5/101.26 MAINTENANCE OF VALUES AND ETHICS

Question 1

What are the Values of the Department?

Answer 1

Integrity
Courage
Accountability
Respect for People
Excellence

Question 2

What are the responsibilities of a supervisor regarding values and ethics of this department regarding employees?

Answer 2

1. Assist employees in understanding the department’s ethical standards and values system;
2. During the first quarter of each calendar year:
   a. Ensure that the agency Values are discussed in a formal session;
   b. Review the oath of office and Law Enforcement Code of Ethics.
3. Conduct the ICARE training developed and distributed by the Professional Standards Division;
4. Review, on a monthly basis, the EIIP dashboard (in Blue Team) and take actions to help assist employees
   as needed;
5. Ensure that commendable actions given at the bureau level are entered into the IA Pro system for their
   employees that receive such recognition.

Question 3

What is Burden of Proof according to LVMPD?

Answer 3

The LVMPD burden of proof for internal investigations is that of clear and convincing evidence.
Therefore, before an employee may be held accountable for their conduct, the investigation must demonstrate that
the conduct was substantially more likely than not to have occurred.

Question 4

What is the purpose of the policy of this department regarding investigating all complaints of employee misconduct, including harassment and/or discrimination whether on or off duty?

Answer 4

to ensure effective measures to manage employee performance and
conduct and assure the public’s trust.

Question 5

When it pertains to receipt of complaints, how will they be accepted?

Answer 5

Complaints will be accepted from any source and shall be received with a minimum of inconvenience to the
complainant.

Question 6

What will a supervisor do If the employee receiving the complaint is not the direct supervisor of the involved employee or IAB?

Answer 6

the supervisor
receiving the complaint will provide the complainant the name of the Bureau Commander of the involved
employee.

Question 7

Who can complaints and/or discrimination be reported to?

Answer 7

- Any supervisor;
- The Director of the Employment Diversity Section (EDS);
 -The Internal Affairs Bureau Commander;
- The Office of Human Resources Director.

Question 8

How will complaints of harassment and/or discrimination be documented?

Answer 8

will be documented on a Statement of Complaint (SOC),

LVMPD 272, and forwarded to the Director of the Employment Diversity Section

Question 9

What is a Customer Service Dispute?

Answer 9

Disputes concerning the methods and procedures used by the department to provide
various services.

Question 10

Who investigates a customer service dispute and what is the goal of this investigation?

Answer 10

A customer service dispute is investigated by a supervisor with the goal of explaining and educating
the complainant as to the operations of the department as well as improving service delivery by the department

Question 11

What are the responsibilities of a supervisor receiving or initiating a complaint?

Answer 11

1. Interview the complainant to determine the facts and circumstances of the alleged misconduct. If the
   complaint is not an allegation that involves a violation of department policy or violation of law, handle the
   matter as a customer service dispute.
   a. The SOC will document the nature of the complaint, the person making the complaint and any
   witnesses to the allegation. If the complainant only provides partial information they will be advised
   that there may be a delay in completion of the investigation;
   b. Once the SOC is completed, it will be forwarded to IAB. If the complainant insists on making a
   complaint that may not equal misconduct in the supervisor’s estimation, a SOC will be completed
   and forwarded to IAB for review and conclusion;
2. Explain the investigatory process to the complainant.

Question 12

If the complaint only involves the complainant’s disagreement with an established and proper department policy,
procedure, rule, regulation, law, or practice a supervisor conducting the inquiry will:

Answer 12

1. Explain to the complainant department policy, procedures, rule, regulation, law or practice and how the
   issue does not rise to misconduct;
2. Document the discussion in Blue Team as a Citizen Contact.

Question 13

What are some examples of the types of investigations that may be waived, but not limited to?

Answer 13

- Abuse/Excessive use of Sick Leave;
- Reporting for duty/tardiness;
- Any case where an employee has been previously disciplined for the same or similar policy violations
and/or conduct issues, or where the discipline is specifically identified as a line item in the disciplinary
decision guide.

Question 14

What is the Conflict Resolution Program (CRP)?

Answer 14

is a cooperative effort between LVMPD, the Clark County Neighborhood
Justice Center (CCNJC), and the Citizen’s Review Board (CRB) to provide a method of resolution of some
complaints alleged against employees by citizens or other employees.

Question 15

What is the goal of the Conflict Resolution Program?

Answer 15

The goal is to resolve issues and restore relationships through
communication.

Question 16

How may the Conflict Resolution Program also be used?

Answer 16

The CRP may also be used to resolve
differences that arise between department employees and/or citizens that have not yet been raised to the level of a
formal complaint/major allegation.

Question 17

How many times can Conflict resolution be used regarding the same complaint?

Answer 17

Conflict resolution will not be used more than one time with the same complainant unless agreed to by all parties
involved in the dispute.

Question 18

Who will be responsible for the overall administration of the conflict resolution program?

Answer 18

The Internal Affairs Bureau

Question 19

What is the criteria regarding The Conflict Resolution Meeting?

Answer 19

- Participants: A mediator identified by the CCNJC; the employee involved; the complainant and, if
desired, one person to accompany them;
 -The meeting will be held at a mutually agreed upon location, usually Headquarters, a Substation or
CCNJC. Department employees who are parties to the complaint are encouraged to attend the meeting.
Citizen complainants cannot be compelled to attend;
 -The session will not be tape recorded nor will there be notes;
 -No discipline can result from a conflict resolution meeting (excluding any misconduct that occurs within
the meeting, itself).

Question 20

Complaints classified as Minor Allegations and referred to a Bureau/Area Command may be handled as?

Answer 20

1. Formal Investigations

2. Supervisory Intervention (requires a contact report)

Question 21

What are the two primary methods of investigating Bureau/Area Command Investigation?

Answer 21

Preliminary and Formal

Question 22

When can Supervisor Intervention be used in a Bureau/Area Command Investigation?

Answer 22

Supervisory Intervention may be used when allegation(s) are minor in nature, and would best be addressed through
coaching, counseling, mentoring, mediation, or any component of the Early Identification and Intervention
Program.

Question 23

Who makes the decision to use Supervisor Intervention?

Answer 23

The decision to apply Supervisory Intervention rests with the employee’s bureau/area commander.

Question 24

Regarding Discipline, how is the disciplinary system designed?

Answer 24

designed to assist employees by providing them with an opportunity to be accountable and correct their behavior.

Question 25

What are the Formal Disciplinary Methods regarding discipline?

Answer 25

 -Written Reprimand;
 -Suspension;
 -Disciplinary Transfer;
 -Demotion;
 -Termination- refer to 5/101.29 Pre-termination Board;
 -Removal from a Promotional List (where provided in the collective bargaining agreement).
Section 4

Question 26

What are the three options for addressing Sustained Complaints?

Answer 26

a. Supervisory Intervention
b. Education/Abeyance Option
c. Formal Discipline

Question 27

How is Education/Abeyance option determined when it comes as a form of discipline?

Answer 27

The decision to offer an education/abeyance option rests with the
department and is based on the nature of the performance/conduct, the level of discipline to be applied, and the
number of the offense.

Question 28

How are EA suspension hours held?

Answer 28

The EA holds suspension hours in abeyance until the employee completes the designated class.

Question 29

EA is not an option for policy violations that per established disciplinary decision guidelines involve?

Answer 29

1. Demotion;

2. Termination.

Question 30

When formal discipline is the method chosen, the Chain of Command of the involved employee will?

Answer 30

1. Conduct a review of the employee’s personnel file;
2. Review the investigative report concerning the misconduct;
3. Consult with Labor Relations on application of the Disciplinary Decision guide.