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ARTICLE 8 - INTERNAL INVESTIGATIONS <br /> 8.1 General. <br /> 8.1.1 Any employee who will be interviewed concerning an act which, if proven, could <br /> reasonably result in disciplinary action against him or her will be afforded the <br /> following safeguards: <br /> 8.1.1.1 Employees shall be notified, in writing, that they have become the <br /> subject of an internal investigation and of the allegations, except that <br /> such notification may not occur when, in the opinion of the Chief of <br /> Police or designee, such notification would clearly tend to impair and/or <br /> impede a thorough, fair, and factual investigation of a particular <br /> complaint. <br /> 8.1.1.2 48 hours prior to any investigatory interview, the employee will be <br /> informed of and afforded the opportunity to consult with an EPMA <br /> representative. The employee shall be allowed a reasonable amount of <br /> time to secure the presence of an EPMA representative and to have an <br /> EPMA representative present during the interview, so long as the delay <br /> shall not unduly obstruct the City's ability to conduct its investigation. <br /> The EPMA representative will not unduly interfere in the interview. <br /> These restrictions on the EPMA representative's role shall in no way limit <br /> EPMA's right to present other evidence to the City at other phases of the <br /> investigation, after the conclusion of questioning. <br /> 8.1.1.3 To the extent reasonably possible, interviews shall take place at City <br /> facilities. <br /> 8.1.1.4 The City shall make a reasonable, good faith effort to conduct these <br /> interviews during the employee's regularly scheduled shift or normal <br /> business hours, except for emergencies or where interviews can be <br /> conducted by telephone. Where an employee is working on the night <br /> shift, the interview can be scheduled contiguously to the employee's <br /> shift. <br /> 8.1.1.5 The employee will be required to answer all questions, except for those <br /> involving criminal conduct of the employee if the employee has been <br /> informed that criminal charges may be filed against him or her. <br /> 8.1.1.6 All interviews shall be limited in scope to activities, circumstances, <br /> events, conduct, acts or background which pertain to the incident which <br /> is the subject of the investigation. Nothing in this article shall prohibit the <br /> City from questioning the employee about information which is <br /> developed during the course of the interview. <br /> 8.1.1.7 If the City records the interview, a copy of the complete interview of the <br /> employee shall be furnished, upon request, to the employee. If the <br /> EVERETT POLICE MANAGEMENT ASSOCIATION <br /> PAGE 9 <br />