Common use of EMPLOYEE RIGHTS AND RESPONSIBILITIES Clause in Contracts

EMPLOYEE RIGHTS AND RESPONSIBILITIES. 17.1 Internal Affairs Investigation Policy A) The Internal Affairs Investigation policy is the procedure used by the department to investigate complaints about Employees and is part of the JPD Regulations and Operations Manual. The Police Chief will give serious consideration to recommendations, comments and suggestions by the Association concerning modifications to the Internal Affairs Investigation policy. B) The department will make every effort to complete Internal Affairs Investigations within 90 days of the date of case initiation. Should an Internal Affairs Investigation take longer than 90 days, the Employee under investigation shall be notified in writing of the reasons for the delay and provided with an estimated time of completion. C) This Article does not compromise or in any way inhibit the Police Chief’s authority to add to, delete from or otherwise amend the JPD Regulations and Operations Manual. D) The following rights shall be preserved in the Internal Affairs Investigation policy: 1) Employees are entitled to a prompt notice of investigations into complaints concerning them unless doing so would interfere with a criminal investigation. The notice shall contain a synopsis of the complaint; which shall identify the complainant unless there is reasonable cause not to, and department employees who are involved in conducting the investigation. The notice shall provide sufficient detail for the employee to understand the focus of the investigation. 2) If, during the course of the investigation, additional areas of potential misconduct arise that expand the scope of the initial investigation, the employee shall be notified in writing of the new or revised allegations unless doing so would interfere with a criminal investigation. The Chief, at his or her discretion, may include the additional allegations in the current IA investigation, or open a new IA investigation. If the Association is involved in representing the Member under investigation, the Chief or designee will notify the Association of the expanded scope of allegations. 3) Members are entitled to be represented by the Association at interviews and pre- disciplinary conferences. Except in exigent circumstances, the Member will have up to three (3) days to arrange Association representation. 4) Questions asked during the interview of the Member subject to the IA shall be confined to those matters related to the notice provided by the investigating officer. 5) Interviews with Members during the course of an Internal Affairs Investigation shall be recorded. An Association representative may ask questions of the subject Member at the conclusion of the interview. 6) Members are entitled to receive copies of recordings of interviews and investigation reports in a timely manner prior to the pre-disciplinary conference. 7) Internal Affairs Investigation files are confidential records maintained by the Chief of Police. 8) Members are presumed innocent of misconduct allegations until evidence establishes proof of guilt. 9) No materials or reports involving an allegation shall be entered into a Member’s CBJ Personnel file when the investigation has exonerated the Member or the allegations have been determined to be unfounded or not sustained. 10) The Member and/or the Association (with the Member’s written approval) may review a completed Internal Affairs Investigation file by submitting a written request to the Chief of Police. 11) Should the investigation result in a recommendation of discipline, the Member and/or the Association (with the Member’s written approval) shall be provided with the entire contents of the completed Internal Affairs Investigation file prior to a pre- disciplinary conference or final disposition interview with the Chief of Police or his or her designee; 12) Disciplinary action shall be taken for cause, except in the case of the dismissal of a probationary Employee. 13) This section is not intended to remove any rights guaranteed by law.

