U ersity of Chicago Police Department GENERAL ORDER eve Da —— - February 11, 2013, Sujee ~~ oo Complaint Investigation Procedures and Internal Affairs References a CALEA Standards 52.1.1, $2.1.2, 92.1.3, 52.1.4, 52.1.5, 52.2.1, 92.2.2, $2.23, 522.4, 52.25, 52.2.6, 52.2.7, 52.2.8. U.S. Supreme Court Case: Garrity v. New Jersey, 385 US. 493 (1967), Uniform Peace Officers Disciplinary Act (50 ILCS 725/1), UCPD Collective Bargaining Agreement, University of Chicago Human Resource Policy (U703, 11704), and University of Chicapo Admin ey (2708). _ Reals Da Fae Annually | 16 AUG 2012 Version OP.) 19 0CT 2010 Signed original on file in Accreditation Office _ Marlon C. Lynch, Associate Vice President & Chief of Police Approved By | 902.1 PURPOSE, ‘The purpose of this Order is to establish Complaint Investigation and Intemal Affairs Procedures. Supervisory disciplinary procedures can be found in the GO entitled “Summary Discipline.” 902.2 POLICY ‘The University of Chicago Police Department shall investigate every complaint or allegation of misconduct with the intent to determine the whole uth. All complaint investigations shall be addressed considering the severity of the complaint or allegation, ‘Complaint investigations shall be conducted with equal effort applied toward confirming, or denying an alfegation of employee misconduct; and finding facts that would serve to mitigate the severity of any subsequent disciplinary actions. 902.3 DEFINITIONS Complaint An allegation of misconduct, violation of law or of Department policy or procedure by any employee or the Department as a whole, whether initiated by a citizen, ‘or another employee. Misconduct ~ Any intentional act or failure to act that violates the law, Department directives and/or university policy. Misconduct will generally not include any normal performance related issues. ‘Supetvisor~ Personnel with the rank of Sergeant or above; or the title of Manager or cose Complaint tavestigation Procedures otsDirector. Complaint Register Investi A formal investigation supervised by the Support Services Bureau during which the questioning of the officer is intended to gather evidence of misconduct which may be the basis for filing charges seeking his or her removal, discharge, or suspension and/or other corrective action Inquiry A citizen concem or question about a policy, procedure or tactic used by the Department ‘Administrative Review ~ An intemal review of UCPD aetions in an incident having notoriety or significant potential for liability. This review does not require a complaint and its goal is not primarily to discover misconduct, but to objectively and professionally review the incident. In the case that misconduct is discovered, it will be further investigated and resolved through a complaint register or summary discipline procedure. This Administrative Review is conducted by the Assistant Chief of Police. 902.4 AUTHORITY AND RESPONSIBILITY A. D. ‘The Associate Vice President and Chief of Police has the ultimate responsibility for complaint investigations and has the authority to maintain discipline. ‘The Support Services Bureau has the responsibility of assigning, managing, and conducting complaint register investigations and maintaining, complaint register investigation files. ‘The Support Services Bureau has the authority to report directly to the Associate Vice President and Chief of Police regarding the investigations. Any supervisor assigned to conduct a complaint register investigation shall have the authority to report directly to the Support Services Bureau any and all pertinent information regarding the investigation. The Assistant Chief of Police has the authority (o conduct administrative reviews of UCPD actions in incidents having notoriety or significant potential for liability. Selection of incidents, as well as the scope and depth of review, will be at his or her discretion. ‘The Assistant Chief of Police may then take further action as indicated by the findings of the review, whether relating to training, policy, equipment, conduct, or other areas. Each supervisor shall continually examine all areas of police action under his or her purview in an effort to discover misconduct at its earliest stages. 902.5 GENERAL REGULATIONS ‘A. The Support Services Bureau shall notify the Associate Vice President and Chief’ of Police and/or his or her designee in a timely fashion of every incident or cosm ‘Complaint tavestigation Procedures retD. coon complaint against the Department or its employees that is subject to a complaint register investigation. The Associate Vice President and Chief of Police shall be immediately and directly notified by the Support Services Bureau of any of the following allegations against any employee 1. Criminal conduct that can result in an arrest. 2. Cruelty, excessive use of force, or brutality against a person or animal. 