General Policy Information
Latest Revision Date: 3/3/2014
Title 1 - Department Administration
Title 2 - Department Employment
Title 3 - Employee Welfare
Title 4 - Human Resources
Title 5 - Employee Conduct
Title 6 - Arrests, Search and Seizure
Title 7 - Evidence and Property
Title 8 - Use of Force
Title 9 - Equipment and Uniforms
Title 10 - Police Facilities & Security
Title 11 - Detainee Management
Title 12 - Department Information Systems
Title 13 - Vehicle Operations
Title 14 - Emergency Operations
Title 15 - Primary Investigation
Title 16 - Patrol Operations
Effective Date: 10/12/2005
The Seattle Police Department believes that it is in the employees’ and the Department’s best interest to keep business and professional relationships separate from personal relationships. It is imperative that the Department strives at all times to prevent the reality or appearance of impropriety. The performance of official duties in a situation where a reasonable and prudent person would believe that an employee’s marital, domestic partnership, familial or other relationship interest would or could supersede or interfere with the interests of the Department shall be avoided. For the purposes of this section, family or household member shall be defined as domestic partners, spouses, parents, siblings, parents or siblings in-law, children, step-children, aunts, uncles and grandparents of the employee, without condition, as well as any person who is dependent upon or resides with the employee. This section shall apply to all employees non-sworn , sworn, represented, and non-represented.
A. The Seattle Police Department will not knowingly assign employees who are family or household members, spouses, or domestic partners, to work assignments that involve the following circumstances:
1. Where one employee will directly supervise, appoint, remove, or discipline the other.
2. Where one employee will evaluate or audit the work of the other.
3. Where circumstances exist or reasonably could exist which would place the spouses, domestic partners, or household members in a situation that a reasonable and prudent person would believe that an employee’s marital, domestic partnership, familial or other relationship interest would or could supercede or interfere with the interests of the Department.
4. Where business necessity dictates that some action by SPD management is necessary in order to avoid the reality or appearance of improper influence.
B. If a supervisor and subordinate enter into a domestic partnership or marital relationship during the course of employment, and the Department reasonably believes the relationship may create a conflict of interest, one of the employees shall be transferred to another position. Such transfers shall be made in accordance with applicable collective bargaining agreements.
C. The supervisor or subordinate, currently involved in a relationship as described above, shall report the relationship to the lieutenant. Failure to report such a relationship may subject the involved employees to discipline.