DISCIPLINARY PROCESS 10.3A
TEQUESTA POLICE DEPARTMENT
GENERAL ORDER
TITLE: DISCIPLINARY PROCESS
GENERAL ORDER: 10.3B
EFFECTIVE: October 1, 2007
CFA STANDARDS 11.01, 11.02, 11.04, 11.05 11.06, 11.07 14.04
PAGES: 11
CONTENTS:
This order consists of the following numbered sections:
I.ADMINISTRATION
II.LEVEL OF AUTHORITY FRO DISCIPLINE
III. PRE-DISCIPLINARY ACTION
IV.DISCIPLINE
V. APPEALS PROCESS
VI. PROFESSIONAL STANDARDS INVESTIGATIONS/SUPERVISORS REVIEWS
VII. RECORDS DESTRUCTION
VIII. GLOSSARY
PURPOSE:
The purpose of this policy is to maintain high standards of professional conduct and set disciplinary
Guidelines for all employees of the Tequesta Police Department.
SCOPE:
This order applies to all members.
POLICY:
It is the policy of the department to follow a system of discipline that is fair, equitable, and consistent for
All employees, and responsive to legitimate public concerns. Whenever possible, counseling techniques and training are
used to guide employees.
The department shall have progressive levels of discipline from positive, non-disciplinary approaches to counseling,
or performance conferences up to termination.
The Imposition of discipline becomes necessary when counseling or training fails to rectify improper actions, or the
member is deemed to have committed a pronounced deviation of Department or Village policies and procedures, Village
ordinance, or state or federal law.
PROCEDURE:
1. ADMINISTRATION:
A.
All newly hired members shall be provided access the department’s General Orders manual. Failure to follow
the departments Rules & Regulations and policies can result in disciplinary action.
B.
All newly hired members shall participate in the Village’s Human Resource Orientation Program where they
shall receive harassment training. A copy of the Village of Tequesta’s “Policy Against Harassment,
Discrimination, and Retaliation;” Personnel Policy 3.4, shall be provided in the orientation package.
C.
For the types of complaints investigated by line supervisors, refer to General Order 10.6 Citizen Complaints: as
well as General Order 10.2, for Internal Affairs investigations.
II. LEVEL OF AUTHORITY FOR DISCIPLINE:
G.O. 10.3B
A.
Final disciplinary authority and responsibility for department members rests with the Chief of Police, or a
designee. The Chief of police, or designee, reserves the right to change the duty status of an accused member
until completion of the investigation.
B.
All supervisors are held responsible for any discipline administered at any level below them within their span of
control. Supervisory authority will be charged with handling the following types of complaints:
1.
Minor Complaints(i.e., discourtesy, unprofessional conduct);
2.
Inappropriate behavior(i.e.; language);
3.
Complaints of minor rules/regulations violations.
III. PRE-DISCIPLINARY ACTION:
A.
Limitations Period for Disciplinary Action
1.
With the exception of circumstances specifically delineated below, no disciplinary action (informal or formal),
demotion or dismissal shall be taken against a member if the investigation of the allegation is not completed
within 180 days after the receipt of the original notice of allegation.
2.
Written notice of the conclusion of fact and proposed action shall be given to the affected member within 180
days after the agency received notice of the alleged misconduct.
B.
The following are exceptions to the above guidelines.
1.
With a written waiver from the affected member
2.
If there is a pending criminal investigation or prosecution in connection with the act or allegation.
3.
If the investigation involves an officer who is incapacitated or otherwise unavailable.
4.
In the event of a multi-jurisdictional investigation.
C.
An investigation may be reopened, notwithstanding the above limitations and exemptions if:
1.
Significant new evidence has been discovered that is likely to affect the outcome of the investigation.
2.
The evidence could not have been reasonably discovered in the normal course of the investigation or the
evidence resulted from the pre-disciplinary response of the member.
3.
Disciplinary action from a re-opened case must be completed within 90 days after the investigation is
reopened.
