Administrative Investigations. 1. If an officer chooses not to make a voluntary statement in the criminal investigation, SFPD may the Commander of the Risk Management Office must notify SFDA of their intent to conduct a before compelleding the officer to submit to an interview.
2. If an officer is subjected to a compelled interview, the officer will be provided with all rights afforded under the Public Safety Officers’ Procedural Bill of Rights Act and the Xxxxxxxx cases.
3. Administrative interviews shall be conducted pursuant to SFPD General Orders, including General Order 10.11 (DGO 10.11), concerning body-worn cameras.
Administrative Investigations. During the life of this Agreement, the parties agree to meet to review any proposed changes to the Administrative Investigation Manual (“AI manual”) using the Labor Management Committee process set forth in Article 20. If either party desires changes to the AI manual, they must provide the proposed changes in writing at the same time the Labor Management Committee request is made. Decisions regarding the final content of the AI manual will be determined by the Chief after the Labor Management Committee meeting.
Administrative Investigations. All internal investigations in disciplinary matters will be conducted in accordance with the provisions of Mo. Rev. Stat. § 590.502.2.
Administrative Investigations a. Investigators should consider all facts, circumstances, and human factors. An investigation shall be conducted in an expeditious and timely manner.
b. Employees will be advised of their right to union representation when written or sworn statements are requested, if the written or sworn statements may result in disciplinary action against the employee.
c. Before questioning begins or a statement is given, employees will be informed of the reason they are being questioned or asked to provide a statement. If the employee is the subject of the investigation, the employee will also be informed of the nature of the allegation against them.
d. Supervisors, employees, and union representatives will not, except as specifically authorized, disclose any information about an investigation. If no action is taken as a result of the investigation, the employee who was the subject of the investigation will be informed of this in a timely manner.
e. Upon request, all evidence used to support an action detrimental to an employee will be provided to the employee in a timely manner. The Employer will provide a written explanation of any denial of information requested in a timely manner.
Administrative Investigations. There shall be Professional Standards that conducts administrative investigations. Professional Standards may delegate this function to supervisors at the rank of Lieutenant or above. Guidance for conducting inquiries and investigations not contained herein, will be located in the Supervisor’s Manual, currently under Investigative Formats. Administrative investigations shall involve the investigation of complaints against an employee by citizens or fellow employees not amounting to a violation of the criminal laws or alleged violations of the criminal laws where only an administrative penalty may be imposed.
(a) When an employee is charged with misconduct which does or reasonably may result in the imposition of disciplinary action, the employee shall be notified in writing of the compliant within four (4) business days from the date that the complaint has a PSB number assigned, the Department shall send written notification to the employee. Electronic notification may be sent to speed up the notification process. A supervisor will be notified, and then will contact the employee to verify that they are aware. This is not a substitution to send the written notification but rather a way to speed up the notification process and ensure the employee is notified in case the written notification is lost. The notification shall state the factual details of the accusations of the misconduct, the order, regulation, policy or law, of any alleged violation; the names and addresses of all witnesses; and all other material facts known to the City and its employees.
(b) Prior to the administrative interview, the employee and the F.O.P., if the employee requests a F.O.P. representative, shall have the right to inspect of the record of the Professional Standards file of the employee, the complaint, all documents which contain or describe any material facts, and transcripts of the interviews of the complainant and all witnesses. The focus employee shall generally be the last person interviewed as part of the investigation, unless a different order of interviews is agreed upon by the Chief of Police and the F.O.P. President, or their designees.
1. All records, reports, statements and information contained in the Professional Standards files are confidential and may only be used by the employee in a grievance, as described in Article 14, regarding discipline imposed on the matter which is the subject of records, statements and information obtained from the Professional Stand...
Administrative Investigations. Whenever management is conducting an administrative investigation regarding a complaint from either a citizen or a member of the Department, management shall:
(a) Notify the bargaining unit member in writing, prior to any interview. The notification shall specify (i) the nature of the complaint, and any specific allegations against the employee; (ii) the complainant’s name, if known, unless disclosing such name may jeopardize the investigation; and (iii) the name and phone number of the investigator.
(b) Offer the employee the opportunity to speak with a Lodge representative prior to the interview and have him or her present during any interview of the employee, in accordance with this Agreement.
(c) Mechanically or digitally record any formal statement taken during the course of the investigation, including but not limited to the statement of the accused officer.
(d) Provide a Xxxxxxx warning to all employees who are ordered to provide statements.
(e) Complete the investigation within a reasonable period of time.
Administrative Investigations. The Employee shall cooperate during any investigative process and, when requested by the investigator, shall furnish information or give statements. The Employer shall permit reasonable breaks during an investigative interview. Prior to determining discipline, the Employer shall provide the employee with all investigative material to which the employee is legally entitled. The Employer shall permit the employee to review the material and respond before discipline is imposed. If no discipline is issued, the Employer shall, within a reasonable period of time, inform the employee of the completion of its investigation and its conclusion of the investigation.
Administrative Investigations. Any administrative investigation of a Regional SWAT Team member shall be conducted by the Participating Agency employing the Regional SWAT Team member. Any administrative action resulting from such an investigation shall be at the discretion of the Regional SWAT Team member’s employing agency. Investigatory findings which may impact the fitness for duty of a Regional SWAT Team member will be promptly reported to the Governing Board consistent with the Peace Officer’s Procedural Bill of Rights and Penal Code 832.7. The Participating Agency shall always retain the discretion to remove the member from the Regional SWAT Team.
Administrative Investigations a. An investigative protocol shall be developed. It shall provide for involvement of the mental health staff that includes providing support to the women participating in the investigation; [MR 30]
b. Investigations will include an effort to determine whether staff negligence or collusion, physical characteristics of the institution, such as blind spots, staffing, institutional procedure or policies or any other factor, create a risk that future SA could occur, regardless of whether the reported SA is determined to be substantiated.
c. Administrative investigations will be documented in written reports that include a description of the physical and testimonial evidence and the reasoning behind credibility assessments.
d. Allegations of sexual abuse shall be determined to be substantiated if supported by a preponderance of the evidence. [IN-3]
e. BWCI/DOC shall provide regular PREA training to all investigators that covers: (a) an overview of PREA including investigative national standards; (b) an overview of best practices in investigating sexual abuse in custodial settings; (c) legal liability and administrative sanctions; (d) a study of actual case examples; I the role of medical and mental health in the investigative process; (f) investigative techniques for investigating sexual abuse to include evidence collection; (g) prevention approaches and strategies; and (h) the dynamics of post-traumatic stress on the facts of investigations;
f. DOC shall exercise its good faith efforts to insure that all investigators regularly attend a nationally recognized training program in Investigating Sexual Misconduct. [MR 49]
g. The credibility of a victim, suspect, or witness will be assessed on an individual basis and not determined by the person’s status as inmate or staff.
Administrative Investigations. Whenever management is conducting an administrative investigation regarding a complaint from a citizen or a report from a member of the Department, management shall:
(a) Notify the bargaining unit member, prior to any interview. The notification shall specify the nature of the complaint, and any specific allegations against the employee.
(b) Offer the employee the opportunity to speak with a Lodge representative prior to the interview and have him or her present during any interview of the employee, in accordance with this Agreement.
(c) Record any formal statement taken during the course of the investigation, including but not limited to the statement of the accused officer.
(d) Provide a Xxxxxxx warning to all employees who are ordered to provide statements.
(e) Complete the investigation within a reasonable period of time.
