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?

<p>They are forwarded to the Internal Affairs Unit. (C)</p> Signup and view all the answers

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

<p>The precinct/section commander and bureau Deputy Chief. (A)</p> Signup and view all the answers

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

<p>The Chief of Police or Chief’s designee. (C)</p> Signup and view all the answers

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

<p>They will be forwarded to multiple entities including Human Resources. (C)</p> Signup and view all the answers

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

<p>To approve punishments of three days or fewer. (A)</p> Signup and view all the answers

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

<p>The Chief of Police or Chief's designee (C)</p> Signup and view all the answers

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

<p>They must be sent to the Internal Affairs Unit. (B)</p> Signup and view all the answers

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

<p>The City HR Department (A)</p> Signup and view all the answers

Where will copies of disciplinary actions be maintained?

<p>By the City HR Department and Police Personnel Unit (C)</p> 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?

<p>The Internal Information Form (D)</p> Signup and view all the answers

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

<p>To oversee all discipline-related processes (A)</p> Signup and view all the answers

What happens after the City HR Department concludes its investigation?

<p>The results are reported to the Chief of Police, and a copy is given to the IAU. (B)</p> Signup and view all the answers

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

<p>To notify the employee's supervisor and ensure documentation is uploaded (D)</p> Signup and view all the answers

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

<p>City Council members (D)</p> Signup and view all the answers

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

<p>The employee may contact the City Human Resources Department. (D)</p> Signup and view all the answers

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

<p>26.1.4, 26.1.5, 26.1.7, and 26.1.8 (B)</p> Signup and view all the answers

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

<p>The applicable provisions of their respective Collective Bargaining Agreement (CBA) (D)</p> Signup and view all the answers

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

<p>CBA Negotiation Guidelines (A)</p> Signup and view all the answers

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

<p>Date, time, place, and facts of the incident (D)</p> Signup and view all the answers

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

<p>The Labor Relations Director and other required signatures (D)</p> Signup and view all the answers

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

<p>Note the refusal in the employee’s signature space (C)</p> Signup and view all the answers

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

<p>They maintain a copy in the employee’s file (B)</p> Signup and view all the answers

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

<p>Labor Relations Division representatives and the employee (C)</p> Signup and view all the answers

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

<p>To document employee disciplinary actions (D)</p> Signup and view all the answers

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

<p>The final, executed Reprimand form (A)</p> Signup and view all the answers

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

<p>The current City of Omaha Human Resources Policy #37 (A)</p> Signup and view all the answers

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

<p>The Chief of Police or Chief's designee (A)</p> Signup and view all the answers

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

<p>A recommendation from the officer's chain of command (B)</p> Signup and view all the answers

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

<p>OPD Form 75 (D)</p> Signup and view all the answers

Who can sign a reprimand for a sworn officer?

<p>The Chief of Police and specific designated officials (B)</p> Signup and view all the answers

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

<p>Forward it to the POB Deputy Chief via the chain of command (A)</p> Signup and view all the answers

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

<p>The reprimand must be approved and signed by the appropriate higher authority (D)</p> Signup and view all the answers

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

<p>To serve the reprimand to the employee directly (D)</p> Signup and view all the answers

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

<p>It is returned to the command officer (A)</p> Signup and view all the answers

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

<p>The Chief of Police (D)</p> Signup and view all the answers

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

<p>The employee remains in paid status. (D)</p> 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?

<p>Notify the Police Personnel Unit to deduct the hours from their time bank. (C)</p> Signup and view all the answers

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

<p>They conduct the pre-termination hearing and investigate as deemed appropriate. (B)</p> 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?

<p>The severity of the case's facts may warrant more or less severe discipline. (D)</p> Signup and view all the answers

What is the purpose of the Notification of Termination Procedures?

<p>To provide a structured method for handling termination recommendations. (D)</p> Signup and view all the answers

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

<p>The Chief of Police has the final decision on termination. (A)</p> 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?

<p>Five days or fewer (C)</p> Signup and view all the answers

Flashcards

OPD Disciplinary Action Policy for Sworn Employees

The Omaha Police Department (OPD) has a policy that requires all disciplinary actions for sworn employees, with the exception of reprimands, be submitted to the Internal Affairs Unit (IAU).

OPD Disciplinary Action Policy for Non-Sworn Employees

All disciplinary actions taken against non-sworn OPD employees must be sent directly to the IAU. The IAU will then coordinate with the City's Human Resources (HR) Department on investigations and discipline.

Maintaining Disciplinary Action Records

The City HR Department and the Police Personnel Unit are both responsible for maintaining copies of disciplinary actions.

Reporting Incidents Involving Non-Sworn Employees

The OPD's "Professional Oversight – Internal Affairs Investigations" policy outlines the process for reporting incidents involving non-sworn employees that might require an investigation.

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IAU Coordination with City HR

The IAU will coordinate with the City HR Department to inform them about investigations involving non-sworn employees.

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Determining the Investigation Body

The Chief of Police or their designee has the authority to decide whether the City HR Department or the IAU will conduct the investigation.

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Reporting Investigation Results

The City HR Department will report the results of their investigation to the Chief of Police or their designee and provide a copy to the IAU Lieutenant.

