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COMPLIMENTING AN EMPLOYEE
As we recognize that conflicts between citizens and
agency employees can arise, we also realize that there are
times when employees go above and beyond their call for
duty. Law Enforcement employees, like everyone else,
appreciate it when their good deeds are noticed. To often
they are remembered for the traffic tickets they issue or
the arrests they have to make, and not for the thousands of
helping hands they extend.
If a
Deputy of the Precinct Two Constable’s Office of Johnson
County provides services that you feel they should be
commended for, please write the constable a letter or not to
that effect, giving your feelings on what the Deputy or
Employee has done that deserves commendation. The Constable
will see that it gets to the employee and that a copy is
placed in the employee’s personnel file. This boosts their
morale and encourages them and all other Deputies and
Employees of the Office to be more positive about themselves
and the service they provide. We are proud of the good
relationship we share with the community.
THE IMPORTANCE OF YOUR
COMPLAINT
The Precinct Two Constable’s Office of
Johnson County recognizes that its employees are responsible
for their conduct where the public is concerned. This
office also acknowledges that, at certain times, conflicts
between citizens and agency employees can arise. It is
essential to the safety of our community that the
relationship between police and citizens be built on
confidence and trust. Law enforcement can not be effective
without this vital conviction by both entities.
Police Officers must be
free to exercise their best judgment and initiate proper
action in a reasonable, lawful, impartial manner, without
fear of reprisal. At the same time, they must observe the
rights of all people. The complaint process and appropriate
disciplinary procedures not only subject agency members to
corrective action when they conduct themselves improperly,
the guidelines also protect them from unwarranted criticism
when they discharge their duties properly.
A disagreement over the
validity of a traffic citation is not a complaint. Such
disagreements should be directed to the court that has
jurisdiction in the matter.
This office realizes that
confusion, different perceptions, or the timeliness of
information sometimes will result in descriptions that
produce different versions of the same incident. Beyond
legitimate error, however, the deliberate making of a report
that the complainant knows to be false or misleading could
constitute a violation of State Law.
COMPLAINT PROCEDURES
The complaint process is designed to
deal with each case factually and fairly. Citizens who file
complaints are treated respectfully, and their accusations
are taken seriously. All complaints are investigated
thoroughly, and all findings are based on impartial evidence
gained during the investigation.
However, many complaints
can be explained satisfactorily by a visit or telephone call
to the employee’s supervisor or the Constable. The
Constable or supervisor will talk with you about your
complaint and try to resolve it.
There are two classes of
complaints. The first and most serious, a Class I
complaint alleges the violation of a law or such other
serious allegations as excessive force (being hit, slapped,
kicked or struck by any object) causing pain or visible
signs of bodily injury. The second, a Class II
complaint includes allegations of a less serious nature and
may concern violations of department policy.
Either class of complaints
may be lodged as a Formal or Informal complaint. The Formal
Complaint must be in writing, signed by the complainant and
be notarized. The Informal Complaint may be written or
oral.
All complaints will be
dealt with in the same manner. Formal Complaints will be
responded to in writing once the investigation is completed.
FINAL DETERMINATION ABOUT THE
DISPOSITION OF ANY COMPLAINT WILL BE MADE BY THE CONSTABLE.
DISPOSITIONS
Any complaint can be made anonymously
without giving your name. However, you cannot be informed of
the internal review’s results if you choose to remain
anonymous. After a thorough investigation, the complaint
will be classified into one of the following dispositions:
Unfounded:
Incident did not occur, or affected employee was not
involved.
Exonerated:
Incident occurred, but actions taken were lawful and proper.
Not Sustained:
Insufficient evidence exists to
prove the allegation.
Sustained:
Evidence is sufficient to prove the allegation.
Sustained allegations could
result in additional training, counseling, written
reprimand, suspension or termination.
Although employees named in
a complaint will at some point be required to respond to the
specific allegation, they are not permitted access to cases
under investigation. Complainants need not be concerned
that they will be subject to retribution for legitimately
stating a complaint because procedures are in place to
prevent this.
Complainants who have
current criminal or traffic charges pending should be aware
that the internal review process deals solely with
department police matters and the conduct of agency
employees. Regardless of the outcome of an internal
investigation, existing criminal or traffic charges must be
dealt with through the proper courts.
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