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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

City Attorney, OPA &Chain of Command

© 2019 Seattle OIG06-18-2019

2 of 41

Disciplinary Process ‐ Intake Overview Map Page 1 of 5

Internal Complaint Public Complaint


SupervisorAction



CriminalReferral

Mediation

Case filecreated


PreliminaryInvestigation

SPD employee namedor SPD misconduct

alleged

No SPD employee named and no SPD misconduct alleged

Closing

ContactLog



DCM




Closing

OPARecommendations

SupervisorAction


Certification


ContactLog

Closing


Remedial Steps




CriminalReferral


Certification

DCM



Closing

Discipline Meeting

LoudermillHearing



Employee or Labor Files Grievance



Mediation

DAR


AcceptsRemedy

Mediation Meeting




Labor & Employee



Chief of Police




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.



© 2019 Seattle OIG07-01-2019

Intake

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)

Public

Yes

No

No

Yes OR unidentified

No

ToOPA Contact Log Proposal

To Criminal Referral Proposal

ToOPA Contact Log Proposal

Yes No

YesConflict of interest for

OPA?

Refers case to OIG

Yes

Routes to Intake Lieutenant

(supervisor) and Intake Sergeant

(investigator)

No

Receives confirmation of

complaint

To OIG Investigation

Flowchart

Follow EEO process

End (out of scope for this project)

Page 2 of 5

Legend

ContributorsOffice of Police Accountability

Work Process

To process shown on a

different page

Notification Work Process

Decision to be made From process

shown on a different

pageStartEnd

Document

1‐2

© 2019 Seattle OIG07-01-2019

1‐3

4 of 41

1‐2) Complainant (5‐Day) Notification to ClassificationCo

mplaina

nt

Public or

Internal

Nam

ed

Employ

ee

SPOG /

SPMA

(Lab

or)

Supe

rviso

r (SPD

)OPA

Investigator

OPA

Investigation

Supe

rviso

rOPA

Dire

ctor / Alternate

OPA

Adm

in

Team

Classification5‐Day Notice

Routes to Intake

Lieutenant and Intake

Sergeant

Assigns case for preliminary investigation

Issues 5-day Notification

Receives notification of

complaint


complaint

Provides advice to named

employee


complaint

Conducts preliminary

investigation

Gathers existing

evidence and documentation

Is it criminal? Yes

Reviews documentation

for classification

No

Ready for classification?


Yes

No

Ensures allegations are noted and case file is complete

YesCriminalInves-

tigation

MediationProcess

Case file completion

No

Assess classification type for the allegation

Investigation Flowchart

Legend


Work Process


different page




pageStartEnd

Document

Go to Classification

Page 3 of 5

From 1‐1

1‐3

From 1‐3

Preliminary investigation is also known as intake investigation

© 2019 Seattle OIG07-01-2019

5 of 41

1‐3) Classification and OIG ReviewOPA

Dire

ctor / Alternate

Office of Inspe

ctor Gen

eral

(OIG)

Assess classification type for the allegation

Is it criminal?

Classifies as Criminal

Investigation Referral

Yes

Alleged policy

violation?

No

Qualifies to be

expedited?

Yes

Qualifies for mediation?

Proposes to classify as

Contact Log

No

OPA Contact Log

Proposal

Better handled by supervisor?No

Proposes to classify as Supervisor

Action

Yes

Proposes to classify as

Administrative Investigation

No

Proposes to classify as Mediation

Proposes to classify as Expedited

Investigation

Yes

Yes

No

Receives case for

classification review

Is it Contact Log?

Criminal?

Yes

No


No

Is it proposed

expedited?

Qualifies to be

expedited?

Reviews file

Reviews classification

proposed against

classification characteristics

Reviews full file

ToExpedited

(2a-1)

No

No Yes Yes

NoNo

Yes

Classification appropriate?

Yes

Identifies information

neededNo Issues Request

for more data

Receives notification

Case file & classification complete?

Yes

Accepts OPA ClassificationYes Issues

Acceptance

To Case File

Completion

No

Go toNotify

Classification

Expedited, Mediation,

Contact Log?

Yes

Classification

Case file and classification complete?

Go To Case File

Completion No

Go to Final

Classification

Yes

Legend


Work Process


different page




pageStartEnd

Document

Page 4 of 5

1‐4

1‐2

1‐2

1‐2

1‐4

© 2019 Seattle OIG07-01-2019

1‐1

6 of 41

1‐4) Final Classification (30‐Day Notification) and Contact LogOPA

Dire

ctor / Alternate

OPA

Adm

in Tea

mCo

mplaina

nt Pub

lic

or In

ternal

Nam

ed

Employ

eeSP

OG / SPMA

(Lab

or)

Supe

rviso

r (SPD

)Contact LogFinal Classification. 30‐Day Notice

Determines final

classification

Receives the classification Criminal?

