Investigator: "That is part of what we're examining."
Ethan was informed that the investigation would continue and that he would be allowed to respond to the findings before any final disciplinary decision.
He left the interview room without speaking.
Later that day, he requested a meeting with Lieutenant Price.
Price refused to discuss the investigation outside the formal process.
Ethan became frustrated.
Ethan: "You know how things work here. Why are you acting like this is all my fault?"
Price: "I am not discussing the investigation with you."
Ethan: "You were the one who handled my complaints before."
Price: "And I will answer questions about that through the proper process."
Ethan: "You told me everything was fine."
Price looked at him.
Price: "I told you the complaints had been closed. That doesn't mean they were handled correctly."
Ethan stepped closer.
Ethan: "So now you're going to blame me?"
Price: "I am going to tell the truth."
Ethan shook his head and walked away.
The following morning, Darius received a call from the city's oversight office.
The oversight director had been briefed on the preliminary findings and requested a formal report.
Darius agreed.
He also requested that an external reviewer be appointed to examine the department's complaint-handling procedures.
The city approved the request.
For the first time in Harbor Point's recent history, a review of internal misconduct complaints would be conducted with direct external oversight.
The decision created tension among some senior personnel, but Darius believed it was necessary.
A department could not rebuild public trust by investigating itself behind closed doors while asking the public to accept its conclusions.
One week after the original incident, the preliminary investigation report was completed.
It contained three major findings.
The first concerned Ethan Ward's conduct during the lobby confrontation.
The footage and witness statements established that he had used unnecessary physical force against Darius, failed to follow visitor verification procedures, and acted without a documented security justification.
The second concerned the earlier complaints.
Several had been closed without adequate investigation, and some required evidence had not been collected or preserved in the case files.
The third concerned supervisory oversight.
The available communications showed that senior personnel had encouraged informal resolutions in circumstances where a more complete review was warranted.
The report did not yet determine whether any individual had deliberately concealed misconduct.
That question required further examination.
Darius read the report from beginning to end.
He then called Robert and Michael into his office.
Darius: "We have enough information to take immediate action on the confirmed violations."
Robert: "What are you proposing?"
Darius: "Officer Ward will remain suspended from operational duties pending the final disciplinary hearing. His conduct during the lobby incident is clearly documented."
Michael: "And Langley?"
Darius: "The external review will continue. He will remain removed from complaint-related oversight. We will also ask the city oversight office to examine whether his decisions violated administrative requirements."
Robert nodded.
Darius: "Lieutenant Price's role will be assessed separately. He admitted that he failed to insist on proper documentation. We need to consider his cooperation, his decisions, and whether there is evidence of deliberate misconduct."
Michael: "And the wider complaint system?"
Darius: "That needs immediate reform."
He took a blank sheet of paper and began writing.
Darius: "Every complaint will receive a reference number. Every complainant will receive confirmation that it has been recorded. If additional information is needed, someone must contact them. Every closure must contain a written explanation."
Michael wrote down each instruction.
Darius: "Complaints involving physical force, intimidation, discriminatory treatment, or abuse of authority must be reviewed by investigators who are independent of the officer's immediate supervisory chain."
Robert: "That will require additional resources."
Darius: "Then we'll identify them."
Darius continued.
Darius: "We also need a confidential reporting channel for employees. Officers should be able to report misconduct without having to send the complaint through someone who may be involved."
Michael: "I'll work with the administrative team."
Darius: "And I want a complete audit of closed complaints from the last three years."
Robert looked surprised.
Robert: "Three years?"
Darius: "Yes. We need to know whether this problem extends beyond Ward."
The meeting continued for another hour.
By the end, the department had a preliminary reform plan.
But Darius knew that written instructions were only the beginning.
The real test would be whether the department changed its behavior.
Two weeks after the confrontation, a disciplinary hearing was scheduled for Ethan Ward.
The hearing was conducted by a panel that included an independent personnel representative and two senior officers from outside his normal chain of command.
Ethan arrived in civilian clothing.
He looked different without his uniform. His shoulders were still broad, and his expression remained serious, but the confidence he had displayed in the lobby was gone.