Houston Police Department General Orders PDF

Houston Police Department General Orders Table of Contents SERIES 100: ORGANIZATION Issue Date Page Total* 100-01................. Internal Directives 11-04-15 03 07-31-19 10 100-06................. Department Mission, Values, Ethics, and Guiding Principles 01-31-12 02 100-07................. Standard Operating Procedures 05-09-19 02 SERIES 200: ADMINISTRATION Issue Date Page Total* 200-01................. Requesting Legal Opinions 03-16-20 01 200-02................. Employees Facing Legal Action 06-07-13 02 200-03................. Investigation of Employee Misconduct 02-21-12 08 200-04................. Assistance to Employees Involved in Critical Incidents 08-27-21 04 200-05................. Employee Parking Regulations 04-30-18 08 200-06................. Political Activities 09-24-18 02 200-07................. Grants Administration 08-01-13 02 200-08................. Conduct and Authority 05-09-19 08 200-09................. Line Inspections 04-29-20 02 200-10................. Significant Events 05-10-23 04 200-11................. Employee Integrity and Verifications Program 01-20-23 05 200-12................. Purchasing Process 05-24-16 07 200-13................. Polygraph Examinations 06-19-15 03 200-14................. Telephone Regulations 03-26-21 04 200-15................. Employee Association Access 09-15-20 04 200-16................. Cooperative Agreements 05-20-20 02 200-17................. Travel Authorization and Reimbursement Procedures 06-27-18 06 200-18................. Citizen Claims Against the City 04-08-20 01 200-19................. Americans with Disabilities Act 11-14-17 04 200-20................. Awards and Commendations 02-05-21 28 100-02................. RESCINDED 01-28-93, Circular 93-0128-001 100-03................. Definitions of Terms 100-04................. RESCINDED 03-16-88, Circular 88-0316-002 100-05................. RESCINDED 03-23-20, Circular 20-0323-052 100-08................. RESCINDED 09-15-92, Circular 92-0915-005 200-21................. RESCINDED 11-09-93, Circular 93-1109-002 200-22................. RESCINDED 08-25-94, Circular 94-0825-266 200-23................. RESCINDED 01-21-94, Circular 94-0121-018 200-24................. RESCINDED 11-09-93, Circular 93-1109-002 200-25................. RESCINDED 12-12-00, Circular 00-1212-321 General Orders Table of Contents Page 1, December 19, 2023 200-26................. Workday and Workweek 05-23-18 11 200-27................. Meal Period 01-18-13 02 (O) 200-28................. Officer Funerals and Ceremonial Honors 01-21-15 02 08-02-16 01 03-15-17 02 200-35................. Speakers at Department Events 08-27-21 01 200-36................. Solicitation, Gifts, and Bribery 11-26-14 02 200-39................. Cash Handling 10-22-14 04 200-40................. Petty Cash Funds 06-22-16 09 200-41................. Department Presence on Social Media and the Internet 05-20-20 03 SERIES 300: PERSONNEL MANAGEMENT Issue Date Page Total* 300-01................. Allocation of Positions 08-12-10 01 300-02................. Transfer of Classified Employees 07-22-14 15 (O) 300-03................. Seniority 02-02-17 04 300-04................. Compensation 01-13-21 06 (O) 300-05................. Workers’ Compensation 05-02-19 10 300-06................. Training – Classified 03-28-16 06 300-07................. Overtime Compensation – Classified 03-31-20 10 (O) 300-08................. Classified Employee Efficiency Rating 03-14-19 05 (O) 300-09................. Absence from Duty – Classified 07-02-19 11 (O) 300-10................. Transitional Duty Assignment 05-01-19 09 300-11................. Discrimination, Harassment, and Other Prohibited Conduct 11-04-19 14 300-12................. Grievance Procedure 06-19-18 10 300-13................. Separation and Reinstatement 02-06-17 03 300-14................. Extra Employment 08-19-20 21 300-15................. Appearance and Grooming Standards 07-27-20 23 300-17................. Employee Drug and Alcohol Testing 10-30-18 11 300-18................. Clothing Allowance 07-08-15 02 (O) 300-19................. Physical Fitness and Agility Program 02-20-19 02 (O) 300-21................. Communicable Disease Policy 06-23-17 08 300-22................. Personnel Files 12-19-23 04 200-29................. RESCINDED 10-13-94, Circular 94-1013-319 200-30................. RESCINDED 06-18-97, Circular 97-0618-102 200-31................. Smoking, Tobacco Use, and Electronic Cigarettes 200-32................. RESCINDED 10-17-05, Circular 05-1017-272 200-33................. Oath of Office and Promotional Oath 200-34................. RESCINDED 05-13-10, Circular 10-0513-099 200-37................. RESCINDED 06-18-97, Circular 97-0618-102 200-38................. RESCINDED 05-18-93, Circular 93-0518-006 200-42................. RESCINDED 09-15-20, Circular 20-0915-148 300-16................. RESCINDED 03-14-96, Circular 96-0314-079 300-20................. RESCINDED 09-29-95, Circular 95-0929-266 General Orders Table of Contents Page 2, December 19, 2023 300-23................. RESCINDED 10-04-94, Circular 94-1004-304 300-24................. Early Warning System 06-28-22 06 300-25................. Court Attendance and Compensation 07-11-16 10 300-26................. Employee Representative Council 03-26-15 06 300-27................. Standards of Productivity 08-23-18 03 (O) 300-28................. Use of Intoxicants 07-16-19 02 300-29................. Donation of Time 02-19-19 03 300-30................. Volunteering Time for Convalescing Officers 05-30-17 02 (O) 300-32................. Processing Complaints and Employee Issues 04-10-17 07 300-33................. Mediation 06-19-18 08 300-34................. Strategic Officer Staffing Program 05-10-23 04 (O) 300-35................. Phase Down Program 10-17-23 04 (O) 300-36................. Exempt Time Compensation and Exempt Time Credit 05-23-18 07 (O) SERIES 400: EQUIPMENT AND UNIFORMS Issue Date Page Total* 02-22-21 07 400-05................. Firearms Qualification, Training, and Control 02-03-21 22 400-06................. Carrying Concealed Firearms 04-03-17 04 (O) 400-07................. Vehicle Use and Assignment 09-17-18 10 400-08................. City Vehicle Crashes 08-24-20 07 09-08-21 05 400-12................. Surveillance Equipment 04-30-21 05 400-13................. Acceptable Use of Computer Systems 05-17-22 06 400-14................. Control of Police Department Property 01-27-21 05 400-15................. Office Supplies and Office Copy Machines 04-17-15 02 400-18................. Responsibility for City and Other Government Property 10-27-15 03 400-19................. Computer Regulations 05-17-22 04 400-20................. Vehicle Allocation 07-28-15 02 400-22................. Keys, Passwords, and Personal Identification Numbers 12-09-20 02 400-23................. Mobile Video Equipment 08-27-21 08 400-24................. Child Safety Seats 02-27-15 01 300-31................. RESERVED 400-01................. RESCINDED 06-07-93, Circular 93-0607-001 400-02................. HPD Badges and Identification Cards 400-03................. RESCINDED 06-07-93, Circular 93-0607-001 400-04................. RESCINDED 03-17-98, Circular 98-0317-079 (see GO 400-18) 400-09................. RESCINDED 03-14-96, Circular 96-0315-081 400-10................. Unit and Radio Numbering 400-11................. RESCINDED 04-14-16, Circular 16-0414-082 400-16................. RESCINDED 03-24-09, renumbered to 200-12 400-17................. RESCINDED 01-27-21, Circular 21-0127-017 400-21................. RESCINDED 05-17-22, Circular 22-0517-061 400-25................. RESCINDED 05-17-22, Circular 22-0517-059 General Orders Table of Contents Page 3, December 19, 2023 400-26................. Conducted Energy Devices 06-19-20 11 (O) 400-27................. Automated Vehicle Location System 12-16-14 02 400-28................. Body Worn Cameras 01-20-21 13 400-29................. Automated License Plate Recognition 04-09-15 06 400-30................. Radiological / Nuclear Detection and Prevention 08-21-19 04 400-31................. Remote Restraint Device 09-15-20 07 (O) 400-32................. Use of Drones 01-10-22 05 SERIES 500: ARREST AND DETENTION Issue Date Page Total* 500-01................. Effecting Arrests and Searches 05-02-19 12 (O) 500-02................. Handling and Transporting Prisoners and Other Persons 10-04-19 04 500-03................. Guarding Prisoners at Area Hospitals 11-25-19 04 (O) 500-04................. Driving While Intoxicated 10-03-18 10 500-05................. Undocumented Immigrants 02-27-20 02 (O) 500-06................. Juvenile and Young Adult Encounters 06-08-22 07 500-07................. Filing Class B or Higher Charges 05-02-23 08 (O) 500-08................. Required Booking Information and Procedures 10-04-19 08 500-10................. Brady/Michael Morton Act Disclosure Requirements 11-04-19 03 500-11................. Publicly Intoxicated Persons 10-04-19 06 500-12................. Response to Mental Health Incidents 01-28-21 09 500-13................. Use of Interpreters and Translators 06-21-22 07 500-14................. Class C Misdemeanors 10-04-19 07 (O) 500-15................. Contact with Representatives of Foreign Governments 11-25-19 04 500-16................. Referral of Drivers for Reexamination by Licensing Authority 04-15-20 02 (O) 500-17................. Transferring Prisoners in the Field 10-04-19 03 (O) 500-18................. Traffic Violations by Legislators and Military Personnel 02-26-15 02 (O) 500-19................. Warrant Service Procedures 04-05-23 09 (O) 500-20................. Treatment of Prisoners, Suspects, and Other Citizens 04-03-17 01 SERIES 600: OPERATIONS Issue Date Page Total* 600-01................. Response Management 04-07-23 16 600-02................. Beat Accountability 03-17-14 02 600-03................. General Broadcasts 03-15-17 04 600-04................. Motor Vehicle Pursuits 09-14-23 15 600-05................. Special Threat Situations 05-24-17 08 (O) 600-06................. Family Violence 03-07-18 11 500-09................. RESCINDED 10-04-19, Circular 19-1004-185 500-21................. RESCINDED 11-10-94, Circular 94-1110-342 500-22................. RESCINDED 05-31-96, Circular 96-0531-133 500-23................. RESCINDED 12-11-19, Circular 19-1211-219 General Orders Table of Contents Page 4, December 19, 2023 600-07................. Death Investigations 03-23-23 02 600-08................. Missing, Kidnapped, and Found Persons 05-12-22 07 600-09................. Crash Investigations 08-24-20 10 600-10................. Towing 11-29-16 15 600-11................. Foot Pursuits 11-22-23 05 600-12................. Emergency Notification 12-23-13 02 600-13................. Texas Crime Victims’ Compensation Act 05-07-13 02 600-14................. Sexual Assaults 08-01-22 05 600-15................. Incidents Involving Vulnerable Persons 05-10-23 03 600-16................. Confidential Informants and Other Sources of Information 01-21-21 16 (O) 600-17................. Use of Force 03-04-22 09 600-18................. Firearm, Soft-Impact Weapon, and 40MM Launcher Discharges 04-05-23 06 600-19................. Police Headquarters Security 08-02-16 02 600-20................. Use of Force Reporting 03-04-22 09 600-21................. Public Recording of Police Activity 02-25-20 06 600-22................. Feeding Employees During Extended Events 05-01-23 02 600-23................. Officers Signatures on State Motor Vehicle Forms 02-24-16 01 (O) 600-24................. Deconflicting Covert and Narcotics Related Operations 05-22-17 06 (O) 600-25................. Social Media Use for Investigations 06-04-20 06 600-26................. Labor Disputes 09-19-17 03 (O) 600-27................. Initial and Follow-Up Investigations 10-02-23 03 (O) 600-28................. Emergency Management 05-10-23 09 600-29................. Parking Citations 04-30-18 02 600-31................. Burglar, Holdup, and Panic Alarms 05-02-19 05 600-32................. Ride-Along Program 09-28-23 06 600-33................. Social Services Assistance and Referrals 09-20-17 02 600-34................. High-Risk Vehicle Approaches 04-25-17 02 (O) 600-36................. Bomb Threats, Explosive Devices, Explosions 05-23-18 09 600-37................. Hate Crimes 07-22-13 04 600-38................. Gang Crime 11-14-17 10 600-39................. Threats Against