Do not communicate to ANY party

Yes

Criminal Investiga-

tion

No

Final Classification

Issues classification

notice

Receives classification

notice


notice


notice


notice

Notifies Captain and

Assistant Chief of Named Employee

Classification type?

Supervisor ActionMediation

Adminis-trative

Investiga-tion

Contact Log

Contact Log Types Contact Log Letter

Reviews letter

Accepts Contact Log Close Case

Legend


Work Process


different page




pageStartEnd

Document

Page 5 of 5

End

1‐4

© 2019 Seattle OIG07-01-2019

7 of 41

Disciplinary Process – Expedited Investigation Overview Map Page 1 of 2

DCM

Closing Director Certification Memo

OPA certifies 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


Labor & Employee



Chief of Police




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.



Office of Inspector General (OIG)



DCM




Closing

OPARecommendations

SupervisorAction


Certification


ContactLog

Closing


Remedial Steps




CriminalReferral


Certification

DCM



Closing

Discipline Meeting

LoudermillHearing






Mediation

DAR


AcceptsRemedy

Mediation Meeting



© 2019 Seattle OIG07-01-2019

Expedited Investigation

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


Potentially sustained findings?

Approves OPA classificationNo

Issues expedited

investigation certification

Yes

Expedited

Legend

ContributorsSeattle City AttorneyOffice of Police Accountability

Work Process


different page




pageStartEnd

Document

Page 2 of 2



Yes

Asks for clarification or

more information

Within 10 days from OIG receiving

the case?Provides clarification or

more investigation

Yes

No

Issues Director Certification

Memo (DCM)

Notifies case is closed

End

Provides clarification or

more investigation

Ready to certify without OIG

feedbackYes

No

Proposes alternate

classification


No

Sufficient information or investigation?

Yes

Flowchart1‐3

© 2019 Seattle OIG07-01-2019

9 of 41

Disciplinary Process – Supervisor Action Overview Map Page 1 of 2



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


Labor & Employee



Chief of Police







Office of Inspector General (OIG) © 2019 Seattle OIG

07-01-2019

Supervisor Action

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.



DCM




Closing

OPARecommendations

SupervisorAction


Certification


ContactLog

Closing


Remedial Steps




CriminalReferral


Certification

DCM

FindingsSustained



Closing

Discipline Meeting

LoudermillHearing






Mediation

DAR


AcceptsRemedy

Mediation Meeting


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

Work Process


Decision to be made

DocumentEnd

Legend

© 2019 Seattle OIG07-01-2019

11 of 41

Disciplinary Process – Mediation Overview Map



DCM




Closing

OPARecommendations

SupervisorAction


Certification


ContactLog

Closing


Remedial Steps




CriminalReferral


Certification

DCM


MemoFindings

Not Sustained


Closing

LoudermillHearing






Mediation

DAR


AcceptsRemedy

Mediation Meeting

Page 1 of 3



Mediation

Complainant contacted

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


Labor & Employee



Chief of Police








Discipline Meeting

FindingsSustained

© 2019 Seattle OIG07‐01‐2019

Mediation

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.

12 of 41

2C-1) Mediation PlanningN

amed

Em

ploy

ee

Chai

n of

Co

mm

and

Com

plai

nant

Nam

edEm

ploy

eeO

PA A

dmin

Te

amO

PA D

irect

orM

edia

tor

King

Cou

nty

Offi

ce

of A

ltern

ativ

e Di

sput

e Re

solu

tion

Mediation Planning and Mediator Selection

Page 2 of 3

MediationContacts

complainant and suggests

voluntary mediation

Interested in mediation?

Sends out for signature an

Agreement to Mediate (form)

Yes

Signs Agreement to Mediate?


No

Agrees to mediate?

Yes

Yes

NoRequests mediator

Provides case file and date requirements

Selects mediator

Coordinates mediator activities

Provides case file &

confidentiality agreement to the mediator

Notifies mediation schedule

Go toMediation Meeting

No


Work Process


different page


Decision to be made

From process


page

Legend

© 2019 Seattle OIG07-01-2019

Mediation is cancelled, the case

goes back to classification (Intake

Flowchart 1-3). Where it can be classified as

investigation, supervisor action, etc.

2c-2

13 of 41

2C-2) Mediation MeetingN

amed

Em

ploy

ee

Chai

n of

Co

mm

and

Com

plai

nant

Nam

edEm

ploy

eeO

PA A

dmin

Tea

mO

PA D

irect

orM

edia

tor

King

Cou

nty

Offi

ce o

f Al

tern

ativ

e Di

sput

e Re

solu

tion

Mediation Meeting


mediation closed

MediationMeeting

Shows up for

mediation?Yes

Shows up for

mediation?


