Greensboro City Manager Rashad Young responds to claims of a "subculture of corruption" within the police department.
The Rev. Nelson Johnson is calling a rally for tomorrow at 8 a.m. outside the Maple Street substation "to support Officer AJ Blake, and to stand against the subculture of corruption and double standards within the Greensboro Police Department."
"I have repeatedly said that there is not a basis for a Justice Department review, as there is no evidence I have seen of a pervasive culture of corruption in the department or that there exists some conspiracy of actions and activities to subject black or Latino officers to disparate or unequal treatment," Young says.
Young writes that "with the exception of 2008, the imposition of discipline mirrors closely the demographics of the Greensboro Police Department." In that year, 47 percent of disciplinary actions meted out in the police department were reportedly imposed on minorities, compared to 53 percent on whites. Within the sworn ranks, 77 percent of employees are white, and 23 percent are white.
Other key excerpts from Young's response:
"I also want to address the issue raised that employees are subjected to negative repercussions if they avail themselves to the grievance or complaint processes. To be certain, employees can file a complaint or grievance without fear of reprisal. City of Greensboro policy and practice does not support disciplinary or adverse action taken against an employee for filing a complaint or utilizing the grievance process. This administration will investigate any and all complaints and evaluate and respond to all grievances based on policy and best business practices. However, we expect all employees to adhere to standards of professional conduct and truthfulness in following the grievance process or submitting formal complaints."
Notably, three officers who have filed grievances are facing termination for allegations that they were untruthful in their assertions: Capt. Charles Cherry, Officer AJ Blake and Officer Joseph Pryor. A fourth officer who has a pending grievance, Robert Reyes, faces termination based on a charge of "malicious gossip." Actually, according to available information, it appears that the officers' assertions are truthful, and that the activity for which Reyes is being disciplined is actually an effort to suppress malicious gossip.
Realistically, because North Carolina protects personnel records, it's difficult to impossible to gauge the merits of the department's allegation that the dissident officers have been untruthful.
"To be certain, no employee should be subjected to a fitness for duty evaluation based on the utilization of the grievance or complaint process. This would not comport with our organizational norms or values. The fitness for duty policy is codified in GPD directive 8.2. This directive provides a process of psychological evaluation based on a number of factors and criteria. In understanding the GPD's fitness for duty process it is important to also refer to Directive 7.5 Professional Standards Program. This program, by policy, is a non-disciplinary avenue to address problems as early as possible in a proactive manner. The Professional Standards Program provides for a process of evaluation by a panel who can then recommend the appropriate course of action, if any. Those recommendations can include referral to the department's psychological assignment program where the policy surrounding fitness for duty is located."
It's not clear how this explanation illuminates the reasons Capt. Charles Cherry was recommended for fitness for duty in June. Cherry raises questions about that decision here and here.
"The city of Greensboro's FMLA practices are codified in Personnel Policy F-6. It states in relevant part, 'When an employee notifies the supervisor of a potential FMLA event, or after the employee has been absent for five business days, the supervisor will send the FMLA Leave Request Form to the FMLA Coordinator in Human Resources so the FMLA packet can be sent to the employee. The FMLA packet is sent by certified mail.' Therefore, the city's practice of asking employees to fill out FMLA paperwork is based on the employee's leave status and is not related to fitness for duty or any other administrative action."
Cherry raises concerns about the city's use of the Family and Medical Leave Act here.
While five officers facing termination allege that the department is undertaking a preordained course to purge them from the ranks to silence their grievances, Young contends that the city has refined its disciplinary processes to ensure fairness and consistency.
"We have had detailed, thorough and rigorous reviews of virtually every aspect of structure, management, and operation of the Greensboro Police Department. We have proactively continued to review our policies and systems, making changes and modifications where necessary and appropriate. We have refined our promotional processes, disciplinary process, overtime assignment process, off duty detail process, internal investigations standards and processes, as well as improved the relationship with the complaint review committee (CRC). We have cooperated with all investigations and inquiries into the GPD. We have instituted mechanisms for employee discussion and feedback and have increased the number of available opportunities for employees in GPD in particular to communicate any workplace issues or problems they perceive. We have been exhaustive in making sure that the Greensboro Police Department is managed appropriately, structured efficiently and operates professionally and with integrity."
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