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HomeMy Public PortalAbout7/1/2013-6/30/2016 Watertown Police Supervisors Association MOAMEMORANDUM Or AGREEMENT BETWEEN TOWN OF WATERTOWN AND WATERTOWN POLICE SUPERVISORS ASSOCIATION, MCOP LOCAL 373 WHEREAS, the Watertown Police Supervisors Association, MCOP, Local 373 ("Union") and the Town of Watertown ("Town")are panties to a Collective Bargaining Agreement that was effective from July 1, 2013 to June 30, 2016 ("CBA"). WHEREAS, pursuant to the wage reopever provision contained in the meIl orandtlm of agreement -for. the CBA the Union requested to meet with the Town for the purposes of discussing the CBA, WHEREAS, the parties Islet to discuss the matter and ultiniately reached agreement on the modifications to the CBA`that are set forth in this Agreement, NOW THEREFOR, the parties hereby agree, subject, to ratification by the Union membership and appropriation by the Towel Council, to modify their July 1, 2013 through June 30, 2016 CBA as follows: 1. ARTICLE 3, SECTION A — COMPENSATION -- STEP ADJUSTMENT Effective Jame 8, 2016, increase existing Step 3 of sergeant pay scale by 1%. Also, effective June 8, 2016 adjust the pay scales of the lieutenants and captains accordingly iti accordance with the 17% rank differentials. 2. ARTICLE 3, SECTION B — COMPENSATION — SPECIALIST PAY Effective June. 30, 20'l6, convert existing flat dollar amounts of'specialist pay to percentage of top step Sergeant rate of pay; but with no increase in amount of specialist pay to be received. 3. ARTICLE 3; SECTION E —COMPENSATION — WIIKEND DIFFERENTIAL Effective July 1, 2015, increase differential by 1.5%, 4, ARTICLE 4 — EDUCATION Effective June 30, 2016, increase annual education incentive benefit for non-Quilin eligible'officers to the following amounts; o $4,500.00 for all Associate's degree in law onforcerriellt or criminal justice, or 60 points earned toward a Baccalaureate Degree in law enforcement or criminal justice. $8,000.00 for a Baccalaureate Degree in law enforcement or criminal justice. $9,750,00 for a Master's Degree in law enforcement or criminal justice, or a degree in law. (Tire Union aclaio.wle(lges tht'it nomembers are currently eligible to receive this benefit.) 5. ARTICLE 5 — LONGEVITY PAY Effective ]line 30, 2016, increase existing longevity levels by $900.00. (The Union ackno114eelges that no members are currently eligible to receive this benef1t.) 6. ARTICLE 30, SECTION C - DEFIBRILLATOR PAY Effective Ame 30, 2016, increase defibrillator pay by p,12%. 7. ONE TIME BONUS PAYMENTS Upoil funding of this Agreement, the employees identified below shall receive a one time bonus payment in the amount specified: Lt.O'Cotnnor $1,038.01 Sgt. Hoiseth $851.55 Sgt. Kelly $780.61 8. POLICY CHANGES (NON-CBA CHANCES) The Union accepts the version of the policies set forth below that were previolmly agreed to by the Patrol union. / a. Mandatory Bony Arl��ol policy(Attachment A) b. Narcan. policy (Attachment B) c. Drug testing policy (Attachment C) For tile Town of Watertown C�- _— Michael - riscoll, Town Manager Datecl:VF -// 582879v.2131 4000091 For WatertowIl Police Supervisors Association, /7 Dated:6 / f 2 MEMORANDUM OF AGREEMENT BETWEEN TOWN OF WATERTOWN AND WATERTOWN POLICE SUPERVISORS ASSOCIATION, MCOP LOCAL 373 The Town of Watertown and the Watertown Police Supervisors Association, MCOP Local 373 hereby agree, subject to ratification by the Union membership and appropriation by the 'town Council, to a three (3) year collective bargaining agreement effective July 1, 2013 ! ' = through June 30, 2016 which shall contain the same ie'rnrs and coiiciitions as the parties' most recent agreement, except as modified by the following: ' 1. Duration: July 1, 2013 through June 30, 2016. 2. Wage increases: a. July 1, 2013 — 2.5% b. July 1, 2014 -- 2.5% c. July 1, 2015 -- 2.5% 3. Step increase: Effective January 1, 2015, add new Step 3 to sergeant pay scale that is 1 % higher than existing Step 2. All current sergeants will move to this third step oil January 1, 2015. In the fixture, employees will move to this new step oil the anniversary date signifying the beginning of the officer's P year of full-timc eniployrnent as a sergeant. Also, effective January 1, 2015 adjust the pay scales of the lieutenants and captains accordingly in accordance with the 17% rank differentials. 4. Effective on or after August 1, 2015, implement drug�testing policy. (Attachment A hereto) 5. Effective July 1, 2014, decrease from four (4) to three (3) the number of shift coverages that the officers who work administrative schedules may be utilized during their regular work shifts to backfill supervisory vacancies that occur during their regular work shifts in other divisions of the Police Department as provided for in Article 15(c). G. ARTICLE 3, SECTION B — SPECIALIST PAY Effective July 1, 2013, increase annual stipend for Detective Lieutenant to $2,000,00. 