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). 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 Complaint Intake Office of Police Accountability Review Proposed SPD Discipline Grievance or Appeal Arbitration 1 of 41
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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).
Contents include the following:
1. Process Overview2. Intake and Contact Log3. Classification
A. Expedited InvestigationB. Supervisor ActionC. MediationD. Administrative InvestigationE. Criminal Referral
4. Proposed Discipline5. Grievance or Appeal6. Arbitration
Complaint Intake
Office of Police Accountability
Review
Proposed SPD Discipline
Grievance or Appeal Arbitration
1 of 41
Disciplinary Process Overview MapInternal Complaint Public Complaint
Preliminary Investigation
DCM
Intake5‐day notice
Complaint Classification30‐day notice
ClosingDirector Certification Memo
Closing
OPARecommendations
SupervisorAction
CoCInvestigationComplete
Certification
ExpeditedInvestigation
ContactLog
Closing
Reports Steps & Results
Remedial Steps
Exit Surveys& Results
AdministrativeInvestigation
InvestigationComplete
CriminalReferral
Criminal Case Closed
Certification
DCM
FindingsNot Sustained
Closing180‐day notice
Closing
Discipline Meeting
LoudermillHearing
Final DisciplineImplemented
Disciplinary Action Report (DAR)180‐day notice
Employee or Guild Files Grievance
Employee Accepts Proposed Discipline
ArbitrationGrievance Dropped orDismissed
Mediation
DAR
No Loudermill Hearing
AcceptsRemedy
Mediation Meeting
Director Certification
MemoFindingsSustained
Key Agents for Steps in Discipline
Labor & Employee
King County Prosecutor and SPD Criminal Investigation Bureau
Dashed lines represent investigations
Chief of Police
Chief of Police & Chain of Command
Chain of Command (CoC)(not Chief of Police)
City Attorney, Labor & Employee
City Attorney Office of Police Accountability (OPA)** Office of Inspector General (OIG) providesactive oversight of OPA processes. In certaininstances OIG will perform disciplinary processsteps in lieu of OPA.
Chief of Police & City Director of Labor Relations
Disciplinary Process ‐ Intake Overview Map Page 1 of 5
Internal Complaint Public Complaint
Complaint Classification30‐day notice
SupervisorAction
ExpeditedInvestigation
AdministrativeInvestigation
CriminalReferral
Mediation
Case filecreated
Intake5‐day notice
PreliminaryInvestigation
SPD employee namedor SPD misconduct
alleged
No SPD employee named and no SPD misconduct alleged
Closing
ContactLog
Internal Complaint Public Complaint
Preliminary Investigation
DCM
Intake5‐day notice
Complaint Classification30‐day notice
ClosingDirector Certification Memo
Closing
OPARecommendations
SupervisorAction
CoCInvestigationComplete
Certification
ExpeditedInvestigation
ContactLog
Closing
Reports Steps & Results
Remedial Steps
Exit Surveys& Results
AdministrativeInvestigation
InvestigationComplete
CriminalReferral
Criminal Case Closed
Certification
DCM
FindingsNot Sustained
Closing180‐day notice
Closing
Discipline Meeting
LoudermillHearing
Final DisciplineImplemented
Disciplinary Action Report (DAR)180‐day notice
Employee or Labor Files Grievance
Employee Accepts Proposed Discipline
ArbitrationGrievance Dropped orDismissed
Mediation
DAR
No Loudermill Hearing
AcceptsRemedy
Mediation Meeting
Director Certification
MemoFindingsSustained
Key Agents for Steps in Discipline
Labor & Employee
King County Prosecutor and SPD Criminal Investigation Bureau
Dashed lines represent investigations
Chief of Police
Chief of Police & Chain of Command
Chain of Command (CoC)(not Chief of Police)
City Attorney, Labor & Employee
City Attorney Office of Police Accountability (OPA)** Office of Inspector General (OIG) providesactive oversight of OPA processes. In certaininstances OIG will perform disciplinary processsteps in lieu of OPA.
Chief of Police & City Director of Labor Relations
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".
3 of 41
1‐1) Complaint IntakeCo
mplaina
ntPu
blic or
Internal
Supe
rviso
r (SP
D)OPA
Adm
in Tea
mOPA
Dire
ctor / Alternate
Nam
ed
Employ
eeStart to Complainant Notification
Start
Reports misconduct -
public or internal referral of SPD
employee
Receives complaint
Type of misconduct
referralRefers to EEO
Refers to OPA
Complaint intake with
possible misconduct
Has a case file?
