Common use of EMPLOYEE BILL OF RIGHTS Clause in Contracts

EMPLOYEE BILL OF RIGHTS. Section 7.1 Employees of the Police Division included within the scope of this Agreement shall be entitled to the following rights as they relate to non-criminal charges against an employee for violation of Police Division policies, rules, and regulations. An employee being investigated for possible criminal charges shall be afforded the same constitutional rights as are required to be provided to any other citizen. 1. Any time that the Police Chief or his designee conducts a disciplinary hearing with an employee in which the disciplinary action anticipated is a suspension of record, a suspension without pay, reduction, or discharge, the employee shall be advised of his rights to have a Union representative and/or other representative of his choosing present in accordance with the disciplinary procedures contained herein. In any disciplinary hearing, each party shall have the right to question the other party's witnesses. 2. Before an employee may be charged with any violation of division rules and regulations for a refusal to answer questions or participate in an investigation, he shall be advised that his refusal to answer questions or participate in such investigation may be made the basis for such a charge. 3. Any interrogation, questioning, or interview shall be conducted at a reasonable hour, preferably while the person to be interrogated or interviewed is on duty. Such sessions shall be for reasonable periods of time and time shall be allowed for rest period(s) and for other physical necessities. 4. The employee shall be informed in writing of the specific nature of the investigation prior to any questioning. 5. There shall be no press release by the City, the Union, or the employee regarding the employee under investigation until such investigation is completed and the employee is either cleared or charged. 6. When an employee suspected of a violation of Division policies, rules, or regulations is being interrogated, such interrogation shall be recorded at the request of either party. The party requesting the recording shall be responsible for the cost unless both parties desire a copy, wherein the cost shall be equally shared. In addition, the party requesting the recording shall be responsible for providing the appropriate recording equipment. 7. An employee who has been charged with a violation of any division policy, rule, or regulation shall, upon request, be provided the opportunity to obtain copies, at current reproduction cost, of transcripts, recordings, written statements, and any other material relating to the charges as a condition of its use at a hearing or interrogation on such charge. Such request must be made not less than twenty-four

EMPLOYEE BILL OF RIGHTS. Section SECTION 7.1 Employees of the Police Division included within the scope of this Agreement shall be entitled to the following rights as they relate to non-criminal charges against an employee for violation of Police Division policies, rules, and regulations. An employee being investigated for possible criminal charges shall be afforded the same constitutional rights as are required to be provided to any other citizen. 1. Any time that A. An employee has the Police Chief or his designee conducts right to presence of counsel and/or a disciplinary hearing with an employee in which the disciplinary action anticipated is a suspension of record, a suspension without pay, reduction, or discharge, the employee shall be advised of his rights to have a Union representative and/or other representative of his choosing present recognized bargaining unit and the right of cross-examination of all witnesses at disciplinary hearings conducted by the City. Pursuant to Article 18, Section 18.5, once an employee has been charged with a violation, a hearing shall be held at a time that is mutually agreeable between the hearing authority and the employee's representative within twenty (20) work days of the charged employee's receipt of the written charge. B. An employee who is questioned as a suspect in accordance with the disciplinary procedures contained herein. In any disciplinary hearing, each party investigation of any criminal charge against him shall have the right to question the same constitutional rights as any other party's witnessescitizen. 2. C. Before an employee may be charged with any violation of division the divisional rules and regulations for a refusal to answer questions or participate in an investigation, he shall be advised that his refusal to answer questions questions, or participate in such investigation investigation, may be made the basis for of such a charge. 3. D. Any interrogation, questioning, or interview shall be compensable, conducted at a reasonable hour, hour and preferably while the person to be interrogated or interviewed employee is on dutyworking. Such Interrogation sessions shall be for reasonable periods of time time, and time shall be allowed during the questioning for rest period(s) and periods or for other physical necessities. 4. E. The employee shall be informed in writing of the specific nature of the investigation prior to any questioning. 5. There F. When a confidential or anonymous complaint is made against an employee, following the initial investigation the employee shall be no press release by interviewed and apprised of the Citycircumstances and specific facts relating to the complaint. In the event there is corroborative evidence, the Unionemployee shall be required to submit to interrogation and/or make a report or statement. Whenever an employee is ordered to make statements he/she may postpone the interrogation for up to five (5) workdays. G. The Division may acknowledge the fact that a particular officer is under investigation, or but may not release any additional information until the employee regarding the employee under investigation until such investigation is completed and the employee is either cleared or charged. 