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SECTION ONE

Campus Safety Policy

100 Regulations Concerning Conduct in General

Professionalism

Employees will at all times conduct themselves in a manner which inspires confidence and trust. Behavior both on duty and off should be exemplary and beyond reproach. The Department of Campus Safety reserves the right to take appropriate action when the conduct of an employee impairs the effectiveness or public image of the department.

Integrity

Trust and confidence are essential elements in the relationship between employees and the public. For this reason, employees must conduct their personal and financial affairs within the spirit and letter of the law. Violations of public law or professional ethics are considered a threat to the integrity of the department as a whole. It is incumbent upon officers to report knowledge of such violations involving any department employee to a supervisor.

Gratuities

Among the practices which bring scrutiny on the integrity of employees is the acceptance of gratuities. For purposes of department policy, gratuities are defined as gifts, rewards, or services offered on the basis of position or employment. Acceptance of such gratuities implies favored treatment and the expectation of favored treatment in return. While gratuities are not always offered for this reason, the appearance of wrongdoing is equally damaging.

Examples of Gratuities Not Gratuities (Generally)

Free or reduced price meals in restaurants Salary and other benefits

Free coffee or soft drinks Discounts available to all

Merchandise offered for free or discount university employees or the

Rewards or finders fees general public

If in doubt, turn it down! Coupons or other promotions

Offers of gratuities should always be firmly but politely refused. Questions or complaints about the policy may be referred to the Director of Campus Safety.

Courtesy

The Department of Campus Safety & Parking Services is by nature service agencies, and employees are in a sense, public servants. Members of the public and the university community rightfully expect contacts with employees to be courteous and respectful. The urgency of the situation may sometimes require dispensing with social amenities, but cursing, name calling, and other acts of intentional rudeness are indefensible.

Employee Relationships and Cooperation

In order to achieve the mission and goals of the department, it is essential that all members work together as a team. While differences in personalities are to be expected, it is also expected that employees will resolve their differences in private, in a mature and peaceful fashion. The striking of an employee by another is strictly forbidden outside of approved training functions.

Grievances

Formal procedures for dealing with employee grievances are established in the university classified employee manual. The department expects that grievances will be handled consistent with this policy. In general, the following are guidelines for dealing with grievances.

Involving a fellow employee: As stated above, it is expected that officers will attempt to resolve differences without department interference. If this is impractical or impossible, the problem should be brought to the attention of a supervisor for resolution.

Involving a supervisor: If the grievance cannot be resolved with the superior officer, it should be reported to the next highest level in the chain of command. With the exception of life-threatening situations, no level should be skipped or passed over.

Involving the department director or department policy: If attempts at resolution fail, the grievance should be reported to the Vice Chancellor of Business Affairs for the university.

In all cases, attempts will be made to make a fair and equitable resolution to disputes. Retaliation for filing of grievances within policy is strictly forbidden.

Constitutional Rights

No policy or employee of the Department of Campus Safety shall act to deprive any person of rights guaranteed by the Constitution of the United States. Violation of such rights will be considered grounds for immediate dismissal.

Consistent with this policy, all employees of this department and all members of the university community have a right to be free from harassment, slurs, innuendo, or remarks that relate to ethnic, racial, or religious background; gender; or sexual orientation.

No supervisor or employee shall threaten or insinuate, either explicitly or implicitly, that an employee’s refusal to submit to sexual advances will adversely affect the employee’s employment, performance appraisals, wages, advancement, assigned duties, shifts or any other condition of employment.

Corrective and Disciplinary Action

Violations of department and university policies may be corrected by actions appropriate to the offense, The Director of Campus Safety or a designated supervisor may impose sanctions including the following:

Oral Reminder/Counseling- Employee is reminded of the infraction and ordered to take corrective action. This advisement is documented by the advising supervisor.

Written Reprimand- An official letter or memo is addressed to the employee, outlining the infraction and expected behavior. This letter is a permanent entry in the employee’s personnel file.

