December 18, 2007
First let me start by saying that I’m happy to see that Sheriff Lamberti is willing to listen and meet with the LOA on Latino Officers issues. As you are probably aware, the previous Sheriff was never concerned with the complaints or issues involving the Latino Deputies, and even more worrisome was the lack of interest in the Latino community that they serve.
Because of this type of thinking towards Latinos from the previous administration, I felt that if I wanted any type of future or advancement in Law Enforcement I would have to leave the Broward County Sheriff’s Office (BSO) which was an agency that I always wanted to serve. Broward County was my home where I raised my family, and I spent eight years working for the Lauderhill Police Department.
During my three years at BSO, I learned to love not only the agency but the men and women that proudly serve there. I still keep in touch with many of them today. The reason for this letter is to share with you what I believe was a text book case of discrimination against a Latino Police Officer.
In 2001 I left the City of Lauderhill because I felt that I had out grown the City and needed a more challenging career with a larger organization. I accepted a position with DynCorp International, where I served as a United Nations Police Chief in RSCU until my contract ended in 2002.
When I returned, I decided to follow my dream and finally become a Broward County Sheriff’s Deputy. I was hired in 2002 and was assigned to District # 7, where I worked as a Tactical Unit member on the midnight shift. This is a two man unit that was a branch of the patrol division. Our main objective was to complete, “old fashion police work” and be proactive at least (8) eight hours per day and five (5) days per week. My partner and I averaged about 80 to 90 arrests a month with many confiscations of vehicles, weapons, and narcotics.
After my probation period, I applied for the Narcotic Unit at which time I was informed by a Lieutenant on the interview board that I was the best candidate for the job. When I applied for the position I had fourteen years in Law Enforcement with 6 years of Narcotic experience as a supervisor, a case agent, and undercover experience. My training consisted of hundreds of hours of Narcotic training to include DEA basic and advance training. At the end of the process, the position was offered to a Caucasian deputy with 19 months total police experience on road patrol and no training in any specialized police area to include narcotics investigations.
Later that year I interviewed for a position as a School Resource Officer. During the interview I was informed that I was the only candidate that was a certified SRO and it was acknowledged that I had experience working with the schools and with children. At the time of my interview I had completed the 40 hours certification course and had experience from Lauderhill as a Youth Service Officer where I was also in charge of the Lauderhill Police Explorers and was a member of MAGTAF. I also had a few years experience coaching football at the optimist level. The conclusion was that they filled several SRO positions with African American Deputies, one which I knew from District # 7 and had just completed his FTO program with previous experience in corrections only. They filled 8 eight slots that year, and not one of which was offered to a Latino deputy and all of which had less education and experience than I.
In 2003 I interviewed for the Fugitive Unit, again I was turned down and the position was offered to a Caucasian deputy with less experience. This unit is a tactical type unit that is responsible for catching wanted fugitives throughout the county. At the time of the interview I had attained hundreds of hours of Tactical training from local and federal courses and had experience in serving search warrants and arrests warrants. While in Kosovo, one of my responsibilities as Chief of RSCU was to lead and manage a team that was responsible for tracking down and apprehending war criminals for the United Nations.
In 2004 I interviewed again for a Narcotics position, and was passed over yet again. This time the position was offered to an African American with lesser experience.
Later in 2004 I attempted one last time to get into a specialized unit and I interviewed for a Mass Transit position. The qualifications required basic knowledge in police investigations. As I mentioned above, I had more than basic knowledge at the time of the interview. I was not offered the job, yet a Caucasian deputy was offered the position.
After many attempts and denied offers for specialized positions I requested an appointment with my district chief, to see if he could advise me of why I was not getting one of the above mentioned positions. During the meeting with the Chief he agreed that I was qualified, and in some cases over qualified, for some of the positions that I had interviewed for. The Chief response to me at the time was that he always gave me high recommendations for those positions, but that he had no control over what “downtown” did. He apologized, and encouraged me to continued trying by applying for more positions.
Some might wonder if the reason for non-promotion was that I was a problem employee. However, that was far from the truth. During my tenure with BSO, all of my evaluations were rated outstanding. I also received the Golden Cross Award which is one of the highest honors a Broward County Deputy can receive. I was nominated by a Chief for United States Attorney General Public Safety Officer Medal of Valor and was also awarded deputy of the month in four separate instances. Clearly underachieving was not an issue.
