Law Enforcement

FBI, DOJ Probing St. Louis Police Conduct During Protests

Officer.com - Tue, 11/21/2017 - 07:10
The FBI and federal prosecutors are investigating police conduct during protests after September’s acquittal of the St. Louis officer for a fatal 2011 shooting.
Categories: Law Enforcement

Missing Adult

Sheriff - Hillsboro County (Tampa, FL) - Tue, 11/21/2017 - 04:48
He was last seen on November 18.
Categories: Law Enforcement

Missing Endandered Adult

Sheriff - Hillsboro County (Tampa, FL) - Tue, 11/21/2017 - 03:25
Anyone with any information reference Nyberg's whereabouts is asked to call the Hillsborough County Sheriff's Office.
Categories: Law Enforcement

Missing Adult

Sheriff - Hillsboro County (Tampa, FL) - Tue, 11/21/2017 - 03:05
He was last seen a week ago.
Categories: Law Enforcement

Hit And Run Fatality

Sheriff - Hillsboro County (Tampa, FL) - Tue, 11/21/2017 - 01:56
A Crime Stoppers tip led to the discovery of the pickup truck with damage consistent with the collision that killed Linda Fisher.
Categories: Law Enforcement

SP Cortlandt - State Police ask for public assistance in identifying robbery suspect

State - NY Police - Mon, 11/20/2017 - 20:15
The New York State Police at Cortlandt are attempting to locate the suspect shown above who robbed the Boost Mobil store located at 2093 E. Main Street, Cortlandt, NY, 10567.
Categories: Law Enforcement

SP Kinderhook - Kinderhook man arrested for domestic violence on second consecutive night

State - NY Police - Mon, 11/20/2017 - 18:43
Kinderhook, New York - On November 20, 2017, the New York State Police from the Kinderhook barracks arrested Jeffrey A. Thebodeau, age 41, of Kinderhook, for Criminal Contempt in the 1st Degree, a Class E Felony, Unlawful Imprisonment in the 2nd Degree, a Class A Misdemeanor, and Menacing in the 3rd Degree, a class B Misdemeanor. 
Categories: Law Enforcement

Manhunt for Accused PA Cop Killer Continues, 1 Man Arrested

Police Magazine - Mon, 11/20/2017 - 18:22

While the manhunt for the accused killer of New Kensington, PA, Officer Brian Shaw continues, one man has been arrested in connection to the shooting.

Criminal complaints filed over the weekend said Officer Shaw, 25, pursued a passenger who jumped out of an SUV he tried to stop instead of pursuing the vehicle and died a short time later after being shot during the foot chase. The alleged driver has reportedly been arrested.

Tavon Jamere Harper, 27, of New Kensington, identified his passenger as Rahmael Sal Holt, 29, the complaints said, reports the Valley News Dispatch.

Holt is accused of firing multiple shots that wounded Shaw, police said.

Harper was arrested Sunday on fleeing and drug charges. He does not face charges in connection with Shaw's death.

The manhunt continued Monday for Holt. And the reward continues to grow for information leading to Holt's arrest, the Tribune-Review reports. The New Kensington Retired Chiefs pledged an additional $1,500, and the PA Crime Stoppers pledged $10,000, bringing the total reward to $55,000 for information leading to Holt's location and arrest, state police said Monday.

 

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Categories: Law Enforcement

AG Sessions Announces $98 Million to Hire Community Policing Officers

Police Magazine - Mon, 11/20/2017 - 17:22

Attorney General Jeff Sessions today announced $98,495,397 in grant funding through the Department of Justice's Office of Community Oriented Policing Services (COPS Office) COPS Hiring Program (CHP). The Attorney General announced funding awards to 179 law enforcement agencies across the nation, which allows those agencies to hire 802 additional full-time law enforcement officers.

"Cities and states that cooperate with federal law enforcement make all of us safer by helping remove dangerous criminals from our communities," said Attorney General Jeff Sessions. "Today, the Justice Department announced that 80 percent of this year's COPS Hiring Program grantees have agreed to cooperate with federal immigration authorities in their detention facilities. I applaud their commitment to the rule of law and to ending violent crime, including violent crime stemming from illegal immigration. I continue to encourage every jurisdiction in America to collaborate with federal law enforcement and help us make this country safer."

