In accordance with NRS 289, it is the policy of the Reno Police Department that each peace officer who is involved in an officer-involved shooting or whose conduct resulted in substantial bodily harm to or the death of another person must submit to drug and alcohol testing, including, without limitation, testing for the use of cannabis, prescription drugs and illegal drugs. The drug and alcohol testing must be completed as soon as practicable after the officer-involved shooting or the conduct of the peace officer that resulted in substantial bodily harm to or the death of another person, but not later than the end of the involved peace officer’s shift. The administering of a drug or alcohol test pursuant to statute and this General Order is not determinative of any finding by the department that the officer’s conduct resulted in substantial bodily harm to, or death of, another person.

It is the policy of the Reno Police Department to broadcast information to field units or to the general public, and to assist outside agencies in their efforts to locate wanted subjects that may be in our jurisdiction.

The Reno Police Department desires to maintain an efficient, competent and diverse workforce by selecting qualified and capable applicants, in accordance with Civil Service Rules, through a non-discriminatory background and selection process.

In order to enhance the community’s trust in this police department and improve accountability while respecting the legitimate privacy interests of residents and visitors to our community, the Reno Police Department has established these guidelines for the proper use, management, storage, and retrieval of video and audio data recorded by body-worn cameras.

It is the policy of the Reno Police Department to conform to current court rulings regarding disclosure of evidence to defendants. This includes the possible disclosure of information regarding the employees that are involved in the investigation and prosecution of the case. This policy will set the procedure by which such disclosures will be made to the prosecuting attorney.

NRS Chapter 125A, Uniform Child Custody Jurisdiction and Enforcement Act, provides the laws and guidelines regarding child custody issues. NRS 125A.545 commonly referred to as the “full faith and credit act” allows law enforcement to make custody determinations based on orders issued outside the jurisdiction.

Members of the Reno Police Department will make every effort to issue misdemeanor or traffic citations, in lieu of custodial arrest, to suspects who qualify for a citation.

Alcohol intoxication is a health and safety issue best handled by agencies outside of the criminal justice system. Grossly intoxicated persons detained for civil protective custody are placed into the detoxification center at the Washoe County Jail for treatment.

Employees will present a neat, clean, professional appearance while on duty, recognizing the fact that their appearance greatly enhances the image of the Police Department. Employees will wear only those articles of uniform, clothing, and accessories authorized by the Chief of Police. The following Department regulations apply to all personnel.

The responsibility of the Reno Police Department is to protect lives and property, prevent crime, and provide professional police services to the citizens of Reno. To accomplish this, all employees must respond expeditiously and professionally to calls for or requests of service. They will provide police services that emphasize teamwork and mutual respect, actively participate in the Department’s operation, participate as required in community events, adhere to the principals of problem solving and demonstrate our core values of respect, integrity, fairness and service.

It is the policy of the City of Reno Police Department to furnish appropriate auxiliary aids and services when necessary to ensure effective communication with persons with hearing impairments. This policy addresses those situations where a police officer, or civilian employee, after consulting with an individual with a hearing impairment, determines that the services of a “qualified interpreter” are necessary to ensure effective communication.

The Reno Police Department has established the position of Community Services Officer (CSO) to enhance delivery of a variety of police services to the community.

Because Conducted Electrical Weapons (CEW) constitute an intermediate level of force, CEWs may be displayed or used only by authorized and trained personnel in accordance with GO P-400 Use of Force and additional guidelines established herein.

The actions taken by personnel responding to the scene of a crime often determines the outcome of the investigation. These actions include an appropriate response, apprehension of suspects, care of injured victims and the protection and collection of evidence. To this end, the department maintains procedures which ensure a coordinated and effective investigative process. RPD employees, regardless of assignment or rank, will approach a scene of a crime in a manner that will not jeopardize the safety and well-being of the public and that will minimize contamination of evidence. Employees will preserve crime scenes and assess the need to utilize additional resources such as detectives, the department’s Forensics Unit, the Medical Examiner’s Office, etc. Employees will preserve crime scenes until they process the scene for evidence or until released by a supervisor or any additional resource that is brought in for the investigation.

The objective of the Criminal Intelligence Unit is to provide the Reno Police Department with sound information that assists in efforts to protect the public and suppress criminal operations. The Unit collects and analyzes information on individuals and groups suspected of involvement in domestic and foreign based terrorist activity. This information is given to the Deputy Chief in charge of the Detective Division for analysis and dissemination. Intelligence information that involves public safety will be provided to officers in a timely fashion.

The criminal investigation process is one of the most important law enforcement responses to the problem of crime. The Reno Police Department is committed to the investigation of criminal activity by uniformed and nonuniformed personnel. While an effective criminal investigative process involves a coordinated effort among many units within the Department, primary responsibility rests with the Detective Division.

The Reno Police Department is committed to ensuring the integrity of all evidence, including Digital Records. It is the policy of this department that all audio, video, photographs and/or recordings from a Body Worn Camera, obtained through the use of a departmentally-issued Digital Device, are treated as all other physical evidence with regard to the integrity of such evidence throughout its capture, transportation, storage, use and release.

It is the policy of the Reno Police Department to provide equal employment opportunities to all applicants for employment, and an environment for its employees free of harassment and discrimination in accordance with the laws of the United States and the State of Nevada. Said laws provide for equal treatment of all employees and citizens regardless of race, color, religion, age, national origin, ethnic group, gender, sexual orientation, disability, political affiliation, citizenship, membership in an employee association, or any other protected class status applicable under federal, state, or local law, rule, regulation, Executive Order, or the City Charter. This policy does not preclude any employee or citizen from filing a complaint or grievance with an appropriate outside agency.

The policy and procedures regarding the investigations and enforcement of domestic violence

It is the policy of the Reno Police Department that members will meet all driver’s license requirements for their current position.

The Reno Police Department trains and expects officers to enforce the Driving Under the Influence Law.

All departmentally owned and/or issued devices are subject to entry, search, and inspection without notice as they contain information considered a public record and that are discoverable in legal proceedings or by a public records request. Employees, therefore, have no expectation of privacy when using departmentally owned and/or issued devices. Additionally, work-related information that is generated, shared, viewed and or transmitted on any device is considered a public record and may be discoverable in legal proceedings or by a public records request. As such employees are encouraged to refrain from using personally-owned devices to conduct work-related activities. Communications that are shared on departmentally owned and/or issued devices, and work-related communications that are shared on any device, are governed by departmental policies, city policies and applicable laws.

