HPM 10.2 - Internal Investigations Manual Flashcards

1
Q

When a departmental supervisor or manager is notified of or discovers alleged misconduct on the part of an employee, notification to the next level in the chain of command _____ be made as soon as it is practical. If the alleged misconduct is egregious, the supervisor or manager shall make _____ notification to the succeeding level in the chain of command.

A

Shall / immediate

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2
Q

The _____ is the Department’s primary resource for guidance and assistance with the internal investigation process.

A

Office of Internal Affairs (OIA)

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3
Q

Absence for _____ consecutive working days (whether the absence was voluntary or involuntary) is considered an automatic resignation from state service, effective the last day the employee worked.

A

Five

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4
Q

Formal counseling is considered a routine business communication and, therefore, is not subject to the grievance process, nor is the employee entitled to representation.

A

True

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5
Q

This is a management tool used at the Division level to track internal investigations and to update the appropriate Assistant Commissioner and the Office of Internal Affairs (OIA) on case status.

A

CHP 7E (Internal Investigation Control Log)

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6
Q

Area and Division commanders shall ensure the investigation is forwarded to OIA within _____ calendar days from the date the Area becomes aware of the misconduct.

A

60 days
* Note: In complex cases where the investigations will exceed 60-days, the Division commander should contact the appropriate Assistant Commissioner to request an extension.

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7
Q

There are two accepted methods for conducting a criminal investigation without negatively influencing the corresponding administrative investigation. What are they?

A

Concurrent and consecutive

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8
Q

Criminal investigations shall be conducted _____ the administrative interrogation if involving the same employee and the same act(s).

A

Prior to

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9
Q

The Department is _____ to investigate all allegations of misconduct filed as a citizens’ complaint as provided in Section 832.5 of the California Penal Code.

A

Required

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10
Q

This is a detailed accounting of all actions taken and evidence obtained from the time Area became aware of the misconduct until the investigation was completed.

A

Chronological summary

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11
Q

If at the conclusion of an internal investigation the actions of the employee(s) do not merit adverse action or rejection during probation, the investigative file shall be prepared as a _____ Investigation.

A

Miscellaneous

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12
Q

Since the employee is ordered to answer questions, statements obtained during administrative interrogations _____ not be used to support a criminal investigation.

A

Shall

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13
Q

Requests for witness confidentiality _____ be honored.

A

Cannot (Due to the accused departmental employee’s right to review the allegation(s), as well as the right to prepare a potential defense.)

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14
Q

When an employee is subject to a criminal interrogation, the employee _____ be admonished of Miranda rights prior to any questioning.

A

Shall

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15
Q

An employee _____ be represented by anyone of the employee’s choosing during a criminal interrogation.

A

May

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16
Q

The involved employee _____ be provided official notice of administrative interrogation covering the full scope of questioning.

A

Shall

17
Q

This form serves as the cover page for all administrative investigations (e.g., adverse actions, rejections during probation, miscellaneous investigations, complaints from departmental personnel, and non- punitive terminations).

A

CHP 7 (Internal Investigation)

18
Q

A _____ investigation either exonerates an employee or documents misconduct which does not warrant an adverse action or rejection during probation.

A

Miscellaneous

19
Q

Who (in the chain of command of the involved employee) is the final level of approval for adverse action with a penalty of:
(a) Formal written reprimand.
(b) Suspension of one (1) to five (5) working days, or the equivalent
monthly step reduction.

A

The respective Division commander

20
Q

Who (in the chain of command of the involved employee) is the final level of approval for adverse action with a penalty of:
(a) Suspension of six (6) to 20 working days, or the equivalent monthly step reduction.
(b) Removal from a specialty pay position (Bargaining Unit 5 personnel).

A

The respective Assistant Commissioner

21
Q

After review by the respective Assistant Commissioner, who (in the chain of command of the involved employee) is the final level of approval for:
(a) Adverse action with a penalty of:
1) Dismissal.
2) Demotion.
3) Suspension in excess of 20 working days, or the equivalent monthly step reduction.
(b) Rejection during probation.
(c) Non-punitive termination.

A

Commissioner or Deputy Commissioner