CHP provides grant funding directly to state, local, and tribal law enforcement agencies to support hiring additional law enforcement officers for three years to address specific crime problems through community policing strategies.

In September, the Justice Department announced additional priority consideration criteria for FY2017 COPS Office grants. Applicants were notified that their application would receive additional points in the application scoring process by certifying their willingness to cooperate with federal immigration authorities within their detention facilities. Cooperation may include providing access to detention facilities for an interview of aliens in the jurisdiction's custody and providing advance notice of an alien's release from custody upon request. Eighty percent of the awarded agencies received additional points based on their certifications of willingness to cooperate with federal immigration authorities.

The complete list of award recipients can be found here.

The COPS Office awards grants to hire community policing officers, develop and test innovative policing strategies, and provide training and technical assistance to community members, local government leaders, and all levels of law enforcement. Since 1994, the COPS Office has invested more than $14 billion to help advance community policing.

 

 

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Categories: Law Enforcement

Texas Border Patrol agent killed in apparent attack

Police One - Mon, 11/20/2017 - 17:19

Associated Press

VAN HORN, Texas — Authorities were scouring West Texas on Monday for those behind an apparent attack that killed one U.S. border agent and injured another.

U.S. Customs and Border Protection issued a statement Sunday that was thin on details about what happened, saying the two agents "were responding to activity" while on patrol near Interstate 10 in the area of Van Horn, which is about 30 miles (48 kilometers) from the border with Mexico and about 110 miles (175 kilometers) southeast of El Paso.

CBP spokesman Douglas Mosier said 36-year-old agent Rogelio Martinez and his partner were transported to a hospital, where Martinez died. Martinez's partner, whose name hasn't been released, is in serious condition.

Elected officials referred to it as an attack, with Gov. Greg Abbott tweeting that "resources must be increased to prevent these attacks in the future." And Republican Sen. Ted Cruz also referred to it as such, saying in a news release: "We are grateful for the courage and sacrifice of our border agents who have dedicated their lives to keeping us safe."

At a Cabinet meeting Monday, President Donald Trump offered his condolences to Martinez's family and said the wall he has promised to build along the border between the U.S. and Mexico is on the agenda.

Trump said the injured agent was "brutally beaten and badly, badly hurt" but "looks like he'll make it."

Authorities haven't said whether they have any suspects or whether they think smugglers or people who were in the country illegally were involved.

Kevin McAleenan, acting commissioner of CBP, said in a letter sent to border agents that Martinez was unconscious when agents found him, with "multiple injuries" to his head and body.

Jeanette Harper, FBI spokeswoman for the El Paso field office, told the San Antonio Express-News only that Martinez and his partner were "not fired upon." The FBI has taken over the investigation.

Border Patrol records show that the agency's Big Bend sector, which includes the area where Sunday's attack took place, accounted for about 1 percent of the more than 61,000 apprehensions its agents made along the Southwest border between October 2016 and May 2017. The region's mountains make it a difficult area for people to cross illegally into the U.S. from Mexico.

The Border Patrol website lists 38 agents, not including Martinez, who have died since late 2003 — some attacked while working along the border and others killed in traffic accidents. Martinez is the second agent to have died this year.


Categories: Law Enforcement

Border Patrol agent killed in apparent Texas attack

Police One - Mon, 11/20/2017 - 17:19

Associated Press

VAN HORN, Texas — Authorities were scouring West Texas on Monday for those behind an apparent attack that killed one U.S. border agent and injured another.

U.S. Customs and Border Protection issued a statement Sunday that was thin on details about what happened, saying the two agents "were responding to activity" while on patrol near Interstate 10 in the area of Van Horn, which is about 30 miles (48 kilometers) from the border with Mexico and about 110 miles (175 kilometers) southeast of El Paso.

CBP spokesman Douglas Mosier said 36-year-old agent Rogelio Martinez and his partner were transported to a hospital, where Martinez died. Martinez's partner, whose name hasn't been released, is in serious condition.

