Impact Weapons Sample Clauses

The 'Impact Weapons' clause defines the rules and restrictions regarding the possession, use, or transportation of weapons designed to deliver force through blunt impact, such as batons, clubs, or similar devices. Typically, this clause outlines which types of impact weapons are permitted or prohibited within a specific context, such as a workplace, event, or property, and may specify conditions for lawful use or required authorizations. Its core function is to enhance safety and compliance by clearly regulating the presence and use of impact weapons, thereby reducing the risk of injury or legal liability.
Impact Weapons. 20 88. SPD will incorporate in its use of force policies specific provisions concerning the 21 use of impact weapons and guidelines for use. Officers will be trained and certified for 22 department-approved impact weapons before being authorized to carry these weapons. Officers 23 will also be recertified at reasonable intervals. Use of any improvised impact weapons will fall 1 under the same guidelines and officers will be required to articulate how the use of the weapon 3 situations in which such force is reasonable and consistent with training, for example, when it is 4 necessary to protect the officer, the subject, or another party from immediate physical harm. 5 89. When a supervisor or FIT conduct investigations of impact weapon use in Type II 6 or Type III investigations, the investigator will assure that the use of force report thoroughly 7 describes each impact weapon strike that the officer recalls. Consistent with current training 8 policy and practice, impact weapons should not be used on persons who are handcuffed and 9 under control or otherwise restrained persons under control, or persons complying with police 10 direction. 11 90. Analysis of data regarding the use of impact weapons will continue to be included 12 in SPD’s use of force annual report and tracked in EIS as a use of force.
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Impact Weapons. Officers must justify the use of each separate impact weapon, such as a baton or 149. Officers will not use improvised weapons, such as a flashlight or firearm, to strike a person, unless there is an immediate need to strike and the officer is unable to use a weapon that would be necessary and objectively reasonable under the circumstances. The failure to carry a baton when required to do so will not justify the use of an improvised weapon.
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Impact Weapons. SPD will incorporate in its use of force policies specific provisions concerning the use of impact weapons and guidelines for use. Officers will be trained and certified for department-approved impact weapons before being authorized to carry these weapons. Officers will also be recertified at reasonable intervals. Use of any improvised impact weapons will fall under the same guidelines and officers will be required to articulate how the use of the weapon was objectively reasonable. Consistent with current policy, impact weapon use will be limited to situations in which such force is reasonable and consistent with training, for example, when it is necessary to protect the officer, the subject, or another party from immediate physical harm.
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Impact Weapons. The carrying of the department-approved baton is mandatory for fully commissioned uniformed officers and optional for fully commissioned officers in a non-uniform assignment and command staff. 1. When the baton is being carried, it must be readily accessible to the officer at all times. 2. It is the intent of the department that an authorized baton be used as an impact weapon when such force is objectively reasonable. In situations when an impact weapon is the objectively reasonable tool to use, other items immediately accessible to the officer may be used as impact weapons in the manner prescribed in this Standard. 3. An impact weapon will not be used, as a weapon, against non-combative persons. 4. When using impact weapons, blows shall not be intentionally delivered to a person’s head, neck or throat areas unless the use of deadly force is justified. Intentional strikes to the head, neck, or throat with an impact weapon are considered to be deadly force and shall only be used in compliance to Standard 1. 5. The standard issue impact weapon of the Lakewood Police Department is the ASP expandable baton. Officers may carry a personally owned impact weapon. If an officer chooses to carry a personal impact weapon the purchase, care and maintenance of the impact weapon shall be at the officer’s expense. Officers may choose an expandable straight baton or a fixed straight baton. No other types of batons are authorized for duty. Officers choosing to carry a personally owned impact weapon shall follow the following guidelines.
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Related to Impact Weapons

  • Weapons We have a zero tolerance of the possession of weapons (sword, knives etc) or firearms (guns etc) in the Room, Building or Common Property. If You are found in possession of weapons, firearms or implements associated with their use in the Room, Building or Common Property We will immediately terminate this agreement and inform the relevant UNSW and legal authorities.

  • DRUGS & ALCOHOL Any incidents concerning drugs and/or alcohol shall be dealt with in accordance with the policy of the Building Industry Group Drug and Alcohol Safety and Rehabilitation Program as detailed in Appendix D of this Agreement.

