Policy

It is the responsibility of all supervisors on a daily basis to ensure the grooming and dress standards are upheld. Supervisors shall be responsible for required monthly inspections of all uniforms. 

Policy

Only the Chief of Police may approve a uniform change or addition to employee uniform requirements without approval of the appropriate Uniform Committee.

This policy establishes guidelines for hairstyles, facial hair, and overall grooming to maintain a professional image, accommodate necessary equipment use, and uphold the MPD’s operational standards.

1. All members will keep their hair clean, neatly trimmed and well-groomed. Members’ hair shall always present a professional image.
2. Dyed, tinted or bleached hair must be within a naturally occurring color range and must be professional in appearance. For purposes of this policy, naturally occurring color range does not include unique hair colors such as pink, blue, purple or green.
3. Hair shall be maintained so that when an authorized MPD hat is worn, the hair does not detract from a neat, professional appearance or interfere with any specialized equipment or member safety and effectiveness.
4. Wigs and hairpieces may be worn provided they comply with MPD regulations.
5. Members may be temporarily excused from these hair and grooming regulations while assigned to a special detail or assignment. However, such members will again comply with these regulations once the special detail or assignment is completed or whenever wearing the official uniform.
6. Human Resources may consider and approve accommodations to this standard for medical reasons on a case-by-case basis. In such instances, the member shall submit the request for accommodation to the HR Generalist for MPD.

Mustaches

Mustaches shall be neatly trimmed and shall not extend below the corners of the mouth.

Sideburns

Sideburns shall be neat, trimmed and extend in a clean-shaven horizontal line.

1. Sideburns shall not extend beyond a point even with the bottom of the ear lobe.
2. Sideburns shall not protrude forward more than one inch from the front of the ear.

Beards and goatees

1. MPD members are generally permitted to have a neatly trimmed beard or goatee, subject to the following exceptions.
2. The following members are prohibited from having a beard or goatee:

• Sworn members who are members of the MPD Honor Guard, while participating in services or memorials through the Honor Guard.
• Sworn members assigned to a uniform detail during special events designated by the Police Administration.
• Community Service Officers, Cadets and Recruits.
• SWAT tactical team members.

3. The Assistant Chief may notify Inspectors or Commanders if any additional members will be subject to a prohibition due to a special event or special circumstances.

Gas mask fit testing

Sworn members and other designated personnel must still be able to pass the gas mask fit testing, which may require adjusting or shaving facial hair.

1. Members may wear jewelry that is clean, neat and of a style that presents a professional appearance and that is consistent with the type of assignment and duty performed. Jewelry that represents a safety hazard or interferes with the performance of one’s job is not allowed.
2. Standards for uniformed members wearing jewelry:

1. One wristwatch, two rings per hand and a medical alert bracelet are allowed.

2. If worn, neck jewelry shall not be visible.
3. One earring per ear is allowed. Earrings shall be no more than ¼ inch in diameter and are limited to “stud” or “post” type earrings. Earrings shall not extend below the bottom of the ear lobe or have loose or dangling parts.
4. Plugs (used to enlarge the piercing holes in the ear lobes) are prohibited.
5. No tongue studs or visible body piercing (other than as described in #3) shall be worn.
6. Jewelry or personal ornaments shall not be affixed to any uniform or equipment.
7. No dental accessories (e.g. mouth grills or tooth jewelry) shall be worn unless deemed necessary by a medical or dental professional.

3. Unit/Division Commanders or their designee may grant an exception to members when deviation from this policy is appropriate for a specific assignment.

This policy establishes the approved specifications for the Class ‘B’ Uniform, ensuring consistency, a polished appearance, and compliance with department standards.

Shirt, Long-Sleeve Only

1. Men’s and Women’s

• Flying Cross, Deluxe Tropical, 65% polyester 35% rayon, long-sleeve, medium blue in color, M-1108 matte finish buttons, flat sleeve/cuff (non-pleated)
• Elbeco DutyMaxx, 586D/9586LCD, long-sleeve poly/rayon stretch shirt, medium blue, 80% polyester 20% rayon tropical weave 14% fiber stretch

2. Command Staff

• Elbeco Brand, Paragon Plus, 65% polyester 35% cotton, white, long-sleeve shirt.

Trousers, Plain/Non-Cargo Only

Men’s and Women’s

• Blauer, 8560, 75% polyester 25% wool, dark navy

Tie

• Samuel Broome, poly/wool blend, tie, dark navy (color #61) clip-on/break-away design.

Socks

1. Socks shall be dark navy blue or black unless boots are worn.
2. Socks worn with boots shall not show during normal wear.

Shoes and Boots

1. Shoes and boots shall be black, natural or artificial leather, with a smooth and round toe design.

2. Shoes and boots shall be clean, in good condition and polished to a high shine.
3. No athletic shoes shall be worn.

Service Hat

Midway, 8-point hat, model# MCW 154, navy blue with:

1. A half-inch wide black band for Officers.

2. A half-inch wide gold band for Sergeant and above.
3. Gold bullion on visor for the rank of Commander and above.

Uniform Duty Belt

Flashlights, portable radios, cell phones and pagers shall not be worn with the uniform duty belt. If worn, handcuffs and keys shall be securely fastened.

Policy

Uniformed MPD employees shall wear an authorized breast badge on the outermost garment, and it shall be clearly visible, shined and in good repair. Uniformed officers shall also wear an authorized hat badge on uniform hats that is clearly visible, shined and in good repair. Breast badges may be of either the post or pin type.

MPD will provide one breast badge to officers upon hire and promotion.Sworn MPD employees are authorized to possess a maximum of three breast badges and one flat badge per rank. This number includes the badge issued by the MPD. Authorization from a Bureau Head is required to obtain any additional badges beyond the authorized four badges. Upon retirement, if a plaque if desired, the sworn employee must provide a badge for that purpose.

Lost or stolen badges shall be documented in a CAPRS report. The application for badge replacement, with a copy of the CAPRS report attached, shall be submitted to MPD Administration. Lost or stolen badges are replaced at cost to the employee. MPD Administration maintains a database for tracking the number of badges issued per employee.

Badges in need of repair can be sent out for repair through MPD Administration. Officers are responsible for repair costs.

Policy

MPD employees may wear a “mourning band” when an officer has been killed in the line of duty. The mourning band is a black elastic band, ¾ inch wide. The band shall be placed on the outermost police badge above the badge number. Bands may not conceal any portion of the badge number. Plainclothes sworn employees may wear their badge on their outer garments with a mourning band while attending the funeral. Civilian employees may wear the mourning band on their MPD employee ID cards. Mourning bands are available from the MPD Stores Unit.

For Minneapolis Police Department and Minneapolis Park Police officers who are killed in the line of duty, the mourning bands may be worn from the day the officer dies through 30 days after the funeral or as determined by the Chief of Police. For law enforcement officers from other agencies, the mourning bands may be worn from the day the officer dies through the day of the funeral or as determined by the Chief of Police.

Policy

1. The authorized MPD shoulder patch shall be worn on both sleeves of all shirts, jackets, and sweaters of the authorized MPD duty uniform.

2. The MPD shoulder patch shall be centered on the epaulet and ¾ inch below the top of the shirt sleeve seam.
3. The Class ‘A’ Uniform’s MPD shoulder patch shall be identical to normal duty shoulder patch except that the outside ribbing shall be gold thread.

Policy

1. Citizens are entitled to know the identity of sworn MPD employees (with very limited exceptions, i.e., in-progress undercover operations). To assist them in obtaining this public information, all employees shall wear a nametag.

2. Metal nametags shall be of engraved gold and the name shall be inked to assist in legibility and ease of reading. Nametags are lacquered upon delivery and need no additional polishing to maintain them. Nametags that show wear or no longer have the officer’s name in ink shall be replaced.
3. The nametag shall be affixed to the outermost garment and shall be in plain view.
4. The nametag shall have the employee’s first name or initials and last name.
5. The nametag shall be worn with the bottom of the nametag ¼” above the upper pocket seam, or on indicators, and centered over the right hand jacket or shirt pocket. In the case of a sweater, the nametag shall be worn on the name tag tab.
6. An employee may have one nametag attachment on the bottom of the nametag. The attachment represents either current unit assignment (precinct number, etc.) or qualified service specialty (SWAT, Canine, EMT, etc.)
7. No MPD uniform garment shall have name tape affixed.

Policy

All MPD-authorized leather equipment shall be black and of a basket weave design. This includes all leather holders and keepers attached to the gun belt.

All authorized leather equipment shall have chrome or nickel snaps/buckles or Velcro fasteners.

Holsters will not be of the flap leather style. A security Level II or III holster is strongly recommended.

Cartridge holders for employees authorized to carry revolvers shall be of the speed loader style, which loads all cartridges simultaneously into an empty cylinder. Uniformed employees must have speed loaders and holder cases capable of carrying a minimum of twelve-.38 caliber cartridges.

Service belts shall be leather or Velcro lined, 2-1/4 inches in width and worn directly over the trouser belt. Beltkeepers or Velcro may be worn, if needed.

Trouser belts shall be 1-3/4 inches wide with a nickel‑plated buckle or without a buckle.

A Velcro belt may be worn with a Velcro gun belt.

All leather accessories on the gun belt shall conform to the leather specifications.

Policy

The MPD-authorized raincoat shall be black, yellow, or fluorescent red‑orange in color.

Policy

Uniformed employees electing to wear a sweater shall adhere to the following standards and specifications.

1. The sweater shall be worn with a metal badge and metal name plates, and an MPD patch on each sleeve.

2. Sworn employees with the rank of Lieutenant or above shall wear the large collar brass centered on the epaulet, one inch up from the shoulder seam of the sweater.
3. Authorized sweater specifications:

• Blauer, 205, V-neck Commando-style, jersey knit, dark navy
• Blauer, 205XCR, V-neck Commando-style, dark navy (windstopper lining)

Policy

Scarves worn with the uniform shall be dark navy blue or black. Scarves are considered inner garments and shall be worn under the jacket.

Policy

Gloves and mittens shall be black and professional in appearance.

Policy

A sewn-in CED holder is permitted to be added to cargo-style trousers.

Policy

1. The mock neck shirt may be worn in place of the uniform tie, underneath the long-sleeve uniform shirt (in accordance with the Class ‘C’ Uniform). The mock neck shall not be worn with the short-sleeve uniform shirt. 

2. Authorized mock neck shirts are as follows:

• Elbeco UFX
• Blauer Mock 8110x
• 5.11 Winter Mock 40125
• Under Armour 1244393
• Blauer Mock Dickey 8119x

3. The mock neck shirt shall be dark navy blue.
4. “MPD” shall be embroidered in block letters with 20mm Madeira brand polyneon thread, light blue, color #1871. “MPD” shall be off-centered, to the left of the collar.

Policy

Pregnant officers working in an area of the MPD where uniformed public contact occurs shall wear a maternity uniform shirt. 

1. Purpose

To provide regulations and procedures regarding the distribution, maintenance and possession of both City-owned and personal police-related equipment.

2. Policy

While working, sworn MPD members shall only carry and use equipment that has been authorized by the MPD Training Division. Members shall only carry weapons and force devices and use weapons and force devices approved by MPD for which they are currently trained and authorized to use through the MPD Training Division, except in the rare circumstances outlined in P&P 5-304.

The MPD Training Division shall be responsible for conducting research and product testing of any new equipment and weapons prior to authorization for carry and use by sworn MPD members. Documentation of any member authorized to conduct field testing of new equipment or weapon shall be retained by the MPD Training Division.