No

Yes

Explains mediation

process

Participates in mediation

Participates in mediation

Sets and communicates

rules for mediation

Dialogues with complainant and mediator

Dialogues with named

employee and mediator

Develops understanding

Fills a participants exit survey

(Conclusions)


(Conclusions)


(Conclusions)

Named Employee

participated in good faith?

Approves closing the

case

Yes

No

No

Updates case file and closes

caseEnd


Work Process


different page


Decision to be made

From process


page

Legend

Start / End

Page 3 of 3

Mediation is cancelled, the case goes back to classification (Intake

Flowchart 1-3).Where OPA will define if it will be handled as Supervisor Action or


© 2019 Seattle OIG07-01-2019

14 of 41

Disciplinary Process – Administrative Investigation Overview Map



DCM




Closing

OPARecommendations

SupervisorAction


Certification


ContactLog

Closing


Remedial Steps




CriminalReferral


Certification

DCM


MemoFindings

Not Sustained


Closing

LoudermillHearing






Mediation

DAR


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


Labor & Employee



Chief of Police








07-01-2019


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


PlanningSends notice of administrative investigation

Receives notice of case

assigned

Reviews the complaint

Reviews materials collected

during Intake

Creates an investigation

plan

Any perishable evidence to

collect?

Collect perishable evidence

YesImplements investigation

plan

No

Identifies allegations &

issues to investigate

Identifies SPD manual policy

sections related to the

complaint

Identifies specific

violations alleged for

each named employee

More Investigation

Page 2 of 6

Receives notice of

administrative investigation

Receives notice of


Legend

ContributorsOffice of Police Accountability (OPA)

Work Process


different page


Decision to be made

From process shown on a

different page

Provides information

and interviews as requested

by OPA

See Workflow1) Intake

© 2019 Seattle OIG07-01-2019

16 of 41

2D-2) Administrative Investigation: Information CollectionO

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 A

dmin

Te

amO

PA S

erge

ant/

In

vest

igat

or

Offi

ce o

f In

spec

tor

Gene

ral

Information Collection

Go to Investigation

Review

Documents related policies,

regulations and statutes

Identifies elements to

prove or disprove each

allegation

Updates case file

Frames complaints within SPD

policies language

Assesses available facts

and information

Reviews investigation in

progress

Documents all named

employees and all allegations

Ready for OPA

Director review?

Go to More InvestigationNo

Yes

Evaluates information

from investigation

Makes a recommenda-

tion for Certification

Page 3 of 6

Go toInvestigationSupervision

Sufficient elements to prove or

disprove each allegation?

Yes

No

Legend


Work Process


different page

Decision to be made


different page

© 2019 Seattle OIG07-01-2019

Document

2D-1

2D-3

17 of 41

2D-3) Administrative Investigation: ReviewO

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 A

dmin

Te

amO

PA S

erge

ant/

Inve

stig

ator

Nam

ed

Empl

oyee

Ch

ain

of

Com

man

d

Investigation Review

Go to Investigation Certification

Reviews Information

and recommenda-

tions

Case file complete?

Changes in allegations and/

or named employees?

YesInforms of required changes

Instructs changes to the case file and

new requirements

Receives instructions for changes to the case file and

new requirements

Yes

Approves to send case for

OIG certification

No

Implements changes to allegations

and/or named employees

Updates casefile

Identifies elements to

prove or disprove each

allegation and/or named employee

Reviews information

from investigation

Makes a recommenda-

tion for certification

Sends case for OIG’s

certification review

Page 4 of 6

Go toInvestigationSupervision

No

Sufficient elements to prove or

disprove each allegation?

Yes

No

Legend


Work Process


different page

Decision to be made


different page

© 2019 Seattle OIG07-01-2019

Document

Notification Work

Process

2D-2

2D-4

18 of 41

2D-4) Administrative Investigation: OIG Investigation CertificationO

PA L

ieut

enan

t or

Inve

stig

atio

n Su

perv

isor

Nam

edEm

plo-

yee

OPA

Dire

ctor

/ Al

tern

ate

OPA

Ad

min

Te

am

OPA

Se

rgea

nt/

Inve

stig

ator

OIG

Sup

ervi

sor

Offi

ce o

f Ins

pect

or G

ener

al(O

IG)

Page 5 of 6

Receives notification for

case to be reviewed

Sufficient information to

certify investigation

timely?

Reviews case file

Sufficient information

to certify investigation thorough?


to certify investigation

objective?

Request more information or investigation

to clarify timeliness


to clarify thoroughness

No No


to clarify objectiveness

No

Yes Yes

Certifies investigation as objective

Certifies investigation

thorough

Initiates final review of case

Sufficient information to

certify investigation complete?


to certify Investigation thorough?


to certify investigation

objective?

