Hollywood Police Department Discipline Policy PDF

SOP HOLLYWOOD POLICE DEPARTMENT...

SOP HOLLYWOOD POLICE DEPARTMENT #105 DISCIPLINE POLICY ORIGINATION DATE: 11/01/2001 REVISED DATE: 12/08/2023 APPROVED: CHIEF OF POLICE, JEFF DEVLIN PURPOSE: To establish guidelines for the disciplinary process. The disciplinary process may include counseling, corrective action, and formal discipline. SCOPE: This SOP applies to all Members of the Department. POLICY: Unless otherwise provided for in any applicable Collective Bargaining Agreement, it is the policy of the Department to train and counsel Members in those instances where such Members need guidance in performing their duties. Imposition of discipline becomes necessary when such training and counseling fails to rectify improper action or the Member commits a pronounced violation. Proper counseling and disciplinary guidelines are essential to the efficient and orderly achievement of the Department’s Mission. INDEX: PROCEDURE:.............................................................................................................................................. 2 I. INFORMAL DISCIPLINE......................................................................................................................... 2 A. COUNSELING:....................................................................................................................................... 2 B. UNSATISFACTORY OBSERVED BEHAVIOR REPORT FOR SWORN MEMBERS:............................................. 3 C. WRITTEN REPRIMAND FOR NON-SWORN MEMBERS:.............................................................................. 3 D. REMEDIAL TRAINING:............................................................................................................................ 3 II. FORMAL DISCIPLINE............................................................................................................................. 3 A. SUSPENSIONS:..................................................................................................................................... 3 B. DEMOTION:.......................................................................................................................................... 4 C. TERMINATION:...................................................................................................................................... 4 D. OTHER DISCIPLINE:.............................................................................................................................. 4 III. SUPERVISORY RESPONSIBILITY........................................................................................................ 5 A. ROLE:.................................................................................................................................................. 5 B. DOCUMENTATION:................................................................................................................................ 5 C. DISCIPLINE ASSESSMENT:..................................................................................................................... 5 IV. THE AUTHORITY OF SUPERVISORY MEMBERS............................................................................... 6 A. COUNSELING:....................................................................................................................................... 6 B. UNSATISFACTORY OBSERVED BEHAVIOR REPORTS FOR SWORN MEMBERS:........................................... 6 SOP 105 Discipline Policy Page 1 of 9  C. WRITTEN REPRIMAND FOR NON-SWORN MEMBERS:.............................................................................. 6 D. SUSPENSION, REDUCTION IN RANK, TERMINATION, AND OTHER FORMAL DISCIPLINE:.............................. 6 V. SUSTAINED INTERNAL AFFAIRS INVESTIGATIONS......................................................................... 6 A. EXPEDITED RESOLUTION ALTERNATIVE (ERA):...................................................................................... 6 B. NOTICE OF INTENT TO DISCIPLINE:......................................................................................................... 7 C. PRE-DETERMINATION HEARING:............................................................................................................ 7 VI. WRITTEN NOTICE OF DISCIPLINE MEMORANDUM........................................................................... 7 A. MEMORANDUM PROCEDURES:.............................................................................................................. 7 B. MEMORANDUM RECEIPT:...................................................................................................................... 8 VII. PROCESS FOR APPEALING DISCIPLINARY ACTIONS................................................................... 8 VIII. DEFINITIONS:....................................................................................................................................... 8 A. CORRECTIVE ACTION:.................................................................................................................... 8 B. DISCIPLINARY ACTION:................................................................................................................... 8 C. MISCONDUCT:.................................................................................................................................. 