As a new month begins, we move past the general employment laws that changed in Minnesota (some of which are already in effect, check our blog if you haven’t read about them yet!), and move into the field of law enforcement.  This was, again, a monumental year of changes in the Minnesota legislature, and the field of public safety was no exception.  First on our list of topics is the state’s latest effort to combat the state’s peace officer shortage.

Cities, counties and the state Department of Public Safety (DPS) have been fighting over any and all qualified law enforcement officers for several years now, with wages and incentives increasing all over the state.  In effort to put all departments on an even playing field, the legislature is creating a program within the DPS to fund an intensive comprehensive law enforcement education and training program for college graduates.

Under the law, DPS is responsible for creating a program that can get college-educated participants trained in law enforcement in eight months or less.  The training is to take place at at least two Minnesota State Colleges and Universities campuses in the state with diverse populations.

In addition to the creation of the training program, the chief law enforcement officer of a law enforcement agency may apply to the DPS for a grant for the cost of educating, training, and paying an eligible candidate until the candidate is licensed by the Peace Officer Standards and Training (POST) board.  Agencies are eligible for up to $50,000 for the cost of training each candidate.  Candidates must meet all of the hiring requirements to become a peace officer in the state, and the CLO must agree to hire the candidate upon completion of the training required and passing the licensing exam.

There is never going to be a single answer to the issues departments are having in recruiting peace officers into their organization, or retaining them for any period of time.  However, with this new program, the state is using some of its fiscal fortitude to assist organizations who might be low on funds but need more staff in the near future.

With these changes, it is important for employers to still be mindful of both their hiring rules as well as their collective bargaining agreements.  If you, or your organization, need assistance in implementing these new programs, or navigating the new laws, contact Wiley Reber Law, for legal advice that works.