I did seek advise from the Federal Equal Employment Opportunity Commission (EEOC) because the only logical conclusion that I could come up with for not being offered at least one of the previously applied for positions was because I am Latino. Obviously it wasn’t due to a lack of training and experience, nor was it due to my work ethic. The EEOC officer advised me that since being a Detective with the Broward County Sheriff’s Office was not technically a promotion and since no testing is given to applicants, then there was nothing they can do. However, the EEOC representative did agree that there was enough evidence to support my suspicion that I was being discriminated against, especially with the way the selection system was set up, basically Sheriff Jennings and his staff could place whomever they choose in those positions without clear justification for the selection of the individual based on merit.
Finally, after tireless efforts on my part, my wife and I decided that I should seek other employment where I could continue to grow professionally and utilize my experience and training. I resigned in 2005 and went back into teaching at the international level. I spent one year in Iraq training weapons and police tactics in the Iraq police training mission.
After suffering some temporary health problems form a car bomb, I returned home in 2006. After fully recovering from my health problem, I joined the Lee County Sheriff’s office where I have served as an undercover detective and was recently reassigned to the Community Policing Unit.
My past experience with BSO made me very aware and passionate about discrimination against Latino Officers, as well discrimination against any other officer based on race. Positions should be filled by the best qualified applicants, regardless of their race. To that end, I have taken a proactive stance by becoming the Vice President of the LOA and fighting to prevent what Ken Jennings and his staff did to me. I provide an outlet for other officers with similar issues, and hopefully will help to even the playing field for all officers.
I grew up in South Florida and there is not a day that goes by in which my family and I wish we could be back home in Broward County, Florida. As a professional I have inspirations to grow, so I had no choice but to relocate and leave my roots in order to fulfill that desire.
You asked me once before, “if they would have given you the opportunity, would you have stayed?” The answer then and now is yes! I believe that the Broward County Sheriffs Office, with the proper leadership, can be a place were all deputies regardless of race can serve the community and be proud to have a career in such a place.
I hope my experience will help you better understand what the issues were and probably are in BSO, and I hope that Sheriff Lamberti will make a difference by looking at his agency and evaluating the agency and its officers closely. If he does this, then he will see that the percentage of Latinos is very small in specialized units and supervisor positions in comparison to the population BSO serves.
A police agency should represent its entire community, including the Latino community in Broward County, especially since it is growing. Action taken now on key placement of Latino employees could save complaints and litigation further down the road.
Professionally,
Angel G. Queipo
Vice President, LOA-FLA
First let me start by saying that I’m happy to see that Sheriff Lamberti is willing to listen and meet with the LOA on Latino Officers issues. As you are probably aware, the previous Sheriff was never concerned with the complaints or issues involving the Latino Deputies, and even more worrisome was the lack of interest in the Latino community that they serve.
Because of this type of thinking towards Latinos from the previous administration, I felt that if I wanted any type of future or advancement in Law Enforcement I would have to leave the Broward County Sheriff’s Office (BSO) which was an agency that I always wanted to serve. Broward County was my home where I raised my family, and I spent eight years working for the Lauderhill Police Department.
During my three years at BSO, I learned to love not only the agency but the men and women that proudly serve there. I still keep in touch with many of them today. The reason for this letter is to share with you what I believe was a text book case of discrimination against a Latino Police Officer.
In 2001 I left the City of Lauderhill because I felt that I had out grown the City and needed a more challenging career with a larger organization. I accepted a position with DynCorp International, where I served as a United Nations Police Chief in RSCU until my contract ended in 2002.
When I returned, I decided to follow my dream and finally become a Broward County Sheriff’s Deputy. I was hired in 2002 and was assigned to District # 7, where I worked as a Tactical Unit member on the midnight shift. This is a two man unit that was a branch of the patrol division. Our main objective was to complete, “old fashion police work” and be proactive at least (8) eight hours per day and five (5) days per week. My partner and I averaged about 80 to 90 arrests a month with many confiscations of vehicles, weapons, and narcotics.
After my probation period, I applied for the Narcotic Unit at which time I was informed by a Lieutenant on the interview board that I was the best candidate for the job. When I applied for the position I had fourteen years in Law Enforcement with 6 years of Narcotic experience as a supervisor, a case agent, and undercover experience. My training consisted of hundreds of hours of Narcotic training to include DEA basic and advance training. At the end of the process, the position was offered to a Caucasian deputy with 19 months total police experience on road patrol and no training in any specialized police area to include narcotics investigations.
