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FOR 24-HOUR EMERGENCY POLICE/
FIRE SERVICES: DIAL 911

For non-emergency matters: (630) 543-3080

Records Department Hours:
Monday and Tuesday, 7:00 AM - 7:00 PM
Wednesday - Friday, 7:00 AM - 5:00 PM
Saturday and Sunday, 8:00 AM - 1:00 PM

Addison Police Department
3 Friendship Plaza
Addison, IL 60101

COMPLIMENT, CONCERN OR COMPLAINT

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 its employees, please take a moment to let us know who it is and what he or she has done. Please be as specific as possible.

GOOD SERVICE RECOGNITION NOMINATION FORM

Department Member's Name/Badge Number:

Date/Time the Incident Took Place:

Location of the Incident:

Report Number, if Applicable:

Your Name and Telephone Number (optional):

Your Address (optional):

Comments:

     


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.  To make a complaint, you may call the Police Department's non-emergency number at (630) 543-3080 or fill out the appropriate form below and return it to the Police Department.

In all aspects of the internal investigation, the rights of the community, its citizens, and 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 has 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 your 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 that 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 by 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 Department 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 the complainant's information and the complainant's 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 the 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 Personnel Complaint Form. (This form serves to protect the employee against severe disciplinary action by affirming the complaint/allegation to be true and advising 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, 2023 through December 31, 2023


Internal Investigations
During the time period specified above, there were three internal investigations.  Two cases were initiated in the Police Department, and the other case was initiated within the Addison Consolidated Dispatch Center (ACDC).

The results of the investigations are as follows:

  • The first case was sustained, as the employee did violate a policy regarding the failure to perform duties. The employee received a three-day suspension.
  • The second case resulted in the employee being "exonerated," as the employee did not violate any policies or procedures and was cleared of any wrong-doing.
  • The third case was sustained, as the employee did violate a policy regarding conduct unbecoming. The employee received a thirty-day suspension.

INTERNAL INVESTIGATIONS STATISTICAL SUMMARY
January 1, 2022 through December 31, 2022


Internal Investigations
During the time period specified above, there were three internal investigations.  Two of the cases were initiated within the Police Department, and one was initiated within the Addison Consolidated Dispatch Center (ACDC).

The results of these investigations are as follows:

  • The first case was sustained, as the employee did violate a policy regarding the failure to perform duties. The employee retired prior to the conclusion of the investigation.
  • The second case resulted in a voluntary resignation by the employee prior to the investigation being completed.
  • The third case resulted in the employee being "exonerated," as the employee did not violate any policy or regulation.

INTERNAL INVESTIGATIONS STATISTICAL SUMMARY
January 1, 2021 through December 31, 2021

Internal Investigations
During the time period specified above, there were three internal investigations.  The first two cases were initiated in the Police Department, and the third was initiated within the Addison Consolidated Dispatch Center (ACDC).

The results of these investigations are as follows:

  • The first case was sustained; however, the employee resigned prior to the completion of the investigation.
  • The second case resulted in a voluntary resignation by the employee prior to the investigation being completed.
  • The third case was sustained; however, the employee resigned prior to the completion of the investigation.

INTERNAL INVESTIGATIONS STATISTICAL SUMMARY
January 1, 2020 through December 31, 2020

Internal Investigations
During the time period specified above, there were three internal investigations.  The first case was initiated by the Addison Police Department, the second one was initiated as an outside complaint to the Police Department, and the third one was initiated within the Addison Consolidated Dispatch Center (ACDC).

The results of these investigations are as follows:

  • The first case was "sustained," as the employee did violate a policy regarding FMLA leave and received a written reprimand.
  • The second case was "sustained;" however, the employee resigned prior to the completion of the investigation.
  • The third case was "unfounded," as the employee did not violate any policy or procedure.
INTERNAL INVESTIGATIONS STATISTICAL SUMMARY

January 1, 2019 through December 31, 2019

Internal Investigations
During the time period specified above, there were seven internal investigations.  Six cases were initiated by the Addison Police Department, and the other one was initiated by another agency.

The results of these investigations are as follows:

  • Two cases were "sustained," resulting in one employee being removed from his/her position and one employee being suspended for thirty (30) days.
  • One case was "exonerated," where the investigation revealed no wrongdoing of the employee's actions.
  • One case was "not sustained," where the investigation revealed the employee did not violate any policy or procedure. The complaints investigated were determined to be fictitious.
  • Two cases are ongoing.
  • One case was "unfounded," where the investigation revealed the employee did not violate any policies or regulations.

INTERNAL INVESTIGATIONS STATISTICAL SUMMARY
January 1, 2018 through December 31, 2018

Internal Investigations
During the time period specified above, there were only two internal investigations.  The first case was initiated in the Addison Consolidated Dispatch Center (ACDC), and the second one was initiated as an outside complaint to the Police Department.

The results of the investigations are as follows:

  • The first case was "sustained," as the employee did violate a policy regarding the appropriate handling of currency.
  • The second case was "sustained," as the employee did violate a policy, specifically Rules of Conduct.