Thanksgiving is here and as we take time to celebrate and give thanks for all that we have, and as we prepare for the Holiday Season we would like to take a moment to say thank you to all of our members who work so hard and are committed to the work we do. Day in and day out, our membership lays it on the line literally and figuratively with pride filled, professional dedication to our craft and our service to the public. We work for one of the greatest Fire Departments in the Nation, and we are represented by one of the Strongest Fire Unions in the Nation, Local 1014.
Thanksgiving is a day we now know as a Recognized Holiday to not only give thanks, but also to kick off the Holiday Season and spend time with our families and friends and eat too much and celebrate all that is good. Thanksgiving has its origins in an annual Good Harvest Thanks and was a hard fought for recognized holiday in our history. The original meal of 1621 at Plymouth Rock was not formally set into America’s History until hundreds of years later. After much debate and political influence by Presidents Washington and Lincoln and 40 years of letters from author Sarah Josepha Hale to politicians, and with the help of stores and commerce interests who wanted to kick off spending for the season entering into Christmas, Franklin D. Roosevelt, on December 26, 1941, signed a joint resolution of Congress to set the Thanksgiving Holiday to be the fourth Thursday in November. This is now a vital part of our economy as well as a day to give thanks for hard work and the fruitful harvest of our efforts. This strangely sounds a lot like a Union Operation!
As we give thanks, and celebrate the holidays we also finish with the “Hard Work” of another year of membership effort and Local 1014 Elections. We have much to be thankful for in all that we have accomplished and much to prepare for to enjoy continued success into next year. Elections are over and the new Local 1014 Executive Board is set and will begin immediately preparing for the hard work ahead with negotiations up as the first issue for us to deal with.
Solidarity and Unity of Voice is paramount to our strength to get it done. We rose up and spoke loudly on so many items and the membership weighed in heavily in vote. Let us combine the freedom of minority opinion and majority voice to powerfully attack not just any one issue, but all of the issues that we will face heading into the New Year. We are stronger than ever and well positioned to accomplish much and navigate the challenges that lie ahead to keep our profession strong and our members well represented.
Enjoy the Thanksgiving Feast and give thanks and prayer for all we are fortunate to have and remember the hard work it took to get it done, and as always we ask that you do so responsibly. Choose not to drink this holiday or limit your drinks, but if you are going to drink alcohol, remember GET A DRIVER, GET A CAB or GET A ROOM… DO NOT DRINK AND DRIVE!
Wishing you and your loved ones a Happy Thanksgiving!
The following Local 1014 members were elected on November 25, 2014 to the Los Angeles County Fire Fighters Local 1014 Executive Board:
1ST Vice President:
2nd Vice President:
Directors: (For 6 Positions)
On behalf of the membership, thank you to the Elections Committee Chairman John Price II and the Elections Committee Members: Corey Magdalik, Tony Buzzerio, Matt Briones, Ed Lazar, Michael Kusaba and Darus Ane for their hard work and due diligence and they are dismissed from service.
Local 1014 Elections were conducted in accordance with the Constitution and By-Laws of IAFF Local1014 by California Elections Company.
Local 1014 is one of the strongest most influential and sound Labor Unions in the Nation and the State. Now 3200 members strong, we must unite and get back to work with a new BOS and Contract Negotiations first up. Thank you to all and let us move forward 1014 Strong!
As you have been following the impact of the LA Times article on testing, recruitment and Members with same last names on the job. Local 1014 has been included on a task force of Labor, Management and County Officials to accomplish a few things related to recruitment, testing and integrity of all systems. We are to meet and work on the issues and report back to the BOS on our progress, and as part of that we are moving forward in a monitored way to administer the current written exam that is ready to go. This is important because we are nearing 200 vacancies and the written is the second component of the FSA "Bridge" combined with the A/P for banding. The hiring from the general list and the FSA Bridge list has been stalled due to the test not being ready to administer.
The future will hold any number of options to include the possibility of moving all entry level testing components to the CFFJAC where we currently administer the CPAT. This may be a great option to have a well vetted, legally sound test process which is EEOC compliant and the liability is with CFFJAC on the procedure. It has audits and independent evaluations in place for fairness to all for preparation and testing yet does not also disadvantage anyone inclusive of family members of those serving, a key component. The CFFJAC also has a robust Local 1014 and Department sponsored women in the Fire Service Recruitment process with a strong mentoring program that also naturally fits into the system. As a matter of fact the Women's Initiative is open to all candidates and nets about half men and women in the form of career days and recruitment laddered into mentoring.
We will be administering a CPAT Family Day in the first week or two of December (Date soon to be announced) and we have nearly 100 FSA's, Explorers, and relatives of Members in Good Standing who will test, and we will also use this day to expose the BOS, the County and County Fire to the CFFJAC Program of CPAT and the proposed written test relationship with CFFJAC. Thank you to all who signed up and we look forward to a great test day and presentation day for the Strike Team Members on the issues we must deal with in our entry-level testing.
USAR 103 and USAR 130 Paramedic Assessment Engines to Go in Place January 1
As a result of the crews on USAR 103 and USAR 130 coming to the Union and presenting an idea to change the task forces to include a Paramedic Assessment Engine will not only serve the public day to day, but also provide a Paramedic embedded on the USAR team. This will be in place in the IDLH environment to treat not only the potential victims, but also any responders that may need help at an ALS level if needed. This made sense and could be funded. We brought the idea directly to the Fire Chief and have worked with personnel from the USAR TF's and Department to reach an agreement on implementation of the transition to PM Assessment for these two task forces. The date will be January 1, 2015 for in service. Related to this we have ongoing talks on adding E233 to A/V, and some temporary relief with extra staffing / equipment to the Fighting 171 in Inglewood. This is until we can navigate the SAFER Act Grant and Funding maze to get Inglewood back to health to restore services. We will keep you posted and anticipate some changes in the very near future and at the conclusion of negotiations on this issue.
LA RICS AND CELL PHONE / RADIO ANTENNA PROJECT UPDATE
We are in for a real battle on this issue along with other Unions in LA County who are included in the LA RICS Radio Interoperability Project. As you recall this is a big County, Multi-Agency Consortium of Fire in Law Enforcement, Los Angeles County and Los Angeles City and participating cities to construct a radio system in place for interoperability capabilities. Along the way the use of cellular platform for back up communications was brought into the proposal and then Federal Grant Monies were introduced to pay for such addition and now the side project has become the high pressure get it done project by default.
The LA RICS group, under the CEO and ultimately the BOS is moving forward with full authority to order the Department Heads of all Public Safety Participants to start construction on the facilities where they have determined to place radio and cell antennas. These locations are at our stations and sites. We have a strong disagreement with the placement of these cell/ radio antenna and infrastructure sites. This is based on the impact to the working conditions of the membership and health risks that we believe are present for our members in exposure to radio waves from the sites. This subject is not cut and dry, nor agreed upon in the scientific community and this will be a hard battle to win, but we believe in our data and in caution on the side of safety for our members.
The County has moved forward and there is no indication they will slow forward movement without our challenge. We are likely to be in for a battle to either reach an agreement to move sites/alter sites/provide data collection and testing etc. or fight this out in the court of public opinion and support on this issue. We now see the measuring and studies of soil and so forth changing into the actual start of construction at sites.
PLEASE CONTACT DIRECTOR LEW CURRIERas the point person on this item. Lew is the health and safety director and is working with LA City and has been assigned to lead the plan of action for dealing with this at the ground level while we try and work this out with the BOS, CEO and LA RICS. Stay tuned and look at your web-blasts and e-mails for further details on this as it unfolds. This could be an extremely bumpy time and an adversarial issue with the Department and it is what it is. We will keep other business on track while we battle this issue as well.
Just a few update items with more on 1014 CPAT testing day, and Cell Issue.
