Police hiring, training, and disciplinary requirements in Alaska
This page provides an overview of policies related to the hiring, training, and discipline of police officers in Alaska. It is part of an analysis of police union collective bargaining agreements and related arrangements with police unions concerning hiring, training, and disciplinary requirements in the 50 states and top 100 cities by population.
Background
Ballotpedia in 2023 examined the collective bargaining agreements, statutes, and regulatory codes governing the 50 states and the top 100 US cities by population through the lens of a series of research questions related to police hiring, training, and discipline.
Some of the hiring, training, and discipline standards for police officers not established by statutes or regulations arise from negotiations with police unions. Those negotiations are often codified in collective bargaining agreements (CBAs). Those agreements are the contracts that states and cities sign following negotiations with police unions. Some states and cities restrict collective bargaining, but may still negotiate with police unions using other methods. After negotiating with the unions, those jurisdictions sometimes establish police standards through documents including memoranda of understanding or meet and confer agreements.
Results
The tables below link to each question Ballotpedia used to analyze the states and cities and indicate how Alaska handles police hiring, training, and discipline. To see the provisions Ballotpedia used to support these results, click here.
CBA basics
| CBA basics | Results |
|---|---|
| Is there a CBA with the police union? | YES |
| Is the current CBA publicly available online? | YES |
Discipline and accountability
| Discipline and accountability | Results |
|---|---|
| Does the CBA forbid the transfer or reassignment of an officer as a form of discipline? | YES |
Members cannot be transferred as a form of discipline. | |
| Do officers have a right to request third-party arbitration for grievances, including over disciplinary actions? | YES |
Condition: Arbitration can be requested within 10 days after completion of step four of the grievance procedure; Selection: Both parties agree to a list of 11 arbitrators then alternately strike names from the list until one remains; Provider: List of names provided by the Federal Mediation and Conciliation Service; Arbitrator authority: The arbitrator's decision is final and bindingDisciplinary grievances regarding terminations, suspensions, and non-probationary demotions are entered into step three of the grievance procedure. The union may submit the grievance to arbitration if it is unresolved after step four. Either party can appeal an arbitrator's decision to the court within 90 days. | |
| Does the CBA contain provisions related to discipline for misconduct? | YES |
Primary discipline authority: Police Department, State of Alaska; Types: Terminations, suspensions, demotions, written reprimands, written warnings; Restricted aspects: N/A; Challenge/appeal process: Excepting Letters of Warning or Reprimand, union grievance procedureState of Alaska shall supervise criminal investigations, and if investigation concludes that discipline may be warranted, will conduct either 1) Administrative Investigation, which could result in discipline up to and including termination; -or- 2) Known & Obvious/Supervisory Review, which will not result in termination. Unless waived in writing by employee, association representation at any disciplinary employee conference and employee interview is mandatory. | |
| Does the CBA explicitly allow for a state ombudsman outside particular police departments to hold law enforcement officers accountable for misconduct? | NO |
Legal limitations or provisions
Training and counseling
Community relations and oversight
| Community relations and oversight | Results |
|---|---|
| Does the CBA reference citizen review boards? | NO |
| Does the CBA have provisions related to community policing? | NO |
Investigations
| Investigations | Results |
|---|---|
| Does the CBA contain provisions related to misconduct investigations? | YES |
The rights of members during the investigative process are detailed. The criminal investigation procedure is detailed along with two types of investigations of disciplinary actions: Administrative Investigation and Known and Obvious/ Supervisory Review. A timeline is provided for both types of investigations of disciplinary actions. | |
| Does the CBA require notice to officers of investigations? | YES |
Conditions: N/A; Timeline: Employee must be notified within 2 days; Content: N/A | |
| Does the CBA determine a timeline for investigations? | NO |
| Does the CBA contain provisions related to compensation during misconduct investigations? | YES |
Officers are placed on authorized leave without pay during an investigation or can use accrued personal leave; if they are not found guilty, any personal leave used will be reinstated. | |
Evidence and records
| Evidence and records | Results |
|---|---|
| Does the CBA have provisions related to the use of body-worn cameras or body-worn camera video evidence? | NO |
| Does the CBA regulate processes for retaining officer disciplinary records? | NO |
Qualifications and evaluation
| Qualifications and evaluation | Results |
|---|---|
| Does the CBA require performance evaluations? | YES |
All employees receive performance evaluations Members with probationary status received semiannual written evaluations; members with permanent status receive annual evaluations with their rater; non-permanent employees employed for more than thirty days receive a written evaluation. | |
| Does the CBA restrict licensing procedures for law enforcement officers or departments? | YES |
The state is required to pay for initial licensing and certification fees for new licenses required by statute or regulation. When the license is required by the employer, the CBA requires the employer to pay for requisite training. | |
Union authority
See also
Footnotes
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