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OBJECTIVES
110. The motto of the Department.
120. PRIMARY OBJECTIVE.
130. FUNCTIONAL OBJECTIVES.
130.10 PREVENTION OF CRIME.
130.20 DETERRENCE OF CRIME.
130.25 REVERENCE FOR HUMAN LIFE.
130.30 APPREHENSION OF OFFENDERS.
140. RESOURCE OBJECTIVES.
140.10 DEPARTMENT PERSONNEL.
140.20 UTILIZATION OF RESOURCES.
PERSONAL CONDUCT
210. EMPLOYEE CONDUCT.
210.10 LAW ENFORCEMENT CODE OF ETHICS.
210.13 RESPECT FOR OTHERS.
210.15 LOYALTY.
210.20 INTEGRITY.
210.25 ATTENTION TO DUTY.
210.30 COMPLIANCE WITH LAWFUL ORDERS.
210.35 CONDUCT UNBECOMING AN OFFICER.
210.47 POLICE OFFICERS’ DUTY TO TESTIFY.
210.50 USE OF INTOXICANTS.
210.55 ALCOHOL AND STRESS RELATED PROBLEMS.
210.60 USE OF CHEWING TOBACCO AND SNUFF.
230. WHEN TO TAKE POLICE ACTION.
230.05 RESPONSIBILITY OF ON-DUTY OFFICERS.
230.10 RESPONSIBILITY OF OFF-DUTY OFFICERS.
240. EMPLOYEE - PUBLIC CONTACT.
240.05 RESPECT FOR CONSTITUTIONAL RIGHTS.
240.10 USE OF FORCE.
240.15 COURTESY.
270. EMPLOYEE CONFLICT OF INTEREST.
270.25 OFFICER CONTACTS WITH THE PUBLIC.
280. SEXUAL HARASSMENT.
110. The motto of the Department
The motto, "To Protect and To Serve," states the essential purpose of the Rockford Department. The Department protects the right of all persons within its jurisdiction to be free from criminal attack, to be secure in their possessions, and to live in peace. The Department serves the people of Rockford by performing the law enforcement function in a professional manner, and it is to these people that the Department is ultimately responsible.
120. PRIMARY OBJECTIVE.
A large urban society free from crime and disorder remains an unachieved ideal; nevertheless, consistent with the values of a free society, it is the primary objective of the Rockford Police Department to as closely as possible approach that ideal. In so doing, the Department's role is to enforce the law in a fair and impartial manner, recognizing both the statutory and judicial limitations of police authority and the constitutional right of all persons. It is not the role of the Department to legislate, to render legal judgments, or to punish.
130. FUNCTIONAL OBJECTIVES.
130.10 PREVENTION OF CRIME
Peace in a free society depends on voluntary compliance with the law. The primary responsibility for upholding the law, therefore, lies not with the police, but with the people. Since crime is a social phenomenon, crime prevention is the concern of every person living in society. Society employs full-time professional police to prevent crime, to deter it, and when that fails, to apprehend those who violate the law.
Crime is a symptom of ills within society which is not the responsibility of the Department to cure. The Department is responsible, however, for interacting with the community to generate mutual understanding so that there may be public support for crime prevention. Community involvement is essential to facilitate a free flow of information between the public and the Department to assist in the identification of problem areas and to inform the public of crime statistics and trends. Additionally, knowledge of the community is necessary so that each Department employee may be instilled with a sense of concern for the crime problems and law enforcement needs in his assigned area of responsibility.
The Prevention of crime remains as a basic obligation of society. When it becomes necessary to rely on police action to secure compliance with the law, society has failed in this responsibility.
130.20 DETERRENCE OF CRIME.
While there are certain crimes that cannot be deterred, crimes committed against property and against innocent victims in public places are reduced by police patrol. Street crime is curbed by the potential criminal's fear of immediate apprehension or by the increased likelihood of his detection. The deterrence of crime requires the investigation of behavior which reasonably appears to be criminally directed.
In deploying patrol forces to deter crime and to inspire public confidence in its ability to ensure a peaceful environment, the Department must strike a balance between the desirable deterrent effect of visible patrol and any undesirable appearance of oppression. In the long run, however, it must be the people, not the Department, who determine the limitations on their freedom.
130.25 REVERENCE FOR HUMAN LIFE.
Reverence for human life is the primary consideration in developing tactics and strategies in pursuit of our motto; "To Protect and To Serve. " Whenever an operation designed to achieve an immediate goal such as the arrest of a felon or the gathering of evidence to complete a criminal investigation causes a victim, witness, or other innocent person to be subjected to potential injury or death, our primary objective must be to protect that person. No arrest, conviction, or piece of evidence can outweigh the value of human life.