As we do every year to honor HEROES we ask that you once again join Local 1014 President Dave Gillotte and Executive Board Members, 1014 Members, Explorers, and Members on our Team of walkers as part of the House of Labor as we participate in the United Way of Greater Los Angeles' Annual Homewalk. Labor will be the only team dedicated to raise funds to help our homeless homeless veterans. That's right over 5000 homeless veterans on the street of Los Angeles and Los Angeles County alone. That is unconscionable and Los Angeles County Fire Fighters Local 1014 will once again be on the walk and on the run to do our part to help. In addition to donating funds we are active in helping with job search and placement in public safety and also any work for these HEROES ABROAD - HOMELESS HEROES at home folks. This is a 5K Run / Walk starting in Exposition Park and wear our colors with Local 1014 Shirts and Blue Fire Shirts and Wear Your Helmets also and let's go join the LA Federation of Labor and our Labor Partners on our team to raise money for Homeless Veterans.
Please take time to pause and remember the Veterans who have so bravely served our Country to protect the freedom and liberty we enjoy. With all the bad and the good things, the partisanship politics we currently see, the highs and the lows we have been through we are undoubtedly the BEST COUNTRY IN THE WORLD! and we wouldn’t have any of this if it were not for our Veterans who fought so hard to establish and to protect our way of life. Honor our Veterans for their service all and when you see a Veteran, thank them for what you have becuse of what they do.
Labor Management Initiative (LMI) Fire Captain Academy!
In a process mirroring the IAFF / IAFC Labor Management Initiative (LMI) both the Department and the Union partnered to finally bring a true Fire Captain Orientation and Indoctrination Program to light. For over a decade newly promoted Captains have had to look it up, 50/50, call a friend or figure it out as they go. Some time ago there was a movement to have “off-duty” orientation and indoctrination sessions that were helpful, but clearly not a world-class franchise organization putting stock in their number one resource… the people; in this case the first in officer.
Well, after months of discussions and negotiations between the Department and the Union to use a Labor Management Initiative (LMI) to build a “Captains College” or “Fire Captain Academy” it is done.Both the Department and the Union brought in subject matter experts from management and rank and file to put together a “First Day – First In” Fire Captain Training and Orientation program to give some guidance on what the new position will literally entail on day one, bell one. We thank the Training Services Section Members who handled the heavy lifting to bring the training together.
Local 1014 Executive Board and Department Executive Staff worked to oversee the group and the work product is finally here and we are excited to see how it goes. The first ever FULLY PAID, ON-DUTY TRAINING TO ORIENT AND INDOCRINATE FRONT LINE FIRE CAPTAINS. A promotee will receive an unambiguous letter indicating you have been promoted to the position of Fire Captain, with an effective start date, and instructions to report to the Fire Captain Academy on that date to complete 5 – 8 hour days of training. You will then receive a station assignment and a company to command. Promoted members will complete 16 hours of online pre-course work on-duty and paid. This will be followed by a probationary plan that gets the certifications and state training mandated for our strike team applications and Engine Boss done during your first 6 months also so you can deploy and earn SRC! Important to note this is not part of the testing process and is training only and no pressure other than to go get the training and feel prepared to work your first shift, and answer the first bell! The instructor cadre is comprised of Labor Rank and File, Management and Chief Officer Personnel.
This has been a long time coming, and we are quite proud of the partnership that finally brought about this historic “Class 1” of Officer School and to follow will be a program for newly promoted Battalion Chiefs as well as we recently pitched the thought of developing a “New Paramedic” practical orientation and indoctrination as well. We’ll take it step by step and evaluate the program for future improvements and any changes much like we have done for WFI, FGS and Wildland and Haz-Mat training programs that we have embraced and crafted through an IAFF / IAFC LMI. We are going to try and capture the training and make it available on-line for current fire captains also as a resource.
Thank you to all who have helped make this a reality from both the Union and the Department in the LMI and we look forward to the success of the work. Congratulations in advance to the newest Fire Captains and their historic placement in “FCA – Class 1”. Heads Up… December 1 is tentative go date!
Local 1014 continues to defend our family members and the hard work of those who dedicate themselves to our job. While everyone would like to see a good, fair recruitment and testing and hiring process and system, it is not uncommon to have children and relatives of those serving compete and earn the right to serve also.
We continue to push back on the LA Times Articles that have been downright motivated below the belt shots at our Department and our Members. We also have had to battle back a near overreaction by the Department, The County and the Board of Supervisors.
We responded with solutions to fix the hiring and testing process and continue with the current written test to fill our vacancies. We have even have added in true quality of candidate with emphasis on women’s recruiting and mentoring which is an issue that needs to be addressed but handled correctly. If we didn’t provide the solutions then the County was set to over-react and strip the testing processes away from the Department and give them to Big County DHR. This would have been a move in the wrong direction to recruit, test and hire qualified candidates who really want to work here and want to be the best…regardless if they are related to someone on the job or not.
Supervisor Molina put forward a motion to strip all testing authority from the Department and give it over to DHR and trash the current exam putting in jeopardy filling our vacancies including moving the FSA Bridge Program back into full swing, which has been stalled due to the written exam not being ready and in play. Our own County Fire Human Relations is to blame and behind the curve on just about every aspect of recruiting, testing and hiring…something that is about to change dramatically.
President Gillotte set forward on a series of heated negotiations with all 5 Board Offices all the way up to a very heated behind closed doors last minute negotiations to eventually win 5 VOTES of the BOS (A rarity on any given day) to support solutions submitted by Local 1014 and the Department. A BOS Motion on item 9 as seen below in the video of the BOS Meeting on Nov. 5 tells the finish to the story and a historic ordering of a Strike Team of Stakeholders including LOCAL 1014 to move the current test forward and provide solutions to the BOS in weekly updates and jointly submitted formulas for success.
This will frame the future which will likely include the use of the CFFJAC (California Fire Fighter Joint Apprenticeship Committee) who currently administers our CPAT Test, as a prime candidate to administer our written exam also. President Gillotte has been very active in the CFFJAC and along with our Members who we have placed within JAC and especially the good work of Fire Fighter Specialist Kelly Abadie who runs our recruitment Division and is a well involved member of the Local 1014 Women’s Commission, the Explorers Program, our FSA and Camp Program and more… and I think knew a guy on our job who might have mentored her at one time…. Air and Wildland Czar Scott Jones.
We will have input to simplify the testing process to get away from trivial pursuit style of questions and back to things oral interviews or assessment centers, requirements of EMT and CPAT before we will take your application a requirement the Fire Chief and the Union have already agreed upon for the next entry testing process. We will also have the ability to use our position with CFFJAC for Career Days and Mentoring Programs for Women and for all interested candidates who want to earn their way onto our job. Continuing with the Fire Fighter Preparation Seminars which were just fantastic and provided a good road map to get folks headed in the right direction to prepare for our process. This 5-VOTE support for our Union was a vote to support our members and our Department in light of the pressure of a motivated reporter who is only telling his story, not the whole story.
Attached is our response to his remarks, and we need not worry about his follow ups and his motivation because we are going to go solve any problems and in fact try and move well past any issues to a system that works from recruiting and career days, to Explorer Program, to Camps, and any other “Inside” garden of achievers who put in the time to earn our job, inclusive of children of our own who are really the recipients of a lifetime of mentoring from a father or in fact mother… be they sons or daughters. It is natural for children to follow in the footsteps of their parents and we need not apologize for that or hide from it or play into a hand that would conclude this is wrong.
We are excited to bring some of the ideas we have been working on for years at CFFJAC and in partnership with the Department prior to the unfortunate 15 minutes of fame for a tired old reporter who took the easy way out and easy low blow shots at our members. More to come on the progress of this Strike Team Coalition work and you can check out a few links we have included to help you gain some vision of the work we have done.