7. ARTICLE 14, SECTION B -- PAID DETAILS (DISTRIBUTION) Insert new sentence at end of section as follows: "Officers who receive less than four (4) hours' notice of a detail and who refuse same shall not have said refusal charged against hinl/her." 8. ARTICLE 14, SECTION C(1) -- PAID DETAILS (RATES) Effective upon implementation of CBA, increase private detail rate to $53.00 per hour. 9. ARTICLE 14, SECTION C(2) — PAID DETAILS (RATES) Effective upoll implementation of CBA, revise section to react as follows: "Ili addition to the detail rates provided in paragraph Cl, an additional rate of $10.00 Per hour shall be paid to employees for all hours worked at a strike or labor dispute, with a minimum guarantee of four (4) hours pay per detail for each employee so assigned. Ali ., employee who works a detail that exceeds eight (8) hours ill duration and wlio is held over oil said detail shall be paid I %2 tir7res the detail rate for the hours for which the employee is held over past the eight (8) hours." 10. ARTICLE 14, SECTION J (NEW) —PAID DETAILS (SUPERVISION) Effectivc upon implementation of CBA, add new Section J to react as follows: "Whenever there are twelve (12) or more details scheduled for a given shift, the Department will assign a supervisor to oversee said details. The supervisor will be paid at his/her overtime rate for a miiiiimum of four (4) hours. If at any time, fter the first four (4) hours the number of details drops below twelve (12), the Chief, in his discretion, may release the supervisor from said duty. For purposes of this secti011, the officers assigtrecl to multi -officer details which already require the assignvuent of a supervisor to said detail per the provisions of Section C(1}above shall not be counted when determining whether twelve (12) or more details exist within the meaning of this section." (Note: Work under this Section to be assigned to sergeant first. Existing OIC position to be assigned to lieutenant first.) 11. ARTICLE 16 — CLOTHING ALLOWANCE Effective July 1, 2015, aimual clothing allowance, which is currently $1,300.00, to be rolled into base pay. Officers shall be responsible for purchasi►rg and maintaining their own ul►ifor•ms. 12. ARTICLE 30, SECTION C — DEFIBRILLATOR PAY Effective January 1, 2015, increase defibrillator pay to 2% of top step sergeant base rate. 13. ARTICLE 32 — PERFORMANCE EVALUATION SUBCOMMI`1"I EE Activate performance appraisal sub-conunittee per existing CBA provision. (Note: No change in current language is being proposed. Town intent is to provide notice to Union of Town's desire to activate current language.) 14. RESIDENCY — (NEW ARTICLE) In accordance with MGL c. 31 sec. 58, as anie►pled, and MGL call see. 99A, the parties agree that the residency limit under the contract shall be within fifteen (15) miles of the limits of the `1'own. Said distance shall be measured from the closest border limits of the Town to the closest border limits of the city or town in which the employee lives. 15. POLICY CHANGES (NON-CBA CHANGES) The Union accepts the following policies: a. Mandatory Body Armor policy (Attaelrruent B) b. Narcan policy (Attachment C) 2 c. Epi-bens -- Officers will curry in addition to Narcan. d: New policy -- Require all officers to infol-nl Police Chief within 24 hours of any contacts with other law enforeeniellt agencies that result ill the officer's arrest, tile, filing of an application for criminal complaint or summons for a show cause proceeding where the officer is the subject of the application or proceeding and/or an application for a restraining order against the officer. 16. WAGE AND POLICY REOPENERS In the event that the'rown becomes party to a contract covering any other public safety bargaining unit, which contract provides for increases in compensation (computed in percentage terms, for purposes of comparison) greater than provided by this Watertown Police Superior Officers Association ("WPSOA") Agreement, the WPSOA shall have the right to reopen and renegotiate its Agreement with respect to compensation. The parties also agree that if the Town enters into agreement with the Watertown Police Patrolmen's Association where the Police Department policies concerning Narcan, drug testing or body armor are any different than the agreements reached between the WPSOA and the Town that the parties will illect to reconcile these differences. For the Town of Watertown Mie a J. DriscoIl, Town Manager Dated: � ��'/o� 52221 Sv.2l3140GJ0091 For Watertown Police Supervisors Association, ,� �,Gr�r� C" ✓ref c Dated:6 S. �S TOWN OF WATERTOWN POLICE DEPARTMENT DRUG TESTING POLICY Section 1. General a) The Town of Watertown has a strong 00111mit1rleIlt to its eillployees to provide a safe workplace and to establish programs promoting high standards of employee health. Consistent with tile spirit and intent of this conllnitment, the Town of Watertown has established this policy with the goal of continiling to maintain a work erlvironnlent that is free from the effects of drug use. Section_2.)