EMPLOYEE RIGHTS AND RESPONSIBILITIES. 17.1 Internal Affairs Investigation Policy A) The Internal Affairs Investigation policy is the procedure used by the department to investigate complaints about Employees and is part of the JPD Regulations and Operations Manual. The Police Chief will give serious consideration to recommendations, comments and suggestions by the Association concerning modifications to the Internal Affairs Investigation policy.and B) The department will make every effort to complete Internal Affairs Investigations within 90 days of the date of case initiation. Should an Internal Affairs Investigation take longer than 90 days, the Employee under investigation shall be notified in writing of the reasons for the delay and provided with an estimated time of completion. C) This Article does not compromise or in any way inhibit the Police Chief’s authority to add to, delete from or otherwise amend the JPD Regulations and Operations Manual. D) The following rights shall be preserved in the Internal Affairs Investigation policy: 1) Employees are entitled to a prompt notice of investigations into complaints concerning them unless doing so would interfere with a criminal investigationthem. The notice shall contain a synopsis of the complaint; which shall identify the complainant unless there is reasonable cause not to, and department employees who are involved in conducting the investigation. The notice shall provide sufficient detail for the employee to understand the focus of the investigation. 2) If, during the course of the investigation, additional areas of potential misconduct arise that expand the scope of the initial investigation, the employee shall be notified in writing of the new or revised allegations unless doing so would interfere with a criminal investigationallegations. The Chief, at his or her discretion, may include the additional allegations in the current IA investigation, or open a new IA investigation. If the Association is involved in representing the Member under investigation, the Chief or designee will notify the Association of the expanded scope of allegations. 3) Members are entitled to be represented by the Association at interviews and pre- disciplinary conferences. Except in exigent circumstances, the Member will have up to three (3) days to arrange Association representation. 4) Questions asked during the interview of the Member subject to the IA shall be confined to those matters related to the notice provided by the investigating officer. 5) Interviews with Members during the course of an Internal Affairs Investigation shall be recorded. An Association representative may ask questions of the subject Member at the conclusion of the interview. 6) Members are entitled to receive copies of recordings of interviews and investigation reports in a timely manner prior to the pre-disciplinary conference. 7) Internal Affairs Investigation files are confidential records maintained by the Chief of Police. 8) Members are presumed innocent of misconduct allegations until evidence establishes proof of guilt. 9) No materials or reports involving an allegation shall be entered into a Member’s CBJ Personnel file when the investigation has exonerated the Member or the allegations have been determined to be unfounded or not sustained. 10) The Member and/or the Association (with the Member’s written approval) may review a completed Internal Affairs Investigation file by submitting a written request to the Chief of Police. 11) Should the investigation result in a recommendation of discipline, the Member and/or the Association (with the Member’s written approval) shall be provided with the entire contents of the completed Internal Affairs Investigation file prior to a pre- pre-disciplinary conference or final disposition interview with the Chief of Police or his or her designee; 12) Disciplinary action shall be taken for cause, except in the case of the dismissal of a probationary Employee. 13) This section is not intended to remove any rights guaranteed by law.

EMPLOYEE RIGHTS AND RESPONSIBILITIES. 17.1 Internal Affairs Investigation Policy A) The Internal Affairs Investigation policy is the procedure used by the department to investigate complaints about Employees and is part of the JPD Regulations and Operations Manual. The Police Chief will give serious consideration to recommendations, comments and suggestions by the Association concerning modifications to the Internal Affairs Investigation policy. B) The department will make every effort to complete Internal Affairs Investigations within 90 days of the date of case initiation. Should an Internal Affairs Investigation take longer than 90 days, the Employee under investigation shall be notified in writing of the reasons for the delay and provided with an estimated time of completion. C) This Article does not compromise or in any way inhibit the Police Chief’s authority to add to, delete from or otherwise amend the JPD Regulations and Operations Manual. D) The following rights shall be preserved in the Internal Affairs Investigation policy: 1) Employees are entitled to a prompt notice of investigations into complaints concerning them unless doing so would interfere with a criminal investigation. The notice shall contain a synopsis of the complaint; which shall identify the complainant unless there is reasonable cause not to, and department employees who are involved in conducting the investigation. The notice shall provide sufficient detail for the employee to understand the focus of the investigation.employees 2) If, during the course of the investigation, additional areas of potential misconduct arise that expand the scope of the initial investigation, the employee shall be notified in writing of the new or revised allegations unless doing so would interfere with a criminal investigation. The Chief, at his or her discretion, may include the additional allegations in the current IA investigation, or open a new IA investigation. If the Association is involved in representing the Member under investigation, the Chief or designee will notify the Association of the expanded scope of allegations. 3) Members are entitled to be represented by the Association at interviews and pre- disciplinary conferencesconferences when a Member reasonably believes that answering questions could result in discipline. Once a date has been set for an interview and the Member has been notified, notice of the allegations will be emailed to the Business Agent of the Organization. Except in exigent circumstances, the Member will have up to three (3) days to arrange Association representation. 4) Questions asked during the interview of the Member subject to the IA shall be confined to those matters related to the notice provided by the investigating officer. 5) Interviews with Members during the course of an Internal Affairs Investigation shall be recorded. An Association representative may ask questions of the subject Member at the conclusion of the interview. 6) Members are entitled to receive copies of recordings of interviews and investigation reports in a timely manner prior to the pre-disciplinary conference. 7) Internal Affairs Investigation files are confidential records maintained by the Chief of Police. 8) Members are presumed innocent of misconduct allegations until evidence establishes proof of guilt. 9) No materials or reports involving an allegation shall be entered into a Member’s CBJ Personnel file when the investigation has exonerated the Member or the allegations have been determined to be unfounded or not sustained. 10) The Member and/or the Association (with the Member’s written approval) may review a completed Internal Affairs Investigation file by submitting a written request to the Chief of Police. 11) Should the investigation result in a recommendation of discipline, the Member and/or the Association (with the Member’s written approval) shall be provided with the entire contents of the completed Internal Affairs Investigation file prior to a pre- disciplinary conference or final disposition interview with the Chief of Police or his or her designee; 12) Disciplinary action shall be taken for cause, except in the case of the dismissal of a probationary Employee. 13) This section is not intended to remove any rights guaranteed by law.

