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Earlier this month, our LA County Search Dogs team held the FEMA-required Foundational Skills Assessment (FSA) test. Some of our teammates are in the process of recertifying as FEMA Canine Search Teams (CST), others are working towards their initial FEMA certification as a CST.
The FSA is a crucial prerequisite for the FEMA certification examination.We’re thrilled to announce that the following teams successfully passed the FSA and are now gearing up for the CST Certification Evaluation (CE) later this year: Capt. Toepher & K9 Deacon, FFS Baldovin & K9 Diva, FFPM Hilsabeck & K9 Bond, FFPM Medina & K9 Mattis, FFPM Miller & K9 Hawthorne, FF Fields & K9 Greta, FEMA K9 Handler Sonja & K9 Mischa. All the hard work and training throughout the year paid off! Each team excelled during their test. Good luck on your upcoming CST CE! |
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Brothers and Sisters,
When it comes to discipline, there has been a growing theme with upper management. PPS and Upper Management appear to not investigate themselves. The Department needs to start treating management, personnel for PPS and other civilians like our members get treated when it comes to supposed violations.
Instead, they keep up the practice of turning a blind eye or coming up with excuses when they violate the Countywide Discipline Guidelines: For Employees, the Supplemental Discipline Guidelines, and the Standards of Behavior. Many of them repeatedly violate the standards of behavior, exercising good judgment, carrying out any lawful order issued by a supervisor, treating all persons in a respectful and courteous manner while on duty, disrespectful conduct/insubordination, failing to follow established rules or regulations and so on. In contrast, when the rank and file violate these guidelines, we get anywhere from letters of warning up to termination.
What happens when PPS puts false information in their investigation, misquotes our member's statements, changes time frames for Skellys, or how Skellys can be done? It gets chaulked up as nothing, saying, "they should have talked to the union" or "we will fix that verbiage." They need to stop going rogue and making up their own policies. Those are big items that clearly violate the discipline guidelines. Where is the integrity in an investigation or a person? Integrity is also a core value of the Fire Department. The double standard and the horrific treatment of our members during the investigation process needs to stop. How many people from PPS have ever been investigated and who investigates them?
The chiefs also knowingly violate our MOU, policy, and procedures and continuously get verbal warnings from upper management. It’s coming to a head and Local 1014 will start filing unfair labor charges for the repeated offenses. Your union is tired of the double standard and defending its members for doing the real work on the ground running 9-11 calls while the chiefs sharpen red pencils at their desks, figuring out who they can write up while ignoring their violations. We all want to do a good job that is why we chose this profession. The chiefs need to remember that when signing discipline.
Finally, we will end with a couple of things: we ask management and PPS to 1) adhere to the same policies they expect us to, and 2) investigate your own when there are wrongdoings. Finally, we ask that all our members keep track of when management and PPS violate discipline guidelines, our MOU, and policies and procedures. There are good people who work in all positions on this Department upper management, PPS and in the county and you know who you are and know this is not directed towards you. Those people will not be offended by this, but there are a growing number of you who might be. In closing, it is sad we have to say it but treat others how you want to be treated and no more double standards. |
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URGENT: CHECK YOUR CHECK AND BENEFITS: Ongoing Payroll Discrepancies
IAFF Local 1014 has uncovered serious and persistent payroll discrepancies affecting our active and retired members. For the past two years, Fire Department management, the personnel and payroll section, and the CEO office have been aware of these egregious and consistent issues. Despite this knowledge, the department still needs to take action to rectify the situation.
Critical Issues Identified:
1. Loss of Vested Benefit Time: Members are losing or not accruing vested and protected benefit time.
2. Zero Dollar Paychecks: Some members have received paychecks for $0 due to perceived underpayments, which are often incorrect.
3. Illegal Pay Deductions: The Department is using a "black box" program that violates California state law and county fiscal policy by automatically removing employees' pay when there's a perceived overpayment. This often triggers lengthy investigations, leaving employees unpaid for months or even over a year.
4. Benefit Time Discrepancies: Loss or non-accrual of vested benefit time in various situations, including:
- Injury leave
- Light duty
- Post TDD
- Unapproved injury leave in a 40-hour assignment
5. FLSA Overtime Issues: Loss of FLSA overtime while on injury leave.
6. Retirement Benefit Errors: Proration and removal of vested benefit time upon employee retirement.
Who May Be Affected
Members who have experienced any of the following situations in the past 2-3 years should be especially vigilant:
- Worked in 40-hour or 56-hour post positions
- Participated in short- or long-term details
- Utilized sick time or partial pay sick leave
- Transferred between 40-hour and 56-hour schedules
- Been on injury leave, light duty, or any 40-hour assignment
- Recently retired
What to Check
Please carefully review your pay and benefits, ensuring that:
1. You received your full pay and benefits entitled to you as a Los Angeles County Fire Department employee
2. Your FLSA overtime was correctly paid, especially if you work a 56-hour schedule
3. You received your holiday pay while on injury leave ("I" time)
4. If placed on a 40-hour work week for any reason (including short-term detail or light duty), your hours and calculated time were properly adjusted upon return to a 56-hour work week
5. All your vested benefit time was correctly calculated, particularly for retirement separation payouts
Legal Action and Member Support
Local 1014 is actively pursuing damages for these pay and benefit losses on behalf of our members. We need your help to identify and document all instances of these discrepancies. Your prompt reporting of any issues is crucial in our efforts to rectify these discrepancies and ensure all members receive their rightful pay and benefits.
Immediate Action Steps
1. Review your paystubs and benefit statements for the past 2-3 years
2. Check for any discrepancies in pay, benefit time, FLSA overtime, or retirement payouts
3. Document any issues you find in detail
4. Email the required information, including your full name and rank, employee number, retirement date (if applicable), and a brief description of the loss or discrepancy you've identified, to jgreen@local1014.org.
Stay vigilant and help us fight for your rightful pay and benefits. Your attention to this matter is crucial in our efforts to correct these systemic issues and ensure fair compensation for all members.
Remember: IAFF Local 1014 is here to support you. Please don't hesitate to reach out if you have any questions or need assistance reviewing your pay and benefits. Together we can address these issues and work towards a fair and transparent payroll system for all our members.
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In Solidarity,
President Dave Gillotte and the Local 1014 Executive Board |
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