?olic a) The illegal use, sale or possession of narcotics, drags, or other. controlled substances is a serious offense and is strictly prohibited, b) Officers who are under the influence of narcotics, drugs or other controlled substances, either on the job or when reporting for work, have tile potential for interfering %vith their owit, as well as their co-workers' safe and efficient job performance, c) Officers are expected to follow any directions of their health care provider concerning prescription medication and Must immediately notify their supervisor if any prescription drug is Iikely to have an impact oil job performance. In addition,' notification must be given at the tinge. of testing or screening as to any drugs or medicine being taken, provided, however, in cases of a first positive result, notice of such drugs or medicine play be given within 24 hours of the officer's notice of the test result. d) Officers, while on Town property or during an officer's work shift, including without limitation all breaks and meal periods, shall not consume or uso, or possess, on his or her person or in his or her locker or desk or other such repository, drugs, which are not medically authorized, nor shall officers use or be under tile, influence of such drugs.. e) Ally conduct on the part of all employee resulting from the arse of drugs off -duty that brings the Town into disrepute is expressly prohibited. f) A positive confirmation test as described in Seotio.n 4 below shall be a violation of this policy. g) Officers shall not refuse to comply with the testing or other requirements of this policy. 11) Any officer wllo voluntarily requests assistance in dealing with a personal drug problem may participate in t11e Employee Assistance Program (EAP) without jeopardizing iris or her continued employment with the Watertown Police Dopartnlent by reason of such request or participation. Because the program is being offered confidentially; an officer may utilize the program without the Town's knowledge. If an officer chooses to notify the Town or request assistance from t11e Town regarding a drug problem, that notice or request will not jcopardizc llis or her continued employment, provided the offroer stops any and all involveulent with the substance being used in accordance with his/her treatment, and maintains adequate job performance and proper conduct. While the BAP is a valuable source for dealing with a wide variety of personal problems, participation in the programwill ilot preclude disciplinary action for violations of this policy where appropriate. Seefiolt 3, Causes fol-Drog Testin a) Serious Incidents -- subject to the provisions of this article,, an employee may be subject to drug testing if involved in a "serious incident" which is defined as an unplamred, unexpected and unintended event which, 1, occurs during' working hours; and 2. initially appears to have been caused wholly or partially by the employee's actions; and 3.' results in either: i. a fatality, ii, an'unexplaincd life threatening injury to any involved party requiring significant medical treatment away from the scene of the event, or damage to property in excess of $20,000.00. An unexplained and unintended discharge of a firearm is also a "serious incident", b) Career Assignments •- An employee will be tested as a condition of prornotion. c} Reasonable Suspicion — An cinployce may be, tested after a deterrrrination by the Department that there is reasonable suspicion to test the employee that is based on specific, articulable facts and reasonable inferences therefrom. d) Random Testing -- All employee will be subj cot to testing at random, but not more often than two (2) tunes per calendar year. Random testing will occur tiv.'ough a computer generated random selection process administered by the Town's third patty testing administrator. Section A. Testing Procedure 1. A urine sample will be taken f om ate employee according to directions provided by Mt. Auburn Occupational Health, 2. The laboratory selected to conduct the analysis must be experienced and capable of quality -control, documerntation, and chain of custody and must possess technical expertise and demonstrated proficiency in radioinnnnrnoassay testing. 