6. H. When an employee suspected of a violation of Division policies, rules, or regulations is being interrogatedinterrogated in an internal affairs investigation, such interrogation shall be recorded at the request of either party. The party requesting the recording shall be responsible for the cost unless both parties desire a copy, wherein the cost shall be equally shared. In addition, the party requesting the recording shall be responsible for providing the appropriate recording equipment. 7. I. An employee who has been charged with a violation of any division policy, ruledivisional policies, or regulation rules and regulations, shall, upon request, be provided the opportunity to inspect and obtain copies, at current reproduction cost, of transcripts, recordings, written statements, statements and any other material relating to the charges as a condition of to its use at a hearing or interrogation on such charge. Such request must be made forty-eight (48) hours prior to the scheduled hearing time. However, the forty-eight (48) hour provision may be waived in the event of extenuating circumstances. J. No hearing that may result in the dismissal, demotion, suspension or reprimand shall be held unless the employee is notified of the hearing and the reasons for it. K. In the course of an internal affairs investigation, a polygraph examination and/or voice stress analyzer will be administered only with the consent of the employee under investigation. If in the course of an internal investigation, an employee has been given a polygraph examination, and/or voice stress analyzer; such examination shall not less than twenty-fourbe used in any subsequent criminal action. L. When an employee is to be interviewed in an investigation of any other member of the Police Division, such interview shall be conducted in accordance with the procedure established herein. M. Any employee ordered to an internal investigation shall be informed of his right to an attorney and/or Union representation. N. If the rights of the employee who is under investigation as provided herein have been violated, the violation shall be subject to the grievance procedure, but limited to the third step of such procedure. O. No member of this bargaining unit shall participate in any judgment or review of any other member of this bargaining unit unless that judgment or review is as a result of an internal investigation, a shooting review board or as a member of the Police Division awards recognition team. In all cases, those individuals will be designated by the Chief of Police. P. Any evidence obtained in the course of an internal affairs investigation may not be subsequently used in violation of the U. S. Constitution.

EMPLOYEE BILL OF RIGHTS. Section 7.1 Employees In order to ensure that such investigations are conducted in a manner conducive to good order and discipline, meanwhile observing and protecting the individual rights of each employee of the Police Division included within Sheriff’s Office, the scope of this Agreement following rules are hereby established: A. When any bargaining unit member is under investigation and subjected to interview by competent authority designated by the Sheriff which could reasonably lead to an economic sanction, the interview shall be entitled to conducted under the following rights as they relate to non-criminal charges against an employee for violation of Police Division policies, rules, and regulations. An employee being investigated for possible criminal charges shall be afforded the same constitutional rights as are required to be provided to any other citizen.conditions: 1. Any time that the Police Chief or his designee conducts a disciplinary hearing with an employee in which the disciplinary action anticipated is a suspension of record, a suspension without pay, reduction, or discharge, the employee shall be advised of his rights to have a Union representative and/or other representative of his choosing present in accordance with the disciplinary procedures contained herein. In any disciplinary hearing, each party shall have the right to question the other party's witnesses. 2. Before an employee may be charged with any violation of division rules and regulations for a refusal to answer questions or participate in an investigation, he shall be advised that his refusal to answer questions or participate in such investigation may be made the basis for such a charge. 3. Any interrogation, questioning, or The interview shall be conducted at a reasonable hour, preferably while at a time when the person member is on-duty, or during the normal working hours for the member, unless the seriousness of the investigation requires otherwise. If such interview does occur during off-duty time of the member being interviewed, the member shall be compensated for such off-duty time in accordance with regular Sheriff’s Office procedures and the provisions of this Agreement. 2. The interview shall take place at a location designated by the investigating officer, preferably at the Wasco County Sheriff’s Office. 