SPD Disciplinary Process Roadmap The Office of Inspector General (OIG) provides the following roadmap to assist interested stakeholders, including the public, with understanding the City process for handling complaints alleging Seattle Police Department (SPD) officer misconduct. It walks the reader through major actions in the process, from initial receipt of a complaint through possible avenues for resolution. This roadmap does not reflect all internal steps taken by agencies that support the process. Contents have been verified by applicable agencies as identified on the map. The main elements of a complaint consist of initial filing, review by the Office of Police Accountability with Office of Inspector General oversight, proposed disciplinary action if any by SPD, then exercise of any invoked grievance or appeal rights of the officer named in the complaint (the named employee). Complaint Intake Office of Police Accountability Review Proposed SPD Discipline Contents include the following: 1. Process Overview 2. Intake and Contact Log 3. Classification A. Expedited Investigation B. Supervisor Action C. Mediation D. Administrative Investigation E. Criminal Referral 4. Proposed Discipline 5. Grievance or Appeal 6. Arbitration Grievance or Appeal Arbitration Disciplinary Process Overview Map Internal Complaint Key Agents for Steps in Discipline Public Complaint Intake 5‐day notice Preliminary  Investigation Complaint  Classification 30‐day notice Contact Log Expedited Investigation Supervisor Action Certification Closing DCM Closing Director Certification Memo Administrative Investigation Mediation OPA Recommendations Criminal Referral Mediation  Meeting CoC Investigation Complete Exit Surveys & Results Remedial Steps Closing Criminal Case Closed Investigation Complete Reports  Steps & Results Certification DCM Closing Director  Certification  Memo Findings Not Sustained Findings Sustained Closing 180‐day notice Discipline Meeting Loudermill Hearing No Loudermill Hearing DAR Disciplinary Action Report (DAR) 180‐day notice Employee or Guild  Files Grievance Arbitration Accepts Remedy Employee Accepts  Proposed Discipline Grievance  Dropped or Dismissed Final Discipline Implemented 2 of 11 Chief of Police City Attorney Office of Police Accountability (OPA)* Chain of Command (CoC) (not Chief of Police) Labor &  Employee Chief of Police &  Chain of Command City Attorney, Labor  & Employee * Office of Inspector General (OIG) provides active oversight of OPA processes. In certain instances OIG will perform disciplinary process steps in lieu of OPA. Chief of Police &  City Director of Labor Relations City Attorney, OPA & Chain of Command King County Prosecutor  and SPD Criminal  Investigation Bureau Dashed lines represent   investigations © 2019 Seattle OIG 06-18-2019 Disciplinary Process ‐ Intake Overview Map Key Agents for Steps in Discipline Internal Complaint Public Complaint This map shows what happens from when a  complaint is received by the Office of Police  Accountability (OPA) until OPA classifies the  complaint. If a complaint appears not to  involve Seattle Police Department  employees or possible misconduct, OPA  classifies the complaint as a "contact log". Intake 5‐day notice Preliminary  Investigation Complaint  Classification 30‐day notice Contact Log Expedited Investigation Supervisor Action Certification Closing DCM Closing Director Certification Memo Administrative Investigation Mediation OPA Recommendations Chief of Police City Attorney Office of Police Accountability (OPA)* Chain of Command (CoC) (not Chief of Police) Labor &  Employee Chief of Police &  Chain of Command City Attorney, Labor  & Employee * Office of Inspector General (OIG) provides active oversight of OPA processes. In certain instances OIG will perform disciplinary process steps in lieu of OPA. Chief of Police &  City Director of Labor Relations City Attorney, OPA & Chain of Command King County Prosecutor  and SPD Criminal  Investigation Bureau Exit Surveys & Results Remedial Steps Closing Intake Criminal Case Closed Internal Complaint Reports  Steps & Results Intake 5‐day notice Certification DCM Director  Certification  Memo Preliminary Investigation Findings Not Sustained Findings Sustained No SPD employee  named and no SPD  misconduct alleged Closing 180‐day notice Discipline Meeting Loudermill Hearing Public Complaint Case file created Investigation Complete Closing © 2019 Seattle OIG 07-01-2019 Criminal Referral Mediation  Meeting CoC Investigation Complete Dashed lines represent   investigations SPD employee named or SPD misconduct  alleged Complaint  Classification 30‐day notice No Loudermill