Elected officials referred to it as an attack, with Gov. Greg Abbott tweeting that "resources must be increased to prevent these attacks in the future." And Republican Sen. Ted Cruz also referred to it as such, saying in a news release: "We are grateful for the courage and sacrifice of our border agents who have dedicated their lives to keeping us safe."

At a Cabinet meeting Monday, President Donald Trump offered his condolences to Martinez's family and said the wall he has promised to build along the border between the U.S. and Mexico is on the agenda.

Trump said the injured agent was "brutally beaten and badly, badly hurt" but "looks like he'll make it."

Authorities haven't said whether they have any suspects or whether they think smugglers or people who were in the country illegally were involved.

Kevin McAleenan, acting commissioner of CBP, said in a letter sent to border agents that Martinez was unconscious when agents found him, with "multiple injuries" to his head and body.

Jeanette Harper, FBI spokeswoman for the El Paso field office, told the San Antonio Express-News only that Martinez and his partner were "not fired upon." The FBI has taken over the investigation.

Border Patrol records show that the agency's Big Bend sector, which includes the area where Sunday's attack took place, accounted for about 1 percent of the more than 61,000 apprehensions its agents made along the Southwest border between October 2016 and May 2017. The region's mountains make it a difficult area for people to cross illegally into the U.S. from Mexico.

The Border Patrol website lists 38 agents, not including Martinez, who have died since late 2003 — some attacked while working along the border and others killed in traffic accidents. Martinez is the second agent to have died this year.


Categories: Law Enforcement

State Police investigate fatal accident in Marion

State - NY Police - Mon, 11/20/2017 - 17:14
On November 20, 2017, at approximately 1:09PM  the State Police responded to Marion East Williamson Road in Marion for a report of a vehicle off the road, in a creek.
Categories: Law Enforcement

New Evidence Found in Baltimore Detective's Killing

Police Magazine - Mon, 11/20/2017 - 17:08

Armed with new autopsy findings, Baltimore Police investigators returned Monday to the scene where Det. Sean Suiter was fatally shot last week and said they had found "additional, significant" evidence, reports the Baltimore Sun.

"I'm very encouraged by the recovery of this evidence," Police Commissioner Kevin Davis said at a Monday afternoon news conference, declining to elaborate on what was discovered. "I think it's going to help us identify the killer."

Davis said the new findings were the result of an autopsy completed over the weekend, which formally ruled his death as a homicide by shooting.

The crime scene was held through the weekend, as Suiter’s body was not taken for an autopsy until Saturday afternoon because his organs were donated. Davis said autopsies often provide new theories about the crime, including bullet trajectory and the shooter’s proximity to the victim, and that required the scene be held.

Davis also said the discovery of new evidence bolstered his decision to keep the area around the Harlem Park crime scene locked down through the weekend. "I would much rather endure some predictive criticism from the ACLU and others about that decision, than endure a conversation with Detective Suiter's wife about why we didn't do everything we possibly could do to recover evidence and identify the person who murdered her husband," Davis said.

The reward for tips leading to an arrest and conviction remains at $215,000, which is believed to be an unprecedented reward amount in Maryland.

 

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Categories: Law Enforcement

Video of Ala. K-9 doing pushups alongside officers goes viral

Police One - Mon, 11/20/2017 - 16:56

By PoliceOne Staff

GULF SHORES, Ala. — A seven-second video featuring a K-9 doing pushups in sync with two police officers has gone viral.

AL.com reports that two-year-old K-9 Nitro, who joined the Gulf Shores PD in February, joined Officers William Cowan and Ben Hancock as they did push-ups. The video has gained more than 60,000 views since it was posted on Saturday.

The video was made to promote an anti-car theft campaign called the “9 p.m. routine” - reminding people to remove their valuables from their cars at night to prevent theft. The campaign was started by the Paso County, Florida, Sheriff’s Department and has reportedly reduced the number of thefts there.

(function(d, s, id) { var js, fjs = d.getElementsByTagName(s)[0]; if (d.getElementById(id)) return; js = d.createElement(s); js.id = id; js.src = 'https://connect.facebook.net/en_US/sdk.js#xfbml=1&version=v2.11'; fjs.parentNode.insertBefore(js, fjs); }(document, 'script', 'facebook-jssdk'));

It’s 9:00 PM #GulfShores! Go ahead and follow the #9PMRoutine. ??????????? K9 Nitro, Officer Cowan and Officer Hancock are getting warmed up and ready to apprehend any bad guys that break the law!

