Law Enforcement Employment Law Regarding Termination Essay

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Currently there are no federal laws governing employment contract of law enforcement, and in fact, law enforcement has yet to be professionalized or federalized in any way. This situation may change in the future as the quality of law enforcement in the United States is being increasingly called into question due to incidents like the one described in the sample scenario in which an officer has been repeatedly accused of unnecessary force and brutality. As an administrator, I would like to see this officer’s contract immediately terminated. I will be constrained mainly by the general Department of Labor fair labor standards, as well as any employment law considerations that appeal to specialized personnel. If the members of my department are members of a police union, then there could be some serious repercussions I would need to consider. For example, Friedersdorf (2014) points out that faulty arbitration procedures sometimes hinder a rightful termination rather than simply protecting employees from wrongful termination.

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“Too many cops who needlessly kill people, use excessive force, or otherwise abuse their authority are getting reprieves from termination,” (Friedersdorf, 2014, p. 1). I would gather as much information as I could that substantiated our claims that the officer had committed systematic wrongdoings and was a detriment to public safety. Due process considerations might help determine which issues to focus on when outlining and communicating the grounds for termination, as well as how to frame those issues as criminal misconduct (Jensen & Kim, 2015). Consulting with legal counsel would tremendously help us to successfully terminate the officer while also setting in motion procedures for changing the organizational culture that allows problems like these to happen in the first place.
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