3. Deliberate civil rights violations. Any information discovered during the course of a complaint register investigation is confidential and may only be used or disclosed for administrative purposes. Records shall only be distributed as required by subpoena or upon order of the Associate Vice President and Chief of Police or his or her designee. No employee shall retain any copies or records of any complaint register investigations except personnel that receive such documentation as the subject of the investigation, or as the assigned investigator for the express purposes of investigation or subsequent personnel actions. At the conclusion of the complaint register investigation process, all documentation shall be entered into the Early Identification System (EIS) database and filed in a secure location by the Support Services Bureau. All such documentation shall be purged from all department level files according to the University of Chicago Records Retention policy (#2708) after the final arbitration award or the final court adjudication, Anonymous complaints that are violations of the Illinois Criminal Code and/or violations of federal law will be subject to complaint register investigations and will be investigated to the fullest. In the absence of an identified complainant, the Support Services Deputy Chief may sign the sworn affidavit. Department employees can be disciplined, to include dismissal, for refusing to cooperate with the complaint register investigation or to answer questions, narrowly and directly, relating to their official actions or obligations. This may include, but is not limited to reasonable requests to: 1. Submit to requested medical/laboratory examinations 2. Submit to being photographed 3. Participate in a line-up. 4, Submit to a polygraph examination Complaint tnvestigation Procedures SotsG. 5. Submit financial disclosure statements. Any statements or evidence obtained during the course of a complaint register investigation may not be used as evidence for a criminal investigation, 902.6 COMPLAINT REGISTER ASSIGNMENT A cos All citizen complaints against the Department and/or its employees shall be the subject of complaint register investigations unless deemed otherwise by the Associate Viee President and Chief of Police and/or his or her designee. Other incidents and/or internal complaints of serious misconduct by employees may be subject to a complaint register investigation when the misconduct may be the basis for filing charges seeking the employee's removal, discharge, or suspension in excess of 3 days or as deemed by the Associate Vice President and Chief of Police. These include, but are not limited to: 1. Any violation of Illinois Criminal Code or federal criminal law; 2. Sleeping on the job; 3. Fighting: 4. Behavios/tanguage of a threatening, abusive or inappropriate natures 5. Misuse, damage to or loss of University property; 6, Falsification, alteration or improper handling of Department or University- related records; 7. Unsatisfactory customer service (mishandling, of or unsatisfactory service to the public, students, patients, staff or faculty) as defined by the Department; 8. Disclosure or misuse of confidential information, including government mandated regulations that outline the treatment of confidential information (ie, LEADS, ete.); 9. Insubordination; 10. Misuse of the University's electronic information systems as defined by Human Resource Policy U703 “Progressive Corrective A ITS’s Eligibility and Acceptable Use Policy; or 11, Inappropriate use of force by an officer that involves: ‘Complaiot investigation Procedres sonsD. a. The discharge ofa firearm by or at an officer. b. An officer's use of force, by whatever means, that results in the death of an individual ©, Any lesser use of force by an officer in the same incident in which another officer used force as above, in B-1}-a and B-1-b, ‘The Support Services Bureau shall have the primary responsibility for conducting complaint register investigations, however, the Associate Vice President and Chief of Police can direct the Support Services Bureau to assign complaint register investigations to supervisors through the chain of command when appropriate All other less-serious violations of Department divect shall be handted through Summary Discipline unless divected otherwise by the Associate Vice President and Chief of Police. Summary Discipline procedures can be found in the General Order entitled “Summary Discipline.” es and Code of Conduct 902.7 EMPLOYEE'S BILL OF RIGHTS A. B, coon Other than in the initial stage of the investigation, all attempts will be made to have questioning occur while the employee is on duty and in a private setting at the workplace. Upon being notified that he or she is subject to a complaint register investigation, the employee shall be informed in writing of the nature of the complaint, including the alleged misconduct, the date, time, location, and the names of all complainants prior to the onset of the investigatory meeting. All complaints subject to a complaint register investigation will be supported by @ sworn affidavit. Prior to an investigatory interview, the employee under investigation shall be informed of the identity of the person in charge of the investigation, the interviewing officer and the identity of all persons present during the interview. When @ formal statement is being taken, all questions direeted to the employee Under investigation shall be asked by or through one interviewer. Prior to an investigatory interview, the employee under investigation shall be given the statutory administrative proceeding, rights and if the allegation indicates that criminal prosecution is probable against the employee, the employce will be given their Miranda rights. Investigatory interviews shall be of reasonable length and will give consideration to the personal needs of the employee being questioned, including reasonable