3. The member under investigation shall be informed, in writing, prior to such interview that he/she has a right to have Association representation during the interview, and of the rank, name and command of the officer in charge of the interview, the interviewing officers, and all other persons to be interrogated or present during the interview. All questions directed to the member being interviewed is on duty. Such sessions shall be for reasonable periods of time asked by and time shall be allowed for rest period(sthrough no more than two (2) and for other physical necessitiesinvestigators at one time. 4. The employee Unless release of information would otherwise compromise the investigation, the member under investigation shall be informed in writing of the specific nature of the investigation investigation, the specific facts which form the basis of the allegation(s) against the member, the specific rules, regulations, policies, procedures and/or laws the member is alleged to have violated, the name and address of the persons making the complaint unless the complainant requests the information not be disclosed, and statement and/or reports which state the facts upon which the allegation(s) are based, prior to any questioninginterview. If the Sheriff receives an anonymous complaint against a member, he/she may determine if there are other known persons or evidence to substantiate it. If there are, then the Sheriff may pursue the complaint. If not, no record of the anonymous complaint may be retained. The member may be informed of the receipt of the anonymous complaint, but the member shall not be interviewed unless other known persons or evidence substantiate the complaint. 5. There The interview session shall be no press release by for a reasonable period taking into consideration the City, gravity and complexity of the Union, or the employee regarding the employee under investigation until such investigation is completed and the employee is either cleared or chargedissue being investigated. The member being interviewed shall be allowed to attend to his/her own personal physical necessities. 6. When The member being interviewed shall not be subjected to offensive language or threatened with disciplinary action, except that a member refusing to respond to questions or submit to interview shall be informed that failure to answer questions directly related to the investigation or interview may result in disciplinary action. No promise of reward shall be made as an employee suspected of a violation of Division policiesinducement to answering any question. The member’s home address, rulestelephone number, or regulations is being interrogatedphotograph shall not be given to the press or news media without his/her express consent, such interrogation shall be recorded at the request of either party. The party requesting the recording shall be responsible for the cost unless both parties desire a copy, wherein the cost shall be equally shared. In addition, the party requesting the recording shall be responsible for providing the appropriate recording equipmentotherwise required by law. 7. An employee who has been The complete interview of the member may be recorded. If a tape recording is made of the interview, the member shall be provided a complete copy of the tape if further proceedings are contemplated or prior to any further interview at a subsequent time. Upon request, the member shall be provided a transcribed copy of any notes made by a stenographer or to any reports or complaints made by investigators or other persons, except those which are deemed by the Sheriff to be confidential. No notes or reports which are deemed by the Sheriff to be confidential may be entered in the member’s personnel file. The member being interviewed shall have the right to bring a recording device and record any and all aspects of the interview. 8. If prior to or during the interview of the member it is deemed that he/she may be charged with a violation criminal offense, he/she shall be immediately informed of his/her constitutional rights. 9. Upon the filing of a formal written statement of charges, or whenever an interview focuses on matters which are likely to result in disciplinary action against the member, that member, at his/her request, shall have the right to be represented by an Association representative of his/her choice who may be present at all times during such interview. The Association representative shall not be subject to the same investigation. This section does not apply to any communications with a member in the normal course of duty, including administrative inquiries (matters which experience and common sense indicate are subject to resolution at the supervisory/command level and which are unlikely to lead to discipline of an economic nature), counseling, instruction, or informal admonishment, or other routine or unplanned contact with a supervisor or any other member, nor shall this section apply to an investigation concerned solely and directly with alleged criminal activities. B. No member shall be subjected to disciplinary action, or denied promotion, or be threatened with any such treatment, because of the lawful exercise of rights granted herein, or the exercise of any division policyrights under any existing administrative grievance procedure. Nothing in this section shall preclude the Sheriff from ordering a member to cooperate with other agencies involved in criminal investigations. If any member fails to comply with such order, rulethe Sheriff may officially charge such member with insubordination, consistent with the member’s constitutional rights. C. No member shall be compelled to submit to a polygraph examination against his/her will. No disciplinary action or other recrimination shall be taken against a member refusing to submit to a polygraph examination, nor shall any comment be entered anywhere in the investigator’s notes or anywhere else that the member refused to take a polygraph examination, nor shall any testimony or evidence be admissible at a subsequent hearing, trial, or regulation shallproceeding, upon requestjudicial or administrative, be provided the opportunity to obtain copies, at current reproduction cost, of transcripts, recordings, written statements, and any other material relating to the charges as effect that the member refused to take a condition of its use at a hearing polygraph examination. D. Nothing contained herein shall preclude or interrogation on such charge. Such request must be made not less than twenty-fourprohibit any member from pursuing civil litigation for false or malicious complaints.

