Former Port of Seattle police chief, Rod Covey, who was fired three years ago amidst claims of workplace misconduct, has been awarded $24.2 million in damages by a King County jury. The decision came after a lengthy trial where Covey sued the Port for wrongful termination in violation of public policy stemming from frustrations over an investigation that led to his firing.
The incident dates back to July 2018 when Police Officer Yandle Moss filed a complaint against his supervising sergeant for alleged retaliation. Covey issued a letter of reprimand to Moss, citing performance issues. Subsequently, Moss filed a complaint with the Port’s workplace responsibility unit, alleging a hostile work environment within the department. This initiated an investigation that Covey claimed lacked transparency and courtesy.
The situation escalated when Moss lodged another complaint against Covey, leading to the former police chief being placed on administrative leave. The investigation that followed resulted in findings that could have led to Covey’s termination. Despite Covey recusing himself from issues involving Moss, the Port opened additional investigations into his conduct, one of which accused him of perpetuating a negative narrative about Moss.
Covey’s attorneys argued that the investigations were biased against him, with selective questioning and a lack of input from close colleagues. They also claimed that Covey’s termination was a form of retaliation for reporting due process violations in the investigation.
After a six-week trial, the Seattle jury sided with Covey, awarding him $1.7 million in economic damages for lost salary and benefits and $22.5 million in noneconomic damages for the emotional toll of the ordeal. Covey’s legal team contended that he suffered from post-traumatic stress disorder following his termination, impacting his personal relationships.
In response to the verdict, Covey’s attorney, Jake Downs, criticized the Port’s actions, stating that the timing of Covey’s firing capitalized on the racial uprising following George Floyd’s murder. The Port of Seattle, however, mentioned that it stands by its decision to terminate Covey based on violations of its Code of Conduct and is considering an appeal.
The case sheds light on the complexities of workplace investigations and the potential consequences of wrongful termination. It underscores the importance of transparency, fairness, and due process in handling internal complaints and disciplinary actions within organizations. The substantial damages awarded to Covey also highlight the impact of such incidents on individuals beyond professional repercussions.
