Internal Affairs
The Internal Affairs Bureau of the Winslow Township Police Department is responsible for the quality of law enforcement services the department provides. Citizen confidence in the integrity of the police department increases through the establishment of meaningful and effective complaint procedures. It is the policy of the Winslow Township Police Department to investigate all complainants of alleged misconduct or wrongdoing of any employee of this agency. A thorough and impartial examination of the factual information regarding a complaint will be made in every investigation. Complaints are accepted anytime and can be made in person, over the phone, or in writing. Complaints can also be made anonymously or by a third person. The Internal Affairs Unit maintains a comprehensive index of all complaints received which is submitted to the Camden County Prosecutors Office on a regular and annual basis.
Frequently Asked Questions
What does the Internal Affairs Unit do?
The Internal Affairs Unit has the responsibility to investigate all allegations of misconduct by members of the department, and to review and adjudicate all minor complaints which are handled by supervisors. In addition, the Internal Affairs Unit will review all firearms discharges by Winslow Township Police personnel that are not related to training, all use of force incidents, all vehicle pursuits undertaken by our personnel and all collisions involving police department owned vehicles.
How do I file a complaint against an Officer or Employee of the Police Department?
Complaints will be accepted in person, by telephone, by letter or email. It is preferred that the complaint be made in person by the individual who is directly involved in the allegation against the Winslow Township Police Department employee, so we can ascertain as much information as possible to effectively investigate the complaint. Usually a Supervisor will take the initial report but any law enforcement officer or civilian employee of the police department must take your complaint. If the complaint cannot be handled and investigated by the initial Sergeant or Lieutenant accepting the complaint, they will forward it to the Internal Affairs Unit for further investigation. If you wish to file a complaint please click here
How are complaints investigated?
Your complaint will be sent to a superior officer or a specially trained internal affairs investigator who will conduct a thorough and objective investigation. If the complaint alleges minor violations of departmental policies or procedures or the complaint alleges acts of discourtesy, the complaint will be forwarded through the chain of command to the member’s immediate supervisor for an investigation. You might be asked to help in the investigation by giving a detailed statement about what happened or by providing other important information. All complaints against law enforcement officers are thoroughly investigated. You will be advised in writing of the outcome.
If our investigation shows that a crime might have been committed, the county prosecutor will be notified. You might be asked to testify in court. If our investigation results in an officer being charged with a violation of department rules or regulations, you might be asked to testify in a departmental hearing.
If our investigation shows that the complaint is unfounded or that the officer acted properly, the matter will be closed. All disciplinary hearings shall be closed to the public unless the defendant officer requests an open hearing.
Do any other agencies investigate complaints made against Winslow Township Police Department members?
Yes, The Camden County Prosecutors Office conducts a review of any complaint that alleges a crime was committed.
What rights do Police Officers have during an investigation?
Police Officers are protected by the Law Enforcement Officer’s Bill of Rights and their labor contract. Internal investigations remain confidential until they are concluded. By law, no person involved in the investigation, including the complainant, witnesses, investigated members, or the investigators may disclose any information regarding the investigation until it is concluded.
Is there any risk in making a complaint against a member?
No. But if a person deliberately makes a false complaint and statement against a member, that person may be criminally prosecuted or held civilly liable. N.J.S. 2C:28-3 Unsworn Falsification to Authorities states, ” A person commits a crime of the fourth degree if he makes a written false statement which he does not believe to be true, on or pursuant to a form bearing notice, authorized by law, to the affect that false statements made therein are punishable.” Those who provide false information to members of the Internal Affairs Unit will be prosecuted to the fullest extent of the law.
Also keep in mind that internal affairs will not lead to a dismissal of traffic tickets or criminal complaints.
What happens when the investigation is concluded?
Once the investigation is concluded, you will be advised of the outcome in written form. Complaints from the public, whether substantiated or not, increase the awareness of the leadership of this agency to actual or potential problems, as well as the perceptions of the community. This feedback will ultimately assist in determining whether the mission statement and goals of this agency are being attained.
Below is a summary report of incidents for internal affairs for the department for 2021
Below is a summary report of incidents for internal affairs for the department for 2022
Below is a summary report of incidents for internal affairs for the department for 2023
Early Warning System for the Winslow Twp. Police Department
Below is the policy that this department adheres by:
PURPOSE: The purpose of this general order is to establish a personnel performance management
and early warning system (PPMS).
POLICY: It is the policy of the Winslow Township Police Department to implement and utilize Staff
files Software as a personnel performance management and early warning system for
maintaining, retrieving, and analyzing information regarding the performance of
employees. The system will identify, reward, and promote professionalism, civil rights,
integrity, best practices, as well as identify, intervene, and remediate potentially
problematic behavior allowing for timely intervention consistent with the risk
management procedures promulgated by the New Jersey State Attorney in its Internal
Affairs Policies and Procedures. This general order is in accordance with the New Jersey
Attorney General’s Law Enforcement Directive No. 2018-3.