“LOCAL 1014 FAMILY DAY!!!”…We recently talked to Explorers, Fire Suppression Aids (FSA’s) and Local 1014 Members who not Fire Series Employees but have been working on it, and found some did not have their CPAT Cards or they were expired and we also found that there is a backlog of dates and times to get their cards before the release of our testing and hiring announcement and written test as proposed. Again we found a solution…Local 1014 will host a “Family Day CPAT Test Date”. Members in good standing and yes FAMILY MEMBERS of Members in good standing are invited to contact us and we will host a CPAT Test Date in the next 2 to 3 weeks Date and Time to be announced. This will be a day we sponsor for all 17 year and older participants that are Members, Explorers or Family of Members to take the CPAT.
We will need your Names, Drivers’ License Number, and Current e-mail and cell phone contact number and who you are related to if the relative of a Member. You will then be confirmed and details of the exam date and time will be sent out. The standard costs of the CPAT will apply to all participants except those who have volunteered on the campaigns and for some of the Union work we asked for help on to earn “Local 1014 CPAT Scholarships”.
I write to you on behalf of the entire Local 1014 Executive Board and in fact I probably represent the sentiment of every Fire Fighter Father or Mother whose son or daughter serves in our profession so proudly, especially as an LA County Fire Fighter. We take great offense to the LA Times Article in Sunday’s Paper in which Paul Pringle took a low shot in yet another series of articles that serve to attack Firefighters on anything and everything as part of a ploy to continue to pressure cuts and deleverage our Unions. This is a follow up to the same attack on UFLAC 112 – LA City Members that recently occurred. WE OPPOSE ITEM 9. ON THE AGENDA AND OFFER THE FOLLOWING AS AN ALTERNATIVE TO ADDRESS THE ISSUES:
It is a fact that sons and daughters follow in their fathers and mothers footsteps in all aspects of work, and we have often seen Actors, Singers, Entertainers, NFL and MLB and other Sports figures, children of workers in both the private and public sector jobs follow in their parent’s footsteps and this is a great thing. As a matter of fact, when children opt for the same work as their parents, it could be argued the only advantage they have is looking at a role model who can show them the ropes, provide connections for school and job paths to set the stage for them to see what the job is like and if inclined to pursue and go earn it. The County recognizes this each year we participate in “Bring your sons and daughters to work day”. This is designed to specifically expose our children to our job interests and with good purpose and often used in both private and public sector progressive companies, and in New York the children of Firefighters killed in the line of duty are given hiring preference and with good cause. These items could actually be looked at as a job benefit in attracting and retaining the best of the best in both private and public sector if you wanted to be very progressive.
The Union has been working on this item for some time with the Department and this article and the follow up articles were not unexpected and we will continue to monitor and ensure no over-reaction to the article from the Department and the County as we have seen from LA City Elected Officials and Staff.
We should all be proud of our members’ work and accomplishments including those who are related to those who have served or are serving and I can personally attest to the pride and dedication and work ethic and work product of Ryan Tripp who was viciously and unfairly attacked in this article. I work with Ryan in Battalion 13 regularly on fires, strike team assignments, major EMS calls and more and he does a hell of a job… He represents similar stories for all but serves as an example for all. The only thing criminal in Ryan’s story is the picture they used in the article and the fact that he is a San Francisco Fan, but thankfully they did not print that.
Finally, the author of the article left out this little finishing fact for all to read. These sons and daughters who serve and have earned the right to serve like anyone else may be called upon to make the ultimate sacrifice at any given time. FDNY firefighters on 911 and of course LA County Fire Fighters unfortunately know this all too well. Perhaps Paul Pringle should research that a bit before he writes about the fiber of our members. One Badge, One Bear, One Share! Let us contemplate these thoughts as we do what we do and get back to work as we humbly serve our public.
Having said that, let me try and address the issues of import that should be addressed and can be addressed effectively and expeditiously and put our Department, The Union, The County light years ahead of most for the true items in need of examination and remedy.
The recent LA Times Articles regarding 3 topics embedded in the misplaced rhetoric of an angry reporter (back story to that) are as follows:
Personnel Issues with regard to test prep and questions and so forth.
Nepotism and other such unfair advantage allegations and percentage hires etc.
Recruitment and Retention of Women primarily and others to the Fire Service, Specifically LA County Fire Department.
The solution to deal with each of these items lies in a LABOR-MANAGEMENT PARTNERSHIP rather than a Fire Department HR or Big County DHR combined or solo solution which will fail for a variety of reasons.
The solutions and follow up with why:
Personnel Issues – Separate and investigate, facts, due process etc… Action items for individuals as necessary with process and systemic action items change and educate and reinforce etc. as necessary with Labor and Management working together as we have done numerous times to put a system with integrity and process and merit of substance in place.
Nepotism or favoritism – Implement a system that does not advantage relatives or inside employees over others in an unfair manner, but also does not restrict or unfairly disadvantage the relative and inside candidates who have been mentored and worked so hard for the job meeting or exceeding standards for hiring. A system that is fair to all inclusive of relatives as individuals competing for the job.
This can be accomplished by 2 or 3 steps. Go forward with the current fully vetted and finished entry level recruitment test as written and prepared with Fire Department and DHR Collaboration to establish a hiring list and begin filling the 200 vacancies which are critical to our staffing levels to meet the service needs of the District. Also this written exam is critical and part of an MOU item to “Bridge” Fire Suppression Aid Candidates to the Fire Recruit Position and would be an Unfair Labor Charge if altered without meeting and conferring with the Union. This test is credible and is validated and needed. Also this exam is in keeping with the Preparation Seminars and Education provided to the Public for the past year leading up to the exam, and to change midstream would be a great disservice to the candidates at large who have been preparing for our process. Use the exam as a first step to move forward, but with oversight.
Let me also tell you that the Department and the Union for years have been working together in a Labor Management Partnership on items like our physical (Fit for Life), Workers Compensation Reform in a DRA or Carve Out Agreement (netted 10% savings year one), and the CPAT (Candidate Physical Ability Test) which is a Labor Management run Physical Agility Test we currently use for applicants for LA County Fire Department.
The CPAT is run through CFF-JAC (California Fire Fighter Joint Apprentice Committee)…. A classic Apprentice Program between the State and the Unions (CPF – California Professional Firefighters and the Cal Chiefs) to administer and control all material test prep, and validation and legal liability and has long since become the national and state standard. Recently the CFF-JAC bought written test service and is up and running administering the same quality and standard of excellence written tests, with no advantage to any individuals and ample preparation tools and legal authority and vetting to be the state and national standard.
The Department is aware of this and we have been discussing this option for our Department and similarly LA City Fire is also heading down this path as are other Departments Statewide. This would ensure no advantage to any individual be they related to anyone on the job or not. We embrace this testing process and the vision would be a one-stop shop in the future for the physical ability test, and the written test with each candidate with the same access to preparation tools and utilizing federally recognized content validation criteria from the Equal Employment Opportunity Commissions’ Uniform Guideline for employee Selection Procedures.
This should be either the current exam to be given, or as I have indicated, use the test that is ready to go and do not delay to fill positions critical in our need, but certainly direction to begin negotiations to include the CFF-JAC written as a requirement in the future exams would be appropriate and solve the problems identified.
Women’s recruitment and retention - Similarly the CFF-JAC and Los Angeles County Fire Fighters Local 1014 Women’s Commission have been working on recruitment and retention issues with a Mentoring Program and Community outreach as well as has the Department with the Recruitment Division established with Fire Fighter Specialist Kelly Abadie, a Women’s Commission and Written Exam Advisory Committee Member for CFF-JAC, in the County Wide “Fire Fighter Preparation Seminars”, which I have personally attended and are spectacular with over 200 people reached. This work should not be discarded but rather the foundation for what we do next, where we go next.
I submit that the Labor Management Partnership through CFF-JAC will outshine, outpace and in an outstanding manner be the perfect already established, state and national standard Recruitment Model and process for us to embrace and use. Local 1014 and the Department Co-wrote the Family Policy and the Pregnancy Policy in partnership. Without Labor it would still be but a concept on a desk. We also need to move on a path of travel to ladder the recruiting and mentoring into actually HIRING THESE WOMEN. This is a concept that not only County Fire HR, but County DHR has not been able to grasp nor provide path of travel to accomplish for the last decade…let us now move swiftly to accomplish the task at hand with real work product, not just talk.
