Citizen Complaints Procedure Quiz

<p>Class I complaints involve more serious misconducts such as corruption, or excessive force, while Class II complaints do not. (D)</p> Signup and view all the answers

<p>A member using derogatory language regarding someone's race. (C)</p> Signup and view all the answers

<p>An administrative inquiry by the Office into misconduct that could result in punitive action. (B)</p> Signup and view all the answers

<p>It may be handled informally by a supervisor and should not be considered a complaint. (A)</p> Signup and view all the answers

<p>Verbal abuse of a coworker (C)</p> Signup and view all the answers

<p>Place them in a sealed envelope and send them to the Office of Professional Integrity. (D)</p> Signup and view all the answers

<p>That their complaint will be forwarded to the Office of Professional Integrity, and that the Office of Professional Integrity will contact them. (A)</p> Signup and view all the answers

<p>Initiate a report using 'BLUE TEAM' and notify the Office of Professional Integrity. (B)</p> Signup and view all the answers

<p>Telephone complaints. (D)</p> Signup and view all the answers

<p>To adjudicate these transgressions and administer corrective action. (B)</p> Signup and view all the answers

<p>When the misconduct requires an interview and may result in disciplinary action. (B)</p> Signup and view all the answers

<p>Their division chief deputy, who then notifies the Undersheriff, who notifies the Office of Professional Integrity. (D)</p> Signup and view all the answers

<p>The Undersheriff or their division chief deputy. (B)</p> Signup and view all the answers

<p>When the integrity of the investigation could be jeopardized or the confidentiality of the complainant is at issue. (B)</p> Signup and view all the answers

<p>To ensure that all procedural rights of the member are followed according to the collective bargaining agreement among other things. (C)</p> Signup and view all the answers

<p>The supervisor should promptly contact the Sheriff or his/her designee for direction. (D)</p> Signup and view all the answers

<p>When gross misconduct is alleged, when the safety of the public or employees is at risk, or when the member's presence impedes the workplace. (B)</p> Signup and view all the answers

<p>When the Office finds reassignment is necessary to maintain efficient operations, based on specific facts or circumstances (D)</p> Signup and view all the answers

<p>The member may be subject to certain guidelines. (D)</p> Signup and view all the answers

<p>Orally report the complaint to the member's Division Commander and/or the Sheriff or his/her designee. (C)</p> Signup and view all the answers

<p>It helps track changes and ensure the version being used is up to date. (B)</p> Signup and view all the answers

<p>The investigation discloses sufficient evidence of misconduct. (A)</p> Signup and view all the answers

<p>To present findings in a chronological order. (A)</p> Signup and view all the answers

<p>After consultation with relevant authorities. (A)</p> Signup and view all the answers

<p>Discovery of misconduct not included in the original allegations. (A)</p> Signup and view all the answers

<p>To provide a final approval of the case. (D)</p> Signup and view all the answers

<p>Due diligence in their assignments. (D)</p> Signup and view all the answers

<p>Letters summarizing findings are provided to involved parties. (C)</p> Signup and view all the answers

<p>There is insufficient evidence to confirm the allegations. (D)</p> Signup and view all the answers

<p>Submit a request in writing (D)</p> Signup and view all the answers

<p>Sustained complaints only (A)</p> Signup and view all the answers

<p>If there is newly discovered material evidence (B)</p> Signup and view all the answers

<p>They should be removed from the records (B)</p> Signup and view all the answers

<p>5 years (D)</p> Signup and view all the answers

<p>Write an office memorandum detailing the request (A)</p> Signup and view all the answers

<p>In a separate Office of Professional Integrity file (D)</p> Signup and view all the answers

<p>3 years (C)</p> Signup and view all the answers

<p>The Undersheriff approves the destruction of the files. (C)</p> Signup and view all the answers

<p>To approve the publication of procedural documents (B)</p> Signup and view all the answers

<p>18 months (A)</p> Signup and view all the answers

<p>When requested by a member or their representative (C)</p> Signup and view all the answers

<p>The date of the investigation (C)</p> Signup and view all the answers

<p>It is attached to the comment or document. (A)</p> Signup and view all the answers

<p>To provide a unique identifier for each document and its revision. (D)</p> Signup and view all the answers

<p>The &quot;Qualtrax&quot; online platform. (A)</p> Signup and view all the answers

Any allegation or complaint regarding misconduct or poor performance by a member of the Washoe County Sheriff's Office brought forth by a person who is not a member.

