The International Association of Chiefs of Police (IACP) honors law enforcement professionals that exhibit leadership, excellence, and innovation. The IACP offers a variety of awards such as Police Officer of the Year; Leadership Awards Program; 40 Under 40; Trooper of the Year; Indian Country Officer of the Year, and more.

Recognizing law enforcement professionals, agencies, and partner organizations from around the world, award winners display initiative and commitment to the profession. View the 2020 IACP Awards Program.

Contact [email protected] with any questions. 

The National Consortium on Preventing Law Enforcement Suicide™ (the Consortium) is a group of multidisciplinary experts with a common goal of preventing officer suicide. Convened by the IACP, the Consortium focuses on solutions to emerging challenges and successes of the field in addressing mental health and preventing officer suicide.

With funding and support from the U.S. Department of Justice’s Bureau of Justice Assistance and in partnership with the Education Development Center, Inc. and the National Action Alliance for Suicide Prevention, the IACP convened the Consortium. Representing fields such as law enforcement, mental health, and suicide prevention, families, and academia, the Consortium of multidisciplinary experts and stakeholder organizations has the common goal of preventing officer suicide. 

Visit the BJA VALOR website for more information. 

This Law Enforcement Family Engagement Assessment Tool is designed for agencies to develop the framework for a successful relationship between the department, officers, and their families.  Users will participate in a SWOT analysis to identify existing resources and potential challenges, then translate SWOT analysis outcomes into short-term and long-term goals for family engagement. 

Technology advances rapidly in today's environment, and these technological advancements can help make policing more effective and more efficient. At the same time, new technology can also raise concerns from the public about how police use technology and for what purposes.

These documents provide overarching considerations for police agencies regarding the ethnical implementation and use of any technology systems.

The increased use of face coverings presents a unique challenge to law enforcement officers. Wearing a face covering is a personal and/or public health defense against spreading communicable diseases. However, personal comfort with wearing a face covering varies from person to person. This can present challenges for law enforcement officers called upon to enforce public health orders.

Individuals may experience forms of bias related to their choice to wear or not wear a face covering. Similarly, community members may misinterpret the intentions of an officer wearing or not wearing a face covering during an interaction; the effects of implicit bias can work in both directions.

An officer’s role in enforcing or not enforcing orders to wear a face covering can be difficult to navigate and can vary from one jurisdiction to another. In these circumstances, officers should remember that there are a variety of reasons individuals may choose to wear a face covering or not to wear a face covering (including certain medical conditions), and it is important to refrain from making premature assumptions.

Further, because face coverings block facial expressions that help humans interpret language, communication between community members and law enforcement can be even more challenging when either or both parties are wearing face coverings. This creates enhanced susceptibility (from both officers and community members) to relying on stereotypes and other forms of implicit bias.

Tips for officers interacting with the public regarding
face coverings:

• It is important to treat all individuals with dignity, respect, and empathy regardless of the officer’s personal views of wearing a face covering. These values should guide all interactions with community members.
• Unless otherwise directed by authorities in your jurisdiction, educate and assist those not wearing a
• face covering before relying on enforcement.
• Be cognizant of your own potential implicit biases toward wearing of a face covering.
  • While masks can potentially be used to conceal a person’s identity, face coverings like those used for health, religious, and/or cultural concerns are less likely to be used for such purposes, especially during a public health crisis.
  • If you suspect someone may be involved in criminal activity, make sure to have justifiable reason for this suspicion. Consider the totality of the circumstances, and ensure intuitive judgements are supported by objective observations.
  • There are legitimate reasons for not wearing a face covering in public (such as certain health conditions, for example). Just as with individuals wearing a face covering, be careful not to make assumptions about an individual not wearing a face covering.
• Clear communication is imperative.
  • Members of the general public may be intimidated or fearful of officers wearing a face covering, which may heighten their defensive reactions.
  • Face coverings block facial expressions, which makes verbal communication more prone to misinterpretation.
  • When interacting with a member of the public in an outdoor setting, consider stepping at least six feet away to remove your own face covering and introduce yourself, then replace your face covering and continue interaction from a closer distance.
  • Supervisors should also closely monitor department operations to detect and address biased enforcement activities.
  • Some resources are included here for reference. This guidance will help law enforcement agencies recognize how implicit bias can influence enforcement decisions and provide support for equitable policing policies and trainings for all officers. However, it is important to always consult and follow the most current and relevant guidance available.