The Reno Police Department is committed to preparing its personnel for emergency situations so that it may respond effectively, using departmental and community resources appropriately, in order to successfully conclude emergency situations and to mitigate the long term effects emergencies have on its operations and mission.

The Reno Police Department ensures that evaluations conducted on employees are reasonable, impartial and fair and are done to ensure that employees effectively demonstrate the department’s Core Values and the employee’s core competencies. The objective of evaluations include, but aren’t limited to: 1. Maintaining or improving employee performance 2. Documenting performance 3. Providing a medium for personnel coaching and employee feedback 4. Confirming or terminating probationary employees 5. Identifying training needs 6. Providing a method for measurement and recognition of individual performance

In order to ensure accountability and public trust, the Reno Police Department will ensure an impartial investigation is conducted whenever off-duty or on-duty employees intentionally or accidentally discharge a firearm and/or whenever a non-shooting incident results in death or life threatening injury to a person. To ensure that a fair and impartial investigation is completed, the department will request an outside agency respond to conduct the investigation. The procedures delineated in this policy apply regardless of the location of the incident.

Recognizing that employee parking around the Reno Police Station is limited, the department authorizes parking of employee vehicles in accordance with certain restrictions listed in this general order. Nothing herein constitutes a contract to provide neither services nor a guarantee that parking will be provided by the City. Neither the City of Reno nor the Reno Police Department is liable for any damage to private property or personally owned vehicle parked in the motor-pool or basement.

Reno Police Department uses electronic payroll reporting to ensure that all employees are paid promptly and accurately, while maintaining control of department budgetary components. The department requires its employees to complete the electronic reporting and submit supporting documentation to their immediate supervisor for approval, or in the absence of their immediate supervisor, to a supervisor within their chain of command.

Employees of the Reno Police Department often perform their duties in a manner that exceeds expected high standards of professionalism. Commendation awards are presented toemployees on those occasions, to give them full public recognition of the honor they bring tothemselves, the Department, and the community.

It is the responsibility of the Reno Police Department to handle disposition of explosive or incendiary devices, actual or suspected, to protect the lives and property of the citizens of Reno. The Reno Police Department will provide and maintain an Explosive Ordnance Disposal Team (EOD) as part of the Consolidated Bomb Squad. Members of the EOD Team are responsible for the handling, rendering safe, and disposal of improvised explosive or incendiary devices found or suspected within the City of Reno, and to act within the scope of the mutual aid agreement between the City of Reno, City of Sparks, and Washoe County.

Reno Police Department officers are trained to deal with a multitude of tactical situations which may require the use of firearms. The Department has specific procedures for the arming of officers both onduty and offduty. It is the policy of the Reno Police Department to ensure sworn employees receive adequate firearms training. Employees who carry firearms shall be proficient with their safe handling and use.

Objectives, policies, procedures, rules, regulations and philosophies in the Reno Police Department General Orders and Training Bulletins are guides to the actions of employees. Employees are responsible for their action(s)/inactions(s) and the consequences thereof.

It is the policy of the Reno Police Department to report all acts and incidents related to hate crimes and to thoroughly and completely investigate any hate-crime violence or activity. The Department is committed to applying its resources to protect the rights of all citizens, tourists, and visitors, regardless of race, color, creed, religion, or sexual orientation.

The Reno Police Department is committed to providing the safest possible environment to its community and its employees and has established this general order for responding to incidents involving hazardous substances which include but aren’t limited to drug labs, accidental chemical spills and criminal acts involving hazardous substances.

To prevent homeless persons from becoming needlessly entangled in the criminal justice system and to ensure that qualifying individuals get proper referrals and assistance, the department has created the Homeless Evaluation Liaison Program (H.E.L.P.). H.E.L.P. is a link between police personnel and available resources for homeless persons.

It is the mission of the Reno Police Department’s Honor Guard to respond to special events as a highly disciplined team serving with honor at ceremonial functions, with respect and dignity at funeral services for active/retired personnel and personnel that have died in the line of duty, and provide comfort and compassion for the survivors; these events are approved by the Chief of Police/Designee and they are accomplished through drilling in military etiquette and attention to detail.

As hospitalized prisoners represent a potential escape risk and safety hazard to hospital staff, patients and visitors, the Reno Police Department has established procedures for the guarding of prisoners requiring hospitalization at local medical treatment facilities.

The Reno Police Department does not condone the racial profiling of any group by sworn personnel and prohibits any policy, procedure, or practice that constitutes racial profiling, or any activity that results in racial profiling of any segment of the population for the purposes of traffic stops or investigations.

Inspections serve to facilitate the process by which the Department is managed and verify adherence to departmental policies and procedures.

The Reno Police Department provides a process in which the community and its employees can have confidence that complaints concerning department procedures, employees, and actions will be fairly investigated. The public expects the Department to investigate crimes and questionable incidents involving actions of employees in an objective manner, while respecting employees' constitutional and statutory rights. Investigations will be conducted in a manner conducive to good order and discipline. The following guidelines are in accordance with court decisions, laws, employee contracts, and departmental procedure.

The Reno Police Department has a commitment to effective juvenile procedures. This function involves many tasks including enforcement of State and local laws with respect to juveniles, both as victims and offenders. Additionally, there is a need to foster activities that prevent and control juvenile delinquency. Due to their complexity, guidelines are also provided to assist officers in resolving child custody cases.

Employees of the Reno Police Department are unique and valuable assets. An employee's family life has a direct influence on their work performance and as such is an extension of that person. The department, in support of its employees and their families, provides family leave, sick leave and military leave. Use of family and military leave as specified by this general order, regardless of whether taken with or without pay, will not result in loss of the employee's internal seniority status for shift bid purposes. Use of sick leave will be managed according to employee contracts. (Revised 12705)

The purpose of this Directive is to establish effective guidelines, consistent with Title VI of the Civil Rights Act of 1964 and the Omnibus Crime Control and Safe Streets Act of 1968, for departmental personnel to follow when providing services to, or interacting with, individuals who are LEP.

This policy has been established for the reporting of stolen license plates by citizens. Lost license plates do not require a police report.

Positive news media relations are vital to the Department’s law enforcement responsibilities. Law enforcement agencies depend on community support, trust, and confidence. The news media is the most effective way for the Department to communicate its priorities and accomplishments to the public, and can be an ally to law enforcement efforts. It is the policy of the Department to make every effort to keep the news media informed. The Department will inform the community, through the news media, of pertinent law enforcement related events or activities occurring in the City of Reno unless the release of information will jeopardize an individual’s rights, impair prosecution, or hinder law enforcement efforts.

