Investigation revealed 'inappropriate private communications,' 'lapse in professional judgment'
Leadership accountability is at the forefront of the issue at the Regina Police Service, where the chief of police has been terminated for misconduct and inappropriate communications with a member of the board of police commissioners.
Farooq Sheikh has been terminated with cause following an investigation into alleged inappropriate interactions between himself and a former member of the City’s board of police commissioners, according to the Regina Board of Police Commissioners.
The Public Complaints Commission (PCC) investigated two potential major discipline offences under Section 36 of the Municipal Police Discipline Regulations. The first set of allegations claimed that the Chief used his position to improperly influence Board deliberations regarding his employment contract, or the board member’s continued appointment. The PCC found that to be unsubstantiated.
“The investigation reported no evidence that the chief exercised any improper influence in that regard.”
'Unbecoming of a chief of police'
However, the PCC determined that Sheikh acted in a manner that is “unbecoming of a chief of police and in a way that is dishonourable to the Regina Police Service”.
The investigation revealed that Sheikh:
- engaged in ongoing private communications with the board member, which were concealed from other board members and the police service
- exchanged text messages with the board member during an in-camera session from which the chief had been excused due to a conflict of interest
- suggested to the complainant that their text messages be deleted as the risk of discovery increased
- later mischaracterised the nature of these communications to a board member and to the PCC investigator, in a way that “seriously offends the core RPS values of integrity, transparency and accountability.”
“The board feels strongly that a change in leadership is necessary to ensure continued public trust and confidence in the Regina Police Service,” it stated.
The board also expressed confidence in Deputy Chief Lorilee Davies, who will continue as Acting Chief.
The board recognised the complainant’s sensitivity to being identified and stated, “We do not see it necessary to specify the complainant’s name and leave that decision to them.” It also emphasized the importance "of individuals feeling safe and supported when bringing forward concerns about the Regina Police Service or its members.”
Employees who are involved in a consensual workplace relationship remain subject not only to anti-harassment and anti-violence policies, but also to prohibitions on conflict of interest when one occupies a senior position or holds power over the other, according to one expert.
How to investigate misconduct at work
According to ACHKAR Law, a workplace investigation should begin as soon as possible after a complaint or incident.
Employers should:
- inform the employee of the allegations
- allow the employee to respond
- assign a neutral party to investigate
- document each step and decision made
- keep all parties informed of the process.
“A well-executed investigation helps ensure fairness and can protect your organisation from legal fallout,” the law firm said.
If the investigation confirms that misconduct occurred, employers should follow a clear disciplinary process. This may include:
- Verbal and written warnings
- Performance improvement plans (PIPs)
- Mandatory training or education
- Progressive discipline
- Suspension with or without pay
“In serious cases, termination for cause may be appropriate, but this is a high legal standard in Ontario and should be approached with care,” said ACHKAR Law.
File photo from Regina Major Crimes's Facebook page