Certifies investigation

as timely

Yes

Yes

No

Yes

No

Sends memo to OPA with certification conclusions

Writes investigation certification notification

Reviews OIG investigation certification

No

Investigation Certification Within 10 days

from OIG receiving the case?

Accepts OIG request?

Provides clarification or

more investigation

Yes

No

Go to DCM


to certify investigation?

Yes

No

Yes

Legend

ContributorsOffice of Police Accountability (OPA)Office of Inspector General (OIG)

Work Process


different page

Notification Work

Process

Decision to be made

From process


pageTo process shown on the same

page

From process

shown on the same

page

© 2019 Seattle OIG 07-01-2019

Document

Yes

No

Investigation timely,

thorough and/or objective?

2D-5

19 of 41

2D-5) Administrative Investigation: Director Certification Memo (DCM)Di

scip

line

Com

mitt

ee

Nam

edEm

ploy

eeO

PA D

irect

or /

Alte

rnat

eO

PA A

dmin

Tea

mCi

ty A

ttorn

ey

Nam

ed

Empl

oyee

Ch

ain

of

Com

man

d

Offi

ce o

f In

spec

tor

Gene

ral

DCMReceives

notification of OIG

investigation certification

Findings type?

Writes Director Certification

Memo (DCM)

Distributes Director

Certification Memo (DCM)

Sends notifications

for upcoming discipline meeting

SUSTAINED

Gathers case file for

discipline meeting

Go to Sustained Findings

Receives Director


Receives Director


Receives Director


Receives Director


Receives upcoming discipline meeting

notification

Notifies complainant

NOT SUSTAINED

Closes case file End

Receives upcoming discipline meeting

notification

Page 6 of 6

ContributorsOffice of Police Accountability (OPA)Office of Inspector General (OIG)City Attorney

Work Process


Decision to be made

From process


page

Legend

End

© 2019 Seattle OIG 07-01-2019

Document


different page

Receives “closed case summary”

Investigation Findings

Flowchart3-1

20 of 41

Disciplinary Process – Criminal Referral Overview Map



DCM




Closing

OPARecommendations

SupervisorAction


Certification


ContactLog

Closing


Remedial Steps




CriminalReferral


Certification

DCM


MemoFindings

Not Sustained


Closing

LoudermillHearing






Mediation

DAR


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


Labor & Employee



Chief of Police




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.




07‐01‐2019

Criminal Referral

This map shows what happens if the complaint appears to involve criminal conduct by an SPD employee.

21 of 41

2E-1) Criminal Investigation: SPD Criminal Investigation BureauO

PA A

dmin

Te

amSP

OG

/ SPM

A(L

abor

)O

PA D

irect

orCr

imin

al In

vest

igat

ion

Bure

au (S

PD)

OPA

Inve

stig

atio

n Su

perv

isor

180-day deadline for OPA investigationCriminal Investigation Referral to SPD Criminal Investigation Bureau

Page 2 of 3

Criminal Investigation

Referral

Go toAdministrative Investigation

Refers case for criminal

investigation

Classifies complaint as

criminal investigation

referral

Sends copy of case and

referral letter

Receives case file and referral

letter

Declines case

Notifies OPA that case was

declined

Accepts case Conducts investigation

Refer for prosecution?

Criminal case?

No

Yes

Updates case file with new information

Receives case file and case

declined letter

Reassigns case to OPA

investigation supervisor

Complaint received by OPA within

180 day deadline?

Yes

Requests extension to

180 day contract deadline(Timeline

tolled)

Sends confirmation of

the time-extension for

OPA Investigation

No

Accept request?

Adjusts new timelines for


by OPA

Yes

No

No

Go toCase Referred

for Prosecution

Yes


Work Process


different page


Decision to be made

From process


page

© 2019 Seattle OIG07-01-2019

Legend

Document

2D-1

2E-2

22 of 41

2E-2) Criminal Referral: ProsecutorO

PA

Adm

in

Team

SPO

G / S

PMA

(Lab

or)

OPA

Dire

ctor

Crim

inal

Inve

stig

atio

n Bu

reau

(SPD

)Pr

osec

utor

OPA

Inve

stig

atio

n Su

perv

isor

Criminal Referral Accepted by ProsecutorCriminal Referral Declined by ProsecutorPhase

Page 3 of 3

Case Referred for

Prosecution

Go toAdministrative Investigation

OPA investigation still pending?

Receives notifications

Sends copy of case and

referral letter

Updates case file with new information

Receives case file and letter

for case declined

Reassigns case to OPA

Investigation Supervisor


180-day contract deadline(timeline tolled)

Send confirmation of

the time extension for

OPA Investigation

Accepts request?



by OPA

Yes

No

Receives criminal

referral and case file

Criminal case?

