DISCIPLINARY ACTION CHECKLIST - IAFC
DISCIPLINARY ACTION CHECKLIST - IAFC
DISCIPLINARY ACTION CHECKLIST - IAFC
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[ ] Plan the logistics of the investigation<br />
[ ] Timing -- the sooner after the alleged incident, the better<br />
[ ] Location -- use discretion<br />
[ ] On duty vs. off duty interviews<br />
[ ] Determine method of documentation<br />
[ ] Handwritten notes<br />
[ ] Computer typed notes<br />
[ ] Audio recording<br />
[ ] Who will be present?<br />
[ ] Investigator<br />
[ ] Employee<br />
[ ] Union representative (if applicable)<br />
[ ] Employee’s representative<br />
• Depending upon state law/union contract<br />
• Not required to inform employee of the right to have someone<br />
else present<br />
• Not required to allow if there is no potential for disciplinary<br />
action against that employee<br />
• But, why not? What’s the downfall?<br />
[ ] Provide notice of investigation (see sample memo)<br />
[ ] Determine if Garrity Warning should be issued<br />
[ ] Applicable if there is potential for criminal prosecution for the<br />
person being interviewed<br />
CONDUCTING THE INVESTIGATIVE INTERVIEWS<br />
[ ] Determine the order of interviews<br />
[ ] Complainant<br />
[ ] Witnesses<br />
[ ] Subject of the Investigation<br />
[ ] Conduct interviews<br />
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