RIPA
Ripa Board Annual Report 2020, Appendix
Appendix to the RIPA Board Annual Report
Read the report at Racial and Identity Profiling Advisory Board ↗
Racial and Identity Profiling Advisory Board Annual Report 2020
Appendices
APPENDIX A: AB 953 TEMPLATE BASED ON THE FINAL REGULATIONS 1
APPENDIX B: 2018 STOP DATA AGENCY TOTALS 6
APPENDIX C: WAVE 1 AGENCIES’ BIAS FREE POLICING POLICIES 23
SAN FRANCISCO POLICE DEPARTMENT
POLICY PROHIBITING BIASED POLICING 25
SAN FRANCISCO ADMINISTRATION CODE, SECTION 96 A.3. QUARTERLY
ANALYSIS AND REPORTING 28
CALIFORNIA HIGHWAY PATROL
GENERAL ENFORCEMENT POLICY 31
GENERAL ORDER 0.8 PROFESSIONAL VALUES 32
GENERAL ORDER 0.1 DEPARTMENTAL MISSION STATEMENT AND
ORGANIZATIONAL VALUES 34
HPM 10.2 CULTURAL AWARENESS 36
GENERAL ORDER 100.21 ENFORCEMENT/PUBLIC CONTACT DEMOGRAPHIC
DATA COLLECTION 38
GENERAL ORDER 0.7 CITIZENS’ ADVISORY BOARD 39
GENERAL ORDER 6.11 COMMISSION ON ACCREDITATION FOR LAW
ENFORCEMENT AGENCIES, INC, ACCREDITATION 41
LOS ANGELES POLICE DEPARTMENT
POLICY PROHIBITING BIASED POLICING 44
AUTOMATED FIELD DATA REPORTS/COMPLETION AND TRACKING
PROCEDURES 45
POLICE TRAINING AND EDUCATION – 2019 BIASED POLICING REDUCTION
STRATEGY 47
EFFORTS TO REDUCE THE NUMBER OF BIASED POLICING COMPLAINTS
REPORT 57
LETTER TO THE CALIFORNIA DEPARTMENT OF JUSTICE 65
RIVERSIDE COUNTY SHERIFF’S DEPARTMENT
BIAS-BASED POLICING POLICY 71
SAN BERNARDINO COUNTY SHERIFF’S DEPARTMENT
POLICIES 75
RACIAL AND IDENTIFICATION [SIC] PROFILING ACT (RIPA) POLICY 82
SAN DIEGO POLICE DEPARTMENT
NON-BIAS BASED POLICING POLICY 84
SAN DIEGO COUNTY SHERIFF’S DEPARTMENT
NON-BIASED POLICING POLICY 86
NON-BIASED POLICING PROCEDURE 87
LOS ANGELES COUNTY SHERIFF’S DEPARTMENT
POLICY OF EQUALITY 90
CONSTITUTIONAL POLICING AND STOPS POLICY 106
APPENDIX D: WAVE 1 AGENCIES’ CIVILIAN COMPLAINT FORMS AND PROCEDURES 110
CALIFORNIA HIGHWAY PATROL
OFFICE OF INTERNAL AFFAIRS’ COMMEND OR COMPLAIN WEBPAGE 112
CIVILIANS’ COMPLAINT FORM CHP 240B - ENGLISH 113
CIVILIANS’ COMPLAINT FORM CHP 240B - SPANISH 115
CIVILIANS’ COMPLAINT FORM (NON-UNIFORMED) CHP 240D - ENGLISH 117
LOS ANGELES POLICE DEPARTMENT
ONLINE PERSONNEL COMPLAINT FORM 120
PERSONNEL COMPLAINT INFORMATION BROCHURE 125
COMPLAINT OF EMPLOYEE MISCONDUCT FORM - ENGLISH 126
COMPLAINT OF EMPLOYEE MISCONDUCT FORM - SPANISH 127
COMPLAINT OF EMPLOYEE MISCONDUCT FORM - TAGALOG 129
COMPLAINT OF EMPLOYEE MISCONDUCT FORM - KOREAN 130
COMPLAINT OF EMPLOYEE MISCONDUCT FORM - CHINESE 132
COMPLAINT OF EMPLOYEE MISCONDUCT FORM – JAPANESE 134
LOS ANGELES COUNTY SHERIFF’S DEPARTMENT
PROCEDURES FOR PUBLIC COMPLAINTS WEBSITE 136
PUBLIC COMPLAINTS FORM - ENGLISH 138
PUBLIC COMPLAINTS FORM - SPANISH 140
SAN DIEGO POLICE DEPARTMENT
SAN DIEGO POLICE DEPARTMENT & COMMUNITY REVIEW BOARD
COMPLAINT FORM 143
COMMUNITY REVIEW BOARD ONLINE COMPLAINT FORM 145
COMMUNITY REVIEW BOARD COMPLAINT FORM – ENGLISH 147
COMMUNITY REVIEW BOARD COMPLAINT FORM – SPANISH 150
SAN FRANCISCO POLICE DEPARTMENT
DGO 2.04 POLICIES REGARDING COMPLAINTS AGAINST OFFICERS 154
SAN FRANCISCO POLICE DEPARTMENT POLICE COMPLAINT WEBPAGE 163
DEPARTMENT OF POLICE ACCOUNTABILITY COMPLAINT WEBPAGE 164
DEPARTMENT OF POLICE ACCOUNTABILITY COMPLAINT FORM 293 –
ENGLISH 165
DEPARTMENT OF POLICE ACCOUNTABILITY COMPLAINT FORM 293 –
SPANISH 169
DEPARTMENT OF POLICE ACCOUNTABILITY COMPLAINT FORM 293 –
CHINESE 173
DEPARTMENT OF POLICE ACCOUNTABILITY COMPLAINT FORM 293 –
RUSSIAN 177
DEPARTMENT OF POLICE ACCOUNTABILITY COMPLAINT FORM 293 –
TAGALOG 181
DEPARTMENT OF POLICE ACCOUNTABILITY COMPLAINT FORM 293 –
VIETNAMESE 185
SAN DIEGO COUNTY SHERIFF’S DEPARTMENT
CITIZENS’ LAW ENFORCEMENT REVIEW BOARD BROCHURE 190
CITIZENS’ LAW ENFORCEMENT REVIEW BOARD ONLINE COMPLAINT FORM 192
SAN DIEGO SHERIFF’S DEPARTMENT COMPLAINT FORM – ENGLISH 199
SAN DIEGO SHERIFF’S DEPARTMENT COMPLAINT FORM – SPANISH 201
RIVERSIDE COUNTY SHERIFF’S DEPARTMENT
COMPLAINT WEBPAGE 204
CIVILIAN COMPLAINT FORM 206
SAN BERNARDINO COUNTY SHERIFF’S DEPARTMENT
CIVILIAN COMPLAINT WEBPAGE 209
CIVILIAN COMPLAINT FORM - ENGLISH 211
CIVILIAN COMPLAINT FORM - SPANISH 213
APPENDIX E: RIPA BOARD 2020 REPORT BEST PRACTICES 217
Appendix A
AB 953 TEMPLATE BASED ON THE FINAL REGULATIONS
Additional data values for the stop of a student in a K-12 public school are listed in red.
1. Originating Agency Identifier (prepopulated field)
2. Date, Time, and Duration of Stop
Date: (e.g., 01/01/19)
Start Time (approx.): (e.g. 1530)
Duration of Stop (approx.): (e.g. 30
min.)
3. Location
• Report one (listed in order of preference): block number and street name;
closest intersection; highway and closest highway exit. If none of these are
available, the officer may report a road marker, landmark, or other
description, except cannot report street address if location is a residence.
• City:
• Check here to indicate stop is of a student at K-12 public school:
o Name of K-12 Public School
4. Perceived Race or Ethnicity of Person Stopped (select all that apply)
• Asian
• Black/African American
• Hispanic/Latino(a)
• Middle Eastern or South Asian
• Native American
• Pacific Islander
• White
5. Perceived Gender of Person Stopped (may select one from options 1-4 AND option 5, if
applicable, or just option 5)
1. Male
2. Female
3. Transgender man/boy
4. Transgender woman/girl
5. Gender nonconforming
6. Person Stopped Perceived to be LGBT (Yes/No) (“Yes” must be selected if
“Transgender” was selected for “Perceived Gender”)
7. Perceived Age of Person Stopped (input the perceived, approximate age)
8. Person Stopped Has Limited or No English Fluency (check here if Yes )
9. Perceived or Known Disability of Person Stopped (select all that apply)
o Deafness or difficulty hearing
o Speech impairment or limited use of language
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 3
o Blind or limited vision
o Mental health condition
o Intellectual or developmental disability, including dementia
o Disability related to hyperactivity or impulsive behavior
o Other disability
o None
10. Reason for Stop (select one -the primary reason for the stop only)
o Traffic violation
• Specific code (CJIS offense table; select drop down) and
• Type of violation (select one)
Moving violation
Equipment violation
Non-moving violation, including registration violation
o Reasonable suspicion that person was engaged in criminal activity
• Specific Code (drop down; select primary if known) and
• Basis (select all applicable)
Officer witnessed commission of a crime
Matched suspect description
Witness or victim identification of suspect at the scene
Carrying suspicious object
Actions indicative of casing a victim or location
Suspected of acting as a lookout
Actions indicative of a drug transaction
Actions indicative of engaging in a violent crime
Other reasonable suspicion of a crime
o Known to be on parole/probation/PRCS/mandatory supervision
o Knowledge of outstanding arrest warrant/wanted person
o Investigation to determine whether person is truant
o Consensual encounter resulting in a search
o Possible conduct warranting discipline under Education Code §§ 48900,
48900.2, 48900.3, 48900.4, and 48900.7 (select specific Educ. Code section
& subdivision)
o Determine whether student violated school policy
A brief explanation is required regarding the reason for the stop and officer must
provide additional detail beyondthe general data values selected (250-character
maximum).
11. Stop Made in Response to a Call for Service (Yes/No) (Select “Yes” only if stop was
made in response to call for service, radio call, or dispatch)
12A. Actions Taken by Officer(s) During Stop (select all that apply)
o Person removed from vehicle by order
o Person removed from vehicle by physical contact
o Field sobriety test conducted
o Curbside detention
o Handcuffed or flex cuffed
o Patrol car detention
o Canine removed from vehicle or used to search
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 4
o Firearm pointed at person
o Firearm discharged or used
o Electronic control device used
o Impact projectile discharged or used (e.g. blunt impact projectile, rubber bullets, or
bean bags)
o Canine bit or held person
o Baton or other impact weapon used
o Chemical spray used (e.g. pepper spray, mace, tear gas, or other chemical irritants)
o Other physical or vehicle contact
o Person photographed
o Asked for consent to search person
• Consent given
• Consent not given
o Search of person was conducted
o Asked for consent to search property
• Consent given
• Consent not given
o Search of property was conducted
o Property was seized
o Vehicle impounded
o Admission or written statement obtained from student
o None
12B. Basis for Search (if search of person/property/both was conducted; select all that apply)
o Consent given
o Officer safety/safety of others
o Search warrant
o Condition of parole/probation/PRCS/mandatory supervision
o Suspected weapons
o Visible contraband
o Odor of contraband
o Canine detection
o Evidence of crime
o Incident to arrest
o Exigent circumstances/emergency
o Vehicle inventory (for search of property only)
o Suspected violation of school policy
A brief explanation is required regarding the basis for the search and officer must provide
additional detail beyond the general data values selected (250-character maximum). This
field is not required if basis for search is “condition of parole/probation/PRCS/mandatory
supervision.”
12C. Contraband or Evidence Discovered, if any (during search/in plain view; select all that
apply)
o None
o Firearm(s)
o Ammunition
o Weapon(s) other than a firearm
o Drugs/narcotics
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 5
o Alcohol
o Money
o Drug paraphernalia
o Suspected stolen property
o Cell phone(s) or electronic device(s)
o Other contraband or evidence
12D(1). Basis for Property Seizure (if property was seized; select all that apply)
o Safekeeping as allowed by law/statute
o Contraband
o Evidence
o Impound of vehicle
o Abandoned property
o Suspected violation of school policy
12D(2). Type of Property Seized (select all that apply)
o Firearm(s)
o Ammunition
o Weapon(s) other than a firearm
o Drugs/narcotics
o Alcohol
o Money
o Drug paraphernalia
o Suspected stolen property
o Cell phone(s) or electronic device(s)
o Vehicle
o Other contraband or evidence
13. Result of Stop (select all that apply)
o No action
o Warning (verbal or written): Code/ordinance cited (drop down)
o Citation for infraction: Code/ordinance cited (drop down)
o In-field cite and release: Code/ordinance cited (drop down)
o Custodial arrest pursuant to outstanding warrant
o Custodial arrest without warrant: Code/ordinance cited (drop down)
o Field Interview Card completed
o Noncriminal transport or caretaking transport (including transport by officer,
transport by ambulance, or transport by another agency)
o Contacted parent/legal guardian or other person responsible for the minor
o Psychiatric hold (Welfare & Inst. Code, §§ 5150, 5585.20.)
o Contacted U.S. Department of Homeland Security (e.g., ICE, CBP)
o Referral to school administrator
o Referral to school counselor or other support staff
14. Officer’s Identification (I.D.) Number (prepopulated field)
15. Officer’s Years of Experience (total number of years worked as a peace officer)
16. Type of Assignment of Officer (select one)
o Patrol, traffic enforcement, field operations
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 6
o Gang enforcement
o Compliance check (e.g. parole/PRCS/probation/mandatory supervision)
o Special events (e.g. sports, concerts, protests)
o Roadblock or DUI sobriety checkpoint
o Narcotics/vice
o Task force
o K-12 public school, including school resource officer or school police officer
o Investigative/detective
o Other (manually specify type of assignment)
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 7
Appendix B
2018 STOP DATA AGENCY TOTALS
Table 1. Number of Stopped Individuals, by Hour of the Day, by Agency
AGENCY
TIME OF
Total
STOP
CHP LAPD LASD RCSD SBSD SDPD SDSD SFPD
0000 to 39015 12850 4830 981 3369 3415 1626 2155 68241
0059 hrs 3.8 % 3.8 % 3.5 % 2.2 % 5.4 % 3.8 % 4 % 3.8 % 3.8 %
0100 to 35225 8282 4333 898 3151 2859 1366 1650 57764
0159 hrs 3.4 % 2.5 % 3.2 % 2 % 5 % 3.2 % 3.4 % 2.9 % 3.2 %
0200 to 34349 5607 3681 773 2734 2432 1008 1115 51699
0259 hrs 3.3 % 1.7 % 2.7 % 1.7 % 4.4 % 2.7 % 2.5 % 2 % 2.9 %
0300 to 24771 4031 2724 520 1959 1770 733 887 37395
0359 hrs 2.4 % 1.2 % 2 % 1.2 % 3.1 % 2 % 1.8 % 1.6 % 2.1 %
0400 to 17334 2997 1623 335 1547 1326 519 703 26384
0459 hrs 1.7 % 0.9 % 1.2 % 0.8 % 2.5 % 1.5 % 1.3 % 1.2 % 1.5 %
0500 to 10122 2328 1198 641 1222 1130 409 653 17703
0559 hrs 1 % 0.7 % 0.9 % 1.4 % 2 % 1.3 % 1 % 1.2 % 1 %
0600 to 13126 2944 2973 1561 923 1651 596 477 24251
0659 hrs 1.3 % 0.9 % 2.2 % 3.5 % 1.5 % 1.8 % 1.5 % 0.8 % 1.3 %
0700 to 42110 8181 6822 2699 1121 3348 1197 1541 67019
0759 hrs 4.1 % 2.4 % 5 % 6.1 % 1.8 % 3.7 % 3 % 2.7 % 3.7 %
0800 to 71944 16649 10107 3131 1610 5105 2987 2287 113820
0859 hrs 7 % 4.9 % 7.4 % 7 % 2.6 % 5.7 % 7.4 % 4.1 % 6.3 %
0900 to 74325 18648 10587 3436 2383 5397 2973 2356 120105
0959 hrs 7.2 % 5.5 % 7.7 % 7.7 % 3.8 % 6 % 7.3 % 4.2 % 6.7 %
1000 to 65926 16564 9484 3773 2762 5026 2278 2496 108309
1059 hrs 6.4 % 4.9 % 6.9 % 8.5 % 4.4 % 5.6 % 5.6 % 4.4 % 6 %
1100 to 54704 14389 7611 2744 2929 4433 2675 2315 91800
1159 hrs 5.3 % 4.3 % 5.6 % 6.2 % 4.7 % 5 % 6.6 % 4.1 % 5.1 %
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 8
AGENCY
TIME OF
Total
STOP
CHP LAPD LASD RCSD SBSD SDPD SDSD SFPD
1200 to 46408 12723 6551 2022 2983 3855 1937 3065 79544
1259 hrs 4.5 % 3.8 % 4.8 % 4.5 % 4.8 % 4.3 % 4.8 % 5.4 % 4.4 %
1300 to 38908 12887 6009 2171 3067 3751 2005 3098 71896
1359 hrs 3.8 % 3.8 % 4.4 % 4.9 % 4.9 % 4.2 % 4.9 % 5.5 % 4 %
1400 to 30776 14948 5519 2401 3465 3477 2151 3170 65907
1459 hrs 3 % 4.4 % 4 % 5.4 % 5.5 % 3.9 % 5.3 % 5.6 % 3.7 %
1500 to 56295 17077 6390 2326 3398 5094 2229 3202 96011
1559 hrs 5.4 % 5.1 % 4.7 % 5.2 % 5.4 % 5.7 % 5.5 % 5.7 % 5.3 %
1600 to 74203 18592 7592 2449 3220 5900 1885 4057 117898
1659 hrs 7.2 % 5.5 % 5.6 % 5.5 % 5.2 % 6.6 % 4.7 % 7.2 % 6.5 %
1700 to 70760 18838 7918 2449 3008 5160 1656 4724 114513
1759 hrs 6.8 % 5.6 % 5.8 % 5.5 % 4.8 % 5.8 % 4.1 % 8.4 % 6.4 %
1800 to 57113 18161 6972 2131 2450 4386 1319 3599 96131
1859 hrs 5.5 % 5.4 % 5.1 % 4.8 % 3.9 % 4.9 % 3.3 % 6.4 % 5.3 %
1900 to 45589 19606 5884 1730 1969 4021 1505 3068 83372
1959 hrs 4.4 % 5.8 % 4.3 % 3.9 % 3.2 % 4.5 % 3.7 % 5.4 % 4.6 %
2000 to 37682 23452 5096 1585 2413 3624 1759 2258 77869
2059 hrs 3.6 % 7 % 3.7 % 3.6 % 3.9 % 4.1 % 4.3 % 4 % 4.3 %
2100 to 26795 24450 4353 1429 3378 3520 1786 1910 67621
2159 hrs 2.6 % 7.3 % 3.2 % 3.2 % 5.4 % 3.9 % 4.4 % 3.4 % 3.8 %
2200 to 26012 23375 3955 1172 3711 4444 2018 2707 67394
2259 hrs 2.5 % 6.9 % 2.9 % 2.6 % 5.9 % 5 % 5 % 4.8 % 3.7 %
2300 to 39929 19102 4423 1148 3661 4331 1898 2916 77408
2359 hrs 3.9 % 5.7 % 3.2 % 2.6 % 5.9 % 4.8 % 4.7 % 5.2 % 4.3 %
1033421 336681 136635 44505 62433 89455 40515 56409 1800054
Total
100 % 100 % 100 % 100 % 100 % 100 % 100 % 100 % 100 %
Note: Time periods are in 24 hour format (i.e. “2359 hrs” means “11:59 PM”).
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 9
Table 2. Number of Stopped Individuals, by Month, by Agency
AGENCY
DATE OF
Total
STOP
CHP LAPD LASD RCSD SBSD SDPD SDSD SFPD
July 185562 63145 29593 9282 9866 17090 7080 9873 331491
2018 18 % 18.8 % 21.7 % 20.9 % 15.8 % 19.1 % 17.5 % 17.5 % 18.4 %
Aug. 188795 66718 26583 9357 9644 16413 7217 10610 335337
2018 18.3 % 19.8 % 19.5 % 21 % 15.4 % 18.3 % 17.8 % 18.8 % 18.6 %
Sept. 191448 61555 23472 7811 9810 13997 6897 9841 324831
2018 18.5 % 18.3 % 17.2 % 17.6 % 15.7 % 15.6 % 17 % 17.4 % 18 %
Oct. 167661 52522 23173 7222 9473 14543 6951 8950 290495
2018 16.2 % 15.6 % 17 % 16.2 % 15.2 % 16.3 % 17.2 % 15.9 % 16.1 %
Nov. 145566 43958 17028 5998 10472 13885 6622 9129 252658
2018 14.1 % 13.1 % 12.5 % 13.5 % 16.8 % 15.5 % 16.3 % 16.2 % 14 %
Dec. 154389 48783 16786 4835 13168 13527 5748 8006 265242
2018 14.9 % 14.5 % 12.3 % 10.9 % 21.1 % 15.1 % 14.2 % 14.2 % 14.7 %
1033421 336681 136635 44505 62433 89455 40515 56409 1800054
Total
100 % 100 % 100 % 100 % 100 % 100 % 100 % 100 % 100 %
Table 3. Number of Stopped Individuals, by Stop Location, by Agency
Due to its large size, Table 3 is available as a CSV file here.
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 10
Table 4. Number of Stopped Individuals, by Primary Reason for Stop, by Agency
AGENCY
REASON FOR
Total
STOP
CHP LAPD LASD RCSD SBSD SDPD SDSD SFPD
Traffic 1017846 241503 95443 35085 37374 40396 25268 32938 1525853
Violation 98.5 % 71.7 % 69.9 % 78.8 % 59.9 % 45.2 % 62.4 % 58.4 % 84.8 %
Reasonable 4755 82734 26153 4360 13272 42482 11123 20614 205493
Suspicion 0.5 % 24.6 % 19.1 % 9.8 % 21.3 % 47.5 % 27.5 % 36.5 % 11.4 %
Mandatory 101 4967 1092 642 1036 1431 1374 448 11091
Supervision 0 % 1.5 % 0.8 % 1.4 % 1.7 % 1.6 % 3.4 % 0.8 % 0.6 %
493 3696 3915 502 1379 1030 647 1070 12732
Warrant
0 % 1.1 % 2.9 % 1.1 % 2.2 % 1.2 % 1.6 % 1.9 % 0.7 %
477 226 53 417 1884 1919 424 469 5869
Truancy
0 % 0.1 % 0 % 0.9 % 3 % 2.1 % 1 % 0.8 % 0.3 %
Consensual 9748 3552 9861 3485 7439 2190 1654 870 38799
Encounter 0.9 % 1.1 % 7.2 % 7.8 % 11.9 % 2.4 % 4.1 % 1.5 % 2.2 %
Education
21 4 25 7 10 67
Code - - -
0 % 0 % 0 % 0 % 0 % 0 %
Violation
School
1 3 97 10 24 15 150
Policy - -
0 % 0 % 0.1 % 0 % 0 % 0 % 0 %
Violation
1033421 336681 136635 44505 62433 89455 40515 56409 1800054
Total
100 % 100 % 100 % 100 % 100 % 100 % 100 % 100 % 100 %
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 11
Table 5. Result of the Stop, and the Percent of all stopped Individuals subject to each type of
Stop Result, by Agency
AGENCY
RESULT OF STOP Total
CHP LAPD LASD RCSD SBSD SDPD SDSD SFPD
104111 48588 17942 6542 20392 12518 8202 9035 227330
No Action
10.1% 14.4% 13.1% 14.7% 32.7% 14% 20.2% 16% 12.6%
249777 80173 30444 8155 20913 14900 10222 13872 428456
Warning
24.2% 23.8% 22.3% 18.3% 33.5% 16.7% 25.2% 24.6% 23.8%
647275 131907 6254 24137 10001 20138 12934 14218 866864
Citation for infraction
62.6% 39.2% 4.6% 54.2% 16% 22.5% 31.9% 25.2% 48.2%
9776 8329 63239 3373 1839 10727 1686 11301 110270
In-field cite and release
0.9% 2.5% 46.3% 7.6% 2.9% 12% 4.2% 20% 6.1%
Custodial arrest
2597 8281 8401 1019 3365 3507 1084 2249 30503
pursuant to
0.3% 2.5% 6.1% 2.3% 5.4% 3.9% 2.7% 4% 1.7%
outstanding warrant
Custodial arrest 31549 24354 11404 1461 6444 9095 3483 3994 91784
without warrant 3.1% 7.2% 8.3% 3.3% 10.3% 10.2% 8.6% 7.1% 5.1%
Field interview card 824 66624 714 661 163 19948 3835 765 93534
completed 0.1% 19.8% 0.5% 1.5% 0.3% 22.3% 9.5% 1.4% 5.2%
Noncriminal transport 761 989 383 157 438 943 225 1127 5023
or caretaking transport 0.1% 0.3% 0.3% 0.4% 0.7% 1.1% 0.6% 2% 0.3%
Contact parent/legal 382 663 520 102 186 251 147 171 2422
guardian 0% 0.2% 0.4% 0.2% 0.3% 0.3% 0.4% 0.3% 0.1%
462 3145 831 376 241 3079 803 1215 10152
Psychiatric Hold
0% 0.9% 0.6% 0.8% 0.4% 3.4% 2% 2.2% 0.6%
Contacted U.S.
32 22 24 2 7 2 9 98
Department of -
0% 0% 0% 0% 0% 0% 0% 0%
Homeland Security
Referral to a school 1 1 166 25 24 7 32 256
-
administrator 0% 0% 0.1% 0.1% 0% 0% 0.1% 0%
Referral to school
1 36 9 4 5 4 59
counselor or other - -
0% 0% 0% 0% 0% 0% 0%
support staff
Note: Percentages are relative to the number of stopped individuals from a given agency’s data that were subject
to a given result of stop (eg. a value of “24.2%” for the Warning row in the column for CHP data means that 24.2%
of the individuals CHP stopped received a warning). Since officers can record multiple result of stop values per
stopped individual, the column percentages may not add up to 100%. Categories that had zero occurrences for a
given result of stop have a dash ( -) instead of a percentage. Categories with 0.0% are rounded down from values
of less than 0.1%.
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 12
Table 6A. Warnings Issued by each Agency and by Level of Offense
AGENCY NAME
WARNING
Total
GIVEN
CHP LAPD LASD RCSD SBSD SDPD SDSD SFPD
204 649 210 81 194 88 49 307 1782
Felony
(0.1%) (0.8%) (0.7%) (1%) (0.9%) (0.6%) (0.5%) (2.2%) (0.4%)
228424 68029 27039 7370 17534 11507 8486 10344 378733
Infraction
(91.5%) (84.9%) (88.8%) (90.4%) (83.8%) (77.2%) (83%) (74.6%) (88.4%)
25830 11411 4490 1223 3016 3362 1800 3454 54586
Misdemeanor
(10.3%) (14.2%) (14.7%) (15%) (14.4%) (22.6%) (17.6%) (24.9%) (12.7%)
13 84 140 11 1031 81 42 137 1539
Other
(0%) (0.1%) (0.5%) (0.1%) (4.9%) (0.5%) (0.4%) (1%) (0.4%)
Notes: Frequencies represent the number of charges reported by category while percentages represent the
number of charges divided by the number of stopped individuals who were warned by each agency. Percentages
may total over 100% since officers may select up to five offense codes per stopped individual. Other refers to
California State Criminal Justice Information Services offense codes that are not reported to the Federal Bureau of
Investigation.
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 13
Table 6B. Citations Issued by each Agency and by Level of Offense
CITATION
AGENCY NAME
OFFENSE Total
CHP LAPD LASD RCSD SBSD SDPD SDSD SFPD
CHARGED
0 0 0 61 96 0 2 28 187
Felony
(0%) (0%) (0%) (0.3%) (1%) (0%) (0%) (0.2%) (0%)
647275 131907 6254 25156 8865 20138 12920 13765 866280
Infraction
(100%) (100%) (100%) (104.2%) (88.6%) (100%) (99.9%) (96.8%) (99.9%)
0 0 0 1053 1876 0 95 720 3744
Misdemeanor
(0%) (0%) (0%) (4.4%) (18.8%) (0%) (0.7%) (5.1%) (0.4%)
0 0 0 6 617 0 7 73 703
Other
(0%) (0%) (0%) (0%) (6.2%) (0%) (0.1%) (0.5%) (0.1%)
Notes: Frequencies represent the number of charges reported by category while percentages represent the
number of charges divided by the number of stopped individuals who were warned by each agency. Percentages
may total over 100% since officers may select up to five offense codes per stopped individual. Other refers to
California State Criminal Justice Information Services offense codes that are not reported to the Federal Bureau of
Investigation.
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 14
Table 6C. Arrests Issued by each Agency and by Level of Offense
ARREST
AGENCY NAME
OFFENSE Total
CHP LAPD LASD RCSD SBSD SDPD SDSD SFPD
CHARGED
4307 11707 5626 597 2821 2940 1330 2645 31973
Felony
(9.9%) (29.6%) (6.9%) (10.4%) (25.3%) (12.8%) (21.8%) (15.4%) (14%)
1672 2027 61567 3347 508 9285 922 9962 89290
Infraction
(3.9%) (5.1%) (75.3%) (58.3%) (4.5%) (40.3%) (15.1%) (58%) (39.2%)
47015 18298 19303 1654 5486 9668 3744 5299 110467
Misdemeanor
(108.6%) (46.3%) (23.6%) (28.8%) (49.1%) (41.9%) (61.4%) (30.8%) (48.5%)
270 651 388 47 752 231 78 152 2569
Other
(0.6%) (1.6%) (0.5%) (0.8%) (6.7%) (1%) (1.3%) (0.9%) (1.1%)
Notes: Frequencies represent the number of charges reported by category while percentages represent the
number of charges divided by the number of stopped individuals who were warned by each agency. Percentages
may total over 100% since officers may select up to five offense codes per stopped individual. Other refers to
California State Criminal Justice Information Services offense codes that are not reported to the Federal Bureau of
Investigation. One offense code reported by SDSD did match Department of Justice records.
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 15
Table 7. Number of Stopped Individuals, by Perceived Race or Ethnicity, by Agency
AGENCY
RACE/
Total
ETHNICITY
CHP LAPD LASD RCSD SBSD SDPD SDSD SFPD
66036 10908 7717 1374 1832 4132 1415 6033 99447
Asian
6.4 % 3.2 % 5.6 % 3.1 % 2.9 % 4.6 % 3.5 % 10.7 % 5.5 %
103189 93913 23754 5259 10573 16985 3146 14369 271188
Black
10 % 27.9 % 17.4 % 11.8 % 16.9 % 19 % 7.8 % 25.5 % 15.1 %
400048 159180 66490 19499 23336 25013 12047 10416 716029
Hispanic
38.7 % 47.3 % 48.7 % 43.8 % 37.4 % 28 % 29.7 % 18.5 % 39.8 %
Middle
Eastern/ 57975 10160 2890 733 1098 2251 1179 3631 79917
South 5.6 % 3 % 2.1 % 1.6 % 1.8 % 2.5 % 2.9 % 6.4 % 4.4 %
Asian
12132 2370 2842 316 842 905 364 1468 21239
Multiracial
1.2 % 0.7 % 2.1 % 0.7 % 1.3 % 1 % 0.9 % 2.6 % 1.2 %
Native 2529 299 141 146 174 192 322 82 3885
American 0.2 % 0.1 % 0.1 % 0.3 % 0.3 % 0.2 % 0.8 % 0.1 % 0.2 %
Pacific 6580 872 746 299 260 760 362 705 10584
Islander 0.6 % 0.3 % 0.5 % 0.7 % 0.4 % 0.8 % 0.9 % 1.2 % 0.6 %
384932 58979 32055 16879 24318 39217 21680 19705 597765
White
37.2 % 17.5 % 23.5 % 37.9 % 39 % 43.8 % 53.5 % 34.9 % 33.2 %
1033421 336681 136635 44505 62433 89455 40515 56409 1800054
Total
100 % 100 % 100 % 100 % 100 % 100 % 100 % 100 % 100 %
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 16
Table 8. Number of Stopped Individuals, by Perceived Gender, by Agency
AGENCY
GENDER Total
CHP LAPD LASD RCSD SBSD SDPD SDSD SFPD
299826 84489 41451 15904 18472 24528 13425 11862 509957
Female
29 % 25.1 % 30.3 % 35.7 % 29.6 % 27.4 % 33.1 % 21 % 28.3 %
Gender 105 115 14 27 83 35 253 632
-
Nonconforming 0 % 0.1 % 0 % 0 % 0.1 % 0.1 % 0.4 % 0 %
733512 250260 94932 28524 43851 64561 26998 44136 1286774
Male
71 % 74.3 % 69.5 % 64.1 % 70.2 % 72.2 % 66.6 % 78.2 % 71.5 %
Transgender 69 1277 68 50 48 183 35 53 1783
Man/Boy 0 % 0.4 % 0 % 0.1 % 0.1 % 0.2 % 0.1 % 0.1 % 0.1 %
Transgender 14 550 69 13 35 100 22 105 908
Woman/Girl 0 % 0.2 % 0.1 % 0 % 0.1 % 0.1 % 0.1 % 0.2 % 0.1 %
1033421 336681 136635 44505 62433 89455 40515 56409 1800054
Total
100 % 100 % 100 % 100 % 100 % 100 % 100 % 100 % 100 %
Note: Categories that had zero occurrences for a given perceived gender have a dash ( -) instead of a percentage.
Categories with 0.0% are rounded down from values of less than 0.1%.
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 17
Table 9. Number of Stopped Individuals, by Perceived Approximate Age, by Agency
AGENCY
AGE Total
CHP LAPD LASD RCSD SBSD SDPD SDSD SFPD
439 269 235 77 41 82 145 42 1330
1-9
0 % 0.1 % 0.2 % 0.2 % 0.1 % 0.1 % 0.4 % 0.1 % 0.1 %
201 1036 536 139 198 364 180 107 2761
10-14
0 % 0.3 % 0.4 % 0.3 % 0.3 % 0.4 % 0.4 % 0.2 % 0.2 %
6848 6138 1747 537 1018 1224 770 460 18742
15-17
0.7 % 1.8 % 1.3 % 1.2 % 1.6 % 1.4 % 1.9 % 0.8 % 1 %
177068 65907 25825 6447 10096 11917 5810 6637 309707
18-24
17.1 % 19.6 % 18.9 % 14.5 % 16.2 % 13.3 % 14.3 % 11.8 % 17.2 %
314727 122159 46234 14187 22100 28835 12222 19742 580206
25-34
30.5 % 36.3 % 33.8 % 31.9 % 35.4 % 32.2 % 30.2 % 35 % 32.2 %
218614 66649 28139 10400 13963 19498 8823 13843 379929
35-44
21.2 % 19.8 % 20.6 % 23.4 % 22.4 % 21.8 % 21.8 % 24.5 % 21.1 %
165834 43241 19756 7185 9250 15439 7044 9465 277214
45-54
16 % 12.8 % 14.5 % 16.1 % 14.8 % 17.3 % 17.4 % 16.8 % 15.4 %
106370 23171 10263 3761 4396 9236 3945 4549 165691
55-64
10.3 % 6.9 % 7.5 % 8.5 % 7 % 10.3 % 9.7 % 8.1 % 9.2 %
43320 8111 3900 1772 1371 2860 1576 1564 64474
65+
4.2 % 2.4 % 2.9 % 4 % 2.2 % 3.2 % 3.9 % 2.8 % 3.6 %
1033421 336681 136635 44505 62433 89455 40515 56409 1800054
Total
100 % 100 % 100 % 100 % 100 % 100 % 100 % 100 % 100 %
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 18
Table 10. Actions Taken by Peace Officer During Stop, and the Percent of all stopped Individuals
subject to each type of Action, by Agency
AGENCY
ACTIONS TAKEN Total
CHP LAPD LASD RCSD SBSD SDPD SDSD SFPD
Person removed from 7718 33918 10947 1186 5077 3226 2109 3694 67875
vehicle by order 0.7% 10.1% 8% 2.7% 8.1% 3.6% 5.2% 6.5% 3.8%
Person removed from
121 989 1074 41 139 219 94 302 2979
vehicle by physical
0% 0.3% 0.8% 0.1% 0.2% 0.2% 0.2% 0.5% 0.2%
contact
Field sobriety test 18518 2594 1226 228 1062 1076 725 154 25583
conducted 1.8% 0.8% 0.9% 0.5% 1.7% 1.2% 1.8% 0.3% 1.4%
3494 43249 9754 2877 9188 9758 5595 14857 98772
Curbside detention
0.3% 12.8% 7.1% 6.5% 14.7% 10.9% 13.8% 26.3% 5.5%
Handcuffed or flex 11414 58310 13257 2541 9610 20042 5678 8780 129632
cuffed 1.1% 17.3% 9.7% 5.7% 15.4% 22.4% 14% 15.6% 7.2%
1453 20828 31691 1608 6689 5742 2338 4091 74440
Patrol car detention
0.1% 6.2% 23.2% 3.6% 10.7% 6.4% 5.8% 7.3% 4.1%
Canine removed from
366 114 53 99 103 58 59 3 855
vehicle or used to
0% 0% 0% 0.2% 0.2% 0.1% 0.1% 0% 0%
search
Firearm pointed at 308 3272 674 176 986 323 156 252 6147
person 0% 1% 0.5% 0.4% 1.6% 0.4% 0.4% 0.4% 0.3%
Firearm discharged or 16 36 7 1 4 1 1 2 68
used 0% 0% 0% 0% 0% 0% 0% 0% 0%
Electronic control 56 114 42 4 43 48 18 1 326
device used 0% 0% 0% 0% 0.1% 0.1% 0% 0% 0%
Impact projectile 11 53 13 1 10 11 6 9 114
discharged or used 0% 0% 0% 0% 0% 0% 0% 0% 0%
Canine bit or held 18 22 5 1 3 13 7 69
-
person 0% 0% 0% 0% 0% 0% 0% 0%
Baton or other impact 6 17 6 5 12 11 4 37 98
weapon used 0% 0% 0% 0% 0% 0% 0% 0.1% 0%
11 57 12 17 97 12 19 225
Chemical spray used -
0% 0% 0% 0% 0.1% 0% 0% 0%
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 19
Table 10. Actions Taken by Peace Officer During Stop, and the Percent of all stopped Individuals
subject to each type of Action, by Agency
AGENCY
ACTIONS TAKEN Total
CHP LAPD LASD RCSD SBSD SDPD SDSD SFPD
Other physical or 262 542 1416 103 721 1051 218 788 5101
vehicle contact 0% 0.2% 1% 0.2% 1.2% 1.2% 0.5% 1.4% 0.3%
800 1324 459 137 255 1119 4389 2064 10547
Person photographed
0.1% 0.4% 0.3% 0.3% 0.4% 1.3% 10.8% 3.7% 0.6%
Asked for consent to 280 6514 15515 1844 8283 2187 3226 512 38361
search person 0% 1.9% 11.4% 4.1% 13.3% 2.4% 8% 0.9% 2.1%
Consent 244 4296 15432 1649 8283 1847 2899 493 35143
provided 87.1% 66.0% 99.5% 89.4% 100% 84.5% 89.9% 96.3% 91.6%
Search of person was 10580 80582 26591 3300 13308 14767 6668 9339 165135
conducted 1% 23.9% 19.5% 7.4% 21.3% 16.5% 16.5% 16.6% 9.2%
Asked for consent to 360 5616 6085 726 3536 1210 1721 552 19806
search property 0% 1.7% 4.5% 1.6% 5.7% 1.4% 4.2% 1% 1.1%
Consent 310 3797 6028 670 3536 1033 1568 524 17466
provided 86.1% 67.6% 99.1% 92.3% 100% 85.4% 91.1% 94.9% 88.2%
Search of property 2127 35373 11724 1386 5728 7064 3823 5158 72383
was conducted 0.2% 10.5% 8.6% 3.1% 9.2% 7.9% 9.4% 9.1% 4%
624 3113 1014 564 1792 2015 1312 2346 12780
Property was seized
0.1% 0.9% 0.7% 1.3% 2.9% 2.3% 3.2% 4.2% 0.7%
9833 4404 1685 395 734 883 576 988 19498
Vehicle impounded
1% 1.3% 1.2% 0.9% 1.2% 1% 1.4% 1.8% 1.1%
3 74 13 59 13 37 199
Written statement - -
0% 0.1% 0% 0.1% 0% 0.1% 0%
1002530 195834 82814 37731 38537 59865 27802 31502 1476615
None
97% 58.2% 60.6% 84.8% 61.7% 66.9% 68.6% 55.8% 82%
Note: Categories that had zero occurrences for a given action taken have a dash ( -) instead of a percentage.
Categories with 0.0% are rounded down from values of less than 0.1%.
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 20
Table 11. Number of Searched Individuals, by Basis for Search, by Agency
AGENCY
BASIS FOR SEARCH Total
CHP LAPD LASD RCSD SBSD SDPD SDSD SFPD
215 25211 12503 1165 5241 1650 2417 850 49252
Consent given
1.9% 29.3% 44.2% 30.5% 35.3% 9.8% 32.3% 8.1% 27.5%
Officer safety/safety of 909 32052 8499 1254 6154 1469 877 3710 54924
others 8.1% 37.3% 30.1% 32.8% 41.4% 8.8% 11.7% 35.2% 30.7%
45 869 413 58 626 66 93 227 2397
Search warrant
0.4% 1% 1.5% 1.5% 4.2% 0.4% 1.2% 2.2% 1.3%
Condition of parole/
198 18064 4019 907 2300 5267 2680 2080 35515
probation/ PRCS/
1.8% 21% 14.2% 23.8% 15.5% 31.4% 35.9% 19.7% 19.8%
mandatory supervision
233 12569 1934 116 654 345 258 965 17074
Suspected weapons
2.1% 14.6% 6.8% 3% 4.4% 2.1% 3.5% 9.2% 9.5%
340 5285 1555 73 423 325 231 702 8934
Visible contraband
3% 6.1% 5.5% 1.9% 2.8% 1.9% 3.1% 6.7% 5%
351 5492 2193 44 244 136 74 558 9092
Odor of contraband
3.1% 6.4% 7.8% 1.2% 1.6% 0.8% 1% 5.3% 5.1%
188 25 18 21 36 1 22 3 314
Canine detection
1.7% 0% 0.1% 0.6% 0.2% 0% 0.3% 0% 0.2%
433 4518 2791 134 649 331 216 957 10029
Evidence of crime
3.9% 5.3% 9.9% 3.5% 4.4% 2% 2.9% 9.1% 5.6%
9681 23396 9262 1245 5444 9277 2681 4496 65482
Incident to arrest
86.2% 27.2% 32.8% 32.6% 36.6% 55.3% 35.9% 42.7% 36.6%
Exigent 30 347 90 15 77 50 30 71 710
circumstances/emergency 0.3% 0.4% 0.3% 0.4% 0.5% 0.3% 0.4% 0.7% 0.4%
547 2562 511 113 685 536 199 456 5609
Vehicle inventory
4.9% 3% 1.8% 3% 4.6% 3.2% 2.7% 4.3% 3.1%
Suspected violation of 1 28 6 15 2 15 67
- -
school policy 0% 0.1% 0.2% 0.1% 0% 0.2% 0%
Note: Individuals included in this table who were subject to a search of their person, search of their property, or
both a search of their person and their property. Officers may indicate multiple search bases for a single
individual. Individuals for whom officers indicated multiple search bases are counted in this table multiple times.
Therefore, the percentages do not add up to 100%. Categories that had zero occurrences for a given basis for
search have a dash ( -) instead of a percentage. Categories with 0.0% are rounded down from values of less than
0.1%.
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 21
Table 12. Number of Searched Individuals Found to be in Possession of Contraband or
Evidence, by Type of Contraband or Evidence Discovered, by Agency
AGENCY
CONTRABAND OR
Total
EVIDENCE DISCOVERED
CHP LAPD LASD RCSD SBSD SDPD SDSD SFPD
295 1927 610 59 391 187 79 265 3813
Firearm
2.6% 2.2% 2.2% 1.5% 2.6% 1.1% 1.1% 2.5% 2.1%
166 1061 323 36 316 143 52 207 2304
Ammunition
1.5% 1.2% 1.1% 0.9% 2.1% 0.9% 0.7% 2% 1.3%
Weapon(s) other than a 133 2427 767 114 458 573 218 793 5483
firearm 1.2% 2.8% 2.7% 3% 3.1% 3.4% 2.9% 7.5% 3.1%
1857 9987 5091 417 1973 2198 1100 1634 24257
Drugs/narcotics
16.5% 11.6% 18% 10.9% 13.3% 13.1% 14.7% 15.5% 13.6%
372 7932 2660 66 239 1561 222 897 13949
Alcohol
3.3% 9.2% 9.4% 1.7% 1.6% 9.3% 3% 8.5% 7.8%
111 1276 283 24 228 211 50 460 2643
Money
1% 1.5% 1% 0.6% 1.5% 1.3% 0.7% 4.4% 1.5%
984 3132 3377 296 1762 1716 980 1028 13275
Drug paraphernalia
8.8% 3.6% 11.9% 7.8% 11.9% 10.2% 13.1% 9.8% 7.4%
Suspected stolen 182 981 513 138 416 338 180 721 3469
property 1.6% 1.1% 1.8% 3.6% 2.8% 2% 2.4% 6.8% 1.9%
Cell phone(s) or 104 531 326 24 198 220 105 540 2048
electronic device(s) 0.9% 0.6% 1.2% 0.6% 1.3% 1.3% 1.4% 5.1% 1.1%
Other contraband or 372 2630 1171 156 566 659 221 1307 7082
evidence 3.3% 3.1% 4.1% 4.1% 3.8% 3.9% 3% 12.4% 4%
Note: Values in the cells of this table represent how many individuals whom officers searched in a given agency’s data
were found to be in possession of a given contraband or evidence type. Individuals can possess more than one type of
contraband or evidence; as a result, individuals may be counted in this table more than once, meaning that the
percentages may not add up to 100%.
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 22
Table 13. Number of Individuals from whom Officer Seized Property, by Type of Property
Seized, by Agency
AGENCY
TYPE OF PROPERTY
Total
SEIZED
CHP LAPD LASD RCSD SBSD SDPD SDSD SFPD
108 566 128 32 204 98 68 186 1390
Firearm(s)
17.3% 18.2% 12.6% 5.7% 11.4% 4.9% 5.2% 7.9% 10.9%
53 430 94 23 161 76 39 163 1039
Ammunition
8.5% 13.8% 9.3% 4.1% 9% 3.8% 3% 6.9% 8.1%
Weapon(s) other than 43 420 93 48 136 173 115 337 1365
a firearm 6.9% 13.5% 9.2% 8.5% 7.6% 8.6% 8.8% 14.4% 10.7%
301 1250 462 210 746 830 631 597 5027
Drugs/narcotics
48.2% 40.2% 45.6% 37.2% 41.6% 41.2% 48.1% 25.4% 39.3%
9 33 18 3 10 125 14 53 265
Alcohol
1.4% 1.1% 1.8% 0.5% 0.6% 6.2% 1.1% 2.3% 2.1%
51 446 55 19 132 120 42 371 1236
Money
8.2% 14.3% 5.4% 3.4% 7.4% 6% 3.2% 15.8% 9.7%
189 565 314 112 563 599 522 404 3268
Drug paraphernalia
30.3% 18.1% 31% 19.9% 31.4% 29.7% 39.8% 17.2% 25.6%
Suspected stolen 50 326 102 47 175 141 130 423 1394
property 8% 10.5% 10.1% 8.3% 9.8% 7% 9.9% 18% 10.9%
Cell phone(s) or 73 279 73 16 122 181 112 417 1273
electronic device(s) 11.7% 9% 7.2% 2.8% 6.8% 9% 8.5% 17.8% 10%
140 303 72 129 228 319 200 176 1567
Vehicle
22.4% 9.7% 7.1% 22.9% 12.7% 15.8% 15.2% 7.5% 12.3%
100 728 230 104 276 296 202 901 2837
Other contraband
16% 23.4% 22.7% 18.4% 15.4% 14.7% 15.4% 38.4% 22.2%
Note: Values in the cells of this table represent how many individuals from whom officers seized property in a
given agency’s had the given property type seized from them. Officers may seize property of more than one type
from a single individual; as a result, individuals may be counted in this table more than once, meaning that the
percentages may not add up to 100%.