Probation- A probationary period is given for a specified period to meet performance standards and other conditions imposed. Employees on probation are scrutinized closely and may lose certain privileges and opportunities.

Suspension- Employee is relieved of duty for a specified period without pay or other compensation.

Termination- Employment with the University of Denver is discontinued.

Please note that this is not a “step” system, and that a combination of sanctions may be imposed in response to a given infraction. Employees who feel disciplinary action is imposed unfairly are referred to the grievance policy outlined previously.

101 Reporting for Duty: Duty Requirements

Duty Status Defined: Call in

The division commander, department manager or designee will be responsible for scheduling personnel for work hours, and work schedules may be posted in a designated location. Members of the department are expected to work these hours as assigned unless leave is arranged. When not assigned, members are considered to be off duty. Employees are subject to call for additional assignments in circumstances deemed necessary by a supervisor. Employees called in under such circumstances will be compensated as applicable.

Tardiness

Smooth operation of the department requires that all personnel report for work on time as scheduled. When personnel arrive late, it inconveniences other employees and may force them to work longer than planned. While occasional tardiness is understood (due to weather, vehicle problems, emergencies, etc.), chronic tardiness is unacceptable.

Standard Action Regarding Tardiness (Within a 30 day period)

1st Considered understandable

2nd Oral reminder / counseling from supervisor

3rd Supervisor will file written reprimand/ warning

4th Officer will be suspended for one day without pay

5th Officer will be terminated from employment

Repeated problems with tardiness reaching 3 occurrences in a 30-day period will be subject to further suspension or termination.

Documenting Duty Hours

Means are provided by time sheet to document all hours worked and leave time. Unless otherwise instructed, department members are to use the time sheet for such purposes. All hours spent on duty should be written on the time sheet by the officer. Employees are responsible for filling out their time sheets.

The back of the time sheet is reserved for additional explanation and documentation. Such explanations should be separated by date, and initialed by the employee, as well as a supervisor. Failure to provide adequate information may delay pay for undocumented hours!

Required Information on the back of the time sheet

Explanation of overtime (hours worked in excess of 40 in a week)

University Holidays

Anything not conforming to scheduled hours

Sick leave used

Vacation leave used

Tardiness

Breaks

Uniformed Positions

Breaks during duty hours are provided to allow employees rest and relief. In general, one meal period of 30 minutes and two 15-minute rest breaks are allowed per shift. These break periods are paid by the department, and need only be documented on the employee's daily log. Because the breaks are paid, employees are subject to calls for emergencies and other priority calls.

Non-Uniformed Positions

Breaks during work hours are provided to allow employees rest and relief. In general, two 15 minute breaks and one meal period are authorized. If an employee works a standard 8:00 to 4:30 shift they are authorized 30 minutes for lunch.

Leave

Leave is an employee benefit granted by the university, and may be paid or unpaid. In either case, rules govern the accumulation and use of leave time. Unpaid leave is arranged in special cases, and questions should be referred to the Director of Campus Safety. Paid leave is described below. For other information concerning leave, please consult the classified personnel manual or the Human Resource office.

Sick leave is accumulated at a predetermined rate, and is used to receive compensation for times when an employee is unable to work scheduled hours due to illness of the employee or member of the immediate family. Sick leave should be arranged as much as possible in advance of need, especially for such instances as scheduled surgery or treatment, which may require long periods away from work. In the event of unexpected illness, the employee should first attempt to notify the division commander or manager assigned. If unable to reach the commander at home, SafeCom should be notified immediately. The general expectation is that the employee will give at least two hours notice if possible.

Sick leave is not to be used for vacation or “personal days”. Liberal vacation benefits are planned for this purpose. Sick leave used for other than the purpose intended is not acceptable. In order to prevent the expense and inconvenience to other employees caused by abuse of sick leave, the department may require substantiation before paying requested sick leave.