130.30 APPREHENSION OF OFFENDERS.
The administration of criminal justice consists of the identification, arrest, prosecution, punishment, and rehabilitation of a law violator, and it has as its objective the voluntary compliance with the law as an alternative to punishment. Once a crime has been committed, it is the duty of the Department to initiate the criminal justice process by identifying and arresting the perpetrator, to obtain necessary evidence, and to cooperate in the prosecution of the case. As the certainty of swift and sure punishment serves as an effective deterrent to crime, the Department must diligently strive to solve all crimes and to bring the perpetrators to justice.
140. RESOURCE OBJECTIVES.
140.10 DEPARTMENT PERSONNEL.
Police officers are frequently required to make decisions affecting human life and liberty in difficult situations where there is no opportunity to seek advice and little time for reflection. Law enforcement in a free and complex society requires an officer to have the stamina, intelligence, moral courage, and emotional stability necessary to fairly and impartially deal with human beings in the many complicated and potentially explosive situations which he encounters. To obtain the caliber of personnel necessary to provide the public with professional law enforcement, it is essential that the Department participate in the recruitment and selection of potential officers. Thereafter, the Department must provide training for all officers and promote the most qualified.
140.20 UTILIZATION OF RESOURCES.
Law enforcement is one of the most expensive and complex services provided by the City. The quality and extent of service provided are necessarily limited by available resources which are to a large extent dependent upon the revenue sources of the City. To ensure that the highest level of service is obtained from the resources at its disposal, the Department must make use of the most efficient management and budgeting techniques available.
PERSONAL CONDUCT
210. EMPLOYEE CONDUCT.
210.10 LAW ENFORCEMENT CODE OF ETHICS.
“As a law enforcement officer, my fundamental duty is to serve mankind; to safeguard lives and property, to protect the innocent against deception, the weak against oppression or intimidation, and the peaceful against violence or disorder; and to respect the Constitutional rights of all men to liberty, equality and justice.
I will keep my private life unsullied as an example to all; maintain courageous calm in the face of
danger, scorn, or ridicule; develop self-restraint; and be constantly mindful of the welfare of others. Honest in thought and deed in both my personal and official life, I will be exemplary in obeying the laws of the land and the regulations of my department. Whatever I see or hear of a confidential nature or that is confided to me in my official capacity will be kept every secret unless revelation is necessary in the performance of my duty.
I will never act officiously or permit personal feelings, prejudices, animosities, or friend ships to influence my decisions. With no compromise for crime and with relentless prosecution of criminals, I will enforce the law courteously and appropriately without fear or favor, malice or ill will, never employ in unnecessary force or violence and never accepting gratuities.
I recognize the badge of my office as a symbol of public faith, and I accept it as a public trust to be held so long as I am true to the ethics of the police service. I will constantly strive to achieve these objectives and ideals, dedicating myself before God to my chosen profession . . . law enforcement.”
210.13 RESPECT FOR OTHERS.
The cosmopolitan nature of the City is reflected in the diversity of Department employees. In such a diverse environment, biases or prejudices relating to factors such as race, ethnicity, sex, age, economic status, position in the community, or employee status with the Department must not be allowed to influence decision making or conduct involving other employees. While employees are entitled to their personal beliefs, they must not allow individual feelings or prejudices to enter into professional contacts. Employees must treat one another with respect and be constantly mindful that other people are individuals with emotions and needs as significant as their own.
Respect for individual dignity is an integral part of the Department’s management philosophy and must be practiced by everyone. Employees shall treat all persons with respect and courtesy, and conduct themselves in a manner that will foster the greatest harmony and cooperation between themselves and other members of the Department.
210.15 LOYALTY.
In the performance of his duty to serve society, an officer is often called upon to make difficult decisions. He must exercise discretion in situations where his rights and liabilities and those of the Department hinge upon his conduct and judgment. An officer’s decisions are not easily made and occasionally they involve a choice which may cause him hardship or discomfort . An officer must be faithful to his oath of office, the principles of professional police service, and the objectives of the Department, and in the discharge of his duty he must not allow personal motives to govern his decisions and conduct.
210.20 INTEGRITY.
The public demands that the integrity of its law enforcement officers be above reproach, and the dishonesty of a single officer may impair public confidence and cast suspicion upon the entire Department. Succumbing to even minor temptation can be the genesis of a malignancy which may ultimately destroy an individual’s effectiveness and may contribute to the corruption of countless others. An officer must scrupulously avoid any conduct which might compromise the integrity of himself, his fellow officers, or the Department.