8 D. PROFESSIONAL COMPLIANCE:...................................................................................................... 8 E. REDUCTION IN RANK:...................................................................................................................... 8 F. RELIEF OF DUTY:............................................................................................................................. 8 G. SUSPENSION:................................................................................................................................... 9 H. TERMINATION:.................................................................................................................................. 9 PROCEDURE: I. INFORMAL DISCIPLINE Informal Discipline consists of counseling and the issuance of Unsatisfactory Observed Behavior Reports (Sworn Members) and Written Warnings (Non-sworn Members). Such actions are not subject to the arbitration process. A. Counseling: Supervisors are responsible for providing appropriate counseling when there is a recognizable problem with a Member’s performance or behavior. Effective counseling provided in a timely manner can avert the need for a vast majority of disciplinary actions. 1. Supervisors will be responsible for maintaining Supervisor/subordinate counseling session notes in their personal records for future reference. These records will not become a part of a Member's permanent record. Counseling will generally be appropriate in the case of minor violations that have not been of a recurring nature. 2. The Supervisor will indicate to the Member the required conduct or performance expected. 3. Supervisors must recognize situations beyond their expertise. Referral of the Member to the “Employee Assistance Program” is desirable when professional counseling is suggested for emotional problems associated with, but not limited to: a. Domestic difficulties. b. Physical or psychological illness. c. Alcohol or other substance abuse. SOP 105 Discipline Policy Page 2 of 9  B. Unsatisfactory Observed Behavior Report for Sworn Members: Supervisors will use this Report to document minor violations of Department policies or procedures committed by sworn Members. The Report may also be used when other forms of corrective action have been unsuccessful. The Unsatisfactory Observed Behavior Report will advise the Member of the violation and provide the opportunity for the Member’s response. 1. A Supervisor will complete an Unsatisfactory Observed Behavior Report (see Appendix A) when formal documentation is necessary. 2. This Report may be completed to document violations that do not necessitate disciplinary action. 3. An Unsatisfactory Observed Behavior Report will be approved by a Division Major prior to issuance to the Member. 4. A Supervisor will personally serve members and give copies of all documents upon which the violation is based. 5. Grievances for Unsatisfactory Observed Behavior Reports shall be presented in the manner outlined in the current Collective Bargaining Agreement. C. Written Reprimand for Non-Sworn Members: This Report (see Appendix B) will be used in place of the Observed Behavior Report to document violations of Department policy, procedure, rules and regulations committed by a non- sworn Member of the Department. D. Remedial Training: When a Supervisor determines that a Member’s poor performance or infraction of a Department policy or procedure results from a lack of knowledge, additional or remedial training may be required. 1. Supervisors are responsible for providing or facilitating qualified instruction to assist Members in overcoming a noted deficiency. 2. If the degree of instruction required exceeds the Supervisor’s capabilities or expertise, they may request/recommend that the Training Unit facilitate the required training. The request/recommendation will be submitted via the Chain of Command to the Supervisor’s Respective Assistant Chief of Police for approval. 3. Training may be utilized in lieu of or in conjunction with disciplinary action. 4. Additional/remedial training may be desirable in the following circumstances: a. A Member’s Performance Evaluation indicates an overall rating of “below satisfactory” in the case of non-sworn Members and “unacceptable” in the case of sworn Members. b. A Member’s poor performance in a continued or specific incident indicates a special need for training. 5. The Member’s immediate Supervisor will document all recommended methods of improving performance. Members failing to follow recommendations to improve their performance may be subject to progressive disciplinary action. II. FORMAL DISCIPLINE Formal Discipline includes demotion, reduction or loss in pay or Member benefits, suspension, and termination. A. Suspensions: Suspensions are usually reserved for serious offenses or repeated minor offenses. 1. Suspension may be warranted in the following circumstances: a. Misconduct. SOP 105 Discipline Policy Page 3 of 9  b. Progressive disciplinary steps have been utilized, and the conduct/performance is repeated. c. The gravity of the offense is considered “severe.” d. The gravity of the offense is considered unbecoming conduct. 