When Substantiation of Sick Leave is Required

Employee uses sick leave on three (3) or more consecutive days.
Use of sick leave in excess of six (6) days in a calendar year.
Upon the order of a member of the department command staff.

Substantiation required must be in writing and signed by a physician. It must clearly state the period of time the employee was in his or her care, and attest to the fitness of the employee to return to duty. A receipt of payment is not acceptable for the purpose of substantiation. Failure to provide substantiation when required will result in refusal of payment for claimed leave. Other disciplinary action may result from abuse of sick leave.

1-5

Vacation Leave is intended to provide time away from work for recreation,personal business or other desired activities. Such leave must be scheduled in advance, and is subject to staffing needs of the department, including requested leave from other employees. The department will attempt to grant leave requests if at all possible, but may deny or postpone such requests on the basis of seniority, personnel shortages, emergencies, or other considerations.

Vacation leave should be requested on appropriate department forms, and requests must be submitted at least 14 days in advance of the desired leave. Requests for a single day of leave may be submitted 7 days in advance.

In all cases, it is the responsibility of the employee to ensure they have accumulated sufficient leave time prior to taking the leave. University policyprohibits se of leave time in arrears.

Rules and regulations pertaining to benefits, including leave, are published by the Human Resources Department in a manual called Employee Handbook of Personnel Policies and Procedures. A copy of this handbook can be found in the back of this manual. Please refer questions to your supervisor or to the Human Resources Department.

Abandonment

Department personnel who fail to obtain leave or make other arrangements and are absent from scheduled shifts for three (3) days are determined to have abandoned their position. The department will begin termination procedures after the third day of such absence without leave.

Fitness for Duty

The nature of an employee’s duties requires absolute attention and alertness. Conditions or substances, which may impair such alertness, can endanger the life of the employee and others.

Factors Pertaining to Fitness for Duty

Physical Fitness

Employees should endeavor to stay in good physical condition. Weight should be proportionate to height. Sufficient sleep should be maintained for alertness and effectiveness.

Intoxicants

Employees are not to report for duty under the influence of alcohol or other intoxicants or with the smell of any intoxicants on their breath. In addition, employees may not purchase, drink, or have in their possession alcoholic beverages while on duty or while wearing any part of the uniform.

Medications and Controlled Substances

Employees are expected to inform a supervisor if they are using any medication which may affect performance of their duties. Sick leave should be arranged if such medication will impair performance or endanger safety. Possession or use of controlled/illegal substances while employed by the University, outside of official procedures is cause for immediate termination and possible prosecution.

Alertness and Attention to Duty

In general, employees are expected at all times to be alert to illegal or unsafe activity. Sleeping, feigning of illness, or otherwise attempting to avoid responsibility or performance of your duties while on duty is prohibited.

102 Rules Pertaining to Uniforms and Appearance

A neat, clean and professional appearance serves to instill public confidence in an officer and lends an air of authority necessary in dealing with most situations. For these reasons, the Department of Campus Safety provides an official uniform for officers while on duty. Uniform components are outlined as follows:

Uniform Components

Winter (10/1 to 4/30) Summer (5/1 to 9/30)

Jacket with liner and insignia Jacket w/o liner w/ insignia

Light blue short sleeved shirt Light Blue long sleeved shirt

Navy blue slacks with light blue stripe Navy blue slacks with light blue stripe

Dark blue clip-on tie or navy turtleneck Navy blue undershirt*Black or dark blue socks* Black or dark blue socks*

Black belt for slacks* Black belt for slacks*

Shined black shoes or boots* Shined black shoes or boots*

“Sam Browne” belt or with the following equipment for all uniforms:

Mace canister with black leather or black nylon carrier

Black leather or black nylon key carrier

Handcuffs, keys and black leather or black nylon carrier

Radio carrier

Black leather or black nylon belt keepers

Flashlight carrier

ASP (if officer is certified to carry it)