PROCEDURE:
I. Selection of Performance Indicators
A. Internal affairs complaints against the officer, whether initiated by another officer
or by a member of the public.
B. Civil actions filed against the officer
C. Criminal investigations of or criminal complaints against the officer
D. Any use of force by the officer that is formally determined or adjudicated (for
example, by internal affairs or a grand jury) to have been excessive, unjustified or
unreasonable
E. Domestic violence investigations in which the officer is an alleged subject
F. An arrest of the officer, including on a driving under the influence charge
G. Sexual harassment claims against the officer
H. Vehicular collisions involving the officer that are formally determined to have been
the fault of the officer
I. A positive drug test by the officer
J. Cases or arrests by the officer that are rejected or dismissed by a court
K. Cases in which evidence obtained by an officer is suppressed by a court
L. Insubordination by the officer
M. Neglect of duty by the officer
N. Abuse of sick time by the officer
O. Any other indicators, as determined by the Chief of Police
II. Initial of Early Warning Process
A. An Early Warning System (EWS) alert shall occur when three separate instances
of performance indicators (as listed in Section I, above) occur within any twelvemonth period. This will initiate the EWS review process.
1. If one incident triggers multiple performance indicators, that incident shall
not be double-counted or triple-counted, but instead shall count as only one
performance indicator.
III. Administration and Tracking
A. The Internal Affairs Unit will administer the EWS function. Supervisory officers in
the subject officer’s chain-of-command shall also be directly involved in any EWS
review process.
B. Staff Files software maintained by the Internal Affairs Unit will be the assigned
tracking system used to identify officers who display the requisite number of
performance indicators necessary to trigger the EWS review process.
C. At least every six (6) months, personnel assigned to manage the EWS shall audit
the agency’s tracking system and record to assess the accuracy and efficacy of the
tracking system.
IV. Remedial/Corrective Action
A. Once an officer has displayed the requisite number of performance indicators
necessary to trigger the EWS review process (as set forth in Section I above)
assigned supervisory personnel shall initiate remedial action to address the
officer’s behavior.
B. When an EWS review process is initiated, personnel assigned to oversee the EWS should:
1. Formally notify the subject officer, in writing.
2. Conference with the subject officer and appropriate supervisory personnel.
a. The following topics should be considered and/or discussed:
i. Determine what, if anything, could have been done differently
to prevent the complaint;
ii. Decide if there are any similarities between incidents;
iii. Determine if other possible indicators of stress are present
such as an unusual amount of sick leave, tardiness, marital
problems, etc.;
iv. Determine if a trend or pattern of behavior is indicated;
v. Determine if other factors are affecting the officer’s job
performance
3. Develop and administer a remedial program including the appropriate
remedial/corrective actions listed in Section IV(C) below.
4. Continue to monitor the subject officer for at least three months or until the
supervisor concludes that the officer’s behavior has been remediated,
whichever is longer.
5. Document and report findings to the appropriate supervisory personnel and,if warranted, the internal affairs unit.
6. Any statement made by the subject officer in connection with the EWS
review process may not be used against the subject officer in any
disciplinary or other proceeding.
C. Remedial/corrective action may include but is not limited to the following:
1. Training or re-training
2. Counseling
3. Intensive supervisor
4. Fitness-for-duty examination
5. Employee Assistance Program (EAP) referral
6. Any other appropriate remedial or corrective action
V. Notification to Subsequent Law Enforcement Employer
A. Any officer who is or has been subject to an EWS review process applies to or
accepts employment at a different law enforcement agency, the Chief (of
designee) will notify the subsequent employing law enforcement agency of the
officer’s EWS review process history and outcome. Upon request, the officer’s
EWS review process files will be shared with the subsequent employing agency.
VI. Notification to County Prosecutor
A. Upon initiation of the EWS review process, the Chief (or designee) shall make a
confidential written notification to the Camden County Prosecutor (or designee) of
the identity of the subject officer, the nature of the triggering performance
indicators and the planned remedial program. Upon completion of the EWS review
process, the Chief (or designee) shall make a confidential written notification to
the Camden County Prosecutor (or designee) of the outcome of the EWS review,
including any remedial measures taken on behalf of the subject officer.
VII. Public Accessibility and Confidentiality
A. All EWS polices shall be made available to the public upon request and shall be
posted on the agency’s website.
B. All written report created or submitted pursuant to this Directive that identify
specific officers are confidential and not subject to public disclosure.
Attorney General's new Annual Major Discipline Reporting Form is attached below for 01/01/2021-12/31/2021.
Attorney General's new Annual Major Discipline Reporting Form is attached below for 01/01/2022-12/31/2022
Attorney General's new Annual Major Discipline Reporting Form is attached below for 01/01/2023-12/31/2023