3. If required by the testing facility, the employee to be tested will be interviewed to establish the use of any drugs currently taken under medical supervision, Any employee taking drugs by prescription fronnn a licensed physician as a part of treatment, which would otherwise , constitute illegal drug use, must notify the tester in writing and include a letter from the treating physician. d. Confirmed test results will be made available to the employee at the same time they are made known to the Town. Employees having negative drug test results shall receive a memorandum stating that no illegal drugs were found. if the employee requests it, a cope of the memorandums -will be placed in the employee's personnel file. 5. The testing procedures and safeguards provided in this policy shall be adhered to by all personnel associated with the administering of drug tests. The cmployee will be assigned a test code identification for the purposes of maintaining anonymity and to assure privacy throughout the sampling and. testing procedure. The employee -Will sign and certify appropriate documentation that the coded identification on tine testing sample corresponds *ith the assigned test code identification. Eacln urine specimen collected under these requirements. will be divided to make two specimens, i.e. a pritinary specimen and a "split" spechien, Both specimens will be properly identified and sealed using tammpor evident identification seals. Copies of the completed custody form will accompany the specimens that are shipped to the designated, certified testing laboratory. $. - The cmployee to be tested will immediately report to the medical facility or laboratory designated by the Twwn to obtain the testing sample at the time specified by the Town. In, the case of random tests, the -Town will contaot the testing facility to schedule tire, employee to be tested within five (5) business -days of the Town being notified by the third party administrator that the employee's name has been drawn, All testing of employees will occur in unediately prior to, during or immediately after the employee's tour of duty and will be with pay,. 7. The Town will designate to the testing facility the purpose for which the sample is to be analyzed. Tine testing facility -will report confirmed findings only as to those specific areas for which the Towns requested testing. Tine testing shall consist of an initial screening test, and, if that is positive, a corifirnnation test. The conf3rmatiotn test shall be by gas chromatography/mass spectrometry. S. Each step of the processing of tine test sample shall be documented to establish procedural integrity and the chain of custody. "Allnere a positive result is ow imxned, test samples shall be maintained it) secured storage for as long as appropriate. Split specimens submitted to the initial testing laboratory will be maintained in frozen storage for at least GO days froth the date of . arrival if a positive test occurs on'the prinnary specimen to allow the employee the opportunity to obtain, at his/her omen expense, a follow-up test. 9. If an employee produces. a confirin.ed positive urine test, that individual will be given the - opportunity to present a legitimate medical explanation for the positive test to the MRO. The MRO shall contact the employee directly, on a confidential basis, to determine whether the employee wishes to discuss the test result' A staff person under the MRQ's supervision may make the innitial contact, and medically licensed or certified staff person tray gather information from the employee, The MR0 shall talk direetly with the employee before verifying a test as positive. The MRO shall review all medical records made available by the tested employee when a confirmed positive test could have resulted from legally prescribed medicatiotl. Prior to making a final decision to verify a positive test result for Ra omployee, the MRO shall give (lie elllployee' an opportutlity to discuss the test result with hin]/ller. Ater such discu,Ssiotl/opportutltty, the MR0 will make a final decision on the disposition of the test. Upon completion of all review procedures, the MRO will report a verified test result to the Department. If the employee is unable to provide as acceptable medical explanation for the presence of the substance, the MRO will report a positive test. The employee will also be advised by the Department of his/her right to request, at his/her own expense, a test of the split sample. 