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 23
Table 14. Number of Individuals from whom Officers Seized Property, by Basis for Property
Seizure, by Agency
AGENCY
BASIS FOR
Total
PROPERTY SEIZURE
CHP LAPD LASD RCSD SBSD SDPD SDSD SFPD
Safekeeping as
75 136 50 87 143 196 232 383 1302
allowed by
12% 4.4% 4.9% 15.4% 8% 9.7% 17.7% 16.3% 10.2%
law/statute
241 1231 356 154 516 933 635 662 4728
Contraband
38.6% 39.5% 35.1% 27.3% 28.8% 46.3% 48.4% 28.2% 37%
422 2503 826 345 1289 1179 810 1935 9309
Evidence
67.6% 80.4% 81.5% 61.2% 71.9% 58.5% 61.7% 82.5% 72.8%
155 506 100 127 261 363 242 221 1975
Impound of vehicle
24.8% 16.3% 9.9% 22.5% 14.6% 18% 18.4% 9.4% 15.5%
Abandoned 5 18 1 4 6 25 3 26 88
Property 0.8% 0.6% 0.1% 0.7% 0.3% 1.2% 0.2% 1.1% 0.7%
Suspected violation 2 5 3 1 12 23
- - -
of school policy 0.2% 0.9% 0.2% 0% 0.9% 0.2%
Note: Values in the cells of this table represent, for a given property seizure basis, how many individuals a given
agency’s officers seized property from for that reason. Officers may provide multiple bases for seizing property
from a single individual; as a result, individuals may be counted in this table more than once, meaning that the
percentages may not add up to 100%. Categories that had zero occurrences for a given basis for property seizure
have a dash ( - ) instead of a percentage. Categories with 0.0% are rounded down from values of less than 0.1%.
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 24
Appendix C
WAVE 1 AGENCIES’ BIAS FREE POLICING POLICIES
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 25
San Francisco Police Department
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 26
5.17
San Francisco Police Depmtment
GENERAL ORDER
Rev. 05104111
POLICY PROHIBITING BIASED 'pOLICING
One of the Dep31iment's guiding principles is our commitment to treat all people with
dignity, fairness, and respect. This order outlines the policy for policing without bias.
The members of the San Francisco Police Dep31iment have always striven to gain the trust of
the community. To maintain that trust, it is crucial for members of our Department to carry
out their duties in a manner free from bias and to eliminate any perception of policing that
appears racially biased.
Over the past several years has been a growing national perception that law
enforcement action is often based on racial stereotypes or "racial profiling." In order to
address this perception in California, the State legislature,has enacted statutes mandating
additional training for ail California lawenforcement officers on "racial and cultural
differences and development of effective, non-combative methods of carrying out law
enforcement duties in a racially and culturally diverse environment." (See Penal Code
Section 13519.4(a). Also see California Penal Code 13519.4(e) which prohibits racial
_ profiling by law enfotcement officers). __
As detailed below biased policing is the use, to any extent or degree, of actual or perceived
race, color, ethnicity, national origin, religion, gender, age, sexual orientation, or gender
identity in determining whether to initiate any law enforcement action in the absence ofa
specific suspect description. -
[ PURPOSE
This policy establishes the San Francisco Police Dep31iment's commitment to unbiased
policing. It is to clarify the circumstances in which officers can consider race, color,
ethnicity, national origin, religion, gender, age, sexual orientation, Or gender identity when
niaking law enforcement decisions and to reinforce existing policies and procedures ,that_
serve to assure the public that we are providing service and enforcing laws in an equitable
manner.
II. POLICY
A. Policing Impartially
1. Investigative detentions, traffic stops, arrests, searches and propedy seizures by
officers will be based ona standard of reasonable suspicion or probable cause in
accordance with the Fourth i}mendment of the U.S. Constitution. Officersmust
be able to articulate specific facts and circumstances that SUppOlt reasonable
suspicion or probable cause for investigative detentions, traffic stops, arrest,
nonconsensual searches and propelty seizures.
1:3
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 27
(cid:94)an (cid:38)ran(cid:272)i(cid:400)(cid:272)o Poli(cid:272)(cid:286) (cid:24)(cid:286)(cid:393)art(cid:373)(cid:286)nt
DOO 5.17
Rev. 05/04/11
2. Department personnel may not use, to any extent or degree, actual or perceived
race, color, ethnicity, national origin, religion, gender, age, sexual or
gender identity in conducting stops or detentions, or activitks stops or
detentions except when engaging in the investigation Of appropriate suspect
specific activity to identify a patiicular person oi' group.' Department personnel
seeking one or more specific persons who have been identified or described in
patt by any of the above listed characteristics may rely on them in pint only in
combination with other appropriate identifying factors. The listed characteristics
should not be given undue weight.
a) Except as above, officers shall not consider actual or perceived race,
color, ethnicity, national origin, religion, gender,age, sexual orientation or
gender identity in establishing either reasonable suspicion or probable cause.
b) Except as provided above, officers shall not consider actual or perceived race,
color, ethnicity, national origin, religion" gender, age, sexual orientation or
gender identity in deciding to initiate even those consensual encounters that
do not amount to legal detentions or to request consent to search.
,B. Preventing Perceptions of Biased Policing
In an effort to prevent perceptions of biased law enforcement, each office!' (with
consideration for officer safety), should do the following when conducting pedestrian,
bicycle, 01' vehicle stops:
1. Be comteous and professional.
2. ' Approach the person being stopped and provide an explanation for the stop as
soon as practical. When effecting vehicle stops, the officer should provide this
infOlmation before asking the driver f6r his or· heI: license and registration.
3. Ensure the detention is no longer than necessary to ta1ce appropriate action forthe
known or suspected offense, and that the person understands the nature of
reasonable delays.
4. Answer questions the person may have regarding the stop, including an
explanation of options for traffic citation 'disposition, if l'elevant
5. Provide his or her star number. Do so in writing if requested.
, 2:3
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 28
(cid:94)an (cid:38)ran(cid:272)i(cid:400)(cid:272)o Poli(cid:272)(cid:286) (cid:24)(cid:286)(cid:393)art(cid:373)(cid:286)nt
DGO 5.17
Rev. 05/04111
C. Member's Responsibility and Compliance
All officers are responsible for knowing and complying with this policy. As with all
General Orders, any violation of this policy may subject the member to disciplinary
action. Supervisors shall ensure that all personnel in their command know the content
of this policy and operate in'compliance with it. Any eniployee who becomes aware
of biased policing or any other violation of this policy shall report it in accordance
with established procedure.
3:3
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SEC. 96A.3. QUARTERLY ANALYSIS AND REPORTING.
On a quarterly basis (the first Tuesday in February, May, August, and November), the Police
Department and the Sheriff’s Department respectively shall send a written report to the Mayor,
the Board of Supervisors, the Police Commission, and the Human Rights Commission, covering
the previous quarter (quarters commencing January 1, April 1, July 1, and October 1). The
reports shall contain the following information for the reporting period:
(a) For Encounters:
(1) The total number;
(2) The total number broken down by race or ethnicity, age, and sex;
(3) The total number of searches performed broken down by race or ethnicity, age, and sex;
(4) The total number of each type of search performed;
(5) For each type of search performed, the total number broken down by race or ethnicity,
age, and sex;
(6) The total number of each type of disposition, and the total number for each disposition
broken down by race or ethnicity, age, and sex; and
(7) The data for Encounters required to be reported by this subsection (a) shall be reported
separately for Detentions and Traffic Stops;
(b) For Use of Force:
(1) The total number of Uses of Force;
(2) The total number of Uses of Force that resulted in death to the person on whom an
Officer used force; and
(3) The total number of Uses of Force broken down by race or ethnicity, age, and gender
identity;
(c) For arrests:
(1) The total number; and
(2) The total number broken down by race or ethnicity, age, and sex.
(d) The reports shall also include data regarding the reasons for Encounters and arrests. The
departments shall develop categories to collect and report this information (e.g., for Detentions
and arrests: reasonable suspicion or probable cause based on observation, known probationer or
parolee, consent, etc.; e.g., for Traffic Stops: moving violations, equipment violations, stops
based on suspicion of other criminal conduct, etc.). The departments shall explain in the report
each category, and shall report the number of Detentions, Traffic Stops, and arrests for each
category. The departments shall also report the total number of each category broken down by
race or ethnicity, age, and sex.
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(e) For purposes of Use of Force reporting, the report shall include data for each time a Use of
Force occurred during the reporting period, and shall not be limited to Use of Force during a
Traffic Stop or Detention.
(f) The Police Department shall obtain from the Department of Police Accountability
(“DPA”) and include in its report the total number of complaints for the reporting period
received by DPA that DPA characterizes as allegations of bias based on race or ethnicity, gender,
or Gender Identity. The Police Department shall also obtain from DPA and include in its report
the total number of DPA complaints closed during the reporting period that DPA characterizes as
allegations of bias based on race or ethnicity, gender, or Gender Identity, and the total number of
each type of disposition for such complaints.
(g) The reports of the Sheriff's Department may separate data for the department's custody
division and the department's field division.
(h) The department may include in the report any other information the department concludes
will assist in understanding the information required by subsections (a)-(g) of this Section 96A.3.
Where subsections (a)-(d) require that total numbers be broken down by race or ethnicity, or sex,
the department shall also calculate and report the applicable percentages for each group.
(i) Notwithstanding any other provision of this Chapter 96A, including this Section 96A.3,
subsections (a), (c), and (d) of this Section 96A.3 shall expire by operation of law immediately
following the submission of the quarterly report due on August 7, 2018, for the quarter
commencing April 1, 2018.
(Added by Ord. 166-15, File No. 150643, App. 9/23/2015, Eff. 10/23/2015, Oper. 1/1/2016; amended by Ord. 232-17, File
No. 170866, App. 12/8/2017, Eff. 12/8/2017; Ord. 97-18, File No. 180188, App. 5/4/2018, Eff. 6/4/2018)
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California Highway Patrol
c. Command Responsibility.
(1) Each level of command shall evaluate each subordinate's demonstrated
willingness to accept personal obligations for the fulfillment of departmental
duties and objectives within the scope of assigned responsibilities.
(2) Command and supervisory personnel are responsible for instilling in each
enforcement officer a lasting personal interest and sense of individual
obligation to prevent traffic crashes on their assigned beat. This can be
accomplished by:
(a) Identifying their strengths and weaknesses;
(b) Establishing methods for increasing individual effectiveness; and
(c) Personally providing high-quality leadership and expert direction.
(3) Division Chiefs or Area commanders are responsible for the
implementation of these objectives and policies to ensure the most efficient
performance of personnel and the best use of available equipment and
facilities.
2. GENERAL ENFORCEMENT POLICY.
a. The Department’s enforcement efforts must be consistent with the
organizational values of respect for others, fairness, ethical practices, and equitable
treatment for all. Accordingly, all enforcement action by members must be based
on sound professional judgment and accomplished in a businesslike, firm, impartial,
courteous, and consistent manner.
b. Racial or Identity Profiling. Per Section 13519.4(e) of the Penal Code, racial or
identity profiling is “the consideration of, or reliance on, to any degree, actual or
perceived race, color, ethnicity, national origin, age, religion, gender identity or
expression, sexual orientation, or mental or physical disability in deciding which
persons to subject to a stop or in deciding upon the scope or substance of law
enforcement activities following a stop, except that an officer may consider or rely
on characteristics listed in a specific suspect description. The activities include, but
are not limited to, traffic or pedestrian stops, or actions during a stop, such as
asking questions, frisks, consensual and nonconsensual searches of a person or
any property, seizing any property, removing vehicle occupants during a traffic stop,
issuing a citation, and making an arrest.” Officers shall not engage in racial or
identity profiling or discrimination of any kind. Racial or identity profiling and
discrimination of any kind are prohibited by the Department and will not be
tolerated.
HPM 100.68 1-4
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CALIFORNIA HIGHWAY PATROL
GENERAL ORDER 0.8
REVISED SEPTEMBER 2018
PROFESSIONAL VALUES
1. GENERAL. This General Order defines the professional values of the California
Highway Patrol. Internalization of these values provides a foundation to enhance public
trust within the Department while accomplishing an overriding pledge of providing the
highest level of Safety, Service, and Security to the people of California. This pledge
can only be upheld when all employees clearly understand the Department’s
expectations and commitment to service.
2. PURPOSE. The purpose of this order is to accomplish the following:
a. To identify and adopt a motto of professional values (Annex A), which is the
foundation for our commitment to serve the public and fellow employees.
b. To apprise departmental personnel of the standards and values that are
expected of them.
c. To have a departmental motto that is easy to remember by all employees.
3. EMPLOYEE RESPONSIBILITY. All employees, regardless of rank, classification,
position, or assignment are expected to:
a. Present themselves in a manner that exemplifies the traits described in this
order.
b. Review this order and sign an acknowledgment of receipt when reporting as a
new or transferring employee and during the annual evaluation period. This is
accomplished by signing a copy of Annex A or designated area of the annual
personnel evaluation and placing a copy in the employee personnel file.
c. Have a general knowledge of the motto (CHP PRIDE) and the meaning behind
it.
d. Abide by these values in order to maintain their personal professionalism and
to preserve the integrity of the Department.
1 GO 0.8
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e. Understand that increasing authority is accompanied by increasing
responsibility and each employee is accountable for the use of delegated authority
in a manner consistent with departmental values.
4. SUPERVISOR AND MANAGER RESPONSIBILITIES.
a. Managers and supervisors shall learn the motto, internalize and support it, and
thereafter serve as a model for subordinates to emulate.
b. As a model for subordinates, managers and supervisors shall lead, recognize,
and support employees in everyday ethical decisions.
c. Managers and supervisors are accountable for the activities of the employees
under their immediate control and shall reinforce the professional values concepts
by frequently discussing them with employees in a variety of forums in order to
achieve an environment of CHP PRIDE.
5. COMMANDER RESPONSIBILITIES. Commanders shall:
a. Review this order with newly hired and transferred employees.
b. Ensure the meaning and the importance of adherence to the motto is conveyed
to all employees through training and periodic discussions on the topic.
c. Emphasize the importance of the professional values as they apply to the
continued successful operation of the Department.
OFFICE OF THE COMMISSIONER ANNEX A
OPI: 003
GO 0.8 2
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CALIFORNIA HIGHWAY PATROL
GENERAL ORDER 0.1
REVISED SEPTEMBER 2018
DEPARTMENTAL MISSION STATEMENT AND ORGANIZATIONAL VALUES
1. GENERAL. The purpose of this General Order is to define the mission and
organizational values of the California Highway Patrol (CHP). Adherence to the
Department’s mission and organizational values is critical in earning the trust of the
people of California and fulfilling our commitment to service.
2. MISSION. The mission of the CHP is to provide the highest level of Safety, Service,
and Security. This is accomplished through five departmental goals:
• Protect life and property–We make California a great place to live, work, and
travel by reducing fatalities, injuries, and crime.
• Provide superior service to the public and assistance to allied agencies–
We are committed to providing first class customer service.
• Enhance public trust through community outreach and partnerships–We
model the Department’s Professional and Organizational Values in every
interaction.
• Invest in our people–We develop and support our workforce to sustain a
world-class organization.
• Identify and respond to evolving law enforcement needs–We demonstrate
leadership by addressing emerging trends.
3. ORGANIZATIONAL VALUES. To accomplish our mission, we are committed to the
following organizational values as the foundation of our pledge to public Safety, Service,
and Security:
• Respect for others.
• Fairness.
1 GO 0.1
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• Ethical practices.
• Equitable treatment for all.
OFFICE OF THE COMMISSIONER
OPI: 003
GO 0.1 2
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 37
California Highway Patrol
CHAPTER 9
CULTURAL AWARENESS
1. INTRODUCTION. In order to best serve employees of the Department as well all
people of the State of California, the California Highway Patrol (CHP) embraces the
importance of recognizing and respecting the cultural, racial, and ethnic differences
inherent in the state’s very diverse population. To that end, the Department, in
conjunction with the Museum of Tolerance, has developed and instituted a curriculum of
instruction which encompasses cultural awareness.
2. POLICY. It is the policy of the CHP to treat employees and the public we serve
with respect and fairness and to ensure our practices are ethical and equitable. These
organizational values are the foundation of cultural awareness training in the
Department. This training provides CHP employees with strategies for successful
contacts with individuals from differing cultural, racial, or ethnic backgrounds, as well as
detailing the importance of recognizing and respecting the complexities of cultural
diversity in California. Cultural awareness training is provided to all employees annually
and addresses issues of cultural awareness, racial profiling, hate crimes, and ethics.
3. DEFINITIONS.
a. Hate Crimes.
(1) Penal Code Section 422.55 defines a hate crime as: “A criminal act
committed, in whole or in part, because of one or more of the following actual
or perceived characteristics of the victim:
(a) Disability;
(b) Gender;
(c) Nationality;
(d) Race or ethnicity;
(e) Religion;
(f) Sexual orientation; and/or,
(g) Association with a person or group with one or more of these actual or
perceived characteristics.”
9-3 HPM 10.12
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California Highway Patrol
racially and culturally-diverse environment. The course includes detailed instruction
on racial and cultural diversity in order to foster mutual respect and cooperation
between law enforcement and members of all racial and cultural groups. Training
is to be conducted every five years, or on a more frequent basis, if deemed
necessary in order to keep abreast of changing racial and cultural mores. (For
additional information regarding racial profiling, refer to HPM 100.68, Traffic
Enforcement Policy Manual, Chapter 1, Patrol and General Enforcement
Guidelines, page 1-5.)
c. The Equal Employment Opportunity (EEO) Program will continue to receive
staff support and resources from the Department as necessary to meet its
objectives, and may be aided by participation in federal and state sponsored
programs.
d. According to the terms and conditions of the settlement agreement between
Curtis V. Rodriguez v. California Highway Patrol (Case No. C99-20895-JF/HRL),
the Department is required to restate existing policy regarding traffic enforcement
stops and racial profiling or racial discrimination issues:
(1) The CHP agrees that CHP officers may not engage in racial profiling or
racial discrimination of any kind.
(2) The CHP affirms its existing policy prohibiting racial profiling as follows:
“CHP officers shall not engage in racial profiling or racial discrimination of any
kind. Racial profiling and racial discrimination of any kind are prohibited by the
Department and will not be tolerated.” (Refer to HPM 100.68, Chapter 1,
Section 2.d., General Enforcement Policy.)
5. TRAINING. The Department provides both classroom and online training on
Cultural Diversity, Racial Profiling, Hate Crimes, and Ethics. This training is based upon
the Museum of Tolerance’s Tools for Tolerance framework and the Commission on
Police Officer Standards and Training (POST) Learning Domain 42, Cultural Diversity/
Racial Profiling.
a. Classroom Training. Classroom training is eight hours in duration and includes
information and discussion on cultural diversity, racial profiling, hate crimes, and
ethics. Classroom training is interactive and team-taught using multiple facilitators.
Classroom training is required every two years on the even-numbered calendar
years. Training sites and dates are identified by instructors and commanders within
each command.
b. Online Training. Employees will complete an online training refresher course
every odd-numbered calendar year. Online training includes components of the
cultural diversity, racial profiling, hate crimes, and ethics curriculum.
9-5 HPM 10.12
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CALIFORNIA HIGHWAY PATROL
GENERAL ORDER 100.21
REVISED JULY 2018
ENFORCEMENT/PUBLIC CONTACT DEMOGRAPHIC DATA COLLECTION
1. PURPOSE. The purpose of this General Order (GO) is to establish policy,
reporting procedures, and define California Highway Patrol employee responsibilities in
the collection of demographic data. It is further intended that this GO shall ensure the
data is accurate and affirms the integrity of the collection process.
2. GENERAL.
a. On October 3, 2015, Governor Brown signed Assembly Bill 953, known as the
Racial and Identity Profiling Act of 2015 (RIPA), which requires the collection and
reporting of specified demographic data for all enforcement contacts to the
California Office of the Attorney General (OAG). As outlined in Government Code
(GC) Section 12525.5, and associated regulations, the Department must begin
collecting expanded demographic data on July 1, 2018.
b. In an ongoing effort to maintain public trust, the Department’s enforcement
efforts must be consistent with the Department’s organizational values of respect for
others, fairness, ethical practices, and equitable treatment for all. As such, all
enforcement actions by members of the Department must be based on sound
professional judgment and accomplished in a businesslike, firm, impartial,
courteous, and consistent manner.
3. DATA COLLECTION.
a. In compliance with GC Section 12525.5 and Title 11, California Code of
Regulations, the Department will collect specified data elements for each public
contact on the CHP A415, Daily Field Record, in the departmental Activity Tracking
System (ATS). These data elements include the following:
(1) Originating Agency Identifier number.
(2) Date, time, and duration of stop.
(3) Location of stop.
1 GO 100.21
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CALIFORNIA HIGHWAY PATROL
GENERAL ORDER 0.7
REVISED JULY 2019
CITIZENS’ ADVISORY BOARD
1. BACKGROUND.
a. In 1991, at the direction of the Commissioner, a departmental task force was
convened to review and provide recommendations to the Commissioner regarding
the California Highway Patrol’s (CHP) policies on the use of force.
b. The Citizens’ Ad Hoc committee was formed in 1992 to conduct an
independent review of the findings of this task force, as well as the Department’s
policies regarding the use of force. The committee, composed of 6 citizens not
associated with the Department, provided recommendations to the Commissioner
based on their findings. Twelve recommendations were contained in an April 1993
report to the Commissioner. The recommendations were adopted, and the Ad Hoc
Committee was renamed the “Citizens’ Standing Committee on the Use of Force.”
The Citizens’ Standing Committee on the Use of Force conducted an annual review
of the Department’s use of force policies, and periodically reported its findings and
recommendations to the Commissioner.
c. In response to the committee’s recommendation to broaden its purview, in 1996
the Citizens’ Standing Committee on the Use of Force was renamed the Citizens’
Oversight Committee (COC).
d. In 2009, due to the nature of the committee as an advisory body to the
Commissioner with no statutory authority to make substantive decisions for the
Commissioner or for the Department, the COC was renamed the Citizens’ Advisory
Board (CAB).
e. The meetings held by the CAB are not subject to the requirements of the
Bagley-Keene Open Meeting Act (Government Code Section 11120 et seq.).
2. MISSION.
a. The mission of the CAB is to provide the Commissioner objective,
community-based input regarding issues of significance to optimize accountability
1 GO 0.7
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and objectivity. Citizen advisory boards play an important role in strengthening
community trust in law enforcement by providing neutral third-party insight and a
productive exchange of ideas.
(1) Objectives.
(a) The CAB is to serve as an advisory body to the Commissioner with
the primary purpose of providing objective review and input concerning
departmental policies, procedures, training, reporting, and controls to
determine consistency with the demands of public safety as well as legal,
moral, and public expectations. Areas of concern may include, but are not
limited to:
1 Use of force/enforcement contact issues.
2 Civilian complaint investigations.
3 Equal employment opportunity issues.
4 Management and supervisory practices.
5 Personnel practices including selection and hiring procedures.
6 Public perception/image.
(2) Members’ Role.
(a) To increase the Department’s ability to understand their
community/constituent concerns and needs relating to the Department.
(b) To function as a “sounding board,” both as individuals and as a
committee to identify and address issues that affect and/or impact the
Department.
(c) To communicate this information to the Commissioner through the
advisory board process.
3. BOARD MEMBERSHIP.
a. Every effort shall be made to ensure CAB membership reflects the state’s
population, taking into consideration geographic, ethnic, gender, and cultural
diversity. Members shall be residents of California, mature, responsible, and drawn
from among prominent individuals of integrity, reputation, and judgment.
Membership qualities should include, but are not be limited to:
GO 0.7 2
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 42
CALIFORNIA HIGHWAY PATROL
GENERAL ORDER 6.11
REVISED OCTOBER 2018
COMMISSION ON ACCREDITATION FOR LAW ENFORCEMENT AGENCIES, INC.,
ACCREDITATION
1. PURPOSE. The purpose of this General Order (GO) is to establish policy and
reporting procedures associated with the Commission on Accreditation for Law
Enforcement Agencies, Inc., (CALEA) accreditation process. The purpose of CALEA is
to improve the delivery of public safety services by maintaining a body of standards
developed by public safety practitioners, establishing and administering an accreditation
process, and recognizing professional excellence. The Department participates in the
CALEA Advanced Law Enforcement, Public Safety Communications, and Public Safety
Training Academy accreditation programs.
2. GENERAL.
a. The CALEA was created in 1979 as a credentialing authority through the joint
efforts of the following major law enforcement executive associations:
(1) International Association of Chiefs of Police.
(2) National Organization of Black Law Enforcement Executives.
(3) National Sheriffs’ Association.
(4) Police Executive Research Forum.
b. The CALEA accreditation process is a proven modern management model that
promotes the efficient use of resources and seeks to improve service delivery.
c. The accreditation program provides law enforcement agencies an opportunity
to demonstrate adherence to an established set of professional standards that:
(1) Require an agency to develop a comprehensive and uniform set of written
directives as a method of evaluating administrative and operational goals,
while also providing direction to agency personnel.
(2) Provide the necessary reports and analyses needed for fact-based,
informed management decisions.
1 GO 6.11
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(3) Strengthen an agency’s accountability, both within the agency and the
community, through a body of standards that clearly define authority,
performance, and responsibilities.
(4) Can limit an agency’s liability and risk exposure by demonstrating that
internationally recognized standards have been met and verified by a trained
team of independent assessors.
(5) Facilitate an agency’s pursuit of professional excellence.
(6) Provide agencies with a continuing flow of information about exemplary
policies, procedures, and projects, as distributed by CALEA.
(7) Facilitate agencies’ efforts to increase transparency and public trust.
(8) Promote communication between various departmental offices and
Divisions.
3. POLICY. As a requirement of accreditation, the Department shall familiarize its
employees with the accreditation process. As such, commanders shall ensure all
departmental employees, including nonuniformed personnel, are familiar with the
CALEA accreditation process within 30 days of hire. The Academy shall ensure cadets
are familiar with the CALEA accreditation process prior to graduation.
a. Familiarization with the CALEA accreditation process should be accomplished
by:
(1) Viewing the informational video available on the California Highway Patrol
(CHP) Intranet site: http://home.chp.ca.gov/org/dep_comm/oac.html.
(2) Reviewing the content of this GO.
(3) Ongoing discussions with employees regarding the CALEA accreditation
process.
(4) Completion of the nonuniform orientation course at the Academy or online.
4. PROCESS. Accreditation requires an in-depth review of every aspect of the
Department’s organization, management, operations, and administration. The primary
focus of the accreditation process is demonstrating compliance with the standards
established by CALEA.
a. Accreditation Process. The CALEA accreditation process consists of the
following five phases:
GO 6.11 2
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DEPARTMENT MANUAL
Volume I
Revised by Administrative Order No. 19 November 8, 2019
345. POLICY PROHIBITING BIASED POLICING. Discriminatory conduct on the basis of
an individual's actual or perceived race, religion, color, ethnicity, national origin, age, gender,
gender identity, gender expression, sexual orientation, disability, immigration or employment
status, English language fluency or homeless circumstance, is prohibited while performing any
law enforcement activity. All law enforcement contacts and activities, including, but not limited
to, calls for service, investigations, police-initiated stops or detentions, and activities following
stops or detentions, shall be unbiased and based on legitimate, articulable facts, consistent with
the standards of reasonable suspicion or probable cause as required by federal and state laws.
Officers shall not initiate police action where the objective is to discover the civil immigration
status of any person and shall strictly adhere to the Department's immigration enforcement
guidelines as outlined in Department Manual Sections 41264.50 and 41264.55.
Department personnel may not use race, religion, color, ethnicity. national origin, age, gender,
gender identity, gender expression, sexual orientation, disability (to any extent or degree),
immigration or employment status, English language fluency or homeless circumstance as a
basis for conducting any law enforcement activity, including stops and detentions, except when
engaging in the investigation of appropriate suspect-specific activity to identify a particular
person or group. Department personnel seeking one or more specific persons who have been
identified or described in part by their race, religion, color, ethnicity, national origin, age, gender,
gender identity, gender expression, sexual orientation, disability (to any extent or degree),
immigration or employment status, English language fluency or homeless circumstance; may
rely, in part, on the specified identifier or description only in combination with other appropriate
identifying factors; and may not grant the specified identifier or description undue weight.
A failure to comply with this policy is counterproductive to professional law enforcement and is
considered serious misconduct. Any employee who becomes aware of biased policing or any
other violation of this policy shall report it in accordance with established Department
procedures.
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Volume 4
202.02 AUTOMATED FIELD DATA REPORTS/COMPLETION AND TRACKING.
Officer's Responsibilities. Sworn personnel assigned to any field, specialized, or investigative assignment (e.g., patrol, task force, detective, and plain clothes assignments) shall complete
an Automated Field Data Report (AFDR) for every person detained or searched regardless of the initial reason for the encounter (e.g., traffic stop, radio call, observation, task force). All
AFDR reports shall be completed by end of watch or, if exigent circumstances exist, as soon as practicable.
Overtime and Off-Duty Assignments. The same AFDR completion requirements also apply to officers working any:
• Overtime assignment to include bu t not limited to Cash Overtime Allotment for Scheduling and Timekeeping (COAST), Metropolitan Transit Authority, or Bureau/Area/division
overtime details; and
• Off-duty uniformed assignment that is pu rsuant to a Memorandum of Understanding or other contractual relationship with the Department. These off-duty uniformed assignments
include, but are not limited to, Dodger games, Staples Center events, and the USC or NFL football game details.
Exceptions to Completion Requirements. Officers are not required to complete an AFDR in the following circumstances:
• Detentions that occur during public sa fety mass evacuations, including bomb threats, gas leaks, flooding, earthquakes, and other similar critical incidents;
• Detentions that occur during an active shooter incident, such as when an individual is actively engaged in killing or attempting to kill people in a populated area;
• Detentions or searches that occur d uring or as a result of routine security screenings required of all persons to enter a building, school or special event, including metal detector
screenings and any secondary searches that result from that screening;
• Detentions that occur during a c rowd c ontrol situation in which pedestrians are directed to remain at a location or routed to a different location for public safety purposes;
• Interactions during which persons a re detained at a residence only, so that officers may check for proof of age for purposes of investigating underage drinking;
• Checkpoints or roadblocks in which a n officer detains a person as the result of a blanket regulatory activity that is not based on an individualized suspicion or personal characteristic;
• Passenger(s) of traffic stops who are n ot the subject of an investigation or enforcement action (e.g., any person(s) being asked to exit the vehicle simply because it is being
impounded);
• The targeted subject(s) of a warrant, search condition, home detention, or house arrest while in their residence; or,
• Consensual encounters that do not result in a search.
Perception. As set forth below, officers must report their perceptions of specified characteristics regarding the person stopped, detained, or searched. Perception is
considered to be the process through which an officer recognizes and interprets sensory information to draw a conclusion about the person being detained or searched. An
officer�s perception shall be based on personal observations only; he or she shall not ask another person for input or refer to an identification document or other written
form to verify information about an
individual. Perception can be decided prior to, during or after the detention.
With respect to the person being detained or searched, the officer shall report his or her own perception regarding the following:
• Perceived race or ethnicity of the person detained;
• Perceived age of the person detained;
• Perceived gender of the person detained;
• Whether the person detained is perceived to be lesbian, gay, bisexual or transgender;
• Whether the person detained is perceived to have limited or no English fluency; and,
• Whether the person detained is perceived or known to have a disability.
Multiple Officers. When there are multiple officers at the scene and interacting with the detained or searched person(s):
• Only one officer shall submit the AFDR;
• The officer with the highest level of engagement (contact or interaction ) is responsible for completing the AFDR; and,
• All actions taken by each officer in the detention or search shall be included in the AFDR.
Multiple Agencies. If more than one agency is involved in the detention or search, the primary agency shall complete all of the AFDRs. If a non-reporting agency, such as the Federal
Bureau of Investigation or Los Angeles County Probation Department, is the primary agency involved, a reporting agency, such as the Los Angeles Police Department or Los Angeles
Sheriff's Department, is responsible for completing the AFDR(s).
Completion Requirements. Officers shall complete an AFDR electronically on the Department's Local Area Network (LAN), mobile phone application or Mobile Digital Computer
(MDC). Current electronic versions of the Officer AFDR Completion Guide and the Supervisor AFDR Completion Guide are available to provide guidance in completing the AFDR. In
addition, officers shall provide a Department business card to each person who meets the above criteria as outlined within the Officer's Responsibilities heading and in accordance
with Department Manual Section 4/296.01. The business card shall include the date and time of the stop, detention, or search and the last four digits of the related incident
number.
Note: If it is determined that an AFDR requires removal from the system, after the AFDR has been uploaded into the server, an Intradepartmental Correspondence, Form 15.02.00,
shall be sent to the Commanding Officer, Application Development and Support Division.
If the AFDR system is inoperable or the officer is unable to access the AFDR system, the officer shall complete the California Department of Justice (Cal DOJ) Stop Data Collection Form.
The purpose of this form is to document the AFDR detention or search data, so that the officer can accurately input this information into the AFDR System at a later time when access is
gained, or at the officer's next regularly scheduled start of watch. Officers shall retain the hard copy Cal DOJ Stop Data Collection Form until the data is entered into the AFDR System.
Once the data is entered into the AFDR System, the hard copy Cal DOJ Stop Data Collection Form shall be disposed of in a Department shredder.
Note: The AFDR Completion Guides and the Cal DOJ Stop Data Collection Form are accessible in the AFDR/Incident Tracking System link within the Applications setting on the
Department's LAN or within the AFDR folder in the LAPD Applications Launcher (LAN or MDC).
Recording AFDR Information on Various Activity Reports and Logs.
Officers completing an Electronic Daily Field Activities Report (EDFAR) shall document the number of AFDRs (if any are required to be completed) for each incident.
Officers completing a Daily Field Activities Report (DFAR), Form 15.52.00, or Traffic Daily Field Activities Report (TDFAR), Form 15.52.01, or appropriate log used by specialized
divisions to record field activities shall record:
• The number of persons contacted during the stop. For example, the C# field on the DFAR/TDFAR shall indicate the number "1" if a single person is contacted;
• The number of AFDRs completed during the activity/incident. For example, the F# field on the DFAR/TDFAR shall indicate the number "1" if one AFDR is completed; and,
• The AFDR number generated by the system. For example, the Disposition field on the DFAR/TDFAR shall indicate "AFDR #12345678."
Supervisor's Responsibilities. Supervisors shall be responsible for:
• Reviewing AFDRs in a timely manner to ensure that officers are properly completing the AFDR in accordance with the Officer AFDR Completion Guide and Supervisor AFDR
Completion Guide; and,
• Editing or directing the completing officer to revise the narrative portions of the AFDR, when appropriate.
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The new AFDR system will include data fields that require Department personnel to complete a narrative as it relates to the reason for the stop and basis for the search. The supervisor shall
ensure that a legal basis for the detention and search (if applicable) is adequately articulated. In addition, the supervisor shall protect the anonymity of all parties involved by:
• Ensuring there are no identifying characteristics listed of the person(s) or suspect(s) being stopped (e.g., name of individual, license plate number, date of birth, booking number); and,
• Ensuring there are no identifying characteristics listed of the officer(s) involved (e.g., name, serial number, badge number).
Watch Commander's Responsibilities. Watch commanders shall be responsible for ensuring that supervisors review AFDRs for completeness and accuracy in a timely
manner.
Commanding Officer's Responsibilities. Commanding officers shall be responsible for ensuring that:
• All employees in their command adhere to established guidelines for the completion of the AFDRs; and,
• ALL AFDRs are reviewed by a supervisor in a timely manner.
Application Development and Support Division's Responsibilities. Application Development and Support Division shall:
• Process and maintain the AFDR data in an electronic database; and,
• Maintain and update the Officer AFDR Completion Guide and Supervisor AFDR Completion Guide, as necessary.
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POLICE TRAINING AND EDUCATION - 2019 BIASED POLICING REDUCTION STRATEGY
Police Training and Education was requested to provide an update on the efforts being made in
training to provide a consistent and comprehensive Biased Policing Reduction Strategy
throughout Department training plan. This overview provides some history and context for the
priority this topic has had in Department training, and the need to continually evolve to help
shape the culture and core values of the Department.
Racial Profiling Training
In 1999, State Senator Kevin Murray (Drafted Senate Bill (SB) 1109, which required Racial
Profiling training for all officers. As a result, POST created a committee, including
representatives from LAPD, to design curriculum for all California law enforcement. The
committee developed Racial Profiling curriculum for academy level instruction, an initial five
hour course for all in-service officers and also created the requirement that officers must be
retrained every five years on the topic of racial profiling. These requirements have been
implemented by the Department.
On November 2, 2000, the Los Angeles City Council and Mayor approved the Civil Rights
Consent Decree with the United States Department of Justice (DOJ). On June 15, 2001, the
Court formally entered the Consent Decree into law. Within the Consent Decree, one Paragraph
in particular, Paragraph 117, directly addressed the training needs as it relates to race, bias, and
the manner in which the Department policed diverse communities. Multiple other paragraphs
address related training requirements in regards to persons with mental illness, retaliation and
community relations to name a few.
Paragraph 117 of the Consent Decree states, "The LAPD shall continue to provide all LAPD
recruits, officers, supervisors and managers with regular and periodic training on police integrity.
Such training shall include and address:
• Cultural diversity, which shall include training on interactions with persons of
different races, ethnicities, religious groups, sexual orientations, persons of the
opposite sex and persons with disabilities, and also community policing.
• Fourth Amendment and other constitutional requirements, and the policy
requirements set forth in paragraphs 102-103, governing police actions in
conducting stops, searches, seizures, making arrests and using force; and
• Examples of ethical dilemmas faced by LAPD officers and, where practicable
given the location, type and duration of the training, interactive exercises for
resolving ethical dilemmas shall be utilized."
Since 1996 the Department has been sending officers to the Museum of Tolerance for an eight
hour course on diversity, discrimination, bias, community conflict, hate crimes and tolerance.
Prior to 1996 the Director of Training and Education and the Officer-in-Charge of the Human
Relations Unit at the Police Academy worked closely with the Museum to develop a law
enforcement specific course which ultimately was approved by POST and officers from all over
the state have attended. In 2001, the Department worked with the Museum to create a new
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POLICE TRAINING AND EDUCATION - 2019 BIASED POLICING REDUCTION STRATEGY
course which included two segments: Beyond Diversity and Racial Profiling. Once POST
approved the Department entered into a contract with the Museum to send officers through the
new course. Since 1996, the Department has sent approximately 22,330 officers to the various
courses offered by the Museum. This number includes active officers and officers who are no
longer with the Department. This number does not include reserve officers or civilian personnel.
Racial Profiling Policy
In 2001, the Department created policy prohibiting racial profiling. This policy was integrated
into a number of in-service training classes. The term racial profiling was used interchangeably
with the term "biased policing". In 2010, the Department adopted a policy replacing the term
"biased policing" with the term "constitutional policing" which included violations of
constitutional law. Constitutional policing was then integrated in Department training within
numerous courses. The concept of constitutional policing continued to evolve based on research
and national trends on the subject matter. The Department has evolved in the use and
understanding of terminology in this area from biased policing, to Fair and Impartial Policing, to
Implicit Bias, to Procedural Justice.
To further improve the Department's response to concerns from the community regarding fair
and impartial policing, in 2003, the Department created the Diversity Training Review
Committee. The Department sought input from external stakeholders, including a variety of
affiliates from a range of organizations. Those organizations included, but was not limited to the
following groups:
• City of Los Angeles, Human Relations Commission
• City of Los Angeles, Mayors Office
• City of Los Angeles Department on Disability
• Greater Los Angeles Association for the Deaf
• National Association for the Advancement of Colored People (NAACP)
• University of California School of Public Policy
• Los Angeles Unified School District
• Museum of Tolerance
• Anti-Defamation League (ADL)
• California State University of Northridge (CSUN)
• First African Methodist Episcopal (AME) Church
• Los Angeles Times
• University of Southern California
• Los Angeles Urban League
The committee provided community and special interest input, including the recognition that the
Department had "silo" based training and recommended integration and cross referencing of
certain topics throughout training. It was emphasized that training on single blocks of instruction
was considered an outdated form of teaching complex topics with adult learners and that
Department training needed to evolve further in its' methodology.
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POLICE TRAINING AND EDUCATION - 2019 BIASED POLICING REDUCTION STRATEGY
The topic was of Constitutional and Biased Policing was presented to the Direct Reports at the
Senior Staff meeting and then at the General Staff meeting in 2010. The Chief of Police then
recorded a video on Constitutional and Biased Policing and required that all employees view the
video along with a Chief of Police Notice on the same topic. Additionally, during 2010, the
Department held a Department-wide Police Officer IIl+I meeting where customer service, and
issues of Biased Policing and Leadership were discussed. Training was also provided to all
Command Staff and sworn supervisors on the adjudication of Biased Policing complaints.
Fair and Impartial Policing Training
From 2014 to 2017, Fair and Impartial Policing (FIP) provided the next generation of progress in
Department training by including scientific research and clarification of the differences between
implicit and explicit bias, as well as discussions on strategies to minimize the impact of implicit
bias through contact theory and counter stereotype exposure.
An executive level course was delivered by Dr. Lorie Fridell and her staff to all Command
Officers (sworn and civilian) in December of 2014. The focus was twofold: first on individual
awareness and then on understanding how bias can influence management practices and systems.
The training was well received and it was determined that the Department would invest in a
Train- the-Trainer (TTT) course so the Department could deliver the course on Fair and Impartial
Policing in an efficient and cost effective manner to all employees. Given the national high
demand of the fair and impartial policing curriculum, the first TTT that could be scheduled was
in September 2015. Twenty-five cadre members were selected from 95 applications of sworn
and civilian Department employees. After the training was completed, the cadre met numerous
times to design a plan to address the ongoing training needs at different levels of the organization
(Academy, Police Sciences and Leadership I, Field Training Officers, Supervisors, Civilian, and
Command Staff).
Academy staff ensured that the fair and impartial policing concepts were addressed thoroughly in
academy curriculum and also in the Police Sciences and Leadership I training course that occurs
eleven-months post-graduation from the academy.
The next group the cadre focused on was Field Training Officers (FTO) who are required to
attend 24 hours of specific training every two years as required by POST. Given the current
national discussion in policing on the topic of FIP, the Department determined there was a need
to add an additional day to the FTO update Course to emphasize fair and impartial policing
mental illness, and interactions with the lesbian, bi-sexual, transgender, and questioning
(LGBTQ) community. Four hours are now dedicated to fair and impartial policing in the
updated 32-hour FTO course.
The Department Supervisor Update Course and Civilian Supervisor Course both have an existing
block on understanding and investigating complaints with a particular focus on bias policing
complaints. This existing curriculum for these supervisor schools have been evaluated and
updated.
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POLICE TRAINING AND EDUCATION - 2019 BIASED POLICING REDUCTION STRATEGY
Procedural Justice Training
As the national discussion on policing expanded across the nation from 2013-2016, training on
Implicit Bias and Procedural Justice quickly came to the forefront as the Report on the
President's Taskforce on 2 !51 Century Policing was released in 2015. During 2017 there was a
Department-wide effort to train all officers with the research related to Implicit Bias. A deeper
understanding of implicit bias allowed for the next wave of learning to expand into the
application of internal and external procedural justice. Procedural justice is the concept that
involved parties are more likely to accept police legitimacy, irrespective of the outcome as long
as the process is deemed "fair." This has been evolving as a cornerstone concept within the
examination of external police contacts, the efficacy of community interventions, and the
assessment of internal department processes.
In order to generate a more indepth understanding, the tenets of procedural justice
(trustworthiness, respect, neutrality and voice) have been integrated into academy training and all
promotional schools including Police Sciences and Leadership 1/11,F ield Training Officer
Update, Supervisory School, Watch Commander School and Command Development. All
Command Officers shared a collective overview on Procedural Justice in December, 2018 and
the new quarterly leadership brief to be released in DP 4, highlights procedural justice for
Department Supervisors to review at roll call and squad meetings. The supervisors with
GED/Metro received a specialized training on procedural justice during March 2019 and in
April, the Direct Reports to the Office of Operations will also received a specialized training in
procedural justice. The Department recognizes that following the tenets of procedural justice will
positively impact the communities we serve, while minimizing responses potentially related to
implicit bias.
Current Curriculum Content-
The following section describes what is taught relative to Procedural Justice (including implicit
bias and racial profiling) at the various levels within the Department. It is a comprehensive list
across several different courses because implicit bias can be present in a number of different
ways and should not be limited to only race.
• Regular Basic Course (recruit training): In 2015, police recruits in the Academy received
content related to fair and impartial policing and implicit bias throughout their six-month
academy training. The eight hours of training from the Museum of Tolerance is specific to
this subject however these concepts are reinforced throughout the academy training during
scenario debriefs and specifically during the 3.5-hour pedestrian stops segment. During this
segment the instructor defines biased policing, teaches the history of the Civil Rights
movement, includes legal considerations, and discusses the negative impact of biased
policing on individuals in the community. By 2017, content was expanded to include the
tenets of Procedural Justice. The below chart identifies several areas where these content
areas are integrated into the basic academy course.
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POLICE TRAINING AND EDUCATION - 2019 BIASED POLICING REDUCTION STRATEGY
ACADEMYC ONTENTR ELATEDT O INCREASINGU NDERSTANDINGA ND REDUCINGB IAS
ClassN ame Event Session Week Hours LO Description
No.
Transition from Civilian to Event 1 / Police Discussion on Officers transition
Sworn Sciences 1 1 1 42 to sworn
You as a Culturally Diverse Cult Diversity/Police Discussion on Community
Community Science 2 1 3 42 Diversity
Event 1 / Police CAPRA Discussion / Problem
"C" is CAPRA Science 3 1 1 1 Solving
Event 1 / Police Cultural Diversity/
Sexual Harassment Science 4 1 3 42 Discrimination
Basic Racial Profiling/Biased
Policing PED Stop 10 3 3.5 42 P.O.S.T 1070 Course
Communications Skills Traffic Enforcement 3 5 1 3 8 -Step / 5 -Step Scenarios
Traffic Stop-Male provides
female I.D. Traffic Enforcement 4 5 1 3 5 -Step/ Scenarios
Traffic Stop-Scenarios Traffic Enforcement 12 7 2 28 8 -Step/ 5 -Step Scenarios
Crimes Against
LGBTQ Persons 2 7 4 95 Case Studies
Crimes Against Case Studies and Museum of
MOT+ Hate Crimes Persons 8 11 8 42 Tolerance
Scenarios DV-COP-Ethical
dilemma Family Violence 7 13 3 25 Domestic Violence Studies
Event 1 / Police Recruit Officers Transitioning to
Police in Transition Sciences 4 21 3 1 Police Ofer
* Tutorials
* Additional Test Remediation
LD28 ,~i
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33.S
• Police Sciences and Leadership I (PSLI): The Department fully implemented the Police
Sciences Leadership I training course in January of 2016. This course is taught to all new
officers who have graduated the academy and are generally in their eleventh month of their
twelve-month probationary field training program. This course was designed to build on the
basic academy training and integrate experiences from their field experience during the first
week and is then followed by the completion of the 40-hour course, Mental Health
Intervention Training (MHIT).
In addition to leadership, emotional intelligence and investigative skills, the course currently
includes four hours of education on Implicit Bias as presented by Dr. Bryant Marks. The
module defines bias and bias policing with an academic discussion that includes how humans
establish bias, the difference between implicit and explicit bias, stereotypes, policing's
negative history, and how all people tend to judge themselves by their intentions but they
typically judge others by their actions. Empathy, contact theory and procedural justice are
presented as ways in which to over-come the negative impact of bias.
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POLICE TRAINING AND EDUCATION - 2019 BIASED POLICING REDUCTION STRATEGY
Day two includes a module called Care of Victims and Witnesses that focuses on the victim
and the victim's fears. The concept of "suspending one's own frame ofreference" is
introduced. This is intended to prevent an officer from becoming de-sensitized to the trauma
victims experience due to over-exposure to crime and trauma throughout an officer's career.
Bias is again discussed.
Day three includes a 1.5-hour Procedural Justice module and requires all participants to tum
in a written assignment on Procedural Justice and law enforcement. The discussion of bias is
again discussed.
Additionally, blocks of instruction called Use of Force Philosophy and Use of Force
Mindfulness - include additional teachings on bias and its impact on police-community
contacts. These modules together are an additional 5.5-hours.
• Police Sciences and Leadership II (PSLII): After PSL I during the 11thm onth in the field,
academy classes are returned to training as a class two years later (d uring their 3rct year on the
job) for PSLII. During this one week course, there is a return to basics and scenarios in all
skill areas including de-escalation, procedural justice, ethics, and peer support. The week
closes out with an overview of the Use of Force process and the final activity is a
presentation from Critical Incident Review Division where they have to determine how to
apply the criteria for a Use of Force adjudication.
• Various In-Service Training: As part of the ongoing training and education efforts required
by POST, all officers must complete updated training on biased policing every five years.
Currently, as discussed earlier sworn employees undergo updated training through ten hours
of training at the Museum of Tolerance (Beyond Diversity: Integrity as a Tool for Building
Community Trust and Racial Profiling Update). This training enhances an officer's
understanding of biased policing, the Civil Rights movement, and legal, ethical, and
community considerations.
The Museum of Tolerance courses are described below:
OT 232 Cultural This course is a diversity of awareness workshop utilizing the dynamics of a
Diversity, Tools for highly interactive technology based Museum of Tolerance Facility to promote
Tolerance understanding of prejudice and intolerance for both in-service and basic
academy law enforcement agency personnel in public contact positions as
approved by the Department head.
