In a recent conversation with a CLER-rated Master Police Officer, we were discussing grievance rights for RLEOs. I was surprised by his comeback: mistakes and behaviors that might get tolerated or result in remediation for a FTE LEO would simply get the RLEO fired. He's a highly qualified law enforcement executive, and a former chief of police. So, his comment took some consideration.
My analysis is that when you see a Reserve Officer on the job, the public can be assured that the RLEO is competent, professional, and not prone to mistakes. It is true: any missteps by a RLEO result in termination. There may be exceptions for highly experienced or uniquely credentialed RLEOs. But, all said, as Reserves, we have to try harder.
What agencies all too often overlook is the value represented by a RLEO. This value includes cost avoidance (no payroll; no long term liabilities - no accrued leave, sick time, retirement, etc...); and, value received.
Now, consider the value of a RLEO responding to a call -- a RLEO with ten years of agency experience. The public is getting journeyman-level performance at very little cost. The agency is getting a job done right, and with reduced liability (precisely because of the RLEO's experience).
So, there is a real, tangible value to having (and retaining) RLEOs. Maybe if or when we screw up, the leadership's reaction won't be too reflexive. Agencies have more value invested in their RLEOs than they realize.
