Skip to content
The Employee Relations Division plans and conducts labor negotiations, implements labor agreements, and assists managers and supervisors with employee issues, including corrective action.
Employee & Labor Relations
Employee & Labor Relations
Primary Navigation Menu
Menu
  • Home
  • COVID-19
  • Resources
    • MOUs
      • AFSCME MOU
      • BCTC MOU
      • CNA MOU
      • DSA-MOU 2021-2026
      • Extra Help MOU 2022-2024
      • LEU (DSA Non-Safety) MOU
      • OSS MOU
      • SEIU MOU
      • SMCCE MOU
      • UAPD MOU
      • Probation & Detention Association (PDA)
    • Resolutions
      • Confidential Resolution
      • Management Resolution
      • Unrepresented Attorney Resolution
    • Employee Relations Handbook
      • 1. Introduction to the Employee Relations Handbook
      • 2. Documentation
      • 3. Probationary Periods
      • 4. Introduction to Performance & Conduct
      • 5. The Skelly Process
      • 6. Performance
      • 7. Conduct
      • 8. Conducting Employee Investigations
      • 9. Tardiness & Absenteeism
      • 10. Employee Assistance Program
      • 11. Overview – Grievances & Appeals
      • 12. The Grievance Process
      • 13. The Civil Service Appeal Process
      • 14. Classified & Unclassified Employment
      • 15. Seniority & Layoffs
      • 16. Work Schedules
      • 17. Leaves of Absence
      • 18. Labor Relations
      • 19. Reference Checks
    • Limited Term Employee Handbook
    • County Policy
      • COVID-19 Policy
      • Admin Memos
      • Civil Service Rules
      • County Ordinance Code
      • Master Salary Ordinance
    • Procedures
      • COVID-19 Procedure
    • Training
  • FAQs
  • Contact Us
  • About Us

C. What is the supervisor’s responsibility if the workplace allegation involves potential criminal action?

In 08. CONDUCTING EMPLOYEE INVESTIGATIONS
Tagged Employee Relations Handbook

Document the allegation accurately and completely. Take careful, legible notes of what the complainant says, your own follow-up questions, and the answers to these questions. Immediately notify your manager and County Attorney. The County Attorney’s Office will decide if there should be a report to the District Attorney’s Office or other law enforcement agency. If you are unsure whether the allegation involves potential criminal action, contact the County Attorney’s Office for guidance. It is County policy to report suspected criminal conduct to the appropriate law enforcement agency. The District Attorney’s Office will determine whether to conduct a criminal investigation.

County Attorney will coordinate with the District Attorney’s Office when it is appropriate to proceed with the administrative investigation. The administrative investigation will be held in abeyance pending a law enforcement investigation, so your investigation does not hinder the law enforcement investigation. Allowing the law enforcement investigation to proceed without interference will assist you with planning the administrative investigation.

2026-03-18
Previous Post: B. Should the employee be removed from the work area during the investigation?
Next Post: D. What is the supervisor’s responsibility when the alleged misconduct is of a non-criminal nature?


Get it on Google Play


Get it on Google Play

Designed using Chromatic. Powered by WordPress.

Employee & Labor Relations