Vt. Stat. Ann. tit. 20, § 2362a
Potential hiring agency; duty to contact current or former agencies
Redline — July 1, 2021 → current.View current text →
Current — June 1, 2022
As of July 1, 2021
(1) Prior to hiring a law enforcement officer, the executive officer of a potential hiring law enforcement agency shall: (a) (1) Prior to hiring a law enforcement officer, the executive officer of a potential hiring law enforcement agency shall: require that officer to execute a written waiver that explicitly authorizes the officer's: current law enforcement agency employer to disclose its analysis of the officer's performance at that agency, if the officer is still employed at that agency; or
(1) Prior to hiring a law enforcement officer, the executive officer of a potential hiring law enforcement agency shall: (a) (1) Prior to hiring a law enforcement officer, the executive officer of a potential hiring law enforcement agency shall: require that officer to execute a written waiver that explicitly authorizes the officer’s: current law enforcement agency employer to disclose its analysis of the officer’s performance at that agency, if the officer is still employed at that agency; or
(2) last law enforcement agency employer to disclose the reason that officer is no longer employed by that agency, if the officer is not currently employed at an agency; and
(2) last law enforcement agency employer to disclose the reason that officer is no longer employed by that agency, if the officer is not currently employed at an agency; and
(3) contact that agency to obtain that disclosure and provide to that agency a copy of that written waiver.
(3) contact that agency to obtain that disclosure and provide to that agency a copy of that written waiver.
(4) An officer who refuses to execute the written waiver shall not be hired by the potential hiring agency.
(4) An officer who refuses to execute the written waiver shall not be hired by the potential hiring agency.
(5) If that current or former agency is a law enforcement agency in this State, the executive officer of that current or former agency or designee shall disclose to the potential hiring agency in writing its analysis of the officer's performance at that agency or the reason the officer is no longer employed by the former agency, as applicable. (b) (1) (A) If that current or former agency is a law enforcement agency in this State, the executive officer of that current or former agency or designee shall disclose to the potential hiring agency in writing its analysis of the officer's performance at that agency or the reason the officer is no longer employed by the former agency, as applicable.
(5) If that current or former agency is a law enforcement agency in this State, the executive officer of that current or former agency or designee shall disclose to the potential hiring agency in writing its analysis of the officer’s performance at that agency or the reason the officer is no longer employed by the former agency, as applicable. (b) (1) (A) If that current or former agency is a law enforcement agency in this State, the executive officer of that current or former agency or designee shall disclose to the potential hiring agency in writing its analysis of the officer’s performance at that agency or the reason the officer is no longer employed by the former agency, as applicable.
(6) The executive officer or designee shall send a copy of the disclosure to the officer at the same time he or she sends it to the potential hiring agency.
(6) The executive officer or designee shall send a copy of the disclosure to the officer at the same time he or she sends it to the potential hiring agency.
(7) Such a current or former agency shall be immune from liability for its disclosure described in subdivision (1) of this subsection, unless such disclosure would constitute intentional misrepresentation or gross negligence.
(7) Such a current or former agency shall be immune from liability for its disclosure described in subdivision (1) of this subsection, unless such disclosure would constitute intentional misrepresentation or gross negligence.
(8) A potential hiring agency that receives a disclosure under subsection (b) of this section shall keep the contents of that disclosure confidential.
(8) A potential hiring agency that receives a disclosure under subsection (b) of this section shall keep the contents of that disclosure confidential.
(9) A collective bargaining agreement between a law enforcement agency and the exclusive representative or bargaining agent of the law enforcement officers employed by that agency shall not include a prohibition on the exchange of information between the employing agency and another agency about an officer’s performance at the employing agency. Added 2017, No. 56, § 1; amended 2019, No. 166 (Adj. Sess.), § 11, eff. Oct. 1, 2020.
(9) A collective bargaining agreement between a law enforcement agency and the exclusive representative or bargaining agent of the law enforcement officers employed by that agency shall not include a prohibition on the exchange of information between the employing agency and another agency about an officer’s performance at the employing agency.
Official source: Vermont General Assembly. Reproduced from public-domain Vermont statutes; confirm against the official source for the current text. Not legal advice.