All reports made to the Reno Police Department concerning missing persons will be given full consideration and attention.

It is the policy of the Reno Police Department to conduct missing children investigations thoroughly. This includes ascertaining the possibility of a criminal act, initiating immediate searches, treating all reports of missing children as abductions until facts or other circumstances prove otherwise, and accepting all reports of missing children, including telephone reports.

This policy requires all employees to report on the job injuries in a timely manner, and all off-duty injuries that may restrict the employee’s duties. This reporting not only assists in having their injury properly cared for, but also meets the reporting requirements for the Worker’s Compensation system. This program is management directed to ensure fair and equitable application for all.

The Reno Police Department utilizes an organizational model which emphasizes community participation, intelligence led policing to increase public safety, decentralized decision making and a problem solving ideology. The Reno Police Department will be totally integrated into the community and seen as a model of policing excellence. We are committed to partnering with the community; the departmental motto is "Your Police - Our Community". All actions of the Reno Police Department and its members are based on the foundation of our Core Values: Respect, Integrity, Fairness and Service.

The Reno Police Department limits its employees’ outside employment to maintain the high level of service it provides the community. No outside employment may exceed 16 hours per week or 24 hours per pay period. Only the Chief/designee may authorize a departmental employee to obtain outside employment.

It is the policy of the Reno Police Department to maintain police patrol activities on a twenty-four hour basis with shift strength and assignment based on a number of variables to include the number of crimes and public safety concerns.

The Patrol Division provides primary and general law enforcement services, principally in the form of uniformed patrol operations. As the uniformed police officer is often the most visible and accessible representative of local government, the nature of the services that the officer provides is necessarily broad.

It shall be the policy of the Reno Police Department to use a Personnel Early Intervention System (EIS) to provide for the timely, systematic review of significant events involving agency employees; and to enable the agency to exercise its responsibility to evaluate, identify, and assist employees who exhibit signs of performance and/or conduct related problems.

In addition to City of Reno personnel files, the Reno Police Department maintains files pertaining to internal personnel functions, such as job performance, training and education, disciplinary action, commendations, and on-the-job injury/illness. Members of the Reno Police Department will maintain the confidentiality of these files to the extent permitted by law. Personnel files will be maintained in accordance with applicable records retention schedules.

It is the policy of the Reno Police Department (RPD) to handle incidents involving persons suffering from a Behavioral Health Issue with care and expertise, ensuring that such persons receive appropriate assistance based on their needs. Diverting persons suffering from a Behavioral Health Issue away from the criminal justice system and towards treatment, whenever appropriate and available, is the desired outcome. Whenever possible, CIT trained officers and/or MOST will respond to incidents involving persons suffering from Behavioral Health Issues. The policy complies with NRS 289.680 which requires agencies to adopt policies for interacting with persons suffering from a Behavioral Health Issue.

The Reno Police Department has established procedures for the care and operation of Department vehicles. To provide necessary emergency services, Department vehicles may be required to operate as emergency vehicles. Operation of emergency vehicles is regulated by state statutes and city ordinances. Drivers of emergency vehicles are exempt from certain “rules of the road,” but have a duty to drive with due regard for the safety of others.

Proper knowledge and procedures for escorting prisoners are essential to the safety and security of the prisoner, the officers involved, and the general public. Adherence to specific guidelines will be followed to ensure that the transport is efficient, safe, and secure. In order to avoid possible injurious situations involving prisoners, transporting officers, and canines, the Reno Police Department has also established procedures for transportation of prisoners by canine units.

The Reno Police Department is responsible for the safeguarding and proper disposal of property in its custody. The department strives to maintain property in the same condition as received and to preserve the evidentiary value and integrity of property received for possible court presentation. To support that goal, all department personnel coming in contact with property or evidence will secure and document those items in accordance with this policy prior to the conclusion of their shift. Unless property is contraband, or must be presented in court, every reasonable effort will be made to ensure its return to its rightful owner. Property which cannot be returned to its owner will be disposed of in accordance with Section 2.06.060 of the Reno Municipal Code.

The policy and procedures regarding the issuance and filing of protections orders issued in the United States and Canada. Reference made regarding, No Contact Orders.

NRS 171.1239 requires police departments to adopt written policies regarding the electronic recording of custodial interrogations that are conducted in a place of detention. It is the policy of the Reno Police Department to require sworn personnel to video and/or audio record custodial interrogations

The Reno Police Department is committed to ensuring the integrity of all departmental records and reports. The Reno Police Department uses a case/incident numbering system to provide an efficient procedure for filing and retrieving police reports and information regarding calls for service.

Departmental employees are frequently called upon to provide information to other agencies and individuals and to release documents to the public. The Reno Police Department authorizes the release of specific types of information to qualified agencies or individuals.

It is the intent of this policy to ensure that all reports are completed in a timely manner to allow appropriate processing through the Records Section, to remain compliant with the National Incident-Based Reporting System and to allow the District Attorney’s Office and the City Attorney’s Office to proceed with prosecution, while supplying defense attorney’s complete documentation involving arrest reports for discovery purposes.

This policy provides for fair and equal treatment of employees who voluntarily leave City of Reno employment, are terminated, or placed on laid-off status. For those City employees to whom they apply, Civil Service Rules and Regulations and/or the employee’s respective collective bargaining agreement will govern resignation, termination, and separation rights.

The Reno Police Department will train personnel in the proper fitment, use and maintenance of departmentally approved respiratory protection. Additionally, the department also provides for medical fitness screening of all personnel required to use respiratory protection, as governed by OSHA and the City of Reno’s Respiratory Protection Program. This policy applies to assigned employees who may be at risk of being exposed to respiratory hazards during the course of their duties. This policy is intended to comply with NIOSH, OSHA 29 CFR 1910.134 and the City of Reno Respiratory Protection Program (Supplement 5).

The Ride-Along Program allows citizens to accompany a police officer in a patrol car while he or she is at work.

The Reno Police Department has a legal and moral obligation to thoroughly investigate reports of sexual assault/child sexual abuse and to determine whether a crime has in fact been committed. Department personnel will conduct investigations in a professional and sensitive manner to protect the rights of the victim and the suspected offender. The purpose of this policy is to provide officers and investigators with guidelines for responding to reports of sexual assault, assisting victims, collaborating with local health and service agencies, and conducting interviews with victims, witnesses, and suspects.

The Reno Police Department recognizes that adequate sleep is one of the keystones of mental and physical health. Research has shown that sleep deprived Officers have greater odds of falling asleep behind the wheel, a higher incidence of citizen complaints, and are more prone to making serious administrative or safety errors. Shift work can increase the incidence of sleeping disorders. The same research shows that Officers had an 8 times greater incidence of sleeping disorders than is observed in general population. Sleep deprivation is also associated with a host of health problems.