2. The Supervisor will maintain supporting documentation of the progressive disciplinary steps taken in the Member’s personnel file. 3. Levels of Suspension: a. (8) to (24) working hours: Suspension without pay for violations of a moderately serious nature with extenuating circumstances. b. (24) to (80) working hours: Suspension without pay due to violations of a moderately serious nature without extenuating circumstances. c. (80) to (160) working hours: Suspension without pay due to violations of a serious nature for which the possible penalty might be dismissal except for extenuating circumstances. d. Any other level determined appropriate by the Chief of Police. B. Demotion: Demotion or reduction in rank may be of formal discipline and is usually reserved for serious matters. Probationary demotions may not be a formal discipline. 1. Demotion may be warranted in, but not limited to, the following circumstances: a. A Member is not performing duties commensurate with his rank. b. A Member sustains substandard work performance. c. Progressive disciplinary steps have been taken. d. Those circumstances listed in Section II, paragraph B, subsections 1(a), 1(b), 1(c), 1(d). 2. When the Chief of Police recommends a demotion, it will include the specific rank and/or pay grade to which the Member will be demoted. C. Termination: Termination is the final and most severe form of discipline administered by the Department. Termination may be warranted in, but not limited to, the following circumstances: 1. Failure to meet, in any instance, the duties and responsibilities assigned to a Member of this Department. 2. Failure to maintain professional compliance as set forth in the Department Rules and Regulations. 3. A serious violation or repeated violation of rules, regulations, policies, or procedures, which constitutes a willful, intentional or negligent disregard. 4. Violations of Criminal Statutes and Ordinances. D. Other Discipline: The loss of a benefit or privilege could occur during the discipline process. Other forms of discipline may include but are not limited to the loss of a take-home vehicle, suspension from off- duty details, etc. SOP 105 Discipline Policy Page 4 of 9 III. SUPERVISORY RESPONSIBILITY A. Role: One of the primary roles of a Supervisor is the administration of corrective/disciplinary action. Corrective/disciplinary action may involve encouragement, inspiration, training, or the imposition of negative sanctions. 1. Exercising positive corrective disciplinary action requires foresight and planning rather than reaction. Proper training, motivation, and recognition of individual and group effort results in self-discipline. 2. Exercising negative corrective disciplinary action may range from issuing an Unsatisfactory Observed Behavior Report to termination. a. Action steps should only be administered to the extent necessary to correct the performance/behavior. b. The extent of the action administered should consider the interests of the Member, the Agency, and the public. B. Documentation: A pattern of behavior or course of conduct can only be established through thorough record- keeping procedures. 1. The documentation should include all observed incidents, informal and formal disciplinary/corrective actions taken, and Employee Performance Evaluations. 2. Supervisors will maintain personal records documenting informal counseling. The concerned Member will be notified when such data is being retained. Documentation must identify dates, times, locations, and circumstances. 3. Employee Performance Evaluations must document both satisfactory and unsatisfactory performance in the case of non-sworn Members and acceptable and unacceptable performance in the case of sworn Members. Specific incidents demonstrating the Member's performance or conduct will be noted in the Evaluation. 4. Prior documented incidents will be examined to determine if a particular course of conduct is demonstrated. Affected Members will be informed when a particular course of conduct has been identified. Corrective action will be initiated to correct the deficiency and prevent its recurrence. 5. Supervisors who initiate corrective disciplinary action must identify each violation or instance of unsatisfactory performance and cite the appropriate SOP, General Order, Rules or Regulation that establishes the proper performance standard. All violations cited will be documented on the appropriate form. C. Discipline Assessment: The degree of corrective/disciplinary action will be based on the totality of facts and circumstances associated with each incident or substantiated complaint. 1. The corrective/disciplinary action recommended should cause the Member to modify their behavior and recognize their responsibility to themselves, the Department, and the public. 2. The degree of action taken should increase with each substantiated violation. 