Employees, Family Members, Public Officials, and Special Events 06-19-18 03 600-40................. Police Storefronts, Community Services, and Differential Response Teams 02-08-22 03 600-41................. Weapons of Mass Destruction 08-27-18 10 600-42................. Racial Profiling Prohibited 04-24-18 05 600-43................. Animal Bites 04-25-17 05 SERIES 700: EVIDENCE CONTROL Issue Date Page Total* 700-01................. Property and Evidence Control Regulations 12-05-19 23 600-30................. RESCINDED 09-23-92, Circular 92-0923-005 600-35................. RESCINDED 02-08-22, Circular 22-0208-019 700-02................. RESCINDED 12-05-19, Circular 19-1205-214 General Orders Table of Contents Page 5, December 19, 2023 700-03................. RESCINDED 10-04-19, Circular 19-1004-186 700-04................. RESERVED 700-05................. SUPERSEDED (see GO 700-01) 700-06................. SUPERSEDED (see GO 700-01) 700-07................. SUPERSEDED (see GO 700-01) 700-08................. Asset Seizure and Forfeiture 12-08-23 04 (O) 700-09................. Photograph and Lineup Identification Procedures 05-09-19 09 SERIES 800: INFORMATION AND RECORDS Issue Date Page Total* 800-01................. Data Governance 07-07-21 05 800-02................. Media Relations 03-31-20 03 800-03................. Critical Incident Video Public Release 01-18-22 02 800-04................. Reception and Dissemination of Criminal Intelligence Information 06-27-18 02 800-05................. Police Publications 01-16-15 01 800-06................. CJIS Compliance 04-20-21 07 800-07................. Completion of Incident Reports 05-10-23 06 800-08................. Auto Theft Reports 01-04-19 04 800-09................. Official Document Archives 12-17-18 02 800-10................. Police Records 08-21-20 06 800-11................. TCIC/NCIC 03-04-22 09 800-12................. Records Retention 12-03-20 06 800-13................. Collection and Dissemination of Police Service Information 02-22-22 03 SERIES 900: CIVILIAN PERSONNEL Issue Date Page Total* 900-01................. Absence from Duty – Civilian 10-11-19 11 (C) 900-02................. Training – Civilian 01-19-21 06 (C) 900-03................. Employee Concern Resolution Program 12-05-12 04 900-07................. Overtime Compensation – Civilian 05-23-18 11 (C) *Note: Number of pages does not include Attachments or Forms that may accompany a General Order. (O) Applies to only (O)fficers (C) Applies to only (C)ivilians Left Blank if it applies to officers and civilians General Orders Table of Contents Page 6, December 19, 2023 @,®[n) ® f® n @ [f@® [f Houston Police Department 0 ISSUE DATE: November 4, 2015 NO. 100-01 REFERENCE: Supersedes all prior conflicting Circulars and Directives, and General Order 100-01, dated November 8, 1994 SUBJECT: INTERNAL DIRECTIVES POLICY 800 900 Employees shall abide by all internal directives of the Houston Police Department. Internal directives are written policies and procedures established by the Chief of Police and published in the form of General Orders, Special Orders, Circulars, and Roll Call Training Bulletins. Violation of internal directives may be cause for disciplinary action. This General Order and all internal directives apply to all employees, classified and civilian, unless it is otherwise indicated in the directive or it is obvious from the directive's content. 1 GENERAL ORDERS The General Orders are a collection of written orders of the Chief of Police that establish the policies and procedures of the Houston Police Department as authorized by section 34-23 of the City of Houston Code of Ordinances. Changes and exceptions to the General Orders may be made or approved by only the Chief of Police. Discipline for violations of the General Orders shall be administered as outlined in the department's Corrective Action Manual. Information and Records Civilian Personnel Numbering The Inspections Division shall give each General Order a concise title and a unique number containing the series designation and the specific number of the subject within that series. An example of a series and subject number is 100-01, in which "Internal Directives" is a subject within the series "Organization." Revisions Personnel involved in the creation and revision of General Orders shall adhere to all established procedures published by the Inspections Division including, but not limited to, the following: a. All employees, other than Inspections Division personnel, requesting a new General Order or revision of an existing General Order shall first seek authorization to begin such a project from their assistant chief through the chain of command. The Chief of Police or a designated supervisor in the Employee Representative Council may also authorize an employee to begin a General Order project. General Order Series Series Number 100 200 300 400 500 600 700 Series Title Organization Administration Personnel Management Equipment and Uniforms Arrest and Detention Operations Evidence Control b. Once authorized to begin, employees shall contact the Inspections Division for instructions. Inspections Division shall coordinate and process the General Order creation or revision. c. Divisions that are affected by a policy or that have expertise in a policy area are expected to perform much of the necessary staff work needed to revise such @@[ft)@lf@~ (Q)ircctl@lf #100-01 ISSUE DATE: November 4, 2015 subordinates are reading the General Orders and Circulars in a timely manner. policy. When necessary, the assistant chief of Professional Standards Command shall coordinate the delegation of policy revision projects among the various commands. f. After processing the creation or revision of a General Order, the Inspections Division shall submit it to the Chief of Police via the chain of command for approval. Issuance and Distribution After the Chief of Police approves and signs a General Order, it shall be published and distributed in the following manner: Because the Houston Police Department does not provide employees complete sets of the General Orders in hard copy, employees may access the department's Intranet Portal and download the General Orders onto an electronic device and then print complete sets at their own expense at a non-HPD facility. The department shall not reimburse employees for the printing of General Orders. g. Cadets shall be provided an electronic copy of the General Orders. a. The Office of the Chief of Police shall date and distribute the General Order. The effective date of a new or revised General Order shall be the date of issuance, unless otherwise noted. Effect of General Orders No legal right not already provided by state law, City Ordinance or Civil Service Commission rule is conferred by the General Orders. The failure by one employee to follow a General Order does not abrogate or excuse any misconduct on the part of another employee. b. The Inspections Division shall upload the General Order to the Documents in General section of the department's Intranet Portal. c. The Inspections Division shall also upload the General Order to the Document Tracker, which is accessed via the Applications Menu on the department's Intranet Portal. Employees shall be notified of documents pending their review using the department's email system. For this reason, both classified and civilian employees shall check their departmental email on a daily basis when at work. 2 SPECIAL ORDERS A Special Order is a written order, authorized pursuant to section 34-23 of the City of Houston Code of Ordinances, issued by the Chief of Police and relating to departmental personnel assignments. Special Order Series Series Number d. All employees are responsible for checking the Document Tracker on a frequent basis to read and understand the posted material. 1000 2000 3000 e. The use of the Document Tracker for the distribution of General Orders and Circulars does not replace the responsibility of sergeants to read the documents at roll calls and to ensure their PAGE: #2 4000 5000 6000 7000 Series Title Personnel Temporary Personnel Assignments Permanent Personnel Assignments Promotions Reserved Reserved Reserved ®@iru@ir@U @w©l@w #100-01 ISSUE DATE: November 4, 2015 #3 Numbering Distribution and Archiving The Office of the Chief of Police shall give each Special Order a concise title and a unique number containing the series number, the order of issuance, and the date. For example, the number 4005-092915, indicates the Special Order is within the "Promotions" series, it was the 5th in the series issued that year, and it was issued on September 29, 2015. No internal numbering of subject topics is necessary for a Special Order. The Office of the Chief of Police shall distribute Circulars. The Inspections Division shall upload all issued Circulars to the Circulars section of the department's Intranet Portal. In addition, the Inspections Division shall upload all policy-related and other notable Circulars to the department's Document Tracker. The Inspections Division shall also be responsible for saving Circulars int.o an electronic format that is searchable by title, subject, or keyword. Employees may contact Inspections Division for assistance in locating a specific Circular. Issuance and Distribution The Office of the Chief of Police shall date and distribute Special Orders. The effective date of a Special Order or any revision shall be the date of issuance, unless otherwise noted. Special Orders shall remain in effect until the date stated or until specifically superseded. 3 PAGE: CIRCULARS A Circular is an informational document issued by the Chief of Police to announce legal matters, specific events, personnel openings, and other information that must be communicated departmentwide. Circulars may also be used to announce policy or procedural changes pending the addition, update, or revision of the appropriate General Order or Standard Operating Procedure. A Circular that announces a policy or procedure is superseded by the later issuance of the General Order or Standard Operating Procedure on that subject. Numbering The Office of the Chief of Police shall place a unique reference number on all Circulars. That number shall contain the date of issuance and the order of issuance. For example, the number 15-0820-199 indicates the Circular was issued in 2015 on August 20 and was the 199th one issued that year. 4 ROLL CALL TRAINING BULLETINS Roll Call Training Bulletins are used to educate employees on a specific subject such as equipment usage, officer safety, or new court decisions and shall be accompanied by a supporting lecture, video, or discussion. Publication Only the Chief of Police shall approve the publication and issuance of a Roll Call Training Bulletin. A request for the development of such a bulletin may be initiated at any level within the department and shall be directed to the Training Division. · Dissemination It shall be the responsibility of the Training Division to provide training coordinators with instructions needed to ensure that the material in the bulletin is properly presented to all employees. Training coordinators also shall act as liaisons with the Training Division by supplying possible training topics. !1:!A~lf!}!f!n&. Chief of Police @@m)@W~~ (Q)[fcdJ@[f Houston Police Department 0 ISSUE DATE: Jul NO. 31, 2019 100-03 REFERENCE: Supersedes all prior conflicting Circulars and Directives, and General Order 100-03, dated July 28, 2015 SUBJECT: DEFINITIONS OF TERMS POLICY All department directives shall conform to the following terminology and definitions, unless a different definition is provided with the directive. This General Order applies to all employees. 1 GRAMMATICAL USAGE Gender. Use of a specific gender is inclusive of all genders. Plurality of Words. The singular includes the plural and the plural includes the singular. Tense of Words. The present tense includes the future tense. 