The Reno Police Department values the trust and confidence of the community and as such department members must give thoughtful consideration to their actions to avoid damaging the reputation and trust the department has with the community. Nothing in this policy is intended to prohibit or infringe upon any communication, speech or expression that is protected or privileged under law. This includes speech and expression protected under state or federal constitutions as well as labor and other applicable laws. Employees are encouraged to consult their rights under the National Labor Relations Act.

The Reno Police Department places police officers in special job assignments to effectively utilize employee skills, allow personal development, and ensure high quality service to the community consistent with our departments Core Values of Respect, Integrity, Fairness and Service.

Officers of the Reno Police Department are responsible for appearance in the court system for most hearings, trials, or other court proceedings to which they were a party. A Court Liaison has been assigned to facilitate the appearance of officers at court proceedings and ensure that court appearances are never overlooked and that officers are available for court dates.

To assist employees with career development, and to provide the highest levels of service to the community, the Reno Police Department has established a voluntary program for officers/supervisors to be temporarily assigned to internal units. For a period of time to be determined by the employee’s direct supervisor and the TDA unit supervisor, employees can be temporarily assigned to a unit other than their regularly assigned unit within the department: General Detectives, Street Enforcement Team, Traffic, Internal Affairs, Training and the Regional Gang Unit. During this assignment, employees will be introduced to several topics aimed at enhancing their skills/knowledge.

It is the policy of the Reno Police Department to not allow the smoking, and to regulate the chewing, of tobacco products within the confines of City of Reno buildings and vehicles.

It is the policy of the Reno Police Department to ensure that fair, efficient and thorough investigations of traffic accidents or incidents involving City of Reno employees, takes place in a manner that is impartial and transparent.

The Reno Police Department’s Traffic Division oversees activities pertaining to enforcement of traffic laws, response to traffic accidents including investigative followup and accidents involving police vehicles, and education and statistical analysis of causative factors of traffic accidents.

The Reno Police Department places the highest priority on the safety and care of the people it serves. This policy has been established for proper handling and transportation of individuals requiring emergency medical care, non-emergency medical care and those suspected of having mental health issues.

The professional standards of the Reno Police Department are maintained through established guidelines for planning, developing, and reviewing training courses. Administrative procedures have also been established for evaluation of internal and external training courses, guidance in the selection of personnel to attend courses, and maintenance of a data base to document attendance at trainings. Guidelines and procedures for travel for training or other workrelated purposes follow the City of Reno’s Travel Management Policy.

Integrity is the first and foremost of the department’s values. It is imperative that the behaviors associated with integrity, particularly truthfulness, be demonstrated by all department members. It is truthfulness, the cornerstone of the department’s partnership with the community that serves as the measure of the sincerity of the department’s character and actions. It is also the basis for the bond of trust that is necessary between members of the department. During the past, the application of discipline in truthfulness cases had been mitigated when members acknowledged their untruthfulness as a part of the Internal Affairs process. When doing so, recommended discipline was normally less than termination. However, members with sustained untruthfulness violations are jeopardizing the ability of prosecutors to obtain convictions as well as damaging the integrity of the police department. The department does not have any position or assignments available for members to allow them to avoid court or administrative hearing testimony. Because of the long term damage to the credibility of members and their impaired ability to perform their duties as a result of sustained untruthfulness allegations, this policy is changing immediately.

The Department recognizes that the use of unclothed searches and body cavity searches may, under certain conditions, be necessary to protect the safety of officers, civilians and other prisoners to detect and secure evidence of criminal activity. Recognizing the intrusiveness of these searches on individual privacy, however, it is the policy of this department that such searches shall be conducted only with proper authority and justification, with due recognition and deference for the human dignity of those being searched and in accordance with the procedural guidelines for conducting such searches as set forth in this policy.

Employees may not use any Copyrighted Works for other than law enforcement purposes without the written consent of the owner.

It is the Policy of the Reno Police Department to protect human life and human rights. Officers must use only the amount of force that is Objectively Reasonable to effectively bring an incident under control, while protecting the safety of the Officer and others. Officers must only use that force which a reasonably prudent Officer would use under the same or similar circumstances. Officers are expected to apply force in accordance with departmental training.

This policy has been established in order to ensure that procedural guidelines and legal requirements are met regarding vehicle impounds.

The following procedures are provided to clarify responsibilities in vehicle pursuits from initiation to termination. Any deviation will be fully justified in writing by the officer/supervisor involved. These procedures are to be followed as a general rule although the facts and circumstances of a particular situation may require a different response. The decision to pursue will be limited to the facts known at the time. The ultimate responsibility for a vehicle pursuit or legal intervention lies with the officer/supervisor involved.

The Reno Police Department is committed to providing the citizens of Reno with an environment free of the influence of vice-related crimes. The Department will design and implement aggressive strategic enforcement of vice-related laws by utilizing innovative investigative techniques targeting specific problems.

All of the Reno Police Department’s Watch Logs are intended to be utilized for intra-departmental communication among personnel, between shifts, divisions, sections and command staff. Logs are used by different departmental personnel to review recent noteworthy events, prepare shifts, address trends, and to staff cases appropriately. Watch Logs are also intended for departmental use to share crime trend data, officer safety information and planned event coverage. All Watch Logs are confidential, internal documents and may not be disseminated without necessary redactions and approval from the Chief of Police/designee.

The process for identifying suspects, such as using Live Lineups, Photo Lineups and Show-ups, are necessary to ensure the appropriate individual is arrested in conjunction with an investigation. The Reno Police Department has established this policy to ensure that Live Lineups, Photo Lineups and Show-ups are conducted in a method that is fair and reliable and in compliance with existing law.

The Reno Police Department investigates the legal qualifications of work card applicants and privileged business licensees to ensure that a work card or business license is not issued to, nor held by, unqualified persons as provided by Reno Municipal Code, Chapter 5.01. The following information and enforcement guidelines have been established.

To ensure smooth processing and protection of employee rights, the Reno Police Department provides procedures for the handling of work-related injuries and exposure to communicable diseases.

The Reno Police Department employs a variety of animals with handlers to support its mission. Deployment of these animals requires specialized training for both the animal and handler. Utilization of these animals requires adherence to procedures that properly control their use of force potential and focus their capabilities into acceptable law enforcement uses. Departmental use of Working Animals must comply with applicable laws, case-law and general orders.

