Post by Site Admin on Sept 13, 2005 6:07:33 GMT -5
Public employers must exercise care
Posted Tuesday, August 30, 2005
All communities and school boards might want to pay special attention to the multimillion-dollar federal civil rights lawsuit filed against the city of Marengo, its former police chief, a former police officer and an embattled officer facing termination.
The suit accuses suspended Marengo police officer Scott Crawford of repeatedly abusing young people he arrested while his superiors in the police department ignored a growing list of complaints.
In part, the suit contends Marengo hired Crawford despite concerns his previous employer had about similar incidents.
Crawford is now on suspension, facing allegations he violated three department standards separate from the complaint. The Marengo police commission says Crawford did not reveal he had resigned from the Waukegan police force in 2003 amid an investigation into his videotaped beating of a handcuffed suspect.
“Either they knew of Crawford’s background and didn’t care or were completely reckless in doing background checks,” said Kevin O’Reilly, who filed the suit on behalf of six individuals who contend Crawford used excessive force, committed battery and made false arrests.
No matter the ultimate resolution of this lawsuit, schools, police, fire and municipal departments should consider it a reminder that they are public bodies charged with caution when they hire or terminate employees.
It is tempting in both the public and private sector to send a “problem” employee to someone else instead of risking the litigation any termination can bring. But, particularly in the public domain, that employee still belongs to taxpayers and can ultimately cost taxpayers greatly. One community’s relief at letting a problem employee quietly leave can easily become another community’s problem in the absence of any documented action taken against the worker.
When a school district permits an educator accused of harming a child to quietly resign rather than risk the public relations fiasco of public exposure — as has happened in Illinois — it simply passes the buck. When a police department permits an officer accused of violence to resign, it perpetuates the problem.
Passing the buck does no one a service whether it’s in the public or the private sector. But when public bodies pass on problem employees, they can ultimately cost taxpayers far more than by confronting the issue squarely in the first place.
But it’s not just previous employers who have a responsibility in these instances.
In this litigious society, the burden also is on the employer to make sure they hire carefully. To protect themselves and taxpayers, public employers have no choice but to do extensive background checks, confirm references, and take the time to make sure they are not inheriting someone else’s problem, possibly at the cost of many tax dollars.
Posted Tuesday, August 30, 2005
All communities and school boards might want to pay special attention to the multimillion-dollar federal civil rights lawsuit filed against the city of Marengo, its former police chief, a former police officer and an embattled officer facing termination.
The suit accuses suspended Marengo police officer Scott Crawford of repeatedly abusing young people he arrested while his superiors in the police department ignored a growing list of complaints.
In part, the suit contends Marengo hired Crawford despite concerns his previous employer had about similar incidents.
Crawford is now on suspension, facing allegations he violated three department standards separate from the complaint. The Marengo police commission says Crawford did not reveal he had resigned from the Waukegan police force in 2003 amid an investigation into his videotaped beating of a handcuffed suspect.
“Either they knew of Crawford’s background and didn’t care or were completely reckless in doing background checks,” said Kevin O’Reilly, who filed the suit on behalf of six individuals who contend Crawford used excessive force, committed battery and made false arrests.
No matter the ultimate resolution of this lawsuit, schools, police, fire and municipal departments should consider it a reminder that they are public bodies charged with caution when they hire or terminate employees.
It is tempting in both the public and private sector to send a “problem” employee to someone else instead of risking the litigation any termination can bring. But, particularly in the public domain, that employee still belongs to taxpayers and can ultimately cost taxpayers greatly. One community’s relief at letting a problem employee quietly leave can easily become another community’s problem in the absence of any documented action taken against the worker.
When a school district permits an educator accused of harming a child to quietly resign rather than risk the public relations fiasco of public exposure — as has happened in Illinois — it simply passes the buck. When a police department permits an officer accused of violence to resign, it perpetuates the problem.
Passing the buck does no one a service whether it’s in the public or the private sector. But when public bodies pass on problem employees, they can ultimately cost taxpayers far more than by confronting the issue squarely in the first place.
But it’s not just previous employers who have a responsibility in these instances.
In this litigious society, the burden also is on the employer to make sure they hire carefully. To protect themselves and taxpayers, public employers have no choice but to do extensive background checks, confirm references, and take the time to make sure they are not inheriting someone else’s problem, possibly at the cost of many tax dollars.