The Endorsement for Sheriff

Steven Grammas
Steven Grammas

At the time of this writing, two candidates are running for Clark County Sheriff: Joe Lombardo and Tim Bedwell. Again, understand that this article was written around the middle of February and no other candidates were listed. Having said that, I want our membership to know what the process is for this race and my feelings on this race.

Our LVPPA bylaws, under Article 27.02, state:

Sheriff endorsement surveys:

  1. For the purposes of an election for the office of Sheriff (and only the office of Sheriff), balloting will be done in order to ascertain which candidate for Sheriff the membership is interested in endorsing. If a minimum of 51% of all those eligible to vote do so, the candidate receiving the majority of votes will be endorsed by the Association for the office of Sheriff.
  2. All dues-paying members in the bargaining unit covered by the Las Vegas Police Protective Association – Las Vegas Metropolitan Police Department Collective Bargaining Agreement may vote on the potential endorsement of a candidate for sheriff.

I would like all of our membership to be thinking about who you would like to see running our agency. Our support of a candidate is extremely strong in the political world and means a lot to the candidates. From governor to candidates for small local offices, everyone involved in politics wants the support of the PPA. When this survey goes out, it is one of the most important surveys you will ever take part in, aside from your contract.

Now that you know the way the endorsement process for this office goes, I would like to give my two cents on this topic. Let me start by saying that before joining the Executive Board, I never had many dealings with Joe Lombardo. He was my chief when I was in Narcotics. I never worked directly for him or got to know him. When he first took office, I had just come to the Executive Board and wanted to do a “get to know the Sheriff” article. I sat down with Joe and asked him about his plans for the future of the LVMPD. It was no secret that Joe and the LVPPA were not on the greatest of terms during and after the election. I have found out some of the reasons why Joe was so upset, and I would probably be a little upset, too, on some topics. But Joe did the interview with me like a professional and gave candid responses to some tough questions.

Fast-forward to my becoming president of the LVPPA in the summer of 2016. It’s no secret we probably still were not on good working terms. One of my goals was to bridge that gap between Joe and the PPA because of the advantages a good working relationship could have for our members. Joe and I pretty quickly fixed that relationship with some mutual trust and respect of each other’s positions as leaders of our organizations. Through conversations with Joe, I can tell you I have saved at least eight officers’ jobs. These cases had been recommended for termination by Labor and other executive staff members. Joe and I kept these people employed. Other cases of discipline have been reduced specifically by Joe himself. In one case, which already was rolling as an SOC, our officer would have received a suspension at minimum because of prior discipline. But Joe gave the officer a “butt chewing” and considered it settled.

Our members had issues at CCDC, including coffeepots and microwaves. Scott and I met heavy resistance from Suey and Fasulo on this topic and they refused to remove these tools. Sheriff Lombardo eventually had all of them removed. He was receptive when Scott and I asked for Chief Forbus to succeed Suey, and now Chief Forbus is running the jail. I am positive more than our conversation about Forbus went into this decision but, in the end, our members benefited from it.

I also have to give credit to Sheriff Lombardo for assisting me and standing by our officers during the horrible Michael Bennett accusation case. From the morning that allegation came forward, Sheriff Lombardo and I frequently spoke to each other about the case. Never once did Joe waver from supporting our wrongly accused officers. While Joe can’t be as direct as I can be in the media, he made it clear our officers acted appropriately and within policy and training and that no discipline would fall on the officers. I am quite certain that had Bennett himself actually filed an IAB complaint, the Sheriff would have recommended bringing charges against Bennett. And Sheriff Lombardo was largely responsible for moving to charge anyone who files a false complaint against an officer when the BWC proved it to be blatantly false.

The last example I would mention is the October 1 shooting. Sheriff Lombardo was out in front of the cameras more frequently than probably any head of any organization across the country would have been. He updated the citizens as often as possible about the heroic actions of the officers of the LVMPD and what was occurring. Sheriff Lombardo and I again were in constant contact, making sure all of our people were taken care of and doing OK. This was evident from other union members from places like NYPD, Florida PBA and other members associated with the National Association of Police Organizations. They applauded how LVMPD and Sheriff Lombardo handled this tough situation.