210.25 ATTENTION TO DUTY.
As most police work is necessarily performed without close supervision, the responsibility for the proper performance of an officer’s duty lies primarily with the officer himself. An officer carries with him a responsibility for the safety of the community and his fellow officers. He discharges that responsibility by the faithful and diligent performance of his assigned duty. Anything less violates the trust placed in him by the people, and nothing less qualifies as professional conduct.
210.30 COMPLIANCE WITH LAWFUL ORDERS.
The Department is an organization with a clearly defined hierarchy of authority. This is necessary because unquestioned obedience of a superior’s lawful command is essential for the safe and prompt performance of law enforcement operations. The most desirable means of obtaining compliance are recognition and reward of proper performance and the positive encouragement of a willingness to serve. However, negative discipline may be necessary where there is a willful disregard of lawful orders, commands, or directives.
210.35 CONDUCT UNBECOMING AN OFFICER.
A police officer is the most conspicuous representative of government, and to the majority of the people the officer is a symbol of stability and authority upon whom they can rely. An officer’s conduct is closely scrutinized, and when the officer’s actions are found to be excessive, unwarranted, or unjustified, they are criticized far more severely than comparable conduct of persons in other walks of life. Since the conduct of officers, on or off duty, may reflect directly upon the Department, officers must at all times conduct themselves in a manner which does not bring discredit to themselves, the Department, or the City.
210.47 POLICE OFFICERS’ DUTY TO TESTIFY.
Among the duties of police officers are those of preventing the commission of crime, of assisting in its detection, and of disclosing all information known to them which may lead to the apprehension and punishment of those who have transgressed the law. When police officers acquire knowledge of facts which will tend to incriminate any person, it is their duty to disclose such facts to their superiors and to testify freely concerning such fact when called upon to do so, even at the risk of self-incrimination. It is a violation of duty for police officers to refuse to disclose pertinent facts within their knowledge, and such neglect of duty can result in disciplinary action up to and including termination.
210.50 USE OF INTOXICANTS.
There is an immediate lowering of esteem and suspicion of ineffectiveness when there is public contact by a Department employee evidencing the use of intoxicants. Additionally, the stresses of law enforcement require an employee to be mentally alert and physically responsive. Except as necessary in the performance of an official assignment, the consumption of intoxicants is prohibited while an employee is on-duty. While on-duty, officers shall not be permitted to consume intoxicants to such a degree that it impairs their on-duty performance. Department personnel shall not consume any intoxicants at any Department facility.
210.55 ALCOHOL AND STRESS RELATED PROBLEMS.
The Department recognizes that alcoholism and stress-related problems are genuine medical problems which are deserving of the same concern and degree of understanding as the more traditIonal illnesses. Every employee should be aware of the symptoms of alcoholism and stress. Employees should not hesitate to seek professional assistance for themselves or offer to help fellow employees affected by these disorders. The personal obligation of individual employees regarding assistance to fellow employees includes the recognition of the symptoms of alcoholism and / or stress problems. There is also an accompanying moral obligation to encourage the affected employee to seek professional assistance.
Supervisory personnel becoming aware of behavioral patterns indicative of alcoholism or stress among Department employees should immediately meet with the concerned employee to determine if alcohol abuse or stress may be causing the problem behavior. Initially, the supervisor should encourage the concerned employee to voluntarily seek assistance from qualified professionals if alcohol abuse or stress is the basis for an employee’s problem. If necessary, the concerned employee may be mandatorily directed to the Department’s Behavioral Science Services for assistance
210.60 USE OF CHEWING TOBACCO AND SNUFF.
Department employees are the most prominent representative of government and as such must present a professional image at all times. An employee’s unwise or unsightly use of chewing tobacco and snuff is offensive to the public and coworkers, and detracts from the professional bearing of the employee. The use of chewing tobacco and snuff is prohibited while on-duty, or off-duty in uniform.
230. WHEN TO TAKE POLICE ACTION.
230.05 RESPONSIBILITY OF ON-DUTY OFFICERS.
On-Duty, Within City, Fully Responsible. On-duty officers within the City limits, after considering the tactical situation, are to take all steps reasonably necessary and consistent with their assignment to effect the enforcement of the penal provisions of the City, State, and Nation, and to protect life and property. On-Duty, Outside of City, Fully responsible for City Matters. On-duty officers outside the City limits who become aware of a situation requiring police action must first consider the tactical situation, then take all steps reasonably necessary on police matters of direct concern to the City.
230.10 RESPONSIBILITY OF OFF-DUTY OFFICERS.
Under State law, both on-and off-duty officers have peace officer authority as to any public offense committed or which there is probable cause to believe has been committed in his presence and with respect to which there is immediate danger to person or property, or the escape of the perpetrator of such offense. However, on-duty officers outside the City limits who are not acting within the scope of their employment as Police officers on matters of direct concern to the City and off-duty officers both inside and outside of the City limits are to give first consideration to causing the appropriate action to be affected by the responsible law enforcement agency. Such officers should then act only after consideration of the tactical situation and of their possible liability and that of the City.
