Professional Oversight - Disciplinary Action

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Questions and Answers

What action must be taken if an employee refuses to sign the reprimand form?

The reprimand will be nullified.

The reprimand will be sent to the City Human Resources Department.

The employee will be automatically suspended.

The command officer must note the time and date of refusal. (correct)

Who has the authority to order a reprimand or suspension of fewer than three days?

The precinct commander alone.

The Chief of Police or Chief’s alternate designee. (correct)

The Internal Affairs Unit.

The employee's collective bargaining unit.

Which of the following individuals is NOT involved in the recommendation process for discipline?

The POB Deputy Chief.

The bureau Deputy Chief.

The Chief of Police.

The employee's attorney. (correct)

What happens to the original reprimands after they are completed?

They are forwarded to the Internal Affairs Unit. Signup and view all the answers

In cases of sustained complaints, who is responsible for reviewing the allegations?

The precinct/section commander and bureau Deputy Chief. Signup and view all the answers

If a disciplinary recommendation includes a suspension of more than three days, who will consider the implementation?

The Chief of Police or Chief’s designee. Signup and view all the answers

How will original reprimands be shared with various parties after processing?

They will be forwarded to multiple entities including Human Resources. Signup and view all the answers

What is the role of the POB Deputy Chief in the disciplinary process?

To approve punishments of three days or fewer. Signup and view all the answers

Who is responsible for determining the appropriate discipline of non-sworn OPD employees?

The Chief of Police or Chief's designee Signup and view all the answers

What must happen to all disciplinary actions for sworn employees that are not reprimands?

They must be sent to the Internal Affairs Unit. Signup and view all the answers

Which department coordinates the investigation of non-sworn OPD employees with the IAU?

The City HR Department Signup and view all the answers

Where will copies of disciplinary actions be maintained?

By the City HR Department and Police Personnel Unit Signup and view all the answers

Which form does the IAU provide to the Labor Relations Director if the City HR Department conducts an investigation?

The Internal Information Form Signup and view all the answers

What is the main responsibility of the Chief of Police during a non-sworn employee investigation?

To oversee all discipline-related processes Signup and view all the answers

What happens after the City HR Department concludes its investigation?

The results are reported to the Chief of Police, and a copy is given to the IAU. Signup and view all the answers

What is the role of the IAU in relation to results of investigations involving non-sworn employees?

To notify the employee's supervisor and ensure documentation is uploaded Signup and view all the answers

Which group is NOT mentioned as receiving a copy of the letter regarding the termination of an employee?

City Council members Signup and view all the answers

What information should the letter indicate to the employee regarding benefits post-termination?

The employee may contact the City Human Resources Department. Signup and view all the answers

Which accreditation standards are referenced in relation to the termination policy?

26.1.4, 26.1.5, 26.1.7, and 26.1.8 Signup and view all the answers

What must employees refer to for procedures related to appealing discipline?

The applicable provisions of their respective Collective Bargaining Agreement (CBA) Signup and view all the answers

Which of the following is NOT a referenced policy applicable to the termination procedures?

CBA Negotiation Guidelines Signup and view all the answers

What information must be provided by the employee’s supervisor when an investigation is authorized?

Date, time, place, and facts of the incident Signup and view all the answers

Who must sign the City HR 'Reprimand' form after it is completed?

The Labor Relations Director and other required signatures Signup and view all the answers

What should the supervisor do if the employee refuses to sign the 'Reprimand' form?

Note the refusal in the employee’s signature space Signup and view all the answers

What role does the City HR play in the reprimand process after the form is finalized?

They maintain a copy in the employee’s file Signup and view all the answers

After a reprimand is issued, who receives a copy of the final reprimand form?

Labor Relations Division representatives and the employee Signup and view all the answers

What is the primary purpose of the INFOR Employee Relations Module?

To document employee disciplinary actions Signup and view all the answers

Which of the following documents must be uploaded without delay after the reprimand process?

The final, executed Reprimand form Signup and view all the answers

Which of the following aspects must supervisors be knowledgeable about regarding discipline procedures?

The current City of Omaha Human Resources Policy #37 Signup and view all the answers

Who is authorized to conduct an internal investigation for the IAU?

The Chief of Police or Chief's designee Signup and view all the answers

What is required before an officer's chain of command can recommend a Job Performance Interview (JPI)?

A recommendation from the officer's chain of command Signup and view all the answers

What document must be prepared for a reprimand issued by an officer's chain of command?

