Tag Archives: solutions

Jackson: Reform Police Union Contracts

Candidate for Houston City Council District B, Tarsha Jackson, who is known as a community and criminal justice reform advocate, posted on her Facebook page what would seem like obvious solutions. At least where reforming an entire system should begin:

My heart is heavy over the constant murders of my Black Brothers and Sister at the hands of our public servants. Forgive me for not being impressed to see police chiefs and elected leaders standing in solidarity with protesters over the murder of our Brother George Floyd. We’ve seen this scene played out over and over again– BUT Until the Police union contracts are reformed, we will continue to witness our brothers and sisters civil and human rights violated by corrupt police officers.

In 2018, after the murder of our Brother Danny Ray Thomas, community members recommended the following NINE changes to Police Union Contracts to ensure accountability and to improve relations between HPD and the community. Our leaders have the power to make these changes today!

RECOMMENDED POLICE UNION CONTRACT CHANGES:

*Establish consideration of misconduct in promotions (Art. 19 Sec. 8): Officers with a history of misconduct should be subject to point deductions from the promotions formula. This will ensure that two otherwise similar promotion candidates can be fairly distinguished based on their prior misconduct.

*Eliminate technicalities and strengthen promotional bypass process (Art. 20) To the extent promotional bypass remains part of the promotions process (we believe it should be eliminated), then the process in this contract is particularly problematic. There should be no arbitrary time limit after which the Chief cannot apply a promotional bypass (delete Art. 20(4)). Once a candidate has been bypassed due to past disciplinary issues, that person should be pulled from the pool. The chief should not be required to bypass that same person over and over and face an appeal each time. The standard for review should be “valid reason” in accordance with normal standards in labor appeals law.

*Provide path to independent investigation (Art. 30 Sub (2), (4) and (7)): Under this contract, investigations must be conducted by Department personnel. State civil service law, by contrast, allows investigations to be conducted by any municipal employee. Houston can only move toward a process of independent civilian (nonsworn) investigation of police complaints if we alter this provision.

*Eliminate officer review of all evidence prior to making a statement: officers should be able to review only their own materials before making a statement, not the statements of everyone else involved and everyone’s video. Allowing the person under investigation to review all the evidence prior to making a statement is not a “best practice” in any circumstance and should not be a special privilege for police officers.

*Eliminate misconduct statute of limitations: After 180 days from the incident date, the most serious misconduct cannot be addressed at all due to an arbitrary “statute of limitations” clause. This is called the “180 day” rule and is a major problem. It should be eliminated. Serious misconduct should be sanctionable even if the Chief learns about it long after it occurred. If it cannot be eliminated, the time period should be lengthened to at least 365 days.

*Prevent appropriate disciplinary action from being overturned on appeal: Under this contract, when an officer appeals his sanction the burden of proof is on the Chief, and the proof includes 1. the truth of the charges and 2. that a just cause exists for the specific discipline imposed. Instead the burden should be on the officer to prove that the discipline was not reasonable. And, while clearly the charges should always be true, the second clause requires the Chief to prove, in a side by side test with other cases, that this particular suspension length had “just cause.” This is likely to result in discipline being routinely overturned or reduced. Council should request from the Department a summary of every suspension in the past five years, whether it was appealed, and what was the outcome of the appeal (overturned, upheld, or partially overturned with a lesser discipline).

*Never expunge records of past misconduct or even suspected past misconduct (Art. 31(10)): Police generally oppose efforts by the public to expunge criminal records (even of minor violations) because they say even an arrest on a subsequently dismissed charge might prove important to a criminal investigation later. This same reasoning should apply to all records of all officer misconduct. Nothing should be expunged, and all past history should be available to the Chief for review when a new incident occurs.

*Exculpatory evidence of an officer’s history of misconduct should be a public court document: (Art. 31(12)) This contract creates an unnecessary burden on the courts and attorneys by requiring special legal protections (secrecy) for misconduct information that must be handed over to the defense in a criminal trial. Under the Michael Morton Act, the prosecutor MUST give the defense information about the arresting officer’s history of misconduct if it is exculpatory. The contract should specifically exclude evidence provided to the defense under the Michael Morton Act from 143.089g personnel file protections. The process for providing such evidence to the prosecutor and the defense should be straight forward and then once provided to both parties in the case it should be subsequently posted to a website.

*Limit supervisory interventions and never reduce discipline to a supervisory intervention (Art. 32): Supervisory interventions are not discipline and do not create a disciplinary record, even if they may indicate other problems. Several items should be considered for removal from this supervisory intervention list: improper ticket/citation, improper or untimely response to a call, discourtesy to citizens, refusal to identify self including removal/obscuring/failure to wear name badge; abusive language, disrespect for fellow officers, unauthorized ride-alongs. Further, in no case should more serious discipline be reduced to a “supervisory intervention” because this will also eliminate the record of an officer’s prior misconduct.