Ryan was formally notified that the investigation had substantiated misconduct involving inappropriate treatment of a visitor and improper physical conduct.
A disciplinary hearing was scheduled.
During that hearing, Ryan was given an opportunity to respond to the findings.
He arrived wearing his uniform, although he no longer carried the same confidence he had displayed in the hallway.
Daniel Morrison chaired the administrative meeting alongside representatives from personnel management and internal oversight.
Andre attended to observe the process but did not attempt to dictate the outcome.
Lieutenant Mitchell presented the findings.
MITCHELL: "The review established that the visitor had a confirmed appointment, provided identification, and complied with the initial requests made by reception."
She displayed several relevant timestamps from the security recording.
MITCHELL: "The recording also shows Officer Blake initiating physical contact with the visitor's clothing before any documented safety concern was identified."
Ryan listened.
MITCHELL: "The investigation found that the officer's conduct did not meet the department's professional standards."
Daniel looked toward Ryan.
DANIEL: "Officer Blake, you have an opportunity to respond."
Ryan stood.
RYAN: "I understand the findings. I recognize that I should have handled the situation differently."
He paused.
RYAN: "I was frustrated, and I allowed that frustration to affect my judgment."
Daniel waited.
RYAN: "I didn't intend to cause harm. I believed I was maintaining control of the situation."
MITCHELL: "The question is whether your actions were appropriate, not whether you intended to cause harm."
Ryan nodded.
RYAN: "I understand."
Daniel leaned forward.
DANIEL: "Do you understand why the department considers this serious?"
RYAN: "Yes, sir."
DANIEL: "Explain."
Ryan looked toward Andre, who was seated at the side of the room.
RYAN: "I made assumptions about someone before verifying the information he provided. I allowed my frustration to influence how I treated him. I also failed to recognize that my responsibility was to handle the situation professionally."
Andre listened without interrupting.
RYAN: "I should have checked the appointment, confirmed his identity, and followed the proper process. I shouldn't have grabbed his jacket."
Daniel nodded.
DANIEL: "That is correct."
The hearing continued for another hour.
The department considered the seriousness of the conduct, the available evidence, Ryan's personnel history, and the appropriate disciplinary response under its policies.
The final decision was not announced immediately.
Instead, the review panel requested additional documentation before issuing its recommendation.
Andre supported that approach.
He did not want an emotional reaction to replace a fair process.
He wanted the department to demonstrate that the same standards applied to everyone.
Several days later, the disciplinary decision was finalized.
Ryan received a formal suspension and was removed from his previous public-facing assignment. He was also required to complete additional professional conduct and de-escalation training before any return to comparable duties could be considered.
The department initiated a separate review of his previous performance evaluations to determine whether earlier concerns had been overlooked.
The decision did not end the investigation into the department's wider culture.
It was only one part of a larger effort.
The two officers who had witnessed the incident were also required to participate in additional supervisory reviews and professional training.
Their failure to intervene was examined as a matter of judgment and departmental responsibility.
Neither was automatically treated as equally responsible for Ryan's actions.
However, both were expected to explain why they had remained silent after recognizing that the confrontation was becoming inappropriate.
The receptionist was also interviewed.
Her account helped establish that the appointment had been confirmed before the confrontation escalated.
Throughout the process, Andre insisted that the investigation remain evidence-based.
He refused to turn it into a public spectacle.
He did not want employees punished simply because they had been present.
He wanted every decision supported by facts.
But he also made it clear that the department could no longer ignore warning signs simply because addressing them was uncomfortable.
Two weeks after the incident, Andre held his first formal meeting with the department's leadership team.
The conference room was filled with division commanders, supervisors, administrative managers, and senior officers.
Daniel Morrison sat near the front.
Lieutenant Mitchell was also present to provide an update on the internal review.
Andre stood at the head of the table.
He placed a folder on the desk and looked around the room.
ANDRE: "Good morning, everyone."
The room became quiet.
ANDRE: "I want to begin by discussing something that happened on my first morning in this building."
Several people exchanged glances.