10. All urine speoinims will be analyzed for the following drugs: Marijuana metabolites Cocaine metabolites Amphetamines Opiate metabolites (including heroin)* Phencyclidine (PCP) Positive tests will be determined using the their current cutoff levels established by the United States Department of Transportatiotl. Although subject to-cliange, the cutoff levels as of the tithe of this policy were as follows,. Initial test cutoff Coll firnratory test • Coil firtnatou test cutoff Initial test anal fc y concentration analyte conceniration { Marijuana metabolites ;50 ng/mL THCA( 15 ng/.mL Cocaine retabolites 150 ng/mL Betlzoyleegonille 100 ng/mL f -O iate metabolites - C:odohie/Mor hilO 2000 ng/mL. -Codeine 2000 nghnL -Morphine 2000 ng/mL -6-Acctylmotphine ;10 ng/mL .6-Acetyltnorphine 10 nghnL Phenoyclidine 25 ng/nil, Phencyclidine 25 ng/mL.... AihphetamineS3 '250 AMP/MAMP'. .500 ng/mL Alnphetatnina ng/mL Methamphctamhie5 250 ng/mL MDMAb- 500 nghnL MDMA 250 n hnL _ MDA7 250 ng/niL MDEAI 250 n /niL ; Section 5. Refusal to Particil)ate /Tampering a) Any refusal to participate in ally of the tests authorized in this policy will be treated as a positive result and a violation of this'policy, b) If there is any evidence that an officer engaged ill sample tampering, sucli'conduct shall be treated as a refusal to participate ill testing and positive test result. Section G, Illfol'lthation a) All current avid new officers will receive written infOrMati011 about the testing requirements and how and where they may receive assistallee for drug misuse. All officers must receive a Copy Of this policy aIld sigh the Ackrtowtodgelllellt Of Rcceipt. Seelioll 7. Reeo)'d KC411 a) The Town is required to keep detailed records of its drug misuse prevelltioil program. b) officer's drug testing records are confidential. Test results alld other confidential inforillation may only be released to the Town's agolits with a need to know, the substance abuse professional, file MRO, and any arbitrator'or hearing; officer of a grievance filed itt accordance with this policy, Ally other release of this information may only be made with the officer's conseltt. Seetlon S. Policy Viola#ions Violations of this policy will be addressed in the following mariner: a) First positive test fol, drugs: i. All employee Who receives a verified positive test for drugs and whorl has not Previously received a positive test result for drugs within the meaning of this policy shall be suspended without pay for a period of thirty (30) days, ii. During the period of susPeilsioll, the employee must be evaluated by a Substatice Abuse Professional (SAP) and is required to comply with any and all 1reatmellt recommendations made by the SAP. Tile cost of such evaluation and any treatment recomiendations shall be at the sole expense of the employee, including the employee's health insurallce. If the treatment recommended by the SAP will require the elllployce to be out of work beyond thirty (30) days, tile time ill such treatment may be designated as Family and Medical Leave Act leave. iii, Before all elllployce may bp, permitted to return to duty, the SAP must certify to the Tawll that the einployee has suceessflilly completed all treatment recaminelulatiolts, 111 addition, the emPloyea will be administered a retum to duty test and must successfully pass sable. Return to dutytesting will take into account that marijuana may be in a person's urine after he/she has discontinued using marijuana. iv. Following tale employee's return to duty, the oniployee will be subject to follow -hip urine tests at the request of tho Town without the need to establish reasonable suspicion for doing so and independent of the randoin testing procedures outlined in this policy for a period of three (3) years as measured from the date that the employee returned to active duty. Said test(s) will be administered ill accordance -with Section 4 above. v. Notwithstanding the provisions of subsections (a)(i) through (a)(iv) above, all employee wllo tests positive for drugs whom has not previously received a positive test result for drugs within the meaning of this policy shall be subject to nlore severe disciplinary action up to and including termination of eniployinelit wlien the surrounding facts and circumstances that preceded the positive test provide additional just cause. for disciplinary action beyond the mare fact that the employee tested positive. b) Subsequent positive tests for drugs; Ali eniployco who receives a seeoll(i verified positive test for drugs within the Meaning of this policy after returning to duty front a first positive test for drugs udder this policy will be terminated. c) other violations of this policy, Au employee Nvlla commits violations of the provisions of this policy not addressed in subsections (a) or (b) above will be subject to disciplinary ROOM, lip to and illoludirlg termination of employment, d) Violations of other policies: Nothing ill this policy shall be eolistrued as liinitnig tale Towns authority to impose disoiplille for violations of the Rules and Regulations of the Mpartillent or for violations of other policies of tile, Department not inoluded in this Policy. 