Sunday, March 2, 2025
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Sunday, March 2, 2025

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Why Milwaukee Aldermen Must Reject the Outrageous Sylville Smith Settlement

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The Milwaukee Common Council must soundly reject the new city attorney’s proposed $4 million settlement in the case of Sylville Smith, an armed man who was shot by a police officer exonerated by a jury.

Because the officer used legally justified force by virtue of his acquittal, the settlement would be an affront to taxpayers. It sets a terrible precedent. What a difference former City Attorney Grant Langley made. The proposed settlement is from Tearman Spencer, the new city attorney (we’ve witnessed a disturbing trend of “reform” DAs around the country who disregard the law in police officer shooting cases. A city attorney too loose with the city’s purse is also extremely disturbing).

City documents confirm that a settlement is afoot. “Resolution to authorize up to $4,000,000.00 of contingent borrowing to fund settlement of the claims raised by the plaintiff Estate of Sylville K. Smith,” it reads. The fiscal impact statement says the money would be paid through “contingent borrowing.”

The proposal goes to the Judiciary & Legislation Committee on Monday, Oct. 26, and then to the full Common Council. Both must reject it.

The reasons are simple.


Why the Council Must Reject the Sylville Smith Settlement

Sylville smith settlement

Sylville Smith was holding a gun when the officer shot him the first time; the officer fired a second shot 1.69 seconds later that has been the focal point of debate. Even the DA who charged the officer believed shot one was justified. But whatever you think of shot two, this fact is incontrovertible: A jury weighed all of the evidence and did not believe there was enough evidence to convict the officer of a crime (we think it was always absurd for the DA to deem one shot justified and the other not because of how close they occurred together, but, again, the jury rejected the DA’s argument that the officer’s actions were not lawful.)

Smith possessed a stolen gun taken in a Waukesha burglary. The mayor said the officer ordered Smith to drop the gun twice.

Smith had a previous gun-related conviction. He was a previous suspect in a shooting who faced felony charges that were dismissed for serious allegations like intimidating a witness and first-degree recklessly endangering safety. His Facebook page, which is still up, says he “Worked at Cracking.” He posed for pictures with guns and wads of cash. The Journal Sentinel reported that Smith was arrested “or ticketed nine times… for the shooting, a robbery, carrying a concealed weapon, theft, possession of heroin and more.”

Sylville smith settlement
Sylville smith settlement should be rejected. (facebook/body cam video)

But of course what really matters in this analysis is only whether the officer was justified to use force. He was fired for unrelated charges but not this case; he was not found to have violated policy or crime in the Smith shooting.

A jury has spoken. The officer was acquitted by a jury. And the department did not find a policy violation, either. That’s also significant.

You don’t give millions of dollars to the families of people shot by officers exercising lawful use of force. If you do, where does it end?

The Milwaukee Journal Sentinel reported that Officer Dominique Heaggan-Brown shot Smith in the arm as “Smith rose from the ground, grabbed the gun and turned partly toward the officers as he threw the gun over the fence. Less than two seconds later, after Smith had fallen to his back, Heaggan-Brown shot Smith in the chest.”

Defense attorneys said Smith kept moving and that the legal justification to shoot carried into the second shot because it all happened within less than 2 seconds.

Police had stopped Smith because they believed a drug deal might be taking place.

He fled police.

At what point are people responsible for their own actions?

A use of force expert testified that the officer acted within training by assuming Smith might have a second weapon.

It was a diverse jury that included four African-Americans, according to The Guardian.

Yes, Heaggan-Brown was convicted of another crime. But that’s unrelated and shouldn’t cloud the Council’s judgment in this case.

You don’t pay millions of dollars in taxpayer money because an officer used justified, lawful force to protect his own life.

You just don’t.

The taxpayers deserve better.

The Council must reject this settlement. Have the guts to do so. Remember: It’s not your money. It’s the taxpayers’ money. It’s needed elsewhere in tough budget times and in the midst of a pandemic. How you spend it matters.

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National Sheriffs Association Says About 700,000 ICE Arrest Warrants Nationwide

State and local law enforcement are being put in harm's way with Illinois’ migrant sanctuary policies, the Illinois Sheriffs Association says.

Association Executive Director Jim Kaitschuk said the National Sheriffs Association put out a note to their state partners that there are 700,000 Immigration and Customs Enforcement administrative arrest warrants that are active. But, that doesn’t matter in Illinois.

“Illinois law enforcement is precluded and prohibited from participating in any activity that is solely related to civil enforcement,” Kaitschuk told The Center Square.

Illinois law, through the TRUST Act and The Way Forward Act, prohibits state and local law enforcement from cooperating with federal immigration officials if a civil detention order is the only thing ICE has against someone.

While Kaitschuk said they can cooperate when there are criminal orders, law enforcement not being able to cooperate with civil warrants can still cause security concerns.

“Unfortunately things do go wrong, right, and then we’re in a situation where you may not know anything about what’s occurring,” Kaitschuk said. “So, we’re kind of blind in those cases.”

Daily immigration arrests nationwide haven’t been comprehensively published, but some estimates are more than 21,000 immigration detentions across the country since Jan. 20, when President Donald Trump took office.

Last week, state Sen. Omar Aquino, D-Chicago, told a group of immigration advocates that Illinois will stand strong.

“You are not going to come into our house and just try to take people and separate families in this state,” Aquino said. “People have rights. They are human rights.”

