[{"_1":2,"_99":-5,"_100":-5},"loaderData",{"_3":4,"_26":27},"root",{"_5":6,"_17":10,"_18":19,"_20":21,"_22":10,"_23":-5,"_24":-5,"_25":10},"user",{"_7":8,"_9":10,"_11":10,"_12":-5,"_13":-5,"_14":15,"_16":-5},"roles",[],"isAuthenticated",false,"isPremium","planName","subscriptionStatus","featureFlags",{},"insightsBudget","isDevelopmentHost","userPreferences",{},"recaptchaSiteKey","6LcvOJcUAAAAAHsB-gPGfGktcRlKpH7OTIU_dMTD","isImpersonating","impersonation","affiliateStatus","isFreedomPortal","routes/v2/article/layout",{"_28":29,"_30":31},"notFound",true,"relatedArticles",[32,75,87],{"_33":34,"_35":36,"_37":38,"_39":40,"_41":42,"_43":44,"_45":46,"_47":48,"_49":50,"_51":52,"_53":54,"_55":56,"_57":58,"_59":60,"_61":62,"_63":64,"_65":66,"_67":68,"_69":70,"_71":68,"_72":73,"_74":73},"mediaId",5985450,"mediaKeyId","5772368-75f046d12beadf6e0eb803af725781b0","parentId",5772368,"title","Committee holds Workday fixes as city aims to use overtime bank to avoid layoffs","audioSeconds",3289,"startMs",498000,"endMs",3787000,"viewUrl","/Search/View?dp=1&key=5772368-75f046d12beadf6e0eb803af725781b0&start=498&end=3787","thumbnailUrl","https://assets.pipeline.soar.com/5772368-75f046d12beadf6e0eb803af725781b0/thumbnail_498000.jpg","articleUrl","/articles/5985450/Los-Angeles-City/Los-Angeles-County/California/Committee-holds-Workday-fixes-as-city-aims-to-use-overtime-bank-to-avoid-layoffs","mediaUrl","https://secure.pipeline.soar.com/5985450-c99da41a5c0896a54167521a1d451ce3/orig.mp4?Expires=1775350101&Signature=J2Yz-z39aMwCvY3uZdDHqnYFSWSw95c9MEyMzYUjf1B2f0Z~ni0Mfy-cmTK99sH7JzqJtVPqaFgzdBE~cji1vxhkbseUUdiH3j9Q39oIuBxjNs~~rxDTuuM0vrP~ld3p8vzYfqbwuAsajZj38lo51GkeyI5hMqo8gISYOiM-zohTBTGnBy3Zs3YK7p0TtMzmgfMvuIDNoywNpunr3whDbtK66ylXYA5Vdr0OYXG6dxhChsyIiJX8M7Wsf1htomT9Ybnus1-qkff833YocYIIGyjB-v1eWIeR9WFhf3t3VYhz10vQr0e1W~t45duisHPB7mS86biZn7kTW8pVdDmN5A__&Key-Pair-Id=KUT5TJCACFTXG","author","Los Angeles City, CA","date","2025-09-13T05:06:25Z","article","Councilmember Chip McCosker convened a Personnel and Hiring Committee meeting where staff warned that unresolved Workday payroll issues could undercut a labor agreement designed to avert layoffs and that short-term technical fixes are underway.

The committee heard that, as of Aug. 28, 349 positions were in “substitute authority” slated for elimination; 279 of those positions are being held in abeyance because of tentative agreements with bargaining units, and 70 layoffs were actively being processed by the Personnel Department. Kimberly Squire of the Chief Administrative Office described the headcount and said negotiations with the coalition of unions are “pending” and that a tentative agreement could reduce the number of layoffs in advance.

Why this matters: the Police Protective League’s tentative agreement includes a voluntary overtime bank that city officials say will generate savings used to prevent layoffs across other departments. That arrangement cannot operate reliably until Workday consistently applies a specialized pay calculation known in the meeting as the “171‑hour” FLSA rule for sworn LAPD personnel.