484344V.813140( 0091 4iWATERTO'V4 N POLICE DEPARTMENT BODY ARMOR POLICY A. PURPOSE: The purpose of this policy is to provide sworn members of the Watertown Police Department with guidelines for the proper use and care of body armor. B, POLICY: It is the policy of tlje Watertown Police Department to maximize officer safet}'throiigh file Ilse of body armor in coinbination with prescribed safety procedures. While body armor provides a significant level of protection, it is not -a substitute for time observance of officer safety procedures. C. DEFINMONS: 1. Field Activities: Duty assiglunents and/or tasks that place or could reasonably be expected to place officers in situations where they -would be required to act nl enforcement rather than administrative or support capacities, 2. Officers: All sworn Police Officers of the Waterto,,��,n Police Department. D. PROCEDURES: 1. issuance of Body Armor a. All body armor issued must eomnply with protective and related requirements prescribed .under current standards of the National Institute of Justice or its successor agency. b. All officers shall be issued agency approved body armor. c. Body armor that is,worn or damaged shall be replaced by the Department. Body annor that must be replaced due to misuse or abuse by the officer shall be paid for by the officer. - 2. Use of Body Armor a. officers shall wear only agency approved body armor, b. Officers that are assigned to the uniformned function are required to wear body armor during their shift while engaged in field activities, In addition, all officers must wear protective vests during high risk and/or. tactical situations. Exa►nples of "high risk" or "tactical" situations include, but arc not limited to, search warrant execut'iolms, drug raids, initial crime, scene response, and serving felony warrants. c. It is highly reconlxnended that all officers assigned to the Detective/Administrative Division or while working paid details as defined in the respective labor commtracts, wear body armor during their tour of duty. Ilowever, those officers in the DetectivelAdmirmistrative Division ammdlor` working paid details who choose not to wear their body armor must have it ins nmediatel available at all times during their shift or paid detail, Inunediately available means easily accessible. d, Those uniformed officers assigned to admniitistrative duties shall wear body annoy when outside time confines of time Police Station to perfornm field activities. e. IIowever, there are Departmental cxemmlptions as follows: i. When an agency approved playsician determines that all officer has a medical condition that would preclude wearing body armor; or ii. When the officer is involved in undercover of plain clothes work that his supervisor determines could be compromised by wearing body armor; or iii. Wl1en the Department determines that circumstances make it inappropriate to nnandate wearing body armor, 3. Innspections of Body Armor a. Supervisors shall be responsible for ensurirfg that body armor is worn and maintained as required by this policy throilglt'routine observation and periodic documented inspections at roll call and spot cllecks in the field. b, Alm-Lnal inspections of body armor shall be conducted for fit, cleanliness, and signs of darnage, abuse and wear. This may be. accomplished as part of annual firearms training. 4. Cafe, Mauitcnance and Replacement of Body Armor a. Officers shall routimmcly inspect personal body armor for signs of damage and for general eleamnliness. b. As dirt and perspiration may erode ballistic panels, cacti officer shall be responsible for cleaning personal body armor in accordance with the nmannnfacturer's instructions. c. Officers are responsible for the proper storage, maintenance and care of body armor in accordance with the mnantmfactmtrer's instructions. d, Offleers are responsible for repotting damage or excessive wear to the ballistic panels of cover to their immediate supervisor and the Corruxnunity Staff and Development Lieutenant. 