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Extracted from Consolidated Report
This investigation was originally published as part of a larger consolidated report containing multiple investigations. View the consolidated PDF for the complete document.
Los Angeles County Grand Jury
• 2010-2011
Civil Grand Jury County of LOS Angeles
⚠️ Translation Notice: This content has been automatically translated. The original English text is the official version. Translation may contain errors.
⚠️ Este contenido ha sido traducido automáticamente. El texto original en inglés es la versión oficial. La traducción puede contener errores.
Findings 17 findings
F1
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According to the LASD, inmates released from jail are rearrested at a rate of 42.2% within the first six (6) months. After six (6) months of release, the recidivism rate for rearrest increases to 57.4%. Two (2) of the strongest, most consistent predictors contributing to recidivism among County jail inmates are lack of employment and substance abuse. Data indicates there is a high likelihood inmates will return to jail if not provided with guidance and direction within eight (8) hours of release.
F2
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At Pitchess, the CGJ observed a marked difference in the environment, interactions and activities in housing units where classes were and were not being held. Inmates not involved in classes were in crowded dormitory facilities, playing cards, watching TV, pacing or engaged in minimal constructive activities. In contrast, inmates enrolled in the MERIT program who are housed separately were in classrooms filled to capacity or engaged in listening to dynamic motivational speakers’ presentations. Several CGJ observers were moved to tears by the sincerity and focus demonstrated by these inmates.
F3
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According to the Los Angeles District Attorney’s website, the County of Los Angeles has approximately fourteen hundred (1,400) known street gangs. External community support organizations note that gang leaders are recruiting new members at a younger age with some new members being fourth generation gang members. It is estimated that of the 85,000 gang members in Los Angeles County, approximately: 4. 90% will be arrested by the age of 18 5. 75% will be arrested twice by the age of 18 6. 95% will not finish high school 7. 60% will be in prison or dead by the age of 20
F4
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Lack of a uniform pre-payment billing process throughout the facilities adversely affects the level of ORSA enrollment. ORSA is preferable because reimbursements are higher for the uninsured ORSA population from the State and Federal cost reimbursement pools. The Registration PRW provides patients with information regarding available low- cost/no-cost programs during the patients’ financial screening. While the process from preliminary medical evaluation up to the PRW registration is generally consistent across the facilities, each hospital’s practices differ after the PRW registration. At LAC+USC Pre-Payment billing envelopes are distributed only if the patient returns after they are seen by the doctor and requests this information from the Registration PRW. At Olive View, Pre-Payment envelopes are not provided at any time. If patients would like to use this form of payment, they must visit the cashier and request this information. For these two facilities, patients who specifically request the Pre-Payment plan typically are aware of the program before their hospital visit as noted by facility staff. Since the Registration PRW does not provide the envelopes unless requested, this indirectly encourages a greater number of patients to apply to ORSA. From a program reimbursement perspective, Table 5 shows LAC+USC and Harbor-UCLA Pre-Payment population as compared to the ORSA population in Fiscal Years 2007- 2010. Alternatively, Harbor-UCLA automatically issues Pre-Payment billing envelopes with discharge materials to each patient with a LAC address. In this facility, patients decide between immediate remuneration or returning to the financial office and applying for ORSA, Medi-Cal, or other low income insurance programs. This method of distribution indirectly encourages more Pre-Payment applications. From an in-house billing and collection perspective, Pre-Payment is preferable, as the facility initially collects more than ORSA (until DHS seeks reimbursement funds). However, these methods influence patients with adequate financial means to apply for the Pre-Payment plan as income verification is not required. Table 5 shows that the number of patients at Harbor-UCLA claim Pre-Payment is significantly higher, despite a considerably larger LAC+USC patient volume: Table 5. Pre-Payment Plan and ORSA Visits, LAC-USC and Harbor-UCLA UCLA, FY 2007-2010 Prepayment -Number ORSA - Number of visits Total Year Facility of visits and percentage and percentage of total Visits of total visits visits LAC-USC 691,046 16,271 2.35% 311,702 45.11% FY 2009-10 Harbor-UCLA 344,401 27,239 7.91% 94,664 27.49% FY 2008- LAC-USC 521, 960 19,124 3.66% 190,636 36.52% 09 Harbor-UCLA 337,992 31,907 9.44% 94,508 27.96% LAC-USC 505,881 25,380 5.02% 207,105 40.94% FY 2007-08 Harbor-UCLA 317,708 43,138 13.58% 99,571 31.34%
F5
