Corrections Facility staff will maintain a distant, professional attitude toward inmates at all times. 3.05.25 – UNPROFESSIONAL CONDUCT (revised 9/16) Unprofessional conduct is any conduct that adversely affects the morale, operations or efficiency of the Department, or any conduct that has tendency to adversely affect, lower or destroy public respect and confidence in the Department or any officer or employee. This also includes conduct that brings the Department or any officer or employee into disrepute or brings discredit upon the Department or any officer or employee. Officers and employees shall conduct themselves at all times, both on and off-duty, in such a manner so as to reflect most favorably upon the Department. 3.05.30 – WORKPLACE VIOLENCE (revised 10/05) The NLVPD does not tolerate workplace violence. The Department defines workplace violence as actions that endanger or harm another employee or words that give an employee a reasonable belief that they are in danger. Such actions include, but are not limited to: physical threats or any act of violence directed at any employee, outside the Chapter 3.05 NORTH LAS VEGAS POLICE DEPARTMENT POLICY MANUAL Page 2 of 3  PO 3.05 CHAPTER: RULES AND REGULATIONS SUBJECT: EMPLOYEE CONDUCT/MISCONDUCT scope of normal duty. The goal of this policy is to promote the safety and well-being of all employees in the workplace. Chapter 3.05 NORTH LAS VEGAS POLICE DEPARTMENT POLICY MANUAL Page 3 of 3  PO 3.10 CHAPTER: RULES AND REGULATIONS SUBJECT: OUTSIDE COMMUNICATION 3.10.01 – POLITICAL ACTIVITY ON DUTY (revised 4/07) No political activity will be conducted while on duty. 3.10.05 – CONTACT WITH THE PUBLIC (revised 9/15) Employees will always be courteous to the public. They will also be orderly, attentive, and exercise patience and discretion. Upon request, employees will provide appropriate identification to include, at a minimum, their P# and name. The use of tobacco products (including cigarettes, cigars, smokeless tobacco and electronic and/or vapor cigarettes) or chewing gum is prohibited while in contact with the public unless in a private place where the practice is not objectionable. All enforcement action must be based solely on law, Departmental policy, and articulable facts. 3.10.10 – COMMUNICATING WITH THE DEAF AND HARD OF HEARING (revised 4/07) It is the policy of the NLVPD to ensure that a consistently high level of service is provided to all community members including the deaf or hard of hearing. This Department will make every effort to see that its employees communicate effectively with people who have identified themselves as deaf or hard of hearing. 3.10.15 – PUBLIC STATEMENTS (revised 8/20) Employees will treat official NLVPD business as confidential and will only disseminate Department information in accordance with established procedure. Employees will not make public statements on behalf of the Department for publication or broadcast concerning plans, policies or administration of the Department unless authorized to do so by the Chief of Police. Employees who plan to deliver an address at any public or private gathering or other speaking engagement concerning the work of the Department must notify the Chief of Police in writing and have the Chief’s written approval prior to speaking. Any public statement concerning Department policy will accurately represent that policy. Any statement Chapter 3.10 NORTH LAS VEGAS POLICE DEPARTMENT POLICY MANUAL Page 1 of 3  PO 3.10 CHAPTER: RULES AND REGULATIONS SUBJECT: OUTSIDE COMMUNICATION about the Department or its function which reflects an employee's personal opinion will be clearly presented as such. Communicating or giving police information to anyone concerning Department operations that is detrimental to the Department and that is given without permission of the Chief of Police or under legal process will be grounds for disciplinary action. 3.10.20 – TESTIMONIALS (revised 4/07) Employees will not permit or authorize the identification of themselves as employees or the use of their official titles or uniforms in connection with any testimonials or advertisements for any commodity or commercial enterprise unless authorized by the Chief of Police. 3.10.25 – RELEASE OF DEPARTMENT INFORMATION (revised 4/07) It is this Department’s policy to keep all information contained in the Department's criminal history records files confidential and secure, except in cases where the law requires disclosure or in cases where the law allows disclosure and such disclosure serves a legitimate law enforcement or public interest purpose. No criminal history information will be removed from the Department records system and stored at any other location without the authority of the Chief of Police. All employees will comply with all policies, procedures and regulations regarding privacy and security of criminal records or official reports. No employee will release or disseminate any criminal history record information