8.330 Maintenance Of Values And Ethics

Question 1

What is the policy of the LVMPD regarding employee misconduct complaints?

Answer 1

To investigate all complaints of employee misconduct, including harassment and discrimination, whether on- or off-duty.

This policy aims to effectively manage employee performance and conduct, assuring public trust.

Question 2

What are the rights of employees in relation to complaints?

Answer 2

Employees are entitled to rights as outlined by statute and their respective collective bargaining agreements (CBA).

Question 3

What is the purpose of the Internal Affairs Bureau (IAB)?

Answer 3

IAB is authorized to investigate complaints and report directly to the Sheriff concerning any investigation.

IAB includes IA investigators, the Criminal Investigations Section (CIS), and the Employee Early Identification and Intervention Program (EIIP).

Question 4

What are the consequences of failing to cooperate with an internal investigation?

Answer 4

Failure to cooperate will be considered insubordination and may result in disciplinary measures up to and including termination.

Question 5

What is a Citizen Review Board (CRB)?

Answer 5

A board created by law to review internal investigations concerning complaints against commissioned police and corrections officers.

Question 6

What types of investigations are conducted by the LVMPD?

Answer 6

Types of investigations include:
* Citizen Contact/Preliminary Inquiry
* Citizen Review Board (CRB)
* Customer Service Dispute
* Minor Allegation Investigation
* Major Allegation Investigation

Question 7

What does a ‘Sustained’ finding mean in an internal investigation?

Answer 7

The investigation established that misconduct occurred.

Question 8

What is the burden of proof required for internal investigations?

Answer 8

The burden of proof is clear and convincing evidence.

Question 9

True or False: Complaints can only be accepted from identified sources.

Answer 9

False.

Complaints will be accepted from any source, including anonymous complaints.

Question 10

What is the procedure for receiving complaints from citizens?

Answer 10

Complaints will be received by a department supervisor, who will respond physically or via telephone.

Question 11

What is a Statement of Complaint (SOC)?

Answer 11

A document that documents the nature of the complaint, the person making the complaint, and any witnesses to the allegation.

Question 12

Fill in the blank: The types of investigations that may be waived include _______.

Answer 12

[types of investigations that may be waived]

Examples include abuse/excessive use of sick leave and tardiness.

Question 13

What is the role of the bureau commander in minor allegation investigations?

Answer 13

The bureau commander will assign a supervisor to investigate the minor allegation and ensure the investigation is completed and returned to IAB within 30 days.

Question 14

What happens if an employee waives the formal investigation?

Answer 14

This effectively waives any right to the grievance process.

Question 15

What is the policy for investigating allegations of criminal misconduct?

Answer 15

IAB investigators will obtain a copy of all criminal investigations through the IAB commander from CIS.

Question 16

What are the possible findings of an internal investigation?

Answer 16

Possible findings include:
* Sustained
* Not Sustained
* Unfounded
* Exonerated
* Misconduct Not Based on Complaint
* Policy Failure

Question 17

What is the timeframe for completing internal investigations?

Answer 17

All internal investigations should be completed within 90 days unless approved by the IAB lieutenant.

Question 18

Who is notified when an internal investigation is initiated?

Answer 18

The bureau commander will be notified when it is determined that employees will be investigated concerning possible misconduct.

Question 19

What must be included in the Employee Notification of Internal Investigation?

Answer 19

The following must be included:
* Nature of the investigation
* Date of the interview
* Name and rank of the officer in charge
* Name of any other person present
* Right to representation
* Name of the collective bargaining association
* Method of sending notification
* Date, time, and place for the interview

Representation must not be connected to the investigation

Question 20

How long must an interview be scheduled after the Employee Notification of Internal Investigation is sent?

Answer 20

At least 48 hours after notification, excluding non-working days

Employees may waive this notice requirement

Question 21

What must be documented if an employee waives their rights during the investigation?

Answer 21

Specific documentation acknowledging the waiver must be recorded either in writing or on tape

This should involve the employee or their representative

Question 22

What is the recommended order for conducting interviews during an investigation?

Answer 22

The recommended order is:
* Complainant
* Witnesses
* Subject employee(s)

This order is usually the most effective

Question 23

What should be limited during interviews regarding alleged misconduct?

Answer 23

The scope of the questions should be limited to the alleged misconduct

This helps maintain focus and relevance

Question 24

What must the investigator document after completing the investigation?

