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Addison Police Department
3 Friendship Plaza
Addison, IL 60101

GOOD SERVICE RECOGNITION

The Addison Police Department is proud of its members and believes that they provide a high quality of service to the public. If you would like to recognize the positive efforts of any of our employees, please include the information below and mail it to the following:

Addison Police Department
3 Friendship Plaza
Addison, IL  60101

Department member's name/badge number
Date and time the incident took place
Location of the incident
Report number if applicable
Description of the employee's actions
Your name, phone number and address (optional)

OUR COMPLAINT POLICY

The Addison Police Department recognizes that maintaining professional conduct requires a review process that will ensure the Department's integrity and maintain public confidence. The internal investigation system of the Department reviews all complaints against its members and properly adjudicates such complaints. All complaints will be investigated with objectivity, fairness and honesty.

In all aspects of the internal investigation, the rights of the community, its citizens and of the employee under investigation will be fully preserved. All investigations will be conducted in a fair and impartial manner. The primary objective of this review process will be to determine facts that will either support or disprove the allegations.

WHO MAY COMPLAIN

Any citizen who witnesses or had direct knowledge of police misconduct may file a complaint with the Addison Police Department. The citizen need not have been personally involved to do so.

RESPONSIBILITY -- OURS AND YOURS

The Addison Police Department views all citizen complaints against its employees very seriously and actively pursues investigations into misconduct. For this reason, it is important for us to ensure that our complaint is based on fact. False reporting in an attempt to unjustly subject a police employee to undeserved discipline or slander, or place his/her employment in jeopardy, can result in criminal charges and/or civil suit.

WHEN SHOULD YOU COMPLAIN?

Whenever you witness behavior by any Department employee which is contrary to Department policy; is a violation of city, state or federal law; involves the excessive use of force; or involves discourteous or abusive treatment.

WHO INVESTIGATES THE COMPLAINT?

Complaints are generally filed with any Police Department supervisor. A complaint may initially be filed in person, by mail or telephone. Allegations of a serious nature will require that a Police Department investigator discuss the events in question in a personal interview.

WHAT IS THE COMPLAINT PROCEDURE?

Any Department member receiving a complaint/allegation against another member shall direct that person to the supervisor on duty. The supervisor receiving the initial complaint will accomplish the following:

1. Record the name, date of birth, address and home and work phone numbers of the complainant and witnesses; how the complaint was received; and other information pertinent to the complaint. This information and the specific details will be recorded in writing on the form entitled Personnel Complaint Form. Generally, no personnel complaints will be accepted from an intoxicated or otherwise impaired complainant.
    
2. The supervisor shall make a determination as to the seriousness of the complaint. The procedure to follow will be based on whether or not the supervisor determines that the complaint is minor or major.
    
3. Minor Complaint
   Minor complaints are those regarding a personality conflict, discourtesy or poor service which are non-criminal in nature and are not major violations of Departmental policies and procedures. These may be handled by the supervisor receiving the complaint if the supervisor is able to resolve the matter at his level. If the supervisor is unable to resolve the matter, it is to be directed to the next highest supervisory level.
   
   The supervisor receiving or initiating the complaint will comply with all requirements involving the recording of complainant information and complainant allegation. The supervisor will indicate what action was taken (resolved, directed to the next level of the affected employee's supervisor, and/or forwarded to the Chief of Police with a recommendation).
   
   Each supervisory level involved in attempting to resolve the complaint will indicate their actions, comments and recommendations and attach same to the employee misconduct inquiry form.
    
4. Major Complaint
   Upon receipt of a major complaint (a direct violation of a criminal law or a serious violation of Department policy and procedure), the following process will be followed:
   
   The citizen making the complaint or allegation will be required to complete a Citizen Complaint Form. (This form serves to protect the employee against severe disciplinary action by affirming the complaint/allegation to be true and advises the citizen they are subject to legal remedies by the aggrieved party should the complaint/allegation be false.) Refusal to complete the form will generally preclude a formal investigation from being conducted, and the complaint should be heard whether they wish to complete the form or not, with the supervisor taking action deemed to be appropriate based on the information obtained.
   
   The supervisor receiving the complaint will immediately notify the highest ranking shift supervisor or Deputy Chief on duty. It will be the ranking officer's responsibility to ensure the appropriate forms are completed and that a written report is submitted to the Chief of Police as soon as possible during working hours and within a reasonable time during non-normal working hours. The urgency for this type of notification during non-working hours is left to the discretion of the individual supervisor.
   
   Upon completion of the investigation, the final report by the Chief of Police will conclude with the classification of the complaint into one of the following categories.
   
   A.  UNFOUNDED -- Allegation is false or not factual.
   
   B.  EXONERATED -- Incident occurred, but was lawful and proper.
   
   C.  NOT SUSTAINED -- Insufficient evidence either to prove or disprove.
   
   D.  SUSTAINED -- Allegations supported by the investigation.
   
   E.  POLICY PROCEDURE FAILURE -- Denoted that the alleged act did occur; however, the officer was acting in accordance with established Department policy and procedure that had a weakness regarding the specifics of the case or there was a lack of policy regarding the specifics of the case.

WHAT WILL YOU BE TOLD?

City, state and federal personnel laws govern an employee's privacy rights. You will be advised of the findings and the conclusion of fact by the Chief of Police.

INTERNAL INVESTIGATIONS STATISTICAL SUMMARY
January 1, 2009 through December 31, 2009

Internal Investigations
During the time period specified above, there were five internal investigations. Of these five cases, two were initiated by the Addison Police Department, one by a private citizen and two by other police departments. One of the cases initiated by the Addison Police Department was carried over into 2010.

The results of these four investigations are as follows:

• One case, initiated by the Addison Police Department, was unfounded.
• Two cases, initiated by other departments, were sustained.
• One case, initiated by a citizen, was sustained.