Hearing DAR Contact Log Disciplinary Action Report (DAR) 180‐day notice Employee or Labor  Files Grievance Arbitration Accepts Remedy Employee Accepts  Proposed Discipline Grievance  Dropped or Dismissed Closing Final Discipline Implemented 3 of 11 Expedited Investigation Supervisor Action Mediation Administrative Investigation Criminal Referral Disciplinary Process – Expedited Investigation Overview Map Internal Complaint Key Agents for Steps in Discipline Public Complaint This map shows what happens if the  complaint involves more than a minor  violation of policy, but doesn't appear to be  criminal, and the initial investigation by the  Office of Police Accountability shows that  the complaint may NOT be sustained during  a more intensive full  investigation. Intake 5‐day notice Preliminary  Investigation Complaint  Classification 30‐day notice Contact Log Expedited Investigation Supervisor Action Certification Closing DCM Closing Director Certification Memo Administrative Investigation Mediation OPA Recommendations Criminal Referral Chief of Police City Attorney Office of Police Accountability (OPA)* Chain of Command (CoC) (not Chief of Police) Labor &  Employee Chief of Police &  Chain of Command City Attorney, Labor  & Employee * Office of Inspector General (OIG) provides active oversight of OPA processes. In certain instances OIG will perform disciplinary process steps in lieu of OPA. Chief of Police &  City Director of Labor Relations City Attorney, OPA & Chain of Command Office of Inspector  General (OIG) King County Prosecutor  and SPD Criminal  Investigation Bureau Dashed lines represent   investigations © 2019 Seattle OIG 07-01-2019 Mediation  Meeting CoC Investigation Complete Exit Surveys & Results Remedial Steps Closing Criminal Case Closed Expedited Investigation Preliminary  Investigation Enough evidence (such as video) to  demonstrate that the allegation  cannot be substantiated and there is  no need to interview officer(s). Investigation Complete Reports  Steps & Results Certification DCM Closing Complaint classification 30‐day notice Director  Certification  Memo Findings Sustained Discipline Meeting Findings Not Sustained Expedited Investigation Closing 180‐day notice OIG reviews classification and case file Investigation sent for OIG certification Loudermill Hearing No Loudermill Hearing OIG certifies investigation DAR Disciplinary Action Report (DAR) 180‐day notice Employee or Labor  Files Grievance Arbitration Accepts Remedy Employee Accepts  Proposed Discipline Grievance  Dropped or Dismissed OPA certifies investigation DCM Final Discipline Implemented Closing  Director Certification Memo 4 of 11 Disciplinary Process – Supervisor Action Overview Map Key Agents for Steps in Discipline Internal Complaint Public Complaint This map shows what happens if the  complaint involves conduct that was not a  violation of policy or was a minor violation of  policy that may best be addressed through  education, communication, counseling or  coaching. Intake 5‐day notice Preliminary  Investigation Complaint  Classification 30‐day notice Contact Log Expedited Investigation Supervisor Action Certification Closing DCM Closing Director Certification Memo Administrative Investigation Mediation OPA Recommendations Exit Surveys & Results Remedial Steps Closing City Attorney Office of Police Accountability (OPA)* Chain of Command (CoC) (not Chief of Police) Labor &  Employee Chief of Police &  Chain of Command City Attorney, Labor  & Employee * Office of Inspector General (OIG) provides active oversight of OPA processes. In certain instances OIG will perform disciplinary process steps in lieu of OPA. Chief of Police &  City Director of Labor Relations City Attorney, OPA & Chain of Command Office of Inspector  General (OIG) King County Prosecutor  and SPD Criminal  Investigation Bureau Dashed lines represent   investigations Criminal Referral Supervisor Action Mediation  Meeting CoC Investigation Complete Chief of Police Criminal Case Closed Preliminary  Investigation Complaint Classification 30‐day notice Investigation Complete Reports  Steps & Results Supervisor Action Certification DCM Closing OPA recommendations Director  Certification  Memo Findings Sustained Discipline Meeting Findings Not Sustained Employee’s supervisor reviews allegation Closing 180‐day notice Employee’s CoC  provides feedback to supervisor CoC investigation complete Loudermill Hearing No Loudermill Hearing Supervisor identifies remedial steps DAR Disciplinary Action Report (DAR) 180‐day notice Employee or Labor  Files Grievance Arbitration Accepts Remedy Employee Accepts  Proposed Discipline Grievance  