Resources:

• International Association of Chiefs of Police. 2006. “Addressing Racial Profiling: Creating a Comprehensive Commitment to Bias-Free Policing.” Protecting Civil Rights: A Leadership Guide for State, Local, and Tribal Law Enforcement, Chapter 6. Available at https://link.edgepilot.com/s/06be0713/_9a6fx1BQUC4Ap1zHrnJcQ? u=https://www.theiacp.org/sites/default/files/all/p-r/PCR_LdrshpGde_Part3.pdf. 
• U.S. Department of Homeland Security, Federal Emergency Management Agency, and the International Association of Chiefs of Police. 2012. A Resource Guide to Improve Your Community’s Awareness and Reporting of Suspicious Activity for Law Enforcement and Community Partners. Available at https://link. edgepilot.com/s/b083799b/WERAfVs4BkShRFUrpysA8A?u=https://www.theiacp.org/sites/default/files/ all/s/SARResourceGuide.pdf. 
• International Association of Chiefs of Police and U.S Department of Justice, Office of Community Oriented Policing Services. 2018. IACP and COPS Office Resources: Community-Police Relations. Available at https://link.edgepilot.com/s/8f06bc44/6N1YBISdQkCivUV23bjNqQ? u=https://www.theiacp.org/ resources/iacp-and-cops-office-resources-community-police-relations.
• International Association of Chiefs of Police. 2020. Bias-Free Policing, Model Policy and Concepts & Issues paper. Available at https://link.edgepilot.com/s/c271308f/ARIAPWAxc0qKWeme6a_pGg?u=https://www.theiacp.org/resources/policy-center-resource/bias-free-policing.
• Centers for Disease Control and Prevention (CDC). 2020. About Cloth Face Coverings. Available at https://link.edgepilot.com/s/90f5076f/-39S-fqhg0qganwfJN31dA?u=https://www.cdc.gov/coronavirus/2019-ncov/prevent-getting-sick/about-face-coverings.html.

1. Enhancing Law Enforcement Response to Victims: 21st Century Strategy

   1a. Roles and Responsibilities of Agency Personnel

2. Enhancing Law Enforcement Response to Victims: Implementation Guide

3. Enhancing Law Enforcement Response to Victims: Resource Toolkit

4. Enhancing Law Enforcement Response to Victims: Training Supplement

Videos

• Victim Response 1
• Victim Response 2
• Victim Response 3
• Victim Response 4

   

This document includes contact information for 2020-2021 Policy Council, Section, and Committee Chairs. 

This document, developed by the IACP and AEquitas, assists multidisciplinary anti-human trafficking task forces to develop a process that details how they will work with local, state, and federal prosecutors to conduct case reviews and referrals for both state and federal prosecutions. This guidance helps stakeholders to evaluate federal and state criminal justice systems in order to make informed decisions on the most effective route to pursue prosecution based on a thorough analysis of each legal system’s statutes, policies, and procedures. 

For more information, please contact the IACP Anti-Human Trafficking team at [email protected] or visit the IACP Anti-Human Trafficking Webpage. 

Click here to watch the FREE IACPlearn video about this document.

This publication was produced by the International Association of Chiefs of Police (IACP) under 2020-VT-BX-K002, awarded by the Office for Victims of Crime, Office of Justice Programs, U.S. Department of Justice. The opinions, findings, and conclusions or recommendations expressed in this webpage are those of the contributors and do not necessarily represent the official position or policies of the U.S. Department of Justice.

Police leaders in the U.S. may require employees to be vaccinated without violating any federal statutes. However, employers are required to consider religious accommodation requests under Title VII of the Civil Rights Act of 1964 (Title VII) and medical accommodation requests under the Americans with Disabilities Act (ADA). This aligns with the ways in which departments may similarly mandate tetanus; hepatitis; measles, mumps, and rubella (MMR); and/or flu immunizations, or issue medical requirements for health and fitness.

MEDICAL AND RELIGIOUS EXEMPTIONS
Employees can refuse to be vaccinated if they have valid medical or religious objections to vaccination.

