Making a Complaint
As a citizen, you are encouraged to contact the police department if you have a complaint about the actions of a police officer or non-sworn employee and believe their conduct was inappropriate. The Anderson Police Department accepts complaints anytime, but those made close in time to the event will aid the investigation. A complaint may be made using either link at the top and bottom of this page or in person at 1040 Main St., Anderson, IN.
Complaints may be made 24 hours a day. The department has developed a complaint form that should be used. The form is available at the APD desk or via the Anderson Police Department website. If the complaint is made in person, supervisory personnel will assist you in completing the form, if desired. The complaint should be made by the person involved, whenever possible, by his or her attorney, or, in the case of a juvenile, by a parent or guardian. Upon receipt of the complaint, regardless of the method it is made, supervisory personnel will discuss your concerns, answer questions about an officer’s actions, initiate your complaint against an officer, and conduct investigations of police conduct. Although we encourage citizens to report police misconduct, complaints must be made in good faith. False or highly exaggerated complaints serve no good purpose for either citizens or officers and only tend to thwart our complaint-taking process. It is a violation of Indiana law to make a false report against a police officer. Anyone who knowingly makes any false accusation for the purpose of discrediting a police officer may be prosecuted for False Informing under Indiana Code 35-44.1-2-3 (d) (5).
The Complaint Procedure
Supervisory personnel are responsible for receiving, processing, and investigating allegations and complaints made against members of the Anderson Police Department. To ensure public trust and maintain the department’s integrity, a supervisor will conduct an immediate, objective investigation of all complaints.
The police department will not condone and will take disciplinary action against any employee who effects or causes harassment, tacit or otherwise, of complainants, witnesses, or any other person connected to or associated with an internal investigation.
· Notify the Police Department Administrative Staff immediately if you suspect a violation of any of the above.
You may ask about the status of your complaint at any time by calling the Police Department Administrative Staff at 648-6715.
Important Information for a Complaint
When you file a complaint, please have as much of the following information available:
· Date, time and location of the incident
· Description/Name of officer(s) and their badge or vehicle number
· Witnesses’ names, addresses, phone numbers
· Citation, medical records, or any other documentation/evidence that you feel may be helpful
Interview
Investigation
The Process
· If you are under the age of 18, a legal guardian must accompany you when filing the complaint.
· Normally, you will be interviewed at the Anderson Police Department headquarters. You should expect the interview to be video recorded.
· The supervisor will ask you for the details of your complaint. It is important to have as much information as possible.
· When warranted, evidence processing may take place.
After the interview, the police department will investigate your complaint.
· The investigators are made up of supervisors, police department investigators, and, in some cases, an outside agency may be utilized.
· All available body camera or in-car camera video or audio will be reviewed.
· All employees familiar with the incident will be interviewed. Witnesses whom you’ve named or who were present will be contacted and interviewed. Subsequent interviews may be needed.
· You may be asked to take a CVSA (Computer Voice Stress Analyzer) test.
· Although it is impossible to estimate how long the investigation will take, a normal investigation should take no more than 30 days to complete. If an investigation is projected to extend beyond 30 days, you will be notified.
Disposition
The final disposition can usually be classified into one of the following categories:
Unfounded – The allegation is false, not factual, or did not involve police personnel.
Exonerated – The alleged act or omission did occur, but was justified, lawful and proper.
Not sustained – Insufficient evidence to either prove or disprove allegations.
Sustained – Evidence sufficient to prove allegations.
Complainants will be notified of the final disposition
If Sustained
If the complaint is “sustained,” the department’s disciplinary policy will be applied. Disciplinary action can take many forms and is based on the severity of the matter and the employee’s past disciplinary actions. Discipline can include counseling, training, reprimands, suspensions, demotions, dismissals, and/or criminal charges.
Administrative Review Mission Statement
WA partnership between the citizens of Anderson and the Anderson Police Department can ensure the citizens of Anderson have the best law enforcement available. The Mission of the administration review process is to protect the public, the employee and the department through fair, thorough and proactive investigations of alleged misconduct. This mission is intended to accomplish three objectives:
PROTECTION OF THE PUBLIC by identifying and effecting corrective action of police department personnel and, if applicable, changing procedures that better serve the department and public.
PROTECTION OF THE DEPARTMENT by taking appropriate action so that the misconduct of a few will not detract from the overall performance and reputation of the department.
PROTECTION OF THE EMPLOYEE against false or malicious allegations of misconduct by ensuring fairness and accuracy in all investigations.
Commending Superior Performance
If you wish to commend the actions of any Anderson Police Department employee, you can:
Ask to speak to a supervisor and verbally express your praise, write a letter, or click the link below.
Commendations received by the Chief of Police for any Anderson Police Department employee will result in advising the employee of your gratitude and in recording the employee’s actions in the employee’s personnel file. If applicable, an award can also be presented to the officer(s).