This page uses extracted PDF text. Text can misread numbers, dates or table columns. Check the PDF before quoting or interpreting it. Redacted areas remain redacted.
Newport News Police Department
2. Violations of policies and procedures or failures to meet standards related to performance of duties
rather than conduct are subject to performance counseling, probation, demotion and termination in
accordance with city and department policies. In certain circumstances, violations may be
appropriately handled both as misconduct and as performance issues. [26.1.4(b)]
NOTE: Situations in which department personnel are involved in a vehicle collision while
operating a city vehicle will be handled in compliance with ADM-250 Police Vehicle Crash
Review. [26.1.4(a)]
C. Levels of Misconduct
1. PAM-1000 Standards of Conduct establishes groups of misconduct and the prescribed disciplinary
action for each group, as well as the accumulation of disciplinary points. This manual also identifies
specific misconduct and assigns each to the appropriate group for general application. While the
specific misconduct listed in city policy is intended to be processed in the group stated in this manual,
the Chief of Police or their designee may determine, in consideration of the totality of the
circumstances, that specific misconduct is more appropriately processed at a higher or a lower group
than that stated in this manual.
2. In addition to the types of misconduct identified by this manual, appropriate action shall be taken for
other violations of the Standards of Conduct using the cited misconduct as guidelines for determining
appropriate action.
3. The investigation and handling of alleged misconduct, and the supervisory levels involved in each
investigation, will be in accordance with ADM-270 Administrative and Internal Investigations and
applicable City policies. [26.1.5]
4. Employees are required to intervene, within the scope of their authority and training, see ADM-217
Duty to Intervene. Employees must notify a supervisor if they observe or become aware of a non-
departmental public safety professional violating local, state or federal law. When an employee
witness actions that risk the life and safety of others, including the unreasonable use of force, the
notification must occur immediately either directly or through the Communications Division. [1.2.10]
5. The Police Department’s Internal Affairs Division will investigate allegations of improper use of force,
profiling, illegal or criminal activity, or misconduct by a supervisor. The Department of Human
Resources shall investigate allegations of sexual harassment or equal employment opportunity
violations.
D. Disciplinary Action [26.1.5]
1. When it is determined that an employee has committed an act of misconduct as set forth in relevant
sections of the city Personnel Administrative Manual, the employee is subject to the appropriate
number of disciplinary points and/or prescribed disciplinary action for the group and seriousness of
the act committed. [26.1.4(c)]
2. Documented (see ADM-270 Administrative/Internal Investigations) informal actions may be issued
for behavior that needs to be addressed but may not be severe enough for disciplinary points.
Examples of informal actions include:
a. Verbal counseling. [26.1.4(b)]
b. Letter of counsel. [26.1.4(b)]
c. Training, both remedial and new, depending on the employee’s needs. [26.1.4(a)]
d. Loss of certain privileges.
3. The procedures regarding the final disposition of an act or allegation of misconduct and any
disciplinary action, if applicable, will be in accordance with city and Police Department policy.
ADM-210 - 2 of 4 – 08/11/2025Jump to an indexed page (4 of 4)