Common use of Investigation Timelines Clause in Contracts

Investigation Timelines. ‌ A. Complaints shall be accepted or rejected by the Employer within ten (10) business days of receipt. Complaints shall be deemed accepted when the Commander of the Office of Professional Standards (OPS) signs the IIR. Timelines shall begin when a complaint is accepted. B. In the event it becomes necessary to make a change or changes on an IIR, whiteout or any similar method shall not be used. Any changes to language shall be made clear (deletions shall be struck out) and the person making the change(s) shall initial and date the change(s) and note the reason(s) for the change(s) either on the document or in an Interoffice Communication (IOC). C. Within five (5) scheduled employee workdays of accepting a complaint against an employee, the Employer shall forward a copy of the IIR and any attachments to the employee, unless such notification will endanger the investigation of the complaint. If an employee is on leave, the five (5) scheduled employee workdays do not begin until the employee returns from leave. D. At the time that the OPS Commander and the appointing authority determine the level of severity for investigative purposes (minor, moderate or major category), they will also make a pre-determination of where the alleged conduct would fall within the sanction matrix (if the allegations as known at the time were proven true). E. Investigations arising out of minor complaints shall be completed within forty-five (45) calendar days. If the investigation is not completed within forty-five (45) calendar days, no discipline shall issue and the complaint and all attendant documents shall be removed from the employee’s disciplinary and personnel records. Supervisors will normally investigate minor complaints unless otherwise directed by the Chief or his/her designee. Complaints investigated under this Subsection shall not require the due process meeting set forth in Article 20. F. Investigations arising out of moderate complaints shall be completed within ninety (90) calendar days, and investigations arising out of major complaints shall be completed within one hundred twenty (120) calendar days. If the investigation cannot be completed within these timeframes, an extension may be granted in accordance with Subsections 19.22 G and H below. Investigations shall be deemed completed when the employee is advised of the Employer’s contemplated discipline. G. Investigations arising out of moderate or major complaints may be extended due to reasonably determined, exigent circumstances beyond the control of the Employer. Such circumstances shall include the following: 1. Complexity of the investigation. 2. Pre-scheduled, extended leave (including extended annual leave or mandatory training) or unexpected illness of personnel integral to the investigation. 3. Unavailability of witnesses after reasonable efforts to locate. 4. Undue delays in transcription of interview tapes. 5. Delays caused by the Association or its representatives.

Investigation Timelines. ‌ A. Complaints shall be accepted or rejected by the Employer within ten (10) business days of receipt. Complaints shall be deemed accepted when the Commander of the Office of Professional Standards (OPS) signs the IIR. Timelines shall begin when a complaint is accepted. B. In the event it becomes necessary to make a change or changes on an IIR, whiteout or any similar method shall not be used. Any changes to language shall be made clear (deletions shall be struck out) and the person making the change(s) shall initial and date the change(s) and note the reason(s) for the change(s) either on the document or in an Interoffice Communication (IOC). C. Within five (5) scheduled employee workdays of accepting a complaint against an employee, the Employer shall forward a copy of the IIR and any attachments to the employee, unless such notification will endanger the investigation of the complaint. If an employee is on leave, the five (5) scheduled employee workdays do not begin until the employee returns from leave. D. At the time that the OPS Commander and the appointing authority determine the level of severity for investigative purposes (minor, moderate or major category), they will also make a pre-determination of where the alleged conduct would fall within the sanction matrix (if the allegations as known at the time were proven true). E. Investigations arising out of minor complaints shall be completed within forty-five (45) calendar days. If the investigation is not completed within forty-five (45) calendar days, no discipline shall issue and the complaint and all attendant documents shall be removed from the employee’s disciplinary and personnel records. Supervisors will normally investigate minor complaints unless otherwise directed by the Chief or his/her designee. Complaints investigated under this Subsection shall not require the due process meeting set forth in Article 20. F. Investigations arising out of moderate complaints shall be completed within ninety (90) calendar days, and investigations arising out of major complaints shall be completed within one hundred twenty (120) calendar days. If the investigation cannot be completed within these timeframes, an extension may be granted in accordance with Subsections 19.22 G and H below. Investigations shall be deemed completed when the employee is advised of the Employer’s contemplated discipline. G. Investigations arising out of moderate or major complaints may be extended due to reasonably determined, exigent circumstances beyond the control of the Employer. Such circumstances shall include the following: 1. Complexity of the investigation. 2. Pre-scheduled, extended leave (including extended annual leave or mandatory training) or unexpected illness of personnel integral to the investigation. 3. Unavailability of witnesses after reasonable efforts to locate. 4. Undue delays in transcription of interview tapes. 5. Delays caused by the Association or its representatives.