I wanted to give some facts about my dealings with Sheriff Lombardo. As I am sure, plenty of our officers have never really had any interactions with the Sheriff, and I feel my perspective is important on this issue. As for Tim Bedwell, I have never met him or spoken to him. I do know, at this point, no external candidate has spoken to me about the Sheriff’s race. For me, as your President, I would rather deal with the Sheriff I know rather than the one I don’t. Understand, whether it’s Joe Lombardo, Tim Bedwell or anyone else, when the Department oversteps its authority or does things not in the best interest of our membership, I’ll be the first one there launching a lawsuit or EMRB complaint, as I have done the last year and a half. Our membership deserves that type of representation and that is exactly what you all will get. We have never been more aggressive in those areas in LVPPA’s history. Even with all the cases we have filed, I still believe I have a good working relationship with Sheriff Lombardo and sometimes the legal avenue is the only way we can settle things. But we both come back to the table the next day to talk and work out the next issue.

At the end of the day, though, the choice for Sheriff is yours. If the membership comes in with a vote for any candidate or, possibly, no candidate at all, I will 100% support that decision.

Please feel free to call me with questions or concerns on this or any other topic. Stay safe!

Campaign Promises

Steven Grammas
Steven Grammas

First, I hope the new year finds you happy and healthy. I also want to personally thank my Executive Board, Scott Nicholas, Bryan Yant, Mike Ramirez, Tyler Todd, Kirk Hooten and Myron Hamm, for their amazing work over the last year and a half. Another huge thank-you goes to our incredible staff, David Roger, Kelly Sweeney, Laura Paletta, Roy Hoernke and our amazing event coordinator Adella Solano. It is very important for our membership to know how crucial each one of these people is to the success of the LVPPA. I have tasked them all with things this Association has never done before, and they have risen to the occasion time and time again. We would not be in the position that we are in now if it weren’t for these people. So, from me to my staff, we thank you.

Toward the end of summer last year, Scott and I decided that things needed to change at the PPA. That’s not to say I think Mark Chaparian, Chris Collins and David Kallas did not do things right. They put us in the position to be able to do the things we do today, and my hat is off to them for their commitment to this Association while they were here. However, our goal for the future of this Association was to enhance the benefits we offer our members. With the help of Bryan Yant, Scott and I created a flyer that contained some campaign promises, and I would like to update you all on those.

  1. Assist members 24/7. This is by far the most important part of our campaign. We know that our members need to be able to reach the Executive Board at all hours of the day. We have been extremely successful in this arena — so much so that LVMPD felt compelled to remove us from the Department-wide communicator to prevent us from arriving too quickly at critical incidents. Not only do we still arrive quickly, but we also now have the involvement of the entire membership calling and texting us about incidents to make sure we are the first to arrive. I also ensured that this Executive Board is composed of officers that understand the need to be accessible to our folks 24/7, no matter how small a situation may seem. A simple situation to one of us may no doubt feel like the world is crashing down on your shoulders, and when you feel that way, you need a representative to be there to answer the phone and spend time talking to you.
  2. Fight to increase pay and benefits. At the beginning of my time as president, we finalized negotiations on a three-year contract. In that contract, we built in COLAs and significantly increased our clothing allowance. But one of the biggest victories was due to us looking to the future regarding body-worn cameras (BWCs). During the end of negotiations, Mike Ramirez came to me and said that legislation was going to be passing in the coming session about a mandate for BWCs. With this in mind, and knowing the Department wanted BWCs on officers, Scott and I made a push with LVMPD to bring a 1% COLA addition to the current package we were negotiating. LVMPD agreed, and the new CBA was born. We had our share of officers opposing the BWCs, but we asked that you all trust our decision. To this day, our CBA is a model that other police associations have used, as it relates to a pay increase for equipment. The media even did a story on how the LVPPA “tricked” the taxpayers into compensation for cameras when, as we predicted, it turned out to be mandated by law at the 2017 session.
  3. Lobby for enhanced punishment for crimes against officers. Mike Ramirez spends the entire legislative session, from February until almost the end of June, living in Carson City. One of the topics I had Mike try to push through was some form of added punishment to crimes against officers. Mike worked day in and day out with different senators during the session, continually pushing for this type of legislation. In the end, Senator Ford brought forth and passed Senate Bill 541, which “adds prison time of one year to 20 years for felonies committed against police officers, firefighters or emergency medical personnel acting in their normal course of duty.” We still have some work to do in this forum, but it is a great start and holds a very promising future.
  4. Give back to the membership. This was the promise that I feel we have exceeded. One of our first steps in this area was to gain a dues freeze for our members, ensuring for the time being (back in 2016) that the rate a member paid did not go up with the new COLA. Never before had a dues freeze been done, as far as we are aware of, as the Bylaws were never built with the ability to do such a thing. Then came the summer of 2017. Scott and I not only asked for a freeze once more, but we also asked for a groundbreaking reduction. While the amount was small, it was a way to touch every member in some small fashion. This also had never been done in the history of the PPA. We were able to do this because of men like Chaparian, Collins and Kallas, who worked to bring our assets up to a point that now allows us to roll out the reduction. But we didn’t stop there! We have incorporated Golden Knights Hockey games, UNLV football tailgates, UNLV basketball events, nights at Gravady and the LV 51s. We also run our annual Trunk or Treat, which saw over 500 attendees this year, and our always popular Santa Day. We push out tickets to concerts, Lakers basketball, NASCAR and one of our most supportive groups, the UFC. Our general membership events have us giving out dinners, golf outings, handguns, flashlights and anything else we can get our hands on. We purchased the OIS RV, which has been worth its weight in gold, as our officers involved in critical incidents have had a nice, comfortable place to decompress after a high-stress situation. It is for all of the above reasons that our membership rate is at an all-time high.

