Departmental policies related to officer-involved domestic violence are often a double-edged sword. The policy can serve to protect you in some ways and make you more vulnerable in other ways.
Policy may require only the respondent on an Order of Protection to notify the department. Some policies require either the respondent or the petitioner to report the existence of a protective order.
This may or may not result in any direct intervention. If supervisors see the abuse as a marital dispute or a "he said, she said" situation, they may determine that no reassignment, disciplinary action, or safety planning is required.
Policies mandating that any officer report knowledge of a domestic involving another may prohibit you from confiding in any of your fellow officers. They are forced to choose between honoring your confidentiality or violating policy. If policy requires you to report your own abuse, you may be disciplined for not having reported the abuse when it began.
The department has to protect itself against the liability that your situation presents. Because this is a workplace violence situation, the department, as your employer, is liable for your safety.
Though individual supervisors may be sympathetic to you, they must put the department first. Some departments will put you on administrative or medical leave pending an investigation. You may feel betrayed when they seem more worried about the department's liability and public image than about you.
If the public is aware of the abuse — perhaps through media coverage — the department may take action whether or not you want them to. Similarly, if your abuser has been identified as a problem officer who is a liability risk, they may override your concerns in order to reduce their exposure.
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