( * Indicates items supplied by officer)

Bike Patrol Uniform

Winter (10/1 to 4/30) Summer (5/1 to 9/30)

Bike Jacket with liner and insignia Bike Jacket w/o liner w/ insignia

Helmet Helmet

Gloves* Gloves*

Bike patrol uniform shirt Bike patrol uniform shirt Navy windproof pants Navy blue shorts

Bicycle shoes* Bicycle shoes* White socks permitted* White socks permitted*

Sam Browne Belt & Equipment as described above

Bike Uniform jacket is not authorized except with bike uniform

( * indicates items supplied by officer)

Exceptions and Additional Guidelines:

(a) Because weather conditions may vary greatly between shifts, employees working a particular shift may elect to wear the off-season uniform, provided that all officers working the shift that day are wearing the same uniform. This does not apply to special duty uniforms such as the bike patrol uniform.

(b) The uniform tie (worn correctly) or turtleneck must always be worn with the long sleeved shirt.

(d) Note taking materials are to be on the employee’s person while on duty.

(e) Employee’s are required to carry a flashlight on their person after dark. It is recommended that it be carried at all times.

(f) Other equipment to be substituted or supplemented by the employee must be approved by the command staff.

Responsibility and Purchase

Employees are responsible for all equipment and supplies issued to them. Loss or theft not directly resulting from performance of official duties will require replacement at the employee’s expense.

Care and Cleaning

Employees are responsible for laundering of uniform clothing consistent with manufacturer's instructions. Shirts and slacks are to be cleaned regularly and kept pressed and free of wrinkles. Shoes and leather gear should be polished regularly and kept shined. Department issued items which fade or become damaged due to normal wear and tear should be replaced.

Uniform Maintenance

When the uniform is worn, care shall be taken that it fits well, is neat, clean, in good repair, properly pressed, and that all leather and metal goods are polished.

Employees shall use sound judgment in wearing uniform clothing which has been repaired.

Uniform items which have visible areas of repair, which detract from the officer’s appearence, shall not be worn.

Uniforms that obviously need repair/replacement shall not be worn.

A member of command staff shall determine the propriety of wearing garments in question.

Civilian clothing shall not be worn with any distinguishing part of uniform when in public view.

Personal Grooming and Hygiene

Personal Grooming - The professional bearing expected of departmental members requires that each member assumes the responsibility of adopting high standards of personal grooming and cleanliness.

As an essential part of the employee’s total appearance, appropriate grooming and hygiene practices are required. In order to inspire public confidence and good working relationships, the following are necessary:

The following standards are deemed reasonable and shall be minimum guidelines to be complied with by each employee. Neatness is mandatory.

Male Officers – Uniformed:

The bulk and length of the hair shall not curl or flare out from beneath the lower edge of the department approved hat. Sides and back of the hair may be tapered or block cut, but in no instance will they overhang the uniform shirt collar. Hair may cover the upper half of the ear, provided that no more than one half is covered when the hat is being worn. No design or insignia shall be shaved into the hair.

Officers shall be clean shaven. However, neatly trimmed sideburns and mustaches are permissible. Sideburns shall not extend downward below the bottom of the ear lobe, with the flare no wider than 1-1/4 inches. They will be neatly trimmed, shall not be excessively bushy, and shall not cover any part of the ear.

The face shall be clean shaven, with the exception that the wearing of neatly trimmed mustaches will be permitted; provided that no part of the mustache is below a horizontal line from the bottom of the lip, and may extend no more than one inch past the corner of the mouth. The mustache shall not cover any part of the upper lip.

No beards or goatees are permitted.

Female Officers – Uniformed:

The hair will be neat and trimmed and shall not be worn longer than the bottom of the uniform shirt collar. If hair is longer, it must be secured and pinned at the back of the head while in uniform in order to conform to the above length requirement.