3. Procedures /Regulations

1. Equipment shall not be altered in any way to change its general appearance or function.

2. All MPD purchased equipment shall be marked with the full “Minneapolis Police” designation before being issued or used. Markings may include “Mpls Police” or “MPD.” Police Stores will provide uniform markings and advise units of the best marking for equipment type. If equipment is purchased/shipped directly to a unit, the unit supervisor shall ensure that the items are brought to Police Stores for Department marking before use. This directive does not apply to standard “police” labeled clothing.
3. All members on leave of absence in excess of 180 days, disability status, resignation, termination or retirement shall relinquish all City-issued equipment immediately upon the start of such status to Police Stores. A Police Report will be filed for any item not returned.
4. MPD members under suspension shall report as ordered and surrender their badges, identification card and any other city issued equipment requested by Internal Affairs.

1. While under suspension, members shall not wear the MPD uniform or carry a badge or police identification.

2. During a suspension period, a member cannot carry weapons and force devices based on their status as a licensed peace officer with the Minneapolis Police Department. This also includes the ability to carry a weapon into other states based on federal law. A member may only carry a weapon during the suspension period if they have other legal authority to do so (such as a State of Minnesota Permit to Carry a Handgun).

To list the required equipment that members must carry, and which equipment will be provided to members and which equipment must be supplied by the members themselves.

1. Every sworn MPD member shall carry the following equipment unless assigned to undercover duty where it is necessary to conceal their identity.

• MPD issued ammunition (P&P 5-408).
• MPD authorized badge.
• MPD authorized firearm- primary duty handgun (P&P 5-414).
• MPD authorized handcuffs and key (P&P 5-305).
• MPD issued identification card.
• MPD cellular phone (P&P 4-220).

2. Every sworn MPD member working in a Class ‘C’ uniform (P&P 3-114) shall carry the following authorized equipment and weapons.

• MPD authorized body worn camera (P&P 4-223).
• MPD authorized CEW (if issued) (P&P 5-309).
• MPD authorized baton (optional for those issued a CEW) (P&P 5-310).
• MPD issued hand-held chemical aerosol (P&P 5-308).
• MPD authorized flashlight (P&P 3-203).
• MPD authorized nametag (P&P 3-119).
• MPD issued police radio.

3. Every sworn MPD member working in a Class ‘C’ uniform (P&P 3-114) shall have accessible the following equipment:

• MPD issued gas mask (APR).
• MPD issued gas mask (APR) carrier.
• MPD issued gas mask filter.

1. The City of Minneapolis will issue the following equipment to all sworn members:

• Ammunition (P&P 5-408).
• Bloodborne pathogen kits.
• Body worn camera (P&P 4-223).
• Breast badge.
• Cellular phone (P&P 4-220).
• Gas mask (APR).
• Gas mask (APR) carrier.
• Gas mask filter.
• Hand-held chemical aerosol (P&P 5-308).
• Hat badge.
• Firearm- primary duty handgun (if hired after 12/01/18) (P&P 5-414).
• Identification card.
• Name tag (P&P 3-119).
• Office keys/access cards (when applicable).
• Police radio.
• Reflective traffic vest (P&P 3-203).
• Riot helmet (P&P 3-204).
• Riot stick (P&P 5-310).
• Shoulder patches (10).
• Squad car keys.

2. The City may issue the following equipment to non-sworn members:

• Cellular phone (P&P 4-220).
• Office keys/access cards (when applicable).
• Identification card.
• Other equipment as deemed necessary by the Inspector or Commander.

3. The City may issue additional equipment (tactical and administrative) to members as needed for specialized assignments.
4. Every sworn MPD member shall supply the following equipment at the member’s own expense:

• Firearm- primary duty handgun (unless hired after 12/01/18) (P&P 5-414).
• Leather equipment and accessories (P&P 3-120).
• Handcuffs (P&P 5-305).
• Flashlight (P&P 3-203).
• Baton (if not carrying a Conducted Energy Weapon) (P&P 5-310).

To provide specifications for several small pieces of equipment carried by members.

Flashlights

1. Every sworn MPD member shall carry a flashlight while working in a Class ‘C’ uniform (P&P 3-114).

2. The flashlight shall comply with the following requirements:

1. Diameter not to exceed 1-1/2 inches.

2. Black finish.
3. Minimum of two cells or equivalent.
4. Maximum of five cells or equivalent.

Knives

Members may carry a knife as a tool. The knife blade length shall not exceed 4 inches.

Traffic Whistle

If used, traffic whistles shall be of military or police design only.

Reflective Traffic Vests

All sworn MPD members shall wear reflective traffic vests when involved in traffic direction or control.

To establish uniform requirements for the maintenance, storage, and identification markings of riot helmets and helmet bags to ensure readiness, accountability, and professional appearance.

Riot helmets shall be maintained by each sworn member and shall be kept at the member’s duty assignment at all times. Helmet bags shall be used to protect the helmets while in storage or during transport.

Helmet Requirements

All helmets shall have:

1. The member’s badge number placed on the front and rear of each helmet.

1. The front of the helmet shall have the member’s badge number centered and placed no more than ¼ inch above the badge insignia.

1. The rear of the helmet shall have the member badge number centered and placed two inches above the base of the helmet.
2. The badge number stickers shall be no less than one inch in height and shall be black with a white background.

2. The MPD badge insignia placed on the front of the helmet.

1. The badge insignia shall be centered in the front of the helmet and placed directly above the base of the visor.

2. Supervisors shall have gold badge insignia
3. Officers shall have silver badge insignia.

Supply

1. MPD Stores Unit personnel will provide badge number stickers for placement on helmets.
2. Additional markings shall not be placed on the helmet unless directed to do so by a supervisor.

To establish guidelines for the authorized use, training, inspection, and maintenance of bicycles used by MPD personnel in both patrol and specialized assignments.

1. Bicycles may be used by sworn members for both uniformed patrol and plainclothes assignments. Members must obtain a supervisor’s approval to use bicycles on a limited basis for plainclothes assignments.

1. Members must successfully complete an MPD-approved bicycle patrol certification program and complete continued training requirements to maintain the bike patrol certification status.
2. Members without MPD-approved bicycle patrol training may use a bicycle for an isolated detail (no more than one shift) or an assignment in which a bicycle will only be ridden on a limited basis (no more than one week); with prior approval by a supervisor.
3. Members must obtain a supervisor’s approval and meet the following provisions prior to using a bicycle on duty:

1. All bicycles shall be inspected prior to use. If any deficiency is noted that would interfere with the safe and legal operation of the bicycle, it shall not be used until the problem has been corrected.

2. If the bicycle is MPD-owned or furnished, any deficiency or damage shall be reported to the MPD Bike Patrol Coordinator, who shall arrange for repair or maintenance as required.
3. Any member using a personal bicycle or bicycle equipment for police duties assumes all risk for wear or damage to the bicycle and items. The MPD shall have no responsibility for maintenance, repair, or replacement of the member’s personal bicycle or bicycle items.

To provide procedures for the use, standards and specifications, and reimbursement of body armor worn by sworn members and to maximize the Minneapolis Police Department’s opportunities to receive Federal grant funds.

To maximize officer safety through the use of body armor in combination with prescribed safety procedures.

1. The wearing of body armor is mandatory for all sworn members while wearing the uniform when working on or off duty, who are involved in any enforcement activities.
2. Sworn members electing to wear a body armor external vest carrier shall adhere to the standards and specifications outlined in P&P 3-121.08 of the MPD policy manual.

To provide regulations and procedures for the use, standards, specifications regarding the ballistic vest reimbursement requirements and process.

Ballistic Vest Reimbursement

(see also, Minnesota State Statute 299A.38)

1. Only vests that either meet or exceed the requirements of standard 0101.03 of the National Institute of Justice or that meet or exceed the requirements of that standard, except wet armor conditioning, are eligible for reimbursement.

2. The State of Minnesota provides reimbursement for the purchase of an eligible ballistic vest every 5 years (plus 1 day) to Minnesota peace officers. The amount of reimbursement is adjusted yearly by the Commissioner of Public Safety.
3. The City of Minneapolis will match the amount reimbursed by the State.
4. The amount reimbursed by the State and City is determined based on the purchase date of the vest.

Reimbursement Process

1. The sworn member seeking ballistic vest reimbursement shall:

1. Keep documentation of his/her own ballistic vest purchases.
2. Complete the City of Minneapolis Employee Reimbursement Form and the Vest Reimbursement State Form. These forms are available on MPDnet.
3. Mail the State form to the State.
4. Forward the completed Employee Reimbursement Form to Police Administration. A copy of the itemized invoice/paid receipt for the ballistic vest purchase must be attached to the form.

Policy

When clocks are set back one hour in the Fall, employees normally scheduled for mid or night shifts that cross over or end at the daylight time change (usually 0200), will work an extra hour. Employees will be compensated for the additional hour worked per their individual labor agreements.

To provide regulations and procedures regarding member phone and address requirements.

1. Members are required to maintain a personal cell phone or hard-wired telephone in their residence.
2. Pager numbers cannot be used in lieu of a home phone number.
3. Department issued cellular phones shall not be used as an member’s primary contact number.
4. Members shall update telephone information in Workforce Director within three business days of the change.

Policy

It is the MPD’s policy to photograph and fingerprint all employees for identification purposes as a condition of employment. Identification data obtained on employees is classified as private and can only be released by the Administration pursuant to the provisions of the Minnesota Data Privacy Act.

Policy

A Request for Transfer form (MP-6602) shall be completed in quadruplicate. All copies shall be routed through the appropriate chain of command and forwarded by the appropriate Bureau Head to MPD Human Resources, within five working days. 

MPD Human Resources personnel will distribute a copy to each of the following:

• The Commander of the assignment area requested
• The appropriate Bureau Head
• The employee’s personnel file
• The requesting employee (indicating that it has been received and processed)

Written requests for transfer will be considered biweekly throughout the year. MPD Human Resources maintains the current year’s transfer request file electronically for one year.

Prior to the scheduled Commander's meeting, MPD Human Resources personnel will forward electronically a copy of the transfer request list to each Commander and Bureau Head. Any additional transfer requests or negotiated transfers may appear on an addendum at the scheduled Commander's meeting.

Transfers that are not approved will remain on the transfer request list for a period of one year.

Leaves of absence, resignations, retirements, terminations, and other transfers deemed necessary by the Administration may be discussed at the Commander's meeting.

If a transfer is approved by Police Administration, MPD Human Resources personnel will publish and distribute the Personnel Order and the employee’s supervisor will notify the employee. The employee's personnel file will then be updated by MPD Human Resources personnel from the Personnel Order.

Employees wishing to cancel a transfer request shall send a memo to MPD Human Resources, with a copy to their Commander, requesting that their name be removed from the transfer request list.

When an employee experiences a change in assignment and/or a promotion, all of the employee's requests for transfer will automatically be removed from the transfer request list.

Policy

Requests for religious exceptions or accommodations to MPD uniforms, rules, policies or procedures shall be made to the Deputy Chief of the Professional Standards Bureau, who shall work with Human Resources to address the request.

To establish procedures, rules and regulations regarding duty assignment, time restrictions, as well as responsibilities concerning authorization related to duty assignment.

1. A member’s primary duty assignment is the first priority. All of the primary duty assignment scheduled work hours shall be counted in the weekly total (including those not yet worked), prior to permitting any other additional hours worked.

1. Other Department duties shall be prioritized after the member’s primary duty assignment. This includes any overtime, court, and special duty.
2. Off-duty employment shall only be considered once Department duties have been satisfied.

2. This policy covers all work in any capacity (on-duty shifts, overtime, Buy-Back, special events, contract work, off-duty employment or any other work assignments), subject to the exceptions below.

Time Limits and Rest Requirements

To support both member wellness and Department readiness, members shall observe the following time restrictions on work:

Total work in a pay period

Members shall not work more than 160 hours total in a pay period.

Day off each pay period

Members shall have at least one full 24-hour day with no work shifts in any capacity in each pay period.

Rest between shifts

Members shall have at least 8 consecutive hours off within every 24-hour period.

Authorizations

Exceptions

1. Exceptions to the limitations in this policy can only be made with the approval of the Police Chief or the Chief’s designee at the level of Deputy Chief or above, in the member’s chain of command. Exceptions will involve matters beyond regular policing including large scale events or emergent investigations in homicide and other major cases.

