Victoria looked at him.
Victoria: "Was there any evidence that I posed a threat?"
Richard: "No."
Victoria: "Then his explanation doesn't justify the force he used."
Richard agreed.
Victoria: "I want him to receive a fair hearing. But the department cannot pretend that this was a minor disagreement."
The disciplinary hearing was scheduled for the following week.
Ryan Mitchell arrived in civilian clothing.
He had been suspended from his regular duties while the review continued. He looked tired and nervous, although he tried to maintain a composed expression.
The panel included an independent personnel representative, a senior officer from another division, and a legal adviser.
Victoria did not participate in deciding the disciplinary outcome.
She had been directly involved in the incident and wanted to avoid any suggestion that the process was being influenced by her personal position.
The panel reviewed the security recordings first.
The footage showed Victoria approaching reception.
It showed Ryan speaking to her aggressively.
It showed Laura attempting to explain that Victoria had an appointment.
It showed Ryan grabbing Victoria's blazer.
And it showed him punching her in the nose.
The panel also reviewed the computer activity records.
The visitor schedule had been opened under Ryan's login before Victoria arrived.
Her name and appointment time were visible.
Ryan was asked to explain.
Panel Chair: "Officer Mitchell, did you access the visitor schedule at 7:41 a.m.?"
Ryan: "Yes."
Panel Chair: "Was Chief Hayes's appointment listed?"
Ryan: "I believe it was."
Panel Chair: "Did you read the entry?"
Ryan: "I don't remember seeing it."
Panel Chair: "The system shows that the schedule was open for approximately three minutes. Do you dispute that?"
Ryan: "No."
Panel Chair: "When Chief Hayes arrived, did you attempt to verify her appointment?"
Ryan: "No."
Panel Chair: "Why not?"
Ryan hesitated.
Ryan: "I thought she was being difficult."
Panel Chair: "Was being difficult a reason to ignore the appointment system?"
Ryan: "No."
Panel Chair: "Did you grab her clothing?"
Ryan: "Yes."
Panel Chair: "Did you strike her?"
Ryan lowered his head.
Ryan: "Yes."
Panel Chair: "What justified that action?"
Ryan remained silent.
The chair waited.
Ryan: "I lost my temper."
Panel Chair: "Did Chief Hayes physically attack you?"
Ryan: "No."
Panel Chair: "Did she threaten you?"
Ryan: "No."
Panel Chair: "Did you have evidence that she posed an immediate danger?"
Ryan: "No."
Panel Chair: "Then why did you use physical force?"
Ryan looked at his hands.
Ryan: "I felt like she was questioning my authority. I got angry."
Panel Chair: "Your authority did not give you permission to assault a visitor."
Ryan nodded.
Ryan: "I understand."
Panel Chair: "Do you understand that your responsibility was to maintain security while respecting the rights and dignity of the people entering this building?"
Ryan: "Yes."
Panel Chair: "Would you have treated her differently if you had known she was the incoming police chief?"
Ryan paused.
Ryan: "Probably."
The panel chair looked at him carefully.
Panel Chair: "That answer is concerning."
Ryan tried to explain.
Ryan: "I mean, I would have known she was important. I wouldn't have handled it that way."
Panel Chair: "And what about someone who is not important?"
Ryan did not answer.
The chair continued.
Panel Chair: "Every person who enters this building is entitled to be treated according to department policy. Your responsibility does not depend on the visitor's title, occupation, or influence."
Ryan looked down.
The hearing continued for several hours.
The panel considered the security recordings, witness statements, computer records, and Ryan's own admissions.
It found that he had violated several department policies.
His actions included refusing to follow visitor verification procedures, using disrespectful and inappropriate language, initiating unnecessary physical contact, and striking a person who posed no immediate threat.
The panel also found that his behavior had damaged public confidence in the department.
The recommended outcome was termination of employment.
Ryan was informed of the decision after the required administrative review.
He sat silently as the formal notice was read.
He had worked at Harbor Point for six years.
He had expected that his position would protect him from serious consequences.
But the evidence had been clear, and the department had decided that his conduct was incompatible with the responsibilities of a police officer.
Ryan submitted an appeal through the established process.
The department acknowledged his right to appeal and arranged for an independent reviewer to examine the disciplinary decision.
Until the appeal was completed, he remained removed from duty.