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Police hiring, training, and disciplinary requirements in Seattle, Washington
| 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 Seattle, Wash. 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 Seattle 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: Disciplinary appeals are subject to the grievance/arbitration procedure; Selection: Both parties submit a list of 10 arbitrators and mutually agree on a combined list to establish a permanent panel; Provider: N/A; Arbitrator authority: The arbitrator determines whether the discipline was just and the remedyDiscipline grievances include suspension, demotion, termination, or transfer. Appeals to arbitration must be filed within 30 days of the grievance procedure decision. | |
| Does the CBA contain provisions related to discipline for misconduct? | YES |
Primary discipline authority: City of Seattle, Police Department; Types: Written reprimand, suspension, transfer, demotion, discharge; Restricted aspects: N/A; Challenge/appeal process: Union grievance procedure.Employees must receive written notice before hearing. Employees have right to union and legal representation at due process hearing. | |
| 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
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 |
Community Police Commission; Community Police Teams | |
Investigations
| Investigations | Results |
|---|---|
| Does the CBA contain provisions related to misconduct investigations? | YES |
Investigation procedure and discipline. Discipline must happen within 180 days of start date of investigation/receipt of complaint. | |
| Does the CBA require notice to officers of investigations? | YES |
Conditions: N/A; Timeline: Must receive notice within 5 days of receipt of a complaint; Content: Must include a copy of the complaint, the policy violated, allegations, and the procedures of the investigation | |
| Does the CBA determine a timeline for investigations? | YES |
Timeline to launch: N/A; Timeline to conclude: 180 days, can be extended for 60 days | |
| Does the CBA contain provisions related to compensation during misconduct investigations? | YES |
Backpay will be awarded if an officer is acquitted of charges. | |
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? | NO |
Qualifications and evaluation
| Qualifications and evaluation | Results |
|---|---|
| Does the CBA require performance evaluations? | YES |
Annual performance appraisals required Conducted by employee's immediate supervisor; supervisor must meet with employee regarding the appraisal; appraisal cannot reference alleged misconduct; employees can challenge appraisals | |
| Does the CBA restrict licensing procedures for law enforcement officers or departments? | YES |
Incorporates an MOU regarding licensing restrictions into the CBA | |
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 |
Employer retains right to hire, transfer, assign, promote | |
See also
Footnotes
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