An Early Warning System (“EW System”) is an important management tool designed to detect patterns and trends in police conduct before that conduct escalates.  An effective EW System can assist a law enforcement agency in identifying and remediating problematic officer conduct that poses a potential risk to the public, to the agency, and to the officer.  EW Systems, therefore, serve to not only increase public safety and public confidence in law enforcement, but also to assist officers through early intervention.  Indeed, many law enforcement agencies throughout the State have recognized the utility of such systems and some County Prosecutors already required agencies within their jurisdictions to use them.  For all of these reasons, AG Directive 2018-3 now mandates that all law enforcement agencies in New Jersey adopt and implement EW Systems consistent with the requirements set forth below.

In order to ensure the integrity of all Somerset County Law Enforcement Agencies and to preserve public trust and confidence in a fit and drug-free law enforcement profession, all Somerset County Law Enforcement Agencies and officers shall adhere to the policies, procedures and provisions of the Attorney General’s Law Enforcement Statewide Mandatory Early Warning System as issued March 20, 2018 in Directive No. 2018-3.

1. Internal affairs complaints against the officer, whether initiated by another officer or member of the public;
2. Civil actions filed against the officer;
3. Criminal investigations of or criminal complaints against the officer;
4. Any use of force by the officer that is formally determined or adjudicated (for example, by internal affairs or a grand jury) to have been excessive, unjustified, or unreasonable;
5. Domestic violence investigations in which the officer is an alleged subject;
6. An arrest of the officer, including on a driving under the influence charge;
7. Sexual harassment claims against the officer;
8. Vehicular collisions involving the officer that are formally determined to have been the fault of the officer;
9. A positive drug test by the officer;
10. Cases or arrests by the officer that are rejected or dismissed by a court;
11. Cases in which evidence obtained by an officer is suppressed by a court;
12. Insubordination by the officer;
13. Neglect of duty by the officer;
14. Unexcused absences by the officer;
15. Any other indicators, as determined by the agency’s chief executive. 

1. Training or re-training;
2. Counseling;
3. Intensive supervision;
4. Fitness-for-duty examination;
5. Employee Assistance Program (EAP) referral; and
6. Any other appropriate remedial or corrective action.2