periodic breaks. Sotacoo Any employee subject to a complaint register investigation will have the right to be represented by counsel of his or her choice and to have that counsel present at all times during an investigatory interview. The interview will be suspended for a reasonable time until representation can be obtained. Any officer subject to a complaint register investigation may exercise bis or her Weingarten rights by requesting union representation during the investigatory interview. If requested by the officer under investigation, reasonable efforts will be made to schedule the interview at a time when the union representative can be present, If itis not feasible forthe union representative to be present, the officer may request that a union representative be present for further discussion before the matter is concluded. ‘An employee under investigation will be provided, within three (3) administrative ‘work days, a copy of any statement that sfhe made during an investigatory interview. At such time, the employee under investigation will have an opportunity to review his or her statement(s) and will provide his or her signature to said document. An employee will not be threatened with transfer, disciplinary action, dismissal, and/or promised a reward as inducement to provide information relating to an incident under investigation or for exercising any rights contained herein. If, based on the allegation under investigation, management deems it prudent to suspend the employee prior to an investigatory meeting, the employee will be given the appropriate disciplinary documents and will be suspended until the outcome of the investigation, Under no circumstance will the suspended employee be kept away from duty once it has been determined there is no basis, for the complaint. When an employee is required to give a writen statement or oral statement in the presence of an observer, as a witness in a complaint register investigation other than summary discipline, at the request of the employee the interview shall be conducted in the following manner: 1. Other than in the initial stage of the investigation, all attempts witl be made to have questioning occur while the employee is on duty and in a private setting at the workplace. 2. The employee providing witness testimony shall be informed of the identity of the person in charge of the investigation, the interviewing officer and the identity of all persons present during the interview. When a formal statement is being taken, all questions directed to the employee under investigation shall be asked by or through one interviewer. Complain Investigation Procedures Goris3. An employee providing witness testimony will be provided, within three @) administrative work days, a copy of any statement that sshe made during an investigatory interview. At such time, the employee will have an opportunity to review his or her statement(s) and will provide his or het signature to said document 4. These guidelines shail not apply to questions from a supervisor in the course of performing his or her normal day-to-day supervisory duties or to requests to prepare detailed reports or To-From-Subject Reports. 902.8 RESPONSIBILITIES A. Individual Responsibilities 1. Bach employee will cooperate withthe investigation 2 Employees who are not directly assigned to 2 complaint egister investigation, including employees in command channel review will not contact complainants or witnesses for the purpose of seinvestigating, obtaining additional information, or clarifying information on the case. NOTE: This does not apply to employees directed by the Associate Vice President and Chief of Police to verify the information obtained during the investigation as part of an audit or quality control check 3. An employee within the command channel review process with concerns regarding missing, erroneous, or vague information relative to a CR investigation will address those concems in a non-concurrence report. Employees who have knowledge of circumstances relating to a complaint will submit an individual written report to a supervisor before reporting ‘off duty on the day the employee becomes aware of the investigation. The report will include the CR number, if known, and all facts relating to the incident known or reported to the employee. ‘The supervisor will forward fone copy of any such report or document, without unnecessary delay, directly to the Support Services Bureau. B. Initiation Responsibilities and Procedures 1, When misconduct is observed or a complaint relative (0 misconduct is received by a non-supervisory employee, such employee will immediately notify 9 supervisor and prepare a To-From-Subject report to the Shift Supervisor containing the information received, observations made, and any action taken 09, Complaint Investigation Procedures TotWhen misconduct is observed or 2 complaint relative to misconduct is received by supervisory or command personnel, they will initiate a complete investigation in accordance with this and other directives without looking to higher authority for such action, When seports of alleged or suspected violations of misconduct are made by citizens or through intemal complaints and/or observations where the conduct meets the criteria listed in item B of the section entitled “Complaint Register Assignment”, the supervisor or command officer who First receives information of the alleged violation will: a, Report the information to the Support Services Bureau by telephone (or by electronic mail message when taken outside of normal business hours) within one hour after the information is, received. This does not apply to violations for wl discipline may be administered h summary b, Complete a Complaint Register Initiation Report in the form of a ‘To-From-Subject report that includes all of the following information: 1, Date, time, and location of incident; 2. Name, address, phone number, race, sex, and date of birth for the complainant(s); and same allegations shall be initiation report. 