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Sisters and Brothers,
This will be a heavier weekend than most as the nation and all firefighters including the families of the 343 fallen FDNY members take time to reflect and remember 20 years ago when two towers fell in New York City taking our hearts with them. We Shall Never Forget.
Each of us remembers where we were and what we were doing and tomorrow the impact of the day will pass over us again. The IAFF hosted a wreath ceremony today at 4 pm EST. Click below to watch the ceremony.
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Also Fire Velo including members of LA County Firefighters has arrived in New York at the memorial site. Firefighters from throughout California rode from Santa Monica Pier to New York to raise money and awareness of the 20 year anniversary. Thank you to all who supported and congratulations to Fire Velo for their amazing effort and accomplishment in tribute to the fallen. |
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Covid Vaccine Policy Proposal and Ongoing Negotiations
Local 1014 will be at the bargaining table again today late into the evening with the County of Los Angeles and the CCU. We have been bargaining two to three days per week 6-8 hours per day on the “IMPACT” of any such proposal from the County of LA. We are working hard along with our public safety members in partnership within the CCU to move this proposal to a “vaccinate or accommodate” policy and steadfastly have opposed any mandate.
Additionally, Local 1014 along with our Sheriff Union partners introduced the concept of using antibody levels in part or whole as the equivalent to vaccinated status. We are bargaining over every line of the proposals that emanated from the BOS Executive Order and Motion. This is not only tedious but volatile. We are also working to eliminate a disciplinary track for anyone who is non-compliant and instead have an accommodation and or testing process as well as alternative work schedules and environments for non-safety units who are impacted by this order. The County knows it cannot meet an October 1 deadline. We will notify you of any changes in the proposal formally as we get agreement on items impacting dates, times, and policy.
Once again, Local 1014 has taken a strong position embracing the vaccine and encouraging our members to get the vaccine (75% of our membership is vaccinated currently), while OPPOSING THE VACCINE MANDATE. We have asked for the use of antibody testing, full safety gear including masks, gowns, goggles, gloves, physical distancing, and cleaning as ways to accommodate those who are not vaccinated. We will continue to work on those positions in alliance with our partners in the house of Labor.
General Membership Meeting 9/14/2021
We look forward to seeing everyone at the General Membership Meeting at the Alfred K. Whitehead Labor Center, the Union Hall - 3460 Fletcher Avenue in El Monte at 10 am on Tuesday 9/14/2021. The Union meeting is for Active Duty Local 1014 members only. We have many issues to discuss including bargaining, the fringe contract we just settled, staffing and operations, as well as the Covid vaccine issue. We will have legal experts and medical experts at the Union Hall on Tuesday with good information and answers to specific legal and medical questions as we navigate this item with the County.
As a reminder, we have staff in the building so please bring your mask as this is an indoor forum. We know many of you may not be able to attend because of staffing or personal obligations, so we will also be hosting a Covid Vaccine Webinar the following Tuesday, September 21st with questions and answers as well as legal and medical expert. Mark your calendars and get your questions ready in advance and as we roll in the webinar.
Thank you for your continued resolve and solidarity as we handle this issue and bargain with the County over the impact on our members.
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Local 1014 members continue to serve on the frontlines
Local 1014 members are currently serving on the Caldor Fire and the Dixie Fire with Strike Teams 1135A, 1279F, 1282A, 1321A, 1840A, OES 1870C, 1880C, 1103A, and 1120A. Los Angeles County Fire Fighters Local 1014 has provided the most resources in the state relative to the workforce and proudly our members are getting it done.
While there are many stories of our members handling the work, but also going above and beyond, Strike Team 1120 A has a special story we would like to share with you all. ST 1120 A received an assignment to protect structures in a neighborhood. As they prepped they came across a home to Aaliyah, a 9-year-old girl who was diagnosed with ovarian cancer 3 months ago. Because of her compromised immune system from her chemotherapy treatments, she had no place to go nor could she. The mission then became not only to protect her home and her family from fire, but also to support her family for 4 shifts and then some. The crews of 1120A talked to the family every day to assure them they were safe and LA County Fire Fighters would be there to protect them and provide for them. The crews split wood for them provided resources and cared for the family in any way needed. She finally was able to leave on the 9th to go receive her third chemotherapy.
We learned her insurance isn’t covering the treatment and procedures and her family will owe over $350,000 when this is over. Her birthday is the 22nd of this month. Engine 9 Crew from 1120 A bought her a Karaoke machine she wanted for her birthday and with a smile on her face, ST 1120 A donated $250 so far with more to come. There is a GoFundMe set up on her behalf with a 50,000 goal and only 13,000 met so far.
Please join Engine 9, ST 1120 A and the LA County Local 1014 Fire Family in helping Aaliyah and her family in considering a donation to her go fund me. Thank you to our brothers and sisters always and in this example of leadership and compassion is all we do!
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In Solidarity,
President Dave Gillotte and the Local 1014 Executive Board |
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Sisters and Brothers,
Local 1014 has been at the bargaining table with the County to get a Fringe Benefits contract negotiated and a fair deal in place.
For months, Local 1014 along with our Coalition of County Unions (CCU) partners have been working to get a 9-month short-term deal based on financial projections with COVID impact offset to secure increased medical, dental, and vision premium to ensure no out-of-pocket costs on premiums for our members. We also worked to capture an additional holiday commemorating Juneteenth which was put into place nationally and captured in California and now LA County. We also got a COVID response bonus for those who have worked on the front lines. Our members will qualify for a $1500 bonus schedule along with the increases in premium and the additional holiday.
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We want to thank all of our CCU partners, especially public safety, who held the line to help our seasonal, recurrent, and intern CCU members qualify for all we secured. Solidarity and strength in bargaining. We will be back at the fringe table in 9 months as more financial data and funding details are available through tax collection both property and sales tax.
COVID VACCINE MANDATE BARGAINING
Our members have been on the front lines of COVID-19 for the last 18 plus months braving the unknown. Adding to that the vaccine mandate which came down without labor collaboration or discussion and was disrespectful to our service throughout the pandemic. We are fighting this at the bargaining table where we have the legal means to negotiate solutions that fit everyone’s needs. The safety of our members is paramount. We have been supportive of the vaccine and safety gear from day one. Our membership is over 75% vaccinated and we have been lucky to avoid any deaths due to COVID but we have and continue to have members who are severely impacted by COVID. The disease is real and has taken its toll on our membership as well as on the nation's firefighters, both young and old, with two deaths at LA City UFLAC 112 - LAFD.
President Gillotte has appointed a diverse group of Local 1014 Board Members including President Gillotte, VP’s Lew Currier and Kurt Kobler, and Directors Chris Reade and Tony Carcioppolo to bargain at the table for this critical issue. At multiple meetings per week with our partners in the Coalition of County Unions (CCU) and public safety attorneys, we have been hammering out the details on the proposed vaccine mandate. The details of each proposal round have helped clear a path for our members to keep the public safe without mandate and or discipline.
"For the last 6 weeks we have been negotiating the negative impacts of the County vaccine mandate and the potentially devastating impact it could have on some public safety members," said VP Kurt Kobler. "Local 1014 believes in your right to choose. It has always been the position of Local 1014 and the CCU to vaccinate or accommodate. The accommodations we are negotiating for are the current workplace standards that the Department issued 16 months ago."