OT242 Building This course is made of two separate -
Community Trust COURSE 1 The Beyond Diversity: Integrity as a Tool for Building
Community Trust (6 Hour) This course advances the tools introduced in the
Tools for Tolerance® Cultural Diversity Program. Law enforcement personnel
examine the efficacy of respect and trust as tools for building productive
relationships with diverse communities. Integrity is introduced as a
fundamental element in building trust and respect. Participants explore the
concept of integrity and how to build integrity to ensure ethical decision
making.
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POLICE TRAINING AND EDUCATION - 2019 BIASED POLICING REDUCTION STRATEGY
COURSE 2 Racial Profiling Update: (4 Hour) This course meets the
mandate requiring racial profiling update training. This class provides students
with an updated and enhanced understanding of racial profiling. Using the
prior POST training as a template, this course utilizes videos and interactive
activity to further explore the five areas defined in the original 5-hour training:
Defining Racial Profiling, Legal Considerations, History of Civil Rights,
Community Considerations, and Ethical Considerations.
• September 2014: The Department's Mental Health Intervention Training 40-hour course
which teaches officers effective interactions with people with mental illness and
developmental disabilities is now required training for all patrol officers to attend this course.
The course addresses the American Disabilities Act (ADA) and the need for equal
application of the law to people protected by the ADA. Further, the topic of stigma and/or
bias related to mental illness, homelessness, PTSD, and suicidality is explored as it is related
to potential referrals, treatment, family involvement and calls for police service.
• July 2015: The Department created a 5-hour block of instruction on Preservation of Life and
Building Public Trust. This training was delivered to the entire Department and contained
segments focused on Constitutional Policing and the prohibition of biased policing.
• June 2016: In the Field Training Officer (FTO) Update, FTOs must understand their own
bias and be able to effectively address bias in a new officer, therefore, a module on fair and
impartial policing has been added to the 32-hour course.
• March to October, 2017: Implicit Bias Training (4 hours) was delivered to 9, 188 LAPD
employees by Dr. Bryant Marks. Trainers throughout the Department who train in this
content area were responsible to integrate content and ensure consistency with ongoing
Department Training.
• LGBTQ Cultural Competency Training in Roll Call - this is a Department-wide effort to
increase the understanding of the LGBTQ communities across the Department. Specialized
teams of officers and community members are attending roll calls at every Division
throughout 2019. A newly approved Transgender Employee Handbook has been created to
support employees and supervisors in knowing Department resources and direction for
providing a safe and inclusive environment for all employees.
• Supervisory Development Course: Internal Affairs teaches a two-hour block of instruction
on Constitutional Policing, which is teaches how to conduct bias policing investigations.
This includes identifying what bias policing is and reinforcement of the policy prohibiting it.
After the report to the Board of Police Commissioners in 2018, the content was again
reviewed and updated.
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POLICE TRAINING AND EDUCATION - 2019 BIASED POLICING REDUCTION STRATEGY
• Watch Commander School Course: The concepts of anti-bias are discussed in segments
about public scrutiny, public distrust oflaw enforcement, detentions and arrests, and the 4th,
5th,6 th,a nd 14tha mendments. Additionally, the course covers the following:
• Reinforces that detentions shall not be based on race, color, ethnicity, or national origin
and the responsibilities of a watch commander in supervising and signing booking
approvals.
• Complaint investigations and the need to identify if there is discrimination (e.g. on the
basis of race, ethnicity, gender, religion, national origin, sexual orientation or disability),
including improper ethnic remarks and gender bias.
• Conflict Resolution Training- Through partnership with Pepperdine University, the
Department has invested in securing outside funding for Detective, Sergeant and Lieutenant
level supervisors to attend a four-day training in Conflict Resolution. This training
incorporates an understanding of bias and how to understand others in the midst of conflict
resolution efforts. As of January, 2019, there were sixty-six supervisors who had attended.
Additionally, all Command Staff (130) attended a shortened two-day version of this course in
the Spring of 2018.
• Command Development: The curriculum for the Command Development course, presented
to those on the Captain and Police Administrator lists, has a module on cultural diversity and
discrimination which has been taught since 1992. This module includes bias, stereotypes,
impacts internally and externally, diversity and unlawful discrimination. This class has had
numerous revisions over the years as the Department has had to incorporate lessons learned
from various law suits, legal updates, and nationwide trends.
Mr. Arif Alikhan personally teaches the block of Constitutional Policing at Command
Development, which is focused on policy prohibiting biased policing and the constitutional
enforcement of the law during public contacts. Additionally, senior Command Officers teach
classes on building public trust and the importance of our Department's challenges with
minority communities and the need to build public trust.
• Leadership Enhancement And Development Sessions (LEADS) - In 2018, at the first LEADS
training under the direction of the new Chief of Police, an overview was provided on
Procedural Justice to all Command Staff.
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POLICE TRAINING AND EDUCATION - 2019 BIASED POLICING REDUCTION STRATEGY
Response to the BOPC from the 2018 PSB Report:
In addition to the comprehensive training efforts listed above, key training initiatives were
outlined in the last PSB report to the Board of Police Commissioners and progress on each items
have been listed below:
1. Leverage supervisors to provide in-person training to officers
a. Supervisor School and Watch Commander School were both updated in the Fall
of2018 in collaboration with PSB. Additionally, all supervisors will be given
training on how to review Body Worn Video from three different perspectives; 1)
Legal and Policy Considerations; 2) Tactical Considerations; and 3)
Considerations related to Procedural Justice
b. Quarterly Leadership Briefs - have been introduced on the LAN page next to the
Chiefs message to provide the Chiefs leadership expectations and key debriefing
points for supervisors during roll call and squad meetings. This will provide the
Chief an opportunity to provide a quarterly message to Department leaders.
2. Leverage technology to provide interactive, uniform messaging on policy and best
practices to all officers.
a. All officers have been required to complete three key elearning modules related to
reinforcing constitutional policing and ensuring the legality of every stop. The
completion of these courses are due by the end of DP4.
i. Consensual Encounters
ii. Probable Cause
iii. Resonable Suspicion
b. Production of a new elearning is underway and will outline the new Alternative
Complaint Resolution (ACR) process that is being finalized through PSB. Once
the process is finalized, the el earning will provide a review of key topics related
to the prevention of bias as well as an informational guide to the new program.
3. Develop specific targeted training for Area Divisions with high volume of biased
policing complaints as identified by Professional Standards Bureau (PSB).
a. In collaboration with the Los Angeles Women's Police Officer's Association
(LA WPOA), the Department is able to benefit from an outside grant that provides
a specialized Community - Police Experience. The pilot of this program started
with a day of officer training (April 2) and a day of community training (April 4),
and then a shared experience (April 11th)t hat incorporates understanding from
both the community and law enforcement experience. The grant provides an
opportunity to deliver this training in each of the four geographical Bureaus. A
greater number of officers from the higher volume areas will be allowed to attend.
b. Specialized training was designed and implemented for all officers assigned to
Gang Enforcement Details and the Metro Units assigned to work with them. This
training, Best Practices in Proactive Policing, was delivered to all officers and
supervisors in these units during January, 2019. A subsequent follow-up meeting
with all supervisors was conducted in March with a refresher on legal matters and
a more in-depth training on Procedural Justice. A total of 549 officers/supervisors
were trained.
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POLICE TRAINING AND EDUCATION - 2019 BIASED POLICING REDUCTION STRATEGY
c. Research on Implicit Bias as presented previously to the BOPC indicates that the
best kinds of interventions related to the reduction of bias have to do with Contact
Theory, Habit-Breaking Strategies and Mindfulness.
d. As previously mentioned, all Divisions will be receiving the specialized training
on LGBTQ Cultural Competency and additional outside training opportunities are
being evaluated.
4. Develop Command Staff as experts in engaging with the community through
Bureau Town Hall Meetings and LEADS Training
a. On November 1, 2018, all Command Officers received three hours of training on
"Public Engagement: A Vital Leadership Skill in Difficult Times" by the Dean of
the School of Public Policy at Pepperdine, Pete Peterson, and the former Chief of
Police from San Luis Obispo, Deborah Linden.
b. Community Engagement is also covered extensively in the Command
Development Course for new Commanding Officers.
5. Institute a Biased Policing Complaint Overview and Video Review
a. Development and production of this video has been slower due to the need for the
Department-wide production of the first three elearning courses from Item 2 and
the implementation of the new Quarterly Leadership Briefs.
b. To complete this intiative, additional information is also needed in order to
convey accurate and current information about the new ACR program.
c. The current video review form being introduced to supervisors and watch
commanders should be able to assist with the completion of this item.
Conclusion
The Department has a long history of training that originally began with cultural diversity
training, then diversity and discrimination training and today includes cultural diversity,
discrimination, biased policing, procedural justice and fair and impartial policing topics. The
Department learned through error that such training should not be developed in isolation. Since
the early 1980's and continuing through today, the Department partners with various advocacy
groups, professionals, community members, educators and other law enforcement agencies when
designing this type of critical training. It is not enough to simply prohibit biased policing in
policy, but constitutional policing and the emphasis on Department Core Values must be taught
and reinforced throughout the Recruit Basic Course, In-Service Training, and all supervisor and
management schools.
It is critically important that the Department remains focused on continuous improvement in the
design, development and delivery of courses that educate employees on these most important
subjects. The Department will continue to partner with external resources, including community
members to continue the evolution of such training such that it may better serve the community
of Los Angeles.
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- - - ------ ----------------
INTRADEPARTMENTALC ORRESPONDENCE
October 31, 2019
1.1
TO: The Honorable Board of Police Commissioners
FROM: Chief of Police
SUBJECT: EFFORTS TO REDUCE THE NUMBER OF BIASED POLICING
COMPLAINTS
RECOMMENDEDA CTION
1. That the Board of Police Commissioners REVIEW and APPROVE this report.
DISCUSSION
On April 24, 2018, the Board of Police Commissioners (BOPC) directed Professional Standards
Bureau and the Office of Operations to work together on strategies to (1) reduce the number of
biased policing complaints; (2) increase participation in the complaint mediation program; and
(3) deploy specially trained supervisors to conduct Alternative Complaint Resolution facilitations
in the field when biased policing is alleged. The purpose of this report, with input from the
Director of Police Training and Education, is to provide an update on the status of the
recommendations presented to the BOPC on Jiµy 17, 2018.
If you have any questions, please contact Commander Michael Hyams, Commanding Officer,
Internal Affairs Group, at (213) 996-2986.
Respectfully,
Attachment
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 59
Efforts to Reduce the Number of Biased Policing Complaints
October 30, 2019
On April 24, 2018, the Board of Police Commissioners (BOPC) directed Professional Standards
Bureau (PSB) and the Office of Operations (00) to work together on strategies to (1) reduce the
number of biased policing complaints; (2) increase participation in the Community-Police
Unification Program, the Department's complaint mediation program; and (3) deploy specially
trained supervisors to conduct Alternative Complaint Resolution (ACR) facilitations in the field
when biased policing is alleged. l The Department presented its response and recommendations
to the BOPC on July 17, 2018.
Because alternative dispute resolution has been shown to increase understanding and improve
public trust, strategies to increase participation in the ACR process and mediation were
proposed.
Officers who participate in the mediation process report an understanding that if they took a little
more time explaining what they are doing in the field, they might be able to prevent some biased
policing complaints. Similarly, complainants who engage in the mediation process frequently
report a better understanding of why the officers acted as they did during the contact. As we
increase public trust and understanding, we anticipate the reduction of biased policing
complaints.
The purpose of this report is to provide an update on the status of those recommendations. This
report includes:
• Biased policing complaint and mediation summary statistics for 2018;
• Review of body worn and digital in-car videos to identify training issues;
• Police Training and Education's 2019 biased policing reduction strategy, which
incorporates procedural justice throughout the Department's training plan;
• A summary of the proposed Alternative Complaint Resolution pilot program;
• Information regarding an Office of the Chief of Police Notice to highlight the importance
of the complaint mediation program, encourage participation, and clarify misconceptions.
Biased Policing Complaint and Mediation Summary Statistics for 2018
In 2018, 274 biased policing complaints were initiated involving 463 officers. The distribution
of biased policing complaints initiated for 2018 was similar to 2016 and 2017.
# Complaints 2016 2017 2018
Total Initiated 3,393 3,189 3,535
Biased Policing 305 282 274
1 The BOPCa lso requested that the Department and Office of the Inspector General work with the City Attorney's
(CA) Office to recruit mediators to respond for immediate field interventions when biased policing Is alleged and
the complainant prefers a mediator from outside the Department. After discussions with the CA's Office, It has
been determined this proposal is not feasible with the limited number of volunteer mediators available.
Nevertheless, mediator recruitment efforts are ongoing.
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Areas with highestI ncidenceo f BPc omplaintsb asedo n number of complaints
# Bureau Area # of Complaints
1 South Southwest 34 (12.4%)
2 South 77th Street 32 (11.7%)
3 Central Central 29 (10.6%)
4 West Wilshire 23 (8.4%)
5 West Hollywood 20 (7.3%)
Assignments with highest Incidence of BP complaints based on number of complaints
# AssignmentT ype # of Complaints # of Officers
1 Patrol 125 239
2 Metropolltan Division 28 51
3 Traffic Enforcement 28 30
4 Gang Enforcement 25 so
5 Patrol Specialized Enforcement 17 29
p
Assignments with highest incidence of BP complaints based on complaints per 100 officers
# AssignmentT ype Complalntsp er 100 # of Complaints
1 Traffic Enforcement 11.9 28
2 Patrol Specialized Enforcement 7.2 28
p
3 Gang Enforcement 5.9 25
4 Metropolitan Division 4.9 17
5 Patrol 4.6 125
In 2018, the Department completed investigations into 247 biased policing complaints which
listed 403 accused officers.
• Of the 403 listed as accused, 375 could be identified and 28 could not.
• Of the 375 known accused officers, 25 officers had two or more biased policing complaints.
o 24 officers had two biased policing complaints.
o One officer had three biased policing complaints.
o In total, the 25 officers were associated with 44 biased policing complaints resulting from
the following type of encounters:
Type of Encounter # of Complaints (%)
Pedestrian Stop 7 15.9%
Radio Call 12 27.3%
TrafficS top 20 45.5%
Other2 5 11.4%
Total 44 100.0%
2 Other encountersI ncluded citizen flag-downs,e ncounters with officers at police stations and detention facllltles,
detective follow-up investigations,a nd 9-1-1 phone calls.
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• The biased policing allegations adjudicated during 2018 were closed as Unfounded,
Demonstrably False, Mediated, Insufficient Evidence to Adjudicate, Not Resolved, or
Actions Could Have Been Different.
Review of Body Worn/Digital In-Car Videos
As part of the effort to reduce the number of biased policing complaints received, it was
requested that Internal Affairs Group (IAG) review videos from biased policing complaints to
determine whether training issues specific to each Area or assignment could be identified. In
total, 94 biased policing complaints and the available videos associated with 76 of those
complaints were reviewed.
Method
The biased policing complaints initiated between January 1 and June 30, 2018 were reviewed for
this report. The number of complaints was further narrowed to complaints from the five areas
with the most biased policing complaints, and to two assignments types: Metropolitan Division
and traffic divisions. 3 A single biased policing complaint usually has more than one accused
officer, consequently, a review of videos associated with each complaint usually requires the
viewing of multiple Body Worn Videos (BWV) and/or Digital In-Car Videos (DICV).
The table below details for each of the five areas and two assignment types the number of biased
policing complaints initiated between January 1 and June 30, 2018, and the number of those
complaints that had video recordings available for review.4
Area/ Assignment No. of Complaints Complaintsw ith Video
1. Central 15 11
2. Southwest 14 14
3. Wilshire 13 12
4. Hollywood 12 10
5. 77th Street 8 6
1. Metropolitan 17 10
2. Traffic 15 13
Total 94 76
Observations
3 Because most assignmenttypes (e.g. patrol) usually overlap with areas, only Metropolitan Division and traffic
divisions were selected for review since the assignments are discrete and/or separate from the Area entities.
4 Not all complaints had videos available for review. The reason video was unavailable varied. For example, some
complaints were made against Unknown officers; others involved employees not normally assigned video cameras,
such as Security Officers or Police Service Representatives; some involved employees working off-duty; and some
complaints involved incidents that occurred before the accused employees had been issued video equipment but
were not initiated by the complainant until recently.
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Common issues found in some bias policing complaints
Officers engaging in argument or debate with the complainant
During the encounters reviewed on video, the people detained often questioned officers as to the
reason and/or validity of the stop, sometimes in a very hostile manner. Usually, officers
attempted to explain the reasons for the stop and what the law authorized officers to do in such
situations, but officers sometimes responded by engaging the complainants in argument. While
engaging complainants in debate is not necessarily misconduct, based on the videos reviewed, it
did not help to reduce the conflict.
Officers requiring complainant to exit a car though complainant is otherwise complying
In some of the videos reviewed, after initiating a traffic stop, officers required the driver to exit
the vehicle for officer safety. In many cases, officers did not require this; instead, they walked
up to the driver after the windows were rolled down and spoke to the driver through the window.
Usually, complainants complied with the officers' request for documents, but at the same time,
many also loudly questioned the reason and/or validity of the stop, often using profanity. In
some of these instances, officers responded by requiring the drivers to exit the vehicle, leading
complainants to question if they were being pulled out of their cars for expressing opinions the
officers did not like. 5 In some cases, officers required the occupants to exit the vehicle before
approaching. This typically occurred during investigative stops in areas with a high incidence of
violent crime.
Training Plan to Reduce Biased Policing Complaints
It is not enough to simply prohibit biased policing in policy, but Constitutional policing with an
emphasis on the Department Core Values must be taught and reinforced through continuous
training. Progress on the key training initiatives is outlined below:
Leverage supervisors to provide in-person training to officers. In the fall of 2018, Supervisor
School and Watch Commander School were updated in collaboration with Internal Affairs Group
to include current policy and procedure related to the identification of biased policing
allegations, complaint intake and the immediate adjudication of demonstrably false complaints.
Classroom exercises with scenarios were added for practical application.
Currently, the Supervisor School has been redesigned and the training cadre will assist new
supervisors on how to review body worn video from three different perspectives: 1) legal and
policy considerations; 2) tactical considerations; and 3) considerations related to procedural
justice. The redesigned Supervisor School was successfully piloted in Deployment Period (DP)
9 with the current cadre of instructors.
Quarterly Leadership Briefs have been introduced on the Local Area Network (LAN) next to the
Chier s Message to provide the leadership expectations of the Chief of Police and key debriefing
5 There were also instances in which officers simply allowed the drivers to vent, but these incidents often resulted in
lengthye ncounters.
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points for supervisors during roll call and squad meetings. 1bis gives the Chief an opportunity to
provide a quarterly message to Department leaders. The first Leadership Brief was issued in
DP 13, 2018, and discussed Consensual Encounters. The second issue on Procedural Justice was
published in DP 3, 2019. The third and most recent issue, Wellness: Resiliency and Recovery,
was published DP 9, 2019.
Leverage technology to provide interactive, uniform messaging on policy and best practices.
All officers were required to complete three key eLearning modules related to reinforcing
Constitutional policing and ensuring the legality of every stop by the end of DP 4. The modules
are listed below along with Department-wide course completion rates as of October 23, 2019:
Modules CompletionR ates
Consensuael ncounters 79%
Pat-down searches 78%
Reasonables uspicion 77%
The Department is continuing to explore online and technology-related methods to relay
important messages on policy and best practices. The production of a new eLearning course is
underway to outline changes to the Alternative Complaint Resolution process. Further detail on
the ACR pilot program and the training course are discussed in the Alternative Complaint
ResolutionP ilot Program section (Page 7). Once the process is finalized, the course will provide
a review of key topics related to the prevention of bias as well as an informational guide to the
pilot program.
Develop targeted training for Areas/divisions with a high volume of biased policing complaints.
In collaboration with the Los Angeles Women Police Officers and Associates (LAWPOA), the
Department is benefitting from an outside grant that provides a specialized community - police
experience. The pilot program started with a day of officer training (April 2), a day of
community training (April 4), and a shared experience (April 11th)t hat fosters understanding
between the community and law enforcement.
LA WPOA provided feedback on the first pilot class and both the officers and the community
members renamed the course to be "C3: Community, Cops and Conversations." Overall, the
training was received positively by both officers and community members, and the combined
average rating for the course was 9 .6 out of 10. The next class occurred in West Bureau between
September 24tha nd 26th,2 019 at the Islamic Center of Southern California and had similar
positive results.
Specialized training was designed and implemented for all officers assigned to gang enforcement
details and Metropolitan Division. The training, Best Practices in Proactive Enforcement, was
delivered to all officers and supervisors in these units in January 2019. A subsequent follow-up
meeting with all supervisors was conducted in March with a refresher on legal matters and more
in-depth training on procedural justice. In total, 549 officers and supervisors were trained.
Surveys distributed after the presentations showed positive feedback, with an average rating of
8.9 out of 10.
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Develop command staff as experts in engaging with the community through bureau town hall
meetings. On November 1, 2018, all command officers received three hours of training in a
course titled, "Public Engagement: A Vital Leadership Skill in Difficult Times" by the Dean of
the School of Public Policy, Pepperdine University, and the former Chief of Police, San Luis
Obispo Police Department. Community engagement is also covered extensively in the
Command Development Course for new commanding officers. Ongoing development for
existing command staff is covered in LEADS (Leadership Enhancement and Development
Sessions), where current topics related to community engagement and priorities of the BOPC are
regularly covered.
Institute a Biased Policing Complaint Overview and Video Review. Although this initiative has
been delayed due to other projects, the intent is to produce a video for all accused employees
receiving a biased policing complaint. The video would include information on what to expect
and a self-guided debriefing to reflect on their actions/responses based on issues identified by
Internal Affairs Group. These issues are: 1) officers engaging in argument or debate with the
complainant, and 2) requiring the complainant to exit a car though he/she is otherwise
complying, assuming there are no other safety issues.
Ongoing Training Initiatives.
Research on implicit bias as previously presented to the BOPC indicates that the best
interventions to reduce bias are related to contact theory, habit-breaking strategies, and
mindfulness. In 2017, a four-hour course, Implicit Bias Training, was completed by 9,188
Department employees. Every Police Sciences Leadership class continues to receive this
training. While implicit bias is a concept to be understood, understanding alone does not provide
a solution. In recent years, however, the ongoing utilization of procedural justice practices has
been seen as a way to mitigate potential bias.
The Department has been committed to the integration of procedural justice as a guiding
principle through.out training and Department practices as identified in the supervisor review of
BWV, the recent Leadership Brief and in the training designed for gang enforcement details and
Metropolitan Division at the beginning of the year. Starting in January 2020, recruits in the
academy will receive eight hours of Principled Policing, which includes procedural justice and
implicit bias training along with another four hours integrated into scenario training. Academy
instructors are currently going through the POST approved Train the Trainer courses to ensure
they can confidently facilitate this course. To coincide with this effort, field training officer
(FTO) instructors are also attending this course to ensure there is parallel content on Principled
Policing in the newly revised curriculum for the next FTO Update Course.
Several efforts have been made this year to increase awareness and understanding of the LGBTQ
community. In DP 5, a roll-call training on "Just Ask" was presented Department-wide and
assisted in the understanding of the use of pronouns in the LGBTQ community. Additionally, all
divisions are receiving specialized roll-call training on LGBTQ Cultural Competency through.out
2019. Specialized teams of officers and community members are attending roll calls City-wide
to provide this training.
Understanding different kinds of potential bias is critical for the duties of a police officer. As
such, bias is also addressed in the FTO Update Course, Mental Health Intervention Training, and
Gang Intervention Training.
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Alternative Complaint Resolution Pilot Program
It was recommended that the Department deploy specially trained supervisors to conduct
Alternative Complaint Resolution facilitations in the field when biased policing is alleged. A
three-year pilot study, Alternative Complaint Resolution Revised - Pilot Program, is pending and
set to begin January 1, 2020.
Although complaints of biased policing are not eligible for the ACR process according to current
procedure, under the pilot program, selected biased policing complaints may be eligible for ACR
when conducted by supervisors who have specialized training. It is limited to public complaints
of biased policing and/or discourtesy with no additional allegations or only additional minor
allegations of misconduct, including some unlawful detentions or searches.
Police Training and Education is developing an eLearning course to update employees on the use
of and changes to the ACR process. Supervisors who have completed the eLearning and a
course in conflict resolution, such as the Straus Institute for Dispute Resolution through the
Pepperdine School of Law; Basic Mediation Training-Los Angeles City Attorney's Office; or
any dispute resolution course approved by Internal Affairs Group, will be authorized to conduct
ACRs to resolve biased policing complaints.
The pilot is subject to the meet and confer process with the respective collective bargaining units.
Office of the Chief of Police (OCOP) Notice
One of the recommendations was to prepare an OCOP Notice to all personnel emphasizing the
significance of participating in the mediation program and its impact on building public trust.
The Notice, which was published August 13, 2019, highlights the importance of the complaint
mediation program, encourages participation, and clarifies misconceptions.
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 66
LOS ANGELES POLICE DEPARTMENT
P.O. Box 30158
MICHELR . MOORE Los Angeles,C A 90030
Chief of Police Telephone: (213) 486-0150
TIY: (877) 275-5273
Ref#: 14.1
ERICG ARCETTI
Mayor
December 2, 2019
Anna Leah Rick
California Department of Justice
Civil Rights Enforcement Section
1515 Clay Street, Suite 2100
Oakland, CA 94612
Dear Ms. Rick:
The California Department of Justice (DOJ), Racial and Identity Profiling Advisory (RIPA)
Board conducted a review of bias policing policies and current complaint forms of Wave 1
California law enforcement agencies, including the Los Angeles Police Department (LAPD).
The RIPA Board obtained the LAPD's policy and complaint form via LAPD's online website
with no additional information reviewed. As a result, the RIPA Board found the LAPD's bias
free policing policy to be lacking in four of the ten components used as a reviewing metrics.
Additionally, the LAPD was found to be deficient in one of the eight complaint form criteria
reviewed.
Policy on Bias-Free Policing
The RIP A Board found the LAPD to be deficient in the following four categories related to the
bias policing policy review:
• Uses of concrete definitions of bias-free policing and/or racial and identify profiling;
• Component on racial and identity profiling training;
• Component on data analysis; and,
• Supervisory Review.
The following information and attached Addenda provide current Department policies and
procedures that address each of the four categories rectifying the determined deficiencies.
Uses Concrete Definitions of Bias-free Policing and/or Racial and Identity Profiling
The LAPD identifies a concrete definition of what bias policing includes and its prohibition in all
law enforcement activity in the opening statement of Department Manual Section 1/345, Policy
Prohibiting Biased Policing (Addenda 1):
AN EQUAL EMPLOYMENT OPPORTUNITY EMPLOYER
Racial and Identity Profilingw Awdwv.iLsAorPyD Boonalirnde .Aonrgn ual Report 2020 Appendices 67
www.joinLAPD.com
California Department of Justice
Civil Rights Enforcement Section (cid:62)o(cid:400) (cid:4)ng(cid:286)l(cid:286)(cid:400) Poli(cid:272)(cid:286) (cid:24)(cid:286)(cid:393)art(cid:373)(cid:286)nt
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Discriminatory conduct on the basis of an individual's actual or perceived race, religion,
color, ethnicity, national origin, age, gender, gender identity, gender expression, sexual
orientation, disability, immigration or employment status, English language fluency or
homeless circumstance, is prohibited while performing any law enforcement activity. All
law enforcement contacts and activities, including, but not limited to, calls for service,
investigations, police-initiated stops or detentions, and activities following stops or
detentions, shall be unbiased and based on legitimate, articulable facts, consistent with
the standards of reasonable suspicion or probable cause as required by federal and state
laws.
Further, the LAPD published an Office of the Chief of Police Notice, dated November 15, 2010,
entitled, Constitutional Policing and Biased Policing (Addenda 2) which further defines biased
policing:
The fact that it is ultimately determined that the person you stopped committed a traffic
violation or equipment violation may still result in a finding that you violated this policy
if it is determined that your initial decision to conduct the stop was based not on the
violation itself, but rather on any of the prohibited factors listed above.
In both the LAPD manual and Department-wide notice, the LAPD unequivocally reaffirms its
policy of bias-free policing and includes immigration or employment status, language fluency,
and homeless circumstance as protected classes further mandating its employees to provide
Constitutional Policing to all Angelenos.
Component on Racial and Identity Profiling Training
Due to ever-changing legal and Peace Officer Standards Training (POST) mandates, the LAPD
does not outline training requirements or curricula within the manual; however, the Department
ensures officers, supervisors, and command staff alike receive bias policing training as required
by law and state mandates. Moreover, the LAPD has a long-standing history of developing and
incorporating biased policing training within its course curriculum.
Since 1996, officers have attended an eight-hour training course at the Museum of Tolerance
focusing on diversity, discrimination, bias, community conflict, hate crimes, and tolerance. In
2001, the LAPD worked with the Museum of Tolerance to develop a POST-approved course
which includes two segments: Beyond Diversity and Racial Profiling. Since 1996,
approximately 22,330 LAPD officers have attended these trainings.
From 2004-2017, the LAPD included scientific research and clarification of the difference
between implicit and explicit bias as well as utilization of contact theory and counter stereotype
exposure in its Fair and Impartial Policing Training.
In response to the President's Taskforce on 2l51 Century Policing report, a Department-wide
effort was made in 2017 to train all officers on implicit bias and procedural justice. These
concepts have since been integrated into various Department curriculum which include, but are
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 68
California Department of Justice
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14.1
not limited to, the Regular Basic Course, Field Training Officer School, Supervisory School,
Watch Commander School, Command Development, Police Science Leadership Course I and II,
leadership briefs, and roll call training.
In March 2019, the Director of the Office of Constitutional Policing and Policy (OCPP)
conducted a four-hour training for all personnel assigned to Gang Enforcement Details and
Metropolitan Division encompassing procedural justice, the impacts on our communities, and
responses to our implicit biases. 1
The Department has focused its efforts on addressing conflict and providing a voice to
community members through two focused courses: Conflict Resolution for Law Enforcement
and Community, Cops, and Conversations. In conjunction with the Straus Institute for Dispute
Resolution at Pepperdine University's School of Law, the Department developed the Conflict
Resolution Course for Law Enforcement which teaches tactical and interpersonal skills to
address conflicts that occur in the field.
Community, Cops, and Conversations is a three-day course where one day is focused on officer
training, a second day for community members only, and a third training day bringing officers
and community members together to discuss their shared experiences. The goal of the training is
to foster understanding between the community and law enforcement.
The Department remains committed to developing training to reduce incidents of bias policing
and provide tools to ensure effective communication with community members throughout Los
Angeles.
Component on Data Analysis
In May 2018, the LAPD published a notice to comply with Assembly Bill 953 (The Racial and
Identity Profiling Act of 2015) requiring California law enforcement agencies to collect
perceived demographic and other detailed data on police interactions with members of the
publish. As such, the LAPD implemented new procedures for officers, detectives, and
supervisors as outlined in the attached notice (Addenda 4 - Office of the Chief of Police Notice,
dated May 31, 2018, entitled, Expanded Automated Field Data Report Completion Requirements
and System).
The data collected is analyzed by the Department through a Steering Committee which meets
every four weeks. The committee consists of the Director of OCPP as Chair, Director of Office
of Operations, Director of Office of Support Services, Director of Office of Special Operations,
Office of the City Attorney, Board of Police Commissioners, and the Inspector General. Policy,
procedures, training, and other recommendations based on the analysis is developed through the
Steering Committee.
Additionally, the LAPD is developing a Stop Data Dashboard to analyze the 56 data points that
are collected via the Automated Field Data Report. The dashboard will give commanding
officers at the geographic Areas insight into the types of stops being conducted, reasons for
I Police Traininga nd Education- 2019 Biased PolicingR eductionS trategy provides a history of LAPD's bias policing training as well as
detailed informationo f current training courses required of officers, supervisors,a nd command staff (Addenda 3).
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 69
California Department of Justice
Civil Rights Enforcement Section (cid:62)o(cid:400) (cid:4)ng(cid:286)l(cid:286)(cid:400) Poli(cid:272)(cid:286) (cid:24)(cid:286)(cid:393)art(cid:373)(cid:286)nt
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14.1
stops, searches conducted, and actions taken by officers in the field.
Further analysis is conducted by the Professional Standards Bureau in the Efforts to Reduce the
Number of Biased Policing Complaints Report presented to the Board of Police Commissioners
each quarter (Addenda 5). The report details analysis of biased policing complaint data and
strategies to reduce the number of complaints, increase participation in the complaint mediation
program and Community-Police Unification Program, and deploy specifically trained
supervisors to conduct Alternate Complaint Resolution facilitations in the field.
Supervisory Review
While not delineated in the Policy Prohibiting Biased Policing, the Department reiterates the
responsibilities of supervisors and command staff via notices, in-service training, and the
complaint process. Specifically, the expectation of all supervisors is outlined in the Office of the
Chief of Police Notice, dated November 15, 2010, entitled Constitutional Policing and Biased
Policing:
Supervisor Expectations:
I expect you to take issues of biased policing seriously. Do not allow joking about
"profiling," regardless of the setting or who is involved, but especially when
subordinates are present. Treat each complaint of biased policing seriously and each
person making the complaint with respect and keep these invest. Treat each complaint of
biased policing seriously and each person making the complaint with respect and keep
these investigations confidential. When conducting personnel complaint "intake," do a
thorough job as possible by thoroughly interviewing the complaining party and all
available civilian witnesses, collecting evidence, and taking photos, when needed. Most
importantly, insist that your officers treat the community members with dignity and
respect.
Moreover, supervisors are responsible for reviewing each officer's Daily Field Activities Report,
Automated Field Data Report, traffic citation, investigative and arrest reports, etc. prior to its
final submission. This level of supervisory review ensures the constitutionality of officers'
actions and holds Department personnel accountable for their decisions.
Complaint Forms
The LAPD would like to clarify the RIP A Board's review of the Department's complaint form as
well as address the area of Complaint Process Information Attached to the Form, where the
LAPD was found to be deficient.
The LAPD's complaint form is available in both English and Spanish as well as other languages
including, but not limited to, Chinese, Cantonese, Korean, Japanese, Tagalog, and Vietnamese.
The toll-free hotline for civilians to make complaints is available in all languages and is not
limited to those incidents where a complaint form is unavailable.
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California Department of Justice
Civil Rights Enforcement Section (cid:62)o(cid:400) (cid:4)ng(cid:286)l(cid:286)(cid:400) Poli(cid:272)(cid:286) (cid:24)(cid:286)(cid:393)art(cid:373)(cid:286)nt
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14.1
Complaint Process Information Attached to Form
As stipulated in your review, the compliant investigation process is explained on the LAPD
website. Additionally, the Personnel Complaint Information pamphlet, while not specifically
attached to the complaint form, is displayed next to and made available with each complaint
form, in various languages, and details how the formal personnel complaint is handled
(Addenda 6).
Should you have additional questions or require further clarification, please contact Commander
Jeffrey Bert, Commanding Officer, Risk Management Legal Affairs Group at (213) 486-8720.
Respectfully,
JEFFREY BERT, Commander
Commanding Officer
Risk Management Legal Affairs Group
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Policy Riverside County Sheriff's Department
406 Riverside County Sheriff's Department Standards Manual (DSM)
Bias-Based Policing
406.1 PURPOSE AND SCOPE
This policy provides guidance to department members that affirms the Riverside County Sheriff's
Department's commitment to policing that is fair,objective and constitutional.
406.1.1 DEFINITIONS
Definitions related to this policy include:
Bias-based policing - An inappropriate reliance on characteristics such as race, ethnicity,
national origin, religion, sex, sexual orientation, gender identity or expression, economic
status, age, cultural group, disability or affiliation with any non-criminal group (protected
characteristics) as the basis for providing differing law enforcement service or enforcement (Penal
Code § 13519.4).
406.2 POLICY
The Riverside County Sheriff's Department is committed to providing law enforcement services
to the community with due regard for the racial, cultural or other differences of those served. It is
the policy of this department to provide law enforcement services and to enforce the law equally,
fairly, objectively and without discrimination toward any individual or group.
406.3 BIAS-BASED POLICING PROHIBITED
Bias-based policing is strictly prohibited.
However, nothing in this policy is intended to prohibit a deputy from considering protected
characteristics in combination with credible, timely and distinct information connecting a person or
people of a specific characteristic to a specific unlawful incident, or to specific unlawful incidents,
specific criminal patterns or specific schemes.
406.3.1 CALIFORNIA RELIGIOUS FREEDOM ACT
Members shall not collect information from a person based on religious belief, practice, affiliation,
national origin or ethnicity unless permitted under state or federal law (Government Code §
8310.3).
Members shall not assist federal government authorities (Government Code § 8310.3):
(a) In compiling personal information about a person’s religious belief, practice, affiliation,
national origin or ethnicity.
(b) By investigating, enforcing or assisting with the investigation or enforcement of any
requirement that a person register with the federal government based on religious
belief, practice, or affiliation, or national origin or ethnicity.
406.4 MEMBER RESPONSIBILITIES
Every member of this department shall perform his/her duties in a fair and objective manner and is
responsible for promptly reporting any suspected or known instances of bias-based policing to a
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Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 73
Published with permission by Riverside County Sheriff's
Department
Riverside County Sheriff's Department
Riverside County Sheriff's Department Standards Manual (DSM)
Bias-Based Policing
supervisor. Members should intervene to prevent any biased-based actions by another member,
regardless of rank.
406.4.1 REASON FOR CONTACT
Deputies contacting a person shall be prepared to articulate sufficient reason for the
contact, independent of the protected characteristics of the individual.
To the extent that written documentation would otherwise be completed (e.g., arrest report, field
interview (FI) card), the involved deputy should include those facts giving rise to the contact, as
applicable.
Except for required data-collection forms or methods, nothing in this policy shall require any deputy
to document a contact that would not otherwise require reporting.
406.4.2 REPORTING OF STOPS - R.I.P.A.
Unless an exception applies under 11 CCR 999.227, a deputy conducting a stop of a person shall
collect the data elements required by 11 CCR 999.226 for every person stopped and prepare
a stop data report. When multiple deputies conduct a stop, the deputy with the highest level of
engagement with the person shall collect the data elements and prepare the report (11 CCR
999.227).
If multiple agencies are involved in a stop and the Riverside County Sheriff's Department is the
primary agency, the Riverside County Sheriff's Department deputy shall collect the data elements
and prepare the stop data report (11 CCR 999.227).
The stop data report should be completed by the end of the deputy’s shift or as soon as practicable.
It must; however, be submitted within 24 hours of the event. (11 CCR 999.227).
406.5 REPORTING TO CALIFORNIA DEPARTMENT OF JUSTICE
The Internal Affairs Bureau Manager shall ensure that all data required by the California
Department of Justice (DOJ) regarding complaints of racial bias against deputies is collected and
provided to the Records Manager for required reporting to the DOJ (Penal Code § 13012; Penal
Code § 13020).
Supervisors should ensure that data stop reports are provided to the Records Manager for required
annual reporting to the DOJ (Government Code § 12525.5) per station or bureau procedure(s).
406.6 TRAINING
Training on fair and objective policing and review of this policy should be conducted as directed
by the Training Bureau.
(a) All sworn members of this department will be scheduled to attend Peace Officer
Standards and Training (POST)-approved training on the subject of bias-based
policing.
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Published with permission Rbya Rciivaelr saidned C Ioduentny tSithyer iPff'rsofiling Advisory Board Annual Report 2020 Appendices 74
Department
Riverside County Sheriff's Department
Riverside County Sheriff's Department Standards Manual (DSM)
Bias-Based Policing
(b) Pending participation in such POST-approved training and at all times, all members
of this department are encouraged to familiarize themselves with and consider racial
and cultural differences among members of this community.
(c) Each sworn member of this department who received initial bias-based policing
training will thereafter be required to complete an approved refresher course every
five years, or sooner if deemed necessary. (Penal Code § 13519.4(i)).
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Published with permission bRya Rciivaelr saidned C Iodunetny tSihteyr iPff'rsofiling Advisory Board Annual Report 2020 Appendices 75
Department
San (cid:17)ernar(cid:282)ino (cid:18)o(cid:437)nt(cid:455) S(cid:346)eri(cid:296)(cid:296)(cid:859)s Department
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San Bernardino County Sheriff’s Department Bias-Free Policies
1.104 Department Value Statement
We believe in strong, effective law enforcement services. We believe in high
professional standards of integrity, ethics and behavior guided by the letter and
spirit of the law, and the Law Enforcement Code of Ethics.
• We believe in a balance between personal and professional life.
• We believe in attaining and maintaining excellent physical conditioning,
current intellectual competence, and optimum mental health.
• We have a personal and professional commitment to improve our
communities and earn their trust, respect and support through active
partnerships, involvement and service.
• We believe we should treat all people with respect, fairness, and
compassion.
• We believe in loyalty and support for each other and the community without
compromise of the high ethical standards of law enforcement.
• We believe in recognition for, and valuing each individual’s contribution to
the Department and the community regardless of position, assignment or
role.
• We believe in open and honest communications, both internal and external.
• We believe in an empowering work environment that encourages
innovation, input and participation, and values each member’s diversity.
• We believe in all members working together to achieve Departmental goals
through partnership with each other and the community.
• We believe in initiative and autonomy at all levels with responsibility for our
own actions and the actions of those we lead and influence.
• We believe in an equitable system that evaluates each person on their merits
and provides for appropriate recognition and just sanctions.
• We have pride in the law enforcement profession with a productive work
ethic and a high level of commitment to the Department and the community.
1.604 General Standard of Conduct
The Law Enforcement Code of Ethics is adopted as a general standard of conduct
for officers of the San Bernardino County Sheriff's Department.
1.606 The Law Enforcement Code of Ethics
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"As a law enforcement officer, my fundamental duty is to serve mankind; to
safeguard lives and property; to protect the innocent against deception, the weak
against oppression or intimidation, and the peaceful against violence or disorder;
and to respect the constitutional rights of all men to liberty, equality, and justice.
"I will keep my private life unsullied as an example to all; maintain courageous
calm in the face of danger, scorn, or ridicule; develop self-restraint; and be
constantly mindful of the welfare of others. Honest in thought and deed in both my
personal and official life, I will be exemplary in obeying the laws of the land and
the regulations of my Department. Whatever I see or hear of a confidential nature
or that is confided to me in my official capacity, will be kept ever secret unless
revelation is necessary in the performance of my duty.
"I will never act officiously or permit personal feelings, prejudices, animosities, or
friendships to influence my decisions. With no compromise for crime and with
relentless prosecution of criminals, I will enforce the law courteously and
appropriately without fear or favor, malice or ill will, never employing unnecessary
force or violence and never accepting gratuities.
"I recognize the badge of my office as a symbol of public faith, and I accept it as a
public trust to be held so long as I am true to the ethics of the police service. I will
constantly strive to achieve these objectives and ideals, dedicating myself before
God to my chosen profession… law enforcement."
1.608 Commitment to County Public Service
This code establishes the standards of conduct required of public officials and
employees for the proper operation of County government and has the force of
law. These standards are intended to strengthen public service and to maintain and
promote faith and confidence of the people in their government.
Public officials and employees are agents of the public purpose and serve for the
benefit of the public. They shall uphold the Constitution of the State of California,
the Charter of the County of San Bernardino, rules, regulations, and policies of the
County, and shall carry out impartially the laws of the Nation, State, and County.
In their official acts, they shall discharge faithfully their duties, recognizing that
the public interest is paramount. Public officials and employees must demonstrate
the highest standards of morality and ethics consistent with the requirements of
their position and consistent with law.
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In the performance of their duties, all officials and employees shall support
governmental objectives expressed by the electorate and interpreted by the Board
of Supervisors and the County programs developed to attain these objectives.
Officials and employees shall adhere to work rules and performance standards
established for their positions by the appointing authority. The County requires all
officials and employees to use good manners, to be considerate, to be accurate in
statement, and to exercise sound judgment in the performance of their work.
During the hours covered by active County employment, no official or employee
shall work for any other employer or agency and neither conduct nor pursue any
unauthorized activity for remuneration. Officials and employees shall neither
exceed their authority nor break the law or ask others to do so. They shall work in
full cooperation with other public officials and employees unless prohibited from
so doing by law or by officially recognized confidentiality of the work.
No official or employee shall unlawfully grant any special consideration,
treatment, or advantage to any person beyond that which is available to every other
person in similar circumstances. No person shall be forced or discriminated against
with respect to any appointment in the County service because of family or social
relationships, sex, race, religion, national origin, marital status, age, physical
handicap, political affiliation.
1.610 Respect for Constitutional Rights
No person has a constitutional right to violate the law; neither may any person be
deprived of his constitutional rights merely because he is suspected of having
committed a crime. The task of determining the constitutionality of a statute lies
with an appellate court of proper jurisdiction, not with an officer who seeks to
properly enforce the law as it exists. Therefore, an officer may enforce any federal,
state, or local statute which is valid on its face without fear of abrogating the
constitutional rights of the person violating that statute. An officer who lawfully
acts within the scope of his authority, makes reasonable inquiries, conducts
investigations, and arrests on probable cause. However, when an officer exceeds
his authority by unreasonable conduct, he violates the sanctity of the law which he
is sworn to uphold.
1.612 Professional Demeanor
Members shall at all times be attentive to their duties and by their alertness and
observation, demonstrate their interest in their work. They shall act with dignity,
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and maintain a professional bearing. They shall not, while on duty, read
newspapers, periodicals, or similar material in public view, except in the line of
duty. They shall not show a lazy disposition, or lounge about or sleep while on
duty, or place their feet on desks or other furniture in any Sheriff’s Department’s
offices open to public view.
1.614 Interaction with the Public
In each of his contacts with the public, an employee must be aware that his actions,
appearance, and statements are those of the Department. For that reason, and
because of the inherent potential for conflict in many law enforcement contacts, an
employee must develop a fair, impartial, and reasonable attitude and perform his
task in a business-like manner. His statements must be the result of a considered
judgment and be absent of personal opinion, bias, or editorial comment. Extended
conversation which reflects the employee’s personal opinions shall normally be
considered inappropriate.
1.616 Expected Behavior - Safety Personnel
Officers shall make diligent efforts to arrest or locate wanted persons and to
recover stolen or lost property. They shall observe and investigate all persons,
while on foot or in vehicles, whose appearance, actions, or presence at a particular
location seems suspicious. When so engaged, they shall use tact and good
judgment in speech and conduct and shall, at all times, remain cautious and alert to
the possibility of attack or flight by the suspect.
1.618 Respect Among Members
Members shall avoid conduct or speech that undermines the morale, efficiency,
and/or productivity of the workplace. They shall treat each other with respect and
courtesy, and shall refrain from engaging in conversation or communication that is
derogatory or harmful to any other member. No member shall, through specific
actions or general demeanor, create or contribute to an environment within the
workplace that a reasonable person would interpret or recognize as hostile,
antagonistic, or derisive. Discourteous treatment of the public or other employees
may be considered cause for disciplinary action and/or transfer for the purposes of
maintaining a harmonious working environment.
1.618.10 Cooperation Between Members
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Officers and employees of the Department shall conduct themselves in a manner
that shall foster the greatest harmony and cooperation between each other and
organizational units of the Department. Members shall not interfere with cases
assigned to other officers, except with the consent of the assigned officer. Officers
conducting investigations within County jurisdiction, but outside their assigned
duty station, should notify the jurisdictional watch commander or dispatcher.
However, if the activities of the visiting officer are of a serious nature, or
significant enough to arouse the attention of the news media, he shall notify and
brief the jurisdictional watch commander. For those cases that are potentially
dangerous, officers are encouraged to request additional assistance to ensure
officer safety.
1.620 Courtesy
Effective law enforcement depends on a high degree of cooperation between the
Department and the public it serves. The practice of courtesy in all public contacts
encourages understanding and appreciation; discourtesy breeds contempt and
resistance. The majority of the public are law-abiding citizens who rightfully
expect fair and courteous treatment by Department employees. While the urgency
of a situation might preclude the ordinary social amenities, discourtesy under any
circumstance is indefensible. The practice of courtesy by a member is not a
manifestation of weakness; it is, on the contrary, entirely consistent with the
firmness and impartiality that characterizes a professional member of law
enforcement.
1.622 Integrity
The public demands that the integrity of its law enforcement employees be above
reproach. The dishonesty of a single employee may impair public confidence and
cast suspicion upon the entire Department. Succumbing to even minor temptation
can be the genesis of a malignancy which may ultimately destroy an individual’s
effectiveness and may contribute to the corruption of countless others. An
employee must scrupulously avoid any conduct which might compromise the
integrity of himself, his fellow employees, or the Department.
1.624 Confidentiality
Public trust is one of the greatest responsibilities that go with public employment.
Information and processes, not normally available to the average citizen, are
available to employees of this Department. Employees shall use this knowledge
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only as it applies to the ongoing operation of the Department. All information of
this nature is confidential and employees are to follow statutes and departmental
policies and procedures in this regard.
