instructor: marylee abrams october 7, 2015 * the information and materials presented are provided...

Instructor: Marylee AbramsOctober 7, 2015

* The information and materials presented are provided for educational and informational purposes only! They are not intended to constitute legal advice in any particular situation.

1) True or False – There are no born leaders.

2) True or False – Formal authority does not make a person a leader. Leadership must be earned.

3) True or False – Leadership can be learned.

© Abrams & Schmidt LLC 2015 & UMCPI 2015

“Being powerful is like being a lady. If you have to tell people you are, you aren’t.”


Boss

Drives employees

Depends on authority

Inspires fear

Says, “I”

Places blame for the breakdown

Knows how it is done

Uses people

Takes credit

Commands

Says, “Go”

Leader

Coaches them

Depends on goodwill

Generates enthusiasm

Says, “We”

Fixes the breakdown

Shows how it is done

Develops people

Gives credit

Asks

Says, “Let’s go”

What are the major discipline/performance issues that law enforcement executives face today?


http://www.google.com/url?sa=i&rct=j&q=&esrc=s&source=images&cd=&cad=rja&uact=8&ved=0CAcQjRxqFQoTCKSKoK2B7ccCFUKFDQod82cAAA&url=http%3A%2F%2Fonlinegrad.marygrove.edu%2Fblog%2Fbid%2F192669%2FCreating-a-Performance-Improvement-Plan-in-4-Steps&psig=AFQjCNGEST47MPe2WkzdIeuWYi1CMGhlBw&ust=1441993162889564

https://www.google.com/url?sa=i&rct=j&q=&esrc=s&source=images&cd=&cad=rja&uact=8&ved=0CAcQjRxqFQoTCOfE5dCB7ccCFYSLDQodfEYFug&url=https%3A%2F%2Felizabethpulie.wordpress.com%2F2011%2F05%2F16%2Flota-cover-work-discipline-1-4-2005%2F&bvm=bv.102022582,d.dmo&psig=AFQjCNGCeRTkvkAZVVn4wYhKtupr_x5nlg&ust=1441993230739319

Honesty in official reports Fabricating evidence Embellishing testimony Covering up misconduct Improper use of force


https://www.google.com/url?sa=i&rct=j&q=&esrc=s&source=images&cd=&cad=rja&uact=8&ved=0CAcQjRxqFQoTCKrpzYKC7ccCFYqRDQodIJkDxg&url=https%3A%2F%2Fwww.linkedin.com%2Fpulse%2F20140702041813-15997332-work-place-self-discipline-and-ethics&psig=AFQjCNGCeRTkvkAZVVn4wYhKtupr_x5nlg&ust=1441993230739319

Code of silence Off-duty conduct Lack of integrity Unreliable investigations Condoning or supporting

improper behavior


http://www.google.com/url?sa=i&rct=j&q=&esrc=s&source=images&cd=&cad=rja&uact=8&ved=0CAcQjRxqFQoTCJDxhu6B7ccCFUr7gAodpFkASQ&url=http%3A%2F%2Fwww.hannahwarrenauthor.com%2F%3Fp%3D6756&psig=AFQjCNGCeRTkvkAZVVn4wYhKtupr_x5nlg&ust=1441993230739319


https://www.google.com/url?sa=i&rct=j&q=&esrc=s&source=images&cd=&cad=rja&uact=8&ved=0CAcQjRxqFQoTCNjrwrX57McCFcOMDQod7x4M7A&url=https%3A%2F%2Fwww.grc.nasa.gov%2Fwww%2Fk-12%2FUEET%2FStudentSite%2Fdynamicsofflight.html&bvm=bv.102022582,d.cWw&psig=AFQjCNEckjomnXQQlcuds589E08oV1o_Gg&ust=1441991039153626

Accepting complaints is about building community trust.


Intake

Concern Complaint

TrainCounselMentorDiscuss

SupervisoryFiles

Administrative Criminal

MinorPolicy

SeriousPolicy

X

External

Internal Mail - Phone

In-person - Email

Media

Anonymous


StateStatutes

Union Contracts

Labor Law

Federal Case Law

Data Privacy

Law

EmploymentLaw

DepartmentalPolicy/Procedures

TheConstitution Criminal

CodesStateCase Law

Legal Framework


Garrity Voluntary Statements Weingarten Loudermill Tennessen


Enacted in 1991 (626.89). Applies to all full and part-time officers. Governs the questioning of officers during

an IA investigation. Does not apply to criminal cases. Changed in the 2008 session to allow the

union attorney and/or the personal attorney of the officer.

Before or during the interview, the subject officer may change their mind and invoke their right to representation.