The actions taken by personnel responding to the scene of a crime often determines the outcome of the investigation. These actions include an appropriate response, apprehension of suspects, care of injured victims and the protection and collection of evidence. To this end, the department maintains procedures which ensure a coordinated and effective investigative process. RPD employees, regardless of assignment or rank, will approach a scene of a crime in a manner that will not jeopardize the safety and well-being of the public and that will minimize contamination of evidence. Employees will preserve crime scenes and assess the need to utilize additional resources such as detectives, the department’s Forensics Unit, the Medical Examiner’s Office, etc. Employees will preserve crime scenes until they process the scene for evidence or until released by a supervisor or any additional resource that is brought in for the investigation.

The criminal investigation process is one of the most important law enforcement responses to the problem of crime. The Reno Police Department is committed to the investigation of criminal activity by uniformed and nonuniformed personnel. While an effective criminal investigative process involves a coordinated effort among many units within the Department, primary responsibility rests with the Detective Division.

The Reno Police Department utilizes an organizational model which emphasizes community participation, intelligence led policing to increase public safety, decentralized decision making and a problem solving ideology. The Reno Police Department will be totally integrated into the community and seen as a model of policing excellence. We are committed to partnering with the community; the departmental motto is "Your Police - Our Community". All actions of the Reno Police Department and its members are based on the foundation of our Core Values: Respect, Integrity, Fairness and Service.

Departmental employees are frequently called upon to provide information to other agencies and individuals and to release documents to the public. The Reno Police Department authorizes the release of specific types of information to qualified agencies or individuals.

It is the intent of this policy to ensure that all reports are completed in a timely manner to allow appropriate processing through the Records Section, to remain compliant with the National Incident-Based Reporting System and to allow the District Attorney’s Office and the City Attorney’s Office to proceed with prosecution, while supplying defense attorney’s complete documentation involving arrest reports for discovery purposes.

Employees of the Reno Police Department often perform their duties in a manner that exceeds expected high standards of professionalism. Commendation awards are presented toemployees on those occasions, to give them full public recognition of the honor they bring tothemselves, the Department, and the community.

The Reno Police Department is committed to ensuring the integrity of all evidence, including Digital Records. It is the policy of this department that all audio, video, photographs and/or recordings from a Body Worn Camera, obtained through the use of a departmentally-issued Digital Device, are treated as all other physical evidence with regard to the integrity of such evidence throughout its capture, transportation, storage, use and release.

All departmentally owned and/or issued devices are subject to entry, search, and inspection without notice as they contain information considered a public record and that are discoverable in legal proceedings or by a public records request. Employees, therefore, have no expectation of privacy when using departmentally owned and/or issued devices. Additionally, work-related information that is generated, shared, viewed and or transmitted on any device is considered a public record and may be discoverable in legal proceedings or by a public records request. As such employees are encouraged to refrain from using personally-owned devices to conduct work-related activities. Communications that are shared on departmentally owned and/or issued devices, and work-related communications that are shared on any device, are governed by departmental policies, city policies and applicable laws.

In order to ensure accountability and public trust, the Reno Police Department will ensure an impartial investigation is conducted whenever off-duty or on-duty employees intentionally or accidentally discharge a firearm and/or whenever a non-shooting incident results in death or life threatening injury to a person. To ensure that a fair and impartial investigation is completed, the department will request an outside agency respond to conduct the investigation. The procedures delineated in this policy apply regardless of the location of the incident.

Reno Police Department officers are trained to deal with a multitude of tactical situations which may require the use of firearms. The Department has specific procedures for the arming of officers both onduty and offduty. It is the policy of the Reno Police Department to ensure sworn employees receive adequate firearms training. Employees who carry firearms shall be proficient with their safe handling and use.

Objectives, policies, procedures, rules, regulations and philosophies in the Reno Police Department General Orders and Training Bulletins are guides to the actions of employees. Employees are responsible for their action(s)/inactions(s) and the consequences thereof.

Inspections serve to facilitate the process by which the Department is managed and verify adherence to departmental policies and procedures.

Employees will present a neat, clean, professional appearance while on duty, recognizing the fact that their appearance greatly enhances the image of the Police Department. Employees will wear only those articles of uniform, clothing, and accessories authorized by the Chief of Police. The following Department regulations apply to all personnel.

The Reno Police Department provides a process in which the community and its employees can have confidence that complaints concerning department procedures, employees, and actions will be fairly investigated. The public expects the Department to investigate crimes and questionable incidents involving actions of employees in an objective manner, while respecting employees' constitutional and statutory rights. Investigations will be conducted in a manner conducive to good order and discipline. The following guidelines are in accordance with court decisions, laws, employee contracts, and departmental procedure.

Employees of the Reno Police Department are unique and valuable assets. An employee's family life has a direct influence on their work performance and as such is an extension of that person. The department, in support of its employees and their families, provides family leave, sick leave and military leave. Use of family and military leave as specified by this general order, regardless of whether taken with or without pay, will not result in loss of the employee's internal seniority status for shift bid purposes. Use of sick leave will be managed according to employee contracts. (Revised 12705)

The Reno Police Department limits its employees’ outside employment to maintain the high level of service it provides the community. No outside employment may exceed 16 hours per week or 24 hours per pay period. Only the Chief/designee may authorize a departmental employee to obtain outside employment.

The Reno Police Department ensures that evaluations conducted on employees are reasonable, impartial and fair and are done to ensure that employees effectively demonstrate the department’s Core Values and the employee’s core competencies. The objective of evaluations include, but aren’t limited to: 1. Maintaining or improving employee performance 2. Documenting performance 3. Providing a medium for personnel coaching and employee feedback 4. Confirming or terminating probationary employees 5. Identifying training needs 6. Providing a method for measurement and recognition of individual performance

The Reno Police Department desires to maintain an efficient, competent and diverse workforce by selecting qualified and capable applicants, in accordance with Civil Service Rules, through a non-discriminatory background and selection process.

Integrity is the first and foremost of the department’s values. It is imperative that the behaviors associated with integrity, particularly truthfulness, be demonstrated by all department members. It is truthfulness, the cornerstone of the department’s partnership with the community that serves as the measure of the sincerity of the department’s character and actions. It is also the basis for the bond of trust that is necessary between members of the department. During the past, the application of discipline in truthfulness cases had been mitigated when members acknowledged their untruthfulness as a part of the Internal Affairs process. When doing so, recommended discipline was normally less than termination. However, members with sustained untruthfulness violations are jeopardizing the ability of prosecutors to obtain convictions as well as damaging the integrity of the police department. The department does not have any position or assignments available for members to allow them to avoid court or administrative hearing testimony. Because of the long term damage to the credibility of members and their impaired ability to perform their duties as a result of sustained untruthfulness allegations, this policy is changing immediately.