Looking back, I feel that Scott and I have made good on every promise we’ve made. I’m not sure anyone who has ever run for office can say that, but I am very happy to say that we can. These are just a few things that we have been able to accomplish over the last year and a half, and what is great is that we know there is still more that we can do. We continue to explore the idea of building a more centrally located PPA building, complete with a members-only gym, lounge, locker rooms, sleep area and banquet hall for our members to rent. We won’t stop until we have one of the best associations in the country, and we are definitely on our way.

Thank you all for being a part of this Association and for allowing me to be your president. I have never had a more honorable and personally satisfying position in my life. I will never lose sight of why I do what I do and who I am doing it for. Thank you, and stay safe.

We Are Vegas Strong

Steven Grammas
Steven Grammas

As this issue goes to press, we are all still reeling from the October 1 shooting at the Route 91 Festival. As we continue to deal with the fallout and move forward together as a community, we also reflect on our lives, our choices and the things that are most important to us — friends, family and knowing that what we do professionally matters. No one on the Department needs to doubt that their service to the city of Las Vegas is worthwhile and that they, personally, have made a difference after this tragedy. As our Sheriff said in a press conference, without the fast action of our brave officers —those on the ground as well as those racing to the 32nd floor — hundreds more could have been killed.

I talk more about your Association’s response to this terrible incident on page 16. But as we head into the holiday season with heavy hearts over the loss of our brother, Charlie Hartfield, I encourage you to take comfort in your loved ones and know that thousands of the concert attendees will be spending time with their families this year because of your courage under fire.

Please know that the LVPPA is here to help you in any way we can, and don’t hesitate to reach out to any of us. As you enjoy the holidays, continue to pray for the victims, their families and the recovery of the injured. Above all, stay safe.

Don’t Hesitate

Steven Grammas
Steven Grammas

After the string of officer-involved shootings we have had over the last few months, I wanted to focus my article on the topic of hesitation. I want every member of the LVPPA to know one thing: I would rather spend $1 million defending an officer in a court of law than show up to a funeral. In my career here at LVMPD, I have attended far more funerals than I ever thought I would. I hope to God I never have to attend one more in the time I have left with this agency. One way to make sure of that is to make sure our officers don’t hesitate when it comes to lethal force.

Across the country, we have all seen the videos of officers waiting and waiting and waiting to use lethal force. These officers ultimately got lucky and never fell victim to the suspect, but I believe it is because those suspects were not committed to doing violence. However, if those same officers came across a suspect who was committed, we would be burying those officers. And because the officer didn’t pull the trigger, although it was 100% justified at the time, the media and police departments around the country praise those officers for “restraint”! That is not restraint! That is bad police work. That is fear of what will be said in the media or by their own departments. That is the potential to put other officers in harm’s way. That is flat out wrong.

If someone is standing over you telling you to kill them, and is reaching in their pocket and saying they have a firearm, and you don’t use lethal force, when will you? And if you won’t use lethal force when it is needed to protect yourself, what if the life you need to save is someone else’s? What if that same suspect is standing over your partner doing the same thing, and you don’t use lethal force until the suspect has already drawn and fired?

I truly hope a police officer is more worried about leaving their children without a parent or their spouse without their other half than worried about public scrutiny or internal questioning that may result in discipline. That is what should be at the forefront of your mind when encountering a potentially dangerous situation.