2 ACRONYMS AND INITIALISMS The following acronyms and initialisms are commonly used in department jargon. ADR APC AVL AWOL AWOP B&F B&T CAD CED CFS CIO CJIS CODIS COH CPTED CSL CSMART CSU DA DIMS DNA DOJ DPS Alternative Dispute Resolution Administrative Personnel Committee Automated Vehicle Location Absent Without Leave Absent Without Permission Office of Budget and Finance Burglary and Theft Division Computer Aided Dispatch Conducted Energy Device Call for Service Central Intake Office Criminal Justice Information Services Combined DNA Index System City of Houston Crime Prevention Through Environmental Design Compensable Sick Leave Court System Management and Resource Technology Crime Scene Unit (in the Houston Forensic Science Center) District Attorney District Attorney Intake Management System Deoxyribonucleic Acid U.S. Department of Justice Texas Department of Public Safety @@!nl@li@~ (Q)[j@l@[j #100-03 ORT ECO ERC FBI FMLA FTE GPS HCSO HEC HMEPS HPD HPOPS HR/SC /AD ID /OD MCD METRO MSP NCIC N-DEx NIBERS NIMS NLETS NOCC NPC P-Card PD PHRS PIP PPS PRO PRE PTO RDO RMS SAP® SETCIC SI SOP SOSP SRG SWAT TCIC TCOLE TDL TLETS TMS TxDOT ISSUE DATE: Jul 31 2019 Differential Response Team Emergency Communications Division Employee Representative Council Federal Bureau of Investigation Family and Medical Leave Act Full Time Equivalent Global Positioning System Harris County Sheriff's Office Houston Emergency Center Houston Municipal Employees Pension System Houston Police Department Houston Police Officers' Pension System Houston Regional Intelligence Service Center Internal Affairs Division Identification Injured on Duty Mobile Computing Device Metropolitan Transit Authority of Harris County, Texas Modified Sick Leave Plan National Crime Information Center National Data Exchange National Incident-Based Reporting System National Incident Management System National Law Enforcement Telecommunications System Narcotics Operations Control Center NeuroPsychiatric Center Purchasing Card Personal Day Personal Hours Positive Interaction Program Police Personnel System Personal Radiation Detector Police Roll Call and Equipment Paid Time Off Regular Day Off Records Management System Systems Applications and Products Southeast Texas Crime Information Center Supervisory Intervention Standard Operating Procedure Strategic Officer Staffing Program Special Response Group Special Weapons and Tactics Texas Crime Information Center Texas Commission on Law Enforcement Texas Driver License Texas Law Enforcement Telecommunications System Talent Management System Texas Department of Transportation PAGE: #2 @@lfi)@[f@~ (Q)[f@J@[f #100-03 3 ISSUE DATE: July 31, 2019 PAGE: #3 DEFINITIONS AND TERMINOLOGY Assistant Director. A civilian supervisor equivalent to the rank of an assistant chief. Assistant Manager. A civilian supervisor equivalent to the rank of a lieutenant. Beat. An area within a district assigned to officers for patrol purposes. Bilingual Officer. Officers who have obtained department bilingual certification. Business Day. For department purposes, any day in which normal business operations are conducted at Houston City Hall. This is considered to be Monday through Friday and excludes weekends and City Council declared holidays. Hours vary, but typically cover the period from 9 a.m. to 5 p.m. Calendar Days. All days in a given time period including weekends, holidays, and days off. Calendar Year. A twelve-month period starting with January 1 and ending with December 31, and which has 365 days in non-leap years and 366 days in a leap year. Central Police Complex. The Police Department buildings and property located at or adjacent to 61 Riesner Street. Chain of Command. The line of authority extending from the Chief of Police through a single subordinate at each level of command. Citizens. Persons not employed by the Houston Police Department. City. There are two common ways of referring to the city of Houston. When the word City is capitalized, it refers to the entities that govern the city (e.g., City of Houston Legal Department, City Council, City property). When the word city is in lower case, it refers to the city of Houston as a geographic location. Civil Service Commission. For classified employees, this term refers to the Police Officers' Civil Service Commission of the City of Houston. For civilian employees, this term refers to the City of Houston, Municipal Employees' Civil Service Commission. Civilian. A civilian employee or that which pertains to a civilian employee. Civilian Employee. An employee of the Houston Police Department who is classified as a municipal employee of the City of Houston. Classified Employee. An employee of the Houston Police Department who is classified as an officer in accordance with Chapter 143 of the Texas Local Government Code. Command Staff. An advisory board to the Chief of Police consisting of all members of the Executive Staff and all division commanders. Commander. An employee holding the rank of commander or higher (or civilian equivalent) and supervising a detail, unit, division, office, or command. @@[n)@[f@~ (Q)ir@l@lf #100-03 ISSUE DATE: July 31, 2019 PAGE: #4 Commanding Officer. An officer assigned to exercise authority over one or more organizational units of the department. Department. Unless otherwise noted, when used as a stand-alone word, "department" (lower case) refers to the Houston Police Department. Deputy Director. A civilian supervisor equivalent to the rank of executive assistant chief. Designee. All mid managers and above can appoint an official acting position or a designee to perform in their stead when they are unavailable. The term is assumed with these positions and therefore does not need to be stated. Detail. A group of employees assigned a specified mission; usually a group within a larger organizational unit of the department. Dispatcher. An employee assigned to Emergency Communications Division with responsibility for receiving and assigning calls for service. District. A geographic area within the city limits containing police beats. Division Commander. An employee holding the rank of commander (or civilian equivalent) and supervising a division. Employee. Without any limiting word or phrase, employee refers to both classified and civilian employees of the Houston Police Department. Employee Performance Rating. A supervisor's evaluation of a subordinate employee's ability to perform assigned tasks. Executive Staff. An advisory board to the Chief of Police consisting of all executive assistant chiefs; all assistant chiefs; the directors of the Offices of Legal Services , Budget and Finance, Public Affairs, Technology Services, and Planning & Data Governance; the Chief of Staff; and the HPD City Council Liaison. Exempt Employee. Employee designated by the City of Houston Human Resources Department as exempt from overtime compensation under the Fair Labor Standards Act. Extra Employment. Any employment engaged in while off duty. This definition includes unpaid police-related work done for a charitable or nonprofit organization. A.k.a. extra job. Incident Report. An official written account of an incident, offense, or situation (either brought to the attention of or seen by an employee) that is assigned a unique incident number by the department. Incident Report Title. The identifying title of an offense, complaint, or incident used in an incident report. Indefinite Suspension. Involuntary removal of an employee from employment with the department and the City of Houston after the probationary period. @@[n)@[f@~ (Q)[f@l@[f #100-03 ISSUE DATE: Jul 31, 2019 PAGE: #5 Inspection. The regular or periodic examination of personnel regarding appearance, uniforms, equipment, duties, or operations according to standards established by General Orders or standard operating procedures. Intranet. The internal computer network linking department microcomputers to each other and to the department mainframe computer. This is a closed system accessible only through department computer terminals. This is not to be confused with the Internet. See General Orders 400-13, Police Computer Systems and 400-19, Microcomputer Regulations. Intranet Portal. The department's internal website for accessing applications, division web pages, department directives and forms, and other data and information available on the department's local/wide area computer network, the contents of which are proprietary. The use of this network or its contents is regulated by various department General Orders and other policies concerning computer access and use of information. Jail. A place for the confinement of persons accused or convicted of a crime. Length of Service. The time calculated from the date of employment by the City of Houston. Previous City of Houston service shall be added when calculating length of service. See General Order 300-03, Seniority, for additional information. Longevity. The elapsed time a person has been an employee of the City of Houston. Longevity Pay. An amount of compensation based on years of service and as authorized by state law, City Council, and/or the applicable Meet and Confer Agreement. Manager. A supervisor holding the rank of commander or civilian equivalent. When used as a job title denotes civilian status. Marked Vehicle. A police vehicle with recognizable police decals displayed and exposed emergency equipment. May. When appearing in written policies or procedures in a directive or instructive statement, the word may indicates a permissive or discretionary course of action. Medical Examiner. The person empowered by state law to investigate and determine the cause of death of a person. Mid Manager. A supervisor holding the rank of lieutenant or civilian equivalent. Minimum Staffing Levels. The staffing levels below which operation of the department would create an undue burden to on-duty staff and jeopardize the delivery of necessary police services. Nonexempt Employee. An employee who is eligible for overtime compensation. This includes either a civilian employee whose job classification is covered by FLSA overtime rules and has been designated as such by the City of Houston Human Resources Director and the Civil Service Commission, or a classified employee who holds the rank of sergeant or below. Off Duty. The status of employees when they are free of the responsibility to perform their routine duties. @@ITTJ@[fcfil~ (Q)ir@l@ir #100-03 ISSUE DATE: Jul 31, 2019 PAGE: #6 Office. An organizational unit of the department supervised by a deputy director. Officer. An employee who is classified in accordance with Chapter 143 of the Texas Local Government Code. Without any limiting word or phrase, officer refers to any or all classified employees of the Police Department. Official Identification. Written identification issued by the department containing the employee's name and photograph. On Duty. The status of an employee who is scheduled and present for department duties. Order. A written or oral instruction or directive issued by a supervisor to a subordinate. Out of Service. The status of an employee not available for service calls. Out on Traffic. The status of an officer who is temporarily engaged in a traffic stop but is maintaining radio communication. Overtime Compensation. Compensation in the form of pay or time off for time worked in excess of an officer's regular shift or a civilian employee's workweek and in accordance with federal and state statutes, the City of Houston Code of Ordinances, and the applicable Meet and Confer Agreement. This does not apply to exempt employees. Paid Time Off (PTO). For officers, PTO incorporates and replaces the sick and vacation leave banks and specifically excludes the compensatory time off bank and holiday leave. Pay Period. A 14-calendar-day period beginning at 0500 hours on the Saturday in the week before a department payday Friday and continuing through 0459 hours on the Saturday in the week following that payday Friday. Permanent Extra Employment. Extra employment lasting more than 30 calendar days. Personal Day (PD). Incentive leave for officers, carrying no cash value, given under the department's Meet and Confer Agreement. Personal Hours (PHRS). Incentive leave for officers, carrying no cash value, and given under the department's Fitness and Training Program. Personal Leave. A general term that refers to any and all types of leave for employees. Personal Leave Hours. Specific leave hours granted as a special incentive to civilian CSL participants who used no more than 16 hours of sick time during the preceding full benefit year. See General Order 900-01, Absence from Duty - Civilian, for more information. Phase Down Program (PDP). A program with varying options for retirement in which officers who are eligible for retirement extend the payment of their accrued leave. See also General Order 300-35, Phase Down Program and the Meet and Confer Agreement. Plainclothes