Burbank Police Charged With 6th Racial Discrimination Lawsuit

It’s tragic to think that to this day, a lot of people still judge others based on color and not on character. Racial discrimination, even after all the laws that have been enacted to protect people of diversity, persists to this day. Even a decorated and awarded Asian-American police detective is not spared.

Evidently, not even excellent performance can change the way some people’s minds work or eliminate hate and bigotry. Despite Dunn’s achievements and recognitions such as being awarded the Medal of Valor as a Los Angeles Police Department officer, 1999 Top Cop Award from President Bill Clinton, 2007 Organized Crime Drug Enforcement Task Force Award and the Professional Esteem Award from the Burbank City Council, he was subjected to racial taunts and discouraged from joining the narcotics unit because he was not white.

Police Detective Christopher Lee Dunn filed a civil case against the Burbank Police Department (BPD), alleging racial discrimination and retaliation before being unlawfully fired. Dunn’s lawsuit is seeking civil penalties and compensatory damages.
Dunn alleges that he experienced discouragement, racist jokes and comments, undesirable assignments and harassment despite his promotion as well as having more narcotics seizures than any other Burbank officer.

A case in 2007 against him was filed but later on recanted. Nevertheless, Dunn was first transferred to another unit and then placed on paid administrative leave. He was later on fired on charges that he interfered with the investigation and for insubordination.

Dunn is the sixth officer to come forward about the BPD’s treatment, just last May, five Burbank police officers also sued the department for allowing a work environment where discrimination and sexual harassment is rampant.

The six officers who complained that slurs about race, ethnicity and sexual preferences were constantly directed at them, their colleagues, suspects and the public at large. One female officer was also reportedly threatened with anal sex as punishment.

What’s more repulsive and disturbing about the entire lawsuit filed is the fact that police officers are supposed to serve and protect – but how can they truly serve and protect if they see color and not people?

One of the laws these police officers have been sworn to uphold is Title VII of the Civil Rights Act of 1964. This law protects individuals against employment discrimination on the bases of race and color, as well as national origin, sex, and religion.

Title VII prohibits not only intentional discrimination, but also practices that have the effect of discriminating against individuals because of their race, color, national origin, religion, or sex.

Despite being law enforcers, police officers are not the law. And they should do their best to uphold and respect the law especially when it comes to treating everybody, regardless of race, creed or color, the respect and dignity that they deserve.

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Discrimination Suits Hit Record High

Among the most common work issues is discrimination. It has been a societal dilemma since time immemorial.

The U.S. Equal Employment Opportunity Commission has reported a 15% increase or 15,000 more cases involving workplace discrimination.

EEOC Acting Chairman Stuart J. Ishimaru, in its statement, revealed that he has not seen such an increase in magnitude. He could not however say if it signified a trend although he admitted that employment discrimination remained a persistent problem.

Recession has even fueled the increasing number of discrimination cases. Older workers had been badly hit by this. Eileen Applebaum, visiting scholar at the Center for Economic and Policy Research, said that laying off an older worker means more savings on the company than laying off a younger worker.

Racial discrimination has been the most frequently filed discrimination case with 35.6% or an 11% increase from 2007.

Retaliation ranked second increasing by 22.6% from 2007 while cases on sex discrimination increased by 14%.

EEOC, however, admitted that recession could not only be the factors for the increasing complaints on discrimination. Factors such as diversity in the workforce, awareness on employment laws and systematic litigation are contributory to these alarming numbers.

The recent data relayed to by the EOCC covered only up to September 2008. Hence, a more alarming data is yet to come.

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Discrimination and Harassment Claims

Not all employment discrimination or harassment claims have their merits. These cases must be well supported by sufficient and credible evidences to flourish and subsequently succeed in court.
The plaintiffs must see to it that their allegations are valid and that they were able to document the violations of their employers to have better chances of winning their lawsuits. It will also be helpful if they managed to find some witnesses to testify on their behalf. Otherwise, their cases may just put them in a much problematic situation.
In a recent decision on a racial discrimination and retaliation appeal filed by an employee, the California Court of Appeal 4^th Appellate District Div. Two has affirmed the court’s decision. The verdict ordered the plaintiff to pay for the fees of his employer’s attorney amounting to more that $40,000. Such verdict of the appellate court was due to the plaintiff’s filing of a frivolous case.
The plaintiff is employed in the City of Colton’s wastewater division. He filed a complaint after allegedly been demoted following a workforce reduction. He is contested that his demotion is due to his race.
After all the matters related to the case have been discussed and argued in the trial, the court found out and agreed that the job demotion of the plaintiff is on a legal basis. This includes his prior accusations.
In the decision, the appellate court quoted that budget deficit has been the primary cause of the reduction of the workforce and not any form of discriminatory practices.
Now, this particular case may implicate the intricacy of the law in relation to employment discrimination and harassment claims. Due to the plaintiff’s insufficient legal background and understanding of the consequences of filing a frivolous case, he is now to face a more serious problem of paying amounts.
The lesson; appointing a credible and highly experienced employment lawyer is necessary in any labor case. A legal advocate, expert in handling this particular type of case will prevent you from further pursuing a case without being properly documented and planned.

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Was racial discrimination on the job more subtle at present?

Racial discrimination still exists in many workplaces!
At present a large differences among racial groups continued to exist, despite the clamor for its elimination. In fact it continued to exist in workplaces, universities, public office, health sector and business sector.
Many racial groups have experienced severe and pervasive denial of the basic civil, political, economic and social privileges.
Most particularly in workplaces, racial discrimination has played much relevance in the hiring process of a prospect job applicant. Several complaints for a job turn down have been lodged in employment sector in this particular issue alone.
In relation to this, several employees have made an outcry for being treated unfairly in reference to job promotion, transfer, and training and development opportunities. They have not been given a fair chance of enhancing their career or lives as well.
Some have experienced demotion and in extreme cases even lost their job. They don’t feel that their job assessment have been treated on their merits. To some they were retrenched or were on the first line of employees who will be kicked-out on the job in cases of redundancy.
Many have felt discomfort in their workplaces for being unequally treated. When some irregularities have happened on the job, the biases against race have butt in. Some have been constantly singled-out as the culprit by reason of their distinct race.
In administrative proceedings or investigation (within the workplace) brought about by an aggrieved employee against his or her superior, a large number of complainants have experienced injustices. Their concerns have not been heard sincerely, and much more the hearing in itself is working against them.
All these were a sullen experience that racial discrimination has brought about in our system and society in general.
So a best question would be asked? Was racial discrimination on the job more subtle at present?



To my mind it does not become more subtle, it became even worst. There is nothing really new about this issue. It is prevalent and becomes a sickness, and that it had infested our society.
Not surprisingly, race discrimination is still alive and existing.

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