You don't have to try to prove it.

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(05-30-2020, 07:23 PM)MalabarJag Wrote:

(05-30-2020, 06:53 PM)NYC4jags Wrote: Vetting isn't only about race. Of course I've laid this out already as well.  It's about identifying those officers that are in it for the adrenalin rush and get off on inflicting force. We've all known someone like this. Also identifying any other officer prone to have an issue with violence or a general imbalance/mental health issue.  Basic "temperament for the job" stuff.  

So yes, whether Chauvin or any of the other officers in this incident are racists is indeed irrelevant to whether or not you seek to improve vetting, bias training, and force/brutality training.  You seek to improve those things because that's what is required to move forward in the court of public opinion and there is simply no downside to improving those aspects of officer training.  We'll just disagree on whether it would make any difference apparently as you believe it wouldn't and I believe it would.

Vetting only works if the law allows it. Chauvin had a bad record, yet he was still on the force. Why? Why is it so hard to fire bad cops? Why is it so hard to fire bad government employees in general? I'm guessing unions have a lot to do with it. That contract agreement needs to be changed but the establishment politicians are too dependent on unions for campaign contributions to even think of asking for this change.

As far as bias training and force/brutality training I'd be very surprised if they don't already require annual (or more frequent) training sessions for the veteran cops along with ones for new cops, especially in Leftist-controlled city like Minneapolis. All the training in the world doesn't help if the cop ignores it.

It's interesting. I was talking with a buddy of mine who is on the force. He said they used to be much harder on police recruits at the academy. He said it was similar to the military, where they would try to break you under extreme amounts of stress. This helped weed out the weak and the mental cases. He believes this is one of the tools that needs to come back to properly screen candidates. I don't know if there's data to support this, but it makes sense on the surface.

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