ISP wants to hear about the service of our employees in the community.
Commendation
Did an ISP employee provide excellent service or do something right that you want to share?
Email your information and a recap of the incident to the area District Captain or print, complete, and submit a Commendation Form to:
Office of Professional Standards
700 S. Stratford Dr
Meridian, ID 83642
Fax: 208-884-7290
Complaint
ISP is committed to conducting thorough and impartial investigations of all complaints received against any employee.
The complaint process addresses allegations of employee misconduct or disagreements with an ISP policy or procedure. Cases are handled factually, with everyone involved being treated equally, fairly, and respectfully. ISP takes all accusations seriously and thoroughly investigates what occurred, using any evidence gained during the investigation to determine findings.
A complaint is written communication from a citizen alleging misconduct by an act or omission of an ISP employee or a disagreement with a policy, procedure, practice, philosophy, service level, or legal standard of the agency.
Note: A disagreement over the validity of a traffic infraction or criminal citation is not a complaint and should be directed to the court of jurisdiction.
Complaints should be initiated by e-mailing your information and a recap of the incident to the area District Captain or mail the Complaint Form to:
Office of Professional Standards
700 S. Stratford Dr
Meridian, ID 83642
Fax: 208-884-7290
Before an investigation occurs, a complainant will be contacted to confirm their concern.
Steps Taken
When received, a complaint is initially reviewed by the supervisor responsible for the employee. Many issues are resolved by explaining applicable laws, rules, or procedures. However, when there is no resolution, the Office of Professional Standards (OPS) initiates an administrative investigation, and an investigator arranges an interview to discuss, in detail, allegations against an employee.
The interview may/will:
- Be recorded or videotaped.
- Ask for the names of witnesses or ISP employees who know the facts about the incident.
- Photograph any related injuries.
- Interview all employees accused or persons named as witnesses.
Each allegation will have a finding:
- Sustained: The investigation found evidence to support the allegation(s).
- Not Sustained: The investigation found insufficient evidence to prove/disprove the allegation(s).
- Unfounded: The facts revealed that the alleged act(s)/omission(s) did not occur or the named employee was not involved.
- Exonerated: The facts revealed that the alleged act(s)/omission(s) occurred but were justified, lawful, and proper as either:
- Proper Conduct: The action was consistent with policy, and the complainant(s) was not wronged.
- Policy Failure: The action was consistent with agency policy, but the complainant(s) was wronged.
If sustained, the employee may face administrative discipline and may have a hearing where the complainant may be requested to testify. If it is determined the employee committed the violation, they may face discipline ranging from a reprimand to termination – depending on the severity of the violation.
If a complainant knowingly makes a false accusation against an employee, ISP may consider seeking criminal prosecution, and the employee has the right to pursue civil litigation against the accuser.