LAPD orientation manual for civilian employees, 1987-05 |
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I 1 · I I I I I I I I I I · I I I I I I I I . Orientation Manual for . Civilian Employees of the Los Angeles Police Department I I I I I I I I I I I I I II I I I I .1 11 Division --------- LOS ANGELES POLICE DEPARTMENT ACKNOWLEDGEMENT OF RECEIPT OF CIVILIAN ORIENTATION MANUAL My signature below indicates I have received a Civilian Orientation Manual. I understand I am obligated to abide by all its provisions. I further understand this acknowledgement will be placed in my personnel folder. PRINT NAME SIGNATURE SERIAL NUMBER ----- CLASSIFICATION DATE I I I I I I I I I I I I I I I I I I I LOS ANGELES POLICE DEPARTMENT DARYL F. GATES Chief of Police TOM BRADLEY Mayor P. 0. Box 30158 Los Angeles, Calif. 90030 Telephone: (213)- Ref#: I want to take this opportunity to welcome you to the Los Angeles Police Department. It is ~Y hope that you will f i n d a r e \la r J i n g a n d rn ea n i n g f u 1 c a re e r a s a me m b e r o f t h e finest police department in the world. The responsibility for enforcing the law in our dynamic society is greater and more difficult now than ever before. Our ability to meet this challenge depends upon the teamwork and dedication of every member of the Department, sworn and civilian. Our primary mission is to protect and serve the people of Los Angeles with a commitment to diligence and integrity. You can best do this by giving the officer in the field maximum support through attention to your assigned duties. Presently, over 25% of our Department is made up of civilian personnel. This is the highest ratio of civilian personnel to police officers of any major police department in the nation. This Department offers City employees a variety of positions which are challenging and exciting; the opportunities for advancement are numerous and varied. In the future, an increasing number of responsible positions uill be opened to civilian personnel. Our success or failure is directly related to how well we work together as a team. I am sure you will accept this challenge and take an active part in maintaining the service excellence n~(f~:rtment is known and respected. DARYL F. GATES Chief of Police AN EQUAL EMPLOYMENT OPPORTUNITY-AFFIRMATIVE ACTION EMPLOYER I I I I I I I I I I I I I I I I I I I Part I Part I I Pa rt I I I Part IV Part V Part VI Pa rt VII Part VIII Prepared By: LOS ANGELES POLICE DEPARTMENT CIVILIAN EMPLOYEE ORIENTATION MANUAL Table of Contents Introduction Your Supervisor - A Friend Indeed The City of Los Angeles Code of Ethics - City of Los Angeles The Los Angeles Police Department Personnel Rules and Procedures Personal Standards Employee Benefits and Services Police Officer Information Police Department Support Programs Appendix Index Civilian Training Unit Specialized Training Section Training Division Los Angeles Police Department May 1987 I I I I I I I I I I I I 11 I i i I I I I I INTRODUCTION The information in this Orientation Manual is based on applicable sections of the Los Angeles City Charter, Los Angeles City Administrative Code, manuals of the Los Angeles Police Department and other sources, in order to provide you with information on what is expected of you as a Police Department employee and what you can expect from the Department as your employer. When you were hired by the Police Department, you were appointed to a specific Civil Service classification such as Clerk Typist, Equipment Mechanic, etc. Most of these classifications are represented by employee organizations (Unions) and are grouped together for the purpose of labor negotiations into what is called a bargaining unit or, simply, a unit. There are also some classifications which have not been grouped together for these purposes. These are referred to as "non-represented" employees. As a result of negotiations, called the "meet and confer" process, certain conditions of your employment are set forth in an agreement or labor contract between the City and the Employee Organization representing your classification in a document called a Memorandum of Understanding or MOU. The information on the following pages applies to all non-represented and most represented Department employees. The sections cited are from the Los Angeles Police Department Manual (LAPD Manual}, the Los Angeles Administrative Code (LAAC), Civil Service Rules and the Los Angeles City Charter (LACC). However, if your classification is represented by an employee organization, you should check the Memorandum of Understanding (MOU) which covers your classification for exceptions to this general information. If you do not know if your classification is in a bargaining unit, or if you want to find out which employee organization represents you, contact the Employee Relations Section on extension 56552. From time to time the official sources (City Charter, MOU, etc.) which cover your conditions of employment are changed by legal action or labor negotiations. Depending on the type of change, your conditions of employment may or may not be affected. Such changes, of course, supersede any applicable section of this Manual. I I I I I I I I I I I I I I I I I I I YOUR SUPERVISOR - A FRIEND INDEED The most important person to you while you are working for the Police Department is your supervisor. Your supervisor is responsible for the day to day operations at your work location. Your supervisor must see that everything is running smoothly, be it work flow, equipment availability, work environment or interpersonal relationships within your work group. If you have any questions about your work assignment, such as what to do or how to do it, ask your supervisor. If you have any questions about your conditions of employment or the contents of this Manual, ask your supervisor. Your supervisor has the correct answers or can get them for you. Often, well-intentioned co-workers do not have all the correct answers and may unintentionally mislead you. If you are having a problem which may affect your work performance, you should discuss it with your supervisor as soon as possible. The sooner your supervisor becomes aware of a problem, the sooner he or she can start to resolve it so it will not interfere with your work. Remember, your supervisor is here to help you do your job to the best of your ability. Get to know your supervisor. Your supervisor is a friend, indeed. I I I I I I ll I I I 11 , 1 I I 11 i i i i I I T ~ . THE CITY OF LOS ANGELES A. B. EL PUEBLO DE LOS ANGELES The first settlers of the City of Los Angeles consisted of 14 families numbering 44 individuals. The ceremonies founding the ~ity took place on September 4, 1781. At this time, ~olonel Felipe DeNeve, who vas then Governor of the Spanish Province of Alta California, officially applied the name 11 El Pueblo de Nuestra Senora 1 a Reina de Los Angel es II or "The City of Our Lady the Queen of the Angels. 11 · The City of Los Angeles was incorporated on April 4, 1350. At that time it had a population of 1,610 {U.S. Census) and an area of 28 square miles. It did not have a graded street, a sidewalk, a water system, lights, nor a single public building of its ovn. Every person on Saturday morning swept or cleaned the street in front of his or her own domicile. Street lighting was simple; each owner whose house faced the street was obligeJ to put a light at the door in front of the house during the first two hours of darkness every night. LOS ANGELES TOOAY Today, Los Angeles has a population of over three million people, an area of 463.7 square miles, 7,366 miles of streets, 1 ,ono miles of storm drains, an abundance of water and power brought from mountains hundreds of miles away, and thousands of publicly owned structures of various types. The friendly 1 anterns that once hung at the door have been replaced with electrolier lights and utilitarian lights. Adobe houses have been replaced with modern buildings and residences; volunteer police and fire departments have . been succeeded by highly trained, properly equipped and uell organized municipal forces, and mud flats have been dredged to become one of the world's busiest harbors at Wilmington and San Pedro. -1 - Los Angeles City government touches the peoples' lives at more points more frequently than any other governmental agency, be it national, state or county. City government furnishes water, supplies electricity, apprehends and prosecutes criminals and provides emergency receiving hospital service and fire protection. In a very real sense, City government is a huge corporation with over three million stockholders. This City, of which you are an employee, is the second largest City in the United States and is engaged in business exceeding 1.5 billion dollars a year. The basic law of the government of the City of Los Angeles is found in the City Charter, adopted by a vote of the people in 1924, which became effective July 1, 1925. The Charter provides for a mayor-council type of municipal government, the Mayor being the executive branch and the City Council the legislative. The City's governmental machinery consists of approximately 39 departments and bureaus which are headed by advisory or controlling Boards or Commissions appointed by the Mayor, subject to confirmation by the City Council. The Los Angeles Police Department, your immediate employer, is one of these City Departments. The chart on the next page will show you how the City of Los Angeles is organized. C. THE CITY SEAL The original City Seal (1854-1905) was a cluster of grapes and leaves surrounded ' by the words "Corporation of the City of Los Angel es. 11 ihe present City Seal was adopted in 1905. The lion and the castle are from the Arms of Spain and represent Los Angeles under Spanish rule from 1542-1821. The eagle holding the serpent is from the Arms of Mexico and represents Los Angeles under Mexican rule from 1822-1846. The Bear Flag shows the California Republic of 1846. The Stars and Stripes identifies Los Angeles as an American city. The olives, grapes and oranges are reminders that Los Angeles is a garden community. The Rosary around the Seal represents the part played by the Mission Padres in the early years of Los Angeles. -2- I I I I I I I I I I I I I I I I I I I - - - - - - - - - - - - - - - - - ELECTORATE j CHIEF LEGISLATIVE ANALYST CITY COUNCIL (16 ....,_, ) EXECUTIVE DEPT. ( MAYOR ) CITY ATTORNEY ) ( CONTROLLER ) BOARD OF POLICE COMMISSIONERS GENERAL MANAGER BOARD OF SOCIAL SERVICE COMMISSIONERS I PURCHASING AGENT I DATA SERVICE BUREAU 0) IC] CJ lc=JI CHIEF ENGINEER a GENERAL MANAGER DEPARTMENT OF GENERAL SERVICES COMMUNITY DEVELOPMENT DEPARTMENT ELECTIVE OFFICE CREATED BY CHARTER CREATED BY ORDINANCE EXEMPT FROM CIVIL SERVICE SELF GOVERNING DEPARTMENT CONTROUING OWN FUNO$ TY ADMINISTRATIVE OFFICER BOARD Of CIVIL SERVICE COMMlssiONERS BOARD OF ANIMAL REGULATION COMIIISSIONERS CITY CLERK EWLOYEE RELATIONS BOARD EXEC. SECRETARY SUPERINTENDENT OF BUILDING BOARD OF IUILDING & SAFETY COMMISSIONERS TREASURER BOARD OF ZONING APPEALS GENERAL MANAGER I SECY BOARD of P.w. I BOARD OF PUBLIC WORKS BOARD OF MUNICIPAL ARTS COMMISSIONERS DEPARTMENT OF TRANSPORTATION COMMISSIONERS GENERAL MANAGER DEPARTMENT OF AGING CITY EMGINEER PERSONNEL DIRECTOR PUBLIC WORKS NOTE No 1, All APPOINTMENTS BY THE MAYOR SUBJECT TO CONFORMATION BY THE COUNCIL . NOTE No 2. All BOARDS AND COMMISSIONS HAVE EITHER FIVE OR SEVEN MEMBERS, ONE APPOINTED EACH YEAR FOR A FIVE YEAR TERM ANO EXEWT FROM CIVIL SERVICE. DIRECTOR BUREAU OF STREET MAINT. CHIEF ACCOUNTANT PUBLIC WORKS 0 r. r, /Hq 7 r. TIO N OF T II E CITY OF LOS Ml G FL ES DIRECTOR BUREAU OF STREET LIGHTING INSP. of PUBLIC WORKS CONTRACT ADMIN. MUNICIPAL AUDITORIUM DEPT. • COMMISSIONERS OENERAL MANAGER DIRECTOR BUREAU OF SANITATION - - I I I I I I I I I I I I I I I I I I I I I. CODE OF ETHICS - CITY OF LOS ANGELES The Los Angeles City Code of Ethics was adopted by.the City Council on July 21, 1959, and amended on August 23, 1979. You are expected to read and understand the intent of this Code and apply it in the course of carrying out your duties and responsibilities with the City. STATEMENT OF APPROVED PRINCIPLES FOR PUBLIC SERVICE IN THE GOVERNMENT OF THE CITY OF LOS ANGELES 1. 2. 3. 4. GENERAL RULE WITH RESPECT TO CONFLICTS OF INTEREST. Persons in the public service shall not engage in nor shall they have any interest, direct or indirect, in any business or transaction, nor incur any obligation which is in substantial conflict with the proper discharge of their official duties in the public interest or which impairs their independence of judgement in the discharge of such duties. ACTIONS AND CONDUCT DESIGNED TO BUILD PUBLIC CONFIDENCE. Persons in the public service shall not only be ever conscious that public service is a public trust but also shall be impartial and devoted to the best interests of the City, and shall so act and conduct themselves, both inside and outside the City's service, as not to give occasion for distrust of their impartiality or of their devotion to the City's best interests. ACCEPTANCE OF FAVORS AND GRATUITIES. Persons in the public service shall not accept money or other consideration or favors from anyone other than the City for the performance of an act which they would be required or expected to perform in the regular course of their duties; nor shall such persons accept any gifts, gratuities or favors of any kind which might reasonably be interpreted as an attempt to influence their actions with respect to city business. USE OF CONFIDENTIAL INFORMATION. Persons in the public service shall not disclose confidential information acquired by or available to them in the course of their employment uith the City, or use such information for speculation or personal gain. -3- 5. USE OF CITY EMPLOYMENT AND FACILITIES FOR PRIVATE GAIN. Persons in the public service shall not use, for private gain or advantage, their city time or the City's facilities, equipment or supplies, nor shall they use or attempt to use their position to secure unwarranted privileges or exemptions for themselves or others. 6. CONTRACTS HITH THE CITY. Persons in the public service shall not exercise any discretionary powers for, or make any recommendations on behalf of or to the City or any department or officer thereof with respect to any contract or sale to t1hich the City or any department thereof is a party and in which such persons shall knowingly be _directly or indirectly financially interested. 7. OUTSIDE EMPLOYMENT IMPAIRING SERVICE TO THE CITY. Persons in the public service shall not engage in outside employment or business activity which involves such hours of work or physical effort that it would or could be reasonably expected to substantially reduce the quality or quantity of work or interfere with such persons I giving a ful 1 day I s 1 abor for a full day I s pay. 8. OUTSIDE EMPLOYMENT INCOMPATIBLE WITH OFFICIAL DUTIES. Persons in the public service shall not engage in any outside employment which involves the performance by them of any work which will come before them as officers or employees of the City, or under their supervision, for approval or inspection; provided that nothing in this paragraph shall be taken to limit in any manner the outside employment of such persons where the interests of the City are protected under Section 28.1 of the City Charter and ordinances adopted thereunder. -4- I I I I I I I I I I I I I I I I I I I I I I I I I I I 1- 1 I I I I I 11 I I I 9. PERSONAL INVESTMENTS. Persons in the public service shall not make personal investments in enterprises which they have reason to believe may be involved in decisions or recommendations to be made by them, or under their supervision, or which will otherwise create a substantial conflict between their private interests and the public interest. If, however, persons in the public service have financial interests in matters coming before them, or before the department in which they are employed, they shall disqualify themselves from any participation therein. 10. DISCUSSION OF FUTURE EMPLOYMENT. Persons in the public service shall not negotiate for future employment outside the city service with any persons, firm or organization known by such persons to be dealing with the City concerning matters within such persons' areas of responsibility or upon which they must act or make a recommendation. 11. CONDUCT WITH RESPECT TO PERFORMANCE ON THE JOB. Persons in the public service shall perform their duties earnestly, economically and efficiently. 12. ACTIVITIES INCOMPATIBLE ~JITH OFFICIAL DUTIES AND THE REPORTING OF IMPROPER GOVERNMENT ACTIVITIES. Persons in the public service shall not engage in any improper governmental activity or in any actions or practices which would interfere with the proper performance of the duties of others. Persons in the City service are strongly encouraged to fulfill their own moral obligations to the City by disclosing, to the extent not expressly prohibited by law, improper governmental activities within their knowledge. No officer or employee of the City shall directly or indirectly use or attempt to use the authority or influence of such officer or employee for the purpose of intimidating, threatening, coercing, commanding or influencing any person with the intent of interfering with that person's duty to disclose such improper activity. 