Creates case file
Updates case file
Named employee works for
SPD?
Refers to named
employee’s employer
Is it criminal?
Alleged policy
violation?
Notifies complainant if complaint not made online
Bias
Serious Policy Violations (SPD Manual 5.002.5)
Internal SPD referral: Supervisor, Peer, FRB(SPD Manual 5.002.5)
Disciplinary Process – Expedited Investigation Overview Map Page 1 of 2
DCM
Closing Director Certification Memo
OPA certifies 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).
Complaint classification30‐day notice
Expedited Investigation
OIG certifies investigation
OIG reviews classification and case file
Investigation sent for OIG certification
Key Agents for Steps in Discipline
Labor & Employee
King County Prosecutor and SPD Criminal Investigation Bureau
Dashed lines represent investigations
Chief of Police
Chief of Police & Chain of Command
Chain of Command (CoC)(not Chief of Police)
City Attorney, Labor & Employee
City Attorney Office of Police Accountability (OPA)** 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
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.
8 of 41
2A‐1) Expedited InvestigationOPA
Dire
ctor / Alternate
OIG
Complaina
nt
Public or
Internal
Nam
ed
Employ
eeOPA
Adm
in
Proposes to classify as Expedited
Investigation
Assesses classification type for the allegation
Case file complete to
identify a classification?
Qualifies to be
expedited?
Reviews classification
proposed against,
classification characteristics
Reviews full file
No
No
Yes
Identifies information and further
investigation needed
Issues Request for more
information or investigation
Receives notification
Potentially sustained findings?
Approves OPA classificationNo
Issues expedited
investigation certification
Yes
Expedited
Legend
ContributorsSeattle City AttorneyOffice of Police Accountability
Disciplinary Process – Supervisor Action Overview Map Page 1 of 2
Preliminary Investigation
Complaint Classification30‐day notice
Supervisor Action
CoC investigation complete
Supervisor reports steps & results
Employee’s supervisor reviews allegation
Employee’s CoC provides feedback to supervisor
OPArecommendations
Supervisor identifies remedial steps
Employee takes remedial steps
OPA closes case
Key Agents for Steps in Discipline
Labor & Employee
King County Prosecutor and SPD Criminal Investigation Bureau
Dashed lines represent investigations
Chief of Police
Chief of Police & Chain of Command
Chain of Command (CoC)(not Chief of Police)
City Attorney, Labor & Employee
City Attorney Office of Police Accountability (OPA)** 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
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.
Internal Complaint Public Complaint
Preliminary Investigation
DCM
Intake5‐day notice
Complaint Classification30‐day notice
ClosingDirector Certification Memo
Closing
OPARecommendations
SupervisorAction
CoCInvestigationComplete
Certification
ExpeditedInvestigation
ContactLog
Closing
Reports Steps & Results
Remedial Steps
Exit Surveys& Results
AdministrativeInvestigation
InvestigationComplete
CriminalReferral
Criminal Case Closed
Certification
DCM
FindingsSustained
FindingsNot Sustained
Closing180‐day notice
Closing
Discipline Meeting
LoudermillHearing
Final DisciplineImplemented
Disciplinary Action Report (DAR)180‐day notice
Employee or Labor Files Grievance
Employee Accepts Proposed Discipline
ArbitrationGrievance Dropped orDismissed
Mediation
DAR
No Loudermill Hearing
AcceptsRemedy
Mediation Meeting
Director Certification
Memo
10 of 41
2B-1) Supervisor ActionN
amed
Em
ploy
eeSu
perv
isor
Supe
rviso
r’s C
hain
of C
omm
and
OPA
Adm
in T
eam
Source: SPD Manual 5.002 and 5.003
Page 2 of 2
Supervisor Action Review the
allegations
Requests screening of the incident
Screens the incident
Yes
Provides feedback
Identifies remedial steps to correct the
tactics or behavior
Takes remedial steps to
correct the tactics or behavior
Documents: allegation/violation, remedial
actions taken & outcomes
Writes a report
Documents the completed
investigation in a Frontline Blue Team
entry
Submits the Frontline Blue
Team Entry
Receives the Frontline Blue
Team EntryComplainant?
Internal: Observed by the supervisor
or internal employee
Follows and implements
remedial steps
Closes investigation
Optional: Notifies the complainant
that investigation is
complete.