Dropped or Dismissed Employee takes remedial steps Supervisor reports  steps & results Final Discipline Implemented OPA closes case 5 of 11 © 2019 Seattle OIG 07-01-2019 Disciplinary Process – Mediation Overview Map Key Agents for Steps in Discipline Internal Complaint Public Complaint This map shows what happens if complaints,  particularly those involving possible  miscommunication or misperception  between the complainant and an SPD  employee are suitable for mediation as an  alternative to the traditional means of  handling complaints. Intake 5‐day notice Preliminary  Investigation Complaint  Classification 30‐day notice Contact Log Expedited Investigation Supervisor Action Certification Closing DCM Closing Director Certification Memo Administrative Investigation Mediation OPA Recommendations Chief of Police City Attorney Office of Police Accountability (OPA)* Chain of Command (CoC) (not Chief of Police) Labor &  Employee Chief of Police &  Chain of Command City Attorney, Labor  & Employee * Office of Inspector General (OIG) provides active oversight of OPA processes. In certain instances OIG will perform disciplinary process steps in lieu of OPA. Chief of Police &  City Director of Labor Relations City Attorney, OPA & Chain of Command Office of Inspector  General (OIG) King County Prosecutor  and SPD Criminal  Investigation Bureau Criminal Referral Exit Surveys & Results Remedial Steps Closing © 2019 Seattle OIG 07-01-2019 Mediation Mediation  Meeting CoC Investigation Complete Dashed lines represent   investigations Preliminary  Investigation Complaint Classification 30‐day notice Criminal Case Closed Mediation Investigation Complete Reports  Steps & Results Cases for Mediation may be  determined during investigation or  referred in specific cases from  Administrative Investigation or  Supervisor Action Certification DCM Closing Director  Certification  Memo Complainant contacted Findings Not Sustained Findings Sustained Complainant must sign agreement for  mediation before mediation can proceed. Mediation agreement is irrevocable. Closing 180‐day notice Discipline Meeting Loudermill Hearing Employee  agrees to  mediation No Loudermill Hearing Disciplinary Action Report (DAR) 180‐day notice Arbitration Accepts Remedy Employee  does not agree to mediation OPA requests mediator DAR Employee or Labor  Files Grievance Employee notified Employee Accepts  Proposed Discipline Grievance  Dropped or Dismissed King County selects mediator Mediation meeting  with mediator, complainant, and employee Final Discipline Implemented Evaluation survey given by OPA  to mediator, complainant and employee and returned to OPA 6 of 11 OPA closes case Returns to OPA for Preliminary  Investigation Disciplinary Process – Administrative Investigation Overview Map Key Agents for Steps in Discipline Internal Complaint Public Complaint Intake 5‐day notice This map shows what happens if the  complaint involves more than a minor  violation of policy, but doesn't appear to be  criminal, and the initial investigation by the  Office of Police Accountability shows that  the complaint may be sustained during a  more intensive full  investigation. Preliminary  Investigation Complaint  Classification 30‐day notice Contact Log Expedited Investigation Supervisor Action Certification Closing DCM Closing Director Certification Memo Administrative Investigation Mediation OPA Recommendations Criminal Referral Exit Surveys & Results Remedial Steps Closing City Attorney Office of Police Accountability (OPA)* Chain of Command (CoC) (not Chief of Police) Labor &  Employee Chief of Police &  Chain of Command City Attorney, Labor  & Employee * Office of Inspector General (OIG) provides active oversight of OPA processes. In certain instances OIG will perform disciplinary process steps in lieu of OPA. Chief of Police &  City Director of Labor Relations City Attorney, OPA & Chain of Command Office of Inspector  General (OIG) King County Prosecutor  and SPD Criminal  Investigation Bureau Dashed lines represent   investigations OPA Director or alternate classifies Complaint as Administrative Investigation Criminal Case Closed Assigns an investigation supervisor Investigation Complete Assigns an investigator Reports  Steps & Results Certification DCM Closing Director  Certification  Memo Plans investigation Findings Not Sustained Findings Sustained Gathers perishable evidence Closing 180‐day notice Discipline Meeting Investigation complete Loudermill Hearing No Loudermill Hearing Investigation sent for OIG certification DAR Disciplinary Action Report (DAR) 180‐day notice Employee or Labor  Files Grievance Arbitration Accepts Remedy