Atlanta Summary of the Complaint There are other proactive corrective actions Process that might be taken by the Department in Police regards to an investigation: Department Step One: Initiate Complaint  In person Counseling  By Mail Training Commending an  By Email Officer  By Telephone Psychological Intervention & How the Complaint Process Step Two: Internal Investigations Unit Participating in a Substance Abuse Program Wo rks  Complaint is documented If you would like to register a complaint or if  Complaint is reviewed you have any questions or concerns involving  Complaint is investigated the complaint process and procedures contact:  Recommendations on Disposition The Office of Professional Standards  Recommendations on Discipline 950 Joseph E. Lowery Boulevard NW, Atlanta, GA 30318 404-546-5945 Step Three: Final Disposition Office hours: 8 a.m. to 6 p.m.  Sustained Complaints can also be registered at the listed  Not Sustained Atlanta Police Department Precincts and on line at  Exonerated www.Atlantapd.org: OFFICE OF  Unfounded PROFESSIONAL STANDARDS  Exceptionally Closed Zone 1 Zone 4 2315 Bankhead Hwy. 1125 Cascade Cir. Internal Investigations Unit Step Four: Notification to (404) 799-2487 (404) 756-1903

404-546-5945 Complainant Zone 2 Zone 5 404-979-7468 (E-fax)  At the end of a complete and thorough investiga- 3120 Maple Drive 190 Marietta St. tion by the Office of Professional Standards, you Atlanta, GA 30305 (404) 658-7830 www.Atlantapd.org will receive the official disposition of your com- plaint in writing via U.S. mail or email. Zone 3 Zone 6 880 Cherokee Ave. 2025 Hosea Williams Dr. Erika Shields (404) 624-0674 (404) 658-6782 Chief of Police Every complaint, regardless of its nature, is appropriate- Dispositions of complaints are classified as the fol- ly investigated. Complaints of minor violations may be lowing: Commending assigned to members of the employee’s chain of com- An Officer mand for investigation. Sustained: The investigative file provides sufficient evidence to support the finding that the employee Any person who wishes to commend an officer or Complaints may be submitted at the Office of Profes- committed the violation. employee of the Department may do so by contacting sional Standards or any work site of the Atlanta Police the Office of the Chief of Police, the Office of Profes- Department Not Sustained: There is insufficient evidence to sus- sional Standards, or a supervisor at any worksite in the tain a finding that the employee committed the viola- Department. Please provide as much information as The Internal Investigation Unit tion. possible about the officer as well as the reason he or she should be commended. In addition, please provide The Internal Investigation Unit of OPS investigates alle- Exonerated: The incident occurred but the employ- your name and contact information in order to contact gations of employee misconduct of a serious nature and ee's actions were justified, lawful, and proper. you if necessary (all information will be kept confi- maintains records of all complaints made against De- dential). partment employees. Unfounded: Complainant admits to false allegation,

the charge is false or not factual, or the accused em- The ployee was not involved in the incident. Acceptance of Complaints Complaint Process Exceptionally Closed: Reasons outside the Depart- Complaints against any Atlanta Police Department em- The Department provides thorough, impartial investi- ment's control prevent it from continuing or complet- ployee will be accepted from any source at the Office of ing its investigation of a complaint, and/or from gations of all allegations of employee misconduct and Professional Standards or by any supervisor at any facil- imposes appropriate disciplinary actions for all sus- charging and prosecuting an accused employee when ity in the Department, regardless of the location of the sufficient evidence exists to charge the accused em- tained employee work rule or city ordinance viola- alleged occurrence. If the complaint is clearly Priority tions. The Department strives for consistency in its ployee. Examples may include: the employee re- II, the supervisor may put the complainant directly in signs, dies, or is no longer employed by the Depart- application of discipline. For minor policy infractions, touch with the employee's supervisor or take the com- the Department imposes disciplinary actions which ment. plainant to the employee's supervisor. are in accordance with the philosophy of progressive discipline, and provides consideration for mitigating In all cases, employees and complainants are notified and/or aggravating factors. These include: employee Complaints are defined in two categories: in writing of the disposition of the complaint. intent, past performance, degree of culpability, disci- Priority I - Allegations of employee misconduct of a pline history, severity of infraction, acceptance of major nature that are usually investigated by the Office There are two types of Disciplinary Action responsibility by the employee and other relevant fac- of Professional Standards which can be recommended for a sustained tors. complaint: Priority II - Any complaints not meeting any of the crite- Non-Adverse Action ria for Priority I, including allegations that involve a Who may register a complaint? Oral Admonishment vehicular accident, discourtesy, or other lesser miscon- Written Reprimand A complaint may be made by any citizen, or employee duct by Departmental employees. Priority II complaints of the City of Atlanta. are normally investigated by the employee’s supervisor. Adverse Action Suspension without pay Demotion Dismissal