Optional: Notifies OPA
that investigation is
complete
Made by a person outside of
SPD
Registers data from Frontline
Blue Team Entry
Closes Case End
ContributorsSeattle City Audit, Policy & Research SectionOffice of Police Accountability
Cases for Mediation may be determined during investigation or
referred in specific cases from Administrative Investigation or
Supervisor Action
Complainant must sign agreement for mediation before mediation can proceed.
Mediation agreement is irrevocable.
Employeenotified Employee
does not agree tomediation
Returns to OPA forPreliminary Investigation
Employee agrees to mediation
OPA requests mediator
King County selects mediator
Mediation meeting with mediator, complainant, and employee
OPA closes case
Evaluation survey given by OPA to mediator, complainant and employee
and returned to OPA
Key Agents for Steps in Discipline
Labor & Employee
King County Prosecutor and SPD Criminal Investigation Bureau
Dashed lines represent investigations
Chief of Police
Chief of Police & Chain of Command
Chain of Command (CoC)(not Chief of Police)
City Attorney, Labor & Employee
City Attorney Office of Police Accountability (OPA)** 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
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.
Disciplinary Process – Administrative Investigation Overview Map
Internal Complaint Public Complaint
Preliminary Investigation
DCM
Intake5‐day notice
Complaint Classification30‐day notice
ClosingDirector Certification Memo
Closing
OPARecommendations
SupervisorAction
CoCInvestigationComplete
Certification
ExpeditedInvestigation
ContactLog
Closing
Reports Steps & Results
Remedial Steps
Exit Surveys& Results
AdministrativeInvestigation
InvestigationComplete
CriminalReferral
Criminal Case Closed
Certification
DCM
Director Certification
MemoFindings
Not Sustained
Closing180‐day notice
Closing
LoudermillHearing
Final DisciplineImplemented
Disciplinary Action Report (DAR)180‐day notice
Employee or Labor Files Grievance
Employee Accepts Proposed Discipline
ArbitrationGrievance Dropped orDismissed
Mediation
DAR
No Loudermill Hearing
AcceptsRemedy
Mediation Meeting
OPA Director or alternateclassifies Complaint
as Administrative Investigation
Assigns an investigation supervisor
Assigns an investigator
Plans investigation
Gathers perishable evidence
Investigation complete
Investigation sent for OIG certification
DCM OPA issues Director Certification Memo
Page 1 of 6
OPA certifies investigation
OIG certifies some or all of investigation for objectiveness, timeliness &
thoroughness
Discipline Meeting
FindingsSustained
Key Agents for Steps in Discipline
Labor & Employee
King County Prosecutor and SPD Criminal Investigation Bureau
Dashed lines represent investigations
Chief of Police
Chief of Police & Chain of Command
Chain of Command (CoC)(not Chief of Police)
City Attorney, Labor & Employee
City Attorney Office of Police Accountability (OPA)** 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
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.
15 of 41
2D-1) Administrative Investigation PlanningO
PA L
ieut
enan
t or
Inve
stig
atio
n Su
perv
isor
Nam
edEm
ploy
eeO
PA D
irect
or /
Alte
rnat
eO
PA S
erge
ant/
Inve
stig
ator
Nam
ed
Empl
oyee
Ch
ain
of
Com
man
d
Go to Information Collection
Assigns investigator to
the case
Administrative Investigation
PlanningSends notice of administrative investigation
Disciplinary Process – Criminal Referral Overview Map
Internal Complaint Public Complaint
Preliminary Investigation
DCM
Intake5‐day notice
Complaint Classification30‐day notice
ClosingDirector Certification Memo
Closing
OPARecommendations
SupervisorAction
CoCInvestigationComplete
Certification
ExpeditedInvestigation
ContactLog
Closing
Reports Steps & Results
Remedial Steps
Exit Surveys& Results
AdministrativeInvestigation
InvestigationComplete
CriminalReferral
Criminal Case Closed
Certification
DCM
Director Certification
MemoFindings
Not Sustained
Closing180‐day notice
Closing
LoudermillHearing
Final DisciplineImplemented
Disciplinary Action Report (DAR)180‐day notice
Employee or Labor Files Grievance
Employee Accepts Proposed Discipline
ArbitrationGrievance Dropped orDismissed
Mediation
DAR
No Loudermill Hearing
AcceptsRemedy
Mediation Meeting
Page 1 of 3
OPA Director or alternateclassifies complaintas criminal referral
Acceptscase
SPD Criminal Investigation Bureaureviews the case
King County Prosecutor(or alternate)
prosecutes case
Criminal case closed
Rejectscase
OPA proceeds with AdministrativeInvestigation
OPA notified of case rejection or closure
Discipline Meeting
FindingsSustained
Key Agents for Steps in Discipline
Labor & Employee
King County Prosecutor and SPD Criminal Investigation Bureau
Dashed lines represent investigations
Chief of Police
Chief of Police & Chain of Command
Chain of Command (CoC)(not Chief of Police)
City Attorney, Labor & Employee
