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.

• 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).
• 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.
• 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.
• 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.
• 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.