13. LOYALTY. Persons in the public service shall uphold the Federal and California State Constitutions, laws and legal regulations of the United States, the State of California, the City of .Los Angeles and all other applicable governmental entities therein. -5- 14. AFFIRMATIVE ACTION. Persons in the public service SHALL NOT, in the performance of their service responsibilities, DISCRIMINATE against any person on the basis of race, religion, color, creed, age, marital status, national origin, ancestry, sex, sexual preference, medical condition or handicap and they shal 1 cooperate in achieving the equal employment opportunity and affirmative action goals and objectives of the City. -6- I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I JII. THE LOS ANGELES POLICE DEPARTMENT The Los Angeles Police Department was established in the year 1369, when six men were hired as full-time police officers. These men were assigned to two shifts and dealt mostly with horse thieves, cattle rustlers, brawlers and drunks. Over the years, the Department has grown to include nearly 7,100 police officers and over 2,500 civilian employees who now provide police service to the over three million residents of the City of Los Angeles. The Department is responsible for enforcing the penal divisions of the City Charter, the ordinances of the City and the laws of the State and the nation for the purpose of protecting persons and property and for the preservation of the peace of the community. A. Mission The Mission of the Los Angeles Police Department is TO PROTECT AND TO SERVE THE PUBLIC WITII A COMMITMENT TO DILIGENCE AND INTEGRITY. The real proof that you are helping the Department in fulfilling this mission is the reduction of crime, the presence of public order and public support for the Department. The Department asks you to make a personal commitment toward the achievement of this mission. 1. TO PROTECT AND TO SERVE THE PUBLIC You have the duty to protect the right of all persons to be free from criminal attack, to be secure in their possessions and to live in peace. This you must do with a genuine commitment to serve, demonstrated by your unfailing respect for human dignity, the judicious use of force and your concern for the well-being of all the people you serve. 2. WITH DILIGENCE You must possess a sincere dedication to excellence, making efficient and productive use of every working hour and devoting no less than your best effort in the performance of your duty. 3. AND INTEGRITY You must display a reverence for the law and maintain the highest confidence of the public through your personal integrity. Honesty and truthfulness must be emphasized in all aspects of your lives, from the handling of calls for service, to testifying in court, to your off-duty conduct. -7- B. Department Seal The seal of the Los Angeles Police Department was a do p t e d i n 1 9 71 • r rev i o u s 1 y , th e s ea 1 of th e c i ty of Los Angeles was used as the official emblem for the Department. The badge at the center of the seal symbolizes the line officer as the mainstay of the police service, the essential and fundamental nucleus around which any police organization is built. The badge number, 1869, represents the year the Los Angeles Police Department was converted from a voluntary organization into a paid City department. Figures portraying a modern family unit are situated above, and supported by, the badge. This arrangement signifies that the duty of the police is to serve the people and the people's laws. It is also a fitting reminder of our obligation to live up to the people's reliance and trust. The individuals are faceless, indicating the duty of the police to serve impartially, without regard to race, color or creed. The scales of justice in the background illustrate the basic philosophy of law enforcement in a free society - that the police are charged with maintaining a delicate balance, weighing the freedoms of the individual against the right of society to be free from lawlessness. "Old Glory" is pictured at the top of the inset, illustrative of heritage, allegiance and devotion to country. The five stars are representative of the Police Commission, the head of the Department. The four stars represent the Chief of Police, the Department's General Manager. The sun rays in the background symbolize faith, hope and perseverance. The olive branches stand for peace and domestic tranquility - the goal of peace officers everywhere. -3- I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I C. Facilities The administrative headquarters for the Los Angeles Police Department is located in Parker Center in dovntown Los Angeles. Some command and staff functions are located there. Eighteen geographic area stations are located in various communities within the City. These areas provide each community with individual attention and police personnel familiar with unique local problems. The Los Angeles Police Academy, located near Dodger Stadium, trains police recruits, provides in-service training for Department employees and is the site of one of the Department's two target ranges, where all sworn personnel and Department security officers must periodically qualify with firearms. The Academy is one of the most advanced police training institutions in the world. Located less than ten minutes from the Civic Center, the 23-acre Elysian Park complex is nestled in a picturesque setting of fountains, waterfalls, pine trees and flowers. The classrooms, gymnasium, track, athletic field, obstacle course and firing ranges, housed in and among Spanish-style buildings, are used for recreational and sports purposes, as well as for training. In the early 1900 1 s, upon meeting minimum requirements, police officers were simply given their badges and assigned to protect the City. Since they received no formal training, they learned while on the job from other police officers or through trial and error. In 1924, when a program of training for new officers was instituted, there was no regular training facility. The Department had to use classroom space at an armory in Exposition Park. In 1925, the Los Angeles Police Revolver and Athletic Club (LAPRAAC) was formed. This private organization of sworn members of the Department opened a pistol range in Elysian Park, on the site of the present Police Academy. This ·range was to play a pivotal part in future training for the Los Angeles Police Department. That future began in earnest when, during the 1932 World Games, the Olympic Committee obtained permission to use the range for the pistol and · rifle competition. When the Olympic games were over, the Department was given a dormitory building. This structure, which had been used at the Olympic Village in Baldwin Hills, was dismantled and transported to -9- the Elysian Park site by off-duty officers and then reassembled for use as a clubhouse. Later it became the basis for the present Academy restaurant and cafe. In 1935, the Board of Park Commissioners approved LAPRAAC's plans for development of an athletic center near the athletic field and shooting range. In 1936, LAPRAAC offered the Elysian Park site to the Police Department as a training facility. Since the first recruit class graduated from the Elysian Park facility in 1936, all sworn members of the Department have received their formal training at the Academy. Educational methods and materials have changed enormously, but the basic purpose remains the same: to produce the best-trained police officers possible. Today, Los Angeles police officers undergo one of the most extensive and innovative training programs in the world. Training Division is headed by a Captain of Police who is responsible for the development and presentation of all formalized instruction for sworn and civilian personnel. . -1 0- I I I I I I I I I I I I I I I I I I I I I I I I I I 11 I I I I I I I I I I I D. The Police Commission 1. The Police Commission is the "head II of the Department as stated in Section 77 of the C i ty Ch a rte r • 2. Five citizens serve on the Commission. They are appointed by the Mayor with approval of the C i ty Co u n c i 1 • 3. The Commission has the power to supervise, control, regulate, manage and enforce all rules necessary to carry on its duties. 4. Under the authority of Section 79 of the City Charter, the Commission appoints and directs the General Manager (Chief of Police) of the Department. E. Chain of Command - Sworn 1. Chief of Police (COP) - The General Manager of the Police Department. 2. Assistant Chief of Police - Commands one or more bureaus with related functions, grouped into an 11 Office 11 ; called the Director of an Office. 3. Deputy Chief of Police - Commands one or more bureaus or staff sections, or administers two or more divisions with related functions. 4. Police Commander - May be the commanding officer or assistant commanding officer of a bureau, or the commanding officer of a group; also assigned to various staff positions. 5. Police Captain - Commands a division or area. 6. Police Lieutenant - Commands a Detective D1v1s1on or a watch, heads a staff section or acts as an adjutant to a staff officer. 7. Police Sergeant I and II - F~nctions as a first-line supervisor or acts in a staff capacity. **** *** ** * []] D 3. Police Detective - Performs initial and follow-up investigations of crimes. ~~ No Insignia -11 - 9. Police Officer III+! - Coordinates community watch programs and trains probationary police officers. 10. Police Officer III - Trains probationary police officers, acts in a staff capacity or performs assignments in specialist positions. 11. Police Officer - Performs a field ass1gnment or a support function in a staff capacity. No Insignia Service stripes, each signifying five (5) years of service, are short diagonal hash marks worn on the left sleeve below the elbow. F. Civilian Commanding Officers In the Department there are eight civilian positions which are at the 1 eve 1 of Capt a i n or Deputy Ch i e f . 1. Police Administrator - The Commanding Officer of Fiscal Support Bureau in the Office of Administrative Services. 2. Director - The Commanding Officer of Motor Transport Division, Automated Information Division or Behavorial Science Services. 3. Chief Administrative Assistant - The Commanding Officer of Fiscal Operations Division or Records and Identification Division. 4. Stores Supervisor - The Commanding Officer of Supply Division or Property Division. -1 2- I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I G. Definitions 1. DEPARTMENT - The Los Angeles Police Department. 2. OFFICE - A major functional segregation of activities. There are three Offices within the Department, each directed by an Assistant Chief: * * * Office of Administrative Services Office of Operations Office of Special Services 3. BUREAU - A further segregation of activities. There are nine bureaus within the Department. 4. GROUP - A functional grouping of organizational entities responsible for carrying out specific objectives within an office or bureau. 5. AREA - A functional responsibility or geographic grouping of two or more divisions within a bureau. 6. DIVISION - A functional or geographic subdivision within an office or bureau. 7. SECTION - A major activity within an office, bureau, group or division. 8. UNIT - A specific activity within a division or section. 9. DETAIL - An assignment or duty. The charts and map on the following pages will give you an idea of how the Department is organized and some of the geographical boundaries. -13- - - - - - - - - - - - - - - - - - - - Organization of the LOS ANGELES POLICE DEPARTMENT MJ1111al of 11,., Io~ An<r:li, ~ Police l)ep,111mr.n1 January 1987 - - Personnel Division Behavioral Science Services Section - - - Organization of the OFFICE OF ADMINISTRATIVE SERVICES Fiscal Operations Division Motor Transport Division Manual o f the L os Angeles Police Dep~rtrnent - - - - - - - - - - - - - - - - - - - - - - - - - Organization of the OFFICE OF OPERATIONS Air Support Division Metropolitan Division Detective Support Division Bunco-Forgery Division Robbery-Homicide Division Burglary-Auto Theft Division ' Juvenile Division - - - - - - - l\ l.i1111.il , d 1111 • I • •~ A 11,1"i1' S PPl iu· D1•11;i11111,,111 Revised June, 1984 Organization of the OFFICE OF SPECIAL SERVICES Manual of the Los Angeles Police Department ------------------- I I I I I I I I I I I I I I I I I I I ** muimioo rww IUl~~ws &00~ ~~~IS CEN TRA L BU REAU 251 £ 6rH sr 48 5 - 3101 CENTRAL AREA 151f 6TH ST 485 - 3169 RAMPART AREA 1710 I TENPL[ SJ 485 - 4064 HOLLENBECK AREA 1111[ flRSTSl 485 -29 43 II NORTHEAST ARE A 485-1563 13 NEWTON AREA 1354 NEW TO N SJ m -5265 WEST BUREAU 16 45CORINTHAV[ 181 - 454 HOLLY WOOD AREA 1358 N WI LCOX AVE * 485 - 4304 WILSHIRE AREA 486 1VENIC[ BLVD 485 - 4011 WEST LOS ANGELES AREA 1663 BUTL[R IV[ 478 - 0IJI 14 PACIFIC AR EA 12 312 CULV[R8LVO 39 3-9931 AREA 17 z " LA EN ST ~ ~ BLVD 9 10 " 0 "{',i,,_ RA F WY VALLEY BUREAU @HH 62 40SYLNARAVf W~tirnfl[$ 989-8303 PARKER CENTER VAN NUYS AREA 150 N LOS ANGELES ST 6240SILNA R AV f 485 -3166 989 -8343 SUPPLY DIVI SION 10 WE ST VALLEY AREA 555 E. RINIRf! Sl 19 020 VANOWEN ST 4l5 1909 989 - 8543 JAIL DIVISION 15 NORTH HOLLYWOOD ARE A 150 N LOS INGELESS' ll 480J IARA ST 485 - 1510 989 - 8824 JUVENILE DIVISION 16 FOOTHILL AREA i SO N IOS AN GELES ST 117600S BORN[ ST 485 - 280 1 989 886 1 MOTOR TRANSPORT DIVI SION 17 DE VONSHIRE AREA 151 N SAN >EDRO ST 10150 ETIIANOA AVE 485 - 3495 989-8185 POLICE ACADEMY SOUTH BUREAU 1880 N ACADEMY OR 3375 S HOOV[R ST. SUIT[ G 485 - 3114 m - 4151 AIR SUPPORT DIVISION 3 SOUTHWE ST AREA 555 [ RA MIREZ ST 485 - 1600 48 5- 1581 METROPOLITAN DIVISIO N HARBOR AREA 151[ 6TH 1175 JOHN S GIBSON BLVD 485 - 4091 831 - 9211 AIRPORT SU BSTATION 12 77TH . STREET AREA 485 - 5299 135 I 17TH ST 485 - 4164 18 SOUTHEAST AREA 145 W 108TH ST 485 - 6914 BOUNDARIES of the LOS ANGELES POLICE DEPARTMENT ' --~ .. ~· ~ "'~ ! I l'I \ 1\1\ IM ; ,\ Ill SI \IH II 1)1\'IS IO'\ • L th K. l:1tl<>)'f:Ol'ln :111d\i,11:ol\idd ' 11 i1 * 3 SH 1546 t1art,n u er ,ng FORM 17.00.00 **11 NE 3353 San Fernando Rd. OCT. 1983 1V. PERSONNEL RULES AND PROCEDURES A. Manual of the Los Angeles Police Department (LAPD Manual 0/000) The Department Manual includes policies, procedures and rules pertaining to the operation of the Department. It describes the Department's organizational structure and lists responsibilities and functions. The policies and provisions set forth in the Manual are binding on you and all other employees, sworn and civilian, of this Department. The Department Manual has a wide distribution, and one is available for reference at your work location. A copy is also available in the Municipal Reference Library located in Room 503, F'arker Center. (See Section VI, rara. r) You will find that a working knowledge of the Department Manual will assist you greatly. B. Other Information Sources Additional sources of information regarding matters which may affect you as an employee are the Los Angeles Municipal Code (LAMC), Los Angeles Administrative Code (LAAC), City Charter (LACC), Civil Service Commission Rules, Personnel Department Policies and Procedures, City Administrative Officer Rules and Mayor's Directives. These are available in the Municipal Reference Library. (See Section VI, Para P). You should also be familiar with the MOU which applies to your bargaining unit if you are in a represented classification. A copy of the MOU is available from your union. Camaraderie among employees is healthy for the employing organization and a necessary ingredient in a successful, productive and fulfilling occupation. Ho \'I e v e r , p u b 1 i c t r u s t r e q u i r e s t h a t em p 1 o y e e s a v o i d even the appearance of a conflict between their professional responsibilities and their personal relationships with other employees. Generally, the greatest potential for such a conflict arises from an off-duty social relationship or an outside business interest. Either situation could lead to a personal or financial interest which conflicts with a duty-related responsibility. -1 4 - I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I The avoidance of an actual or potential conflict is particularly acute for superiors and subordinates, by rank or paygrade, within the same chain-of-command. The authority given a superior over a subordinate is a solemn responsibility entrusted to that superior by the Chief of Police. That trust makes the superior an extension of the Chief of Police and demands that every decision made by the superior be totally objective, impeccably fair and, ·above al 1, devoid of any personal favoritism. If a superior enters into a personal or business relationship with a subordinate, the motive for decisions made by that superior relative to the subordinate may become suspect and compromise the integrity of those involved. This could lead to a disrupted work environment, reduced production and a decline in morale. All employees should avoid situations which give rise to an actual or apparent conflict between their professional responsibilities and their relationships w i t h o t h e r em p l o y e e s • H o \1' e v e r , s h o u 1 d s u c h a situation develop, it is the duty of the involved employees to immediately notify their commanding officer, either in person or through the chain-of-command. It then becomes the responsibility of that commanding officer to take appropriate action to eliminate the conflict, keeping the best interests of both the employees and the Department in mind. D. Absence From Duty ( LAPD Manual 3/711) 1. If you are unable to report for duty as scheduled, you must notify your supervisor at least one-half hour prior to the time you are scheduled to report for duty. Every effort should be made to contact your supervisor personally. Be sure to advise your supervisor of your assignment due dates, appointments, etc. a. If you will be absent from work due to illness, you must inform your supervisor of the nature of the illness, estimated time off and the location and telephone where you can be reached. If there is an attending physician, the supervisor should be notified of the physician's name, address and telephone number. Sick visits or telephone calls to your residence may be made by Department personnel if warranted. -1 5 - 2. b. A doctor's letter or certificate must be submitted before you can be paid for sick leave in excess of three consecutive days. However, nothing prevents your commanding officer from requiring a doctor's letter after any period of illness. This proof shall be submitted to your commanding officer and must indicate the nature and the probable duration of the illness and the necessity for your absence. c. If you are off-duty due to illness or injury-on-duty for a period in excess of seven days, contact your supervisor on the seventh day, and at least once every seven days thereafter, for the purpose of providing a report of your status and maintaining contact with the Department for duty-related matters. A supervisor may change the notification requirement and establish a different schedule when extenuating circumstances exist. Notify a supervisor in your assigned division, prior to leaving, when you intend to leave your residence at any time for a period in excess of 48 hours while on sick or IOD status. You shall furnish a supervisor in your assigned division with address(es) and telephone number(s) where you can be reached while on extended absence from your residence. NOTE: NOTE: Employees working off-hour watches may contact a Day-Watch supervisor during normal business hours to fulfill the notification requirements. Sick leave is an important employee benefit and is intended to protect the employee who is actually sick. The occasional use of sick time by an employee is generally unavoidable, but abuses on the part of a few individuals can lead to r;ieasures which create difficulties for a 11 employees. If you will be late for work, you must inform your supervisor of your expected arrival time and the reason for tardiness. -1 6- I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I E. Traffic Accidents Involving A City-Owned Vehicle or Mileage Vehicle ( LAPD Manual 4/440) - If you become directly involved in, or participate in events resulting in a traffic accident while operating or riding in a City-owned vehicle or acting within the scope of official duties, you shall: 1. If the vehicle has a radio, immediately request a Communications Division operator to dispatch an Accident Investigation Unit and a supervisor to the scene. Telephone Communications Division (405-3223} if you cannot operate the radio. State that you have had an accident with a City vehicle. Give your location and identify the vehicle by the shop number which is on the key ring or is located on the vehicle door post on the driver's side. 2 • Co o p e r a t e ,1 i t h i n v e s t i g a t i n g o f f i c e r s ti h e t h e r f r o m this Department or another jurisdiction. When an investigating officer is from another Department, your statement as a Department employee shall only include your personal identification, registration information and a description of your direction of travel. No other statement should be made until an investigating officer from this Department arrives. Statements in full as to the identity, actions and statements of persons other than Department employees may be made. Comply with local ordinances and Vehicle Code provisions relating to traffic accidents. 