By Robert J. Lopez
Los Angeles Times
AP Photo/Nick Ut
Douglas Barry speaks during a news conference in December 2006. |
LOS ANGELES — The Los Angeles Fire Department has made progress in addressing problems of harassment and discrimination that have cost taxpayers millions of dollars in legal payouts, according to an audit released Friday by the city controller.
But department officials still have a long way to go to strengthen how complaints and investigations are handled, the 33-page report found.
The report, a follow-up to a scathing audit more than two years ago, was released during a news conference attended by City Controller Laura Chick and Fire Chief Douglas L. Barry.
"Chief Barry's strong leadership has produced results," Chick said.
Barry on Friday acknowledged that the department still needed to implement reforms outlined in the earlier audit, including setting up a computer system to track complaints and investigations.
"There is still a lot more work to do," Barry added.
Chick's earlier audit found evidence of harassment, retaliation and discrimination on the 3,900-member force. That report, along with several high-profile discrimination suits, contributed to political pressure that led to the resignation of Fire Chief William Bamattre.
Since July 2005, taxpayers have paid nearly $7 million to settle allegations of Fire Department retaliation, harassment and discrimination and to cover the costs of outside counsel, according to figures released Friday by the city attorney's office. That sum does not include $7.8 million for jury awards to two white captains and a black lesbian firefighter who were involved in two separate lawsuits alleging discrimination and retaliation.
The follow-up audit said Barry had established standard disciplinary guidelines and human relations training for employees. He also has visited all 106 firehouses in the city to meet with firefighters and let them know that hazing and harassment will not be tolerated, Chick said.
Steve Tufts, president of United Firefighters of Los Angeles City, which represents more than 3,500 rank-and-file firefighters, agreed that the department had made positive strides under Barry.
But Tufts criticized some of the deputy chiefs on Barry's command staff, saying they had hindered reforms and failed to embrace change.
"We have inbred speed bumps at the upper-management level," Tufts said.
One key change under Barry has been a Professional Standards Division, which was launched recently to investigate complaints. The unit is staffed by two part-time civilian investigators, who handle all discrimination and harassment complaints, and four uniformed personnel who investigate other allegations, such as those involving unprofessional or improper conduct. The division is headed by an assistant chief who reports to Barry.
In July, when the new budget takes effect, the two civilian investigators will become full-time employees and three additional civilians will be hired to investigate other types of complaints, Barry said.
Chick's 2006 audit called for an independent investigative unit that would report to the five-member civilian Fire Commission and city Personnel Department.
Chick said she still favors that recommendation but that the Professional Standards Division was a solid start.
"We need to do more," she said.
The department may have to do more, depending on the outcome of an ongoing investigation by the U.S. Equal Employment Opportunity Commission, which last year found that a "pattern and practice . . . exists for a class of female and black firefighters based on gender and race."
The commission is preparing settlement recommendations that will be presented to the city, according to two sources familiar with the proceedings who asked not to be named because of the confidentiality of the probe.
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