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.

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.
   
   

   1. UNFOUNDED -- Allegation is false or not factual.
   2. EXONERATED -- Incident occurred but was lawful and proper.
   3. NOT SUSTAINED -- Insufficient evidence either to prove or disprove.
   4. SUSTAINED -- Allegations supported by the investigation.
   5. 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

January 1, 2024, through December 31, 2024

Internal Investigations

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

The results of the investigations are as follows:

• The first case was unfounded, as it was determined no employee violated any federal or state laws or Department rules, regulations, policies, or procedures.
• The second case was sustained, as it was determined the employee did violate Department policies or procedures. The employee resigned from the Village of Addison.
• The third case was sustained, as it was determined the employee did violate Department policies or procedures. The employee resigned from the Village of Addison.

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 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 wrongdoing.
• The third case was sustained, as the employee did violate a policy regarding conduct unbecoming. The employee received a thirty-day suspension.

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 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.

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 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.