Internal Affairs Policy Quiz

Any violation of federal law, state statute, local ordinance, or Department Policy and/or Procedure.

Any allegation of misconduct by any employee of the Police Department.

Internal Affairs Bureau (IAB) is responsible for keeping all records related to employee conduct, except for statistical data, secure and confidential.

IAB provides an annual statistical report of all commissioned internal affairs investigations for public and Department employees.

Any commissioned employee who is the subject of a complaint will be informed about the investigation.

IAB supervisor must be notified immediately in specific situations involving commissioned employees, including discharge of firearms, use of force, or allegations of misconduct.

The primary goal of internal investigations is to ensure the public receives fair and impartial law enforcement, and that misconduct by Department personnel is not tolerated.

Internal investigations are conducted to determine the truth behind allegations of misconduct and ensure accountability within the Police Department.

An allegation of misconduct deemed by a Captain to not meet the criteria of a formal complaint.

An allegation of misconduct that meets the requirements for a formal investigation.

A form used when an employee files a complaint against another employee.

The form used to document complaints filed by inmates.

The form used to document complaints filed by citizens.

The investigation into allegations of misconduct that is conducted by a supervisor.

The investigation into allegations of misconduct that is authorized by the Chief of Police.

The system used to track complaints and investigations within the department.

A supervisor's assessment that there is enough evidence to suggest a crime has been committed.

The law that prohibits the false reporting of crimes.

The actions taken when a supervisor finds probable cause for a violation of NRS 207.280 (False Reporting of Crimes Unlawful).

The supervisor responsible for conducting an informal complaint investigation.

The person who is the subject of the complaint regarding misconduct.

Actions taken by the supervisor after an informal complaint investigation.

The process of gathering information and evidence to determine the truth of an allegation against a police officer or other department employee.

The department's official body responsible for investigating complaints against employees.

A formal document used to gather details about an alleged incident and the complainant's account.

A determination of the truth or falsity of an allegation based on evidence and investigation.

Actions taken against an employee found guilty of misconduct, ranging from counseling to termination.

When a complaint involves a possible criminal offense, a criminal investigation takes priority over any administrative investigation.

A thorough and impartial examination with the goal of determining the truth of the allegation.

A complaint can be made in various ways: in person, by mail, phone, or electronically.

Complaints received anonymously are assessed to determine the level of investigation needed.

The process of resolving minor issues directly with the complainant, reducing the need for formal investigations.

When a supervisor receives a complaint, they speak with the complainant and document their account.

The department's commitment to ensure that investigations are fair and unbiased.

The positive perception of the police department by the community, bolstered by how they handle misconduct allegations.

Complaints without a signed form are treated as informal investigations.

A formal complaint without a signed form can only be investigated if the Chief of Police or their designee directs it.

An informal complaint is logged in Blue Team/IAPro, routed through the chain of command up to the Captain, and all documents are forwarded to the Captain.

The investigating supervisor has 14 calendar days to complete and forward the preliminary investigation.

If the supervisor needs more time, they must notify their chain of command with a projected completion date.

The Captain decides whether to grant additional time or forward the complaint with available documents.

The complaint is also forwarded to the Office of the Chief or Human Resources for investigation.

Allegations of serious misconduct should be reported to the Chief or Assistant Chief immediately.

Employees involved in a complaint are notified in writing about the nature of the investigation and their administrative rights.

IAB (Internal Affairs Bureau) conducts a confidential and comprehensive investigation following departmental and legal guidelines.

Employees may be required to undergo medical examination, be photographed, participate in a line-up, or submit financial disclosure documents.

A written report summarizing the findings, including any violations and conclusions, is submitted to the Chief.

Formal investigations should be completed within 90 days.

The Chief can grant an extension for formal investigations if there are extenuating circumstances.

The Garrity Warning is a legal warning that informs employees of their rights and obligations during an internal investigation. It clarifies that while they must answer questions, their statements cannot be used against them in criminal cases, but can be used in internal disciplinary actions.

The Miranda Warning is a legal warning that informs individuals of their constitutional rights during a criminal investigation. It includes the right to remain silent, the right to an attorney, and the right to have an attorney present during questioning.

Formal oral reprimands are a specific form of discipline used for commissioned non-supervisory employees. They are documented and serve as a formal warning.

Written reprimands are a more severe form of discipline used for commissioned non-supervisory employees. They are written statements of misconduct, and can be used as evidence of past wrongdoing.

Suspensions without pay are a serious form of discipline where an employee is temporarily removed from their job and does not receive any compensation.

Demotion is a form of discipline where an employee is moved to a lower-level position, often with reduced responsibilities and lower pay.

Permanent separation refers to the termination of employment, meaning the employee is no longer part of the organization.

Oral warnings are a less formal form of discipline, and are used primarily for commissioned supervisors.

Suspensions with pay are a temporary removal from work, but the employee continues to receive their salary.

Formal training may be used as a corrective measure if an employee's misconduct stems from a lack of necessary skills, knowledge, or abilities.

