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Police hiring, training, and disciplinary requirements in Nevada
| 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 Nevada. 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 Nevada 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: Employees may appeal certain disciplinary action the grievance/arbitration procedure; Selection: Both parties agree on an arbitrator from the names provided; Provider: The Labor Relations Unit will facilitate the arbitration proceedings and provide a list of arbitrator names; Arbitrator authority: The arbitrator must follow a three-step review process for grievances involving disciplinary actionGrievances regarding suspension, demotion, or dismissal begin at step four of the grievance procedure. The three-step review process involves review de novo if the alleged violation was committed; determine whether the violation is a serious violation; review whether the disciplinary action will serve the good of the public service. | |
| Does the CBA contain provisions related to discipline for misconduct? | YES |
Primary discipline authority: Police Department (Appointing authority), State of Nevada; Types: Documented oral warnings, written reprimand, Suspension without pay, demotion, dismissal; Restricted aspects: Suspension from duty without pay shall not exceed 30 calendar days; Challenge/appeal process: Excepting oral warning, union grievance procedureProgressive discipline using the minimum level of discipline possible shall be followed except in cases of serious violations of law, regulation, or policy. Officers may request presence of any labor union or lawyer at any investigation where the officer is questioned regarding an allegation. | |
| 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
| Legal limitations or provisions | Results |
|---|---|
| Does the city CBA prohibit felons from becoming law enforcement officers? | NO |
| Are there any statutes or regulations that prohibit collective bargaining with police unions? | NO |
| Does the state have a "police bill of rights" statute or regulation? | YES |
Rights of police officers while under investigation; opportunity for hearing, right to representation. Prohibition from ticket quotas. | |
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? | NO |
Investigations
| Investigations | Results |
|---|---|
| Does the CBA contain provisions related to misconduct investigations? | YES |
| Does the CBA require notice to officers of investigations? | YES |
Conditions: N/A; Timeline: Notice must occur before the officer is questioned; Content: Must include a description, summary, date and location, officer in charge of investigation, and officers at interview | |
| Does the CBA determine a timeline for investigations? | YES |
Timeline to launch: N/A; Timeline to conclude: 90 days, but can request 60 day extension | |
| Does the CBA contain provisions related to compensation during misconduct investigations? | YES |
Employees may not be suspended without pay during an investigation | |
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: Division of Human Resource Management and the Employer; Types of records: Letters of instruction, oral warning, and written reprimand; Timeline: Letters of instruction: 1 year, oral warning: 3 years, written reprimand: 5 years; Access and use: Employees have access to their personnel file; Use in decisions: Evaluating promotions or transfers | |
Qualifications and evaluation
| Qualifications and evaluation | Results |
|---|---|
| Does the CBA require performance evaluations? | YES |
Annual performance reviews required for permanent employees; more frequent reviews for probationary officers Annual performance evaluations coincide with officers' pay progression dates; probationary officers are subject to performance reviews every 3-4 months at specified intervals | |
| Does the CBA restrict licensing procedures for law enforcement officers or departments? | YES |
Professional certification or licensure costs required for job classifications are not allowable expenses under the state administrative manual | |
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? | NO |
State retains right to hire, promote, assign, transfer | |
See also
Footnotes
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