The hair shall not cover any portion of the eyebrow, and all times be worn behind the outside corner of each eye in a manner not to interfere with vision.

That hair may be worn in a “French Roll’, or other similar style as long as it conforms to all paragraphs of this section. Lipstick, facial make-up, or eye make-up including false eyelashes, if worn, must be conservative.

Wearing of Jewelry-Uniformed:

Wearing of jewelry, pins, insignia, buttons, or other miscellaneous items not specifically issued or authorized shall not be worn or attached to any portion of the uniform so that they become visible to the public.

While in uniform, officers will not wear or display neck jewelry, bracelets, broaches, or any other item not prescribed to be worn as part of the uniform.

Medical identification bracelets and conservatively styled rings will be considered acceptable jewelry.

A single pair, (one in each ear) of unadorned post earrings for pierced ears will be considered acceptable for female officers only.

Miscellaneous Restrictions

Fingernails shall not extend more than 1/8 inch beyond the fingertips.

Badge Slashing

The practice of “slashing” or taping a black band across the badge; is common in the law enforcement community to show respect for a comrade who has been killed in the line of duty. Accordingly, the department may choose to follow the tradition in the following instances:

Upon the death of any member of the Department of Campus Safety, regardless of the cause of death.
Upon the death of a former member of the department in performance of public safety function.
Upon the death of a law enforcement officer killed in the line of duty in the Denver metro area.

Procedure

Upon receiving information of the events described above, any member of the department may request permission to slash badges. Any member of command staff may approve the request for slashing.
The badge will be slashed with black tape, right to left, top to bottom.
The order will remain in effect for the shortest duration of three days or until the funeral is conducted.

Non-Uniformed Employees:

Non-uniformed employees are expected to present themselves in a clean, neat and professional appearance at all times. The expectation is that of a business office and clothing attire should be appropriate. Appropriate dress for males is a collared shirt and tie, dress pants and/or suit. Females are expected to dress in appropriate office attire. Typically, blue jeans or denim pants are not allowed.

During the summer quarter the dress attire may be relaxed slightly to a typical business casual dress. This would allow for males to not wear ties everyday and some denim pants will be allowable. As always, Clothing must be clean and neat in appearance.

University Property and Equipment

Department owned equipment is frequently issued to an employee on a short term or long term basis. It is expected that such equipment will be properly maintained and cared for, and that employee may be held responsible for neglect or abuse which leads to loss, theft, or destruction of the equipment.

Vehicles

Various vehicles owned by the University of Denver are used by the department in the performance of our function. Employees operating these vehicles are expected to do so in a safe and courteous manner. Failure to do so may result in disciplinary action and for resulting damage.

Special Note: Colorado Driver’s License

Because of the frequent use of vehicles for the campus safety function, the possession of a valid Colorado driver’s license is a condition of employment for a campus safety officer and certain other positions in this department. Failure to report suspension or loss of the driver’s license is grounds for immediate termination. In addition, the department makes annual inquiries of each employee’s driving record from the Colorado Department of Revenue. Employees will be required to cooperate fully in this inquiry.

Vehicle Operation and Maintenance

Initial Vehicle Checkout

When an employee is assigned use of a department vehicle, that employee will be responsible for the safe operation of the vehicle during this period. Procedures for checking out a vehicle are as follows:

1. The vehicle being issued should be indicated on the employee’s daily log in the appropriate space. Beginning and ending mileage should be entered as indicated on the odometer.

2. Walk completely around the vehicle, taking care to note any body damage, defects, or other abnormal conditions. Any found should be noted on the daily log and reported to the supervising officer on the watch.

3. Check the vehicle’s safety equipment for proper working condition. This includes the horn, brake lights, headlights, taillights, turn signals, and light bar. Note any defects and report as in #2 above. Vehicles, which are found to have defects affecting safe operation, should not be driven until the defect can be corrected.

4. Check the interior of the vehicle for cleanliness and damage. Employees are expected to remove any trash and personal property or equipment from the vehicle prior to the end of the shift.