Answer 24

All elements of the investigation must be documented in the Investigative Report

This includes review by the immediate supervisor

Question 25

What actions are required for complaints categorized as Not Sustained, Unfounded, and Exonerated?

Answer 25

No further action is required ## Footnote These findings indicate that the investigation did not substantiate the claims

Question 26

What happens if a complaint is categorized as Sustained?

Answer 26

The procedure outlined in Addressing Sustained Complaints is followed ## Footnote This may involve formal discipline or supervisory intervention

Question 27

What is the role of the Bureau Commander upon receipt of the IA Disposition Report?

Answer 27

Ensure the employee is notified of the disposition and explain the process for sustained findings ## Footnote This notification must come from the supervisor or another designee

Question 28

What options are available for addressing Sustained Complaints?

Answer 28

The options are: * Supervisory intervention * Formal discipline ## Footnote This depends on the severity of the complaint

Question 29

What is the purpose of the Discipline Board?

Answer 29

To determine discipline for PPA and PPACE subject employees in cases of disciplinary transfer or higher ## Footnote Excludes recommendations for termination

Question 30

What is the abeyance option in disciplinary procedures?

Answer 30

A voluntary option for certain misconduct issues allowing employees to complete counseling or classes instead of serving suspension hours ## Footnote This option depends on the nature of the performance/conduct

Question 31

What is required if an employee fails to complete classes/counseling under the abeyance option?

Answer 31

The employee will be required to serve the suspension hours held in abeyance ## Footnote Completion is typically expected within 180 days

Question 32

What documentation is needed for supervisory intervention?

Answer 32

Utilize form LVMPD 421, Bureau Investigation Supervisory Intervention, to document the intervention ## Footnote This form replaces an Investigative Report

Question 33

True or False: Employees have the right to appeal the department's decision to the CRB.

Answer 33

True ## Footnote Complainants are advised of their right to appeal

Question 34

What is required for an employee who agrees to the abeyance option but faces another disciplinary action?

Answer 34

They may be required to serve the suspension hours being held in abeyance ## Footnote This applies if the disciplinary action occurs before the completion of classes/counseling or within six months of signing the adjudication.

Question 35

What happens if an employee fails to complete the required classes/counseling within a reasonable time period?

Answer 35

They will be required to serve the suspension hours ## Footnote A reasonable time period is normally 180 days, as determined by OLR.

Question 36

What document must be completed to implement the suspension hours held in abeyance?

Answer 36

Complete LVMPD 95, Notice of Suspension ## Footnote This is necessary when the employee fails to complete the required classes/counseling.

Question 37

Who is responsible for submitting completion certificates after classes/counseling sessions?

Answer 37

The employee ## Footnote They must submit certificates to their chain of command and OLR.

Question 38

What will OLR do regarding abeyance issues?

Answer 38

Track and close all abeyance issues based on documented completion or failure to complete ## Footnote This includes monitoring the completion certificates submitted by employees.

Question 39

What is the maximum number of vacation hours an employee can use in lieu of suspension hours?

Answer 39

Up to 40 hours ## Footnote This option is considered after the level of discipline has been determined.

Question 40

What factors should a bureau commander consider when deciding to allow vacation hours in lieu of suspension?

Answer 40

Disciplinary history and mitigating/aggravating circumstances ## Footnote These factors help assess the appropriateness of allowing the use of vacation hours.

Question 41

What must a supervisor do once the bureau commander decides to allow vacation hours?

Answer 41

Offer the vacation hours in lieu of suspension hours to the employee as an 'option' ## Footnote The employee can either accept or reject this option.

Question 42

When might the option to use vacation hours be particularly useful?

Answer 42

When the suspension does not fit perfectly with the employee's work schedule ## Footnote This includes cases like 9-, 10-, or 12-hour shifts.

Question 43

What is an example of how the vacation hours option could work?

Answer 43

An employee working a 10-hour schedule with a 16-hour suspension could be given a six-hour option ## Footnote Alternatively, they could be suspended for the first or last six hours of their shift.

Question 44

What action must the bureau commander take regarding the AOC and employee’s personnel file?

Answer 44

Forward the AOC to OLR for inclusion in the employee’s personnel file ## Footnote Complete LVMPD 95, Notice of Suspension, when appropriate.