or official report for any reason except in a manner consistent with Department directives in this area. With the exception of other law enforcement agencies, the Communications Bureau will not disclose criminal history records. All such reports will be referred to the Records Division Manager for dissemination. Statements regarding policies, philosophies, personnel or enforcement/investigative procedures will be made only by the Chief of Police or designee. Any person requesting such information should be told to submit the request in writing to the Chief's office. Requests for information by other law enforcement or criminal justice agencies will be referred to a supervisor. Chapter 3.10 NORTH LAS VEGAS POLICE DEPARTMENT POLICY MANUAL Page 2 of 3  PO 3.10 CHAPTER: RULES AND REGULATIONS SUBJECT: OUTSIDE COMMUNICATION Employees will not communicate, relay, or release any official information to any person that would in any way hamper or compromise the Department's operations or investigations. Under no conditions will employees give out the telephone numbers, personal information or addresses of Police Department employees to anyone who is not an employee of the Police Department unless authorized by the Chief of Police or the employee concerned. 3.10.30 – COMMUNICATION WITH THE DEPARTMENT OF HOMELAND SECURITY (DHS) AND/OR IMMIGRATION AND CUSTOMS ENFORCEMENT (ICE) (issued 5/21) In keeping with Federal law, the City of North Las Vegas does not prohibit, or in any way, restrict any government official from sending to, or receiving from, any federal agency, information regarding the citizenship or immigration status, lawful or unlawful, of any individual. 3.10.35 – TAKING AND RELEASING PHOTOGRAPHS (revised 5/21) Photographs taken at any crime scene, whether digital or film, will be considered property of the NLVPD. No employee will release photographs to the public or media for any reason except in a manner consistent with Department directives. Employees are not allowed to take photographs at any call and/or crime scene with any type of personally owned photography device. Employees will not maintain, copy, or duplicate any photographs of crime scenes for personal use. Chapter 3.10 NORTH LAS VEGAS POLICE DEPARTMENT POLICY MANUAL Page 3 of 3  PO 3.15 CHAPTER: RULES AND REGULATIONS SUBJECT: PREFERMENT AND FINANCIAL ACTIVITIES 3.15.01 – PERSONAL PREFERMENT BY OUTSIDE INFLUENCE (revised 10/05) Employees are forbidden to solicit petitions, influence, or intervention of any person outside the Department for purposes of personal preferment, advantage or transfer, advancement, promotion, or change of duty for themselves or other employees except as provided by NRS chapter 288. 3.15.05 – REWARDS, GRATUITIES, PRIVILEGES (revised 8/09) Employees will not solicit or accept any gratuities, loans, gifts, merchandise, meals, beverages, or any other thing of value in connection with their official position. Official positions, badges, or identification cards will not be used to obtain privileges not otherwise available. Employees will not accept or solicit fees or compensation stemming from performance of official duties. Employees are strictly prohibited from soliciting or accepting gifts from any suspect, prisoner, defendant or other person involved in any case, person of ill repute, professional bondsman or persons whose vocations may profit from information obtained from the Department. Chapter 3.15 NORTH LAS VEGAS POLICE DEPARTMENT POLICY MANUAL Page 1 of 1  PO 3.20 CHAPTER: RULES AND REGULATIONS SUBJECT: TOBACCO, ALCOHOL AND DRUG USE 3.20.01 – TOBACCO/DESIGNATED SMOKING AREAS (revised 6/20) The use of all tobacco products (including cigarettes, cigars, smokeless tobacco and electronic and/or vapor cigarettes) is prohibited in all indoor Police facility areas. Pursuant to the City smoking policy, whenever there is a conflict between the rights of the smoker and the rights of the nonsmoker, the nonsmoker’s rights will prevail. South Area Command / NLVCCC / Justice Facility smoking areas are located outside rolling door #17 near the former booking area on the first floor, the outside patio area to the east of the break room on the second floor (door D227) or outside the facility 25 feet from any entrance. The Northwest Area Command has a smoking area at the back patio. Tobacco products, as defined above, are prohibited in all Department vehicles (i.e., undercover vehicles) unless authorized by the Chief of Police in certain circumstances. 3.20.05 – ALCOHOL AND DRUG USE (revised 5/09) Employees of the Department are entrusted by the public to be fit for duty both physically and mentally as they (Department employees) must deal with the public in many confidential sensitive matters, possess and use tools and weapons that can inflict great bodily injury or death, and must be able to make decisions that affect the safety and well being of the public and other employees. The citizenry has a right to expect the employees of