• Employees seeking a medical exemption or accommodation must establish a qualifying disability under the ADA or state/local regulations that prevents them from taking the vaccine.
• Employees seeking a religious exemption or accommodation under Title VII must establish that the vaccine would violate a sincerely held religious belief, practice, or observance.
• Moral, ethical, or personal objections, including antivaccination positions, are legally insufficient to obtain an exemption or require an accommodation.
• Where a religious or medical objection is raised, an employer must offer to engage in what is called the “interactive process” – a collaborative discussion to determine if an individual’s objections can be accommodated.

Accommodations for an employee exempt from vaccination can include such things as:

• Increasing or mandating the use of personal protective equipment (PPE)
• Moving the employee’s workstation
• Temporary reassignment
• Virtual or remote working
• Minimizing interactions with other employees or the public

In many cases, such accommodations will not be possible, especially for line officers. And, depending on the size of the department, they may place an undue burden on the employer, making any requested accommodation unreasonable. If, after engaging in the interactive process, no reasonable accommodation can be found, employees may be terminated or granted unpaid leave.

OPERATIONAL CONSIDERATIONS
Absent further guidance from the U.S. Equal Employment Opportunity Commission (EEOC), agencies considering a mandatory COVID-19 vaccination program should consider the following actions:

• In departments with collective bargaining agreements, provide notice and an opportunity to request bargaining to agreement or impasse before implementing a new rule.
• Provide access to and pay for the vaccine if it is not already covered by health insurance.
• Update job descriptions to specify essential functions that might compel mandatory vaccination (i.e., travel, public interaction, etc.).
• Consider, based on job descriptions, whether a mandatory policy is necessary for all members of the department in light of other alternatives such as remote work and other CDC-recommended measures to prevent the spread of COVID-19.
• Plan for a staggered vaccination schedule in consultation with medical providers, should employees experience side effects and be unable to work after receiving the vaccine.
• Maintain records of vaccinated employees, but keep medical records separate from general personnel files and limit internal access to medical information to those with a specific need to know.
• Recognize that employees suffering allergic reactions or other adverse side effects to mandatory vaccinations, as well as those infected with COVID-19 by coworkers, could file workers’ compensation claims.
• Keep in mind that a vaccine is not a fail-safe for an employer’s general obligation to provide a safe working environment.
• Consult with legal counsel to navigate the laws and regulations related to how COVID-19 impacts the workplace.

As COVID-19 vaccines are approved by the U.S. Food and Drug Administration (FDA) and become available for use, employers should continue to monitor guidance and regulations relating to vaccinations in the workplace from the EEOC, Centers for Disease Control and Prevention (CDC), and other federal, state, and local authorities.

ADDITIONAL RESOURCES

• Collins, John M. Mandating Vaccinations for Public Safety Personnel. Police Chief Magazine, January, 2021. www.policechiefmagazine.org/chiefs-counselmandating-vaccinations
• CDC: COVID-19 Vaccines: https://www.cdc.gov/coronavirus/2019-ncov/vaccines/index.html
• CDC: COVID-10 Vaccine Plans by State/Territory: https://www.cdc.gov/vaccines/covid-19/covid19-vaccination-guidance.html
• EEOC: What you should know about COVID-19: https://www.eeoc.gov/wysk/what-you-should-know-aboutcovid-19-and-ada-rehabilitation-act-and-other-eeolaws
• EEOC: COVID-19 Guidance: https://www.eeoc.gov/coronavirus
• FDA: COVID-19 Vaccines: https://www.fda.gov/emergency-preparedness-and-response/coronavirusdisease-2019-covid-19/covid-19-vaccines

ACKNOWLEDGEMENT
This document was created from the article, Mandating
Vaccinations for Public Safety Personnel in the January
2021 issue of Police Chief Magazine by John M. (Jack) Collins, Attorney, Public Safety Legal Advisor, Martha’s Vineyard, Massachusetts.
 

The IACP is accepting applications from law enforcement agencies interested in developing officer and family wellness programs. The Law Enforcement Family Support Program Training and Technical Assistance (TTA) Program will equip officers, departments, and families with the tools needed to establish and/or enhance family wellness and support programs.