3. Complaint register (CR) number if known or given by the Support Services Bureau; 4, Name, rank or title, and duty assignment (if known) of the accused employee(s); 5. Name, address, phone number, race, sex, and date of birth for all known witnesses and/or victims; 6. Narrative of the incident as described by the complainant(s); 7. Detailed allegations of misconduct as alleged by the complainant(s); and 8 Date and time of notification to the employce’s Division ‘Commander. Compt 1 Investigation Procedures Sofiecoon 4 9. Notation of whether a Complaint Register Investigation Brochure was given to the complainant or whether the complainant was directed to the Department website for more information about the C.R. process (for complaints received by telephone). The supervisor completing the Complaint Register Initiation Report shall censure that the report is completed before the end of his or her tour of duty for that day. The completed report, along with the completed Citizens Complaint Form (UCPD-44.100) when applicable, will be forwarded through the supervisor's chain of command for approval and the signed original copies will be given to the Support Services Bureau. NOTE: When complaints against employees are made in person, the supervisor taking the complaint will ensure that a Citizens Complaint Form (UCPD-44,100) has been completed and signed by the complainant, The Citizens Complaint Form will then be forwarded with the original GR, Initiation Report. Complaints Received by phone will not require a completed Citizens Complaint Form, When reports of alleged or suspected violations are taken by the University of Chicago Police Department Emergency Communications Center, the individual receiving the complaint will forward the phone call to the on-duty Shift Supervisor. Telephone notifications and reports to the Support Serviees Bureau will not be made when a complaint involves only differences of opinion between an officer and a citizen as to whether a Personal Service Citation should have been issued. If there is an accompanying alle misconduct, the investigation will be allegation. tion of cted toward that. specific ‘Telephone notifications and reports to the Support Services Bureau will not be made when the complaint involves only differences of opinion between employees conceming the provisions of a Collective Bargaining Agreement. If there is an accompanying allegation of misconduct, the investigation will be directed toward that specific allegation ‘After taking a citizen complaint, the supervisor shall ensure that the complainant has been informed of the complaint register process to include that a complaint register investigation will be initiated and that the complainant should expect to sign a sworn affidavit attesting to their allegations after a formal interview has been conducted by the assigned Investigation Procedures dortc co902 NOTE: This will be accomplished by providing the complainant with a copy of the UCPD Complaint Register Investigation Brochure (when complaints are made in person) or by directing the complainant to the Departmental website (ovhen complaints are made by phone) Support Services Bureau Upon receipt of a completed Complaint Register Initiation Repost, the Support Services Bureau will: Register the complaint and complete a Complaint Against a Department Member report (UCPD 44.202) including as many details and circumstances of the allegation as feasible except when: a. The complaint involves only differences of opinion between an officer and a citizen as to whether a Personal Service Citation should have been issued. b. The complaint involves only differences of opinion between employees concerning the provisions of a Collective Bargaining ‘Agreement NOT! In items C-I-a and C-I-b above, if there is an accompanying allegation of misconduct, the complaint will be registered and the investigation ‘will be directed toward that specific allegation. Notify the Associate Vice President and Chief of Police of the registered complaint, as appropriate. Inform the complainant(s) by mail of the receipt of the Complaint Register Initiation Repost and provide the complainant with the specific complaint register number. Afier conducting an initial review regarding the nature of the allegations of misconduct, either: Investigate the complaint in a fair and impartial manner following the guidelines set forth in the section of this order entitled “Conduct of the Investigation”. or; b. If directed to do so by the Associate Vice President and Chief of Police, assign the investigation to a supervisor higher in rank than the accused employee. avetigation Procedures wortsD. 