Payroll union leader Matt Garza, director with the Los Angeles Police Protective League, told the committee in public comment that members have “out of patience” with Workday and urged the city to seek damages from the vendor, citing a recent Oregon judgment in which the state won money from its Workday vendor. Garza said Workday’s failures are “negatively impacting the city's budget” and the voluntary overtime bank that was “designed to save money and save jobs.”

Information and technical steps described at the meeting:
- Personnel Department (Vince Cordero) said phase notifications and layoff calculations are paused for some employees while tentative agreements are finalized; a set of phase 3 notifications were put on hold pending an agreement that staff hopes will be finalized by Friday, Sept. 19. One phase 4 layoff proceeded because that employee was not represented by the coalition.
- Steve Rivera (Personnel) said the expedited transfer process (ETP) had produced 136 conditional job offers, of which 89 were accepted, 45 were declined, 2 were pending, and 67 accepted offers had been completed in Workday. The transfer portal currently shows about 424 positions available and departments have been referred more than 9,300 applications and have received more than 1,700 applications in total. Rivera said ETP will remain active for the rest of the fiscal year regardless of the bargaining outcomes.
- ITA General Manager Ted Ross and Ed Magos summarized the technical problem: integrations from subsidiary timekeeping systems into Workday can produce data that fails Workday validations, and in a subset of cases that triggers negative balances or rejected time that payroll staff must correct manually. Ed Magos said, “The 171 FLSA rule has been configured in Workday since go live,” and described edge cases and rejected records that require manual resolution.
- Workday agreed to bring back an original deployment specialist for an approximately eight‑week period at no cost to the city to review and reconfigure the 171 logic; meeting participants said Workday will also provide a deployment specialist for roughly 50–60 hours to assist on integrations. Officials characterized this work as urgent and prioritized it to unblock the voluntary overtime bank.

Staffing and capacity constraints were emphasized. ITA staff said the project had 11 external consultants during the first year of implementation and that funding fell to three consultants in the second year, creating a smaller sustained capacity to clear a backlog. ITA reported receiving 800–1,000 Workday tickets per month and said teams are triaging critical tickets first. Committee members urged setting concrete deadlines and increasing resources.

Fire and police both described subsidiary timekeeping complications. LAPD CFO Trina Anziger said LAPD has documented issues (“snow tickets”) related to the 171 calculation and is working closely with the controller, personnel and ITA. Fire Department staff described parallel integration work and said two vendor “bake‑off” demonstrations for alternative timekeeping/tracking systems were scheduled in the next two to three weeks to test options that might replace or better integrate with Workday.

Controller’s office participation and oversight: controller staff said the issue is a high priority and that senior controller leadership, payroll, and integration leads are participating in the remediation work.

Committee action and next steps: after discussion, the chair recommended the committee hold item 16 in committee rather than advancing the motion to full council. Staff were asked to return with monthly updates and to include the controller and other departments as appropriate. The committee did not vote to advance the Workday motion at this meeting.