2. Once an exception has been approved, supervisors are responsible for ensuring that members obtain the appropriate rest period as soon as reasonably practical at the conclusion of the event.
3. Members who are required to appear or reply to a matter in court or in response to a subpoena may exceed the limits only for the purpose of responding to the required matter.

Supervisors

Supervisors shall give consideration to reasonable rest periods and are authorized and expected to deny requests to work overtime and cancel or end the overtime, buyback or shift extensions that would cause any member to fall outside the requirements in this policy.

Remain at work until relieved

In accordance with P&P 3-302, members shall not leave or be absent from assigned MPD shifts until properly relieved or as ordered by a supervisor.

Off-duty employment

1. Members shall not work off-duty employment if doing so will cause them to be in violation of the provisions of this policy, including the above limitation on hours worked and required rest periods.

2. Members who violate the hours worked policy due to off-duty employment shall expect corrective action or discipline as well as having their off-duty employment privileges rescinded.

Vacations: Civilian employees certified to permanent positions prior to January 1, 1973 shall be allowed to accrue a negative balance in their vacation account. Such amount shall not exceed the anticipated earnings for the immediately succeeding 12-month period. 

Civilian employees hired after January 1, 1973 shall be authorized to utilize only vacation benefits actually accrued to the date of their return from vacation.

Sworn employees certified to permanent positions are allowed to accrue a negative balance in their vacation account. Such amount shall not exceed the anticipated earnings for the immediately succeeding twelve-month period.

Personal Leave Day: It is considered a vacation day for payroll purposes and is reported as such.

Sick and Vacation Time: All sick and vacation time is figured on an hourly basis. During each payroll period, the employee accumulates 1/26th of the yearly benefits.

To establish procedures, rules and regulations regarding member medical statuses and related processes.

It is the policy of the Minneapolis Police Department to comply with all applicable state and federal laws and City of Minneapolis policies regarding member injury, illness and leaves of absence.

Members will provide all requested documentation for the processing of leave requests and returning to work after injury, illness and/or extended leaves to their supervisor and the MPD Health and Wellness Coordinator. Member medical information is private as defined by Minn. Stat. § 13.02, subd. 12 and it is the responsibility of supervisors and administrators to ensure that member rights to privacy are upheld.

Disclosure of Member Medical Information

1. Member medical information is classified as private and is protected from unauthorized disclosure under the Minnesota Government Data Practices Act, Minnesota State Statutes, Chapter 13.
2. Medical information shall be shared only with MPD supervisors and/or commanders who have a need to know.
3. Permission must be obtained from the Affected Member or his/her designee prior to wide disclosure (via e-mail, MDC, radio, or in-person) of a member’s medical condition or status.
4. Member medical documentation shall be maintained only in the member’s medical file.
5. Medical-related documentation provided to supervisory personnel shall immediately be forwarded to the Health and Wellness Coordinator. Medical documentation shall not be maintained in station/unit files.

Medical Notifications

The Health and Wellness Coordinator shall be notified in the following circumstances:

1. Member hospitalizations.

1. The Affected Member or the Member’s Designee shall notify the Affected Member’s supervisor.
2. The supervisor shall notify the MPD Health & Wellness Coordinator and provide the following information:

1. Affected Member’s name, member number and assignment.
2. Affected Member or the Member Designee’s contact information. (To discuss necessary forms, work status, etc.)
3. Anticipated length of incapacitation.

2. A member is unable to perform his/her essential job functions due to a medical condition.

1. The Affected Member shall notify his/her immediate supervisor prior to returning to work.

2. The Affected Member’s supervisor shall notify the MPD Health and Wellness Coordinator. Note: It may also be appropriate to notify other supervisors in the Affected Member’s chain-of-command.
3. Medical documentation of the member’s condition will be requested by the Health & Wellness Coordinator and/or the member’s supervisor.

4. The medical documentation must first be submitted to the member’s supervisor for review.

1. The supervisor shall immediately forward said documentation to the Health and Wellness Coordinator.

3. A supervisor has reason to believe a member has a medical condition that may adversely affect the member’s work performance or prevent the member from performing his/her essential job functions.

Work-Related Injuries

1. Members injured while at work may be eligible for Worker’s Compensation benefits. Sworn members may also be eligible for Injured on Duty (IOD) benefits.

Note: Members may be responsible for medical expenses incurred if Worker’s Compensation procedures are not followed and/or Workers Compensation does not accept the claim.

2. An MPD member injured while at work shall:

1. Seek a medical examination, if appropriate. The member may be seen by the MPD’s healthcare provider or his/her own healthcare provider. In an emergency situation the member should seek medical treatment at the nearest hospital’s Emergency Room.

2. Complete the Supervisor’s Report of Injury form and forward to immediate supervisor within 24 hours of incurring the injury.

3. Comply with the Checklist for Work-Related Injury.
4. Provide a Report of Work Ability form, completed by a physician/healthcare provider, to his/her supervisor, the Health and Wellness Coordinator and Worker’s Compensation Claim Coordinator.

5. Provide updated Report of Work Ability forms, completed by a physician/healthcare provider, to his/her supervisor, the Health and Wellness Coordinator and Worker’s Compensation Claim Coordinator as work restrictions change or expire, until the member is cleared to return to work with no restrictions.

3. Supervisor responsibility of a member injured at work:

1. Upon receipt of the Supervisor’s Report of Injury form, sign and immediately forward via e-mail to “MPD-IOD Reporting”.

2. If the injured member is unable to complete the Supervisor’s Report of Injury form, the supervisor shall complete it and forward via e-mail to “MPD-IOD Reporting” within 24 hours of the injury.
3. Comply with the Checklist for Work-Related Injury.
4. Forward all medical documentation received to the Health and Wellness Coordinator.

Returning to Work After Injury/Illness (Work Related and Non-Work Related)

1. Prior to returning to work on full or limited duty, a member may be referred to the MPD’s healthcare provider (City doctor) by the Health and Wellness Coordinator.

2. A referral may be made to the MPD’s healthcare provider if circumstances meet but are not limited to one or more of the following:

1. Member has had any major illness or injury or major surgery.

2. Member has been off duty due to illness or injury for thirty calendar days or more.
3. Member has been away from work, even for one day, for any diagnosed cardiac condition.
4. Member has been away from work for any bone fracture.
5. Member has been placed on restrictions for more than seven calendar days by their personal healthcare provider.

3. The Health and Wellness Coordinator may direct a member returning to work after an absence caused by one or more of the circumstances outlined above, to have a Report of Work Ability completed by their physician in addition to, or in lieu of, a referral to the MPD’s healthcare provider.

Limited Duty: Work-Related

1. A member with work restrictions verified by a physician may be reassigned temporarily to a limited-duty assignment.

2. Member responsibility when requesting a limited duty assignment:

1. Notify immediate supervisor and the Health and Wellness Coordinator prior to returning to work.
2. Provide all forms and statements necessary to substantiate work limitations/restrictions.
3. Provide Work Ability forms requested by the supervisor and Health and Wellness Coordinator.

4. During the period of the temporary reassignment, the Affected Member is expected to perform all of the duties of the limited duty assignment; and
5. Sworn members working a limited duty assignment shall not work off-duty employment. (See section 3-800, Off-Duty Employment.)

3. Supervisor responsibility related to limited duty members:

1. Identify a limited duty work assignment that meets the Affected Member’s work restriction. If an assignment that meets the member’s work restrictions cannot be identified, contact the Health and Wellness Coordinator for additional assistance.

2. Notify precinct/division commander and Health and Wellness Coordinator of the temporary limited duty assignment.
3. Ensure the Affected Member does not work outside his/her work restrictions.
4. Forward all medical documentation received to the Health and Wellness Coordinator.

4. The MPD Health and Wellness Coordinator will coordinate with the MPD healthcare provider, the appropriate supervisors and Worker’s Compensation to monitor limited duty personnel and ensure work restrictions indicated by the healthcare provider are met.
5. Returning to full duty after a limited-duty assignment:

1. Prior to returning to full duty status, a completed Report of Work Ability form signed by a physician stating that the affected member may return to work with no work restrictions/limitations shall be submitted to the Health and Wellness Coordinator and the affected member’s supervisor.

2. When the member is released to work full duty with no restrictions by his/her primary health care provider, a referral to the MPD’s healthcare provider may be made, if circumstances meet but are not limited to:

1. Member has had any major illness or injury or major surgery

2. Member has been off duty due to illness or injury for thirty days or more
3. Member has been away from work, even for one day, for any diagnosed cardiac condition
4. Member has been away from work for any bone fracture
5. Member has been placed on restrictions for more than seven calendar days by their personal healthcare provider

3. The Health and Wellness Coordinator may direct a member returning to work after an absence caused by one or more of the circumstances outlined above, to have a Report of Work Ability completed by their physician in addition to, or in lieu of, a referral to the MPD’s healthcare provider.

Limited Duty: Non-Work Related

1. A member placed on work restrictions by a physician as the result of a non-work-related injury may be reassigned temporarily to a limited-duty assignment for a period of up to six months.

2. If the Affected Member is not ready to return to full duty without restrictions within six months after such limited duty restrictions were imposed, the Department may terminate the limited duty assignment and offer the member a medical layoff.
3. Member responsibility when requesting a limited duty assignment:

1. Notify the immediate supervisor prior to returning to work.
2. Provide all forms and statements necessary to substantiate work limitations/restrictions.
3. Provide Report of Work Ability forms as requested by the Health and Wellness Coordinator and supervisor.

4. During a period of temporary reassignment, the Affected Member will be expected to perform all of the duties of the limited duty assignment.
5. Sworn members working a limited duty assignment shall not work off-duty employment. (See section 3-800, Off-Duty Employment.)

4. Supervisor responsibility related to limited duty members:

1. Gain approval from respective precinct/division commander to temporarily reassign the affected member to a limited duty assignment.

2. Identify a limited duty work assignment that meets the Affected Member’s work restriction. If an assignment that meets the member’s work restrictions cannot be identified, contact the Health and Wellness Coordinator for additional assistance.
3. Notify Health and Wellness Coordinator of the temporary limited duty assignment.
4. Ensure the Affected Member does not work outside his/her work restrictions.
5. Forward all medical documentation received to the Health and Wellness Coordinator.

5. The MPD Health and Wellness Coordinator will coordinate with the MPD healthcare provider and the appropriate supervisors to monitor limited duty personnel and ensure work restrictions indicated by the healthcare provider are met.
6. Returning to full duty after a limited-duty assignment:

1. Prior to returning to full duty status, a completed Report of Work Ability form shall be completed by the Affected Member’s physician and provided to the Health and Wellness Coordinator. The Work Ability form must be signed by a physician and state that the member may return to work with no work restrictions/limitations.

2. When the member is released to work full duty with no restrictions by his/her primary health care provider, a referral to the MPD’s healthcare provider may be made, if circumstances meet but are not limited to:

1. Member has had any major illness or injury or major surgery

2. Member has been off duty due to illness or injury for thirty days or more
3. Member has been away from work, even for one day, for any diagnosed cardiac condition
4. Member has been away from work for any bone fracture
5. Member has been placed on restrictions for more than seven calendar days by their personal healthcare provider

Prescription and Over-the-Counter Medication

1. It is the member’s responsibility to report for work able to perform the essential duties of his/her job.

2. A member who is taking medication(s) which may interfere with the safe and effective performance of his/her essential job functions and/or job duties or the operation of City equipment, shall notify his/her supervisor and/or Health and Wellness Coordinator prior to the beginning of his/her next assigned shift.

1. If a question exists regarding a member’s ability to safely and effectively perform his/her essential job functions while using such medications, clearance to work from a qualified physician may be required.

2. The supervisor should contact the Health and Wellness Coordinator for assistance.

3. If the MPD determines that a member failed to make the appropriate notifications regarding medication use or that the member is working outside of the scope of the modified work assignment, disciplinary action may be taken.

