Summary: Al Capone was the ultimate untouchable crime figure — operating with total impunity while the system protected him and his empire no matter what he did. But at Phoenix Veterans Affairs Police, we have our own real-life Untouchables. Officials with substantiated sexual and racial harassment findings remain shielded in positions of management and influence. This isn’t Hollywood fiction. It’s happening right now, on federal property, with taxpayer-funded badges and executive leadership fully aware.

“THE UNTOUCHABLES” | AT PHOENIX VETERANS AFFAIRS POLICE

At Phoenix VA Police, you can engage in substantiated sexual harassment, racial harassment, or both — and still remain in a position of management. You can influence promotions. You can hand-pick officials. You can run the department. And the executives who know — the Phoenix VA Health Care System (PVAHCS) leadership, the Office of Security & Law Enforcement, and most off all, the Office of Operations, Security, and Preparedness (OSP) executives — continue to let it happen.

When Misconduct Is Proven — And Leadership Doubles Down

Even with active EEO cases. Even with multiple open complaints. Even with substantiated findings. Leadership doesn’t just look away — they co-sign it. They let it ride, keep the same players in power, and treat taxpayer money like a blank check for misconduct, cleanup, and silence. 

THIS IS THE REAL BENEFIT OF BEING PART OF "THE UNTOUCHABLE CREW"

If you’re in the protected inner circle at Phoenix VA Police, accountability isn’t just optional — it’s nonexistent:

• You can make (allege) false statements — documented in federal court filings like Ramirez v. Phoenix VA Police (Case No. 2:25-cv-00959) — and nothing happens.
• You can lie under oath — and still be trusted with a badge.
• You can discriminate — and keep supervisory authority over the very people you target.
• You can commit sexual harassment — and remain in leadership like it’s just part of the job description.
• You can joke about race and sex like it’s 1995 — because internally, the culture never left.
• Your badge doesn’t get questioned — it gets protected.
• Your authority doesn’t get reviewed — it gets reinforced.

This isn’t a breakdown of policy.

This is the policy — in practice.

HOW THE SYSTEM REWARDS LOYALTY — AND PUNISHES ACCOUNTABILITY

PVAHCS Executive Leadership, Phoenix VA Police Leadership, OS&LE, and — most importantly — OSP have made it crystal clear:

• If you join the Phoenix VA Police and befriend the right people who actually run the department, you too can become one of “The Untouchables” — with zero concern for "Giglio Impairment," destroyed credibility, demotion, or termination.

And if anyone dares to challenge the system?

The response is swift and predictable:

• An administrative investigation gets opened on the reporter.

They’ll dig for anything — any minor issue, any technicality — to justify termination or pressure the person out. Meanwhile, "The Untouchables" keep their throne.

WHEN YOU STAND UP — ESPECIALLY IF YOU’RE A MINORITY, A WOMAN, OR A WHITE PERSON WHO STANDS UP FOR THE TRUTH OR FOR OTHERS

Black officers. Hispanic officers. Women officers. Even White officers — yes, even White officers who call out discriminatory misconduct — get passively retaliated against.

Your career can be .... and WILL be ruined.

THEY READ IT. THEY KNOW IT. THEY IGNORE IT.

PVAHCS executives and OSP executives have been sent emails (FOIA requestable records). They have been briefed. They have the substantiated findings in front of them.

They’ve read the Reports of Investigation (ROIs) from the Office of Resolution Management ORM  —the ones who investigate violations of the Civil Rights Act of 1964— line by line, allegation by allegation, misconduct spelled out in plain English. They know exactly what happened.

But because privacy laws shield the names, the impact gets diluted. It becomes background noise. Just another case file. Just another “issue.” Some shrug it off as "the same noise" — something to acknowledge, archive, and move past without action.

And still — nothing changes. "The Untouchables" remain untouched.

LEADERSHIP KNOWS. OSP KNOWS. AND THE PATTERN CONTINUES.

This isn’t a few isolated incidents. This is a documented, repeated pattern:

• Substantiated sexual and racial harassment findings
• No demotion
• No termination
• Continued influence over promotions and department operations
• Retaliation against those who report it

All while the very executives who are supposed to provide oversight look the other way.

They Tried to Run Out the Clock — It Didn’t Work

Let’s not overlook this. Phoenix VA Health Care System executives did not just delay action. They calculated it. They waited out the OSP consolidation, treating it like a reset button for accountability. The bet was simple. If oversight shifts, the substantiated sexual and racial harassment from 2022 through 2026 becomes someone else’s problem.

They Knew. They Protected It. They Chose Not to Act.

They knew the cases. They saw the ROIs. They watched findings stack up. Instead of acting, they stalled. Instead of correcting, they transitioned.

The assumption was that time, bureaucracy, and reorganization would bury the record.

It didn’t.

You cannot transfer accountability with an org chart. You cannot outwait substantiated misconduct. And you do not get to walk away from findings that occurred under your authority.

That record follows you. And so does the responsibility.

THE REAL QUESTION NOBODY WANTS TO ASK OUT LOUD

How does a federal law enforcement agency — tasked with protecting veterans — allow a protected class of officials to operate above the rules that everyone else must follow?

The answer is simple:

• Because they can!

Because the system has been built to shield "The Untouchables."

And every time a new EEO complaint is filed, every time another officer is forced out, every time leadership chooses protection over accountability — the message is sent loud and clear:

• At Phoenix VA Police, some badges are more "untouchable" than others.

FINAL NOTE

We know VA Police leadership, PVAHCS executive leadership, and even OSP are tired of us talking about the sexual harassment, verbal abuse, and racial discrimination. They feel we’re an annoyance. We’ve seen the emails.

Why This Came Out in the First Place

But here’s the truth they don’t want to face:

• The only reason any real attention has been brought to this is because the people who were forced out, discriminated against, sexually harassed, and made to suffer, or labeled crazy, disgruntled, or worse, had no other choice but to speak out.

They (Leadership) Already Had the Evidence

The truth has been sitting in your PVAHCS and OSP email inboxes for about 10 months now (waiting to get FOIA requested).

This Is Moving Out of Their Control

And the next phase is not internal. It is legal.

Everything Gets Subpoenaed

Future litigation is coming, and when it does, names will not be shielded by redacted emails. Discovery does not care about titles or transitions. Subpoenas will reach the comments, the jokes, the messages, the gestures, every piece of conduct that was dismissed as "not a big deal" or buried as "the same noise." It will all be pulled into the light, under oath, in a forum that does not look the other way — unless another financial settlement is quietly agreed to at the taxpayer’s expense.

What That Actually Means

That process is not quick. It is not quiet. And it is not forgiving.

If They Won’t Act, Others Will

Since VA "Executives" won’t take action, we will.

And we will continue to expose these bodies until accountability finally begins.

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Concerned Citizens AZ – Keep your sympathy. We’d rather be the persistent headache reminding you that some badges are still "untouchable."

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READER NOTICE

Concerned Citizens Media encourages readers to independently verify the information contained in this publication, including through public records, official sources, or AI-assisted research tools. For additional information or clarification, readers are encouraged to contact appropriate Department of Veterans Affairs officials or their local VA facility directly.

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DISCLAIMER

Any attempt to retaliate against current or former VA employees, officers, contractors, or witnesses for engaging in protected whistleblower or EEO activity related to the matters discussed herein may constitute a violation of federal law, including 5 U.S.C. § 2302(b)(8)–(9), Title VII of the Civil Rights Act of 1964, and applicable VA anti‑retaliation policies. Documentation, reporting, or public discussion of substantiated misconduct, harassment, discrimination, or policy violations is protected activity.