The hierarchy of importance for any officer should be as follows: 1. Family; 2. Partner’s family; 3. Everything else. I really want that to sink in! Go home at the end of the shift and make sure your partner does the same. What is going to come of a FIT investigation or a CIRT investigation or a Use of Force Board should be far removed from your thought process, and the thought of going home to your family should be at the very front. And when it comes time to face that CIRT interview or that Use of Force Board, you have the PPA standing by your side to get you through that process. I will commit, and have committed, large amounts of money to the legal aid of officers in the discharge of their duties. Our officers are highly trained. LVMPD puts all of us through the wringer when it comes to use of force, firearms qualifications, defensive tactics and vehicle maneuvers. We are given so much of this training to make it second nature when a violent encounter happens.

Many times, when I am with our officers involved in a deadly force situation, they tell me “as soon as the incident took place, my training just kicked in and I applied lethal force almost without knowing I was doing it.” That is the exact goal LVMPD is trying to achieve when you spend countless hours shooting at the range or drawing and holstering your weapon. It is so when your tunnel vision kicks in, your body goes into training mode and you do things subconsciously. Trust that training and all the hours spent making your mind and body go into autopilot. It won’t fail you!

Lastly, I want to say keep fighting the good fight out there. So many people want to talk badly about the profession of law enforcement. I say “so many,” but that really isn’t an accurate depiction of who is running their mouths. The small group of vocal people running their mouths about law enforcement have another agenda or reason for not liking the police. The good, hardworking, honest citizens of Clark County don’t go screaming to the media about how great their encounter was with the police, or how thankful they were that an officer recovered their stolen car or jewelry. But they do appreciate you. The leaders of our community appreciate you. The families who can play safely outside their front doors appreciate you. I wish our community, which is on your side, would start being more vocal in the media. Then maybe that narrative would change and all the good that police officers do will finally be put in the spotlight.

Positive Contact Reports

Steven Grammas
Steven Grammas

When I hired on the Department in 1998, we had a document called a “commendable.” This piece of paper with Department letterhead meant a lot to a lot of people. It said, “Job well done!” and “Thanks for going above and beyond!” While no one on this agency took the position for praise and a pat on the back, it doesn’t mean that we don’t still appreciate it when a supervisor does it. Deep down in all of us, we enjoy hearing that our hard work has been noticed and appreciated. The current form of documentation is the contact report. The Department says that it can be used for positive and negative conversations about incidents that have taken place. I ask all of our members this question: How many of you have received a positive contact report? I am going to go out on a limb and say that the percentage of positive contact reports is equal to the percentage of officers who think that I look like Brad Pitt.

I am not sure what is taught to new supervisors on our Department, but I hope that they are being taught how a positive working environment with positive recognition fosters a hardworking and productive work force. Something as simple as dropping a contact report in someone’s file that outlines the good that officer did goes a long way. It also shows the officer that a supervisor has identified their hard work and commended them for it. Sadly, all I ever hear about contact reports from our officers is the negative ones that they get. Officers don’t contact us at the PPA and talk about the good things their bosses have said about them; rather, they explain to us the negative contact report and ask for assistance in a rebuttal statement. Since I have been at the union, I have heard time and again that “a contact isn’t discipline” and “a contact is just a documentation of a conversation.” If that were the case, you would not have so many people pissed off over getting them. The perception from our members is that these negative contact reports will lead to progressive and future discipline, which it does. Good supervisors should be combating these negative contact reports with plenty of positive ones. If you want your officers to buy into your being a good boss who doesn’t just come down on them for the negative stuff, start utilizing positive contact reports.

At the time of writing this article, we are going through a sergeant testing process. I am speaking to you officers who are going to promote. Please remember the type of boss you absolutely hated to come work for. Remember all of the times that supervisor made you feel like crap or that all you did wasn’t enough. Take all of that and mold yourself into being the boss you wished that person would have been. Care about your troops and praise them for their hard work. Acknowledge them in both the public and private setting, and let people know you have their back. Be the sergeant who has their squad fill up first at the bump, because no matter how crappy your shift or RDOs are, troops will follow a good boss. To quote one of my favorite movies, Braveheart, when William Wallace is talking to the leader of Scotland: “The people of this country know you. Noble and common, they respect you. And if you would just lead them to freedom, they would follow you. And so would I.” Never has a more accurate statement been made. Build yourself a good reputation and the men and women of LVMPD will follow you, and so would I! 