1.624.10 Confidential Information
Members shall treat the official business of the Department as confidential. They
shall not provide official information, such as proposed movement of the force or
Department regulations, to anyone except to those for whom it is intended, or as
directed by a commanding officer, or under due process of law. They shall not
provide information to any person, including members of the Department, any
order that they may have received, unless it is required by the nature of the order.
They shall not reveal the identity of a witness, a complainant, or informant to any
private person, except as mandated by law.
Members shall not communicate information which may delay an arrest, aid a
person to escape, destroy evidence, or cause the loss of stolen or embezzled goods.
They shall not communicate information regarding an arrest or a case which is
currently under investigation, except in the course of their duties. In this case, no
discussion shall take place between members and civilians not involved in the
investigation. Members shall not communicate information regarding an
impending arrest or case except in the course of the investigation or to a superior
officer.
Members shall not divulge the residence address, telephone number, or personal
information of any other member of the Department without first obtaining his
permission. Any inquiries regarding status of employment shall be referred to the
Sheriff’s Employee Services Division.
1.626 Loyalty
In the performance of his duty to serve society, an employee is often called upon to
make difficult decisions. He must exercise sound decision making in situations
where his rights and liabilities and those of the Department depend upon his proper
conduct and reasonable judgment. An employee's decisions are not easily made
and occasionally they involve a choice which may cause him hardship or
discomfort.
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An employee must be faithful to his oath of office, the principles of professional
law enforcement, and the objectives of the Department, and in the discharge of his
duty he must not allow personal motives to govern his decisions and conduct.
1.628 Truthfulness
No member shall willfully depart from the truth, orally or in writing, when giving
testimony in a court of law, when preparing criminal or administrative
reports/documents, or in any matter under investigation by the Department or any
other law enforcement agency.
Exceptions to this rule include:
• Communications/interactions during authorized undercover investigations.
• Communications/interactions during suspect interviews as allowed by
current statutory and/or case law.
1.807 Role of the Department Member
Community relations are manifested in their most common form in the numerous
daily encounters between individual members and citizens. It is where the greatest
burden for strengthening community relations is laid.
In dealing with people, each member must attempt to make his contact one which
inspires respect for himself as an individual and professional and one which
generates the cooperation and approval of the public. While entitled to his personal
beliefs, a member cannot allow his individual feeling or prejudices to be
subconsciously manifested. It is incumbent upon him to strive for the elimination
of attitudes which might impair his impartiality and effectiveness.
1.812 Commitment to Community Relations Training
The selection process for deputy sheriffs is designed to choose the most qualified
and to eliminate those who are physically, emotionally, mentally, or socially unfit.
Those selected, however, are representative of the community at large and as such
are subject to having the same prejudices and biases found in much of society.
Exposure to crime and its aftermath can tend to harden and render insensitive an
officer whose sympathetic understanding is needed to properly perform his duties.
The Department must provide initial and continuing training in human and
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community relations to help officers avoid this hardening of attitude and to imbue
each officer an understanding of his total role in the community.
2.132.20 Inspection and Control
Management inspection and control is necessary to ascertain if command policies,
procedures, and rules are adequate and are being adhered to, whether Department
resources are adequate, and are being properly utilized, and to evaluate the overall
performance and attitude of the Department.
It is the responsibility of each commanding officer to continually conduct
inspections within his command to ensure proper performance of assigned
personnel and the most efficient use of assigned equipment, material, and
facilities. Merely finding fault is not inspecting. Therefore, a commanding officer’s
responsibility does not end with discovering a deficiency or inadequacy; it includes
taking positive measures to correct the problem.
3.146.10 Racial and Identification Profiling Act (RIPA
Members of the San Bernardino County Sheriff’s Department are prohibited from
unlawfully considering race, ethnicity, religion, national origin, sexual orientation,
gender, or lifestyle in deciding whether or not law enforcement intervention will
occur.
Effective July 1, 2018, all detentions or searches meeting the documentation
requirements of Assembly Bill 953, The Racial and Identity Profiling Act (RIPA)
and Government Code section 12525.5 shall be documented per state law and
Department training standards.
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San Die(cid:336)o Police Department
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9.31 NON-BIAS BASED POLICING POLICY (Revised 3/27/15)
The department does not tolerate bias based policing. Bias based
policing occurs when law enforcement inappropriately considers
factors such as race, religion, national origin, gender (to include
gender identity and gender expression), lifestyle, sexual
orientation or similar personal characteristics in deciding with
whom and how to intervene in an enforcement capacity.
Members shall not base any enforcement action, in whole or in part,
on race, religion, national origin, gender (to include gender
identity and gender expression), lifestyle, sexual orientation or
similar personal characteristics, except when members are looking
for subjects or investigating crimes involving those specific
descriptors.
Members shall make every effort to prevent and report instances of
discriminatory or bias based policing practices by fellow members.
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San Diego County Sheriff's Department -Policy Section
2.1 RULES OF CONDUCT
FOR MEMBERS OF THE
SAN DIEGO COUNTY
SHERIFF'S DEPARTMENT
All employees shall conform to Federal, State, and Local laws, as well as to the policies of this
Department. It shall be the responsibility of all employees to familiarize themselves and comply
with all such policies, orders, directives, rules and regulations of this Department. (02-12-13)
(Reviewed 05/01 /15)
2.55 NON-BIASED BASED
POLICING
i
Members of the San Diego County Sheriff's Department are prohibited from inappropriately or
unlawfully considering race, ethnicity, religion, national origin, sexual orientation, gender, or
lifestyle in deciding whether or not enforcement intervention will occur.
Effective July 1, 2018, all detentions or searches meeting the documentation requirements of
Assembly Bill 953, The Racial and Identity Profiling Act (RIPA) and Government Code section
12525.5 shall be documented in accordance with Department Policy, Procedure, and the law.
(08-28-18)
2.56 OFF DUTY
INTERVENTION POLICY
Law enforcement officers whose on duty employment involves performing police functions, retain
full power and authority to act as peace officers when off duty. Prior to taking law enforcement
action, off duty peace officers who observe or who are told of criminal activity, shall first consider
contacting the appropriate law enforcement agency and have on duty officers/deputies respond.
Off duty peace officers should, if possible make mental notes of the criminal incident and attempt
to be a good witness to the event. (07-11-08) (Reviewed 05/01/15)
SECTION 2 Rules of Conduct
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San Diego County Sheriff's Department - Procedure Section
Employees shall not use or handle.lethal or less lethal weapons (including chemical agents, saps,
batons, taser guns, etc.,) in a careless or imprudent manner. Employees shall use these
weapons in accordance with law and established Departmental procedures.
(Reviewed 1-16-2011)
2.51 Arrest, Search and Seizure
Employees shall not make any arrest, search or seizure, nor conduct any investigation or official
Department business, in a manner which they know or ought to know is not in accordance with
, law and established Department policies and procedures. (Reviewed 1-16-2011)
2.52 Conflicts of Interest
No employee shall make, participate in making or in any way attempt to use his or her official
position to influence a governmental decision in which the employee knows, or has reason to
know, that he or she has a financial interest. (Govt. Code ' '1090 , 87100 et seq.).
(Reviewed 1-16-2011)
2.53 Discrimination
Employees shall not express any prejudice or harassment concerning race, religious creed, color,
national origin, ancestry, physical or mental disability, medical condition, pregnancy, marital
status, gender, age, political beliefs, sexual orientation, lifestyle or similar personal
characteristics.
Examples of discriminatory acts which will not be tolerated include the use of verbal derogatory
comments, slurs, or jokes, derogatory pictures, cartoons or posters and actions which result in a
person being treated unequally. (Reviewed 1-27-2011)
2.54 Sexual Harassment
Employees shall not participate in or allow behaviors or situations that they know or should know,
constitute sexual harassment as outlined in state and federal law. Employees shall take swift
action to stop the offensive behavior or correct the situation. Employees shall not retaliate in any
way against a complaining party or witness involved in sexual harassment allegations. (08-18-97)
(Reviewed 1-16-2011)
2.55 Non-Biased Based Policing
A. All investigative detentions, traffic stops, arrests, searches, and seizures of property by
employees will be based on a standard of reasonable suspicion or probable cause as required by
the Fourth Amendment of the U.S. Constitution and relevant statutory authority. Employees must
be able to articulate specific facts and circumstances, which support probable cause or
reasonable suspicion for an arrest, traffic stop, investigation, detention or search.
8. Except as provided in this procedure, employees shall not consider race, ethnicity, religion,
national origin, sexual orientation, gender, or lifestyle in establishing either reasonable suspicion
or probable cause.
SECTION 2 RULES OF CONDUCT
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Appropriate consideration of race, ethnicity,·origin, sexual orientation, and gender shall be used
for purposes of housing, classification, transportation or any other matters affecting an inmate's
status when necessary for the safety and security of the inmate or the institution. Consideration of
the above-mentioned personal characteristics shall not be used for purposes of inmate discipline.
C. Employees may take into account a reported descriptor such as race, ethnicity, religion,
national origin, sexual orientation, gender, or lifestyle of a specific suspect or suspects based on
credible, reliable and locally relevant information that links a person(s) of a specific descriptor to a
particular criminal incident(s). Race, ethnicity, religion, national origin, sexual orientation, gender,
or lifestyle can never be the sole factor in establishing reasonable suspicion or probable cause,
but can, in the restricted circumstances described above, be one factor of the totality of the
circumstances.
D. To further this effort and comply with state law, employees will be required to collect and
document all information required under Assembly Bill 953, The Racial and Identity Profiling Act
(RIPA). The regulations specify the reporting requirements and data that shall be collected and
reported on each detention or search, including consensual searches, by a peace officer,
consistent with Government Code section 12525.5, the updated definition of "racial or identity
profiling" listed there, and the guidelines provided by the California Attorney General and/or
California Department of Justice regarding its application. The answers are to be based on the
deputy's perception at the time of the stop and not utilize external reference information,
questioning, or other personal identifying information to formulate their responses.
Data collection will begin July 1, 2018, and be entered using the Sheriffs RIPA specific
application. The application can be accessed via a desktop computer, Mobile Data Computer
(MDC}, or other mobile device connected to the Sheriffs network. When applicable, the deputy
shall enter all required data as soon as practical, but no later than the end of shift barring extreme
circumstances.
In the event the application cannot be used for technical or logistical reasons, the information
shall be temporarily recorded on an S0-210 RIPA Temporary Collection Form until access to the
application can be restored, ·at-which point the data must be entered as soon as practical.
Deputies shall not report RIPA data related to detentions/contacts that occur in a custodial
setting. Per the California Department of Justice, "custodial setting" is defined as: correctional
institutions, juvenile detention facilities, and jails, including parking lots and grounds within the
perimeter of these enumerated facilities. Custodial setting does not include home detention or
any circumstances where persons are under house arrest outside of correctional institutions,
juvenile detention facilities, or jails. (08-28-18)
2.56 Off Duty Intervention
In determining whether or not to intervene, the off duty peace officer should consider the totality
of the situation. In a case where action is considered necessary, to prevent death, the possibility
of death or serious bodily injury, significant property damage or loss, the off duty peace officer
should consider the offense involved, the difficulty that being off duty tactically and operationally
presents, and/or other factors as articulated and observed by the off duty peace officer.
If an off duty peace officer intervenes in the criminal conduct, he/she must, if reasonably possible,
identify themselves, their agency and their intent to stop the criminal conduct. Any law
enforcement action taken by the peace officer will be governed by the policies and procedures,
rules and regulations that apply to on duty personnel.
When outside the limits of their jurisdiction, but within the State of California, off duty peace
officers may assist any law enforcement officer who appears to be in need of immediate
SECTION 2 RULES OF CONDUCT
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3-01/121.00 POLICY OF EQUALITY
CORE VALUES
Our Policy of Equality reflects and builds upon our Core Values, which each Department
member is responsible for demonstrating in both actions and words.
These Core Values lie at the heart of our Policy of Equality:
With integrity, compassion, and courage, we serve our communities –
protecting life and property, being diligent and professional in our acts and deeds,
holding ourselves and each other accountable for our actions at all times,
while respecting the dignity and rights of all.
Earning the Public Trust Every Day!
These Core Values do not limit the responsibility of Department members to upholding
only the stated values. All Department members are required to conduct themselves in
accordance with the entirety of this Policy of Equality, and all applicable local, county,
state, and federal laws.
PURPOSE
This Policy is intended to preserve the dignity and professionalism of the workplace as
well as protect the right of employees to be free from discrimination, harassment, and
retaliation. Discrimination, harassment, and retaliation are absolutely contrary to the
values of the law enforcement profession as a whole and to the Core Values of the Los
Angeles County Sheriff's Department. Discrimination, harassment, and retaliation are
also illegal under local, county, state, and federal law.
The Department will not tolerate unlawful discrimination on the basis of sex, race, color,
ancestry, religion, national origin, ethnicity, age (40 and over), disability, sexual
orientation, marital status, or medical condition, nor will it tolerate unlawful harassment
or retaliation. As a preventive measure, the Department also will not tolerate
inappropriate conduct toward others based on a protected status even if the conduct
does not meet the legal definition of discrimination or harassment.
All Department members are responsible for conducting themselves in accordance with
this Policy and its associated Procedures. Violation of the Policy and/or Procedures will
lead to prompt and appropriate Departmental action including, but not limited to,
counseling, training, written reprimand, suspension, demotion, and/or discharge.
Revised 01/15/16
Revised 01/05/03
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3-01/121.05 POLICY OF EQUALITY - PROHIBITED CONDUCT
Each Department member is responsible for understanding these definitions of
prohibited conduct as they will govern in any disciplinary proceeding for violations of this
Policy and/or associated Procedures.
Revised 01/05/03
3-01/121.10 POLICY OF EQUALITY - DISCRIMINATION
Discrimination is the disparate or adverse treatment of an individual based on or
because of that individual's sex, race, color, ancestry, religion, national origin, ethnicity,
age (40 and over), disability, sexual orientation, marital status, or medical condition.
Revised 01/05/03
3-01/121.20 POLICY OF EQUALITY - DISCRIMINATORY HARASSMENT (OTHER
THAN SEXUAL)
Harassment of an individual because of the individual's race, color, ancestry, religion,
national origin, ethnicity, age, disability, sexual orientation, marital status, or medical
condition is also discrimination and prohibited by federal and/or state civil rights
statutes. Discriminatory harassment is conduct which has the purpose or effect of
unreasonably interfering with an individual's work performance or creating an
intimidating, hostile, offensive, or abusive work environment.
Revised 01/05/03
3-01/121.30 POLICY OF EQUALITY - INAPPROPRIATE CONDUCT TOWARD
OTHERS
Inappropriate conduct toward others is any physical, verbal, or visual conduct based on
or because of sex, race, color, ancestry, religion, national origin, ethnicity, age (40 and
over), disability, sexual orientation, marital status, or medical condition when such
conduct reasonably would be considered inappropriate for the workplace.
This provision is intended to stop inappropriate conduct before it becomes unlawful
discrimination or harassment. As such, the conduct need not be pervasive or repeated
in order to violate this Policy. An isolated derogatory comment, joke, racial slur, sexual
innuendo, etc., may be grounds for discipline. Similarly, the conduct need not be
unwelcome to the party against whom it is directed; if the conduct reasonably would be
considered inappropriate for the workplace, it will violate this Policy.
Revised 01/05/03
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3-01/121.40 POLICY OF EQUALITY - EXAMPLES OF CONDUCT THAT MAY
VIOLATE THIS POLICY AND SCOPE OF COVERAGE
Depending on the facts and circumstances, the following are examples of conduct that
may violate this Policy:
• posting, possessing, sending, soliciting or displaying in the workplace sexually
suggestive, racist, "hate site" related, or obscene letters, notes, invitations,
cartoons, posters, facsimiles, electronic mail or web links;
• verbal conduct such as whistling and cat calls, using or making lewd or
derogatory noises or making graphic comments about another's body, or
participating in explicit discussions about sexual experiences and/or desires;
• verbal conduct such as using sexually, racially or ethnically degrading words or
names, using or making racial or ethnic epithets, slurs, or jokes;
• verbal conduct such as comments or gestures about a person's physical
appearance which have a racial, sexual, disability-related, religious, age or ethnic
connotation or derogatory comments about religious differences and practices;
• physical conduct such as touching, pinching, massaging, hugging, kissing,
rubbing or brushing the body, making sexual gestures, impeding or blocking an
individual's passage or normal movements;
• visual conduct such as staring, leering, displaying or circulating sexually
suggestive objects, pictures, posters, photographs, cartoons, calendars,
drawings, magazines, computer images or graphics;
• sexual advances or propositions, including repeated and unwanted requests for a
date;
• retaliation in any form, including withholding work-related information, giving
punitive work assignments, or denial of job benefits; and
• hazing based on any protected status, including withholding assistance, giving
demeaning, unattainable, or unnecessary job assignments, or ignoring the
presence of a co-worker.
This list is not exhaustive. Any conduct which is retaliatory or based on or because of
sex, race, color, ancestry, religion, national origin, ethnicity, age (40 and over),
disability, sexual orientation, marital status, or medical condition may also violate this
Policy.
SCOPE OF COVERAGE
Department Members: For purposes of this Policy, "Department members" is defined
as employees of the Los Angeles County Sheriff's Department and applicants for
employment, whether sworn (regular or reserve) or civilian, all volunteers, and Explorer
Scouts and outside vendors (see the Department's Outside Vendor Policy).
Location: This Policy prohibits discrimination, harassment, retaliation, and inappropriate
conduct toward others in the workplace or in other work-related settings such as work-
related social events (e.g., retirement parties). Depending upon the facts and
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circumstances, this Policy also prohibits off-site, off-duty conduct where such conduct
meets one of the foregoing definitions of prohibited conduct and has the purpose or
effect of unreasonably interfering with an individual's employment or creating an
intimidating, hostile, offensive, or abusive working environment.
Communication System/Equipment: This Policy also applies to the use of any
Departmental communication system or equipment, including but not limited to,
electronic mail, internet, intranet, JDIC, telephone lines, computers, facsimile machines,
voice mail, radio, and mobile digital terminals. Employees will be disciplined in
accordance with this Policy for using any Departmental communication system or
equipment to deliver, display, store, publish, circulate, or solicit material in violation of
this Policy.
Revised 12/12/13
Revised 01/05/03
3-01/121.45 POLICY OF EQUALITY - REPORTING VIOLATIONS OF THIS POLICY
Any Department member who believes he or she has been subjected to conduct that
violates this Policy is strongly encouraged to report the matter to any Department
supervisor or manager or the Intake Specialist Unit. The Intake Specialist Unit may be
reached at (323) 890 5371, and is located at: 4900 South Eastern Avenue, Suite 203,
Commerce, California, 90040.
Any non-supervisory Department member who believes he or she has knowledge of
conduct that violates this Policy is strongly also encouraged to report the matter.
Supervisors and managers have an affirmative duty to report potential violations of this
Policy to the Intake Specialist Unit. Supervisors and managers also have additional
duties and responsibilities as detailed in the procedures associated with this Policy.
The Department will fully and fairly investigate any complaints and take immediate and
appropriate corrective action.
Department members also may contact the California Department of Fair Employment
and Housing by calling (800) 884-1684 or visiting their website at www.dfeh.ca.gov and
may contact the Federal Equal Employment Opportunity Commission by calling 213 894
1000 or 800 669 4000 or visiting their website at www.eeoc.gov. For more information
regarding the Fair Employment and Housing Act, Department members may refer to the
California Department of Fair Employment and Housing's brochure entitled "Sexual
Harassment: The Facts about Sexual Harassment," which is attached to this Policy.
Department members may also contact the County Office of Affirmative Action
Compliance at (213) 974 1251.
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Revised 10/01/07
Revised 01/05/03
3-01/122.00 POLICY OF EQUALITY - PROCEDURES
INTRODUCTION
All Department members are responsible for conducting themselves in accordance with
the Policy of Equality ("Policy") and these procedures ("Procedures"). The Policy and
Procedures are the internal controlling authority for all Department equity
matters. Violation of the Policy or Procedures will lead to prompt and appropriate
Departmental action including, but not limited to, counseling, training, written reprimand,
suspension, demotion, and/or discharge.
Any Department member who believes he or she has been subjected to a violation of
the Policy is strongly encouraged to report the matter. Any non-supervisory Department
member who has knowledge of a violation of the Policy is also strongly encouraged to
report the matter.
Supervisors and managers have an affirmative duty to report potential violations of the
Policy. Supervisors and managers shall also take all reasonable steps to prevent
discrimination, harassment, and retaliation from occurring in the workplace and take
immediate and appropriate corrective action to stop any discrimination, harassment,
and retaliation that does occur.
The Department will promptly and effectively investigate all reports of violations of the
Policy and will take immediate and appropriate preventive and corrective
action. Department members shall cooperate fully in any inquiry or investigation related
to the Policy.
Revised 01/05/03
3-01/122.05 POLICY OF EQUALITY - PROCEDURES - DUTIES OF SUPERVISORS
AND MANAGERS
Under these Procedures, supervisors and managers shall perform certain duties as
enumerated below.
Supervisors and managers for purposes of the Procedures include the Sheriff, the
Undersheriff, Assistant Sheriffs, Chiefs, Commanders, Captains, Lieutenants,
Sergeants, Deputies performing supervisory duties or acting in a supervisory capacity,
and civilian Directors, Managers, and Supervisors.
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NOTE: FAILURE BY ANY SUPERVISOR OR MANAGER TO CARRY OUT
THESE DUTIES MAY BE CAUSE FOR DISCIPLINE.
Duty of All Supervisors and Managers to Report
Supervisors and managers have an affirmative duty to report potential violations of the
Policy. Supervisors and managers are required to report potential violations of the
Policy to the Intake Specialist Unit as provided below even when a complaining or
reporting party requests that no action be taken. The supervisor or manager shall:
• immediately notify the Intake Specialist Unit of the incident(s) or complaint and
any initial steps taken by the supervisor or manager; and
• complete a Policy Of Equality Report form POE-001 ("POE Report Form") and
promptly file the original with the Intake Specialist Unit with copies to: (a) the
reporting party's Unit Commander, unless the complaint is against the Unit
Commander, in which case it shall be sent to the Department's Equity
Commander; and (b) the Equity Oversight Panel.
Additional Duties of All Supervisors and Managers
Supervisors and managers are also responsible for:
• being aware of and understanding the Policy and Procedures, as well as any
modifications that may be made to them;
• actively monitoring the work environment to ensure that discrimination,
harassment, and/or retaliation are not occurring;
• informing Department members under their supervision of the types of behavior
prohibited, and the Department's procedures for reporting and resolving
complaints arising under the Policy;
• stopping conduct that violates the Policy and taking immediate and appropriate
action whether or not the involved Department members are within their line of
supervision; and
• taking immediate action to prevent retaliation towards the complaining party (if
there is one), and to deter and eliminate any hostile work environment. If a
situation requires separation of the involved parties, particular care must be
taken to avoid actions that appear to punish the complaining party.
Supervisors and managers have the foregoing duties whether or not a complaint has
been made.
Additional Duties of Unit Commanders
In addition to the duties described above, Unit Commanders have the following duties:
• ensuring that blank POE report forms POE-001 are maintained in a prominent
and accessible place in every Unit. It is the further duty of the Unit Commander to
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ensure that the location, availability, and purpose of these forms are made known
to each Unit member; and
• performing all duties required by the Outside Vendor Policy Regarding
Discrimination, Harassment, and Retaliation.
Revised 12/12/13
Revised 01/05/03
3-01/122.10 POLICY OF EQUALITY - PROCEDURES - INFORMATION ABOUT THE
POLICY AND PROCEDURES
Office of the Ombudsperson
The Office of the Ombudsperson functions as a specialized resource for all Department
members concerning the Policy of Equality and these Procedures. The Office of the
Ombudsperson shall respond to inquiries, including anonymous inquiries, about the
Department's Policy and Procedures and provide information to Department members
about, among other things, their rights and responsibilities and complaint and
investigation procedures concerning equity matters.
The Office of the Ombudsperson is not a complaint intake Unit. However, if a caller
provides enough information to indicate a violation of the Policy, the Office of the
Ombudsperson must report the matter to the Intake Specialist Unit. The Office of the
Ombudsperson shall notify each caller of this obligation.
QUESTIONS ABOUT THIS POLICY
Any Department member who has questions about the meaning or interpretation of this
Policy should contact the Office of the Ombudsperson. They may be reached at:
Office of the Ombudsperson (323) 890 5348
Revised 10/01/07
Revised 01/05/03
3-01/122.15 POLICY OF EQUALITY - PROCEDURES - EQUITY COMPLAINT
PROCESS
Reporting Complaints
Any Department member who believes he or she has been subjected to conduct that
violates the Policy is encouraged to report the matter to:
• any Department supervisor or manager (whether or not in the Department
member's chain-of-command); or
• the Intake Specialist Unit at (323) 890-5371.
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Non-supervisory Department members are also encouraged to report potential
violations of the Policy directed toward another to a supervisor, manager, or to the
Intake Specialist Unit, the number for which has been provided above.
Supervisors and managers shall report potential violations of the Policy in accordance
with the procedures detailed above.
• The Intake Specialist Unit
The Intake Specialist Unit, staffed by both sworn and civilian Department members, is
an initial point of contact for Department members who wish to report a violation of the
Policy. Department members are not required to identify themselves when contacting
the Intake Specialist Unit.
The Intake Specialist Unit shall be responsible for directing any reports concerning
equity issues to the Equity Unit for investigation and resolution. The Intake Specialist
Unit also shall assist Department members in finding the right point of contact for
questions regarding the Policy and Procedures or equity issues.
The Intake Specialist Unit shall contact the complainant during the course of the
investigation to ensure that no retaliation is occurring. The Intake Specialist Unit shall
make prompt notification to the appropriate parties if an issue of retaliation is raised.
• Supervisors and Managers
Department members also may report potential violations of the Policy and/or
Procedures to any Department supervisor or manager as defined above.
Investigating Complaints: The Equity Unit
The Equity Unit is responsible for promptly and effectively investigating reports of
conduct that violates the Policy or Procedures. Equity Unit investigations shall be
immediate, thorough, objective, and complete. Equity Unit investigations shall be as
confidential as reasonably possible consistent with the Department's obligation to
conduct a full and effective investigation. Upon conclusion of the investigation, the
Equity Unit investigators shall present their findings to the Equity Oversight Panel for
review.
The Equity Unit investigator(s) assigned to the case shall conduct an initial investigation
to determine whether there has been a potential violation of the Policy and/or
Procedures. If the initial investigation indicates a potential violation of the Policy and/or
Procedures, the investigator shall open an administrative investigation at the direction of
an Equity Unit Lieutenant, who may seek the advice or concurrence of the Equity
Commander or Equity Unit attorney. Any decision not to open an administrative
investigation shall be forwarded to the Equity Oversight Panel for review.
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Review of Equity Unit Investigations
• The Equity Oversight Panel
The Equity Oversight Panel is an independent oversight body which, in accordance with
the procedures described in this section, shall have authority and be responsible for
reviewing Equity Unit investigations and making appropriate determinations for
violations of the Policy and/or Procedures. The Equity Oversight Panel shall meet bi-
monthly, or more frequently if necessary, to discuss and review each Equity Unit
investigation.
In addition, the Equity Oversight Panel shall be responsible for, among other matters,
monitoring and evaluating the quality of the Equity Unit investigations and the
effectiveness of the Policy and Procedures. The Equity Oversight Panel shall also
serve as an equity policy advisor to the Department.
• The Review Process
The review process shall consist of the following steps:
• The Equity Oversight Panel shall receive a thorough briefing from and have the
opportunity to question the investigator(s) who handled the Equity Unit
investigation. The subject's Division Chief or Director and/or Unit Commander
may attend the briefing. In addition, the Equity Oversight Panel shall have the
authority to command the appearance of any Department member deemed
necessary to a full and effective resolution of the complaint or incident. Any
information relied upon by the Equity Oversight Panel to reach its decisions must
be reflected in the subject's investigation package, including any new information
received from any attendee to the Equity Oversight Panel's briefing.
• The Equity Oversight Panel shall meet to discuss and deliberate on the Equity
Unit case presented. A representative from County Counsel and the Office of
Affirmative Action Compliance may be present to offer advice as required under
applicable Protocols. The subject's Division Chief or Director and/or Unit
Commander may be present at the request of the Equity Oversight Panel
members. After discussion, the Equity Oversight Panel shall determine
appropriate dispositions and discipline, if discipline is warranted. The Equity
Oversight Panel immediately shall cause to be forwarded to the Sheriff for review
all cases where its final recommended discipline determination exceeds 15 days
suspension (See "Sheriff's Review of Discipline in Excess of 15 Days
Suspension," below.).
• In all cases, the Equity Oversight Panel may direct the Equity Unit to conduct
further investigation. If further investigation is directed, another review shall be
held in accordance with this section after the investigation.
• The Equity Oversight Panel shall communicate its recommendations to the
Equity Unit, which shall notify the appropriate parties. The Equity Unit shall issue
a Letter of Intent to Impose Discipline to the subject or, where appropriate, inform
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the subject that the complaint was unfounded or unresolved. At the same time,
the Equity Unit shall issue a letter to the complainant indicating that the complaint
was either founded, unfounded, or unresolved and that, if founded, appropriate
corrective action was determined. Proposed disciplinary action shall be kept
confidential until the Equity Unit receives the determinations regarding
dispositions and discipline from the Equity Oversight Panel or Sheriff or his
delegate.
Sheriff's Review of Discipline in Excess of 15 Days Suspension
The Sheriff shall have the authority to review all cases of discipline in excess of 15 days
suspension, including demotion and termination. For these cases, the Sheriff shall have
the authority to adopt or modify the discipline and/or reopen the investigation if deemed
necessary.
The Sheriff may delegate the aforementioned authority to the Undersheriff or an
Assistant Sheriff.
Skelly Hearings
Where applicable, the subject Department member may elect to have a hearing on
discipline (a "Skelly" hearing) before the discipline is imposed. If the subject elects to
have a Skelly hearing, the Department shall designate a Skelly officer.
Information presented by the subject at the Skelly hearing that was known to the subject
at the time of the subject's Equity Unit investigation but not disclosed shall not be
grounds for overturning the Equity Oversight Panel's recommendation. If the subject
presents new facts during the Skelly hearing (i.e., facts discovered subsequent to the
subject's Equity Unit investigation), the Skelly officer shall send the case back to the
Equity Unit for further investigation.
The Skelly officer shall promptly communicate, in writing, the factual and legal basis for
any decision to modify the Equity Oversight Panel's determinations to the Sheriff and to
the Equity Oversight Panel. Failure to do so may be grounds for discipline.
Grievance Procedures
• Department Member Rights
Department members also may grieve disciplinary actions according to the terms of
applicable memoranda of understanding ("MOU") negotiated by the Department and the
union representing said members. As such, these MOUs may require separate or
additional procedures according to their respective terms.
• Supervisors' and Managers' Responsibilities
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Any supervisor authorized to conduct grievances shall promptly communicate, in
writing, to the Equity Oversight Panel and to the subject's Division Chief or Director the
factual and legal basis for any decision to modify the Equity Oversight Panel's
determinations. Failure to do so may be cause for discipline.
Information presented by the subject during the grievance that was known to the subject
at the time of the subject's Equity Unit investigation but not disclosed shall not be
grounds for overturning the Equity Oversight Panel's recommendation. If the subject
presents new facts during the grievance (i.e., facts discovered subsequent to the
subject's Equity Unit investigation), the supervisor authorized to conduct the grievance
shall send the case back to the Equity Unit for further investigation.
Appeals To Civil Service
Department members also may appeal final determinations of discipline to the Civil
Service Commission in accordance with the Civil Service Rules. Where the final
discipline determination exceeds 15 days suspension, the Department may not settle a
Civil Service Commission case without prior approval by the Sheriff or his designee. In
all other cases, the Department may not settle a Civil Service Commission case without
prior approval by the Equity Oversight Panel.
Revised 12/12/13
Revised 10/01/07
Revised 01/05/03
3-01/122.20 POLICY OF EQUALITY - PROCEDURES - EXTERNAL COMPLAINT
MONITORING
The Department's Affirmative Action Unit, in conjunction with the County's Office of
Affirmative Action Compliance, will receive and process all external discrimination,
harassment, and retaliation complaints. Where appropriate, the Affirmative Action Unit
will forward the complaint to the Equity Unit for investigation and resolution.
Revised 01/05/03
3-01/122.25 POLICY OF EQUALITY - PROCEDURES - CONFIDENTIALITY
The Department shall maintain all complaint-related information in confidence to the
extent possible given the Department's obligation to conduct a full and effective
investigation. For more information concerning confidentiality, Department members
should contact the Office of the Ombudsperson.
The Department shall keep all information and material reviewed confidential in
accordance with California Penal Code '' 832.7 and 832.8, California Evidence Code '
1043 et seq., and any other provision regarding the confidentiality of peace officer
personnel records.
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Revised 01/05/03
2-07/140.60 THE AMERICAN WITH DISABILITIES ACT (ADA) UNIT
The American with Disabilities Act (“ADA”) Unit is separated into two components:
Title I, Employment issues, and Title II, Public Access issues. Under Title I, the ADA
Unit ensures that Department supervisors are aware of and in compliance with Title I of
the Federal ADA, as well as the State’s Fair Employment and Housing Act (FEHA). The
Unit is responsible for developing and presenting ADA training for Department
supervisors. The ADA Unit, in conjunction with the Health and Safety Unit, Advocacy
Unit, and Personnel Administration Bureau, assist individual Units regarding the
interactive process with concerned employees, and with reasonable accommodations
for existing Department members. The ADA Unit is responsible for processing all
reasonable accommodation requests received from Department applicants.
Under Title II, the ADA Unit ensures that all Department-occupied buildings, including
jail facilities, are in compliance with ADA regulations. Working with Correctional
Services Division and Custody Operations Division, the ADA Unit helps to ensure that
inmates with disabilities have access to all programs that all other inmates receive. The
ADA Unit also processes facility-access complaints received from the public, including
inmates, as it pertains to Department facilities.
Revised 12/12/13
Revised 06/22/09
3-09/004.00 LIMITED ENGLISH PROFICIENCY AND LANGUAGE ASSISTANCE
PLAN
It is the policy of the Los Angeles County Sheriff’s Department to provide accurate and
effective communication with members of the public regardless of their level of English
proficiency. The Department shall strives to eliminate or reduce, to the maximum extent
practicable, limited English proficiency (LEP) as a barrier to accessing assistance or
utilization of Department programs and services.
Limited English proficient individuals are defined as persons who do not speak English
as their primary language and who have a limited ability to read, write, speak, or
understand English. LEP individuals may be competent in English for certain types of
communication (e.g., speaking or understanding) but may still be LEP for other
purposes (e.g., reading or writing).
Department members shall take reasonable steps to ensure effective and accurate
communication with a LEP individual when providing assistance or Department
programs and services. Personnel will use qualified bilingual persons as translators
and interpreters as set forth in this policy. A “qualified bilingual person” as used in this
plan is a qualified County interpreter (MPP 3-02/180.00 Bilingual Bonus), including
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employees or persons available through the civilian volunteer program or persons
available through the Sheriff’s Information Bureau bilingual services program who have
passed the Los Angeles County fluency examination for the language
involved. Immigration authorities shall not be used as interpreters for law enforcement
matters relating to individuals in Department custody, even if otherwise
qualified. Language assistance should be provided at a time and place that avoids the
effective denial of assistance, service, or rights to the LEP person.
The Department shall prioritize the translation of vital forms including Public Complaint
forms, Inmate Complaint forms, Miranda Rights cards, Inmate Services forms, and
Order to Disperse cards.
The Department shall take reasonable steps to translate the LASD.org website into
multiple languages, reflective of the communities served.
Desk Operations
Dispatch personnel who receive emergency calls for service from LEP individuals shall
utilize the 24-hour, telephone-based Language Line Solutions translation service on the
9-1-1 emergency phone system unless the desk personnel are qualified bilingual
person(s) for the language involved, or are self-identified as proficient in the relevant
language. Department personnel capable of in-language communication should be
dispatched as the primary responder or assisting unit for scenes involving LEP persons
whenever possible.
To communicate with LEP individuals in the field, Department members should, as
follows:
First, engage in direct in-language communication (i.e.
1.
without interpretation or translation between English and the
non-English language) with the individual if the member is:
a) a qualified bilingual person in the relevant non-English
language; or b) is self-identified as proficient in the relevant
non-English language. Each station shall maintain separate
lists of members who are either qualified bilingual or self-
identified as proficient in a non-English language.
2. If the member is unable to engage in direct in-language
communication, he/she shall obtain interpretation assistance
of a Department member who is qualified as bilingual or self-
identified as bilingual in the relevant non-English language.
3. If unable to engage in either of the above, and for the limited
purpose of obtaining preliminary information in the field, a
Department member may use bilingual family, friends, or
bystanders for interpreting in very informal, non-
confrontational contexts. If follow-up information or an
investigation is needed, within a reasonable amount of time,
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the Department member or supervisor should contact the
LEP individual using a qualified bilingual member, self-
identified bilingual members, or Language Line Solutions to
confirm the preliminary information collected and to obtain
additional information.
Department members should be aware that using bilingual
family, friends, or bystanders to interpret could result in a
breach of confidentiality, a conflict of interest, or an
inadequate interpretation. Department members should
avoid using persons biased for or against one of the parties
and minor children under the age of 12 to assist in
interpretation unless there is no available
alternative. Department members should also avoid using a
family member as an interpreter in a matter involving
domestic violence absent exigent circumstances.
4. If the above options are unavailable, use the non-emergency
number for Language Line Solutions services, (800) 523-
1786, which can be accessed from any telephone. Give the
station a specific 6-digit ID number. (For further information,
refer to the Desk Manual.)
Exceptions
In the following circumstances, interpretation must be provided through telephonic
language assistance or a qualified/self-identified bilingual Department member:
• An LEP person requests the assistance of an interpreter;
• A Department member intends to make an arrest that is based solely on
information from an LEP person and the Department member is not confident
that the interpretation provided by a family member, friend, or bystander is
reliable and/or accurate;
• Department members are requesting consent to search from an LEP person and
where the only authority for the search rests on the consent;
• Department personnel are conducting custodial interviews or interrogations; or
• Department members are conducting pre-planned, coordinated follow-up
interviews with known LEP persons after a first report has been completed. In
conducting pre-planned field investigations or canvassing, Department members
should make efforts to anticipate the need for language interpretation and be
prepared to obtain language assistance through telephonic language assistance
or a qualified/self-identified bilingual Department member.
Exigent Circumstances
In exigent circumstances, Department members are to use the most reliable temporary
option available, including bystanders. Examples of exigency may include but are not
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limited to: medical emergencies; situations in which the life or safety of civilians are
threatened; the immediate need to obtain descriptive information on a suspect; the need
to obtain identifying information of an injured person; the need to avoid delay that will
create a Terry Stop violation.
Once the exigency has passed and within a reasonable amount of time, Department
members or supervisors shall obtain language assistance consistent with this
plan. The use of a temporary interpreter, the exigent circumstances that necessitated
such use, and the steps made for follow-up interpretation shall be memorialized in the
incident report.
Personnel Complaints
Any LEP individual who wishes to file a complaint about an employee shall be provided
with a complaint form and informational materials in the appropriate non-English
language and/or be provided appropriate translation and interpretation services from a
qualified bilingual person in order to file a complaint.
Each station shall have a sign displayed in the front lobby printed in English and other
prevalent languages for that Department station service area as determined by the unit
commander, containing the Department’s public complaint phone number. In the event
a LEP individual indicates they cannot read the posted information, Department
members shall make reasonable efforts to provide appropriate language services from a
qualified bilingual person.
Station Facilities
Each station, in the respective booking/detention areas, shall prominently display
signage, printed in English as well as the prevalent spoken language(s) for that
Department station service area as determined by the unit commander, detailing
information regarding access to the Bail Commissioner, the Public Defender’s Office,
information on minor childcare, and the prisoner’s right to complete three phone
calls. In the event a LEP individual indicates they cannot read the posted information,
Department personnel will make reasonable efforts to provide appropriate language
services.
Custody Facilities
To maintain consistency and uniformity, each facility shall post both the English and
Spanish versions of the Custody Services Division Inmate Rules and Regulations as
listed in Custody Division Manual section 7-33/000.00, “Inmate Rules and
Regulations.” For those inmates who are unable to read English or Spanish, provisions
shall be made for the jail staff to verbally instruct them or provide them with material, in
an understandable form, regarding jail rules and disciplinary procedures and penalties.
Community Engagement and Outreach
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Providing meaningful access to LEP individuals should also be considered in existing
and future outreach and education initiatives within the Department. Department
personnel should take steps to assess whether LEP individuals may be part of an LASD
organized community forum and should, to the extent practicable, ensure information
about the forum or programs are sufficiently relayed in the appropriate language.
It may be necessary to translate press releases particularly where the newsworthy
event involves a large number of LEP individuals or if translation of the press release
may garner useful information to the public.
LEP Data Collection and Analysis
The use of a qualified bilingual person, self-identified LASD bilingual personnel, a
civilian, or the Language Line Solutions service shall be memorialized in the incident
report. To facilitate follow-up, contact information for civilians who provide language
assistance should be included in the incident report.
Revised 04/08/18
08/14/15 MPP
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5-09/520.00 CONSTITUTIONAL POLICING AND STOPS
As a public law enforcement agency, the Department is committed to ensuring that
members of the public receive equal protection of the law without bias based on race,
color, ethnicity, national origin, religion, gender, gender identity, disability, or sexual
orientation and in accordance with the rights secured or protected by the Constitution or
laws of the United States. These ideals are engrained into our efforts and reflect our
Department’s continued commitment to Constitutional Policing.
Revised 05/15/17
03/31/15 MPP
5-09/520.05 STOPS, SEIZURES, AND SEARCHES
Department members shall only conduct investigatory stops or detentions when they
have reasonable suspicion that a person has been, is, or is about to be engaged in the
commission of a crime.
Department members shall not use race, color, ethnicity, national origin, religion,
gender, gender identity, disability, or sexual orientation as a factor, to any extent or
degree, in establishing reasonable suspicion or probable cause except as part of actual
and credible description(s) of a specific suspect or suspects in any criminal
investigation.
Department members shall not use race, color, ethnicity, national origin, religion,
gender, gender identity, disability, or sexual orientation in exercising discretion to
conduct a search except as part of an actual and credible description of a specific
suspect or suspects in any criminal investigation.
Department members shall not initiate stops or other field contacts because of an
individual’s actual or perceived immigration status.
Department members shall not conduct arbitrary searches. The request to conduct a
consent search must be reasonable, and a deputy must be able to articulate a valid
reason under law and policy for initially having stopped the individual.
Department members shall only conduct searches of individuals based on probation or
parole status when knowledge of a probation or parole search condition has been
established.
Department members shall immediately notify a supervisor when routine field activity or
observations lead to consideration of a home search based on consent, and the
supervisor shall either approve the search before it is conducted or, if appropriate, a
search warrant should be sought.
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Revised 05/15/17
03/31/15 MPP
5-09/520.10 BACKSEAT DETENTIONS
A backseat detention occurs when an individual’s freedom is restrained by placing the
individual in the backseat of a patrol vehicle for investigative purposes for any period of
time. Backseat detentions shall not be used except when the deputy has individualized
reasonable suspicion that justifies a detention and an articulable reasonable belief that
the detained person may pose a threat of physical harm or is an escape risk unless
detained in the backseat. Backseat detentions are not permitted when based on
unreasonable or factually unsupported assertions of deputy safety. Deputies shall not
conduct backseat detentions as a matter of course during routine traffic stops or
domestic violence situations.
In instances where the backseat detention is due to weather conditions or the
individual’s desire for privacy, the deputy will ask the individual whether he or she would
like the option of sitting in the backseat of the vehicle and make clear that this
placement is a courtesy and that the individual is free to exit the vehicle at any time.
Deputies shall explain to civilians in a professional and courteous manner why they are
being detained in the backseat of patrol cars. If an individual complains about being
detained in the backseat of a patrol car, the deputy shall call for a field sergeant to
respond to the scene to address the individual’s complaint. If the individual does not
want to wait for the field sergeant to respond to the scene, the deputy shall provide the
individual the deputy’s business card.
Deputies shall not attempt to dissuade any individual from registering a complaint with a
supervisor about a backseat detention, whether through their words, actions, or by
delaying the notification to or the response from the supervisor.
The backseat detention contact type codes shall be used as the primary code in the
Contact Type field to document all backseat detentions on the Deputy’s Daily Work
Sheet. The length of time of the backseat detention and the factual justification for the
backseat detention “seizure” shall be articulated in the narrative portion of the deputy’s
log.
Revised 05/15/17
03/31/15 MPP
5-09/520.15 CONSENSUAL ENCOUNTERS
Persons that are contacted during consensual encounters shall be free to leave at all
times and the contact shall be voluntary. A consensual encounter can transform into a
detention if a reasonable person believes that they are not free to leave.
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03/31/15 MPP
5-09/520.20 LOGGING PUBLIC CONTACTS
Field units performing regular field law enforcement duties shall create an electronic
Deputy’s Daily Work Sheet (DDWS) through the Mobile Digital Computer (MDC) or
Computer-Aided Dispatch (CAD) system.
Units included in this classification include, but are not limited to:
• General patrol
• Traffic patrol
• Motorcycle patrol
• COPS teams
• Special Assignment Officers
• Gang Enforcement Team patrol units
• Special Enforcement Bureau directed patrol units
• Bicycle patrol
• Foot patrol
• Beach patrol units
• Associated field supervisors for the above units
Regular field law enforcement duties include, but are not limited to:
• Responding to calls for service
• Conducting vehicle, bicycle, and pedestrian stops for enforcement/investigatory
purposes
• Assisting members of the public
The requirement to create a DDWS extends to units not equipped with an MDC. When
a unit is not equipped with an MDC, the DDWS shall be created at the beginning of the
shift by utilizing a station CAD terminal. Completion of the DDWS shall occur either
during the course of the shift or prior to its conclusion.
Revised 05/15/17
03/31/15 MPP
5-09/520.25 LOGGING FIELD ACTIVITIES
All significant public contacts and activity shall be appropriately logged on the Mobile
Digital Computer’s Deputy’s Daily Work Sheet (DDWS). The Mobile Digital Computer’s
DDWS logs shall contain only accurate information including, but not limited to, the race
of each individual detained or searched, the result of the stop, and the date, time, and
location of the stop.
For the purposes of this policy, “significant public contacts and activity” are defined as:
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• Calls for service;
• Self-initiated activity that results in arrest or citation;
• Self-initiated activity that is enforcement/investigative in nature but does not
result in arrest or citation; and/or
• Self-initiated activity which is not enforcement/investigative in nature but results
in Department personnel taking some form of constructive action, e.g.,
requesting a tow truck for a stranded motorist.
Each field incident shall be logged separately with its own unique “Tag”
number. Deputies shall not log multiple unconnected incidents or traffic stops under a
single “Tag” number. Multiple citations or activities resulting from the same traffic stop
or incident shall be logged under the same “Tag” number. These concepts are equally
applicable to vehicle, pedestrian, and bicycle stop contacts.
Revised 05/15/17
03/31/15 MPP
5-09/520.30 STATISTICAL CODES FOR TRAFFIC, PEDESTRIAN, AND BICYCLE
STOPS
The statistical codes 840 (Traffic Stop), 841 (Pedestrian Stop), and 842 (Bicycle Stop)
shall be used when field personnel conduct vehicle, pedestrian, or bicycle stops based
on probable cause, reasonable suspicion, or for other investigative purposes or to follow
up on leads from prior incidents. The codes shall be used when logging vehicle,
pedestrian, or bicycle stops which are associated with:
• Calls for service;
• Self-initiated activity that results in arrest or citation; and/or
• Self-initiated activity which is enforcement or investigative in nature but does not
result in arrest or citation.
These codes shall be used in addition to any other statistical code(s) used to classify
the incident. The narrative portion of the logged incident shall also include the reason
for the contact and a brief description of the action taken by deputies.
The Mobile Digital Computer “Reasonable Suspicion” and “Pat Down” Contact
Information Codes require justification for the stop or search and shall be noted in the
narrative portion of the deputy’s log.
03/31/15 MPP
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 111
Appendix D
WAVE 1 AGENCIES’ CIVILIAN COMPLAINT FORMS AND PROCEDURES
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Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 113
l California Highway Patrol
Commend or Complain
chp.ca.gov/notify-chp/commend-or-complain
Office of Internal Affairs
The California Highway Patrol (CHP) has a well-defined procedure for investigating civilians'
complaints. Once a complaint is received, it is the responsibility of the involved employee's
Commander to ensure a thorough investigation is conducted. Although complaints cannot
always be resolved to a civilian's satisfaction, all investigations are conducted objectively,
with a goal of maintaining public confidence and departmental integrity. After completion of
the investigation, complaints are directed through the chain of command for an impartial
review. After final approval, the civilian is provided with a closing written response.