EMPLOYEE BILL OF RIGHTS. Section 7.1 Employees of 28.1. In the Police Division included within event that a complaint is levied against an employee that causes the scope of this Agreement shall be entitled Sheriff’s Office to the following rights as they relate to conduct a non-criminal charges against an employee for violation of Police Division policiesInvestigation, rules, and regulations. An the following protections shall accrue to the employee being investigated for possible criminal charges shall be afforded the same constitutional rights as are required to be provided to any other citizen.investigated: 1. Any time that Within five (5) business days of beginning the Police Chief processing of a complaint, which is defined as when the Sheriff assigns or his authorizes the incident to be investigated pursuant to the Citizen’s Complaint Policy and/or Investigations Policy, against an employee, the sheriff or their designee conducts a disciplinary hearing with an will notify the employee in which writing that a complaint has been received and the disciplinary action anticipated is a suspension nature of record, a suspension without pay, reduction, or dischargethe complaint. E- mail shall satisfy the requirement of written notification. 2. Prior to an interview of the employee as provided herein, the employee shall be advised given notice of his rights the nature of the complaint and the basis of the allegations levied against said employee and sufficient facts to have a Union representative and/or other representative inform the employee of his choosing present in accordance with the disciplinary procedures contained hereincircumstances surrounding the allegations under investigation. In any disciplinary hearing, each party shall have the right to question the other party's witnesses. 2. Before an The employee may be charged with any violation of division rules and regulations for a refusal to answer questions or participate in an investigation, he shall be advised that his refusal provided a copy of the complaint prior to answer questions or participate in such investigation may be made the basis for such a chargean investigatory interview. 3. Any interrogation, questioning, or interview shall Investigations will be conducted at a reasonable hourunder the guidelines contained in Article 23, preferably while Discipline. Bargaining unit members shall not conduct internal affairs investigations on the County’s behalf. No more than two County representatives or investigators may be present or question the employee during the interview. At least one person must have the authority to be interrogated or interviewed is on duty. Such sessions shall be for reasonable periods of time and time shall be allowed for rest period(s) and for other physical necessitiescompel the employee to participate in the interview. 4. Any complaint not placed in writing shall not serve as the basis of an Internal Affairs Investigation. However, consistent with law, unwritten bias-based complaints may form the basis of an Internal Affairs Investigation. 5. All reasonable efforts shall be made to conclude investigations within 120 days of intake. 6. The employee shall be informed in writing of the specific nature outcome of the investigation. DocuSign Envelope ID: 87B670AA-014D-4A2B-8ECC-D8F2AB790D4C 7. Unless the seriousness of an investigation requires otherwise, all employee interviews will be conducted while the employee is on duty, or during the officer’s normal waking hours, or at a time mutually acceptable to the employee and the County. If an employee has been placed on administrative leave, the interview will take place during the day between 8 AM and 5 PM. 8. The County will provide reasonable breaks during the interview. The interview shall not take an unreasonable amount of time. 9. The employee, their representative or the County may record the interview. If any party records and/or transcribes the interview, it shall provide a copy of the recording and/or transcript to the requesting party. If the employee is subjected to a subsequent interview, the County shall provide a copy of any of their prior statements prior to any questioningsubsequent interview. 510. There The County shall be no press release not require the chosen representative to disclose any statements made by the Cityemployee to the representative which were made for the purposes of the representation. 11. At least forty-eight (48) hours prior to the due process hearing, the Union, or County shall provide to the employee regarding and the Association a detailed accounting of the allegations against the employee, as well as a copy of the internal affairs investigation report. 12. As soon as it is determined that the employee under investigation until such investigation is completed and the employee is either cleared or charged. 6. When an employee suspected of a violation of Division policies, rules, or regulations is being interrogated, such interrogation shall may be recorded at the request of either party. The party requesting the recording shall be responsible for the cost unless both parties desire a copy, wherein the cost shall be equally shared. In addition, the party requesting the recording shall be responsible for providing the appropriate recording equipment. 7. An employee who has been charged with a violation criminal offense, the employee must be informed of any division policy, rule, or regulation shall, upon request, be provided the opportunity employee’s right to obtain copies, at current reproduction cost, of transcripts, recordings, written statements, and any other material relating consult with criminal defense counsel with respect to the charges as a condition of its use at a hearing or interrogation on such criminal charge. Such request must be made not less than twenty-four.

