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Police hiring, training, and disciplinary requirements in Hawaii
| Police hiring, training, and discipline |
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| • Police collective bargaining agreements (CBAs) • Ballotpedia CBA dashboard •Reform proposals •CBA areas of inquiry and disagreement •Arguments about police collective bargaining • Index of articles about criminal justice policy |
| Click here for more analysis of police hiring, training, and disciplinary requirements by state and city on Ballotpedia |
This page provides an overview of policies related to the hiring, training, and discipline of police officers in Hawaii. It is part of an analysis of police union collective bargaining agreements and related arrangements with police unions concerning hiring, training, and disciplinary requirements in the 50 states and top 100 cities by population.
Background
Ballotpedia in 2023 examined the collective bargaining agreements, statutes, and regulatory codes governing the 50 states and the top 100 US cities by population through the lens of a series of research questions related to police hiring, training, and discipline.
Some of the hiring, training, and discipline standards for police officers not established by statutes or regulations arise from negotiations with police unions. Those negotiations are often codified in collective bargaining agreements (CBAs). Those agreements are the contracts that states and cities sign following negotiations with police unions. Some states and cities restrict collective bargaining, but may still negotiate with police unions using other methods. After negotiating with the unions, those jurisdictions sometimes establish police standards through documents including memoranda of understanding or meet and confer agreements.
Results
The tables below link to each question Ballotpedia used to analyze the states and cities and indicate how Hawaii handles police hiring, training, and discipline. To see the provisions Ballotpedia used to support these results, click here.
CBA basics
| CBA basics | Results |
|---|---|
| Is there a CBA with the police union? | YES |
| Is the current CBA publicly available online? | YES |
Discipline and accountability
| Discipline and accountability | Results |
|---|---|
| Does the CBA forbid the transfer or reassignment of an officer as a form of discipline? | NO |
| Do officers have a right to request third-party arbitration for grievances, including over disciplinary actions? | YES |
Condition: Failure to meet performance requirements or disciplinary actions without just cause are subject to arbitration; Selection: Both parties agree on a performance judge; Provider: N/A; Arbitrator authority: The performance judge's decision is final and binding | |
| Does the CBA contain provisions related to discipline for misconduct? | YES |
Primary discipline authority: State of Hawaii; Types: Written reprimands, dismissals, suspensions, disciplinary transfers, disciplinary demotions; Restricted aspects: N/A; Challenge/appeal process: Union grievance procedure, with exception of discipline stemming from employee failure to meet performance requirementsWhen need for discipline is immediate, union and employee shall be furnished reason in writing within 48 hours after action has taken place. When no immediate need, notice shall be given in writing to union and employee on or before effective date of dismissal or discipline. | |
| Does the CBA explicitly allow for a state ombudsman outside particular police departments to hold law enforcement officers accountable for misconduct? | NO |
Legal limitations or provisions
Training and counseling
Community relations and oversight
| Community relations and oversight | Results |
|---|---|
| Does the CBA reference citizen review boards? | NO |
| Does the CBA have provisions related to community policing? | YES |
Mentions Community Affairs Division | |
Investigations
| Investigations | Results |
|---|---|
| Does the CBA contain provisions related to misconduct investigations? | YES |
Investigation procedure | |
| Does the CBA require notice to officers of investigations? | YES |
Conditions: Must be informed and be given a copy of the written complaint; Timeline: N/A; Content: Must include the nature of the investigation or interrogation | |
| Does the CBA determine a timeline for investigations? | YES |
Timeline to launch: N/A; Timeline to conclude: 1 year | |
| Does the CBA contain provisions related to compensation during misconduct investigations? | YES |
Employees may be placed on unpaid leave pending investigation; if cleared, they will receive backpay. | |
Evidence and records
| Evidence and records | Results |
|---|---|
| Does the CBA have provisions related to the use of body-worn cameras or body-worn camera video evidence? | NO |
| Does the CBA regulate processes for retaining officer disciplinary records? | YES |
Record storage: N/A; Storage authority: N/A; Types of records: Derogatory material, written reprimand; Timeline: Removal of derogatory information after 2 years and destroyed after 4 years; Access and use: Employees have access to their personnel file; Use in decisions: N/A | |
Qualifications and evaluation
| Qualifications and evaluation | Results |
|---|---|
| Does the CBA require performance evaluations? | YES |
Evaluations referenced in terms of grievances | |
| Does the CBA restrict licensing procedures for law enforcement officers or departments? | NO |
Union authority
| Union authority | Results |
|---|---|
| Does the CBA limit union authority to pay and benefits issues? | NO |
| Does the CBA give the union the power to approve or disapprove new training programs for law enforcement officers? | NO |
| Does the CBA have provisions involving the union in the process for promotions, unit assignments, and transfers? | YES |
Department agrees to consult with the union about any changes to the procedures governing promotions | |
See also
Footnotes
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