Later that year I interviewed for a position as a School Resource Officer. During the interview I was informed that I was the only candidate that was a certified SRO and it was acknowledged that I had experience working with the schools and with children. At the time of my interview I had completed the 40 hours certification course and had experience from Lauderhill as a Youth Service Officer where I was also in charge of the Lauderhill Police Explorers and was a member of MAGTAF. I also had a few years experience coaching football at the optimist level. The conclusion was that they filled several SRO positions with African American Deputies, one which I knew from District # 7 and had just completed his FTO program with previous experience in corrections only. They filled 8 eight slots that year, and not one of which was offered to a Latino deputy and all of which had less education and experience than I.
In 2003 I interviewed for the Fugitive Unit, again I was turned down and the position was offered to a Caucasian deputy with less experience. This unit is a tactical type unit that is responsible for catching wanted fugitives throughout the county. At the time of the interview I had attained hundreds of hours of Tactical training from local and federal courses and had experience in serving search warrants and arrests warrants. While in Kosovo, one of my responsibilities as Chief of RSCU was to lead and manage a team that was responsible for tracking down and apprehending war criminals for the United Nations.
In 2004 I interviewed again for a Narcotics position, and was passed over yet again. This time the position was offered to an African American with lesser experience.
Later in 2004 I attempted one last time to get into a specialized unit and I interviewed for a Mass Transit position. The qualifications required basic knowledge in police investigations. As I mentioned above, I had more than basic knowledge at the time of the interview. I was not offered the job, yet a Caucasian deputy was offered the position.
After many attempts and denied offers for specialized positions I requested an appointment with my district chief, to see if he could advise me of why I was not getting one of the above mentioned positions. During the meeting with the Chief he agreed that I was qualified, and in some cases over qualified, for some of the positions that I had interviewed for. The Chief response to me at the time was that he always gave me high recommendations for those positions, but that he had no control over what “downtown” did. He apologized, and encouraged me to continued trying by applying for more positions.
Some might wonder if the reason for non-promotion was that I was a problem employee. However, that was far from the truth. During my tenure with BSO, all of my evaluations were rated outstanding. I also received the Golden Cross Award which is one of the highest honors a Broward County Deputy can receive. I was nominated by a Chief for United States Attorney General Public Safety Officer Medal of Valor and was also awarded deputy of the month in four separate instances. Clearly underachieving was not an issue.
I did seek advise from the Federal Equal Employment Opportunity Commission (EEOC) because the only logical conclusion that I could come up with for not being offered at least one of the previously applied for positions was because I am Latino. Obviously it wasn’t due to a lack of training and experience, nor was it due to my work ethic. The EEOC officer advised me that since being a Detective with the Broward County Sheriff’s Office was not technically a promotion and since no testing is given to applicants, then there was nothing they can do. However, the EEOC representative did agree that there was enough evidence to support my suspicion that I was being discriminated against, especially with the way the selection system was set up, basically Sheriff Jennings and his staff could place whomever they choose in those positions without clear justification for the selection of the individual based on merit.
Finally, after tireless efforts on my part, my wife and I decided that I should seek other employment where I could continue to grow professionally and utilize my experience and training. I resigned in 2005 and went back into teaching at the international level. I spent one year in Iraq training weapons and police tactics in the Iraq police training mission.
After suffering some temporary health problems form a car bomb, I returned home in 2006. After fully recovering from my health problem, I joined the Lee County Sheriff’s office where I have served as an undercover detective and was recently reassigned to the Community Policing Unit.
My past experience with BSO made me very aware and passionate about discrimination against Latino Officers, as well discrimination against any other officer based on race. Positions should be filled by the best qualified applicants, regardless of their race. To that end, I have taken a proactive stance by becoming the Vice President of the LOA and fighting to prevent what Ken Jennings and his staff did to me. I provide an outlet for other officers with similar issues, and hopefully will help to even the playing field for all officers.
I grew up in South Florida and there is not a day that goes by in which my family and I wish we could be back home in Broward County, Florida. As a professional I have inspirations to grow, so I had no choice but to relocate and leave my roots in order to fulfill that desire.
You asked me once before, “if they would have given you the opportunity, would you have stayed?” The answer then and now is yes! I believe that the Broward County Sheriffs Office, with the proper leadership, can be a place were all deputies regardless of race can serve the community and be proud to have a career in such a place.