240. EMPLOYEE - PUBLIC CONTACT.
240.05 RESPECT FOR CONSTITUTIONAL RIGHTS.
No person has a constitutional right to violate the law; neither may any person be deprived of his constitutional rights merely because he is suspected of having committed a crime. The task of determining the constitutionality of a statute lies with an appellate court of proper jurisdiction, not with an officer who seeks to properly enforce the law as it exists. Therefore, an officer may enforce any federal, state, or local statute which is valid on its face without fear of abrogating the constitutional rights of the person violating that statute. An officer who lawfully acts within the scope of his authority does not deprive persons of their civil liberties. He may within the scope of his authority make reasonable inquiries, conduct investigations, and arrest on probable cause. However, when an officer exceeds his authority by unreasonable conduct, he violates the sanctity of the law which he is sworn to uphold.
240.10 USE OF FORCE.
In a complex urban society, officers are daily confronted with situations where control must be exercised to effect arrests and to protect the public safety. Control may be achieved through advice, warnings, and persuasion, or by the use of physical force. While the use of reasonable physical force may be necessary in situations which cannot be otherwise controlled, force may not be resorted to unless other reasonable alternatives have been exhausted or would clearly be ineffective under the particular circumstances. Officers are permitted to use whatever force that is reasonable and necessary to protect others or themselves from bodily harm.
240.15 COURTESY.
Effective law enforcement depends on a high degree of cooperation between the Department and the public it serves. The practice of courtesy in all public contacts encourages understanding and appreciation; discourtesy breeds contempt and resistance. The majority of the public are law-abiding citizens who rightfully expect fair and courteous treatment by Department employees. While the urgency of a situation might preclude the ordinary social amenities, discourtesy under any circumstance is indefensible. The practice of courtesy by an officer is not a manifestation of weakness; it is, on the contrary, entirely consistent with the firmness and impartiality that characterizes a professional police officer.
270. EMPLOYEE CONFLICT OF INTEREST.
270.25 OFFICER CONTACTS WITH THE PUBLIC.
In each of his contacts with the public, an officer must be aware that his actions, appearance, and statements are those of the Department. For that reason, and because of the inherent potential for conflict in many police contacts, an officer must develop a fair, impartial, and reasonable attitude and perform his task in a businesslike manner. His statements must be the result of considered judgment and be absent of personal opinion, bias, or editorial comment. Extended conversation which reflects the officer’s personal opinions will normally be considered inappropriate.
280. SEXUAL HARASSMENT.
It is essential that the Department maintain a healthy working environment which will provide all employees the opportunity to perform their duties to their fullest potential. The working environment must be free of sexual harassment to ensure fair and courteous treatment of all employees. Sexual harassment is a violation of Federal and State law and City and Department policy. It exposes the City, the Police Department, and the offending employee to serious liability and can lower morale, undermine the integrity of employee relationships, and interfere with the efficiency of Department operations. Sexualharassment is viewed by the Department as serious misconduct which can result in the offending employee being subject to disciplinary action up to and including termination. The Department will not tolerate sexual harassment.
Employee Responsibility.
All employees are responsible for avoiding situations which involve actual or apparent sexual harassment. When employees observe behavior they believe to be sexual harassment they should confront the offender directly and make it clear that the offender’s behavior is unacceptable and the behavior must stop. Employees who become aware of conduct they believe to be sexualharassment, whether or not the conduct is directed at them, witnessed by them, or related to them by another employee, shall report the incident to a supervisor immediately. Employees who do not receive a satisfactory response to their complaint shall contact the next level of supervision, the Sexual Harassment Counselor/Women’s Coordinator.
All employees may obtain support and guidance when dealing with situations involving sexual harassment. In addition to their supervisors, the Sexual Harassment Counsel or / Women’s Coordinator, employees may also contact the City Personnel Department’s Sexual Harassment Counsel or, Equal Employment Opportunities Division.
Supervisory Responsibility.
Supervisory employees shall ensure that each workplace has a working atmosphere free from sexual harassment for all employees. The working environment shall be businesslike, ensuring fair and courteous treatment for all employees and the public they serve. Supervisors shall take prompt and appropriate action whenever they observe or are made aware of any action or conduct that may be interpreted as sexual harassment.
Command Responsibility.
Commanding officers are responsible for ensuring that their commands are free of sexual harassment by providing appropriate training and inspection which ensures the existence of a working environment free of sexual harassment. Moreover, commanding officers shall ensure that supervisors assigned to their command strictly enforce the policy of the Department against sexual harassment promptly and appropriately.
