Personnel and Union issues and relations

 

There is no better asset a police department has than its people. The proper management is key to keeping them safe, productive, and having a feeling of worth we all want to have.  Training on human resource issues should be part of any police chief’s job description but many times training such as this has to take a back seat to the many many other trainings and issues the chief faces daily. Unfortunately the lack of knowledge or the misstep can have devastating results for the employee, and the department. Discipline is usually one of the least desirable jobs a police supervisor or chief has to perform but it is as necessary as any other task.  Discipline in its many forms must be systematic, progressive and there are many specific steps that need to be followed.  Failure to discipline properly can have devastating implications toward the employee and the chief and it must always be performed to withstand the scrutiny of arbitration.  

 

L.E.S.(Commissioner/Sheriff Miller) has had years of experience and training into handing a police departments greatest resource. Commissioner/Sheriff Miller has had formal training on human resource issues such as FMLA, FLSA, EEOC and hiring and firing of employees, along with police arbitration related trainings. Patrolman Miller was an executive board member of the Fraternal Order of Police Star Lodge 20 and as a board member engaged in numerous contract negotiations with the city. Commissioner/Sheriff Miller was engaged in negotiating contracts from the management’s perspective. Contract interpretation is always a key factor in understanding management rights vs contractual language but in the last 14 grievance arbitrations, Commissioner/Sheriff Miller has had a favorable outcome for the municipality in all 14 decisions. 

 

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