To establish Health Screening and Fitness Assessment guidelines for sworn members.

All sworn MPD members will participate in the Health Screening and Fitness Assessment as outlined in the POFM labor agreement and applicable Memorandum of Understanding.

1. The Health Screening and Fitness Assessment process will be overseen by the Administrative Services Division.
2. The Health Screening and Fitness Assessment process will be conducted in accordance with the POFM Labor Agreement and applicable Memorandum of Understanding.
3. Assessment Components:

1. Health Screening.
2. Fitness Assessment.

4. A sworn member’s failure to participate in the mandatory components of the Health Screening and Fitness Assessment process (including follow-up appointments deemed necessary), except when excused pursuant to the provisions in the current POFM labor agreement, shall be considered insubordination.

This policy outlines how to access the MPD Peer Support Team (PST), as well as the structure, roles, privacy standards, and procedures for the PST, which provides voluntary wellness support to MPD members.

The Peer Support Team (PST) is committed to promoting the resiliency of MPD by educating, supporting, and assisting members in strategies that promote overall health and wellness. The goal is to enable stability and longevity in member’s personal and professional lives.

The PST aims to help MPD members through stress-related incidents, to collectively work together to create a culture of wellness, and to promote self-awareness and proactive wellness strategies.

1. It is the policy of the PST, in accordance with MN Statute section 181.9731, to provide safe, non-judgmental, and privileged assistance to all MPD members that seek it.
2. The PST provides help with mental health skills and strategies and psychological stress or trauma, such as traumatic events, critical incidents, illness, loss, grief, and substance use concerns.
3. Member involvement with the PST is strictly voluntary.
4. The PST does not replace psychological treatment but can facilitate pathways to professional help utilizing MPD’s Health and Wellness offerings and the City’s Employee Assistance Program (EAP).
5. Efforts shall be made to build and maintain a PST that reflects the diversity of MPD.
6. The PST shall not be used as an investigative tool, disciplinary measure, or be otherwise involved in any on-going investigations.
7. No PST member shall have involvement with Fitness For Duty evaluations for MPD.
8. A supervisor or member may request the PST to respond to any situation that may have an adverse impact on affected personnel.
9. The PST participates in MPD’s comprehensive response to critical and traumatic incidents, per P&P 3-502 and P&P 7-810.
10. When responding as a PST member to an incident, they shall avoid direct involvement in the incident and focus on assisting the involved member.
11. PST members who are directly involved in an incident shall not provide support related to that incident.

All members shall have timely access to a trained and trusted member of the PST.

General

1. PST members are available to all members of MPD without having to request permission to contact and receive support.
2. A current list of all active PST members and their contact information will be maintained by the PST Coordinator and made available to all MPD members through MPD’s Wellness Page and MPD’s Wellness App.
3. PST members shall be allowed to offer support to peers while on duty.

Initial Peer Support Contact

MPD’s Wellness Center main phone line (612-673-6161) connects to the PST Coordinator. A confidential message can be left and the Coordinator will reply within 24 hours.

1. Members may contact a PST member directly or be connected to a PST member through the Wellness Center.
2. Peer support may be conducted in whatever format the member seeking support is comfortable with (ex. phone, FaceTime, in-person, text, etc.)
3. PST members shall continually work to establish rapport, assess the peer support seeker's needs, and provide appropriate support or referrals.
4. Efforts shall be made by the PST Coordinator to accommodate requests for specific PST members.
5. The PST Coordinator will assign a PST member based on their capacity, rank, and fit with MPD member seeking support.
6. Within two weeks of a critical incident, each involved member shall be contacted by a PST member by phone, text, in-person, or virtual to complete a check-in.

MPD’s PST consists of volunteer members, sworn and civilian, selected on their ability to maintain privacy, empathy, and active listening skills. The team represents a diverse range of ranks, units, and experiences within the department.

Peer Support Team Coordinator

The PST Coordinator is a sworn full-time position within Health and Wellness and is the lead of the PST.

The PST Coordinator is responsible for:

• The member selection process.
• Ensuring training requirements are met.
• PST deployment.
• Overall PST program operations.
• Ensuring policy compliance.
• Managing internal and external peer support resources.
• Regularly evaluating the team’s effectiveness and procedures.

The Chief of Police, in consultation with the Health and Wellness Director, shall appoint a trained PST Coordinator as a part of Health and Wellness. The PST Coordinator will report to the Director of Health and Wellness.

Health and Wellness Coordinator

The Health and Wellness Coordinator will work in collaboration with the PST Coordinator to streamline PST operations when needed. These include:

• Providing ongoing support for the PST.
• Working with the PST Coordinator to ensure the success of the PST.
• Coordinate support services during traumatic and significant event responses.
• Assist with the marketing and advocating of the PST throughout MPD.
• Connect MPD members to PST members.

Peer Support Team Clinical Lead

The PST Clinical Lead is responsible for providing professional mental health expertise, oversight, and support to ensure the effectiveness of the PST.

The PST clinical lead shall report to the Director of Health and Wellness.

1. The PST Clinical Lead shall be a licensed mental health professional responsible for:

• Program oversight and development.
• Ongoing training and team development.
• Providing direct mental health services to PST members, as needed.
• Attending and leading PST Meetings.
• Continuously assessing the mental wellness of PST members.
• Conducting annual wellness check-ins of PST members.
• Providing consultation, debriefing, and referrals of other services to PST members.
• Intervening when a peer support situation requires escalation to clinical care.

Peer Support Team Member

A PST member may be a civilian or sworn member of MPD who is specially trained in standards that are established by an accredited mental health organization to provide day-to-day emotional support for MPD members.

1. A PST member participates in the Department's comprehensive response to incidents as designated in MN Statute section 181.9731, P&P 3-502, and P&P 7-810.

2. PST members shall refer MPD members that require professional intervention or support beyond their scope of training to a licensed mental health professional or alternative resources to help meet the needs of the MPD member.
3. General responsibilities include:

• Attend training to maintain certification.
• Provide one-on-one support to peers.
• Safeguard the trust of those seeking peer support.
• Connect peers to professional resources as needed.
• Assist Health and Wellness with group incident support as needed.
• Communicate and work effectively with other PST members as needed.

Discretion is a cornerstone of the PST program. Information shared with a PST member during a supportive interaction is considered part of a privileged relationship, like attorney and client, doctor and patient, or priest and penitent.

Statutory Protections

1. Information obtained through the peer support process is protected from disclosure to third parties by MN Statute section 181.9731. Government data on individuals receiving peer support counseling is classified as private data on individuals under MN Statute section 13.43 Subd. 9.

2. Outside exceptions listed in MN Statute section 181.9731, subd. 4, information is not subject to be disclosed by PST members, even at the request of police department administration, supervisors, or fellow PST members.

Disclosure Requirements and Limitations

1. Prior to providing support, the PST member shall inform the member receiving support of the limits on what may be disclosed from their interactions, which includes:

• Information disclosed that is required to be reported per MN Statute chapter 260E or MN Statute section 626.557 which includes, but is not limited to, reasonable suspicion of minor or vulnerable adult maltreatment.
• A clear substantial risk of imminent, serious physical injury or death to self or others.
• The member receiving support provides written consent authorizing disclosure of information.
• The member receiving support voluntarily testified, in which case the peer support counselor may be compelled to testify on the same subject.

2. Information disclosed shall only include the necessary amount to prevent harm, as authorized by the recipient of PST resources, or legally compelled to.
3. PST members shall make the report directly to the assigned PST Clinical Lead.

1. In cases where a question regarding disclosure requirements arise, the PST member shall immediately contact the PST Coordinator or PST Clinical Lead who shall advise the PST member and take the appropriate action.

4. The PST Coordinator shall educate supervisors on the circumstances requiring disclosure and privileged interaction guidelines of the PST as established by MPD and MN Statutes.

Records and Agreements

1. PST members shall not keep records of support, whether written, recorded, formal or informal, other than non-identifying numerical records to document the utilization of the program (such as number of contacts).

2. A PST member shall sign an agreement indicating their commitment to maintain privacy as outlined in this policy and statute.

1. If a PST member is found to have breached a member’s privacy or privileged interactions, they shall be immediately dismissed from the team and may be subject to discipline.

MPD members who have applied for secondary assignment, meet the minimum requirements, and are selected, must complete the state mandated training, further evaluation by the PST leads, and a post-training interview before an offer to join the PST may be provided to the applicant.to the applicant.

Qualifications

Members must possess the following minimum requirements to be eligible to serve on the PST:

• Be an active MPD sworn or civilian member with a minimum of two years of employment.
• A performance history that reflects and supports the values of an effective PST member.
• Completed probation and be in good standing with the Department.
• No disciplinary actions or open complaints that would indicate a member is unfit to serve on the PST.
• Demonstrated ability to be a positive role model.
• Ability to uphold all privacy requirements and discretion.
• Ability to respond to service requests when requested and available.
• Ability to communicate effectively with others.
• Demonstrate the ability to be an advocate for mental wellness.
• Demonstrate effectiveness in peer support defusing events.

Application Steps

To appropriately evaluate an applicant’s ability to perform the duties necessary, they shall be actively engaged, honest, objective, and fair throughout the process.

1. PST applicants shall:

• Provide letters of recommendation from two coworkers and one supervisor.
• Provide a letter of interest detailing their qualifications and attributes.
• Participate in a preliminary interview with the PST Coordinator, PST Clinical Lead, and 1-2 PST Members.
• After preliminary selection, successfully complete the required peer support training.

1. The following may be grounds for rejection:

• Evidence of past unauthorized disclosure.
• Insufficient display of required skill during training.
• The PST Coordinator and PST Clinical Lead may, at their discretion, identify other grounds for rejection.

2. Acceptance to the PST shall be dependent upon the satisfactory completion of:

• A review of the applicant’s discipline record and open complaints.
• An impartial and objective interview.
• Completing training.
• Post-training interview to confirm the applicant’s capabilities.

3. Each applicant shall be provided with an acceptance or rejection letter to the PST.

Training and Professional Development

1. All members of the PST are required to undergo MN State mandated training in peer support.

2. Training and professional development will be offered on an ongoing basis, to ensure PST Members are equipped to effectively fulfill their roles.
3. Members shall demonstrate a commitment to ongoing professional development and training related to peer support. They shall seek additional guidance when necessary.
4. The PST Clinical Lead shall ensure PST members are equipped with the knowledge and skills necessary to complete the job, on an ongoing basis.

PST Membership Revocation

Any PST member that violates this policy or applicable state statute, should expect removal from the PST and may be subject to discipline.

1. Criteria for removal include, but are not limited to:

• Non-compliance with any portion of this policy.
• Unauthorized disclosure of information.
• Inappropriate behavior as defined and decided by a ranking PST member.
• Results of disciplinary action that deem the member unfit for providing peer support.
• Repeated failure to be readily available for defusing or critical incident deployments.
• Repeated lack of responsiveness to member requests for support or availability for defusing or critical incident deployments.
• Failure to communicate and collaborate effectively with other PST members, Coordinator, or Clinical Lead.

2. To help prevent burnout and support the mental well-being of PST members, any member who needs to reduce their support load, must notify the PST Coordinator to develop a plan that prioritizes their health and continued effectiveness.

This policy number has been intentionally reserved for forthcoming policy. The policy will be posted once it has been finalized and approved.

Policy

Officers may be called upon to directly interact with persons who are known or suspected of having communicable infectious diseases. Such interactions may occur when officers are acting as first responders, when they are called upon to transport possibly infectious persons, or to enforce isolation or quarantine orders. Other MPD employees might have contact with contaminated clothing or other personal effects of infected persons as a result of these officer contacts.

The policy of the Minneapolis Police Department regarding exposure to blood borne and air borne pathogens in the occupational setting is to provide precautions and preventative measures, offer testing, counseling and follow-up for employees exposed in the course of their work for the MPD.