I hope my experience will help you better understand what the issues were and probably are in BSO, and I hope that Sheriff Lamberti will make a difference by looking at his agency and evaluating the agency and its officers closely. If he does this, then he will see that the percentage of Latinos is very small in specialized units and supervisor positions in comparison to the population BSO serves.
A police agency should represent its entire community, including the Latino community in Broward County, especially since it is growing. Action taken now on key placement of Latino employees could save complaints and litigation further down the road.
Professionally,
Angel G. Queipo
Vice President, LOA-FLA
8 comments:
If you are going to complain about someone, at least get his/her name correct. It's Sheriff JENNE, not JENNINGS.
I'm sorry you were not successful with your appointments to specialized units. However, I assure you, it had nothing to do with your heritage. In the past 10 years, more minorities (african-americans, hispanics, women) have been promoted at BSO than any other agency.
Many times, these type of appointments are a popularity contest. That's why there isn't a test. That's why they aren't called promotions. They are appointments. It's done thousands of times, all over the world, in hundreds of thousands of companies (govt, private and public).
You did the right thing by moving on. And I wish you the best at your current SO. But, don't point fingers at BSO and say you were not appointed to a specialized unit because you are Latin. It spits in the face of those who were appointed.
Regarding your point here is the LOA-FLA view. Lets take it from the top...
"If you are going to complain about someone, at least get his/her name correct. It's Sheriff JENNE, not JENNINGS".
(Ok we will give you that one.)
I'm sorry you were not successful with your appointments to specialized units. However, I assure you, it had nothing to do with your heritage. (Really, when do you support your point)
In the past 10 years, more minorities (african-americans, women) have been promoted at BSO than any other agency. (We made a small change to your point, by taking out the word Hispanic.If you would like to place that word back in, just supply us with names.)
Many times, these type of appointments are a popularity contest. That's why there isn't a test. That's why they aren't called promotions. They are appointments. It's done thousands of times, all over the world, in hundreds of thousands of companies (govt, private and public).
LOA-FLA: A popularity contest (WOW its Spring pageant time..)
You did the right thing by moving on. And I wish you the best at your current SO. LOA-FLA:(Thanks buddy your the salt of the earth.)
But, don't point fingers at BSO and say you were not appointed to a specialized unit because you are Latin. It spits in the face of those who were appointed.
LOA-FLA:(like whooooo..)
LOA-FLA: Thank you for your point of view, it shows that much work still needs to be done by the LOA-FLA in Broward. The LOA-FLA made former Sheriff public enemy number #1 to the Latino community. He was not Latino friendly or maybe to just a few and we mean a few...
Also: we are Latino not Latin, thats a language spoken in Catholic Church..
May the Lord continue to bless you...Cristo te ama...
Mr. Anonymous, I thank you for your comment and for correcting my spelling. Since I don’t have a name from you to attach to your comment, I must assume that you are one of the few that were happy working for a dedicated political administrator rather than an experienced law enforcement officer and leader such as Sheriff Lamberti. Let me add that I usually get the spelling of names correctly of people that have earned my I respect so that may explain the reason for my error.
My point is that if you had truly read my letter, then you would realize that it is my belief that the best qualified police professional should get the job regardless of what that job may be. As far as your comment about whining to get my way, the only reasonable conclusion for me not getting into one of those specialized unit positions was that the final decision was based on my ethnicity rather than my education or experience.
It is a fact that there were statistically not enough Latinos in appointed positions under Jenne so before you take a shot write factual comments, do your home work. As a result these, deputies were consistently getting pulled off of the road to translate for the specialized units. I was one of those deputies that had to read Miranda in Spanish and translate for certain units on a weekly basis. Under the current leadership, I believe that deputies will be placed in positions for which they are qualified.
I can assure you that I would never degrade any man or woman who wears the badge, but Jenne was not a cop and many of his practices had no place in a police organization to include the way Deputies were placed in specialized units. When I was there, I saw deputies with less then two years police experience, and in one case less then one year, that were placed in a specialized police units over more experienced applicants. Can you justify those actions? Maybe you are you one of those deputies? If you are, then I salute you for your early success and I must say that you are one of the lucky ones.
I don’t have any ill feeling towards any of the Deputies that were appointed to certain positions, but rather my complaint is with the old leadership and their promotion process! I can assure you that I am a cop at heart, and in 19 years of working in this profession I believe in the correct and time honored method of promoting by merit rather than by ethnicity, sexual orientation, or friendship. With that said, it is obvious that Latinos did not get a fair break regardless of training or experience. I am sure that injustices where incurred by other classes of people, however I can’t speak first hand for those persons. I can only speak for myself and for other Latinos that have shared their stories with me.