0 e. Body armor will be replaced by the Department when it expires. S: Training The, Goirnnunity Staff and Development Lieutenant shall be responsible for; a, Monitoring technological advances in the body armor industry that may necessitate a change in body armor. b, Assessing weapons and ammunition cu'Tently in use and the Suitability of approved body armor to protect against those threats. c, provic{ing training that cinphasizes body armor's safe and proper use. d. Maintaining statistics oil incidents where armor has or has not protected officers .froth harm., including traffic crashes. 6. Non -waiver Nothing contained within this policy and procedure or any requirement hereof will in any way serve as the basis for denying an officer any rights and/or benefits under G.L. c. 41, § l t IF or G.L. c, 32, federal benefits or tiny other entitlemcilt. 3 Watertown PoliceDepartment' nt C ADMINISTRATION OF NASA 1NAL O ONE Chapter XX Gexrer,al Order Number: Effective Date: Reference: Watertown PD Policy 1.25 Revised Date: Accreditation Standards: Mass; Geis. Law: Ch. 94C § 34A3 Clz, 94C § 19, Ch. 94C § 7, Ch. 258C § 1.3 Other: 105 C11 R 171,105 CAIR 700 I. BACKGROUND opiate overdose is the leading cause of accidental death in Massachusetts. Fatal and nonfatal overdose, can result fronr the abuse of opiates such as morphine, heroin, £entanyl, oxycodone as found in oxyContiin.©, Percocet0 and PdreodanO, and hydrocodone, as found in Vicodin @, Naloxone, cornnronly known by the brand -name Narean@, is an opioid antagonist which means it displaces the opioid from receptors in the brain and can therefore reverse an opiate overdose. It is a scheduled drug, but it has no euphoric properties and minimal side effects. If it is administered to a person who is not suffering an opiate overdose, it will do no harm. Naloxone has been available as an injectable ,since the 19608, but was recently developed as a niasal spray. To reduce the number of fatalities which can result from opiate overdoses, the Watertown Police Department will train its officers in the proper pre�hospital administration of nasal naloxone. In order to implement a safe and responsible nasal naloxone plan, the Department will establish aird maintain a professional affiliation with a Medical Director who will provide rnedical oversight over its use and administration, The Medical Director shall be licensed to practice medicine within the Comnnonwealth of Massachusetts. At his or her discretion, he or she may make recommendations regarding the policy, oversight, and administration of the nasal naloxone program developed and implemented by the Department, In order to implement this policy the Watertown Police Department relies upon the following statutes: M,G1, Ch. 94C § 34A whieh states that "a person acting in good faith may receive a naloxone prescription and administer naloxone to an individual appearing to experience an. opiate related overdose." The statute imposes no limitation on wino may possess and administer nasal naloxone, and only requires that it is (1) obtained with a prescription and (2) administered in good faith, Administration Of Nasal Naloxono Chapter XX M.G.L. Ch. 94C § 19 which states that °Naloxone or other opioid antagonist may lawfully be prescribed and dispensed to a person at risk of experiencing an opiate -related overdose or a fancily member, friend or other person in a position to assist a person at risk of experiencing an opiate -related overdose, For purposes of this chapter and chapter 112, any such prescription shall be regarded as being issued for a lcgithnate medical purpose in the usual course of professional practice." M.G.% Ch. 94C § 7 which states that "any public official or law enforcement officer acting'in the regular performance of his official duties" shall not require registration and may lawfully possess -and distribute controlled substances. M,G.L. Ch. 259C § 13 which states that "No person who, in good faith, provides or obtains, or attempts to provide or obtain, assistance for a victim of crime as defined in section one, shall be liable in a civil suit for damages as a result of any acts ar omissions in providing or obtaining, or attempting to provide or obtain, such assistance unless such acts or omissions constitute willful, wanton or.reckless conduct," II. .POLICY Naloxone will be, deployed in the carry cases of all cruisers assigned Watertown PD Automated External Defibrillators (A,ED) for the treattnecn of dnig overdose victims. Two doses of Naloxone will also be available in the booking area first aid kit. A patrol unit shall be dispatched to any call thatrelates to a drug overdose. The goal of the responding