The following sections provide Occupational Safety and Health Administration (OSHA) and Minnesota Department of Health (MDH) guidelines for MPD employees. These guidelines should be followed to prevent exposures and provide a post-exposure plan in the event an employee suffers a significant exposure.

The terms and definitions in this policy are related to the types of pathogens that officers may be exposed to during the course of carrying out their duties.

Acquired Immune Deficiency Syndrome (AIDS): Acquired Immune Deficiency Syndrome – This virus attacks a person’s immune system and reduces the ability to fight other diseases. AIDS is the final stage of HIV (Human Immunodeficiency Virus) infection.

Hepatitis B Virus (HBV): A viral infection that can result in jaundice, cirrhosis, and cancer of the liver. The virus causes HBV and may be found in blood, urine, semen, vaginal secretions and saliva. It may be transmitted by direct contact with infected persons and through needle sticks or sharps exposures.

Hepatitis C Virus (HCV): A viral infection that can result in chronic infection, cirrhosis and liver disease. Infection occurs when blood from an infected person enters the body of a person who is not infected. Hepatitis C (HCV) is spread though sharing needles and through needle sticks or sharps exposures.

Human Immunodeficiency Virus (HIV): HIV (human immunodeficiency virus) is the virus that causes AIDS (Acquired Immune Deficiency Syndrome). HIV may be transmitted from one person to another primarily through sexual contact or through the sharing of intravenous drug needles. It may also be transmitted by coming into direct contact with an infected person; i.e. an officer with a cut or sore on their hand gets blood on that hand while rendering first aid.

Influenza: Influenza (the flu) is a contagious respiratory illness caused by influenza viruses. It can cause mild to severe illness and can lead to death. Influenza is transmitted from person to person in respiratory droplets of coughs and sneezes. It may also be spread when a person touches respiratory droplets on another person or an object and then touches their own mouth or nose (or someone else’s mouth or nose) before washing their hands.

Infected adults infect others a day before symptoms develop and up to five days after becoming sick. Children may pass the virus for longer than seven days. Symptoms start one to four days after the virus enters the body.

Meningitis: An inflammation of the membranes that envelop the brain and spinal cord. Meningitis may be contracted through direct contact with an infected person’s respiratory secretion.

Tuberculosis: Bacterial disease causing swelling and lesions in the tissue of the lung. The most common means of exposure is by inhaling airborne particles from the cough of an infected person. Transmission may occur after being in a non-ventilated area for an extended period of time with an infected person. In rare cases, this bacterial disease can be transmitted through the saliva, urine, blood and in some cases, other body fluids of infected persons red blood draw.

Policy

Training on the Department’s Exposure Control Plan, information regarding Hepatitis B vaccinations and basic use of Personal Protective Equipment (PPE) shall be provided to all new hire personnel in at-risk assignments within a reasonable period of time of beginning employment.

The MPD Training Unit and the MPD Health & Wellness Coordinator can be utilized as a resource for employees seeking additional information/materials regarding Universal Precautions and blood/air borne pathogens in the workplace.

Policy

Hepatitis B vaccinations are available to all MPD employees at no cost. To arrange for obtaining a vaccination, contact the MPD Health and Wellness Coordinator or the MPD Training Unit.

Policy

Use of Personal Protective Equipment (PPE) is recommended and strongly encouraged in any situation which the employee believes an exposure to blood borne and/or airborne pathogens may occur. PPE may be obtained through MPD Stores and at each precinct.

Policy

When possible, all MPD employees shall practice Universal Precautions to reduce the risk of infection by blood borne pathogens. Universal Precautions shall be used for all activities involving contact with blood, tissue, body fluids, equipment and materials that may be contaminated by infectious disease.

All MPD employees are responsible for ensuring that the following Universal Precautions and policies are followed when interacting with any potentially infectious individuals or handling potentially infectious materials:

1. Employees shall not eat, drink or smoke in work areas or at crime scenes where bodily fluids are present or other contagious factors exist.
2. Food and drink shall not be kept in refrigerators, freezers, shelves, cabinets or on countertops where blood or other potentially infectious materials are present.
3. Employees shall wash their hands and any other skin with soap and water, or flush mucus membranes with water immediately or as soon as feasible following contact of such body areas with blood or other potentially infectious materials.
4. Contaminated needles and other contaminated sharps shall be properly disposed of in a “sharps” container or stored in leak-proof, puncture resistant packaging if needed to preserve for evidentiary purposes.
5. Property and evidence containing blood and/or body fluids or other potentially infectious materials shall be placed in a container which prevents leakage during collection, handling, processing, transport and storage. The container used for transport or storage shall be labeled or clearly marked in such a way that it is evident that blood, body fluids or other potentially infectious materials are inside.
6. All handling or decontamination of items contaminated with blood or other potentially infectious materials shall be performed in such a manner as to minimize splashing, spraying, spattering and generation of droplets of these substances.
7. Sworn MPD employees have an obligation to inform other support personnel (MPD civilians, firefighters, paramedics, etc.) whenever a subject has blood or bodily fluids on his/her person, or if the subject has made a voluntary statement that he/she has a contagious disease.
8. Sworn MPD employees shall indicate in the CAPRS report when an individual taken into custody makes a voluntary statement that he/she has an infectious disease. A notation shall also be made in the related supplements when a subject has blood or bodily fluids on his/her person or clothing.
9. Employees shall not refuse to work with or handle any individual – victim, complainant or suspect because of the employee’s fears of possible infection.
10. Employees shall not refuse to arrest or otherwise refuse to handle any person in a legitimate law enforcement context, provided that appropriate protective equipment is available.
11. Employees shall use appropriate PPE unless it is the employee’s professional judgment that in a specific instance its use would prevent the delivery of public safety services or it would pose an increased hazard to the safety of the employee or a co-worker. When the employee makes this judgment, the circumstances shall be documented in CAPRS and with a Supervisor’s Report of Injury to be reviewed by the employee’s supervisor in order to determine whether changes can be instituted to prevent such occurrences in the future.
12. Employees should be aware that certain prescribed medications, such as steroids and asthma medications, can suppress their immune systems increasing their susceptibility to infectious diseases. Employees should consult with their physician if they are taking prescription drugs.

Policy

Any police vehicle which has been contaminated by bodily fluids shall be taken to the Royalston Police Garage for proper biohazard decontamination. MPD employees shall not attempt to clean vehicles themselves.

Employees shall follow the standard vehicle drop-off procedure when leaving a vehicle for cleaning, including notifying the front desk during shop hours and displaying a notice on the dash of the vehicle indicating the biohazard status.

Policy

MPD employees are responsible for removing any non-biohazard items at a crime scene or traffic accident. This includes properly disposing of rubber gloves and crime scene tape.

Minneapolis Fire Department (MFD) personnel are responsible for removing any medical debris, blood and other bodily fluids from a crime scene, traffic accident, or in public places such as sidewalks and streets, and decontaminating the area.

The MPD on- scene supervisor or senior officer may request MFD Personnel to leave the crime scene/accident scene intact during a prolonged investigation of the crime/accident scene.

The MPD on-scene supervisor or senior officer shall contact the MFD via MECC to make necessary arrangements for calling MFD personnel back to the scene to remove medical debris, blood, or body fluids upon completion of the investigation.

A police officer shall remain on the scene for security purposes until MFD personnel completely remove the medical debris, blood or body fluids.

Policy

MPD is not responsible for the cleaning or repair of a crime scene after it has been processed.

Policy

MPD units which accumulate/generate biohazard materials shall properly dispose of such materials (not including chemical waste) by transporting the waste to the Minneapolis Public Service Center Laboratory, Room 523. All waste shall be clearly marked by affixing warning labels or biohazard symbols to any containers or waste involving body fluids or associated materials.

Chemical waste shall be disposed of only by use of an approved vendor. Contact the City’s Purchasing Department for assistance.

Policy

In the event of a significant exposure, the employee should do the following:

1. Seek initial medical examination with Occupational Medicine Consultants or HCMC ER; (08/05/13)

1. The employee may obtain testing, counseling, and follow-up services through their own medical provider;
2. Refer to the Checklist for Work-Related Injuries (08/05/13)

2. Complete a Supervisor’s Report of Injury (IOD) form and submit it to their immediate supervisor.

Note: Employees may be responsible for medical expenses incurred if Worker’s Compensation guidelines are not followed and/or Worker’s Compensation does not accept the claim.

Policy

If a physician determines that the MPD employee has suffered a “significant exposure” and the source individual is receiving treatment at a medical facility or is in-custody at the Hennepin County Jail, the medical facility will contact the source individual to obtain consent for a blood draw from the source individual (SI).

If the SI is not receiving treatment at the medical facility, the medical facility will make reasonable efforts to locate the SI and obtain consent. If the medical facility cannot identify or locate the SI, a representative from the Infection Control Unit will contact the MPD’s Health and Wellness Coordinator to inform the MPD the SI has not been contacted. The MPD may initiate actions to identify or locate the SI after receiving such notice.

Policy

If the medical facility cannot identify or locate the SI but MPD subsequently identifies and locates the SI, a consent for blood draw may be initiated by the MPD.

A consent for blood draw must be coordinated by the Precinct/Division Commander (or designee) and the MPD Health and Wellness Coordinator (or their alternate). The Precinct/Division Commander and Health and Wellness Coordinator will coordinate contact with the SI to obtain consent only under the following conditions:

1. A physician determines that an MPD employee has suffered a significant exposure, and;

2. The SI is not at the medical facility, and;
3. The medical facility cannot identify or locate the SI.

When all of the above conditions are met and the MPD has identified and located the SI, the Precinct Commander (or designee) will initiate contact with the SI to obtain consent. The following steps should be taken;

1. The Consent for Blood Draw Form (MP-8861) should be read to the SI, using a language translator if necessary. The SI should be informed they have the right to refuse testing and that any test will be paid for by the MPD;

2. If the SI gives consent by signing the Consent for Blood Draw Form (MP-8861), the MPD may transport the SI to and from an appropriate medical facility;
3. If the SI refuses consent, indicate their refusal on the Consent for Blood Draw form (MP-8861) and include any other information/notes;
4. Forward the Consent for Blood Draw Form (MP-8861) to the Health & Wellness Coordinator.

Policy

All sworn and civilian personnel are entitled to receive days off each year equaling the total number of weekends per year plus the number of legal holidays allowed by their respective labor agreements.

Officers who are members of the Minneapolis Police Federation (POFM) are required to donate off‑day time to the Federation so that they may conduct necessary business (see POFM labor agreement, Leaves of Absence Governed by this Agreement section).

Policy

Employees may request a leave of absence with pay for religious holidays. The time may be debited from vacation or accrued compensatory time. Employees may work an off day in lieu of the holiday within the same payroll period, with supervisory approval as long as no overtime is accrued.

Policy

Vacation time is accumulated at a rate determined by existing labor agreements. Leaves in excess of the number of days allotted by individual labor contracts will not be recorded and shall be considered lost.

Vacation periods shall be selected by rank and by seniority within rank and will be administered by the precinct, unit or division commander in order to maintain sufficient staffing levels.

Employees who split their vacations may apply seniority preference to either part, but not to both. Vacation shall mean four or more consecutive vacation days.

Employees who wish to take vacation time in excess of two weeks (including compensatory time and off days) must obtain prior approval from their respective Bureau Head and Commander.

Seniority among persons having identical dates of employment or promotion shall be determined by their relative positions on the eligibility/promotion list from which they were appointed.

Each shift, unit or division supervisor will not permit more than ten percent of their staff to be on vacation between June 1st and August 31st annually. A .5 percent will be rounded to the next highest number (e.g., 1.5 will permit 2 to be on vacation).

In the precincts, no more than one supervisor per shift or unit can be on vacation at the same time from June 1st through August 31st. Single vacation days or small periods of vacations (two or three days) will not normally be allowed from June 1st to August 31st. Rare exceptions will only be permitted with the commander's approval.