Officer. Generally refers to an officer who is not normally required to wear a department uniform while on duty. ®@lfil@[f@~ (Q)ircctl@ir #100-03 ISSUE DATE: July 31, 2019 PAGE: #7 Police Headquarters. The Houston Police Department Edward A. Thomas Building and property located at 1200 Travis Street. Police Officer. This is a term interchangeable with the words peace officer and officer. Police Station. A facility serving as the command center for a patrol division or patrol related function. Police Storefront. A neighborhood or business park location staffed by patrol division personnel who provide police services to the community. Police Work Room. An area in a nonpolice facility where officers may complete paperwork. Positive Discipline. Department discipline requiring approval by the Chief of Police in which an officer may elect to forfeit accrued hours from his PTO bank instead of receiving a disciplinary suspension. The number of hours forfeited must equal the number of department work hours in the time period of the disciplinary suspension based on the officer's regular assigned shift. Post. A fixed location an employee is assigned for duty. Posting. Publication of a job vacancy or an anticipated job vacancy on the Employee Services Division's or City's job posting announcement. Primary Division. The HPD division responsible for investigating the most serious offense involved in a criminal investigation. When multiple offenses occur that are of equal offense classification according to the Texas Penal Code, the primary division shall be determined by which offense occurred first. Proactive. Used to describe an investigator or a group of investigators who work covertly in response to complaints of criminal activity. Investigations conducted in this manner are considered proactive and are usually conducted by undercover investigators. Probationary Period. The period of time officers are evaluated on their ability to perform the duties for which they were employed in accordance with Chapter 143 of the Texas Local Government Code. Also, the period of time civilian employees are evaluated on their ability to perform the duties for which they were hired in accordance with City of Houston civil service regulations. Procedure. A method of carrying out a specific function. Promotion. A change in the employment status of an employee to a position of higher classification. Rank. An employee's classification or job title. Reactive. Used to describe an investigator or a group of investigators who react to deal with a situation, violation, or offense. Investigations conducted in this manner are considered reactive. Red Book. City issued calendar used to record personal leave for employees and to document minimum staffing levels for each particular day and shift. @@[ft)@[f@~ @ircctl@lf #100-03 ISSUE DATE: July 31, 2019 PAGE: #8 Regular Assigned Division. The division to which an employee is regularly assigned according to the Employee Services Division's records. This does not include a temporary assignment. Regular Day Off. Any of the days in a given week an employee is not regularly scheduled to work. Relieved of Duty. The status of an employee who is not required or permitted to perform regular assignments. Resignation. Voluntary departure of an employee from employment with the department and the City of Houston prior to retirement. Responsible Division. The HPD division responsible for investigating a particular type of offense (e.g., Homicide Division is responsible for murder investigations and Vehicular Crimes Division is responsible for traffic fatality investigations). Retirement. The status of an employee who has ended employment with the department and the City of Houston and who is eligible to receive a pension. Eligibility varies based on the employee's pension system and number of years of service to the City of Houston and, in some cases, the employee's age. Secondary Division. An HPD division, other than the primary division, responsible for part of a criminal investigation. Selection. The process of choosing an individual to fill a vacant employment position. Senior Executive Staff. An advisory board to the Chief of Police consisting of all executive assistant chiefs. Senior Police Officer. An officer who is classified as a Grade IV officer. Shall. When appearing in written policies or procedures in a directive or instructive statement, the words will or shall indicate a mandatory or required course of action. The words will or shall carry the same power as a direct order. Shift. The working period of a group of employees scheduled to be on duty during approximately the same time of day. Also , a period of time an individual employee is expected to be present for duty. A regular assigned shift is usually 8 or 10 hours in duration. Shift Commander. This term usually refers to a lieutenant in charge of a shift. However, this definition may include a sergeant in charge of a shift when the lieutenant is absent. Should. When appearing in written policies or procedures in a directive or instructive statement, the word should indicates a strong suggestion of a course of action and a concerted effort ought to be made to complete the task, but it is not mandatory. Specialized Unit. An HPD unit requiring unique training and having a primary responsibility other than responding to calls for service and designated as such by the Chief of Police. This includes, but is not limited to, Mounted Patrol, Patrol Canine Detail, Bomb Squad, Special Weapons and Tactics (SWAT) Detail, and Marine Unit. @@[n)@lf@~ @ir@l@lf #100-03 ISSUE DATE: July 31, 2019 PAGE: #9 Straight Time. A wage-rate calculation including base and longevity pay only. Supervisor. An employee having supervisory responsibilities, either temporarily or regularly, over another employee. Supervisory Intervention (SI). A nonpunitive corrective action as defined in the department's current Corrective Action Manual. Supplemental Incident Report. A report made in addition to and relating to an original incident report. A.k.a. supplement. Suspension. The status of an employee temporarily relieved of duty for disciplinary reasons. Temporary Assignment. An assignment outside an employee's regular assigned division normally lasting 30 calendar days or less unless otherwise approved. Temporary Extra Employment. Extra employment spanning 30 calendar days or less. Termination. Involuntary removal of an employee from employment with the department and the City of Houston during the probationary period. Tour of Duty. The period of time an employee is assigned to a regular duty assignment while remaining in the same rank. Undercover. Used to describe an investigator or a group of investigators who use an assumed name or other identity disguise to gain the trust of a suspect for the purpose of obtaining information about illegal activity in order to effect an arrest. Uniform Standards Catalog. A catalog of equipment and uniforms approved by the Chief of Police. Uniformed Division. A division in the department in which all or a portion of the officers are required to wear the department's official classified uniform during normal on-duty operations. Uniformed Officer. An officer required to wear a recognizable police officer's uniform while on duty. Uniformed Services. All uniformed divisions excluding the administrative and support personnel assigned to such divisions. Unmarked Vehicle. A police vehicle with no recognizable police decals and no exposed emergency equipment. Unscheduled Leave. A leave event is unscheduled, regardless of leave type, if the leave is requested less than 24 hours prior to the start of the leave being requested unless there is an open position in the Red Book or approved by a supervisor. Wagon. A marked police unit, truck, or van used to transport arrested persons from one location to another. ®@lnl@[i@ij (Q)[jcdJ@li #100-03 ISSUE DATE: July 31, 2019 PAGE: #10 Wagon Call. An assignment issued for a police officer to convey or move individuals or property from one place to another. Will. When appearing in written policies or procedures in a directive or instructive statement, the words will or shall indicate a mandatory or required course of action. The words will or shall carry the same power as a direct order. Work Card. A form on which officers record their daily work activity (e.g., tickets issued, arrests made, and investigations carried out). Workday. For department purposes, when referring to an employee this typically refers to one of the days of the week that is not one of the employee's regular days off and not an observed City Council declared holiday. Workday can also refer to the number of hours in an employee's assigned shift. When referring to an organizational unit of the department workday refers to any day in which normal operations for the unit are conducted. Wrecker. A vehicle designed and equipped to tow another vehicle from one location to another. Art Acevedo Chief of Police ISSUE DATE: Houston Police Department 0 NO. Januar 100-06 REFERENCE: Supersedes all prior conflicting Circulars and Directives, and General Order 100-06, dated December 15, 2009 SUBJECT: DEPARTMENT MISSION, VALUES, ETHICS, AND GUIDING PRINCIPLES POLICY Improve the Quality of Community Life The department shall seek to state its mission, values, ethics, and guiding principles and to adhere to these standards and communicate them to its employees. The Houston Police Department shall design and evaluate its activities on the basis of these standards. The conduct of all employees shall be compatible with the stated mission, values, principles, and ethics. All employees shall strive to improve the quality of community life through the provision of superior and equitable services. This General Order applies to all employees. Improve the Quality of Work Life All employees shall strive to improve the working environment for the department's employees by engaging in open and honest communication and demonstrating a genuine concern for one another. Demonstrate Professionalism 1 DEPARTMENT MISSION The Houston Police Department was established by the citizens of the city of Houston and exists to provide services to the citizens and residents of the city of Houston. The department's mission statement describes both the fundamental reasons for existing and general activities in which the department shall engage. All employees shall engage in behavior that is beyond ethical reproach and reflects the integrity of police professionals. 3 GUIDING PRINCIPLES The guiding principles of the Houston Police Department are as follows: a. Life and individual freedoms are sacred. The mission of the Houston Police Department is to enhance the quality of life in the city of Houston by working cooperatively with the public to prevent crime, enforce the law, preserve the peace, and provide a safe environment. b. All persons should be treated fairly and equitably. c. The role of the police is to resolve problems through the enforcement of laws and not through the imposition of judgment or punishment. 2 VALUES Preserve and Advance Democratic Values d. The neighborhood is the basic segment of the community. All employees shall uphold this country's democratic values as embodied in the U.S. Constitution, state law, and city ordinances, and shall dedicate themselves to the preservation of liberty and justice for all. e. Because law enforcement and public safety reflect communitywide concerns, the police must actively seek the involvement of citizens and residents in all aspects of policing. ISSUE DATE: f. g. The department's employees are its most valuable asset. h. Employee involvement in department activities is essential for maintaining a productive working environment. Employees shall be treated fairly and equitably in recognition of basic human dignity and as a means of enriching their work lives. j. The department and each of its commands, offices, and divisions shall strive to reflect the ethnic and cultural makeup of the community it serves. 