These tools serve to assist supervisors in ensuring that reports capture significant and comprehensive details and the totality of crimes that occurred. The checklists can also be utilized by first-responders as a training tool to highlight the specifics needed in a thorough report, and as a resource for first-responders as they complete reports, interview victims, and reflect on whether pertinent information has been effectively documented. 

Anti-Human Trafficking Content on IACPlearn Online Training Portal  

IACPlearn is your hub for all on-demand and live virtual learning such as training, webinars, and podcasts. Users can access IACP content and training anytime, from any device. Find resources on community-police engagement, ethics, leadership, and more.   

View this brief welcome video to learn more about IACPlearn  
 

The following Anti-Human Trafficking content can be found on IACPlearn:  

Virtual Training 

• Effective Strategies to Investigate and Prosecute Labor Trafficking in the U.S. 
  • Identifying Labor Trafficking in the U.S.
  • Trauma-Informed Approaches and Interviewing of Labor Trafficking Victims in the U.S.
  • Investigating Labor Trafficking in the U.S.
  • Language Access and Immigration Relief Tools in Labor Trafficking Investigations in the U.S.
  • Achieving Justice in Labor Trafficking Cases in the U.S. 
• Child Sex Trafficking: A Training Series for Frontline Officers 
• The Crime of Human Trafficking: Roll-Call Training Video

Webinars 

• Evolving Police Responses to Human Trafficking: Lessons Learned from Three Jurisdictions
• A Hidden Crime: Labor Trafficking in the U.S.
• Developing Data-informed Responses to Human Trafficking
• Succession Planning Within Human Trafficking Task Forces
• Newton's Law: Secondary Traumatic Stress
• Understanding and Responding to Family-Facilitated Human Trafficking
• Prosecution Foundations: Capturing the Totality of the Trafficker's Criminality
• Prosecution Foundations: Educating the Judge and Jury about the Realities of Human Trafficking
• Partnering with the Trucking, Bus, and Energy Industries to Combat Human Trafficking 
• Confidentiality in Collaborative Settings: Building Relationships with Each Other & Survivors
• Maximizing Justice: Building a Prosecution Review Process 
• Building Human Trafficking Cases with Intimidated and Missing Victims 
• Building Human Trafficking Cases with Traumatized Victims
• Working with Experts to Combat Common Defenses in Human Trafficking Cases
• The Intersection of Human Trafficking and Financial Investigations 
• Defining Justice Beyond Arrest and Prosecution
• Analyzing Culpability/Charging Decisions in Human Trafficking Cases
• Multidisciplinary Information-Sharing in Anti-Human Trafficking Task Forces 
• Sex Trafficking of Men and Boys 
• Successful Approaches to Working with Social Media for Human Trafficking Outreach and Awareness 
• The Role of Data and Analysis in Human Trafficking Initiatives 
• Sustaining Task Force Operations  
• The Essential Role and Function of Task Force Coordinators 
• Developing Your Labor Trafficking Threat Assessment
• Expanding Partnerships to Combat Human Trafficking 
• Role of America's Law Enforcement in Labor Trafficking Identification 
• Partners Against Crime: The Investigator and Analyst Relationship in Human Trafficking Investigations
• Drugs as Coercion: Human Trafficking and Toxicology
• Prosecuting Human Trafficking Cases: Going Forward Without a Victim 
• The State of Modern Slavery in the U.S.: Trends and Tools for Law Enforcement and Victim Service  Providers 
• Labor Trafficking: Improving Victim Identification 
• Immigration Relief for Human Trafficking Victims: T Visa, U Visa, and Continued Presence 
• Approaches to Prosecuting Labor Trafficking Cases with Civil Rights Laws 
• Closing the Door on Illicit Massage Businesses: Holding Traffickers Accountable
• Navigating the Roadmap: A Guide to Development and Operations for Multidisciplinary Anti-Human Trafficking Task Forces
• Building Successful Human Trafficking Cases Using Digital Evidence: Investigative Tools for Law Enforcement
• Human Trafficking in American Indian and Alaska Native Communities 
• Untangling Survivor Engagement: Promoting Comprehensive Collaboration
• Writing it Right: Documenting Human Trafficking
• Community Engagement as Part of Your Human Trafficking Response

For more information, please contact the IACP Anti-Human Trafficking team at [email protected] or visit the IACP Anti-Human Trafficking Webpage.