Cal.2: Exclusionary rule not applied to employee disciplinary hearing

“The courts have seldom applied the exclusionary rule in administrative cases, even ones in which severe penalties are imposed based on the admission of illegally seized evidence. In administrative disciplinary proceedings, a balancing test must be applied, and consideration must be given to the social consequences of applying the exclusionary rule and to the effect thereof on the integrity of the judicial process. The court conducted a balancing test and determined that there were insufficient grounds for extending the exclusionary rule to the disciplinary proceeding because of the serious dangers arising from the employee’s drug use on the job and possession of a readily accessible firearm.” Department of Transportation v. State Personnel Bd., 178 Cal. App. 4th 568, 100 Cal. Rptr. 3d 516 (2d Dist. 2009).

The stop was reasonable, and defendant consented, despite the allegedly coercive circumstances. Many cases have involved more coercive situations than this. Even so, there was PC for the search. United States v. Rodriguez-Alejandro, 664 F. Supp. 2d 1320 (N.D. Ga. 2009).*

“We consider whether the Commonwealth, in a criminal case, may seek the production of records from a third party in advance of trial or an evidentiary hearing by issuing a subpoena duces tecum directly to the party under G. L. c. 277, § 68, or whether it must first obtain judicial approval, pursuant to Mass. R. Crim. P. 17(a)(2), 378 Mass. 885 (1979), as construed by Commonwealth v. Lampron, 441 Mass. 265, 268-271 (2004) (Lampron). We conclude that it must first obtain judicial approval.” There was no Fourth Amendment claim presented [not that it would work]. Commonwealth v. Odgren, 455 Mass. 171, 915 N.E.2d 215 (2009).

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