2-106 - Retaliation

The MPD will not tolerate retaliation against an employee for exercising their duty to report, intervene or cooperate in an investigation.

1. Scope

1. P&P 2-105 covers retaliation specifically related to the City’s ADH&R policy.

2. Retaliation under this policy means: The imposition of adverse job consequences on an individual because the employee engaged in a good faith act of reporting violations of policy, a good faith act of intervention, or participated in an investigation regarding misconduct.
3. Good faith interventions and reporting are considered a protected activity. This commitment is part of MPD’s commitment to providing a culture in which employees are free from harassment and retaliation of any kind.

2. Retaliation Prohibited

1. Employees who engage in a good faith act of intervention to promote employee health or wellness shall not be subject to retaliation.
2. Employees who engage in a good faith act of reporting violations shall not be subject to retaliation.
3. Acts of retaliation are forms of serious misconduct and will result in investigation and may result in disciplinary action, up to and including termination.

3. Reporting Retaliation

Managers, supervisors and all employees shall immediately refer any threats, complaints of a criminal nature, or other attempts at retaliation to Internal Affairs.

1. If an Internal Affairs investigator is not available, the Watch Commander shall be notified.
2. Watch Commanders shall take immediate action (e.g. separate parties) if the situation warrants. The Watch Commander shall document the incident and their response, and forward the documentation to Internal Affairs prior to the end of their shift.