3. Complete a Traffic Accident Report (Supplement Form 4.5} for the Los Angeles Police Department, only. This form is used to record your written statement about your involvement in the accident. 4. Urge other involved persons to remain at the scene. If they insist on leaving, attempt to obtain: a. Their names and addresses. b. Locations where they can be interviewed. c. Vehicle license numbers. d. Driver's license numbers or other valid I.D. -1 7 - 5. When you are involved in an accident which occurs outside the City, and the Department will not dispatch an investigating officer, you shall: a. Complete the necessary traffic accident reports upon return to Los Angeles. This report should be made at, and with assistance of, the Accident Investigation Unit nearest your location of assignment. b. Notify the Liability Section, City Attorney's Office (485-3397), when there is an injury, death or serious property damage. When this is not possible, notify the Commanding Officer, Detective Headquarters nivision (435-3261 ), who will take necessary action. 6. If you have an accident while operating a City-owned or mileage vehicle, do not submit reports to the Department of Motor Vehicles (DMV) regarding financial responsibility. If you receive any correspondence from DMV concerning the accident, forward it, without entries, to the Chief Investigator, Liability Section, City Attorney's Office. F. Bulletin Boards (LAPD Manual 3/550) Special sections are designated on Department bulletin boards for official Department Material, employee organization material and miscellaneous items. If you have an item of general interest, it may be posted in the miscellaneous material section with the approval of your supervisor. See your MOU for requirements to post materials relating to employee organization activities. G. Change of Address or Status (LAPD Manual 5/1.20) 1. A temporary or permanent change of address and/or telephone number or a change in the persons to be notified in case of emergency shall be reported on the Address and Phone Number Record (Form 1.20) and on the Employee Record (Form 1.30). 2. The Employee Record (Form 1.30) should also be used to report changes or additions to any of the following: a. A change in your marital status. b. Any change in your number of dependents. c. Any personal information of administrative value to the Department. -13- I I I I I I I I I I I I I I I I I I I I · I I I I I I I I I I I I II I I I I I 3. The completed Form 1.20 and/or Form 1.38 must be forwarded to your commanding officer on your first working day after such change. 4. When you submit Form 1.38, ask your supervisor for a copy of the Family Protection Checklist (Form 1.38. l ). This form lists other notifications that you should make because of the changes you reported on Form 1.38. H. Correspondence (LAPD Manual 4/180) You are not allowed to receive personal correspondence at work. The volume of police mail is such that personal correspondence poses a burden on other employees. Department stationery, stamps, postage meters, duplicating machines or other materials shall not be used for personal mail or personal business. City mail and messenger service shall not be used for the distribution of union related materials. I. Affirmative Action (LAPD Manual 1/805) As an equal opportunity employer, the City of Los Angeles has adopted an Affirmative Action policy that entitles employees to work in a discrimination-free environment. Discrimination based on race, religion, national origin, sex, age, marital status, sexual preference or handicap is misconduct. The Affirmative Action policy is also consistent with the merit principle that personnel actions, including selection, assignment, evaluation and discharge, will be based upon uniform standards. It is the responsibility of all employees to support the City's policy and to demonstrate, by their conduct, a sensitivity to these issues. Questions regarding a possible violation of this policy should be directed to your immediate supervisor or the Employee Opportunity and Development Division at extension 54051. J. Grievances (LAPD Manual 3/745, 3/746) In general, a grievance is any dispute concerning the interpretation or application of a written MOU provision or Departmental rule or regulation governing personnel practices or working conditions. A grievance must be directly related to a claim that the MOU or a Department working rule was violated. Also treated as grievances are allegations that management -1 9- decisions have impacted your wages, salaries or other terms and conditions of employement, or an allegation that management has changed a past practice that benefited you. An allegation that a provision of an MOU or working rule is unfair is not a grievance. If you believe that an MOU provision is unfair, you may request your employee organization to renegotiate the provision at the next meet and confer session. Questions regarding a possible grievance should be directed to the Employee Relations Administrator, Office of the Chief of Police, extension 56552, or to your employee - representative if you are represented by an employee organization. If you are in a represented unit consult your MOU for specific details on your unit's grievance procedure. K. Injury on Duty ( LArD Manual 3/711) 1. Any injury or exposure to a health endangering condition which occurs on duty must be reported immediately to a supervisor. If your condition requires medical attention, you will be sent or taken to a Worker's Compensation doctor for examination and/or treatment. (See Section VI, Para. H} 2. It is important to report even the most minor injuries. You will protect yourself by reporting an injury which may seem minor at the time but which may later require medical attention. 3. Prompt reporting of injuries will aid other employees in spotting and correcting unsafe work conditions. Reporting a minor injury may save your friends from avoidable accidents. L. Intoxicants (LAPD Manual 1/210.50) There is an immediate lowering of esteem and susp1c1on of ineffectiveness when there is public contact by a Department employee evidencing the use of intoxicants or illegal substances. Additionally, the stresses of law enforcement require an employee to be mentally alert and physically responsive. The consumption of intoxicants is prohibited while you are on duty, immediately prior to reporting to work or at any time the consumption will lead to impaired duty performance. The consumption of intoxicants under these circumstances will subject you to immediate disciplinary action up to and including discharge (See Section IV, Para. Q) -20- I I I I I I I I I I I I I I I I I I I I I I I I I I I 11 I [I I I I I I I I M. Illegal Substances The use of any illegal drug, narcotic, or other illegal substance at any time, on or off duty, is prohibited and will subject you to immediate disciplinary action. Any sustained complaint may result in discharge. (See Section IV, Para. Q) N. Jury Duty (LAPD Manual 3/784) When you receive a subpoena or summons for jury service, you shall immediately submit it to your commanding officer. If your commanding officer determines that your absence will seriously affect Department operations, your commanding officer may request that you be excused or that your jury service be deferred. Unless you are notified otherwise, you shall report for jury service as indicated on the subpoena. While you are attending jury duty you are considered "on duty" and shall conduct yourself accordingly. If you do not have to attend jury duty on a regularly scheduled court day or any part of the day, you shall notify your supervisor as soon as practical to receive a duty assignment. If deployment needs permit, you , may be scheduled to use any time off to which you are entitled. When you complete your jury service period, you shall obtain a copy of your jury attendance record from the jury coordinator and present it to your supervisor within five days. At the end of your jury service you will receive mileage compensation and a daily attendance fee for each day you reported for jury duty. Within ten days of receiving this compensation, you shall forward to the Police Accountant, Fiscal Operations Division, a personal check or money order, or personally deliver cash, in an amount equivalent to the attendance fee. You keep the mileage compensation. 0. Lunch and Rest Periods (LAPD M~nual 3/724) 1. You are allowed a lunch period of one-half hou ·r•s absence from duty. (See Section IV, Para. AA) -21- 2. Rest periods, when authorized, consist of 15 minutes absence from duty during each four-hour period of the workday. However, you may not take a rest period during the first or last hourof your work day. This time cannot be accumulated and will not be compensated for if not taken. P. Outside Employment Policy (LAPD Manual 3/744) Your primary employer is the City of Los Angeles; and your Job responsibilities are to the Department. The Department does, however, approve outside employment under certain conditions. Any outside employment requires prior approval and the issuance of a Permit for Outside Employment (Form 1.47). Outside employment is limited to a maximum of 20 hours per week. Teaching is limited to six hours per week. The type of employment is limited in order to prevent any conflict of interest or improper situation and for the protection of the employee. If you have any questions about outside employment, consult your supervisor prior to submitting your application. (See Section IV, Para. C and Code of Ethics, Section II) Outside employment will not be approved for employees on entrance probation. A record of excessive sick time will also result in disapproval of a request for outside employment. Q. Personnel Complaint (Form 1.81) (LAPD Manual 3/800) Personnel complaints can be initiated by any source if there is alleged misconduct (on or off-duty) of a nature which, if true, would normally result in disciplinary action. 1. Misconduct is defined as perpetration of a criminal offense; neglect of duty; violation of Department rules, policies or procedures; or conduct which tends to reflect unfavorably on the employee or the Department. If you become aware of possible misconduct by another member of the Department, you must immediately notify your supervisor. 2. The personnel complaint can be adjudicated as follows: a. Sustained: The investigation discloses that the act complained of did occur and constitutes misconduct. -22- I I •• I I I I I I I I I I I I I I I -I II II I II I I I I ,I I II I I I I I I I I I ·'. _. OFF-DUTY CONDUCT As with police officers, civilian employees of this Department occupy positions of public trust. Consequently, the conduct of civilian employees, both on- and off-duty, must be such as to warrant the respect of the citizens we serve. While civilian employees are aware that their on-duty conduct is subject to review and, where ~ppropriate, discipline, they snould also be aware ~hat they are subject to scrutiny and discipline· when their off-duty conduct impacts job performance, constitutes a violation of the law, or otherwise negatively reflects on this Department. Civilian employees must further recognize that inappropriate off-duty conduct may not be treated by this Department as it would be treated by other City departments. The trust and responsibility placed in civilians ,n this Department compels the application of standards which may well be higher than those required for other City employees. 22A ~ - I I I I I I I I I I I I I I I I I I I b. Not Sustained: The investigation discloses insufficient evidence to prove or disprove clearly the allegations made. c. Unfounded: The investigation indicates the act complained of did not occur. d. Exonerated: The investigation indicates the act occurred but that the act was justified, 1 awful and proper. e. Misconduct not based on the complaint: The investigation discloses misconduct that is not part of the original complaint. 3. You will be disciplined if a personnel complaint investigation sustains an allegation of misconduct. 4. Typical forms of discipline for sustained complaints are: a. Uarning. b. Admonishment by your division. c. Official reprimand by the Chief of Police. d. Suspension--uhich can be appealed to the Civil Service Commission if over five days; if five days or less - can be grieved. e. Discharge--which can be appealed to the Civil Service Commission if you have completed a probation period. f. Termination on probation. R. Public Appearances (LAPD Manual 3/778) Prior to appearing as a representative of the Los Angeles Police Department for the purpose of making a speech or participating in a panel discussion or other similar action, you shall obtain permission from your commanding officer. The commanding officer will review the subject matter and your qualifications. Invitations to appear on radio or T.V. programs as a representative of the Department shall be referred to the Officer-in-Charge, rress Relations Section, extension 53506, for approval. Prior approval is not required for ne~s media interviews when acting on your own and not as a representative of the Los Angeles Police Department. (See Code of Ethics, Section II) S. Publication of Material by Department Employees (LAPD Manual 3/779) 1. As a member of the Department, you shall not publish or cause to be published any writing, paper, treatise, script or article, whether fiction or nonfiction, which has been or purports -23- to ha v e been a u th o red or re 1 a t e d by you , a n d ti h i c h either purports to state an official position of the Department or which will disclose any procedure, case, investigation or other matter which is confidential. (See Code of Ethics, Section II) NOTE: In accordance with Section 3/779 of the Department Manual, confidential matter includes, but is not limited to, the following: * * * Public records, as defined by the California Public Records Act, Section 6252 (d) Government Code. Events, details, personalities or circumstances of any investigation conducted by the Department, the disclosure of which would impair that investigation, future investigations, pending litigation or the law enforcement activities of the Department. Procedures, techniques, tactics and methods utilized by the Department in the performance of its duties, the disclosure of which would impair the law enforcement activities of the Department. 2. If you desire to supply any information or submit any material for publication, you shall forward a resume or a copy of the material through channels to the Director, Office of Special Services. Al 1 material submitted for approval shall be returned to you approved or disapproved within thirty (30) calendar days. T. Safety The importance of safety cannot be overemphasized. The City spends millions of dollars each year on compensation for employees who are injured on duty. Unsafe conditions, unsafe procedures and careless acts can all cause injuries which will plague employees for the rest of their lives. You are expected to work safely by being aware of your work environment, by following established procedures, by using required safety equipment and by notifying your supervisor of any unsafe condition that exists in your work area. By notifying your supervisor of an unsafe condition, you may prevent injuries to yourself and your coworkers. -24- I I I I I I I I I I I I I I I I I I I I I II I I II II I I I I I I I I I I I I You must report any injury or exposure to any hazardous condition to your supervisor immediately. This is for your protection. Working safely is a job requirement which is the responsibility of every employee. Failure to ~ork in a safe manner may result in disciplinary action or termination. U. Sexual Harassment Sexual harassment is a form of discrimination. In general, it is defined as unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature when: 1) subrriission to such conduct is made a condition of employment; 2) it is used as a basis for employment de c i s ions ; or 3 } it unreason ab 1 y interferes ~Ii th an individual I s work performance. This type of misconduct, which debilitates morale and disrupts the work environment, will not be tolerated. Employees who believe that this policy has been violated should contact their immediate supervisor or the Employee Opportunity and Oevelopment Division at extension 54051. V • Sm o l~ i n g / No n - Sm o k i n g ( L/\ MC 4 l • 5 0 ) The Los Angeles Municipal Code forbids smoking in rest rooms, elevators, nurses aid stations or similar facilities and in those areas designated as non-smoking in cafeterias, lunch rooms, employee lounges and work areas. In accordance with Los Angeles Municipal Code Section 4 1 . 