Mayor Freddie O’Connell today shared his appreciation to the Nashville Community Review Board, MNPD, and the Metro Departments of Human Resources and Law following the implementation of recommendations from a Nashville Community Review Board report into MNPD policies around sexual misconduct and harassment. While not a focus of the CRB recommendations, Metro HR will also incorporate components into their standard practices.
"I am grateful to the leadership at MNPD for the way they've received and implemented the recommendations from the Community Review Board's report and to our Departments of Law and Human Resources who reviewed the recommendations and are also strengthening broader Metro policies around harassment and discrimination,” said Mayor O’Connell. “I believe our work can always be made stronger and appreciate the proposal, review, and now implementation of changes to strengthen our existing policies and procedures."
MNPD issued a revised policy and roll call training document to all employees on Tuesday, March 4, largely incorporating all of the recommendations from Nashville’s CRB.
“Based upon the CRB report, the Metro HR review, and supporting documents from the International Association of Chiefs of Police and End Violence Against Women International, the MNPD issued a revised policy and a roll call training document to all employees on March 4,” said MNPD Chief John Drake. “We regularly review our policies and procedures and appreciate any opportunity to appropriately strengthen them, especially as it relates to prohibitions concerning harassment and sexual misconduct.”
“On behalf of the Community Review Board, I would like to express our sincere gratitude for MNPD’s decisive action in adopting the Zero Tolerance Sexual Misconduct Policy we recommended,” said CRB Executive Director Jill Fitcheard. “We recognize the significant commitment this demonstrates to fostering a safe, respectful, and equitable environment for everyone within MNPD. The adoption of this policy represents a crucial step in ensuring that all members of the MNPD and our community feel protected and valued. We are confident that this policy, with its clear guidelines and robust enforcement mechanisms, will contribute significantly to preventing and addressing sexual misconduct and are eager to collaborate with MNPD in the implementation and ongoing evaluation of this policy to ensure its effectiveness.”
As part of the review process, Mayor O’Connell requested Metro HR and Department of Law review the report in comparison with Metro’s Civil Service and employment provisions, which are governed and defined by local, state, and federal provisions. Metro’s employment provisions and the legal purview of Metro HR are more limited in scope and applicability than what is outlined in the report. However, Metro HR worked to identify any gaps between existing employment provisions and evaluated recommendations to strengthen Metro’s sexual harassment prevention and non-discrimination provisions, as allowed by local, state, or federal law.
The CRB recommended a draft policy section on Victim's Rights that includes victim assistance and resources. Metro HR currently extends this information to both the victim and respondent. Metro HR will also ensure this information is documented in the investigative procedures conducted by Metro HR. Additionally, the CRB’s recommendation regarding “Early Warning Signs” has some application for the larger Metro workforce and Metro HR is taking steps to incorporate early warning signs into Metro's Sexual Harassment and Prevention training for all Metro departments.