General Policy Information
Law Enforcement Code of Ethics
Latest Revision Date: 5/15/2013
Title 1 - Department Structure and Function
1.010 - Authority and Jurisdiction
1.025 - Consultant Contract Administration
1.040 - Department Mission Statement and Priorities
1.050 - Functional Structure and Command of the Department
1.060 - General Information and Definitions
1.090 - Organization and Function-Administration
1.100 - Organization and Function-Chief of Police
1.110 - Organization and Function-Operations
1.119 - Unit Number Assignments
1.140 - Special Event Planning
1.160 - University of Washington
1.170 - Inspections and Audits
Title 2 - Department Employment
2.020 - Appointments and Probation
2.030 - Retirements and Separations
Title 3 - Employee Welfare
3.035 - Reasonable Accommodation (ADA)
3.050 - Coordinating Officer Fatalities
3.070 - Early Intervention System (EIS)
3.080 - Travel Training System
3.090 - Employee Recognition Awards Program
3.170 - Honoring Those Killed in the Line of Duty
3.200 - Limited Duty Assignments
3.270 - Police Charity Committee
Title 4 - Timekeeping
Title 5 - Employee Conduct
5.002 - Public and Internal Complaint Process
5.030 - Criminal Case Testimony
5.040 - EEO Complaints and Investigations
5.060 - Employee Political Activity
5.090 - Operations Bureau General Personnel Matters
5.100 - Operations Bureau Individual Responsibilities
5.130 - Supervisor/Employee Relationships
5.150 - Use of Private Vehicles for City Business
5.160 - Citizen Observation of Officers
5.170 - Alcohol and Substance Use
5.175 - Critical Incident Stress Management Communications
Title 6 - Arrests, Search and Seizure
6.010 - Reporting Arrests and Detentions
6.020 - Arrests and Detentions of Foreign Nationals
6.060 - Collection of Information for Law Enforcement Purposes
6.090 - Full Restraint Position
6.140 - Locating a Cell Phone during an Emergency
6.150 - Advising Persons of Right to Counsel and Miranda
6.181 - Performing Inventory Searches
6.220 - Social Contacts, Terry Stops and Arrests
6.247 - Reviewing Use of Force Incidents
Title 7 - Evidence and Property
7.010 - Converting Property-Evidence for Departmental Use
7.020 - Evidence, Private Property collection & Release
7.050 - Firearms and Shell Casings as Evidence
7.070 - Narcotics and Firearms Property Release for Training Canines
Title 8 - Use of Force
8.050 - Use of Force Definitions
8.300 - Use of Force Reporting and Investigations
8.400 - Reviewing Use of Force
Title 9 - Equipment and Uniforms
9.050 - Reinbursement for Personal Property
9.070 - Uniform and Equipment Committee
9.080 - Firearms Qualification Review Board
9.090 - Rifle and Shotgun Program
9.100 - Department Firearms Management
Title 10 - Police Facilities & Security
Title 11 - Detainee Management
11.010 - Detainee Management in Department Facilities
11.020 - Transportation of Detainees
Title 12 - Department Information Systems
12.030 - Computer Hardware & Devices
12.055 - Criminal Justice Research
12.060 - Department Forms Control
12.070 - Department Publications
12.080 - Department Records Access, Inspection & Dissemination
12.090 - Departmental Correspondence
12.091 - Mobile Reporting Entity (MRE) Laptops
12.110 - Use of Department E-mail & Internet Systems
Title 13 - Vehicle Operations
13.010 - Collisions Involving Department Vehicles
13.015 - Collision Review Board
13.030 - Emergency Vehicle Operations
13.031 - Vehicle Eluding/Pursuits
13.040 - Patrol Operations Equipment, Police Vehicles and Facilities
13.050 - Policing by Mountain Bike
Title 14 - Emergency Operations
14.060 - Serious Incident Plan
14.070 - Serious Injury or Fatality to a Police Officer
Title 15 - Primary Investigation
15.015 – Bomb Threats and Explosive Devices
15.055 - Death Investigations (Non Traffic)
15.080 - Follow-up Unit Notification and Follow-up Investigation
15.140 - Narcotics Activity Report
15.180 - Primary Investigations
15.185 - Vulnerable Adults-Elder Abuse and Neglect
15.210 - Investigating Property Held by a Pawnshop or Used-Goods Store
15.215 - Domestic Violence Firearms Seizures 15.250 - Interpreters/Translators 15.260 - Collision Investigations 15.270 - Trespass Warning Program 15.275 - Enforcing Trespass in Parks 15.290 - Stay Out of Areas of Prostitution (SOAP) 15.300 - Stay Out of Drug Areas (SODA)-Define Boundaries 15.310 - Foreign Nationals Seeking Asylum 15.320 - Police Action on Military Reservations
Title 16 - Patrol Operations
16.030 - Citizen Rider Program
16.040 - Community Police Teams
16.070 - Responding to Monitored Alarms
16.080 - Fireworks Disposal and Disposition
16.100 - Patrol Training and Publications
16.110 - Referring Subjects to the Crisis Solutions Center
16.130 - Sick and Injured Persons
16.140 - Traffic Direction and Control
16.170 - Automatic License Plate Readers
16.180 - Patrol Operations Order
16.190 - Labor Management Disputes
3.280 - Pregnancy
Effective Date: 10/8/2010
POLICY
Pregnancy is recognized as a normal occurrence in a woman’s life. The Department will provide pregnant employees an opportunity to continue to participate in the work force during a normal pregnancy.
