Digusting loser, bully, liar and fraud Hummelstown
Police Officer Lisa J. Mearkle
Hummelstown police Officer Lisa J. Mearkle was charged with criminal homicide on Tuesday in the shooting death of 59-year-old David Kassick on February 2.
Mearkle shot Kassick as he laid face down on the ground in the snow, unarmed, during a routine traffic stop gone awry.
Officer Lisa J. Mearkle had attempted to pull Kassick over for an expired inspection sticker, but the situation escalated when Kassick attempted to flee from the officer.
Eventually Officer Lisa J. Mearkle caught up to the motorist close to his sister’s home where he was staying, but Kassick got out of the vehicle and fled on foot. As he was attempting to run away, he was incapacitated by the officer’s taser which she held in her left hand. With her right hand, she unnecessarily pulled out her service gun and shot the unarmed man twice in the back as he lay face-down on the ground.
The 36-year-old officer claims that she shot the unarmed man because he would not show his hands and she was concerned he may have been reaching in his jacket for a weapon, but the recording from the deployed taser paints a different picture.
“At the time Officer Lisa J. Mearkle fires both rounds from her pistol, the video clearly depicts Kassick lying on the snow covered lawn with his face toward the ground, furthermore, at the time the rounds are fired nothing can be seen in either of Kassick’s hands, nor does he point or direct anything toward Officer Lisa J. Mearkle,”
“Mr. Kassick is now dead as a result of a traffic stop, a routine traffic stop,” one of the family’s attorneys, Christopher Slusser, told the press. “He should not be dead. He should not have died as a result of that traffic stop. And the manner in which he was shot — you can infer from that what you will.”
Officer Lisa J. Mearkle is currently free on $250,000 bail. She faces potential charges ranging from misdemeanor involuntary manslaughter to felony first-degree murder depending on what the prosecution decides when she is formally arraigned. This monsters should be locked up in jail with no bail.
Psychologist Assesses Reasons for Seeking Job : Police Candidates Find Motives on Trial, But not all agencies get this kind of testing and how good is it?
A man whose bid to become a police officer was rejected after he scored too high on an intelligence test has lost an appeal in his federal lawsuit against the city.
Court OKs Barring High IQs for Cops
Polygraph Testing is not always used
In many cases, these people made it all the way through the hiring process until one of the last steps—a polygraph exam. Once sitting with a polygraph examiner, they admitted to a host of astonishing crimes, according to documents obtained by the Center for Investigative Reporting.
The records—official summaries of more than 200 polygraph admissions—raise alarms about the thousands of employees Customs and Border Protection has hired over the past six years before it began mandatory polygraph tests for all applicants six months ago. Read the full story
Proven fact we hired a lower quality officer
The Albuquerque Journal has posted an interesting analysis of five years of police shootings, between 2010 and 2014. One thing the paper found is that 39 percent of the shootings over the past five years were by officers who were hired between 2007 and 2009, a period “when APD changed its recruiting and hiring practices in an effort to bolster the ranks.”
“In its reports, the Commission found several problems with the selection process for hiring police officers, notably with regard to citizenship, psychological evaluation, and background investigations. In Guardians, for example, the Commission found that selection standards did not accurately measure qualities actually required for adequate performance as a law enforcement officer” See Recruitment, Selection, and Training for Police
Several corruption cases from larger cities, Detroit amongst them. It will show that in many instances corrupt behavior or gross misconduct could have been avoided by not hiring the involved officer in the first place. Problems with low minimum requirements, faulty background checks or flawed psychological exams created a situation where the problems were actually hired. By analyzing the hiring process, improvements can be made to hire better candidates who will be less likely to become involved in corruption. By making changes in the way recruiting/hiring is conducted the law enforcement community can reduce the number of corruption/misconduct cases. Research methods ranged from personal interviews, web searches to library research. The research conducted identified some serious flaws in the recruiting/hiring practices in the cities studied. For the most part, officers that were involved in corruption had problems prior to hiring that indicated they should not have been employed.
Read entire document
In addition, unqualified officers create problems for the agency and community in terms of complaints for excessive force, improper use of coercive activities, and inequitable police practices. Furthermore, the agency endures costs associated with both hiring and training of replacement officers and defending unnecessary and costly lawsuits. Together these factors have deleterious effects on police-community relations. Selection and Hiring of Quality Police Officers
One of the chief reasons for keeping standards low and not requiring some degree of higher education in new police recruits is that it is difficult to attract the number of candidates needed to keep up with the rate of attrition, which is a problem that even higher-paying agencies are experiencing that require post-secondary education or four year degrees in new officers.
Raising the Bar: Emphasizing Education in Law Enforcement Recruiting
Montoya under fire over police rejects
Latest batch of police recruits: People who admitted to second-degree assault, theft, gang membership, shoplifting, urinating in public.
Meet the rejects: People who claimed a drug- and alcohol-free past, law enforcement experience, federal security clearance, service in the armed forces.
Both sets of candidates passed all of the city’s required tests, including background investigations and psychological profiles, and qualified for the academy. Each had been placed on a hiring list after the Civil Service Commission approved them. Read the story
Favoritism, Cronyism, and Nepotism
The recent barrage of scandals — everything from favoritism in hiring to obstruction of justice by Los Angeles Sheriff’s Department one of the biggest
With all the bad cops giving good cops a bad reputation since less people are interested in becoming cops, they hire lower quality officers
Last Updated on 2 years by admin