5 O , i t i s u n 1 a \'# f u 1 to s m o k e i n p o s t e d II N o Sm o k i n g 11 a r e a s o r to ~Ii 1 1 f u 1 1 y d e s t r o y o r m u t i 1 a t e 11 ~,l o Sm o k i n g 11 signs. Any employee failing to comply with the requirements of this section may be subject to disciplinary procedures, as well as the criminal penalties set forth in the Municipal Code. W. Telephone Policy and Usage (LAPD Manual 4/190) 1. Telephones shall be answered according to the following: a. "Good morning 11 ( 11 Cood afternoon 11 or 11 Good evening" when applicable); then b. Your division, office or unit; -25- c. Your title and last name; d. "May I help you?" EXAMrLE: "Good morning, Jail Division, Station Officer Smith, may I help you?" EXCEPTIONS: Certain divisions are permitted to use shortened forms of the above. For permitted exceptions, consult your supervisor. 2. The following limitations have been placed on all employees regarding personal calls on City phones: a. You shall not make personal outgoing telephone calls on City telephones unless it is of an extremely urgent nature. b. You shall ordinarily make personal calls on pay telephones during lunch or rest periods. c. You shall advise friends and relatives that personal calls are not to be received at work unless they are of a very urgent nature, and these calls shall be concluded as rapidly as possible. 3. For more detailed instructions on the use of the Centrex Telephone System, telephone courtesy and phone usage policy, consult the Telephone Directory for the City of Los Angeles, issued by the Department of General Services. X. The 24-Hour Clock The Department's official method of recording time-of-day is the 24-hour system (military time), which is used on all reports and under most other circumstances. All entries consist of four digits. The first digits indicate the hour of the day, and the last two indicate minutes. The 24-hour clock begins at midnight. Examples: 7:30 AM becomes 0730 4:35 PM becomes 1635 12:01 AM becomes 0001 1 2: 01 rM becomes 1 201 11: 59 PM becomes 2359 -26- I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I 11 I I I I I Y. Work Evaluation Re~orts and Service Ratings (LAPD Manual 3/760 1. Probationary Employees As a new employee, you are on probation for six months (12 months if you are in a position that has been designated as a management position by the Civil Service Commission). During this period, a Probationary Evaluation Report is prepared on a monthly basis. This report indicates productivity, ability, dependability, attitude, conduct, general fitness and the progress you are making in learning your job. Your immediate supervisor will point out the areas where improvement may be needed and indicate to you the extent of your progress. You will receive a copy of each probationary report. A Probationary Evaluation Report is also used to evaluate you if you are assigned to a position designated as a temporary training position or if you have received a promotional appointment, either emergency or permanent, until such time as you are no longer in a temporary training position, the probationary period is completed or the emergency appointment expires. The Employee Opportunity and Development Division (EODD) provides counseling services if you are having problems while on probation. Call extension 54051 for information. 2. Permanent Employees {Civil Service Rules, Appendix F) After you become a permanent employee, you receive an Employee Evaluation Report at least once each year. This rating is prepared by your immediate supervisor, discussed with concerned supervisors and then reviewed by the commanding officer. Your annual rating is then discussed with you and you will receive a copy. If you are a represented employee (your classification is included in a bargaining unit) and receive a rating on your annual evaluation which you believe is unfair, you may wish to appeal it. If you wish to appeal it, you must use the ~rievance Procedure that is part of the MOU for your bargaining unit. -27- z. AA. If you are an unrepresented employee (your classification is not included in a bargaining unit) and you receive an unsatisfactory rating on your annual evaluation which you believe is unfair, you may request a hearing and review of your evaluation by the Department Personnel Committee after exhausting all levels of Departmental review. Department Identification Cards For security reasons, you are required to display your Department identification card while on Department premises. Working Hours ( LAPD Manual 3/703) The Police Department operates on a 24-hour basis, seven days a week, and your working hours are determined by your assignment. If you are assigned to Day Watch, you are required to be in actual attendance, on duty, for a minimum of eight hours on each day you are assigned to work; an eight-hour period constitutes one working day. With the 30-minute lunch period allowed, your total time for each working day on Day Watch will be eight and one-half hours. The Chief of Police may permit the use of abbreviated shifts for Night Watch and Morning Watch. If you are assigned to Night Watch, you are required to be in actual attendance, on duty, for a minimum of seven and one-half hours on each day you are assigned to work. A seven and one-half hour period constitutes one working day. With the 30-minute lunch period allowed, your total time for each working day on Night Watch will be eight hours. If you are assigned to Morning Watch, you are required to be in actual attendance, on duty, for a minimum of seven hours on each day you are assigned to work. A seven-hour period constitutes one working day. With the 30-minute lunch period allowed, your total time for each working day on the Morning Watch will be seven and one-half hours. NOTE: All Station Officers and Senior Station oTTTcers who are assigned to Jail Division or an Area jail and Police Service Representatives and Senior Police Service Representatives who are assigned to Communications Division or to Area desk duties, shall be in actual attendance, on duty, for a minimum of eight hours regardless of watch assignment, excluding the lunch period, to cons ti tut e one irn r k i n g day. -28- I I I I I I I I ,I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I Some sections may have a modified work schedule in operation on Day Watch. This may be a nine-day, eighty-hour, bi-weekly schedule or a four-day, ten-hour weekly schedule. You may be assigned to such a section. AC. Overtime ( LAPD Manual 3/700) Occasionally, you may be required to work overtime (work in excess of 40 hours in any seven-day period), at the direction of your supervisor. Such overtime will be compensated for as directed by the current MOU or applicable Manual provisions then in effect. All overtime must be approved in advance. AC. Confidential n ormat1on All official files, documents, records, reports and information held by the Department, or in the custody or control of an employee of the Department, shall be regarded as confidential. You shall not disclose or permit the disclosure or use of such files, documents, reports, records or information, except as required in the performance of your official duties. AD. Security Officer - Firearms Qualification (LAPD Manual 3/258) Every security officer must qualify with his or her Department-issued weapon according to the same bi-monthly schedule currently followed by police officers ( see LAPD Manua 1 3/258). The months in which you must qualify are determined by the last digit of your serial number. To meet Department needs, the qualification schedule listed in the LAPD Manual is sometimes modified. Whenever the qualification schedule is changed, a notice is published. It is your responsibility to be aware of the current qualification schedule. Any security officer who fails to meet Department qualification requirements is subject to disciplinary action. -29- v. rERSONAL STANDARDS (LAPD Manual 1/200) A. B. C. Integrity. The public demands that the 1ntegr1ty of its law enforcement personnel be above reproach. It has taken the Department years to establish a reputation as the best police agency in the country. That reputation can be all too easily destroyed by employees who fail to exercise common sense. The dishonesty or misconduct of a single employee may impair public confidence and cast suspicion upon . the entire - Department. In order to maintain its reputation, the Department must expeditiously discipline - those whose acts, on or off-duty, dishonor it or other employees. Therefore, you rnust scrupulously avoid Jny conduct or contact which might _compromise your integrity, that of your fellow employees or the Department. Courtesy. Effective law enforcement depends on a high degree of cooperation between the Department and the public it serves. The practice of courtesy in all public contacts encourages understanding and appreciation; discourtesy breeds contempt and resistance. The majority of the public are law-abiding persons who rightfully expect fair and courteous treatment by Department employees. While the urgency of a situation might preclude the ordinary social amenities, discourtesy under any circumstance is indefensible. The practice of courtesy by an employee is not a manifestation of weakness; it is, on the contrary, entirely consistent with the firmness and impartiality that characterizes a professional. Appearance. (LAPD r,~anual 3/600) Generally, you shall be neat and clean at all times while on duty, unless the nature of your assignment requires otherwise. Hair standards and the cl othin'] worn by you \Jhil e on duty shal 1 al so be suitable to the assignment. Several classes of civilian employees are required to wear a uniform in their job assignment. (See Appendix-Uniforms). -30- I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I l. Uniformed Security Officers, Station Officers, and Police Service Reeresentatives shall follow the guidelines listed below: a. b. C • d. Hair. Uniformed male civilian employees shall keep their hair neat, clean, well groomed and properly trimmed at all times while on duty. The hair shall be at least moderately tapered, shall not extend below the top of the shirt collar nor over the ears and shall not interfere with the proper wearing of a uniform cap when applicable. Uniformed female employees shall arrange their hair so that it does not extend below the bottom edge of the collar, nor interfere with the proper wearing of a uniform cap when applicable. Hair shall be arranged so it does not interfere with an employee's vision in any way. Sideburns. Sideburns shall not extend beyond a point even with the bottom of the earlobe and shall end in a clean-shaven, horizontal line. The flare (terminal portion of the sideburn) shall not exceed the width of the main portion of the sideburn by more than one-fourth of the tapered width. The sideburn shall be trimmed and neat in appearance. Mustaches. A short and neatly trimmed mustache of natural color may be worn. Mustaches shall not extend below the vermillion border of the upper lip or the corners of the mouth and may not extend to the side more than one-half inch beyond the corners of the mouth. Beards. Employees shall be clean-shaven when reporting for duty. A growth of whiskers shall be permitted only for medical reasons or when required by the nature of the assignment. An employee with a medical condition which precludes shaving shall be assigned duties requiring the least possible public exposure. -31 - 2. e. f. g. Jewelry. Employees shall not wear unauthorized ornamentation such as earrings, necklaces or chains, bracelets or large, conspicuous rings. Shoes. Employees shall wear shoes that are appropriate for the job assignment. Sandals, tennis shoes, or other cloth fabric shoes are not allowed in shops or garages. Clothing. Your commanding officer will specify the proper uniform and accessories which you must wear on the job. Other uniformed employees and non-uniformed civilian employees. Contemporary hair and grooming standards are permissible as long as a neat appearance is maintained and the styles do not constitute a safety hazard to the employee. Civilian clothing shall be appropriate for the job assignment. Uniformed employees shall not wear unauthorized ornamentation such as earrings, necklaces, bracelets or large, conspicuous rings. -32- - · - - · - --- I I I I I I I I I I I I I I I I I I I I I I VI. I I I I I I I I I I I I I I I I I - -------- EMPLOYEE BENEFITS AND SERVICES A. Holidays (LAAC 4.119; 4.121) 1. You will receive the following holidays with pay each year. If any of these holidays fall on Sunday, the following business day is considered the holiday. If a holiday falls on Saturday, it will be observed on the preceding Friday. All holidays are eight hour days. a. New Year's Day (January 1) b. Martin Luther King Day (Third Monday in January) c. President's Day (Third Monday in February) d. Memorial Day (Last Monday in May) e. Independence Day (July 4) f. Labor Day (First Monday in September) g. Columbus Day (Second Monday in October) h. Veteran I s Day ( November 11 ) i. Thanksgiving nay (Fourth Thursday in November) j. Friday after Thanksgiving k. Christmas Day (Oecember 25) 1. Last four hours on the last working day before Christmas. m. Any day declared to be a holiday by the Mayor and the City Council. n. One unspecified (floating) holiday. Some represented units have a second, unspecified holiday. Consult your MOU. NOTE: Employees must have more than six months of City service to receive the unspecified holiday. The unspecified holiday (8 hours) must be taken during the calendar year in which it is credited or it will be lost. 2. If you are required to \rnrk on a legal holiday, you wi 11 be compensated at 1 1 /2 times your regular rate of compensation for each hour worked or as specified in your MOU. 3. Religious Holidays. You may be permitted time off to observe a religiousnoliday when it will not interfere with the proper performance of Department operations. You should make your request for time off far enough in adv~nce to allow your supervisor sufficient time to ensure that adequate staffing can be maintained to allow you the day off. You may use accrued vacation time, time off without pay, or reschedule work days around the holiday. -33- B. Vacations (LAAC 4.244) 1. 2. YEARS OF 5 years 1 3 years 1 4 years 1 5 years 1 6 years 1 7 years After one continuous year of employment with the City, you are entitled to a vacation of ten (10) working days each year. Vacation time accrues monthly at the rate of six hours and 40 minutes per month after your qualifying year. Your vacation anniversary date and your current accumulated vacation hours appear on your biweekly paycheck stub. Vacation Schedule - Additional years of service entitle you to an increase in vacation days. SERVICE VACATION DAYS MONTHLY ACCRUAL 1 5 working days 1 0 hours 1 6 uorking days 1 0 hours 40 minutes 1 7 working days 11 hours 20 minutes 18 irn rk in g days 1 2 hours 1 9 working days 1 2 hours 40 minutes 20 uorking days 1 3 hours 20 minutes Vacations can be combined with regular days off and holidays which fall within your vacation period. Your vacations are scheduled through your immediate supervisor. Priority is given to vacation requests on the basis of rank and order of seniority within the rank or as provided in your MOU. If you have more than two weeks of vacation time accrued and wish to take your vacation in two parts, your priority may apply to only one period. You may carry unused vacation from one year into the next year, up to a maximum of twice your annual vacation accrual. C. Sick Leave (LAAC 4.126) 1. Employee Illness a. As a new employee, you must complete a six-month period with ten (10) or fewer absences before you receive sick leave. Absence in excess of ten days will extend your waiting period. Upon completion of the six-month period, you will receive one day of sick leave at 100% pay. Each following ~onth you will receive one more day of 100% sick 1 eave until the -34- I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I 11 I I I I I I I I b. C • following January 1. On that date, you will receive 12 days of sick leave at 100% pay, 5 days at 75% pay and 5 days at 50% pay. Each January 1 thereafter, you will receive sick time benefits at the rate of 12 days at 100% pay, 5 days at 75% pay, and 5 days at 50% pay. Your accumulated sick leave hours appear on your biweekly paycheck stub. You may accumulate up to 100 days of 100%, 75% and 50% paid sick time. You will be paid annually for accrued full-pay sick time in excess of 100 days at 50% of your current salary. When you retire from City Service, you will be paid for all accrued full-pay sick time at 50% of your current salary. You will not be paid for unused 75% and 50% sick time. 2. Family Illness {LAAC 4.127) 3. You may be allowed a leave of absence with full pay, from five (5) to nine (9) days in a calendar year depending upon your MOU, if you need to be absent due to an illness or injury in your immediate family. The number of days of absence shall be deducted from your accumulated 100% sick leave. "Immediate family 11 shal 1 include your father, mother, brother, sister, husband, wife or child. Some MOU's also include grandparents as immediate family. Consult your MOU to determine uho is considered your immediate family. Preventive Care {LAAC 4.126) Upon authorization by your supervisor, you may schedule time off with pay for preventive care (medical, dental, optical, etc.). Such time for preventive care shall be scheduled in increments of one hour at a time and not more than an aggregate total of eight hours in one calendar year. Some MOU's allow 16 hours for preventive care. This time is deducted from your allowance of sick leave at 100% pay. Consult your MOU to determine the number of hours you are entitled to use for preventive care. -35- D. E. F. Bereavement Leave (LAAC 4.127.1) If a death occurs in your immediate family, you are allowed three days bereavement leave with pay. Consult your MOU to determine who is considered your immediate family. There is no limit to the number of times it may be utilized in a year. However, a maximum of three days with pay is allowed for each case. Voting Time (LAPD Manual 3/709) You may be permitted time off to vote if your residence is at a distance that would preclude voting before or after your workday. You must request time off to vote at least two uorking days prior to election day. If your request is justified, you will be allowed only the time off necessary to enable you to vote, but no more than two hours. This time shall be given either at the beginning or end of the watch. Other Leaves of Absence The Department can approve a leave of absence up to 15 calendar days without approval of the Civil Service Commission. All leaves of absence of 16 calendar days or more must be recommended by the Department and approved by the General Manager, Personnel Department. The Department may recommend approval of a leave of absence for up to one calendar year for a variety of reasons such as illness {when sick time is exhausted), travel, personal business and education. With the exception of military leaves and maternity leaves for eMployees who have completed a probationary period, the Department may deny a request for a leave of absence. A leave is a privilege, not a right. A leave of absence is limited to one year. However, a one-year leave of absence can be extended in increments up to one year at a time. As a general rule, a leave of absence is not granted until you have completed probation; exceptions are made only in unusual cases. -36- I I I I I I I I I I I I I I I I I I I I I I I I I I I ·I I I I I I I I I I I Types of leaves and criteria for approval are: 1. Educational Leave 2. 