The civilians' complaint process is designed to investigate the allegations of civilians and to
make a determination of fact as to any wrongdoing. In cases where a false complaint is
maliciously filed against a peace officer, that officer is entitled to file a civil action. Therefore,
it is important all allegations presented in a complaint to the Department be based on
factual information. Penal Code Section 148.6 requires that all law enforcement agencies
accepting an allegation of misconduct against a peace officer shall require the complainant
to read and sign a Civilians' Complaint Information form.
Click here to fill out the online Commend or Complain form.
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Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 114
STATE OF CALIFORNIA CHP USE ONLY
California Highway Patrol
DEPARTMENT OF CALIFORNIA HIGHWAY PATROL
CONTROL NUMBER
CIVILIANS' COMPLAINT INFORMATION LOCATION CODE I YEAR ISEQUENTIAL NO.
I I _ I I
CHP 2408 (Rev. 12-15) OPI 031.
PERSON FILING COMPLAINT (LAST, FIRST, M.I.)
MAILING DDRESS (STREET, APARTMENT NUMBER) NAME AND IDENTI Fl CATION NUMBER OF EMPLOYEE
CITY, STATE, ZIP CODE LOCATION OF INCIDENT
HOME TELEPHONE NUMBER (INCLUDE AREA ODE) DATErrlME OF OCCURRENCE
OTHER TELEPHONE NUMBER (INCLUDE AREA ODE) CITATION OR ARREST REPORT NUMBER
ADDITIONAL EMPLOYEE(S) (INCLUDE NAMES AND IDENTIFICATION NUMBERS WHEN KNOWN)
IMPORTANT! READ AND SIGN THE FOLLOWING INFORMATION.
YOU HA VE THE RIGHT TO MAKE A COMPLAINT AGAINST A POLICE OFFICER FOR ANY IMPROPER POLICE
ONDUCT. CALIFORNIA LAW REQUIRES THIS AGENCY TO HAVE A PROCEDURE TO INVESTIGATE IVILIANS'
COMPLAINTS. YOU HAV E A RIGHT TO A WRITTEN DESCRIPTION OF THIS PROCEDURE. THIS AGENCY MAY FIND
AFTER INVESTIGATION THAT THERE IS NOT ENOUGH EVIDENCE TO WARRANT ACTION ON YOUR OMPLAINT;
EVEN IF THAT IS THE CASE, YOU HAVE THE RIGHT TO MAKE THE COMPLAINT AND HAVE IT INVESTIGATED IF
YOU BELIEVE AN OFFICER BEHAVED IMPROPERLY. IVILIAN COMPLAINTS AND ANY REPORTS OR FINDINGS
RELATING TO COMPLAINTS MUST BE RETAINED BY THIS AGENCY FOR AT LEAST FIVE YEARS.
I have read and understand the above statement.
Signature Date
Allegations of misconduct brought to the attention of the Department through the Civilians' Complaint process are investigated by the
command (Area or Division) where the employee was assigned at the time of the alleged misconduct. If necessary, the Office oflntemal
Affairs will assist you in contacting the proper command to ensure your allegations are investigated. The Department makes every effort to
complete civilians' complaint investigations within sixty (60) days.
Pursuant to California Penal Code§§ 832.7 and 832.8, peace officer personnel records, including civilians' complaint investigations, are
confidential and are not releasable.
In accordance with California Penal Code§ 832.5, any member of the public may obtain a copy of the Department's Civilians' Complaint
Investigation Manual (Highway Patrol Manual 10.4). Members of the public may purchase a copy of this manual by contacting the California
Highway Patrol, Publications Unit, at 601 North 7th Street, P.O. Box 942898, Sacramento, CA 94298, or via electronic mail at
publications@chp.ca.gov.
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Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 115
STATE OF ALIFORNIA California Highway Patrol
If you need assistance completing thisf orm, contact
DEPARTMENTO F CALIFORNIAH IGHWAYP ATROL
any CHP Office, or the Office oflntemal Affairs, at
CIVILIANS' COMPLAINT INFORMATION
601 North 7th Street, P.O. Box 942898, Sacramento,
CHP 2408 (Rev. 12-15) OPI 031 (Page 2) CA 94298 or (916) 843-3060
This section may be used by you and/or the Department to summarize or further clarify your complaint.
(Attach additional pages as needed.)
Destroy Previous Editions. hp240B_0419 .pdf
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 116
ESTADO DE CALIFORNIA California Highway Patrol OLO AIRA USO IDE CHP
DEPARTAMENTOD E PATRULLA DE AUTOPISTASD E CALIFORNIA CONTROL NUMBER
INFORMACION DE DENUNCIA CIVIL LOCATION CODE YEAR SEQUENTIALN O.
I I _ I I
CHP 2408 (Rev. 12-15) OPI 031
PERSONAQ UE REGISTRA LA DENUNCIA (APELLIDO, NOMBRE, INICIAL DE SEGUNDO NOMBRE)
DIRECCION DE CORREO (CALLE, NUMERO DE APART AMENTO) NOMBRE Y NL/MEROD E IDENTIFICACOIN DE EMPLEADO
CIUDAD, ESTADO, CODIGO POSTAL LUGAR DEL INCi DENTE
NL/MEROD E TELEFONO (CON 6DJGO DE AREA) FECHNHORA DEL SUCESO
OTRO NL/MEROD E TELEFONO (CON C6D JGO DE AREA) NL/MEROD E CITACION O DE INFORME DE ARRESTO
EMPLEADOSA DICIONALES( INCLUIR NOMBRE Y NUMEROS DE IDENTIFICAC l6 N SI SE ONOCEN)
PORTANTE! LEERY RMAR LA SIGUIENTE NFORMACION.
USTED TIENE DERECHO A HACER UNA ENUNCIA CONTRA UN OFICIAL DE POLICiA POR UALQUIER CONDUCT A
INDEBIDA. LA LEY E CALIFORNIA REQUIERE QUE ESTA AGENCIA TENGA UN PROCEDIMIENTO PARA
INVESTIGAR LAS ENUNCIAS CIVIL. USTED TIENE DERECHO A RECIBIR UNA DESCRIPCION POR ESCRITO E
ESTE PROCEDIMIENTO. ESTA AGENCIA PUEDE ETERMINAR, ESPUES DE UNA INVESTIGACION, QUE NO
EXISTEN SUFICIENTES PRUEBAS PARA JUSTIFICAR ACCION SOBRE SU DENUNCIA; INCLUSO SI ESE ES EL ASO,
USTED TIENE DERECHO A PRESENTAR LA DENUNCIA Y HACER QUE ESTA SE INVESTIGUE SI USTED CREE QUE UN
POLICiA SE OMPORTO DE MANERA INAPROPIADA. ESTA AGENCIA TIENE QUE RETENER LAS ENUNCIAS IVIL
Y LOS INFORMES O HALLAZGOS RELACIONADOS ON LAS DENUNCIAS POR UN PERIODO MINIMO E INCO
ANOS.
He leido y entendido la declaraci6n expuesta arriba.
Finna Fecha
--------------------------- ---------------
Los alegatos de mala conducta que se presenten al Departamento a traves del proceso de Denuncias Civil son investigados por lajefatura (area
o division) a la que estaba asignado el empleado en el momento de la presunta mala conducta. Si es necesario, la Oficina de Asuntos Internos
lo ayudara a ponerse en contacto con lajefatura correspondiente para garantizar que se investiguen sus alegatos. El Departamento hace su
mayor esfuerzo por completar las investigaciones de las denuncias civil en un periodo de sesenta (60) dias.
De confonnidad con las secciones 832.7 y 832.8 del C6digo Penal de California , los expedientes de personal de los oficiales de paz,
incluyendo las investigaciones de las denuncias civil, son confidenciales y no pueden hacerse publicos.
De confonnidad con la secci6n 832.5 del C6digo Penal de California , todo miembro del publico puede obtener una copia de! Manual de
Investigaci6n de Denuncias Civil de! Departamento (Manual de Patrulla de Autopistas 10.4). Los miembros de! publico pueden comprar una
copia de este manual poniendose en contacto con el Departamento de Patrulla de Autopistas de California, a la siguiente direcci6n:
Sacramento, CA 94298, o por correo electr6nico en: publications@chp .ca.gov.
Destroy Previous Editions. Chp240B_0419.pdf
Raciala nd Identity ProfilingA dvisoryB oardA nnual Report 2020 Appendices 117
ESTA DO ALIFORNIA California Highway Patrol
Si necesita ayuda para llenar este formulario, p6ngase
DEPARTAMENTO DE PATRULLA DE AUTOPISTAS LIFORNIA
en contacto con una oficina de CHP, o con la Oficina de
INFORMACION DE DENUNCIA CIVIL
Asuntos Intemos, en el P.O. Box 942898, Sacramento,
CHP 240B (Rev. 12-15) OPI 031 (Pagina 2) CA 94298 o al telefono {916) 843-3060.
·Esta secci6n pueden usarla usted y/o el Departamento para resumir o aclarar mas detalles sobre su nuncia.
(Adjunte las paginas adicionales seg(m sean necesarias.)
Destroy Previous Editions. p240B_0419.pdf
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 118
STATE OF CALIFORNIA California Highway Patrol I CHP USE ONL
DEPARTMENT OF CALIFORNIA HIGHWAY PATROL
COMPLAINT NUMBER
CIVILIANS' COMPLAINT INFORMATION (NON-UNIFORMED)
CHP 2400 (Rev. 6-09) OPI 031
PERSON FILING COMPLAINT (LAST, FIRST, M.I.) AREA ADDRESS STAMP
Check the appropriateb ox to indicate how/wherey ou wish to be
contactedb y an investigator.
D
MAILING ADDRESS (STREET, APARTMENT NUMBER)
CITY, STATE, ZIP CODE
I
D
HOME PHONE NUMBER (INCLUDE REA ODE) LOCATION OF OCCURRENCE
D I
WORK PHONE NUMBER (INCLUDE REA ODE) DAY, DATE, AND TIME OF OCCURRENCE
DATE OF BIRTH DRIVER'S LICENSE NUMBER ARREST/ ACCIDENT REPORT OR CITATION NUMBER (IF KNOWN)
IMPORTANT! READ AND SIGN THE FOLLOWING FORMATION
This form is not intended for the filing of complaints against peace officers or sworn employees of the CHP. If this is your
desire, you should telephone or contact a local office of the CHP for assistance. Alternatively, you may contact the Office of
Investigations by telephone at (916) 843-3060, or by correspondence at P.O. Box 942898, Sacramento, CA 94298.
The California Highway Patrol has a well-defined procedure for investigating civilians' complaints . Once a complaint is
received, it is the responsibility of the involved employee's Commander to ensure a thorough investigation is conducted.
Although complaints cannot always be resolved to a civilian's satisfaction, all investigations are conducted objectively, with a
goal of maintaining public confidence and departmental integrity. After completion of the investigation, complaints are directed
through the chain of command for an impartial review. After final approval, the complainant is provided with a closing written
response .
The civilians' complaint process is designed to investigate the allegations of civilians and to make a determination of fact as to
any wrongdoing. Therefore, it is important all allegations presented in a complaint to the Department be based on factual
information.
The space below is provided for you to make an optional statement regarding your allegations. Please note that a CHP
investigator will contact you at a later date and you may provide a more detailed statement or other documentation at that time.
After completing this fo~m, it may be returned to your local CHP offic~ or to the Office oflnvestigations as specified above.
Thank you for allowing us this opportunity to address your concerns .
(Continue reverseif eccessary)
Chp240D_0419.pdf
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 119
STATE OF ALIFORNIA California Highway Patrol If you need assistance completing this form,
DEPARTMENT OF CALIFORNIA HIGHWAY PATROL contact any CHP Office, or the Office oflnvestigations,
CIVILIANS' COMPLAINT INFORMATION (NON-UNIFORMED) P.O . Box 942898, Sacramento, CA 95298 or (916) 843-3060
CHP 2400 (Rev. 6-09) OPI 031 (Reverse)
This section may be used by you and/or the Department to summarize or further clarify your complaint.
p240D_0419 .pdf
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 120
(cid:62)os (cid:4)n(cid:336)eles Police Department
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 121
(cid:62)o(cid:400) (cid:4)ng(cid:286)l(cid:286)(cid:400) Poli(cid:272)(cid:286) (cid:24)(cid:286)(cid:393)art(cid:373)(cid:286)nt
htt(cid:393)(cid:400)(cid:855)(cid:876)(cid:876)(cid:282)o(cid:272)(cid:400)(cid:856)googl(cid:286)(cid:856)(cid:272)o(cid:373)(cid:876)for(cid:373)(cid:400)(cid:876)(cid:282)(cid:876)(cid:286)(cid:876)(cid:1005)(cid:38)(cid:4)(cid:47)(cid:393)(cid:89)(cid:62)(cid:94)f(cid:116)o(cid:1005)(cid:271)w(cid:448)(cid:1011)n(cid:62)h(cid:1007)(cid:68)(cid:1008)(cid:448)(cid:393)f(cid:75)(cid:271)(cid:395)(cid:17)r(cid:448)f(cid:104)(cid:4)P(cid:38)(cid:286)(cid:38)(cid:272)g(cid:47)(cid:856)(cid:856)(cid:856)
Online Personnel Complaint Form
This form is only used for complaints of misconduct involving Los Angeles Police Department
employees. The Los Angeles Police Department does not investigate employees of other Lo
Angeles (LA) City departments, such as the Department of Water and Power or the Bureau of
Sanitation, nor does it investigate LA County agencies, such as the LA County Sheriff’s Department.
If you need to reach another LA City department, call 3-1-1 for assistance or find additional
information online.
If you need the Personnel Complaint Form in Spanish, click here. If you require assistance in a
different language, please call the 24-hour toll free hotline at (800) 339-6868.
* Required
Your Information (Today's Date) *
MM DD YYYY
/ / 2019
First Name
Your answer
Last Name
Your answer
Middle Name
Your answer
Gender
Male
Female
Other
Descent
Your answer
If Not English Speaking, Primary Language
Yes
No
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 122
(cid:62)o(cid:400) (cid:4)ng(cid:286)l(cid:286)(cid:400) Poli(cid:272)(cid:286) (cid:24)(cid:286)(cid:393)art(cid:373)(cid:286)nt
Address
Your answer
City
Your answer
State
Your answer
Zip Code
Your answer
Mailing Address (If different)
Your answer
City
Your answer
State
Your answer
Zip Code
Your answer
Home Phone
Your answer
Work Phone
Your answer
Mobile Number
Your answer
Email Address *
Your answer
Date of Birth
MM DD YYYY
/ / 2019
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 123
(cid:62)o(cid:400) (cid:4)ng(cid:286)l(cid:286)(cid:400) Poli(cid:272)(cid:286) (cid:24)(cid:286)(cid:393)art(cid:373)(cid:286)nt
Driver Licence Number
State
Information about the Incident
Date of Incident *
MM DD YYYY
/ / 2019
Time
Time
: AM
Has this complaint or any related complaint been reported before?
Yes
No
If yes, Case Number
Your answer
Arrest?
Yes
No
Booking Number (If known/applicable)
Police Report Number (If known/applicable)
Location of Incident *
Your answer
Unknown
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 124
(cid:62)o(cid:400) (cid:4)ng(cid:286)l(cid:286)(cid:400) Poli(cid:272)(cid:286) (cid:24)(cid:286)(cid:393)art(cid:373)(cid:286)nt
Involved Officers/Employees
Do you know the officer/employees’ names? List any additional officers/employees in theSummary.
Yes
No
Officer/Employee 1 & Badge or Serial No.
Your answer
Officer/Employee 2 & Badge or Serial No.
Your answer
Officer/Employee 3 & Badge or Serial No.
Your answer
Officer/Employee 4 & Badge or Serial No.
Your answer
Witnesses
Do you have names of any witnesses and their contact information? List any additional witnesses and their con
Yes
No
Witness 1 Name, Address, and Phone No.
Your answer
Witness 2 Name, Address, and Phone No.
Your answer
Witness 3 Name, Address, and Phone No.
Your answer
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 125
(cid:62)o(cid:400) (cid:4)ng(cid:286)l(cid:286)(cid:400) Poli(cid:272)(cid:286) (cid:24)(cid:286)(cid:393)art(cid:373)(cid:286)nt
Summary
Please provide a summary of the incident. Include additional officers/employees and witnessesnot
listed above.
Your answer
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Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 126
Los Angeles Police Department
PERSONNEL COMPLAINT complaint or request the ''Complaint of The investigation of a personnel complaint and
INFORMATION Employee Misconduct" form. the subsequent review of the investigation
(including the administration of discipline
If you feel more comfortable making your against a Department employee when wanaited)
complaint in writing, you may send a letter are very time consuming and involved
HOW TO MAKE A COMPLAINT OF directly k> Internal Affairs Group, the Office of processes. Please be patient. After the
MISCONDUCT AGAINST AN EMPLOYEE the Chief of Police or the Board of Police complaint has been thoroughly investigated and
Commissioners. Any of these offices will be the appropriate action taken, you will be notified
The purpose of this pamphlet is k> explain the able to assist you . The mailing address for in writing of the results .
complaint process of the Los Angeles Police Internal Affairs Group is 304 South Broadway,
Department. Anyone who feels that an Los Angeles, CA 90012 . The mailing address INVOLVEMENT OF THE HEAD OF THE
employee has acted improperly should bring the for the Police Commission is 100 West First POLICE DEPARTMENT
matter k> the attention of a Department
Street, Los Angeles, CA 90012 and the mailing
supervisor . The allegation will be investigated address for the Office of the Inspector General is The Board of Police Commissioners routinely
and appropriate action taken. It is through this 201 North Figueroa Street, Suite 610, Los monitors investigations of employee misconduct
process that the individual can help maintain the Angeles, CA 90012 . Electronic complaints may to ensure that complaints are properly
high standan!s of quality that the Department be filed via the Los Angeles Police Department investigated and adjudicated .
demands and the Community deserves. (LAPD) Internet website at www.lapdonline.org.
Complaints may also be faxed to The Board of Police Commissioners is the head
WHERE AND HOW TO FlLE A (213) 473-6700. of the Police Department. The Board is made up
COMPLAlNT of five members from the community appointed
HOW A FORMAL PERSONNEL by the Mayor and confirmed by the City
You may make a complaint in person at any Los COMPLAINT lS HANDLED Council.
Angeles community police station; Internal
Affairs Group, located at 304 South Broadway, After filing. a formal persomel complaint will CRIMINAL CHARGES AND THE COURT
Los Angeles, CA 90012; the Police be investigated by either a supervisor from the
Commission, at 100 West First Street, Los division of occurrence or a supervisor assigned Many times , people who have been arrested feel
Angeles , CA 90012 or the Office of the to Internal Affairs Group. Once the complaint that they are not guilty of the charge . However,
Inspector General, at 201 North Figueroa Street , has been thoroughly investigated, the the validity of the arrest and the gui It or
Suite 610 , Los Angeles, CA 90012, regardless of commanding officer of the investigating division innocence of the person involved must be
where the incident occurred . If you do not wish will review the entire complaint and render a determined by a Court of Law, not the police
to make a complaint in person, you may obtain a finding. department. Only the Court is empowered by
"Complaint of Employee Misconduct" forrn law to adjudicate such matters . A court
from any Los Angeles community police station, Your complaint will then be reviewed at several proceeding provides an impartial forum in which
the Police Commission, the Office of the additional levels to ensure that nothing has been both sides of the case can be heard and the truth
lnspeck>r General or any City Council field overlooked . A commander or deputy chief will determined .
office . If you are unable to obtain a forrn at any examine your complaint, as well as the
of these locations . you may call our 24- hour, recommendations made by the commanding
toll free number, 1-800-339-6868, officer prior to the final approval by the Chief of
Telecommunications Device for the Deaf(TDD)
Police.
Io hone number (213) 978-3500 to file a
01.81.03 01111
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 127
LOS ANGELES POLICE DEPARTMENT
COMPLAINT OF EMPLOYEE MISCONDUCT
This form is for reporting employee misconduct. Matters reported on this form that are other than employee
misconduct will be referred to the responsible entity for appropriate action.
Please complete the form entirely and provide as much detail as possible . Once you have completed the form, you
may return it to the Los Angeles Police Department by bringing it in person to any Los Angeles Police Station,
sending it by mail to Los Angeles Police Department, Internal Affairs Group, Post Office Box 30158, Los Angeles,
CA 90030, or sending it via facsimile to (213) 482-0413. You may also return the form to the Los Angeles Police
Commission, Office of the Inspector General, in person or by mail, at 350 S. Figueroa Street, Suite 1002,
Los Angeles, CA 90071, or sending it via facsimile to (213) 687-7473.
Name: Phone:
Cell phone: Email address:
--------------
Preferred method of contact: Best time to contact you: ------------
Address: Primary language spoken: ------------
Date and time of occurrence:
Location of occurrence:
Names, Badge Num hers or Serial Numbers of Employees Involved (if known).
Names, addresses, and telephone numbers of witnesses present at the time of occurrence (if known).
LIST ADDITIONAL EMPLOYEES AND/OR WITNESSES UNDER THE "DETAILS" SECTION
Details (Explain what happened, when it happened and where it happened. If you do not know the involved
employees' names or badge numbers, please describe them. Be as detailed as possible and include any information
you have that will help us investigate your complaint.)
If you have any questions, please call the Internal Affairs Group, Complaint Hotline, at (800) 339-6869.
Date: Signature: ------------------
01.81.06 (09/19)
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 128
DEPARTAMENTO DE POLICIA DE LOS ANGELES
QUEJA DE MALA CONDUCT A DEL EMPLEADO
Esta 'forma es para reportar queja de mala conducta de empleados de la policia. Asuntos reportados en .
esta fonna que no son sobre mala conducta del empleado, se van a remitir a la entidad responsable para
accion apropiada. 1
Favor de completar la forma completamente y suministrar los mas d.etalles posible. Cuando complete la
forma, usted puede regresarla en persona a cualquier comisaria de policia, por correo a Los Angeles
Police Department, Internal Affairs Group, P.O. Box 30158, Los Angeles, CA. 90030, o por telefax o
facsimile a (213) 473-6700. Tambien puede regresar la forma a la oficina del comisionado de Los
Angeles Inspector General en persona o por correo a 201 N. Figueroa Street, Suite 610, Los Angeles,
CA. 90012, o facsimile a (213) 202-9966.
Nombre --------------- Telefono ---------------
Numero de telefono cellular Correo Electr6nico --- ---- - ---
--------
Metodo de contacto preferido _______ Mejor tiempo para comunicamos con usted __ _
Domicilio -------------- Lengua Materna - - -- ---- - ---
---- - --- - ----- Fecha y Hora que ocurri6 _______ _
Area o localidad de ocurrencia -------------------------
Nombres, numeros de identificaci6n o Numeros de Serie de las empleados involucrados (silo sabe).
Nombres, domicilio, y numeros de telefono de testigos presente al tiempo de los echos (silo sabe).
(INCLUYE EMPLEADOS ADICIONALES Y/0 TESTIGOS DE BAJO DE LA SECCION
"DETALLES.")
Detalles: (Favor de explicar lo que ocurri6, cuando ocurri6 y adonde ocurri6. Si usted no sabe los
nombres o numeros de serie de los empleados implicados por favor describa en detalle c6mo son. Favor
de dar los mas detalies si es posible, incluya cualquier informaci6n que usted tiene que nos va ayudar a
investigar su queja.)
Si tiene preguntas, favor de Hamara Internal Affairs Group, Complaint Classification Unit a este numero
(213) 473-6739.
Fecha Firma
------------
01.81.07 (07/12) Spanish
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 129
Los Angeles Police Department
Continuacion de detalles (Explique lo que ocurri6, cuando ocurri6 y adonde ocurri6. Si usted no sabe los
nombres o numeros de serie de los empleados implicados por favor describa en detalle c6mo son. Favor
de dar los mas detalles si es posible, incluya cualquier informaci6n que usted tiene que nos va ayudar a
investigar su queja.)
DEPARTMENTAL USE ONLY
To be completed by the supervisor receiving this form.
Supervisor's name _ _ __________ Serial Number ----------
Date and time received Division -------------
----------
Final disposition -----,----------------------------
(i.e., forwarded to IAG; 01.28.00 initiated; sent correspondence to complainant, etc.)
(Attach additional sheets, if needed.) CF NO. -------- DIV . NO.
-------
01.81.07 (07/12) Spanish
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 130
Kagawaran Ng Puli sya Ng L«,s Angele s
SUMBONG SA MALING ASAL NG EMPLEYADO
Ang pormang ito ay dapat gamitin upang ipagbigay-alam ang hindi tamang asal ng
empleyado . Kung ang sumbong ay hindi tungkol sa maling pag-aasal ng kawani, ito ay
ipauubaya sa nararapat na may -kapangyarihan upang mabigyan ng kalutasan.
Pagkatapos na mapunuan ang pormang ito, maaring ibalik ng personal sa pinakamalapit na
Himpilan ng Pulisya, ng Los Angeles o ipadala sa koreo sa Los Angeles Police Department,
Internal Affairs Group, Post Office Box 30158, Los Angeles, CA 90030, o ipadala sa fax
(213) 482-0413. Maaari ring ibalik ito sa Pulis Komisyon ng Los Angeles, Opisina ng
Inspektor Heneral, sa 350 South Figueroa Street, Numero 1002, Los Angeles, CA 90071, o
ipadala sa fax (213) 687-7473.
Pangalan: _____________ Telepono: ------------
Cell Phone: Email Address: --- - -- -- ---
Paano Kokontakin: --------- Oras ng pagkontak: ---------
Ti rah an: ______________ Wikang Sinasalita: ________ _
Petsa Ng Pangyayari: Oras Ng Pangyayari: ________ _
Lugar Ng Pangyayari : _ ___________ ......_.. ;._. _ ______ _ _
Pangalan, Tsapa o Seryal na Numero ng Kawaning Sangkot (kung malalaman)
Pangalan, tirahan, at telepono ng mga Saksi sa pangyayari (kung mayroon)
(ISAMA ANG MGA KARAGDAGANG IMPORMASYON AT/0 MGA SAKSI SA
ILALIM NG BAHAGING NAKALAAN)
Mga detalye - (Ipaliwanag kung ano, kailan at saan ang insidente . Kung hindi alam ang
pangalan o tsapa ng empleyado, ilarawang mabuti ang buong pangyayari. Isama ang lahat
ng mahalagang impo rmasyon na makakatulong sa imbestigasyon ng inyong sumbong.)
Kung mayroon kayong katanunga.n, tumawag lamang sa Internal Affairs Group , Complaint
Hotline, Telepono (800) 339-6869.
Petsa: _ __ _ __ _ ____ Lagda: ---- - ----- - --
0 I.SI.OS( 09/ l 9) TagaW.ftial and Identity Profiling Advisory Board Annual Report 2020 Appendices 131
Los Angeles Police Department
7a
Los Angeles ~~
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01.81.14 (09/19) Korean
Racial and Identit y Profiling Advisory Board Annual Report 2020 Appendices 132
Los Angeles Police Department
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DEPARTMENT USE ONLY
To be completed by the supervisor receiving this form.
Supervisor's Name: ------------- Serial Number:- ------
Date and Time Received: ---------- Division: __ ______ _
Final Disposition:-------------------------
(i.e., forwarded to IAG; 01.28.00 initiated; sent correspondence to complainant, etc.)
(Attach additional sheets, if needed.) . jcFNO.: jr>IV.N O.:
01.81.14 (09/19) Korean
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 133
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Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 134
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DEPARTMENUT SEO NLY
To be completed by the supervisor receiving this form.
Supervisor's Name __________ _ SerialN umber
------
Date and Time received __ ___ ____ _ Division
----- ---
Final Disposition- -----------------------
(i . c., forwardedto IAG; 01.28.00 initiated;s ent correspondenceto complainante, tc.)
(Attacha dditionasl heets, if needed.) ._!C_F__N____O _. ....., !DN.NO.
01.81.15 (10/16) Chinese
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 135
LOS ANGELES •••
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Datea ndt imer ecelvec_:I_ ______ _
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Flnaldisposltlon- - -------------------------------
(i.e.f orwaroetdo JAG1; .28 initiateds;e ntc orrespondentcoe c omplainanett, c.)
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(Attacha dditionaslh eets, if needed.)
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 136
--------- -- -
··---
(cid:62)os (cid:4)n(cid:336)eles (cid:18)o(cid:437)nt(cid:455) S(cid:346)eri(cid:296)(cid:296)(cid:859)s Department
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 137
(cid:62)o(cid:400) (cid:4)ng(cid:286)l(cid:286)(cid:400) Co(cid:437)nty (cid:94)h(cid:286)riff(cid:918)(cid:400) (cid:24)(cid:286)(cid:393)art(cid:373)(cid:286)nt
(cid:62)(cid:4)(cid:94)(cid:24) Co(cid:373)(cid:373)(cid:286)n(cid:282)ation an(cid:282) Co(cid:373)(cid:393)laint (cid:38)or(cid:373) htt(cid:393)(cid:855)(cid:876)(cid:876)la(cid:400)(cid:282)(cid:856)org(cid:876)(cid:272)o(cid:373)(cid:373)(cid:286)n(cid:282)ation(cid:882)an(cid:282)(cid:882)(cid:272)o(cid:373)(cid:393)laint(cid:882)for(cid:373)(cid:876)
How (cid:39)o I Make A Complaint(cid:34)
You may make a complaint in person, or by calling or writing to any Sheriff’s station, jail or
facility. If you write, your complaint does not have to be on any special form. When you
make your complaint in person, ask for the Watch Commander or person in charge. The
Watch Commander will listen to your complaint and fill out what we call a Service
Comment Report. If you choose to call in your complaint, dial 1-800-698-TALK. Upon
completion of the Public Complaint form, return it in person to the nearest Sheriff’s station,
or mail the form to Los Angeles County Sheriff’s Department, Professional Standards
Division, 211 West Temple Street, Los Angeles, CA 90012.
(cid:58)(cid:75)at Happens After I Make A Complaint(cid:34)
The Sheriff’s Department will look into your complaint and talk to the people involved.
Please give us a list of people you think we should talk to that can give us specific
information about your complaint. The amount of time it takes to complete a complaint
review or investigation depends on many factors and can vary from a few days to several
months.
You can check with the Sheriff’s Department at any time about your complaint. When we
are finished looking into the matter, we will write and tell you what was decided. The
Department may find that your complaint is justified and take appropriate action with
respect to the employee.
On the other hand, the Department may not find enough information to substantiate
misconduct on the part of our employee. If you are dissatisfied with that decision, you can
talk to the Station Captain or the person who was in charge of looking into your complaint.
They will listen to your reason for dissatisfaction and try to assist you.
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 138
(cid:62)o(cid:400) (cid:4)ng(cid:286)l(cid:286)(cid:400) Co(cid:437)nty (cid:94)h(cid:286)riff(cid:918)(cid:400) (cid:24)(cid:286)(cid:393)art(cid:373)(cid:286)nt
(cid:62)(cid:4)(cid:94)(cid:24) Co(cid:373)(cid:373)(cid:286)n(cid:282)ation an(cid:282) Co(cid:373)(cid:393)laint (cid:38)or(cid:373) htt(cid:393)(cid:855)(cid:876)(cid:876)la(cid:400)(cid:282)(cid:856)org(cid:876)(cid:272)o(cid:373)(cid:373)(cid:286)n(cid:282)ation(cid:882)an(cid:282)(cid:882)(cid:272)o(cid:373)(cid:393)laint(cid:882)for(cid:373)(cid:876)
What If I Still Don’t Like The Way My Complaint Was Handled?
You may contact the Office of Inspector General’s web-site: https://oig.lacounty.gov/FAQ
[https://oig.lacounty.gov/FAQ] or by mail to the Los Angeles County Office of Inspector
General, 312 S. Hill St., Los Angeles , CA 90013
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 139
PROCEDURES FOR PUBLIC COMPLAINTS
How Do I Make A Complaint?
You may make a complaint in person, or by calling or writing to any Sheriff’s station, jail
or facility. If you write, your complaint does not have to be on any special form. When
you make your complaint in person, ask for the Watch Commander or person in charge.
The Watch Commander will listen to your complaint and fill out what we call a Service
Comment Report. If you choose to call in your complaint, dial 1-800-698-TALK. Upon
completion of the Pubic Complaint form, return it in person to the nearest Sheriff’s
station, or mail the form to Los Angeles County Sheriff’s Department, Professional
Standards Division, 211 West Temple Street, Los Angeles, CA 90012.
What Happens After I Make A Complaint?
The Sheriff's Department will look into your complaint and talk to the people involved.
Please give us a list of people you think we should talk to that can give us specific
information about your complaint. The amount of time it takes to complete a complaint
review or investigation depends on many factors and can vary from a few days to
several months.
You can check with the Sheriff's Department at any time about your complaint. When
we are finished looking into the matter, we will write and tell you what was decided. The
Department may find that your complaint is justified and take appropriate action with
respect to the employee.
On the other hand, the Department may not find enough information to substantiate
misconduct on the part of our employee. If you are dissatisfied with that decision, you
can talk to the Station Captain or the person who was in charge of looking into your
complaint. They will listen to your reason for dissatisfaction and try to assist you.
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 140
LOS ANGELES COUNTY SHERIFF'S DEPARTMENT
PUBLIC COMPLAINTS
Name ________________________________ Phone_________________________
Address ______________________________________________________________
City ______________________________ State _________________ Zip __________
Date/Time of Occurrence _______________________ Date of Complaint___________
Location of Occurrence __________________________________________________
Names and I.D. Numbers of Deputies Involved (if known)
_______________________________ _______________________________
_______________________________ _______________________________
_______________________________ _______________________________
Has any member of this Department attempted to discourage you, in any way, from
bringing this matter to the attention of the Department? Yes ______ No ______
If yes, who? ___________________________________________________________
Details: (Please summarize your complaint, and include names of witnesses and
any other factual, supporting information.)
PLEASE USE ADDITIONAL PAGES IF NEEDED
Page 1 of _____ Signature: ____________________________
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 141
PROCEDIMIENTOS PARA QUEJAS DEL PUBLICO
Como Hago Una Queja?
Usted puede hacer una queja en persona, por telefono, o escribiendo a cualquier
estacion del Sheriff, a cualquier carcel, u oficina del Sheriff. Si usted escribe, su queja
no tiene que estar en ninguna forma especial. Cuando usted hace su queja en persona,
exija hablar con el Comandante encargado del turno o con la persona encargada. El
Comandante encargado del turno escuchara su queja y llenara una forma llamada
Reporte Sobre Comentario de Servicio. Si hace una queja por telefono, marque al
1-800-698-8255. Cuando complete la forma, usted puede regresarla en persona a
cualquier comisaria de sheriff, por correo a Los Angeles County Sheriff’s Department,
Professional Standards Division, 211 West Temple Street, Los Angeles, CA 90012.
Que Sucede Despues De hacer Una Queja?
El Departamento del Sheriff investigara su queja y hablara con las personas implicadas.
Por favor provea una lista de las personas con quien usted cree que debemos hablar, y
las cuales nos puedan dar informacion especifica acerca de su queja. La cantidad de
tiempo que se toma para completar una revision de una queja, o una investgacion,
depende de muchos factores y puede tardar de unos dias a varios meses.
Usted puede preguntar sobre el progreso de su queja con el Departamento del Sheriff a
cualquier hora. Cuando terminemos de investigar el asunto, le escribiremos y le
diremos que se decidio. El Departamento puede encontrar que su queja fue justificada
y puede tomar accion apropiada con respecto al empleado.
Pero, a la misma vez, es posible que el Departamento no encuentre suficiente
informacion para substanciar la mala conducta de parte de nuestro empleado. Si usted
no esta satisfecho con esa decision, pueda hablar con el Capitan de la estacion o con
la persona encargada de investigar su queja. Ellos escucharan la razon por su falta de
satisfaccion y trataran de asistirle.
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 142
DEPARTAMENTO DEL ALGUACIL DEL CONDADO DE LOS ANGELES
FORMA PARA QUEJAS DE LOS CIUDADANOS
Nombre: ___________________________________ Telefono: ___________________
Domicillio :_____________________________________________________________
Ciudad: _______________________ Estado: ____________ Cidigo Postal: _________
Fecha/Hora del Incidente: _____________ Fecha del Incidente: ______________
Localidad del Incidente: _______________________________________
Nombres(s) y Numero(s) de Placa de Identificacion de los Oficiales:
_______________________________ _______________________________
_______________________________ _______________________________
_______________________________ _______________________________
Algun miembro del Departamento ha intentado desanimarlo, de alguna manera, de
traer esta queja a la atencion de este departamento? Si ☐ No ☐
Si su respuesta es Si, quien? _____________________________________________
Detalles: (Resuma por favor su queja, e incluya los nombres de testigos, y
todos los datos de apoyo, que justifiquen su quela).
AGREGE PAGINAS ADICIONALES SI ES NECESARIO
Pagina 1 de ____ Firma: ______________________________________
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 143
San Die(cid:336)o Police Department
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 144
(cid:94)an (cid:24)i(cid:286)go Poli(cid:272)(cid:286) (cid:24)(cid:286)(cid:393)art(cid:373)(cid:286)nt
INSTRUCTIONS FOR COMPLETING THE COMPLAINT FORM:
Please describe the incident that led to this complaint, telling what happened from beginning to end. Be as clear and
specific as you can be. What aspect(s) of the incident was improper (your specific complaint). How could it be resolved
to your satisfaction? (Feel free to add additional pages as necessary.)
COMPLAINANT NAME HOME PHONE ( ) ____________________
ADDRESS BUS. PHONE ( ) ____________________
CITY STATE ZIP DOB _________________________
E-MAIL ________________________________
INCIDENT LOCATION:
DATE TIME ____________
SDPD PERSONNEL INVOLVED: (Give as much detail as possible)
NAME: Gender: ______ Race: _________________ Badge #: __________ ID # _________
NAME: Gender: ______ Race: _________________ Badge #: __________ ID # _________
NAME: Gender: ______ Race: _________________ Badge #: __________ ID # _________
NAME: Gender: ______ Race: _________________ Badge #: __________ ID # _________
WITNESS(ES):
NAME HOME PHONE ( ) BUS. PHONE ( ) ___________
ADDRESS DOB ____________________
NAME HOME PHONE ( ) BUS. PHONE ( ) ___________
ADDRESS DOB ____________________
Please answer Yes/No: Did you include the following with this complaint? ______Video(s) _____Photo(s)
INCIDENT DESCRIPTION/COMPLAINT:
_________________________________________________________________________________________________________
___________________________________________________________________________________________________________
___________________________________________________________________________________________________________
___________________________________________________________________________________________________________
___________________________________________________________________________________________________________
___________________________________________________________________________________________________________
___________________________________________________________________________________________________________
___________________________________________________________________________________________________________
__________________________________________ _________________________________________
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 145
(cid:94)an (cid:24)i(cid:286)go Poli(cid:272)(cid:286) (cid:24)(cid:286)(cid:393)art(cid:373)(cid:286)nt
How will my complaint be investigated?
Your case will be assigned to an appropriate police supervisor. They will talk to you about your
complaint and explain the process. You have the option of an Informal or Formal complaint
resolution.
A Formal investigation will be categorized into either a Category-I, where Internal Affairs will
investigate, or a Category-II where the officer’s command will usually conduct the investigation.
During a Formal investigation, you, the officer, and all witnesses will be interviewed. Where
appropriate, physical evidence will also be examined. At the conclusion of the investigation the
Department will notify you of the results. The investigation will be retained in the Internal Affairs
Unit for five years. For all Category-I complaints, the complete investigation will then be reviewed
by the Community Review Board on Police Practices (CRB). At the conclusion of the CRB’s review,
and deliberation of the case, a letter will be sent to you notifying you of the CRB’s conclusion.
For an Informal, the supervisor will review the officer’s Body-Worn Camera (BWC) video, address
your concerns directly with the officer, and document the incident with a memo, which will be
retained in the Internal Affairs Unit for five years. No further investigation will take place, and the
officer receives no formal discipline, unless the employee’s Commanding Officer determines
additional investigation is warranted.
Will I be told the results of the complaint?
Yes. For Formal complaints both SDPD and the CRB will send you a letter with the results at the
completion of their respective investigation and review. Each allegation will be assigned one of five
possible conclusions. In the CRB’s review, each allegation will be reviewed and the CRB will either
agree or disagree with SDPD’s finding.
The five possible conclusions are:
1. S(cid:88)s(cid:87)(cid:68)i(cid:81)ed: All or part of the act occurred.
2. Not Sustained: There was not enough evidence to clearly prove or disprove the allegation.
3. Unfounded: The act did not occur.
4. Exonerated: The act occurred, but was justified, legal and proper.
5. Complainant Not Cooperative: This conclusion is reached if you cannot be located for an
interview, or if you refuse to cooperate with the investigation.
What will happen to the officer?
If the officer’s actions were improper, they would be subject to discipline. However, by law (832.7
P.C.) we are prohibited from telling you what specific disciplinary action was taken against the
officer(s).
What next?
You can turn this completed form into any police station or storefront as well as Police Headquarters
at 1401 Broadway in downtown San Diego. If you prefer you can call (619) 531-2000 and ask to
speak with a police supervisor, or forward this form electronically to sdpdia@pd.sandiego.gov.
If you have any questions, you can also call San Diego Police Department Internal Affairs directly at
(619) 531-2801
Lastly, you can also submit this form to the CRB at Civic Center Plaza-1200 Third Avenue, Suite 924,
by phone at (619) 236-6296, or online at: www.sandiego.gov/communityreviewboard/filing/complaint-
form
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 146
(cid:94)an (cid:24)i(cid:286)go Poli(cid:272)(cid:286) (cid:24)(cid:286)(cid:393)art(cid:373)(cid:286)nt
Community Review Board on Police Practices
Community Review Board on About the Board CRB Procedures Filing a Complaint or Board Meetings & Agendas Reports Gallery Contact
Police Practice, Home Commendilltlon
Filing a Complaint
File a Complaint
or Commendation
The Community Review Board on Police Practices (CRB)e ncourages any person(s) who believe that they have
experienced or observed police misconduct to file a complaint with the San Diego Police Department (SOPD) o EiJioea (Qmolainto r (nmmendation
Home
and/or with the CRB.T he CRB recognizes that completing and submitting the Complaint Form may be lnvestig.atioll Process
intimidating and stressful. The CRB wishes to assure complainants and witnesses that they will be able to do so
File a Complaint
without fear of retaliation or adverse consequences.
File a Commendation
The CRB takes all complaints seriously, but only reviews complaints containing one or more of the following
serious allegations: (1) False Arrest -an officer allegedly knew, or should have known, that there was insufficient blJCo mplaint Foon
probable cause for an arrest or conducted a bad faith Fourth Amendment searches; (2) Criminal Conduct -an
alleged violation of Federal, State, County, or Municipal law; (3) Discrimination -alleged unequal treatment due GlFJo rmufario Oe Queja
to a person's gender (including gender identity and gender express.ion), race, color, national origin, ancestry,
religion, physical or mental disability, medical condition (including cancer, HIV,a nd AIDS),a ge, political beliefs or
affiliation, marital status, sexual orientation, lifestyle, or similar persona l characteristics; (4) Slur -an allegation
of a derogatory term that a reasonable p-erson would recognize as. an inherent insult or degradation of another
(boased upon the same characteristics as listed for Discrimination); and (5) Force -an allegation that more force
was used than reasonably necessary. If one of these serious violations is alleged, the CRBw ill also review less
serious allegations, including poor service, discourtesy, failure to follow SDPDp rocedu res., and conduct
unbecoming an officer.
The CRB's primary goal is to ensure complaints against SOPD officers are investigated thorough ly, completely
and fairly, giving equal consideration to citizens and officers alike. The CRB also reviews all officer involved
shootings at a person and in-custody deaths. The CRB is also tasked with reviewing and evaluating the
administration of discipline arising from sustained allegations. Subsequent to the review and evaluation
process, the CRB may recommend improvements in policy, procedures. or training of police officers to the
Mayor and/or Chief of Police.
Please note: The complaint form must be submitted by the complainant himself/herself.
Instructions for Completing the Complaint Form
Please describe the incident that led to this complaint, telling what happened from beginning to end. Be as clear
and specific as. you can be. What aspect(s) of the incident was improper (your specific complaint). How could it
be resolved to your satisfaction?
fields. with an asterisk( *) are required.
Complainant
First Name * Las.tName •
Email *
Home Phone Business Phone
Address * City *
State * Zip Code *
._I ~_.1. __[ ___ _,
_-se_l•c_,. ______________
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 147
(cid:94)an (cid:24)i(cid:286)go Poli(cid:272)(cid:286) (cid:24)(cid:286)(cid:393)art(cid:373)(cid:286)nt
(cid:4)(cid:16)(cid:17)(cid:10)(cid:15)(cid:13)(cid:5)(cid:12)(cid:18)(cid:2)(cid:13)(cid:9)(cid:15)(cid:14)(cid:13)(cid:5)(cid:1)(cid:17)(cid:10)(cid:15)(cid:13)(cid:18)
(cid:28)(cid:54)(cid:43)(cid:109)(cid:47)(cid:80)(cid:68)(cid:68)(cid:77)(cid:105)(cid:64)(cid:76)(cid:50)(cid:109)(cid:58)(cid:76)(cid:48)(cid:77)(cid:85)(cid:72)(cid:32)(cid:94)(cid:59)(cid:77)(cid:76)(cid:109)(cid:59)(cid:91)(cid:109)(cid:34)(cid:43)(cid:58)(cid:76)(cid:50)(cid:109)(cid:36)(cid:77)(cid:67)(cid:68)(cid:43)(cid:36)(cid:94)(cid:43)(cid:40)(cid:109)(cid:48)(cid:77)(cid:86)(cid:109)(cid:17)(cid:27)(cid:15)(cid:109)(cid:91)(cid:94)(cid:32)(cid:94)(cid:59)(cid:91)(cid:94)(cid:59)(cid:36)(cid:32)(cid:66)(cid:109)(cid:82)(cid:100)(cid:85)(cid:82)(cid:77)(cid:91)(cid:8)(cid:91)(cid:109)(cid:32)(cid:76)(cid:40)(cid:109)(cid:58)(cid:91)(cid:109)(cid:43)(cid:76)(cid:94)(cid:59)(cid:87)(cid:43)(cid:66)(cid:106)(cid:109)(cid:77)(cid:82)(cid:94)(cid:57)(cid:77)(cid:76)(cid:32)(cid:67)(cid:4)(cid:109)(cid:28)(cid:54)(cid:43)(cid:109)
(cid:36)(cid:77)(cid:73)(cid:82)(cid:68)(cid:43)(cid:94)(cid:58)(cid:77)(cid:76)(cid:109)(cid:77)(cid:88)(cid:109)(cid:76)(cid:77)(cid:94)(cid:109)(cid:77)(cid:47)(cid:109)(cid:94)(cid:54)(cid:59)(cid:91)(cid:109)(cid:59)(cid:76)(cid:47)(cid:77)(cid:85)(cid:73)(cid:32)(cid:94)(cid:59)(cid:77)(cid:76)(cid:109)(cid:105)(cid:59)(cid:69)(cid:68)(cid:109)(cid:76)(cid:77)(cid:94)(cid:109)(cid:59)(cid:76)(cid:109)(cid:32)(cid:76)(cid:106)(cid:109)(cid:105)(cid:32)(cid:106)(cid:109)(cid:32)(cid:49)(cid:43)(cid:39)(cid:94)(cid:109)(cid:94)(cid:54)(cid:43)(cid:109)(cid:77)(cid:100)(cid:94)(cid:36)(cid:77)(cid:73)(cid:43)(cid:109)(cid:77)(cid:48)(cid:109)(cid:94)(cid:55)(cid:43)(cid:109)(cid:59)(cid:76)(cid:103)(cid:43)(cid:91)(cid:94)(cid:58)(cid:51)(cid:32)(cid:94)(cid:58)(cid:77)(cid:76)(cid:5)(cid:109)
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(cid:3)(cid:13)(cid:6)(cid:11)(cid:7)(cid:8)(cid:13)(cid:17)(cid:18)
(cid:97)(cid:121)(cid:59)(cid:52)(cid:155)(cid:93)(cid:120)(cid:114)(cid:175) (cid:8)(cid:175)
(cid:31)(cid:52)(cid:150)(cid:66)(cid:175) (cid:175)
(cid:9)(cid:22) (cid:11)(cid:18)(cid:17)(cid:19)(cid:16)(cid:7)(cid:22) (cid:2)(cid:3)(cid:22) (cid:6)(cid:13)(cid:20)(cid:7)(cid:22) (cid:4)(cid:5)(cid:22) (cid:12)(cid:15)(cid:14)(cid:1)(cid:8)(cid:22) (cid:10)(cid:22) (cid:21)(cid:22)
(cid:29)(cid:62)(cid:73)(cid:43)(cid:3)(cid:109)
(cid:2)(cid:6) (cid:3)(cid:1)(cid:6)(cid:4)(cid:6) (cid:3)(cid:5)(cid:6)
(cid:74)(cid:109) (cid:24)(cid:109) (cid:82)(cid:74)(cid:109)
(cid:109) (cid:20)(cid:109) (cid:18)(cid:109) (cid:21)(cid:109)
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(cid:20)(cid:175) (cid:31)(cid:43)(cid:91)(cid:109)
(cid:1)(cid:4)(cid:2)(cid:3)(cid:4)
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(cid:60)(cid:124)(cid:107)(cid:127)(cid:101)(cid:53)(cid:90)(cid:111)(cid:153)(cid:12)(cid:175)(cid:40)(cid:73)(cid:175)(cid:40)(cid:175)(cid:74)(cid:53)(cid:90)(cid:101)(cid:175)(cid:153)(cid:124)(cid:175)(cid:64)(cid:124)(cid:175)(cid:145)(cid:124)(cid:10)(cid:175)(cid:40)(cid:175)(cid:53)(cid:60)(cid:96)(cid:118)(cid:124)(cid:168)(cid:103)(cid:69)(cid:64)(cid:76)(cid:65)(cid:175)(cid:153)(cid:81)(cid:53)(cid:153)(cid:175)(cid:90)(cid:154)(cid:175)(cid:107)(cid:53)(cid:171)(cid:175)(cid:108)(cid:53)(cid:96)(cid:65)(cid:175)(cid:90)(cid:153)(cid:175)(cid:64)(cid:90)(cid:73)(cid:75)(cid:90)(cid:60)(cid:159)(cid:104)(cid:153)(cid:175)(cid:153)(cid:124)(cid:175)(cid:127)(cid:137)(cid:124)(cid:127)(cid:69)(cid:135)(cid:101)(cid:171)(cid:175)(cid:90)(cid:118)(cid:164)(cid:69)(cid:145)(cid:153)(cid:90)(cid:76)(cid:53)(cid:153)(cid:69)(cid:175)(cid:108)(cid:171)(cid:175)
(cid:60)(cid:124)(cid:107)(cid:127)(cid:102)(cid:53)(cid:90)(cid:111)(cid:153)(cid:13)(cid:175)(cid:40)(cid:175)(cid:81)(cid:69)(cid:138)(cid:69)(cid:57)(cid:171)(cid:175)(cid:53)(cid:75)(cid:75)(cid:95)(cid:136)(cid:107)(cid:175)(cid:153)(cid:81)(cid:53)(cid:153)(cid:175)(cid:153)(cid:81)(cid:69)(cid:175) (cid:75)(cid:124)(cid:136)(cid:69)(cid:76)(cid:124)(cid:90)(cid:118)(cid:76)(cid:175)(cid:90)(cid:15)(cid:175)(cid:153)(cid:135)(cid:159)(cid:69)(cid:175)(cid:53)(cid:118)(cid:11)(cid:175)(cid:60)(cid:124)(cid:107)(cid:127)(cid:102)(cid:69)(cid:153)(cid:69)(cid:175)(cid:153)(cid:124)(cid:175)(cid:153)(cid:81)(cid:69)(cid:175)(cid:57)(cid:70)(cid:146)(cid:153)(cid:175)(cid:124)(cid:75)(cid:175)(cid:107)(cid:171)(cid:175)(cid:96)(cid:111)(cid:124)(cid:166)(cid:103)(cid:69)(cid:64)(cid:76)(cid:70)(cid:175)(cid:53)(cid:111)(cid:64)(cid:175)
(cid:57)(cid:69)(cid:101)(cid:90)(cid:69)(cid:73)(cid:12)(cid:5)(cid:4)(cid:175)
(cid:37)(cid:40)(cid:175) (cid:52)(cid:77)(cid:139)(cid:66)(cid:66)(cid:175)(cid:169)(cid:94)(cid:155)(cid:83)(cid:175)(cid:155)(cid:84)(cid:66)(cid:175)(cid:52)(cid:58)(cid:125)(cid:165)(cid:66)(cid:175)(cid:148)(cid:155)(cid:52)(cid:155)(cid:66)(cid:109)(cid:66)(cid:119)(cid:155)(cid:14)(cid:175)
(cid:5)(cid:6)(cid:4)(cid:1)(cid:3)(cid:2)(cid:7)
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The Community Review Board on Police Practices (CRB) encourages any person(s) who believe that
they have experienced or observed police misconduct to file a complaint with the San Diego Police
Department (SDPD) and/or with the CRB. The CRB recognizes that completing and submitting the
Complaint Form may be intimidating and stressful. The CRB wishes to assure complainants and
witnesses that they will be able to do so without fear of retaliation or adverse consequences.