V. DISCIPLINE:
A.
All members of the department are subject to discipline under the provisions of this directive. Any member
who violates the Oath of the Office, the laws of the United States, the State of Florida, or the Village of
Tequesta; any provision of departmental General Order, or Village Personnel Policies, or standard operating
procedures; who is unlawful or improper in their conduct toward other employees or citizens; or who is
incompetent in the performance of their duties is subject to disciplinary action.
B.
All disciplinary actions imposed shall be commensurate with the severity of the offense coupled with due
consideration of the member’s prior performance record. Disciplinary action(s) taken shall be progressive in
application except:
1.
When violations of a serious nature occur, the actions may include an immediate removal from duty.
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G.O. 10.3B
2.
Depending on the seriousness of the offense, progressive discipline may be bypassed to advance to more
severe discipline.
C.
To ensure fair and equitable discipline, supervisors shall research past level similar violations contained in the
Disciplinary Action Log. Supervisors may deviate from the standard by considering the exact facts of violations and
aggravating, or mitigating circumstances.
1.
If a verbal reprimand is warranted, the supervisor shall meet with the member to administer the reprimand. Verbal
reprimands are documented on the bottom of the Professional Standards Report/Supervisor’s Review portion of the
I.N.O.I, signed and dated by the serving supervisor.
2.
A written reprimand shall be served by a memorandum in a Notice of Disciplinary Action from the Chief of Police, or
his designee, which includes the standards and expectations that must be met to avoid further discipline. The reprimand
shall be administered by the supervisor. The member and supervisor shall sign and date the Notice of Disciplinary action.
The supervisor shall also sign and date the Internal Investigation Report or Supervisors review portion of the I.N.O.I. that
the member has compiled with the recommendation.
3.
Suspension(s) from duty of any member shall be determined by the Chief of Police, or his designee, through a Notice
of Disciplinary Action memorandum. The member’s supervisor shall serve the memorandum and determine suspension
dates. The supervisor shall sign and date Notice of Disciplinary Action, as well as the Professional Standards
Investigation Report or Supervisors Review portion of the I.N.O.I. stating the member has complied with the suspension.
a.
The Operations Commander shall receive from the Human resource Department a copy of the “Leave Form”
for the case file indicating the member has complied with the suspension date(s).
1.
Suspensions of greater than 3-days (24) hours may be split between two consecutive pay periods.
D.
A Discipline Action File for each member shall be maintained in the Operations Commanders office separate and
apart for such disciplinary actions.
a.
Non-sworn members under investigation are entitled to the protection provided by Village of Tequesta
(personnel Policy #3.3; Grievance Process) and the Communications Worker’s Association agreement, for
those positions that are affected.
b.
All members under investigation are entitled to the protections provided by the Tequesta Police Department
General Orders, and the Constitution of the United States.
D.
The Chief of Police, or designee, shall assign the inquiry either to the Internal Affairs (Operations Commander) as
a Professional Standards Investigation; or, when appropriate, another component of the Department as a Supervisor’s
Review for investigation.
1.
All inquiries shall be forwarded to the Operations Commander for recording. Either a Professional Standard or
Supervisor’s Review case number shall be assigned.
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G.O. 10.3B
2.
The case shall be entered in either the Professional Standard or Supervisor’s Review Case Log listing the name
of the complainant(s), employee(s) under investigation, allegation(s) of misconduct and date the inquiry was
received for investigation.
E.
Members will be notified if they have become the subject of an administrative investigation. The Internal Affairs
investigator will provide the member a written statement of the allegations, and information concerning the member’s
rights and responsibilities relative to the investigation. The member under investigation shall be afforded the
opportunity to read all written statements taken pursuant to the investigation of allegations cited in the inquiry prior to
the time of the investigative interview. When confidentiality is necessary because of the sensitivity of the investigation,
the member will not be notified before the initial interview.
1.
Sworn Personnel
a.