OBJECTIVES
110. The motto of the Department.
120. PRIMARY OBJECTIVE.
130. FUNCTIONAL OBJECTIVES.
130.10 PREVENTION OF CRIME.
130.20 DETERRENCE OF CRIME.
130.25 REVERENCE FOR HUMAN LIFE.
130.30 APPREHENSION OF OFFENDERS.
140. RESOURCE OBJECTIVES.
140.10 DEPARTMENT PERSONNEL.
140.20 UTILIZATION OF RESOURCES.
PERSONAL CONDUCT
210. EMPLOYEE CONDUCT.
210.10 LAW ENFORCEMENT CODE OF ETHICS.
210.13 RESPECT FOR OTHERS.
210.15 LOYALTY.
210.20 INTEGRITY.
210.25 ATTENTION TO DUTY.
210.30 COMPLIANCE WITH LAWFUL ORDERS.
210.35 CONDUCT UNBECOMING AN OFFICER.
210.47 POLICE OFFICERS’ DUTY TO TESTIFY.
210.50 USE OF INTOXICANTS.
210.55 ALCOHOL AND STRESS RELATED PROBLEMS.
210.60 USE OF CHEWING TOBACCO AND SNUFF.
230. WHEN TO TAKE POLICE ACTION.
230.05 RESPONSIBILITY OF ON-DUTY OFFICERS.
230.10 RESPONSIBILITY OF OFF-DUTY OFFICERS.
240. EMPLOYEE - PUBLIC CONTACT.
240.05 RESPECT FOR CONSTITUTIONAL RIGHTS.
240.10 USE OF FORCE.
240.15 COURTESY.
270. EMPLOYEE CONFLICT OF INTEREST.
270.25 OFFICER CONTACTS WITH THE PUBLIC.
280. SEXUAL HARASSMENT.
110. The motto of the Department
The motto, "To Protect and To Serve," states the essential purpose of the Rockford Department. The Department protects the right of all persons within its jurisdiction to be free from criminal attack, to be secure in their possessions, and to live in peace. The Department serves the people of Rockford by performing the law enforcement function in a professional manner, and it is to these people that the Department is ultimately responsible.
120. PRIMARY OBJECTIVE.
A large urban society free from crime and disorder remains an unachieved ideal; nevertheless, consistent with the values of a free society, it is the primary objective of the Rockford Police Department to as closely as possible approach that ideal. In so doing, the Department's role is to enforce the law in a fair and impartial manner, recognizing both the statutory and judicial limitations of police authority and the constitutional right of all persons. It is not the role of the Department to legislate, to render legal judgments, or to punish.
130. FUNCTIONAL OBJECTIVES.
130.10 PREVENTION OF CRIME
Peace in a free society depends on voluntary compliance with the law. The primary responsibility for upholding the law, therefore, lies not with the police, but with the people. Since crime is a social phenomenon, crime prevention is the concern of every person living in society. Society employs full-time professional police to prevent crime, to deter it, and when that fails, to apprehend those who violate the law.
Crime is a symptom of ills within society which is not the responsibility of the Department to cure. The Department is responsible, however, for interacting with the community to generate mutual understanding so that there may be public support for crime prevention. Community involvement is essential to facilitate a free flow of information between the public and the Department to assist in the identification of problem areas and to inform the public of crime statistics and trends. Additionally, knowledge of the community is necessary so that each Department employee may be instilled with a sense of concern for the crime problems and law enforcement needs in his assigned area of responsibility.
The Prevention of crime remains as a basic obligation of society. When it becomes necessary to rely on police action to secure compliance with the law, society has failed in this responsibility.
130.20 DETERRENCE OF CRIME.
While there are certain crimes that cannot be deterred, crimes committed against property and against innocent victims in public places are reduced by police patrol. Street crime is curbed by the potential criminal's fear of immediate apprehension or by the increased likelihood of his detection. The deterrence of crime requires the investigation of behavior which reasonably appears to be criminally directed.
In deploying patrol forces to deter crime and to inspire public confidence in its ability to ensure a peaceful environment, the Department must strike a balance between the desirable deterrent effect of visible patrol and any undesirable appearance of oppression. In the long run, however, it must be the people, not the Department, who determine the limitations on their freedom.
130.25 REVERENCE FOR HUMAN LIFE.
Reverence for human life is the primary consideration in developing tactics and strategies in pursuit of our motto; "To Protect and To Serve. " Whenever an operation designed to achieve an immediate goal such as the arrest of a felon or the gathering of evidence to complete a criminal investigation causes a victim, witness, or other innocent person to be subjected to potential injury or death, our primary objective must be to protect that person. No arrest, conviction, or piece of evidence can outweigh the value of human life.