5. Inventory equipment issued to the vehicle such as battery cables, traffic vest, blanket, spare tire, etc. Note any problems or missing equipment on log. Also included in this check should be the briefcase, key box, clipboard, and any other equipment indicated on the log form.

Vehicle Operation

The safety of the employee and the public is in all circumstances the primary concern of any department employee operating a motor vehicle. Officers are required to observe all state and city laws pertaining to vehicle operation. Department vehicles are not considered emergency vehicles while on public roads, and should not be operated as such.

Department vehicles are considered emergency vehicles on university property. However, this does not relieve the operating employee of the obligation to drive in a safe manner or allow the abuse of vehicles. Practices such as driving on sidewalks, over curbs or other obstructions, or into crowded areas must be weighed very carefully against the nature of an emergency. Such practices are not allowed for routine calls as shortcuts or time savers.

Use of Patrol Vehicles

Vehicles used for patrol purposes must be clearly marked as Campus Safety patrol vehicles. They must have light bars on the roof. Officers may not use vehicles unmarked as Campus Safety patrol vehicles for Campus Safety patrol purposes without explicit prior approval of the division commander. Officers may use a department unmarked vehicle for non-patrol purposes if given permission to do by a department administrator.

Light Bars

Vehicles designated by the department for regular patrol use are equipped with light bars. The sole purpose of this equipment is to promote officer and public safety in situations where increased visibility of a vehicle is required. Officers are expected to use careful judgment in using this equipment. Some guidelines are included below:

Guidelines for Operation of Light Bars

Suggested uses:

On public roadways, light bar should only be used when vehicle is in a stationary position. Example: Officer responds to traffic accident on a public street, and uses rotators or flasher to warn oncoming traffic until DPD arrives.
On campus, lights should be employed any time it is necessary for a patrol vehicle to park in or impede a drive or thoroughfare. Example: Employee uses rear flashers on light bar when stopping behind vehicle parked in circle drive fire lane, so that he may issue a citation.
Emergencies may require additional visibility and use of the light bar. Example: Officer responds to a fire alarm at J-Mac, and uses rotators to call attention to the location for DFD units responding. This may aid the fire trucks in finding the location of the alarm faster.
Employee Safety may be aided by use of the light bar in other circumstances. Example: Employee contacting a suspicious party operates flashers/ takedown lights so that backup units may easily locate him if necessary. The equipment should not be used as a tool for intimidation of a suspect.
Alley lights and takedown lights are useful for illuminating areas on routine patrol or in emergencies. These lights have clear lenses and are intended for this purpose.

A Few Words of Caution:

Light bars are by no means a guarantee of safety. Employees should avoid placing themselves or their vehicles in hazardous situations regardless of lighting equipment or visibility.

Light bars pull a great deal of power when operating. It is highly recommended that employees avoid operating the lights with the vehicle engine shut off. Battery drain could be very rapid in such a case.

Vehicle Maintenance

As regular operators of the vehicles, employees are in the best position to be familiar with the normal characteristics of each vehicle and most likely to notice when something is wrong. Employees are expected to participate in the routine maintenance of vehicles in the following manner:

1. Listen and pay attention to the vehicle during operation. Report any abnormalities to a supervisor. If vehicle problems are reported when they first appear, downtime and additional damage may be avoided.

2. Check the oil and other fluid levels at least once a day. Replenish if necessary.

3. Second watch is generally responsible for refueling vehicles at a designated gas station. If this can not be accomplished, third watch should be notified at briefing so that they can do so. In any event, an officer driving a department vehicle should refuel, if possible, any time the fuel gauge indicates less than ½ of a tank of fuel.

4. Assignments such as washing vehicles or delivering them for repair may be made from time to time. The division commanders assign routine maintenance and cleaning schedules.

Damage to Department Vehicles: Accidents

1. Employees driving vehicle should immediately notify dispatch of the location of the accident. Request backup officer if available.