"Being unvaccinated myself, I am very optimistic with how the negotiations have been going," said Director Tony Carcioppolo. "We will continue to fight and protect all members!"
We would like to reiterate to all members regardless of their opinion or feelings on this matter, to be supportive of each other and stay away from divisive and harmful actions whether in person at the station or on social media. Remain calm and armed with facts, not fodder for the bloggers who simply seek to disrupt. We know we are fighting for a small percentage of our members who have not been vaccinated, and we would fight the fight even if it was one member. Remember you still work for a public safety organization, paid for by the citizens of Los Angeles. Be smart about your choices especially on social media when wearing your “LA County Fire Fighter” hat both on and off duty.
Additionally, as of now, there are no conditions for employment of medic school relative to the vaccine. The only item we are dealing with for the few medic students who are heading into clinical is negotiations with private hospitals over their own policies to require the vaccine to participate in clinical. We are working with the Department, DHS, and the hospitals to find solutions both short-term and long-term. If you do have any evidence and or facts to support any of our members or recruits being held down and “jabbed”, please contact us immediately so we can address it.
Finally, we have seen some discussion about AB 455 and State Orders. Please see the FAQ below on the issues brought to our attention:
Is there statewide vaccine mandate for firefighters?
There is currently no statewide blanket vaccine mandate for firefighters. A state public health order was issued in August requiring that all healthcare workers be vaccinated by September 30th – this order does not include EMTs or paramedics. A requirement was also instituted that all California state employees, including CAL FIRE firefighters, must either show proof of vaccination or be tested for COVID at least weekly, however this requirement is not a “vaccinate or terminate” policy.
What about AB 455?
It was heavily reported in the press that Assembly Member Buffy Wicks and others were amending her AB 455, which currently does not have anything to do with vaccines, with language that imposed a requirement that all employers require their employees to be vaccinated or submit to weekly testing.
Assemblymember Wicks had been working with several of her colleagues on this proposal that would have imposed the same requirement on all CA workers, that exists today for State employees via the recent public health order – workers would need to be vaccinated or get a weekly COVID test. There were rumors that the proposal would also have imposed a proof of vaccine requirements on certain types of public venues.
President Rice directed the Legislative team to insist upon strong meet and confer protections in the bill, paid time off for any impacts of getting a vaccine (separate from the current COVID supplemental sick leave that is available until Sept 30) AND asking that the language pre-empt local action to do something more restrictive, should the language be added to the bill. As you may know – pre-empting local action runs afoul of local control and is always a hard sell in the Legislature but that was our ask.
Earlier this week, Assembly Member Wicks announced that it is not moving forward this year. See press release here: https://a15.asmdc.org/press-releases/20210830-proposed-vaccine-verification-bill-hold-until-2022.
Are there any other vaccine mandate bills on the horizon?
At this time there are no proposals that would mandate vaccines statewide or for workplaces. The deadline to amend bills is Friday, September 3rd, and the legislative session ends on Friday, September 10th.
What other vaccine or COVID bills are out there?
The situation in the legislature is extremely fluid at the moment, as there are many discussions happening on many different facets of this topic. Discussions are ongoing regarding a proposed bill from Assembly Member Evan Low, which would amend the existing bill AB 1102 to clarify the legal backing for employers to require that their employees be vaccinated. While it is unclear if that proposal will move forward, it may potentially be tied to or folded in with other proposals.
What is the status of emergency paid sick leave?
Currently, supplemental paid sick leave for COVID-19 is set to expire at the end of the month on September 30th. A coalition of labor unions is currently negotiating what a potential extension of this sick leave may look like, but time is short and the situation is changing rapidly. Business interests would like to see the COVID sick leave extension tied to vaccine mandates or clarifying measures like the Low bill described above. CPF is following these developments closely and will provide updates as they become available.
We continue to watch the Federal, State, and Local authorities on vaccine mandate, including DHS and our EMT and PM Licensure requirements. This evolves daily with our efforts in each venue to protect our members and impact our working conditions. While much attention is on our members objecting to the vaccine, we want our members who have embraced the vaccine or expressed concerns for their safety of the safety of their families members, some of whom have had family members pass, to know we hear your concerns and are in receipt of your emails and the concerns raised to stay safe at work. We are balancing all of these perspectives with member safety in mind. We know not everyone will have an impact from exposure to COVID, but we know that having even one member who has COVID affect their health and livelihood is devastating. We have members who fight to survive as we speak.
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MILITARY LEAVE
Upon hearing of some of our active military reservists being told by payroll that they would have to use their personal benefit time to attend weekend drills if orders were not provided by our military members, your Local 1014 Board immediately began talks with the Department and payroll to correct this wrong. After several meetings, we have come to an agreement and to what we believe is the correct interpretation of the policy for our members to use Military leave.
The agreement is as follows:
- Approval for Military Service
- Reservists shall be allowed to attend any type of military duty. It does not matter if a member is on probation and is not supposed to take time off or not, you will be granted the time off and exempt from recall on drill weekends and annual training duty(ATD).
- Paid Military Leave
- The first 30 calendar days during the fiscal year (July 1 – June 30), are paid at full County pay. This benefit allotted to Reservists should be treated like a leave balance and coded in IPFIRS as ML. The employee shall deduct weekend drills, annual training, and deployment from the balance. For example, a 56-hour employee is scheduled for a weekend drill on Saturday, July 24th and utilizes one 24-hour shift which is equal to three 8-hour shifts on a 40-hour schedule. The employee now has a balance of nine 24-hour shifts or 27 8-hour shifts to utilize until June 30th of the next year. The clock resets every fiscal year for full County pay.
- The member, their supervisor and the payroll clerk should track the hours each fiscal year to ensure the avoidance of overpayments/underpayments. If your weekend drills and ATD take more than the 15 shifts allotted on a 56 hour work week, you can either choose no pay (your medical and dental benefits, as well as service time, continue to be paid and accrue as normal, or you can use benefit time (sick, sick personal, holiday or vacation) to continue to be paid at full pay.
- Our recommendation is for Reservists to submit their annual pre-planned training schedule (weekend and ATD) as soon as possible to assist your captain, station and battalion to plan for the absence and time record submissions.
- Active Military Service v. Inactive Military Service
- Your supervisor, Battalion Chief and Payroll will accept either verbal or written military orders if it is possible as active Military Service.
- Military Leave Policy
Local 1014 and the Department’s Human Resources Division plan to work, in collaboration, with the Department of Military & Veterans Affairs to update our policy to ensure all departmental personnel have access to a consistent application of Federal, State, and County regulations.
Local 1014 would like to thank all of our military members, currently deployed, reserve, and veterans for your service. |
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In Solidarity,
President Dave Gillotte and the Local 1014 Executive Board |
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Sisters and Brothers,
We continue to fight for our members and their families as we see vaccine mandates sweep across the nation. While the Board of Supervisors' goal was to vaccinate more employees through this mandate, this was the wrong move. The County of LA vaccine mandate not only shocked most labor organizations who were not consulted but also served to divide workers and in particular the public safety workers who have been on the frontline of COVID for the last 18 months. Local 1014 and other public safety unions like ALADS and LACOLA have opposed this mandate.