3. Review and evaluation of the following will assist the Supervisor in recommending the proper degree of corrective/disciplinary action: a. The Internal Affairs Officer History Summary Report. b. Seriousness of the violation. c. Identification of a particular course of conduct. d. Mitigating circumstances, if any. Length of service and previous record of the Member. SOP 105 Discipline Policy Page 5 of 9  e. Reasonable consistency in applying similar action to similar offenses. f. The prospect that the action taken may play a rehabilitative role. g. Other relevant factors or specifics of the incident under consideration. IV. THE AUTHORITY OF SUPERVISORY MEMBERS This SOP does not negate the authority of any Supervisor or the Department to take immediate corrective/disciplinary action if warranted. The following contains the authority attendant to each level of Supervision and Command relative to each corrective disciplinary action. A. Counseling: A Member’s immediate Supervisor has the authority to administer counseling without notifying a Member of higher rank. B. Unsatisfactory Observed Behavior Reports for Sworn Members: An Unsatisfactory Observed Behavior Report will be approved by a Division Major prior to issuance to the Member. In cases where sworn Supervisors are issued Observed Behavior Reports, they must be approved through their Chain of Command to the Chief of Police or designee prior to issuance to the Member. C. Written Reprimand for Non-Sworn Members: In cases where civilian Members are issued Written Warnings or Reprimands, the procedure defined in the current Collective Bargaining Unit Contract will be followed. D. Suspension, Reduction in Rank, Termination, and Other Formal Discipline: A Supervisor’s recommendation for a Member's suspension, reduction in rank, termination, or other formal discipline requires Chain of Command approval. The Chief of Police is the ONLY authorized Member of the Department who issues disciplinary action and is the final authority. V. SUSTAINED INTERNAL AFFAIRS INVESTIGATIONS When an investigation is substantiated, corrective steps are implemented to improve behavior and facilitate improved performance. These steps are generally implemented on a progressive basis; however, if the nature of the violation is considered “severe,” the appropriate discipline may be imposed. A. Expedited Resolution Alternative (ERA): 1. The purpose of the “Expedited Resolution Alternative” (ERA) is to expedite the disposition process by reducing the amount of time and investigative resources necessary to reach a conclusion. Furthermore, it provides employees who wish to acknowledge their policy violation(s) and resolve their matter in a significantly shorter time. ERA can only be offered at the sole discretion of the Chief of Police or designee. ERA is not a given right and does not preclude a supervisor from taking immediate action as deemed necessary. 2. Any employee who is subject to a potential Internal Affairs Investigation may be afforded the opportunity to voluntarily participate in the ERA. (see Appendix D.) 3. If the employee accepts the ERA, they will have seven (7) calendar days to complete and submit the ERA form to the Internal Affairs Unit. This form should be reviewed by union representation prior to submission. The ERA form must be hand-delivered to the Internal Affairs Unit by the employee or their union representative. Once the ERA form is received, the Internal Affairs Lieutenant will schedule a review meeting with the Chief of Police or designee. 4. Following the review meeting, the Chief of Police or designee will render a decision to approve or deny the ERA form. Furthermore, the Chief of Police or designee, at his sole discretion, can issue an extension and/or a revised ERA form based on extenuating circumstances. SOP 105 Discipline Policy Page 6 of 9  5. If the ERA is approved, the employee will be issued a copy of the approved ERA form and an Intent to Discipline. 6. If the ERA is denied, the employee will be issued a copy of the denied ERA form, and an Internal Affairs Investigation will commence. 7. Should the Internal Affairs Unit not receive the ERA form within seven (7) calendar days, it will be implied that the employee does not wish to participate in the ERA, and an Internal Affairs Investigation will commence. B. Notice of Intent to Discipline: When the discipline is suspension, demotion, or termination, the Internal Affairs Unit will hand deliver a Notice of Intent to Discipline Memorandum to the Member. The Notice will include: 1. The allegation of improper behavior. 2. Specific Department/City rules violated. 3. The recommended discipline. 4. The Member will acknowledge receipt of the document by signature and date upon a Receipt of Notice Form (see Appendix C). 5. The Member is entitled to, and may, at their option, schedule a pre-determination hearing with the Chief of Police within five business days. C. Pre-Determination Hearing: A Member who has received an “Intent to Discipline Memorandum” is entitled to and may, at their option, request a pre-determination hearing prior to the imposition of suspension, demotion, or termination. The basis for this hearing is to afford the Member the opportunity to show cause why the action should not be taken. 1. The Member may have a representative/attorney present during the hearing. 2. If a Member exercises his right to a pre-determination hearing, the Chief of Police will consider any further information provided by the Member prior to rendering a decision on the administration of discipline. 3. The Chief of Police will render his decision following the conclusion of the pre-determination hearing. 