It looks like a mismatch at first glance. And of course, OPD won the first round with a reported body slam to the pavement. But this could turn out to be a long match.
You can read the background information here at Olyblog by searching under Yoos.
Wrinkles: A quick review of the Olympia Police Guild contract with the City of Olympia reveals the following interesting items:
ARTICLE 22 - DASH-MOUNTED VIDEO SYSTEMS
To enhance the ability oflaw enforcement personnel to accurately document events, conditions, and statements made during traffic stops, arrests, critical incidents and other related contacts dash-mounted video and audio systems will be installed in all patrol vehicles. It is further agreed that the labor-management committee will be responsible for writing the specific department policy that will govern the use, timing, recording, records retention and destruction ofsuch recordings. The video system shall not record at all times when the patrol vehicle is in use, but shall be in operation as dermed by the department policy for the purposes described above. Officers shall not be required to wear or carry a remote microphone at any time. Officers will be allowed to view any such video recordings before making any written or recorded statements and may view the recordings while
writing reports related to the recordings.
That's an interesting bit. Too bad it did not appear to be in place to "capture" the first round of OPD v. Yoos.
The employee bill of rights that begins on Page 36 of this document lays out some very generous protections for the employee (police officer) who is under investigation of any wrongdoing. You can read these if you want to outraged about the potential for lack of accountability.
And in the unlikely instance of a complaint going anywhere, the evidence disappears per the terms of the contract as show below:
(c) Any complaint that is. not sustained will be retained no longer than the.current
year plus three years, unless otherwise required by law. Any sustained violation of City Policy or the Police Department General Orders, not listed below, resulting in a verbal, written warning or suspension of 5 days or less will be retained no longer than the current year plus three years, unless otherwise required by law. Any sustained complaint of criminal law violations, City administrative Guidelines .pertaining to harassment, substance abuse, workplace violence or the Police Department's policy regarding truthfulness or a single suspension of more that 5 days may be retained indefinitely. Removal of any item will be requested by the employee.
(d) The Employer will promptly notify an employee upon receipt o( a public disclosure request for information in the employee's personnel file. The Employer will also provide at least three (3) business days notice before releasing any requested documents. The Employer will allow the employee and the ,Guild the opportunity to legally object to unwarranted disclosures.
The new contract was signed on April 26, 2011 and is in effect through December 31, 2012.