Policy

The City of Minneapolis allows various types of Leaves of Absence. These leaves are explained in detail in the Civil Service Rules and Regulations.

Policy

Military Leave will be granted as days worked according to the employee's normal work hours and schedule.

Policy

Special duty time is when an employee is excused from regular duties to perform special activities (training, travel, outside schools/seminars, official union business, canine trials, etc.). The Chief of Police or designated Bureau Heads will authorize the use of special duty time.

Special duty assignments are issued on a Personnel Order (MPD-3154).

Special duty may be for all or part of a workday. When a Special Duty assignment is not expected to last a full workday, the employee involved is expected to report or return to their normal assignment to complete a full workday. With a supervisor’s approval, an employee may use compensatory or vacation time before or after a Special Duty assignment that does not last an entire workday. Personnel scheduled for Special Duty while on scheduled time off will be compensated in accordance with existing labor agreements and MPD policy.

Attendance at a Special Duty assignment is mandatory. Upon a supervisor’s request, the employee shall provide documentation of attendance, i.e., certificate, training materials, etc. Any employee missing a Special Duty assignment shall submit a memo to his/her commander explaining the reason for their absence.

Supervisors are responsible for ensuring that Special Duty hours are monitored and appropriate time adjustments made. For example: an employee who works a ten hour shift and attends an eight hour in-service training session must report back to their work assignment to complete his/her work day or use vacation or compensatory time for the remaining two hours.

When possible, Special Duty requests shall be submitted at least 30 days in advance. The Training Unit may forward requests for final approval to the appropriate Bureau Head and will coordinate travel paperwork. For further information, see the MPD Travel Procedures policy.

Policy

1. Overtime accrual shall be kept to a minimum. Normal administrative and supervisory activities shall be accomplished during assigned work hours.
2. Overtime accrual without prior approval may be denied by a supervisor. Overtime accrual will only be allowed for specific department-related reasons.
3. Officers of a higher rank are not authorized to work in an overtime capacity for officers of a lower rank.

1. Precinct Inspectors and Division Commanders may authorize individual exceptions per the Police Labor Agreement, Section 20.02, Subd. 2 (c), when the staffing shortage is the result of compensatory time usage and efforts to fill a necessary position with officers of the lower rank have been exhausted.
2. Exceptions shall be documented in writing and submitted to the police administration through the chain of command.

4. Overtime records will be audited by MPD Payroll personnel on a biweekly basis.
5. Overtime may be accrued for court time when such time occurs outside of compensated City time. The court case must be related to an incident arising from the employee's department employment or from acting in a law enforcement capacity. Compensation shall be in accordance with existing individual labor agreements.
6. In the event that a Middle or Night Watch employee receives a Subpoena/Trial Notice for a civil trial, the employee shall notify their supervisor immediately. If it is determined that the trial may be prolonged, the supervisor shall attempt to temporarily modify the employee’s work hours, within the scope of the employee’s individual labor agreement, to accommodate the trial schedule.
7. Prior authorization for compensatory time usage is required.
8. Probationary employees that have successfully completed the Field Training Officer program are allowed to work voluntary overtime and buyback details.
9. Officers on Field Training Officer (FTO) status may work voluntary overtime and buyback details with the permission of their Inspector, provided they are in good standing within the FTO program and will work the overtime/buyback detail with their assigned FTO.

Policy

Overtime earned and compensatory time used will be calculated consistent with existing individual labor agreements. Overtime earned will be credited to the nearest one‑quarter hour. Compensatory time used will be debited to the nearest one‑quarter hour.

Policy

When overtime ends 60 minutes or less before work shift or when time starts 60 minutes or less after the employee’s worked shift, it will be considered an extension of duty/shift.

When overtime ends more than 60 minutes before or starts more than 60 minutes after the employee's worked shift, the overtime is not considered an extension of work hours.

Policy

The maximum amount of compensatory time credit a sworn officer or non-exempt civilian employee is normally allowed to maintain is specified by individual labor agreements.

Policy

Emergency callbacks shall be compensated in accordance with existing individual labor agreements.

Policy

All accrued compensatory time requests must be electronically entered into the MPD timekeeping system by the employee and must be approved by the employee's immediate supervisor.

The Chief of Police or the Deputy Chief/Director of the Internal Services Bureau may authorize specific personnel, under special circumstances, to approve overtime requests as part of their duties, i.e., Court Liaison.

1. Members shall not change, or cause to be changed, a scheduled workday to a non‑work day, or change the normal or posted scheduled hours of a shift, in order to accrue overtime, unless approved by a Deputy Chief or higher. Members may not use compensatory time that results in a negative balance.

2. No member shall work less than four hours during their scheduled OFF hours without the permission of a Deputy Chief or higher through their chain of command, other than overtime shift extensions (including shift holdovers and late calls), court, and scheduled on-call time that are authorized with the approval of the member’s chain of command.
3. Compensatory time shall not be accrued or overtime shall not be paid when a member is also accruing time for any city paid hours, including, but not limited to: sick, compensatory time used, paid holiday, Family Medical Leave Vacation (FMV), FMS (sick), FMC (compensatory time), P.A.L. time used, floating holiday taken, paid suspension, military leave, injured on duty, relieved of duty, jury duty, funeral leave, special duty, worker's compensation, or absent without leave.
4. Overtime cannot be accrued for non‑emergency medical or physical therapy treatments for those members on IOD status.

Policy

Shift meetings shall be scheduled as an extension of a shift. Employees having worked that shift are eligible for overtime compensation to a maximum of one and one‑half hours. Off‑duty employees may attend on a voluntary basis and will be given one and one-half hours of overtime for the meeting.

Precinct shift meetings shall be held quarterly and shall take place within MPD facilities. The Commander shall approve the agenda prior to the meeting.

Policy

The Court Liaison function is housed in two locations. Court-related overtime involving civil cases are processed through the Court Liaison office located in the City Attorney’s Office, 300 Metropolitan Center. Court-related overtime involving criminal cases are processed through the Court Liaison office located in Room 210 ½, City Hall. Duties of Court Liaison personnel include:

• Distribution of Subpoenas and Trial Notices to precincts, units and divisions.
• Monitoring and coordinating court appearances.
• Approving all court and Civilian Review Authority-related overtime (Verification is required from the judiciary or Civilian Review Authority).
• Coordinating court “Standby” between MPD employees and attorneys.
• Reporting complaints or policy violations to an employee’s Commander.

Policy

1. When a sworn employee receives notice to meet with the Office of Police Conduct Review (OPCR), Internal Affairs Unit (IAU) or the Police Officers Federation of Minneapolis (POFM) in conjunction with an investigation, the sworn employee shall schedule such appointments during their normal work hours on a day that they are scheduled to work.
2. Mid-watch employees shall schedule their appointments at the beginning of their shift.
3. Night-watch employees shall schedule their appointments to immediately follow the end of their scheduled shift and code the time entry as an extension of shift.

Policy

Commanders are responsible for arranging to have complaints signed, depositions given, etc., during an employee's work hours whenever possible. Court Liaison personnel will review and approve requests for overtime due to complaint signing, depositions, etc. A copy of the signed complaint or written authorization from the employee’s supervisor must be provided to Court Liaison.

Policy

Employees testifying for the defense in a civil trial against the City of Minneapolis, the MPD, or in another jurisdiction shall notify their commander in writing upon receipt of the Subpoena.

Employees shall not accept witness fees, stipends or remuneration for any court-related event, statement, or interview occurring during City-compensated time. Non-government agencies, such as law firms and insurance companies, wishing to interview an employee concerning events they were involved in relating to the scope of their employment, shall schedule the interview by notifying his/her supervisor and scheduling the interview during work hours.

When giving a statement or testifying in litigation cases not involving the City of Minneapolis, while on City time, a fee of $150.00 per employee, payable to the City of Minneapolis, shall be charged to the non-government entity per session. The non-government agency requesting the interview shall be informed of the fee prior to the interview and that payment is due at the time of the interview. Employees shall send the payment received to MPD Finance with a memo noting the date and reason for the payment, including the case number if applicable.

While off-duty, and for incidents not involving the City of Minneapolis, employees may retain witness fees or compensation from outside agencies for any statements or testimony given. 

Policy

All officers appearing for court who wish to have their parking validated, shall park at the HAAF RAMP located at 424 4th Street South.

1. Upon entry to the Haaf Ramp you will receive a parking ticket stub.

2. Bring the parking ticket stub to Room 108 – CID at City Hall for validation before court to obtain a parking pay ticket.
3. When exiting the parking ramp, insert the original parking ticket stub, then insert your pay ticket to exit the ramp.

Note that if you are scheduled to appear in court in the afternoon allow time to go to Room 108 prior to court to obtain parking validation, the front desk to Room 108 is manned only from 0800-1600.

To provide employees with information related to policy rules and regulations for off-duty employment.

Minneapolis Police Department employees who work off-duty are subject to the rules, regulations, ordinances, and the policies and procedures of the City of Minneapolis and Minneapolis Police Department.

In all cases of off-duty employment the primary duty, obligation, and responsibility of an employee is to the City of Minneapolis and the MPD. This policy applies to all off-duty employment.

The term “officer” is used generically in this document and does not assume a level of rank, such as Patrol Officer. For the purpose of this policy, the term “officer” applies to a sworn employee working in a capacity relating to their status as a law enforcement officer.

The term “employee” refers to all employees whether sworn or civilian, working off-duty in a civilian capacity.

Nothing in this policy provides a guarantee of off-duty employment to any employee.

All off-duty approvals expire on December 31st of each calendar year. Approval requests must be submitted annually.

General Policies

1. All MPD employees who pursue off-duty employment must apply for and receive approval, before the off-duty employment commences. Unpaid/volunteer positions do not require completion of the Off Duty/Employer Site Approval Request Form.
2. If more than one officer is working at an off-duty job site, the senior officer present at the job site is responsible for compliance with City and MPD rules and regulations by all officers working off duty at that job site.
3. If a complaint is received about the conduct of an officer working an off-duty job, the supervisor who received the complaint will follow MPD policy and procedure in investigating the complaint. On-duty supervisors may do periodic inspections of officers working at off-duty employment sites.
4. Employees shall adhere to all local, state and federal tax laws and revenue agency income reporting requirements.
5. The official blue police uniform, worn in conformity with MPD rules and regulations, is authorized for use in off‑duty employment within the City limits if the officer is able to work in uniform for the MPD.
6. Use of the official blue uniform in off‑duty employment outside the city limits must be pre-approved by the Chief or the Assistant Chief.
7. Officers needing to wear plain clothes for off-duty employment shall obtain permission from the employee's precinct or division commander. A notation shall be made in the comments section on the officer's off-duty application that states the reason for the officer to be dressed in plain clothes.
8. The following circumstances may be grounds for suspending, denying or revoking permission to work off‑duty:

1. Performance of outside employment while on duty;
2. The off-duty work interferes or conflicts with MPD duties or availability for emergency duty;
3. When an employee’s ability to perform his/her duties for the MPD is impaired due to his/her off‑duty employment;
4. Failure to adhere to the call sign/radio usage policy;
5. Failure to file an off-duty employment application; and/or
6. As part of disciplinary action where off-duty employment is related to the finding.

9. Off‑duty officers working at an approved off-duty employment site shall immediately send written notice to the Chief or Assistant Chief if a labor dispute should occur.

1. The written notice shall contain the location at which the officer is working and the duties required of that officer. Each case will be reviewed by Police Administration for conflicts of interest.

2. Off-duty employment approval may be suspended for the duration of the labor dispute.

10. Officers may generally be allowed to only use marked squads for off-duty employment. Unmarked squads will not be used for off-duty employment without permission from the precinct commander.

