PHOENIX — The issue of granting second chances to police officers has raised serious concerns, as evidenced by several troubling incidents across the United States. In Minnesota, a police officer faced suspension for threats made during an unauthorized high-speed chase. Similarly, an officer in Paterson, New Jersey, was recorded throwing a handcuffed woman to the ground and choking her. In Little Rock, Arkansas, a patrol officer managed to accumulate 36 instances of sustained misconduct along with over 65 days of suspension without facing termination.
Alarmingly, each of these officers was later involved in fatal confrontations with civilians—not through shootings, but through interactions involving various methods of physical force, such as blows, physical restraints, or weapons considered less lethal. Experts emphasize that certain problematic behaviors—like patterns of excessive force and domestic violence—should raise red flags during the hiring or retention of law enforcement personnel. Unfortunately, the standards for disciplinary actions are inconsistent, and existing early-warning systems that are intended to identify officers at risk for misconduct often fall short.
The recent investigation by the Howard Centers for Investigative Journalism, in collaboration with multiple public agencies, examined hundreds of officers’ personnel records, citizen complaints, and training details from across the nation. The inquiry focused on a decade from 2012 to 2021, revealing troubling connections between past disciplinary actions and subsequent fatal encounters. This scrutiny highlighted that out of over 350 officers involved in around 165 deaths, several had previously faced disciplinary measures for violent, reckless, or criminal behavior.
Numerous cases came to light during the investigation, including officers previously reprimanded for excessive force against various demographics, including children or individuals in custody. Disturbingly, many had histories involving severe offenses, including domestic violence and sexual assault, yet they returned to active duty without any major repercussions—or with their positions intact.
Requests for interviews sent to the officers and police departments in question often went unanswered. Two officers expressed initial willingness but later declined to comment. Law enforcement experts, such as Vernon Herron of the Baltimore Police Department, pointed out that historical misconduct should serve as an early warning, suggesting that officers like Derek Chauvin—convicted of killing George Floyd—should have been flagged well before they escalated to fatal force.
Geoff Alpert, a professor with extensive research in police behavior, argues for the adoption of early-warning systems which track officers’ histories and performance to identify troubling patterns before they escalate to misconduct. These systems, endorsed by federal entities, could serve as valuable resources for improving policing, given they are implemented with oversight and aimed at rehabilitating officers rather than simply punishing them.
However, the reality is that evaluating officer performance is often inconsistent across departments. The lack of national standards makes accountability difficult, with many agencies worrying that documentation of misconduct could have legal consequences. While some retired officials advocate for universal policies based on various misconduct indicators, many departments still fail to require consistent record-keeping with regards to officer performance.
Faced with recruitment challenges, some police departments are reportedly willing to overlook troubling pasts when hiring new officers. For example, Jerry Burns, a deputy hired in Tennessee, had a checkered past that included previous violations of a zero-tolerance policy but was brought on board nonetheless. Tragically, four months later, he was involved in a violent incident that resulted in a suspect’s death.
Other troubling cases include officers who had been terminated for conduct issues but later rehired, only to engage in further questionable behavior. For instance, an officer in Minnesota faced suspension yet continued to act dangerously, leading to a fatal encounter involving a Taser.
Similarly, in Paterson, Officer Michael Avila only received a brief suspension for previous misconduct yet later faced accusations related to the death of a mentally distressed individual after being restrained. Yet another officer, David Green of Little Rock, Arkansas, faced multiple suspensions for various infractions, including domestic violence, but continued to serve until ultimate termination for unrelated misconduct.
As cases like these shape the conversation around police accountability, community safety, and the retention of problematic officers, many call for a reassessment of the systems in place to evaluate and oversees law enforcement personnel. The end goal of public trust and safe communities remains paramount as discussions evolve around necessary changes within the policing framework.