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PC 323

Para establecer la “Ley de Nuevas Oportunidades para el Reservista de la Policía”, a los fines de emprender un esfuerzo más amplio y concertado para incrementar el número de reservistas disponibles que puedan asumir funciones y responsabilidades que actualmente desempeñan miembros del Negociado, conforme dispone el Artículo 2.17 de la Ley Núm. 20-2017, según enmendada, mejor conocida como la “Ley del Departamento de Seguridad Pública de Puerto Rico”; establecer por el lapso de un año un plan piloto a llevarse a cabo en los municipios de Maricao, Las Marías, Lares, Adjuntas, Utuado, Ciales, Jayuya, Villalba, Orocovis, Barranquitas, Aibonito, Morovis, Corozal, Comerío y Naranjito y para otros fines.

2025-2028 Session

Puerto Rico creates one-year pilot program expanding reserve police officer duties in 15 central municipalities to address staffing capacity gaps cost-effectively.

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Bill Summary · PC 323

Legislative bill overview

Bill PC 323 establishes the "Law of New Opportunities for Police Reserves" to expand the number of reserve police officers who can perform duties currently handled by regular Puerto Rico Police Department members. The bill creates a one-year pilot program in 15 municipalities in Puerto Rico's central region to test this expanded reserve officer model.

Why is this important

Police reserve programs can provide cost-effective supplementary workforce capacity, potentially addressing staffing gaps without permanent payroll expansion. The pilot's geographic focus on rural and semi-rural municipalities suggests an attempt to address policing challenges in underserved areas where recruitment of full-time officers may be difficult.

Potential points of contention

  • Cost-benefit analysis unclear: The bill doesn't specify what compensation, training, or liability protections reserves will receive, raising questions about whether this saves money or creates hidden costs
  • Job displacement concerns: Expanding reserve duties could displace full-time officer positions or reduce employment opportunities, affecting union negotiations and established workforce agreements
  • Oversight and accountability: Reserve officers typically receive less training than regular officers; the bill lacks detail on supervision, disciplinary procedures, and public accountability mechanisms
  • Pilot scope limitations: Geographic restriction to 15 specific municipalities may not provide representative data for broader statewide implementation, and one year may be insufficient to assess effectiveness

Compiled from official sources — confirm details with the bill’s official record.

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