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SGT Exam > Ethics > Flashcards

Ethics Flashcards

1
Q

Ethics

The department will investigate all claims of discrimination/harassment (on duty only/ whether on or off duty).

A

Whether on or off duty

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2
Q

Ethics

Supervisors are encouraged to contact the on-call (IAB;
Diversity Section) team leader if questions or procedural issues arise concerning internal investigations.

A

IAB

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3
Q

Ethics

Failure to cooperate with an IAB investigation will be considered acts of (insubordination/dereliction of duty)

A

Insubordination

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4
Q

Ethics; citizen contact reports/prelim investigation

(Are/ are not) considered formal investigations.

A

Are not

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5
Q

Ethics - Customer Service Disputes

T/F. 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.

A

T

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6
Q

Ethics - Customer Service Disputes

Harassment/discrimination investigations are conducted by (IAB CIS/EDS)

A

EDS

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7
Q

Ethics -

What is the burden of proof for an IAB investigation?

A. Beyond a reasonable doubt
B. More likely than not to have occurred
C. Preponderance of evidence

A

B

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8
Q

Ethics

Burden of proof for EDS Investigations is (beyond a reasonable doubt/preponderance of evidence) which is a lower standard than IAB.

A

Preponderance of evidence.

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9
Q

Ethics

T/F. IAB criminal section CIS will be immediately notified of all reports of criminal acts disclosed by a citizen or by an employee which is the result of a compelled statement.

A

F. Which is not the result of a compelled statement.

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10
Q

Ethics. IAB

Who can harassment/discrimination complaints be reported to
1. Any supervisor
2. EDS Director
3. ….
A. IAB Commander
B. IAB Commander and any combination of the above

A

B

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11
Q

Ethics

If a lawsuit is brought to the attention of the General Counsel, IAB (Will/should) look at the complaint for any misconduct

A

Will

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12
Q

Ethics; supervisor receiving or initiating a complaint

T/F. 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. If it does involve a violation of LVMPD policy or law, an SOC will be opened.

A

T

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13
Q

Ethics; supervisor receiving or initiating a complaint

If the complaint is partially filled out, the complainant (will/should) be informed that this could delay the investigation

A

Will

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14
Q

Ethics; supervisor receiving or initiating a complaint

Once the SOC os completed the supervisor will send it to IAB for review and (conclusion; adjudged)

A

Conclusion

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15
Q

Ethics; supervisor receiving or initiating a complaint

Supervisor (will/should) explain the investigatory process to the complainant

A

Will

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16
Q

Ethics; supervisor receiving or initiating a complaint

If the complaint doesn’t rise to misconduct and it is a grievance with department policy, procedure etc. the supervisor will counsel the employee on how it is not misconduct and document it in Blue team as a (citizen contact/SOC)

A

Citizen contact.

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17
Q

Ethics; supervisor receiving or initiating a complaint

After IAB received a complaint, how long do they have to classify it?

A. 7 days
B. 30 days
C. 14 days
D. 15 days

A

C

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18
Q

Ethics; IAB Investigations

Minor allegations (may/shall) be investigated by the employees Bureau/Area Command

A

May

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19
Q

Ethics; IAB Investigations

IAB will notify the employee’s (area/bureau command) when an complaint is being (investigated; complained on) for misconduct

A

Investigated.

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20
Q

Ethics; IAB Investigations

If an IAB investigation is not complete within 90 days, any delays must be approved by the IAB (LT, CPT) via a request for extension.

A

LT

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21
Q

Ethics; Expedited Investigations

When an employee readily acknowledges his action(s) and wants to conclude the matter (promptly; without incident)

A

Promptly

22
Q

Ethics; Expedited Investigation

T/F. If the employee is waiving the formal investigation, this effectively waives any right to the grievance process.

A

T

23
Q

Ethics; Expedited Investigation

The expedited agreement will be attached to the SOC in (Blue Team; IAPro

A

IAPro

24
Q

Ethics; Minor Allegations resolved using conflict resolution

This process is non-judge mental and (will not/May) result in discipline.

A

Will not

25
Q

Ethics; Minor Allegations resolved using conflict resolution

Can be used to resolve
Differences between department employees and citizens that have not yet risen to the level of (complaint; citizen contact$

A

Complaint

26
Q

Ethics; Minor Allegations resolved using conflict resolution

Conflict resolution (will; will not) be used more than one time with the same complaintant

A

Will not- unless all parties involved agree.