9 Inform the complainant(s) by mail of the status of the investigation thorough the use of periodie status reports when the investigation has been, granted a time extension of 30 days by the Associate Vice President and Chief of Police due to the nature and complexity of the investigation NOTE: If the investigation has been assigned to a supervisor, the time extension will be granted by the investigators respective Division Commander, in collaboration with the Support Services Bureau. Upon completion of the investigation Review is initiated. ie thal the Command Channel Inform the complainant(s) by mail of the final conclusion of fact in a letter signed and addressed by the Associate Vice President and Chief of Police. Inform the accused employee(s) in writing of the conclusion of facts of the investigation, Safeguard the complaint register investigation and allow access only to: 8. the Associate Vice President and Chief of Police; b. the Assistant Vice President and Assistant Chief of Police; the Deputy Chief of the Support Services Bureaus d._Employces assigned to the Command Channel Review; e. University of Chicago Independent Review Committee; £ University of Chicago Human Resources Employee and Labor Relations Section; 8 Any other employee designated by written order of the Associate Vice President and Chief of Police. Associate Vice President and Chief of Police The Associate Vice President and Chief of Police will review recommendations for disciplinary action including those of the Command Channel Review and will take such action as he or she deems appropriate. Nothing in this order diminishes the authority of the Associate Vice President and Chief of Police to order suspensions or to separate probationary employees. 902.9 CONDUCT OF THE INVESTIGATION co%2 1 Tovestigaion Procedures Morscom ‘After conducting an initial review regarding the nature of the allegations of ‘misconduct, the Support Services Bureau will either investigate directly or, if directed to do so by the Associate Vice President and Chief of Police, assign the investigation to a supervisor higher in renk than the accused ‘The supervisor assigned to investigate a complaint against an employee will 1. Attempt to contact all complainants and witnesses within 48 hours of being assigned the investigation, ensuring that such complainants and ‘witnesses are not unduly inconvenienced. If repeated efforts to contact a complainant or witness are unsuccessful after three days, the investigator ‘will prepare and send a letter by certified mail to the person requesting that the investigator be contacted immediately. In all instances, the investigator will record each date and time he or any other employee designated to assist in the investigation attempted to contact the person and the means of communication used (phone, m final report. il, personal visit) in the 2. ‘Take audio-recorded oral statements from complainants and witnesses, when such statements will assist the investigator in reaching @ sound conclusion in the case. Once the statements have been transcribed, the statements shall be reviewed and signed by the individual giving the statement within a reasonable amount of time and without unduly inconveniencing the complainants and/or witnesses. NOTE: Both the audio-recorded statements and the transcriptions of those statements will be included in the final investigatory file as “attachments” 3, Ensure that the complainant(s) signs a sworn affidavit (UCPD-44.118) ‘attesting tothe allegations as given in the complainant) statement NOTE: Should the complainant(s) refuse to sign the affidavit, the investigator will write “refused to sign” in the signature box of the affidavit and inform the Support Services Bureau. 4, Immediately prior to an investigatory interview, provide the accused ‘employce with the following information a. ‘The names of the investigator assigned, the individual who will conduct the investigatory meeting, and any other persons who will be present during the investigatory meeting; Complaint Investigation rotscos b. The investigator will have the accused employee read and sign both a Notification of Charges/Allegations form (UCPD-44.115) ‘and an Administrative Proceedings Rights form (UCPD-44.105. c. After the appropriate forms have been read and signed by the accused employee, shhe will be requested to sign either the Waiver of Counsel section or the Request to Secure Legal Counsel section of the Waiver of Counsel/Request to Secure Counsel form (UCPD- 10-15). d. In the event an accused employee refuses to execute any of the forms, such forms will be marked “Refused.” The forms will be dated and signed by any witnesses to the refusal; the exact location of refusal will be noted. The advice of counsel to decline to answer questions will not excuse an accused employee from responding when s/he has been properly and lawfully ordered to do so by the investigator conducting the investigatory interview. {If the accused employee has waived counsel, the investigator will renew the offer of the right to counsel cach time an investigatory interview is resumed. A written record will be made of the waiver of counsel or demand for counsel at interview. A request for a continuance to secure legal counsel will not be permitted to become a tactic to delay or otherwise obstruct the orderly process of the investigation. Each time an interview is resumed, the investigator will advise the accused employee of the applicable criminal or statutory rights prior to the interrogation, Conduct