Declines the case

Notifies SPD that case was

declined

Accepts the case

No

Notifies SPD that case was

acceptedYes


Identifies when criminal case is

closed


180-day contract deadline(Timeline

tolled)

Send confirmation of

the time-extension for

OPA Investigation

Yes

End

No



by OPA


Work Process


different page


Decision to be made


different page

© 2019 Seattle OIG07-01-2019

Legend

Document

Start / End

2D-1

23 of 41

Disciplinary Process – Proposed Discipline Overview Map



DCM




Closing

OPARecommendations

SupervisorAction


Certification


ContactLog

Closing


Remedial Steps




CriminalReferral


Certification

DCM



Closing

LoudermillHearing






Mediation

DAR


AcceptsRemedy

Mediation Meeting


Memo

Page 1 of 5

DCM



LoudermillHearing

For Suspension, Demotion, Transfer or

Termination only


DAR

No Loudermill HearingAll other disciplines


Memo


Labor & Employee



Chief of Police








Discipline Meeting

FindingsSustained

Discipline Meeting

FindingsSustained

© 2019 Seattle OIG07-01-2019

Proposed Discipline

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


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


notification


notification

Identifies similar cases and historic disciplinary outcomes

Identifies employee’s discipline

history

Reviews information

and prepares for Discipline

Meeting

Receives DCM with


Receives DCM with


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

Work Process

To process shown on a different

page

Notification Work

Process

Decision to be made

From process


page

© 2019 Seattle OIG07-01-2019

25 of 41

3‐2) Proposed Discipline: Discipline MeetingOPA

Dire

ctor /

Alternate

Chief o

f Police

Disciplin

e Co

mmittee

City Attorne

yNam

ed Employ

ee’s

Chain of Com

man

dProposed Discipline and Loudermill Hearing AvailabilityDiscipline Meeting

Discipline Committee Members:OPA Director or DesigneeEmployee’s Chain of CommandSPD HR Executive DirectorCity Attorney

Discipline Meeting

Participates in the Discipline

Meeting


Meeting


Meeting

Deliberates over discipline


Meeting

Changes Findings? Yes

Coordinates discipline

meeting case file distribution

Amends DCM with new Findings

Distributes new DCM

Agrees with OPA’s DCM?

Recommends a range of discipline (proposed discipline)

Writes a disagreement

document(Included in

recommended discipline)

No

Yes

Yes

Receives proposed discipline

Receives proposed discipline

No

No

Recommended discipline is

suspension, transfer, demotion or discharge?

Go toLoudermill

Hearing

Go toFinal

Discipline

Page 3 of 5

Legend

ContributorsSeattle City AttorneyOffice of Police Accountability

Work Process


different page

Notification Work

Process

Decision to be made


different page

© 2019 Seattle OIG07-01-2019

3‐3

3‐4

26 of 41

3‐3) Proposed Discipline: Loudermill HearingSP

OG / SPMA

(Lab

or)

Nam

ed Employ

eeOPA

Dire

ctor /

Alternate

Chief o

f Police

Disciplin

e Co

mmittee

City Attorne

yPost Loudermill Hearing Procedures before DARLoudermill Hearing Planning Loudermill Hearing

Loudermill Hearing

Recommended discipline is

suspension, transfer, demotion or discharge?

Communicates of hearing availability

Yes

Requests further

investigation by OPA?

Receives request of

further investigation

Yes


hearing availability





Provides new information

and evidence to aid final decision

OPA Investigator

gathers required

information

Analyzes findings and

recommended discipline

No

Accepts hearing?

Accepts proposed discipline

Go to Grievance

No

No Go to Final DisciplineYes

Yes

No

Go to DAR

Go toFinal

Discipline

Informs Chief of Police of

hearing option (Loudermill)

Schedules and convenes Loudermill (hearing)

Presides over Loudermill

Participates in hearing





Discipline Committee Members:OPA Director or DesignateEmployee’s Chain of CommandSPD HR Executive DirectorCity Attorney

Page 4 of 5

Legend

ContributorsSeattle City AttorneySeattle Police Department Office of Police Accountability

Work Process


different page


Decision to be made


different page

© 2019 Seattle OIG07-01-2019

3‐4

3‐4

3‐4

3‐4

From 3‐2

27 of 41

3‐4) Proposed Discipline: Disciplinary Action ReportSP

OG / SPMA

(Lab

or)

Nam

ed

Employ

ee

OPA

Director /

Alternate

Chief o

f Police

Nam

ed

Employ

ee’s

Chain of

Comman

d

Disciplin

e Co

mmittee

City Attorne

yHu

man

Re

sources

Final Discipline and Initial filing of GrievanceDisciplinary Action Report (DAR)Disagrees with OPA Recommended Findings

DAR

Communicates Disciplinary

Action Report (DAR)

Receives notification of final discipline






Agrees with recommended

findings

Writes a Disciplinary Action Report (DAR)

with proposed discipline

Yes

No

Issues Disciplinary

Action Report

Decides what is the adequate

discipline for the case

Wants to file a

grievance?