I. Limited-Duty Assignments
A. Employees should take notice that their employment with the Seattle Police Department places physical demands on them, and exposes them to a variety of risks, depending on their particular position and assignment. It is the employee’s responsibility to notify their supervisor, and the Director of Human Resources, when they, or their health care professional, determine that they cannot safely perform all of the regular duties of their position or assignment. If the employee is capable of performing a temporary limited-duty assignment, they may request one by following the procedures in Seattle Police Manual Section 3.200 – Limited Duty Assignments. If unable to work in a limited duty capacity, different leave options are explained in the following sections.
II. Family and Medical Leave
A. Pregnancy disability qualifies as a serious health condition under the City of Seattle Family and Medical Leave (See Seattle Police Manual Section 4.030-Family & Medical Leave).
B. The Federal and Washington State Family and Medical Leave Acts provide other options (See RCW Chapter 49.78 – Family Leave, and refer to the U.S. Department of Labor guides).
C. Employees are encouraged to contact the Family and Medical Leave Coordinator in Human Resources for assistance in reviewing leave options.
III. Pregnancy Disability Leave
A. An employee may take an unpaid pregnancy disability leave of absence for the actual period of sickness or temporary disability related to pregnancy or childbirth, following the use of her accumulated sick leave (See Seattle Police Manual Section 3.180 - Illness & Injury).
B. Pregnancy disability leave must be granted in addition to the employee’s entitlement to Family and Medical Leave if she so chooses.
C. The employee shall notify the Director of Human Resources at the earliest possible date of the need for pregnancy disability leave.
1. Such requests shall be initiated on the Employee Request for Leave of Absence (Form 2.9) and submitted directly to the Director of Human Resources.
2 Along with the request the employee shall include an Insurer Activity Prescription Form (APF), completed by her health care provider, outlining the medical necessity for pregnancy disability leave and estimating the duration of the leave.
D. If the employee's need for pregnancy disability leave extends beyond the date originally estimated by the health care provider, her request for an extension shall be supported by another Employee Request for Leave of Absence (Form 2.9) and an Insurer Activity Prescription Form (APF), from the health care provider explaining the medical necessity for such extension and estimating the expected duration.
E. Prior to returning to work, the employee is required to provide an Insurer Activity Prescription Form (APF), completed by her health care provider, and her return shall be coordinated through the Employment Services Section.
F. Upon return from pregnancy disability leave, an employee shall be reinstated to the same or equivalent position from which she took the leave, except that her right to reinstatement is no greater than if she had been actively working. An employee who takes additional paid leave or unpaid leave after pregnancy disability leave and prior to returning to work is subject to the reinstatement provisions of those leave programs.
G. An employee who fails to return to work from pregnancy disability leave and who does not qualify for or is not granted additional leave by the Director of Human Resources shall be treated as a voluntary quit after three (3) consecutive days. The appointing authority will provide the employee written notice via personal delivery or certified mail of this intended personnel action. If the employee fails to respond to the notice within five business days of the notice being sent, the personnel action will be final on the date the pregnancy disability leave was scheduled to end.