This policy provides for fair and equal treatment of employees who voluntarily leave City of Reno employment, are terminated, or placed on laid-off status. For those City employees to whom they apply, Civil Service Rules and Regulations and/or the employee’s respective collective bargaining agreement will govern resignation, termination, and separation rights.

It is the policy of the Reno Police Department to provide equal employment opportunities to all applicants for employment, and an environment for its employees free of harassment and discrimination in accordance with the laws of the United States and the State of Nevada. Said laws provide for equal treatment of all employees and citizens regardless of race, color, religion, age, national origin, ethnic group, gender, sexual orientation, disability, political affiliation, citizenship, membership in an employee association, or any other protected class status applicable under federal, state, or local law, rule, regulation, Executive Order, or the City Charter. This policy does not preclude any employee or citizen from filing a complaint or grievance with an appropriate outside agency.

The Reno Police Department places police officers in special job assignments to effectively utilize employee skills, allow personal development, and ensure high quality service to the community consistent with our departments Core Values of Respect, Integrity, Fairness and Service.

Officers of the Reno Police Department are responsible for appearance in the court system for most hearings, trials, or other court proceedings to which they were a party. A Court Liaison has been assigned to facilitate the appearance of officers at court proceedings and ensure that court appearances are never overlooked and that officers are available for court dates.

Reno Police Department uses electronic payroll reporting to ensure that all employees are paid promptly and accurately, while maintaining control of department budgetary components. The department requires its employees to complete the electronic reporting and submit supporting documentation to their immediate supervisor for approval, or in the absence of their immediate supervisor, to a supervisor within their chain of command.

It is the policy of the Reno Police Department to not allow the smoking, and to regulate the chewing, of tobacco products within the confines of City of Reno buildings and vehicles.

The professional standards of the Reno Police Department are maintained through established guidelines for planning, developing, and reviewing training courses. Administrative procedures have also been established for evaluation of internal and external training courses, guidance in the selection of personnel to attend courses, and maintenance of a data base to document attendance at trainings. Guidelines and procedures for travel for training or other workrelated purposes follow the City of Reno’s Travel Management Policy.

To ensure smooth processing and protection of employee rights, the Reno Police Department provides procedures for the handling of work-related injuries and exposure to communicable diseases.

This policy requires all employees to report on the job injuries in a timely manner, and all off-duty injuries that may restrict the employee’s duties. This reporting not only assists in having their injury properly cared for, but also meets the reporting requirements for the Worker’s Compensation system. This program is management directed to ensure fair and equitable application for all.

It shall be the policy of the Reno Police Department to use a Personnel Early Intervention System (EIS) to provide for the timely, systematic review of significant events involving agency employees; and to enable the agency to exercise its responsibility to evaluate, identify, and assist employees who exhibit signs of performance and/or conduct related problems.

The purpose of this Directive is to establish effective guidelines, consistent with Title VI of the Civil Rights Act of 1964 and the Omnibus Crime Control and Safe Streets Act of 1968, for departmental personnel to follow when providing services to, or interacting with, individuals who are LEP.

It is the policy of the Reno Police Department to conform to current court rulings regarding disclosure of evidence to defendants. This includes the possible disclosure of information regarding the employees that are involved in the investigation and prosecution of the case. This policy will set the procedure by which such disclosures will be made to the prosecuting attorney.

It is the policy of the Reno Police Department that members will meet all driver’s license requirements for their current position.

The Reno Police Department recognizes that adequate sleep is one of the keystones of mental and physical health. Research has shown that sleep deprived Officers have greater odds of falling asleep behind the wheel, a higher incidence of citizen complaints, and are more prone to making serious administrative or safety errors. Shift work can increase the incidence of sleeping disorders. The same research shows that Officers had an 8 times greater incidence of sleeping disorders than is observed in general population. Sleep deprivation is also associated with a host of health problems.

The Reno Police Department is committed to ensuring the integrity of all departmental records and reports. The Reno Police Department uses a case/incident numbering system to provide an efficient procedure for filing and retrieving police reports and information regarding calls for service.

In addition to City of Reno personnel files, the Reno Police Department maintains files pertaining to internal personnel functions, such as job performance, training and education, disciplinary action, commendations, and on-the-job injury/illness. Members of the Reno Police Department will maintain the confidentiality of these files to the extent permitted by law. Personnel files will be maintained in accordance with applicable records retention schedules.

All of the Reno Police Department’s Watch Logs are intended to be utilized for intra-departmental communication among personnel, between shifts, divisions, sections and command staff. Logs are used by different departmental personnel to review recent noteworthy events, prepare shifts, address trends, and to staff cases appropriately. Watch Logs are also intended for departmental use to share crime trend data, officer safety information and planned event coverage. All Watch Logs are confidential, internal documents and may not be disseminated without necessary redactions and approval from the Chief of Police/designee.

Recognizing that employee parking around the Reno Police Station is limited, the department authorizes parking of employee vehicles in accordance with certain restrictions listed in this general order. Nothing herein constitutes a contract to provide neither services nor a guarantee that parking will be provided by the City. Neither the City of Reno nor the Reno Police Department is liable for any damage to private property or personally owned vehicle parked in the motor-pool or basement.

The Reno Police Department values the trust and confidence of the community and as such department members must give thoughtful consideration to their actions to avoid damaging the reputation and trust the department has with the community. Nothing in this policy is intended to prohibit or infringe upon any communication, speech or expression that is protected or privileged under law. This includes speech and expression protected under state or federal constitutions as well as labor and other applicable laws. Employees are encouraged to consult their rights under the National Labor Relations Act.

Employees may not use any Copyrighted Works for other than law enforcement purposes without the written consent of the owner.

It is the policy of the Reno Police Department to broadcast information to field units or to the general public, and to assist outside agencies in their efforts to locate wanted subjects that may be in our jurisdiction.

NRS Chapter 125A, Uniform Child Custody Jurisdiction and Enforcement Act, provides the laws and guidelines regarding child custody issues. NRS 125A.545 commonly referred to as the “full faith and credit act” allows law enforcement to make custody determinations based on orders issued outside the jurisdiction.

Alcohol intoxication is a health and safety issue best handled by agencies outside of the criminal justice system. Grossly intoxicated persons detained for civil protective custody are placed into the detoxification center at the Washoe County Jail for treatment.