Labor Pains

Steven Grammas
Steven Grammas

To be clear, I am not talking about the process of bringing a new life into this world. This article is going to focus on the issues that we are experiencing related to our current Labor Relations Department. I would like to start by saying that I do like the folks who work in that office. If you ever have the chance to stop in and chat with them, they are quite nice. I have had conversations with them in the past and have worked on some issues with them that have turned out to help some of our members. What we are currently having issues with is the apparent control over discipline that Labor Relations has or has been given.

From the LVPPA standpoint, it appears that commissioned supervisors are no longer allowed to make decisions related to discipline. It appears from our side that no one is allowed to go against what Labor decides. This fact becomes even more painfully obvious when we file a grievance on a case for an officer. During the meetings with either the captains or the chiefs, we are routinely told that they need to check with Labor before they make their decision. This is a whole other issue, as we believe it violates your CBA regarding the grievance process. We believe the CBA gives the person hearing the grievance the sole authority to make the decision to overturn discipline or whatever matter gave rise to the grievance.

There should always be some mitigating factors associated with these cases when they are warranted. Sometimes, officers screw up. It happens. We all know it. Sometimes we go into an IAB interview and have our officers “fall on the sword” because they know they messed up. However, all we have recently observed is aggravating factors to increase discipline on our officers. I have rarely observed a mitigating factor of “Officer has several commendations for X, Y and Z. Officer has volunteered several hours in the community. Officer has received employee of the quarter for their area. Officer has no discipline in their file.” But we sure see plenty of “Officer has been on the Department for X years and should know better. Officer has received training in this area. Officer has acknowledged POs and GOs about this topic. Officer is responsible for knowing policy.” These are factors that apply to everyone every day, yet when they want to justify bumping your Written to a Suspension, they use these vague factors to increase punishment. I am hard-pressed to find a situation where an AOC has said, “While the Matrix says this offense starts at a Written Reprimand, we have applied some mitigating factors to reduce to a Supervisory Intervention.”

Now, I can’t put it all in the lap of Labor. Although it is a challenging process to go against Labor’s decision, supervisors need to step up and say, “I appreciate the decision of Labor; however, I am going to make my decision on discipline, and I will justify that decision to anyone on the Department.” I don’t feel this happens often. It does happen on occasion, and I wish I could commend those supervisors who have done it, but I do not want to put anyone’s name in this article. You know who you are, and we greatly appreciate you. Most of the time, however, it appears easier to just go with Labor’s recommendation and let the officer fight the case through their grievance process. Kelly Sweeney was hired by the PPA and serves as our labor director. She used to be the director of Labor Relations for LVMPD for many years. She absolutely cannot believe how often Major suspensions are being used currently. When she ran Labor, those cases were saved for the worst-of-the-worst discipline. We now have an officer getting their duty belt stolen from their car, without their firearm, and getting 40 hours with no option! A victim of a crime gets the same discipline as an officer who actually commits a crime? I don’t care what realm of “progressive discipline” they are trying to apply. Full disclosure: This officer has two documented levels of discipline in their file. But neither of them is even remotely related to being a victim of a crime. If I have two conduct issues and then I am a victim of a crime, how can anyone say I should keep progressing in discipline for being a victim of a crime? We believe the punishment should fit the crime. If you want progressive discipline for conduct issues, or even continual performance issues, as long as they are similar, feel free. At least we could understand that progression. But a conduct, a performance and then a victim of a crime? I can’t find the nexus of those three incidents. Yet these are the decisions and offers coming out of Labor these days.

What about accountability? When officers show accountability for things, they still get the full force of Labor. The loose interpretation of the Discipline Matrix and where things can fall is also being abused. If say you have an excessive use of force, the Matrix puts you in a certain line item. However, they can slide you out of that line item into another because the first offense for use of force is a Written, but line item 6 can allow me to give you a Suspension. It is disheartening to me how discipline gets decided, and also the fact that supervisors are not free to make their own decision when hearing a grievance, but rather they, a captain or a chief, have to check with Labor to see if it is OK. That, to us, is not OK.

The positive side is that, while I have had issues with disciplinary decisions being made, Sheriff Lombardo and Undersheriff McMahill have been extremely open to conversation and have helped me try to get a better outcome in some of the serious issues we have. I wasn’t sure I would ever be saying this back when I took over as president, but those two have been far more helpful than hurtful. I don’t expect them to have their thumbs on every single issue going on at LVMPD, nor could I be expected to know every little thing the rest of the staff at the PPA does. But when I have needed help, I have received it — and, in turn, our officers have benefited from it. This was my hope when I took over: that we could open up communication with 100 and 101 and get matters resolved. And that is exactly what we have done.