Involved a 1967 New Jersey “ticket-fixing” investigation.

U. S. Supreme Court ruling that applies to all public employees.


EmployeeConstitutionalRights

Employer’sobligation to quickly & thoroughly investigate

Rights of the Public


A department may compel a statement from an officer under the threat of dismissal only if:

The officer is ordered to answer all questions under threat of disciplinary action.

Questions are specifically, directly and narrowly related to the officer’s duties or the officer’s fitness for duty.

The officer receives a guarantee the statement and the fruits of the statement cannot be used in subsequent criminal proceedings.


An “order” to answer questions can be written, oral, or even implied.

An employee is considered “ordered” to answer questions or write a report if:

The officer subjectively believes that he/she is compelled to give a statement upon threat of loss of job; and

The officer’s belief is objectively reasonable at the time the statement was made.


• Use• Derivative Use

Supreme Court ruled that Garrity provides use & derivative use immunity. However, State Courts are free to interpret their constitutions more broadly than the Federal constitution.


State v. Gault - Two Hennepin County deputies charged with misdemeanor assault. Minnesota Court of Appeals

Mogler v. City of Starbuck – Voluntary statements made by an officer are admissible in a criminal prosecution.



POST Rule 6700.2200 – 6700.2600


InvestigatingPolicyViolations

I.A. Policy

BMS CASE: Teamsters Local #320 and City of Pequot Lakes - Arbitrator Jay C. Fogelberg #13PA 0706


http://www.google.com/url?sa=i&rct=j&q=&esrc=s&source=images&cd=&cad=rja&uact=8&ved=0CAcQjRxqFQoTCM-OqfL67McCFcaggAodJ1MHUA&url=http%3A%2F%2Fwww.teamsterslocal320.org%2Findex.cfm&bvm=bv.102022582,d.cWw&psig=AFQjCNFrpiWBMPFAASJ84JTtkwIYzBZwWg&ust=1441991446216870

Planning the investigation Notifications Investigative Skills Evidence Interviews (Complainant, Officer Witnesses,

Subject Officers) Untruthfulness - Brady/Giglio


Workplace Searches Report Writing Report Structure Finding of Fact Data practices and the IA


The Discipline Process


Procedural - how discipline is imposed - the process

Substantive - the reasons for taking disciplinary action.


http://www.google.com/url?sa=i&rct=j&q=&esrc=s&source=images&cd=&cad=rja&uact=8&ved=0CAcQjRxqFQoTCITqvK6E7ccCFYG2gAodWu4LBQ&url=http%3A%2F%2Fwww.youtube.com%2Fwatch%3Fv%3DSaepof-QeoU&psig=AFQjCNE2jXpypKilBRyKnUHIMJ0xVLw9QA&ust=1441993988086790

Procedural Due Process:


Advanced notice of the charges. An opportunity to contest the charges. An opportunity to be heard (put on a

defense). A final decision by an impartial decision

maker.


http://www.google.com/url?sa=i&rct=j&q=&esrc=s&source=images&cd=&cad=rja&uact=8&ved=0CAcQjRxqFQoTCL7hpqSF7ccCFYP9gAodWOQJtA&url=http%3A%2F%2Fwww.lotusblossombook.com%2FWordPress%2F%3Ftag%3Dkarmic-workout&psig=AFQjCNH3CULXpTyI3hdXCRTbWDRzbjTVRg&ust=1441994090886529

http://www.google.com/url?sa=i&rct=j&q=&esrc=s&source=images&cd=&cad=rja&uact=8&ved=0CAcQjRxqFQoTCLr5jt6F7ccCFQvPgAodesUKGw&url=http%3A%2F%2Fgosolarafrica.org%2FOpportunity&psig=AFQjCNGle88v8U60j90N3WMa4YoezF3tNw&ust=1441994265994610

http://www.google.com/url?sa=i&rct=j&q=&esrc=s&source=images&cd=&cad=rja&uact=8&ved=0CAcQjRxqFQoTCOb5r_SF7ccCFUqLDQodFG4Jiw&url=http%3A%2F%2Fwww.preppershowsusa.com%2Fimportant-notice-to-exhibitors-and-trade-show-organizers%2F&psig=AFQjCNEdEimneVNU33J2Mc6mY35G9fQs4w&ust=1441994402417025

In the event a department decides to take discipline that will affect property/liberty rights of an employee, the employee must receive:

Written/oral notice of charges.

An explanation of employer’s evidence.

An opportunity to present his or her side of the story.


General guidelines, two questions arise whenever a law enforcement officer has been disciplined:

Does the officer have a property or liberty interest in the job which has been affected by the disciplinary action?

