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. A. In regard to all Employees of the department, any internal investigation or administrative investigation conducted by the department, the department must comply with the Peace Officer’s Employer-Employee Relations Act, any other applicable law of the State of New Mexico and adopted departmental policies regarding internal investigations or administrative investigations.
B. The department shall implement a policy establishing guidelines and procedures for initiating and conducting internal or administrative investigations. The policy must be developed by a committee of eight (8) Police Department personnel, four (4) of whom shall be appointed by the Police Chief to represent the CITY and four (4) of whom shall be appointed by the Union President to represent the UNION. One of the eight (8) members shall be elected chairman.
C. The policy developed shall in no way limit the authority of the CITY nor unreasonably broaden the rights of the Employees in a manner inconsistent with the Peace Officer’s Employee-Employer Relations Act or any other applicable New Mexico Law. The committee shall adopt such policy by a majority vote and present same to the Police Chief for implementation. In the case of a tied vote by the committee, the policy shall be presented to the CITY/UNION Grievance Committee for resolution of differences.
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.
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1. If an officer chooses not to make a statement in the criminal investigation, the Commander of the Risk Management Office will notify SFDA of IAD’s intent to conduct a compelled 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.
Administrative Investigations. In order to insure that the investigations by the Internal Affairs Unit are conducted in a manner conducive to public confidence, good order, and discipline, while observing and protecting the individual rights of each bargaining unit member, the following rules and procedures are hereby established:
A. The Internal Affairs investigations are to be confidential and conducted in strict conformity with the guidelines contained in this Article.
B. Any person claiming direct knowledge of an alleged act of misconduct may file a complaint against any bargaining unit member of the Department. All complaints shall be reduced to writing. The Department shall not prevent any person or persons from making a complaint against a bargaining unit member. The Department shall not accept anonymous complaints. The Department shall only accept complaints in person. Complaints via phone or mail will not be accepted for investigation and will be destroyed.
C. The Internal Affairs Unit shall notify bargaining unit members of the complaint in writing within one calendar week after the complaint is filed, with a copy of the complaint attached.
D. If exigent circumstances arise that reasonably prohibit immediate notification, such as hindering a criminal investigation, the Village shall notify the member and the FOP as immediately as reasonably possible stating the nature of the investigation and the reason for the delay in notification. At no time shall the delay in notification be longer thirty
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.
