DOJ Pattern & Practice
Investigation:
How it unfolded
Over the years, HNLEA & UBPOA have met with prior
administrations in order to discuss concerns of racial inequities in transfers,
assignments, promotions, and discipline.
Although we did not always agree on solutions, there was always a mutual
resolution and the issues faced were always kept within the police
department. While we have always had
some racial tensions within law enforcement, those racial tensions have been
polarized by events such as Ferguson Missouri, Baltimore Maryland, and
Charlottesville Virginia. As a result,
many in power within law enforcement see minority Law Enforcement officers
quite differently. This is what I refer
to as having Shades of Blue within Law Enforcement. There is no problem transferring,
investigating, retaliating against, and firing the Darker Shades of Blue. And like in the 1960’s, going after those
non-minorities who affiliate with the Darker Shades of Blue.
We originally filed a complaint with the DOJ around March
2016. After receiving additional
complaints from the rank and file and being personally targeted, we filed an
amended DOJ complaint in October 2016.
Since January 4, 2017 we've met with the PGPD administration in order to
discuss some of the concerns. Through
the help of the NAACP, we requested the help from DOJ, Community Relations
Service in order to try and mediate the numerous concerns that were brought to
our attention and the administration.
The administration refused to mediate even after I personally urged the
Public Safety director to contact DOJ and take steps to mediate. Then the administration
took active steps to cover and conceal the wrongdoing.
Over the course of the year, the administration has chosen
to send a very strong message to those involved in the issues raised. By
retaliatory transfers, denial of due process during investigations,
terminations, denial of promotions, vilifying accusers, as well as a variety of
micro-aggressions against anyone exposing wrongdoing and racist behaviors. This
administration sent a message that was loud and clear. As each incident unfolded, we passed this
information to the DOJ, Civil Rights Division and the number of complainant
rose.
Over this same period of time, we advised the Chief of
Police of the impact of his decisions on Officers, the agency, the county government,
and the citizens of Prince George’s County.
His answer was always the same - I don’t make decisions based on how
they are going to look.
It is worthy to note that over the past two years EEOCs
filed have risen approximately six hundred percent (600%). Were you aware that under this administration
we have fired more people of color than several of the past administrations
combined? The last Caucasian officer
fired by the county police was in May 2015 for involvement in a homicide in
Charles County. Most fired in the last
two years have been Black males and Black females.
In conclusion, having the Department of Justice conduct a
Pattern & Practice Investigation can reset the current trends. We need to remove the fox from guarding the
hen house and develop a level playing field for all officers regardless of
color. We need to ensure that when there is doubt, officers are confident to
bring forth inquiries without fear of retaliation.
Joe Perez, President
Hispanic National Law Enforcement Association