Dave Gillotte President Local 1014
BACKROUND ON CFF JAC to quickly educate all on what CFF JAC is and with my e-mail gives a good understanding on what we can embrace and accomplish:
CFFJAC Testing Center Page - http://www.cffjac.org/go/jac/fctc/ also at the bottom of the e-mail as a page for a quick look…. Written testing up for 5 months now…. Tremendous use Nor-Cal and HR from Departments raving and good working relationships with CFFJAC….
President Gillotte Statement on the Election of Sheila Kuehl to County Supervisor
"Los Angeles County Fire Fighters Local 1014 made history along with our alliance partners in working to Get Out The Vote and elect Sheila Kuehl for County Supervisor - Third District Seat.
We made history and made our voices heard loud and clear at the ballot box and Local 1014 Executive Board along with Sheriffs, Nurses, Teachers, Homecare Workers, Lifeguards, Professional Employees, Working Class Families and Business Partners in electing our 3rd Supervisor to the Board.
Long term relationships with legacy Board Members and a changing of the guard to elect Mark Ridley-Thomas, Hilda Solis and now Sheila Kuehl will have the biggest impact on our careers, working conditions and fair bargaining conditions for decades to come.
We enjoy both personal and professional long term relationships with all Supervisors, but certainly a more labor friendly and issue friendly Board to work with is finally here. We have supported and elected these individuals because of their support of our membership and our issues with a proven track record. I have worked with all 3 of the new additions in the State Assembly and Senate, and Congress as well as Secretary of Labor Positions for many years.
We will get a comprehensive election wrap up message to the members, but I am so proud of the entire Executive Board, The Membership, The Union Staff, our Explorers, FSA's and our families who worked so hard to make Local 1014 one of the top 4 supporters of this effort in money and precinct walking and phone banking to make it happen.
We will keep you posted on changes to come as a result of the elections and as we move forward to the next phases of contract bargaining and policy changes and staff changes within the County. We truly have made history together."
It is with the deepest regret and sadness that we announce the Death of Fire Fighter Specialist Ricardo Rodriguez, Los Angeles County Fire Station 150, Battalion 22. Brother Rodriguez passed on the evening of Friday October 24, 2014 after battling a long-term illness.
The Los Angeles County Board of Supervisors, together with Local 1014 President Dave Gillotte and Fire Chief Daryl Osby pass along our deepest condolences and sympathy to the entire Rodriguez Family during this incredibly difficult time.
"Fire Fighter Ricardo Rodriguez, our Brother, will never be forgotten” President Dave Gillotte. Brother Rodriguez leaves behind his loving wife Sandra and his son Adrian and Daughter Alana.
We ask that you keep our Brother Ricardo and his family in your thoughts and prayers through this difficult time.
President Dave Gillotte
A flag ceremony will be held for Brother Rodriguez on Wednesday November 5th at 1000 am LA County FS 150
Below you will find the endorsement recommendations from 1014, CPF and the IAFF.
At 1014 we take elections very serious with our local elected officials. When there is an election in any of our cities we contact all those that are running for office and invite them for an interview. Some choose not to attend. We sit with them for as long as it takes to find out where they stand on our issues. We ONLY ask questions related to our wages, hours and working conditions. We have done this for many years and we only endorse those that support our issues. Locally we have had a few council members in the past that have votedon the opposite side of our issues. Those may have been council members for many years or a short time. If someone is not our friend and votes against what is best for firefighters we will not support them.
As for the CPF and IAFF they do the same. There is no concern with which party they are affiliated with. Again if you support Firefighters and our issues we support you.
Below are the recommendations for those that support our issues. Can some of these people support issues that are not Firefighter issues that you have a differing opinion? You bet. The below recommendations are again those that support Firefighter issues. We don't ask about any other issues (daylight savings times, baby seals, etc.) we ONLY ask about Firefighter issues. When you step into the ballot box you need to decide how to vote.
FIREFIGHTER FAMILY MEMBERS WORK THEIR TAILS OFF TO EARN JOBS IN OUR PROUD PROFESSION WHERE THEY SERVE THE PUBLIC AND SAVE LIVES AND MIGHT EVEN BE CALLED UPON TO GIVE THEIR OWN LIVES FOR OTHERS…
That is what our investigation revealed. I write to you on behalf of the entire Local 1014 Executive Board and in fact I probably represent the sentiment of every Fire Fighter Father or Mother whose son or daughter serves in our profession so proudly, especially as an LA County Fire Fighter.
We take great offense to the LA Times Article in Sunday’s Paper in which Paul Pringle took a low shot in yet another series of articles that serve to attack Firefighters on anything and everything as part of a ploy to continue to pressure cuts and deleverage our Unions. This is a follow up to the same attack on UFLAC 112 – LA City Members that recently occurred.
We have been working with UFLAC and the Department to navigate and put back pressure on these directed attacks designed to continue to politicize our systems as we both move to negotiate contracts. These articles and similar will continue, and serve as a reminder of the fact we are not nearly done with an overall strategy aimed at our profession to tear down our compensation and retirement and medical packages. Like a bad meal, we will just get through this article and move on with our business but a few words need to be said internally about this.
It is a fact that sons and daughters follow in their fathers and mothers footsteps in all aspects of work, and we have often seen Actors, Singers, Entertainers, NFL and MLB and other Sports figures, children of workers in both the private and public sector jobs follow in their parent’s footsteps and this is a great thing. As a matter of fact, when children opt for the same work as their parents, it could be argued the only advantage they have is looking at a role model who can show them the ropes, provide connections for school and job paths to set the stage for them to see what the job is like and if inclined to pursue and go earn it. The County recognizes this each year we participate in “Bring you sons and daughters to work day”. This is designed to specifically expose our children to our job interests and with good purpose.
The Union has been working on this item for some time with the Department and this article was not unexpected and we will continue to monitor and ensure no over-reaction to the article from the Department and the County as we have seen from LA City Elected Officials and Staff. More to come on testing and training procedures.
Your Executive Board and I know all of you are proud of our members work and accomplishments including those who are related to those who have served or are serving and I can personally attest to the pride and dedication and work ethic and work product of Ryan Tripp who was viciously and unfairly attacked in this article. I work with Ryan in Battalion 13 regularly on fires, strike team assignments, major EMS calls and more and he does a hell of a job… He represents similar stories for all of you but serves as an example for all. The only thing criminal in Ryan’s story is the picture they used in the article and the fact that he is a San Francisco Fan, but thankfully they did not print that.
Finally, the author of the article left out this little finishing fact for all to read. These sons and daughters who serve and have earned the right to serve like anyone else may be called upon to make the ultimate sacrifice at any given time. FDNY firefighters on 911 and of course LA County Fire Fighters unfortunately know this all too well. Perhaps Paul Pringle should research that a bit before he writes about the fiber of our members. One Badge, One Bear, One Share! Let us contemplate these thoughts at line-up and do what we do, get back to work as we humbly serve our public.
Take care…. Dave Gillotte and the Executive Board of Local 1014
Local 1014 Executive Board works with our Department, our Honor Guard, Chaplains, and our Fire Chief to honor our fallen each year at the IAFF, CPF and Department Fallen Firefighter memorials. Family First is our motto on honoring and remembering our fallen.
Thank you to our Fire Chief, our Honor Guard, Chaplains and the Emerald Society for coming out to support and participate in the ceremonies, we are proud to sponsor their work.
We are sad to announce that shortly after the IAFF Memorial in Colorado James Chatelain, husband of Janet Chatelain passed away. Jim was with his friends on Sunday the 21st. He was returning from a baseball game in Denver and collapsed in the hotel lobby he was staying in. The last words Jim had to say to us was "THANK YOU". He was very appreciative of everything the Department and 1014 had done for Jan and himself during their time of need.