Go to Grievance

subprocessYes

Implements recommended

discipline

No

Final Discipline

Grievance Filing

Suspension, demotion, transfer,

discharge?

Records and reports results

End

Implements HR procedures

according to the DAR

Yes

NoDiscipline Committee Members:OPA Director or DesignateEmployee’s Chain of CommandSPD HR Executive DirectorCity Attorney

Communicates reasons for

disagreement

Communicates to the Mayor and City Council

reasons for disagreement with

recommended findings from OPA


Page 5 of 5

Legend

ContributorsSeattle City AttorneySeattle Police Department Office of Police Accountability

Work Process


different page


Decision to be made


different page

End

© 2019 Seattle OIG07-01-2019

5‐1

From 3‐3

From 3‐3

From 3‐3

28 of 41

Disciplinary Process ‐ Grievance Overview Map

DAR


Disciplinary Action Report (DAR)




AcceptsRemedy

SPOGMember

Transfer, oral or written reprimands

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



DCM




Closing

OPARecommendations

SupervisorAction


Certification


ContactLog

Closing


Remedial Steps




CriminalReferral


Certification

DCM



Closing

LoudermillHearing






Mediation

DAR


AcceptsRemedy

Mediation Meeting


Memo

Page 1 of 6

Discipline Meeting

FindingsSustained


Labor & Employee



Chief of Police








07‐29‐2019

Grievance

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


grievance dismissal

Grievancedismissed

Legend

ContributorsSeattle City AttorneyOffice of Police AccountabilitySeattle Police Officers Guild (SPOG)Seattle Police Management Association (SPMA)

Work Process


different page

Committee Decision to be made


different page

© 2019 Seattle OIG07-28-2019

Discipline A

4-2

4-3-a

4-3-c

30 of 41

4-2) Disciplinary Grievance for suspension, demotion, transfer or termination. SPOG: Step 3, SPMA: Step 2N

amed

Em

ploy

ee

Chai

n of

Co

mm

and

SPO

G / S

PMA

(Lab

or)

Nam

edEm

ploy

ee

SPD

Hum

an

Reso

urce

s Di

rect

or

Chie

f of P

olice

/ De

signe

eCi

ty D

irect

or o

f Lab

or

Rela

tions

hips

SPOG: Step 3, SPMA: Step 2

SPOG Step 3 / SPMA Step 2

No


termination?

Yes

Go to SPOG Step 1

Crafts a written grievance

Submits written

grievance

Receives written

grievance

Receives copy of written grievance

Within 15 calendar days from Step 2 or 30 days from

DAR?


timeliness

Investigates the grievanceYes

No

Convenes a meeting between grievance

parties

Go to GrievanceDismissed

Makes a recommendation

Receives recommendation

Makes written desision

Receives copy of written decision

Receives written

decision

Receives written

decision

Resolved in Step 3?

Move to arbitration?

No

Go to Arbitration

Yes

No

Go to Final Discipline


Yes

Page 3 of 6

Legend


Work Process


different page


Decision to be made


different page

© 2019 Seattle OIG07-28-2019

4-3-a

4-1

5-1

3-4

31 of 41

4-3-A) Contract Grievance for discipline that does not include suspension, demotion, transfer or termination. SPOG: Step 1 SP

OG

/ SPM

A (L

abor

)N

amed

Empl

oyee

City

Dire

ctor

of L

abor

Rel

atio

nshi

psN

amed

Em

ploy

ee C

hain

of

Com

man

dSPOG Step 1 ResolutionSPOG Step 1, Contract Grievance

Submits written

grievance

Receives written

grievance

Within 30 calendar

days from DAR?

Answers the grievance (within 15 calendar days

of receiving written grievance)

Yes

Receives answer

Receives answer

Resolved in Step 1?

Go to SPOG Step 3 / SPMA Step 2

Yes


termination?

No

SPOG:Step 1


timeliness

No Go to Final Discipline


Labor affiliation?

Suspension, demotion or termination?

SPOG

SPMA

Wants to pursue the grievance?

Yes

No

Implements agreed

resolution

Stops pursuing the grievance

No

Go to SPOGStep 2

Yes

Yes

Go to SPMA:Step 1No

Page 4 of 6

No

Transfer only for SPOG

members


Yes

Go to Grievancedismissed

Legend


Work Process


different page


Decision to be made


different page

© 2019 Seattle OIG07-28-2019

4-2

4-3-c

3-4

4-3-b

32 of 41

4-3-B)Contract Grievance for Discipline that does not include suspension, demotion, transfer or termination. SPOG: Step 2SP

OG

/ SPM

A (L

abor

)N

amed

Empl

oyee

City

Dire

ctor

of L

abor

Re

latio

nshi

ps

Nam

ed E

mpl

oyee

Ch

ain

of

Com

man

dCh

ief o

f Pol

ice /

Desig

nee

SPOG Step 2 ResolutionSPOG Step 2, Contract Grievance

Submits written

grievance

Receives written

grievance

Within 30 calendar

days from DAR?