Employee Accepts  Proposed Discipline Grievance  Dropped or Dismissed © 2019 Seattle OIG 07-01-2019 Administrative Investigation Mediation  Meeting CoC Investigation Complete Chief of Police OIG certifies some or all of investigation  for objectiveness, timeliness & thoroughness Final Discipline Implemented OPA certifies investigation 7 of 11 DCM OPA issues Director Certification Memo Disciplinary Process – Criminal Referral Overview Map Key Agents for Steps in Discipline Internal Complaint Public Complaint Intake 5‐day notice This map shows what happens if the  complaint appears to involve criminal  conduct by an SPD employee. Preliminary  Investigation Complaint  Classification 30‐day notice Contact Log Expedited Investigation Supervisor Action Certification Closing DCM Closing Director Certification Memo Administrative Investigation Mediation OPA Recommendations Exit Surveys & Results Remedial Steps Closing City Attorney Office of Police Accountability (OPA)* Chain of Command (CoC) (not Chief of Police) Labor &  Employee Chief of Police &  Chain of Command City Attorney, Labor  & Employee * Office of Inspector General (OIG) provides active oversight of OPA processes. In certain  instances OIG will perform disciplinary process  steps in lieu of OPA. Chief of Police &  City Director of Labor Relations City Attorney, OPA & Chain of Command Office of Inspector  General (OIG) King County Prosecutor  and SPD Criminal  Investigation Bureau © 2019 Seattle OIG 07-01-2019  Criminal Referral Criminal Case Closed OPA Director or alternate classifies complaint as criminal referral Investigation Complete Reports  Steps & Results SPD Criminal Investigation Bureau reviews the case Certification DCM Closing Dashed lines represent   investigations Criminal Referral Mediation  Meeting CoC Investigation Complete Chief of Police Rejects case Director  Certification  Memo Findings Not Sustained Findings Sustained King County Prosecutor (or alternate) prosecutes case Closing 180‐day notice Discipline Meeting Accepts case Criminal case closed Loudermill Hearing No Loudermill Hearing OPA notified of case rejection or closure DAR Disciplinary Action Report (DAR) 180‐day notice Employee or Labor  Files Grievance Arbitration Accepts Remedy Employee Accepts  Proposed Discipline Grievance  Dropped or Dismissed OPA proceeds with Administrative Investigation Final Discipline Implemented 8 of 11 Disciplinary Process – Proposed Discipline Overview Map Internal Complaint Intake 5‐day notice This map shows what happens after a full  administrative investigation by the Office of  Police Accountability is certified complete. A  Loudermill hearing is named after a Supreme  Court case where public sector employees  are granted the opportunity of a hearing  before discipline is rendered. Preliminary  Investigation Complaint  Classification 30‐day notice Contact Log Expedited Investigation Supervisor Action DCM Closing Director Certification Memo Administrative Investigation Mediation Certification Closing OPA Recommendations Key Agents for Steps in Discipline Public Complaint Criminal Referral Chief of Police City Attorney Office of Police Accountability (OPA)* Chain of Command (CoC) (not Chief of Police) Labor &  Employee Chief of Police &  Chain of Command City Attorney, Labor  & Employee * Office of Inspector General (OIG) provides active oversight of OPA processes. In certain instances OIG will perform disciplinary process steps in lieu of OPA. Chief of Police &  City Director of Labor Relations City Attorney, OPA & Chain of Command Office of Inspector  General (OIG) King County Prosecutor  and SPD Criminal  Investigation Bureau Dashed lines represent   investigations © 2019 Seattle OIG 07-01-2019 Mediation  Meeting CoC Investigation Complete Exit Surveys & Results Remedial Steps Closing Criminal Case Closed Investigation Complete Reports  Steps & Results Proposed Discipline Certification DCM Closing Director  Certification  Memo DCM Findings Not Sustained Findings Sustained Findings Sustained Closing 180‐day notice Discipline Meeting Loudermill Hearing Director  Certification  Memo Closing 180‐day notice Discipline Meeting Loudermill Hearing For Suspension,  Demotion, Transfer or  Termination only No Loudermill Hearing No Loudermill Hearing All other disciplines DAR DAR Disciplinary Action Report (DAR) 180‐day notice Employee or Labor  Files Grievance Arbitration Accepts Remedy Employee Accepts  Proposed Discipline Grievance  Dropped or Dismissed Disciplinary Action Report (DAR) 180‐day notice Final Discipline Implemented 9 of 11 Findings Not Sustained Disciplinary Process ‐ Grievance Overview Map Key Agents