The SPD Contract vs The PARP Recommendations

Busy day today... In addition to releasing the SCCPAP report on police accountability, the agreement between the City of Seattle and the Seattle Police Officer's Guild has also been made public and I did a quick review to determine which of the 29 PARP recommendations had been altered or removed from consideration... and it's clear that all 29 recommendations are not going to be enacted as intended.

The exclusion of those recommendations means that the SCCPAP recommendations, released earlier today, should merit some closer and more serious examination in order to cover the gaps left by the remove and alterations of the PARP recommendations. But, as we've mentioned, it's not clear if that will happen. In any case, here are some of my preliminary findings:

The contract reveals that the 180 exclusionary recommendation was removed from consideration, as alluded to previously by the police guild.

Furthermore, while the recommendation that the chief is to notify the city of any decisions that counter investigative recommendations regarding sustained findings of misconduct, the contract severely limited what the chief may tell the city.

Finally, while not part of the PARP recommendations, the contract provides a clause that allows the guild to overrule appointments to the civilian review board and allows the guild to review the private records of any candidate for the civilian review board... essentially, this clause also allows the guild to control who gets put on the OPARB, which may indicate why the current membership of the OPARB was completely wiped out and replaced by councilmember Tim Burgess.

As we've presumed, it's clear that all 29 recommendation were not implemented as recommended, contradictory to statements from the mayor's office and some council members.

The full contract is available here, but the following are the pertinent sections outlined above:

3.1
The parties agree that discipline is a command function, and that the Department may institute a disciplinary procedure. So much of said procedure that relates to the right of an employee to a hearing and the mechanics thereof are outlined in this Article; provided, however, that it is understood that if deemed appropriate by the Chief of the Department, discipline or discharge may be implemented immediately consistent with the employee's constitutional rights. Disciplinary action shall be for just cause.

In the case of an officer receiving a sustained complaint involving dishonesty in the course of the officer's official duties or relating to the administration of justice, a presumption of termination shall apply. For purposes of this presumption of termination the Department must prove dishonesty by clear and convincing evidence. Dishonesty is defined as intentionally providing false information, which the officer knows to be false, or intentionally providing incomplete responses to specific questions, regarding facts that are material to the investigation. Specific questions do not include general or 'catch-all' questions. For purposes of this Section dishonesty means more than mere inaccuracy or faulty memory.

3.4 F.
Unless further investigation is deemed necessary, the Chief shall make the final decision as to whether charges should be sustained, and if so, what discipline, if any, should be imposed, after considering the information presented in any due process hearing. If new material facts are revealed by the named employee during the due process hearing and such new material facts cause the Chief to act contrary to the OPA Director's recommendation, the case must be sent back to the OPA for further investigation. The "further investigation" described above must be completed within the original 180-day time period. The 180-day period runs from the time a worn supervisor or OPA received notice of the complaint until the proposed Disciplinary Action Report is issued. If further investigation is warranted the 180-day period begins to run again the day after the due process hearing, and will not include the time between issuance of the proposed Disciplinary Action Report and the due process
hearing. The named employee has no obligation to attend his/her due process hearing or to present any information during the due process hearing if he/she chooses to attend.

3.4 G
When the Police Chief changes a recommended finding from the OPA, the Chief will be required to state his reasons in writing and provide these to the OPA Director. A summary of the Chief's decisions should be provided to the Mayor and City Council upon request. In stating his reasons in writing for changing an OPA recommendation from a sustained finding, the Chief shall use a format that discloses the material reasons for his decision. The explanation shall make no reference to the officer's name or any personally identifying information in providing his explanation. In
the event the change of recommendation is the result of personal, family, or medical information the Chief's explanation shall reference "personal information" as the basis of his decision.

App E
3.G.
Because members of the OPA Review Board may serve in a quasi- judicial capacity in making decisions about whether or not investigations of police misconduct are complete, as a requirement for appointment, candidates must be able to comply with the requirements of the appearance of fairness doctrine with respect to their duties as a member of the OPA Review Board. For the purposes of this Appendix, the appearance of fairness doctrine shall be applied as an eligibility criteria for appointment to the OPA Review Board, as opposed to being applied on a case-by-case basis.

In an effort to limit disputes regarding the type of information which must be provided to the Guild regarding a candidate, the parties hereby set forth the information to which the Guild is entitled. Criminal history record information which includes records of arrest, charges, allegations of criminal conduct and nonconviction data relating to a candidate for appointment, and Department records of any complaints of police misconduct filed by the candidate shall be made available to the Guild. Access to such records by the Guild shall be for the sole purpose of assessing whether or not the candidate meets the above eligibility criteria. Access shall be limited to the executive officers and members of the Board of Directors of the Guild and the Guild's attorneys. Such records shall

not be used by anyone in connection with any other civil, criminal or other matter, or for any other purpose. After the Guild has conducted its assessment of the candidate, the records shall be promptly returned to the Department unless the Guild challenges the appointment as set forth in Section V, below. If the Guild challenges the appointment, the records shall be used solely for the purpose of the arbitration, will be presented to the arbitrator under seal, and will be returned to the City at the conclusion of the arbitration. Except as otherwise necessary for the purposes of this Appendix or the resolution of a dispute under Section V below, such records shall be maintained by the Guild as confidential and shall not be copied, disclosed or disseminated.