Local 1014 has taken a lead role in the Coalition of County Unions (CCU) along with ALADS to ensure our interests are protected. President Gillotte made a motion to hire long-time labor attorney and FMLA, ADA and EEOC specialist Will Aitcheson of Labor Relations Information Systems (LRIS). Considered one of the best attorneys in the country for Firefighters issues, he is now the CCU legal representative at the bargaining table. We have been at the table multiple days each week hammering away at each and every line of the proposed policy.
President Gillotte has assigned both Vice Presidents Currier and Kobler along with Directors Reade and Carcioppolo to the table. Each brings a unique perspective to the table where we are legally empowered to handle this issue. We anticipate bargaining through September.
While this is deeply personal for each and every one of us, we want to remind our members to be smart. We are still public employees and we have limitations as to what you can and cannot say while at work and in uniform. As we bargain over this item, uncoordinated messaging to the elected officials and the public can have a negative impact on bargaining as we work to eliminate a vaccine mandate. We are in the heat of battle with the County. Remain calm and protect yourselves and stay vigilant and follow the rules at work during this time more than ever. Don’t give anyone a reason to come after you.
We are calling on members to stand together in solidarity, no matter how you feel about the vaccine, the mandate, or any other aspect of this issue. Management would like nothing better than to divide and conquer us on this issue and many other issues. We have seen the social media and videos and letters from members throughout the state who have exclaimed their frustration and anger. While we understand the sentiment, we as a Union are stronger together than apart and the Local is committed to representing ALL members feelings and sentiments on this issue.
Finally, we urge all members to not submit to any line of questioning or electronic query until we are done bargaining over this issue and have sent out information on this matter. Just this week the CEO Fesia Davenport sent out an e-mail to us all indicating you “may” register with Fulgent, a private contractor who has been hired to house and track all information on COVID vaccine status, and “must” register if you fall under the state deadlines for certain worker classifications. Local 1014 members DO NOT fall under any of those classifications and we urge restraint and do not condone early registration as we have an entirely separate meeting on security issues and electronic data housing laws. We have made our points with the CEO and County and they acknowledge they put this out early to try and get as many people as they could to comply with the state order. Stand by on the system issues at a minimum until we finish bargaining and put out a communique on the resolve.
Please look for the updates on this issue as things are changing weekly and be sure you are registered to get our weekly email and other electronically sent information for our members only. Please reach out to any Board Member of the Local if you haven’t read the updates or the letters we have sent to County, and ask questions to get real-time accurate information. This Executive Board is putting in countless hours each week on this item alone. We are also looking forward to the next General Membership Meeting on September 14th. We are working on hosting a virtual town hall for all members with our attorneys and experts. We look to have that set and up for a week or two after the General Membership meeting to provide a place for all members to plug in as we know not everyone will be able to make the meeting. Look for information and registration info for the member-only webinar coming soon.
State Budget
Local 1014 Executive Board and President Gillotte have engaged Sacramento to try and increase our funding from the State affecting Forestry and Wildland. State senator Henry Stern has taken up our cause and authored a pilot funding effort with trailer bills to authorize $27 million of SRA monies to go to LA County to help with our brush areas. This money would help offset our efforts allowing more financial flexibility in the Camps in particular. We may not get this done as this is the first time a Local Union and Municipal Fire Department has tried to gain status with the state to get direct funding as part of the budget. Previously only Cal-Fire has received budget allocations.
This is separate from budget money for salary and benefits etc. but rather from a dedicated wildfire budget that must be approved by the legislature and signed by the Governor. President Rice from CPF and the legislative team are engaged with Local 1014 to lobby our representatives for support on this matter including courting a Governor’s signature. This would be unprecedented if we get this done, and set the tone that each year we along with over 7,000 contract counties agencies will be back to get our share as the protecting agencies for wildfire mitigation.
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CPOE: Reminder to Members
DO NOT SUBMIT TO ANY CPOE INVESTIGATION, INTAKE HEARING OR SUBMIT ANYTHING IN WRITING TO CPOE WITH0UT CALLING THE UNION FOR REPRESENTATION. This also applies to any member who needs to file a harassment and or discrimination case. Please call the Union for help and on all CPOE complaints, we intend to file a concurrent complaint with the EEOC or FEHA the federal and state organizations with credibility and authority to handle said issues and complaints. We are trying to get LA County Fire carved out of the corrupt, incompetent and overrun system of CPOE with an option to use EEOC and or FEHA which we can do now.
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Local 1014 stopped jurisdictional encroachment by Contract Air
Local 1014 stopped jurisdictional encroachment by contact Aircraft into our Air operations section and established staffing guidelines for HT-55. The Colson’s S-76's mission had morphed, driven by individuals within the department, into an airspace management platform in the form of HELCO and ATGS, this would in effect encroach on the work our pilots already have been doing on brush fires. To put it simply, this would be no different than if AMR ran medical calls in replacement of our Paramedics and crews on medical incidents.
LA County Pilots are some of the finest in the world. They have backgrounds in the military, forestry, other government agencies. Before they can even be considered for employment by LA County, they are required 4,000 or more flight and pilot in command (PIC) hours. This experience requirement is well above the industry standard.
Local 1014 worked with Fire Department management to develop a SOP regarding the mission and use of Colson’s S-76 aircraft on incidents within Los Angeles County jurisdiction that would preserve and protect the jurisdictional work rights of our pilots. There were also discussions on the staffing of HT-55 and how overtime will be assigned to that aircraft; this included a potential training platform for our members to advance their ICS qualifications. Further discussions will be required to establish work rules for when the Super Scoopers come on contract with the county and the role of the Coulson S-76 at that time. Stay tuned for updates on this issue. |
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In Solidarity,
President Dave Gillotte and the Local 1014 Executive Board |
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FRIDAY UPDATE ON CONDITIONS
Sisters and Brothers,
Our members have once again been called on to answer the request for mutual aid. The Dixie Fire is now the largest single blaze in California history. Our members join the over 6,000 Firefighters from across the nation as we battle this massive fire. Thank you to all our members who are serving on strike teams away from their families. Thank you also to our members who are backfilling and serving in stations providing emergency services to our 4 million residents throughout unincorporated LA County and our 60 contract cites.
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Vaccine Mandates Federal / State / County
Last week was a very busy week for our Union and Unions statewide as we worked to address the state and local pushes for COVID vaccine mandates and policies. Whether you are supportive of the vaccine or not, we recognize that this is an emotional issue. Local 1014 and all IAFF, CPF unions have solidarity in two items: 1) support of our members getting the vaccine and the information needed to support getting the vaccine, and 2) strong opposition to any mandate of the vaccine for our members. While we recognize, based on legal precedent, that the County has the ability to mandate vaccinations, we are opposed and have our own legal precedent to prevent any application of this mandate without a meet and confer with labor.