IAFF Fallen Firefighter Memorial September 20, 2014
September 20th, 2014 the IAFF and Brothers and Sisters from throughout the Nation gather in Colorado Springs, Colorado on Hallowed Ground at the IAFF Fallen Firefighter Memorial to honor those who gave all.
Los Angeles County Fire Firefighters IAFF Local 1014 added 8 names to the wall.
Local 1014 Union Hall 3460 Fletcher Avenue El Monte, CA 91731
O: (310) 639-1014 F: (310) 639-5314
SPECIAL ITEM OF BUSINESS:
Nominations for officers and Directors of Local 1014
ELECTION SCHEDULE – 2014
October 14, 2014
October 21, 2014
October 24, 2014
November 7, 2014
November 25, 2014
January 13, 2015
Installation of Executive Board
Local 1014 is in the process of preparing for our 2014 Executive Board Elections. If you had a change of address in the last 6 months and have not notified the Union, you need to call, fax or email your new address immediately.
Hazardous LTE cell towers are in the initial stages of being constructed at 87 of our fire stations by the Los Angeles County Fire Department, in conjunction with the LA Regional Interoperable Communications System Authority (LA-RICS), the LA County Chief Executive Office, and Motorola Solutions, Inc. Your Local 1014 Executive Board is strongly opposed to this plan and to the exposure of our members to concentrated radio frequency radiation and its corresponding adverse health effects.
Many members may have seen the contractors at their stations measuring and painting lines for the upcoming installations. Your Executive Board sent a cease and desist letter to the Department on September 2, 2014 requesting the Department stop any further activity to construct cellular and UHF radio antennas at fire stations and administrative sites where Local 1014 bargaining unit represented members work.
At the 2004 International Association of Fire Fighters convention in Boston, Massachusetts, the voting body passed Resolution 15, which directs the IAFF to oppose the installation of cell towers at fire stations and administrative sites due to health and safety concerns. Your executive board will use all remedies in our power to protect the health and safety of our members and prevent these cell towers from being constructed at our fire stations and administrative sites.
Executive Action 352 was enacted by the Department on August 5, 2014 and sent to all stations. EA 352 outlines the Department’s plan for cell tower installation at our fire stations and administrative sites. The Department did not meet and confer with Local 1014 to consider the impact to our members or the health and safety risk factors before taking this action.
If you see activity or construction happening related to cell tower installation, please contact Directors Lew Currier (310) 925-2588 or Steve Dewitt (714) 514-1352 or the Union Hall (310) 639-1014 immediately, and we will keep you posted on the progress of this issue with the Department.
Thank you for your time on this most important health and safety issue.
Los Angeles County Fire Fighters Local 1014 and Los Angeles County Fire Department in a Labor Management Alliance have been strong supporters and participants in the California Fire Fighter - Joint Apprenticeship Committee.
Check out our members lending a vision for the voice of the CFF – JAC. Thank you to the members who showed long-time friend and supporter Assemblyman Al Muratsuchi (D-Torrance) what we do and how JAC works. Assemblyman Muratsuchi recently visited Los Angeles County Fire Fighters to see what kind of training JAC provided and why JAC resources are so critical to the California Fire Service.
Thank you to the Fire Fighters who showed the Assemblyman our hospitality and our skill set on his visit. Thanks also go out to Acting A/C Tom Ewald; long-time member of Local 1014, for joining up with the crews to lend a hand. We are very appreciative of Assemblyman Muratsuchi’s support and desire to really see what we do and carry that vision to the funding fights in Sacramento where he works hard for us and our issues.
Take care and be safe and get those JAC Hours entered!
Tell Your Assembly Member: Support the Disclosure of Toxic Flame Retardants!
This is scheduled to be heard tomorrow August 26th. DONT DELAY!
CPF-sponsored legislation, SB 1019 (Leno), exposes the use of flame retardant chemicals in uphostered furniture that produce cancer-causing agents when they burn, putting firefighters and the public at risk.
This legislation embraces the spirit and intent of Resolution 34, which was unanimously approved this past July by delegates to IAFF's 52nd Biennial Convention. SB 1019 will be voted on by the full Assembly in a few days.
CPF FIREVISION -- THE RISKS OF TOXIC FLAME RETARDANTS
Exposing how these flame retardants are used is an important step to reducing the exposure of firefighters to these cancer-causing agents. Yet the chemical industry is launching a deceptive all-out media blitz to kill the measure.
Ventura County Superior Court Judge Kent Kellegrew ruled that the proposed “Measure L” sought to create a new state law where none existed, and was therefore a violation of the State Constitution and Government Code.
Measure L would have ELIMINATED a County Pension System established by state law and REPLACED it with a privatized system and even ELIMINATEDdefined benefit pensions for survivors of fallen firefighters, police officers and their families.
This victory is so important for Los Angeles County Fire Fighters and all Local 1014 members because it was not only on our literal border, but also designed to attack a 1937 Act Pension System which is the exact same laws and pension system type as our very own LACERA. What happened in Ventura could have had a lasting and ongoing effect on every one of us and our families.
Thank you to all of you and the Executive Board of Local 1014 who jumped in very early to help the Ventura County Firefighters Local 1364; long-time friend and ally to Local 1014, and other Labor Unions representing public sector workers in Ventura and Los Angeles County. We gave money, time, legal help and a commitment to be in Ventura County at each step of the fight to defeat this draconian, outside influenced, well-funded attack on all of us.
I personally called Ventura County Firefighter’s Local 1364 President Chris Mahon, who serves with me on the State Board of CPF and congratulated him on the Victory. We have had many conversations and meetings regarding this issue and as a result we are considering forming a 1937 Act County alliance to stay vigilant on all issues pertaining to our Pension Systems statewide with all Fire Unions affected.
The ruling issued last Monday was not official until a writ of mandate to urgent rule in final was considered and that is now done with a NO from the Judge and any regular appeal by the backers of the initiative will not be in time make the deadline of August 22nd to go to print with the initiative. Game over…For Now.
REMEMBER – this was a deceptive proposal to usurp state law and eliminate our pensions by anti-pension ideologues including the KOCH BROTHERS and the KOCH-SPONSORED AMERICANS FOR PROSPERITY and billionaire venture capitalist JOHN ARNOLD, and if it made it to ballot would have been very well funded at a rate far beyond what we could raise to fight it. This may be gone for now, but the fight is far from over by any means.
Once again and on behalf of the entire Local 1014 Executive Board, thank you to the Membership for the support and backing that allows our Union to play hard and play heavy in all issues affecting our membership and our Benefits.
We contacted the executive staff a few days ago and asked that we get something out prior to the strike teams returing. As we know it the "PMF" day or rehab day. Below is what the department released today. This principle applies all personnel including Camps, personnel assigned as single resources and 40 hour personnel.
Rehab Staffing Procedures for ST 1130A and ST 1131A
ALL personnel returning on Strike Teams 1130A and 1131A today shall be afforded a “Rehab day” for tomorrow beginning at 0800 hours based upon EA-347, dated July 10, 2008.
A. Personnel on duty backfilling for both Strike Teams shall remain in service for the remainder of the current 24-hour shift.
B. Strike Team personnel returning will be on the clock for rehab until 0800 hours tomorrow. They can rehab at the fire station or be released to an alternate location, including home, if able to drive.
C. Strike Team 1130A and 1131A personnel assigned to work tomorrow shall receive a “Rehab-day.”
D. Strike Team 1130A and 1131A personnel not assigned to work tomorrow, August 8th, cannot go avail for overtime and are exempt from recall unless there is a disaster or major incident.
Any questions contact your jurisdictional Battalion Chief.
This email was approved for distribution by Chief Deputy Michael Metro.
This past week your Executive Board has been in Cincinnati, OH with roughly 2500 other IAFF Union leaders working hard to set a course for President Harold A. Schaitberger and the IAFF staff for the next 2 years until our next convention. The convention gives clear direction on where the membership of the IAFF wants the Union leadership to focus. What issues need to be addressed and how to address them.