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IAU's Role in Discipline Documentation

The IAU is responsible for informing the employee's supervisor or manager about the investigation results and ensuring that all discipline-related forms are uploaded into the Infor HRIS system.

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Reprimand Form

An official document completed by the supervisor detailing a disciplinary action taken against an employee.

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City of Omaha Labor Relations Division

The department responsible for managing employee relations, including disciplinary actions.

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Internal Affairs Unit (IAU)

A department responsible for investigations of disciplinary incidents and completing the necessary paperwork.

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Investigation Report

A formal statement outlining the details of a disciplinary incident and the employee involved.

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OPD Policies and Procedures Manual (PPM)

The specific rules and procedures that employees must follow, and the consequences of violating them.

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Collective Bargaining Agreements (CBAs)

Formal agreements between the City of Omaha and employee unions outlining working conditions and employee rights.

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Procedures for Civilian Discipline and Termination

The specific procedures and documentation requirements for disciplinary actions against non-sworn employees (e.g., civilian staff).

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INFOR Employee Relations Module

The online system for reporting disciplinary actions, managing employee data, and processing related information.

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IAU Investigations

The IAU (Internal Affairs Unit) will conduct an internal investigation if authorized by the Chief of Police or their designee.

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JPI Recommendation

The chain of command can recommend a JPI (Job Performance Interview) for sworn officers, following the OPD's 'Professional Oversight – Job Performance Interview' policy.

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Who Signs a Reprimand?

Only the Chief of Police, POB Deputy Chief, SRB Deputy Chief, PRC Deputy Chief, or the Chief's designated alternate can sign a reprimand for a sworn officer.

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Reprimand Distribution

The employee receives a copy of the reprimand, while the original is kept by the IAU.

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SRB/PRC Reprimands

If the SRB (Safety Review Board) or PRC (Pursuit Review Committee) determines a reprimand is needed, the reprimand is prepared according to their specific policies.

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IAU Reprimand Delivery

The IAU is responsible for serving completed reprimands to the employee.

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IAU and Chain of Command

The IAU will investigate and prepare reprimands for sworn officers, while the employee's chain of command may also make recommendations.

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What is OPD Form 75?

A form used to document a disciplinary action taken against an employee by the Omaha Police Department (OPD).

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What is the IAU?

The department within the OPD responsible for investigating employee misconduct and handling disciplinary documentation.

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Who reviews a complaint against an employee?

After an investigation, a complaint against a sworn employee is reviewed by the employee's precinct commander and deputy chief. They recommend potential disciplinary action.

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Who decides on minor disciplinary actions?

A reprimand or suspension of three days or fewer is reviewed and decided by the POB Deputy Chief, Chief of Police, or the Chief's designee.

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Who decides on serious disciplinary actions?

Suspensions longer than three days, demotions, and terminations are reviewed and decided by the Chief of Police or the Chief's designee.

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What happens to the completed reprimand form?

The employee will be given a copy of the completed reprimand form, while the original is sent to the IAU.

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What happens if an employee refuses to sign?

If an employee refuses to sign the reprimand form, the command officer notes the time and date of the refusal.

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Where do the original reprimands go?

Original reprimand forms are sent to the City Human Resources Department, and copies are sent to various stakeholders.

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OPD Disciplinary Action Policy

The Omaha Police Department (OPD) policy that requires all disciplinary actions for sworn employees, with the exception of reprimands, to be submitted to the Internal Affairs Unit (IAU).

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OPD Discipline for Non-Sworn Employees

The OPD policy for handling disciplinary action against non-sworn employees. This policy mandates that all actions be reported directly to the Internal Affairs Unit (IAU), who then coordinate with the City's Human Resources (HR) Department.

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OPD Professional Oversight Policy

The OPD's policy that outlines the process for reporting incidents involving non-sworn employees that might warrant an investigation. This policy also outlines the involvement of both the Internal Affairs Unit (IAU) and the City's Human Resources (HR) Department in the investigation process.

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Who Determines Disciplinary Action?

The Chief of Police or their designated alternates can impose disciplinary actions that may be more or less severe than the employee's chain of command recommends.

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How to Serve a Suspension of Five Days or Less?

A suspension of five days or less can be served as unpaid time off, or by forfeiting accrued annual or compensatory time.

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Forfeiting Time for Suspension

If the employee chooses to forfeit accrued time, they must inform the Police Personnel Unit, so that the time can be deducted from their balance.

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First Step in Termination Process?

The Chief of Police sends the termination recommendation to the City Human Resources Director and the Police Personnel Unit.

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How Does the Chief Inform of Termination?

The Chief of Police informs the employee in writing about the reasons for their recommended termination.

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Who Conducts the Pre-termination Hearing?

The City Human Resources Director conducts a pre-termination hearing, investigates the case, and decides whether to support the termination or propose another disciplinary action.

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Employee Status Before Final Termination Decision?

The employee remains on paid administrative leave until the final termination decision is made.

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What Does the City HR Director Recommend?

The City Human Resources Director makes a recommendation to the Chief of Police to either confirm or modify the termination.

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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.

  • 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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Omaha Police Department Professional Oversight - Disciplinary Action PDF

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