Policy Text
CONCORD POLICE DEPARTMENT
GENERAL ORDER
FAIR AND IMPARTIAL POLICING
GENERAL ORDER: 07.06 CREATED: January 24, 2002 ISSUED DATE: November 5, 2025
CALEA STANDARD: 1.2.9
NCLEA STANDARD: EFFECTIVE DATE: November 5, 2025
ACTION: Amends general order dated July 24, 2023 .
07.06.0 PURPOSE
The purpose of this general order is to establish the Concord Police Department’s
commitment to fair, impartial, and bias -free services to the public.
07.06.1 POLICY
It is the policy of the Concord Police Department to provide services to our community
with due regard to the racial and cultural differences of those we serve. It is, therefore,
the policy and practice of the Concord Police Department to provide services and to
enforce the law equally and fairly without discrimination toward any individual(s) or
group (s) because of their age, race, ethnicity or nationality, religion, gender , gender,
sexual orientation/identity, economic status, cultural group, disability or any other
identifiable characteristic s.
07.06.2 DEFINITIONS
A. FAIR TREATMENT
Persons , irrespective of race, ethnicity, age, gender, religion, sexual orientation or
any other distinction, will be treated in the same basic manner under the same or
similar circumstances. This does not mean that all persons in the same or similar
circumstance s can or must be treated identically in all cases. Reasonable concessions
and accommodations may be made when dealing with individuals with physical or
mental disabilities, injury, illness, infirmity, or similar conditions, or when information
about them n ecessitates different treatment.
B. POLICE SERVICES
Actions and activities that may not directly include enforcement of the law, but that
contribute to the overall well -being and safety of the public. These include, but are
not limited to, such tasks as assistance at fire scenes, traffic accidents, medical
emergencies, lifesaving services, crime prevention, preventative patrol, public
information, education, assistance, and similar activities.
C. RACIAL OR BIASED -BASED PROFILING
Discrimination in the perfor mance of one’s duties based on personal prejudices or
partiality that interfere with professional judgment, training, departmental policy, or
adherence to law. Racial or bias -based profiling includes, but is not limited to,
prejudicial decisions affecting individuals in classes protected by federal and state
law.
General Order 07.06 FAIR AND IMPARTIAL POLICING Page 2 of 2
07.06.3 FAIR AND IMPARTIAL TREATMENT
A. All persons having contact with coworkers shall be treated in a nonpartisan, fair,
equitable, and objective manner, in accordance with the law; and, without
consideration of their race, color, national origin or other individual characteristics
or distinctions as defined in this policy.
B. Racial or biased -based profiling of individuals is strictly prohibited by all coworkers in
both enforcement of the law and the delivery of police services .
1. Coworkers shall not use race, ethnicity, gender, gender identity, sexual
orientation, religion, economic status, age or cultural group as the sole criteria
for determining when or how to take enforcement action or provide police
services.
2. While the practice of racial or biased -based profiling is strictly prohibited, it is
understood that some characteristics may be legitimately considered by a
coworker – in combination with other legitimate factors – to establish reasonable
suspicion or probable cause. Nothing in this policy general order prohibits officers
from using the traits and characteristics of persons, such as race, ethnicity, or
national origin in combination with other facts to assist in establishing reasonable
suspicion or probable cause in the same manner that officers would use hair
color, height, weight, or gender for such purposes.
07.06.4 REPORTING
A. Every coworker shall perform his/her duties in a fair and objective manner and is
responsible for promptly reportin g any known instances of racial or bias -based
profiling to a supervisor.
B. Coworkers who witness or who are aware of instances of racial or bias-based profiling
have a duty to report such behavior to their supervisor.
C. The department takes allegations of racial or bias -based profiling seriously. All such
complaints shall be investigated thoroughly.
D. A documented annual review of this general order and an administrative review of
the department’s practices including citize n concerns and any corrective measures
taken shall be completed by the Professional Standards Division Commander and
reviewed by the Chief of Police .
07.06.5 TRAINING
A. All coworkers will receive initial training, prior to assignment, and annual training on
bias related issues including legal aspects and may be required to attend remedial
training as directed by the Chief of Police or designee.
JAMES S. HUGHES
CHIEF OF POLICE