to search for its disposition in the records of the Superior Court.
Employment record. Plaintiff seeks officer Clark’s employment history, including, for example, the names and addresses of his employers, the names of his supervisors, and whether he had his compensation reduced or docked for any reason. Plaintiff also asks officer Clark to identify every honor, award, and commendation he has earned since his 18th birthday and to specify every incident during his employment when a complaint was made against him.
Officer Clark has provided the names of four employers but does not provide their addresses and phone numbers, the names of his superiors, his compensation history and whether he ever had his compensation reduced or “docked” for any reason. He then objects to providing any information about disciplinary actions against him in his employment prior to his becoming a police officer. He does provide, subject to his objection, a “chronology of commendations, use of force incidents, proposed adverse actions, and discipline contained in MPD record regarding officer Paul Clark.” (Answer of Defendants to Plaintiffs Interrogatories, No. 8.)
The defendants object to the prior employment history on the grounds that it is, at best, character evidence, which is not admissible to show that officer Clark had a particular character trait. But, evidence may be inadmissible for one purpose but
Period of Name of Address Employment Employer (street, city and state)
As to each period of employment, officer Clark shall state whether he was ever disciplined in any way, to include the “docking” of his pay for the use of force or for dishonesty or deceit. In all other respects, officer Clark is not obliged to answer interrogatories numbered 6, 7 and 8.
Medical History. Plaintiff demands officer Clark’s identify “every [physicial or mental] ailment or condition for which you are currently being treated, or have been treated for at any time since your eighteenth birthday.” He also seeks the statements issued admissible for another. Whether or not officer Clark’s “prior bad acts” in his employment prior to becoming a police officer may or may not be admissible against him, they may well be admissible against the District to show that it was negligent in failing to explore that employment history or disregarding what light it shed on officer Clark’s fitness to become a police officer. I therefore will permit inquiry into that history.
By the same token, there are aspects of that history which are neither relevant nor likely to lead to relevant evidence. Plaintiffs complaints about officer Clark deal with his alleged use of unreasonable force. Moreover, if officer Clark were to testify he might be impeached with prior bad acts that bear directly upon his truthfulness. Fed.R.Evid. 608(b). It would therefore follow that plaintiff has the right to seek from prior employers information about those characteristics from prior employers and that officer Clark must advise plaintiff whether he was ever disciplined for any infraction bearing on his use of force or his honesty or truthfulness. The other questions, as to his compensation, periods of unemployment, honors and awards, and whether his pay was “docked” for any reason such as tardiness is irrelevant. Accordingly, officer Clark shall provide the following information to plaintiff in the following form as to all employment he has had since his 18th birthday:
Phone Name of Reason for number immediate leaving supervisor employment
by any “doctors, mental health professionals or hospitals reflecting charges for medical, hospital, or counseling services provided to Paul A. Clark during the past years.” (Plaintiffs Requests for Production of Documents No. 8.)
The breadth of these questions invade officer Clark’s privacy without any corresponding gain in the quantum of information bearing on his fitness to be a police officer. No one could contend that knowing that officer Clark was treated for the flu or a broken arm put the District of any kind of notice that he would not be a good police officer.