This Tuesday, we issued a formal letter to the Board of Supervisors stating our opposition to the vaccine mandate. |
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We know that we can educate, encourage and incentivize most to get vaccinated. We have reasonable accommodations for those who do not wish to vaccinate such as masks, gloves, goggles, gowns, washing, and social distancing protocols that have worked to allow our members to not only remain safe while treating COVID patients in the field but also to keep those we treat safe. There is no denying the numbers drop in COVID cases once the vaccine came out and we began inoculations. We want to continue on a path to keep our members safe and keep the economy open for the citizens we serve and the budgets that pay for our Fire and EMS services.
However, we will continue to battle to get our terms to the table and into an agreement. This will take some time as the Unions of the Coalition of County Unions, (CCU) inclusive of Local 1014, LACOLA , ALADS (Sheriff), PPOA, AFSME 685 (Probation), continue to bargain. Together we have the power to deal with the County more effectively than individually. Our efforts are powerful and pragmatic and we have the best legal counsel money can buy for these issues. Federal, state and local laws all combine here to give authority or rights of bargaining to deal with all aspects of a vaccine mandate or accommodations and the laws that govern. Additionally, Local 1014 has our own legal counsel in a coordinated manner to watch out for our own interests specific to Los Angeles County Fire and Local 1014 members.
We have also been in contact with the Fire Chief and the CEO and we have a good discussion and rapport with both as we navigate where this will end up. The Department is not in any rush, nor bent on any particular plan or direction on this, and truly open to a partnership as we deal with the County and the CEO, and BOS.
We are remaining laser-focused on the facts and the negotiations in process and progress. We understand the diversity of our members and opinions on this subject. We represent ALL our members' interest and their right to medical choice and privacy. We must stay together as one and use our strength to navigate this issue alongside our public safety partners. Thank you for the many useful ideas and input as we move forward with the County. |
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Negotiations
We are very close to getting a deal for our members and the members of the Coalition of County Unions (CCU). Each week we meet with the County to grind down the numbers and get the best deal for our members. We are moving towards a short-term, budget-friendly, and fair contract with increases in medical premium including dental and vision, an additional Holiday, and COVIV responder renumeration. We are taking the time to get the language and the details for all CCU members including LACOLA, ALADS, PPOA and AFSCME in the public safety sector.
We meet again next week with what we hope are final numbers and specific language relating to our benefit levels and future benefit level protections. While this is a quick less than one-year contract to gain the increases we need to stay current on medical and dental and vision, it is also equally important we take the time to craft the detailed language that protects our plans and members. Almost there and the grind is real and the effort by all Unions in the CCU is strong and united.
Local 1014 Blood Drive |
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Thank you to everyone who came out to donate blood this past Thursday for our 1014 Blood Drive! Our members continue to demonstrate their commitment to our communities and to the people of Los Angeles County not only through our professionalism but also through our volunteerism. If there is a need, we answer. Thank you to our members and their families for continuing to answer the call.
Stay safe out there and take care of each other. |
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In Solidarity,
President Dave Gillotte and the Local 1014 Executive Board |
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FRIDAY UPDATE ON CONDITIONS
Sisters and Brothers,
As we head into the last weekend in July, there is much to report on and as always never a lack of Union work on behalf of our members and our families.
Let’s start right up front with an update on COVID-19 and Delta variant and what the health orders from the State and County mean for us. No one wants to slide back so they are pushing to get as many people vaccinated as possible and hold on to the corresponding dropping case numbers.
The State of California issued a health order for the workers, especially those in health care or front line jobs, either be vaccinated and present proof of such, or undergo weekly testing and be subjected to additional restrictions like masks. The Fire District falls under the LA County Department of Public Health and we will have to comply with their orders. The Department however must “meet and confer” with the Union on the impact of any such order. We have been meeting with the Department and the County in an ongoing manner with regard to all policies and procedures, testing, coverage of days off for our COVID positive members, and more. This will be no different. We have already begun planning in advance how to respond to any County Health order affecting our job and our members.
We must continue to educate all members on the vaccine, including the small portion of science-backed reasons why some should not get the vaccine. We would like to get the numbers up from 70%. Some departments in the Santa Clara / San Jose area are approaching 90% vaccinated. We will then deal with the Department on the policies and procedures needed to comply with any County Health order to get some easy and common-sense policies in place.
In addition, we have been exploring the option of using anti-body testing results in addition to vaccination records to move members who have had COVID and carry the anti-body to be in the same class of no mask requirements. This has scientific validity and we have discussed this with Dr. Kazan and the Department, and we will be sending this idea back to the IAFF Health and Safety Department to work on getting the corresponding scientific data to back this up. While the science appears valid, also there is no testing going on for the duration of anti-bodies in the body, and therefore periodic testing for both vaccinated and anti-body positive individuals may be in the cards. We will be presenting this idea along with our proposals on compliance with the health order to the BOS next week to try and get a common-sense approach that keeps our members and the public safe and preserves their rights and ability to make good decisions and choices with regard to the vaccine and working conditions.
If weekly testing becomes a reality, then how those tests are administered, records, and accessibility will all be negotiated and in place before any testing occurs. We are ahead of the curve once again as we deal with the issue and our members' and families' health and safety.
Please take COVID-19 and the Delta Variant seriously. We have seen a rise in COVID cases in the last month in our County and our members once again stand on the front line taking care of those we serve. We also have many members testing positive, so let’s all be cognizant of the realities of how we deal with this still deadly virus. Hang tight as we navigate this politically volatile subject. We have control of how we deal with this new information. Please continue to refer to EA-313 (July 21, 2021) and EA -240 (June 11, 2021) for the latest up-to-date orders and policies in place.
First 30 Day Report by the Fire Chief on Workplace Trauma or Potential Workplace Trauma
We continue to work to move the Department to take action to improve working conditions and behavioral health support services and to remove the disconnect between the leadership and our rank and file. In a relatively short period of time, we have sports back, cessation of masses of online training, and a return of the physical drills. We have the “Captains run your stations” mantra re-established and BC support in place with more officer training to follow, we have expedited all aspects of the FFS Exam to get the candidates who have passed the exam finished and out to the field as they passed, without of class bonus’ in play. We see Class 164 in full swing, with two more classes scheduled for the remainder of this year, and a Captains exam and BC’s exam in full swing with Acting Deputy Chief Denny Breshears in action to have a testing and promotional testing schedule that will ensure that we never have a shortage of candidates for all ranks of our membership.
There are good days ahead with Local 1014 Directors and Chief Breshears getting back at the promotional process to do some much-needed clean-up with AP’s and such. Pat Dolan will head up Local 1014’s efforts to revamp things. We have also just secured funding approval for the next two classes and also up to 8 more next year to keep up with retirements and injury vacancies. We will be meeting with the BOS and Fire Chief to continue the work through action, not just words with reporting that is going to happen every 30 days to the BOS.
 You may have noticed that Chief Marrone has taken LPBS Deputy position and we are excited to get to work with a passionate long-time officer who has an insight into some of the projects in this Bureau. Congratulations to Chief’s Whittle and Mc Cloud for their service and journey to LACERA along with Chief Richardson and of course our friend and amazing IAFF FGS and WFI and Operations Chief Derek Alkonis, you will be greatly missed and thanks for your leadership and work within the IAFF as well throughout your career! Thanks for being not just a member of Local 1014 and the IAFF but an active game-changer nationally. More to come, but big changes are already in motion.
