Post by Brett_Kingsley on Oct 20, 2012 16:26:24 GMT -6
INTRODUCTION
The Los Santos Police Department is open to review and is strictly accountable for its conduct. Police employees are expected to maintain themselves in a manner consistent with a standard of professionalism necessary to ensure safety in the community. The purpose of the complaint policy is to establish a sound procedure to investigate complaints of poor service or misconduct against members of the Department by the Internal Affairs Unit.
The investigation must be thorough and impartial in order to protect the rights of the employee and maintain the Department's high level of integrity and efficiency. Police Complaints, Reports of Police Misconduct, Information leaks, Leads on corruption, Association with gang members, and more; proper use of this procedure should allow for the identification of facts, clarification of issues, and identification of procedural deficiencies. The procedure should also safeguard the rights of the employee.
The Complaint Process
STEP ONE - NOTICE
You are welcome to come to any of the following locations to fill out a complaint form:
Los Santos Police Department, Headquarter, Office of the Chief
1 Pershing Square, Los Santos, SA 97447
InternalAffairs@pd.lsgov.us
STEP TWO - COMPLAINT FORM
The Department has developed a form to be used for the complaint procedure. You may complete the form yourself or a supervisor may complete it on your behalf. Once the complaint is accepted, the copy of the complaint form will be given to you. After a written complaint has been accepted, it becomes a recorded document and part of the investigation.
STEP THREE - TYPES OF INVESTIGATIONS
Based on the information provided in the complaint, a supervisor can determine if the investigation required is to be forwarded or not. If true, the supervisor will forward the information to the Internal Affairs Unit where the complaint will be reviewed and assigned to a specific priority level.
STEP FOUR - FINDINGS
Once a thorough investigation is complete, a finding is made by the accused employee's chain of command. Each complaint will receive one of the five possible findings:
Unfounded
The investigation conclusively proved that the alleged act(s) did not occur.
Exonerated
The alleged act(s) occurred, but was justified, legal and proper.
Not Sustained
The investigation produced insufficient information to prove or disprove the allegation.
Sustained
The employee committed all or part of the alleged acts of misconduct or poor service.
Inquiry
If during the investigation, it is determined that a citizen is merely requesting clarification of a policy or procedure, that complaint, with the concurrence of the investigating supervisor's commanding officer, may be considered an Inquiry and to be forwarded to the Chief of Police.
STEP FIVE - CONSIDERATION OF DISCIPLINE
The Degree Of Harm
Harm can be measured in a variety of ways. It can be measured in terms of the monetary cost to the department and community. It can be measured in terms of the personal injury the error causes or it can be measured by the impact of the error on public confidence.Employee Experience
A relatively new employee (or a more experienced employee in an unfamiliar assignment) will be given greater consideration when judgmental errors are made. In the same vein, employees who make judgmental errors that would not be expected of one who has a significant amount of experience may expect to receive more serious sanctions.Intentional/Unintentional Errors
Generally, intentional errors will be treated more serious and carry greater consequences. Employee's Past Record
To the extent allowed by law and policy an employee's past record will be taken into consideration in determining the consequences of a failure to meet the department's expectations.
The Disposition
STEP SIX - NOTIFICATION OF PARTIES
Complainant
Internal Affairs will notify, in writing, the complainant within thirty (30) days of the disposition of the complaint. However, if the complaint is sustained, the Internal Affairs unit is refraining from releasing details of the investigation against the employee. In addition, if the complaint is sustained for criminal activities, the police employee would be subject to criminal proceedings.
Defendant
Internal Affairs will notify, in writing, the defendant within thirty (30) days of the disposition of the complaint if disciplinary actions are factual. In addition, if the complaint is sustained for criminal activities, the police employee would be subject to criminal proceedings.
The Los Santos Police Department is open to review and is strictly accountable for its conduct. Police employees are expected to maintain themselves in a manner consistent with a standard of professionalism necessary to ensure safety in the community. The purpose of the complaint policy is to establish a sound procedure to investigate complaints of poor service or misconduct against members of the Department by the Internal Affairs Unit.
