- A perceived culture of impunity
- Anecdotal evidence of collusion with criminal gangs
- Persistent rumors of extra-judicial killings
- A total absence in some quarters of courtesy and people management skills and techniques
- Poor leadership and accountability
- Increasing signs of corrupt practices
- Intimidation using threats, verbal aggression and physical assaults
- Rogue officers demanding sexual favors from both men and women
- Inadequate fitness standards that sees many officers fall well below acceptable levels for operational efficiency
- Excessive use of police vehicles that are often driven in an aggressive manner with little or no reason other than to manifest naked power. Sirens and blue lights are routinely used to excess.
- Defensive management structures that appear to manifest little or no cognizance of the notion of public service
- A tendency to go for ‘the low hanging fruit’ and ‘the quick win’ as opposed to tackling serious organized crime and those elements at a higher level who are responsible for serious criminality
- A perceived aversion to investigating white collar crime
- As a publicly funded institution there is considerable disquiet about the increased politicization of the Police Service.
- Inadequate training in regards to the current best practice concerning investigation into crimes of a sexual nature, child abuse and various forms of cyber crime. Much could be learnt in this regard by liaising with centers of excellence such as: http://ceop.police.uk/
- Racial discrimination – Certain ethnicities appear to receive preferential treatment
Wednesday, 22 October 2014
Restoring Trust Essential for the Police Service of Trinidad & Tobago by Mark T. Jones
Policing around the world is under pressure and public scrutiny as never before. The demands on modern policing are such that effective and accountable leadership is essential. All too often management structures are unresponsive and those in senior roles reluctant to embrace change, let alone acknowledge failings and accept responsibility for inadequacies or serious misdemeanors. Many citizens around the world are keen to know precisely what the word ‘Service’ in the title ‘Police Service’ stands for in the modern age.
To citizens of Trinidad & Tobago the story in regard to the continued deterioration of public trust in the Police Service is a familiar one. Whilst there never were Halcyon Days when all was perfect, it is clear that there is a raft of issues and concerns that cannot simply be rubbished in the media, ignored and swept under the carpet. The charge sheet certainly makes disturbing reading:
A knee-jerk rejection of such concerns would speak volume of the defensive mindset of some in senior roles. In a democracy we ignore perceptions, misconceptions and anxiety at our peril. The issues that various demographics, ethnicities, economic groups and even some political party leaders are prepared to admit (even if in private) deserve to be taken seriously.
It would be utterly erroneous to portray the Police Service of Trinidad & Tobago as in some way irrevocably broken. There are a great many exemplary personnel doing a first rate job often in trying circumstances. It must not be forgotten that the vast majority of officers are imbued by a desire to perform their job in a professional manner, but are occasionally failed by those in roles of responsibility. Conduct and attitude in police stations across the country varies enormously and this is often down to those in charge as well as issues concerning governance, resources, operational priorities and the pressures to massage crime & detection figures. The challenge is to demonstrate that as a public service the police are strong on value and values and low on waste and misconduct. Effective training and the drawing on best practice both locally and in the form of services that share a similar tradition is vital if trust is to be restored. The police must strive to earn the respect of all citizens, and equally the public must never lose sight of the fact that every day police officers put their lives on the line in the quest to keep us all safe and uphold the rule of law. Working to protect and serve with pride is a constant challenge and requires first rate leadership, high morale and the trust and co-operation of the very citizens that the police are expected to serve and protect. If serious progress is to be made in addressing the current ‘trust deficit’ the Police Commissioner and the Minister for National Security will need to redouble their efforts and demonstrate a far firmer grasp and candor concerning current failings. It is also imperative that the Police Complaints Authority (PCA) be given real teeth that it has thus far been denied. A strong case could also be made for the establishment of a specialist Leadership Academy, one that nurtures the core values as well as the humility needed by those called on serve in the 21st century. Finally, in view of the unique role that the Police Service of Trinidad & Tobago plays in working to uphold law and order it is high time that a national monument be erected as a permanent memorial to all police officers who have killed in the line of duty.
The challenge is demonstrating that as a public service the police are strong on value and low on waste demonstrating that as a public service the police are strong on value and low on waste.
Wednesday, 8 October 2014
Q: I'm 5 months pregnant and I have been employed with a company for over 4 years now. Due to many complications in my pregnancy, I have to attend clinic regularly. However, my employer refuses to pay me for my clinic days because he’s not familiar with this being law. He even went as far as to get his consultant involved and apparently his consultant does not know about this either. I am beginning to think that I am the wrong one here; am I supposed to get paid for my clinic days or not?
A: Guide your employer to the Maternity Protection Act 1998:
- 7. (4) An employee who is pregnant and who has, on the written advice of a qualified person, made an appointment to attend at any place for the purpose of receiving prenatal medical care shall, subject to this Act, have the right not to be unreasonably refused time off during her working hours to enable her to keep the appointment.
- 7. (5) An employee who is permitted to take time off during her working hours, in accordance with subsection (4), shall be entitled to receive pay from her employer for the period of absence.
According to health professionals, reasonable prenatal visits should be:
• Weeks 4 to 28: 1 prenatal visit a month
• Weeks 28 to 36: 1 prenatal visit every 2 weeks
• Weeks 36 to 40: 1 prenatal visit every week
Now, if you’re having complications and your time off is more than this, then you may be hindering the operations of the company, and then I can see the employer having an issue. But that’s another complication by itself.
Thursday, 25 September 2014
Q: I would like to find out how long do you have to live with someone in Trinidad for the relationship to be considered common law?
A: You’re considered to be common-law as soon as you start living together (cohabiting). However, cohabitees do not obtain legal rights until they have been cohabiting for at least 5 continuous years, according to section 7 of the Cohabitational Relationships Act 1998 and section 2 of the Distribution of Estates Act 2000.