Posted by Gulf Shores Police Department on Saturday, November 18, 2017


Categories: Law Enforcement

Fatal Crash in Herkimer County

State - NY Police - Mon, 11/20/2017 - 16:55
State Police in Herkimer are investigating a fatal one-car crash on Roberts Road in the Town of Litchfield.

 

Categories: Law Enforcement

Ford unveils first plug-in hybrid police car

Police One - Mon, 11/20/2017 - 16:46

By PoliceOne Staff

NEW YORK — The Ford Motor Company recently unveiled its first plug-in hybrid patrol vehicle.

CNET reports that the Ford Special Service Plug-in Hybrid Sedan will have a 7.6 kWh battery and is capable of driving up to 21 miles on battery alone at speeds up to 85 miles per hour.

The battery will take an estimated 2.5 hours to charge on a Level 2 charger.

The interior features “anti-stab plates” in the seats. Agencies can also add additional features such as spot lamps and the ability to turn off interior lighting for surveillance purposes.

Orders for the vehicle will open in December, and delivery is expected to start next summer.

Our very first plug-in #hybrid police vehicle, the Special Service Sedan, gives officers, fire chiefs, detectives & other government personnel alike the chance to get through entire shifts both gas and emissions free. #EV pic.twitter.com/IdZ1TZxdJ5

— Ford Motor Company (@Ford) November 20, 2017


Categories: Law Enforcement

How to build a diverse police force: Lessons from the corporate world

Police One - Mon, 11/20/2017 - 16:08

Editor's note: This special coverage series, Recruitment & Retention Crisis: The Struggle to Hire – and Keep – Good Cops, will take an in-depth look at the recruitment and retention challenges currently facing police agencies, share potential solutions to the crisis and highlight best practices progressive PDs are deploying to bolster their ranks. Watch for further installments of this series throughout the rest of 2017.

By Simma Lieberman

The corporate world is asking, “How do we recruit, engage and retain a diverse workforce?” Diversity is not just a good idea today. It is a business imperative if companies want to stay competitive and innovative.

What could law enforcement learn from the business world to increase diversity among its ranks? This article identifies common mistakes in diversity recruitment, perceived obstacles and best practices by organizations.

Common mistakes in diversity recruitment

Organizations make two mistakes when it comes to diversity recruitment:

1. Company photo diversity

The organization only considers the visible dimensions of diversity: primarily race and gender. The company photo looks good, but everyone thinks the same.

Differences that include sexual orientation, geographic background, thinking and communication style, work function, ability and disability, religion and work style are not valued and are even discouraged.

This is a very narrow definition of diversity and offers little or no value to the organization in terms of new ideas, creativity and innovation.

2. Diversity by numbers

Again, diversity is defined by what you can see. Demographics reflect the outside community, but it is only at the lower or entry levels. There is little or no diversity as you move up into management.

When questioned about diversity in their organization, leaders point to all the numbers. Every year they have good numbers, but the people are constantly changing.

Employees leave and get jobs where there is a value of diversity at all levels and they are encouraged to move up in the ranks.

Addressing diversity challenges

To be a successful organization in today’s culture, you need to create an environment of inclusion where people feel valued and integrated into a company’s mission, vision and strategy at all levels.

When employees’ skills and knowledge are recognized, appreciated and utilized, they are more engaged in contributing to an organization’s success. They are more willing to go the extra mile and share ideas and innovation. The visible and invisible dimensions of diversity that they bring are used as resources for success and growth. In order to create an inclusive work environment, you need a diverse workforce.

Assess your need. Clarify your definition of diversity. Include the visible as well as the invisible dimensions. Conduct a culture assessment of your organization, department or function using focus groups, interviews or surveys. Determine whether one or all of these methods would be most appropriate. Get feedback from the community and identify the needs of any potential end users.

Develop a strategy and implementation plan for a diversity/culture change initiative. Any culture change must be driven by senior management, and include the whole organization. Address all systems and processes including recruitment, employee engagement, retention, promotion and performance evaluation.