EMPLOYEE BILL OF RIGHTS. Section 7.1 Employees of 28.1. In the Police Division included within event that a complaint is levied against an employee that causes the scope of this Agreement shall be entitled Sheriff’s Office to the following rights as they relate to conduct a non-criminal charges against an employee for violation of Police Division policiesInvestigation, rules, and regulations. An the following protections shall accrue to the employee being investigated for possible criminal charges shall be afforded the same constitutional rights as are required to be provided to any other citizen.investigated: 1. Any time that Within five (5) business days of beginning the Police Chief processing of a complaint, which is defined as when the Sheriff assigns or his authorizes the incident to be investigated pursuant to the Citizen’s Complaint Policy and/or Investigations Policy, against an employee, the sheriff or his/her designee conducts a disciplinary hearing with an will notify the employee in which writing that a complaint has been received and the disciplinary action anticipated is a suspension nature of record, a suspension without pay, reduction, or dischargethe complaint. E-mail shall satisfy the requirement of written notification. 2. Prior to an interview of the employee as provided herein, the employee shall be advised given notice of his rights the nature of the complaint and the basis of the allegations levied against said employee and sufficient facts to have a Union representative and/or other representative inform the employee of his choosing present in accordance with the disciplinary procedures contained hereincircumstances surrounding the allegations under investigation. In any disciplinary hearing, each party shall have the right to question the other party's witnesses. 2. Before an The employee may be charged with any violation of division rules and regulations for a refusal to answer questions or participate in an investigation, he shall be advised that his refusal provided a copy of the complaint prior to answer questions or participate in such investigation may be made the basis for such a chargean investigatory interview. 3. Any interrogation, questioning, or interview shall Investigations will be conducted at a reasonable hourunder the guidelines contained in Article 23, preferably while Discipline. Association members shall not conduct internal affairs investigations on the County’s behalf. No more than two County representatives or investigators may be present or question the employee during the interview. At least one person must have the authority to be interrogated or interviewed is on duty. Such sessions shall be for reasonable periods of time and time shall be allowed for rest period(s) and for other physical necessitiescompel the employee to participate in the interview. 4. Any complaint not placed in writing shall not serve as the basis of an Internal Affairs Investigation. However, consistent with law, unwritten bias-based complaints may form the basis of an Internal Affairs Investigation. 5. All reasonable efforts shall be made to conclude investigations within 30 days of intake. 6. The employee shall be informed in writing of the specific nature outcome of the investigation prior to any questioning. 5. There shall be no press release by the City, the Union, or the employee regarding the employee under investigation until such investigation is completed and the employee is either cleared or charged. 6. When an employee suspected of a violation of Division policies, rules, or regulations is being interrogated, such interrogation shall be recorded at the request of either party. The party requesting the recording shall be responsible for the cost unless both parties desire a copy, wherein the cost shall be equally shared. In addition, the party requesting the recording shall be responsible for providing the appropriate recording equipmentinvestigation. 7. An Unless the seriousness of an investigation requires otherwise, all employee who interviews will be conducted while the employee is on duty, or during the officer’s normal waking hours, or at a time mutually acceptable to the employee and the County. If an employee has been placed on Administrative leave, the interview will take place during the day between 8 AM and 5 PM. 8. The County will provide reasonable breaks during the interview. The interview shall not take an unreasonable amount of time. 9. The employee, his representative or the County may record the interview. If any party records and/or transcribes the interview, it shall provide a copy of the recording and/or transcript to the requesting party. If the employee is subjected to a subsequent interview, the County shall provide a copy of any of his/her prior statements prior to any subsequent interview. 10. The County shall not require the chosen representative to disclose any statements made by the employee to the representative which were made for the purposes of the representation. 11. At least forty-eight (48) hours prior to the due process hearing, the County shall provide to the employee and the Association a detailed accounting of the allegations against the employee, as well as a copy of the internal affairs investigation report. 12. As soon as it is determined that the employee may be charged with a violation criminal offense, the employee must be informed of any division policy, rule, or regulation shall, upon request, be provided the opportunity employee’s right to obtain copies, at current reproduction cost, of transcripts, recordings, written statements, and any other material relating consult with criminal defense counsel with respect to the charges as a condition of its use at a hearing or interrogation on such criminal charge. Such request must be made not less than twenty-four.