If so, did the employer accord the officer the necessary procedural process prior to depriving the officer of the property interest.


Substantive Due Process:


All disciplinary action must be based on a defined set of behavioral standards which are:

Reasonable.Communicated to all employees.Capable of objective interpretation.Related to agency goals and objectives.Based on what is and is not acceptable behavior.


Notice of expected job behaviors. Guidance for how to perform agency

functions. Set standards for employee evaluations. Establish a culture of integrity and ethical

standards. Disciplinary standards and regimentation. Advanced notice of what is acceptable and

not acceptable.


The determination of whether individuals are entitled to due process through a property interest in their jobs is generally made through the concept of just cause.


http://www.google.com/url?sa=i&rct=j&q=&esrc=s&source=images&cd=&cad=rja&uact=8&ved=0CAcQjRxqFQoTCJbX6PaH7ccCFYaZgAod4awGuQ&url=http%3A%2F%2Fwww.vwmin.org%2Fatu-cope-amalgamated-transit-union.html&psig=AFQjCNENoU-aJihNgbQ7ymujbQuQTriQ3g&ust=1441994911642524

1. Notice:

Prior to the imposition of discipline, employee must have notice of rules and expectations.


http://www.google.com/url?sa=i&rct=j&q=&esrc=s&source=images&cd=&cad=rja&uact=8&ved=0CAcQjRxqFQoTCOb5r_SF7ccCFUqLDQodFG4Jiw&url=http%3A%2F%2Fwww.preppershowsusa.com%2Fimportant-notice-to-exhibitors-and-trade-show-organizers%2F&psig=AFQjCNEdEimneVNU33J2Mc6mY35G9fQs4w&ust=1441994402417025

2. Reasonable Rules and Orders

Cannot be inconsistent with CBA’s Cannot be arbitrary or capricious


http://www.google.com/url?sa=i&rct=j&q=&esrc=s&source=images&cd=&cad=rja&uact=8&ved=0CAcQjRxqFQoTCIyW_-2I7ccCFQqGDQodrywO-A&url=http%3A%2F%2Fwww.dlhammons.com%2F2015%2F08%2Fdls-rules-to-live-by.html&psig=AFQjCNG-AHawBWrQtHkYO3rBwkp1jhfGaA&ust=1441995193829626

3. Investigation

Must be thorough Must be timely An opportunity to respond Union Representation


http://www.google.com/url?sa=i&rct=j&q=&esrc=s&source=images&cd=&cad=rja&uact=8&ved=0CAcQjRxqFQoTCOyh3aeJ7ccCFULUgAodSNIFhg&url=http%3A%2F%2Fwatchdogwire.com%2Fflorida%2F2013%2F11%2F05%2Fletter-sent-to-ag-bondi-requesting-an-investigation-into-possible-official-misconduct-by-florida-elected-and-appointed-officials%2F&psig=AFQjCNHSDxRroqt0snuuARZA5lHKIMThNA&ust=1441995313500999

4. Fair Investigation

Result must not be a forgone conclusion


http://www.google.com/url?sa=i&rct=j&q=&esrc=s&source=images&cd=&cad=rja&uact=8&ved=0CAcQjRxqFQoTCL7hpqSF7ccCFYP9gAodWOQJtA&url=http%3A%2F%2Fwww.lotusblossombook.com%2FWordPress%2F%3Ftag%3Dkarmic-workout&psig=AFQjCNH3CULXpTyI3hdXCRTbWDRzbjTVRg&ust=1441994090886529

5. Proof

Level of Proof ( substantial evidence) More serious allegations = More proof

required


6. Equal Treatment

Equal treatment must be balanced against just application


EqualTreatment

JustApplication

7. Penalty

Must be fair Many factors to consider


The Discipline


Deliberate On-purpose Planned Calculated Premeditated


What every employer should consider prior to making a disciplinary decision?


Need to maintain discipline and harmony. Need to maintain and protect confidentiality. Need to ensure proper performance of duty. Need to ensure efficient operation of the

agency.


Need to provide essential public service. Need to protect the public. Need to maintain public trust and confidence

in the agency and employees.


The Appropriate Penalty


For updates on labor and employment law matters,

visit our blog:www.minnesotalaboremploymentlawblog.co

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• The information and materials presented are provided for educational and informational purposes only! They are not intended to constitute legal advice in any particular situation.


instructor: marylee abrams october 7, 2015 * the information and materials presented are provided...

Documents

public abrams schmidt

subject officer

questioning of officers

officers fitness

officers duties

parttime officers

false leadership

false formal authority