officers shall be to provide immediate assistance via the use of naloxone where appropriate, to provide any treatment comittensurate with their training as first responders, to n .assist other EMS personal oscene, and to Handle any criminal investigations that may arise. III. DEFINITIONS Opiate: An opiate is a medication or drug that is derived from the opium poppy or that mimics the effect of an opiate (a synthetic opiate), Opiate drugs are narcotic sedatives that depress activity of the central nervous system, reduce pant, and induce sleep. Police officers often encounter opiates in the form of rnorpltine, methadone, codeine, heroin, felctanyl, oxycodone (OxyContine, Percocet(-R) and Parcodan©) and hydrocodonc (Vicodin0). Naloxone: Naloxone is an opioid antagonist that can be used to counter the effects of opiate overdose. Specifically, it can displace opioids from the receptors in the brain that control the central nervous system and respiratory systexn. it is marketed under various trademarks including Narcan®. - Medical Director: Shall be a designated Medical Doctor who is licensed to practice medicine in Massachusetts. The Watettowri Police department shall maintain an affiliation with a Medical Director through a Memorandum of Agreement for the administration of intranasal naloxone. Administration Of Nasal NMoxone Chapter XX W,' - PROCEDURE: A. Usage; When an officer of the Watertown Police Departinent has arrived at the scene of a medical ehhhergency prior to the arrival of EMS and reasonably believes that the person is suffering from all opiate overdose, the responding officer should administer naloxone in accordance with his/her training. The following steps should be taken; i. Officers shall use universal precautions. 2. Officers should conduct a preliminary assessment of the person to ipolude, taking into account statements from witnesses and/or family members regarding drug use. 3. If the officer makes reasonably believes that there has been an opiate overdose, the naloxone kit should be utilized, 4. The officer shall use the nasal mist adapter to administer naloxone in accordance with his/her training, Officers should be aware that a rapid reversal of all opiate overdose may cause projectile vonhiting by the person and/or violent behavior. This most often occurs with the intravenous administration of naloxone but it is also possible with the nasal application. 5. The person should continue to be observed and assisted as the situation dictates. d. Tile officer shall inform incoming EMS about the actions taken and Condition of the, person, and shall relinquish attention to the person when relieved by a �)erson with a higher level of training. 7. Naioxone sloes lhot "cure" the overdose, it is only a temporary remedy. Once the medication wears off, the person will beat risk again, It is therefore necessary that anyone who receives naloxone be transported to a hospital for emergency medical treatment, 'Watertown PD personnel who administer the Naloxone shall render aid in accordance with his/her training to the person until relieved by fire or ambulance personnel, B, Reporthig; A complete- offense report of the event shall be completed by the responding officer, or the primary responding officer, prior to the end of his/her shift. The report will detail the nature of the event, the care administered, the condition of the person and any other pertinent information. C. Equlipment and hnailitenalicet It shall be the responsibility of officers to inspect naloxone kits stored in the AED case prior to the start of eaclk shift to ensure that the kits are intact. Damaged equipment -shall be reported to a shift supervisor inunediately. If a cruiser is ahot going to be used or if it is placed out of service, then the naloxone kit shall be placed in the AED storage area with the AVID unit. The Department's AED coordinator will maintain all inventory documenting the quantities and expirations of naloxono replacement supplies, and document the issuance of replacement units. The naloxone will be inspected annually to ensure that tlhe medication is not expired and is in operational condition. Administration Of Nasal Naloxone Chapter XX 3 D. Replacement: Shift supervisors shall immediately notify, the Department's AED coordinator to replace naloxone kits that have been used during the course of a sbift, E. Training: Prior to carrying; and using naloxone, each officer will be trained in its use, -Kew officers will be trained as part of the liTO program. Only officers who are trained in the use of NaloX011e will be authorized to administer the medication, Administration Of Nasal Naloxone Chapter XX