The interview shall be conducted in compliance with Florida Statute 112 (Police Officer’s Bill of Rights)
and all applicable provisions of the current Contract in effect between the Village of Tequesta and the
officer's/sergeant’s bargaining unit, or the Village of Tequesta Personnel Policies, whichever is applicable.
b.
The employee under investigation shall be afforded the opportunity to read a copy of Chapter 112 of the
Florida Statues (the Police Officer’s Bill of Rights) as well as the applicable provision in the current Contract
between the officer's/sergeant’s (if applicable) and the Village of Tequesta personnel policies (if applicable),
prior to the investigative interview.
2.
For those employees under investigation not covered by a contract the interview shall be conducted in
compliance with the Village of Tequesta’s Personnel Policies.
3.
For those employees under investigation covered by the contract in effect between the Village of Tequesta and
the Communications Workers Association (CWA), the interview shall be conducted in compliance with all
applicable provisions of the current contract.
F.
Members under investigation are required to answer all questions related to the performance of their duties.
Failure to answer such questions may result in disciplinary action, including dismissal. However, information obtained
through compelled statements may not be used in future criminal prosecutions.
G.
The Chief or a designee may require a member to submit to lineups, photographs, blood tests, urine tests, breath
tests, voice prints (other than deception tests), handwriting exemplars, financial disclosures, and other tests, or
examinations when there is reasonable suspicion to believe that the result of the test(s) will provide evidence of an
administrative violation.
H.
Members will not be required to submit to device measuring truth responses during questioning.
However, the member may request such a test voluntarily
I.
The member’s immediate family will not be required to give statements in administrative investigations, but may
volunteer such statements.
J.
Agency issued or assigned property may be subject to a warrantless search at any time based on reasonable
suspicion.
K.
Administrative investigations are to be completed within 30 days; however, extensions may be granted in cases
with extenuating circumstances. The complainant will be informed if the investigation is expected to exceed 30
days.
4
G.O. 10.3B
L.
When violations of a serious nature occur, the actions may include immediate removal from duty.
1.
These violations include, but are not limited to:
a.
Criminal misconduct
b.
Domestic violence
c.
Insubordination
d.
Sabotage
e.
Any threat to the Department members or the public.
f.
Suspected drug or alcohol use while on duty.
g.
Use of deadly force
2.
Administrative Leave
a.
Members placed on administrative leave at the discretion of the Chief of Police, or designee,
for pending investigative or disciplinary purposes shall be transferred by memorandum titled
“Relieved From Duty” and report directly to the Chief or his designee until such time as
determined by the Chief of Police, or designee.
b.
In the case of all members the memorandum shall be served by the Chief of Police, or designee.
1.
The employee shall be called to the office of the issuing authority to receive the
“Relieved From Duty” memorandum.
2.
The issuing authority shall review with the affected employee all stipulations and
parameters of their relief from duty as enumerated in the “Relieved From Duty”
memorandum.
3.
The affected employee shall sign and date where specified the “Relieved From Duty”
memorandum acknowledging receipt.
4.
A “Relieved From Duty Equipment Inventory” shall be completed by the issuing officer,
and the equipment shall be forwarded to the Quartermaster by same.
5.
A copy of the “Relieved From Duty” memorandum shall be given to the employee and
the original shall be placed in the investigative case file.
c.
For security purposes, all personnel shall be notified when someone is placed on
Administrative Leave.
2.
Employees who are placed on administrative leave from duty are not authorized admittance to the building past the
lobby doors unless assigned to an escort which shall be the Operations Commander or designee.
a.
When a sworn employee has been relieved of duty, paid or unpaid, the employee shall be
required to turn in the following Departmental equipment which shall be forwarded to the
quartermaster until the action has been resolved:
1.
Chest and wallet badge
2.
Employee key card
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G.O. 10.3B
3.
Employee identification cards
4.
Duty weapon & ammunition
5.
Portable radio
6.
