EVERETT TY BLACKWELL

TO: Roy Minter Jr., Police Chief

THRU: Lenny B. Gunther, Assistant Police Chief

Devonn Adams. Field Operations Major

FROM: Michelle Halford, Captain, Southside Commander MH

SUBJECT: OPS # 20-0014

DATE: July 13, 2020

In reference to the above referenced OPS investigation, I submit the following regarding Officer Ty Blackwell

On Thursday August 6, 2020 at 0930 AM a disciplinary review board convened by Assist Chief Gunther to review this investigation and make recommendations.

The board consisted of the following members:

Assistant Chief Lenny B. Gunther, Patrol Commander

Michelle Halford, Southside Commander & Scribe

Facquita Small-Lloyd, Southside Lieutenant 

Mason Hamm, Southside Sergeant

Richard Wiggins, Sergeant of Office of Professional Standards

The board met in private and discussed the investigation.  Based on the information contained within the case file, BWC, and incident report we found that the incident report contained several untruthfulness statements and polices violations. Officer Blackwell has been employed with the Savannah Police Department since June 17, 2019. He has no previous discipline history or policy violations.

The board sustained following allegations against Officer Ty Blackwell:

ADM-004 Oath of Office, Ethics, and Conduct (Truthfulness) – Sustained

  • 4. Truthfulness/Honesty: Employees shall not willfully, intentionally, or knowingly depart from the truth OR in any way be deceptive, provide misrepresentations, falsification, deliberately or intentionally omit or misrepresent material facts when giving testimony, providing information (orally or in writing), or reporting in connection with any official duties. This includes the submission of fictitious or inaccurate reports or the falsification or misrepresentation of any facts or circumstance in official agency records. Upon the order of a superior, employees shall truthfully answer all questions specifically directed and narrowly related to the scope of employment and operations of the agency.

OPS-049, Incident Reporting – Sustained

  • Preliminary reports being completed by the end of shift

OPS-050, Infection Disease Exposure Control Plan – Sustained

  • Handling of Contaminated Evidence

A. Officers handling evidence or any other items they believe are contaminated with bodily fluids will use precautions to prevent exposure or contamination.

B. All packaged items will be labeled a “bio-hazard.”

G. All evidence that may have been in contact with potential contaminants will be

ADM-011, Property and Evidence – Sustained

  • The impounding Officer will write an Incident Report detailing the circumstances by which the property came into SPD possession and describing each item of property obtained where it was obtained, the person from whom it was obtained, and any other pertinent information specific to the property.

The discussion then shifted to discipline.  During this discussion, we discussed the seriousness of each policy violations.  The board determined the appropriate discipline is Termination.

Douglas Factors

  • MMH   The nature and seriousness of the offense, and its relation to the employee’s duties, position and responsibilities, including whether the offense was intentional or technical or inadvertent, or was committed maliciously or for gain, or was frequently repeated; Officer Blackwell knowingly lied his supervisor’s about the blood kit leaking to get out of logging in the evidence.  Instead of asking for help he concocted a story and in the process, he discarded evidence.
  • MMH The employee’s job level and type of employment, including supervisory or fiduciary role, contacts with the public, and prominence of the position; Numerous contacts with the public as a precinct beat/patrol officer.   
  • MMH  The employee’s past disciplinary record; Officer Blackwell has no prior history.  He was in the police academy and training program for majority of 2019 and 2020.  
  • MMH  The employee’s past work record, including length of service, performance on the job, ability to get along with fellow workers, and dependability; This was Officer Blackwell’s first law enforcement job.
  • MMH  The effect of the offense upon the employee’s ability to perform at a satisfactory level and its effect upon the supervisor’s confidence in the employee’s ability to perform assigned duties; Due to Dishonesty and destroying evidence he can no longer serve the City of Savannah in this capacity. 
  • MMH Consistency of the penalty with those imposed upon other employees for the same or similar offenses: Termination due to untruthfulness issues has been the standard of the Savannah Police department.
  • MMH   Consistency of the penalty with any applicable agency table of penalties; Termination is the appropriate penalty for untruthfulness.
  • MMH   The notoriety of the offense or its impact upon the reputation of the agency; Every time this officer testifies in court he will have to disclose that he has been dishonest and discarded evidence in a serious accident with injuries.
  • MMH  The clarity with which the employee was on notice of any rules that were violated in committing the offense, or had been warned about the conduct in question; Officer was knowledgeable that honesty and integrity were staples of law enforcement and held in regard with the Savannah Police Department.
  • MMH   Potential for the employee’s rehabilitation; Termination was recommended.
  • MMH Mitigating circumstances surrounding the offense such as unusual job tension, personality problems, mental impairment, harassment, or bad faith, malice or provocation on the part of others involved in the matter; No
  • MMH The adequacy and effectiveness of alternative sanctions to deter such conduct in the future by the employee or others; Holding employees accountable will deter others from doing the same violation.

I hereby certify that I have considered the twelve (12) Douglas Factors as indicated above (with my initial next to each factor) for possible mitigation of the penalty. Michelle Halford

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