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General Process for Investigation <br /> 1. Receive an allegation of, or observe, misconduct, policy violation, or performance <br /> deficienc . <br /> Y <br /> 2. Determine if it warrants investigation. <br /> 3. Decide, if the allegation were to be founded, what policy or work rule it violated. <br /> 4. If the allegation involves possible criminal charges,. contact the HR Manager. The <br /> Captain of the Investigations Division is the contact person for Police. The criminal <br /> must be completed first. <br /> 5. Notify employee of the allegation, the possible violations involved, and the pending <br /> investigation, except in cases where to do so could compromise the investigation. In <br /> serious cases you may want to put the employee on administrative leave. <br /> <br /> ~ 6. Investigate all allegations. The amount or level of investigation should be <br /> determined by the seriousness and complexity of the situation. The investigation <br /> could range from a short conversation with the involved employee to a major <br /> <br /> III <br /> investigation. <br /> 7. Complete investigation. Interview all witnesses, including the employee. Allow <br /> em to ee to arran a for Union re rese <br /> ntation if he/she chooses to. Gather an <br /> p Y 9 <br /> p <br /> Y <br /> physical, documentar , or other evidence. <br /> Y <br /> 8. When investigation is complete, adjudicate the allegation (unfounded, not <br /> sustained, or sustained). <br /> 9. Check the working and the personnel file of the employee for prior disciplines or <br /> erformance issues. <br /> p <br /> 10. Check with Employee Relations staff for record of similar incidents at the City. <br /> 11. Determine recommended discipline. <br /> 12. Review with appropriate department supervisor/managers and HR Manager. <br /> 13. If the recommended discipline is suspension, demotion, or discharge, give the <br /> employee due process. <br /> 14. Remember to keep all information confidential. The investigation and discipline <br /> should only be shared with those that have a business need to know. <br /> 8 <br /> <br />