Answers the grievance

(within 15 calendar days of receiving written grievance)

Yes

Receives answer

Receives answer

Resolved in Step 2?

SPOG Step 2


timelinessNo




Yes

No

Implements agreed

resolution


No

Yes


Receives copy of written grievance

Pursues Step 2 of Contract Grievance

Page 5 of 6


No

Yes


Legend


Work Process


different page


Decision to be made


different page

© 2019 Seattle OIG07-28-2019

4-2

3-4

33 of 41

4-3-C) SPMA Grievance for discipline that does not include suspension, demotion or termination. SPMA: Step 1 (Agreement: 15.1)SP

D H

uman

Res

ourc

es D

irect

orSP

OG

/ SPM

A (L

abor

)N

amed

Empl

oyee

Nam

ed E

mpl

oyee

Cha

in o

f Co

mm

and

SPMA: Step 1 (Written Grievance)Initiates Step 1 Pre-Grievance meeting

Submits written

grievance

Receives written

grievance

Within 30 calendar

days from DAR?

Answers the grievance

(up to15 calendar

days)

Yes

Receives answer

Receives answer

Resolved in Step 1?


Yes

Suspension, demotion,

or termination?

No

SPMA:Step 1

Grievance is dismissed due to timeliness

No


SPMA




Response to contract

grievance?

Pre-GrievanceMeeting

Submits written

summary of the issue

Requests a pre-grievance

meeting

Reviews written


Reviews written


Holds pre-grievance meeting

Answers grievance

Written grievance step 1

Receives answer

Receives answer


Implements agreed

resolution

Yes

Go to Resolution Resolution

Yes

No

Page 6 of 6

No


Legend


Work Process


different page

Decision to be made


different page

To process shown on the same

page


From process shown on the

same page

© 2019 Seattle OIG07-28-2019

34 of 41

Disciplinary Process ‐ Arbitration Overview Map



DCM




Closing

OPARecommendations

SupervisorAction


Certification


ContactLog

Closing


Remedial Steps




CriminalReferral


Certification

DCM



Closing

LoudermillHearing






Mediation

DAR


AcceptsRemedy

Mediation Meeting


Memo

Page 1 of 7

Discipline Meeting

FindingsSustained

Schedules Arbitration

Employee wants to go to Arbitration

Files with Labor Files with PSCSC

Labor files for

Arbitration

Labor does not file

Schedules Arbitration

Select Arbitrators

Arbitration hearing

Remedy

City Appeal (optional)

Dismissed for timeliness

Arbitration Hearing

Remedy

Closing

City Appeal (optional)

PSCSC registersArbitration

Arbitration

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)

© 2019 Seattle OIG07-17-2019


Guild & Employee



Chief of Police



City Attorney, Guild & Employee



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


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


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)

Work Process


different page


Decision to be made

From process


page

To process shown on the

same page

From process shown on the

same page

Legend

Page 2 of 7

Within 10 days from DAR issue

SPOG: Step 4SPMA: Step 3

Includes grievance &

remedy pursued by Labor

Public Safety Civil Service

Commission

© 2019 Seattle OIG07-17-2019

36 of 41

5-2) Labor-Initiated Arbitration N

amed

Em

ploy

ee

Chai

n of

Co

mm

and

SPO

G / S

PMA

(Lab

or)

Nam

edEm

ploy

eeCi

ty A

ttorn

eyAr

bitra

tor f

rom

App

rove

d Po

olArbitration Hearing. (SPOG: Step 4, SPMA: Step 3)Arbitration planning Arbitrator Selection

Labor Arbitration Planning

Plans arbitration

Initiates selection of

arbitrator and arbitration schedule

Initiates selection of

arbitrator and arbitration schedule

Schedules hearing dates

Compiles case file

Reviews for other contract

violations besides just

cause

Notifies if other contract

violations found

Starts arbitrator selection

Go toArbitrator Selection

Arbitration (hearing proceeds section)

Both Labor and City

Attorney can initiate

arbitrator selection

and arbitration scheduling.

There are no deadlines

for this step.

