• September 22, 2018
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    SEIU 721, BU 702
    1545 Wilshire Blvd, Suite 604
    Los Angeles, CA 90017
    (213) 989-2040
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    • Next Union meeting is September 20, 2018. Dinner served at 6:00pm, meeting starts at 6:30pm

         
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      Holiday Party

      Our annual Holiday Party has been set for Saturday, December 1, 2018 from 6:00 p.m. to Midnight at the Quiet Cannon.  Each full member and one guest are invited to attend this festive event.  Dinner wil be served at 7:00 p.m.followed by dancing.  We are working on a deal with the Hilton hotel next door for reduced rates.
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      In Response to Janus, Governor Brown Signs SB 866 which Bolsters Union Dues Deductions

      In the wake of the landmark decision of Janus v. AFSCME , Governor Brown signed SB 866 into law. The legislation was incorporated into the recently enacted state budget. The new law authorizes employee organizations to request payroll deductions and requires public employers to honor such request.
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      JANUS v. AMERICAN FEDERATION OF STATE,

      Supreme Court Rules in Favor of Free-Riders: Union Drop-Outs Don’t Have to Pay Fair Share Fees, Not Entitled to Non-Core Union Benefits Today, the Supreme Court ruled that unions cannot collect fair share fees from employees who do not opt in to union membership. While the decision means some unions will face a significant in drop in revenue, public safety unions are not expected to be as heavily affected. This court decision was widely expected given the makeup of the Supreme Court and some recent cases. California recently passed laws giving unions opportunities to reduce the impacts of the decision.
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      Download: JANUS v. AMERICAN FEDERATION OF STATE , .pdf

      SEIU 721 Membership

      Over 95,000 workers comprise the membership of SEIU Local 721 – making it the largest public sector union in Southern California. SEIU Local 21 represents people working in hospitals, foster care, mental health, courts, law enforcement, libraries, street services, beach maintenance, sanitation, water treatment, parks services and watershed management.
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      Download: 721MembershipApplication_LACounty_Oct2015.pdf

      2017 Accomplishments – 2018 Goals

      The Executive Board is proud that our new union website and app are up and running. This and our association with the Fraternal Order of Police and offering legal protection to our members through their Legal Defense Fund rounds out 2017. We are also proud to have added Special Editions to our monthly Newsletter and the opinion pieces bringing to light our position on major issues affecting our Department. We will continue our defense of our membership impacted by amoral leadership decisions. 2018 will be a year dedicated to our next contract. Let negotiations begin!
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                               Fraternal Order of Police Legal Defense Fund                                           

      S. California Probation, Lodge #702 has been up and running for over a year.  We have about 170 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 Fraternal Order of Police (FOP) can and do offer.  First of all each member is afforded up to $500k in legal fees, and have 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 service could offer or survive what FOP offer 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 termiated last year, 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, $13.38 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 worst 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.  We have a Chief who is very personable, but merciless when you make a mistake.

      Again, the Union gets nothing from this 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 member.  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 $321.00 up front.

      At the initial startup and enrollment, members will pay three (3) months in advance totaling $80.25 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 automatic deduction card. Your deductions will begin with your next pay period and the amount will be around $13.38 per pay period. All fees associated with this program should be tax deductible, but confirm with your tax person.

      Once signed up, your covered from date of enrollment forward.  Any incidents that happen prior to enrollment is 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 is no refunds of 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 at jtuchek@seiu721.org. You can also reach out to any of our executive board members to assist you.

                                  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, and Supervising Transportation Deputies 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 $819-1020.00

               
                                         Ten Tips for Internal Affairs Interviews, by Will Aitchison
      1. 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.
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