Injury vacancies are next on the list to tackle as we CANNOT SUSTAIN the current levels of vacancies due to injury and the cost associated with those injuries and backfill. Stay tuned as we head deep into the workers' compensation abyss to clean that up again.
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Personal Information Data Breach
A few weeks ago there was a data breach with a link to a website that had our personal information mainly vaccine status and dates and birthdate and employee numbers and names.
While this investigation has a long way to go, and we will be involved every step, at this point one thing is clear at no time did the Department or EMS Committee working on a data collection program and site post this to the public or have this accessible to anyone outside of a couple of people in EMS. While the encryption and password issues were being addressed, it was simultaneously posted on a Department employee’s Facebook group with the active and then accessible link with redacted but personal information in the graphic. It was then copied and posted on at least two additional employee “private group” pages with hundreds of log-ins to the link.
This is a reminder to be careful and responsible about what you post even on the “private groups” on social media sites. We will keep you posted as the formal and legal investigation continues and let you know what actions will be taken as a result.
Local 1014 Blood Drive |
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As you may know, the blood supply this July is at an all-time low for the American Red Cross. They are experiencing a severe shortage of O Negative blood with only a one-day supply at times. They have reached out to our Union for help. We had such an amazing response at our last blood drive, they are once again asking our members and families to step up.
As part of our commitment to our communities, Local 1014 will be hosting a blood drive on Thursday, August 12 from 9am-3pm at our Union Hall. It only takes 30 mins to save 3 lives. Sign up today and be a hero! |
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In Solidarity,
President Dave Gillotte and the Local 1014 Executive Board |
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FRIDAY UPDATE ON CONDITIONS
Sisters and Brothers,
IAFF 10th District Partnership Education Program
This week, local 1104 attended the Annual IAFF 10th District Partnership Education Program (PEP) to train tougher, share ideas and network with labor attorneys, Union leaders, and staff from JAC and CPF. The Executie Board took classes on communications, political action, negations, and leadership.
Local 1014 Executive Board members and President GIllotte also took part in a Fire Fighter Shooting Incident Symposium with presenters addressing Sierra Incident, Borderline Shooting, Garlic Festival Shooting, and San Jose Shooting. We discussed lessons learned and the resources needed when handling such major incidents. We are grateful to have worked once again with our Union Labor Leaders from California, Hawaii, Arizona and New Mexico as we continue to resource ourselves to handle all aspects of Union work.
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Personal Data Breach
The investigation into what happened is ongoing. We have been meeting with the County and the Fire Department with forensic internet and social media analysis and auditors to know with certainty how this information was made public and what information was accessible. We have hired legal counsel to analyze what impact this has on each and every member of Local 1014's personal information.
This data breach will be costly for the Department. It is our number one priority to ensure that we have proper policies procedures for social media and protections in place to prevent something like this from ever happening again. What needs to be done to protect our members going forward, and any reparations for damages that may have occurred are all being discussed. We will keep you posted on any and all information as we complete the investigation move forward.
This is a very serious issue and many outside independent agencies are involved. The County Board of Supervisors (BOS) is also involved. It was unfortunate to see this matter end up on social media for outside eyes to have access to our information. We take this serious breach of personal and medical information for our members seriously. We will keep you informed as we move this issue to completion.
Negotiations Continue for Fringe Benefits
Local 1014 along with our partners at the Coalition of County Unions (CCU) continued to meet with the County as talks on medical contributions, new holiday time, COVID funds came to a grinding halt last week.
Protecting what we have post-COVID has become paramount to all the Unions, and staying in contract is part of that protection. We are all in a one-year salary contract extension, and we will be looking to align the fringe with that period of time, as we set to meld salary negotiations and fringe into the same evaluations and funding predictions. We are not out of the woods with regard to Fire District Funding and taking time to get all the information from the County and the Auditor-Controller and Tax Collector is imperative.
We open again on Monday with efforts to get the numbers to get a successor agreement signed. Our medical premiums and issues affected by the fringe contract take effect January 2022, so we have a little time to get it right before we agree and get it to you for a vote. More next week as it heats up for a finish.
Follow Up to Fire Station 81 Shooting and the BOS Motion to Help Us Move the Department Forward in Leadership and Management of our Work Issues
The 30-day mark for the first report due back to the BOS is coming up and we have a draft report generated from the Department. We have had many small group meetings between the Union, the Department, and the BOS addressing each item in the motion individually, and we have had one Labor-Management large group meeting. The work was and is time-consuming and difficult as we address issues and negotiate solutions. While good progress in testing, promotions, and moving to expedite promotees appropriately have been taking shape, the longer-term issues that we have identified in this BOS motion will take time.
While we continue to work at the table for change, we also want to be clear that the Department while moving in the right direction, and while the small upfront solutions have helped, we have a long way to go before we are on steady ground. You will see more on the proposed solutions and paths of travel regarding staffing, leadership, and mental health issues in the firehouse as this moves to the BOS and back to us for action.
Words alone will not be sufficient for our membership or this Union. We have been demanding that deadlines, funding, and true change through action are the only acceptable outcomes. We are pleased with the recent leadership changes in the Executive Staff and executive duties especially concerning critical issues like staffing, promotional exams, entry-level exams, behavioral health, and return to work.
We are excited to tackle the proposed solutions with new leadership engaged. Congratulations to the Executive Staff members taking these projects and issues on, but also know that your days just got busier to get it done. We are will asking the entire Executive Staff, the Fire Chief, and BOS representatives back to the Union Hall again for a second follow-up meeting.
Continue to run your stations, drill together, ask about each other at line ups, cook and eat together. Set the priorities to take care of each other, new members, and work to help with staffing as the hiring and promotions continue at a rapid pace to catch up to our needs. We are already starting to see things clear up better in the FF ranks, but the Engineers and Captains suffer because of our lack of promotional process and timeliness. We are on our way to testing annually and lists that have people on them as we get to the end and March April final push to promote for retirements.
PLEASE CALL THE UNION IF THE DEPARTMENT OR LAW ENFORCEMENT REACHES OUT TO YOU TO INTERVIEW OR INVESTIGATE THE FIRE STATION 81 SHOOTING AND THE FIRE ALL COLLECTIVELY THE SIERRA INCIDENT. We have been talking to the Department and law enforcement on their needs to close out their investigation and balancing the needs of our members with regard to Union and legal representation, peer support, and clinician resources. Be aware we have had law enforcement or the Department PPS and ER teams simply show up or schedule meetings to facilitate. You have no obligation to give that interview and certainly, you should not without the resources to make sure all is well and most importantly we have resources for you and your families. Call the union hall if you are contacted for an interview. We will help you.
48/96 Trial Shift Schedule Change Proposal
While there has been much rhetoric on social media and some even speculating where we are on this issue or claiming it is dead, let us be clear again the issue is not dead, but alive and in negotiations with the Fire Chief and the Department.
We have looked at every aspect of the proposal and in short, there is no reason this cannot proceed. All the work has been done to move to the trial. The Department has had every opportunity to evaluate the issue and digest the fact that the majority of our membership and their families are crying for this trial and that control over work hours and home hours are a critical component of workplace satisfaction. We have made a final request for partnership with the Fire Chief and the Department as we move this item to the BOS to begin implementation.