Department computer (if applicable)
7.
Vehicle Keys and key pegs
8.
All building /facilities keys
b.
When a non-sworn employee has been relieved of duty, paid or unpaid, the employee shall
be required to turn in the following Departmental equipment which shall be forwarded to the
quartermaster until the action has been resolved:
1.
Chest Badge, if applicable to the position.
2.
Employee key card
3.
Employee identification cards
4.
Portable radio (if applicable to the position).
5.
Department computer (if applicable to the position).
6.
All vehicle keys for department vehicles.
7.
All building /facilities keys
3.
Employees must remain at home between the hours of 0800 to 1600, Monday through Friday, with weekends
and Village approved holidays off.
a.
Each Monday through Friday, employees must report by telephone to Operations Commander, or
designee, at 1000 and 1400 hours.
4.
Employees must honor all subpoenas and other court related requests. Employees shall notify the Operations
Commander, or designee, prior to departure for the Department to pick up subpoenas and then again upon
return to their residence.
5.
Employees shall be required to attend any assigned Department business in plainclothes, and shall not be
permitted to wear a uniform, carry a weapon, or display any Department identification while relieved of duty.
a.
Off duty police jobs or details shall be suspended.
b.
If the employee must leave their residence for personal reasons (medical appointments included), the
employee must call the Operations Commander, or designee, prior to departure and again upon return to their
residence.
6.
Employees on unpaid administrative shall adhere to the directives pertaining to “Relieved From Duty” notice
with the exception
of the following.
a.
Transferred and available to report to the Operations Commander.
b.
Remain at home between the hours of 0800 and 1600, Monday through Friday.
c.
Report or make requests by telephone to the Operations Commander.
7.
When any employee is the subject of an investigation the assigned investigator shall make a preliminary review
and assessment of the allegation(s) of misconduct cited in the inquiry. The investigator shall gather and evaluate
all available evidence such as, but not limited to: excerpts of Communications audio tapes, Crime Scene
6
G.O. 10.3B
photographs, and police reports.
a.
By order of the Chief of Police, or designee, and in compliance with the current contract between the
officer’s/sergeant’s bargaining unit and the Village of Tequesta, or the current Communications Workers
Association (CWA) contract and the Village of Tequesta, and the Village of Tequesta Personnel Policies, the
subject member shall submit to medical and/or laboratory examinations, including blood and urinalysis, any
ballistics, chemical and Breathalyzer examinations or test. The Department shall pay the cost of such tests.
b.
The use of Polygraph Examinations and/or Voice Analyzer Stress Tests for Department personnel shall be
conducted in conformity with state statutes, contract agreements, and court decisions taking precedent at that
time. Such tests shall be conducted or administered by the Department at the department’s expense.
c.
An employee may be required to be photographed and/or participate in a lineup when reasonable suspicion
exists that he or she was involved in an incident and the complainant is confident that an identification of the
suspect employee can be made.
1.
If the suspect employee refuses to be photographed or appear in a lineup, he or she may be
compelled to be photographed and/or appear.
2.
Refusal to comply could result in the Department obtaining a subpoena to acquire the records.
d.
An employee may be required to submit a financial disclosure statement when the actions are essential
to a particular internal administrative investigation.
1.
If the suspect member refuses to disclose financial records, he/she may be compelled to supply
the records.
2.
Refusal to comply could result in the Department obtaining a subpoena to acquire the records.
9.
An investigative report documents research into allegations of misconduct investigated either by the Operations
Commander or, in the case of a Supervisor’s Review, by a component of the Department other than Operations
Commander. The Investigative Report shall contain:
a.
A completed copy of the Tequesta Police Department’sInternal Investigative Report/Supervisor’s
Review on each employee who is the subject of the investigation.
1.
Investigations conducted by the Operations Commander shall be checked Professional Standards
Report.
2.
Investigations conducted by components other than the Operations Commander shall be checked
Supervisor’s Review.
b.