You mentioned in your comments that the positions in question were appointments, not promotions, and that these types of actions happen all over the world. I can not disagree with you that there have been injustices to many classes of people all over the world, however the fact that these issues occur does not justify or condone their existence. If your argument were to make sense, then we would need to consider that all civil rights movements in the 20th century were ill advised. Those persons involved would have had no cause to demand justice and change simply because the same injustices were occurring elsewhere, and therefore should be tolerated by all. This scenario works best for those persons causing the injustices, and as history has shown us fighting such issues whether in government or in society has helped open the door for many classes of people that otherwise would not have had the opportunity to excel.
Let me ask you a question. Why would an agency hold interviews for specialized police positions? At BSO interviews were conducted, and those participating were told that they were ranked on a list according to their performance during the interview as well as based on their experience, training, and education. Oddly enough no list of qualified candidates was provided to the applicants before the positions were filled, and consistently those appointed were similar in background and ethnicity to those giving the interviews? I call that a flawed testing or interview process. Very rarely were those deputies that were interviewed asked questions pertaining to their knowledge on aspects of the position. For lack of a better term, I would call the process a horse and pony show which was designed to make it appear like a fair process and thus allowing the leadership at the time the ability to place whomever they wanted into the position. In this hiring process, the most qualified person for the job most likely did not get the position. The applicants would have no list to use as proof of discriminatory hiring practices if the results were never shared or made public.
I will end my response to your comments on a much lighter note now that I feel I have clarified my position stated in my previous letter, and since I have rebutted most of your ill conceived, uneducated, and rather unwarranted attacks on my person or my reasons for sharing my experiences at BSO. It seems to me based on what I have found out about Sheriff Lamberti that your way of thinking is antiquated and no longer relevant under the new leadership!!!! Now the real COPS will shine and the criminals will once again shake in their boots when they see a green and white come their way!!!!!
I wish the best of luck and a Merry Christmas to you and your family. May God bless all of the men and women of the Broward County Sheriff's Office, and especially those persons such as you that have such a difficult time with seeing the good in people or the motivation they have for making the world a better place.
Angel Queipo
Vice President/ LOA-FLA
You have 15 or so years in the profession but at least 5 departments under your belt. You went Dynacorp for the money and you know it. If you have stuck it out at Pahokee or wherever it is you started, perhaps you'd have gotten the specialized assignment you coveted or at least been absorbed into PBSO.
To say that you did not advance due to your heritage in an area with so many non-white males in specialty and supervisory positions is a straw man argument.
When at BSO you applied to every unit under the sun which tells me that you were more interested in getting off the road than in any particular specialty. Perhaps the interviewers saw this as well?
Miami-Dade is over 65% Latino. Why didn't you go to Miami-Gardens or to Metro? Surely someone with your depth of knowledge would rise to the top quickly. Or is Alvarez part of the problem too??
At least 5 agencies in how many years? Your average is something under 4 years at each agency. Perhaps if you stayed at one place long enough to prove yourself, you’d move up? Job hoppers never seem to get ahead, they just get to wear different uniforms. The job is the same just about everywhere, so why not just stick it out in one place? If you’d stayed in Pahokee, you’d have been absorbed into PBSO by now with a lot of seniority.
You left for the money to go to Dynacorp. You got paid handsomely for the inherent risks there. They don’t pay 6 tax-free figures because it without risk.
To say that you have not gotten into a specialized unit because you are Latino is a slap in the face to guys like Carlos Alvarez. Perhaps if you’d prove yourself on the road and put in for just one thing, you’d get it. Your penchant for job hopping and putting in for specialty units tells me that you just don’t want to do the road work. Perhaps others see this as well and they’d rather pick someone who is trainable rather than someone who knows everything, as evidenced by your extensive, international leadership experience.
Rather than point at others in a world that is full of minority success stores, you need to look closer to home to identify what the issues are. Why so many agencies? Why?
There comes a time when a man must defend his honor or that of a member of his family. Then there are those times when a man understands that it is not what he says or does to defend him, but in what arena he chooses to do so. Often times the actions of a few people are merely to discredit an individual by angering the man into making illicit remarks in an attempt to defend those ideas and facts that he knows to be true.