1. Permission to use a marked squad for off-duty employment shall be obtained from an on-duty supervisor in the precinct/command from where the marked squad is taken.
2. All units/divisions permitting use of marked squads shall maintain a sign-out log. The sign-out log will include the officer’s name, badge number, hours of off-duty employment and the site name and location of the off-duty work site.
3. The use of a marked squad for off-duty employment outside of the City limits must be approved by the Chief or the Assistant Chief.

11. Officers with marked squads at off-duty work sites shall:

1. Notify MECC of their work-site location and receive a "call sign" number if one has not already been permanently assigned to that work site;
2. Be in full uniform while in possession of a squad;
3. Transport all property, prisoners or other individuals for law-enforcement purposes;
4. Ensure that all squad usage is law-enforcement related;
5. Park the squad in a legal and visible location; and
6. Comply with MPD Policy & Procedure P&P 4-402 Vehicle Idling.

12. Officers working off-duty employment shall contact the on-duty supervisory staff of the precinct where they are performing their off-duty employment for probable cause authorization.
13. Officers working off-duty employment within the City of Minneapolis will handle police calls that are brought to their attention while working off duty, as they would if they were working on duty.
14. All reports shall be completed during the off-duty employment in which the incident occurred, and submitted for supervisory review and signature in the precinct where the off-duty site is located.
15. Compensation for arrests or work occurring during or resulting from the off-duty shift, including all travel time, shall be paid for by the off-duty employer if the arrest or work involve only the off-duty employees.
16. Officers working off-duty shall not intentionally seek assistance from on-duty MPD staff when not needed or take unnecessary action in an attempt to create a claim for compensation payable by the MPD.
17. The following provisions apply when an employee working off-duty is directed by MPD to act or otherwise becomes engaged in activities unique to law enforcement thereby qualifying for compensation from MPD:

1. Compensation shall be paid on an hour for hour basis at the rate specified in the Labor Agreement. However, the call-back minimum provisions of the Labor Agreement shall not apply.

2. Officers shall note in the comments section of the overtime entry in Workforce Director, the name of the off-duty site/employer and the shift hours that the officer was scheduled to work for the off-duty employer. Overtime entries not containing this information shall be rejected by the officer’s Supervisor.
3. Employees shall take appropriate action so that they are not compensated by the off-duty employer for the same hours for which they are compensated by MPD. This does not apply to standby hours.

18. The provisions of paragraph 17, above, also apply to arrests and paperwork that result from an arrest made by an officer when not on duty or while working an off-duty job. Officers shall note in the comments section of the off-duty entry in Workforce Director, the case control number from the arrest and the type of arrest (misdemeanor/felony). Overtime entries not containing this information shall be rejected by the officer’s Supervisor.
19. Portable radios shall not be used for off-duty employment outside the City of Minneapolis without the prior permission of the Chief or Assistant Chief.
20. Officers working off-duty within the City of Minneapolis shall contact Channel 7 and provide their name, badge number, hours of off-duty employment, location of the off-duty work site and obtain off-duty call sign. Channel 7 maintains list of call signs for specific off-duty locations and those assigned call signs shall be used.
21. If the off-duty employment is at a location that does not have a permanent call sign, Channel 7 will assign a temporary call sign for that location.
22. All officers shall contact Channel 7 at the end of their off-duty shift to log off.
23. An officer working off-duty shall preface radio transmissions with “OFF-DUTY” followed by the call sign.

Application & Approval Process

1. To apply for off‑duty employment approval employees must submit an electronic application through the Workforce Director system for each job site, including off-duty employment that is not scheduled at the precinct, but is paid on the employee’s City paycheck (i.e. Detox Van, Park Board, or other City departments, etc.). Incomplete applications will not be approved.

2. Off-duty employment applications shall be submitted at least 72 hours in advance to allow for review and approval by the employee’s supervisor before the off-duty employment commences.

1. Applications received less than 72 hours in advance of off-duty employment may be approved verbally or via email by the employee’s precinct/division commander.
2. The employee shall enter the request into Workforce Director during their next regularly scheduled shift for MPD, noting in the comments section the date and from whom they received approval to work the off-duty job.

3. The applicant’s immediate supervisor shall review each application and make recommendations for approval or denial based on criteria in this policy. The applicant’s precinct commander, or in the case of civilian employees, the employee’s supervisor, shall make the final determination of eligibility for off-duty employment, with the following exceptions:

1. Any employee applying to work for another law enforcement agency; or
2. An officer applying to work outside the City of Minneapolis.

4. The Chief or the Chief’s designee shall approve applications for an employee to work off-duty for other law enforcement agencies and for an officer to work off-duty outside the City of Minneapolis, prior to such off-duty employment commencing.

1. An employee shall not be approved to work for another law enforcement agency unless such agency has entered into a standard defense and indemnification agreement (“agreement”) with the City of Minneapolis.

2. Agreements must be signed by the employee, the MPD and the other agency and submitted to Research & Policy Development.
3. Requests to deviate from the standard defense and indemnification agreement language should be forwarded to Research & Policy Development for review and approval by the City Attorney’s Office.
4. Employees are not authorized to enter into any other agreements that obligate the City of Minneapolis.

5. If an application is denied, the applicant has the right to appeal the decision through their chain of command.

Employer / Site Approval Requests

1. Employees are prohibited from entering any new employer/sites in Workforce Director.
2. Establishment of new employer/sites on the master list of approved employer/sites in Workforce Director will be done by authorized Research & Policy Development personnel.
3. Employees shall complete MPD form MP-9067 Off Duty Employer Site Approval Request and submit to Research & Policy Development for approval and entry into Workforce Director. Incomplete forms will not be processed.
4. An MPD contact person must be designated for each off-duty employer/site employing officers within the City of Minneapolis. Only persons employed by the MPD in a sworn position may serve as an MPD contact person. Exceptions to the MPD contact requirement will be handled on a case by case basis.
5. The responsibilities of the MPD contact person include but are not limited to:

1. Scheduling officers who have received approval to work at the off-duty site.
2. Maintaining a list of employees approved to work at the site.
3. Serve as a liaison between the MPD and off-duty employer/site.
4. If serving as the Contact Person for an off-duty job that is related to a large-scale event for which the MPD may prepare an Incident Action Plan (IAP), the Contact Person shall communicate with the Precinct Commander of the precinct where the event will take place at least 72 hours prior to the event. Time spent communicating with the Precinct Commander and coordinating planning shall be compensated by the off-duty employer unless prior approval is given by the MPD for payment by the MPD.
5. There will be no brokering of officers. For example, no officer may gain remuneration by the work of another officer. However, the MPD contact person responsible for scheduling officers to work may receive additional pay from the off-duty employer for that service at the employer’s discretion, as long as it is not paid from a portion or percentage of another officers’ wages. An officer’s contract/agreement to work an off-duty job must be directly with the off-duty employer and not with another officer.

Restrictions and Prohibitions

1. Officers are subject to supervision by the precinct in which they are working and are subject to inspection.
2. Officers working off-duty in uniform, or in a capacity so as to be readily identified as a Minneapolis police officer, shall not consume alcoholic beverages while so employed.
3. All employees are prohibited from working off-duty under the following conditions:

1. For any business that is not compatible with police work; (i.e., bartending, rave gatherings, repossession work; any establishment that provides adult entertainment in the form of nude, semi-nude or topless exhibitions).
2. If the employment requires the officer to wear a uniform and the employee is not authorized to work in uniform for the MPD.
3. If the employment requires the officer to carry a firearm and the officer: is not authorized to carry a firearm; is on non-enforcement duty assignment; is on suspension or administrative leave; has failed to successfully complete required training or qualification with department-authorized firearms.
4. While on limited duty (unless the Chief or Assistant Chief grants permission).
5. While on a leave of absence, unless allowed under the Labor Agreement.
6. While on sick leave or IOD status.
7. For an employer who wishes to have an off-duty officer assist in a labor dispute or strike.
8. Where the nature of the off-duty engagement constitutes a conflict of interest with the employee’s duties for the MPD.
9. Employment as a private investigator without a private investigator license.

4. Within the City of Minneapolis, officers are allowed to work at establishments, events or other premises where alcoholic beverages of any kind are served subject to the following conditions:

1. A minimum of two off-duty officers shall be working unless the precinct commander has determined a different minimum for a specific establishment.

2. The job site of off-duty officers is limited to the exterior of the establishment.
3. Off-duty officers shall not work in the capacity as a bouncer or screen patrons for admission or exclusion from the establishment.
4. Off-duty officers shall not enter the establishment except to respond to an emergency situation or to use the rest room.

5. If an employee exceeds 64 hours of work (on and off-duty combined) in a 7-day period, the employee shall notify their Precinct/Division Commander. The 7-day period is defined as beginning on Sunday at 0000 hours and ending on Saturday at 2400 hours.
6. Probationary employees are prohibited from off-duty employment unless the specific job site is approved by a bureau head for probationary employees to work off duty. This includes Park Police “Extra-Duty” jobs. (08/18/17).
7. Employees shall not submit time documents to the City or an off-duty employer that will result in being paid by more than one employer for the same time period. This does not apply to standby hours.
8. Employees shall report all off-duty income to all local, state and federal tax or revenue agencies and shall pay the applicable taxes on all off-duty income. Payment for off-duty work shall be made in an appropriate and private manner to avoid any perception of impropriety.

Policy

The MPD may provide department representation in the event of a death of an MPD officer, a retired MPD officer, or an officer from another jurisdiction if requested. The family's wishes will be followed whenever possible. 

Duty assignments for funerals are announced through a Personnel Order. If there is a time concern, commanders/supervisors/officers will be contacted by phone. Instructions from other agencies, if received, are not to be considered official MPD orders and should be referred back to Administration.

Only MPD officers assigned to funeral details will be allowed on-duty or compensatory time for funeral details.

The MPD does not provide representation for other funerals, including, but not limited to, family members of current employees, other City employees or citizens.

Policy

In the event of the death of a retired MPD officer, a funeral detail may be assigned, if requested by the family and the funeral service is held locally.

The Honor Guard Commander or his/her designee will coordinate the funeral detail, including contacting the family or funeral director for information. The Honor Guard Commander or his/her designee shall contact the MPD Training Unit to obtain a personnel number and is responsible for issuing the Personnel Order (MPD-3154). A copy of the Personnel Order must be forwarded to the appropriate personnel involved, Administration, MPD Human Resources, and the Training Unit. 

If the Honor Guard is unavailable, the MPD will generally detail a one-officer squad from each precinct. The precinct in which the funeral service will be held will usually be asked to provide a supervisor for the detail. If the family requests officers as pallbearers, six officers will be detailed.

Policy

In the event of an on-duty death of an officer or local official from another jurisdiction, the Deputy Chief of the Central Services Bureau or his/her designee shall coordinate duty assignments with the Honor Guard Commander or his/her designee.

Generally, two officers from the Honor Guard will be assigned to these funeral details to represent the MPD.

Policy

Personnel Orders involving funeral notices will only be issued when assigning personnel to funeral details.

Administrative Announcements or "All MPD" email messages may be issued/sent informing MPD employees of deaths of family members, retired MPD employees, and officers from other jurisdictions, etc., as employees may wish to express their sympathy to the family. Issuing an informational funeral Administrative Announcement or email message will be up to individual commanders.

Policy

The Honor Guard will represent the Minneapolis Police Department as requested by the Chief of Police. Funeral details will be their primary duty.

The commander of the Honor Guard is responsible for coordinating the selection, training and scheduling of Honor Guard personnel. The commander or his/her designee shall also have the overall responsibility for coordinating other MPD activities related to their assigned details. 

Honor Guard officers must wear the full Honor Guard uniform for all official Honor Guard details.

Policy

Requests for the Color Guard must be made in writing to the Chief of Police. If approved, the commander of the Color Guard will coordinate the Color Guard detail.

The Color Guard may be used for line-of-duty deaths of MPD officers. (03/28/05)

Policy

Requests for the Police Band must be made in writing to the Chief of Police. If approved, the Bandmaster will coordinate the Police Band detail.

