Excessive Discipline Protection Database

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    The goal of the EdPDLaw is to remove politics from law enforcement. This is an age old problem that plagues Departments nationwide. Many Departments and agencies recognize this problem and have taken steps in an attempt to rectify the problem.

    Politics have seeped into every aspect of law enforcement. Large police agencies hire Police Chief's from outside their departments in an attempt to curb the favoritism. They realize that favoritism is another type of discrimination which results in very large and expensive lawsuits for their agencies.

    Promotions are ideally to be given by merit. State agencies (Civil Service) have taken great pains to assure that promotional tests are fair and that only qualified candidates receive promotions.  However, when the candidtates are interviewed, the score is subjective.  Moreover, their have been Departments who initiate discipline against future candidates prior to calling for a test.  I am also aware of one that called for a promotional test and never posted it.  Subsequently, only 1 candidate showed up and took the test.

How is an officer determined to be qualified?

    Through his training and experience.

How does an officer receive his training?

    Through his schools.

Who decides which officers receives which schools?  

    The Department.  EdPDLaw recommends that each officer in a Department be permitted to take at least one non-mandatory class per year at the Departments expense.  If the Department is large enough, then 2 non-mandatory classes of the officers chosing should be offered.  This insures that every officer is qualified for the position they want and that training is not a decision making issue.

    There are officers that pay for schools out of pocket and use their time to attend.  This should not be necessary.

Does your state testing agency deduct points from your promotional score depending on the amount of discipline you have received?

    These are questions that you should know the answers to, sooner than later.

  Although many efforts have been made to remove politics from law enforcement, the efforts have started at the top. EdPDlaw starts at the bottom, and suggests preventative measures to shape your career and keep it heading in the direction you want it to go.  EdPDlaw helps you gather the tools you will need to succeed in your chosen career path.


    In the beginning every officer is equal; they all go to the Police Academy and receive the basic courses necessary to perform their assignments. From this point on the officer accumulates training and experience, both of which should be memorialized in his personnel file.

    Somewhere down the road the officer makes a career decision, whether it is to get a promotion, a day shift assignment, community police, join SWAT Team, narcotics, etc. This is where the problems start, when numerous officers start jockeying for the same positions.

    How is the decision made?

    When you first start out, you don't have the training that you need to advance, so how can you compete for these positions? You need to get sent to a class to gain the training to qualify you for the position you want.

    What if the Sgt./Lt. or other superior officer has already decided that there is someone else that they would prefer to have the position. Will you be sent to the school or will they?

    Who determines which schools you attend? Who has the final say?

    Have you ever wondered why there have been safeguards set in place to assure that promotional tests are fair?

    This is because the experienced officers who are denied these promotions have sought legal counsel and challenged their respective Departments on so many occasions that it has brought the problem to light and corrections have been instituted.    

Can a rookie challenge their Department and survive?

    Probably not, it would be career suicide.

    EdPDLaw recognizes this dilemma and has been developed for exactly this reason. The protections that are afforded are designed to be simple, started in the early stages of a career and designed to create the best personnel record possible for the officer. In the event that the officer needs his personnel file, he will already be aware of its contents.

If you do not keep your personnel file in top condition you will never reach a position where the State Agencies cannot interfere on your behalf.

    EdPDLaw has witnesses numerous horror stories, where an officer who is about to be disciplined learns there is prior discipline in his file that he had no knowledge of.  Know what is in your file.


    When it comes time to make decisions, the decision makers need to justify the decisions they make. There are two common ways that they do this. The first is that the candidate is "qualified", has received the necessary training and has some experience, usually by being involved in an incident and/or case that is similar to the assignment.

    The second is that the candidate has "great potential", i.e., has never been in trouble, has an outstanding record, numerous accolades and is very easy to get along with.

What happens when there is one position to fill and ten candidates who applied for the position? (Assuming that your Department even bothers to solicit resumes for the position)

    One person wins and nine lose. Feelings are hurt and the decision makers are put on the spot to justify their decision. Officer "A" got the position because he is a brown-noser, because he is the Chief's chauffeur, because he washes so and so's back.

    What happens when the rumors start to fly?

    People get angry, tempers and egos flare (the nature of the law enforcement beast), and then........discipline is imposed.

    Conduct Unbecoming an Officer

    This "one size fits all" charge wreaks havoc throughout law enforcement agencies nationwide. It is the second most used charge against officers (after Sick Time) and the most difficult to defend. There is almost no way to defend this charge as it is not defined beyond conduct that someone deems inappropriate for a law enforcement officer. This charge can garnish any discipline from a letter of reprimand to termination, or be escalated to a criminal charge of Official Misconduct.


    An equally abused charge in law enforcement. This charge is equally difficult to defend as it pits a superior against a subordinate.

    Is it hopeless?

    No. EdPDLaw has been developed to track these charges and the disciplinary trends of Departments and regions in an effort to identify and define these areas whereby reducing the ability of the Department to randomly use these charges against its members.

The two goals of the EdPD

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