We have set a target date to start of December 15th or thereabouts to start, added a Labor-Management Committee of 3 and 3 with Union President and Fire Chief non-voting, to handle data collection and analysis of the trial as we proceed and to address any start-up issues or needs including adequate staffing levels. We have proposed quarterly reports and a final report back November 2022 with a vote scheduled as well as the final evaluation takes place to determine whether we keep the schedule or not. We had the Department suggest another committee or analysis period and evaluate other issues not related and we rejected that offer. We are prepared to go to the Board of Supervisors to get it done. We hope the Fire Chief hears the membership and our families and joins us as a partner as we look to boldly move in a powerful way to new times.
We see our membership at over 70% now with this item as the number one item of change on the suggestions list. Our continued push on the Department to hire needs to stay in full swing, no schedule change will fix that issue. We must have the numbers up before we migrate, but the schedule control for work-life balance is the issue and heard loud and clear by all, except the Fire Chief and the Executive Staff as we wait for their response back to our official demand letter.
This is such an opportunity for the Department leadership to demonstrate their understanding and connection to the rank and file members and the impact on our families. An opportunity to demonstrate not to talk about removing the disconnect between the membership and the executive side of the Department. We seek not their permission but rather a partnership to bring this to fruition.
Stay tuned news on this early next week with a game plan for the next steps with the Board of Supervisors. This has been a grind and just like Comp Time which we now enjoy. We negotiate to get things done, and this has been no different. This is a hard road but we never give up.
Stay safe and take care of each other.
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In Solidarity,
President Dave Gillotte and the Local 1014 Executive Board |
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FRIDAY UPDATE ON CONDITIONS
Sisters & Brothers,
NEGOTIATIONS
Local 1014 Bargaining Teams continue to work to get an agreement on both a salary Memorandum of Understanding (MOU) and a fringe benefits MOU. All County bargaining units with the exception of Local 1014 have accepted a one-year no changes MOU which ends this December for public safety units. Local 1014 is handling our table on a month-to-month extension as we discuss important items like Plan C equity, retiree medical trust and more.
The Coalition of County Unions (CCU) is awaiting the County's official answer to our last proposal which provides increases in medical, dental, and vision premiums as well as COVID service funding. Stay tuned as we ramp up the pressure and leverage including consideration of formal impasse procedures where a mediator and arbitrator may enter into the bargaining table. We hope our discussions with the Board of Supervisors (BOS) and CEO will get the table back to a place where a fair deal can be struck.
STAFFING
We started this week with Recruit Class 164 at Del Valle. The continued pressure to run classes continues as we seek to fill the ranks. But we still have a long way to go to catch up. Local 1014 has already begun lobbying for funding and a commitment for five more classes in 2022.
Firefighter and Paramedic positions are in better shape with the constant hiring but the Engineers and Captains positions are still very concerning in percentage vacancies. The Engineers rank has the most significant and crisis numbers nearing 25% vacancy. We continue to meet with the staffing committee to find short-term solutions as we work to fill all ranks. We have regional recalls in place, temporary details of promoters and PMs to regions deficient in staffing or with high injury rate vacancies. Now we are trying to get aggressive in filling FFS positions in regions of extreme need. The FFS exam is in full swing and as we see those candidates successfully complete the exam, we have negotiated an acting detail for those who pass “as they pass” each day and week. Watch for an agreement to allow details of FF’s who pass at their acceptance to FFS positions ASAP. There are details of an out-of-class bonus in the interim we will be filing on their behalf, and of course as soon as the list promulgates all will be promoted. They will be brought back 20 or so at a time for the Engineers academy and be provided access to 1A, 1B, and 1 C as they serve their 6-month probation.
We are also working with the Department to try and establish an acting engineer program in a one-time variance of the MOU to allow this if our numbers are still critically low in the Engineers rank. We have been very aggressive in pushing the Department to throw out the word “can’t” and replaced it with “can” to solve our staffing crisis.
We know everyone will not agree with any plan outside of what “the Department has been doing” but these times require leadership and swift action to fix the numbers while providing the training and rating to hit the marks. In addition, the Staffing Committee will continue to meet with regard to ideas and or concepts that are either short-term or longer-term changes that might help control our days off vs. recall to duty and or ability to garner benefit time off. A lot of hours and work happening weekly on this very important item including the work on the real solutions and core problem.
SURFSIDE INCIDENT
Our Los Angeles County Fire Peer Support Team just returned from Miami and the Surfside Incident which continues to transition to a close. This was a heavy assignment where our peers along with peers from other states came together to help the USAR and Fire teams still working the “pile” searching for remains and personal objects. The rescuers were fatigued and filled with post-traumatic stress as with any incident of this magnitude involving mass casualties. This incident was personal for many on the scene who knew residents in the building and the work by the IAFF Peer Support Teams was critical in helping the members transition to the real world post-incident.
We will continue to keep the Miami members and the many rescue teams who came to help in our thoughts and prayers.
KELLY WOOD SERVICES
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Long-time CPF President and former Modesto Union President Dan Terry and his lovely wife Lynda Terry came together with their immediate family and our CPF fire family to remember their young daughter Kelly Wood. Kelly passed away unexpectedly and left a hole in so many of our hearts. Kelly was the CPF’s “mother of the band” and took great pride in handling all things CPF Pipes and Drums. She also served with the Fire Foundation in the operation and handling of our annual Firefighter Memorial in Sacramento. Dan Terry worked for a decade along with President Gillotte and the CPF Executive Board to pass legislation and get funding to establish the Memorial in Capital Park.
At the memorial, President Gillotte spoke and carried remarks on our members' behalf to the Terry family as we all gathered at the CPF Memorial with the Pipes and Drums to remember Kelly and celebrate not only her work, but her heart and soul. “Look for a Heart” somewhere as you move through your day and think of her. We love you Dan and Lynda.
FIRE FAMILY
More about our Fire Family! This past year many of our members and their families battled COVID-19. Tom Short one of our best and most experienced pilots was in a battle of battles with COVID-19 and in need of medicine only available in Phoenix. Dr. Kazan and Dr. Gupta called President Gillotte and the Executive Board asking if we knew anyone in Arizona that might help our brother. President Gillotte reached out to Phoenix Professional Firefighters Union Officer and Brother Fire Captain Brian Moore. Brother Moore hopped in his fire ride and picked up the package and got it to our Lyft driver who a few hours left it on Tom’s porch. Long story short, a healthy and happy Tom Short is now enjoying life with his family.
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Today Brian Moore along with his lovely wife Julie Moore, a Fire Chief in Arizona, and their daughter Recurrent Ocean Life Guard rolled into Air Ops today to meet Tom Short. Brian stayed with Joe and Anna Woyjec who let their daughter move in for a bit when she was competing and earned the Recurrent OL spot!
What a small world and a great example of our brotherhood and sisterhood. Our Fire Family is so strong in helping each other when we need it. Thanks to our Air Ops family for your love today for the Moores.
Stay safe and take care of each other. |
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In Solidarity,
President Dave Gillotte and the Local 1014 Executive Board |
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FRIDAY UPDATE
Sisters & Brothers,
As our Firefighters and our fire families continue to heal and rebuild, we also continue with important work affecting our members and members throughout the nation.
