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1. What is considered a personnel complaint?

A complaint of wrong doing or inappropriate action on the part of any employee of the Oak Forest Police Department.

2. What type of complaints will not be taken?

Complaints alleging disagreements on traffic or parking tickets, or probable cause for an arrest are examples of complaints that may not be taken. These decisions are for the court to decide and not subject to review by the Oak Forest Police Department.

3. Who is responsible for investigating complaints?

In most cases, the employee's supervisor will conduct the investigation with the disposition of each case being reviewed by the Chief of Police.

4. Will the Police Department Employee be told about the complaint?

Yes. As in the case with any potentially punitive process, the accused is afforded the right of knowing what he/she is accused of and who the accusers are. This is done in fairness to the employee just as it is for any other person.

5. How long will the investigation take?

Whenever possible, the investigation will be concluded within 30 days unless unusual circumstances warrant an extension. The department will make every effort to keep the complainant advised of the progress of the investigation. Once the investigation is completed, the complainant will be notified.

6. Will I be told how the complaint was resolved?

Both the complainant and accused employee will be notified of the results. Because of privacy laws, specific facts of the case will not be revealed. It is possible that some allegations may be sustained, and other not sustained based on the investigation.

7. What if the allegation/complaint turns out to be false?

If a complaint is made on a good faith belief of truth and the department member is later exonerated, the case will be ended. However, if it is determined that the allegation was intentionally falsely made or intended to discredit or embarrass the department member, you may be subject to criminal charges or a civil law suit.