A summary of the allegations and the investigation into them.
c.
Investigative conclusions based upon the evidence and testimony obtained in the case.
d.
Findings relative to each allegation cited in the inquiry shall be designated as:
1.
Exonerated
2.
Unfounded
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G.O. 10.3B
3.
Not Sustained
4.
Sustained
III. INVESTIGATIVE CONCLUSION:
A.
Once an investigative report has been completed with the finding relative to each allegation cited in the inquiry,
the case file shall be reviewed and processed as follows:
1.
Forward to the affected employee(s) for review who:
a.
Shall have 48 hours to respond in writing to the finding(s).
b.
May sign the Professional Standards Report signifying their acceptance.
2.
Immediate supervisor for review who shall:
a.
Concur with the investigative finding(s) by checking the “Agree” portion of the Professional Standards
Report and make a disciplinary recommendation, if applicable.
b.
Disagree by checking the “Disagree” portion of the Professional Standards Report and articulate in
writing their reason(s).
1.
If disagreeing with a Sustained finding(s) of the allegation(s), a discipline recommendation is not
applicable and the supervisor shall indicate so by marking the disciplinary section “N/A”.
2.
If disagreeing with a Not-Sustained, Unfounded or Exonerated finding(s) of an allegation(s), the
supervisor shall make a discipline recommendation appropriate to their recommended finding(s).
c.XXXX
When applicable refer to General Order and enter the recommended disciplinary action(s) to be
imposed.
3.
Forward to the member’s division commander who shall:
a.
Mark the “Agree” section of the Professional Standards Report when agreeing with the supervisor’s
and
finding(s) discipline recommendation(s), if applicable.
b.
Mark the “Disagree” section of the Professional Standards Report when disagreeing with the
supervisor’s finding(s) and/or discipline recommendation(s), if applicable.
c.
The Division Commander shall complete and include a memorandum in the case file articulating their
reasons for disagreement and their recommended changes to the finding(s) or discipline
recommendation(s).
4.
Forward to the Chief of Police who shall:
a.
If the employee has been exonerated or the allegations are not sustained or unfounded and the
recommendations have not changed during the review by the chain-of-command, the Chief of Police may
close the case or request a Chief’s Hearing.
8
G.O. 10.3B
b.
If the allegations are sustained and discipline has been recommended the Chief of Police may request a
Chief’s Hearing or forward the case to the next step (e).
5.
In the case of disciplinary action to be imposed, the employee(s) shall be notified that the noted case requires
their review in the Chief’s office, or review with their division commander.
6.
If after reviewing the allegation(s)/finding(s) and applicable recommendations by the employee(s) chain-of-
command, the employee(s) may:
a.
Accept disciplinary recommendations.
b.
Request a hearing with the Chief of Police.
7.
If after a hearing the affected employee(s) chooses not to accept the final resolution of the case or the level of
discipline recommended by the Chief of Police, they may grieve the matter in accordance with prescribed
procedures outlined in the Village of Tequesta’s Personnel Policy #3.3.
B.
When an investigation or review of an allegation is concluded, the Operations Lieutenant shall notify the
complainant, via letter, with a copy to the officer/employee of the outcome of the investigation.
1.
In cases where the complainant is the Tequesta Police Department, the officer/employee will be notified of
the outcome of the investigation by being given a copy of the INOI/Final Resolution sheet.
2.
In cases of merit review, the Operations Lieutenant will ensure that the complainant is notified of the
outcome.
C.
In all cases employees under administrative investigation shall be sent a photocopy of the “Initial Notice of Inquiry”
and the face sheet of the Tequesta Police Department Professional Standards Report/Supervisor’s Review upon
completion of the final resolution relative to the Professional Standards Investigation / Supervisor’s Review.
D.