3. 4. You will be granted an educational leave if you are a veteran, have completed a probationary period and are eligible to receive educational benefits under the provisions of the G. I. Bill of Rights or State Veteran's Aid. If you are not a veteran, you may still request an educational leave if the course of study will increase your training for your job or for upward mobility in City service. You must certify your intention to return to City service. You must also submit written documentation from the school indicating: a. b. The field of study and month and year in which you are expected to complete the program. Proof of enrollment and schedule of classes and units. Personal Leave A personal leave may be granted for compelling personal reasons. All requests citing "personal reasons" must be explained in detail. Medical Leave (LAAC 4.126) A doctor's certificate is required for all requests for leave of absence for medical reasons. It must state the nature of the illness, prognosis and expected date of return. Matern i ty Le ave The Department must grant a request for a maternity leave to any pregnant employee who has completed a probationary period in City service. The request must be accompanied by a written statement from a licensed physician, including the anticipated date of delivery. You may, if you choose, use your accumulated sick leave (See Section VI, Para. C) if you are unable to work because of pregnancy, child birth or related medical conditions. Upon written request, a maternity leave may be granted to a probationary employee at the discretion of the Chief of Police. -37- 5. 6. G. Military Leave (LAAC 4.123) The Department must grant a request for military leave to any employee. The request must be accompanied by certified military orders. Those employees who have one year of City service, or have a year of prior military service, may receive 30 days paid military leave each fiscal year. Protective Leave (Civil Service Rules l and 7) This is an automatic leave which is granted when you receive an appointment to another class, unless you are working for a different appointing authority (department) and a written notice denying the protective leave is executed by that appointing authority. If you are denied a protective leave and still accept the promotion, you may not have a position to return to if you do not pass probation in your new position. The purpose of this leave is to allow you to accept a regular, limited, exempt, intermittent or emergency appointment. Insurance Programs l. Heal th and Dental Pl ans As an active member of the City Employees' Retirement System you have 60 days from your first day of employment to enroll in a City-sponsored health and/or dental plan. A wide range of plans is available for you and your dependents, with the City subsidizing part of the monthly cost of your City health and dental plan premium. You must fill out an individual enrollment form anda!)ayroll deduction card for the City health and dental plans you ~rnnt. Enrollr1ent is NOT automatic. Contact the Civilian Employment Section, extension 54084, for additional information and forms. New dependants (wife, husband or children) must be added to your health and dental plans within 30 days of becoming your dependent, or you must wait until an open enrollment period to cover them. Remember, it is your responsibility to notify the Civilian Employment Section of any changes in the status of your dependents. -38- I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I H. 2. If for some reason the deduction codes for your health and dental plans do not appear in the "other pay period deductions" section on your paycheck, contact the Employee Benefits Office, extension 52440, to see if you need to make direct payments. When you go on a leave of absence, you must make arrangements with the Employee Benefits Office to continue your health and dental coverage. When you return from a leave of absence, contact the Employee Benefits Office to find out how to restart your health and dental plans. REINSTATEMENT IS NOT AUTOMATIC. Life and Income Protection Disability Insurance Several group life insurance and long-term disability insurance programs are available to City employees through employee organizations and other groups. Premiums are paid through payroll deductions. More information can be obtained by contacting the Civilian Employment Section on extension 54084, the employee organization representing your bargaining unit, All City Employees' Benefits Service Association at 485-2485 or Los Angeles City Employees' Association at 430-0119. On-The-Job Injury The City of Los Angeles is dedicated to providing excellent medical treatment to all City employees who have a job-related injury or illness. The Department's primary concern is your complete recovery and rapid return to work. An on-the-job injury or illness is one which occurs as a result of your employment with the City. You must be certified off-duty by a physician to qualify for Workers' Compensation benefits. You will receive all reasonable medical treatment and hospitalization required by your injury or illness at no cost to you. This includes any treatment necessary even after you return to work. Upon notification of your injury or illness, Medical Liaison Section will assign a physician to provide medical care. You may designate your personal physician (or health plan, such as Kaiser) as your Workers' Compensation physician, provided you have notified the City prior to an on-the-job injury. -39- I. For a doctor to qualify as your Workers' Compensation physician the following requirements must be met: 1. Your physician must be the one who has previously directed your medical treatment and retains your medical records. 2. 3. Your physician must be willing to complete the required reporting forms and comply with the rules and regulations of the State Labor Code. The name, address and telephone number of your physician who meets these requirements must l>e on file with the City prior to the date of any on-the-job injury. You may obtain the necessary form by calling extension 5S5Q3. You must return the form to Personnel Department, Workers' Compensation Section, Room Gl, City Ital 1 South, Stop 391. If you go to your own physician \lithout having this information on file, or without notifying Medical Liaison Section at the time of injury, you may delay or be ineligible for Workers' Compensation benefits. Parking Permits Due to the shortage of parking space at Parker Center, parking permits are required during the daytime hours. Upper Jeck parking is restricted between 0730 (7:30 AM) and 1500 (3:00 PM) to vehicles displaying a valid rermit. Parking \dthout a permit is allo\~ed at other times subject to posted restrictions and notices. Permits are issued on the basis of rank and seniority. New employees will not, as a rule, be issued a permit. Em p 1 o ye es \J h o d r i v e a re urged to a pp l y for pa r k i n g at one of the lots operated by the Department of General Services (Room r-140, City Hall East). This parking is also assigned on the basis of seniority, but you must apply to be placed on the uaiting list. Applications may be obtaineJ from the rersonnel Records Unit, Room 506, rarker Center. -40- I I I I I I I I I I I I I I I I I I I I I I I I I I •• I I I I I I I I I I J. Public parking lots located near Parker Center usually charge several dollars per day. Preferential parking for car pools and van pools of three or more members is available in the Los Angeles Mall. Parking applications may be obtained at the Parking Services Office in Room P-140, City Hal 1 East. To join a car pool or van pool, contact CoMmuter Computer by dialing 300-RIDE. Paydays As a City employee, you will be paid on the basis of work performed during a two-week period which ends at midnight every other Saturday. You will receive your check on the second Wednesday after the end of the pay period. Four deductions are mandated by law and will be taken from your biweekly paycheck. These deductions are State and Federal income tax, Medicare tax if you were placed on the City payroll on or after April 1, 1906, and your contribution to the City Employees' Retirement System (see Section VI, Para L). If you are in a classification covered by an agency shop agreement the agency shop fee, if applicable, is also a mandatory deduction (see Section VI, Para. N). All other deductions for insurance, charitable contributions, deferred compensation, etc., are voluntary. If you wish, you may arrange to have your net paycheck (the amount you receive after deductions) deposited directly into your bank account or your Credit Union account. If you elect to use direct deposit, each payday you will receive a report showing your gross pay, any deductions taken and the resulting net amount of your pay. To obtain the necessary enrollment form for direct deposit, contact Fiscal Operations Division on extension 53836. If you have any questions, call the Controller's Payroll Deduction Section on extension 53461. -41 - ----------------------- -~-~- ~ ~ - K. L. Salary Changes There are generally four ways, other than through promotion, that you, as a City employee, can receive a change in salary: 1. Most positions have five salary steps. Step increases of approximately 5.5% are granted after you have served six months in a position and for every year of service thereafter, until the fifth step of a position is reached. 2. 3. Prior to the expiration of an MOU, negotiations are held between the City and the respective employee organization. One of the objectives of the negotiations is to determine if a salary change is appropriate. Any change will be included in a new MOU. Some positions have multiple paygrades which you may apply for if you meet the eligibility requirements and follow the procedures as published by Personnel and Training Bureau. You receive the higher salary only while you are assigned to the advanced paygrade position. (LAPD Manual 3/764) 4. Salary bonuses may be earned for special skills or work situations. A bonus may be earned for using bilingual or sign language skills or working night hours. You must apply for most salary bonuses. Retirement System (LACC, Art. XXXIV) (LAAC 4.1000) As a regular Los Angeles Police Department civilian employee you are a member of the Los Angeles City Employees I Retirement System. The details of your retirement plan are very complex, but the basic provisions of the plan are that an employee with 10 years of service can retire at the age of 55 or with 30 years of service at any age. If you have 30 years of service, there is a penalty for each year of early retirement before the age of 55. If you have less than 30 years of service, there is a penalty for each year of early retirement before age 60. -42- I I I I I I I I I I I I I I I I I I I r I I I I I I I I I I I I I I I I I I I M. If you started with the City prior to January 1, 1983, the percentage of salary that you contribute towards your retirement depends on your age when you entered the system. If you started on or after January 1, 1933, your contribution is 6 percent {6%) of your salary. After you have been employed for 13 months, you will be eligible to apply for the Family Death Benefit Insurance Plan. It is a voluntary program to provide protection for your family if you die before you are eligible to retire. The City Employees' Retirement System will notify you when you become eligible to apply for this benefit. Detailed information may be obtained from the Los Angeles City Employees' Retirement System, Room 300, City Hall South, extension 52824. Deferred Compensation Plan The City of Los Angeles has authorized a Deferred Compensation Plan which permits you, on a voluntary basis, to defer a portion of your salary to help you create a source of future income to supplement the benefits you will receive when you retire and, at the same time, lower your current income tax obligation. The portion of your income which you defer and the earnings on your deferred income account are not subject to federal and state income tax until you withdraw your funds. You then pay ordinary income tax in the year or years of withdrawal, normally after retirement when you are in a lower tax bracket. Not every employee is in a financial position to take immediate advantage of the Deferred Compensation Plan. When you believe you have sufficient income to provide for your everyday needs and have some income left which you want to save for your future, you may want to consider the Deferred Compensation Plan. For information regarding the Deferred Compensation Plan, call the Office of the Treasurer, extension 52496. -43- ~-------- - - - --- ------ ~ - - ·- - N. Employee Associations, Organizations and Unions There are a number of organizations which act as representative bargaining agents for different classes of City employees during labor negotiations. There are also organizations that do not act as bargaining agents but that do provide service and benefits to employees. These organizations solicit membership from City employees. Membership in such organizations is optional. Services and benefits vary from one organization to another. Participation in an employee organization is an individual right to be exercised at your discretion. However, some MOU's contain an agency shop clause which requires employees who have completed six months of City service and who are not members of the union which represents their classification to pay a fee equal to that of union dues to the union. The agency shop fee is automatically deducted from your paycheck after you have completed six months of City employment. This fee reimburses the bargaining unit that represents your classification for services directly relating to contract negotiations and administration or grievance handling. However, you are not automatically a member of the union just because the agency shop fee is being deducted. If you want to have the full rights and privileges of a union member, you must join the union that represents your classification. There are exceptions to the agency shop fee for an employee whose religious affiliation does not allow contributing monies to a secular organization and for those persons who are considered management, supervisory or confidential employees. 