Counseling can be used as a corrective measure, either instead of or in conjunction with disciplinary actions. It involves a discussion and guidance aimed at addressing the employee's misconduct.

The Chief of Police or a designee has the authority to administer most forms of discipline, with the exception of permanent separation, which is handled by the City Manager.

A pre-disciplinary hearing is a process that occurs before discipline is imposed. The employee is informed of the charge(s) and the evidence supporting them, and has the opportunity to present their side of the story.

Investigations that do not result in disciplinary action are not included in the employee's personnel file, but are kept in Internal Affairs or Human Resources.

Any violation of federal law, state statute, local ordinance, or Department Policy and/or Procedure.

A formal complaint filed for any alleged violation of departmental policy or procedure.

The process of investigating and reviewing alleged misconduct by a Police Department employee.

The document used to record disciplinary actions taken against an employee.

Employees have the right to review any unfavorable comments or documents placed in their personnel file.

Supervisors must document and maintain records of employee performance, including training and counseling.

A supervisor can relieve an employee from duty if their behavior impairs their ability to work or creates a safety hazard.

A form used to document and inform an employee when they are relieved from duty.

An employee relieved from duty may undergo medical and/or psychological evaluations to determine fitness for duty.

The system used by the NLVPD to identify potential issues and intervene early to address employee concerns.

The EIS monitors employee performance in various categories, such as use of force, pursuits, and formal complaints.

An electronic alert is sent to an employee's supervisor when a specific trigger level for a category or overall incidents is reached.

The trigger level for each category is based on the frequency of an occurrence and the timeframe involved.

The EIS aims to assist with employee success, ensure supervisory accountability, and reduce liability and risk exposure for the department.

A formal recognition given to citizens or groups for outstanding contributions or assistance to the North Las Vegas Police Department.

A formal award recognizing officers or supervisors who have served at least 3 years in specialized units, demonstrating professionalism and dedication.

The process of nominating an individual or group for the Certificate of Appreciation involves completing a form, routing it through the chain of command to the Captain, and subsequently the Chief for approval.

An officer or supervisor who has served in a specialized unit for at least 3 years and maintained good standing is typically the one who requests the Commendation Award.

The Chief of Police is the final authority in approving or denying Commendation Award nominations.

The Public Information Officer (PIO) prepares and forwards the final version of approved certificates to the Chief for signature.

The Chairperson or designee is responsible for arranging the presentation of the awards, including ordering medals and commendation bars.

Press releases are issued in conjunction with the award ceremonies, highlighting the achievements of the recipients.

A system used to track complaints and investigations within the NLVPD, aiming to identify early behavioral patterns and intervene before serious misconduct occurs.

An alert triggered by the EIS when there is a potential concern with an employee's behavior. This could be based on multiple incidents or other factors.

The person responsible for reviewing each EIS alert and determining if there is a trend or pattern of problematic behavior by the involved employee.

Steps taken by the supervisor to address any potential issues with an employee's behavior. These can include counseling, training, or referral to resources.

A formal recognition program for outstanding acts and contributions by NLVPD members. It includes different award categories for varying levels of heroism, service, and bravery.

A commendation awarded for acts of conspicuous bravery and heroism where substantial injury or death is sustained by the employee.

A commendation awarded for acts of conspicuous bravery and heroism where the situation involves hostile action or extreme personal danger.

A commendation awarded for acts of service that involve long-term disfigurement, health impairment, or permanent disability.

A commendation awarded for acts of service that result in long-term disfigurement, health impairment, or permanent disability, though the injury or death may not be due to hostile action.

A commendation awarded for a highly unusual accomplishment under hazardous conditions, demonstrating a high level of skill and bravery.

A commendation awarded for a singular accomplishment of substance under difficult or adverse conditions.

A commendation awarded for rendering extraordinary service to the community, demonstrating a strong commitment to public service.

A commendation awarded to a unit acting as a team, specifically for collective accomplishments that demonstrate high levels of teamwork and synergy.

The form used by NLVPD members to submit recommendations for commendations, which should include all necessary details and supporting documentation.

Awarded to a member or unit for saving a life that would have been lost without their direct medical or physical intervention.

Awarded to members who exhibited commitment and professionalism during the 2020 civil disturbances.

Awarded to members who successfully complete the 10-week FBI National Academy course.

Awarded to individuals who participate in the Police Unity Tour Bicycle Ride.

Awarded to NLVPD employees in recognition of their service during the shooting events on October 1, 2017.

Awarded to members who served in the Hurricane Katrina relief effort.

Awarded to commissioned personnel who have served with the City of North Las Vegas for at least five years.

Awarded to members for outstanding performance of duty.

Awarded to citizens for acts of bravery or outstanding assistance to the Department or community.

Awarded to members who perform a commendable duty or service that doesn't meet the criteria for higher awards.

The process for nominating employees for various commendations, including the Medal of Honor, Medal of Valor, and Lifesaving Award.

The process for nominating employees for Certificate of Appreciation or Commendable Action.

The process for nominating employees for various commendations, including the Medal of Honor, Medal of Valor, and Lifesaving Award.