the investigatory interview and audio-record the statement of the accused employee(s) remaining cognizant of the employee's rights. Once the interviews have been transcribed, the accused employee(s) will be provided a copy of the transcribed interview within three (3) administrative work days to review the statement and provide his or her signature to the document. Ensure that the Support Services Bureau is informed of continuing developments in the investigation. The investigator will prepare To-From: Subject report when additional information relative to corrections, deletions, etc., concerning the accused, complainant, witness or viel ‘obtained. This report will be attached to the compl mis ed investigatory file. When an investigation, supported by evidence, strongly indicates un- fitness for duty of the accused employee(s), the Support Services Bureau will be notified. Complaint Investigation Procedures nortecos u ‘Terminate the investigation when it is determined at any time that the complaint is unfounded or the employee is cxonerated. Reports and statements containing information to justify the un-founding or exoneration of the accused shall be included with the investigatory file. Complete the investigation as soon as practical, but no more than thirty (30) days after the date the complaint was received or on the date of any authorized extension. If the investigation, due to its nature or complexity, ‘will require more than thirty days to complete the investigator will submit a Request for Time Extension form (UCPD — 44.114) for each 30 day extension of time to the investigator's Division Commander for approval. Each time a request for an extension of time is submitted by an investigator, the reason for the request must be clearly justified and the approved time request will be included with the original investigatory file When the investigation is complete, the investigator will summarize the entire investigation on a UCPD Summary Report Digest (UCPD-44.112) ailing the steps taken by the investigator and the findings of the investigation. The investigator will ensure that the final report contains the employee number and social security number of the accused ‘employee, the classification of the complaint, and in sustained cases, the number(s) and detailed items of Department directives and/or University policies that were violated, the content of the rule(s), a statement indicating how the rule was violated by the accused employee, and the recommended disciplinary action, ‘The investigator will classify the complaint on the UCPD Summary Report Digest in one of the following ways: a, “Unfounded” when the allegation is false or not factual b. — “Exonerated”™ when the incident occurred but the actions of the accused were lawful and proper. c. “Not Sustained” when there is insufficient evidence either to prove or disprove the allegation(s). d.“Sustained” when the allegation is supported by substantial evidence to justify disciplinary action. € “Administratively when no investigation into the allegation is Closed” conducted due to lack of cooperation from the complainant(s) or signed affidavit Morscose 12, 1B Before sustaining a complaint, ensure that “just cause” exists to support theallegation, The investigator wil consider the following criteria The employee must have received forewarning or have foreknowledge of possible or probable consequences of his or her conduct. (This is satisfied by a published cule, regulation, or order made known to employees.) ‘A full and fair investigation established that the employee did fact violate or disobey a rule or order of the Department. The accused was afforded an opportunity to respond to the allegations. ‘The investigation uncovered substantial evidence or proof of the allegation against the accused. The rules, regulations, orders and penalties have been applied without discrimination. If the allegation(s) have been classified as “unfounded”, “exonerated”, and/or “not sustained”, the investigator will forward the complete investigation with all attachments through the investigator's chain of ‘command to the Support Services Bureau, If the allegation(s) have been classified as “sustained” Ensure the disciplinary action recommended is reasonably proportional to the seriousness of the employee's proven offense, and gives appropriate consideration to the employee's previous disciplinary and complimentary history. Ensure that the investigative file includes alt relevant information and establishes the basis for one of the corrective actions defined in the University of Chicago Human Resources Policy (U703) Specifically state that s/he has taken into consideration the accused employee's previous complimentary history and disciplinary history when preparing the recommendation for disciplinary action portion on the Summary Report Digest (UCPD-44-1 2). However, the investigator will not enter the accused employce"s complimentary history or disciplinary history into the narrative of any report. These histories will be utilized as attachments only. Forward the report and investigatory file through the investigator's chain of command to the Support Services Bureau. softs15. All pages of reports or documents relating to a complaint register investigation will be identified by the Complaint Register number entered fon the lower right hand comer. Each report or document will be rumbered consecutively by the investigator. This number will be the “Attachment” number and will be entered on the lower right hand comer. ‘The Complaint Against Department Member report (UCPD-44.202) will be “Attachment 1.” A Complaint Register Attachment List will list all attachments included in the complaint register investigation. 