I think it could be accomplished without getting too far into labor law itself. Just set up more effective avenues for punishing cops who are suspected of criminal offenses. The unions would try to stop it, but there's nothing that they could really do because it's not part of collective bargaining. They would argue that limits on their ability to restrain / detain someone would make their job harder... and they might be right. But, the state could always mandate that officers required more training prior to being allowed to patrol. Both of those items could be accomplished by state regulatory authority.I'm not a labor law guy but I believe this might be difficult to accomplish. Labor law is federal for the most part. I don't see them being able to single out a particular union. I'm skeptical of Congress willingness to weaken labor law as it relates to unions even if they were able to limit it to public service unions. As such, it becomes a local issue between the City and it's police union.
Here's the text of a Minnesota Police Union CBA in regards to discipline:
ARTICLE 9. DISCIPLINE
9.1 The Employer will discipline employees for just cause only and in accordance with State of
Minnesota Statutes relating to disciplinary procedures involving Peace Officers.
9.2 Discipline is intended to be corrective and will not be punitive. One of the following forms of
progressive discipline will be used:
a. oral reprimand;
b. written reprimand;
0. suspension;
d. demotion; or
e. discharge.
9.3 Written reprimands, notices of suspension, notices of demotion and notices of discharge which are
to become part of an employee's personnel file shall be presented in written form, read, and
acknowledged by signature of the employee. The employee and the Union will receive a copy of
such reprimands and/or notices at the time of implementation, At the request of the employee,
reference an oral reprimand shall be made void after one year and written reprimands shall be
removed from the file after two years, provided the employee has not been involved in progressive
disciplinary action.
9.4 Employees may examine their individual personnel file at reasonable times under the supervision
of the Employer.
9.5 Employees will not be questioned concerning an investigation that may lead to disciplinary action
unless the employee has been given the opportunity to have a Union representative of their choice
present at such questioning.
9.6 Grievances relating to discipline may be initiated by the Union at Step 2 of the Grievance
Procedure outlined in Article 6 of this Agreement.