I do not make a habit of writing in responses in the third person; however it seems to place current events more in perspective. I have shared my thoughts and views regarding a particular agency I worked for, and even provided to you some of the facts to support how I came to my conclusions. I have never thought of myself as naïve enough to believe that all of the masses would agree with me on this issue, nor probably on any issue in the future. I do believe that most people when confronted with the facts, and given an opportunity to form there own opinion, will do so based on the information at hand and weighing any bias that they view might skew the truth. After all, this is the foundation of our legal system, with those people sitting in a jury box and attorneys providing as convincing an argument as is possible with the facts they have to present.
Unfortunately, there are a few who people that will refuse to see the truth, due to personal bias or sheer willingness to ignore the facts. Those people will have already made up their mind an opinion that is flawed more by their character, than by the argument presented to them or the facts so obvious to most. In layman’s terms, your words will have fallen on deaf ears. For those few people, I am truly sorry. The select few, who fail to seek the truth, whether by choice or sheer ignorance, will never quite understand why people like me spend our time and effort to share life experiences with other members of our profession and general members of society. We do this to continue educating others of life’s most basic principles. To hopefully learn from one another to ensure we do not endure the same hardships as those sharing their stories, or maybe more importantly that we do not force hardship on others due to our own ignorance of our actions. You may remember one of these principals in this form, “Do unto others, as you would have them do unto you.” The wisdom in this statement transcends religious boundaries, and for most penetrates into the most human and basic principals of life enjoyed by the human race, the ability to have compassion and understanding for another.
My intent is not to give a life lesson, nor to specifically rebut the most unkind and ill informed comments made against me recently regarding the issue at hand. My intent is to rise above those persons so afraid of a meaningful discussion on the facts that they would post ridiculous and unfounded anonymous posts regarding their perceptions of my employment at various agencies. Each move from one agency to another was based on life events, a family illness, a need to advance myself to a new level of learning to serve the public in a better facet, or because the opportunities that should have been there could not materialize due to willful disregard for professional protocol. Regardless of the reasons, each was justified and understood by my employers. I would ask you why you believe that an individual should refrain from applying for positions just because the individual failed to attain the previous position, or why a lack of motivation to apply for positions or work in various environments by changing an agency would be viewed by you as a mark of an individual unwilling to learn or be trained. Most would state the contrary, that that individual is not complacent in being just in attendance, but rather is motivated in life and in actions within his career choice. I would ask you those things, but I am afraid they would fall on deaf ears. You are one of those few people mentioned above, one of those people that has so little confidence in your beliefs and viewpoint that you choose to shield your name from any rebuttal of your comments made against myself.
No, I will not waste any more of my time attempting to defend against a cowardly attacker with no basis for his argument. It comes down to this simple fact. You may either agree, or disagree with what comments I have shared regarding BSO. I absolutely support your right to have an opinion on the former administration of BSO, but I will not support you in your feeble attempt to discredit me or my career.
Please do not waste anymore of my time, or yours, with such comments. I would suggest that the time would be better spent by seeking out some way in which to benefit others. Share some of your experiences; help us to understand how we can be better officers or just better people. In doing so, maybe you could first sign your name to the document, because inevitably people will consider the source of the information to form their own opinions. Truth, Integrity, and Service to the Public are a just a few basic principles that you may want to begin with as a law enforcement officer.
In God We Trust!!
Angel G. Queipo
Vice President
LOA FLA
I totally agree with Angel's situation. I have been with BSO for the better part of twenty years. I have seen first hand how appoints were handed out. First and foremost, lets examine the reality that Latinos are not promoted fairly. How many top administrators are Hispanic? How many captains’ positions are currently held by Hispanic. The numbers don't lie. We are under represented. In a county that has a major Hispanic population and growing, there are no Hispanics in top tier administrative positions. One must ask why, are their no Latinos supervisors worth of such positions? Let's face reality; Sheriff Jenne is a convicted Felon whose only interest was his own personnel gain. I truly believe that our new sheriff will right the ship, and elevate the Latinos who deserve to be promoted. I strongly believe that Sheriff Lamberti is the right man to bring respect and honor to the sheriff office. In closing, I have been with BSO a very long time, I have been a victim of personal bias by top brass and still continue to be overlooked for certain positions. We (Latinos) are growing in numbers, and we are a vital part of the growth of the Broward Sheriff's Office, and we can't be ignored anymore.
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