Policy

Officers assembling into ranks for drills or ceremonies shall arrange themselves according to height so that the tallest officers occupy the right of each line. Division of rank will be by line with the highest rank to the front of the assembly. When closing uneven lines, the officers of higher rank shall be to the left of the line.

If the Honor Guard is present, they will coordinate the drill or ceremony. The Honor Guard may be contacted for general advice.

• 40mm Round: A direct fire impact projectile round used in situations where maximum deliverable kinetic energy is desired for the incapacitation of a person.
• Affected Member: A member who has experienced or been impacted by a critical incident, traumatic event or other work-related stressor.
• Assembly: An assembly is a group of people gathered together in one place for a common purpose.
• Baton: A handheld, rigid, stick-like intermediate weapon. Batons are typically made of materials such as wood and metal, and come in various lengths and styles. (See the specifications section in P&P 5-310 for authorized types)
• Bloodborne Pathogen: Pathogenic microorganisms present in human blood that cause disease. These pathogens include, but are not limited to, hepatitis B virus (HBV), hepatitis C virus (HBC), and human immunodeficiency virus (HIV).
• Body Fluids: Body fluids include but are not limited to blood, semen, vaginal secretions, breast milk, amniotic fluid, urine, saliva, vomit and stool.
• Body Worn Camera: Portable audio-video recording equipment designed to be worn on a person.
• Carry Weapons and Force Devices: Having a weapon or force device on one's person. This includes having it in a pocket, holster, or backpack or similar container, as well as having it slung or having it in hand.
• CEW: An intermediate weapon ("Conducted Energy Weapon") that is designed to temporarily incapacitate a person from a distance, using an electrical current for neuromuscular incapacitation.
• Chemical Aerosol: Aerosol, hand-held, pressurized, containerized chemical aerosol agents that emit a stream or vapor. (P&P 5-308)
• Conducted Energy Weapon: An intermediate weapon ("CEW") that is designed to temporarily incapacitate a person from a distance, using an electrical current for neuromuscular incapacitation.
• Confidential Informant:

  A person who cooperates with a law enforcement agency confidentially in order to protect the person or the MPD’s intelligence gathering or investigative efforts, and:

  1. Seeks to:
     1. Avoid arrest or prosecution for a crime; or
     2. Mitigate punishment for a crime in which a sentence will be or has been imposed; or
     3. Receive a monetary or other benefit;
  2. Is able, by reason of the person’s familiarity or close association with suspected criminals, to:
     1. Make a controlled buy or controlled sale of contraband, controlled substance, or other items that are material to a criminal investigation;
     2. Supply regular or constant information about suspected or actual criminal activities to a law enforcement agency;
     3. Otherwise provide information important to ongoing criminal intelligence gathering or criminal investigative efforts.
• Court Standby:
  • An off-duty status in which an employee must:
    • Be reachable by phone, cell phone or pager.
    • Be in court within one hour of such call.
  • An employee who is on “Standby” is eligible for “Standby” compensation per individual labor agreement.
• Court-Related Overtime: Any compensatory time or paid overtime earned as a result of a court trial or court-related activity.
• Critical Incident:

  An incident involving any of the following situations occurring in the line of duty:

  • The use of Deadly Force by or against a Minneapolis Police Officer
  • Death or Great Bodily Harm to an officer
  • Death or Great Bodily Harm to a person who is in the custody or control of an officer
  • Any action by an officer that causes or is intended to cause Death or Great Bodily Harm
• Direct Contact: In person or telephone communication between an individual delivering a message and an individual intended to receive the message (Does not include voice mail, or second party messages).
• Essential Job Functions: The fundamental duties of a position.
• Feasible: Objectively reasonably capable of being safely done or carried out.
• Firearms/Ammunition/Firearm Accessories: A device that projects either single or multiple projectiles at high velocity. Ammunition is a term meaning the assembly of a projectile and its propellant. Accessories include but are not limited to holsters, gun cases, firearm optics, suppression devices, cleaning supplies, etc.
• Insubordination: For the purposes of this policy, insubordination is any act of defiance, disobedience, dissension, indifference or resistance to authority.
• Investigation: A structured process of gathering, examining, and evaluating facts and evidence to determine what occurred, assess compliance with laws and policies, and support appropriate actions or decisions.
• Issuing Authority: Refers to the court, attorney, or representative of the court or attorney who has issued a Subpoena or Trial Notice with or without a "Standby" designation.
• Juvenile: An individual who is under the age of eighteen (18) years.
• Limited Duty: A temporary work assignment as the result of the affected member not being able to perform their essential job functions, according to a health care provider. Also known as "light duty."
• Limited English Proficiency: Designates individuals whose primary language is not English and who have a limited ability to read, write, speak, or understand English. LEP individuals may be competent in certain types of communication (e.g. speaking or understanding), but still be LEP for other purposes (e.g. reading or writing). Similarly, LEP designations are context specific. An individual may possess sufficient English language skills to function in one setting, but may find these skills are insufficient in other situations.
• MECC: Minneapolis Emergency Communications Center is the city's 911 center that answers emergency and non-emergency calls and coordinates the appropriate response by public safety services.
• Mental Health Professional: A psychiatrist, psychologist or Police Assistance Program (PAP) contract consultant who is on the Federation and City's approved list to meet with officers involved in Critical Incidents. The Police Assistance Program (PAP) representative maintains the list.
• MPD Healthcare Provider: The occupational medicine clinic selected by the MPD (City doctor).
• Order to Appear: A directive on a Subpoena or Trial Notice ordering an individual to appear in court. The order to appear may be superseded by a notation or an oral directive of "Standby."
• Peer Support: Mental and emotional wellness support provided by peers trained to help members cope with critical incidents and certain personal or professional problems.
• Peer Support Team Clinical Lead (PST Clinical Lead): A licensed mental health professional assigned to provide PST program oversight and development, and direct clinical services to PST members as needed. The Clinical Lead will not conduct fitness for duty evaluations for the MPD.
• Peer Support Team Coordinator (PST Coordinator): A member of the MPD Health and Wellness Unit assigned to coordinate and supervise the day-to-day operations of the PST.
• Peer Support Team Counselor (PST Counselor): An MPD member who is specially trained to provide day-to- day emotional support for departmental members and to participate in the department's comprehensive response to critical incidents as designated in MN State statute 181.9731. PST Counselors are trained to recognize and refer members that require professional intervention or support beyond their scope of training to a licensed mental health professional.
• Police Report: A report or statement in a report that sets forth the officer's account of an incident and is entered into the MPD's Records Management System.
• PPE: Personal Protective Equipment is specialized clothing or equipment used by workers to protect themselves from direct exposure to blood or other potentially infectious materials. It includes, but is not limited to, protective disposable gloves, masks, goggles, boots, gowns and resuscitation masks.
• Probable Cause: Having reasonable grounds for supporting the requested Court order, to include: search warrants, arrests or other legal process. Probable cause is required by the Fourth Amendment. Officers must have an objectively reasonable basis for believing that a crime may have been committed or that there is evidence of the crime present in the place to be searched.
• Significant Exposure:

  Having sustained a contact which carries a potential for a transmission of bloodborne pathogens by one or more of the following means:

  • A skin puncture by a needle or sharp object that has had contact with blood or body fluid from another person
  • Blood or bodily fluids of another person in contact with the mucus membranes or eyes
  • Any contamination of open skin (cuts, abrasions, blisters, open dermatitis) by blood or body fluids, or bites that break the skin
  • Blood or blood-containing fluids in contact with skin longer than 5 minutes

  Note: Fluids such as urine, saliva, vomit and stool are considered significant only when they contain visible blood. Significant exposure to diseases communicable by airborne transmission (including tuberculosis, chicken pox, measles, and pertussis) will be confirmed and follow-up will be determined with the help of Public Health.

• Source Individual: Source Individual (SI) is an individual, living or dead, whose blood, tissue, or potentially infectious body fluids may be a source of bloodborne pathogen exposure to another person. Examples include, but are not limited to, a victim of an accident, injury or illness, or a deceased person.
• Special Weapons and Tactics Team: A specialized police unit trained and equipped to handle high-risk situations beyond the scope of regular patrol, such as armed barricades, hostage rescues, and high-risk warrant service.
• Subpoena: An official court order for an individual to appear in court. The Subpoena remains in effect until the case is over or the Issuing Authority excuses the individual under Subpoena.
• Subpoena or Trial Notice with a Standby Designation: A Subpoena or Trial Notice that specifies by notation that the employee is on "Standby." This notation supersedes the order to appear for trial, and directs the employee to remain on "Standby" for the period stated on the Subpoena or Trial Notice. For example: Day 2 - 9:00 a.m. to 1:00 p.m. means that the employee is on standby the second day of the trial from 9:00 a.m. until 1:00 p.m. Days of trial normally exclude weekends and holidays. (See Standby Court Time).
• Trial Notice: A City Attorney document comparable to a Subpoena, whereas the same procedures and meanings apply as described for "Subpoena."
• Undercover Operation: Undercover operations use plainclothes officers to perform covert activities in criminal investigations, to gather evidence against individuals or groups engaged in criminal activity.
• Universal Precautions: Precautions designed for infection control. Under Universal Precautions, blood and certain body fluids of all individuals are considered potentially infectious for HIV, HBV and other blood borne pathogens. Universal Precautions must be posted in a central area at all precincts and division locations.
• Use Weapons and Force Devices: Activating or applying a weapon's or force device's mechanical functions, pointing a weapon, or making contact with a person with the weapon or force device. This includes discharging a weapon such as a firearm, chemical aerosol, or impact projectile launcher, deploying a CEW, performing a CEW warning alert, activating a CEW, laser painting a person, applying handcuffs or restraints, and making bodily contact with a person with a baton or other impact weapon.
• Voluntary Statement: A statement given by Involved or Witness Officers to Investigations Bureau Investigators which is voluntary and outlines details associated with the Critical Incident. Voluntary statements from officers are essential for bringing criminal charges against suspects, defending officers, and maintaining community trust by providing the Chief of Police with sufficient information to appropriately address community concerns. Voluntary statements will be taken in question and answer (Q&A) format.
• Vulnerable Adult:

  As defined by MN Statute section 626.5572 Subd. 21, a Vulnerable Adult is any person 18 years of age or older who:

  1. Is a resident or inpatient of a facility (as defined in MN Statute section 626.5572 Subd. 6);
  2. Receives services at or from a facility required to be licensed to serve adults under MN Statute sections 245A.01 to 245A.15,
     except that a person receiving outpatient services for treatment of chemical dependency or mental illness, or one who is committed as a sexual psychopathic personality or as a sexually dangerous person under MN Statute chapter 253B, is not considered a vulnerable adult unless the person meets the requirements of clause 4;
  3. Receives services from a home care provider required to be licensed under MN Statute sections 144A.43 to 144A.482; or from a person or organization that exclusively offers, provides, or arranges for personal care assistance services under the medical assistance program as authorized under MN Statute sections 256B.0625 Subd. 19a, 256B.0651 to 256B.0654, and 256B.0659;
  4. Regardless of residence or whether any type of service is received, possesses a physical or mental infirmity or other physical, mental, or emotional dysfunction:
     1. That impairs the individual's ability to provide adequately for the individual's own care without assistance, including the provision of food, shelter, clothing, health care, or supervision; and
     2. Because of the dysfunction or infirmity and the need for assistance, the individual has an impaired ability to protect the individual from maltreatment.
• Worker’s Compensation: Benefits for medical care and lost time prescribed by state law for members who are injured while on the job. Submission of a Supervisor's Report of Injury form is required for work-related injuries as directed by State law and MPD policy. NOTE: Worker's Compensation is separate from the Injured on Duty (IOD) program (refer to POFM labor agreement)
• Workforce Director: A computer information system that provides employee scheduling and timekeeping functions, personnel data management, training management, inventory management, Internal Affairs management, performance reviews, recruiting, and support for Field Training Officer programs.