The direction in which Labor is steering discipline, however, is very tough for me to sit back and watch. To be clear, my issue is not with IAB. IAB does the investigation and presents their findings. I may have some issue with the IAB process, but in the end, they do their best to simply provide the facts of the case and submit them to Labor and the Chain of Command for what discipline is to be administered. It is the process of deciding and administering the discipline that I have the issue with.

Hopefully, this didn’t sound like a segment of “The Rant” from Fox 5. But I feel you all need to be informed about how some of the discipline coming out is being decided. Too much power and authority is being given to Labor Relations, as opposed to the commissioned supervisors of our Department.

As always, if there is anything you all need from me or the rest of the PPA team, please just reach out to us.

Prepare for Your Interview

Steven Grammas
Steven Grammas

As your PPA representatives, we attend several hundred IAB interviews a year. Prior to all interviews, you should have a conversation with your representative about the case. At this pre-interview meeting, your rep should discuss with you some of the things that will occur during the interview. The rep should tell you about your rights as a peace officer and explain how the interview questioning should go. A subject officer is different from a witness officer. As a witness officer, everything being asked of you will be based around the accusation against the subject officer. No questions should be asked of you that would lend to you making statements about yourself that could result in you being a subject. As a subject officer, you are the one whom the investigation is focusing on. This case is either going to end with you being sustained or not sustained. If sustained, you will receive some form of discipline. As a subject officer, it is very important to have the pre-interview meeting with your rep. You need to understand your rights as a peace officer as well as understand how the interview is supposed to go. You should not be asked questions that are outside the scope of the notice.

We at the PPA have seen an alarming new trend with the Internal Affairs section. More and more, the investigators are asking officers “opinion” questions. First and foremost, we have a huge issue with this type of questioning. Detectives and supervisors in IA are trying to use witness officers to cement their case by asking questions like, “In your opinion, would you have done this?” or “If you were in this officer’s position, would you have used that same tactic?” What this in turn does is puts you, the witness officer, on the front page of their summary, alluding to the fact that you would not have done what this officer did — and then they use that to sustain your fellow officer. It puts you in a position, if and when the subject officer grieves the case, where you basically sustained them for the IA team with your “opinion.”

It becomes even worse for the subject officer. I have personally sat in an interview where the subject officer was asked, “Do you think your actions were appropriate?” Other reps have had similar questioning to include, “Do you feel you lived up to the ICARE values?” or “Were your actions conduct unbecoming of an officer?” As this style of questioning has happened more and more, I don’t even know why they have a standard interview anymore. Why doesn’t IA just start the tape, give their preliminary statements and ask the following: “Should you be sustained for ______ ?” (Input whatever section of the matrix you like.) That is basically what they are doing with their current line of questioning; I don’t know where this type of questioning came from. Maybe it’s just easier for the IA team to do their sustainment because they got you to admit on the record that you did indeed violate a Department policy. First and foremost, every notice for a subject officer includes the specific allegation being investigated. It also says, “You will be questioned about your knowledge, actions and conversations related to the above-listed allegation.” Nowhere does it say, “You will be questioned about your opinions, beliefs and moral position of the above-listed allegations.”

I referenced “moral position” above. That’s also a problem we are seeing. When there was no policy, SOP or law you violated, IA starts to turn into the morality police and will sustain you for how they “feel” about what occurred. No fact basis, other than asking other witnesses, “Would you have done this?” or your own statement to the question, “While you violated no specific policy, do you think you should have done this?” This is another disturbing issue with how interviews are being done in IA.

Because of NRS 289, IA has rules that they are supposed to follow. It is the nature of the beast in regard to an interview of a police officer. IA should be asking specific, fact-based questions in their interviews and then putting all of the facts together — not opinions — and then either sustaining or not sustaining an officer, not asking you those opinion questions when they see that their investigation hasn’t yielded much. It is for these reasons that you must meet with your rep before an interview, whether you’re a subject or a witness. Ultimately, no matter what is asked of you, or how much your rep objects to a line of questioning, if ordered to do so during the interview, you must answer. It is our job to fight those issues for you later on in the process. However, if you prepare before the interview, you will be better suited to respond to questions. Not preparing for an IA interview is like taking an oral board and doing no studying and then expecting to rank No. 1 on the board. It just won’t happen.