0. Police Credit Union If you are a regular City-funded employee, you have the opportunity to become a member of the Police Credit Union. There are some restrictions on borrowing money while you are on probation. The Credit Union has two offices; one is located at 16150 Sherman Way, Van Nuys, the other at 823 West Washington Boulevard, Los Angeles. You may contact the Credit Union by dialing (213) 746-4111 or (013) 787-6520. -44- I I I I I I I I I I I I I I I I I I I . I I I I I I I I I I I I I I I I I I I p. Q. R. Library The Police Department branch of the Municipal Reference Library is located in Room 503, Parker Center, and is open from 1200 to 1600 hours. Books and periodicals referring to police work or of special interest to law enforcement personnel are available. Materials of general interest are available in the Municipal Reference Library branch in Room 530, City Hall East; it is open from 0800 to 1700 hours. You are invited to use these facilities. Suggestion Award Program (LAPD Manual 3/750) EMployee suggestions can be a valuable asset in achieving the goals and objectives of the Department. As a Department employee you are eligible and vigorously encouraged to submit suggestions which will create a better working environment and improve the operational efficiency within City departments. In addition to the benefits the City will realize when a suggestion is adopted, you may be eligible for a commendation and a cash award if there are actual monetary savings. A suggestion is a constructive proposal which reduces, eliminates and avoids City costs or which improves City operations. The types of suggestions which are considered for awards are those which save time, labor, space, materials or supplies; improve public service, methods, procedures or productivity; improve safety conditions, tools or equipment; or eliminate needless procedures, records or forms. Ineligible suggestions are those which call attention to a problem but do not provide a solution, involve salary adjustments and/or fall within the normal duties of your job. You may obtain an Employee Suggestion Report (Form Gen. 150) from the Civilian Employment Section, Room 516, Parker Center, or call extension 54034. Personal Development In addition to providing on-the-job and in-service training, the Department participates in an extensive educational program for employees to gain the knowledge and skills necessary to become more effective employees and to prepare them for promotional opportunities. -45- --------------------- - - --- ~ ~ ~ s. The Los Angeles Community College District offers courses in many fields related to your professional development. Many of these courses are held in the Civic Center, and tuition is nominal. Training Division will notify your division/Area when classes in the Civic Center are open for registration. The Department is also committed to a policy of assisting all employees in developing their careers with the City. Personnel from Employee Opportunity and Development Division are available to discuss career ladders and assist you in setting career goals and in obtaining the experience and education necessary for achieving them. For additional information about career counseling, phone extension 54051. Tuition Reimbursement The City's Tuition Reimbursement Program is designed to encourage full-time employees, on their own time, to improve their performance in their present positions and to develop potential for higher level positions in their logical line of promotion. You are eligible for reimbursement for courses taken for credit which are directly related to the duties of your present position or to a position you may logically promote to in the future. Reimbursement will be approved for attendance at any school that is 1 isted in "Accredited Institutions of Post-Secondary Education" published by the American Council on Education. Reimbursement is made on the following basis: 1. 2. Adult school, trade school courses: the amount of registration fees and lab or equipment fees charged by the Los Angeles Community Adult Schools and Los Angeles Trade Technical College, respectively. Junior college courses (or lower division courses taken at a four-year school): the amount of the maximum registration fees, and/or tuition, charged by the Los Angeles Community College District. -46- I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I 3. Upper division or graduate level courses: the amount of registration fees, and/or tuition, up to the maximum charged by the California State University System for the equivalent courses. NOTE: Tuition reimbursement does not cover books, parking fees or other miscellaneous fees. Requests for reimbursement must be submitted to the Civilian Training Unit, Training Division, Stop 412. Requests must be received and approved at least three weeks prior to the first scheduled class meeting. Reimbursement will be made upon receipt of proof of satisfactory completion of the course and the fee paid. For further information and necessary forms, contact the Civilian Training Unit, extension 53161. -47- VI I. POLICE OFFICER INFORMATION The following information is provided for those civilian employees who are interested in a career as a Los Angeles Police Officer. Requirements Between 21 and 34 years of age. At least 5 1 0 11 but less than 6 1 8 11 tall. Weight proportionate to height. Have good vision. A high school graduate or the equivalent according to G. E. D. test. In order to qualify to become a police officer you must complete the following six steps: 1. Written Aptitude Test - You will be required to pass a written test of general ability. (This test may be waived under certain circumstances.) 2. Interview - The interview will be your opportunity to present your qualifications for the job to a board of examiners. 3. 4. 5. 6. 7. Medical Examination - This will include a review of your medical history and a complete physic a 1 examination. Personality Inventory - This test will review your psychological and emotional suitability for the job. Background Investigation - A thorough check of your past conduct will be made. Cardiac Stress Test - This test is used to discern heart defects which do not appear in an electrocardiogram test. Physical Ability Test - You will be required to pass the physical ability test which consists of five events designed to measure endurance, strength and agility. For more information about requirements and procedures to become a Police Officer, contact the Personnel Department's Police and Fire Selection Unit, Room 410, City Hall South, extension 52934 or the Employee Opportunity and Development Division, Room 809, Parker Center, extension 55273. -48- I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I VI I I. POLICE DEPARTMENT SUPPORT PROGRAMS Because of budget constraints, many worthwhile Department programs are either underfunded or not funded at all. To assist the Department in its mission to protect and serve, the private sector provides support to the Department through active participation in police activities . . These activities include the Reserve Officer Program and fund raising activities through the Parker Memorial Foundation, the Pol ice Memorial Foundation and "Booster" groups. A. B. Police Reserve Program The Los Angeles Police Department has a Reserve Corps program which provides an opportunity for you to serve the community with those special skills or expertise which you have, but which you may not be able to use in your regular work assignment. Line reserve officers are the traditional police reserve officers who perform the same functions as regular police officers. They wear a uniform and badge and carry a weapon. Technical reserve officers usually work in the station and provide support services to field personnel. They wear a uniform and badge but do not carry a weapon. If you would like to become a police reserve officer and put your technical skills and expertise to work for the people who work and reside in Los Angeles, contact the Employee Opportunity and Development Division on extension 54097 for further information. William H. Parker Los Angeles Police Foundation Founded as a memorial to Police Chief William H. Parker, the foundation's purpose is to advance professionalism within the LAPD. This is accomplished by funding specialized law enforcement training and scholarships for both sworn and civilian personnel, purchasing high technology equipment and materials not normally available through City budgeted programs and presenting management and technical seminars. The Foundation supports its programs through interest earned on invested endowments and by tax deductible donations. The Foundation is managed by a Board of Directors made up of members of the Department and leaders from the business community. -49- C. D. With the problems in today's world, our law enforcement personnel need the tools to do their job. Tax deductible contributions help to make Los Angeles a safer place to live. For further information about making tax deductible contributions, contact the Management Development Unit, Training Division, at extension 53762. Los Angeles Police Memorial Foundation Since 1907, 106 police officers have been killed in the 1 ine of duty. However, it was not until the early 1970 1 s that serious thought was given to providing a means of assisting the surviving police family in shouldering the financial burden imposed by the sudden death of an officer. In 1972, the Los Angeles Police Memorial Foundation was established. It is a tax exempt, non-profit institution managed by leading representatives of business, industry and police personnel to provide assistance to the police family in time of violent death or in catastrophic circumstances. Although private citizens, civic organizations and other foundations generously contribute to the Foundation, the major source of revenue for the Foundation's programs is the Annual Police-Celebrity Golf Tournament. For further information regarding the Police Memorial Foundation and the Police-Celebrity Golf Tournament, contact the Public Affairs Section at extension 532Gl. Booster Groups Many geographic Areas and specialized divisions have "Booster" groups which assist the Areas and divisions through volunteer work, fund-raising and donations of specialized equipment and materials. Members of these booster groups are private persons and businesses committed to supporting the Department in its efforts to maintain law and order in Los Angeles. -50- I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I - -------------------- - - -----------i APPENDIX CODE WORD LIST The following code words are used, when applicable, in local radio transmissions. They are used by Police Officers and others in "running" license numbers with the DMV. A Adam J John s Sam B Boy K King T Tom C Cha r1 es L Lincoln u Union D David M Mary V Victor E Edward N Nora w William F Frank 0 Ocean X X-Ray G George p Paul y Young H Henry Q Queen z Zebra I Ida R Robert EXAMPLE: DLV 1 23 would be aired as "David Lincoln Victor 1 23. II GEOGRAPHIC AREA NUMBERS The eighteen geographic areas in the Department have been assigned the following numbers: 1 Central 2 Rampart 3 Southwest 4 Hollenbeck 5 Harbor 6 Hollywood 7 Wilshire 8 West L.A. 9 Van Nuys 10 West Valley 11 Northeast 12 77th Street 1 3 Newton 14 Pacific 15 North Hollywood 16 Foothill 17 Devonshire 18 Southeast SERVICE IDENTIFICATION LETTERS The following letters indicate the type of service to which a mobile radio unit is assigned. A Two-officer patrol unit AIR Air unit B Two-officer patrol wagon E Traffic enforcement automobile unit F Special unit J Juvenile unit K Specialized Investigative unit having City-wide jurisdiction A-1 L One-officer unit (May be prefixed with another letter to indicate specialized unit) M Traffic enforcement motorcycle unit Q Special event or unusual occurrence unit R Metropolitan Division unit RA Fire Department rescue ambulance unit T Traffic accident investigation unit U Report-taking unit V Vice unit W Geographic investigative unit X Additional patrol unit in a patrol division Z Geographic patrol division unit assigned to a special detail Service identification letters are used in conjunction with division numbers to designate a field unit. EXAMPLE: 1Al2 means a two-officer patrol unit (A) working Central Area (1 ), basic car area 5Ml means a motorcycle unit (M) working Harbor Area (5), designated as unit 1 2XL3 means an extra one-officer patrol un1t (XL) working Rampart Area (2), designated as unit 3 A "10" after the service identification letter indicates the Hatch Commander; 11 20 11 11 30 11 11 40 11 , etc. indicate field supervisors. Thus, 12L30 is a sergeant (supervisor) working 77th Street Area. SOME RADIO CODES AND PHRASES The new employee often hears words and phrases which belong to the language of the police officer. The Los Angeles Police Department Manual contains the following codes and phrases which are used in local radio broadcasts. * * * * * Code One Code Two Code Three Code Four Code Four Adam 11 Acknowledge receipt of message," 11 Acknowledge again, there was interference," or 11 Did you acknowledge? 11 Urgent Emergency No further assistance needed. Sufficient help at scene; suspect s ti 11 i n . v i c i n i ty A-2 --- I I I I I I I 1 2 I I I I I I I I I I I I r . I I I I I I I I I I I •·· I I I I I I I * * * * * * * * * * * * * * * * * * * * * * * * * * Code Five Code Six Code Six Adam Code Six Charles Code Six Mary Code Seven Code Eight Code Eight Adam Code Twenty OMV 211 211 in Progress 311 390 390W 41 5 459 459 There Now 484 434PS 502 507 507FC 536 586E Roger Stakeout Out of service for investigation Out for investigation; may need assistance Suspect may be dangerous; use extreme caution; one-officer unit standby for assistance Militant activity Out of service to eat Fire alarm box has been pulled Verified fire in the vicinity Notify press photographers of a spectacular traffic accident or other newsworthy event Information regarding vehicle registration Robbery Robbery being committed now Indecent exposure Drunk male Drunk female Disturbance Burglary Burglary being committed now Theft Purse Snatching Under-the-influence driver Minor disturbance Firecrackers Illegal Parking Car parked in driveway Message received; ~ill comply AVD AFIS AI AID APB SOME COMMON ABBREVIATIONS Administrative Vice Division Automated Field Interview System Accident Investigation Automated Information Division All Points Bulletin (Statewide teletype message} l\-3 ARMS ATD A\~WS Al1 DI BAD BFD BSI BSS CB CENT CHP CID CII CJIS CLETS COMM COP er CRASH CRH CRO CRT CTD DEV D11D DMV DOJS DR ECC ECCCS FAST FBI FI FIN FOO FSB FTHL HARB HB IWBK HWD IAS !AD res Automated Record Management System Anti-Terrorist Division Automated Want/Warrant System Automated Worthless Document Index Burglary-Auto Theft Division Bunco-Forgery Division Bureau of Special Investigation Behavioral Science Services Operations-Central Bureau Central Area California Highway Patrol Commission Investigation Division Criminal Identification & Investigation California Justice Information System California Law Enforcement Teletype System (part of nationwide teletype network) Communications Division Chief of Police Office of the Chief of Police Community Resources Against Street Hoodlums Central Receiving Hospital Community Relations Officer Cathode Ray Tube Central Traffic Division Devonshire Area Detective Headquarters Division Department of Motor Vehicles Department of Justice System (Statewide teletype system) Division of Records Number Emergency Control Center Emergency Command Control Communications SysteM Fully Automated Switched Teletype {County-wide teletype operated jointly by LAPD and LASD) Federal Bureau of Investigation Field Interview Facsimile Identification Network Fiscal Operations Division Fiscal Support Bureau Foothill Area Harbor Area Operations-Headquarters Bureau Hollenbeck Area Hollywood i\rea Investigative Analysis Section Internal Affairs Division Inspection and Control Section A-4 I I I I I I I I I I I I I I I I I I I I I JD JD-VAL I JUV LASO LRD I METRO MO MT MTD I NCIC ND NE I NECS NEWT NO HvJD OAS I OCID 00 ass I PRO PAC rATRIC 1· PER pf) PTB I RAMP RHO RI I RJ IS SB I SBI SD 77th SE I SID SSB STD I SPIN SW I TA TCS TD I I I I Jail Division Jail Division - Valley Jail Juvenile Division Los Angeles Sheriff's Department Labor Relations Division Metropolitan Division Modus Operandi or Method of Operation Medical Treatment Motor Transport Division National Crime Information Center Narcotics Division Northeast Area Network Communication System Newton Area North Hollywood Area Office of Administrative Services Organized Crime Intelligence Division Office of Operations Office of Special Services Planning and Research Division Pacific Area rattern Recognition and Information Correlation Personnel Division Property Division Personnel and Training Bureau Rampart Area Robbery-Homicide Division Records and Identification Division Regional Criminal Justice Information System Operations-South Bureau Sybil Brand Institute Supply Division 77th Street Area Southeast Area Scientific Investigation Division Support Services Bureau South Traffic Division Southern Police Information Network (for want/warrants in the Los Angeles Area) Southwest Area Traffic Accident Traffic Coordination Section Training Division A-5 TIS TPS VB VNY Wl3 \H L ULA WVAL Traffic Information System Tactical Planning Section Operations-Valley Bureau Van Nuys Area Operations-West Bureau Wilshire Area West Los Angeles Area West Valley Area UNIFORMS Navy blue uniforms are uorn only by sworn personnel: 1. Motor officers wear the prescribed riding breeches, boots and helmets 2. Captains and above have dress blue uniforms for special occasions Khaki uniforms are worn by personnel in the following ass1gnments: 1. Jail Division Officers 2. Supply Division Officers 3. Property Division Officers 4. Harbor Range Masters 5. Station Officers Blue uniforms are worn by: 1. Recruit Officers at the Academy 2. Academy Range Masters and Driver Training instructors 3. Security Officers (civilians who provide security for Police Department buildings and facilities) 4. Helicopter pilots and observers (1 ight blue jump suit) 5. Police Service Representatives (civilians who serve as Area desk officers and in Communications Division) Grey uniforms are worn by Custodial Services Attendants. A-6 I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I INDEX PAGE Absence from Duty.......................................... 15 Affirmative Action ... . . . .. . ... ... ...•. ... . . . .. ..... ....... 19 App ea ranee................................................. 30 Auto Accidents Involving City-Owned Vehicle................ 17 Bereavement Leave.......................................... 36 Bulletin Boards............................................ 18 Career Development......................................... 45 Ch a i n of Co 1n ma n d •••••••••••••••••••••••••••••••••••••••••• • 11 Change of Address or Status................................ 18 City of Los Angel es........................................ 1 Code of Ethics............................................. 3 Code Word List ••••••••••••••••••••••••••••••••••••••••••••• Appendix-1 Common Abbreviations ........................................ Append i x-3 Confidential Nature of Department Records.................. 29 Correspondence............................................. 1 9 Courtesy................................................... 30 Credit Union (Police Department)........................... 44 _Deferred Comp e n s a t i on . . . . . . . . . . . . . . . .. . . . . . . . . . . . . . . . . . . . . . . 