27
Q

Ethics; Minor Allegations resolved using conflict resolution

Once IAB determines that the CRP process can go forward and they send it back to the Bureau/Area Commander a date will be set within … days For a resolution/mediation meeting to occur

A. 7
B. 14
C. 21
D. 30

A

C

28
Q

Ethics; Minor Allegations resolved using conflict resolution

Who will mediate a
Conflict Resolution?
A. Bureau/Area Commander
B. CcNJC appointee
C. IAB
D. CRB
A

B

29
Q

Ethics; Minor Allegations resolved using conflict resolution

Citizen complainants (can/cannot) be compelled to attend

A

Cannot

30
Q

Ethics; Minor Allegations resolved using conflict resolution

A CRP, once closed, (can/cannot) be reopened, grieved or further pursued

A

Cannot

31
Q

Ethics; Minor Allegations resolved using conflict resolution

An unsuccessful mediation attempt (defined by the employee being disruptive, arguing against the process) (will; could) be referred for investigation.

A

Will

32
Q

Ethics; Minor Allegations resolved using conflict resolution

After the mediation process a copy of the resolution will be sent to the Area/Bureau Commander who will set forth a PerforMance Plan that must be completed in (21/30) days.

A

21

33
Q

Ethics; investigation of Minor Offenses at Bureau/Area Command

A
34
Q

Ethics; Minor Allegations resolved using conflict resolution

Formal investigations are done when issues alleged that, if true, may lead to discipline or the facts (can; cannot) be clearly determined without a full and formal investigation process.

A

Cannot

35
Q

Ethics; Minor Allegations resolved using conflict resolution

Informal Investigations with Supervisory Intervention (requires a contact report): The allegation(s), if true, (would/would not) rise to a disciplinary level.

A

Would not

36
Q

Ethics; Minor Allegations investigated at Bureau/Area Command

How long from assignment to the Area/Bureau Commander assignment of a minor complaint, must they be completed and return to IAB

A. 20 days
B. 45 days
C. 14 days
D. 30 days

A

D

37
Q

Ethics; Minor Allegations investigated at Bureau/Area Command

Bureau/Area Commander will assign a (supervisor/LT) to investigate minor allegations of Misconduct.

A

Supervisor.

38
Q

Ethics; Minor Allegations investigated at Bureau/Area Command

A
39
Q

Ethics

The IAB lieutenant (should; must) be contacted if a complainant or witness refuses to be recorded.

A

Must

40
Q

Ethics

Regarding Policy Failure Case Dispositions the IAB Commander will forward the report and all findings to the (Quality Assurance Section; ODB)

A

Quality Assurance Section

41
Q

Ethics

IAB cases that are sustained and misconduct not based on complaint are sent to (Office of Human Resources; Office of Labor Relations)

A

Office of Labor Relations

42
Q

Ethics; Supervisory Intervention

May be used when allegations are (minor; medium) in nature

A

Minor

43
Q

Ethics; Supervisory Intervention

The decision to apply supervisory intervention rests with the employee’s bureau/area commander and (IAB/OLR).

A

OLR

44
Q

Ethics; Supervisory Intervention

Supervisors will Coordinate with IAB and (the employee; OLR) reference determining which investigative method (informal or formal) is appropriate for an allegation of misconduct.

A

OLR

45
Q

Ethics; Supervisory Intervention

Supervisors (must/shall) contact the original complainant and confirm additional information does not exist regarding the incident that would necessitate a formal investigation.

A

Must

46
Q

Ethics; Supervisory Intervention

What form must be utilized to document a supervisor intervention

A. Officer’s Report
B. Citizen Contact
C. Bureau Investigation Supervisory Intervention form
D. IAPro

A

C

47
Q

Ethics; Supervisory Intervention

Supervisors must document counseling sessions with the subject employee on a Contact Report and forward it to (IAB; OLR)

A

IAB

48
Q

Ethics; Supervisory Intervention

The supervisor must ensure that all forms are signed and that the Investigation Supervisory Intervention form and contact report electronically to (OLR;IAB) for review.

A

IAB

49
Q

Ethics; Adjudication of Complaints

PMSA members have () days from the disposition report, PPA and PPACE members have () days. Unless extenuating circumstances exist

A. 21; 15
B. 12; 15
C. 15; 21
D. 21; 14

A

A

50
Q

Ethics; Adjudication of Complaints (AOC)

AOCs for discipline from the Discipline Board must be completed within (14; 21) calendar days

A

21

51
Q

Ethics; Adjudication of Complaints (AOC)

There are two methods of addressing sustained complaints

  1. Supervisory Intervention
  2. (Informal/Formal) Discipline
A

Formal

52
Q

Ethics; Adjudication of Complaints (AOC)

The Disciplinary Board has 3 members who determine discipline for PPA and (PPACE/PMSA) members.

A

PPACE

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