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Facilities have different practices and procedures regarding the Extended Payment Plan Policy causing difficulties in collections. Establishing more EPP usage can potentially improve overall collection rates. Patients would rather pay off their debt incrementally than have their accounts transferred to debt collectors. 66 2010 – 2011 LOS ANGELES COUNTY CIVIL GRAND JURY Increasing the use of EPP appears also to be an incentive for hospitals. Hospital staff noted that EPP allows the hospital to recoup some of the cost of service (an estimated average of $0.60 for every dollar of cost according to staff). Furthermore, it is important that patients are aware of all payment and coverage options, particularly ones that encourage patient responsibility for service payment. The hospitals’ practice of the EPP varies.4 LAC+USC reviews contracts and monthly minimums with the patient but then transfers the account to outside collection agencies. These outside vendors will communicate with the patients to receive their monthly payments and levy a service surcharge of 15-20% of the funds collected. Alternatively, Olive View manages and collects these EPP payments in-house and limits their use of outside collection agencies. Harbor-UCLA follows a similar method and sends the EPP accounts to collections only if the account becomes delinquent. Currently, County hospitals limit their efforts to educate patients regarding the EPP option. The CGJ’s interviews revealed that the collection levels for EPP accounts appear to be relatively higher than other types of accounts. (For example, Olive View staff indicated that over 80% of EPP accounts are successfully collected.)5
F6
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Patient accounts classified as “Self-Pay” may be a misnomer; they may never pay. At the initial financial screening, the Registration PRW first categorizes patients as Medi- Cal or Self-Pay. If the patient is approved for a low-cost/no-cost program, the categorization changes according to the accepted programs.6 However, if the patient does not pay their share of cost, their account becomes delinquent and is transferred to collection. The categorization then shifts to Self-Pay. Although current write-offs include the Self-Pay population, there are a variety of residual account types that fail to be collected in-house. Table 6 outlines the types of patients who are initially classified as Self-Pay patients, and the accounts that are referred to the Self-Pay population. Table 6. Self Pay Patient Characteristics Homeless Ineligible for programs Out of county residents Classified Self-Pay Insurance co-pay Patients Patients who have not received financial screening Non-compliant (undocumented immigrants, patients reluctant to provide insurance information to avoid deductable, and patients disinclined to provide information that disqualifies them for low-cost/no cost programs.) Pending and denied Medi-Cal applications Residual Accounts that Residual costs from patient responsibility or share of cost (Medi-Cal, Pre- Shift to Self-Pay payment, ORSA, ATP) While the hospital system, molded by policy and regulation, is designed to provide low income populations with more access to medical care and to prevent hospital facilities from making medical decisions based on economic reasons alone, it is vulnerable to public misuse. There are numerous anecdotal references about patients who have the 4 See Extended Payment Plan 5 Note that the hospitals’ staffs were not able to provide detailed data on the volume and charge totals of the EPP accounts 6 ATP, ORSA, Medi-Cal, Medi-Care, Self-Pay 2010 – 2011 financial means to pay for their own medical care. However, they opt to withhold critical information and, at times, even provide false information to avoid paying their medical bills. Quantifying the level of fraud or public abuse of the medical system is difficult and beyond the scope of our investigation. But in the CGJ’s analysis, it appears there are areas within the public hospital medical care system that are vulnerable to public abuse.
F7
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Although there has been confusion as to the difference between the total service charge and actual cost of service, the bottom line is: a significant loss to the County. There is a difference between the actual cost and the charged amount for rendered services. The actual cost represents the direct cost to the hospital providing treatment. The charged amount represents the service cost plus overhead. During patient billing and collection, the facilities and collection agencies seek payment for the service charge. If the account becomes delinquent and ultimately declared by the County Treasurer and Tax Collector (TTC) to be uncollectible, the service charge is written off. The total service charge written off is the amount reported and released publicly. However, the actual service cost is lower, estimated by management to be approximately 53% of the service charge. Table 7 lists the total service charges for the three (3) hospitals, as well as the estimated actual costs for service based on this reported cost-to-charge ratio: Table 7. Estimated Total DHS Medical Care Service Charges and Costs Estimated Actual Cost of Service Total Charges for (Approx. 53% of Year Service Total Charge) FY 09-10 $733,685,430 $395,676,552 Note: These costs include the ORSA, ATP, Medi-Cal and Self-Pay accounts. DHS then uses Federal and State funds to reimburse the hospital facilities for their actual costs.
F8
Page 78
Research shows that before you can prepare parolees for a job by teaching job skills, it is imperative that you prepare their minds for a new and different way of thinking when they reenter society upon release. According to a 2010 publication by the LASD on EBI, the LASD recognizes that inmates who are better prepared mentally, psychologically and educationally for transition and reentry into the community have a much higher success rate. The principles of EBI are designed specifically to assist inmates in their transition from custody to civilian life.
