Arbitrator Harry G. Mason overturned the termination of a police Sergeant employed by the City of Lakeland, FL. The grievant was dismissed after acknowledging that he had had sex with a civilian employee of the City in his car in a park. Grievant was off duty at the time and his partner was on her lunch break. This issue was uncovered during an investigation of allegations of sexual activity and the exchange of sexually explicit pictures and texts between the civilian employee and several members of the police department. Arbitrator Mason concluded that the City had proved "by significant evidence" that grievant violated the Neglect of Duty and Conduct Unbecoming policies. He agreed with the City that grievant's conduct, and the ensuing publicity, brought the Department into disrepute. However he found, in the circumstances of this case,and in view of the differing penalties imposed on other officers, that termination was too severe. He observed:
If the [Grievant's] matter existed in isolation where there had not been so many other sexual activities by other officers that [the Chief] dealt with in the matter that she did, his termination likely would have been for just cause
The CBA requires consistent and appropriate discipline. I find that [grievant] was not disciplined consistent with the discipline imposed on others involved in this sex scandal.
The Arbitrator ordered grievant's reinstatement as a police officer (not a Sergeant) and awarded back pay at the officer rate.
WTSP.com reports on the decision here, and links to Arbitrator Mason's award here.
Use of Force
Arbitrator Janet Gaunt denied grievances filed on behalf of three Portland police officers who were disciplined as a result of their conduct in connection with the incident leading to the fatal shooting of Aaron Campbell. A grievance over the termination of the fourth officer, who fired the fatal shot, was previously sustained by Arbitrator Jane Wilkinson (discussed here).
Arbitrator Gaunt upheld a two week suspension for an officer who fired a beanbag at Campbell. The Arbitrator found that the City established that the officer acted unreasonably and prematurely. She concluded that "[grievant's] impatience resulted not from a lack of time or an immediate threat, but from annoyance that Mr. Campbell was doing what he wanted to do rather than exactly what [Grievant] was telling him to do." Arbitrator Gaunt also concluded that the Sergeant in charge of the scene failed to ensure sufficient communication and coordination, and that a second Sergeant also failed to communicate critical information and coordinate his activities.
The Oregonian reports on the case here, and links to Arbitrator Gaunt's award here.
Arbitrator James Reynolds sustained a grievance filed on behalf of a terminated Miami Beach police officer who had been dismissed after failing a drug test. Grievant had been selected for a random drug test, and the test proved positive for the presence of metabolites of cocaine. Grievant denied knowingly ingesting cocaine, but testing of the split sample confirmed the initial results. Subsequently grievant became suspicious of a topical "cream" which a friend had given him to enhance his sexual performance as a possible source. A sample of the cream was tested and was found to contain cocaine. The City found this explanation for grievant's positive test results unbelievable and terminated his employment.
Arbitrator Reynolds overturned the termination on two separate grounds. Initially he concluded that the City failed to follow its normal investigative process. Contrary to the normal process, in this case the Chief had dismissed grievant prior to a review by a Disposition Review Panel of Command Officers. The Arbitrator noted:
Clearly the review panel would likely be biased in its review of the [Internal Affairs] findings by knowing that the Grievant had already been terminated by the Chief of Police. The likelihood of that bias, whether intentional or not, is sufficient to find that the fairness standard of just cause was not met in this case.
In addition, and on the merits, the Arbitrator concluded that the City had failed to effectively challenge the grievant's explanation for the positive test result. He concluded that the record compelled a finding that Grievant had cocaine metabolites in his system due to using a cream which he did not know contained cocaine. Arbitrator Reynolds ordered grievant's reinstatement with back pay but provided that grievant would be subject to a minimum of 6 unannounced tests over a 12 month period for up to five years as provided in the City's Drug and Alcohol Policy.
Arbitrator Reynolds' Award can be found here.
Arbitrator Tim Hatfield denied a grievance filed on behalf of a Woburn, Mass. police officer who was subject to a restraining order arising out of claimed domestic violence. As part of that order, Grievant was prohibited from possessing or carrying a firearm. The order was renewed and not scheduled to expire until February 17, 2015. Grievant was also arraigned on charges of domestic assault and battery, and in May of 2012 entered an Admission to Sufficient Facts on the charges. His employment was terminated on July 11, 2012 based on the admitted to "sufficient facts" and the restraining order prohibition on possession of a firearm.
The Arbitrator concluded that:
The City is under no obligation to leave a patrol officer's position open for [Grievant] in the hope that he might sometime in the future be eligible to possess and carry a firearm, a fundamental requirement for all Woburn Police Officers. Based solely on this fact alone, the City had just cause to terminate [Grievant]. (footnote omitted)
Additionally, based on the Admission of Sufficient Facts, and substantially discrediting Grievant's denials and explanations of the incidents in question, the Arbitrator found these also supported a finding of just cause. He noted:
I agree with the City's assertion that police officers must be held to a higher standard of conduct given their prominent position and responsibilities in the community.
Arbitrator Hatfield's Award can be found here.