Ending: committee members said they would monitor completion of the consultant work and the configuration fixes and asked staff to return with follow‑up reports showing progress toward implementing the voluntary overtime bank and reducing the number of positions in substitute authority.
","mediaType","Video","parentTitle","Personnel and Hiring Committee - 9/12/25","oneSentenceSummary","Councilmember Chip McCosker convened a Personnel and Hiring Committee meeting where staff warned that unresolved Workday payroll issues could undercut a labor agreement designed to avert layoffs and that short-term technical fixes are underway.","taxTitle","Los Angeles City, Los Angeles County, California","taxId",4025,"location","headline","","shortSummary",{"_33":76,"_35":36,"_37":38,"_39":77,"_41":78,"_43":79,"_45":80,"_47":81,"_49":82,"_51":83,"_53":84,"_55":56,"_57":58,"_59":85,"_61":62,"_63":64,"_65":86,"_67":68,"_69":70,"_71":68,"_72":73,"_74":73},5985442,"Personnel warns QME delays will frustrate new 75‑day decision window for presumptive sworn claims",2508,2672000,5180000,"/Search/View?dp=1&key=5772368-75f046d12beadf6e0eb803af725781b0&start=2672&end=5180","https://assets.pipeline.soar.com/5772368-75f046d12beadf6e0eb803af725781b0/thumbnail_2672000.jpg","/articles/5985442/Los-Angeles-City/Los-Angeles-County/California/Personnel-warns-QME-delays-will-frustrate-new-75day-decision-window-for-presumptive-sworn-claims","https://secure.pipeline.soar.com/5985442-fdbd38131df3fbfc4224b675fd883ea9/orig.mp4?Expires=1775350101&Signature=gYalBBT1CqPpdk8EbtrHVbfJ5p6gA7ZnFjwm0ZyJ6ZWEASVsgr1t5~ISxFyynJoKT5x~Fa6LQixyVpasZY1V07yuFlYJOa~PpwjGcVjt7XSXI83v3oFR-SnPecjnd5mABVOzRYj1cm0VAuYpO~EzPnpRf-UHqCJ-Hejo16rSA4vt4x~dUbLUWKvU20qnOkYFBpvJuxTrFm~EpLZfRduMzUoO5CFAd4MuHTfNAALORZpaLWQ3PHsTFDXKRpxusaNK3IgJrNup7LzeaZqggFByQ4zcktreHt9fE2UQrP8M1e11vjC0VqfPgTom0nVVQSBgu7WZ3Lky92Hykkpqz8Us4g__&Key-Pair-Id=KUT5TJCACFTXG","The Personnel Department told the Personnel and Hiring Committee that recent state changes and statewide doctor scheduling delays are creating practical barriers to meeting a shortened decision timeline for presumptive sworn workers' compensation claims.

Tyrone Spears, chief of workers' compensation at the Personnel Department, said the state reduced the statutory decision window for presumptive claims from 90 to 75 days. Personnel staff told the committee that the change is difficult to meet because Qualified Medical Evaluator (QME) appointments can be delayed for months and medical‑legal reports can take another 45–90 days to produce.

Key points from staff and committee exchange:
- Medical access and scheduling are the main bottlenecks. Personnel staff said QMEs and other specialists are scheduling four to six months out, and that obtaining the medical‑legal report can extend the timeline further.
- Personnel said medical care is provided without interruption. For cancer claims the department has used group health plan coverage to avoid interrupting treatment and then reimburses the health plan if the workers' compensation claim is later accepted. For other injuries the city covers treatment during the delay up to the statutory threshold for medical payments, and then converts employee time back to workers' compensation pay if the claim is accepted.
- Wage replacement is the primary delay that affects employees; while medical care can continue, employees often must use accrued sick or vacation time until claims are accepted. Staff said catastrophic leave banks, long‑term disability and other departmental supports can help employees who exhaust ordinary leave.

When the chair asked whether the city can meet the new 75‑day standard, personnel staff responded bluntly: the reduced window “just further compound[s] the problem” because scheduling and outside‑medical resources are outside the city's control.

Action: after discussion the committee moved to note and file the Personnel Department report. Councilmember McCosker, Councilmember Rodriguez and Councilmember Hutt voted to note and file the item.