We met every day this week to work on issues to strengthen our Union and help protect our profession from people like Charles Schwab who contributed $6.4 million to take away our voice. We voted to honor long time Union Leaders as well as censure Fire Chiefs.
For all the details on the convention click on the link below.
Health Care Spending Accounts Now Allow $500 Carryover Each Year
A recent change in IRS regulations allows participants to carry over up to $500 of their Health Care Spending Account (HCSA) balance each year. Previously, any unclaimed dollars would be lost or forfeited. This was known as the "Use It or Lose It" rule.
How does this change affect your 2013 and/or 2014 HCSA?
Participating employees who did not use all of their 2013 HCSA money are allowed to carry over up to $500 for the 2014 Plan Year.
All carried over money can be used for eligible expenses incurred in 2014.
The carried over money does not affect your 2014 HCSA contribution. The amount you designated for 2014 contributions will be available for use in 2014 along with any carried amount up to $500.
If you did not enroll in an HCSA for 2014 and you had any unused money at the end of 2013, up to $500 will be available for expenses incurred in 2014.
The deadline for submitting claims has not changed. Participating employees still have until June 30, 2014 to submit claims for expenses incurred in 2013.
After June 30, 2014, any unclaimed 2013 HCSA money in excess of the $500 carryover limit will be forfeited to the County.
This change affects only the HCSA and does not apply to the Dependent Care Spending Account (DCSA).
The following questions and answers can help make sense of the change:
Q: May I use my 2013 carry over balance for 2014 expenses?
A: Yes. Your 2014 elected amount will be used first, but once it is used up, you can use up to $500 of your 2013 balance for 2014 expenses.
Q: May I still submit claims for the 2013 plan year until June 30, 2014?
A: Yes. The “run out period” deadline has not changed. You may gather your receipts and submit claims for 2013 expenses (it’s easiest to do it on mylacountybenefits.com) until June 30, 2014.
Q: I did not enroll in an HCSA for 2014, but I had money left over in my 2013 account. May I still submit claims for the 2013 plan year?
A: Yes. If you had dollars left over in 2013, you can submit claims for 2013 expenses through the end of the run out period (June 30, 2014). After that, up to $500 will be available only for expenses incurred in the 2014 plan year.
Q: What happens if I have more than $500 in my 2013 account at the end of the run out period (June 30, 2014)?
A: You will lose the amount over $500. It will be forfeited to the County. The remaining $500 remains available for expenses incurred in 2014.
Q: Can I transfer my 2013 HCSA balance over to my 2014 Dependent Care Spending Account (DCSA)?
A: No. The HCSA and DCSA are two separate accounts and you cannot transfer money between the two.
CCU, County officials reach Tentative Agreement on Fringe Benefit Contract after months of contentious negotiations December 11, 2013
The Coalition of County Unions -- CCU - leaders announced a Tentative Agreement on a new Fringe Benefit Contract with County management on December 10, 2013. The new agreement arrives after months of stalled negotiations that followed the County's eleventh hour demand for changes to County Retiree Health benefits for future employees.
CCU leaders set the following major goals early in the fringe benefits negotiations process: 1) to protect the existing benefits package, 2) to protect employees from increases in out-of-pocket payments for medical premiums, and 3) to eliminate the current $112 million cap on County matching contributions to the Horizons program so that employees will receive their full 4% employer match for the entire plan year. Under the new agreement, all of these goals were achieved!
Highlights of New Fringe Benefits Contract Agreement:
• TERM - 2 years (October 1, 2013 through September 30, 2015).
• CHOICES - The new agreement provides a 7.2% increase in the County's CHOICES contribution for 2014 and an additional 7.2% increase for 2015. Securing the increases in the CHOICES contribution means that most members will take home extra in their paychecks in 2014-2015. Since County employees have already gone through the Open Enrollment process, this means that the your monthly allowance will increase and – for most plans – fully offset the increased cost of health insurance premiums.
County Health Care Contributions for Permanent Employees
Employee +2 or more
Employee who waives insurance
• HORIZONS - Matching Fund Cap increased and then eliminated: The new agreement provides an additional $9 million annual increase to the cap on County matching contributions. The cap will increase from the current $112 million to $121 million for FY 2013-2014 and to $130 million for FY 2014-2015. This means that all participating employees should receive their full 4% match on their contributions for the entire year. The major victory for our side is that the cap will be eliminated entirely effective July 1, 2015.
• $500 CASH BONUS - The new agreement includes a one-time $500 per employee contribution to CHOICES whereby all CHOICES participants will receive a $250 payment scheduled for January 2014 and again in July 2014.
As part of the new 2-year Fringe Benefits Contract agreement, all Coalition of County Unions established a separate agreement with LA County on Retiree Health Reform that changes the benchmark contribution for New Hires effective July 2014.
Retiree Health benefits for current employees will remain unchanged. Details of the new fringe contract agreement will be available to 1014 members in the following weeks as final language is drafted and confirmed by CCU and County officials.
While other agencies and Unions have been unable to sustain their current level of medical benefits and have seen draconian cuts to their plans, we have managed to bargain to a successful finish that maintains current levels of medical, dental and vision benefits, while dealing with funding issues only. The math of the situation is one thing, and must be dealt with, but politics or use of bankruptcy and or courts to strip benefits from hard working employees and similar behaviors and actions will be a constant threat we will fight. Unlike other Counties and Cities, we have a start to the solution for the funding liability issue and we have the tools in place to put tax free monies, earnings and distributions from employees and employer and we will have to continue to look for alternative ways to continue to help fund our defined benefit health care system we have come to treasure.
Thank you for you continued support and we’ll keep you in the loop as we work on this project with the County and LACERA.
Your Local 1014 Executive Board has remained very busy and engaged on numerous fronts. We just finished an extremely productive offsite meeting with the Fire Chief and his top staff to get moving on a number of projects that will ultimately help our working conditions and improve our work quality and stabilize funding. The main topics discussed were EMS Issues, Organizational Culture and P. R. with our Public and Elected Officials (Those who support us), Risk Management Issues (anything that causes Lawsuits and or Increased Costs due to injuries or other such items, and Fiscal Issues to include Revenue and Grants. We will report more on this as we begin the tasks we laid out in the meeting. We have also seen 2 more of our brothers die from Cancer, and on the heels of the FCSN GALA and working hard to help support the organization we helped start, it is a stark reminder of how one of our silent killers is still claiming too many of our members. We also just came off a great series of wins in our political action efforts and as you will read helped maintain our El Monte Stations this year. We are also bargaining our fringe benefits and we have hit a major and problematic hurdle with the County and we will move to mediation to try and get forward movement again. This is a very stressful time and your patience while we fight the fight is appreciated. Finally a quick update on the 48/96 one year trial shift schedule proposal update also… please read on and as always thank you for your support and your efforts to make our Union Strong and Bold and Effective in what we do for us all. Be Safe and give big love to your family and friends… always a good thing.
GENERAL MEMBERSHIP MEETING CANCELLED (Tuesday November 12 2013) – HONORING SHAWN BAYER…Local 1014 General Membership Meeting will be cancelled for Tuesday November 12 so we all may attend Brother Bayer’s Flag Ceremony – 11am at Fire Station 8. Also BROTHER JOHN VINCENT – Health Haz Mat Specialist III who died at the age of 46 from Leukemia will also be honored on November 23rd. Please take time to make the ceremonies and honor our fallen. Click herefor details on Brother Layer's services. Brother Vincent's details to follow shortly.