Upon completion of the final resolution relative to a Professional Standard/Supervisor's Review, the case file shall
be forwarded to the Operations Commander where entries shall be recorded in the appropriate logs indicating the date
of final resolution(s) and finding(s). Entries to the affected employee(s) Professional Standard/Supervisor's Review
Records file shall be made documenting investigated allegation(s) and the respective finding(s) to each.
The entire file will be returned to the Internal Affairs investigator if additional investigation is required. The
investigator will complete an addendum to the investigation and resubmit the file.
E.
Completed Supervisor’s Reviews and Professional Standard’s investigations shall be maintained in the office of
the Operations Commander in a file cabinet that is secured at all times.
IV. ADMINISTRATIVE RECORDS:
A.
The complainant will be notified of the disposition of the complaint by written notification, upon conclusion of the
investigation. The notification will be documented and maintained in the investigative file.
B.
Any sustained allegation that is a violation of Florida State Statute 943.13 (4) or (7) will be reported to the Florida
Department of Law Enforcement, Division of Criminal Justice Standards and Training.
C.
All records pertaining to administrative investigations will be maintained in a secured area, under the control of
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G.O. 10.3B
the Professional Standards Supervisor.
D.
All active Professional Standard/Supervisor's Review investigations are considered confidential in nature pursuant
to the provisions of Chapter 112 of the Florida Statutes and are exempt from the provisions of Public Records Access
described in Chapter 119.
1.
Disclosure of information contained in active Professional Standard/Supervisor's Review investigations shall be
done so only through the provisions of the applicable subsections enumerated in Florida State Statute 112.
2.
The provisions set forth in Florida State Statute 119 shall govern all public access and inspections of closed
Professional Standard/Supervisor's Review investigations. All requests for copies of any materials contained in
either closed Professional Standard/Supervisor's Review investigations shall be made through the Chief of Police.
3.
Employees shall be informed of all requests made for public access to either their closed Professional
Standard/Supervisor's Review investigations records. This notification shall consist of the specific case that was
examined and, if known, by whom.
E.
Complaints of misconduct by the agency or its members will be assigned a complaint control number. The file
will be updated to reflect the administrative finding and disposition.
F
. Members, having a job related need for information concerning a member's disciplinary file, may request such
information in person, by telephone, or in writing to the Chief’s office.
G.
Members requesting to view their disciplinary records may schedule an appointment through the Chief’s office.
Members may obtain one copy of his or her disciplinary file without charge. Additional copies will be charged at a
rate established by the Village of Tequesta policy regarding public records request. The Chief will have the discretion
to decide if the request is job related, and if reproduction costs are levied.
H.
The following guidelines apply regarding the destruction of records:
1.
Completed administrative investigations classified as exonerated, unfounded, or not sustained may be destroyed
(Allegations that allege excessive use of force or treatment of persons in custody will be retained
after one year.
for a minimum of two years.)
2.
Sustained investigations will be destroyed according to Florida Bureau of Archives guidelines. The period for
destruction of these cases may range from three to five years.
3.
The master control log for administrative investigations must be retained for 25 years after a member’s
separation from the agency.
I.
At the conclusion of the prescribed period, the aforementioned files may be destroyed in accordance with the State of
Florida General Records Schedule for Law Enforcement Agencies BC2.
J.
The Operations Lieutenant shall compile and submit to the Chief of Police:
1.
Monthly and yearly statistical reports regarding Professional Standards and Supervisor’s Review investigations.
th
2.
A status report of all open Supervisors’ Review inquiries, outstanding more than 30 days, by the 20 of each
month.
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G.O. 10.3B
V. EARLY DETECTION SYSTEM:
A.
The Internal Affairs supervisor will review all complaints of misconduct to identify members who have a pattern
of repeated complaints.
B.
The Chief will be notified when any member has been accused of three acts of misconduct within a twelve-month
period.
VI. CONFIDENTIALITY OF INVESTIGATIONS:
Any person who is a participant in an internal investigation and
reveals investigation information before it will include the complainant, subject of the investigation, investigator, and any
witnesses.