2. Determine if an injury has occurred as a result of the accident. Render first aid or seek medical attention as necessary.

3. Exchange driver and vehicle information with other driver(s) involved. Do not speculate on responsibility for the accident or discuss the cause at all. Registration and insurance information should be found in the glove compartment of each vehicle. Further inquiries should be directed to the University Risk Management Office at 871-2354.

4. Another Safety officer or supervisor should complete an incident report on the accident. The report should include a statement from the driving employee, but the report should not be written by the officer operating the vehicle involved. Information about all parties and vehicles involved, including witnesses, are to be included in the incident report.

5. Request DPD assistance anytime injuries or extensive damage (over $1,000) result from the accident.

Damage to Department Vehicles: Other Causes

1. Report damage immediately to SafeCom. Give location and nature of damage to vehicle and other property. Request backup if available.

2. Another Campus Safety officer or supervisor should complete an incident report. The report should include a statement from the driving officer, but the report should not be written by the employee operating the vehicle involved. Information about all parties and vehicles involved, including witnesses, are to be included in the incident report.

3. Owners of property other than the University of Denver should be notified and given appropriate information. Inquiries should be directed to the University Risk Management Office at 871-2354

Employee Responsibility for Damages

The department recognizes that accidents and damage to vehicles is a cost involved in carrying out our mission. Therefore, the university and the Department of Campus Safety will bear financial responsibility for damage resulting from use of department vehicles. It is expected, however, that employees will operate the vehicles in a manner consistent with stated regulations and general due care. All incidents involving damage to or by department patrol vehicles will be reviewed thoroughly.

After initial investigation of vehicle damage, the operating employee may choose to accept responsibility without a hearing. If the employee does not accept responsibility, the Director of Campus Safety will convene a review board consisting of employees and supervisory personnel. This panel will examine witness statements, driver accounts, and other evidence to determine officer involvement.

The board will then report its findings to the Director of Campus Safety, who will determine appropriate action. Determination of willful abuse or recklessness (operating a vehicle in an unsafe manner) will result in corrective or disciplinary action as outlined in section 100.

Key Control

During the course of normal duties, employees are responsible for hundreds of keys providing access to nearly every area on campus. The theft or loss of these keys represents a tremendous threat to the personal safety and property of thousands of people. For this reason, exceptional care and caution must be exercised to be sure that keys are kept secure. Excessive negligence or willful misuse of university keys will be considered grounds for termination.

Key Control Procedures

1. Document checkout of master rings and other keys from the key cabinet.

2. Make sure that all necessary route keys are present when checking out a vehicle.

3. Don’t leave keys lying about unattended. Don’t leave key rings suspended in a lock or door.

4. Key ring configurations are designed for maximum accessibility and control. Do not remove keys or change their location on rings without command staff approval.

5. Report missing or broken keys as soon as possible. (Broken keys must have both the blade and the top section of the key returned.

6. Don’t lend keys to persons outside the department without approval.

Lockers and Other Facilities

Lockers in the squad rooms are made available by the department for use by individual employees. Lockers are subject to periodic inspection by supervisory personnel and to search without warrant if prohibited or illegal activity is suspected. If a personal lock is placed on a locker, the division commander must receive a spare key or combination.

Cooperation is expected of all staff in keeping squad rooms, and other common areas clean and neat. This includes cleaning up spills, trash, etc., left by yourself and others.

104 Use of Force

Authorization

Use of force by officers is authorized only in the following circumstances:

1. When necessary to effect a legal arrest or detention.

2. In defense against imminent violence or threat of physical injury directed toward the officer or other party.

Legal Authority

Colorado Revised Statues 16-3-101 provides that “all necessary and reasonable force may be used in making an arrest”. If force is used for this purpose, the party must be detained and Denver Police notified. Please see the Offenses section of this manual for specific criminal charges.