LOCAL 1014 WINS BIG IN CITY ELECTIONS AGAIN - It was another busy but very successful City election cycle for Local 1014. Twenty two (22) of twenty five (25) candidates that we endorsed were successful in their bid for public office. Measure GG in the City of El Monte also passed after an aggressive campaign by Local 1014, keeping $4 million in the City’s budget that will help keep all of their Fire Stations open! Read More…
CCU FRINGE BARGAINING CONTINUES – HOSTILE COUNTY – RETIREE HEALTHCARE THREATENED - The CCU Bargaining Teams have been going at it for weeks now to no avail on landing a fair contract. As you know our new choices will take effect in January 2014, and without any increase in contribution to our Health care Premiums, we stand to lose money out of pocket depending on the increase of medical premiums for your health and dental plan. We are now going to a Mediator to try and close the gap and get closer to a fair deal, but the County is currently refusing to come to the table with any fair deal points unless draconian politically based cuts to retiree health care for our new hires is agreed to. While we are ready to work on the cost of unfunded liability for retiree health care we are not going to simply sell our new hires down the road. Fighting for fair terms and tools to deal with retiree health care and increased costs is well worth it and we will hold out and take job actions to get the train on the tracks if necessary until the County understands a fair deal for all is the only deal that will sell. We will keep you posted. SEIU’s 90,000 workers approved authority to strike also, further complicating things for the CCU and the County. We will work with SEUI and the Federation of Labor to pressure the County to get back to the table with fair terms and bargain in good faith. We will keep you posted. Read more here – CCU Member Update…
SHIFT SCHEDULE CHANGE ISSUE – The Shift Change Schedule Change Committee has met more than a few times with a lot of hard work poured into evaluating 3 things related to the proposed 48/96 Shift Schedule Change Proposal brought to the Local by a group of members. We take this item very seriously and as you know, so too does every member either supportive or opposed to the item. To date let us bring you up to speed…We had a group of members propose negotiating a ONE YEAR TRIAL 48/96 SCHEDULE, with a vote on finish to determine whether to continue the schedule permanently or not. President Gillotte assigned a Pro and No Committee to consider 1. What vote threshold should be used to poll the members to determine whether the majority of the membership wished to move forward to a one year trial. 2. Should Local 1014 Facilitate sending out material both pro and con on the item with such a vote. 3. If so, what material should be sent. This committee has met numerous times and put in a great deal of very hard work and has reported the committee report back to the Executive Board. We will be considering the Report and other information at our next regularly scheduled Executive Board Meeting and the Executive Board will then take any and all actions to move the item forward. While we are not bound by the committee recommendations on any of the items, it was prudent to get a good team of both pro and con general members together to work on good data and information for us to consider in moving such a big life changing and working condition item. The CCU Bargaining has slowed progress on this item for the moment, but we will continue to run parallel work on the item as we can, and keep you informed. More after our next Executive Board Meeting in December.
Above all have a safe and happy Veteran's Day. Please take time to keep our veterans in your thoughts and prayers. Read more....
1014 is proud to partner with the IAFF and Kaplan University to bring our members unique opportunities for furthering your education. We recommend all our members look at this exciting opportunity to enhance your future.
Kaplan University now offers 1014 members special opportunities to save time and money on a Fire Science degree
U.S.- and Canada-based IAFF members who enroll in an undergraduate fire science degree program from our U.S.-based university qualify for a 43 percent tuition reduction that reduces the tuition rate to $210 per credit.*
Kaplan University works closely with the IAFF to offer programs that help fire fighters strengthen their skills and prepare for career advancement.†
In addition to the significantly reduced tuition cost, here are a few more time- and money-saving advantages for IAFF members:
Learning recognition course to help translate your IAFF certifications into Kaplan University college credit, plus an official review of your portfolio at no charge ($1,500 value)‡
Kaplan University scholarships for experienced government and nonprofit professionals interested in a graduate degree§
Tuition reductions for active-duty U.S. military and veterans
Potential credit for certifications accredited by the International Fire Service Accreditation Congress (IFSAC) and/or Pro Board, and National Fire Academy courses#
REDUCED TUITION FOR IAFF MEMBERS
Click here to learn more about reduced tuition rates for IAFF members. Or call us today at 866.583.6765 and visit iaff.kaplan.edu for more information.
Why Kaplan University?
We’re recognized by the U.S. Fire Administration as an official Fire and Emergency Services Higher Education (FESHE) institution. Our fire science degree programs closely follow the FESHE model.
Online courses are accessible 24/7, so you can study on your own schedule.
Faculty members have years of experience in the fire science field and understand the challenges you face.
Dedicated advisor's offer one-on-one support.
Upon graduation, you’ll become part of a network of thousands of successful professionals.
Fire Science Degree Programs
Bachelor of Science in Fire and Emergency Management
Bachelor of Science in Fire Science
Associate of Applied Science in Fire Science
Other Degree Programs
Master of Public Administration
Master of Science in Homeland Security and Emergency Management
Though the master’s degree programs listed above do not qualify for the reduced tuition rate, you may be eligible for our College of Public Service Scholarship. Additional terms and conditions apply.
Click here for more information or call us today at 866.583.6765.
Kaplan University is a part of Kaplan Higher Education Corp., which is a subsidiary of Kaplan, Inc., a subsidiary of The Washington Post Company.
*Contact an Admissions Advisor for details. May not be combined with scholarships, grants, military tuition reductions, tuition vouchers, or other discounts. International students are required to pay 15 weeks of tuition and fees in full prior to the start of the first term. Kaplan University has campuses and course locations only in the U.S. Its instructors are U.S. employees. Its online distance education programs are offered in the U.S. but open to Canadians who meet eligibility requirements. Kaplan University has the status of a university and can grant degrees in the U.S. by authority of the state of Iowa and the U.S. Department of Education. It is also accredited in the U.S. by The Higher Learning Commission of the North Central Association of Colleges and Schools (ncahlc.org). For details, go to http://www.kaplanuniversity.edu/about/accreditation-licensing.aspx
†Kaplan University cannot guarantee employment or career advancement.
‡After completing all course modules and submitting your portfolio for review, the discount code can be applied in the “Portfolio Submission Requirements” section. The discount code expires October 31, 2013.
Urgent members need to fill EMS Commission meeting to oppose one plus one staffing policy, once again.
Your Local 1014 Executive Board is once again calling on all our members to show support and solidarity for our brothers at Long Beach Firefighters, Local 372 in their effort to halt a proposed pilot program by their Fire Chief, City Manager, and L.A. County DHS that would call for “one and one” staffing. This policy, Policy 407, is a proposed pilot study, seeking to reduce Long Beach Fire Department’s ALS unit staffing from its current staffing of two ALS personnel to one ALS Paramedic and one BLS EMT, and allow two paramedics from separate responding apparatus to make up the “Two Paramedic” model.
We know firsthand that this will not work and will delay Team Paramedic Care and ALS procedures that could cost lives and put our own members at risk and liability. An injury to one is an injury to all and this directly affects the Long Beach Firefighters and Paramedics, but also affects LA County and LA City Firefighters and Paramedics in our auto and mutual aid agreements and could be the start of a trend we need to stop now.
Not only does this pilot program put the public at immediate risk, it should be a warning to all local and state fire agencies that this issue could be coming to your city, county or state agency in the very near future.
Please join your Local 1014 Executive Board and other Fire Union Members and Nurses in supporting Long Beach Firefighters, Local 372 in their effort to stop this pilot program, and show Los Angeles County Department of Health Services that when you jeopardize public safety, firefighters will rise up in force and solidarity and put a stop to it.
Local 1014 Executive Board Secures a Contract Extension
On Tuesday April 16 the LA County Board of Supervisors approved and ratified a contract extension with LA County Firefighters Local 1014.
This contract extension is for bargaing units 601/602 (Safety Members). In September we will enter into negotiations for 603/604 (General Members) along with other county general employee bargaining units.
This negotiated agreement will be effective immediately with our first COLA raise in July of 2013. There are no other contract changes. Our next contract negotiations will take place September of 2014 with a new contract in place January of 2015.