4. If the Member chooses not to schedule a hearing, the discipline will become effective as indicated. a. The Chief of Police has final authority in any decision involving disciplinary action. b. If the Chief of Police affirms a suspension, demotion, or termination, the Internal Affairs Unit will prepare a Notice of Discipline Memorandum. VI. WRITTEN NOTICE OF DISCIPLINE MEMORANDUM A. Memorandum Procedures: The Notice of Discipline Memorandum contains the following information: 1. Nature of the incident. 2. Sustained violation(s). 3. Nature of Discipline. 4. In cases resulting in suspension, the Member’s chain of command will be responsible for coordinating the dates within Telestaff unless otherwise specified by the Internal Affairs Unit. Within one (1) week of the suspension’s completion, the Member’s immediate supervisor will submit a memorandum via their chain of command to the Internal Affairs Unit confirming the suspension has been completed and notating any other pertinent information, i.e., additional training, etc. SOP 105 Discipline Policy Page 7 of 9  5. Effective date of the demotion or termination. 6. A copy will be forwarded to the Director of Human Resources, the City Attorney, and the City Manager. a. Both offices must concur with the Chief’s decision. b. The City Manager may be consulted if concurrence is not reached. c. The City Manager will be specifically notified prior to any termination. 7. Notification of grievance procedure per the current Collective Bargaining Agreement. 8. In the case of termination, the affected Member will be given a copy of the “Notice of Discipline” Memorandum, which will contain the additional following information: a. Reason for dismissal. b. Effective date of dismissal. c. Copy of the City of Hollywood Exit FAQs (see Appendix E), which will help inform the Member of the status of all fringe and retirement benefits afforded him after dismissal. d. Upon the Member’s request, one copy of the investigative file that contains supporting documentation relating to the Member’s dismissal. B. Memorandum Receipt: Receipt of Notice Form: (see Appendix C). The Member will acknowledge the receipt of the document with their signature and date. VII. PROCESS FOR APPEALING DISCIPLINARY ACTIONS Unsatisfactory Observed Behavior Reports, Suspensions, Demotions, Terminations, or any other adverse personnel action against a member are appealable or subject to the grievance procedures in accordance with the current Collective Bargaining Agreements. VIII. DEFINITIONS: A. CORRECTIVE ACTION: It may include but is not limited to, Supervisory counseling, training, testing, psychological counseling, suspension of privileges, reassignment, or other measures designed to correct performance or behavior. B. DISCIPLINARY ACTION: The suspension, demotion, termination, reduction in pay, other employment benefit, or similar action taken against a Member as punishment for misconduct. C. MISCONDUCT: An act of mismanagement, improper behavior, or intentional violation of a law, rule, regulation, policy, procedure, or SOP. D. PROFESSIONAL COMPLIANCE: Members will properly perform the duties and assume the responsibilities of their positions. E. REDUCTION IN RANK: The act of moving a Member from a position in one class to a different position in another class having a lesser degree of responsibility and a lower salary and salary range. F. RELIEF OF DUTY: The act of temporarily denying a Member the privilege of performing his duties pending the outcome of an internal investigation. SOP 105 Discipline Policy Page 8 of 9  G. SUSPENSION: The act of temporarily denying a Member the privilege of performing their duties as a result of misconduct or in consequence of a sustained violation of Department/City Rules and Regulations, SOP’s, General or Division Orders. H. TERMINATION: The act of terminating (ending) the Member’s employment with the City ATTACHMENTS: Appendix A: Observed Behavior Report. Appendix B: Written Reprimand. Appendix C: Receipt of Notice Form. Appendix D: Expedited Resolution Alternative Form Appendix E: City of Hollywood Exit FAQs SOP 105 Discipline Policy Page 9 of 9  City of Hollywood Police Department Performance Evaluation System Observed Behavior Report Commendable Unsatisfactory Employee Name: Job Title: Division/Unit: Date: Supervisor’s Statement of Performance: Recommended Action Plan: Employee’s Comments: Employee Signature: Date: Supervisor’s Signature: Date: Reviewer’s Signature: Date: Chief of Police Signature: Date: 1 105 Appendix A.  WRITTEN REPRIMAND Date: Employee: Dept/Office.: Division: Previous Disciplinary Actions, Including Rule Violations and Date(s): Violations: Cause for Action: Any future violations of City Rules and Regulations will result in more severe disciplinary action up to and including termination. Be advised that you have a period of 14 days to file a grievance per the Collective Bargaining Agreement. __________________________________ Signature - Division Head/Department Head NOTIFICATION The undersigned employee hereby acknowledges that he/she received this document on ____________. This signature in no way indicates the employee concurs with any statement contained in the document. ______________________________________________ Signature - Employee Distribution List: Employee City Attorney Human Resources Department/Office Union rev. 9/14/2020) 105 Appendix B.  