Impartial Policing Policy

Guidelines

Issued: Date Issued – August 12, 2013
Revised: Date Revised – November 22, 2013

Purpose

The purpose of the policy is to reaffirm WUSM Protective Services’ commitment to unbiased policing in all its encounters between officers and any person; to reinforce procedures that serve to ensure public confidence and mutual trust through the provision of services in a fair and equitable fashion; and to protect our officers from unwarranted accusations of misconduct when they act within the dictates of departmental policy and the law.

It is the policy of Protective Services to patrol the campus in a proactive manner and to investigate suspected violations of law/university policy violations.  Officers shall actively enforce federal, state and local laws, in addition to university policy violations, in a responsible and professional manner without regard to race, ethnicity, national origin or any other bias.  The right of all persons to be treated equally and to be free from unreasonable searches and seizures must be respected.

This policy does not preclude officers from offering assistance to persons nor does it prohibit stopping someone suspected of a crime based upon observed actions and/or information received about a potential felony

Definitions

Bias is the selection of individuals based solely on a common trait of a group.  This includes but is not limited to race, ethnic background, gender, sexual orientation, religion, economic status, age, cultural group or any other identifiable groups.

Bias-based Profiling is an enforcement action, detention or interdiction based solely on a trait common to a group of people, rather than on the individual’s behavior and/or information tending to identify the individual as having engaged in criminal activity.

Process

Officers are expressly forbidden from using bias-based or racial profiling in the selection or identification of potential criminal suspects.

Proper stops are based on observable and articulable actions and behaviors. They are not based on “he/she didn’t look like they belonged there”.

Training

All officers will complete Perspectives on Profiling CD-ROM Training from the Simon Wiesenthal Center Museum of Tolerance.  They will then take part in a facilitated discussion with their supervisor and at least two other peers about the training.

Personnel will view the CD-ROM training on a rotating basis with future training from the Simon Wiesenthal Museum of Tolerance.  Personnel will retake the training every three years.  Supervisors will facilitate the discussion panels on their shifts.

New officers will view the CD-ROM within their first two weeks of hire.  A supervisor will facilitate the discussion with at least two other peers.

Complaint Investigation

Protective Services will accept complaints from any person, who believes they have witnessed Protective Services engaged in bias-based profiling or racial profiling.  No one wishing to make a report will be discouraged, intimidated or coerced into not filing a complaint nor will they be discriminated against for doing so.

All Protective Services personnel are required to report any activity, which they believe may constitute biased-based profiling or racial profiling to their Supervisor.  The Supervisor will forward a report of this activity to the Director of Protective Services.

The Director of Protective Services will designate an investigator to look into the allegation and report his/her finding to the Associate Vice Chancellor for Facilities Management.

Public Education

Protective Services will inform the public about it policy against bias-based and racial profiling on its website, wusmproserv.wustl.edu.

Annual Review

Each year, the Command Staff will conduct a documented review of the Bias-Based Profiling Policy, departmental practices as well as citizen complaints and concerns.  The command staff will then recommend any improvements as needed.