Cop Tortures Black Student by Accident, And Gets Fine

Cop Tortures Black Student by Accident, And Gets Fine

Rachel Saliba, a Toronto Police Sergeant, faced disciplinary action following an incident of mistaken identity involving Hasani O'Gilvie, a Black University of Toronto student, in 2021. Saliba, alongside other officers, wrongfully detained O'Gilvie, believing he matched the description of a suspect. Despite O'Gilvie's attempts to identify himself, the situation escalated, resulting in his being tasered five times and forcefully restrained, even after his identification was verified.

Saliba admitted to misconduct and faced an eight-month demotion, proposed at a police tribunal. Her role was seen as an unnecessary and excessive use of authority, leading to the student's ongoing trauma, including post-traumatic stress disorder (PTSD). This case became emblematic of racial profiling and the disproportionate use of force by law enforcement in Toronto, with calls for greater accountability within the police force​.

Sgt. Rachel Saliba was demoted from Sergeant to Police Constable (1st Class) for an 8-month period, we can estimate the minimum loss in pay by comparing the lower end of both ranks' salary ranges.

• Sergeant salary: CAD $120,000 per year (minimum)
• Constable 1st Class salary: CAD $109,000 per year (approximate)

Annual Loss:

The difference in annual salary is: $120,000 - 109,000 = 11,000 \text{ CAD/year}$

Loss for 8 months:

Since 8 months is $\frac{8}{12}$ or two-thirds of a year, the proportional loss would be:

$$\frac{8}{12} \times 11,000 = 7,333.33 \text{ CAD}$$

Thus, the minimum loss in pay for 8 months would be approximately CAD $7,333.33.

n the Toronto Police Service (TPS), disciplinary actions can range from minor reprimands to more severe penalties like demotion or dismissal, depending on the offense. Here’s a comparison of demotion (as in the case of Sgt. Rachel Saliba) with other common disciplinary measures:

1. Reprimand (Verbal or Written)

• Nature: A formal warning issued to the officer, either verbally or in writing. This is typically for minor infractions or first-time offenses.
• Impact: No direct financial impact, but a reprimand goes on the officer’s record, potentially affecting promotions or special assignments.
• Comparison: No loss in pay. Far less severe than a demotion.

2. Suspension (With Pay)

• Nature: The officer is suspended from duty but continues to receive full pay. This is common while investigations are ongoing.
• Impact: No financial loss, but there’s reputational damage, and the officer cannot perform their duties.
• Comparison: No loss in pay. However, reputational damage can affect career progression.

3. Suspension (Without Pay)

• Nature: A more severe form of suspension where the officer is removed from duty and does not receive pay for the duration of the suspension.
• Impact: Financial loss for the duration of the suspension.
• Example: If an officer is suspended for a period of 3 months without pay, and their annual salary is CAD $100,000, the loss would be: $$\frac{3}{12} \times 100,000 = 25,000 \text{ CAD}$$
• Comparison: Potentially more severe than demotion, depending on the length of suspension.

4. Demotion (As in Rachel Saliba's case)

• Nature: The officer is reduced in rank, leading to a corresponding pay cut.
• Impact: Financial loss due to lower pay and loss of status. For example, as calculated earlier, Sgt. Saliba could face a minimum pay loss of CAD $7,333 over 8 months.
• Comparison: Financial loss over time but retains employment and some level of responsibility.

5. Dismissal (Termination)

• Nature: The most severe punishment, where the officer is removed from the police force.
• Impact: Complete loss of employment, salary, and pension benefits.
• Comparison: Ultimate financial loss, as there’s no income from the police force moving forward. Much more severe than demotion.

6. Reduction of Duties or Loss of Special Privileges

• Nature: The officer may be removed from special units (e.g., detective roles, tactical teams) or have responsibilities reduced without a formal demotion.
• Impact: May not involve an immediate pay cut but could limit future earnings or career advancement.
• Comparison: Potential long-term career impact but no immediate financial loss like demotion.

7. Reassignment to Less Desirable Posts

• Nature: The officer may be transferred to less prestigious or more challenging positions, often perceived as a punishment.
• Impact: While it might not affect pay, this can limit career development opportunities and personal satisfaction.
• Comparison: No immediate pay loss, but it could affect long-term opportunities.

Summary:

In comparison, demotion like Sgt. Rachel Saliba's is a moderately severe punishment. It involves a direct financial loss over time (in her case, around CAD $7,333 over 8 months) and a loss of rank and status. However, it is not as severe as dismissal or a long suspension without pay, both of which could result in greater financial damage or career-ending consequences.