The first step in knowing what is going to happen in your interview is to know who is doing your interview. There are teams in IA that ask these opinion questions, and there are some teams that stick to just the factual questions of the allegations at hand and don’t veer off the notice. Either way, you need to prepare and prepare correctly. Your rep will help prep you for possible questions they feel may be asked of you. Talk to your rep, understand the process and get ready for your interview.

Our 2016 Fallen Officer Memorial

Steven Grammas
Steven Grammas

I would like my article to focus on the officers whom we lost nationwide this past year. This list is far too long. It encompasses all 2016 line-of-duty deaths through December 8, and unfortunately, even more will probably have occurred by the time you read it. Please review and remember our brothers and sisters who made the ultimate sacrifice. They will be forever missed, but never forgotten. May all of them rest in peace.

Let us pray that the list next year is nowhere near this size. I have great hope for law enforcement after President Trump won the election. His stance on fighting crime and his love for law enforcement are well known and well publicized. I hope and pray he puts the power back into the hands of law enforcement and allows them to protect and serve as they should.

2016 Line-of-Duty Deaths



Happy Holidays

Steven Grammas
Steven Grammas

With the holiday season fast approaching, I wanted to say thank you to all of the members of the LVPPA for your continued support of our organization. Since taking over as president in August, we have done several things to benefit our membership. One of the key issues for us was to change the Bylaws so that we could freeze or reduce the members’ dues. As the Bylaws stand, membership dues are based on 1.5% of a step 4 police officer’s pay. Being that the number was a constant percentage, every time we received any pay raise, your dues had to increase, which cut into your actual pay raise. We took the necessary steps to get the Bylaws changed to allow us, with the Board of Directors’ approval, the ability to freeze or lower the actual dues. This does not eliminate the 1.5%, it just allows us to reduce or freeze the current dues. During the October 6 Board of Directors meeting, I asked the Board for a freeze of the dues just prior to the pay increase from the current contract. The Board overwhelmingly approved the dues freeze. After asking for the freeze, Scott Nicholas assembled the Bylaw Committee to explore the lowering of our PPA dues in the future.

We also came into contact with a wonderful business, C-Note Suit. C-Note Suit specializes in custom-tailored suits for law enforcement officers and military members. We scheduled a day for our PPA members to come to the PPA office and purchase, or just get information on purchasing, suits. We had over 30 members come that day, and many of the members purchased multiple suits. In the days after our event, several other officers went to C-Note Suit and made purchases. The price C-Note Suit charged our officers was not a onetime deal. Because they support the law enforcement community, this pricing continues year-round. I am grateful for having established this relationship with them and appreciate the great lengths they go to so our members are satisfied.

The PPA also hosted a night out at the UNLV Rebels football game. For our first event like this, I feel it was a huge success. We had around 300-plus people attend the tailgate and game. The food that was provided and the atmosphere surrounding the tailgate was top-notch. A big thank-you to 911 Tacos. After the tailgate, we all went in and supported our Rebels football team and watched them get a big win. It is nice for us to support our local football team. It was an awesome sight to see an entire section of the stadium dedicated to us where we could all have a good time. I also won a $4 bet from a member in the Traffic Bureau who supported Fresno State. Even though he left early, I will still be collecting my money, BP! We plan on making this an annual outing for our members, as well as scheduling one or two basketball games for our members to attend.

Our second annual Trunk-or-Treat also turned out to be a huge success. Providing a fun atmosphere, not only for our members, but also their families, is something the PPA will continue to strive for in the future. Our Santa Day is fast approaching as well, and hope our turnout for that event is even greater than last year.

The goal of the PPA is, and always will be, to provide its members with the best internal and legal representation that we can. We have not lost sight of that and will continue to fight to make your working conditions better. As we build the proper bridges with executive staff, we are inching closer to a positive working relationship, which is allowing us to work out several different issues before they get out of hand. If we can work out some of the issues we face day to day in a positive way, we can turn the tide of the low morale and make coming to work enjoyable again. I think with happy troops, great results will follow.