Investigation Timelines. ‌ A. Complaints shall be accepted or rejected by the Employer within ten (10) business days of receipt. Complaints shall be deemed accepted when the Commander of the Office of Professional Standards (OPS) signs the IIR. Timelines shall begin when a complaint is accepted. B. In the event it becomes necessary to make a change or changes on an IIR, whiteout or any similar method shall not be used. Any changes to language shall be made clear (deletions shall be struck out) and the person making the change(s) shall initial and date the change(s) and note the reason(s) for the change(s) either on the document or in an Interoffice Communication (IOC). C. Within five (5) scheduled employee workdays of accepting a complaint against an employee, the Employer shall forward a copy of the IIR and any attachments to the employee, unless such notification will endanger the investigation of the complaint. If an employee is on leave, the five (5) scheduled employee workdays do not begin until the employee returns from leave. D. At the time that the OPS Commander and the appointing authority determine the level of severity for investigative purposes (minor, moderate or major category), they will also make a pre-determination of where the alleged conduct would fall within the sanction matrix (if the allegations as known at the time were proven true).true).‌ E. Investigations arising out of minor complaints shall be completed within forty-five (45) calendar days. If the investigation is not completed within forty-five (45) calendar days, no discipline shall issue and the complaint and all attendant documents shall be removed from the employee’s disciplinary and personnel records. Supervisors will normally investigate minor complaints unless otherwise directed by the Chief or his/her designee. Complaints investigated under this Subsection shall not require the due process meeting set forth in Article 20. F. Investigations arising out of moderate complaints shall be completed within ninety (90) calendar days, and investigations arising out of major complaints shall be completed within one hundred twenty (120) calendar days. If the investigation cannot be completed within these timeframes, an extension may be granted in accordance with Subsections 19.22 G and H below. Investigations shall be deemed completed when the employee is advised of the Employer’s contemplated discipline. G. Investigations arising out of moderate or major complaints may be extended due to reasonably determined, exigent circumstances beyond the control of the Employer. Such circumstances shall include the following: 1. Complexity of the investigation. 2. Pre-scheduled, extended leave (including extended annual leave or mandatory training) or unexpected illness of personnel integral to the investigation. 3. Unavailability of witnesses after reasonable efforts to locate. 4. Undue delays in transcription of interview tapes. 5. Delays caused by the Association or its representatives.19.22