130.30 APPREHENSION OF OFFENDERS.
The administration of criminal justice consists of the identification, arrest, prosecution, punishment, and rehabilitation of a law violator, and it has as its objective the voluntary compliance with the law as an alternative to punishment. Once a crime has been committed, it is the duty of the Department to initiate the criminal justice process by identifying and arresting the perpetrator, to obtain necessary evidence, and to cooperate in the prosecution of the case. As the certainty of swift and sure punishment serves as an effective deterrent to crime, the Department must diligently strive to solve all crimes and to bring the perpetrators to justice.
140. RESOURCE OBJECTIVES.
140.10 DEPARTMENT PERSONNEL.
Police officers are frequently required to make decisions affecting human life and liberty in difficult situations where there is no opportunity to seek advice and little time for reflection. Law enforcement in a free and complex society requires an officer to have the stamina, intelligence, moral courage, and emotional stability necessary to fairly and impartially deal with human beings in the many complicated and potentially explosive situations which he encounters. To obtain the caliber of personnel necessary to provide the public with professional law enforcement, it is essential that the Department participate in the recruitment and selection of potential officers. Thereafter, the Department must provide training for all officers and promote the most qualified.
140.20 UTILIZATION OF RESOURCES.
Law enforcement is one of the most expensive and complex services provided by the City. The quality and extent of service provided are necessarily limited by available resources which are to a large extent dependent upon the revenue sources of the City. To ensure that the highest level of service is obtained from the resources at its disposal, the Department must make use of the most efficient management and budgeting techniques available.
PERSONAL CONDUCT
210. EMPLOYEE CONDUCT.
210.10 LAW ENFORCEMENT CODE OF ETHICS.
“As a law enforcement officer, my fundamental duty is to serve mankind; to safeguard lives and property, to protect the innocent against deception, the weak against oppression or intimidation, and the peaceful against violence or disorder; and to respect the Constitutional rights of all men to liberty, equality and justice.
I will keep my private life unsullied as an example to all; maintain courageous calm in the face of
danger, scorn, or ridicule; develop self-restraint; and be constantly mindful of the welfare of others. Honest in thought and deed in both my personal and official life, I will be exemplary in obeying the laws of the land and the regulations of my department. Whatever I see or hear of a confidential nature or that is confided to me in my official capacity will be kept every secret unless revelation is necessary in the performance of my duty.
I will never act officiously or permit personal feelings, prejudices, animosities, or friend ships to influence my decisions. With no compromise for crime and with relentless prosecution of criminals, I will enforce the law courteously and appropriately without fear or favor, malice or ill will, never employ in unnecessary force or violence and never accepting gratuities.
I recognize the badge of my office as a symbol of public faith, and I accept it as a public trust to be held so long as I am true to the ethics of the police service. I will constantly strive to achieve these objectives and ideals, dedicating myself before God to my chosen profession . . . law enforcement.”
210.13 RESPECT FOR OTHERS.
The cosmopolitan nature of the City is reflected in the diversity of Department employees. In such a diverse environment, biases or prejudices relating to factors such as race, ethnicity, sex, age, economic status, position in the community, or employee status with the Department must not be allowed to influence decision making or conduct involving other employees. While employees are entitled to their personal beliefs, they must not allow individual feelings or prejudices to enter into professional contacts. Employees must treat one another with respect and be constantly mindful that other people are individuals with emotions and needs as significant as their own.
Respect for individual dignity is an integral part of the Department’s management philosophy and must be practiced by everyone. Employees shall treat all persons with respect and courtesy, and conduct themselves in a manner that will foster the greatest harmony and cooperation between themselves and other members of the Department.
210.15 LOYALTY.
In the performance of his duty to serve society, an officer is often called upon to make difficult decisions. He must exercise discretion in situations where his rights and liabilities and those of the Department hinge upon his conduct and judgment. An officer’s decisions are not easily made and occasionally they involve a choice which may cause him hardship or discomfort . An officer must be faithful to his oath of office, the principles of professional police service, and the objectives of the Department, and in the discharge of his duty he must not allow personal motives to govern his decisions and conduct.
210.20 INTEGRITY.
The public demands that the integrity of its law enforcement officers be above reproach, and the dishonesty of a single officer may impair public confidence and cast suspicion upon the entire Department. Succumbing to even minor temptation can be the genesis of a malignancy which may ultimately destroy an individual’s effectiveness and may contribute to the corruption of countless others. An officer must scrupulously avoid any conduct which might compromise the integrity of himself, his fellow officers, or the Department.
