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.

To establish standardized procedures for members to safely decontaminate themselves, their clothing, tools, and equipment to prevent the spread of contaminants and maintain a safe working environment.

MPD members shall use the following OSHA approved cleaning procedures when disinfecting or decontaminating themselves or equipment while on-duty:

Hand Decontamination

• Wash hands completely with soap and water.
• Rinse completely; dry with a clean towel or air dry.

Clothing, Tool/Equipment Decontamination

• Mix 1/4 cup bleach per gallon of water. (Note: More bleach is not better.)
• Immerse objects in solution for 10 minutes; if clothing, gently agitate periodically. (Note: Dark clothing/fabric may produce bleach spots.)
• Transfer objects to a soap and water solution for 10 minutes; if clothing, gently agitate periodically.
• Allow clothes and tools/equipment to thoroughly air dry before re-use.

Severe Surface Decontamination

• Use for decontaminating only the most seriously affected surfaces.
• Mix 1 ½ cups bleach per gallon of water.
• Douse surfaces with heavy contamination and allow to sit for 3 minutes.
• Wipe the contamination from the surface with a paper towel and douse the surface again but use the hand wash solution.
• Wipe off residual contamination with a paper towel.

Important Considerations

• Use gloves and eye protection.
• Prepare bleach solutions daily and allow to stand for at least 30 minutes before use.
• All containers should be labeled "Bleach-disinfected water, Do Not Drink "
• Do not mix bleach with products containing ammonia.
• DO NOT IMMERSE ELECTRICAL OR BATTERY-OPERATED TOOLS/EQUIPMENT IN SOLUTIONS; clean exterior with a rag soaked with soap and water or disinfectant solution.

3-512 Decontamination of Police Vehicles

• Summary: Establishes rules for sanitizing vehicles after exposure incidents.
• Effective Date: 01-01-2026
• Last Review Date: 04-22-2009

3-513 Waste and Medical Debris Used at Crime Scenes and Traffic Accidents

• Summary: Governs proper disposal of medical waste and biohazards.
• Effective Date: 01-01-2026
• Last Review Date: 04-22-2009

3-514 Removal of Waste, Blood, and Body Fluids From Locations Other Than Public Places

• Summary: Limitations for MPD's responsibility in cleaning or repairing a crime scene.
• Effective Date: 01-01-2026
• Last Review Date: 04-22-2009

3-515 Disposal of Contaminated Materials

• Summary: Details proper handling and disposal of contaminated equipment.
• Effective Date: 01-01-2026
• Last Review Date: 04-22-2009

3-516 Contacting a Medical Facility for Patient Information

• Summary: Covers procedures for gathering medical information post-exposure.
• Effective Date: 01-01-2026
• Last Review Date: 04-22-2009

Policy

Per HIPAA laws, medical facility staff shall not release confidential patient data. Questions relating to the diagnosis of a patient who may have a potentially contagious disease or infection and with whom MPD employees may have been exposed shall be directed to the MPD Health and Wellness Coordinator. The MPD Health and Wellness Coordinator will liaison with the Infection Control Unit of the medical facility to determine if the patient’s medical status poses a risk of significant exposure to the MPD employee.

3-517 When a Significant Exposure is Suspected: Actions of Employee

• Summary: Defines employee responsibilities when exposure occurs.
• Effective Date: 01-01-2026
• Last Review Date: 04-22-2009

3-518 Significant Exposure: Actions Taken by Medical Facility

• Summary: Outlines medical facility responsibilities in exposure cases.
• Effective Date: 01-01-2026
• Last Review Date: 04-22-2009

3-519 Consent for Blood Draw Initiated by MPD

• Summary: Establishes MPD's policies for obtaining blood samples.
• Effective Date: 01-01-2026
• Last Review Date: 04-22-2009

3-520 Seeking a Court Ordered Blood Draw

• Summary: Defines legal standards and procedures for court-ordered draws.
• Effective Date: 01-01-2026
• Last Review Date: 04-22-2009

Policy

If the Precinct/Division Commander and Health and Wellness Coordinator determine that a court ordered blood draw is necessary, they shall contact the city attorney who will petition the Hennepin County District Court for a court ordered blood draw.

Definitions