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COMPLIMENT, CONCERN OR COMPLAINT GOOD SERVICE RECOGNITION (CITY OF KANKAKEE IL)

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1
Kankakee Police
Department
385 E. Oak Street
Kankakee, IL 60901
COMPLIMENT, CONCERN OR
COMPLAINT
GOOD SERVICE
RECOGNITION
The Kankakee 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:
2
Your name:
Your telephone number (optional):
Your address (optional):
Your Comments:
3
OUR COMPLAINT
POLICY
The Kankakee 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 objectivit
y
,
fairness and honest
y.
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 had direct knowledge of police misconduct may file
a
complaint with the Kankakee Police Department. The citizen need not have
been
personally involved to do
so.
RESPONSIBILITY-
OURS AND
YOURS
The Kankakee 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 which is contrary
to
Department
policy
:
is a violation of cit
y
,
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 the City Inspector discuss the events in question in a personal interview.
4
WHAT IS THE COMPLAINT
PROCEDURE?
Any Department member receiving a complainUallegation 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 Preliminary Citizen Complaint Fact
Sheet.
Generally
,
no personnel complaints will be accepted from an intoxicated or
otherwise impaired
comp
l
ainant.
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 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 Director of Police with a
recommendation).
·
Each supervisory level involved in attempting to resolve the complaint will
indi
cate
their actions, comments and recommendations and attach same to the
employee
misconduct inquiry
for
m
.
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 Preliminary
Citizen Complaint Fact sheet and Affidavit. (This form serves to
protect
the employee
against severe disciplinary action by affirming the complainUallegation
to
be true and
advises the citizen they are subject to legal remedies by the
aggrieved
party should the
5
complainUallegation 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. It will be the ranking officer's responsibility to ensure the
appropriate forms are completed and that a written report is submitted to the City
Inspector 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
.
6
Upon completion of the investigation, the final report by the City Inspector
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 City
Inspector.
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Completed 22 January 2021

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