EMPLOYEE BILL OF RIGHTS. Section 7.1 Employees When an employee is under investigation or subjected to being interviewed by his immediate supervisor or any other authorized representative of the Police Division included within Sheriff’s Office, which could lead to punitive action, the scope of this Agreement employee shall be entitled to the following rights as they relate to non-criminal charges against an employee for violation of Police Division policies, rules, and regulations. An employee being investigated for possible criminal charges shall be afforded the same constitutional rights as are required to be provided to any other citizen.protection: 1. Any time that Employees and the Police Chief Pottawattamie County Sheriff’s Office shall not solicit any formal citizen’s complaints against an employee. Solicitation shall not be construed to mean any following up of a formal complaint, an anonymous complaint or his designee conducts a disciplinary hearing with an employee in which the disciplinary action anticipated is a suspension of record, a suspension without pay, reduction, or discharge, the employee shall be advised of his rights to have a Union representative and/or other representative of his choosing present in accordance with the disciplinary procedures contained herein. In any disciplinary hearing, each third party shall have the right to question the other party's witnessescomplaint. 2. Before An employee shall not be subjected to offensive language, nor be threatened with dismissal, transfer or other disciplinary punishment as a guise to attempt to obtain the employee’s resignation, nor shall the employee be intimidated in any other manner. No promises or rewards shall be made to the employee as an employee may be charged with any violation of division rules and regulations for a refusal inducement to answer questions or participate in an investigation, he shall be advised that his refusal to answer questions or participate in such investigation may be made the basis for such a chargequestions. 3. Any interrogationinvestigation concerning the conduct of an employee, questioningwhich conduct is allegedly either off duty or on duty shall be initiated only with the approval of the Sheriff. 4. An accused employee shall be informed of the nature of the investigation at the time of the interview by the Sheriff or his designee. 5. When possible, or interview all interviews shall be conducted at a reasonable hour, preferably while hour and when the person to be interrogated or interviewed employee is on duty, and if conducted during off duty time, the accused employee shall be compensated in accordance with overtime procedures. 6. Such sessions The interview session shall be for a reasonable periods period taking into consideration the gravity and complexity of time and time the issue being investigated. 7. Unless agreed to by the accused employee or as required by law, the County shall not divulge the reason for any disciplinary action that is not appealed beyond the Sheriff’s Office. The Sheriff’s Office shall make every reasonable effort to insure that no employee’s home address, home telephone number of photographs of the employee is released to the news media or for public consumption. 8. An accused employee shall be allowed for rest period(s) and for other physical necessitiespermitted to have an attorney, Pottawattamie County Deputy Sheriff’s Association representative or both present during the interview. 49. Any audio, visual, electronic or other recordings that are made of the interview proceedings shall be given to the accused employee, at no cost to the employee. 10. The employee shall be informed in writing of the specific nature of the investigation prior to any questioningthe interview the names of all persons other than the Sheriff’s Office personnel that will be present during the interview. 511. There No employee shall have any comment adverse to his interest entered in his personnel file without the employee having first read and signed the instrument containing the adverse comment indicating that he is aware of such comment, except that such entry may be made if after reading such instrument the employee refuses to sign, that fact shall be no press release noted on that document, and initialed or signed by the City, the Union, or the employee regarding the employee under investigation until such investigation is completed and the employee is either cleared or chargedemployee. 6. When an employee suspected of a violation of Division policies, rules, or regulations is being interrogated, such interrogation shall be recorded at the request of either party. The party requesting the recording shall be responsible for the cost unless both parties desire a copy, wherein the cost shall be equally shared. In addition, the party requesting the recording shall be responsible for providing the appropriate recording equipment. 712. An employee who has been charged with shall have thirty (30) days in which to file a violation of written response to any division policy, rule, or regulation shall, upon request, be provided the opportunity to obtain copies, at current reproduction cost, of transcripts, recordings, written statements, and any other material relating to the charges as a condition of its use at a hearing or interrogation on such chargeadverse comment entered in his personnel file. Such request must written response shall be made attached to and shall accompany the adverse comment. 13. The above shall not less than twenty-fourbe construed to restrict management rights to speak with or briefly question employees on verbal or informal complaints of citizens if this questioning may lead to an expedient end of the complaint. Nor shall it restrict internal investigations brought about by shift supervisors. However, should a citizen make a formal written complaint or should a brief investigation uncover facts that may lead to a formal or major investigation or interview, then the procedures set forth above and in subsection C shall be followed.