Barriers to success

There are three reasons why organizations drop the ball and don’t move forward.

1. Analysis and data nullification

When the assessment is completed and data analyzed, leadership is in denial about the results. Employees lose any trust or hope developed as a result of participating in the assessment. Leadership places blame on employees for having a hidden agenda.

2. Short-cut solution

Leadership listens to the report and decides that hiring a member of one of the underrepresented groups is the answer. They conduct an executive search for the best and brightest and declare a solution found. There is no need and no time for any long-term strategy.

3. Diversity holding pattern

Executive leadership holds a strategy meeting, which results in good ideas or long-term vision, but there is no process of accountability or steps to implement specific actions. Other than discussing the need for more diversity in the organization, there is no plan to change employee recruiting and retention methods.

Recruitment strategies with diversity in mind

Organizations can deploy several strategies to improve diversity recruitment:

1. Create a diverse pool of candidates

If you are serious about implementing a diversity/culture change initiative, you must create a diverse pool of candidates. If you always recruit from the same places, with the same methods, you will always get the same people.

In today’s competitive market, you need to be creative. You have to go where the candidates are and have a long enough lead-time to get a good selection of candidates.

Consider the following:

Research and develop a list of schools that historically have large numbers of women, people with disabilities, and people from different cultural, ethnic and racial backgrounds. Send recruiting teams to those schools. Attend career days at middle and high schools and come prepared to discuss the benefits of working for your organization and your industry. Goldman Sachs began a program in 1998 called GS Scholars to introduce high school students from historically underrepresented groups to business and finance as a career option. Employers from the publishing industry have participated in career days and gone into middle schools in racially diverse areas to interest students in book and newspaper publishing. When GE Nuclear couldn’t find enough qualified college graduates in nuclear engineering, they began to send recruiters to high schools to get people interested in the field before they went to college. Contact student groups on mainstream campuses and ask them to suggest the best candidates or include notices about your organization in their newsletters or other vehicles for communication. Develop relationships with diversity-related organizations (e.g., Black Student Union, Native American Students Organization, Asian-American Student Union, LGBT organizations, etc.) and sponsor events. Send a diverse team to meet with people at schools and other recruiting sites and build relationships so your organization will be the agency of choice to apply to work. Develop relationships with diverse community organizations and let them know about the opportunities in your organization.

Diageo has sponsored LGBT events during Gay Pride Week in San Francisco and has used marketing and PR people who specialize in the LGBT market.

Sodexho, a food and facilities management services company, in partnership with the US Pan Asian American Chamber of Commerce and the SODEXHO Pan Asian Network Group, has set up a scholarship for Asian American college juniors who are also involved in community service.

Identify new ways of reaching target markets. In 2002, Nurses for a Healthier Tomorrow, a not-for-profit coalition of 37 nursing and health care organizations, ran promotions in 436 movie theaters before films like “Spiderman” and “Star Wars” in order reach a young market who might not have thought about nursing as a career.

2. Clearly communicate your recruitment process

Your criteria for interviewing and hiring should be based on qualifications and not just because you are more comfortable with someone who went to the same school, practices the same religion or shares your gender or sexual orientation. Have a diverse panel conduct interviews so you can get other perspectives.

Include diversity as part of your mission statement and display it on your website and marketing material. One of the first things a potential recruit will do in researching your organization will be to look at your website. If it does not state and show a high value for diversity, there is a good chance that recruit will look elsewhere.

Diversified Maintenance Services, a facilities service organization, mentions the diversity of their management team in the first sentence of their mission statement. “Diversified Maintenance Services, Inc. (DMS) has a diverse multicultural management team with decades of combined management experience, unique in their unparalleled vision and expertise.”

Market your diversity initiative throughout the organization so the word gets out that your environment is a great place for everyone to work. Identify any changes your organization has made regarding diversity and how diversity goals are being met.

3. Change perceptions about your profession

Identify stereotypes of people who work in your industry and develop strategies for changing perceptions:

Use more inclusive language and visuals in rule books, training and recruiting materials. Make sure all pronouns aren’t female in industries like nursing and that all pronouns are not male in industries like law enforcement.