4 3 Definitions................................................ 1 2 Dress Code ( App ea ranee).................................... 30 Drug Use .••••.••••••••• Employee Associations, Organizations Employee Benefits and Services ••••••• Facilities. Family Illness ••.• Firearms{Security Officers) & Uni on s •.•••••••••••• 21 44 33 0 35 29 Geographic Gratuities Grievances Area {Code Numbers •.•• of Ethics. .Appendix-1 3 ................................................. Holidays •.•.•.• ....................................... Identification Card. ....................................... Illegal Substances. ........................................ Insurance Injury on Insignias. Programs. Duty •••.• ........................................ ........................................ ~ .............. . Intoxicants. ............................................... Jury Duty •.• .......................................... Leaves of Absence •••••.•••..•..••••••..•••••.••.•••.•• Library .•. ................................................. Lunch and Rest Periods. .......................... Manual of the Los Angeles Police Department .. Mission of the Los Angeles Police Department. On -the-Job Injury. ......................... Outside Employment. ........................................ Overtime .••••.•• ........................................... Parkinq Permits. .......................................... ~ 1 9 33 27 20 33 20 1 1 20 20 36 45 21 1 4 7 37 22 28 40 I I I I I I I I I I I I I I I I I I I I I I I I Paydays ...•.•.••••••.••••..•.•.••••.••••••••••••••••••••.•. 41 Persona 1 Standards......................................... 30 Personnel Complaint .•..••.••...•.•••....••••••.•••••••••.•. Pol ice Commission •...•...•..••.•.••••••••••.••••••.•••••.•. Police Officer Information .•••..•.•.•.•.•••..•••••••.•.•••. Public Appearances •.••.•••.•••.••......•.•.•.••.•...•..••.• 22 1 1 48 23 Publication of Material by Department Employees............ 24 I Radio Codes and Phrases .•.....•.•.••.•...•........•.••••.•. Appendix-2 I I I I I I I I I I I I I Rating Reports ........................................•.... Retiren1ent Systero ...•...••..••....•••.•.•.•..•.••.•........ Safety .................................................... . Salary Changes •••.•....•••.••.••..•.••.•.••.•••.•••.••.•.•. Security Officers (Firearms Qualification) ..........•..•.•. 26 42 24 41 29 Service Identification Letters •.•.•••••••..•.••••.•••••.••. Appendix-1 Sexual Harassment.......................................... 25 Si ck Leave ..•.......•....................•...•....•....••.. Srioking/Mo Smoking ..........•..•......•........••....•..... S u g g e s t i o n A ,1 a r d P r o g r a m • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • Telephone Policy and Usage ..•.....•.•.•..•........•......•• Tuition Reimbursement ....•....•••••••.••...•••••....••••.•. 34 25 45 25 46 Twenty-four Hour Clock..................................... 26 Uni forms .•...•..••.••••••••••••.•.••.•.•..•.•.•••...•.•.••. App en di x-6 Vacations .....•..••..•....•••••...............•.•..••.••••• Working liou rs ••••••••••..•••.•••.••.•.••..••••••••••••••••. 34 27 Civilian Training Unit Staff: Transcribed by: Patricia Adams Linda Spicer Linda Dempsey
Object Description
Title | Gates' training procedures (3 of 3), 1987-1991 |
Description | Los Angeles Police Department chief Darryl Gates training procedures (3 of 3), 1987 May - 1991 April 19. PART OF A SERIES: Materials in the series fall into one of several categories related to the Independent Commission's work product: (1) Commission meeting materials, which include meeting agendas, work plans, memoranda, and articles about police misconduct that were circulated and reviewed during the Commission's internal meetings; (2) public correspondence, which includes citizen complaints against the LAPD in the form of written testimony, articles, and an audio cassette tape, as well as letters drafted by citizens in support of the LAPD; (3) summaries of interviews held with LAPD officers regarding Departmental procedures and relations; (4) public meeting materials, which include transcripts, supplementary documents, and witness statements that were reviewed at the Commission's public meetings; (5) press releases related to the formation and work product of the Commission; and (6) miscellaneous materials reviewed by the Commission during its study, including LAPD personnel and training manuals, a memorandum of understanding, and messages from the LAPD's Mobile Digital Terminal (MDT) system. |
Coverage date | 1987-05/1991-04-19 |
Publisher (of the digital version) | University of Southern California |
Date created | 1987-05/1991-04-19 |
Type | texts |
Format | 133 p. |
Format (aat) |
annual reports manuals (instructional materials) memorandums surveys (documents) |
Format (imt) | application/pdf |
Language | English |
Contributing entity | University of Southern California |
Part of collection | Independent Commission on the Los Angeles Police Department, 1991 |
Series | Independent Commission File List |
File | Training Procedures |
Box and folder | box 25, folder 34 |
Provenance | The collection was given to the University of Southern California on July 31, 1991. |
Rights | This work is licensed under a Creative Commons Attribution 4.0 International License. https://creativecommons.org/licenses/by/4.0/ All requests for permission to publish or quote from manuscripts must be submitted in writing to the Manuscripts Librarian. Permission for publication is given on behalf of Special Collections as the owner of the physical items and is not intended to include or imply permission of the copyright holder, which must also be obtained. |
Physical access | Contact: Special Collections, Doheny Memorial Library, Libraries, University of Southern California, Los Angeles, CA 90089-0189; specol@dots.usc.edu |
Repository name | USC Libraries Special Collections |
Repository address | Doheny Memorial Library, Los Angeles, CA 90089-0189 |
Repository email | specol@dots.usc.edu |
Filename | indep-box25-34 |
Description
Title | LAPD orientation manual for civilian employees, 1987-05 |
Description | Training procedures - Booklet - Welcome of the LAPD - orientation manual for civilian employees of the LAPD |
Coverage date | 1987-05 |
Date created | 1987-05 |
Type | texts |
Format | 72 p. |
Format (aat) | manuals (instructional materials) |
Format (imt) | application/pdf |
Contributing entity | University of Southern California |
Series | Independent Commission File List |
File | Training Procedures |
Box and folder | box 25, folder 34, item 1 |
Physical access | Contact: Special Collections, Doheny Memorial Library, Libraries, University of Southern California, Los Angeles, CA 90089-0189; specol@dots.usc.edu |
Full text |
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Orientation Manual
for .
Civilian Employees
of the
Los Angeles
Police Department
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Division ---------
LOS ANGELES POLICE DEPARTMENT
ACKNOWLEDGEMENT OF RECEIPT OF CIVILIAN ORIENTATION MANUAL
My signature below indicates I have received a Civilian
Orientation Manual.
I understand I am obligated to abide by all its provisions.
I further understand this acknowledgement will be placed in
my personnel folder.
PRINT NAME
SIGNATURE
SERIAL NUMBER -----
CLASSIFICATION
DATE
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LOS ANGELES POLICE DEPARTMENT
DARYL F. GATES
Chief of Police
TOM BRADLEY
Mayor
P. 0. Box 30158
Los Angeles, Calif. 90030
Telephone:
(213)-
Ref#:
I want to take this opportunity to welcome you to the
Los Angeles Police Department. It is ~Y hope that you will
f i n d a r e \la r J i n g a n d rn ea n i n g f u 1 c a re e r a s a me m b e r o f t h e
finest police department in the world.
The responsibility for enforcing the law in our dynamic society
is greater and more difficult now than ever before. Our
ability to meet this challenge depends upon the teamwork and
dedication of every member of the Department, sworn and
civilian. Our primary mission is to protect and serve the
people of Los Angeles with a commitment to diligence and
integrity. You can best do this by giving the officer in the
field maximum support through attention to your assigned duties.
Presently, over 25% of our Department is made up of civilian
personnel. This is the highest ratio of civilian personnel to
police officers of any major police department in the nation.
This Department offers City employees a variety of positions
which are challenging and exciting; the opportunities for
advancement are numerous and varied. In the future, an
increasing number of responsible positions uill be opened to
civilian personnel.
Our success or failure is directly related to how well we work
together as a team. I am sure you will accept this challenge
and take an active part in maintaining the service excellence n~(f~:rtment is known and respected.
DARYL F. GATES
Chief of Police
AN EQUAL EMPLOYMENT OPPORTUNITY-AFFIRMATIVE ACTION EMPLOYER
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Part I
Part I I
Pa rt I I I
Part IV
Part V
Part VI
Pa rt VII
Part VIII
Prepared By:
LOS ANGELES POLICE DEPARTMENT
CIVILIAN EMPLOYEE ORIENTATION MANUAL
Table of Contents
Introduction
Your Supervisor - A Friend Indeed
The City of Los Angeles
Code of Ethics - City of Los Angeles
The Los Angeles Police Department
Personnel Rules and Procedures
Personal Standards
Employee Benefits and Services
Police Officer Information
Police Department Support Programs
Appendix
Index
Civilian Training Unit
Specialized Training Section
Training Division
Los Angeles Police Department
May 1987
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INTRODUCTION
The information in this Orientation Manual is based on
applicable sections of the Los Angeles City Charter, Los
Angeles City Administrative Code, manuals of the Los Angeles
Police Department and other sources, in order to provide you
with information on what is expected of you as a Police
Department employee and what you can expect from the Department
as your employer.
When you were hired by the Police Department, you were
appointed to a specific Civil Service classification such as
Clerk Typist, Equipment Mechanic, etc.
Most of these classifications are represented by employee
organizations (Unions) and are grouped together for the purpose
of labor negotiations into what is called a bargaining unit or,
simply, a unit. There are also some classifications which have
not been grouped together for these purposes. These are
referred to as "non-represented" employees.
As a result of negotiations, called the "meet and confer"
process, certain conditions of your employment are set forth in
an agreement or labor contract between the City and the
Employee Organization representing your classification in a
document called a Memorandum of Understanding or MOU.
The information on the following pages applies to all
non-represented and most represented Department employees. The
sections cited are from the Los Angeles Police Department
Manual (LAPD Manual}, the Los Angeles Administrative Code
(LAAC), Civil Service Rules and the Los Angeles City Charter
(LACC). However, if your classification is represented by an
employee organization, you should check the Memorandum of
Understanding (MOU) which covers your classification for
exceptions to this general information.
If you do not know if your classification is in a bargaining
unit, or if you want to find out which employee organization
represents you, contact the Employee Relations Section on
extension 56552.
From time to time the official sources (City Charter, MOU,
etc.) which cover your conditions of employment are changed by
legal action or labor negotiations. Depending on the type of
change, your conditions of employment may or may not be
affected. Such changes, of course, supersede any applicable
section of this Manual.
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YOUR SUPERVISOR - A FRIEND INDEED
The most important person to you while you are working for the
Police Department is your supervisor. Your supervisor is
responsible for the day to day operations at your work
location. Your supervisor must see that everything is running
smoothly, be it work flow, equipment availability, work
environment or interpersonal relationships within your work
group.
If you have any questions about your work assignment, such as
what to do or how to do it, ask your supervisor. If you have
any questions about your conditions of employment or the
contents of this Manual, ask your supervisor. Your supervisor
has the correct answers or can get them for you. Often,
well-intentioned co-workers do not have all the correct answers
and may unintentionally mislead you.
If you are having a problem which may affect your work
performance, you should discuss it with your supervisor as soon
as possible. The sooner your supervisor becomes aware of a
problem, the sooner he or she can start to resolve it so it
will not interfere with your work.
Remember, your supervisor is here to help you do your job to
the best of your ability. Get to know your supervisor. Your
supervisor is a friend, indeed.
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~ . THE CITY OF LOS ANGELES
A.
B.
EL PUEBLO DE LOS ANGELES
The first settlers of the City of Los Angeles
consisted of 14 families numbering 44
individuals. The ceremonies founding the ~ity
took place on September 4, 1781. At this time,
~olonel Felipe DeNeve, who vas then Governor of
the Spanish Province of Alta California,
officially applied the name 11 El Pueblo de
Nuestra Senora 1 a Reina de Los Angel es II or "The
City of Our Lady the Queen of the Angels. 11
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The City of Los Angeles was incorporated on
April 4, 1350. At that time it had a population
of 1,610 {U.S. Census) and an area of 28 square
miles. It did not have a graded street, a
sidewalk, a water system, lights, nor a single
public building of its ovn. Every person on
Saturday morning swept or cleaned the street in
front of his or her own domicile. Street
lighting was simple; each owner whose house
faced the street was obligeJ to put a light at
the door in front of the house during the first
two hours of darkness every night.
LOS ANGELES TOOAY
Today, Los Angeles has a population of over
three million people, an area of 463.7 square
miles, 7,366 miles of streets, 1 ,ono miles of
storm drains, an abundance of water and power
brought from mountains hundreds of miles away,
and thousands of publicly owned structures of
various types. The friendly 1 anterns that once
hung at the door have been replaced with
electrolier lights and utilitarian lights.
Adobe houses have been replaced with modern
buildings and residences; volunteer police and
fire departments have . been succeeded by highly
trained, properly equipped and uell organized
municipal forces, and mud flats have been
dredged to become one of the world's busiest
harbors at Wilmington and San Pedro.
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Los Angeles City government touches the peoples'
lives at more points more frequently than any
other governmental agency, be it national, state
or county. City government furnishes water,
supplies electricity, apprehends and prosecutes
criminals and provides emergency receiving
hospital service and fire protection.
In a very real sense, City government is a huge
corporation with over three million
stockholders. This City, of which you are an
employee, is the second largest City in the
United States and is engaged in business
exceeding 1.5 billion dollars a year.
The basic law of the government of the City of
Los Angeles is found in the City Charter,
adopted by a vote of the people in 1924, which
became effective July 1, 1925. The Charter
provides for a mayor-council type of municipal
government, the Mayor being the executive branch
and the City Council the legislative.
The City's governmental machinery consists of
approximately 39 departments and bureaus which
are headed by advisory or controlling Boards or
Commissions appointed by the Mayor, subject to
confirmation by the City Council. The Los
Angeles Police Department, your immediate
employer, is one of these City Departments.
The chart on the next page will show you how the
City of Los Angeles is organized.
C. THE CITY SEAL
The original City Seal (1854-1905) was a cluster
of grapes and leaves surrounded ' by the words
"Corporation of the City of Los Angel es. 11 ihe
present City Seal was adopted in 1905.
The lion and the castle are from the Arms of
Spain and represent Los Angeles under Spanish
rule from 1542-1821. The eagle holding the
serpent is from the Arms of Mexico and
represents Los Angeles under Mexican rule from
1822-1846. The Bear Flag shows the California
Republic of 1846. The Stars and Stripes
identifies Los Angeles as an American city. The
olives, grapes and oranges are reminders that
Los Angeles is a garden community. The Rosary
around the Seal represents the part played by
the Mission Padres in the early years of Los
Angeles.
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- - - - - - - - - - - - - - - - -
ELECTORATE
j
CHIEF LEGISLATIVE
ANALYST
CITY COUNCIL
(16 ....,_, ) EXECUTIVE DEPT. ( MAYOR ) CITY ATTORNEY ) ( CONTROLLER )
BOARD OF
POLICE
COMMISSIONERS
GENERAL MANAGER
BOARD OF
SOCIAL SERVICE
COMMISSIONERS
I PURCHASING AGENT I
DATA SERVICE
BUREAU
0)
IC]
CJ
lc=JI
CHIEF ENGINEER a
GENERAL MANAGER
DEPARTMENT OF
GENERAL SERVICES
COMMUNITY
DEVELOPMENT
DEPARTMENT
ELECTIVE OFFICE
CREATED BY CHARTER
CREATED BY ORDINANCE
EXEMPT FROM CIVIL SERVICE
SELF GOVERNING DEPARTMENT
CONTROUING OWN FUNO$
TY ADMINISTRATIVE
OFFICER
BOARD Of
CIVIL SERVICE
COMMlssiONERS
BOARD OF
ANIMAL REGULATION
COMIIISSIONERS
CITY CLERK
EWLOYEE RELATIONS
BOARD
EXEC. SECRETARY
SUPERINTENDENT
OF BUILDING
BOARD OF
IUILDING & SAFETY
COMMISSIONERS
TREASURER BOARD OF
ZONING APPEALS
GENERAL MANAGER I SECY BOARD of P.w. I BOARD OF
PUBLIC WORKS
BOARD OF
MUNICIPAL ARTS
COMMISSIONERS
DEPARTMENT OF
TRANSPORTATION
COMMISSIONERS
GENERAL MANAGER
DEPARTMENT
OF
AGING
CITY EMGINEER
PERSONNEL DIRECTOR
PUBLIC WORKS
NOTE No 1, All APPOINTMENTS BY THE MAYOR
SUBJECT TO CONFORMATION BY THE COUNCIL .
