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Proposed revision to Law Enforcement standard 22.1.3 relating to bonding/liability

At a recent meeting of the Standards Review and Interpretation Committee (SRIC) the committee directed staff to post for client comments the following proposed standard revision.  This proposed revision will reinstate bullet (d) requiring liability protection for all employees. Standard 22.1.10 references liability protection for sworn employees consistently between positions. Please post your comments prior to Friday September 3rd, 2021.


22.1.3 (LE1)(M M M M) (LE1) Benefits Program

The agency has written directives that describe the following personnel programs:

    1. retirement program;
    2. health insurance program;
    3. disability and death benefits program;
    4. liability protection program; and
    5. employee educational benefits, if any.


The agency's retirement program may be provided by a local jurisdiction, the state, or the federal Social Security Act. The program may indicate a minimum-age requirement and a mandatory age for retirement. The directive should note the extent to which each benefit is available to the various classes of personnel employed by the agency (full-time, part-time, volunteer, and reserve personnel, as appropriate).

The agency should, through insurance programs or direct financial support, provide compensation for temporary, partial, or total service connected disability. A monthly compensation for survivors in case of a service-connected death should be provided.

Specific provisions of the liability protection program should cover employees for actions or omissions directly related to their law enforcement function. The program should protect employees from liability arising from acts or omissions leading to personal injury, death, or property destruction that, in turn, could lead to legal civil action against them. 

When offered, educational benefits go beyond those opportunities provided employees through in-service, specialized, and advanced training. Generally, the employees pursue higher education on their own initiative and on their own time. Because the value of employees to the organization is enhanced by their continuing education, the agency should encourage and facilitate their pursuit of higher education and provide whatever tangible benefits it can to them for academic achievement. Educational benefits may include leave, scheduling adjustments and accommodation, tuition reimbursement, and salary augmentation based on educational achievement.  (M M M M) (LE1)

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