VII. GLOSSARY:
ADMINISTRATIVE INVESTIGATION - The systematic, objective, and impartial method of investigating complaints
of inappropriate behavior resulting in a violation of agency administrative rules, orders, directives, and procedures by an
agency member.
ADMINISTRATIVE INQUIRY - The preliminary review of an incident or situation to determine if an improper action
may have been committed by the agency or one of its members. If information is revealed that supports an allegation of
misconduct, an administrative investigation will be initiated.
CITIZEN GRIEVANCE - Citizen complaints are frequently based upon a misunderstanding of law or procedure and not
upon member misconduct. Every effort should be made to understand the complainant's concern and to clarify the
complainant's understanding of the law or procedure in question. These instances may not require written
documentation.
CORRECTIVE ACTION - Action intended to modify or improve behavior, and elicit compliance with established
policies and procedures, i.e., letter of counseling, reprimands, and sanctions included in the general order indexed as
Standards of Conduct.
COMPLAINT OF MISCONDUCT - an accusation or charge accusing a member of violating a policy, procedure, rule,
or regulation. This DOES NOT INCLUDE citizen complaints that result from a complainant’s misunderstanding of law,
or agency policies or procedures.
CONCLUSIONS OF FACT - Final determination about allegations based on investigative findings.
EXONERATED - Alleged action(s) occurred but were justified, lawful, and proper. Employee acted in compliance with
departmental Rules & Regulations, and/or policy and procedure.
INTERNAL AFFAIRS INVESTIGATOR - The Internal Affairs Investigator has staff authority to coordinate and
exercise supervision over complaint investigations of misconduct by an agency member. Administrative investigations
are conducted with approval from the Chief.
PROFESSIONAL STANDARDS INVESTIGATION - A formal investigation of serious alleged misconduct or
violation(s) of rules and regulations, Department policy, moral character violation as defined by CJSTC or criminal
violation(s) by any member of this agency which may result in disciplinary action.
NOT SUSTAINED - Insufficient evidence available to prove or disprove allegation(s). The allegation(s) appeared to
have merit, however, there was insufficient evidence to either prove or disprove the allegation(s).
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G.O. 10.3B
VI. CONFIDENTIALITY OF INVESTIGATIONS:
Any person who is a participant in an internal investigation
and reveals investigation information before it will include the complainant, subject of the investigation,
investigator, and any witnesses.
VII. GLOSSARY:
ADMINISTRATIVE INVESTIGATION – The systematic, objective, and impartial method of investigating complaints
of inappropriate behavior resulting in a violation of agency administrative rules, orders, directives, and procedures by an
agency member.
ADMINISTRATIVE INQUIRY – The preliminary review of an incident or situation to determine if an improper action
may have been committed by the agency or one of its members. If information is revealed that supports an allegation of
misconduct, an administrative investigation will be initiated.
CITIZEN GRIEVANCE – Citizen complaints are frequently based upon a misunderstanding of law or procedure and not
upon member misconduct. Every effort should be made to understand the complaint’s concern and to clarify the
complainant’s understanding of the law or procedure in question. These instances may not require written documentation.
CORRECTIVE ACTION – Action intended to modify or improve behavior, and elicit compliance with established
policies and procedures, i.e., letter of counseling, reprimands, and sanctions included in the general order indexed as
Standards of Conduct.
COMPLAINT OF MISCONDUCT – An accusation, or charge accusing a member of violating a policy, procedure, rule,
or regulation. This DOES NOT INCLUDE citizen complaints that result from a complaint’s misunderstanding of law, or
agency policies and procedures.
INTERNAL AFFAIRS INVESTIGATOR – THE Internal Affairs Investigator has staff authority to coordinate and
exercise supervision over complaint investigations of misconduct by an agency member. Administrative investigations
are conducted with approval from the chief.
APPROVED:
______________________________________________
Pete Pitocchelli, Chief DATE: November 05, 2011
Tequesta, Florida
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