Chapter 3 – Personnel, Training, and Employee Relations

31140.4.10 Hiring Authority

• Each Hiring Authority shall be responsible for the following:

  • Ensuring each allegation of employee misconduct is logged (regardless of whether the allegation is referred for investigation), receives prompt attention, and is addressed appropriately;

  • Requesting investigations and direct adverse action by completing and forwarding to OIAOffice of Internal Affairs CDC Form 989, Confidential Request, for Internal Affairs Investigation/Notification of Direct Adverse Action;

  • Reviewing investigative reports, determining investigative findings, and making determinations of appropriate discipline;

  • Notifying each subject in writing following the Hiring Authority’s determination of investigative findings. Refer to DOMDepartment Operations Manual Chapter 3, Article 22, Section 33030.13.2, “Investigative Closure Memorandum,” for direction regarding notification to the subject of an investigation;

  • Notifying each complainant, including citizen, inmate, or employee complainants, in writing, of the finding on the original complaint within thirty (30) days of the determination of the disposition of the investigation regarding the original complaint. The Hiring Authority shall not notify the complainant of specific investigative findings, but shall make a separate finding on the original complaint. At no time should the specifics related to any personnel action be discussed with the complainant in the matter. The notification of the finding on the complaint shall be limited to whether the original complaint is sustained, not sustained, exonerated, or unfounded;

  • Coordinating and consulting with the Vertical Advocate for designated cases and the SAIG for cases monitored by the BIR before making investigative findings or disciplinary determinations and prior to approving any settlement agreements.