The CRB takes all complaints seriously, but only reviews complaints containing one or more of the
following serious allegations: (1) False Arrest – an officer allegedly knew, or should have known,
that there was insufficient probable cause for an arrest or conducted a bad faith Fourth
Amendment searches; (2) Criminal Conduct – an alleged violation of Federal, State, County, or
Municipal law; (3) Discrimination –alleged unequal treatment due to a person’s gender
(including gender identity and gender expression), race, color, national origin, ancestry,
religion, physical or mental disability, medical condition (including cancer, HIV, and AIDS),
age, political beliefs or affiliation, marital status, sexual orientation, lifestyle, or similar
personal characteristics; (4) Slur – an allegation of a derogatory term that a reasonable person
would recognize as an inherent insult or degradation of another (based upon the same
characteristics as listed for Discrimination); and (5) Force – an allegation that more force was
used than reasonably necessary. If one of these serious violations is alleged, the CRB will also
review less serious allegations, including poor service, discourtesy, failure to follow SDPD
procedures, and conduct unbecoming an officer.
The CRB’s primary goal is to ensure complaints against SDPD officers are investigated thoroughly,
completely and fairly, giving equal consideration to citizens and officers alike. The CRB also reviews
all officer involved shootings at a person and in-custody deaths. The CRB is also tasked with
reviewing and evaluating the administration of discipline arising from sustained allegations.
Subsequent to the review and evaluation process, the CRB may recommend improvements in
policy, procedures or training of police officers to the Mayor and/or Chief of Police.
Please note: The complaint form must be signed by the complainant himself/herself.
The completed Complaint Form may be submitted in person or by mail to:
Community Review Board on Police Practices
1200 Third Avenue, Suite 924
San Diego, CA 92101
Copies of the Complaint Form may also be downloaded from the CRB’s website:
http://www.sandiego.gov/communityreviewboard
This form may also be submitted by e-mail to communityreviewboard@sandiego.gov
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INSTRUCTIONS FOR COMPLETING COMPLAINT FORM:
Please describe the incident that led to this complaint, telling what happened from beginning to end. Be as clear and specific
as you can be. What aspect(s) of the incident was improper (your specific complaint). How could it be resolved to your
satisfaction?
COMPLAINANT NAME HOME PHONE ( ) ____________________
ADDRESS BUS. PHONE ( ) ____________________
CITY STATE ZIP DOB _________________________
Optional Information:
The following information is being collected for CRB statistical purposes and is entirely optional. The completion
or not of this information will not in any way affect the outcome of the investigation.
Gender/ Gender Identity/Gender Expression________________ Race/Ethnicity________________
INCIDENT LOCATION:
DATE TIME ____________
SDPD PERSONNEL INVOLVED:
NAME: Gender: ______ Race: _________________ Badge #: __________ ID # _________
NAME: Gender: ______ Race: _________________ Badge #: __________ ID # _________
NAME: Gender: ______ Race: _________________ Badge #: __________ ID # _________
NAME: Gender: ______ Race: _________________ Badge #: __________ ID # _________
WITNESS (ES):
NAME HOME PHONE ( ) BUS. PHONE ( ) ___________
ADDRESS DOB ____________________
NAME HOME PHONE ( ) BUS. PHONE ( ) ___________
ADDRESS DOB ____________________
NAME HOME PHONE ( ) BUS. PHONE ( ) ___________
ADDRESS DOB ____________________
Please answer Yes/No: Did you include the following with this complaint? ______Video(s) _____Photo(s)
INCIDENT DESCRIPTION/COMPLAINT:
_________________________________________________________________________________________________________
___________________________________________________________________________________________________________
___________________________________________________________________________________________________________
(USE BACK OF FORM IF MORE SPACE IS NEEDED)
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___________________________________________________________________________________________________________
___________________________________________________________________________________________________________
___________________________________________________________________________________________________________
___________________________________________________________________________________________________________
___________________________________________________________________________________________________________
___________________________________________________________________________________________________________
___________________________________________________________________________________________________________
___________________________________________________________________________________________________________
___________________________________________________________________________________________________________
___________________________________________________________________________________________________________
___________________________________________________________________________________________________________
___________________________________________________________________________________________________________
___________________________________________________________________________________________________________
___________________________________________________________________________________________________________
___________________________________________________________________________________________________________
___________________________________________________________________________________________________________
___________________________________________________________________________________________________________
___________________________________________________________________________________________________________
___________________________________________________________________________________________________________
__________________________________________________________________________________________
______________________________________________________________________________________________________ _____
__________________________________________________________________________________________
“I realize that I may be asked to meet with officers of the City of San Diego Police Department Internal
Affairs Division and/or members of the Community Review Board on Police Practices to discuss this
complaint. If I fail to do so, I acknowledge that it may make it difficult to properly investigate my
complaint. I hereby affirm that the foregoing is true and complete to the best of my knowledge and
belief.”
Signed: _____________________________
Date: _______________________
Send complaint to: Executive Director, Community Review Board on Police Practices, 1200 Third Avenue, Suite
924, San Diego, California 92101. This form may also be submitted by e-mail to:
communityreviewboard@sandiego.gov. For more information, please call (619) 236-6296.
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La Mesa Directiva de Ciudadanos para la Revisión de las Prácticas Policíacas (CRB) anima a
cualquier persona que cree que ha experimentado u observado mala conducta de la policía a
presentar una queja con el Departamento de policía de San Diego (SDPD) o con el CRB. El CRB
reconoce que completar y enviar el formulario de quejas puede ser intimidante y estresante. El CRB
desea asegurar a los denunciantes y a los testigos que podrán hacerlo sin temor a represalias o
consecuencias adversas.
El CRB toma en serio todas las quejas, pero sólo revisa quejas que contengan uno o más de los
siguientes alegatos graves: (1) Detención falsa – un oficial supuestamente sabía, o debía haber
sabido, que no había suficiente causa probable para un arresto o llevó a cabo una búsqueda de la
Cuarta Enmienda con mala fe; (2) Conducta Criminal-una supuesta violación de ley federal, estatal,
del Condado o de Ley Municipal;(3) Discriminación – alega trato desigual por género de una
persona (incluyendo la identidad de género y expresión de género), raza, color, origen nacional,
ascendencia, religión, incapacidad física o mental, condición médica (incluyendo el cáncer, VIH y
SIDA), edad, creencias políticas o afiliaciones, estado civil, orientación sexual, estilo de vida o
características personales similares; (4) Agravio – una denuncia de un término despectivo que una
persona razonable reconocería como un insulto inherente o la degradación de otro (basado en las
mismas características que se enumeran para la discriminación); y (5) Fuerza – un alegato que se
utilizó más fuerza de lo razonablemente necesario.
Si una de estas violaciones graves se alega, el CRB también revisará acusaciones menos graves,
incluyendo mal servicio, descortesía, fallo de parte de SDPD a seguir los procedimientos escritos, y
conducta indebida de parte del oficial.
El objetivo principal de la CRB es que denuncias contra agentes de SDPD se investiguen
cuidadosamente y completamente, dando consideración equivalente a los ciudadanos y
funcionarios por igual. El CRB también revisa casos sobre todo funcionario involucrado en tiroteos
que resultan en la muerte de una persona o si una persona muere en la custodia de la policía. El
CRB también tiene de tarea revisar y evaluar la administración de disciplina derivadas de las
denuncias sostenidas. Tras el proceso de revisión y evaluación, el CRB puede recomendar mejoras
en políticas, procedimientos o entrenamiento de agentes de policía al alcalde o jefe de la policía.
Nota: el formulario debe ser firmado por el denunciante mismo/ella misma.
El formulario de queja puede presentarse en persona o por correo a:
Community Review Board on Police Practices
1200 Third Avenue, Suite 924
San Diego, CA 92101
Copias del formulario de queja también pueden descargarse del sitio web de la CRB:
http://www.sandiego.gov/communityreviewboard. Este formulario también puede enviarse por correo
electrónico a communityreviewboard@sandiego.gov
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Mesa Directiva de Ciudadanos para la Revisión de las Prácticas Policíacas (CRB)
Formulario De Queja
INSTRUCCIONES PARA COMPLETAR FORMULARIO DE QUEJA:
Por favor describa el incidente que condujo a esta queja, contando lo que sucedió de principio a fin. Sea tan claro y
específico como puede ser. Qué aspecto del incidente fue inapropiado (su queja específica). ¿Cómo podría resolverse a
su satisfacción?
NOMBRE DENUNCIANTE TELÉFONO DE CASA ( ) ____________________
SU DOMICILIO Teléfono de la empresa _( ) ____________________
CIUDAD ESTADO __ Código Postal ________ Fecha de Nacimiento _________________
INFORMACIÓN OPCIONAL:
La siguiente información se está recogiendo para fines estadísticos de CRB y es enteramente opcional. La
realización o no de esta información de ninguna manera afectará el resultado de la investigación.
Su Género/Identidad de Género/Expresión de Género ______________ Raza/Etnicidad ________________
LOCALIZACIÓN DE INCIDENTE:
___ FECHA HORA ____________
FUNCIONARIOS de SDPD QUE INTERVIENIERON:
NOMBRE: Género: ______ Raza: _____________# de Insignia: __________ # de ID _________
NOMBRE: Género: ______ Raza: _____________# de Insignia: __________ # de ID _________
NOMBRE: Género: ______ Raza: _____________# de Insignia: __________ # de ID _________
NOMBRE: Género: ______ Raza: _____________# de Insignia: __________ # de ID _________
TESTIGO(S):
NOMBRE TELEFONO DE CASA ( ) TELEFONO DE TRABAJO ( ) ________
DOMICILIO ______ FECHA DE NACIMIENTO _________________
NOMBRE TELEFONO DE CASA ( ) TELEFONO DE TRABAJO ( ) _________
DOMICILIO FECHA DE NACIMIENTO __________________
NOMBRE TELEFONO DE CASA ( ) TELEFONO DE TRABAJO ( ) ________
DOMICILIO FECHA DE NACIMIENTO __________________
Por favor, responda Sí/No: ¿Ha incluido lo siguiente con esta queja? ______ Video(s) ______Foto(s)
___________________________________________________________________________________________________________
___________________________________________________________________________________________________________
___________________________________________________________________________________________________________
(UTILIZE LA FORMA DE ATR(cid:200)S PARA M(cid:200)S ESPACIO)
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___________________________________________________________________________________________________________
___________________________________________________________________________________________________________
___________________________________________________________________________________________________________
__________________________________________________________________________________________
______________________________________________________________________________________________________ _____
___________________________________________________________________________________________________________
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"Me doy cuenta que puedo ser invitado a reunirme con oficiales de la División de Asuntos Internos del
Departamento de Policía de San Diego o miembros de la Mesa Directiva de Ciudadanos para la Revisión
de las Prácticas Policíacas (CRB) para hablar de esta queja. Si no lo hago, reconozco que esto puede
hacer difícil la investigación profunda de mi queja. Por este escrito, afirmo que lo anterior es verdad y
está completo al mejor de mi conocimiento y creencia."
Firma: _____________________________
Fecha: _____________________________
Enviar queja al: Director Ejecutivo, Junta de revisión de los ciudadanos en las prácticas policiales,
1200 Third Avenue, Suite 924, San Diego, California 92101. Este formulario también puede enviarse
por correo electrónico a: communityreviewboard@sandiego.gov. Para obtener más información, llame
al (619) 236-6296.
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 154
San Francisco Police Department
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 155
San Francisco Police Department DGO 2.04
GENERAL ORDER
Eff. 05/15/19
COMPLAINTS AGAINST OFFICERS
2.04.01
PURPOSE
This order outlines the policies and procedures for receiving, investigating and processing
complaints against officers. It also describes the Department of Police Accountability
("DPA") investigative procedures and findings.
It is the policy of the San Francisco Police Department ("SFPD") to encourage everyone
to bring forward complaints regarding inadequate police service or official misconduct by
officers, and receive such complaints with courtesy and without delay. The value of an
effective complaints system serves to build and maintain public confidence and trust by
conducting prompt, fair and impartial investigations. Officers shall cooperate fully with
the DPA and provide their full assistance in the expeditious and impartial processing of
such complaint.
2.04.02
POLICY
A. It is the policy of the SFPD to accept all complaints of official misconduct
regardless of source (e.g. juvenile, anonymous, third party, etc.), whether received
electronically, by letter, telephone, or in person.
B. When a complaint is made to an employee of the Department, the employee
receiving the complaint shall immediately refer the matter to the senior-ranking
officer on duty in the station, division, section, or unit where the complaint is
being made. The senior-ranking officer on duty shall be personally responsible for
the conduct of the investigation until relieved of responsibility as specified in this
order.
In cases where the senior-ranking officer on duty at the station, division, section,
or unit is the subject of the complaint, the employee shall refer the matter to the
senior-ranking member's superior officer. The superior officer shall be personally
responsible for the conduct of the investigation until relieved of responsibility as
specified in this order.
In cases where the Chief of Police is the subject of the complaint, the employee
shall refer the matter to the Director of the City and County of San Francisco's
Page 1 of 9
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 156
San Francisco Police Department DGO 2.04
GENERAL ORDER
Eff. 05/15/19
Human Resources Division ("DHR"). The Director of DHR shall forward the
complaint to the Director of the DPA.
C. Attempts to threaten, intimidate, mislead, or harass potential or actual complainants,
witnesses, or DPA or TAD investigative staff is prohibited. Sworn employees who are
the subject of a complaint shall not contact the complainant or witnesses regarding the
issues of the complaint. If such a sworn member must contact the complainant or
witness to a complaint in the line of duty, the officer shall not discuss or make any
reference to the complaint. This shall not preclude member's representative or attorney
from gathering evidence or statements for their defense.
D. Copies of the DPA Complaint Form (SFPD/DPA 293) and DPA's informational
brochure shall be available on display for the public at all District Stations and any
division, section or unit open to the public in languages consistent with San
Francisco's Language Access Ordinance, SF Admin Code 91.1-91.9, DGO 5.20,
Language Access Services for Limited English Proficient (LEP) Persons, and
federal, state and local laws.
Employees shall provide a copy of the form and the informational brochure to any
person appearing at a district station, or division, section, or unit open to the public who
requests information about the DPA or requests general information about the
complaint process.
If a member of the public requests information about the DPA or requests general
information about the complaint process at a location other than a district station
or division, section or unit open to the public, the employee shall provide the
person with written information that includes the SFPD's and the DPA's web site
addresses.
2.04.03
PROCEDURE
A. RECEIVING A COMPLAINT / DUTIES OF SENIOR RANKING OFFICER
1. EVALUATION. Evaluate the seriousness of the allegation and determine
whether an immediate investigation is needed (see Section B).
2. FORM PREPARATION. If the complaint is against an officer, prepare a DPA
Complaint Form (SFPD/DPA 293). If the complainant is present, allow the
complainant the option to personally complete the form or to have an officer
prepare the form for them. If the complainant requests that an officer complete
Page 2 of 9
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 157
San Francisco Police Department DGO 2.04
GENERAL ORDER Eff. 05/15/19
the form, write only what the complainant states on this form and allow the
complainant to review the form and make any corrections. Provide the
complainant a copy. If the complaint is received by telephone, read the
complainant's statement to the complainant as it is written on the form to assure
accuracy. In either case, tell the complainant that the complaint will be referred
to the DPA for investigation.
3. ADDITIONAL INFORMATION/COMMENTS. If there is any additional
information or comments that should be brought to the attention of the
investigator, do not include it on SFPD/DPA 293. Instead, prepare it on a
memorandum to your commanding officer for review. The commanding
officer shall then forward it promptly to the DPA.
4. ROUTING. Route by mail before reporting off-duty the original DPA
compliant form to the DPA and forward a copy to your commanding officer.
5. SFPD MEMBER INITIATED COMPLAINTS. A DPA Complaint form shall not
be completed when a complaint is made by any Department employee against
another Department member. Instead, prepare a memorandum specifying the
nature of the complaint and forward it to the accused officer's commanding officer,
who shall forward the matter to the Internal Affairs Division (TAD) for
investigation. Third party internal complaints shall be forwarded to IAD for review
and if necessary assignment.
6. GOVERNMENTAL AGENCY COMPLAINTS. A complaint referred from a non-
law enforcement agency (e.g., Office of the Public Defender, Office of Civil
Engagement and Immigrant Affairs, or Department of Public Works) against a
member of the SFPD shall be investigated by DPA. Upon receipt of a complaint,
the DPA will immediately forward a copy of the complaint to the Chief of Police.
7. LAW ENFORCEMENT AGENCY COMPLAINTS. A complaint initiated by any
Law Enforcement Agency against an SFPD member shall be investigated by TAD.
The complaint shall be written on an SFPD memorandum form and forwarded
through the chain of command to TAD.
8. OFF-DUTY COMPLAINTS. Off-Duty complaints shall be investigated by TAD.
The complaint shall be written on a SFPD Memorandum form and forwarded
through the chain of command to TAD. Complaints made against members who
place themselves on duty by verbally identifying themselves, displaying a
department issued star, or department issued ID card or taking enforcement action,
shall be forwarded to DPA.
Page 3 of 9
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 158
San Francisco Police Department DGO 2.04
GENERAL ORDER
Eft 05/15/19
B. IMMEDIATE INVESTIGATION / DUTIES OF SENIOR-RANKING OFFICER
1. WHEN. Members must conduct an immediate investigation if a delay imposed
by forwarding the complaint to DPA or TAD will jeopardize the investigation or
public safety. The following are examples of situations requiring an immediate
investigation and report:
a. The conduct is still occurring.
b. The allegation is that an officer is unfit to perform police
duties, and that officer is currently on duty.
c. A witness may be unavailable later.
d. The complainant alleges criminal conduct.
e. The complainant alleges unnecessary force, resulting in serious
injury and medical treatment.
2. DPA/IAD NOTIFICATION. When an immediate investigation is required, and
the complaint is made by anyone other than a Department member or another
law enforcement agency, immediately notify the DPA by calling the DPA at 415-
241-7711. Calls to that number after business hours will forward to the
answering service, which will connect the caller to DPA. TAD shall be notified
in all cases of immediate investigations.
3. INVESTIGATION. If the accused officer is assigned to your unit, conduct an
immediate investigation. Document your investigation on a memorandum and,
if the complaint is made by a member of the public or a non-law enforcement
agency, complete the DPA 293 form. Send the DPA 293 form to the DPA
before reporting off-duty. Forward the investigation memorandum to your
commanding officer for review. The commanding officer shall then forward the
report promptly to the DPA for further investigation as well as a copy to IAD.
4. UNIT NOTIFICATION/IMMEDIATE INVESTIGATION. When the officer
is assigned to another unit, immediately notify the senior-ranking officer on-
duty at that unit who shall assume responsibility for the immediate
investigation and memorandum. If the unit is closed, contact the officer-in-
charge through the Operations Center. Prepare and forward a copy of DPA 293
to the DPA.
Page 4 of 9
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 159
San Francisco Police Department DGO 2.04
GENERAL ORDER Eff. 05/15/19
5. INVESTIGATION MEMORANDUM. The immediate investigation
memorandum must contain all reasonably obtainable information before you
report off duty. This includes, but is not limited to: (1) names, addresses, and
telephone numbers of any witnesses, including the complainant; (2) statements
from witnesses; and (3) any preliminary fmdings and recommendations.
Document time, date and recipient's name of any notification made to DPA.
C. MEMBER RESPONSE FORMS
1. RESPONSIBILITIES OF MEMBERS. A Member Response Form (MRF)
must be completed by the member and received by the DPA within twenty-one
(21) calendar-days of the notice. Members are not required to respond until the
member is on duty. A time extension shall not be granted except upon a
showing of good cause submitted in writing by the member to the assigned
DPA Investigator as soon as possible. The DPA Director or designee shall
have sole authority to determine whether good cause exists. Good cause
includes, but is not limited to illness, hospitalization, and unexpected family
emergencies. If the member cannot meet this deadline, the member must
contact the appropriate DPA investigator prior to the due date.
2. RESPONSIBILITIES OF COMMANDING OFFICERS. Commanding
Officer, or designee, shall assure that all MRFs and notice of interviews by
DPA are served upon the officer and a copy retained electronically in the
Department approved platform. The Commanding Officer, or designee, shall
assure copies of all DPA 293 Forms are retained at the Station or investigative
unit. These functions may be accomplished electronically utilizing processes as
designated by the Department.
D. DPA INTERVIEWS
Members shall appear for scheduled interviews and be prepared to proceed. If a
member must reschedule, the member must contact the assigned investigator at least
24 hours prior to the interview. The inability to arrange for a specific representative
will not necessarily be cause for rescheduling the interview. If an exigent
circumstance presents itself, the officer or their representative shall notify the DPA
investigator and the on-duty senior ranking supervisor of the officer to be
interviewed. The DPA has sole authority to grant a request to reschedule.
2.04.04
DPA PROCEDURES
Page 5 of 9
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 160
San Francisco Police Department DGO 2.04
GENERAL ORDER
Eff. 05/15/19
A. JURISDICTION. The DPA shall completely, promptly, fairly and impartially
investigate any incident occurring within the City in which a member of the
uniformed ranks of the Depai tment discharges a firearm resulting inthe physical
injury or death of a person, even ifthe discharge is accidental, and all complaints
regarding police use of force, misconduct or allegations that a member of the SFPD
has not properly performed a duty. The DPA shall investigate all such matters,
except those complaints which clearly indicate that the acts complained of were
proper, and those complaints lodged by other members of the San Francisco Police
Department.
B. ALLEGATIONS OF CRIMINAL CONDUCT. If any portion of the complaint
alleges criminal misconduct by a Department member, the DPA shall immediately
forward the information presented by the complainant to the Depai Intent and District
Attorney's Office. The District Attorney's Office shall only receive complaint forms
or personnel files in accordance with Penal Code section 832.7(a). The OIC of the
assigned criminal investigative unit will notify the OIC of IAD that the District Attorney
has dismissed or filed charges in the case. The OIC of TAD will coordinate the
notification and the production of a copy of the completed criminal case file to DPA.
C. NOTIFICATION AND REVIEW. After completing an investigation, the DPA
shall ensure that every named officer and complainant receive a letter containing the
disposition of the complaint and instructions for requesting a hearing. For
investigations that contain multiple allegations against a member, the DPA will list
the findings for each of the allegations.
2.04.05
INTERNAL AFFAIRS INVESTIGATIONS
Internal Affairs shall investigate complaints of members made by any Department
member or Law Enforcement Agency, and all off-duty alleged misconduct. Additionally,
all EEO complaints shall be referred to IAD's EEO Liaison, who shall in turn forward the
complaints to the Department of Human Resources.
2.04.06
COMPLAINTS AGAINST DPA
Members who have a complaint regarding a DPA investigation, investigator, or attorney
may file a written complaint with the DPA.
2.04.07
CLASSIFICATIONS OF COMPLAINTS AND FINDINGS
Page 6 of 9
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 161
San Francisco Police Department DGO 2.04
GENERAL ORDER
Eff. 05/15/19
A. INVESTIGATIVE FINDINGS
The DPA and SFPD shall use the following terms and definitions to maintain consistency
at the conclusion of investigations.
1. IMPROPER CONDUCT A preponderance of the evidence proves
that the alleged conduct occurred and that the
conduct violated Department policy or
procedure.
2. INSUFFICENT EVIDENCE The evidence fails to prove or disprove that the
alleged conduct occurred.
3. PROPER CONDUCT The evidence proves that the alleged conduct
occurred; however, the conduct was justified,
lawful, and proper.
4. POLICY FAILURE The evidence proves that the alleged conduct
occurred but was justified by Department
policy or procedures; however, the SFPD or
DPA recommends that the policy or procedure
be changed or modified.
5. SUPERVISION FAILURE The evidence proves that the alleged conduct
occurred and was the result of inadequate
supervision.
6. TRAINING FAILURE The evidence proves that the alleged conduct
resulted from inadequate or inappropriate
training.
7. UNFOUNDED The evidence proves that the conduct alleged
did not occur or that the accused officer was
not involved.
8. REFERRAL TO OTHER AGENCY The evidence proves that the alleged conduct
did not involve a sworn member of the
Department or that the complaint raised issues
not within the scope of DPA or IAD. Referral
to other agency allegations are not counted as
complaints against sworn members of the
Department.
Page 7 of 9
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 162
San Francisco Police Department DGO 2.04
GENERAL ORDER
Eff. 05/15/19
9. WITHDRAWAL The complainant failed to provide additional
requested evidence, or the complainant
requested a withdrawal of the complaint.
10. MEDIATED The complainant and officer agreed to
mediation as a non-disciplinary resolution.
(DPA finding only)
B. CLASSIFICATIONS
DPA and the SFPD have agreed to formulate consistent language to refer to categories of
alleged misconduct. The classifications are contained within the MOU between SFPD and
DPA.
2.04.08
QUARTERLY MEETINGS BETWEEN DPA AND THE POLICE DEPARTMENT
A. Disciplinary Review Board (DRB) shall consist of the following:
1. The Assistant Chief of Staff or designee from the Risk
Management Office;
2. The Deputy Chief of the Administration Bureau;
3. The Deputy Chief of the Field Operations Bureau;
4. A member of the Police Commission (Advisory);
5. The Director of the DPA, or designee (Advisory).
B. The DRB shall review and discuss:
1. Aggregate trends related to DPA and IAD complaints, both alleged and
sustained.
2. Policy failure or training failure cases closed in the prior quarter.
3. The Department in consultation with the DPA will select sustained cases
from the previous quarter for review to determine the need for training or
policy changes.
4. SFPD and DPA Recommendations.
Page 8 of 9
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 163
San Francisco Police Department DGO 2.04
GENERAL ORDER
Eff. 05/15/19
The DRB shall consider whether any policy, procedures or training needs to be
revised, added or re-issued if it relates to the subject matter reviewed. The DRB may
make written recommendations that include the maimer in which the
recommendation shall be implemented and a timeline for completion based upon
identified priority level and complexity of recommendation.
The DRB shall report quarterly to the public and to the Commission those policy
and training changes it recommends, and the measurement of the success or failure
of each change, in a manner consistent with individual police officer privacy rights.
The guidelines for the report are contained within the MOU between SFPD and DPA.
References:
MOU between SFPD and Department of Police Accountability
DGO 1.06, Duties of Superior Officers
DGO 5.20, Language Access Services for Limited English Proficient (LEP) Persons
San Francisco Administrative Code, Chapter 91.1 —91.9
Penal Code Section 13012
Page 9 of 9
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 164
(cid:94)an (cid:38)ran(cid:272)i(cid:400)(cid:272)o Poli(cid:272)(cid:286) (cid:24)(cid:286)(cid:393)art(cid:373)(cid:286)nt
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 165
(cid:94)an (cid:38)ran(cid:272)i(cid:400)(cid:272)o Poli(cid:272)(cid:286) (cid:24)(cid:286)(cid:393)art(cid:373)(cid:286)nt
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 166
Department of Police Accountability
YOU MAY ALSO COMPLETE THIS FORM ONLINE at http://policecomplaints.sfgov.org/
INSTRUCTIONS FOR COMPLETING THIS FORM: Please complete this form to the best of your ability. We will contact you to
follow-up. If you do not have a telephone number, please explain the best way to contact you. If you have questions or need
help, please call the DPA at (415) 241-7711, between 8:00 a.m. and 5:00 p.m., or leave a message with our answering service
after 5:00 p.m. We provide interpreters at no charge.
Today’s Date / Time Preferred Language Case No. (DPA Use Only)
-
Last Name First Name Middle Name
Street Apt.
Home Address:
City State Zip Code
Street Suite
Work Address:
City State Zip Code
Home Phone Birthdate
Mobile Phone Gender
Work Phone Ethnicity
Email Occupation
Fold Here First
DPA Use Only
Fold Here Second
City and County of San Francisco
Department of Police Accountability
101 South Van Ness Avenue
San Francisco, CA 94103-9868
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 167
Occurrence Date & Time Occurrence Location Case No. (DPA Use Only)
-
Incident Report or Citation No.
Department of Police Accountability
Please print your narrative. Explain what happened from beginning to end. Be specific as to the nature
of your complaint. Include the who, what, where, when and why of the incident. If known, please
provide the officers’ names and star numbers. If unknown, please provide physical descriptions of the
officers.
If you need additional space, use separate sheets of paper and attach them to the complaint.
Narrative of Incident: Page 1 of
Complainant Signature / Date: Taken by (Name / Star # / Unit / Date):
SFPD/DPA FORM 293
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 168
Occurrence Date & Time Occurrence Location Case No. (DPA Use Only)
-
Department of Police Accountability
Page of
SFPD/DPA SUPPLEMENTAL FORM 293
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 169
Occurrence Date & Time Occurrence Location Case No. (DPA Use Only)
-
Department of Police Accountability
Page of
SFPD/DPA SUPPLEMENTAL FORM 293
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 170
Departamento de Quejas Sobre La Policía
TAMBIÉN PUEDE COMPLETAR ESTE FORMULARIO EN LÍNEA: http://policecomplaints.sfgov.org/
INSTRUCCIONES PARA COMPLETAR ESTE FORMULARIO: Por favor, complete este formulario lo mejor que pueda. Vamos a contactar
con usted para darle seguimiento a su caso. Si no cuenta con un número de teléfono, díganos cómo contactar con usted. Si tiene preguntas
onecesita ayuda, llame D PA (Departamento de Quejas de la Policía, siglas en inglés) al (415) 541-7711, entre las 8:00 a. m. y 5:00 p. m., o
deje un mensaje después de la 5:00 p. m. en el servicio de respuesta. Tenemos intérpretes sin costo alguno.
Fecha de hoy / hora Lenguaje de preferencia Case No. (DPA Use Only)
-
Apellido Nombre Segundo nombre
Calle Apto.
Dirección de domicilio
Ciudad Estado Código Postal
Calle Suite
Dirección de trabajo
Ciudad Estado Código Postal
Teléfono de domicilio Fecha de nacimiento
Celular Género
Teléfono del trabajo Grupo étnico
Correo electrónico Oficio
Primero doble aquí
DPA Use Only
Segundo doble aquí
City and County of San Francisco
Department of Police Accountability
101 South Van Ness Avenue
San Francisco, CA 94103-9868
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 171
Fecha y hora del incidente Ubicación del incidente Case No. (DPA Use Only)
-
Número del incidente o de la citación
Departamento de Quejas Sobre La Policía
Escriba su historia. Explique lo que sucedió desde el principio hasta el final. Sea específico en cuanto a
la materia de su queja. Incluya quién, qué, dónde, cuándo y por qué en relación al incidente.
Proporcione los nombres y números de placa policial, si los sabe. Si no los sabe, dé descripciones
físicas de los oficiales.
Si necesita más espacio, use hojas separadas de papel y adjúntelas a la queja.
Historia del incidente: Página 1 de ___
Firma del reclamante / Fecha: Anotado por (Nombre/ Número de placa/ Unidad / Fecha):
SFPD/DPA FORM 293
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 172
Fecha y hora del incidente Ubicación del incidente Case No. (DPA Use Only)
-
Departamento de Quejas Sobre La Policía
Página ___de___
SFPD/DPA SUPPLEMENTAL FORM 293
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 173
Fecha y hora del incidente Ubicación del incidente Case No. (DPA Use Only)
-
Departamento de Quejas Sobre La Policía
Página ___de___
SFPD/DPA SUPPLEMENTAL FORM 293
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 174
警務工作問責處
你亦可於網上填寫這份表格，網址：http://policecomplaints.sfgov.org/
填寫表格指引：請盡你所能填妥這份表格。 我們會聯絡你跟進。 如果你無電話號碼，請説明聯絡你的最佳
方式。 如你有疑問或需要幫助，請於上午 8 時至下午 5 時致電(415) 241-7711 聯絡 DPA，或下午 5 時之後呼
叫應答服務留下口訊。 我們會為你提供免費的口譯服務。
今日日期/時間 偏好語言 Case No. (DPA Use Only)
-
姓氏 名字 中間名
街道 公寓
家庭地址
市 州 郵區號碼
街道 套房
工作地址
市 州 郵區號碼
家庭電話 出生日期
移動電話 性別
工作電話 種族
電郵 職業
先折疊這邊
DPA Use Only
後折疊這邊
City and County of San Francisco
Department of Police Accountability
101 South Van Ness Avenue
San Francisco, CA 94103-9868
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 175
發生日期和時間 發生地點 Case No. (DPA Use Only)
-
事件報告或傳票編號
警務工作問責處
請打印你的敍述。 解釋事件發生的始末。 詳述投訴的性質。 請包括事件中所涉及的人、事、地點、時間
及原因。 如知悉，請提供警員的姓名及警銜星徽號碼。 如不知，請提供警員的實質描述。
如你需要更多空間填寫，請另用紙張並連同本投訴表一併遞交。
事件敍述: 第 1 頁 /共____頁
投訴人簽名 / 日期: 由(姓名 / 警銜星徽號碼 / 單位 / 日期) 受理:
SFPD/DPA FORM 293
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 176
發生日期和時間 發生地點 Case No. (DPA Use Only)
-
警務工作問責處
第____頁 /共____頁
SFPD/DPA SUPPLEMENTAL FORM 293
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 177
發生日期和時間 發生地點 Case No. (DPA Use Only)
-
警務工作問責處
第____頁 /共____頁
SFPD/DPA SUPPLEMENTAL FORM 293
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 178
Департамент ПодотчетностиПолиции
ВЫ ТАКЖЕ МОЖЕТЕ ЗАПОЛНИТЬ ЭТУ ФОРМУ ОНЛАЙН: http://policecomplaints.sfgov.org/
ИНСТРУКЦИИ ПО ЗАПОЛНЕНИЮ ЭТОЙ ФОРМЫ: Пожалуйста, заполните эту форму в меру своих возможностей. Мы свяжемся с
Вами по осуществлению последующихдействий. Если у Вас нет номера телефона, пожалуйста, укажите наилучший способ связи с
вами. Если у Вас есть вопросы или Вам нужна помощь, позвоните в ДПП по телефону (415) 241‐7711, с 8:00 до 18:00,после 17:00
оставьте сообщение. Мы бесплатно представляем переводчиков.
(cid:587)(cid:607)(cid:605)(cid:616)(cid:606)(cid:615)(cid:633)(cid:626)(cid:615)(cid:633)(cid:633) (cid:606)(cid:602)(cid:620)(cid:602) /(cid:572)(cid:618)(cid:607)(cid:614)(cid:633) (cid:585)(cid:618)(cid:607)(cid:606)(cid:617)(cid:616)(cid:625)(cid:610)(cid:620)(cid:602)(cid:607)(cid:614)(cid:629)(cid:611) (cid:601)(cid:609)(cid:629)(cid:612) Case No. (DPA Use Only)
-
(cid:590)(cid:602)(cid:614)(cid:610)(cid:613)(cid:610)(cid:633) (cid:578)(cid:614)(cid:633) (cid:584)(cid:620)(cid:625)(cid:607)(cid:619)(cid:620)(cid:604)(cid:616)
(cid:589)(cid:613)(cid:610)(cid:624)(cid:602) (cid:580)(cid:604)(cid:602)(cid:618)(cid:620)(cid:610)(cid:618)(cid:602)
(cid:574)(cid:616)(cid:614)(cid:602)(cid:626)(cid:615)(cid:610)(cid:611) (cid:602)(cid:606)(cid:618)(cid:607)(cid:619)
(cid:573)(cid:616)(cid:618)(cid:616)(cid:606) (cid:594)(cid:620)(cid:602)(cid:620) (cid:578)(cid:615)(cid:606)(cid:607)(cid:612)(cid:619)
(cid:589)(cid:613)(cid:610)(cid:624)(cid:602) (cid:651) (cid:616)(cid:622)(cid:610)(cid:619)(cid:602)
(cid:586)(cid:602)(cid:603)(cid:616)(cid:625)(cid:610)(cid:611) (cid:570)(cid:606)(cid:618)(cid:607)(cid:619)
(cid:573)(cid:616)(cid:618)(cid:616)(cid:606) (cid:594)(cid:620)(cid:602)(cid:620) (cid:578)(cid:615)(cid:606)(cid:607)(cid:612)(cid:619)
(cid:574)(cid:616)(cid:614)(cid:602)(cid:626)(cid:615)(cid:610)(cid:611) (cid:588)(cid:607)(cid:613)(cid:607)(cid:622)(cid:616)(cid:615) (cid:574)(cid:602)(cid:620)(cid:602) (cid:586)(cid:616)(cid:608)(cid:606)(cid:607)(cid:615)(cid:610)(cid:633)
(cid:582)(cid:616)(cid:603)(cid:610)(cid:613)(cid:630)(cid:615)(cid:629)(cid:611) (cid:588)(cid:607)(cid:613)(cid:607)(cid:622)(cid:616)(cid:615) (cid:585)(cid:616)(cid:613)
(cid:586)(cid:602)(cid:603)(cid:616)(cid:625)(cid:610)(cid:611) (cid:588)(cid:607)(cid:613)(cid:607)(cid:622)(cid:616)(cid:615) (cid:599)(cid:620)(cid:615)(cid:610)(cid:625)(cid:607)(cid:619)(cid:612)(cid:602)(cid:633)(cid:585)(cid:618)(cid:610)(cid:615)(cid:602)(cid:606)(cid:613)(cid:607)(cid:608)(cid:615)(cid:616)(cid:619)(cid:620)(cid:630)
(cid:575)(cid:614)(cid:602)(cid:611)(cid:613) (cid:586)(cid:616)(cid:606) (cid:574)(cid:607)(cid:633)(cid:620)(cid:607)(cid:613)(cid:630)(cid:615)(cid:616)(cid:619)(cid:620)(cid:610)
(cid:587)(cid:615)(cid:602)(cid:625)(cid:602)(cid:613)(cid:602)(cid:619)(cid:613)(cid:616)(cid:608)(cid:610)(cid:620)(cid:607)(cid:609)(cid:606)(cid:607)(cid:619)(cid:630)
DPA Use Only
(cid:577)(cid:602)(cid:620)(cid:607)(cid:614)(cid:619)(cid:613)(cid:616)(cid:608)(cid:610)(cid:620)(cid:607)(cid:609)(cid:606)(cid:607)(cid:619)(cid:630)
City and County of San Francisco
Department of Police Accountability
101 South Van Ness Avenue
San Francisco, CA 94103-9868
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 179
(cid:574)(cid:602)(cid:620)(cid:602) (cid:610) (cid:572)(cid:618)(cid:607)(cid:614)(cid:633) (cid:578)(cid:615)(cid:624)(cid:610)(cid:606)(cid:607)(cid:615)(cid:620)(cid:602) (cid:586)(cid:602)(cid:619)(cid:617)(cid:616)(cid:613)(cid:616)(cid:608)(cid:607)(cid:615)(cid:610)(cid:607) (cid:578)(cid:615)(cid:624)(cid:610)(cid:606)(cid:607)(cid:615)(cid:620)(cid:602) Case No. (DPA Use Only)
-
(cid:584)(cid:620)(cid:625)(cid:607)(cid:620) (cid:616) (cid:585)(cid:618)(cid:616)(cid:610)(cid:619)(cid:626)(cid:607)(cid:619)(cid:620)(cid:604)(cid:610)(cid:610)(cid:610)(cid:613)(cid:610) (cid:651)
(cid:574)(cid:607)(cid:617)(cid:602)(cid:618)(cid:620)(cid:602)(cid:614)(cid:607)(cid:615)(cid:620) (cid:585)(cid:616)(cid:606)(cid:616)(cid:620)(cid:625)(cid:607)(cid:620)(cid:615)(cid:616)(cid:619)(cid:620)(cid:610)(cid:585)(cid:616)(cid:613)(cid:610)(cid:624)(cid:610)(cid:610)
(cid:594)(cid:620)(cid:618)(cid:602)(cid:622)(cid:602)
(cid:585)(cid:616)(cid:608)(cid:602)(cid:613)(cid:621)(cid:611)(cid:619)(cid:620)(cid:602), (cid:616)(cid:617)(cid:610)(cid:626)(cid:610)(cid:620)(cid:607) (cid:610)(cid:615)(cid:624)(cid:610)(cid:606)(cid:607)(cid:615)(cid:620). (cid:584)(cid:603)(cid:628)(cid:633)(cid:619)(cid:615)(cid:610)(cid:620)(cid:607), (cid:625)(cid:620)(cid:616) (cid:619)(cid:613)(cid:621)(cid:625)(cid:610)(cid:613)(cid:616)(cid:619)(cid:630) (cid:619) (cid:615)(cid:602)(cid:625)(cid:602)(cid:613)(cid:602) (cid:606)(cid:616) (cid:612)(cid:616)(cid:615)(cid:624)(cid:602). (cid:589)(cid:612)(cid:602)(cid:608)(cid:610)(cid:620)(cid:607) (cid:623)(cid:602)(cid:618)(cid:602)(cid:612)(cid:620)(cid:607)(cid:618)
(cid:604)(cid:602)(cid:626)(cid:607)(cid:611) (cid:608)(cid:602)(cid:613)(cid:616)(cid:603)(cid:629). (cid:572)(cid:612)(cid:613)(cid:632)(cid:625)(cid:602)(cid:633): (cid:612)(cid:620)(cid:616), (cid:625)(cid:620)(cid:616), (cid:605)(cid:606)(cid:607), (cid:612)(cid:616)(cid:605)(cid:606)(cid:602) (cid:610) (cid:617)(cid:616)(cid:625)(cid:607)(cid:614)(cid:621) (cid:603)(cid:629)(cid:613) (cid:617)(cid:618)(cid:610)(cid:625)(cid:602)(cid:619)(cid:620)(cid:607)(cid:615) (cid:612) (cid:610)(cid:615)(cid:624)(cid:610)(cid:606)(cid:607)(cid:615)(cid:620)(cid:621). (cid:575)(cid:619)(cid:613)(cid:610)
(cid:610)(cid:609)(cid:604)(cid:607)(cid:619)(cid:620)(cid:615)(cid:616), (cid:621)(cid:612)(cid:602)(cid:608)(cid:610)(cid:620)(cid:607) (cid:610)(cid:614)(cid:607)(cid:615)(cid:602) (cid:610) (cid:619)(cid:613)(cid:621)(cid:608)(cid:607)(cid:603)(cid:615)(cid:629)(cid:611) (cid:651) (cid:616)(cid:622)(cid:610)(cid:624)(cid:607)(cid:618)(cid:616)(cid:604). (cid:575)(cid:619)(cid:613)(cid:610) (cid:615)(cid:607)(cid:610)(cid:609)(cid:604)(cid:607)(cid:619)(cid:620)(cid:615)(cid:616), (cid:617)(cid:618)(cid:616)(cid:619)(cid:630)(cid:603)(cid:602) (cid:617)(cid:618)(cid:607)(cid:606)(cid:619)(cid:620)(cid:602)(cid:604)(cid:610)(cid:620)(cid:630)
(cid:622)(cid:610)(cid:609)(cid:610)(cid:625)(cid:607)(cid:619)(cid:612)(cid:610)(cid:607) (cid:616)(cid:617)(cid:610)(cid:619)(cid:602)(cid:615)(cid:610)(cid:633).