210.25 ATTENTION TO DUTY.
As most police work is necessarily performed without close supervision, the responsibility for the proper performance of an officer’s duty lies primarily with the officer himself. An officer carries with him a responsibility for the safety of the community and his fellow officers. He discharges that responsibility by the faithful and diligent performance of his assigned duty. Anything less violates the trust placed in him by the people, and nothing less qualifies as professional conduct.
210.30 COMPLIANCE WITH LAWFUL ORDERS.
The Department is an organization with a clearly defined hierarchy of authority. This is necessary because unquestioned obedience of a superior’s lawful command is essential for the safe and prompt performance of law enforcement operations. The most desirable means of obtaining compliance are recognition and reward of proper performance and the positive encouragement of a willingness to serve. However, negative discipline may be necessary where there is a willful disregard of lawful orders, commands, or directives.
210.35 CONDUCT UNBECOMING AN OFFICER.
A police officer is the most conspicuous representative of government, and to the majority of the people the officer is a symbol of stability and authority upon whom they can rely. An officer’s conduct is closely scrutinized, and when the officer’s actions are found to be excessive, unwarranted, or unjustified, they are criticized far more severely than comparable conduct of persons in other walks of life. Since the conduct of officers, on or off duty, may reflect directly upon the Department, officers must at all times conduct themselves in a manner which does not bring discredit to themselves, the Department, or the City.
210.47 POLICE OFFICERS’ DUTY TO TESTIFY.
Among the duties of police officers are those of preventing the commission of crime, of assisting in its detection, and of disclosing all information known to them which may lead to the apprehension and punishment of those who have transgressed the law. When police officers acquire knowledge of facts which will tend to incriminate any person, it is their duty to disclose such facts to their superiors and to testify freely concerning such fact when called upon to do so, even at the risk of self-incrimination. It is a violation of duty for police officers to refuse to disclose pertinent facts within their knowledge, and such neglect of duty can result in disciplinary action up to and including termination.
210.50 USE OF INTOXICANTS.
There is an immediate lowering of esteem and suspicion of ineffectiveness when there is public contact by a Department employee evidencing the use of intoxicants. Additionally, the stresses of law enforcement require an employee to be mentally alert and physically responsive. Except as necessary in the performance of an official assignment, the consumption of intoxicants is prohibited while an employee is on-duty. While on-duty, officers shall not be permitted to consume intoxicants to such a degree that it impairs their on-duty performance. Department personnel shall not consume any intoxicants at any Department facility.
210.55 ALCOHOL AND STRESS RELATED PROBLEMS.
The Department recognizes that alcoholism and stress-related problems are genuine medical problems which are deserving of the same concern and degree of understanding as the more traditIonal illnesses. Every employee should be aware of the symptoms of alcoholism and stress. Employees should not hesitate to seek professional assistance for themselves or offer to help fellow employees affected by these disorders. The personal obligation of individual employees regarding assistance to fellow employees includes the recognition of the symptoms of alcoholism and / or stress problems. There is also an accompanying moral obligation to encourage the affected employee to seek professional assistance.
Supervisory personnel becoming aware of behavioral patterns indicative of alcoholism or stress among Department employees should immediately meet with the concerned employee to determine if alcohol abuse or stress may be causing the problem behavior. Initially, the supervisor should encourage the concerned employee to voluntarily seek assistance from qualified professionals if alcohol abuse or stress is the basis for an employee’s problem. If necessary, the concerned employee may be mandatorily directed to the Department’s Behavioral Science Services for assistance
210.60 USE OF CHEWING TOBACCO AND SNUFF.
Department employees are the most prominent representative of government and as such must present a professional image at all times. An employee’s unwise or unsightly use of chewing tobacco and snuff is offensive to the public and coworkers, and detracts from the professional bearing of the employee. The use of chewing tobacco and snuff is prohibited while on-duty, or off-duty in uniform.
230. WHEN TO TAKE POLICE ACTION.
230.05 RESPONSIBILITY OF ON-DUTY OFFICERS.
On-Duty, Within City, Fully Responsible. On-duty officers within the City limits, after considering the tactical situation, are to take all steps reasonably necessary and consistent with their assignment to effect the enforcement of the penal provisions of the City, State, and Nation, and to protect life and property. On-Duty, Outside of City, Fully responsible for City Matters. On-duty officers outside the City limits who become aware of a situation requiring police action must first consider the tactical situation, then take all steps reasonably necessary on police matters of direct concern to the City.
230.10 RESPONSIBILITY OF OFF-DUTY OFFICERS.
Under State law, both on-and off-duty officers have peace officer authority as to any public offense committed or which there is probable cause to believe has been committed in his presence and with respect to which there is immediate danger to person or property, or the escape of the perpetrator of such offense. However, on-duty officers outside the City limits who are not acting within the scope of their employment as Police officers on matters of direct concern to the City and off-duty officers both inside and outside of the City limits are to give first consideration to causing the appropriate action to be affected by the responsible law enforcement agency. Such officers should then act only after consideration of the tactical situation and of their possible liability and that of the City.
