115 _Renton Police Department Public Records

7/28/2019 115 _Renton Police Department Public Records

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.A Guide for the Invesitagation of Internal Affairs Complaints

General Order Section 52.1.6 states that:Affected employees who become the subject of an internal affairs investigation will be notifiedin writing:1. That they have become the subject of an internal affairs complaint.2. The allegation(s) against the employee.3. The employee's rights and responsibilities relative to the investigation.The principal member of the investigation will be furnished a copy of the complaint. Affectedemployees will be afforded all the protections under State Law, Civil Service, City Ordinance,and the Officer's Bill ofRights as agreed upon between the City ofRenton and the Renton PoliceOfficers' Guild.

THE INTERVIEWArticle 15 of the Commissioned and Non-Commissioned Contracts states that:1. The interview of any employee shall be at a reasonable hour, preferably when the employeeis on duty, unless the exigency of the interview dictates otherwise. Whenever possible,interviews shall be scheduled during the normal work day of the City.2. The employee or Employermay request that a major investigation interview be recorded,either mechanically or by a stenographer. There can be no "off the record" questions. Uponrequest, the employee under major investigation shall be provided an exact copy of anywritten statement he/she has signed, or of a verbatim transcript of any interview.3. Interviewing shall be completed within a reasonable time and shall be done undercircumstances devoid of intimidation or coercion. In all major investigation interviews, theemployee shall be afforded an opportunity and facilities to contact and consult privately withan attorney ofhis/her own choosing before being interviewed. The employee shall beentitled to such intermissions as he/she shall request for personal necessities, meals,telephone calls and rest periods.4. All interviewing shall be limited in scope to activities, circumstances, or events which pertainto the employee's conduct or acts which may form the basis for disciplinary action.5. The employee will not be threatened with dismissal or other disciplinary punishment as aguise to attempt to obtain his/her resignation, nor shall he/she be subject to abusive oroffensive language or intimidation in any other manner. No promises or rewards shall bemade as an inducement to answer questions.

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A Guide for the Invesitagation of Internal Affairs Complaints

Prior to the interview, the "ground rules" ofthe interview should be discussed with the involvedemployee and his/her representative, should he/she select to have one. This could include: How the interview will be recorded Schedule ofbreaks Participation of the Guild RepresentativeRegarding the participation ofGuild Representatives, Weingarten applies. As stated earlier, thecollective bargaining representative can actively participate in this interview. This right does notextend to a Guild Attorney.The investigator will control the interview, not the Guild Representative. The GuildRepresentative cannot unduly interfere during the process.The next course of events is to allow the involved employee to read the complaint which resultedin the assignment of the investigation.The next step is the Accused Officer Admonition form. This form begins the actual interviewprocess by advising: Date and time of the interview The name of the interviewer Specific General Orders which were violated Approximate date and time of the violations Name of the involved employee Employee's desire to have Guild representation Name ofGuild Representative The accused officer has had an opportunity to read the complaint The accused officer is advised ofhis/her Garrity rights

CONDITIONS OF ADDITIONAL INVESTIGATION

Article 15 of the Commissioned and Non-Commissioned Contracts states that:No employee shall be required to unwillingly submit to a polygraph test or to unwillingly answerquestions for which the employee might otherwise properly invoke the protections of anyconstitutional amendment against self-incrimination.Before an employee may be tested for drugs, the Employer shall have individualized reasonablesuspicion based on objective facts and reasonable inferences drawn therefrom, that a particularemployee has engaged or is engaging in the use of illegal drugs and/or abuse oflegal drugs (including alcohol).

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A Guide for the Invesitagation of Internal Affairs Complaints

General Order Section 52.1.7 states that:Evidence collection for investigations involving Renton Police Department employees will beconducted in accordance with State Law, and the current applicable labor agreement between theCity ofRenton and the Renton Police Officers' Guild.Additional investigation may be required during the course of such investigation. The followingmay be requested of the principal department member upon approval of the ChiefofPolice or hisdesignee: Medical or laboratory examinations Photographs of the affected employee(s) Directing the employee to participate in a lineup Requiring an employee to submit fmancial disclosure statements or records. Use of instruments for the detection of deception, including a polygraph examination.

FINDINGS OF FACTThe Findings ofFact is a detailed summary of the results ofthe investigation. The facts of thecase are listed in numerical order.

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Documents

115 _Renton Police Department Public Records