902.10 COMMAND CHANNEL REVIEW Upon the completion of a complaint register westigation, th ‘Support Services Bureau will initiate the Command Channel Review. AL coon, ‘A time limit of 5 days is set on each level of the Command Channel Review. ‘The date that a unit received the investigation for review and the date the investigation was forwarded to the next level will be entered on the Command Channel Review form. Each level of the Command Channel Review will be provided with the original final report and the investigatory file of the complaint register investigation. The review should determine if the investigation was thorough, if the finding, was correctly classified, and ifany recommendation made is appropriate. a. If the reviewer determines that additional investigation is necessary, s/he will prepare a report outlining the area of concem and forward that report along with the original file to the investigator for further action. b. If the reviewer disapproves the findings or recommendation, s/he will prepare To-From-Subject report containing detailed justifications supporting the alternate conclusion(s). This report will be attached to the original investigation report and will be forwarded to the next level with the proper indication made on the Command Channe1 Review form: c. If the reviewer approves the final report, vhe will indicate his or her concurrence on the Command Channel Review form and submit it ith the original investigation to the next level 4. ‘The Associate Vice President and Chief of Police shall have the final authority to either approve or disapprove the findings of the Command Channel Review. If disapproved, the Associate Vice President and Chief of Police will order altemate findings, recommendations, and/or additional investigations. Complaat tov 160818C. Command Channel Review routing will be, in order: Deputy Chief of the Support Services Bureau; Assistant Vice President and Assistant Chief of Police; and finally to the Associate Vice President and Chief of Police. D. Upon completion of Command Channel Review, complaint register investigation files shall be retumed to the Support Services Bureau for secure storage. 902.11 CORRECTION ACTION ‘A. When corrective action is recommended for a sustained complaint, it will be in accordance with University of Chicago Hurnan Resource Policy (UU703) entitled “Progressive Corrective Action.” B. Before corrective action is taken for a sustained allegation, the University Human Resources Employee and Labor Relations section shall be consulted C. Corrective action will be conducted by the employce’s chain of command and will be documented on the University Notice of Corrective Action form. 902.12 ADMINISTRATIVE LEAVE A. Employees may be placed on immediate paid administrative leave pending the outcome of an intemal investigation. Administrative leave will be in accordance with University of Chicago Human Resource Policy (U703) and is appropriate when: 1. The action(s) of the employee(s) results in the death of or serious bodily jury to any person; and/or 2, The employee commits a serious violation of policy; and/or 3. ‘The supervisor determines that the employee's behavior or condition (physical or emotional) creates 2 hazard or is otherwise disruptive to the public, other employees, or themselves. B. Supervisors shall receive authorization from the Associate Vice President and Chief of Police or his or her designee prior to placing an employee on administrative leave. The employee will be required to surrender their star, access cards, and all department issued weapons prior to leaving. ‘The employee shall be advised to rerhain available by phone, and during the period that the employee is on administrative leave, sMhe is subject to a one-hour administrative recall between the hours of 0800 and 1700, Monday through Friday. 902.13 EMPLOYEES UNDER INVESTIGATION BY OUTSIDE AGENCY coon Complaint lavestigation Procedures Hoes‘A. Anemployee who is under investigation by any outside law enforcement agency, or having knowledge that another employee is under investigation by any law enforcement agency, whether or not that employee has been contacted by that agency, will immediately submit a To-From-Subject report of the information to his or her supervisor. B. The supervisor receiving the report will immediately forward the original report to Assistant Vice President and Assistant Chief of Police and a copy to the Support Services Bureau, 902.14 ANNUAL REPORTING The Support Services Bureau shall receive, sereen, and maintain all records of complaints register investigative files in a secure location. On an annual basis (January of each new calendar year), the Support Services Bureau will compile a staisticat summary, based upon all records of complaint register investigation for the previous calendar year Specific details of the statistical summary will be directed by the Associate Vice President and Chief of Police and the summary will be made available to both agency ‘employees and to the public community. com Complaint Investig Procedures iors