Use of force is not authorized merely to apprehend violators of university policy, including traffic violations.

“Necessary” and “Reasonable” Defined:

Necessary refers to the amount of force needed to take control of a situation and no further.

Reasonable force is determined in light of the threat level presented. As danger of escape or injury increases, so does the level of force considered reasonable.

Authorized Types of Force

Hands: Restraining techniques to control suspects are permitted and usually preferred. Officers should refrain from striking suspects unless absolutely necessary.

Handcuffs: Handcuffs are required any time a suspect is being detained for arrest, or when a party may be dangerous to himself or others (i.e. mental health assist).

Chemical Spray: Chemical spray can be an effective weapon in the defense of imminent injury. It is not recommended for use in restraining non-violent suspects for arrest, due to exposure to the officer and others. Officers are responsible for making sure the spray issued is currently dated and working.

ASP Baton: The Department of Campus Safety provides training in the ASP baton, and only officers who have been certified as basic practitioners may carry or use this instrument. Officers who have been certified in other baton techniques (i.e. PR-24) may petition the Director of Campus Safety for permission to use such instruments. In any case, full documentation of training will be required.

When Physical Force is used:

1. Incident Report is required fully detailing the incident and use of force.

2. Use of Force Report must be completed, detailing the force used, conditions, and other information.

Anytime mace or baton is used, officers should request medical assistance for the suspect. If Denver Police take custody after force is used, make sure the arresting officer is informed of the specific nature of force used.

Excessive Use of Force

Use of force which is beyond the standard of “reasonable and necessary” is not acceptable. Officers may expect the following any time force is used:

The use of force will be reviewed in light of existing conditions and nature of the incident.
Use of excessive force is grounds for immediate termination.
Criminal and civil charges may be filed against individual officers in cases of excessive use of force.

Pursuit

Whether on foot, bicycle or in a vehicle, the decision to pursue a suspect should always be weighed carefully. Some factors to consider include:

1. Officer safety - particularly if backup is not present or available.

2. Seriousness of the violation - if the offender has committed a minor violation not likely to result in arrest, extensive pursuit may be of little value.

3. Priority calls waiting - if higher priority calls are waiting, the importance of a pursuit also may be diminished.

Regulations

1. The officer in charge may terminate a pursuit at any time.

2. Pursuit in a vehicle is authorized only to obtain license plate number, description of suspect vehicle or suspects, or to maintain visual contact at the request of DPD. DPD must be notified if a pursuit extends off university property.

3. Under no circumstances are officers authorized to violate traffic regulations or endanger the public in pursuit of a suspect. No attempt may be made to stop suspect vehicles on public roadways.

4. Foot pursuit may not extend beyond area boundaries as posted by each campus division commander. Permission to extend vehicle pursuit beyond these boundaries must be obtained from the officer in charge.

105 Licensing and Special Qualifications of Campus Safety Officers

City and County of Denver Unarmed Merchant Guard License

Section 42-161 of the Denver Municipal Code requires that all persons employed as a merchant guard be licensed as such. This is a condition of hire and continued employment by the University of Denver Department of Campus Safety.

As such, it is the responsibility of each officer to obtain and renew this license as required by the issuing agency. Failure to comply with these regulations is grounds for immediate termination, as well as possible legal action.

Initial License

In that licensing is a condition of hiring imposed by city ordinance, full costs and fees associated with obtaining the license shall be borne by the employee. Newly hired officers are required to present a valid merchant guard license with 15 calendar days of hire to the Director of Campus Safety or authorized designee.

Renewal

As a benefit of employed officers, the department will reimburse fees associated with renewal of licenses for officers. This reimbursement is limited to the actual renewal fee and criminal history check. The department will not pay mileage, late fees, overtime, or other costs of obtaining the license.

In order to obtain reimbursement, the officer must present official receipts for fees within 15 calendar days. Only officially issued receipts are acceptable for reimbursement.