(cid:575)(cid:619)(cid:613)(cid:610) (cid:620)(cid:618)(cid:607)(cid:603)(cid:621)(cid:607)(cid:620)(cid:619)(cid:633) (cid:606)(cid:616)(cid:617)(cid:616)(cid:613)(cid:615)(cid:610)(cid:620)(cid:607)(cid:613)(cid:630)(cid:615)(cid:616)(cid:607) (cid:617)(cid:618)(cid:616)(cid:619)(cid:620)(cid:618)(cid:602)(cid:615)(cid:619)(cid:620)(cid:604)(cid:616), (cid:610)(cid:619)(cid:617)(cid:616)(cid:613)(cid:630)(cid:609)(cid:621)(cid:611)(cid:620)(cid:607) (cid:616)(cid:620)(cid:606)(cid:607)(cid:613)(cid:630)(cid:615)(cid:629)(cid:607) (cid:613)(cid:610)(cid:619)(cid:620)(cid:629) (cid:603)(cid:621)(cid:614)(cid:602)(cid:605)(cid:610) (cid:610) (cid:617)(cid:618)(cid:610)(cid:613)(cid:616)(cid:608)(cid:610)(cid:620)(cid:607)
(cid:603)
ОписаниеИнцидента: страница 1 из____
ПодписьЗаявителя/Дата: Принято (Имя/ Служебный №/Отдел/Дата):
SFPD/DPA FORM 293
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 180
(cid:574)(cid:602)(cid:620)(cid:602) (cid:610) (cid:572)(cid:618)(cid:607)(cid:614)(cid:633) (cid:578)(cid:615)(cid:624)(cid:610)(cid:606)(cid:607)(cid:615)(cid:620)(cid:602) (cid:586)(cid:602)(cid:619)(cid:617)(cid:616)(cid:613)(cid:616)(cid:608)(cid:607)(cid:615)(cid:610)(cid:607) (cid:578)(cid:615)(cid:624)(cid:610)(cid:606)(cid:607)(cid:615)(cid:620)(cid:602) Case No. (DPA Use Only)
-
(cid:574)(cid:607)(cid:617)(cid:602)(cid:618)(cid:620)(cid:602)(cid:614)(cid:607)(cid:615)(cid:620) (cid:585)(cid:616)(cid:606)(cid:616)(cid:620)(cid:625)(cid:607)(cid:620)(cid:615)(cid:616)(cid:619)(cid:620)(cid:610)(cid:585)(cid:616)(cid:613)(cid:610)(cid:624)(cid:610)(cid:610)
(cid:587)(cid:620)(cid:618)(cid:602)(cid:615)(cid:610)(cid:624)(cid:602) ____ (cid:610)(cid:609)_____
SFPD/DPA SUPPLEMENTAL FORM 293
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 181
(cid:574)(cid:602)(cid:620)(cid:602) (cid:610) (cid:572)(cid:618)(cid:607)(cid:614)(cid:633) (cid:578)(cid:615)(cid:624)(cid:610)(cid:606)(cid:607)(cid:615)(cid:620)(cid:602) (cid:586)(cid:602)(cid:619)(cid:617)(cid:616)(cid:613)(cid:616)(cid:608)(cid:607)(cid:615)(cid:610)(cid:607) (cid:578)(cid:615)(cid:624)(cid:610)(cid:606)(cid:607)(cid:615)(cid:620)(cid:602) Case No. (DPA Use Only)
-
(cid:574)(cid:607)(cid:617)(cid:602)(cid:618)(cid:620)(cid:602)(cid:614)(cid:607)(cid:615)(cid:620) (cid:585)(cid:616)(cid:606)(cid:616)(cid:620)(cid:625)(cid:607)(cid:620)(cid:615)(cid:616)(cid:619)(cid:620)(cid:610)(cid:585)(cid:616)(cid:613)(cid:610)(cid:624)(cid:610)(cid:610)
(cid:587)(cid:620)(cid:618)(cid:602)(cid:615)(cid:610)(cid:624)(cid:602) ____ (cid:610)(cid:609)_____
SFPD/DPA SUPPLEMENTAL FORM 293
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 182
Department of Police Accountability
(Departamento para sa Pananagutan ng Pulisya)
PUWEDE RIN NINYONG KUMPLETUHIN ANG FORM NA ITO ONLINE sa: http://policecomplaints.sfgov.org/
MGA INSTRUKSIYON SA PAGKUMPLETO NG FORM NA ITO: Pakikumpleo ang form na ito sa abot ng inyong makakaya. Tatawagan
namin kayo para mag- follow-up. Kung wala kayong numero ng telepono, pakisulat ang pinakamadaling paraan kung paano kayo
makokontak. Kung mayroon kayong tanong o kailangan ninyo ng tulong, pakitawagan ang DPA sa (415) 241-7711, mula 8:00 ng umaga
hanggang 5:00pm, o magiwan ng mensahe kung lampas na sa 5:00pm. Mayroon kaming libreng serbisyo ng pagsasalin sa wikang Filipino.
Ang Petsa/Oras Ngayon Mas Gustong Wika Case No. (DPA Use Only)
-
Apelyido Pangalan Gitnang Pangalan
Kalye Apt.
Address sa bahay
Syudad State o Estado Zip Code
Kalye Suite
Address ng Trabaho
Syudad State o Estado Zip Code
Telepono sa Bahay Araw ng Kapanangakan
Mobile Phone Kasarian
Telepono sa Trabaho Etnisidad
Email Trabaho
Fold Here First (Tupiin muna rito)
DPA Use Only
Fold Here Second (Tupiin dito pagkatapos)
City and County of San Francisco
Department of Police Accountability
101 South Van Ness Avenue
San Francisco, CA 94103-9868
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 183
Petsa at Oras ng pangyayari Lugar ng Pangyayari Case No. (DPA Use Only)
-
Numero ng Report ukol sa
Department of Police Accountability
Insidente o Citation (kautusang
(Departamento para sa Pananagutan ng Pulisya)
humarap sa korte)
Isulat ang inyong salaysay. Ipaliwanag ang pangyayari mula umpisa hanggang sa katapusan. Kailangang
may mga detalye ayon sa mga katangian ng inyong reklamo. Isama ang mga impormasyon tungkol sa
pangyayari katulad ng kung ano, saan naganap, kailan at bakit nangyari ang insidente, at kung sino ang mga
kasangkot. Kung alam ninyo, isulat ang pangalan at star number ng mga officer o pulis. Kung hindi ninyo
alam, pakisulat ang pisikal na katangian ng mga officer.
Kung kailangan ninyo ng karagdagang lugar masusulatan, ikabit ang magkakahiwalay na papel sa reklamo.
Salaysay ng insidente: Pahina 1 ng __
Pirma ng Nagreklamo / Petsa: Kinuha ni (Pangalan/ Star #/ Unit/ Petsa):
SFPD/DPA FORM 293
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 184
Petsa at Oras ng pangyayari Lugar ng Pangyayari Case No. (DPA Use Only)
-
Department of Police Accountability
(Departamento para sa Pananagutan ng Pulisya)
Pahina __ ng ___
SFPD/DPA SUPPLEMENTAL FORM 293
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 185
Petsa at Oras ng pangyayari Lugar ng Pangyayari Case No. (DPA Use Only)
-
Department of Police Accountability
(Departamento para sa Pananagutan ng Pulisya)
Pahina __ ng ___
SFPD/DPA SUPPLEMENTAL FORM 293
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 186
Sở Kiểm sát Trách nhiệm về Hành động của Cảnh Sát
QUÍ VỊ CŨNG CÓ THỂ ĐIỀN MẪU NÀY TRỰC TUYẾN ở http://policecomplaints.sfgov.org/
HƯỚNG DẪN VỀ CÁCH ĐIỀN MẪU NÀY Xin điền mẫu này với khả năng tối đa của quí vị. Chúng tôi sẽ liên lạc
tiếp với quí vị. Nếu quí vị không có điện thoại, xin cho biết cách hay nhất để liên lạc với quí vị. Nếu quí vị có câu hỏi
nào hay cần sự giúp đỡ, xin gọi DPA ở số (415) 241-7711 trong khoảng 8 giờ sáng đến 5 giờ chiều, hay để tin nhắn
vào điện thoại sau 5 giờ chiều. Chúng tôi cung cấp các phiên dịch viên miễn phí.
Ngày của Hôm nay/Giờ giấc Ngôn ngữ thích hợp Case No. (DPA Use Only)
-
Tên Họ Tên Gọi Tên Đệm
Đường phố Số căn hộ
Địa chỉ nhà
Tỉnh Tiểu bang Mã số Bưu Điện
Đường phố Phòng
Địa chỉ nơi làm việc
Tỉnh Tiểu bang Mã số Bưu Điện
Địa chỉ nhà Ngày sinh
Điện thoại cầm tay Giới tính
Điện thoại nơi làm việc Sắc tộc
Điện thư Công việc
Đầu tiên gấp tại đây
DPA Use Only
Sau đó gấp tại đây
City and County of San Francisco
Department of Police Accountability
101 South Van Ness Avenue
San Francisco, CA 94103-9868
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 187
Ngày & Giờ xảy ra sự việc Nơi xảy ra sự việc Case No. (DPA Use Only)
-
Sở Kiểm sát Trách nhiệm về
Phúc trình về tai nạn hay giấy
báo số
Hành động của Cảnh Sát
Xin in ra bản tường trình của quí vị. Giải thích những gì xảy ra từ đầu đến cuối. Xin hãy rõ ràng về sự
than phiền của quí vị gồm những ai liên hệ, về cái gì, ở nơi đâu, khi nào và tại sao có sự việc. Nếu biết,
xin cho biết tên những cảnh sát và số trên huy hiệu cảnh sát của họ
Nếu quí vị cần thêm chỗ để viết, xin dùng những tờ giấy khác và đính kèm vào thư khiếu nại
Bản miêu tả sự việc: Trang 1 của____
Chữ ký của người khiếu nại/Ngày: Nhận thư khiếu nại bởi (Tên/Huy hiệu số/Đơn vị/Ngày):
SFPD/DPA FORM 293
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 188
Ngày & Giờ xảy ra sự việc Nơi xảy ra sự việc Case No. (DPA Use Only)
-
Sở Kiểm sát Trách nhiệm về
Phúc trình về tai nạn hay giấy
báo số
Hành động của Cảnh Sát
SFPD/DPA SUPPLEMENTAL FORM 293
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 189
Ngày & Giờ xảy ra sự việc Nơi xảy ra sự việc Case No. (DPA Use Only)
-
Sở Kiểm sát Trách nhiệm về
Phúc trình về tai nạn hay giấy
báo số
Hành động của Cảnh Sát
SFPD/DPA SUPPLEMENTAL FORM 293
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 190
San Die(cid:336)o (cid:18)o(cid:437)nt(cid:455) S(cid:346)eri(cid:296)(cid:296)(cid:859)s Department
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 191
(cid:94)an (cid:24)i(cid:286)go Co(cid:437)nty (cid:94)h(cid:286)riff(cid:918)(cid:400) (cid:24)(cid:286)(cid:393)art(cid:373)(cid:286)nt
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 192
(cid:94)an (cid:24)i(cid:286)go Co(cid:437)nty (cid:94)h(cid:286)riff(cid:918)(cid:400) (cid:24)(cid:286)(cid:393)art(cid:373)(cid:286)nt
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 193
BOARD MEMBERS EXECUTIVE OFFICER
SUSAN N. YOUNGFLESH JULIO ESTRADA
Chair
P. DARREL HARRISON
Vice-Chair
ROBERT SPRIGGS JR.
Secretary
DAVE ALBERGA County of San Diego
GARY BROWN
EILEEN DELANEY
MICHAEL FLITTERMAN
MICHAEL GRAY CITIZENS’ LAW ENFORCEMENT REVIEW BOARD
LOURDES N. SILVA
TIM WARE
GARY I. WILSON 555 W BEECH STREET, SUITE 220, SAN DIEGO, CA 92101-2940
TELEPHONE: (619) 238-6776 FAX: (619) 238-6775
www.sdcounty.ca.gov/clerb
To Whom It May Concern:
Thank you for contacting the Citizens’ Law Enforcement Review Board. The Citizens’ Law Enforcement Review
Board (CLERB) was established to receive, review and investigate citizen complaints filed against peace officers
or custodial officers employed by the County in the Sheriff’s Department or the Probation Department which
allege: (A) use of excessive force; (B) discrimination or sexual harassment in respect to members of the public;
(C) the improper discharge of firearms; (D) illegal search or seizure; (E) false arrest; (F) false reporting; (G)
criminal conduct; or (H) misconduct. You can review our website and the attached brochure for further specific
information regarding our process.
Please read this page and the instructions on the forms that follow carefully before completing them.
In order for the Review Board to open an investigation, a complaint must be signed under penalty of perjury.
Please print out, complete, sign and return both the (1) Complaint Form and (2) Request and Agreement form.
Please fill in the “Complainant Information” and “Incident Information” sections of the form. If the complaint
involves allegations of injury, please complete and return the medical release form(s).
You may mail or fax the completed forms to the above-listed address or facsimile number. You may also scan
the documents and email it to clerbcomplaints@sdcounty.ca.gov. If you are unable to complete or print the
above-listed forms or prefer to type your complaint, you may email your complaint to
clerbcomplaints@sdcounty.ca.gov with a mailing address; staff will copy your complaint into the required forms
and mail them to you for your review, signature, and return.
The Review Board has jurisdiction over complaints alleging misconduct in the performance of duty by peace
officers employed by the Sheriff’s and Probation departments. The Review Board also has jurisdiction over
deaths that occur in connection with the actions of these peace officers. The Review Board does not have
jurisdiction over non-specific complaints about jail conditions, or over the conduct of civilian employees, such as
medical and clerical staff, of the Sheriff’s and Probation departments. All complaints must be received within
one year of the incident that gave rise to the complaint, unless the complainant was incarcerated or incapacitated
during that year. Additional information about the Review Board is available at www.sdcounty.ca/gov/clerb or
upon request.
If you have any questions, please contact us in writing (U.S. mail or email at clerbcomplaints@sdcounty.ca.gov),
by phone at (619) 238-6776, or in person at the above-listed address in downtown San Diego.
Sincerely,
The Citizens’ Law Enforcement Review Board
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 194
SAN DIEGO COUNTY
CITIZENS’ LAW ENFORCEMENT REVIEW BOARD
INSTRUCTIONS FOR COMPLETING CITIZEN COMPLAINT FORM
Please describe, in detail, the event(s) that led to this complaint. Be as clear and specific as possible.
If you do not know the name(s) or identification numbers(s) of involved Sheriff’s deputies or Probation
officers, provide as much descriptive information as possible. Include the date, time, and location of the
event(s). List any witnesses and their contact information. If you need more space, attach additional
sheets.
Your statement must be a true and accurate account of the incident to the best of your knowledge, and
you must sign and attest to its truthfulness under penalty of perjury. If you have questions or need help,
please call the Review Board at (619) 238-6776, or leave a message at that number after hours or on
holidays.
In accordance with the County Administrative Code, a copy of every signed complaint received by the
Review Board is sent to the Sheriff or Chief Probation Officer. Investigative materials are confidential
and are not disclosed to the public, including complainants, unless compelled by court order pursuant
to California law.
Staff strives to complete every investigation within one year of receipt of a signed complaint; death and
complex investigations may take longer to complete. Because the investigative process can take several
months, please notify the Review Board of any changes in your contact information. Failure to maintain
contact information or failure to cooperate in the investigation will result in a recommendation to the
Review Board for Summary Dismissal. You will be notified in writing of the date the Review Board will
consider your complaint in closed session and its decision.
INSTRUCCIONES
Por favor describa, en detalle, el evento o los eventos que generan esta queja. Sea lo más claro y
específico posible. Si usted no sabe el nombre o placa del oficial o de los oficiales involucrados,
provéanos con toda la información descriptiva posible. Si necesita mas espacio, anexe hojas de papel
adicionales.
Su declaración debe de ser clara y debe proveer una descripción detallada del incidente de acuerdo a
su conocimiento del mismo. Además, debe firmar este documento bajo pena de perjurio. Si usted tiene
preguntas o necesita ayuda, por favor contacte a un investigador del Consejo de Revisión al número
(619) 238-6776, o deje un mensaje si llama después de las horas de trabajo, o en días festivos.
De acuerdo al Código Administrativo del Condado, copias de las quejas recibidas por el Consejo de
Revisión serán enviadas al Departamento del Alguacil. Con excepción de lo que este permitido por ley,
los materiales de la investigación son considerados confidenciales y no estarán disponibles al público,
incluyendo los querellantes.
Nos esforzamos en completar cada investigación dentro del primer año de recibida. Debido a que el
proceso de investigación puede tomar varios meses, por favor notifique al Consejo de Revisión
cualquier cambio en su dirección y numero de teléfono. A usted se le notificara por escrito le fecha en
que su caso será considerado por el Consejo de Revisión y la decisión tomada.
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COMPLAINANT INFORMATION
COMPLAINANT NAME
MAILING ADDRESS
PHONE # (Home & Work)
EMAIL
SEX: ETHNICITY (optional): DOB: DL, ID or BK:
NAME & ADDRESS OF
AGGRIEVED (If other than
complainant)
IF IN CUSTODY, FACILITY &
DATE OF RELEASE
OUT OF CUSTODY ADDRESS
& PHONE
INCIDENT INFORMATION
LOCATION OF INCIDENT
DATE OF INCIDENT
RACE OR GENDER ISSUE? [ ]
ACCUSED NAME, BADGE # &
ASSIGNMENT
WITNESS NAME, ADDRESS,
PHONE #
PLEASE GO TO NEXT PAGE>>>>>
CLERB STAFF USE ONLY
LODGE DATE FILE DATE CASE NUMBER
INTAKE INV HOW RECEIVED
INJURIES CLAIMED [] INJURIES VISIBLE [] DRUG OR ALCOHOL RELATED []
MEDICAL RELEASE SIGNED [] PHOTOS TAKEN [] OTHER WAIVERS SIGNED []
ALLEGATIONS
Excessive Force (EF) Discrimination or Sexual Harassment (DC)
Improper Discharge of Firearms (IDF) Illegal Search or Seizure (ISS)
False Arrest (FA) False Reporting (FR)
Criminal Conduct (CC) Misconduct (M)
Misconduct Sub-categories: Discourtesy Harassment Intimidation Medical Procedure Retaliation
Truthfulness
STAFF COMMENTS
HOW DID COMPLAINANT LEARN ABOUT CLERB?
Prior Other CLERB Unknown/
Other CLERB Other Public
Complainant/ Department Information Declined to
Citizen/Inmate Website Information
Witness Referral Brochure State
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 196
DESCRIPTION OF INCIDENT
(Attach additional sheets. Number pages as needed and sign bottom of each added page.)
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REQUEST FOR INVESTIGATION OF COMPLAINT & AGREEMENT
NOT TO SUBPOENA CITIZENS’ LAW ENFORCEMENT REVIEW BOARD
PERSONNEL OR RECORDS
I, _______________________ (name), request that the San Diego County Citizens’ Law Enforcement Review
Board (CLERB) investigate my complaint against peace officer(s) employed by the Sheriff’s
Department/Probation Department.
I understand the following:
CLERB’s investigative records associated with my complaint are confidential under California law and may
not be disclosed to the public or complainants, except as compelled by court order pursuant to California
law;
I will receive written notice of the date CLERB will consider my complaint, staff’s recommendation(s), and
the Review Board’s decision(s) on my complaint;
I may briefly address the Review Board, if I choose, during the public comments portion of the Review Board’s
meeting;
Failure to respond to staff questions, or to provide requested information may result in staff’s
recommendation to the Review Board that my complaint be dismissed;
CLERB’s findings are advisory and non-binding for the consideration of the Sheriff or Chief Probation
Officer;
Pursuant to Penal Code Section 832.7 and CLERB Rule 4.5, the disposition of my complaint “shall not be
conclusive or binding or admissible as evidence in any separate or subsequent action or proceeding brought
before an arbitrator, court, or judge of California or the United States;”
In requesting CLERB to investigate my complaint, I am not in any way waiving my right to bring a claim or
civil suit against any peace officer employed by the San Diego County Sheriff’s Department/Probation
Department, or the County of San Diego.
By asking CLERB to investigate my complaint against Sheriff’s Department/Probation Department sworn
personnel, I agree not to subpoena CLERB records or testimony from any member of CLERB.
Signature: ________________________________________ Date:_____________________
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 199
COUNTY OF SAN DIEGO / CLERB #
AUTHORIZATION TO USE OR DISCLOSE PROTECTED HEALTH INFORMATION
I hereby authorize disclosure of my health information to:
The Citizens’ Law Enforcement Review Board (CLERB)
555 W Beech Street, Suite 505, San Diego, CA 92101-2940
COMPLAINANT
NAME:
STREET: CITY/STATE: ZIP:
TELEPHONE: ALIAS: DOB:
DISCLOSURE IS REQUIRED BY THE FOLLOWING INDIVIDUAL(S) OR ORGANIZATION(S):
MEDICAL PROVIDER: SHERIFF’S MEDICAL RECORDS AND/OR DATE OF SERVICE:
ADDRESS: CITY/STATE: ZIP:
TELEPHONE: FAX:
I UNDERSTAND THAT REFUSAL TO PROVIDE AUTHORIZATION DOES NOT PROHIBIT, BUT MAY PREVENT
A THOROUGH INVESTIGATION OF MY COMPLAINT. THE FOLLOWING INFORMATION IS TO BE DISCLOSED:
(PLEASE CHECK)
Complete Record Other / Provide Description:
(The Requestor may use the medical records and type if information authorized for the CLERB Investigation ONLY)
Expiration: This authorization will expire upon completion of the investigation or within one (1) calendar year from the date the
complaint was signed. I understand that I have the right to revoke this authorization at any time. I understand if I revoke this
authorization I must do so in writing. I understand that the revocation will not apply to information that has already been released
based on this authorization.
Other Rights: I understand that authorizing the disclosure of this health information is voluntary. I can refuse to sign this
authorization. I do not need to sign this form in order to file a complaint with CLERB. I understand that I may inspect or obtain a
copy of the information to be used or disclosed, as provided in section 45 CFR 164.524. I have right to receive a copy of this
authorization by the medical provider. I would like a copy of this authorization. Yes No
Sensitive Information: I understand that the information in my record may include information relating to sexually transmitted
diseases, acquired immunodeficiency syndrome (AIDS), or infection with the Human Immunodeficiency Virus (HIV). It may also
include information about behavioral or mental health services or treatment for alcohol and drug abuse.
Re-disclosure: CLERB will not re-disclose my health information without my written authorization.
SIGNATURE OF INDIVIDUAL OR LEGAL REPRESENTATIVE
I agree that a photocopy or faxed copy of this authorization shall be valid as the original.
SIGNATURE: DATE:
LEGAL REPRESENTATIVE (Please include relationship to the complainant):
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 200
San Diego County Sheriff’s Department
Post Office Box 939062
San Diego, California 92193-9062
William D. Gore, Sheriff
COMPLAINT FORM
PLEASE PRINT OR TYPE
COMPLAINANT’S NAME DATE OF BIRTH HOME PHONE
COMPLAINANT’S ADDRESS CITY ZIP CODE BUSINESS PHONE
LOCATION OF INCIDENT CITY DATE AND TIME OF INCIDENT
NAME(S) OF SHERIFF’S PERSONNEL
BRIEF NARRATIVE OF COMPLAINT
CONTINUED ON
ADDITIONAL SHEETS
1. DO YOU BELIEVE YOU WERE STOPPED, ARRESTED, SEARCHED, OR DETAINED BY LAW ENFORCEMENT DUE, AT LEAST IN PART, TO RACIAL OR
IDENTITY PROFILING (E.G. BECAUSE OF YOUR RACE, COLOR, NATIONALITY, NATIONAL ORIGIN, GENDER, AGE, RELIGION, GENDER EXPRESSION,
SEXUAL ORIENTATION, MENTAL OR PHYSICAL DISABILITY)? YES NO
2. IF YES, PLEASE EXPLAIN WHAT SPECIFIC PROFILING YOU BELIEVE OCCURRED AND THE BASIS FOR YOUR BELIEF:
148.6 P.C. ADVISORY STATEMENT: YOU HAVE THE RIGHT TO MAKE A COMPLAINT AGAINST A POLICE OFFICER FOR ANY IMPROPER POLICE
CONDUCT. CALIFORNIA LAW REQUIRES THIS AGENCY TO HAVE A PROCEDURE TO INVESTIGATE CIVILIANS’ COMPLAINTS. YOU HAVE A RIGHT TO
A WRITTEN DESCRIPTION OF THIS PROCEDURE. THIS AGENCY MAY FIND AFTER INVESTIGATION THAT THERE IS NOT ENOUGH EVIDENCE TO
WARRANT ACTION ON YOUR COMPLAINT; EVEN IF THAT IS THE CASE, YOU HAVE THE RIGHT TO MAKE THE COMPLAINT AND HAVE IT
INVESTIGATED IF YOU BELIEVE AN OFFICER BEHAVED IMPROPERLY. CIVILIANS COMPLAINTS AND ANY REPORTS OR FINDINGS RELATED TO
COMPLAINTS MUST BE RETAINED BY THIS AGENCY FOR AT LEAST FIVE YEARS. IT IS AGAINST THE LAW TO MAKE A COMPLAINT THAT YOU KNOW
TO BE FALSE. IF YOU MAKE A COMPLAINT AGAINST AN OFFICER KNOWING THAT IT IS FALSE, YOU CAN BE PROSECUTED ON A MISDEMEANOR
CHARGE.
I have read and understand the above statement.
DATE:
SIGNATURE OF COMPLAINANT:
INTERNAL AFFAIRS USE ONLY
EMPLOYEE RECEIVING COMPLAINT: DATE & TIME:
RECEIVED IN I.A. BY:
INPERSON
NATURE OF COMPLAINT:
U.S. MAIL
MESSENGER MAIL ASSIGN TO:
I.ACASE #
OTHER:
IA-1 (Rev. 12/16)
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(2)
San Diego County
WILL I BE TOLD WHEN THE
Shel'iff's Depal'tment co :MPLAINT PROCEDURES INVESTIGATION IS CO~IPLETED?
You wilt be notified by mail that the
1. WHERE CAN I GO TO MAKE A investigation has been completed and you
C01vlPLAINT? \Vill be told the disposition. You wilt not be
told the amount or type of discipline, if any.
You may submit this form at any Sheriffs Specific details about the inve$tigation are
Station or facility, or mail it to: confidential. Information from an
in\·e,stigation becomes part of the employee's
SAN DIEGO SHERIFF'S DEPARTMENT personnel records and is confidential
A relationship of trust and confidence between the INTEIU<AL AFFAIRS UNIT according to Penal Code Section 832.7. Alt
members of the San Diego County Sheriffs PO BOX 939062 complaint records are maintained for five
Department and the community is essential for SA .?., ! DIEGO, CA. 92193-9062 years according to law.
effective law e.nforcement. Deputies are given the
responsibility to c.onduct themselves in a reasonable.~ Complaints should be ftled within 30 days of 5. WHO l\,L<Y\ I CALL IF I HAVE
lawful and impartial manner, always respecting the the corresponding incident. QUESTIONS ABOUT FILR-G A
rights of all persons. COMPLAINT?
2. WHAT HAPPENS AFTER I FILE A
The San Diego County Sheriffs Department COl\IPLAINT? Feet free to call the Sheriffs Department
acknowledges its responsibility to establish a system Internal Affairs Unit at (858) 974-2065.
of c.omptaint and disciplinary procedures which not You will receive a written confirmation that
only subject its employees to corrective action when your complaint has been rece.ived. You may
their conduct is improper. but abo protects them from be contacted by an investigator who wilt Our Mission
unwarranted criticism when their duties are interview you in more detail about your
In pa1tnership with our
discharged properly. It is the purpose of these c.oncems.
procedures to provide a prompt, fair and expeditious communities, we provide the
disposition of complaints about the conduct of 3. WHO INVESTIGATES A CIVILL>\N'S highest quality public safety
employees of the Sheriffs Department. COMPLAINT?
se1vices.
The San Diego County Sheriffs Department Investigations are normally conducted by a
welcomes constructive criticism of the Department Sheriff's Department Supervisor.
and valid complaints against its members or
Oul' Values
procedures. 4. ARE C01vlPLAINTS Il'<.V. ESTIGATED
THOROUGHLY? Honesty · Loyalty
I hope you will never need to make a complaint about
Trnst · Respect
our services. Should you need to~ however~ you can Yes. We want to kno\V if something went
be sure that your complaint will be give.n full and wrong so we can prevent it from happening Fairness · Integl'ity
complete consideration. again. \\fben appropriate, invenigators may
Divel'sity
inten-iew witnesses, and ex.amine relevant
William D. Gore, Sheriff evidence.
San Diego County
IA-1 (Rev. 12/16)
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 202
San Diego County Sheriff’s Department
Post Office Box 939062
San Diego, California 92193-9062
William D. Gore, Sheriff
FORMULARIO DE QUEJA
POR FAVOR ESCRIBA LETRA DE MOLDE O ESCRIBE A MÁQUINA
NOMBRE DEL RECLAMANTE FECHA DE NACIMIENTO NòMERO DE TELEFONO EN CASA
DIRECCIÓN DE RECLAMANTE CIUDAD ZONA POSTAL NòMERO DE TELEFONO DE EMPLEO
LA LOCALIDAD DEL INCIDENTE CIUDAD FECHA Y HORA DEL INCIDENTE
NOMBRE(S) DEL OFICIAL DEL ALGUACIL
BREVE RESUMEN DE LA QUEJA
CONTINUA EN
HOJAS ADICIONALES
1. ¿CREÉ USTED QUE FUE, DETENIDO, ARRESTADO O REVISADO POR UN OFICIAL DE LA LEY, AL MENOS EN PARTE, POR RAZONES RACIAL O
PERFILES DE IDENTIDAD (POR EJEMPLO, DEBIDO A SU RAZA, COLOR, NACIONALIDAD, ORIGEN NACIONAL, GÉNERO, EDAD, RELIGIÓN,
EXPRESIÓN DE GÉNERO, ORIENTACIÓN SEXUAL, DISCAPACIDAD MENTAL O FÍSICA)? SÍ ____ NO ____
2. SI SÍ, EXPLIQUE QUÉ PERFILES ESPECÍFICOS CREE USTED QUE OCURRIERON Y LA BASE PARA SU CREENCIA:
148.6P.C. DECLARACION CONSULTOR: USTED TIENE EL DERECHO DE FORMULAR UNA QUEJA CONTRA UN OFICIAL DE LA LEY POR CONDUCTA
INAPROPIADA. LA LEY DE CALIFORNIA REQUIRE QUE ESTA AGENCIA TENGA UN PROCEDIMIENTO PARA INVESTIGAR LAS QUEJAS DE
CIUDADANOS. USTED TIENE EL DERECHO DE RECIBIR UNA DESCRIPCION ESCRITA DE ESTE PROCEDIMIENTO. DESPUES DE LA INVESTIGACION
ESTA AGENCIA PUEDE ENCONTRAR QUE NO HAY SUFICIENTE EVIDENCIA PARA JUSTIFICAR LA ACCION DE SU QUEJA. SI ESTE ES EL CASO,
USTED TIENE EL DERECHO DE SEGUIR LA INVESTIGACION SI USTED CREE QUE EL OFICIAL SE COMPORTO INAPROPIADAMENTE. CUALQUIER
QUEJA CIVIL, REPORTE, CONCLUSION INFORMES DE QUEJAS SON RETENIDAS POR LA AGENCIA POR LO MENOS CINCO (5) ANOS. ES CONTRA LA
LEY HACER ALGUNA QUEJA QUE USTED SABE SER FALSA. SI USTED HACE UNA QUEJA CONTRA UN OFICIAL SABIENDO QUE ES FALSA, USTED
PODRIA SER ACUSADO DE EN UN DELITO MENOR.
HE LEIDO Y ENTENDIO LA DECLARACION.
FIRMA FECHA
INTERNAL AFFAIRS USE ONLY
(SOLO PARA LA UTILIZACION DE LA UNIDAD DE ASUNTOS INTERNOS)
EMPLOYEE RECEIVING COMPLAINT: DATE & TIME:
RECEIVED IN I.A. BY:
IN PERSON
NATURE OF COMPLAINT:
U.S. MAIL
MESSENGER MAIL ASSIGN TO:
I.A. CASE #
OTHER:
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(cid:2)(cid:9)(cid:7)(cid:10)(cid:6)(cid:1)(cid:5)(cid:8)(cid:12)(cid:14) (cid:2)(cid:4)(cid:3)(cid:13)(cid:11)(cid:4)(cid:14)
(cid:72)(cid:103)(cid:91)(cid:164)(cid:67)(cid:106)(cid:156)(cid:91)(cid:135)(cid:142)(cid:106)(cid:89)(cid:91)(cid:164)(cid:39)(cid:130)(cid:152)(cid:127)(cid:144)(cid:160)(cid:164)(cid:69)(cid:103)(cid:91)(cid:135)(cid:106)(cid:95)(cid:95)(cid:1)(cid:142)(cid:164)(cid:41)(cid:91)(cid:133)(cid:80)(cid:135)(cid:144)(cid:125)(cid:91)(cid:127)(cid:144)(cid:164)(cid:83)(cid:91)(cid:119)(cid:106)(cid:91)(cid:156)(cid:91)(cid:142)(cid:164)(cid:144)(cid:103)(cid:80)(cid:144)(cid:164)(cid:80)(cid:127)(cid:160)(cid:164)(cid:133)(cid:91)(cid:140)(cid:142)(cid:2)(cid:127)(cid:164)(cid:125)(cid:80)(cid:117)(cid:106)(cid:127)(cid:101)(cid:164)(cid:80)(cid:164)(cid:85)(cid:2)(cid:125)(cid:133)(cid:119)(cid:80)(cid:106)(cid:127)(cid:144)(cid:164)(cid:80)(cid:83)(cid:130)(cid:152)(cid:144)(cid:164)(cid:144)(cid:103)(cid:91)(cid:164)(cid:41)(cid:91)(cid:133)(cid:80)(cid:141)(cid:144)(cid:125)(cid:91)(cid:127)(cid:144)(cid:164)(cid:130)(cid:135)(cid:164)(cid:106)(cid:144)(cid:142)(cid:164)(cid:130)(cid:133)(cid:91)(cid:135)(cid:80)(cid:144)(cid:114)(cid:130)(cid:127)(cid:142)(cid:164)(cid:106)(cid:142)(cid:164)
(cid:91)(cid:127)(cid:144)(cid:114)(cid:144)(cid:119)(cid:91)(cid:89)(cid:164)(cid:144)(cid:130)(cid:164)(cid:80)(cid:164)(cid:135)(cid:91)(cid:142)(cid:133)(cid:130)(cid:127)(cid:142)(cid:91)(cid:14)(cid:164)
(cid:39)(cid:130)(cid:125)(cid:125)(cid:152)(cid:127)(cid:106)(cid:85)(cid:80)(cid:149)(cid:2)(cid:127)(cid:164)(cid:106)(cid:142)(cid:164)(cid:156)(cid:106)(cid:144)(cid:80)(cid:119)(cid:164)(cid:144)(cid:2)(cid:3) (cid:101)(cid:130)(cid:130)(cid:89)(cid:164)(cid:119)(cid:80)(cid:158)(cid:164)(cid:91)(cid:127)(cid:93)(cid:2)(cid:140)(cid:85)(cid:91)(cid:125)(cid:91)(cid:127)(cid:144)(cid:164)(cid:142)(cid:91)(cid:135)(cid:156)(cid:106)(cid:85)(cid:91)(cid:164)(cid:80)(cid:127)(cid:89)(cid:164)(cid:125)(cid:80)(cid:106)(cid:127)(cid:144)(cid:80)(cid:106)(cid:127)(cid:106)(cid:127)(cid:101)(cid:164)(cid:85)(cid:130)(cid:125)(cid:125)(cid:152)(cid:127)(cid:106)(cid:144)(cid:160)(cid:164)(cid:85)(cid:130)(cid:130)(cid:133)(cid:91)(cid:135)(cid:80)(cid:144)(cid:114)(cid:130)(cid:127)(cid:14)(cid:164)
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(cid:61)(cid:27)(cid:48)(cid:20)(cid:70)(cid:54)(cid:38)(cid:80)(cid:147)(cid:132)(cid:164)(cid:65)(cid:72)(cid:65)(cid:68)(cid:20)(cid:41)(cid:54)(cid:27)(cid:25)(cid:80)(cid:23)(cid:56)(cid:52)(cid:57)(cid:48)(cid:20)(cid:41)(cid:54)(cid:68)(cid:65)(cid:80)(cid:52)(cid:72)(cid:65)(cid:68)(cid:80)(cid:21)(cid:27)(cid:80)(cid:61)(cid:27)(cid:68)(cid:20)(cid:41)(cid:54)(cid:27)(cid:25)(cid:80)(cid:21)(cid:77)(cid:80)(cid:68)(cid:40)(cid:41)(cid:65)(cid:80)(cid:20)(cid:38)(cid:27)(cid:54)(cid:23)(cid:77)(cid:80)(cid:31)(cid:56)(cid:61)(cid:80)(cid:20)(cid:68)(cid:80)(cid:48)(cid:27)(cid:20)(cid:65)(cid:68)(cid:80)(cid:36)(cid:74)(cid:27)(cid:80)(cid:77)(cid:27)(cid:20)(cid:61)(cid:65)(cid:8)(cid:80)
(cid:14)(cid:80)(cid:40)(cid:20)(cid:75)(cid:28)(cid:80)(cid:61)(cid:28)(cid:20)(cid:25)(cid:80)(cid:20)(cid:55)(cid:26)(cid:80)(cid:73)(cid:55)(cid:25)(cid:28)(cid:61)(cid:66)(cid:68)(cid:20)(cid:55)(cid:26)(cid:80)(cid:68)(cid:40)(cid:28)(cid:80)(cid:20)(cid:22)(cid:56)(cid:75)(cid:28)(cid:80)(cid:66)(cid:68)(cid:20)(cid:68)(cid:28)(cid:53)(cid:28)(cid:55)(cid:69)(cid:10)(cid:80)
(cid:70)(cid:110)(cid:102)(cid:129)(cid:81)(cid:145)(cid:154)(cid:136)(cid:92)(cid:164)(cid:131)(cid:94)(cid:164)(cid:134)(cid:92)(cid:136)(cid:143)(cid:131)(cid:129)(cid:164)(cid:126)(cid:81)(cid:118)(cid:111)(cid:129)(cid:102)(cid:164)(cid:87)(cid:131)(cid:126)(cid:134)(cid:122)(cid:81)(cid:108)(cid:129)(cid:145)(cid:164)
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 208
(cid:90)i(cid:448)(cid:286)r(cid:400)i(cid:282)(cid:286) Co(cid:437)nty (cid:94)h(cid:286)riff(cid:918)(cid:400) (cid:24)(cid:286)(cid:393)art(cid:373)(cid:286)nt
(cid:1)(cid:3)
(cid:2)(cid:3)
(cid:2) (cid:6)(cid:7)(cid:8)(cid:1)
(cid:3)(cid:8) (cid:4)(cid:8) (cid:7) (cid:4)(cid:5)(cid:8) (cid:2) (cid:1) (cid:1)(cid:2)(cid:3)(cid:8) (cid:6)
(cid:4)(cid:8) (cid:5)(cid:8) (cid:3)(cid:8)
(cid:15)(cid:17)(cid:6)(cid:11)(cid:12)(cid:37)
(cid:14)(cid:9)(cid:37)
(cid:13)(cid:3)(cid:10)(cid:5)(cid:1)(cid:16)(cid:15)(cid:8)(cid:6)(cid:14)(cid:9)(cid:7)(cid:7)(cid:2)(cid:4)(cid:12)(cid:14)(cid:12)(cid:11)(cid:6)(cid:14)(cid:16)
(cid:20)(cid:2)(cid:19)(cid:2)(cid:25) (cid:9)(cid:19)(cid:24)(cid:25)(cid:6)(cid:4)(cid:5)(cid:25)
(cid:21)(cid:16)(cid:23)(cid:12)(cid:21)(cid:22)(cid:14)(cid:11)(cid:12)(cid:1)(cid:25)(cid:10) (cid:8)(cid:17)(cid:16)(cid:13)(cid:19)(cid:21)(cid:18)(cid:15)(cid:8)(cid:25)(cid:7)(cid:5)(cid:6)(cid:3)(cid:5)(cid:25)
(cid:13)(cid:21)(cid:29)(cid:18)(cid:25)(cid:37)(cid:7)(cid:30)(cid:20)(cid:21)(cid:37)(cid:16)(cid:21)(cid:19)(cid:30)(cid:29)(cid:37)(cid:5)(cid:3)(cid:2)(cid:1)(cid:4)(cid:37)
(cid:7)(cid:23)(cid:36)(cid:23)(cid:26)(cid:23)(cid:18)(cid:29)(cid:37)(cid:7)(cid:30)(cid:28)(cid:31)(cid:27)(cid:18)(cid:24)(cid:29)(cid:35)(cid:34)(cid:37)(cid:6)(cid:22)(cid:18)(cid:23)(cid:29)(cid:34)(cid:35)(cid:37)
(cid:8)(cid:21)(cid:31)(cid:18)(cid:32)(cid:35)(cid:28)(cid:21)(cid:29)(cid:35)(cid:37) (cid:21)(cid:33)(cid:34)(cid:30)(cid:29)(cid:29)(cid:21)(cid:26)(cid:37)
(cid:15)(cid:16)(cid:10)(cid:18) (cid:12)(cid:14)(cid:15)(cid:13)(cid:18) (cid:7)(cid:5)(cid:9)(cid:18)(cid:15)(cid:11)(cid:17)(cid:18)(cid:1)(cid:4)(cid:8)(cid:3)(cid:7)(cid:4)(cid:6)(cid:9)(cid:2)(cid:18) (cid:20)(cid:14)(cid:25)(cid:11)(cid:20)(cid:21)(cid:14)(cid:9)(cid:10)(cid:26)(cid:7)(cid:18)(cid:24)(cid:17)(cid:23)(cid:26)(cid:21)(cid:13)(cid:11)(cid:20)(cid:15)(cid:12)(cid:12)(cid:1)(cid:21)(cid:26) (cid:19)(cid:5)(cid:20)(cid:22)(cid:16)(cid:11)(cid:17)(cid:22)(cid:26) (cid:3) (cid:7)(cid:13)(cid:5)(cid:9)(cid:26)(cid:6)(cid:14)(cid:5)(cid:17)(cid:8)(cid:18)(cid:2)(cid:26)(cid:21)(cid:13)(cid:11)(cid:20)(cid:15)(cid:12)(cid:12)(cid:26)(cid:4) (cid:7)(cid:18)(cid:20)(cid:18)(cid:17)(cid:11)(cid:20)(cid:26)
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 209
San (cid:17)ernar(cid:282)ino (cid:18)o(cid:437)nt(cid:455) S(cid:346)eri(cid:296)(cid:296)(cid:859)s Department
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 210
Citi(cid:460)(cid:286)n Co(cid:373)(cid:393)laint Pro(cid:272)(cid:286)(cid:282)(cid:437)r(cid:286) (cid:884) (cid:94)an (cid:17)(cid:286)rnar(cid:282)ino Co(cid:437)nty (cid:94)h(cid:286)riff(cid:918)(cid:400) (cid:24)(cid:286)(cid:393)art(cid:373)(cid:286)nt htt(cid:393)(cid:855)(cid:876)(cid:876)w(cid:393)(cid:856)(cid:400)(cid:271)(cid:272)o(cid:437)nty(cid:856)go(cid:448)(cid:876)(cid:400)h(cid:286)riff(cid:876)(cid:282)i(cid:448)i(cid:400)ion(cid:400)(cid:876)int(cid:286)rnal(cid:856)(cid:856)(cid:856)
Civilian Complaint Procedure
Submit a Commendation
Administrative Review - Parking Citation
Our Department is committed to providing professional law enforcement services to our community. We encourage people to e(cid:91)press their opinions regarding
the performance of our duties.
Submit administrative review of a parking citation +
Submit a commendation +
Submit a complaint
. .
+
Where and how to file a complaint
You may make a complaint in person at any Sheriff’s station or Internal Affairs regardless of where the incident occurred. Internal Affairs is located at
Sheriff’s Head(cid:84)uarters, 6(cid:24)(cid:24) (cid:40)ast 3rd Street in San (cid:37)ernardino. If you do not wish to make a complaint in person, you may call Internal Affairs during
normal business hours at 909 38(cid:26)-3(cid:26)26, to have a Citi(cid:93)en Complaint form mailed to you.
You may also click on one of the form icons at the bottom of this page. Please complete the form, print it, and mail it to:
San (cid:37)ernardino County Sheriff-Coroner Department
Internal Affairs Division
6(cid:24)(cid:24) (cid:40)ast Third Street
San (cid:37)ernardino, California 92(cid:23)1(cid:24)-0061
If you feel more comfortable making a complaint in writing, and there is not enough room on the complaint form to fully e(cid:91)plain your concerns, you may
attach additional pages along with any documents you feel are relevant. There is no set format. You may tell your story in the way which you feel
comfortable. Please remember it is important to include details such as when and where the incident occurred, the name of the employee involved if
you know it and how we can contact you for additional information.
Please mail all the material directly to Internal Affairs at the address listed above.
How a formal personnel complaint is handled
When a formal personnel complaint is received, it is assigned to a supervisor from the station where the incident occurred for investigation. Often, the
first thing the supervisor will ask to do is conduct a recorded interview with you. The purpose of this is to ensure the investigator has a good
understanding of what your complaint is about and who is involved. Once the complaint has been thoroughly investigated, the commander of the
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 211
(cid:94)an (cid:17)(cid:286)rnar(cid:282)ino Co(cid:437)nty (cid:94)h(cid:286)riff(cid:918)(cid:400) (cid:24)(cid:286)(cid:393)art(cid:373)(cid:286)nt
Citi(cid:460)(cid:286)n Co(cid:373)(cid:393)laint Pro(cid:272)(cid:286)(cid:282)(cid:437)r(cid:286) (cid:884) (cid:94)an (cid:17)(cid:286)rnar(cid:282)ino Co(cid:437)nty (cid:94)h(cid:286)riff(cid:918)(cid:400) (cid:24)(cid:286)(cid:393)art(cid:373)(cid:286)nt htt(cid:393)(cid:855)(cid:876)(cid:876)w(cid:393)(cid:856)(cid:400)(cid:271)(cid:272)o(cid:437)nty(cid:856)go(cid:448)(cid:876)(cid:400)h(cid:286)riff(cid:876)(cid:282)i(cid:448)i(cid:400)ion(cid:400)(cid:876)int(cid:286)rnal(cid:882)affair(cid:856)(cid:856)(cid:856)
station will review it and forward it to Internal Affairs.
Your complaint and the investigation will then be reviewed by Internal Affairs personnel and sent to the appropriate (cid:37)ureau Deputy Chief. The Deputy
Chief will e(cid:91)amine all of the materials and render a decision on how the matter is to be handled. If an employee is to receive discipline the case may be
referred to a disciplinary review board.
Investigation of a personnel complaint and the subse(cid:84)uent case review are very time-consuming and involved processes. Please be patient. After the
complaint has been thoroughly investigated, and the appropriate action has been taken, you will be notified in writing of the results. California law
prohibits the department from disclosing details of personnel investigations or any disciplinary action taken.
The letter you receive will list one or more of the following decisions relative to the allegations:
SUSTAI(cid:49)(cid:40)D - The investigation established that the actions of the officer constitute misconduct.
I(cid:49)CO(cid:49)CLUSI(cid:57)(cid:40) - The investigation established insufficient evidence to prove or disprove misconduct.
U(cid:49)FOU(cid:49)D(cid:40)D - The investigation clearly established that the allegation is not true.
(cid:40)(cid:59)O(cid:49)(cid:40)RAT(cid:40)D - The investigation clearly established that the actions of the officer are not violations of law or department policy.
FRI(cid:57)OLOUS - The investigation established that the complaint is totally and completely without merit or offered for the sole purpose of harassing
the officer.
Criminal charges and the courts
(cid:48)any times people who have received a citation or were arrested feel they are not guilty of the charge. However, the validity of the citation or arrest
and the guilt or innocence of the person involved must be determined by a Court of Law, not the Sheriff’s Department. Only the Court is empowered by
law to adjudicate such matters. The filing of a Citi(cid:93)en Complaint will not stop a criminal investigation, prosecution or the citation process.
CIVILIAN COMPLAINT FORM ENGLISH CIVILIAN COMPLAINT FORM SPANISH
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 212
SAN BERNARDINO COUNTY SHERIFF’S DEPARTMENT
P# DATE FILED
CIVILIAN COMPLAINT
YOU HAVE THE RIGHT TO MAKE A COMPLAINT AGAINST A POLICE OFFICER FOR ANY IMPROPER
POLICE CONDUCT. CALIFORNIA LAW REQUIRES THIS AGENCY TO HAVE A PROCEDURE TO
INVESTIGATE CIVILIANS’ COMPLAINTS. YOU HAVE A RIGHT TO A WRITTEN DESCRIPTION OF THIS
PROCEDURE. THIS AGENCY MAY FIND AFTER INVESTIGATION THAT THERE IS NOT ENOUGH
EVIDENCE TO WARRANT ACTION ON YOUR COMPLAINT; EVEN IF THAT IS THE CASE, YOU HAVE
THE RIGHT TO MAKE THE COMPLAINT AND HAVE IT INVESTIGATED IF YOU BELIEVE AN OFFICER
BEHAVED IMPROPERLY. CIVILIAN COMPLAINTS AND ANY REPORTS OR FINDINGS RELATING TO
COMPLAINTS MUST BE RETAINED BY THIS AGENCY FOR AT LEAST FIVE YEARS.
IT IS AGAINST THE LAW TO MAKE A COMPLAINT THAT YOU KNOW TO BE FALSE. IF YOU MAKE A
COMPLAINT AGAINST AN OFFICER KNOWING THAT IT IS FALSE, YOU CAN BE PROSECUTED ON A
MISDEMEANOR CHARGE.
I HAVE READ AND UNDERSTOOD THE ABOVE STATEMENT.
COMPLAINANT SIGNATURE
REPORTING PERSON
NAME (LAST, FIRST, MIDDLE) PHONE NO. DOB
RESIDENCE ADDRESS (CITY, STATE, ZIP CODE)
BUSINESS ADDRESS (CITY, STATE, ZIP CODE)
PERSONS INVOLVED (IF OTHER THAN ABOVE)
NAME (LAST, FIRST, MIDDLE) DOB
RESIDENCE ADDRESS (CITY, STATE, ZIP CODE)
BUSINESS ADDRESS (CITY, STATE, ZIP CODE)
DAY AND DATE OF INCIDENT TIME OF INCIDENT LOCATION OF INCIDENT
WITNESSES
NAME ADDRESS PHONE NO.