The Surfside condo collapse in Miami has devastated the nation and our national fire family. As we learned of the loss of a Firefighter's daughter, our IAFF members continued working to rescue and recover the many lives lost. The work as one can imagine is horrific and stressful. Post-traumatic and cumulative stress are a major concern as this incident moves to the end of recovery efforts. Our Los Angeles County Fire Department Peer Support Team was called on once again to help and is on the ground in Miami to lead a team of IAFF Peers from across the nation to help close out the incident and start the healing.
We are proud to always answer the call especially in light of our own pain over the past few weeks. Thank you to Chief Osby for supporting the mission as he always does, and Fire Chiefs and Unions throughout the nation continue to model our approach to “mutual aid” for peer support. We will update you on their work as the week moves forward.
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Click above to view testimony from Firefighter Nichole Notte has been working the Champlain Towers South condo collapse in Surfside, near Miami Beach, for weeks.
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CCU Bargaining
Local 1014 along with the members of the Coalition of County Unions (CCU) has been meeting and bargaining with the County regarding our fringe benefits. We have two contracts we operate under, our salary contracts and our fringe benefits contract. The fringe contract expired on June 30, 2021 and bargaining has been in full swing as we work to get benefit levels set for 2022. We have met formally four times trading proposals and counter-proposals. The work primarily centers on costs of health care premiums and increases in coverage for insurance to include medical, dental, and vision. In addition, we are focused on Juneteenth as a nationally recognized holiday that we would like to capture for recognition at the County. We also are dealing with COVID reimbursement funds from the Federal Government and trying to capture our workers' service in the mix. The table broke down hard on Wednesday evening. This item is now set for the Board of Supervisors' (BOS) closed session on Tuesday, July 13, 2021. We will be applying pressure and educating the BOS and the CEO as we seek to settle a simple agreement. The County's short-term financial outlook is very good to support our proposals that are not only fundable but fair. Stay tuned and be prepared if we need your help to carry the message to the public or to the BOS at a meeting.
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Bargaining Continues Between the Union and the Department
Last week we had the first of what promises to be regular and recurring meetings between Local 1014 and the Department to add ress issues regarding the Sierra Incident and also working condition items that were highlighted as a result.
We have made great progress in a short amount of time to get some things in place. “Team Building” will be a common theme as we work to restore camaraderie and teamwork to our fire stations, dispatch center, camps, forestry, fire prevention, and hazmat offices. Team Sports were reinstated after lengthy negotiations. While the Department remains hesitant about it in the long term, they recognize the short-term impact for our members. Please take care to treat this with respect.
Additionally, the tolling of online training except critical mandatory training and a return to in-person multi-company drilling has been a source of teamwork and team building for all our members as well as an opportunity to give back to the newer members of our Department in a way that is meaningful. “Captains Run Your Stations and BC’s Support The Mission” is a top-down mantra that the Chief moved to support and we will continue to press that approach. It works.
We also have negotiated major operational administrative changes for oversight to critical work that has seen a disconnect between admin and operations, and while the movement is positive there is still work to be done and negotiations continue with the Fire Chief in this area. We thank the Chief for showing up to address our issues in a collaborative manner and the immediate product has been positive for us all. We also continue to remind all that the work is far from done, and with BOS involvement in partnership with Local 1014, accountability for continued work product.
Some of the most important issues to be addressed in a follow-up meeting are those relating to promotions and vacancies and the net effect on our members' days off. Sworn Chief Officers with 1014 Executive Board Members to address both long-term and short-term solutions for our staffing shortage.
First and foremost vacancies at all levels continue to be the primary cause of all things relating to recalls, and the inability to take benefit time. Constant hiring and promotions annually are the core fix to the problem. Specifically, the Engineers' rank is the most affected. The meeting concentrated on how to expedite the current Engineers test to translate into members in the seats with upfront training and follow-up engineer academies with 1A, 1B, and 1C elements. We have been pushing hard to have the Department in agreement with the Union to put in motion plans and tell DHR and Big County to make it work.
We have three major items we are addressing. First, we are working for an expedited appeal process on individuals who have an issue with one station of the practical exam but a certain level of standard on the remaining to be able to recapture the moment, reset and demonstrate competency in a retake of that event only. Usually, appeals for a variety of reasons are successful and months later we have retests. Director Pat Dolan along with Chief O Brien are working on this with a small fast-acting committee.
Second, we are also working on a process to allow immediate promotions and placement as soon as individuals successfully complete their practical exams. The goal is for all individuals who successfully complete the exam to be promoted in the fast possible time. This is outside the box thinking and completely foreign to the County but we are driving this hard with BOS help.
Finally, we want to evaluate the numbers of Engineer vacancies after all successful candidates are promoted and if the vacancy percentage remains critical, an acting firefighter specialist program will be proposed. The Engineer vacancy rate soars above 23% and needs immediate attention. The Captains list was set to expire and the remaining candidates were promoted before the list expired. While this adds to the vacancy rate for Engineers, it had been done with regard to the list expiration and also in combination with the aforementioned Engineers exam variances to expedite promotions.
We can ill afford to move slow on this and in fact, the Captains list is now used up and a Captains Exam process in motion that will also require steps to expedite the exam and the appeals and promotions as Captains also hover near 21% vacancy rate. The FF and PM positions while much more stable, also require a plan for constant hiring through 2021 and into 2022 and we negotiated sworn chief oversight with BOS involvement to mandate a plan for annual testing and promotions. Our testing cadre has come up with a few very good ideas that center on rapid testing. Current procedures take too much time and in fact, are never consistently ready with lists. This is a work in progress but rest assured we are negotiating an overhaul for how the Department approaches entry-level testing and promotional processes. The Chief took responsibility for this issue and has pulled in the best from the sworn chief ranks and union ranks with subject matter experts to craft a plan that will work. Stay tuned.
Short-term “bandaid” staffing solutions have been flooding in and a body of work that was already in progress continues to be negotiated and discussed with Chief Deputy of Operations Pena, Chief O Brien and Union Vice Presidents Lew Currier and Kurt Kobler. The meeting was intense and follow-up work will continue this week for possible agreement on several items.
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The Department has been provided all information with details for logistics, operational concerns, and approval of a 48/96 One Year Trial Shift Schedule Change. This item remains one of the most majority supported tools to improve schedule control even with vacancies. President Gillotte spoke with the Chief today. He is diligently considering all aspects of the proposal and is set to respond back next Monday or Tuesday.
Finally, workers' compensation injury vacancies are also part of the problem plaguing our staffing issues, and we have begun meeting to address this issue that will require much work on its own to correct course. At the state level, Local 1014, along with our partners in the CPF are lobbying SB 335 which is a state bill seeking to address ongoing problems with presumptive workers' compensation injuries being unreasonable denied and treatment being withheld. The bill seeks to impose deeper penalties on employers and TPA’s faces significant opposition from employer and TPA administrator organizations that seek to continue practices that result in delay or denial of our members' claims.
