May 31, 2005 It is the policy of the Atlanta Police Department to inform all personnel of the ever-changing needs of all department personnel. The department’s written directive system is updated at various intervals throughout the year. This information is distributed in the form of periodic updates to the electronic written directive system, and hard copy issues are forwarded to work sites. The following information is extracted from the Standard Operating Procedure APD.SOP.2020, dated November 19, 2004. NOTE: The following represents a summary of the significant changed information. However, the written directive is the authoritative source for reference, and should be consulted when detailed information is needed concerning any topic discussed herein.

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  NUMBER: APD.TM.RCT.05.07  EFFECTIVE DATE:  05-31-05

 

SUBJECT: Disciplinary Process Update- APD.SOP.2020

 

DISTRIBUTION:      All Sworn Employees             

 

APPROVAL  AUTHORITY  TITLE :      Academy Director

 

SIGNATURE: Lt. M.A. Perdue               DATE:  05-31-05
     
 

It is the policy of the Atlanta Police Department to inform all personnel of the ever-changing needs of all department personnel.  The department’s written directive system is updated at various intervals throughout the year.  This information is distributed in the form of periodic updates to the electronic written directive system, and hard copy issues are forwarded to work sites.  The following information is extracted from the Standard Operating Procedure APD.SOP.2020, dated November 19, 2004.

 

NOTE:  The following represents a summary of the significant changed information.   However, the written directive is the authoritative source for reference, and should be consulted when detailed information is needed concerning any topic discussed herein.

 

1.         4.2.2 Investigation Procedures

 

If a citizen or employee requests to be given a polygraph or Computer Voice Stress Analysis (CVSA) examination, the investigating supervisor should arrange for the polygraph or CVSA examination through the Office of Professional Standards.  Polygraph or CVSA results can be used as investigative tools, but cannot be used as evidence unless both sides agree.

 

Investigations will be completed or closed within 90 days.  Investigations not completed within 90 days will contain documentation indicating the reason for the delay, and this documentation must be forwarded through the chain of command to the OPS commander.

 

If the investigation extends beyond 60 days, the investigating supervisor must notify the complainant of the status of the investigation and document the notification.  The complainant will be given contact information during this notification.

 

2.         4.3.5  Category “D”  Range of Discipline

 

DISCIPLINE RANGE                                              DISCIPLINARY AUTHORITY

 

16 TO 25 DAYS SUSPENSION                                 ASSISTANT CHIEF OR ABOVE

 

26 TO 30 DAYS SUSPENSION                                 THE CHIEF OF POLICE

 

DEMOTION                                                               THE CHIEF OF POLICE

 

DISMISSAL                                                              THE CHIEF OF POLICE

 

3.         4.3.7   DISCIPLINE WORK SHEET

 

The category for Untruthfulness either Written or Oral is “D” for dismissal.

 

4.         4.5.1   ORAL ADMONISHMENT

 

An oral admonishment may be administered by any supervisor in the employee’s chain of command.  The oral admonishment will be given verbally and will communicate a warning of an error or inappropriate behavior, inform the employee of appropriate behavior and offer assistance in correcting the situation. 

 

The employee will be advised of the date and the nature of the oral admonishment, which will be documented on the supervisor’s Complaint investigation checklist.  This information will also be documented in the disciplinary history records kept at the Office of Professional Standards.  The employee should also be advised that more serious action will be taken if similar misconduct is repeated during the reckoning period.

 

5.        4.10.5  FORCE USAGE REVIEW ASSIGNMENT (FURA)

 

Any sworn employee, whose use of force results in the serious injury or death of another person, will be placed on Force Usage Review Assignment. 

 

If any supervisor feels the employee is suffering emotional or psychological impairment he/she may immediately relieve the employee from duty as described in Section 4.10.2.

 

5.         5.10  DISCIPLINARY AUTHORITY

 

A supervisor in the Department who is authorized to administer a certain level of discipline within the chain of command.  If the supervisor is absent and has designated a subordinate to act in his or her place, the designated person may exercise the supervisor’s disciplinary authority.

 

The level that has been updated per 5.10 is the Disciplinary Authority of the Assistant Chief.

 

Sworn                                  Authorized Levels of Discipline

 

Assistant Chief                     Oral admonishment, Written Reprimand,                                                                         Suspension up to 25 days         

 

6.         DEFINITIONS:

           

5.27        SERIOUS PHYSICAL INJURY:

 

A bodily injury that creates a substantial risk of death; causes serious, permanent disfigurement; or results I long term loss or impairment of the function of any bodily member or organ.

 

Any questions concerning this training issue should be directed to your immediate supervisor, or the Office of Professional Standards at (404) 658-6830.