Hollywood Police Department Internal Affairs Unit RECEIPT OF NOTICE The undersigned certifies that was served the attached documentation, as indicated below on, , by-hand delivery. By: Internal Affairs Member & Badge # For: Agency Head The undersigned employee, or their representative, hereby acknowledges receipt of the attached documentation as indicated below on the above-noted date. Check all attached documentation that applies: Notice of Internal Affairs Investigation Expedited Resolution Alternative Notice of Administrative Leave & Reassignment City-Issued Equipment/Property List Notice of Intent to Discipline Final Notice of Discipline Notice of Intent to Terminate Final Notice of Termination Notice of Return to Full-Duty Status Other: _____________________ Employee Signature Badge # Date 2741 Stirling Road | Hollywood, Florida | 33312 | Tel: 954-967-4398 [email protected] 105 Appendix C.  Hollywood Police Department Internal Affairs Unit EXPEDITED RESOLUTION ALTERNATIVE Subject Employee’s Name Badge # Date I have reviewed the summary of complaint and alleged policy violation(s) and do not contest the facts as set forth within. I would like to voluntarily provide additional information that I believe may be relevant to the violation(s) which occurred. I would not like to provide additional information. SUMMARY OF COMPLAINT AND ALLEGED POLICY VIOLATION(S): Completed by the Internal Affairs Unit 2741 Stirling Road | Hollywood, Florida | 33312 | Tel: 954-967-4398 [email protected] 105 Appendix D. MITIGATING FACTOR(S) EMPLOYEE BELIEVES WARRANTS CONSIDERATION: CHIEF OF POLICE RECOMMENDED DISCIPLINARY ACTION(S): EMPLOYEE’S UNDERSTANDING AGREEMENT: By signing this agreement, I agree to participate in the Expedited Resolution Alternative voluntarily and agree that:  I am requesting this process freely and without any expressed or implied threat, promise, or intimidation.  I do not wish to contest the factual allegations in the summary of complaint and alleged policy violation(s) and waive all further appeals concerning the investigation and discipline imposed through this agreement.  The disposition by the Chief of Police is final. Employee Signature: Badge #: Date: Recommendation: Approved Denied Chief of Police Signature: Date: 2741 Stirling Road | Hollywood, Florida | 33312 | Tel: 954-967-4398 105 Appendix D. [email protected]  City of Hollywood Retiree Exit FAQs 1. When will I get my last check? All of your paperwork needs to be processed (ending PA, Separation of Employment form, turning in of uniforms, keys, ID card, etc). Once payroll receives all the necessary documentation, they will issue your check on the next payday. 2. What happens to my pension? You will need to contact the Pension Administrator for your plan. General Pension: Christine Bailey 954.921.3333 Police Pension: Dave Williams 954.967.4395 Fire Pension: Michelle Rodriguez 239.333.4872 3. When do my medical and dental benefits change? Medical and dental benefits for you and your enrolled dependents will transition from active employee to retiree at the end of the month in which you separate. For example: if you leave May 5th, your benefits will terminate on May 31st. 4. If I have Medical and Dental coverage, what type of coverage can I continue? As a retiree you may continue medical and dental for you and your dependents as long as the required premium is paid. The deductions can be made directly from your pension or if you wish, the City can bill you directly. Please note, if you do NOT elect medical and/or dental when you retire, you may not enroll in the future. IMPORTANT: If you and/or your spouse will be age 65 or older at the time of retirement, you and/or your spouse must acquire Medicare Part B. Your Medical insurance will be secondary to Medicare. 5. When does my Flexible Spending Account end? Your account will end on your last day of employment. You may submit claims for expenses prior to your separation date. 6. What happens to my Group Life Insurance? Basic Life and AD&D Insurance and Supplemental Life Insurance end on your last day of employment. You may be able to convert or port your Life and or Supplemental Insurance directly with the carrier. Please note: Applications and the applicable premium must be submitted within 31 day from the date their employment ends. The City offers retiree’s a $5,000.00 Life Insurance policy. You must enroll when you retiree or you can never enroll. 7. I received tuition reimbursement, what happens? If you received tuition reimbursement within two (2) years of separating from the City, by contract it must be reimbursed. Please refer to your Bargaining Unit contract or HR Policies for information. Payroll will deduct it from your last check. Arrangements will need to be made to remit if check doesn’t cover necessary amount. 8. If I move, how will I receive my W-2? If you move prior to receiving your last W-2 from the City, please contact Human Resources and provide your new mailing information. If you are retiring, or you are vested, also contact your pension administrator whenever you have an address change. If you are enrolled in COBRA, Human Resources will notify the carrier of your new address. 9. What happens to my 457 Deferred Compensation Plan and Police Retirement Health Savings Plan? Contact your representative directly for information. 10. You will receive a COBRA notice, as customary at separation. Disregard if you have elected retirement coverage. You may need to provide to dependents who have been dropped from your retirement coverages. 1 105 Appendix E