Terms of the agreement:
July 1, 2013 – 2% General Salary Increase
July 2, 2014 – 2% General Salary Increase
January 1, 2015 – 2% General Salary Increase
The County is not yet in great financial shape. After a thorough review of County finances and expected revenue, your 1014 Executive Board got what we hoped for – a COLA that will meet or exceed annual CPI increases. By all predictions the County will be expecting better times and better budgets in 2015 and 2016. These are far better years to negotiate a full contract with desired changes.
Thanks to the membership and Local 1014 office staff for their support while we tried to meet this challenge.
Thank you for your continued support, your local 1014 Executive Board.
With the continual problems with pay warrants we wanted to make sure we continue to inform you on how to find resolution with your pay warrant if there are errors. The following information will help when you file a grievance. We advise you to file a grievance when your pay warrant is not correct. Fill out a form 377 and remember it is your grievance and therefore your responsibility to follow the timelines.
The grievance is your way of correcting the pay warrant errors. This avenue will get your chain of command involved in the process to correct the payroll errors.
Management will rectify a $100 or more underpayment on the employee's payroll warrants within three (3) calendar days, exclusive of Saturdays, Sundays, and legal holidays, after receipt by the Auditor-Controller of a written request from the affected employee's
departmental payroll section. An affected employee's departmental payroll section shall promptly forward a written request for a corrected or supplemental pay warrant for the affected employee to the Auditor-Controller. An employee shall be deemed to have waived the above indicated time limits, and to have indicated that he/she is willing to accept an adjustment on the following payroll warrant if he/she does not request a corrected or supplemental warrant within two calendar days after receipt of the regular payroll warrant, exclusive of Saturdays, Sundays, and legal holidays.
Corrected or supplemental warrants will be sent by regular County messenger service to the employee's departmental payroll section. In emergencies the departmental payroll section wil arrange to have the supplemental or corrected warrant either hand delivered to the employee or picked up by the employee at the Auditor's public counter. The provisions of this section may be implemented even if the employee cashes the payroll warrant.
Section 2. Overpayments
Management wil endeavor to notify the affected employee of an overpayment on the employee's payroll warrant(s) prior to making any deduction to recover any such overpayment from the employee's subsequent payroll warrant(s). Upon request by the affected employee to the Auditor-Controller's designate, Management will establish a reasonable method of repayment.
Payroll errors have numbered in the hundreds just in the last few months. While many of these errors resulted in a "short" pay check, some of the errors have resulted in excess payment. Recently FD payroll overpaid some employees over a period of time, but took back all the money on the next check. In some situations this left the employee with nothing for earnings. Even deductions for health insurance and retirement were left off the check.
As always please watch your checks closely and call payroll with any descrepencies. if there were any moneys TAKEN OUT for overpament please remember your rights:
- Under state and federal law you cannot have more than 15% of your check garnished for an overpayment correction.
- By contract, the County must discuss you overpayment with you and work out a reasonable repayment method.
- The County must clearly explain the reason for the overpayment, not just send you an email with no explanation.
If you have a garnishement without the above issues addressed, please send us an email at email@example.com immediately so we can address within this pay period.
Remember on March 20th we posted and emailed a request for information on our members who have had payroll issues (such as above). We will be meeting very soon with the county so please get us the information we have requested.
We will be meeting with the County Auditor Controller very soon and we need your help. We know of some people who have had their paycheck arrive only to find it incorrect for one reason or another (missing OT, not paid a bonus, off on “I” and taxes taken out, etc.) but we don’t have all the details. We are requesting the following:
Your employee number
Your work location
Date of incorrect paycheck
Exact details of why it was incorrect
What was done to resolve your situation (1014 handled, Payroll corrected, waited until the next check for correction, etc.)
We need details of what happened not speculation about someone else. We need your help in trying to fix payroll and the County Auditor Controller is asking for examples/details of problems since we switched to the new system. At this point they say they are unaware of any. Please help us to educate them.
Email Will Pryor at firstname.lastname@example.org and/or fax the details to 1014 Attention Will Pryor at (310) 639-5314.
L.A. County Emergency Medical Services Agency Committee Votes To Table -- Until Providers Can....
(Feb. 20, 2013) -- As webcast seen LIVE by LBREPORT.com, the L.A. County Emergency Medical Services Agency's Provider Agency Advisory Committee (PAAC) voted today (Feb. 20) without dissent to table -- take no action on until firefighter/paramedic agency providers can more carefully review and comment on -- a draft rule stemming from a request by the City of Long Beach to test a paramedic response system that would allow one paramedic plus an Emergency Medical Technician to respond on a single unit....click here to read more
Again our membership came through. We called for your help. We posted on our website, Facebook and Twitter the call for help and you came through. Not just our membership, supported by your 1014 board members, but also Long Beach, LA City, Monrovia, West Covina and others showed strong support for opposition to this terrible idea to put Paramedics and the citizens we protect at risk. This proposal by the Long Beach Fire Chief is being done for one reason only -- eliminate paid professional Paramedics from the Long Beach Fire Department. There has been no thought in what this is going to do to the citizens of Long Beach as well as the strain it will put on the 1 paramedic responding with 1 EMT.
PAAC will be brining this off the table in March to vote on this horrendous plan . We will be putting out the call once again when this comes up to a vote. Again we will need as many members as possible to pack the room to show the PAAC that we will not sit by and let Long Beach change the service delivery for Paramedic service in their city, our County or anywhere else for that matter. Our citizens and our members safety should be the first consideration, not the budget. We have seen in to many other locations across this county, state and country that cutting service is not the right choice.
Again thanks to those members that joined your Executive Board. Stand by for the next call for help at the PAAC meeting.
On a divided vote, the San Bernardino City Council imposed contracts on unions representing firefighters and police officers. The city is pursuing bankruptcy protection, in part by forcing its employees to pay the freight for a history of mismanagement.
Local 1014 members fight hard to stop 3rd alarm blaze in El Monte
Sunday January 20, 2013 shortly after 0200 Mountain View High School in the City of El Monte erupted in flames. Our 1014 members, eventually 150+ strong worked hard to not only extinguish this conflagration but worked hard, putting life and safety at risk to prevent this fire from spreading to other school buildings.
Once again our members have done what we love to do. Our members worked hard to protect citizens and property without concern for themselves. We thank our 1014 members, LA County Firefighters, for their hard work and dedication to the citizens of El Monte and the County of Los Angeles.
"Amazing" said Mayor Quinterro, "our fire department proved why they are the best in the world. The resources that responded came with such a vast tool box even I had no idea that the Los Angeles County Fire Department, El Monte's Fire Department, had these kind of resources".
"150 Firefighters came to extinguish one of the worst fires in El Monte's history. They came with engines, trucks, heavy equipment vehicles and they even had bull dozers. Again AMAZING. Our department once again has proven their abilities. Years ago when we contracted with LA County Fire we knew it was a good idea, and again they proved us right. There is no way when we were our own department that we could have done anything near what the Los Angeles County Firefighters did today, and everyday for that matter. Thank you to our firefighters".
City Pac Director Lew Currier, Active Duty Fire Captain, and Fellow Local 1014 Executive Board Member said "not to long ago El Monte, during budget difficulties, closed a fire station. With the help of the leadership of Local 1014 we were able to work with the City of El Monte and its leaders to re-open that station. Our close working relationship with the Elected Officials of El Monte showed with this incident that they made the right decission to open the station and keep it open".
"I meet with councilmembers almost every day to help eductae them on what benifits contracting with LA County Fire does for them but also what having a working partner in Local 1014 can do to help their city and residents. As Mayor Quintero knows firsthand, being part of LA County Fire is the best decision any city can make when it comes to fire protection" Director Currier said.
“I want to publicly thank the LA County Fire Department for all their hard work in preventing this from being a further catastrophe for us,” Superintendent Nick Salerno said.
Our members worked all through the night and well into Monday the 21st to make sure the fire was extinguished and to begin the process of assisting the school with their needs.
Fortunately only one firefighter reported minor injuries and was treated and released at the scene.
Thank you again to our members. You make us proud to represent you.