It is the policy of the City of Reno Police Department to furnish appropriate auxiliary aids and services when necessary to ensure effective communication with persons with hearing impairments. This policy addresses those situations where a police officer, or civilian employee, after consulting with an individual with a hearing impairment, determines that the services of a “qualified interpreter” are necessary to ensure effective communication.

The policy and procedures regarding the investigations and enforcement of domestic violence

The policy and procedures regarding the issuance and filing of protections orders issued in the United States and Canada. Reference made regarding, No Contact Orders.

The Reno Police Department trains and expects officers to enforce the Driving Under the Influence Law.

The Reno Police Department is committed to preparing its personnel for emergency situations so that it may respond effectively, using departmental and community resources appropriately, in order to successfully conclude emergency situations and to mitigate the long term effects emergencies have on its operations and mission.

The Reno Police Department investigates the legal qualifications of work card applicants and privileged business licensees to ensure that a work card or business license is not issued to, nor held by, unqualified persons as provided by Reno Municipal Code, Chapter 5.01. The following information and enforcement guidelines have been established.

It is the policy of the Reno Police Department to report all acts and incidents related to hate crimes and to thoroughly and completely investigate any hate-crime violence or activity. The Department is committed to applying its resources to protect the rights of all citizens, tourists, and visitors, regardless of race, color, creed, religion, or sexual orientation.

As hospitalized prisoners represent a potential escape risk and safety hazard to hospital staff, patients and visitors, the Reno Police Department has established procedures for the guarding of prisoners requiring hospitalization at local medical treatment facilities.

The Reno Police Department has a commitment to effective juvenile procedures. This function involves many tasks including enforcement of State and local laws with respect to juveniles, both as victims and offenders. Additionally, there is a need to foster activities that prevent and control juvenile delinquency. Due to their complexity, guidelines are also provided to assist officers in resolving child custody cases.

This policy has been established for the reporting of stolen license plates by citizens. Lost license plates do not require a police report.

The Reno Police Department places the highest priority on the safety and care of the people it serves. This policy has been established for proper handling and transportation of individuals requiring emergency medical care, non-emergency medical care and those suspected of having mental health issues.

Members of the Reno Police Department will make every effort to issue misdemeanor or traffic citations, in lieu of custodial arrest, to suspects who qualify for a citation.

All reports made to the Reno Police Department concerning missing persons will be given full consideration and attention.

It is the policy of the Reno Police Department to conduct missing children investigations thoroughly. This includes ascertaining the possibility of a criminal act, initiating immediate searches, treating all reports of missing children as abductions until facts or other circumstances prove otherwise, and accepting all reports of missing children, including telephone reports.

It is the policy of the Reno Police Department to maintain police patrol activities on a twenty-four hour basis with shift strength and assignment based on a number of variables to include the number of crimes and public safety concerns.

The Reno Police Department has established procedures for the care and operation of Department vehicles. To provide necessary emergency services, Department vehicles may be required to operate as emergency vehicles. Operation of emergency vehicles is regulated by state statutes and city ordinances. Drivers of emergency vehicles are exempt from certain “rules of the road,” but have a duty to drive with due regard for the safety of others.

Proper knowledge and procedures for escorting prisoners are essential to the safety and security of the prisoner, the officers involved, and the general public. Adherence to specific guidelines will be followed to ensure that the transport is efficient, safe, and secure. In order to avoid possible injurious situations involving prisoners, transporting officers, and canines, the Reno Police Department has also established procedures for transportation of prisoners by canine units.

The Patrol Division provides primary and general law enforcement services, principally in the form of uniformed patrol operations. As the uniformed police officer is often the most visible and accessible representative of local government, the nature of the services that the officer provides is necessarily broad.

The responsibility of the Reno Police Department is to protect lives and property, prevent crime, and provide professional police services to the citizens of Reno. To accomplish this, all employees must respond expeditiously and professionally to calls for or requests of service. They will provide police services that emphasize teamwork and mutual respect, actively participate in the Department’s operation, participate as required in community events, adhere to the principals of problem solving and demonstrate our core values of respect, integrity, fairness and service.

The Ride-Along Program allows citizens to accompany a police officer in a patrol car while he or she is at work.

The Reno Police Department has a legal and moral obligation to thoroughly investigate reports of sexual assault/child sexual abuse and to determine whether a crime has in fact been committed. Department personnel will conduct investigations in a professional and sensitive manner to protect the rights of the victim and the suspected offender. The purpose of this policy is to provide officers and investigators with guidelines for responding to reports of sexual assault, assisting victims, collaborating with local health and service agencies, and conducting interviews with victims, witnesses, and suspects.

The Reno Police Department’s Traffic Division oversees activities pertaining to enforcement of traffic laws, response to traffic accidents including investigative followup and accidents involving police vehicles, and education and statistical analysis of causative factors of traffic accidents.

The following procedures are provided to clarify responsibilities in vehicle pursuits from initiation to termination. Any deviation will be fully justified in writing by the officer/supervisor involved. These procedures are to be followed as a general rule although the facts and circumstances of a particular situation may require a different response. The decision to pursue will be limited to the facts known at the time. The ultimate responsibility for a vehicle pursuit or legal intervention lies with the officer/supervisor involved.

It is the policy of the Reno Police Department to ensure that fair, efficient and thorough investigations of traffic accidents or incidents involving City of Reno employees, takes place in a manner that is impartial and transparent.

It is the Policy of the Reno Police Department to protect human life and human rights. Officers must use only the amount of force that is Objectively Reasonable to effectively bring an incident under control, while protecting the safety of the Officer and others. Officers must only use that force which a reasonably prudent Officer would use under the same or similar circumstances. Officers are expected to apply force in accordance with departmental training.

Because Conducted Electrical Weapons (CEW) constitute an intermediate level of force, CEWs may be displayed or used only by authorized and trained personnel in accordance with GO P-400 Use of Force and additional guidelines established herein.

This policy has been established in order to ensure that procedural guidelines and legal requirements are met regarding vehicle impounds.

In accordance with NRS 289, it is the policy of the Reno Police Department that each peace officer who is involved in an officer-involved shooting or whose conduct resulted in substantial bodily harm to or the death of another person must submit to drug and alcohol testing, including, without limitation, testing for the use of cannabis, prescription drugs and illegal drugs. The drug and alcohol testing must be completed as soon as practicable after the officer-involved shooting or the conduct of the peace officer that resulted in substantial bodily harm to or the death of another person, but not later than the end of the involved peace officer’s shift. The administering of a drug or alcohol test pursuant to statute and this General Order is not determinative of any finding by the department that the officer’s conduct resulted in substantial bodily harm to, or death of, another person.

