Policy Text
Policy
1047Fremont Police Department
Wellness Program
1047.1 PURPOSE AND SCOPE
The purpose of this policy is to provide guidance on establishing and maintaining a proactive
wellness program for department members.
The wellness program is intended to be a holistic approach to a member's well-being and
encompasses aspects such as physical fitness, mental health, and overall wellness.
Additional information on member wellness is provided in the:
•Chaplains Policy.
•Line-of-Duty Deaths Policy.
•Drug- and Alcohol-Free Workplace Policy.
1047.1.1 DEFINITIONS
Definitions related to this policy include:
Critical incident – An event or situation that may cause a strong emotional, cognitive, or physical
reaction that has the potential to interfere with daily life.
Critical Incident Stress Debriefing (CISD) – A standardized approach using a discussion format
to provide education, support, and emotional release opportunities for members involved in work-
related critical incidents.
Peer support – Mental and emotional wellness support provided by peers trained to help
members cope with critical incidents and certain personal or professional problems.
1047.2 POLICY
It is the policy of the Fremont Police Department to prioritize member wellness to foster fitness for
duty and support a healthy quality of life for department members. The Department will maintain
a wellness program that supports its members with proactive wellness resources, critical incident
response, and follow-up support.
1047.3 WELLNESS COORDINATOR
The Chief of Police should appoint a trained wellness coordinator. The coordinator should report
directly to the Chief of Police or the authorized designee and should collaborate with advisers
(e.g., Human Resources Department, legal counsel, licensed psychotherapist, qualified health
professionals), as appropriate, to fulfill the responsibilities of the position, including but not limited
to:
(a)Identifying wellness support providers (e.g., licensed psychotherapists, external peer
support providers, physical therapists, dietitians, physical fitness trainers holding
accredited certifications).
1.As appropriate, selected providers should be trained and experienced in
providing mental wellness support and counseling to public safety personnel.
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2.When practicable, the Department should not use the same licensed
psychotherapist for both member wellness support and fitness for duty
evaluations.
(b)Developing management and operational procedures for department peer support
members, such as:
1.Peer support member selection and retention.
2.Training and applicable certification requirements.
3.Deployment.
4.Managing potential conflicts between peer support members and those seeking
service.
5.Monitoring and mitigating peer support member emotional fatigue (i.e.,
compassion fatigue) associated with providing peer support.
6.Using qualified peer support personnel from other public safety agencies or
outside organizations for department peer support, as appropriate.
(c)Verifying members have reasonable access to peer support or licensed
psychotherapist support.
(d)Establishing procedures for CISDs, including:
1.Defining the types of incidents that may initiate debriefings.
2.Steps for organizing debriefings.
(e)Facilitating the delivery of wellness information, training, and support through various
methods appropriate for the situation (e.g., phone hotlines, electronic applications).
(f)Verifying a confidential, appropriate, and timely Employee Assistance Program (EAP)
is available for members. This also includes:
1.Obtaining a written description of the program services.
2.Providing for the methods to obtain program services.
3.Providing referrals to the EAP for appropriate diagnosis, treatment, and follow-
up resources.
4.Obtaining written procedures and guidelines for referrals to, or mandatory
participation in, the program.
5.Obtaining training for supervisors in their role and responsibilities, and
identification of member behaviors that would indicate the existence of member
concerns, problems, or issues that could impact member job performance.
(g)Assisting members who have become disabled with application for federal government
benefits such as those offered through the Public Safety Officers' Benefits Program
(34 USC § 10281 et seq.).
1.The coordinator should work with appropriate department liaisons to assist
qualified members and survivors with benefits, wellness support, and counseling
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services, as applicable, when there has been a member death (see the Line-of-
Duty Deaths Policy for additional guidance).
1047.4 DEPARTMENT PEER SUPPORT
1047.4.1 PEER SUPPORT MEMBER SELECTION CRITERIA
The selection of a department peer support member will be at the discretion of the coordinator.
Selection should be based on the member's:
•Desire to be a peer support member.
•Experience or tenure.
•Demonstrated ability as a positive role model.
•Ability to communicate and interact effectively.
•Evaluation by supervisors and any current peer support members.
1047.4.2 PEER SUPPORT MEMBER RESPONSIBILITIES
The responsibilities of department peer support members include:
(a)Providing pre- and post-critical incident support.
(b)Presenting department members with periodic training on wellness topics, including
but not limited to:
1.Stress management.
2.Suicide prevention.
3.How to access support resources.
(c)Providing referrals to licensed psychotherapists and other resources, where
appropriate.
1.Referrals should be made to department-designated resources in situations that
are beyond the scope