EMPLOYEE RIGHTS AND RESPONSIBILITIES. 17.1 Internal Affairs Investigation Policy A) The Internal Affairs Investigation policy is the procedure used by the department to investigate complaints about Employees and is part of the JPD Regulations and Operations Manual. The Police Chief will give serious consideration to recommendations, comments and suggestions by the Association concerning modifications to the Internal Affairs Investigation policy. B) The department will make every effort to complete Internal Affairs Investigations within 90 days of the date of case initiation. Should an Internal Affairs Investigation take longer than 90 days, the Employee under investigation shall be notified in writing of the reasons for the delay and provided with an estimated time of completion. C) This Article does not compromise or in any way inhibit the Police Chief’s authority to add to, delete from or otherwise amend the JPD Regulations and Operations Manual. D) The following rights shall be preserved in the Internal Affairs Investigation policy: 1) Employees are entitled to a prompt notice of investigations into complaints concerning them unless doing so would interfere with a criminal investigationthem. The notice shall contain a synopsis of the complaint; which shall identify the complainant unless there is reasonable cause not to, and department employees who are involved in conducting the investigation. The notice shall provide sufficient detail for the employee to understand the focus of the investigation. 2) If, during the course of the investigation, additional areas of potential misconduct arise that expand the scope of the initial investigation, the employee shall be notified in writing of the new or revised allegations unless doing so would interfere with a criminal investigationallegations. The Chief, at his or her discretion, may include the additional allegations in the current IA investigation, or open a new IA investigation. If the Association is involved in representing the Member under investigation, the Chief or designee will notify the Association of the expanded scope of allegations. 3) Members are entitled to be represented by the Association at interviews and pre- disciplinary conferences. Except in exigent circumstances, the Member will have up to three (3) days to arrange Association representation. 4) Questions asked during the interview of the Member subject to the IA shall be confined to those matters related to the notice provided by the investigating officer. 5) Interviews with Members during the course of an Internal Affairs Investigation shall be recorded. An Association representative may ask questions of the subject Member at the conclusion of the interview. 6) Members are entitled to receive copies of recordings of interviews and investigation reports in a timely manner prior to the pre-disciplinary conference. 7) Internal Affairs Investigation files are confidential records maintained by the Chief of Police. 8) Members are presumed innocent of misconduct allegations until evidence establishes proof of guilt. 9) No materials or reports involving an allegation shall be entered into a Member’s CBJ Personnel file when the investigation has exonerated the Member or the allegations have been determined to be unfounded or not sustained. 10) The Member and/or the Association (with the Member’s written approval) may review a completed Internal Affairs Investigation file by submitting a written request to the Chief of Police. 11) Should the investigation result in a recommendation of discipline, the Member and/or the Association (with the Member’s written approval) shall be provided with the entire contents of the completed Internal Affairs Investigation file prior to a pre- pre-disciplinary conference or final disposition interview with the Chief of Police or his or her designee; 12) Disciplinary action shall be taken for cause, except in the case of the dismissal of a probationary Employee. 13) This section is not intended to remove any rights guaranteed by law.