In order to enhance the community’s trust in this police department and improve accountability while respecting the legitimate privacy interests of residents and visitors to our community, the Reno Police Department has established these guidelines for the proper use, management, storage, and retrieval of video and audio data recorded by body-worn cameras.

The process for identifying suspects, such as using Live Lineups, Photo Lineups and Show-ups, are necessary to ensure the appropriate individual is arrested in conjunction with an investigation. The Reno Police Department has established this policy to ensure that Live Lineups, Photo Lineups and Show-ups are conducted in a method that is fair and reliable and in compliance with existing law.

NRS 171.1239 requires police departments to adopt written policies regarding the electronic recording of custodial interrogations that are conducted in a place of detention. It is the policy of the Reno Police Department to require sworn personnel to video and/or audio record custodial interrogations

The Reno Police Department is committed to providing the safest possible environment to its community and its employees and has established this general order for responding to incidents involving hazardous substances which include but aren’t limited to drug labs, accidental chemical spills and criminal acts involving hazardous substances.

The Reno Police Department employs a variety of animals with handlers to support its mission. Deployment of these animals requires specialized training for both the animal and handler. Utilization of these animals requires adherence to procedures that properly control their use of force potential and focus their capabilities into acceptable law enforcement uses. Departmental use of Working Animals must comply with applicable laws, case-law and general orders.

The Reno Police Department will train personnel in the proper fitment, use and maintenance of departmentally approved respiratory protection. Additionally, the department also provides for medical fitness screening of all personnel required to use respiratory protection, as governed by OSHA and the City of Reno’s Respiratory Protection Program. This policy applies to assigned employees who may be at risk of being exposed to respiratory hazards during the course of their duties. This policy is intended to comply with NIOSH, OSHA 29 CFR 1910.134 and the City of Reno Respiratory Protection Program (Supplement 5).

The Reno Police Department has established the position of Community Services Officer (CSO) to enhance delivery of a variety of police services to the community.

It is the responsibility of the Reno Police Department to handle disposition of explosive or incendiary devices, actual or suspected, to protect the lives and property of the citizens of Reno. The Reno Police Department will provide and maintain an Explosive Ordnance Disposal Team (EOD) as part of the Consolidated Bomb Squad. Members of the EOD Team are responsible for the handling, rendering safe, and disposal of improvised explosive or incendiary devices found or suspected within the City of Reno, and to act within the scope of the mutual aid agreement between the City of Reno, City of Sparks, and Washoe County.

To prevent homeless persons from becoming needlessly entangled in the criminal justice system and to ensure that qualifying individuals get proper referrals and assistance, the department has created the Homeless Evaluation Liaison Program (H.E.L.P.). H.E.L.P. is a link between police personnel and available resources for homeless persons.

The objective of the Criminal Intelligence Unit is to provide the Reno Police Department with sound information that assists in efforts to protect the public and suppress criminal operations. The Unit collects and analyzes information on individuals and groups suspected of involvement in domestic and foreign based terrorist activity. This information is given to the Deputy Chief in charge of the Detective Division for analysis and dissemination. Intelligence information that involves public safety will be provided to officers in a timely fashion.

Positive news media relations are vital to the Department’s law enforcement responsibilities. Law enforcement agencies depend on community support, trust, and confidence. The news media is the most effective way for the Department to communicate its priorities and accomplishments to the public, and can be an ally to law enforcement efforts. It is the policy of the Department to make every effort to keep the news media informed. The Department will inform the community, through the news media, of pertinent law enforcement related events or activities occurring in the City of Reno unless the release of information will jeopardize an individual’s rights, impair prosecution, or hinder law enforcement efforts.

The Reno Police Department is responsible for the safeguarding and proper disposal of property in its custody. The department strives to maintain property in the same condition as received and to preserve the evidentiary value and integrity of property received for possible court presentation. To support that goal, all department personnel coming in contact with property or evidence will secure and document those items in accordance with this policy prior to the conclusion of their shift. Unless property is contraband, or must be presented in court, every reasonable effort will be made to ensure its return to its rightful owner. Property which cannot be returned to its owner will be disposed of in accordance with Section 2.06.060 of the Reno Municipal Code.

The Reno Police Department is committed to providing the citizens of Reno with an environment free of the influence of vice-related crimes. The Department will design and implement aggressive strategic enforcement of vice-related laws by utilizing innovative investigative techniques targeting specific problems.

It is the mission of the Reno Police Department’s Honor Guard to respond to special events as a highly disciplined team serving with honor at ceremonial functions, with respect and dignity at funeral services for active/retired personnel and personnel that have died in the line of duty, and provide comfort and compassion for the survivors; these events are approved by the Chief of Police/Designee and they are accomplished through drilling in military etiquette and attention to detail.

It is the policy of the Reno Police Department (RPD) to handle incidents involving persons suffering from a Behavioral Health Issue with care and expertise, ensuring that such persons receive appropriate assistance based on their needs. Diverting persons suffering from a Behavioral Health Issue away from the criminal justice system and towards treatment, whenever appropriate and available, is the desired outcome. Whenever possible, CIT trained officers and/or MOST will respond to incidents involving persons suffering from Behavioral Health Issues. The policy complies with NRS 289.680 which requires agencies to adopt policies for interacting with persons suffering from a Behavioral Health Issue.

The Department recognizes that the use of unclothed searches and body cavity searches may, under certain conditions, be necessary to protect the safety of officers, civilians and other prisoners to detect and secure evidence of criminal activity. Recognizing the intrusiveness of these searches on individual privacy, however, it is the policy of this department that such searches shall be conducted only with proper authority and justification, with due recognition and deference for the human dignity of those being searched and in accordance with the procedural guidelines for conducting such searches as set forth in this policy.

The Reno Police Department does not condone the racial profiling of any group by sworn personnel and prohibits any policy, procedure, or practice that constitutes racial profiling, or any activity that results in racial profiling of any segment of the population for the purposes of traffic stops or investigations.

To assist employees with career development, and to provide the highest levels of service to the community, the Reno Police Department has established a voluntary program for officers/supervisors to be temporarily assigned to internal units. For a period of time to be determined by the employee’s direct supervisor and the TDA unit supervisor, employees can be temporarily assigned to a unit other than their regularly assigned unit within the department: General Detectives, Street Enforcement Team, Traffic, Internal Affairs, Training and the Regional Gang Unit. During this assignment, employees will be introduced to several topics aimed at enhancing their skills/knowledge.