The IAU is an administrative tool which may be used by the chief administrator to make plain through sanctions his intolerance to employee misconduct, but also allows the police agency to defend the lawful and proper conduct of employees in the performance of their duties. In 1974, the Tampa Police Department's IAU was created to conduct internal investigations of alleged police misconduct. Clear-cut and comprehensive guidelines were established concerning the rights of law enforcement officers while under investigation, representation on complaint review boards, civil suits brought by law enforcement officers, notice of disciplinary action, and retaliation for exercising rights. The selection process for personnel to staff the IAU concentrated on six factors: personnel had to volunteer to serve in the IAU; they had to possess a high degree of investigative skill; they had to have excellent reputations among their peers and supervisors for integrity and overall performance as police officers; they had to become totally familiar with State statutes, department policies, and procedures related to internal investigations; they had to be proficient in interviewing and interrogation techniques; and they had to possess a knowledge and understanding of the local communities' ethnic minorities. Personnel serving on the IAU were rotated. Polygraphs are used only after a complete investigation fails to adequately obtain all of the facts needed. An officer refusing to submit to such a polygraph test may be dismissed. The IAU issues monthly statistics of IAU activities, conducts new employee orientation about the IAU, and has conducted in-service employee orientation.