5 4 PAGE: #2 Whatever I see or hear of a confidential nature or that is confided to me in my official capacity will be kept ever secret unless revelation is necessary in the performance of my duty. I will never act officiously or permit personal feelings, prejudices, animosities, or friendships to influence my decisions. With no compromise for crime and with relentless prosecution of criminals, I will enforce the Jaw courteously and appropriately without fear or favor, malice or ill will, never employing unnecessary force or violence, and never accepting gratuities. I recognize the badge of my office as a symbol of public faith, and I accept it as a public trust to be held so Jong as I am true to the ethics of the police service. I will constantly strive to achieve these objectives and ideals, dedicating myself to my chosen profession...law enforcement. The fundamental responsibility of the department's employees is to provide quality services to the citizens and residents of the city of Houston. i. January 31, 2012 OATH OF OFFICE LAW ENFORCEMENT CODE OF ETHICS Classified employees shall conduct themselves in accordance with the Oath of Office to which each officer has sworn as follows: It is expected that all employees' conduct be compatible with the department's Law Enforcement Code of Ethics as follows: As a Jaw enforcement officer, my fundamental duty is to serve mankind; to safeguard Jives and property; to protect the innocent against deception, the weak against oppression or intimidation, and the peaceful against violence or disorder; and to respect the constitutional rights of all people to liberty, equality, and justice. I will keep my private life unsullied as an example to all; maintain courageous calm in the face of danger, scorn, or ridicule; develop selfrestraint; and be constantly mindful of the welfare of others. Honest in thought and deed in both my personal and official life, I will be exemplary in obeying the laws of the land and the regulations of my department. /, (Name), do solemnly swear that I will faithfully execute the duties of police officer of the city of Houston, Texas, and will to the best of my ability preserve, protect, and defend the Constitution and Jaws of the United States and of this state and city, so help me God. See General Order 200-33, Oath of Office and Promotional Oath, for additional information. 6 RELATED GENERAL ORDERS 200-08, Conduct and Authority 200-33, Oath of Office and Promotional Oath t!U/1!11/1/( Charles A. McClelland, Jr. Chief of Police ISSUE DATE: @@mJ@[f~~ (Q)[f@@[f Houston Police Department 0 Ma 9, 2019 NO. 100-07 REFERENCE: Supersedes all prior conflicting Circulars and Directives, and General Order 100-07, dated January 10, 2012 SUBJECT: STANDARD OPERATING PROCEDURES POLICY Standard operating procedures (SOPs) shall be followed by all commands, divisions, offices, and units performing like tasks and functions in order to ensure uniformity of police services. All Command Staff members shall develop and issue SOPs for all functions performed under their direct command. All employees are responsible for knowing, understanding, and following the SOPs applicable to their assignment. This General Order applies to all employees. DEFINITIONS Standard Operating Procedures (SOPs). Written directives for a command, office, division, or unit. SOPs carry the same authority as the General Orders. Written Directive. Any department approved written document used to articulate to employees certain expectations and restrictions to their duties, performance, and conduct. 1 DEVELOPING, COMPILING, AND ISSUING SOPS Command Staff members shall adhere to all of the following when developing, compiling, and issuing SOPs: a. All SOPs shall be developed in compliance with the SOP Guidelines and related resources available on the HPD Intranet Portal. b. Division and unit level SOPs require review and approval by the concerned assistant chief. c. Command and office level SOPs require review and approval by the Executive Staff member assigned to the concerned command or office. d. Command Staff members shall ensure the Office of Technology Services has the current electronic version of their respective SOPs for placement on the HPD Intranet Portal, unless a commander determines the SOPs for his command or division should not be on the Portal. e. Command Staff members shall ensure the Risk Management Division has the most current electronic version of their respective SOPs. SOP Review and Update In November of each year ending in an odd number, all Command Staff members shall review and, if necessary, update the SOPs under their direct command to ensure consistency with @@ITT)@lf'@~ @ir@J@lf' #100-07 ISSUE DATE: May 9, 2019 PAGE: #2 laws, ordinances, policies, and responsibilities. However, an SOP can be updated prior to the odd-numbered-year review, if needed. See section 2, Policy Conflicts, for additional requirements. Any new or revised SOPs require approval as stated above. 2 POLICY CONFLICTS Laws and ordinances always take precedence over department policy. A written directive supersedes any prior conflicting written directive, unless stated otherwise. Each Command Staff member shall keep apprised of new laws, ordinances, and policies affecting their areas of responsibility. If a change affects an SOP, the Command Staff member shall revise the concerned SOP. 3 SOP ACKNOWLEDGMENT Within two days after transferring to or assuming a new assignment, each employee shall read the current SOPs applicable to the employee's assignment. Supervisors shall ensure that each employee under their direct supervision is shown how to locate the SOPs applicable to the employee's assignment on the HPD Intranet Portal or the division's server. If after reading the applicable SOPs an employee has any issues, concerns, or questions, the employee shall meet with his supervisor to address these matters. Each employee shall sign an Acknowledgment of Receipt and Review of Standard Operating Procedures form, which is available on the HPD Intranet Portal. The original Acknowledgment form shall be kept by the originating command, office, or division in accordance with General Order 800-12, Records Retention. 4 SOP RECORDS It is the responsibility of each command, office, or division producing an SOP to retain all of its current and historical SOPs in accordance with General Order 800-12, Records Retention. SOPs related to evacuations carry a retention period of three years. All other SOPs carry a retention period of "until superseded plus five years." The retention schedule for each command, office, or division shall include an entry for SOPs. Each command, office, or division is responsible for responding to subpoenas and open records requests to produce their respective current or historical SOPs. cevedo Chief of Police ®@ITTJ@[Fili}~ (Q)[F@@[F Houston Police Department 0 ISSUE DATE: March 16, 2020 NO. 200-01 REFERENCE: Supersedes all prior conflicting Circulars and Directives, and General Order 200-01, dated February 7, 2012 SUBJECT: REQUESTING LEGAL OPINIONS POLICY Requests for legal opinions from the Harris County District Attorney's Office, the City of Houston Legal Department, or the County Attorney's Office may be made by only the Chief of Police, the Deputy Director of Legal Services, or their designees. This General Order applies to all employees. 1 REQUESTING LEGAL OPINIONS FROM ENTITIES OUTSIDE OF HPD Employees needing legal opinions from entities outside the department shall submit a written request via their chain of command to the Chief of Police. The request shall contain the following information: a. b. c. d. e. Analysis of the problem Background information Possible solution(s) Expected result Request for official legal opinion The Office of Legal Services shall evaluate the request and advise the Chief of Police. Upon review, the Chief of Police, the Deputy Director of the Office of Legal Services, or their designees may request a legal opinion from the appropriate official. The above policy does not apply to the everyday practice of an officer contacting the appropriate office in furtherance of filing charges on a suspect. 2 REQUESTING LEGAL OPINIONS FROM LEGAL SERVICES Requests for legal opinions from the Office of Legal Services shall be made in writing by the affected division commander through the chain of command to the Chief of Police. r Acevedo Chief of Police ISSUE DATE: Houston Police Department 0 June 7 2013 NO. 200-02 REFERENCE: Supersedes all prior conflicting Circulars and Directives, and General Order 200-02, dated March 6, 2006 SUBJECT: EMPLOYEES FACING LEGAL ACTION POLICY 2 Employees who become aware they are under investigation for any criminal matter by any lawfully authorized agency other than the department's Internal Affairs shall immediately notify the Chief of Police in writing. Employees notified of any civil or criminal action pending against them as a result of their employment with the City of Houston, shall immediately inform the Chief of Police in writing. Employees shall also notify the Chief of Police in writing of any pending criminal action against them that is not a result of their employment with the City of Houston. Employees charged with a crime shall monitor the status of their criminal charges and immediately notify Internal Affairs if there are any changes. Employees who are relieved of duty shall follow the procedures as outlined in General Order 200-03, Investigation of Employee Misconduct. Officers shall notify the Chief of Police in writing of any civil action that arises from their actions at any extra employment or while taking action in their capacity as a peace officer. This General Order applies to all employees. 1 PROCEDURES When employees are notified that a civil or criminal action is pending against them as described in the above Policy statement, they shall notify the Chief of Police in writing. The employee's original letter along with copies of all documentation shall be immediately sent to the Chief of Police through the employee's chain of command. A copy of the employee's letter along with the originals of any papers served on the employee shall be immediately hand delivered to the department's Legal Services. The employee should keep back-up copies of all papers. The Chief of Police shall notify the City of Houston Legal Department so a response can be made within 20 calendar days, as required by law. Only the Chief of Police shall forward requests for representation or legal documents to the City Legal Department. PENDING CRIMINAL INVESTIGATION 3 LEGAL REPRESENTATION ACTIONS IN CIVIL Employees involved in civil actions resulting from their employment with the City, have the right to representation by the City Legal Department or an attorney of their choice. Employees shall inform the Chief of Police of their choice of legal counsel in their notification letter. Employees shall use the Notice of Legal Action correspondence letter (available on the department's Intranet Portal) as an example of the written notification to the Chief of Police. Employees shall include the following information in their notification letter to the Chief of Police: date, time, and method by which they were served; their shift, current assignment, regular days off, office telephone number, and department issued cellular telephone number; and an affirmative statement requesting City Legal Department representation or a statement that they will retain their own legal counsel and will not use the City Legal Department. Employees ISSUE DATE: NOTICE OF ARREST OR CITATION Employees who are the subject of an arrest action shall immediately notify the Command Center of their location and the charge. Employees shall notify the Chief of Police in writing upon their release from custody. PAGE: #2 Employees receiving traffic citations shall immediately notify their assistant chief in writing via their chain of command and forward a copy of the citation with the correspondence. shall submit copies of the citation and citation page with the notification letter. 