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FILE A COMPLAINT
All of us at the Palatka Police Department are concerned about the integrity of the Department. Our complaint and disciplinary procedures are established to ensure this integrity and prompt a fair disposition of citizen complaints. We want to know when the Department members perform their duties improperly so appropriate action can be taken. This may range from an oral reprimand to the discharge of a member. We also want to know when our officers perform in an outstanding manner. We appreciate all citizen assistance that helps us improve ourselves. Click on the links below for Complaint Forms Complaint Process Information Brochure PPD form 0059 Complaint Intake Statement Form HOW DO I FILE A COMPLAINT? It is suggested that, if possible, you contact the supervisor of the employee that you wish to make a complaint on. You may also contact someone at the administrative level, Division Commander of Patrol Operations or Detective Division. If necessary, you may contact the Assistant Chief. You will be instructed to fill out a Formal Complaint Form. WHAT HAPPENS WHEN A COMPLAINT IS FILED? 1. Complaints on employees of the Palatka Police Department are initially directed to the immediate supervisor of the employee or employees that are the subject of the complaint. 2. If the complaint is on an employee at the supervisory level, the complainant does not wish to discuss the complaint with the supervisor, or the appropriate supervisor is unavailable the complaint will be referred to Internal Affairs. 3. The employee receiving the complaint should complete a complaint referral form and forward it to Internal Affairs. The complainant will be advised the Internal Affairs will be contacting them upon receipt of the referral. 4. The employee will give the complainant a complaint information pamphlet and a statement form to document in written form their complaint. The complainant may fill out the statement and leave it for Internal Affairs or take it with them to complete it. 5. In this type of case, Internal Affairs will determine the appropriate person to conduct the investigation if needed and assign them to complete the investigation. 6. If the complaint is referred to the supervisor, the supervisor will interview the complainant and discuss the complaint. It may be possible for the supervisor to resolve the matter to the complainant’s satisfaction, i.e., explanation of circumstances and/or actions of officer(s) that causes complainant to withdraw any complaint. 7. If the matter is not resolved to the complainant’s satisfaction, the supervisor will continue with a preliminary investigation and have the complainant sign a Complaint Process Form. (a copy of the form will be given to the complainant to acknowledge receipt of the complaint) 8. The supervisor will conduct interviews of the involved subjects and witnesses, and gather all pertinent documentation. Interviews should be audio taped if possible. Complainants and witnesses will complete written statements if the interview cannot be audio taped. 9. Under all circumstances, whether the initial complaint is resolved with the complainant or not, the supervisor will complete a Department Incident Complaint Review Form to include his investigative narrative. 10. The supervisor will forward all documentation of the investigation, including the Department Incident Complaint Review Form to the Division Commander and to Internal Affairs. Included in the Supervisor’s report should be any recommendation for discipline or other corrective action that should take place in the case of a sustained allegation. 11. The Division Commander and Internal Affairs will review the documentation provided by the supervisor. They will evaluate the report to determine if the complaint indicates improper conduct on the part of department employee(s). 12. If after reviewing the investigation, the Division Commander and Internal Affairs determines that all investigative measures have been taken and that the evidence reflects that no employee misconduct occurred, he/she will forward the documentation to the Chief of Police for review. 13. If the Chief of Police agrees with the findings, the designee of the Chief of Police will forward, in writing, the disposition of the complaint to the complainant and the subject of the investigation. 14. If upon review it is determined that possible employee misconduct occurred, the investigation will be continued. 15. The supervisor, appropriate level administrative staff or designated Internal Affairs Officer will conduct the necessary interviews with all involved subjects and witnesses, and gather any other pertinent documentation. Anyone may submit relevant evidence during the investigation. 16. An investigative report will be completed by the investigating officer, (supervisor, appropriate level administrative staff or designated Internal Affairs Officer). 17. The completed report is then forwarded to the appropriate administrative staff, Internal Affairs, Assistant Chief of Police or Chief of Police for review. 18. Internal Affairs, Assistant Chief of Police will determine if misconduct occurred and forwards the report along with their disposition to the Chief of Police for final disposition. 19. The Chief of Police will determine finally whether there is sufficient evidence to indicate that misconduct occurred. The Chief of Police will then, based on the severity of the misconduct and the possible disciplinary measures that could be taken, call for a Complaint Review Board. 20. The Complaint Review Board will convene in the appropriate manner within the appropriate amount of time. 21. The Complaint Review Board will forward their findings to the Chief of Police who then makes a final decision based on all available information and the Complaint Review Boards recommendation. 22. The complainant and the employee(s) complained on will then be notified in writing of the final disposition of the case. 23. The employee has the right to appeal. Arrest warrants will be sought against persons making false reports against employees of the City of Palatka. The possibility also exists that civil legal action for slander will be brought against persons making false statements. POSSIBLE OUTCOMES OF COMPLAINT INVESTIGATIONS Sustained - The investigation disclosed sufficient evidence to clearly prove some of the allegations made in the complaint. Not sustained – The investigation failed to disclose sufficient evidence to prove or disprove the allegation. Exonerated – The investigation reveals that the acts did occur, but were justified, lawful and proper, not in violation of written policies. Unfounded - The allegation was found to be demonstrably false or lacks credible evidence to support the complaint. Investigation revealed that the alleged act(s) did not occur. Not Involved -The investigation established that the Department member subject to the complaint was not involved in the alleged incident. Policy Review -The action of the agency or the officer was consistent with the department policy, however the policy may require review. |
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