for Steps in Discipline Internal Complaint Public Complaint Intake 5‐day notice This map shows what happens once the final  proposed discipline is determined and the  employee has the option of accepting the  discipline or filing a grievance to appeal the  discipline through arbitration. Preliminary  Investigation Complaint  Classification 30‐day notice Contact Log Expedited Investigation Supervisor Action Certification Closing DCM Closing Director Certification Memo Administrative Investigation Mediation OPA Recommendations Chief of Police City Attorney Office of Police Accountability (OPA)* Chain of Command (CoC) (not Chief of Police) Labor &  Employee Chief of Police &  Chain of Command City Attorney, Labor  & Employee * Office of Inspector General (OIG) provides active oversight of OPA processes. In certain instances OIG will perform disciplinary process steps in lieu of OPA. Chief of Police &  City Director of Labor Relations City Attorney, OPA & Chain of Command Office of Inspector  General (OIG) King County Prosecutor  and SPD Criminal  Investigation Bureau Criminal Referral © 2019 Seattle OIG 07-01-2019 Grievance Mediation  Meeting DAR Disciplinary Action Report (DAR) CoC Investigation Complete Exit Surveys & Results Remedial Steps Closing Criminal Case Closed Employee or Labor  Files Grievance Employee Accepts  Proposed Discipline Final Discipline Implemented Investigation Complete Reports  Steps & Results SPMA Member Certification DCM Closing Director  Certification  Memo Accepts Remedy Loudermill Hearing Suspension,  demotion or  termination Pursues Grievance No Loudermill Hearing DAR Disciplinary Action Report (DAR) 180‐day notice Employee or Labor  Files Grievance Accepts Remedy Employee Accepts  Proposed Discipline Grievance  Dropped or Dismissed Suspension,  demotion,  termination  or transfer All other  DAR  grievances Chain of Command Responds  to Grievance Chain of Command responds Closing 180‐day notice Discipline Meeting SPOG Member All other  DAR  grievances Findings Not Sustained Findings Sustained Arbitration Dashed lines represent   investigations Chief of  Police  responds to Grievance  after  Director of  Labor  Relations  provides  recommen‐ dations Pursues Grievance Chief of Police responds Pursues Grievance Final Discipline Implemented 10 of 11 Arbitration Accepts Remedy Grievance  Dropped or Dismissed Response Accepted Accepts Remedy Disciplinary Process ‐ Arbitration Overview Map Key Agents for Steps in Discipline Internal Complaint Public Complaint Intake 5‐day notice Preliminary  Investigation This map shows what happens if the employee appeals the discipline through arbitration. Arbitration seeks to resolve disputes over discipline outside of the court system. An arbitrator is selected by both the City Attorney's office and either employee's labor union or the Public Safety Civil Service Commission (PSCSC) Complaint  Classification 30‐day notice Contact Log Expedited Investigation Supervisor Action Certification Closing DCM Closing Director Certification Memo Administrative Investigation Mediation OPA Recommendations Chief of Police City Attorney Office of Police Accountability (OPA)* Chain of Command (CoC) (not Chief of Police) Labor &  Employee Chief of Police &  Chain of Command City Attorney, Labor  & Employee * Office of Inspector General (OIG) provides active oversight of OPA processes. In certain instances OIG will perform disciplinary process steps in lieu of OPA. Chief of Police &  City Director of Labor Relations City Attorney, OPA & Chain of Command Office of Inspector  General (OIG) King County Prosecutor  and SPD Criminal  Investigation Bureau Dashed lines represent   investigations © 2019 Seattle OIG 07-01-2019 Criminal Referral Mediation  Meeting CoC Investigation Complete Exit Surveys & Results Remedial Steps Closing Criminal Case Closed Arbitration Investigation Complete Employee wants to go to Arbitration Reports  Steps & Results Certification DCM Closing Director  Certification  Memo Files with Labor Findings Not Sustained Findings Sustained Labor files  for  Arbitration Closing 180‐day notice Discipline Meeting Labor does not file Schedules Arbitration Loudermill Hearing No Loudermill Hearing Select Arbitrators DAR Disciplinary Action Report (DAR) 180‐day notice Employee or Labor  Files Grievance Arbitration Accepts Remedy Employee Accepts  Proposed Discipline Grievance  Dropped or Dismissed Arbitration hearing Final Discipline Implemented 11 of 11 Files with PSCSC PSCSC registers Arbitration Schedules  Arbitration Dismissed  for timeliness Arbitration Hearing Remedy Remedy Closing City Appeal (optional) City Appeal (optional)