Complaints involving serious misconduct like corruption, excessive force, abuse of authority, or discrimination.

Complaints involving misconduct that doesn't meet the severity of Class I complaints. Examples include negligence or poor judgment.

A formal process conducted by the Sheriff's Office to investigate an allegation of misconduct by a member.

The Washoe County Sheriff's Office is responsible for investigating all complaints of misconduct by its members, whether initiated by citizens or internal reports.

All allegations of misconduct are documented and investigated in a thorough and timely manner.

The investigation may lead to disciplinary action if the allegation is substantiated.

Additional guidelines for investigating complaints are also outlined in the Collective Bargaining Agreements and NRS Chapter 289.

Complaints about personnel are processed through the Office of Professional Integrity. Supervisors handle minor transgressions but refer serious issues to the Office.

Instances of misconduct that are not minor departures from directives and require investigation or disciplinary action.

These are minor deviations from office directives that supervisors handle internally.

A division chief deputy is notified immediately when a Class I misconduct is observed; the Undersheriff is subsequently notified and then the Office of Professional Integrity.

Members must report misconduct; they can report to their supervisor, division chief deputy, or Undersheriff.

A member's supervisor (or the supervisor of the person committing misconduct) can be contacted, as well as the member's division chief deputy or the Undersheriff.

The Office of Professional Integrity handles complaints and investigates serious incidents.

The

When serious misconduct is alleged, jeopardizing public or employee safety, or hindering workplace operations, a member may be placed on administrative leave pending investigation.

A supervisor must verbally report a complaint to the Division Commander or Sheriff if the written report could compromise the investigation's integrity or the complainant's confidentiality.

Supervisors dealing with accused members must ensure their procedural rights are upheld according to the Collective Bargaining Agreement, state, and federal laws.

Supervisors receiving complaints involving sexual, racial, ethnic, or other forms of prohibited harassment or discrimination must promptly contact the Sheriff or designee for guidance.

A commissioned member can be reassigned during an investigation without their consent if the Office finds it crucial for maintaining efficient operations based on specific facts or circumstances.

The Office can reassign a commissioned member during an investigation or hearing related to misconduct if specific facts or circumstances necessitate it for maintaining efficient operations.

A member placed on administrative leave might be subject to specific guidelines.

The Office uses specific guidelines and procedures to manage administrative leave cases.

When an investigation finds enough evidence to prove that the act happened and it was misconduct.

When the investigation doesn't find enough evidence to prove the act happened or that it was misconduct.

A method of resolving complaints where both parties work together to find a solution, potentially easing the severity of discipline.

A document summarizing the findings of an investigation, presented to the complainant and the member.

The final decision on the investigation, determined by the Undersheriff.

The Office responsible for handling complaints, conducting investigations, and recommending disciplinary actions.

A completed investigation is returned to the Office of Professional Integrity for further review and action.

Complaints deemed valid and resulting in formal disciplinary actions, like suspension or termination.

Complaints considered valid, but with less serious consequences, like verbal warnings or additional training.

Complaints where the investigation couldn't determine if misconduct occurred.

Complaints deemed not valid or unfounded, or where the officer acted appropriately.

Complaints that weren't investigated because they didn't meet the criteria for a formal investigation.

The length of time records of a particular type of complaint are kept by the Office of Professional Integrity.

The process involving reviewing and signing off on a disciplinary report by the member involved.

The action of placing a disciplinary report into the member's personnel file.

A commissioned member can review their administrative file that's not related to an ongoing investigation.

Records of Investigations and punitive actions are kept in a personnel file for the prescribed time.

Complaints deemed unfounded, exonerated, or not sustained are kept separate from a member's personnel file.

Once a complaint has been fully investigated and resolved, the investigation is generally closed. It won't be reopened unless new, relevant evidence surfaces.

A commissioned member has the right to request the removal of certain items from their personnel file.

A commissioned member can review any administrative or investigative file related to a complaint against them, except where prohibited by law.

After a certain time, agencies are generally not required to keep records of investigations or punitive actions, except as mandated by law.

A commissioned member can request an item's removal from their personnel file by submitting a memorandum outlining the item and the reasons for its removal.