Discipline standards for the Los Angeles County Sheriff’s Department (LASD) have been a source of concern for several years. Between 2012 and 2017, the past administrations sought to discharge 362 employees, of which 253 were Deputy Sheriffs. Those actions caused great strife between our Department and the employees who proudly serve our communities each day.

Recently, the Los Angeles County Employee Relations Commission ruled that changes made to the Department’s Guidelines for Discipline in 2013 and 2017 were void, due to the Department’s failure to negotiate those changes with the employee unions. The Department was ordered to revert to the Guidelines in place as of 2012, until desired changes are negotiated with the unions. Those negotiations are underway.

I simply followed that ruling in December 2018 by reverting to the appropriately established 2012 Guidelines for Discipline and Education-Based Alternatives, to be in compliance. The current, validated version of the 2012 Guidelines for Discipline was also posted publicly on the internet.

The 2012 guidelines provided for suspension as an option for discipline, rather than termination, in certain matters. As a result, cases must be reviewed and in some cases the discipline determinations revised. The established discipline standards allow for supervisors and managers to guide the performance of our employees, as well as provides for progressive discipline or education-based alternatives. Discipline could still result in termination for those cases that are deemed to warrant such an outcome.

I take the responsibility for the performance and behavior of each of our employees very seriously. I weigh this with the trust that the community has put upon me to ensure that each member of the Department is guided by strong principles. I must ensure that just treatment of our employees occurs and that fair employment laws are followed.

There are current reviews being conducted of previously imposed discipline. This is being administered by a panel of executives who are evaluating the totality of the charges, the imposed discipline, the performance record of the employee(s), and all details of each investigation. The reviews are based on case law and the standards outlined in the 2012 Guidelines for Discipline and Education-Based Alternatives.

Sheriff Alex Villanueva