Seminar Title

Internal Affairs Administrative Investigation and Officer Discipline

Dates of Events

07/30/2024 through 08/01/2024

Last Updated: 07/18/2024
Instructor(s): Jerry Rodriguez
Location: Oklahoma Attorney General Office - 313 NE 21st St, Oklahoma City, OK 73105
Hotel: Candlewood Suites - 933 E. Reno, Oklahoma City, OK 73104
Course Registration Fee: $350
Instructor Bio
Jerry Rodriguez
Jerry Rodriguez spent 26 years with the Los Angeles Police Department, retiring in 2013 at the rank of Captain. His leadership assignments included assignments such as Patrol Commanding Officer, Adjutant to the Office of Operations, Watch Commander, Sergeant, and Field Training Officer. In addition to this, Jerry has experience in the Baltimore Police Department,
as the Deputy Police Commissioner in Charge of the Professional Standard’s Bureau, as well as Chief of Investigations for the San Francisco District Attorney’s Office.
For years Jerry consulted and guided municipalities on high profile police-involved incidents as a member of the agency. However,in retiring as a Law Enforcement Expert in 2021, he has been recruited to work on high-profile and sensitive cases. Jerry is a graduate of the FBI National Academy Class 234 and holds a master’s degree in Leadership from St. Mary College of California, as well as, a bachelor’s degree in Business Management.
He also has policing experience with the West Coast and East Coast Law Enforcement Agencies and has participated in many investigations throughout his professional career.
Course Objectives
Course Overview:
Introduction: The current state of misconduct potential in law enforcement around the country elements of a reasonable Internal Affairs or Professional Standards complaints about police misconduct systems.
Foundation for the system: Importance of firm definitions of what constitutes a complaint and what is of Conduct Unbecoming allegations.
Gateway to the system: Issues of complaint complaints of public perceived hindrances, hurdles and forms of complaint forms and public successful techniques for complaint a viable option for our most common type of complaint.
Administrative issues: Maintenance of of purging of confidentiality of issues of dealing with investigations when there is a real potential of criminal conduct.
Investigative control measures: Standards of care critical points which affect investigations when to call in another agency importance of planning your investigation evaluating the complaint organizing your investigation why you may need to learn current standards use of a standard case folder system supervisory control methods administrative searches chemical testing use of polygraph and other tools.
Administrative interviews: Steps before you interview anyone the necessity to do detailed planning before you act issues of recording the interview general interview techniques handling common problems dealing with the accused employee living successfully under an Officers Bill of Rights understanding and working within Garrity and compelled statements successful interviews in the presence of victim and employee representatives.
Code of Silence: Is it real and should we acknowledge it consequences of the Code dealing with it in a reasonable manner.
Adjudication and Discipline: Administrative insight as a foundation for you decisions should we publish our outcomes?...Creating reasonable and defensible employee discipline formalize the burden of proof your agency will use where discipline charges can come from what the pre-disciplinary hearing is and isn't most common defenses to employee discipline how to handle resignations and retirements in lieu of discipline the discipline matrix developing last chance agreements.
What are these cases and what affect they have on agency operations new directions in investigative practices and relationships with prosecutors protecting yourself and agency from liability issues of truthfulness and continued employment investigative approaches.
Why such a system is important precursors which should alert supervisors to potential problem employees minimal criteria for such a system examples of up and running systems benefits and detriments of an early warning system.
Employee involved domestic misconduct: The significant difference between criminal and administrative violations the need for an administrative policy more expansive than criminal sanctions agency response to the domestic incident supervisory support tools for our employees further employment actions.
Sexual misconduct: Current state of the problem in law enforcement essential policies to have in place specific investigative techniques and tools essential tools for field supervision and control.
Fraternization and nepotism: What are these issues and what is the potential affect within an agency necessity for the development of a realistic policy to cover common operational and morale issues.
Social media issues with police employees: Nature of the current problem need for a written policy what are reasonable forms of oversight and sanctions.
Staff inspections of critical tasks: What is a staff inspections what critical tasks should be inspected and what frequency who should conduct these overviews biopsy of typical inspections.
Pending challenges for police agencies: External review or oversight what is it and what it isn't what causes communities to react forms of external review the future of police external review overview of the U.S. Department of Justice and other agreements with local agencies.
Use of force field investigations: Reporting use of force incidents, making them professional and scientific issues regarding the graphic matrix models why and how a use of force report can help your agency a realistic field supervisory investigation role of IA in the use of force reporting system.
Pro-active administrative enforcement of misconduct: What it is and how to do it you may be doing it and just don't know it.
Emergency provisions: Issues which might give rise to the necessity for using these provisions essential supervisory tools you need to have in place dealing with intoxicated employees viable options your agency should have available special considerations when using psychological services.

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