Ending: staff said they will continue standing coordination meetings with department management and occupational safety teams and are available to answer questions from departments and bargaining units as claims are processed.","Personnel Department staff told the council committee that the state reduction from 90 to 75 days to decide presumptive sworn workers' compensation claims is impractical given long waits for Qualified Medical Evaluator appointments; staff said medical treatment continues but wage replacement often remains delayed until claims are accepted.",{"_33":88,"_35":36,"_37":38,"_39":89,"_41":90,"_43":91,"_45":92,"_47":93,"_49":94,"_51":95,"_53":96,"_55":56,"_57":58,"_59":97,"_61":62,"_63":64,"_65":98,"_67":68,"_69":70,"_71":68,"_72":73,"_74":73},5985445,"Report compares MOU 35, project labor agreements and targeted hire program; personnel suggests apprenticeship pathways",561,3848000,4409000,"/Search/View?dp=1&key=5772368-75f046d12beadf6e0eb803af725781b0&start=3848&end=4409","https://assets.pipeline.soar.com/5772368-75f046d12beadf6e0eb803af725781b0/thumbnail_3848000.jpg","/articles/5985445/Los-Angeles-City/Los-Angeles-County/California/Report-compares-MOU-35-project-labor-agreements-and-targeted-hire-program-personnel-suggests-apprenticeship-pathways","https://secure.pipeline.soar.com/5985445-25d76bf1383ad625e5315fd0abf69aca/orig.mp4?Expires=1775350101&Signature=D2de39S0IZWLp3Qr6gjfAfKubSHm2OZjfYWGKDDGwK47QYpJI-aaVTZdhrC5L5MrmZWR6UyOxICKcFbBGAHNSLHQu-NjI-cEr8EnIg1Stnev4tymDctMRaUtMOE7cr1z~B2ma2r9QerycQFrAb~vJEMRp5-oxRuNUlnoDxsfM3rZ~uI75Oqofs4KBmSmQvhIr1flFH6KY-xhWfBnfyn7pezNee0pUjzFGpNzkFRzSnVyOgH75-KzozdfMQwOrOvpRG-qHqu7CT8Yokiy48oXFUcYxe-DseMRtc6aNb2cuc13JSfiTZzK2e2hdLEGb4vhfIMNCsX4fkg7pIT~~JSRZQ__&Key-Pair-Id=KUT5TJCACFTXG","At a Personnel and Hiring Committee meeting Councilmember Chip McCosker asked staff to report on hiring hall practices under Memorandum of Understanding 35 and how those practices compare with project labor agreements and the city's targeted local hire program.

Antonio Cepeda of the Chief Administrative Office Employee Relations Division told the committee that MOU 35 is a nonexclusive agreement negotiated between the city and the Los Angeles/Orange County Building and Construction Trades Council that allows departments to hire craft workers from hiring halls on an as‑needed basis. He said project labor agreements are distinct, exclusive arrangements tied to specific long‑term construction projects and that contractors hired under PLAs are not city employees.

Key findings presented by staff:
- MOU 35 members are generally paid under union master agreements, pay into Social Security and are not enrolled in city pension plans; the city pays certain fringe benefits on a per‑hour basis. Sick leave is the statutory benefit noted in the report.
- Personnel staff identified that two craft classifications represented under MOU 35 — electrical craft helper and communications electrician — already have an existing pathway into permanent civil service employment and that the electrician classification has an existing apprenticeship program.
- Personnel also identified 17 additional classifications that could be explored for apprenticeship programs and four classifications that might be appropriate for the city’s bridge‑to‑jobs program, which provides pathways to civil service for individuals with employment barriers.

Council members pressed staff on whether expanding classifications under MOU 35 could undermine work traditionally performed by laborers. Personnel replied that MOU 35 hires are ‘‘as needed’’ and do not occupy civil‑service position authorities, and that to staff knowledge the trades council had not raised a concern about displacement. Council members asked staff to follow up on any jurisdictional concerns.

Action: the committee voted to note and file the joint CAO and Personnel report. Roll call for item 3 showed Councilmember McCosker, Councilmember Rodriguez and Councilmember Hutt voting in favor.

Ending: staff said they will follow up on apprenticeship and bridge‑to‑jobs opportunities for specific craft classifications and check for any unresolved jurisdictional concerns raised by labor unions.","City CAO and Personnel Department reported on MOU 35 hiring hall practices, contrasted them with project labor agreements (PLAs) and the city's targeted local hire program, and identified several craft classifications for possible apprenticeships or bridge‑to‑jobs pathways.","actionData","errors"]

Article not found

Committee holds Workday fixes as city aims to use overtime bank to avoid layoffs

Personnel warns QME delays will frustrate new 75‑day decision window for presumptive sworn claims

Report compares MOU 35, project labor agreements and targeted hire program; personnel suggests apprenticeship pathways