It is imperative that we incentivize the TPA’s and employers to review these claims in good faith and reach well-reasoned and substantiated decisions for acceptance or denial of a claim. We are a self-funded organization and cost savings with regard to backfill and medical costs will be realized as we also get our members treated and back to work in a more timely manner. This bill is set for the Insurance Committee on Tuesday, July 13, 2021 and President Gillotte is heading to Sacramento to weigh in with our LA County Legislators to move this out of committee and forward in the legislative process. This will aid our work at the County and Department level.
Fire Family Team Building Continues
Please send us your pictures and stories of fire station life including team sports, line up, drills, and more that reflect how positive leaders' intent can be in our stations.
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Pictured above: Avalon Fire, Baywatch, and LACoFD members training on ropes and rigging for stretcher evolutions often used on Catalina Island. In the words of Baywatch Avalon Boat Captain and former LACOLA Board member, “Training should be not only based on what we do, but it should be fun again”. These are true words as we move back to physical training and multi-company drills that feed more than just our skill levels.
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In solidarity and strength, as we continue to work on important issues affecting our members' and our families' lives.
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In Solidarity,
President Dave Gillotte and the Local 1014 Executive Board |
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FRIDAY UPDATE
Sisters & Brothers,
Our Los Angeles County Firefighters will never be alone because we have each other. This week we once again proved how resilient and strong we are as a fire family when we work together to heal.
We have traveled through shock, anger, and grief; now we are moving forward with hope. We are working to repair and rebuild the LA County Fire Department. We will once again shine as the premier and most sought-after fire department in the country with the best firefighters and fire personnel serving the citizens of LA County.
We have negotiated some simple but powerful tools to get moving in the right direction with much more to be done. Sports are back, no online training for 90 days, no more EVOC training, Chief Breshears and Chief Marrone together with Chief Chapman are taking the helm of entry-level testing, promotional testing, and training to set the gold standard and push big county back when they infringe on the quality of process or candidate. Additionally, we worked with the Supervisors Kathryn Barger and Janice Hahn to pass a motion that will ensure action on a variety of behavioral health, working conditions, and leadership items with a 30-day report back to the Board of Supervisors. Local 1014 has also continued to engage the Fire Chief and Executive Staff to negotiate more changes to staffing, promotion, and leadership items.
LABOR-MANAGEMENT MEETING JULY 1, 2021
Local 1014 along with the California Professional Firefighters (CPF) and the International Association of Fire Fighters (IAFF) hosted a meeting to continue working to get our Department back where it needs it to be. The Fire Chief showed up committed and engaged with his Executive Team to work. Local 1014 hosted an AAR on the Sierra Incident with Peer Support, Chaplains and family liaison teams, MMT, Operations, Union, and Management to follow up on recommendations on working conditions, leadership, training, and staffing.
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The meeting was not an easy meeting and had some intense moments. In the words of President Gillotte and the Executive Board, “words alone, or plans will not suffice... only ACTIONS and deliverable work product will be acceptable for all who we serve in our leadership roles.” The Fire Chief committed to working with all to get things done.
At the meeting, we reviewed items in the Board of Supervisors' (BOS) motion regarding behavioral health. We also conducted a deep dive into working condition items and filling vacancies in all ranks. We are crafting a plan for entry-level and promotional testing with 3 to 4 classes annually, medic drawdown from FF, BC, Captain and FFS promotional exams every year with periodic, perhaps quarterly, promotions and training for the newly promoted. Filling our vacancies for FFS is the most critical need right not and a current exam is in progress. Outside the box ideas are in play including an FFS acting program one time to help with the vacancies. We are also working to promote the FFS as soon as they pass the practical in weekly groups until we finish the process and all successful candidates are promoted.
Additionally, instead of a long-drawn-out appeal process, Director Pat Dolan and his team are working with Chiefs O’Brien, Breshears and Marrone to streamline a retest process for the practical portion of the exam. Nationally there are many departments who have moved to this and we know this will allow some to show their skill and move forward. Furthermore, the Labor / Management Staffing Committee with the Acting Chief Deputy of Operations at the management helm for the first time will meet this month to work on recall relief ideas and any other items in the mix. Local 1014 will keep the pressure on entry-level testing, hiring, and regular promotional exams, because no matter what schedule we are on, or what recall or staffing rules we have, no solution will fix the recall numbers in volume beyond full staffing. We will keep you posted as we move forward on these issues.
Finally, we are continuing progress on the members-voted 48/96 trial shift schedule proposal. The Department has had presentations, data, logistical information, and the “vote”. Now more than ever before should be when we try. Next week we will have the official Department position on this item. Stay tuned. We are also vetting leadership, conflict resolution, and management training programs that fit so that our members have the tools to use when conflict or disorder hits.
We want to thank the Fire Chief and his Executive Team for joining President Gillotte and the 1014 Executive Board, Supervisor Barger’s Justice Deputy Christina Mesesan, President Brian Rice of CPF, and 10th District VP Steve Gilman from the IAFF along with subject matter experts and the Peer Support, Chaplain, MMT, RTW, and staff to work on the issues that are going to change our work environment for the better.
CAPTAINS RUN YOUR STATIONS; BC’S EMPOWER AND SUPPORT THE TEAM
TEAM-BUILDING is the word we are going to use from now on. Teamwork, compassion and behavioral and physical health through training. Sports, physical drilling, in-person training, and station life with family and multi-company love with everything we do is where we are going. Companies are back to having a little fun with lineup, workout, hose lays, ladders going up, and FGS being taught.
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Captain Gillotte’s Engine 9, Engine 16 and Squad 16 fought two commercial building fires in their backyard before noon and then hit the pickleball court. Truck 164, Engine 164 and Squad 164 were throwing ladders and putting up the stick on little Alameda under Captain Johnny Ahten’s careful watch. This is what station life is meant to look like. Please send us your pictures of station life, drills, and activities that show “TEAM-BUILDING” as we want to share our successes in station life.
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PEER SUPPORT QUARTERLY TRAINING IN PERSON
Our Peer Support Team along with our Chaplains convened for an in-person quarterly training for the first time in over a year. Retired Fire Captain Joe Woyjec joined the peer meeting and together with President Gilotte shared some important insights and words prior to the anniversary of Granite Mountain Hotshots. |
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At the training, peers reviewed the response to the Sierra Incident and the ongoing work needed to help repair our fire family. Jake Wendell reported on our Peer Support Dog Program and we heard from Kristine Thompson who coordinated our outside agency peer response. Our Peer Support Team is one of the best in the world. We are used to being shipped out to help others with major impact incidents, but this time it was us who needed the help. Dr. Steve Froehlich was formally introduced to our team and our Department. Local 1014 hired Dr. Steve to work as our lead culturally competent clinician and work is in progress to make our program even better and secure additional behavioral health resources.
CLASS 162 GRADUATES WHILE 163 IN PROGRESS AND 164 SLATED FOR JULY 15
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Proud parents, siblings, and even second-generation firefighters came together today as Recruit Class 162 graduated and new boot firefighters hit the streets filling vacancies and joining our team to serve others. Congratulations to all who completed the grueling program to get their badge pinned today. We will repair, recover and rebuild and class 162 is a sign of just such resiliency and solidarity in our Fire Family.
START WHERE YOU STAND, YOU ARE NEVER ALONE, AND YOU NEVER WILL BE. |
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In Solidarity,
President Dave Gillotte and the Local 1014 Executive Board |
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