Illinois law also limits ICE from using local county detention facilities. Kaitschuk said the state’s sanctuary policies prohibit police from even knowing whether they have a suspected illegal immigrant in their jail.

“And [ICE] they’re having to go to people’s houses and at the point in time, the problem then is that you may be subjecting people then that weren’t involved in any other criminal activity other than being here … not legally and open them up to being subjected to ICE at that point in time in that residence, as opposed to if they were at the jail, where they wouldn’t have been,” Kaitschuk said.

Illinois and Chicago officials are on the other side of the U.S. Department of Justice in litigation over migrant sanctuary policies. Chicago Mayor Brandon Johnson is due in front of the U.S. House Oversight Committee Wednesday to discuss the city’s migrant sanctuary policies.

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Trump Gains More Ground in War Against DEI

A major shift is underway in the way large companies talk about and fund Diversity, Equity and Inclusion programs.

President Donald Trump began the transition when he signed an executive order last month eliminating DEI policies and staff at the federal government and extending the anti-DEI policy to federal contractors.

Private companies, some of which had already begun the transition before Trump took office, remarkably began backing off their DEI policies, even if only symbolically with little internal change.

Costco resisted, pushing back on the Trump administration, but other major brands like Amazon Wal-Mart, Target, and Meta announced a pullback from DEI. Media reports indicated DEI discussions on earnings calls has plummeted.

Others, such as Wisconsin-based financial services company Fiserv, have not yet made a change, at least not publicly.

A murky legal future awaits companies willing to take the risk to stick with DEI policies, particularly in hiring.

Fiserv receives hundreds of millions of dollars in government contracts.

According to Fiserv’s website’s Diversity & Inclusion page, the company is “committed to promoting diversity and inclusion (D&I) across all levels of the organization, in our communities and throughout our industry."

Fiserv says that it “partner[s] with people and organizations around the world to advance our D&I efforts and create opportunities for our employees, entrepreneurs around the world and the next generation of innovators.”

The company's diversity and inclusion page includes a careers section that discusses “engaging diverse talent” and events to connect with “diverse candidates.”

Critics of DEI initiatives and policies say they discriminate against white men and Asians and lead to hiring and promotion decisions based on factors such as race and sexual orientation rather than merit.

In its 2023 Corporate Social Responsibility Report, the company boasted that "60% of director nominees for the 2024 annual meeting reflect gender or racial/ethnic diversity."

According to an April 2024 report from Payments Dive, Fiserv was “buoyed by sales to government entities” in Q1 of 2024 and reported $500 million in revenue from those contracts. The U.S. Coast Guard contracted with Fiserv in 2024 to help with payroll, according to HigherGov, among other government contracts.

Fiserv did not respond to multiple requests for comment.

A watershed moment against DEI came when during the Biden administration, the U.S. Supreme Court ruled against longstanding affirmative action policies at American universities, one key example of white and Asian Americans being discriminated against.

Trump’s election has only solidified the new legal framework for what is permissible when considering race and gender in hiring, promotion, and workplace etiquette.

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In the private sector, many corporations and universities use DEI as an excuse for biased and unlawful employment practices and illegal admissions preferences, ignoring the fact that DEI’s foundational rhetoric and ideas foster intergroup hostility and authoritarianism.

Billions of dollars are spent annually on DEI, but rather than reducing bias and promoting inclusion, DEI creates and then amplifies prejudicial hostility and exacerbates interpersonal conflict.

DEI has become increasingly controversial as activists use the moniker to advance every liberal policy on race and gender, often at taxpayer expense. In the federal government, DEI had become widespread and infiltrated into every part of governance, from racial quotas for promotions at the Pentagon to driving healthcare research at the National Institutes of Health.

At private companies, DEI policies guided investment decisions via ESG (Environmental, Social Governance) as well as personnel decisions with racial quotas for company board rooms. Those ideas are out of favor with the Trump administration.

Some of the companies resisting the shift from DEI could face legal action.

A coalition of state attorneys general sent a letter to Costco alleging it is violating the law, as The Center Square previously reported.

“Although Costco’s motto is 'do the right thing,' it appears that the company is doing the wrong thing – clinging to DEI policies that courts and businesses have rejected as illegal,” the letter said.

This week, Missouri Attorney General Andrew Bailey filed a lawsuit against Starbucks for similar policies.

"By making employment decisions based on characteristics that have nothing to do with one’s ability to work well, Starbucks, for example, hires people by thumbing the scale based on at least one of Starbucks’ preferred immutable characteristics rather than an evaluation of an applicant’s merit and qualifications,” the lawsuit said. “Making hiring decision on non-merit considerations will skew the hiring pool towards people who are less qualified to perform their work, increasing costs for Missouri’s consumers."

A 2022 Starbucks document touts a DEI goal: “By 2025, our goal is to achieve BIPOC representation of at least 30% at all corporate levels and at least 40% at all retail and manufacturing roles.”

Bailey called the Starbucks policies discriminatory and illegal.

"With Starbucks’ discriminatory patterns, practices, and policies, Missouri’s consumers are required to pay higher prices and wait longer for goods and services that could be provided for less had Starbucks employed the most qualified workers, regardless of their race, color, sex, or national origin,” Bailey said. “As Attorney General, I have a moral and legal obligation to protect Missourians from a company that actively engages in systemic race and sex discrimination. Racism has no place in Missouri. We’re filing suit to halt this blatant violation of the Missouri Human Rights Act in its tracks."

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