City AttorneyOffice of Police Accountability (OPA)** 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
Disciplinary Process – Proposed Discipline Overview Map
Internal Complaint Public Complaint
Preliminary Investigation
DCM
Intake5‐day notice
Complaint Classification30‐day notice
ClosingDirector Certification Memo
Closing
OPARecommendations
SupervisorAction
CoCInvestigationComplete
Certification
ExpeditedInvestigation
ContactLog
Closing
Reports Steps & Results
Remedial Steps
Exit Surveys& Results
AdministrativeInvestigation
InvestigationComplete
CriminalReferral
Criminal Case Closed
Certification
DCM
FindingsNot Sustained
Closing180‐day notice
Closing
LoudermillHearing
Final DisciplineImplemented
Disciplinary Action Report (DAR)180‐day notice
Employee or Labor Files Grievance
Employee Accepts Proposed Discipline
ArbitrationGrievance Dropped orDismissed
Mediation
DAR
No Loudermill Hearing
AcceptsRemedy
Mediation Meeting
Director Certification
Memo
Page 1 of 5
DCM
FindingsNot Sustained
Closing180‐day notice
LoudermillHearing
For Suspension, Demotion, Transfer or
Termination only
Disciplinary Action Report (DAR)180‐day notice
DAR
No Loudermill HearingAll other disciplines
Director Certification
Memo
Key Agents for Steps in Discipline
Labor & Employee
King County Prosecutor and SPD Criminal Investigation Bureau
Dashed lines represent investigations
Chief of Police
Chief of Police & Chain of Command
Chain of Command (CoC)(not Chief of Police)
City Attorney, Labor & Employee
City Attorney Office of Police Accountability (OPA)** 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
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.
24 of 41
3‐1) Proposed Discipline: from Director Certification Memo (DCM) to Planning Discipline MeetingOPA
Dire
ctor / Alternate
Nam
ed Employ
ee’s
Chain of Com
man
dDisciplin
e Co
mmittee
City Attorne
yDirector Certification Memo (DCM) to Discipline Meeting Planning and Preparation
Sustained Findings
Sends DCM with
recommended Sustained findings
Receives DCM with
recommended Sustained findings
Are there considerations?
Communicates considerations
to OPAYes
Reviews considerations/
issues
Clarifies & documents
considerations
Receives response to
clarifications/considerations
Schedules Discipline Meeting
Discipline Committee Members:OPA Director or DesigneeEmployee’s Chain of CommandSPD HR Executive DirectorCity Attorney
Receives Discipline Meeting
notification
Receives Discipline Meeting
notification
Receives Discipline Meeting
notification
Identifies similar cases and historic disciplinary outcomes
Identifies employee’s discipline
history
Reviews information
and prepares for Discipline
Meeting
Receives DCM with
recommended Sustained findings
Receives DCM with
recommended Sustained findings
Receives response to
clarifications/considerations
Reports similar cases, historic
disciplinary outcomes and
employee’s history
Reviews information
and prepares for Discipline
Meeting
No
Go to Discipline Meeting
Page 2 of 5
Legend
ContributorsSeattle City AttorneyOffice of Police AccountabilitySeattle Police Officers GuildSeattle Police Management Association
Oral or written reprimands, “sustained” findings not accompanied by formal disciplinary measures
Suspension, demotion, termination or transfer
Chief of Police
respondsto Grievance
after Director of
Labor Relations provides
recommen‐dations
Chain of CommandResponds
to Grievance
PursuesGrievance
ResponseAccepted
Chief of Policeresponds
PursuesGrievance
AcceptsRemedy
AcceptsRemedy
Chain of Commandresponds
SPMAMember
Suspension, demotion or termination
Internal Complaint Public Complaint
Preliminary Investigation
DCM
Intake5‐day notice
Complaint Classification30‐day notice
ClosingDirector Certification Memo
Closing
OPARecommendations
SupervisorAction
CoCInvestigationComplete
Certification
ExpeditedInvestigation
ContactLog
Closing
Reports Steps & Results
Remedial Steps
Exit Surveys& Results
AdministrativeInvestigation
InvestigationComplete
CriminalReferral
Criminal Case Closed
Certification
DCM
FindingsNot Sustained
Closing180‐day notice
Closing
LoudermillHearing
Final DisciplineImplemented
Disciplinary Action Report (DAR)180‐day notice
Employee or Labor Files Grievance
Employee Accepts Proposed Discipline
ArbitrationGrievance Dropped orDismissed
Mediation
DAR
No Loudermill Hearing
AcceptsRemedy
Mediation Meeting
Director Certification
Memo
Page 1 of 6
Discipline Meeting
FindingsSustained
Key Agents for Steps in Discipline
Labor & Employee
King County Prosecutor and SPD Criminal Investigation Bureau
Dashed lines represent investigations
Chief of Police
Chief of Police & Chain of Command
Chain of Command (CoC)(not Chief of Police)
City Attorney, Labor & Employee
City Attorney Office of Police Accountability (OPA)** 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
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.
