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Community Review Board delays standalone 'misconduct' policy while Metro HR reviews language
Summary
Board members pressed Metro Human Resources to preserve a standalone policy addressing alleged sexual misconduct by officers after HR said parts of the CRB'draft fall outside HR'authority; the board agreed to seek meetings with MNPD leadership and the Tennessee Bureau of Investigation.
The Metropolitan Government of Nashville and Davidson County Community Review Board discussed a delay in adopting a proposed stand-alone policy on alleged sexual misconduct by officers at its first 2025 meeting, after Metro Human Resources told the board sections of the draft must be reviewed to align with local, state and federal employment law.
The issue matters because the board'draft covers alleged misconduct that would involve both employees and community members; HR'staff said portions of the CRB language exceed Metro HR'authority and asked that Metro Human Resources compare the CRB recommendations to existing Metro employment provisions before the policy goes forward.
Executive Director Fitcher told the board that Metro HR is "reviewing the NCRB report in comparison with Metro employment provisions" and will identify any legal gaps; she said HR asked for time to ensure the draft aligns with local, state and federal requirements. Member Haddock and other board members pressed for the policy to remain a stand-alone document so the community-facing protections would not be diluted into existing personnel rules.
Board members raised two related concerns: that Metro Human Resources might remove or subsume the portions of the draft that address civilians'for example, a complainant who alleges an officer used authority to coerce sexual contact'and that doing so would undermine the CRB'proposal's visibility and force. A board member recommended reaching out to Chief Drake for a joint discussion so MNPD leadership could address gaps HR might not cover.
The board also agreed to pursue separate, related meetings: with the Tennessee Bureau of Investigation (an MOU discussion noted by staff) and with the district attorney's office. Attorney Clark and other members discussed the need to involve subject-matter experts and national authorities in reviewing statutory and constitutional limits on personnel policy language.
Executive Director Fitcher said the policy advisory report was "important" and that the board would continue to press for implementation of misconduct protections that also cover community encounters. The board asked staff to continue coordinating with HR, to brief Chief Drake on the community-facing portions of the draft, and to return updates at a future meeting.
The board did not adopt new policy language at the meeting; Human Resources review remains in progress and the CRB directed staff to pursue coordination with MNPD leadership and external partners as needed.
