The Association of Probation Supervisors, along with SEIU 721 welcomes Dr. Adolfo Gonzales,Chief Probation Officer to The Los Angeles County Probation Department. Together we support positive change!Paused
History of the Association is a work in progress
The Association of probation Supervisors Celebrated its 50th year in 2014. It is the strength of the coalition between our Membership-Supervising Deputy Probation Officers, Supervising Detention Supervisors, Supervising Transportation Deputies and Supervising Transportation Workers (DCFS) as well as our continued relationship with SEIU 721 that affords us our strength and unity. In 2017 our Association formed Lodge 702 Fraternal Order of Police, with this came a Legal Defense Fund that will offer legal services to our members who decide to join the Lodge as well. Below is a brief history our Association dating back to 1969 which is taken directly from our second contract.
Pursuant to the provisions of the Employee Relations Ordinance of the County of Los Angeles and applicable State law, Joint Council of Supervising Deputy Probation Officers Association/Los Angeles County Employees Association was certified on December 10, 1969 by County's Employee Relations Commission (Employee Relations Commission File No. 23-69) as the majority representative of County employees in the Supervising Deputy Probation Officers Employee Representation Unit (hereinafter "Unit") previously found to be appropriate by said Employee Relations Commission. Management hereby recognizes Joint Council of Supervising Deputy Probation Officers Association/Los Angeles County Employees Association as the certified majority representative of the employees in said Unit. The term "employee" or "employees" as used herein shall refer only to employees employed by the County in said Unit in the employee classifications listed in Article 7, Salaries, as well as such classes as may be added hereafter by the Employee Relations Commission. Notwithstanding the above, if Management and Joint Council agree on exclusivity, then it will become effective in this Unit.
It is the purpose of this Memorandum of Understanding to promote and provide for harmonious relations, cooperation and understanding between Management and the employees covered herein; to provide an orderly and equitable means of resolving any misunderstandings or differences which may arise under this Memorandum of Understanding; and to set forth the full and entire understanding of the parties reached as a result of good faith negotiations regarding the wages, hours and other terms and conditions of employment of the employees covered hereby, which understanding the parties intend jointly to submit and recommend for approval and implementation to County's Board of Supervisors. Take note that there were only two classes of probation Supervisors, the SDPO's and the Transportation Supervisors. The Salary in 1972 was: SDPO $1170.00-1485, and the Transportation Supervisors' pay scale was $819.00-1020.00.
This year has been challenging in the 2nd year of the Pandemic. We have set both our executive and general membership meetings online via Zoom. While there has been some travel, it has been limited. We sent five of our members to San Diego to attend the PSPSA (Public Safety Peer Support Association) 5th Annual Conference this past November between the Delta and Omicron variants of Covid-19. Back home, we successfully pushed for the addition of PEER Support Chaplains as an adjunct to our PEER support program. We now have 5 Chaplains ready for deployment during and following critical stress incidents. This addition to the PEER support program is just part of our commitment to provide health and safety nets for all of our employees.
This year we also brought to fruition the development of the Department's Honor Guard program. Thanks goes to so many, but Reggie Torres should be thanked for taking the lead and getting it done. We brought lunches to the 1st graduating class (all volunteers) and thanked them personally. John Tuchek introduced the concept of a statewide honor guard to the State Coalition Of Probation Organizations, (SCOPO), and the Chief Probation Officers of both Los Angeles and Sacramento were immediately on board.
Chief Adolfo Gonzalez is to be thanked for his support of both the PEER Support Chaplains and the Department's Honor Guard ensuring that each unit had professional uniforms. He is a driving force of positive change, working directly with the unions and listening to all employees.
Fraternal Order of Police Legal Defense Fund
S. California Probation, Lodge #702 has been up and running for over a year. We have over 300 plus members who have opted in. There are still members signed up with Bonnie Lane and the Los Angeles County Chicano’s Association. Although they offer similar benefits, none of them will provide the legal services that the Fraternal Order of Police (FOP) can and do offer. First of all, each member is afforded up to $500k in legal fees, and has an attached rider that will provide an additional $4.5 million should your case rise to that level. FOP will also pay for expert witnesses to enhance your representation. Again, neither of the above services could offer or survive what FOP offers its members.
