Just the Beginning

My fellow Custody Assistants, a lot has transpired in the short amount of time I have been in this elected position — some challenges, small victories and inevitable changes. However, with each one there remains one constant: Custody Assistants showing their tenacity and resiliency in the face of the daily hardships and inequities we face as a classification.

In March, I had my first meeting with Department executives, where I addressed a few of many ongoing custody issues. The first was that there was only one Custody Assistant in the entire county to hold a Custody Training Officer position. PPOA had worked diligently for C/As in the position of CTO to receive the 5.5% pay increase during the time they are training new C/As, and it was very disheartening to find only one C/A was benefiting from their efforts. Moving forward, there was a shared commitment for each custody facility to have at least one C/A as a CTO to assist in the training of new C/As, with the expectation to add more C/As to the CTO position. Our ultimate goal is for all C/As to be trained by C/As.

I addressed the issue of C/As being assigned to deputy positions on the in-service at TTCF. To mitigate this issue, a unit order (CDM 2-01/100.00: TTCF OU 3-05-340) was implemented, in which C/As are responsible for notifying scheduling if they are pre-hired for any deputy position or any direct supervisor if the assignment occurs the day of the shift, so you can be moved to an appropriate work assignment. This unit order potentially relinquishes the responsibility from the Department and places it back onto C/As, who shall make the notifications to be moved. I encourage you to utilize this unit order at every given opportunity. I will gladly email it to anyone interested.

I also discussed the issue of contractually obligatory breaks not being accommodated at MCJ, in part due to wellness breaks. There was a lack of documentation to serve as supportive evidence of these claims. I was advised that an efficient and acceptable documentation of such an incident would be via email notification to the floor sergeant to include who, when and where. So, moving forward, if you are not being accommodated for your 30-minute break, you need to notify your direct supervisor, in writing, to leave a paper trail of how often and where this pattern of behavior is occurring. Per policy, wellness breaks are not an entitlement; they are to only be utilized with unit commander approval, when facility operations permit and with permission from your direct supervisor. Therefore, wellness breaks should not be interfering with lunch breaks. If we continue to allow the behavior, we are condoning it.

While the rumors and false information run rampant about the body-worn cameras, here is what we do know: In early 2024, the BWC was first proposed for custody, and PPOA fought for C/As not to wear them at all. However, as of my first meet-and-confer with PPOA leadership for the BWC in April 2025, the conversation was focused on the verbiage of the BWC policy to ensure protections were in place for PPOA members. This led to the Department’s conclusion that there is no question body-worn cameras are coming to custody and C/As will wear them, too. However, once LASD refused to continue negotiating the policy, PPOA filed an Unfair Labor Practice claim with the Employee Relations Commission (ERCOM). PPOA sent notification to our members via personal email, explaining the events and what led to them (see tinyurl.com/ulpcharge and tinyurl.com/ulpbasis). While PPOA is awaiting mediation with ERCOM, LASD recently sent notification via Custody Support Services that all pending BWC training dates are canceled until further notice. Due to the diligent and savvy work of PPOA, all BWC custody operations have been brought to a complete stop. This is a testament to PPOA’s hard work and dedication to its members, and we will continue to fight for fair and legal practices.

Although we continue to prove our resilience, do not mistake adaptability for complacency or simply being another “cog in the machine.” During these past few months, I have spoken with incoming Academy classes, and I have religiously preached the importance of knowing your rights as a unionized employee. PPOA is essentially your insurance policy for career survival. You can call the PPOA office 24/7, as it is a 24-hour line, if you ever find yourself in need of representation. This includes if you are pressured to speak to Internal Affairs, Internal Criminal Investigative Unit, Homicide detectives or upper management. You have the right to decline until you consult with a labor representative or attorney, regardless of your role in an incident. Also, if you feel you are being harassed, hazed or discriminated against, are aware of any violations of our current MOU or are involved in an off-duty incident, please reach out to PPOA for guidance and assistance with those matters. Like me, PPOA can only address what is brought to their attention. So, if you are unsure of what to do, call PPOA.