29 of 41
4-1) Grievance filing type decisionN
amed
Empl
oyee
Nam
ed E
mpl
oyee
Cha
in o
f Co
mm
and
SPO
G / S
PMA
(Lab
or)
Grievance filing SPOG & SPMA members
Labor Grievance Committee
Grievance Decides to challenge discipline
Yes
Acknowledges employees
intention to file grievance Decides to file
grievance for the employee?
No
Within 30 calendar
days from DAR?
Labor affiliation?YesYes
Grievance is dismissed due
timeliness
No
Go toFinal
Discipline(3-4)
No
Go toSPOG Step 3 SPMA Step 2
SPOG No
Suspension, demotion or termination?
SPMA
Yes
Suspension, demotion, transfer or
termination?
Yes
No
Informs of grievance dismissal
Go to SPOGStep 1
Go toSPMA Step 1
Page 2 of 6
Receives notification of
grievance dismissal
Grievancedismissed
Legend
ContributorsSeattle City AttorneyOffice of Police AccountabilitySeattle Police Officers Guild (SPOG)Seattle Police Management Association (SPMA)
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)
King County Prosecutor and SPD Criminal Investigation Bureau
Dashed lines represent investigations
Chief of Police
Chief of Police & Chain of Command
Chain of Command (CoC)(not Chief of Police)
City Attorney, Guild & Employee
City Attorney Office of Police Accountability (OPA)** 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 &Chain of Command
Public Safety Civil Service Commission (PSCSC)
City Attorney & PSCSC City Attorney, PSCSC & Employee
35 of 41
5-1) Arbitration FilingN
amed
Em
ploy
ee
Chai
n of
Co
mm
and
SPO
G / S
PMA
(Lab
or)
Nam
edEm
ploy
eeCi
ty A
ttorn
ey
Publ
ic Sa
fety
Ci
vil S
ervi
ce
Com
miss
ion
(PSC
SC)
Arbi
trato
r fro
m
Appr
oved
Po
olSPOG: Step 4, SPMA: Step 3
Arbitration Proceeds with
Appeal?
Yes
Implements agreed
discipline
No
Go to Final Discipline
Files for arbitration
Receives request for arbitration
Receives Request for discipline
appeal (arbitration)
Within 30 calendar days
from SPOG: Step 4
SPMA: Step 3 or DAR?
Dismisses grievance
No
Registers appeal request
Yes
Communicates dismissal
Notifies to PSCSC
existence of dual filings
Labor conducting arbitration?
Drops the caseCoordinates
appeals under PSCSC rules
Yes
No
Go to PSCSC Appeals
Move to arbitration?
Votes to approve move to SPOG: Step 4 or
SPMA: Step 3 (
Reviews OPA case file
Suspension, demotion,
terminationSPOG only: transfer?
Yes (Discipline Grievance)
Reviews caseNo
(Contract Grievance)
Communicates dismissal
Files for arbitration
Yes
Go to Final Discipline
No
Yes
Within 10 calendar days from Step 3 or
DAR?
Dismisses grievanceNo Go to STOP
GrievanceCommunicates
dismissal
Yes
STOP Grievance
Registers Labor as Arbitration
Representative
Go to Labor Arbitration Planning
Proceeds with
PSCSCAppeal?
No
Yes
ContributorsSeattle City AttorneySeattle Police Officers Guild (SPOG)Seattle Police Management Association (SPMA)