Conducts arbitration

hearing

Determines if Chief’s

disciplinary decision is fair and complies

with agreement

Determines remedy to the

grievance

Records arbitration outcomes

Go toPost

Arbitration

Page 3 of 7

Labor and City

Attorney select the arbitrator

following a method

described on 5-B


Work Process


different page

From process


page

Legend

© 2019 Seattle OIG07-17-2019

Selection of arbitrator

explained on5-4

Comes from 5-B

37 of 41

5-2-A) Post-Arbitration to WritN

amed

Em

ploy

ee

Chai

n of

Com

man

dSP

OG

/ SPM

A (L

abor

)N

amed

Empl

oyee

City

Atto

rney

Post-Arbitration

Go toPost

ArbitrationRecords

arbitration outcomes

Complies with SPOG/

SPMA Contract?

Complies with SPD and City Policies?

YesContests

arbitration results (Writ)

No

No

Implements arbitration

remedy

Yes

EndFollows up writ with the Court

Communicates arbitration outcomes




Provides documentation and evidence for the Writ

Notifies of Writ outcomes




Page 4 of 7


Work Process


Decision to be made

From process


page

Legend

Start / End

© 2019 Seattle OIG07-17-2019

38 of 41

5-3) Public Safety Civil Service ArbitrationN

amed

Em

ploy

ee

Chai

n of

Com

man

dN

amed

Empl

oyee

City

Atto

rney

City

Dire

ctor

of

Labo

r Re

latio

nshi

ps

Publ

ic Sa

fety

Civ

il Se

rvic

e Co

mm

issio

n(P

SCSC

)PSCS arbitration, rules of practice and procedures articles 6 & 7


PSCSC Appeals Conducts an

initial reviewNotifies appeal

pending


appeal pending


appeal pending


appeal pending


appeal pending

Serves all orders, notices and documents

related to the appeal

Participates in the discovery

process by providing case file to PSCSC

Reviews case file Selects arbitrator

Conducts arbitration

hearing

Determines if the Chief’s

disciplinary decision is fair and compliant with contract

Determines remedy to grievance

Records arbitration outcomes

Complies with Bargain

Contract?

Complies with SPD and City policy?

Yes

Contests arbitration

results

No

No

Implements arbitration

remedy

Yes

Schedules hearing dates

Selects arbitrator

Go to Post-Arbitration

Page 5 of 7


Work Process


different page


Decision to be made

From process


page

Legend

© 2019 Seattle OIG07-17-2019

3-4

39 of 41

5-4) Arbitrator Selection for Each Arbitration Hearing Between the City and the Labor (SPOG or SPMA)SP

OG

/ SPM

A (L

abor

)Ci

ty A

ttorn

eyArbitrator selection per case

Arbitrator Selection

Go to Arbitration

(hearing proceeds section)


arbitration filing

Registers and compiles case-

file

Who picks first?

Requests arbitrator selection

Reviews the arbitrators

approved list

Labor’s turn to go first

Strikes or accepts top name on the

list?

Identifies selection order,

alternating method

City’s turn to Go first

AcceptsTop of the list

Same name remains on top

of the list


list?

The second name of the

initial list becomes top

of the list

StrikesTop name of the list



of the list

The second name of the current list

becomes top of the list

StrikesTop name of the list

Name on top of the list is chosen to conduct

arbitration

Yes

Has Labor used its turn to choose?

No

Updates the list

Page 6 of 7


Work Process

Decision to be made Document

Legend


different page

From process


page

© 2019 Seattle OIG07-17-2019

See Procedure for Selecting

Arbitration Pool (Workflow: 5-B)

40 of 41

5-5) Arbitrator Selection for the ContractSP

OG

/ SPM

A (L

abor

)Ci

ty A

ttorn

ey (A

AA) /

(FM

SC)

Arbitrator List for the duration of the contract (SPOG – SPMA)

Start

Signs a new collective

bargaining contract

Initiates the selection of the

new pool of arbitrators

Schedules new arbitrators

pool selection

Identifies arbitrators from the approved sources.

Identifies arbitrators from the approved sources

Provides list of approved arbitrators

associated with their

organization

Selects 10 arbitrators

from the total pool

Selects 10 arbitrators

from the total pool

Who picks first?

Reviews the arbitrators

approved list

Labor’s turn to go first


list?

Identifies the arbitrators chosen by

both parties

City’s turn to Go first



of the list


list?

Second name of the initial list becomes top

of the list

StrikesTop name off the list



of the list

Second name of the current list becomes top of the list

StrikesTop name off the list

Name on top of the list is

chosen for the pool

Yes

Has Labor used its turn to choose?

No

Updates the list

Consolidates the Final

Arbitrators Pool List

Includes the previous

arbitrators in the Final

Arbitrators Pool List

Initiates selection of remaining proposed arbitrators

Yes

Has each party

eliminated two

candidates?

No

American Arbitration Association (AAA) /Federal Mediation and Conciliation Service

(FMSC)

Keeps records of the

arbitrators list for the

Contract

End

Page 7 of 7


Work Process


Decision to be made

DocumentStart/End

Legend

© 2019 Seattle OIG07-17-2019

41 of 41