4 June 7, 2013 5 RELATED GENERAL ORDERS 200-03, Investigation of Employee Misconduct 200-11, Employee Integrity Program ISSUE DATE: Houston Police Department 0 Februar 21 NO. 2012 200-03 REFERENCE: Supersedes all prior conflicting Circulars and Directives, and General Order 200-03, dated March 1, 2011 SUBJECT: INVESTIGATION OF EMPLOYEE MISCONDUCT POLICY The department shall investigate all incidents of alleged misconduct brought to its attention. All employees, regardless of rank, assignment, or function, are required to cooperate in the investigation of complaints. The department's disciplinary system shall be governed in accordance with all applicable state and federal law and shall be guided by the Houston Police Department Corrective Action Manual. ing; or otherwise opposing conduct prohibited by policy. Types of Complaints Formal Complaint. A complaint in writing, signed and notarized by a complainant, or a complaint made by a peace officer. Informal Complaint. complaint. Oral or unsigned Classes of Complaints This General Order applies to all employees. IAD/CIO shall classify all complaints in accordance with the following: DEFINITIONS /AD Commanders. The commander of Internal Affairs Division/Central Intake Office (IAD/CIO), the assistant chief of the Professional Standards Command, the executive assistant chief of Strategic Operations, and the Chief of Police. Reasonable Opportunity. This shall be generally construed as to allow sufficient time to locate counsel or a representative, review the interrogatories and related documents, and obtain advice. However, this always depends on time and circumstances. Retaliation. Conduct or decisions that a reasonable employee would view as materially adverse and whose purpose or effect is to discourage employees from exercising their rights under policy or under the law. These rights include filing a complaint under policy; filing a complaint with an external government agency such as the Equal Employment Opportunity Commission (EEOC); assisting another employee in the filing of a complaint; providing information during an investigation or testifying in a legal proceed- Class I Complaints. Alleged violations of federal or state laws or local ordinances, or alleged use of excessive force (e.g., hitting, slapping, kicking, striking with an object, causing pain, or some other excessive force resulting in bodily injury). All Class I complaints shall be formalized and forwarded to IAD/CIO. If there are any questions as to how a complaint is to be classified, supervisors shall contact IAD/CIO. Class II (D) Complaints. Complaints involving alleged violations of department policies or those that are not criminal in nature. The employee's immediate supervisor or another supervisor from the employee's division usually investigates these complaints. Class II (X) Complaints. Expedited cases typically involving allegations administrative in nature (e.g., missed court or failure to qualify) and normally involving one employee. Dispositions of Complaints Exonerated. Incident occurred, but was lawful and proper. @@[n)@[rcfil~ (Q)(I'@@[I' #200-03 ISSUE DATE: February 21, 2012 Never Formalized. Complainant did not submit a formal sworn statement. Not Sustained. The evidence was insufficient to either prove or disprove the allegation. Sustained. Evidence is sufficient to prove the allegation. Any sustained allegation, regardless of its classification, may form the basis for disciplinary action. Unfounded. Allegation is false or not factual. 1 CLASS II (X) INVESTIGATIONS Expedited Class II investigations should be used when discipline is the most appropriate response to an employee's continued performance deficiency. The Houston Police Department Corrective Action Manual provides a list of administrative violations that may be resolved using an expedited Class II investigation and can be expanded to include misconduct when certain conditions are met. Supervisors have broad discretion whether to resolve complaints using Supervisory Intervention (SI) or Class II investigations except when expressly limited. Discretion, to the extent that prudence and good order dictate, is encouraged. Likewise, it is encouraged to use expedited Class II investigations in circumstances, other than administrative type violations, when the employee acknowledges culpability and accepts responsibility for all of the alleged misconduct. Usually, Class II investigations are conducted by the employee's immediate supervisor. If the immediate supervisor is the complainant or a person who has any personal involvement regarding the alleged misconduct, then any other supervisor within the division shall be assigned to conduct the Class II investigation. PAGE: #2 2 EMPLOYEE PROCEDURES All complaints coming to the attention of an employee shall be reported to the employee's immediate supervisor. Retaliation in any form is strictly prohibited. Any employee found to have retaliated against any employee or non-employee shall receive disciplinary action up to and including indefinite suspension. Employees who receive information about or observe incidents involving unnecessary or excessive use of force, misconduct, violations of criminal statutes, or abuse of authority by any other employee shall first take immediate action to protect citizens. Employees who receive such information shall report the incident to their immediate supervisor. If there is a need to protect the confidentiality of the information, reporting employees may bring the matter directly to IAD/CIO. If a complainant is anonymous, the employee receiving the anonymous complaint must certify under oath the complainant was in fact anonymous. 3 SUPERVISOR PROCEDURES First-line supervisors shall take an active role in the development, motivation, and when necessary, discipline of employees they supervise. Supervisors have broad discretion when implementing the disciplinary process. All complaints (except those going directly to IAD/CIO) shall be referred to a supervisor. The supervisor shall record all complaints (except as specified in the following) including complaints from third party witnesses, and forward them as provided by this General Order. When receiving complaints, supervisors shall: a. Accept complaints from third party witnesses to an incident. Any third party ISSUE DATE: February 21, 2012 When supervisors discover possible infractions by employees not within their command, they should consult with the employee's immediate supervisor or a supervisor within the employee's chain of command before initiating a Class II complaint. non-witnesses attempting to make a complaint shall be referred directly to IAD/CIO. The IAD/CIO commander may determine whether to accept a complaint from persons other than the aggrieved party. b. Accept and record phone-in complaints that involve allegations of serious misconduct (Class I). Other phone-in complainants shall be advised to make the complaint in person in order that a notarized statement can be obtained with the complaint. Supervisors may also advise complainants they can mail their notarized statement with specific details of the incident directly to IAD/CIO. Supervisors have the right, duty, and responsibility at any time to inquire as to the facts of a circumstance or situation in order to make management, operational, administrative, or organizational decisions. A 48hour notice is not required before discussing the original infraction with an employee. However, if the inquiring supervisor becomes the complainant in a Class I or 11 complaint, the same inquiring supervisor may not further investigate such alleged violation. c. Forward all mailed written complaints to IAD/CIO for processing. Additionally, if the inquiring supervisor becomes the complainant in a Class I or 11 complaint, the same inquiring supervisor may not participate in the process of recommending discipline for the violation. d. Record complaints on the Issue Record Form (IRF). Upon receipt and recording of complaints, supervisors shall immediately notify their commander. e. Immediately notify IAD/CIO, pursuant to General Order 300-32, Processing Complaints and Employee Issues, if they receive a Class I complaint under either of the following circumstances: Supervisors should keep in mind that job performance and productivity issues do not equate to disciplinary issues. Concerns regarding an employee's job performance and productivity, or lack thereof, should not be handled through the disciplinary process. Job performance and productivity issues should be addressed by implementing appropriate management techniques (e.g., scheduled and unscheduled job performance reviews). Discovered violations of department policy while addressing job performance or productivity concerns should be handled through the disciplinary process. 1. The investigation of the complaint would be hindered by a delay. 2. The complaint involves a felony or a breach of the peace that is occurring or just occurred. If an involved employee is present at the complaint scene, supervisors shall not allow the employee to leave until authorized by IAD/CIO. An employee's immediate supervisor or a supervisor discovering an infraction shall determine whether to proceed through the formal complaint process as a Class I or II complaint or as an SI. PAGE: #3 4 INVESTIGATIVE RESPONSIBILITIES All Class I allegations against an employee shall be investigated by IAD/CIO, except by order of the commander of IAD/CIO. ISSUE DATE: February 21, 2012 access to the file of the investigation to only those persons deemed necessary. The assistant chief of Professional Standards Command, the executive assistant chief of Strategic Operations, and the Chief of Police shall be notified when a complaint is designated confidential. They may review any file at their discretion. The IAD/CIO commander may report any matter directly to the Chief of Police; however, the assistant chief of Professional Standards Command, and the executive assistant chief of Strategic Operations must be notified as soon as possible. All Class II allegations against an employee shall be investigated by the employee's division, unless otherwise determined by the commander of IAD/CIO. The commander of IAD/CIO shall have the authority and discretion to assign the criminal aspects of a Class I complaint to the appropriate criminal investigative division for investigation. The concerned employee and the complainant shall be notified in writing by the assigned investigator whenever a complaint has been received and filed. However, if an /AO commander designates the complaint confidential, the employee shall not be notified. Progress Reports At any time, the commander of IAD/CIO, the assistant chief of Professional Standards Command, or the executive assistant chief of Strategic Operations may require progress reports regarding any complaint against an employee being investigated by the department. Internal Affairs Division IAD/CIO shall serve as a fact-finding entity for investigations of employee misconduct. IAD/CIO shall classify all complaints brought to the attention of the department as either a Class I or II complaint. PAGE: #4 5 PREINTERROGATION PROCEDURES IAD/CIO shall notify employees and complainants of the disposition of Class I and II complaints upon receiving the final decision from the Chief of Police. If a complaint is deemed confidential, notification shall be made at the discretion of an /AD commander. Division commanders shall notify employees and· complainants of SI dispositions. If the complainant to an incident does not verify the complaint in an affidavit, an investigation may still be conducted. However, the employee cannot be required to respond to an interrogation. No employee, regardless of rank, assignment, or function, shall contact or interfere with IAD/CIO personnel or other department investigators regarding ongoing administrative or criminal investigations of any employee. Any inquiries regarding these matters shall be directed to the Professional Standards Command or Strategic Operations. a. When a peace officer is the complainant. (No affidavit is necessary.) Employees who are the subject of the following types of complaints may be required to respond to an interrogation. b. If a third-party witness of police misconduct is a complainant. If employees inquire, they must be told the identities of all investigators taking part in their interrogation. Confidential Complaint The commander of IAD/CIO may designate a complaint as confidential and may restrict If the investigator or the employee intends to record the interrogation, prior notification must be given to the other party. ISSUE DATE: 48-Hour Notice Supervisors have the right, duty, and responsibility at any time to inquire as to the facts of a circumstance or situation in order to make managerial, operational, administrative, or organizational decisions. Therefore, a 48-hour notice is not required before discussing the original infraction with an employee. The department shall provide employees with a 48-hour notice of the time and location of a meeting or hearing (including interviews and interrogations) that is administrative in nature. (See