Police hiring, training, and disciplinary requirements in Sacramento, California
| 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 |
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This page provides an overview of policies related to the hiring, training, and discipline of police officers in Sacramento, Calif. 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
Through the lens of 40 research questions related to police hiring, training, and discipline, Ballotpedia examined the collective bargaining agreements, statutes, and regulatory codes governing the 50 states and the top 100 US cities by population.
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 indicates how Sacramento 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: Arbitration is used for appeals of formal discipline above a letter of reprimand Selection: A third-party arbitrator must be mutually agreed upon by both parties Provider: A list of arbitrators is provided by the State Mediation and Conciliation Service Authority of arbitrator: The decision of the arbitrator is advisory to the Civil Service BoardArbitration can follow an expedited process or a formal process, at the discretion of the employee. If the parties involved disagree on the process for discipline above an 80 hour suspension, the default with be a formal arbitration process. A letter of reprimand cannot be appealed, however, it may be subject to an administrative review. | |
| Does the CBA contain provisions related to discipline for misconduct? | YES |
Primary discipline authority: N/A; Types: Letter of reprimand; formal discipline; Restrictions/alternatives: Employees may be permitted to forfeit accumulated holiday/vacation credits in-lieu of a suspension; Challenge/appeal process: Administrative review of letters of reprimand; appeal process for formal discipline.Formal discipline is considered any disciplinary action above a letter of reprimand. | |
| 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 |
Training and counseling
| Training and counseling | Results |
|---|---|
| Does the CBA require or incentivize college or post-secondary education? | YES |
Incentive pay for post-secondary education Allows employees to receive tuition reimbursement up to $1,500 per year | |
| Does the CBA require or incentivize law enforcement officers to learn first aid skills? | YES |
Incentivizes POST certifications, which may include first aid training | |
| Does the CBA have provisions related to firearms training? | NO |
| Does the CBA have provisions related to training with tasers or other nonlethal weapons? | NO |
| Does the CBA require law enforcement officers to learn any martial arts? | NO |
| Does the CBA require law enforcement officers to submit to regular psychological counseling/evaluation? | NO |
| Does the state/city CBA require law enforcement officers to do driving training regularly? | NO |
| Does the state/city CBA require law enforcement officers to do driving training regularly? | NO |
| Does the CBA require law enforcement officers to take regular mental health training? | NO |
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 service officer | |
Investigations
| Investigations | Results |
|---|---|
| Does the CBA contain provisions related to misconduct investigations? | YES |
Covers employee rights during an internal investigation | |
| Does the CBA require notice to officers of investigations? | YES |
Conditions: N/A; Timeline: Must receive notice at least a day before being interviewed; Content: Must include whether they are a witness or principal and the nature of the investigation | |
| Does the CBA determine a timeline for investigations? | NO |
| Does the CBA contain provisions related to compensation during misconduct investigations? | NO |
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: Letters of reprimand and suspensions; Timeline: A letter of reprimand is withdrawn after 18 months and suspensions after 5 years; Access and use: N/A; Use in decisions: N/A | |
Qualifications and evaluation
| Qualifications and evaluation | Results |
|---|---|
| Does the CBA require performance evaluations? | YES |
Employee performance evaluations are conducted at the discretion of the appointing authority Employees on probationary status receive evaluations at "reasonable intervals"; can be used for transfers and salary step increases; can be appealed but not eligible for grievance procedures | |
| 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? | NO |
City retains right to hire, promote, transfer, assign; City notifies union of list of officers for each position 7 days prior to beginning of sign ups | |
See also
Footnotes
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