240. EMPLOYEE - PUBLIC CONTACT.
240.05 RESPECT FOR CONSTITUTIONAL RIGHTS.
No person has a constitutional right to violate the law; neither may any person be deprived of his constitutional rights merely because he is suspected of having committed a crime. The task of determining the constitutionality of a statute lies with an appellate court of proper jurisdiction, not with an officer who seeks to properly enforce the law as it exists. Therefore, an officer may enforce any federal, state, or local statute which is valid on its face without fear of abrogating the constitutional rights of the person violating that statute. An officer who lawfully acts within the scope of his authority does not deprive persons of their civil liberties. He may within the scope of his authority make reasonable inquiries, conduct investigations, and arrest on probable cause. However, when an officer exceeds his authority by unreasonable conduct, he violates the sanctity of the law which he is sworn to uphold.
240.10 USE OF FORCE.
In a complex urban society, officers are daily confronted with situations where control must be exercised to effect arrests and to protect the public safety. Control may be achieved through advice, warnings, and persuasion, or by the use of physical force. While the use of reasonable physical force may be necessary in situations which cannot be otherwise controlled, force may not be resorted to unless other reasonable alternatives have been exhausted or would clearly be ineffective under the particular circumstances. Officers are permitted to use whatever force that is reasonable and necessary to protect others or themselves from bodily harm.
240.15 COURTESY.
Effective law enforcement depends on a high degree of cooperation between the Department and the public it serves. The practice of courtesy in all public contacts encourages understanding and appreciation; discourtesy breeds contempt and resistance. The majority of the public are law-abiding citizens who rightfully expect fair and courteous treatment by Department employees. While the urgency of a situation might preclude the ordinary social amenities, discourtesy under any circumstance is indefensible. The practice of courtesy by an officer is not a manifestation of weakness; it is, on the contrary, entirely consistent with the firmness and impartiality that characterizes a professional police officer.
270. EMPLOYEE CONFLICT OF INTEREST.
270.25 OFFICER CONTACTS WITH THE PUBLIC.
In each of his contacts with the public, an officer must be aware that his actions, appearance, and statements are those of the Department. For that reason, and because of the inherent potential for conflict in many police contacts, an officer must develop a fair, impartial, and reasonable attitude and perform his task in a businesslike manner. His statements must be the result of considered judgment and be absent of personal opinion, bias, or editorial comment. Extended conversation which reflects the officer’s personal opinions will normally be considered inappropriate.
280. SEXUAL HARASSMENT.
It is essential that the Department maintain a healthy working environment which will provide all employees the opportunity to perform their duties to their fullest potential. The working environment must be free of sexual harassment to ensure fair and courteous treatment of all employees. Sexual harassment is a violation of Federal and State law and City and Department policy. It exposes the City, the Police Department, and the offending employee to serious liability and can lower morale, undermine the integrity of employee relationships, and interfere with the efficiency of Department operations. Sexualharassment is viewed by the Department as serious misconduct which can result in the offending employee being subject to disciplinary action up to and including termination. The Department will not tolerate sexual harassment.
Employee Responsibility.
All employees are responsible for avoiding situations which involve actual or apparent sexual harassment. When employees observe behavior they believe to be sexual harassment they should confront the offender directly and make it clear that the offender’s behavior is unacceptable and the behavior must stop. Employees who become aware of conduct they believe to be sexualharassment, whether or not the conduct is directed at them, witnessed by them, or related to them by another employee, shall report the incident to a supervisor immediately. Employees who do not receive a satisfactory response to their complaint shall contact the next level of supervision, the Sexual Harassment Counselor/Women’s Coordinator.
All employees may obtain support and guidance when dealing with situations involving sexual harassment. In addition to their supervisors, the Sexual Harassment Counsel or / Women’s Coordinator, employees may also contact the City Personnel Department’s Sexual Harassment Counsel or, Equal Employment Opportunities Division.
Supervisory Responsibility.
Supervisory employees shall ensure that each workplace has a working atmosphere free from sexual harassment for all employees. The working environment shall be businesslike, ensuring fair and courteous treatment for all employees and the public they serve. Supervisors shall take prompt and appropriate action whenever they observe or are made aware of any action or conduct that may be interpreted as sexual harassment.
Command Responsibility.
Commanding officers are responsible for ensuring that their commands are free of sexual harassment by providing appropriate training and inspection which ensures the existence of a working environment free of sexual harassment. Moreover, commanding officers shall ensure that supervisors assigned to their command strictly enforce the policy of the Department against sexual harassment promptly and appropriately.