  • DRUG/ALCOHOL TESTING Section 33.1 Drug testing may be conducted on employees during their duty hours upon reasonable suspicion or randomly by computer selection. Alcohol testing will be conducted only upon reasonable suspicion. Reasonable suspicion that an employee used or is using a controlled substance or alcohol in an unlawful or abusive manner may be based upon, but not limited to: A. Observable phenomena, such as direct observation of drug or alcohol use or possession and/or the physical symptoms of being under the influence of a drug or alcohol; B. A pattern or abnormal conduct or erratic behavior, including abnormal leave patterns; C. Arrest or conviction for a drug or alcohol-related offense, or the identification of an employee as the focus of a criminal investigation into illegal drug or alcohol possession, use, or trafficking; D. Information provided either by reliable and credible sources or independently corroborated; E. Evidence that an employee has tampered with a previous drug test; F. Facts or circumstances developed in the course of an authorized investigation of an accident or unsafe working practices. Section 33.2 Drug/alcohol testing shall be conducted solely for administrative purposes and the results obtained shall not be used in criminal proceedings. Under no circumstances may the results of drug/alcohol screening or testing be released to a third party for use in a criminal prosecution against the affected employee. The following procedure shall not preclude the Employer from other administrative action but such actions shall not be based solely upon the initial reagent testing results alone. Section 33.3 All drug screening tests shall be conducted by laboratories meeting the standards of the Substance Abuse and Mental Health Service Administration. No test shall be considered positive until it has been confirmed by a Gas Chromatography/Mass Spectrometry. The procedures utilized by the Employer and testing laboratory shall include an evidentiary chain of custody control and split sample testing. All procedures shall be outlined in writing and this outline shall be followed in all situations arising under this article. Section 33.4 Alcohol testing shall be done in accordance with the law of the State of Ohio to detect drivers operating a motor vehicle under the influence. A positive result shall entitle the Employer to proceed with sanctions as set forth in this Article. Section 33.5 The results of the testing shall be delivered to a specified employee of the Employer with command responsibility and the employee tested. An employee whose confirmatory test result is positive shall have the right to request a certified copy of the testing results in which the vendor shall affirm that the test results were obtained using the approved protocol methods. The employee shall provide a signed release for disclosure of the testing results to the Employer. A representative for the bargaining unit shall have a right of access to the results upon request to the Employer, with the employee’s written consent. Refusal to submit to the testing provided for under this Agreement may be grounds for discipline. A. If a drug screening test is positive, a confirmatory test shall be conducted utilizing the fluid from the primary sample. B. In the event that any confirmation drug test results are positive, the employee is entitled to have the split sample tested by another DHHS-certified lab in the manner prescribed above at the employee’s expense. The employee must request the split sample test within seventy-two (72) hours of being notified of a positive result. The results of this test, whether positive or negative, shall be determinative. Section 33.7 A list of three (3) testing laboratories shall be maintained by the Employer. These laboratories shall conduct any testing directed by the Employer. The Employer shall obtain the approval of the bargaining unit representative as to any laboratories put on this list, which approval shall not be unreasonably withheld. Section 33.8 If after the testing required above has produced a positive result the Employer may require the employee to participate in any rehabilitation or detoxification program that is covered by the employee’s health insurance. Discipline allowed by the positive findings provided for above shall be deferred pending rehabilitation of the employee within a reasonable period. An employee who participates in a rehabilitation or detoxification program shall be allowed to use sick time and vacation leave for the period of the rehabilitation or detoxification program. If no such leave credits are available, the employee shall be placed on medical leave of absence without pay for the period of the rehabilitation or detoxification program. Upon completion of such program and upon receiving results from a retest demonstrating that the employee is no longer abusing a controlled substance/alcohol, the employee shall be returned to his/her former position. Such employee may be subject to periodic retesting upon his/her return to his/her position for a period of one (1) year from the date of his/her return to work. Any employee in a rehabilitation or detoxification program in accordance with this Article will not lose any seniority or benefits, should it be necessary for the employee to be placed on medical leave of absence without pay, for a period not to exceed ninety (90) days. Section 33.9 If the employee refuses to undergo rehabilitation or detoxification, or if he/she tests positive during a retesting within one (1) year after his/her return to work from such a program, the employee shall be subject to disciplinary action, including removal from his/her position and termination of his/her employment. Section 33.10 Costs of all drug screening tests and confirmatory tests shall be borne by the Employer except that any test initiated at the request of the employee shall be at the employee’s expense. Section 33.11 The Employer may conduct four (4) tests of an employee during the one (1) year period after the employee has completed a rehabilitation or detoxification program as provided above. Section 33.12 The provisions of this Article shall not require the Employer to offer a rehabilitation/detoxification program to any employee more than once.

  • Technical Specifications The purpose of the Technical Specifications (TS), is to define the technical characteristics of the Goods and Related Services required by the Procuring Entity. The Procuring Entity shall prepare the detailed TS consider that:

  • Technical Safeguards 1. USAC and DSS will process the data matched and any data created by the match under the immediate supervision and control of authorized personnel to protect the confidentiality of the data, so unauthorized persons cannot retrieve any data by computer, remote terminal, or other means. 2. USAC and DSS will strictly limit authorization to these electronic data areas necessary for the authorized user to perform their official duties. All data in transit will be encrypted using algorithms that meet the requirements of the Federal Information Processing Standard (FIPS) Publication 140-2 or 140-3 (when applicable). 3. Authorized system users will be identified by User ID and password, and individually tracked to safeguard against the unauthorized access and use of the system. System logs of all user actions will be saved, tracked and monitored periodically. 4. USAC will transmit data to DSS via encrypted secure file delivery system. For each request, a response will be sent back to USAC to indicate success or failure of transmission.