OPD Form 75 Signup and view all the answers

Who can sign a reprimand for a sworn officer?

The Chief of Police and specific designated officials Signup and view all the answers

What should a command officer do after completing the reprimand form?

Forward it to the POB Deputy Chief via the chain of command Signup and view all the answers

What action must be taken before an employee signs the reprimand form?

The reprimand must be approved and signed by the appropriate higher authority Signup and view all the answers

If the IAU prepares the reprimand, what is their responsibility?

To serve the reprimand to the employee directly Signup and view all the answers

What happens to the original signed reprimand form after it is served to the employee?

It is returned to the command officer Signup and view all the answers

Who is responsible for forwarding the termination recommendation to the City Human Resources Director?

The Chief of Police Signup and view all the answers

What happens to an employee's status during the period prior to their pre-termination hearing?

The employee remains in paid status. Signup and view all the answers

If an employee chooses to forfeit annual or compensatory days during a suspension of five days or fewer, what must they do?

Notify the Police Personnel Unit to deduct the hours from their time bank. Signup and view all the answers

Which of the following best describes the role of the City Human Resources Director during the termination process?

They conduct the pre-termination hearing and investigate as deemed appropriate. Signup and view all the answers

What factor allows the Chief of Police to deviate from the recommendation of the employee's chain of command regarding discipline?

The severity of the case's facts may warrant more or less severe discipline. Signup and view all the answers

What is the purpose of the Notification of Termination Procedures?

To provide a structured method for handling termination recommendations. Signup and view all the answers

What happens after the chief considers the recommendation from the City HR Director?

The Chief of Police has the final decision on termination. Signup and view all the answers

What is the maximum length of suspension for which an employee can choose to forfeit annual or compensatory time?

Five days or fewer Signup and view all the answers

Study Notes

Omaha Police Department Policy on Disciplinary Actions

Policy outlines disciplinary procedures for sworn and non-sworn employees.
Disciplinary actions (except reprimands) for sworn employees are sent to the Internal Affairs Unit (IAU).
Non-sworn employee disciplinary actions go directly to the IAU, coordinating with HR.
IAU maintains records according to city guidelines, and collective bargaining agreements (CBA).
Procedures vary for sworn and non-sworn employees.

Non-Sworn Employee Procedures

IAU manages the submission of incident information to the Chief of Police, triggering possible investigations.
IAU coordinates with HR for incident details.
Chief or designee determines whether HR or IAU conducts the investigation.
If HR investigates, IAU provides the Internal Information Form to Labor Relations.
Chief or designee approves the disciplinary action for non-sworn employees.
HR reports findings to the Chief or designee; a copy goes to the IAU Lieutenant.
The IAU informs the employee's supervisor/manager of the results, including disciplinary actions recorded through the HRIS.

Sworn Employee Procedures

If an incident requires disciplinary action for sworn employees (excluding SRB or PRC cases), relevant information is submitted to the IAU.
Information needed includes the employee's name, supervisor, related CBA/OPD policies, incident details (date, time, place, witnesses, statements).
IAU investigates upon authorization.
If a reprimand is recommended by the chain of command, the form is completed, signed, and copied with relevant information by the relevant parties.

Recommended Job Performance Interview (JPI) or Reprimand

Chain of command decides if a JPI is needed for sworn employees following specific policies.
If a reprimand is needed instead and not involving SRB or PRC processes, an OPD Form 75 is used.
The command officer completes parts of the reprimand form and routes it through the chain of command.
The employee does not sign the form at this stage.
The employee can be told of potential disciplinary action, but the specifics are not provided.
If IAU prepares the reprimand, IAU employees serve the reprimand to the employee.

Disciplinary Recommendations (Sworn Employees)

Recommendations related to disciplinary action are handled.
For reprimands or suspensions of 3 days or less, POB Deputy Chief, Chief of Police, or alternate designee reviews and approves.
For more substantial disciplinary measures (more than 3 days' suspension, demotion, or termination) the Chief of Police or designee makes the decision.
The investigated employee is informed of the decision and reasons.
Suspension details (5 days or fewer) allow employees to deduct from compensatory time or schedule it off without pay.

Termination Procedures

Termination recommendations go to the City Human Resources Director.
The Chief of Police notifies the employee.
An HR investigation takes place (Loudermill hearing).
Chief's final decision considers the investigation findings.
A termination letter is written by the Chief, detailing the date and reason.
Copies go to numerous entities, including HR, Labor Relations, and the appropriate department/unit.
Relevant City of Omaha HR policies are applicable.

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