Corrective Action Manual, Part Three, section 1, subsections A., B., and C.) Any employee under investigation for a Class II violation investigated at divisional level by an internal affairs investigator shall be required to receive only one Notice of Interrogation at least 48 hours prior to the first interrogation in any form. Any subsequent interrogation of the same employee on the same complaint or any extension or collateral issue related to the same complaint, shall require the employee be afforded a reasonable opportunity to consult with counsel or a representative before responding to such subsequent interrogations. A 48-hour notice may be voluntarily waived. February 21, 2012 PAGE: #5 ing interrogations regarding investigations of non-criminal misconduct. Counsel's Presence Accused employees are not permitted to have counsel present during an interview regarding an investigation of non-criminal misconduct. Accused employees are permitted to have counsel present during an interrogation regarding an investigation of criminal conduct. Investigators shall not threaten employees with punitive action during interrogations. Investigators may inform employees that failure to truthfully answer reasonable questions directly related to the investigation or failure to fully cooperate in the investigation may result in punitive action. Requirement to Answer Questions Employees can be required to answer questions and are subject to discipline with measures up to and including indefinite suspension for refusal to answer questions. Any required statements may be used against employees in a disciplinary action or other civil proceeding. Time, Place, and Length of Interrogations Supervisors and investigators shall follow the guidelines in the Corrective Action Manual, Part Three, section 1, subsections A., B., and C. If an investigator is conducting an investigation at the scene immediately after an incident occurred, the investigator may proceed with the investigation and furnish the concerned employee with written notification as soon as possible. 6 INTERROGATION PROCEDURES Supervisor's Presence Accused employees have the option of having their immediate supervisor present dur- Employees may be interrogated only during their normal duty hours, unless the Chief of Police or an /AD commander determines the seriousness of the investigation requires interrogation at another time. If employees are interrogated during a time other than their normal duty hours, they shall receive overtime for that period. The Chief of Police shall not hold employees responsible for normal duty time missed because of their required participation in an investigation. Employees shall not be interrogated at their home without their permission. The interrogation shall not be unreasonably long and provision must be made for physical necessities. @®ffil®lf®~ (Q)(f@@lf #200-03 ISSUE DATE: February 21, 2012 Attorney General Letter 8 ADMINISTRATIVE DISCIPLINARY COMMITTEE (ADC) If a letter is sent to the Texas Attorney General, a copy shall be furnished to the employee under investigation at the time of the interrogation or at the time of issuance (if issued after the initial or subsequent interrogation). The ADC shall review investigations of complaints submitted to it by the Chief of Police. Upon completing the review of a complaint, the ADC shall submit a report to the Chief of Police documenting the sufficiency of the investigation and describing recommended disciplinary action. Photographs Taken of Employees An employee can be required to be photographed to aid in conducting investigations in which the identity of the employee is in question or when it is necessary for comparison with other photographs. PAGE: #6 9 INDEPENDENT POLICE OVERSIGHT BOARD (IPOB) The Chief of Police may order an employee to submit to a polygraph examination in compliance with state law. The Mayor's Executive Order 1-5, Independent Police Oversight Board describes the IPOB and its role within the department's internal investigations involving any of the following allegations or circumstances: Submission to Examination a. Use of force. Employees can be required to submit to a medical or laboratory examination at the department's expense as part of an internal investigation. b. Discharge of firearms. Polygraph Examinations 7 DIVISIONAL ADMINISTRATIVE DISCIPLINARY COMMITTEE (DADC) The DADC reviews all non-Class I investigations that result in a divisional discipline recommendation for category B or lower. The DADC reviews cases and either agrees or disagrees with the recommendation stated in Step Four of the Disciplinary Category Worksheet (Corrective Action Manua~. If the committee disagrees with the original recommendation, correspondence shall be attached to the file and the Disciplinary Action Unit (DAU) shall forward the investigation to the division for a final determination of discipline. The DAU shall follow all procedures as outlined in the Corrective Action Manual. c. Incidents resulting in serious bodily injury or death. d. Any other investigations requested and approved for review by the Chief of Police. Each IPOB member and panel is purposed to review applicable internal investigations and make a written recommendation as to whether the investigative findings are accurate and complete. A panel or panel member who believes the investigation is inaccurate or incomplete, may request further investigation be conducted. The request shall be made in a manner prescribed by the department in compliance with the requirements of Executive Order 1-5. Notwithstanding the authority vested within the IPOB, the Chief of Police or designee shall retain final authority over the outcome of internal investigations. @@ITT)@[[@~ (Q)[J'@@[J' #200-03 ISSUE DATE: February 21, 2012 10 DISPOSITION OF CASE Mid managers shall prepare a written recommendation on all sustained IAD/CIO investigations on employees under their supervision. Depending on the violation, the recommendation shall be forwarded through the offending employee's chain of command to at least the assistant chief level. After the Chief of Police receives the file of a completed investigation in which IAD/CIO sustained an allegation, the Chief of Police may: a. Choose to sustain the allegation, impose the recommended discipline, or impose other disciplinary action. The Chief of Police shall forward the entire file to IAD/CIO for final processing. b. Resubmit the file to the ADC for further review and recommendations. c. Return the case to IAD/CIO or the investigating division for further investigation. After the commander of IAD/CIO receives the final recommended disposition signed by the Chief of Police, the commander of IAD/CIO shall notify the employee of the disposition of the complaint in writing. The commander of IAD/CIO must ensure the final disposition of the case is entered into the Issue Tracking System. If the recommended discipline is indefinite suspension, the Chief of Police shall have the affected employee relieved of duty by IAD/CIO personnel. The Chief of Police shall allow a meeting with the affected employee. At the meeting, employees shall be allowed to state their case before the Chief of Police makes a final decision. The employee's division shall handle disciplinary suspensions of 15 calendar days or less. In those cases, employees shall be allowed to retain their HPD identifications, badges, and hat shields. The suspension PAGE: #7 documentation shall instruct employees regarding any limitation of activities and use of credentials during the term of suspension. All disciplinary suspensions of 16 calendar days or more shall be handled by IAD/CIO. In those cases, the HPD identification, badge, and hat shield shall be confiscated and stored in the Employee Services Division. Relieved of Duty The Chief of Police may relieve an employee of duty at any point during the course of a misconduct investigation, especially when allowing an employee to remain on duty may compromise the integrity of the department. If any supervisor becomes aware of a situation requiring an employee be relieved of duty, the supervisor shall immediately contact IAD/CIO. IAD/CIO shall handle all cases in which an employee is relieved of duty and the commander of IAD/CIO shall determine the course of action to be taken. When an IAD/CIO supervisor places an employee on relieved-of-duty status, the IAD/CIO supervisor (and the employee when practical) shall sign a letter explaining what is expected of the employee. A copy shall be given to the employee. The IAD/CIO supervisor shall take custody of the following items from the employee: a. Official police identification b. Badge and hat shield c. Security identification d. Keys as defined in General Order 400-22, Keys and Passwords These articles shall be sent to the Employee Services Division along with a copy of the Relieved of Duty letter. ISSUE DATE: The IAD/CIO supervisor shall notify the employee's commander of the relieved-of-duty status. When an employee is relieved of duty, any leave requested by the employee must be approved by the commander of IAD/CIO prior to being scheduled by the regular assigned division. In addition, IAD/CIO shall be responsible for notifying the Administration and Regulatory Affairs Department relieved of duty desk of employees' relieved of duty status to ensure correct compensation and documentation of employment status. Return to Duty Upon notification by the Chief of Police, an /AD commander shall formally reinstate an employee who is relieved of duty. The IAD/CIO supervisor receiving the information shall prepare a Return to Duty letter advising the affected employee of his or her status. Employees shall deliver their letters to the Employee Services Division in order to obtain their department issued property. A copy February 21, 2012 PAGE: #8 of the reinstatement letter shall also be forwarded to the employee's commander authorizing the employee's return to work. 11 RELATED GENERAL ORDERS AND REFERENCE MATERIAL 300-02, Transfer of Classified Employees 300-32, Processing Complaints and Employee Issues 400-02, Badges and Credentials 400-22, Keys and Passwords 600-42, Racial Profiling Prohibited Executive Order 1-5, Independent Police Oversight Board. Effective 9-23-11. Houston Police Department Corrective Action Manual Meet and Confer Agreements (Classified and Civilian) t//~..b,,.,IV/1,'~ Charles A. McClelland, Jr. Chief of Police ISSUE DATE: @@[n)@[f~~ (Q)[f@@[f Houston Police Department 0 August 27, 2021 NO. 200-04 REFERENCE: Supersedes all prior conflicting Circulars and Directives, and General Order 200-04, dated October 20, 2020 SUBJECT: ASSISTANCE TO EMPLOYEES INVOLVED IN CRITICAL INCIDENTS POLICY The Houston Police Department is concerned about the well-being of all of its employees and recognizes that the psychological impacts of a critical incident may extend beyond the moment of the actual incident. The department's Psychological Services Division provides post-critical incident intervention for any employee who sustains a serious injury, is exposed to a critical incident, causes death or serious injury to another, or for any other circumstance as determined by the Chief of Police. In addition, the Psychological Services Division provides voluntary counseling for employees and their family members including significant others. This General Order applies to all employees. DEFINITIONS Critical Incident. A work-related event that is extraordinary in nature with an expectation of producing a significant reaction on the part of an employee. All officer-involved shootings resulting in death or serious injury to another person shall be considered a critical incident. An employee may be directly or indirectly involved with the critical incident and suffer a physical or psychological injury as a result. Fitness-for-Duty Evaluation. A formal, specialized physical or psychological examination of an employee because of (1) objective evidence that the employee is unable to safely or effectively perform the essential functions of assigned job duties and (2) a reasonable basis for believing that the inability to perform may be attributable to physical or psychological factors. Post-Critical Incident Intervention. A stress management session with a staff psychologist to provide support, education, and an informal assessment to reduce the probability of long-lasting psychological and emotional problems resulting from a critical incident. The intervention is also designed to screen for unusual circumstances (past or present) that could intensify the impact of a critical incident on an employee. Restricted Duty. A duty assignment aimed at providing an officer who is involved in a critical incident the opportunity to obtain emotional and psychological support. The officer shall be assigned to an administrative assignment, in plain clothes, with limited citizen interaction while on restricted duty. Any employee, whether on or off duty, involved in an officer-involved shooting, shall immediately be placed on restricted duty. @@[li)@lf®~ @ir©l@ir #200-04 1 ISSUE DATE: August 27, 2021 PAGE: #2 DIVISION COMMANDERS' RESPONSIBILITIES Division commanders shall be held accountable for ensuring that this General Order is followed and that the Post-Critical Incident Checklist form is completed. The Post-Critical Incident Checklist form is available on the department's Intranet Portal. These documents provide a framework for the procedures and the resources in place to promote employees' well-being and their return to full duty. In addition, the commander shall ensure that communication and collaboration between the commander, employees, and the divisions responsible for the assistance to the employees are appropriate and complete. 