Police Department Policies Flashcards

Flashcards covering vacation changes, bereavement leave, FMLA, off-duty employment, and harassment policies within the Valparaiso Police Department.

Vacation Change Submissions

Vacation changes must be submitted in writing and approved by the Chief of Police or his designee.

City's Right to Deny Vacation Requests

The City reserves the right to deny vacation requests to maintain minimum staffing levels, ensure efficient operation of the Police Department, or respond to emergencies.

Bereavement Leave for 12-hour shift employees

In the event of death in an employee's immediate family, those employees scheduled to work 12-hour shifts will be granted 3 working days off.

Bereavement Leave for 8-hour shift employees

In the event of death in an employee's immediate family, those employees scheduled to work 8-hour shifts will be granted 5 working days off.

Definition of Immediate Family (Bereavement)

Spouse, parent, mother, father, brother, child, grandparent, grandchild, stepchild, step-parent, step-brother/sister, father-in-law, mother-in-law, sister-in-law, brother-in-law, and ex-spouse (under specific conditions).

Additional Bereavement Leave

Additional bereavement leave may be granted at the discretion of the Chief of Police or his/her designee.

Family and Medical Leave (FMLA)

The employer recognizes its responsibility under the Family Medical Leave Act (FMLA) in cases of employee illness, birth or adoption of a child, or care of one's spouse or parent.

Use of Sick Days under FMLA

An employee may substitute available sick days for unpaid leave covered under FMLA for the employee's illness or the care of one's spouse or child (under the age of 18 or as defined by the FMLA).

Required Verification for Extended Sick Leave

Verification may be required if sick leave absence lasts longer than three or more days.

Employment (Off-Duty Employment Definitions)

The provision of a service, whether or not in exchange for a fee or other service. Employment does not include volunteer charity work.

Extra-Duty Employment

Any employment that is conditioned on the actual or potential use of law enforcement powers by the police officer employee.

Off-Duty Employment

Any employment that will not require the use or potential use of law enforcement powers by the off-duty employee.

Criteria for Off-Duty Employment

Employment must be of a non-police nature, provide no real or implied law enforcement service, and present no potential conflict of interest.

Examples of Employment Conflicts of Interest

Process server, repossessor, bill collector, personnel investigations for the private sector, in police uniform for non-police tasks, assisting case preparation for the defense, for a business or labor group that is on strike, or any business venture that might discredit the Department.

Eligibility for Off-Duty Employment

A police employee must be in good standing with the Department; probationary officers are generally not eligible, but the Chief of Police may review special circumstances.

Off-Duty Employment and Call-Out

A police officer engaged in any off-duty employment is subject to call-out in case of emergency.

Revocation of Off-Duty Employment Permission

Permission for a police employee to engage in outside employment may be revoked if it is determined that such outside employment is not in the best interest of the Department.

Unlawful Harassment Policy Basis

Title VII of the Civil Rights Act of 1964 and sound management practices dictate that harassment in the context of employment be prohibited

Department's Stance on Unlawful Harassment

The Department will not tolerate, condone or allow unlawful harassment, whether engaged in by fellow employees, supervisors, or other non-employees who conduct business with the Department.

Definition of Sexual Harassment (Policy)

Unwelcome or unwanted conduct of