Elkins Terminates Mayle After Domestic Battery Arrest

The City of Elkins terminated the employment of former Probationary Patrolman Christian Mayle today. Mayle was terminated for violation of the Elkins Police Department’s Standards of Conduct policy. Under West Virginia law, a police officer terminated for cause loses the state certification required to serve as a sworn law enforcement officer.

“There has been a lot of public interest in this matter, and that’s completely understandable,” said Elkins Mayor Jerry Marco. “But people need to understand that this sort of situation comes with a bundle of complex legal protections for police officers under state law. Although we saw a clear need to take decisive action to uphold departmental and community standards concerning this kind of behavior, we also needed to work carefully with our City Attorney and H.R. Director to make sure the correct process was followed so as not to open the city up to legal action.”

Mayle, who joined the Elkins Police Department in late 2024, was arrested in Barbour County early Sunday morning and charged with a misdemeanor count of domestic battery by the West Virginia State Police. WVSP transported Mayle to the Tygart Valley Regional Jail. Mayle later posted bond and was released.

Immediately after his arrest, Mayle was placed on administrative leave by the Elkins Police Department. Mayle was required to surrender his badge, service weapon, and other department-issued equipment. At this point, city officials began preparations for terminating Mayle.

Under West Virginia law, the process for terminating a civil-service police officer is significantly more complex than the process for terminating the more common “at-will” employment relationship. In addition to requiring presentation of a written notice of the charges that were the basis for termination, state law stipulates that the department’s decision to terminate is reviewable and can be overturned at a hearing in front of—depending on the circumstances of the case—either the civil service commission or a hearing board consisting of three police officers. If the termination is overturned, this can be appealed, but the process of doing so is lengthy and expensive.

Bennett points out that the extensive online conversation about this matter has included some inaccurate information.

“At the time of his hiring by EPD in 2024, Mayle had never been fired from another police department, nor had he been disciplined or investigated by another police department,” Bennett says. “Under state law, if he had been terminated for cause or resigned while under investigation by another police department, he would have lost his state law enforcement certification and would have been ineligible for hiring by EPD.”

Bennett emphasizes that EPD is working hard day and night to accomplish its public safety mission.

“Whatever else is going on, I want the people of Elkins to know they can rely on this department to protect and serve them to the absolute best of our ability,” he says. “That’s our sworn duty, and we take it very seriously.”

Chrishaunda Marshall, the City’s HR Director, emphasizes the city’s commitment to integrity and accountability in all its decision making.

“Situations like this remind us of the importance of maintaining a culture rooted in accountability, respect, and community safety,” says Marshall. “While we are carefully following all legal procedures, we also recognize our responsibility to lead with integrity and foster a workplace culture that honors the trust the public places in us. We remain committed to continuous improvement both in our hiring practices and in the way we serve our residents.”