24 de mayo de 2021

Queja formal: Responsabilidad hacia los compañeros de trabajo y otras violaciones a políticas

El querellante alega que un teniente fue grosero con sus colegas e hizo comentarios racistas por mensajes de texto. La OPO recomienda que esta queja reciba una clasificación A.

Contenido del documento

Aviso: El siguiente texto fue extraído de un documento PDF para hacerlo más accesible. Este contenido generado por máquina puede contener errores de formato. El texto se mostrará en el idioma original del documento. En algunos casos, el texto no se cargará si el documento original es una imagen escaneada o si el texto no tiene capacidad de búsqueda. Para mirar la versión completa, favor de ver el documento PDF.

NOTICE OF FORMAL COMPLAINT The City of Austin is committed to compliance with the American Disabilities Act. Reasonable modifications and equal access to communications will be provided upon request. ICMS #: 2021-0513 May 24, 2021 Complaint: The Office of Police Oversight received an anonymous online complaint alleging the following: “Lieutenant is a racist and creates an offensive working environment. He continuously bad-mouths the 5th Floor and said they're all idiots and he could do a better job when they have to promote him due to his skin color. Co-workers have received racist and derogatory text messages from but have not reported them because they are afraid of being snitches. has asked a caucasian female officer on a date and says black women are ugly and disgusting like .” This notice of formal complaint is a request for Internal Affairs to initiate an investigation to determine if the employee conduct is within compliance of APD policy, Civil Service Rules, and Municipal Civil Service Rules. Recommended Administrative Policies to Review (to include but not limited to): 110.4.4 INSUBORDINATION Employees will not be insubordinate. The willful disobedience of, or deliberate refusal to obey any lawful order of a supervisor is insubordination. Defying the authority of any supervisor by obvious disrespect, arrogant or disrespectful conduct, ridicule, or challenge to orders issued is considered insubordination whether done in or out of the supervisor’s presence 301.2 IMPARTIAL ATTITUDE AND COURTESY Employees shall provide equal and fair protection of all rights under local, state, and federal law for all members of the community. Law enforcement will be conducted in an impartial and equitable manner. In an effort to create an organizational culture that is inclusive and nondiscriminatory, employees shall act professionally, treat all persons fairly and equally, and strive to interact with the community in a positive manner. Employees will perform all duties objectively and without regard to personal feelings, animosities, friendships, financial status, occupation or employment status, sex, disability status, housing status, mental health or ability, citizenship, language, national origin, creed, color, race, religion, age, political beliefs, sexual orientation, gender identity, gender expression, ethnicity, or social or ethnic background. Employees will endeavor to understand and respect cultural, national, racial, religious, physical, mental, and other differences. 900.3.2 ACTS BRINGING DISCREDIT UPON THE DEPARTMENT NOTICE OF FORMAL COMPLAINT The City of Austin is committed to compliance with the American Disabilities Act. Reasonable modifications and equal access to communications will be provided upon request. Since the conduct of personnel both on-duty or off-duty may reflect directly upon the Department, employees must conduct themselves at all times in a manner which does not bring reproach, discredit, or embarrassment to the Department or to the City. 900.5 RESPONSIBILITY TO COWORKERS Cooperation among employees of the Department is essential to effective law enforcement. 914.3.2 HARASSMENT (a) Harassment is unwelcome verbal or physical conduct toward an individual or a group because of a protected class. Harassment can create a hostile work environment when such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or otherwise adversely affects an individual's employment opportunities. Examples of prohibited conduct that constitute harassment include, but are not limited to: 1. Use of epithets, innuendos, names, comments, foul language or slurs because of an individual’s protected class; 2. Jokes, pranks or other banter, including stereotyping based on a protected class; or, 3. Distribution, display, viewing, downloading or discussion of any written or graphic material, including online content, voicemail, e-mail, text-messages, calendars, posters and cartoons, that are sexually suggestive or show hostility toward an individual or group based on a protected class. (b) Employees shall not engage in conduct which could reasonably create a hostile work environment at any time while on duty or on City premises, or even if not on duty, but participating in any work-related setting outside the workplace, such as traveling on City business or attending professional conferences. Recommended Classification: The OPO is permitted to make a preliminary recommendation on the classification of administrative cases. The OPO recommends this complaint receive an A classification.

¿Encontró lo que estaba buscando en esta página?