Maintenance Of Values And Ethics

Question 1

What is the policy of the department regarding employee misconduct?

Answer 1

To investigate all complaints of employee misconduct, including harassment and discrimination, to manage performance and conduct, and assure public trust.

Question 2

What should be the first step when a supervisor has questions about internal investigations?

Answer 2

Contact the on-call Internal Affairs Bureau (IAB) team leader.

Question 3

What is the Law Enforcement Code of Ethics referenced in the policy?

Answer 3

LVMPD 1.120, applicable to all department employees.

Question 4

What does IAB stand for?

Answer 4

Internal Affairs Bureau.

Question 5

Who does IAB report directly to?

Answer 5

The Sheriff.

Question 6

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

Answer 6

Considered insubordination and may lead to disciplinary measures, including termination.

Question 7

Define ‘Citizen Contact/Preliminary Inquiry’.

Answer 7

Not formal investigations; conducted to determine the nature of the complaint.

Question 8

What is the role of the Citizen Review Board (CRB)?

Answer 8

To review internal investigations concerning complaints against commissioned police and corrections officers.

Question 9

What is a ‘Customer Service Dispute’?

Answer 9

Disputes concerning methods and procedures used by the department to provide services, not involving violations of law or policy.

Question 10

What defines a ‘Minor Allegation Investigation’?

Answer 10

Allegations of misconduct that could result in a Written Reprimand.

Question 11

What is a ‘Major Allegation Investigation’?

Answer 11

Allegations of misconduct that could lead to disciplinary transfer, suspension, demotion, or termination.

Question 12

What does ‘Sustained’ mean in the context of internal investigations?

Answer 12

The investigation established that misconduct occurred.

Question 13

What is the standard of proof for internal investigations?

Answer 13

Clear and convincing evidence.

Question 14

True or False: Complaints can only be accepted from department employees.

Answer 14

False.

Question 15

What should be done if a citizen complaint is received?

Answer 15

Document the complaint and forward it to IAB.

Question 16

What is an SOC?

Answer 16

Statement of Complaint.

Question 17

What happens if a complaint is deemed a customer service dispute?

Answer 17

It will be documented on a citizen contact and not opened as an SOC.

Question 18

What is the procedure for handling anonymous complaints?

Answer 18

Evaluated by IAB to determine the extent to which they should be investigated.

Question 19

What is required for a preliminary investigation by IAB?

Answer 19

Determine if the complaint constitutes misconduct or a customer service dispute.

Question 20

What is the timeline for completing internal investigations?

Answer 20

All investigations should be completed within 90 days unless otherwise approved.

Question 21

What is an expedited investigation?

Answer 21

An alternative method to a full investigation for cases where an employee acknowledges their actions.

Question 22

What is the consequence of waiving a formal investigation?

Answer 22

Waives any right to the grievance process.

Question 23

What types of investigations may be waived?

Answer 23

• Abuse/excessive use of sick leave
• Reporting for duty/tardiness
• Previously disciplined for similar violations.

Question 24

What must IAB do after receiving a Statement of Complaint (SOC)?

Answer 24

Assign an IAB Case Management System contact number and classify the complaint.

Question 25

What is required before conducting an interview with a subject employee?

Answer 25

Notify them of the investigation and their rights.

Question 26

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

Answer 26

Assign a supervisor to investigate and ensure completion within 30 days.

Question 27

What must be documented in an Investigative Report?

Answer 27

* Employee information * Summary of the investigation * Conclusion specifying alleged policy violations.

Question 28

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

Answer 28

The investigation officers, other attendees, right to representation, and collective bargaining association.

Question 29

What is the minimum notice period for scheduling an interview after the Employee Notification?

Answer 29

At least 48 hours, excluding non-working days.

Question 30

True or False: Witness employees can waive the notice requirement for interviews.

Answer 30

True.

Question 31

What is the primary focus of the questions during the interview?

Answer 31

The alleged misconduct.

Question 32

What format should interviews be recorded in?

Answer 32

The interview format provided by IAB as indicated in LVMPD 8.172.

Question 33

Who must be contacted if a complainant or witness refuses to be recorded?

Answer 33

The IAB lieutenant.

Question 34

What must be documented in the Investigative Report?

Answer 34

All elements of the investigation.

Question 35

What is the responsibility of the investigator assigned to an internal investigation?

Answer 35

Coordinate with IAB and transmit the completed investigation.

Question 36

What actions can IAB take upon receiving and reviewing bureau investigations?

Answer 36

* Concur with findings * Request additional investigation * Assume control of the investigation.

Question 37

What must the bureau commander ensure upon receipt of the IA Disposition Report?

Answer 37

The employee is notified of the disposition by their supervisor.

Question 38

What is the role of OLR in the adjudication process?

Answer 38

Process the case based on findings.

Question 39

What types of allegations may supervisory intervention be applied to?

Answer 39

* Minor allegations * Not a line item in the discipline matrix.

Question 40

What must the bureau command investigator do to determine if an informal investigation is appropriate?

Answer 40

Review the case and discuss with the supervisor.

Question 41

Fill in the blank: The abeyance option is offered for certain distinguishable misconduct issues such as _______.

Answer 41

[DUI, domestic abuse, drug abuse, anger management concerns]

Question 42

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

Answer 42

They will be required to serve the suspension hours.

Question 43

What must the bureau commander do upon making a decision regarding the use of vacation in lieu of suspension hours?

Answer 43

Forward the AOC to OLR for inclusion in the employee’s personnel file.

Question 44

What is the purpose of the Discipline Board?

Answer 44

Determine discipline for PPA and PPACE subject employees.

Question 45

What must be done if the recommendation for discipline is a disciplinary transfer or higher?

Answer 45

Notify the employee and present the recommendation at the Discipline Board.

Question 46

True or False: The abeyance option can be offered even if an employee currently has another discipline in their personnel file.

Answer 46

True.

Question 47

What is required to be documented on the Bureau Investigation Supervisory Intervention form?

Answer 47

Allegations, aggravating or mitigating factors, and outcome of the discussion.

Question 48

What must happen if the subject employee is a PMSA bargaining member and a Written Reprimand is recommended?

Answer 48

Coordinate with OLR to send a notice of intent to issue discipline.

Question 49

What is the timeline for making a recommendation of adjudication after receiving a disposition?

Answer 49

Within 30 calendar days or 45 days if a pre-discipline meeting is conducted.

Question 50

What must OLR do after the completion of classes/counseling under the abeyance option?

Answer 50

Track and close all abeyance issues based on documented completion.

Question 51

What is the function of the IAB's Disposition Report?

Answer 51

Identify IAB’s findings after the internal investigation.