2 DUTY STATUS Restricted Duty Status Division commanders may authorize restricted duty status for any employee exposed to a critical incident, if it is in the best interest of the employee or the department. Any employee, whether on or off duty, involved in an officer-involved shooting, shall immediately be placed on restricted duty by the employee's division commander. Officers on restricted duty shall be restricted to administrative assignments with limited citizen interaction. These assignments are intended to provide an opportunity for officers to obtain emotional and psychological support and other assistance. During restricted duty status officers shall also obtain refresher training and debrief with the Training Division's Patrol Tactics Unit. Restricted duty status is in no way punitive, but intended to protect the well-being of the employee. Relieved of Duty Status The Chief of Police, or designee, may order an employee relieved of duty if it is in the best interest of the employee or the department. If the employee is to be relieved of duty, the relief of duty and return to duty shall be handled by the Internal Affairs Division (IAD) in accordance with the guidelines set forth in General Order 200-03, Investigation of Employee Misconduct. Extra Employment Restrictions An employee shall not work any police-related extra employment during the entire period of restricted duty status. 3 POST-CRITICAL INCIDENT INTERVENTION If an employee, whether on or off duty, is directly involved in an incident resulting in death or serious injury to another person, the employee shall contact the Psychological Services Division within two business days to schedule a post-critical incident intervention session. The employee's appointment shall be no later than one week after the date of the critical incident. Additionally, an in-person follow-up session with the Psychological Services Division is required between 40 to 50 calendar days after a critical incident. ®@ITil®lf@~ (Q)[f@l@ir #200-04 ISSUE DATE: August 27, 2021 PAGE: #3 Employees who are injured in a critical incident shall call for an appointment with the Psychological Services Division upon or before returning to duty. Employees are not required to wait until returning to duty and are encouraged to call as soon as possible after the critical incident. Additionally, the Psychological Services Division provides post-critical incident intervention sessions for employees indirectly exposed to a critical incident. Employees are encouraged to call the Psychological Services Division for an appointment if they are indirectly exposed to such an incident. Attendance at these sessions is not mandatory for employees, unless a supervisor determines it is in the best interest of the employee. A department psychologist shall immediately notify an employee's division commander and the Administrative Personnel Committee (APC) should it be determined through a post-critical incident intervention session that the employee should be on or remain on restricted duty status. A post-critical incident intervention is separate and distinct from a fitness-for-duty evaluation. This does not preclude supervisors and other employees from notifying APC regarding concerns about any employee's ability to perform the employee's job due to medical, physical, or psychological conditions as directed in General Order 300-05, Workers' Compensation. Attendance Employees shall be allowed to attend mandatory post-critical incident intervention sessions while on duty. If an employee must attend the mandatory session(s) during off-duty hours, the employee shall be given overtime compensation (or flextime if applicable) for the actual time spent in the session. The Psychological Services Division shall provide the employee written documentation of attendance at mandatory session(s). The employee shall give the documentation to the employee's division commander. Attendance to subsequent or other non-mandatory sessions at the Psychological Services Division is confidential information and documentation of such sessions attended shall require a written and signed release from the employee. 4 TRAINING As part of the post-critical incident review process, the division commander is responsible to ensure that the employee attends post-critical incident training at the Training Division. Officers assigned to the Narcotics Tactical Team and the Tactical Operations Division SWAT Detail shall attend their respective division's post-critical incident training. 5 RETURN TO DUTY An employee's return to duty from restricted duty shall only be authorized by the Chief of Police or designee. The division commander shall notify the Chief of Police, in writing through the chain of command, that the employee has completed the mandated requirements as outlined in this General Order. Before seeking an officer's return to duty, the employee's division commander, @@lfi1@!1'@0 (Q)[1'@]@[1' #200-04 ISSUE DATE: August 27, 2021 PAGE: #4 or designee, shall consult with the Psychological Services Division and the Training Division regarding the employee's status for return to full duty. The completed Post-Critical Incident Checklist form will be placed in the employee's Division Personnel File when it is returned with the Chief of Police or designee's signature. The employee's division commander, or designee, shall ensure the returning employee is integrated back into the work environment. The returning employee shall be assigned to work with another employee for a period to be determined by the division commander and the Psychological Services Division. This time period shall be no fewer than five workdays. The returning employee may continue to work with another employee at the direction of the division commander or Psychological Services. Troy F' ner Chie(of Police ISSUE DATE: ®@[n)@[f®~ (Q)[F@@[F Houston Police Department 0 A ril NO. 200-05 REFERENCE: Supersedes all prior conflicting Circulars and Directives, and General Order 200-05, dated July 25, 1994 SUBJECT: EMPLOYEE PARKING REGULATIONS POLICY All employees shall adhere to the regulations outlined in this General Order regarding parking at the Edward A. Thomas Building (Police Headquarters}, the Central Police Complex, City Hall, City metered parking spaces, the airports, and other official locations. This General Order applies to all employees. DEFINITIONS Dismissal Pack. A correspondence packet containing a letter addressed to the concerned assistant chief or executive assistant chief from an officer requesting dismissal of a parking citation issued to the officer, a Request for Parking Citation Dismissal Affidavit form, an Affidavit of Department Head form, and the pertinent parking citation. Affidavit forms are available on the department's Intranet Portal. Police Headquarters Parking Zone. The metered parking spaces in the 1000 through 1400 blocks of Louisiana, Milam, Travis, Main, and Fannin, as well as the metered parking spaces in the 600 through 1000 blocks of McKinney, Lamar, Dallas, Polk, Clay, and Bell. 1 RESPONSIBILITIES It is the responsibility of all employees to ensure that their City and personal vehicles are properly parked in accordance with all laws and department guidelines. City of Houston vehicles shall not be parked in lots designated for the use of private vehicles. For the Edward A. Thomas Building, the commander of the department's Security Operations Unit shall be responsible for assigning parking, issuing employee parking permits, authorizing the purchase and creation of parking signage, and enforcing parking regulations. Within the Central Police Complex (a.k.a. 61 Riesner Complex), the Central Division commander shall be responsible for designating parking areas, issuing employee parking permits, assigning parking, authorizing the purchase and creation of parking signage, enforcing parking regulations, and issuing parking citations to or towing all illegally parked vehicles. When employees resign, retire, or are terminated, they are responsible for returning any City of Houston and/or department parking permits either to the issuing division or to Employee Services Division as part of the established checkout process. @@ITI}@[f®~ (Q)[f@l@[f #200-05 2 ISSUE DATE: A ril 30 2018 PAGE: #2 PARKING IN UNPAID METERED SPACES Under City ordinance section 26-157(9), law enforcement officers who need to park in a City metered parking space while engaged in the performance of officially assigned duties of office are allowed an exemption from paying the meter. Officers who need to park in an unpaid metered space while engaged in the performance of officially assigned duties of office shall indicate their status by placing a City of Houston blue or yellow hang tag parking permit on the rearview mirror of their vehicle and may park for no longer than four hours. The vehicle shall not be parked in an unpaid metered space while the officer is working at his customary (regular assigned) office or job site. The blue and yellow hang tag parking permits are issued by the City of Houston Administration and Regulatory Affairs Department, Park Houston Division. Blue hang tag parking permits illustrating the "scales of justice" are issued to officers whose primary work location is 1200 Travis. Yellow hang tag parking permits illustrating a "courtroom gavel" are issued to officers whose primary work location is not 1200 Travis. The "HT" number and barcode illustrated on the parking hang tag correspond to the employee number of the employee to whom it is assigned. Officers displaying blue hang tag parking permits may park in unpaid metered spaces only if they are outside the Police Headquarters Parking Zone. Officers displaying yellow hang tag parking permits may park in unpaid metered spaces including those within the Police Headquarters Parking Zone. Officers shall not park in an unpaid metered space for longer than four hours per City ordinance. A vehicle displaying a blue or yellow hang tag and parked for more than four hours in an unpaid metered space is subject to citation and the officer may be held responsible for the citation. At no time shall employees park any vehicle in any of the No Parking Red Zones located near intersections or within 15 feet of a fire hydrant. 3 PARKING AT EDWARD A. THOMAS BUILDING The Security Operations Unit's commander shall be responsible for the assignment and enforcement of parking in the 1200 Travis Garage and at any off-site Travis parking location. Parking in the Travis Garage shall be as follows: a. Levels 2 and below. Parking on these levels is for City vehicles and visitors. b. Levels 3 through 8. Parking on these levels is for employees with a Travis Garage hang tag parking permit. Floor 8 is also utilized for overflow visitor parking when spaces are available. c. Named or Reserved Parking. Parking spaces that are labeled with a name, office, or reserved parking signage are reserved 24 hours a day, 7 days a week. Employees shall not park in these spaces at any time unless it is their assigned parking space. @@lli)@[f@~ @tr©l@tr

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