The Fire and Police Commission on Oct. 2 approved amendments to Rule 13 that clarify when former sworn members may seek reappointment and what documentation the department must provide to the board.
The change, adopted by roll call vote, requires that applicants have no pending charges or investigations at the time of resignation, codifies an updated background investigation plus a medical exam and drug screen before reappointment, and permits reappointment beyond one year—up to three years—only if the applicant has worked in a substantially similar position elsewhere for the majority of that time and does not require additional retraining.
Commissioners approved the amendment in a roll call vote: Commissioners Burgos, Evans, Fung, Schneider, Spence and Chair Ramey voted aye; the motion carried.
The board's executive director said the revision formalizes practices the commission has used and adds specificity to chiefs' recommendation letters. Under the change, a chief27s recommendation must describe how factors such as licensure, training, vacancies and the member27s prior performance weigh for or against reappointment and must include source materials such as personnel records, commendations and disciplinary records.
Public commenter Kendall Allen of Black Leaders Organizing for Communities urged stronger safeguards, saying, “Rule 13 should protect the community by ensuring only those with clean records and proven integrity are eligible for reappointment.” Allen had earlier asked the commission to make clear whether the amendments would allow people who left under discipline to return.
Commissioners also confirmed that the department will continue to check other employers27 records. As Commissioner Fung pressed, a staff member replied that the department27s inquiry must include disciplinary information from a former employer and that "it's technically required by statute that the department make that inquiry." The amendment codifies that updated-background practice in the rule.
The revised rule maintains a one-year window to request reemployment without special conditions and creates the conditional three-year pathway tied to outside employment and certification considerations. Board staff said the three-year limit aligns with the three-year window for requesting reinstatement of LESB (Law Enforcement Standards Board) certification.