NOTE No 2. All BOARDS AND COMMISSIONS HAVE EITHER FIVE OR SEVEN
MEMBERS, ONE APPOINTED EACH YEAR FOR A FIVE YEAR
TERM ANO EXEWT FROM CIVIL SERVICE.
DIRECTOR
BUREAU OF
STREET MAINT.
CHIEF ACCOUNTANT
PUBLIC WORKS
0 r. r, /Hq 7 r. TIO N OF T II E CITY OF LOS Ml G FL ES
DIRECTOR
BUREAU OF
STREET LIGHTING
INSP. of PUBLIC WORKS
CONTRACT ADMIN.
MUNICIPAL
AUDITORIUM DEPT.
• COMMISSIONERS
OENERAL MANAGER
DIRECTOR
BUREAU OF
SANITATION
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I I. CODE OF ETHICS - CITY OF LOS ANGELES
The Los Angeles City Code of Ethics was adopted by.the
City Council on July 21, 1959, and amended on August
23, 1979. You are expected to read and understand the
intent of this Code and apply it in the course of
carrying out your duties and responsibilities with the
City.
STATEMENT OF APPROVED PRINCIPLES FOR PUBLIC
SERVICE IN THE GOVERNMENT OF THE CITY OF LOS ANGELES
1.
2.
3.
4.
GENERAL RULE WITH RESPECT TO CONFLICTS OF
INTEREST. Persons in the public service shall
not engage in nor shall they have any interest,
direct or indirect, in any business or
transaction, nor incur any obligation which is
in substantial conflict with the proper
discharge of their official duties in the public
interest or which impairs their independence of
judgement in the discharge of such duties.
ACTIONS AND CONDUCT DESIGNED TO BUILD PUBLIC
CONFIDENCE. Persons in the public service shall
not only be ever conscious that public service
is a public trust but also shall be impartial
and devoted to the best interests of the City,
and shall so act and conduct themselves, both
inside and outside the City's service, as not to
give occasion for distrust of their impartiality
or of their devotion to the City's best
interests.
ACCEPTANCE OF FAVORS AND GRATUITIES. Persons in
the public service shall not accept money or
other consideration or favors from anyone other
than the City for the performance of an act
which they would be required or expected to
perform in the regular course of their duties;
nor shall such persons accept any gifts,
gratuities or favors of any kind which might
reasonably be interpreted as an attempt to
influence their actions with respect to city
business.
USE OF CONFIDENTIAL INFORMATION. Persons in the
public service shall not disclose confidential
information acquired by or available to them in
the course of their employment uith the City, or
use such information for speculation or personal
gain.
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5. USE OF CITY EMPLOYMENT AND FACILITIES FOR PRIVATE
GAIN. Persons in the public service shall not use,
for private gain or advantage, their city time or the
City's facilities, equipment or supplies, nor shall
they use or attempt to use their position to secure
unwarranted privileges or exemptions for themselves or
others.
6. CONTRACTS HITH THE CITY. Persons in the public
service shall not exercise any discretionary powers
for, or make any recommendations on behalf of or to
the City or any department or officer thereof with
respect to any contract or sale to t1hich the City or
any department thereof is a party and in which such
persons shall knowingly be _directly or indirectly
financially interested.
7. OUTSIDE EMPLOYMENT IMPAIRING SERVICE TO THE CITY.
Persons in the public service shall not engage in
outside employment or business activity which involves
such hours of work or physical effort that it would or
could be reasonably expected to substantially reduce
the quality or quantity of work or interfere with such
persons I giving a ful 1 day I s 1 abor for a full day I s
pay.
8. OUTSIDE EMPLOYMENT INCOMPATIBLE WITH OFFICIAL DUTIES.
Persons in the public service shall not engage in any
outside employment which involves the performance by
them of any work which will come before them as
officers or employees of the City, or under their
supervision, for approval or inspection; provided that
nothing in this paragraph shall be taken to limit in
any manner the outside employment of such persons
where the interests of the City are protected under
Section 28.1 of the City Charter and ordinances
adopted thereunder.
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9. PERSONAL INVESTMENTS. Persons in the public service
shall not make personal investments in enterprises
which they have reason to believe may be involved in
decisions or recommendations to be made by them, or
under their supervision, or which will otherwise
create a substantial conflict between their private
interests and the public interest. If, however,
persons in the public service have financial interests
in matters coming before them, or before the
department in which they are employed, they shall
disqualify themselves from any participation therein.
10. DISCUSSION OF FUTURE EMPLOYMENT. Persons in the
public service shall not negotiate for future
employment outside the city service with any persons,
firm or organization known by such persons to be
dealing with the City concerning matters within such
persons' areas of responsibility or upon which they
must act or make a recommendation.
11. CONDUCT WITH RESPECT TO PERFORMANCE ON THE JOB.
Persons in the public service shall perform their
duties earnestly, economically and efficiently.
12. ACTIVITIES INCOMPATIBLE ~JITH OFFICIAL DUTIES AND THE
REPORTING OF IMPROPER GOVERNMENT ACTIVITIES. Persons
in the public service shall not engage in any improper
governmental activity or in any actions or practices
which would interfere with the proper performance of
the duties of others. Persons in the City service are
strongly encouraged to fulfill their own moral
obligations to the City by disclosing, to the extent
not expressly prohibited by law, improper governmental
activities within their knowledge. No officer or
employee of the City shall directly or indirectly use
or attempt to use the authority or influence of such
officer or employee for the purpose of intimidating,
threatening, coercing, commanding or influencing any
person with the intent of interfering with that
person's duty to disclose such improper activity.
13. LOYALTY. Persons in the public service shall uphold
the Federal and California State Constitutions, laws
and legal regulations of the United States, the State
of California, the City of .Los Angeles and all other
applicable governmental entities therein.
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14. AFFIRMATIVE ACTION. Persons in the public service
SHALL NOT, in the performance of their service
responsibilities, DISCRIMINATE against any person on
the basis of race, religion, color, creed, age,
marital status, national origin, ancestry, sex, sexual
preference, medical condition or handicap and they
shal 1 cooperate in achieving the equal employment
opportunity and affirmative action goals and
objectives of the City.
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JII. THE LOS ANGELES POLICE DEPARTMENT
The Los Angeles Police Department was established in the
year 1369, when six men were hired as full-time police
officers. These men were assigned to two shifts and dealt
mostly with horse thieves, cattle rustlers, brawlers and
drunks. Over the years, the Department has grown to
include nearly 7,100 police officers and over 2,500
civilian employees who now provide police service to the
over three million residents of the City of Los Angeles.
The Department is responsible for enforcing the penal
divisions of the City Charter, the ordinances of the City
and the laws of the State and the nation for the purpose
of protecting persons and property and for the
preservation of the peace of the community.
A. Mission
The Mission of the Los Angeles Police Department is
TO PROTECT AND TO SERVE THE PUBLIC WITII A COMMITMENT
TO DILIGENCE AND INTEGRITY. The real proof that you
are helping the Department in fulfilling this mission
is the reduction of crime, the presence of public
order and public support for the Department. The
Department asks you to make a personal commitment
toward the achievement of this mission.
1. TO PROTECT AND TO SERVE THE PUBLIC
You have the duty to protect the right of all
persons to be free from criminal attack, to be
secure in their possessions and to live in peace.
This you must do with a genuine commitment to
serve, demonstrated by your unfailing respect for
human dignity, the judicious use of force and your
concern for the well-being of all the people you
serve.
2. WITH DILIGENCE
You must possess a sincere dedication to
excellence, making efficient and productive use of
every working hour and devoting no less than your
best effort in the performance of your duty.
3. AND INTEGRITY
You must display a reverence for the law and
maintain the highest confidence of the public
through your personal integrity. Honesty and
truthfulness must be emphasized in all aspects of
your lives, from the handling of calls for
service, to testifying in court, to your off-duty
conduct.
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B. Department Seal
The seal of the Los Angeles Police Department was
a do p t e d i n 1 9 71 • r rev i o u s 1 y , th e s ea 1 of th e c i ty of
Los Angeles was used as the official emblem for the
Department.
The badge at the center of the seal symbolizes the
line officer as the mainstay of the police service,
the essential and fundamental nucleus around which any
police organization is built. The badge number, 1869,
represents the year the Los Angeles Police Department
was converted from a voluntary organization into a
paid City department.
Figures portraying a modern family unit are situated
above, and supported by, the badge. This arrangement
signifies that the duty of the police is to serve the
people and the people's laws. It is also a fitting
reminder of our obligation to live up to the people's
reliance and trust. The individuals are faceless,
indicating the duty of the police to serve
impartially, without regard to race, color or creed.
The scales of justice in the background illustrate the
basic philosophy of law enforcement in a free society
- that the police are charged with maintaining a
delicate balance, weighing the freedoms of the
individual against the right of society to be free
from lawlessness.
"Old Glory" is pictured at the top of the inset,
illustrative of heritage, allegiance and devotion to
country. The five stars are representative of the
Police Commission, the head of the Department. The
four stars represent the Chief of Police, the
Department's General Manager.
The sun rays in the background symbolize faith, hope
and perseverance. The olive branches stand for peace
and domestic tranquility - the goal of peace officers
everywhere.
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C. Facilities
The administrative headquarters for the Los Angeles
Police Department is located in Parker Center in
dovntown Los Angeles. Some command and staff
functions are located there.
Eighteen geographic area stations are located in
various communities within the City. These areas
provide each community with individual attention and
police personnel familiar with unique local problems.
The Los Angeles Police Academy, located near Dodger
Stadium, trains police recruits, provides in-service
training for Department employees and is the site of
one of the Department's two target ranges, where all
sworn personnel and Department security officers must
periodically qualify with firearms.
The Academy is one of the most advanced police
training institutions in the world. Located less than
ten minutes from the Civic Center, the 23-acre Elysian
Park complex is nestled in a picturesque setting of
fountains, waterfalls, pine trees and flowers. The
classrooms, gymnasium, track, athletic field, obstacle
course and firing ranges, housed in and among
Spanish-style buildings, are used for recreational and
sports purposes, as well as for training.
In the early 1900 1 s, upon meeting minimum
requirements, police officers were simply given their
badges and assigned to protect the City. Since they
received no formal training, they learned while on the
job from other police officers or through trial and
error. In 1924, when a program of training for new
officers was instituted, there was no regular training
facility. The Department had to use classroom space
at an armory in Exposition Park.
In 1925, the Los Angeles Police Revolver and Athletic
Club (LAPRAAC) was formed. This private organization
of sworn members of the Department opened a pistol
range in Elysian Park, on the site of the present
Police Academy. This ·range was to play a pivotal part
in future training for the Los Angeles Police
Department. That future began in earnest when, during
the 1932 World Games, the Olympic Committee obtained
permission to use the range for the pistol and · rifle
competition. When the Olympic games were over, the
Department was given a dormitory building. This
structure, which had been used at the Olympic Village
in Baldwin Hills, was dismantled and transported to
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the Elysian Park site by off-duty officers and then
reassembled for use as a clubhouse. Later it became
the basis for the present Academy restaurant and cafe.
In 1935, the Board of Park Commissioners approved
LAPRAAC's plans for development of an athletic center
near the athletic field and shooting range.
In 1936, LAPRAAC offered the Elysian Park site to the
Police Department as a training facility. Since the
first recruit class graduated from the Elysian Park
facility in 1936, all sworn members of the Department
have received their formal training at the Academy.
Educational methods and materials have changed
enormously, but the basic purpose remains the same:
to produce the best-trained police officers possible.
Today, Los Angeles police officers undergo one of the
most extensive and innovative training programs in the
world. Training Division is headed by a Captain of
Police who is responsible for the development and
presentation of all formalized instruction for sworn
and civilian personnel.
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D. The Police Commission
1. The Police Commission is the "head II of the
Department as stated in Section 77 of the
C i ty Ch a rte r •
2. Five citizens serve on the Commission. They are
appointed by the Mayor with approval of the
C i ty Co u n c i 1 •
3. The Commission has the power to supervise,
control, regulate, manage and enforce all
rules necessary to carry on its duties.
4. Under the authority of Section 79 of the
City Charter, the Commission appoints and
directs the General Manager (Chief of Police)
of the Department.
E. Chain of Command - Sworn
1. Chief of Police (COP) - The General
Manager of the Police Department.
2. Assistant Chief of Police - Commands one
or more bureaus with related functions,
grouped into an 11 Office 11
; called the
Director of an Office.
3. Deputy Chief of Police - Commands one or
more bureaus or staff sections, or
administers two or more
divisions with related functions.
4. Police Commander - May be the commanding
officer or assistant commanding officer of
a bureau, or the commanding officer of a group;
also assigned to various staff positions.
5. Police Captain - Commands a division or
area.
6. Police Lieutenant - Commands a Detective
D1v1s1on or a watch, heads a staff section
or acts as an adjutant to a staff officer.
7. Police Sergeant I and II - F~nctions as a
first-line supervisor or acts in a staff
capacity.
****
***
**
*
[]]
D
3. Police Detective - Performs initial and
follow-up investigations of crimes.
~~ No Insignia
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9. Police Officer III+! - Coordinates
community watch programs and trains
probationary police officers.
10. Police Officer III - Trains probationary
police officers, acts in a staff capacity
or performs assignments in specialist
positions.
11. Police Officer - Performs a field
ass1gnment or a support function
in a staff capacity.
No Insignia
Service stripes, each signifying five (5) years of service, are
short diagonal hash marks worn on the left sleeve below the elbow.
F. Civilian Commanding Officers
In the Department there are eight civilian positions which
are at the 1 eve 1 of Capt a i n or Deputy Ch i e f .
1. Police Administrator - The Commanding Officer of Fiscal
Support Bureau in the Office of Administrative Services.
2. Director - The Commanding Officer of Motor Transport
Division, Automated Information Division or Behavorial
Science Services.
3. Chief Administrative Assistant - The Commanding Officer
of Fiscal Operations Division or Records and
Identification Division.
4. Stores Supervisor - The Commanding Officer of Supply
Division or Property Division.
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G. Definitions
1. DEPARTMENT - The Los Angeles Police Department.
2. OFFICE - A major functional segregation of activities.
There are three Offices within the Department, each
directed by an Assistant Chief:
*
*
*
Office of Administrative Services
Office of Operations
Office of Special Services
3. BUREAU - A further segregation of activities.
There are nine bureaus within the Department.
4. GROUP - A functional grouping of organizational
entities responsible for carrying out specific
objectives within an office or bureau.
5. AREA - A functional responsibility or geographic
grouping of two or more divisions within a bureau.
6. DIVISION - A functional or geographic subdivision
within an office or bureau.
7. SECTION - A major activity within an office, bureau,
group or division.
8. UNIT - A specific activity within a division or section.
9. DETAIL - An assignment or duty.
The charts and map on the following pages will give you an idea
of how the Department is organized and some of the geographical
boundaries.
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- - - - - - - - - - - - - - - - - - -
Organization of the
LOS ANGELES POLICE DEPARTMENT
MJ1111al of 11,., Io~ An |
Filename | indep-box25-34-01.pdf |
Archival file | Volume85/indep-box25-34-01.pdf |