Questions and Answers
What is the maximum time allowed for completing a complaint investigation without exigent circumstances?
Who is responsible for ensuring the completion of an 'S' case investigation within the specified time limit?
What must happen if an extension for an 'S' case investigation is required?
What key element is NOT listed as a part of the Summary of Investigation report format?
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What can be a consequence of failing to meet the time limitations for completing a complaint investigation?
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What classification is given when an investigation shows that an act did not occur or was justified at a preponderance of the evidence level?
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Which classification implies that an investigation could neither confirm nor deny the occurrence of an alleged act?
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Which of the following outcomes requires that a complainant must sign a Withdrawal Form to officially document their decision?
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Which finding indicates that the investigation revealed violations of policies or laws by the preponderance of the evidence?
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In the context of Internal Affairs investigations, what does a Policy Failure classification signify?
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What penalty is issued for the first ancillary Body Worn Camera violation found in a 24-month period?
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Which of the following penalties is levied after the fourth violation of ancillary procedures?
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What does not apply when Internal Affairs sustains other policy violations during an investigation?
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What is the final step in the issuance of a disciplinary action document after it has been approved by the principal's chain of command?
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Which violation leads to a penalty of demotion or discharge?
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What is the primary factor considered when determining disciplinary action for sustained complaints?
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Which of the following can lead to a more severe disciplinary action for a principal?
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What occurs if an employee fails to successfully participate in the Employee Assistance Program?
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What must happen before disciplinary action is imposed on an employee who has waived the right to an appeal?
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Which disciplinary action can be considered for serious employee misconduct as part of a progressive penalties scale?
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Study Notes
Case Interview of the "Principal"
- Supervisor-investigator must brief the IAS Case Manager before taking the sworn audio recorded Garrity statement of the principal.
Completed Investigations
- Complaint investigations must be resolved within 180 days unless exigent circumstances arise, per Florida Statutes.
- Delays in investigations can affect the Department's integrity and employee morale, and may result in disciplinary action.
- "S" case investigations are to be completed within 90 calendar days.
- Extension requests for the 90-day period must be submitted via email and require copy to the supervisor's chain of command; only authorized by the IAS Commander or designee.
Summary of Investigation Report
- Final report must detail the investigation chronology, interviews, and relevant documents.
- Key elements to include:
- Allegations: synopsis of reported acts.
- Persons Interviewed and Not Interviewed: with contact information and attempts to contact.
- Summary of Investigation: chronological account of events and relevant facts.
Findings for Allegations and Violations
- Exonerated: Evidence shows acts did not occur, or were justified.
- Not Sustained: Evidence is inconclusive regarding the occurrence of acts.
- Sustained: Evidence confirms acts occurred and violated policies/laws.
- Unsupported: Investigation cannot proceed due to insufficient information.
- Withdrawn: Complainant wishes to withdraw complaint, requiring a signed form.
- Policy Failure noted if it contributed to the issue; recommendations for change included.
- Investigator must sign a verification statement at report's conclusion.
Completed Case Investigation Protocol
- Completed investigations submitted to IIU Commander for review.
- Disciplinary action follows guidelines based on misconduct seriousness, prior complaints, and employee's service record.
Disciplinary Action and EAP Considerations
- Disciplinary action may include remedial training and participation in Employee Assistance Program if beneficial to the principal.
- Disciplinary action is escalated if there are prior similar complaints.
Appeal Process
- Employee may appeal to Civil Service Board/Circuit Court after exhausting internal appeals.
Progressive Penalties
- Progressive disciplinary scale includes:
- Record of Formal Counseling
- Letter of Reprimand
- Suspension without Pay
- Demotion
- Termination
Ancillary Violations
- Punishment for ancillary Body Worn Camera, Uniform, or Improper Procedure violations follows a separate schedule.
- First violation in 24 months warrants Remedial Training; subsequent violations receive increasing penalties, potentially leading to termination.
Disciplinary Action Document Process
- Supervisor-investigator completes and submits a disciplinary action document through multiple channels for review and approval.
- Principal must acknowledge receipt of disciplinary action.
Employee Conduct and Substance Testing
- Employees under suspicion of influence must be evaluated before testing.
- Testing requires prior approval from designated command staff after direct observation of behavior.
- Refusal to comply with testing orders can lead to termination.
Testing Procedures and Legal Compliance
- Employees may be compelled to undergo tests related to internal investigations; costs are covered by the Department.
- Refusal to participate in court-ordered tests can lead to disciplinary action.
- Testing may include breath, blood, urine samples, and field sobriety tests.
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Description
Test your knowledge on the key aspects of Departmental Order 2, Chapter 2. This quiz covers the procedures related to case interviews and investigation time limits. Understand the responsibilities of personnel involved in complaint investigations and relevant statutes.
