Be That Person

My fellow Custody Assistants, as we embark on a new year, I would like to discuss a few things that I believe all Custody Assistants (new and seasoned) would benefit from. It is not a secret that I have been on the job eight and a half years. For those who know me, they know all too well that my time on does not discredit my work ethic or ability to identify a problem and seek a solution. I am not one to suffer in silence. I speak loudly and ask entirely too many questions, but I find answers.

With that said, I have seen a pattern, since I took office in March 2025, of issues being brought forth that have long passed the statute of limitations to file a grievance, or there is no documentation to support any of the claims being made. I believe many of you may not be aware that there is only a 10-day period post-incident in which a grievance can be filed on behalf of any PPOA member. So, it is in your best interest when you see something, say something; time is of the essence. And if you are unsure if your complaint falls under a grievance or a POE violation, contact PPOA for our intake specialist to guide you.  I appreciate those of you who have taken the initiative to bring legitimate issues to my attention. I do pursue all inquiries to the extent of my ability and send them further through our labor representatives to seek answers from the Bureau of Labor Relations and Compliance (BOLRAC).

Your PPOA labor representatives are a wealth of knowledge who have the ability to inquire with Department leadership when our members report any claims. They are privy to not only LASD policy but also state labor laws that supersede all policy. Although making the initial call may be difficult, rest assured, the information you are being provided is factual and in alignment with your best interests.

For myself, there have been many roadblocks that continuously arise early in my personal pursuit for answers to initial inquiries: the lack of documentation (i.e., emails, e-UDAL entries, etc.) to support the claims being brought forth, and the person making the claim insists on remaining anonymous. The need for documentation not only supports a timeline of events but also provides information on who was notified via the chain of command and what actions were taken at the unit level.

It is extremely difficult to seek answers or resolutions to a concern that will be considered “hearsay” without this information. The popular response I receive for lack of supervisor notification and documentation is the fear of retaliation that would come from being the one to “make waves.”

Please, I implore all of you, be that person, put everything in writing and notify your supervisors. As a collective group, we need to stop working under the fear of retaliation. As a unionized employee, you have the right to a fair, safe and equitable work environment.

And you should not be silenced by fear of what will happen for speaking out against any violations of our MOU, harassment, bullying, intimidation or otherwise. This comes down to who is complacent and a part of the problem versus who speaks up to be a part of the solution. I’m not a mind reader or miracle worker. I can only address issues brought to my attention. I have no issue going to war for any of you, but please properly equip me for battle.