Being a police officer is one of the toughest professions in the world. We only show up to meet people in the worst of situations. We work constantly in the face of adversity, and yet we show up every day with a professional attitude and a true concern for the safety and well-being of the citizens of Las Vegas. There is a ton of negative publicity about us in the media on a daily basis. But please, do not let the silent majority sway your opinion of what we do. The silent majority of citizens are behind us 100%. They don’t feel the need to boast about the positive interactions with the police in the media. They don’t feel they need to hold a rally to show support for you. They sit at home, safe and protected, because they know the professional men and women of law enforcement in Las Vegas are watching over them. Please know that there is more support for you than it appears.

I want to thank you all again for your support and commitment to the citizens of Las Vegas and to the LVPPA. Have a safe and happy holiday season. And for those who will be keeping the citizens safe during Thanksgiving, Christmas and the New Year, please be safe.

Giving Thanks and Setting Goals

Steven Grammas
Steven Grammas

If you are reading this article, then it means that I have undertaken the responsibility of being your newest executive director for the LVPPA. Before I get into the article, I need to say thank you to a lot of people who supported me through this process. I want to thank Scott Nicholas, your newly appointed assistant executive director. Scott, your friendship and commitment to our campaign are greatly appreciated. Our membership could not ask for a better assistant executive director. I also want to thank Bryan Yant. Bryan has been there every step of the way during the campaign, helping with flyers and other issues that came up. Thank you to my brother Brian Grammas. Your constant support for me, being your little brother, and always being my sounding board for things has helped in ways that I can never express. Thanks also go out to my fellow Executive Board members Tyler Todd, Michael Ramirez and Thomas Reid. I want to thank those members of the Board of Directors who put their trust and confidence in me to lead this great organization. A thank-you also goes out to all my friends and co-workers who helped push the message out for me and helped get me to this point. The list of names is too long for me to mention all of them, but you all know who you are and I thank you for being there for me. Lastly, to my wife, Tiffany, and my girls, Madison, Annabelle, Sophia and Olivia: You five have put up with constant phone calls, texts, emails and meetings during this process. You know it is only going to get busier, but you support me anyway. Tiffany, I love you and thank you for helping me with every day-to-day issue I bring home. You are a remarkable woman, a great mother and my best friend.

With the acknowledgments out of the way, let’s talk about what to expect during my first term as executive director. My first order of business is to start an annual LVPPA college scholarship for one member’s child who is graduating from high school and attending college. I will ask for approval of $5,000 for the scholarship from the Board of Directors. I will continue to fight to always increase your pay and benefits in every contract negotiation. I will remain extremely active with our membership. The days of not seeing your executive director at 2 a.m. on your critical incident are over. I will be going to callouts, I will be attending your IAB cases and I will be there with you during the Use of Force process, including your FIT or CIRT interview as well as your Use of Force Review Board (UOFRB). I am going to demand absolute top-quality service from the Executive Board members. Coming from a busy unit like Narcotics, I know what it’s like to work hard and will demand that the Executive Board do the same. After the recent murders of our law enforcement family members across the country, I plan on working to enact legislation that will mirror other states, treating any crime against an officer as a hate crime and providing the proper enhancement charge to the applicable crime itself. Mike Ramirez will be spearheading our advocacy in Carson City for this issue, as well as fighting for your rights during the coming legislative session. We will remain highly active in the political world as we move forward, as well.

I also believe that our PPA can and will be doing more for the members. On top of our Trunk-or-Treat and Santa Claus days, I would like to see us take a more active role in membership and do more events or activities specifically for the members and their families. These events will not take away from our everyday workload but will require more of the Executive Board’s free time. If anyone has any ideas for events, please call the office and pass the information along.

I hope to build a better working relationship between the LVMPD and the LVPPA. I believe that the relationships we once had, which led to a productive working environment, have been strained. The problem with this is that it affects our members, whether it be their contract, discipline or morale. I think I possess the type of personality to mend those relationships and help provide our members with a much better working environment than they have had in the past.

Lastly, I want everyone to know that I am a cop, just like everyone else. I am no better than anyone just because of the title of the position I hold. I take the position very seriously, but not to the point of being full of myself. I am a regular, down-to-earth, funny, joking cop who can relate to any and all people in law enforcement. I love what I do and I love my brothers and sisters who wear the badge, from the police and corrections officers of the LVMPD to the deputy city marshals and municipal court marshals. There will never come a day when I lose sight of who I am and why I chose this position. I will give everything I have to make your working lives better. I live by the saying “Leave this place better than when you started.” That will be my ultimate goal for these next several years. Thank you all for allowing me to be your executive director, and I look forward to working with everyone in the future. My phone is on 24/7 for anyone who needs me.