The investigation must be thorough and impartial in order to protect the rights of the employee and maintain the Department's high level of integrity and efficiency. Police Complaints, Reports of Police Misconduct, Information leaks, Leads on corruption, Association with gang members, and more; proper use of this procedure should allow for the identification of facts, clarification of issues, and identification of procedural deficiencies. The procedure should also safeguard the rights of the employee.
The Complaint Process
STEP ONE - NOTICE
You are welcome to come to any of the following locations to fill out a complaint form:
Los Santos Police Department, Headquarter, Office of the Chief
1 Pershing Square, Los Santos, SA 97447
InternalAffairs@pd.lsgov.us
STEP TWO - COMPLAINT FORM
The Department has developed a form to be used for the complaint procedure. You may complete the form yourself or a supervisor may complete it on your behalf. Once the complaint is accepted, the copy of the complaint form will be given to you. After a written complaint has been accepted, it becomes a recorded document and part of the investigation.
[size=120][b][u]EMPLOYEE COMPLAINT FORM[/u][/b][/size][/center]
[u][b]DETAILS OF EMPLOYEE (THE REPORTED PERSON):[/b][/u]
[ul]
[b]Name of Officer:[/b]
[b]Rank of Officer:[/b]
[b]Badge Number of Officer:[/b]
[/ul]
[u][b]DETAILS OF REPORTING PERSON (YOUR NAME):[/b][/u]
[ul]
[b]Name:[/b]
[b]Rank (if applicable):[/b]
[b]Phone number (if applicable):[/b]
[/ul]
[u][b]DETAILS OF INCIDENT:[/b][/u]
[ul]
[b]Date of Incident:[/b]
[b]Time of Incident:[/b]
[b]Location of Incident:[/b]
[b]Explanation of Incident:[/b]
[b]Further details of Incident (witnesses, if applicable):[/b]
[b]Evidence of Incident (if applicable):[/b]
[/ul]STEP THREE - TYPES OF INVESTIGATIONS
Based on the information provided in the complaint, a supervisor can determine if the investigation required is to be forwarded or not. If true, the supervisor will forward the information to the Internal Affairs Unit where the complaint will be reviewed and assigned to a specific priority level.
STEP FOUR - FINDINGS
Once a thorough investigation is complete, a finding is made by the accused employee's chain of command. Each complaint will receive one of the five possible findings:
Unfounded
The investigation conclusively proved that the alleged act(s) did not occur.
Exonerated
The alleged act(s) occurred, but was justified, legal and proper.
Not Sustained
The investigation produced insufficient information to prove or disprove the allegation.
Sustained
The employee committed all or part of the alleged acts of misconduct or poor service.
Inquiry
If during the investigation, it is determined that a citizen is merely requesting clarification of a policy or procedure, that complaint, with the concurrence of the investigating supervisor's commanding officer, may be considered an Inquiry and to be forwarded to the Chief of Police.
STEP FIVE - CONSIDERATION OF DISCIPLINE
The Degree Of Harm
Harm can be measured in a variety of ways. It can be measured in terms of the monetary cost to the department and community. It can be measured in terms of the personal injury the error causes or it can be measured by the impact of the error on public confidence.Employee Experience
A relatively new employee (or a more experienced employee in an unfamiliar assignment) will be given greater consideration when judgmental errors are made. In the same vein, employees who make judgmental errors that would not be expected of one who has a significant amount of experience may expect to receive more serious sanctions.Intentional/Unintentional Errors
Generally, intentional errors will be treated more serious and carry greater consequences. Employee's Past Record
To the extent allowed by law and policy an employee's past record will be taken into consideration in determining the consequences of a failure to meet the department's expectations.
The Disposition
STEP SIX - NOTIFICATION OF PARTIES
Complainant
Internal Affairs will notify, in writing, the complainant within thirty (30) days of the disposition of the complaint. However, if the complaint is sustained, the Internal Affairs unit is refraining from releasing details of the investigation against the employee. In addition, if the complaint is sustained for criminal activities, the police employee would be subject to criminal proceedings.
Defendant
Internal Affairs will notify, in writing, the defendant within thirty (30) days of the disposition of the complaint if disciplinary actions are factual. In addition, if the complaint is sustained for criminal activities, the police employee would be subject to criminal proceedings.