Those working in high profile positions such as our camps, halls, SEO and AB109 are in a precarious position as they are directly responsible for their subordinate’s actions or lack of. In addition to the seven Supervisors terminated under Teri's watch, the Department continues its campaign to investigate, discipline, and terminate sworn personnel. Again, I do not understand our supervisor’s mentality. All of us have insurance, be it medical, dental, auto, home and life insurance. Why not have insurance to protect your job? Honestly, the cost is minimal, $17.00 per pay period. Hell, a pack of cigarettes, or a twelve pack of beer is worthy of your money, but not your job security.
The irony is once you’re faced with discipline, relieved of duty without pay, facing termination or, worse yet, criminal charges or both, it’s too late. Who is going to pay your legal fees to get your job back? Especially when your house note, car note and the very food on your table will be an issue to support. You will get unemployment insurance, but it’s a far cry from what you need to sustain your livelihood. I’m not trying to scare you, but you need to look at the realities.
Again, the Union gets nothing from this program. All revenue is used to pay for the Fraternal rider of Police yearly dues, the Legal Defense Fund, and the operating cost of the program. We are just trying to offer an additional resource and benefit to our members. Many police unions offer this or similar programs as well and the cost is absorbed by the members. Most recently, the FOP board has elected to allow non-Supervisors sworn personnel the ability to sign up for this program. However, the non-Supervisor must pay the yearly cost of $409.00 up front. The yearly cost includes membership in the Fraternal Order of Police, which is a requirement to access the Legal Defense Fund.
At the initial startup and enrollment, members will pay three (3) months in advance, totaling $102.00 via check made out to the “Association of Probation Supervisors, or you can pay cash. Your startup date will be the date of payment, enrollment and the completion of an automatic deduction card. Your deductions will begin with your next pay period and the amount will be around $17.00 per pay period. All fees associated with this program should be tax deductible, but confirm with your tax person.
Once signed up, you're covered a few days from enrollment forward. Any incidents that happen prior to enrollment are not covered, and we look at the date of incident to determine your eligibility. This program covers a “Letter of Reprimand” or higher. If called by Internal Affairs as subject, you will be accompanied by an attorney and a union representative to ensure your rights are protected. The attorney will cover your case up to resolution, even if that means filing a writ and going to superior court.
There are no refunds for money deposited. However, if a member quits, any monies taken after termination will be refunded upon proof of deducted funds and termination.
If interested, please contact me (310) 944-4239 or email me email@example.com. You can also reach out to any of our executive board members to assist you.Ten Tips for Internal Affairs Interviews, by Will Aitchison1. Prepare. Don’t go into an internal affairs interview assuming you can “wing it”, You can’t.2. Talk Things Over With Your Representative. Before the interview happens, sit down with your representative and go over the entire incident.3. Tell The Truth. Enough said.4. Listen To The Question, The Whole Question. Don’t turn your brain off halfway through the middle of a question. Let the interviewer finish speaking before you start to answer.5. Answer Only The Question That Was Asked. Don’t volunteer any information other than what was specifically requested in the question.6. Don’t Guess At What a Question Means. If you do not understand a question, tell the investigator you don’t understand the question.7. Don’t Guess At Your Answer. If you cannot remember something, you have only one answer: “ I do not remember.”8. Beware Long Or Leading Questions. A leading question improperly suggests the answer in the body of the question. Don’t allow the investigator to try to put words in your mouth. Don’t accept the investigator’s summary of your account unless it is 100% accurate.9. The Internal Affairs Investigator Is Not Your Friend. The investigator has one job to do , find out what happened.10. Forget About Being Humorous. It doesn’t work. If a transcript is eventually prepared of the interview, the humor will not translate and may give the wrong impression.