NEW ALBANY POLICE DEPARTMENT - New Albany, Ohio

NEW ALBANY POLICE DEPARTMENT
Directive 5.1 - Disciplinary Actions
5.1.1 Policy
The New Albany Police Department strives to ensure the prompt and courteous investigation of
any violation of established Rules of Conduct and/or complaint(s) against an employee. Minor
violations will normally be subject to progressive discipline, pursuant to Codified Ordinance
155.26 (for non-union employees) and Collective Bargaining Agreement (CBA) Article 10 (Section
10.2)(for sworn members of the union). Serious violations may result in more serious forms of
discipline.
Upon completion, all non-criminal investigations shall be designated as one of the following:
Exonerated - the alleged act(s) occurred but was justified, legal, and proper. The action(s)
was consistent with agency policy
Sustained - the accused employee committed all or part of the alleged act(s) of misconduct
Misconduct Not Based on Complaint - the discovery of an act(s) of misconduct that was not
specified or alleged in the original complaint
Policy Failure - although the action(s) of the employee was consistent with agency policy
(exoneration), a review of the complaint/allegation indicates that the policy should be
changed
Not Sustained - the investigation did not produce sufficient information to clearly prove or
disprove the allegation
Unfounded - the alleged act of misconduct did not occur
Withdrawn - the complainant formally withdrew his/her complaint prior to completion of the
investigation
On-going internal affairs investigative files shall be considered confidential and will be kept secure
at all times. The investigating supervisor will maintain these files in a secure location during an
investigation. The Chief of Police is responsible for the maintenance of completed internal
investigation files.
5.1.2 Progressive Discipline
Pursuant to Codified Ordinance 155.26(d)(for non-union employees) and CBA Article 10 (Section
10.3)(for sworn members of the union), when disciplinary action is taken which results in a
disciplinary action of record, the employee shall be given a written copy of such record.
A. Incident Interview (see Addendum A)
This is a form used to record counseling, training, or discussions involving minor
incidents of improper conduct by non-union employees. These records will be retained by
the issuing supervisor until the next regularly scheduled annual performance evaluation.
A copy of an Incident Interview shall also be forwarded to the Chief of Police. Incident
Interviews will not be used for sworn members of the union. Disciplinary action(s) for
sworn union members begins at the next step (Oral Reprimand).
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