We have always considered law enforcement as a fraternity. We talk about brothers, sisters, and the blue tie that binds us together. However, are we acting like a caring family or a dysfunctional family? I have called this a vocation, a true calling; others refer to it as ‘job.’ Not trying to assail traditions but it is time we review our direction into the future.
We all have our rookie stories and the first-year gauntlets we travailed. Some were funny, lesson teaching moments in life and others were nearly criminal. Miyamoto Musashi (1584-1645) is attributed writing, “do nothing that is of no use.” Trainers and Field Training Officers (FTO) are encouraged to improve their instructional skills. Supervisors are encouraged by human resources to improve their interaction skills between them and subordinates. Nevertheless, should not we all, everyone in your department make the cognitive decision to treat all with respect and create that fostering environment? Now some of you know me and think, wait a minute, have you changed? No! I have not, it is just now that we should grow up and create a professional atmosphere. We refer to ourselves as a profession and we act like a bad frat house. Enough of the frivolity, we should create a productive climate for staff. It is bad enough we have to survive the streets but if the precinct creates another survival front, we need to rethink. Does your internal work environment foster a true feeling of fraternity or family for all of our staff?
The goal of supervisors is having employees who want to come to work and be happy with it, not fear it.
Occasionally, I am asked from readers and trainers about how much hazing is allowable. Why do we need to hurt others and instill ill behavior to begin with? If you treat your departmental family this way, how are you going to treat your citizens? Show me a toxic precinct and I will show you an area where nobody surrounding it is respected. If you treat your ‘family’ this way, how is your family treating others outside? No, I am not saying the newest recruits are street ready from the academy. They need direction and modeling. Yes, it is funny to leave the siren button on or those little things. Sometimes they do need to learn little lessons but do not let this interfere with the learning process.
Hurtful statements, physical and psychological hazing and lack of concern of well-being are no longer acceptable. Every department has their terms of endearment for each other, rookies, FNGs (fabulous new guy/girl), bosses, white-shirts and so forth. Derogatory names/labels and vicious verbal attacks are not needed. Stop the toxic statements. Hazing needs to be revisited. Of course, the FNG draws the worst jobs; it is often a learning experience. They need to know what it is like to have to stand guard over a crime scene. They should know the importance of directing traffic at a bad traffic accident. Most of these are lessons, to cover and manage a situation for others, not to offer busy work.
The lack of concern of fellow officers is a major breakdown within our family. Especially, during an officer suicide investigation is where we can unravel at the seams. What signs did you miss? What could I have done and then the finger pointing starts. Every police department has a story of self-destruction. Every department has the story of an officer that is drowning in debt, shattered relationships and divorces. Alcohol and drug abuse overlooked. Please do not forget the survivor guilt of the friend who thought about intervening but did not. This needs to stop and stop now. Modern departments drill into their leadership and supervisors all the human resources and employee assistance programs that are offered to their employees. Here are a few questions. Does every employee know what is currently available to them to help them in difficult times? I am not just speaking of the national hotlines; they are good and should be there. What are your departmental and local numbers? They need to be posted where all can see, for some may desire anonymity to seek help. Where are these agencies’ names and numbers? The Veterans Administration and the military are now waking up to the “22 a day” program. Now it is our time. Most are posted on the bulletin board and get covered up. They should be in every departmental mobile phone. They should be within fingertips on the desk of every boss. The signs of destruction should be taught in the academy and during in-service training.
Loss of our officers through suicide and self-destructive behaviors needs to be a priority. Do not call someone a brother or sister not unless you mean it. If you know them that well, then how do they take their coffee? Black or cream & sugar, how? Maybe they do not even drink coffee but hot tea. So, how well do you really know them now? Every one of us had that one old veteran officer who sat us down and told us how it was to make it through this department. Our old cop is retired and now who took up this challenge? The days of finger pointing at the newer generations are long gone. We cannot live and work in silos, we must function as that family team. It is not just one person’s responsibility any longer. We all need to make a difference. So, before you call another officer a brother or sister, make sure you know how to treat your family members.
William L. Harvey | Chief
William L. "Bill" Harvey is a U.S. Army Military Police Corps veteran. He has a BA in criminology from St. Leo University and is a graduate of the Southern Police Institute of the University of Louisville (103rd AOC). Harvey served for over 23 years with the Savannah (GA) Police Department in field operations, investigations and completed his career as the director of training. Served as the chief of police of the Lebanon City Police Dept (PA) for over seven years and then ten years as Chief of Police for the Ephrata Police Dept (PA). In retirement he continues to publish for professional periodicals and train.