Investigation Timelines. ‌ A. Complaints shall be accepted or rejected by the Employer within ten (10) business days of receipt. Complaints shall be deemed accepted when the Commander of the Office of Professional Standards (OPS) signs the Internal Incident Report (IIR). Timelines shall begin when a complaint is accepted, provided however that the Employer may suspend timelines during a period that a criminal investigation against the employee is pending or a prosecutorial charging decision is pending. B. In the event it becomes necessary to make a change or changes on an IIR, whiteout or any similar method shall not be used. Any changes to language shall be made clear (clear, deletions shall be struck out) , and the person making the change(s) shall initial and date the change(s) and note the reason(s) for the change(s) either on the document or in on an Interoffice Communication (IOC). C. Within five (5) scheduled employee workdays of the later of either: 1) accepting a complaint against an employee; or 2) the resumption of an administrative investigation following a criminal investigation, the Employer shall forward a copy of the IIR and any attachments to the employee, unless such notification will endanger the investigation of the complaint. If an employee is on leave, the five (5) scheduled employee workdays do not begin until the employee returns from leave. D. At the time that the OPS Commander and the appointing authority determine the level of severity for investigative purposes (minor, moderate or major category), they will also make a pre-determination of where the alleged conduct would fall within the sanction matrix (if the allegations as known at the time were proven true). E. Investigations arising out of minor complaints shall be completed within forty-five sixty (45) calendar days. If the investigation is not completed within forty-five (4560) calendar days, no discipline shall issue and the complaint and all attendant documents shall be removed from the employee’s disciplinary and personnel records. Supervisors will normally investigate minor complaints unless otherwise directed by the Chief or his/her designee. Complaints investigated under this Subsection shall not require the due process meeting set forth in Article 20. F. Investigations arising out of moderate complaints shall be completed within ninety (90) calendar days, and investigations arising out of major complaints shall be completed within one hundred twenty (120) calendar days. If the investigation cannot be completed within these timeframes, an extension may be granted in accordance with Subsections 19.22 G 16.21 E and H F below. Investigations shall be deemed completed when the employee is advised of the Employer’s contemplated discipline. G. E. Investigations arising out of moderate or major complaints may be extended due to reasonably determined, exigent circumstances beyond the control of the Employer. Such circumstances shall include the following: 1. Complexity of the investigation. 2. Pre-scheduled, extended leave (including extended annual leave or mandatory training) or unexpected illness of personnel integral to the investigation. 3. Unavailability of witnesses after reasonable efforts to locate. 4. Undue delays in transcription of interview tapes. 5. Delays caused by the Association or its representatives.

Investigation Timelines. ‌ A. Complaints shall be accepted or rejected by the Employer within ten (10) business days of receipt. Complaints shall be deemed accepted when the Commander of the Office of Professional Standards (OPS) signs the Internal Incident Report (IIR). Timelines shall begin when a complaint is accepted, provided however that the Employer may suspend timelines during a period that a criminal investigation against the employee is pending or a prosecutorial charging decision is pending. B. In the event it becomes necessary to make a change or changes on an IIR, whiteout or any similar method shall not be used. Any changes to language shall be made clear (clear, deletions shall be struck out) , and the person making the change(s) shall initial and date the change(s) and note the reason(s) for the change(s) either on the document or in on an Interoffice Communication (IOC). C. Within five (5) scheduled employee workdays of the later of either: 1) accepting a complaint against an employee; or 2) the resumption of an administrative investigation following a criminal investigation, the Employer shall forward a copy of the IIR and any attachments to the employee, unless such notification will endanger the investigation of the complaint. If an employee is on leave, the five (5) scheduled employee workdays do not begin until the employee returns from leave. D. At the time that the OPS Commander and the appointing authority determine the level of severity for investigative purposes (minor, moderate or major category), they will also make a pre-determination of where the alleged conduct would fall within the sanction matrix (if the allegations as known at the time were proven true). E. Investigations arising out of minor complaints shall be completed within forty-five sixty (45) calendar days. If the investigation is not completed within forty-five (4560) calendar days, no discipline shall issue and the complaint and all attendant documents shall be removed from the employee’s disciplinary and personnel records. Supervisors will normally investigate minor complaints unless otherwise directed by the Chief or his/her designee. Complaints investigated under this Subsection shall not require the due process meeting set forth in Article 20. F. Investigations arising out of moderate complaints shall be completed within ninety (90) calendar days, and investigations arising out of major complaints shall be completed within one hundred twenty (120) calendar days. If the investigation cannot be completed within these timeframes, an extension may be granted in accordance with Subsections 19.22 G 16.21 E and H F below. Investigations shall be deemed completed when the employee is advised of the Employer’s contemplated discipline. G. E. Investigations arising out of moderate or major complaints may be extended due to reasonably determined, exigent circumstances beyond the control of the Employer. Such circumstances shall include the following: 1. Complexity of the investigation. 2. Pre-scheduled, extended leave (including extended annual leave or mandatory training) or unexpected illness of personnel integral to the investigation. 3. Unavailability of witnesses after reasonable efforts to locate. 4. Undue delays in transcription of interview tapes. 5. Delays caused by the Association or its representatives.