Johnson and Johnson created a “discover nursing” campaign featuring male and ethnically diverse nurses in television commercials.

Be aware of your own biases and stereotypes and their impact on the environment. Participate in high-level diversity training. Create processes to make people who are different from you feel welcome and included in your organization, and then use the media to alert potential employees that you are a welcoming, inclusive employer.

Organizations like PriceWaterhouseCoopers and Wellpoint advertise in “Diversity, Inc.” and market the diversity of their employees as strength. This not only increases their customer base but it helps promote them as employers of choice.

Mentor people who are a different gender or from different cultural or ethnic backgrounds. It will help you become more comfortable with other people and will help your staff grow in their careers. Incorporate ideas from other cultures to solve problems and be more innovative.

4. Implement policies that support diversity recruitment

Use resources that are already in place and research what other organizations have done to be successful. Implementing the following policies will support your diversity recruitment:

Develop relationships with employee affinity groups and keep them apprised of any openings. Provide cross-cultural communication training to help staff work well together and serve the client population more effectively. Survey and interview staff across demographics to determine their needs in order to create a strategic plan for retention and increased recruitment under represented populations. Rethink your beliefs that a candidate should always have direct eye contact, be a certain weight or height, speak the way you do, have children, be single, lead in a certain way, not be hearing impaired, etc. Outside of physical requirements for being able to do the job, don’t let your biases exclude excellent candidates. Examine your definition of leadership qualities to include ways in which people with different thought processes and communication styles can lead. If you have been hierarchical in the past, start learning that people with consensus styles can also be effective leaders and do not exclude them from the recruiting process. Conduct exit interviews and identify patterns and themes if they exist. Be willing to change to accommodate and use new ideas and creativity. Use a recruiting team trained in diversity and inclusion awareness.

The Compass Group, a hospitality and facilities management corporation, trains their recruiters so they can communicate and interest diverse candidates. They know that the recruiters are the frontline people and how they interact with potential candidates can be the deciding factor in how that candidate will follow up.

About the author Consultant Simma Lieberman is known as “The Inclusionist,” because she creates inclusive workplaces where employees love to do their best work, and customers love to do business.

Simma is a member of two diversity think tanks, a former co-chair of the San Francisco Regional Chapter of Out and Equal, and former board member of the Northern California Chapter of the National Speakers Association. She is the president of the Northern California Chapter of Society for the Advancement of Consulting, and an inductee to the Million Dollar Consultant Hall of Fame.

Contact Simma at Simma@Simmalieberman.com or visit http://simmalieberman.com/ for more information.


Categories: Law Enforcement

Texas Offers $20,000 Reward in Murder of Border Patrol Agent

Officer.com - Mon, 11/20/2017 - 15:46
The state offered $20,000 reward on Monday for information leading to the arrest and conviction in the murder of U.S. Border Patrol Agent Rogelio Martinez in the remote I-10 corridor in West Texas.
Categories: Law Enforcement

Students at Brooklyn College Want to Ban NYPD from Using Bathrooms

Police Magazine - Mon, 11/20/2017 - 15:32

Brooklyn College is kowtowing to some students who oppose the NYPD by directing officers who need a bathroom break to the broken-down facilities in a building on the far edge of campus.

Amid a planned petition drive to ban officers from the taxpayer-funded campus, Donald Wenz, the school’s director of public safety, told the student newspaper The Excelsior that he’s trying to keep New York’s Finest out of sight.

While Wenz said all of the school’s restrooms were technically open to officers, the college prefers they stick to those in the isolated West End Building, “rather than walking across either quad to use the bathroom.”

A visit by The Post to the first-floor men’s room in the WEB — located past the school’s tennis courts and next to its athletic field — revealed a broken toilet with a hideously stained seat and an “OUT OF ORDER” sign taped to the door of its stall.

Several students told The Post they and their pals shared the sentiment, with a 21-year-old senior explaining that “people get triggered” by police officers.

“I know students from every background and across every major,” she said. “They don’t feel comfortable around cops. They just don’t. It makes safe spaces feel not so safe.”

 

 

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Categories: Law Enforcement

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