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Orientation Manual
for .
Civilian Employees
of the
Los Angeles
Police Department
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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
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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
·
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.
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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<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 -------------------
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**
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
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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.
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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.
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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.
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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.
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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.
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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
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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)
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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)
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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.
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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.
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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
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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.
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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-
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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.
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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.
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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).
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l. Uniformed Security Officers, Station
Officers, and Police Service
Reeresentatives shall follow the
guidelines listed below:
a.
b.
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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.
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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.
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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
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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.
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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.
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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.
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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.
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----------------------- -~-~- ~ ~ -
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.
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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.
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~-------- - - - --- ------ ~ - - ·- -
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.
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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.
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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.
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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.
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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.
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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.
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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
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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
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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
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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
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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
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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
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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