IF WITNESSES ARE NOT KNOWN, GIVE THEIR DESCRIPTION
NAME OR DESCRIPTION OF EMPLOYEE(S) INVOLVED
NAME BADGE OR ID NO. PHYSICAL DESCRIPTION
PERSON(S) ARRESTED
NAME ADDRESS PHONE NO.
RACIAL OR IDENTITY PROFILING PC 13519.4(e)
Do you believe you were stopped, arrested, searched, or detained by law enforcement based, at least in part, on your race or ethnicity
(including color), nationality/national origin, gender, age, religion, gender expression, sexual orientation, mental disability, or physical
disability? Yes No
If yes, what specific type of racial or identity profiling do you allege? (Check all that apply.)
Race or Ethnicity (Including Color) Age Sexual Orientation
Nationality/National Origin Religion Mental Disability
Gender Gender Expression Physical Disability
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 213
SAN BERNARDINO COUNTY SHERIFF’S DEPARTMENT
P# DATE FILED
CIVILIAN COMPLAINT
SUMMARY OF COMPLAINT
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 214
SAN BERNARDINO COUNTY SHERIFF’S DEPARTMENT
DENUNCIA PÚBLICA P# FECHA
TIENE USTED EL DERECHO DE PRESENTAR UNA QUEJA CONTRA UN AGENTE DE POLICÍA POR
QUALQUIER CONDUCTA INAPROPIADA. LA LEY DE CALIFORNIA REQUIERE QUE ESTA AGENCIA TENGA
UN PROCEDIMIENTO PARA INVESTIGAR LAS QUEJAS DE LOS RESIDENTES. USTED TIENE DERECHO A
UNA DESCRIPCIÓN ESCRITA DE ESTE PROCEDIEMIENTO. DESPUÉS DE LA INVESTIGACIÓN, ESTA
AGENCIA PUEDE DESCUBRIR QUE NO HAY PRUEBAS SUFICIENTES PARA JUSTIFICAR LA ACCIÓN DE
SU QUEJA; INCLUSO SI ESE ES EL CASO, USTED TIENE DERECHO A PRESENTAR UNA QUEJA Y HACER
QUE SE INVESTIGUE SI CREE QUE UN OFICIAL SE COMPORTÓ DE MANERA INCORRECTA. LAS QUEJAS
CIVILES DEBEN SER CONSERVADAS POR ESTA AGENCIA DURANTE AL MENOS CINCO AÑOS.
ES CONTRA LA LEY PRESENTAR UNA QUEJA QUE USTED SABE QUE ES FALSA. SI PRESENTA UNA
QUEJA CONTRA UN OFICIAL SABIENDO QUE ES FALSA, PUEDE SER PROCESADO POR UN CRIMEN
MENOR.
HE LEĺDO Y ENTENDIDO LA DECLARACIÓN.
FIRMA DE SOLICITANTE
DENUNCIANTE
NOMBRE (APELLIDO, NOMBRE, SEGUNDO NOMBRE) TELEFONO EDAD
DOMICILIO DE RESIDENCIA (CIUDAD, ESTADO, CODIGO POSTAL)
DOMICILIO DEL NEGOCIO (CIUDAD, ESTADO, CODIGO POSTAL)
OTRAS PERSONAS INVOLUCRADAS
NOMBRE (APELLIDO, NOMBRE, SEGUNDO NOMBRE) EDAD
DOMICILIO DE RESIDENCIA (CIUDAD, ESTADO, CODIGO POSTAL)
DOMICILIO DEL NEGOCIO (CIUDAD, ESTADO, CODIGO POSTAL)
DIA Y FECHA DEL INCIDENTE TIEMPO DEL INCIDENTE LUGAR DEL INCIDENTE
TESTIGOS
NOMBRE DOMICILIO TELFONO
SI NO CONOCE A LOS TESTIGOS, INCLUYE LA DESCRIPCION
NOMBRE O DESCRIPCIONDE EMPLEADOS INVOLUCRADOS
NOMBRE NUMERO DE PLACA DESCRIPCION FISICA
PERSONA(S) ARRESTADA
NOMBRE DOMICILIO TELEFONO
DISCRIMINACI RACIAL O PERSONAL PC 13519.4(e)
¿Cree que fue detenido, buscado, o retenido por la policía, por cuestiones de su raza o etnicidad (incluyendo el color), el origen
nacional, sexo, orientación sexual, discapacidad mental, o discapacidad física? Si No
¿En caso de que si, qué tipo de discriminación racial o personal alega? (marque todo lo que aplica.)
Raza o etnicidad (inluyendo el color) Edad Orientación sexual
Origen Nacional Religión Discapacidad mental
Sexo Expresión de género Discapacidad física
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 215
SAN BERNARDINO COUNTY SHERIFF’S DEPARTMENT
P# FECHA
DENUNCIA Pò BLICA
DESCRIPCION DE SU QUEJA (CONTINUADO)
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 216
Appendix E:
RACIAL AND IDENTITY PROFILING ADVISORY BOARD 2020 REPORT –BEST PRACTICES
The 2020 Report contains model language for a written bias-free policing policy; definitions
related to bias; the limited circumstances when personal characteristics of an individual may be
considered; training; data collection and analysis; encounters with the community;
accountability and adherence to the policy; and supervisory review. Agencies are also
encouraged to develop policies and training on how to prevent b ias by proxy when responding
to a call for service. In addition to including model language, the Board conducted a policy
review to assist Wave 1 agencies in identifying areas of opportunity to incorporate the best
practices and model language presented in this report and the 2019 RIPA Annual Report with
respect t o civilian complaints and bias free policing policies. For the purposes of this report,
Wave 1 agencies refers to the eight largest law enforcement agencies in the state that began
collecting stop data on July 1, 2018, and reported it to the California Department o f Justice on
April 1, 2019.
The Board advises that these best practices are general recommendations –developed with the
hope of eliminating racial and identity profiling in policing –but they are by no means
exhaustive. These recommendations represent b est practices that have appeared in various
consent decrees, grand jury reports, and scholarly studies regarding policies related to bias-free
policing. Each individual law enforcement agency should review its current policies,
procedures, and trainings to determine which of the following recommendations fit best within
its organization. These best practices can be found throughout the body of the report as well
as in Appendix E f or ease of reference.
It is the Board’s hope that these best practice resources will assist law enforcement agencies,
policymakers, and community members in developing, assessing and implementing bias-free
policing policies, procedures, and trainings. The Board understands that there must be
sufficient funding in order to implement these recommendations, and further understands that
the amount of funding and resources available to implement these recommendations varies
depending on the agency; however, agencies are encouraged to seek out grants and funding
that will ensure that t he stop data collection is utilized to its fullest potential. The Board also
encourages law enforcement agencies to partner with local community-based organizations or
colleges or universities to help with translations and other implementation of these best
practices.
Even without additional resources, there are recommendations that can and should be adopted
to enhance the services that l aw enforcement agencies provide to the community. The Board
encourages cities, counties, and policymakers to work with law enforcement agencies under
their purview to ensure they are allocated the necessary funding and resources to implement
the best practices described in the report.
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 217
As the Board continues to carry out its mission, it applauds the efforts of law enforcement
agencies and stakeholders to improve law enforcement-community relationships and take
steps toward eliminating racial and identity profiling in California. The Board recognizes and
understands that r eal progress requires both law enforcement and community support.
California has been a leader on many fronts and this is yet a nother opportunity to demonstrate
to the nation that real progress is possible when people work together towards a shared goal,
in this case, the elimination of racial and identity profiling in California.
Recommendations for Model Bias-Free Policing Policies
A model bias-free policing policy is a stand-alone policy devoted to bias-free policing. It uses
clear language, including definitions of relevant terms, and expresses the agency or
department’s responsibility to identify and eliminate racial and identity profiling. In addition to
stating the agency or department’s core values and its commitment to bias-free policing, a
model policy includes relevant federal and state law. A model policy is based on best practices,
well researched, and regularly updated with changes in the law or best practices. A model bias-
free policing policy includes cross references to other relevant agency policies on subjects such
as civilian complaints, stops, use of force, training, and accountability. It also includes
references to relevant training that agency or department personnel receive on subjects such
as implicit bias, civilian complaint procedures, human and community relations, etc. A model
stand-alone policy is easily accessible to both agency personnel and the public.
All personnel, including dispatchers and non-sworn personnel, should receive training on the
bias-free policing policy. Specific examples of behavior that violates the bias-free policing policy
should be included in either the training or the policy itself.
Below is model policy language and definitions that law enforcement agencies can consider
including in their bias-free policing policies. The Board notes that these recommendations are
merely a s tarting point for the development o f best practices that agencies can include in their
bias-free policing policies.
A. Model Policy Language for Bias-Free Policing Policy
• The [agency] expressly prohibits racial and identity profiling.
• The [agency] is committed to providing services and enforcing laws in a professional,
nondiscriminatory, fair, and equitable manner that keeps both the community and officers safe
and protected.
• The [agency] recognizes that explicit and implicit bias can occur at both an individual and an
institutional level and is committed to addressing and eradicating both.
• The intent of this policy is to increase the [agency’s] effectiveness as a law enforcement
agency and to build mutual trust and respect w ith the [city, county or state’s] diverse groups
and communities.
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• A fundamental right guaranteed by the Constitution of the United States is equal protection
under the law guaranteed by the Fourteenth Amendment. Along with this right to equal
protection is the fundamental right to be free from unreasonable searches and seizures by
government a gents as guaranteed by the Fourth Amendment.
• The [agency] is charged with protecting these rights. Police action that is biased is unlawful
and alienates the public, fosters distrust of police, and undermines legitimate law enforcement
efforts.
• All employees of [agency] are prohibited from taking actions based on actual or perceived
personal characteristics, including but not limited to race, color, ethnicity, national origin, age,
religion, gender identity or expression, sexual orientation, or mental or physical disability,
except when engaging in the investigation of appropriate suspect-specific activity to identify a
particular person or group.
• [Agency] personnel must n ot delay or deny policing services based on an individual’s actual or
perceived personally identifying characteristics.
B. Model Policy Language for Definitions Related to Bias
• Racial or Identity Profiling: the consideration of, or reliance on, to any degree, actual or
perceived race, color, ethnicity, national origin, age, religion, gender identity or expression,
sexual orientation, or mental or physical disability1 in deciding which persons to subject to a
stop or in deciding upon the scope or substance of law enforcement activities following a stop,
except that a n officer may consider or rely on characteristics listed in a specific suspect
description. Such activities include, but are not limited to, traffic or pedestrian stops, or actions
taken during a stop, such as asking questions, frisks, consensual and nonconsensual searches of
a p erson or any property, seizing any property, removing vehicle occupants during a traffic
stop, issuing a citation, and making an arrest.2
• Bias-Based Policing: conduct by peace officers motivated, implicitly or explicitly, by the
officer’s beliefs about someone based on the person’s actual or perceived personal
characteristics, i.e., race, color, ethnicity, national origin, age, religion, gender identity or
expression, sexual orientation, or mental or physical disability.
• Implicit Bias: the attitudes or stereotypes that affect a person’s understanding, actions, and
decisions in an unconscious manner. These biases, which encompass both favorable and
unfavorable assessments, are activated involuntarily and without an individual’s awareness or
intentional control. Implicit biases are different from known biases that individuals may choose
to conceal.
• Bias by Proxy: when an individual calls/contacts the police and makes false or ill-informed
claims of misconduct about persons they dislike or are biased against based on explicit racial
and identity profiling or implicit bias.3 When the police act on a request for service based in
unlawful bias, they risk perpetuating the caller’s bias. Sworn and civilian staff should use their
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 219
critical decision-making skills, drawing upon their training to assess whether there is criminal
conduct.
• Reasonable Suspicion to Detain: reasonable suspicion is a set of specific facts that would lead
a r easonable person to believe that a crime is occurring, had occurred in the past, or is about to
occur. Reasonable suspicion to detain is also established whenever there is any violation of law.
Reasonable suspicion cannot be based solely on a hunch or instinct.
• Detention: a seizure of a person by an officer that results from physical restraint, unequivocal
verbal commands, or words or conduct by an officer that would result in a reasonable person
believing that he or she is not free to leave or otherwise disregard the officer.4
• Reasonable Suspicion to Conduct a Pat Search: officers are justified in conducting a pat
search if officers have a factual basis to suspect that a person is carrying a weapon, dangerous
instrument, or an object that can be used as a weapon, or if the person poses a danger to the
safety of the officer or others. Officers must be able to articulate specific facts that support an
objectively reasonable apprehension of danger under the circumstances and not base their
decision to conduct a pat search on any perceived individual characteristics. Reasonable
suspicion to conduct a pat search is different than reasonable suspicion to detain. The scope of
the pat search is limited only to a cursory or pat down search of the outer clothing to locate
possible weapons. Once an officer realizes an object is not a weapon, or an object that can be
used as a weapon, the officer must m ove on.
• Probable Cause to Arrest: under the Fourth Amendment to the United States Constitution,
arrests must be supported by probable cause. Probable cause to arrest i s a set of specific facts
that would lead a reasonable person to objectively believe and strongly suspect that a crime
was committed by the person to be arrested.
C. Model Policy Language for Limited Circumstances in which Characteristics of an Individual
May Be Considered
• [Agency] members may only consider or rely on characteristics listed in a specific description
of a s uspect, victim, or witness based on trustworthy and relevant information that links a
specific person to a particular unlawful incident.
• Except as provided above, [agency] officers shall not consider personal characteristics in
establishing either reasonable suspicion or probable cause.
D. Model Policy Language for Encounters with Community
• To cultivate and foster transparency and trust with all communities, each [agency] member
shall do the following when conducting pedestrian or vehicle stops or otherwise interacting
with members of the public, unless circumstances indicate it would be unsafe to do so:
o Be courteous, professional, and respectful.
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o Introduce themselves to the community member, providing name, agency affiliation,
and badge number. [Agency] members should also provide this information in writing or
on a business card.5
o State the reason for the stop as soon as practicable, unless providing this information
will compromise officer or public safety or a criminal investigation.
o Answer questions that the individual may have about the stop.
o Ensure that a detention is no longer than necessary to take appropriate action for the
known or suspected offense and [agency] member convey the purpose of any
reasonable delays.
• All [agency] personnel, including dispatchers and non-sworn staff, shall not use harassing,
intimidating, derogatory, or prejudiced language, including profanity or slurs, particularly when
related to an individual’s actual or perceived personal characteristics.
• Dispatchers and sworn personnel shall be aware of and take steps to curb the potential for
bias by proxy in a call for service.
• Officers should draw upon their training and use their critical decision-making skills to assess
whether there is criminal conduct and to be aware of implicit bias and bias by proxy when
carrying out their duties.
• All [agency] personnel, including dispatchers and non-sworn personnel, shall aim to build
community trust through all actions they take, especially in response to bias-based reports.
E. Model Policy Language for Training
• The [agency] will ensure that, at a minimum, all officers and employees are compliant with
requirements regarding bias-free policing training.
• The [agency] will ensure that m anagement i ncludes a discussion of its bias-free policing policy
with its officers and staff on an annual basis.
• [Agency] officers should be mindful of their training on implicit bias and regularly reflect o n
specific ways their decision-making may be vulnerable to implicit bias.
F. Model Policy Language for Data Collection and Analysis
• As required by the California Racial and Identity Profiling Act of 2015, [agency] is required to
collect data on: (a) civilian complaints that allege racial and identity profiling and (b) perceived
demographic and other detailed data regarding pedestrian and traffic stops. The data to be
collected for stops includes, among other things, perceived race or ethnicity, approximate age,
gender, LGBT status, limited or no English fluency, or perceived or known disability, as well as
other data such as the reason for the stop, whether a search was conducted, and the results of
any such search. All agencies must r eport this data to the California Department of Justice.
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• The [agency] should regularly analyze data, in consultation with [academics, police
commissions, civilian review bodies, or advisory boards], to assist in identifying practices that
may have a disparate impact on any group relative to the general population.
G. Model Policy Language for Accountability and Adherence to the Policy
• All [agency] personnel, including dispatchers and non-sworn personnel, are responsible for
understanding and complying with this policy. Any violation of this policy will subject the
member to remedial action.
o Types of remedial action should be outlined.
• All [agency] personnel, including dispatchers and non-sworn personnel, shall not retaliate
against any person who complains of biased policing or expresses negative views about them or
law enforcement in general.
• All [agency] personnel, including dispatchers and non-sworn personnel, share the
responsibility of preventing bias-based policing. Personnel shall report any violations of this
policy they observe or of which they have knowledge.
o Processes and procedures for reporting violations should be included.
H. Model Policy Language for Supervisory Review
• Supervisors shall ensure that a ll personnel under their command, including dispatchers and
non-sworn personnel, understand the content of this policy and comply with it at all times.
o Supervisory processes and procedures for monitoring should be included.
• Any employee who becomes aware of any instance of bias-based policing or any violation of
this policy shall report it in accordance with established procedure.
• Supervisors who fail to respond to, document, or review allegations of bias-based policing will
be subject to remedial action.
o Types of remedial action should be outlined.
o Supervisor processes and procedures for review should be included.
Recommendations Regarding Bias by Proxy
Bias by proxy occurs in a call for service “when an individual calls the police and makes false or
ill-informed claims about persons they dislike or are biased against.”6 Because calls for service
are a common way in which law enforcement officers make contact with the public, it is critical
that law enforcement agencies have policies and training in place about how to prevent b ias by
proxy when responding to a call for service.
Best Practices for Responding to Biased-Based C alls for Service7
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The Board reviewed evidence-based best practices for responding to bias-based calls for service
and identified the following best practices:
• Agencies should have a policy detailing how sworn personnel and dispatchers should respond
to bias-based reports, reports regarding bias, or bias by proxy from the community. This policy
could be a stand-alone policy or integrated into the bias-free policing policy.
• An agency policy covering biased-based calls for service should include:
o How an officer should identify a biased-based call for service.
• It should first instruct the officer to determine whether there is evidence of criminal
misconduct or if there is a need to engage in a community caretaking function.
• It should include clear direction on next steps with respect t o the caller and subject
of the call (see below) if an officer determines that there is no criminal conduct or
no need to conduct a well-being check.
• It should allow officers to respond to the area a nd independently assess the
subject’s behavior from a distance. If no suspicious criminal behavior is observed,
then the officer can report the call to dispatch as “unfounded.”
o How sworn personnel and dispatchers should interact with the community member
who has made a bias-based call for service.
• It should detail ways personnel can courteously explore if the call is bias-based
and concerns an individual’s personal characteristics (e.g., call regarding a
person of color walking in the “wrong neighborhood”) or if there are specific
behaviors that w arrant a call for police response. If the complainant can offer no
further, concrete information, the complainant may be advised that the shift
supervisor will be in contact at the first opportunity.
• Specifically, dispatchers could have a series of questions or a flexible script, which enables
them to ask questions and explore whether there are concrete, observable behaviors that form
the basis of the suspicious activity or crime the caller is reporting. Is the person looking into
cars, checking doors, casing homes, etc.? What specific crime or activity does the person claim
to be witnessing?8
• If a call turns out to be a bias-based call for service, the shift supervisor may
follow up with the caller to let them know that they found no suspicious or
criminal activity. This way of “closing the call” may help educate callers about
appropriate calls for service and possibly alleviate dispatching calls that have no
merit, while serving to build trust between police and the community.
o How an officer should interact with a community member who is the subject of a bias-
based call.
• It should detail methods on how to approach the subject of a bias-based call in a
manner that respects their dignity and does not alarm them, but informs them
about the reason that t he officer is on scene.
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• It should include methods to account for situations in which the responding
officer encounters both the caller and the subject of a potential bias-based call at
the scene.
• Such methods should include de-escalation, respectful listening, and procedural justice
techniques to ensure the scene is safe, the parties have an opportunity to communicate, and
the officer has the opportunity to explain why no violation has occurred.
o How the shift supervisor should interact with the caller:
• It should detail how the shift supervisor can explain that the agency does not
respond to calls for service based on an individual’s personal characteristics and that
lawful activities are not more suspicious because of the individual’s personal
characteristics.
• It should detail ways the shift supervisor can educate the caller on the agency’s bias-
free policing policy and philosophy and explain that officers respond to
behaviors/actions of individuals that appear suspicious, threatening, illegal, etc., and
not to hunches or situations based on an individual’s personal characteristics.
• In the case of a call for service that is based on a caller's suspicion that an individual
present in the jurisdiction is an undocumented immigrant, the supervisor could
inform the caller that California law enforcement agencies are not responsible for
enforcing federal immigration law, as provided for in the California Values Act (Cal.
Gov. Code, §§ 7284 et seq.). These interactions should be documented by the
supervisor.
• Agencies should have a training for officers and dispatchers that covers responding to bias-
based calls for service. It should include:
o Foundational instruction on how poor or inadequate responses to such calls can impair
the agency’s legitimacy and undermine other agency efforts to build community trust
and communication.
o How to be mindful of their training on implicit bias and regularly reflect o n whether such
bias is affecting a caller’s decision-making (e.g., assuming a higher or lower threat level
presented by an individual based upon his or her race, gender, or other personal
characteristics).
o How to assess a call for bias-based motivations.
o How information regarding a call for service should be relayed without including biased
assumptions.
o How to collect enough information necessary to verify reasonable suspicion of criminal
activity.
o How to record and track any bias-based call in the agency’s tracking systems.
o How on-scene responses to calls for service may require officers to apply de-escalation,
communications, and procedural justice techniques.
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o The subject of biased-based calls for service should also be included in supervisor and
leadership training as desktop exercises so that attendees grasp the challenge bias-
based calls present to the agency’s overall mission.
It would be beneficial for dispatchers and officers to jointly attend training on calls for service
so that the training can address the intersecting roles and responsibilities of both positions in
dealing with bias-based calls for service. The Board also recommends that dispatchers go on a
ride-along with a field officer as part of their training, and that field officers do a sit-along in the
dispatch center so that each can build a better understanding of what the other job entails. This
will open up the lines of communication between the two positions and enable them to better
handle not only calls rooted in bias by proxy, but all dispatch calls generally.
Best Practice Recommendations for Civilian Complaint Forms
In its 2019 report, the Board made recommendations for best practices for civilian complaint
procedures and policies. In its 2020 report, the Board makes recommendations regarding the
civilian complaint forms. After reviewing literature regarding best practices for civilian
complaint procedures and forms and conducting an initial review of the Wave 1 agency civilian
complaint review forms, the Board recommends that agencies consider the following in
assessing and, if appropriate, revising their complaint procedures and forms:
Introductory or Background Information
• The agency’s complaint form should include an explanation of the policy to provide the
complainant with clear direction on complaint procedures.
• The agency’s policies, applicable forms, and training materials should communicate a
clear, consistent definition of the term “civilian complaint.”
• Complaint forms should include specific instructions for how to fill out and submit the
complaint, as well as the contact information of specific department personnel who can
assist in completing the form.
• The form should include pertinent information from the agency’s complaint policy and
procedures, such as:
o A link to the agency’s complaint policy.
o A statement on the agency’s commitment to the acceptance and prompt, fair,
and thorough investigation of all complaints regardless of submission method or
source.
o A statement that retaliation for making a complaint or cooperating in a
complaint investigation is contrary to agency policy and may also be unlawful.
The statement may encourage individuals to report any retaliation they face.
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 225
o A statement on the protection of personal information except as necessary to
resolve the complaint. This should include a notice that the information is
subject to the State’s public disclosure laws.
o A definition of racial or identity profiling consistent with RIPA.
o Information about the investigation process, including the potential finding
dispositions and the timeline.
o Information on whom to contact regarding updates on the investigation of the
complaint.
General Complaint Information
• The form should capture:
o If the complaint is being submitted anonymously, by a third party, or on behalf
of a minor;
o If a translator has been requested;
o How the complaint was submitted (e.g., online, mail, in person).
• The form should include the name and contact information for agency personnel who
filed or collected the complaint.
• The form should be accessible for people with disabilities.
Complainant Information
• The form should ask for the following relevant information about the complainant (if the
complainant so chooses):
o Name
o Age
o Gender
o Race or Ethnicity
o Sexual Orientation
o Primary Language
o Address
o Home, work, mobile phone numbers.
o E-mail Address
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 226
Incident Information
• The form should capture relevant information about the incident, including:
o The location of the incident
o Date of incident
o Time of incident
o If the incident was the result of a traffic or pedestrian stop
o If the incident resulted in bodily injury
• Including a narrative description field
• If photos or videos of the injury were included with the complaint
o If the complainant was present at the incident
o If the incident was based in whole or in part on any factors such as:
• Actual or perceived race, color, ethnicity, national origin, age, religion,
gender identity or expression, sexual orientation, or mental or physical
disability9
• Inappropriate use of force
• Improper detention, search, or arrest
• Substandard officer performance
o Witness information, to the extent known
o The name or a description of the officer(s)/employee(s) involved (potentially
including Badge or ID number)
o If the complaint or a related complaint has been previously submitted
o A large narrative field for description of the alleged misconduct.
Processing of Complaints
The agency’s civilian complaint procedures should clearly explain how various types of
complaints will be received, logged, and reviewed. The procedure should require that all
complaints – including those that may be reviewed by a civilian review board or different
branch within the department (for example, Internal Affairs) – be logged into a central civilian
complaint repository to facilitate systematic analysis of these complaints.
The agency’s complaint procedure should also include a time frame within which civilian
complaints are to be investigated and a resolution reached.
The Board hopes that agencies will work to implement the Board’s best practice
recommendations for handling civilian complaints. As with all of its recommendations, the
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Board notes that these recommendations are merely a starting point and not an exhaustive list
of best practice recommendations for civilian complaint procedures. These recommendations
will help ensure that complaints submitted to the Department of Justice accurately reflect t he
number and type of complaints of racial and identity profiling.
Addressing the Lack of Uniformity Regarding What Constitutes a “Civilian Complaint” and
How to Quantify Complaints
Law enforcement agencies should evaluate their civilian complaint processes and align their
complaint forms with the best practices laid out in the Board’s 2019 Report. In examining the
civilian complaint data for 2018, the Board found that there were significant disparities in the
number of reported civilian complaints by agencies. Disparities in the numbers of complaints
documented, investigated, and reported by agencies may arise in part because agencies do not
necessarily share a common understanding of what counts as a “complaint.” Penal Code
section 832.5 does not include a definition of “complaint” for reporting purposes, and there is
no professional consensus within California on a definition.
Instead, agencies in California have the discretion to adopt or develop various definitions and
systems for handling civilian complaints. One might suspect, then, that an agency with a
relatively narrow definition of a civilian complaint — such as submitting a completed civilian
complaint form signed under penalty of perjury — would have fewer reported complaints than
an agency that h as a broader policy that also includes oral complaints that are later
memorialized in writing.
The lack of an agreed-upon definition or process for responding to complaints can contribute to
wide differences in reported data, even if all agencies examined are acting in the utmost good
faith.
Factors to Consider When Defining a “Civilian Complaint”
• Verbal complaints – whether there is a duty to document, investigate, and report.
• Complaints – verbal or written – by arrested individuals.
• Complaints by uninvolved third parties who witness misconduct.
• Multiple complaints by third parties about one incident
• Is every complaint logged or are all associated complaints logged as one incident?
• Is an officer required to self-report w hen verbally accused of racial profiling or other
forms of biased policing?
Even a b rief consideration of the many ways community members might express dissatisfaction
or allege misconduct will identify potential areas of disagreement. Consider the following:
• Community Member A informs a Sergeant she knows that a patrol officer has
regularly been running red lights without any apparent emergency. She adds, “I don’t
want make out one of those citizen complaints, because I like that officer. But there are
lots of children out here, and thought you might speak to him.” The allegations, if true,
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 228
would violate agency policy and possibly traffic laws. Should this communication count
as a “complaint” within Penal Code section 832.5?
• Community Member B informs a Sergeant that an officer “roughed up” her
neighbor’s teenage son. The teenager and his family state they do not wish to become
involved “because we have to live in this neighborhood.” Should the allegation count as
a “ complaint” for reporting purposes?
• Community Member C is driving on her way home from work when she is pulled
over by an officer. The officer checks Community Member C’s driver’s license and finds
she has an outstanding arrest w arrant for failure to appear at a court hearing. Upon
arrest, Member C accused the officer of racial profiling. Does this allegation trigger the
agency’s reporting, investigation, and retention requirements for civilian complaints?
Should the accused officer be required to self-report t he allegation, even if Community
Member C does not take further action, such as completing a complaint form or
otherwise making a more formal complaint?
o Even if Community Member C did later submit a written statement that includes
the racial profiling allegations, would all agencies treat t he allegations as a
civilian complaint, a defense to a criminal charge, an arrestee/prisoner
grievance, or something else?
• During an agency’s investigation of an excessive force complaint, a
neighborhood witness tells the investigator that he witnessed the same officer use
excessive force on a different neighbor last week. Should that new allegation of
misconduct count as a second “civilian complaint” for reporting purposes, or would the
agency treat t he new allegation as part of the original investigation?
Another factor related to the core concept of what constitutes a “civilian complaint” is how to
accurately log such a complaint. For example, if 10 people witness an altercation between an
officer and an individual at an event a nd submit written complaints about the incident to an
agency, does the agency log 10 complaints or just one, because they all have to do with the
same incident? Do all agencies accept complaints from third parties regarding interactions they
observe, even though the third parties are not directly involved in interactions with the peace
officer?
With the emergence of social media, there is also the opportunity for law enforcement to
consider accepting complaints from less formal means. Consider, for example, what might
happen if an agency learned that a community member posted a video recording on the
Internet that depicted apparent officer misconduct towards another community member.
Would the agency consider the original posting a civilian complaint that must be logged,
reviewed, and reported to the Department? What about additional comments following the
original posting? What if one or more of those comments included separate allegations of
misconduct by agency personnel?
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 229
The Board raises these examples to illustrate why there may be disparities in reporting and to
further urge law enforcement agencies to think about how the term “complaint” should be
defined and/or expanded. Clear policies that address these questions will provide officers with
direction that will hopefully standardize the civilian complaint processes within each agency as
well as across California. The Board’s review of the complaint policies of the Wave 1 reporting
agencies reveals that the term “civilian complaint” is not defined in any of these policies. The
Los Angeles County Grand Jury, in a recent r eport on the civilian complaint process of several
law enforcement agencies in Los Angeles County, suggested the following definition:
A complaint is an allegation by any person that a sworn officer or custodial employee of
an agency, or the agency itself, has behaved inappropriately as defined by the person
making the allegation. The person making the allegation is the complainant.10
As another example of a possible definition of “complaint,” the Los Angeles County Sheriff’s
Department defines “personnel complaint” as “an external allegation of misconduct, either a
violation of law or Department policy, against any member of the Department.”
The National Association for Civilian Oversight of Law Enforcement (NACOLE) likewise suggests
that the “types of complaints that should be investigated include allegations that, if proven
true, would represent m isconduct under the police department’s policies and procedures.”11
Even using one of these definitions, however, agencies may still vary regarding how to respond
to a complaint, such as how to respond to verbal complaints, third-party complaints, or
complaints reported by the officer who is the subject of the complaint.
Lack of Uniformity Regarding How to Process Civilian Complaints
Another factor that c ould explain an agency’s relatively low number of civilian complaints is an
agency’s system for processing complaints and, in particular, the lack of a centralized repository
for civilian complaints. For example, complaints that allege use of force may be reported
directly to an Internal Affairs or Professional Standards unit within an agency, or to a Civilian
Review Board, and may not be classified as civilian complaints. By contrast, complaints that
allege verbal abuse or racial or gender identity slurs and not use of force may be processed and
treated differently, through different investigative channels.
Likewise, some complaints may be classified as “inquiries” or “adverse comments” and not
logged as a reportable civilian complaint. Complaints may also be classified according to the
level of review they are afforded, which may skew the numbers.12 And certain complaints,
such as complaints of domestic violence involving officers, may be treated differently from
complaints about an officer for interactions that occur while on duty.
For example, in 2016, the USDOJ issued a report regarding its investigation of the Baltimore
Police Department (Baltimore PD), finding that the Baltimore PD “failed to effectively
investigate complaints alleging racial bias—often misclassifying complaints to preclude any
meaningful investigation.”13 USDOJ uncovered only one complaint that that Baltimore PD
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 230
classified as a racial slur in six years of complaint data. Yet a manual review of the complaints
from the Baltimore PD revealed 60 additional complaints that alleged that officers used a racial
slur; nonetheless, these complaints were misclassified as a lesser offense. 14 Indeed, USDOJ
found that a particular racial slur was misclassified 98 percent of the time.15 As the Baltimore
PD exemplifies, how an agency classifies a civilian complaint – whether done intentionally or
inadvertently – can skew the numbers of complaints reported, present an obstacle to the
transparency that s uch data collection is designed to further, and make systematic analyses and
comparisons across agencies difficult, if not impossible.
In its recent r eview of the Sacramento Police Department (Sacramento PD), the California
Department of Justice noted that t he Sacramento PD’s complaint intake procedure permitted
complaints to be referred to either the employee’s supervisor or Internal Affairs and found that
this system gave too much discretion for how personnel complaints were handled in the first
instance. As a result, the Department recommended that all complaints be referred to Internal
Affairs for processing, and that Internal Affairs should serve as the repository for all complaints,
regardless of origin or level of severity.16 The lack of a centralized information source for
complaints, which is not unusual based on our review of complaint practices, could lead to
underreporting of civilian complaints, which may in turn explain disparities in reporting.
Another recommendation the Department made in its review of the Sacramento PD was to
establish a c omplaint classification system that would categorize complaints according to the
severity of the offense. In reviewing the Sacramento PD complaint policies and procedures, the
Department n oted that S acramento PD identified four types of complaint classifications: (1)
inquiries; (2) Office of Public Safety Accountability (OPSA) complaints; (3) civilian complaints;
and (4) Department complaints. Inquiries or OPSA complaints were investigated informally,
and did not trigger the same tracking and documentation requirements as civilian or
Department complaints, which required documentation on a specified form, forwarding via the
chain of command, a formal investigation, and tracking via an electronic database. Accordingly,
the Department recommended that p ersonnel complaints be tracked uniformly and classified
by type of alleged misconduct, such as excessive use of force or racial bias.17
Likewise, the Los Angeles County Sheriff’s Department c lassifies complaints from members of
the public as “service complaints” (“external communication of dissatisfaction with Department
service, procedure or practice, not involving employee misconduct”) or “personnel complaints”
(“an external allegation of misconduct, either a violation of law or Department policy, against
any member of the Department”),18 which are governed by different procedures.19
These examples illustrate how agencies have differed in how they track complaints they
receive; consequently, certain complaints alleging racial bias may not be processed as civilian
complaints that a re reported to the California Department of Justice.
Without a uniform system to accept, document, investigate, and report complaints, agencies
may not only provide inaccurate or incomplete reporting data, but also blind themselves and
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 231
limit their ability to respond to personnel or operational problems identified by the
communities they serve. An agency’s ability to audit its complaint system to account for
complaints received by a variety of means (e.g., complaints logged in separate, unconnected
databases) may also affect whether, or to what extent, it meets its legal obligations under Penal
Code Section 832.5 to report civilian complaints. Because agencies may silo the various sources
of misconduct allegations (e.g., civilian complaints, use of force incidents, domestic violence
complaints, complaints by peer officers or supervisors, etc.), failure to integrate this
information among various databases may impair or entirely defeat an agency’s early
intervention system that seeks to identify and remedy at-risk behavior as soon as possible.20
Without a uniform understanding of (1) what a complaint is under this section, and (2) how
such complaints are handled internally, it is difficult to compare and contrast civilian complaints
reported by agencies pursuant to Penal Code section 832.5. Because one of the goals of RIPA
was to require agencies to provide more granular data regarding civilian complaints that allege
racial or identity profiling, in order to better analyze these complaints, it is crucial that agencies
use similar methods to define and track civilian complaints.
Accessibility and Knowledge of an Agency’s Complaint Process
Another factor that m ay explain the disparities in numbers of complaints between agencies is
different levels of community access to agency complaint processes.21 Barriers to accessing
civilian complaint forms or processes could also explain the disparities in the number of
reported complaints among agencies. In other words, one agency may report what seems like
a d isproportionately high number of civilian complaints, not because of inherent problems in
how they interact with the community, but because their complaint system is widely publicized
and individuals can easily submit complaints through the Internet, over the phone, or in their
native language. By contrast, a different agency may have low numbers of reported
complaints, not because they provide exceptional service, but because individuals cannot
readily access a complaint form, or are required to mail or bring in complaints in person.
Agencies should increase public access by developing an easily understandable and usable
form, available in multiple languages and multiple formats that individuals may use to make
complaints. A best practice would be to refrain from using any language in the form —such as
requiring the complainant to sign under penalty of perjury — that could be reasonably
construed as discouraging the filing of a complaint.22
Possible Barriers to Reporting of Civilian Complaints
• Lack of knowledge of complaint process: complaint processes may not be prominently
featured on an agency’s website or literature.
• Inadequate explanation of process: complainants may be confused or have
misconceptions about the complaint process.
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 232
• Language barriers: complaint processes may not be available in languages other than
English.
• Difficulty of complaint process: complaints may not be easily downloaded from a
website or submitted online and may have to be filed in person. 23
• Inaccessibility of forms: forms may not be available on an agency’s website, in the
complainant’s language, or physically available or easy to obtain at the agency’s public
waiting area; if forms are not displayed in public waiting area, an individual may have to
specifically state “I want to file a complaint” in order to initiate the process.
Best Practices to Increase Access to Civilian Complaints for People with Disabilities
A potential reason behind the disparities in the numbers of complaints among agencies is the
varying degree of accessibility of the complaint process for people with disabilities. The Board
seeks to ensure that i ndividuals with disabilities have access to complaint forms. To that end,
the Board reached out to Disability Rights California and other advocates to identify best
practices to make complaint processes and forms more easily available and usable for
individuals with disabilities. 24
Given these discussions with stakeholders, the Board encourages law enforcement agencies to
accept complaints filed in person, in writing, over the telephone, by Internet, by fax,
anonymously, or on behalf of someone else, so that individuals with disabilities have multiple
options to choose from based on what would be most assistive given their particular
disability.25 A phone-in option, for instance, may be more accessible for individuals with low
vision or who are blind. Agencies should also develop and use a language assistance plan and
policy that includes protocols for interpretation (including Braille and American Sign Language).
For example, the World Wide Web Consortium (W3C) has a well-established set of
programming standards and resource materials to assist web page designers in making content
accessible to persons with a variety of disabilities — such as blind persons using text-to-speech
software.26
An agency can also increase accessibility by offering a trained staff member to assist with
completing a complaint form. When creating form and policy documents for the public,
agencies can use the following guidelines to make documents more accessible to individuals
with disabilities in the following ways:
1. Documents should be easy to read. There are private vendors that have built-in
accessibility check features that can identify solutions for accessibility errors in
documents. There are also commercially available spelling and grammar checks that
can score a document with a “Reading Ease Number” and a “Grade Level” for the
readability of text. For the reading ease number, a score above 60 percent is
recommended. For the reading level, a score between 7th and 9th grade reflects
accessible text.27
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 233
2. The minimum font size should be 14 point.
3. Always use high contrast colors on text. Some people cannot see the text if the
background color does not have enough contrast.
4. Text should be flush left. This makes it easier for people with disabilities to read
the content.28
5. Numbered lists are more easily read than bullet points.
6. Correct f ormatting of the electronic document can make titles and headers,
pictures, tables, footnotes, and endnotes accessible for assistive technology
software/screen readers.29
Ensuring that individuals with disabilities have equal access to civilian complaint forms and
processes not only fulfills agencies’ duties in complying with state and federal disability access
laws, but will help agencies obtain valuable input from members of the disabled community.
1 Some agencies include other personal characteristics in their racial or identity profiling
policies, such as socioeconomic status or immigration status.
2 Cal. Pen. Code, § 13519.4, subd. (e).
3 Fridell, A. (2017). Comprehensive Program to Produce Fair and Impartial Policing. In Producing
Bias-Free Policing. USA: Springer International Publishing, p. 90.
4 11 CCR § 999.224(a)(7).
5 President’s Task Force on 21st Century Policing. (2015). Final Report of the President’s Task
Force on 21st Century Policing. Washington, DC: Office of Community Oriented Policing
Services, p. 27. Available at h ttp://elearning-
courses.net/iacp/html/webinarResources/170926/FinalReport21stCenturyPolicing.pdf
(identified as recommendation 2.11, with accompanying Action Item 2.11.1 for promoting
effective crime reduction while building public trust).
6 Fridell, A. (2017). A Comprehensive Program to Produce Fair and Impartial Policing. In
Producing Bias-Free Policing. Springer, p. 90.
7 We are aware that t he San Francisco Police Department is in the process of incorporating bias
by proxy into the new draft o f its anti-bias policing policy. If adopted, we believe this would be
the first policy in California, certainly of a major police department, to incorporate concepts of
bias by proxy into its department general orders.
8 One illustrative example is what N extdoor, a neighborhood communication platform, has
developed in collaboration with community groups, local law enforcement, academic experts,
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 234
and neighbors to try to prevent r acial profiling and make crime reporting more useful to
neighbors and law enforcement. Nextdoor has the
following tips: “1) Focus on behavior. What was the person doing that concerned you, and how
does it relate to a possible crime?; 2) Give a full description, including clothing, to distinguish
between similar people. Consider unintended consequences if the description is so vague that
an innocent person can be targeted.; and 3) Don’t
assume criminality based on someone’s race or ethnicity. Racial profiling is expressly
prohibited.” See Nextdoor. (2017). Preventing Racial Profiling on Nextdoor. Available at
http://us.nextdoor.com/safety/preventing-profiling-approach.
9 Agencies may consider including language similar to the following: If you believe that the
misconduct is based in whole or in part on your race, color, national origin, sex, gender identity,
religion, or disability, please identify the basis and explain what led you to believe that you
were treated differently from others.
10 Los Angeles Grand Jury Report, 2017-2018, p. 86. Available at
http://www.grandjury.co.la.ca.us/pdf/2017-
2018%20los%20angeles%20county%20civil%20grand%20jury%20final%20report.pdf
11 National Association for Civilian Oversight of Law Enforcement. (2016). What Types of
Complaints Should Be Accepted? Available at h ttps://www.nacole.org/complaints.
12 See, e.g., USDOJ, Civil Rights Division. (2016). I nvestigation of the Baltimore City Police
Department, pp. 139, 141. Available at h ttps://www.justice.gov/opa/file/883366/download
(holding that “ [a]ppropriately categorizing a complaint is critical because it affects which
internal affairs component will investigate, the level of investigation undertaken, and the
possible discipline imposed”; describing the Baltimore PD’s failure to consistently review how
complaints are categorized in its internal affairs database, thereby vesting considerable
discretion in supervisors; and finding that “supervisors frequently use this discretion to classify
allegations of misconduct that result in minimal investigation”).
13 Ibid, p. 47.
14 Ibid, p. 62. See also p. 66 (“Even when individuals successfully make a complaint alleging
racial bias, BPD supervisors almost universally misclassify the complaint as minor misconduct—
such as discourtesy—that does not reflect i ts racial elements.”), and p. 68 (As a result of
misclassification, “[Baltimore] PD does not investigate the frequent allegations of race-related
misconduct made against its officers and has no mechanism to track allegations to correct
discriminatory policing where it occurs).
15 Ibid, p. 69 (“Failing to recognize the potential for racial discrimination in the use of a racial
epithet is difficult to attribute to a lack of training, policy guidance, or other systemic deficiency.
This systemic misclassification of complaints, particularly when the classification is not difficult,
indicates that the misclassification is because of the racial nature of the complaints.”), pp. 141-
142 (finding that complaints were misclassified and sent to different track for review, for
example, as “supervisor complaints,” which are not required to be investigated and that
“[Baltimore] PD administratively closed 67 percent of supervisor complaints and sustained just
0.27 percent of them . . . . By administratively closing complaints, [Baltimore] PD investigators
evade [Baltimore] PD policy that requires all complaints to be labeled as sustained, not
sustained, exonerated or unfounded . . . . These administrative closures, combined with
[Baltimore] PD’s failure to ensure that complaints are appropriately classified, undermine
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 235
[Baltimore] PD’s system of accountability and contribute to the perception shared by officers
and community members alike that discipline is inconsistent and arbitrary.”).
16 California Department of Justice. (2019). Sacramento Police Department Report a nd
Recommendations. California: Office of the Attorney General, p. 69. Available at
https://oag.ca.gov/system/files/attachments/press-docs/spd-report.pdf.
17 Ibid, p. 70. In August 2019, the Sacramento Police Department revised its complaint intake
and investigation procedure in Internal Reference Manual 220.01, and in doing so appears to
have eliminated the “inquiry” classification.
18 Los Angeles County Sheriff’s Department. (n.d.). 3-04/10.00, Department Service Reviews. In
Manual of Policies and Procedures. Available at
http://www.lasd.org/pdfjs/web/PublicComplaintPolicies.pdf.
19 Ibid, Sections 3-04/010.20 (Service Complaints) and 3-04/010.25 (Personnel Complaints).
20 See, e.g., USDOJ, Civil Rights Division. (2016). Investigation of the Baltimore City Police
Department, p. 134. (Baltimore Police Department’s failure to use integrated systems to
maintain information blunts the usefulness of this data; data is maintained in 232 separate
databases, most of which cannot be linked to each other); California Department of Justice.
(2019). S acramento Police Department: Report & Recommendations, pp. 71-72 (recommending
an early intervention program that collects and maintains, in a computerized database, various
subsets of information, including civilian complaint data and disposition, as well as use of force
allegations, disciplinary actions, awards and commendations, and training).
21 See, e.g., 2012-2013 Santa Clara County Civil Grand Jury. (2013). Report: Law Enforcement
Public Complaint Procedures. Available at
http://www.scscourt.org/court_divisions/civil/cgj/2013/LawEnforcementPublicComplaintProce
dures.pdf; 2015/2016 Marin County Civil Grand Jury. (2016). Law Enforcement Citizen
Complaint Procedures: The Grand Jury has a few complaints. Available at
https://www.marincounty.org/-/media/files/departments/gj/reports-responses/2015/law-
enforcement-citizen-complaint-procedures.pdf?la=en; 2018 Los Angeles County Grand Jury
Report. Available at http://www.grandjury.co.la.ca.us/pdf/2017-
2018%20los%20angeles%20county%20civil%20grand%20jury%20final%20report.pdf.
22 See, e.g., U.S. v. Police Department of Baltimore City, et. al. (2017) 1:17-cv-00099-JKB
(mandating that the written notice of receipt sent to non-anonymous complainants should “not
contain language that c ould be reasonably construed as discouraging participation in the
investigation, such as a warning against providing false statements or a deadline by which the
complainant must c ontact the investigator.”)
23 The USDOJ found, for example, that the Baltimore PD placed unnecessary conditions on the
filing of complaints, including requiring many types of complaints to be signed, notarized, and
filed in person at only a few locations. USDOJ, Civil Rights Division. (2016). Investigation of the
Baltimore City Police Department, p. 140.
24 Accessibility to the complaint process is required by both state and federal law. USDOJ, Civil
Rights Division. (n.d.). Information and Technical Assistance on the Americans with Disabilities
Act: ADA enforcement in criminal justice settings. Available at
https://www.ada.gov/criminaljustice/cj_enforcement.html.
25 See, e.g., Police Executive Research Forum. (2015). Critical Response Technical Assessment
Review: Police Accountability – Findings and National Implications of an Assessment of the San
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 236
Diego Police Department. Washington, DC: Office of Community Oriented Policing Services.
Available at h ttps://cops.usdoj.gov/RIC/Publications/cops-w0756-pub.pdf (“Consistent with
accepted best practice, the SDPD has a multifaceted system for receiving complaints;
community members in San Diego may file a complaint in person, by phone, by mail, or by e-
mail”); U.S. v. Police Department of Baltimore City, et. al. (2017) 1:17-cv-00099-JKB (describing
how Baltimore PD will ensure widespread and easy access to its complaint system: “BPD will
ensure individuals may make complaints in multiple ways, including in person or anonymously,
by telephone, online, and through third parties”). See also recommendations in reports issued
by the Los Angeles County Grand Jury, Santa Clara County Grand Jury, and Marin County Grand
Jury.
26 See World Wide Web Consortium (W3C). (n.d.). Web Accessibility Initiative. Available at
https://www.w3.org/standards/webdesign/accessibility.
27 Disability Rights California. Guide to Accessibility. AC 01; AC 08 – v.01.
28 Disability Rights California. Guide to Accessibility. AC 01; AC 09 – v.01.
29Disability Rights California. Guide to Accessibility. AC 03; AC 06; AC 07; AC 09 – v.01.
Racial and Identity Profiling Advisory Board Annual Report 2020 Appendices 237