F9
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LASD previously had a long-term contract with a school district for instructors to provide EBI training to inmates. Negotiations are underway for a new contract that is expected to be finalized by mid-2011. At that time, instructors will teach EBI courses through the contracted organization. Ultimately, the goal over the next two (2) years is to develop an educational program to administer EBI course work to inmates in conjunction with a Federal workforce investment program. 54 2010 – 2011 LOS ANGELES COUNTY CIVIL GRAND JURY
F10
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Custody Assistants (CAs) are LASD employees working in the jail system to manage inmates. Some CAs have been provided limited training to instruct inmates in various programs such as parenting and anger management. The amount of time spent in training varies from ten (10) hours to thirty-two (32) hours with additional workbook and video instruction. This limited training appears to be inadequate in contrast to four (4) year bachelor degrees and teaching credentials required by school district teachers. The effectiveness of the CA instructors is measured and may need to be assessed for effectiveness. This issue did not appear to be a concern with females at CRDF as much as the male population at other jails.
F11
Page 79
Concerns were expressed during this investigation from various organizations about limited access of inmates to civilian, non-sworn personnel if CAs are being charged with teaching and acting as case managers. As case managers, they seek to ensure participants have tools needed to reintegrate into the community. The concern was whether inmates will relate to and confide in LASD employee instructors with the same level of trust as they would to a civilian teacher. While the CGJ understands the security and safety issues related to uncontrolled access of inmates to civilians, questions were raised about the LASD attempting to limit external involvement with inmates. Of particular concern was whether an inmate’s needs to connect with family, make contact with their attorneys and receive meaningful assistance was adequately met.
F12
Page 79
The Inmate Welfare Fund (IWF) is a fund derived from revenue sharing contracts such as inmate phone calls, vending machines and commissaries where inmates can purchase food and personal items with money put into an account by their families. The fund generates approximately $47 million a year and is “to be expended for the benefit, education and welfare of inmates.” The IWF allocates 51% for inmate programming and services (which includes EBI courses) and 49% for jail maintenance. The Inmate Welfare Commission is an advisory body which makes
F13
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In addition, the CGJ found that the EBI program faces four (4) major obstacles:
F14
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Inability to effectively translate course material for the Spanish speaking population
F15
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Lack of adequate exposure to program benefits by the Board of Supervisors and other influential sectors of County government
F16
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Effectively marketing the program internally to local government leaders and externally to potential corporate partners
F17
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Apprehension of participation by male inmates due to internal jail house politics and gang peer pressure
Recommendations 10
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R1Page 118The LADWP’s governance needs clarification and simplification. A stronger, independent Commission system may be warranted. Establishing a single governing board, with clear authority and considerable independence from day-to-day political influences, is an appropriate place to start. Strengthening the governance structure is essential to ensuring reliable electrical supplies, low rates, and adequate payments to the City, as well as to maintaining Los Angeles’ leadership among the nation’s municipal utilities. The LADWP should return to a commission system that restores integrity by balancing independence and accountability. A plan to decrease political involvement by the Mayor and Council would allow the LADWP to operate for the benefit of the ratepayers. Consider separating the policy making function of the Mayor and Council from the operational responsibilities of the Board and General Manager. The Council and Mayor could set policies and communicate them in writing to the Board which, in turn, would transmit them to the General Manager. It would require the Mayor or Council not give instructions to individuals who report directly to the Board or General Manager, directly or indirectly. Board policies should set out the utility’s purpose and ends to be achieved. They should also designate what actions of the General Manager are considered unacceptable to the Board, both general and in specific. The General Manager may then make all decisions and carry out any activities not expressly prohibited by the Board, without seeking further approval.
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R2Page 118Establish guidelines for Commissioner appointments, and reduce the politics of appointment, real or perceived. Examples of guidelines to be written and agreed upon might be to appoint Commissions based on specific levels of expertise (financial, utility operations, corporate governance, education level, or geographic representation). Also ensure that the candidates have the time, inclination and ability to stay the entire five years. It is important that “politics” (or political contributions) be taken out of the choice for Commissioners. There are a variety of ways to deal with this issue. One is to have a Citizens Council choose the Commissioners or have Commissioners themselves choose a replacement for a member whose staggered term is up. Another example might be to have the Mayor choose two (2) members, the Council chooses two (2) members and the Neighborhood Councils choose one (1) member. Whatever the approach, the perception and the reality must be that money does not buy a Commission position. 92 2010 – 2011 LOS ANGELES COUNTY CIVIL GRAND JURY
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R3Page 119Expect LADWP Commissioners to serve full five-year terms. LADWP needs a historical and continuous level of knowledgeable and experienced Commissioners who can make decisions primarily based on their independent judgment. The Commission may remain responsible to the Mayor and Council, but it should be insulated from undue political influences on normal LADWP business matters. To maintain independence and continuity, LADWP Commissioners should be expected to serve out their terms unless there is cause for their removal. They should not resign when succeeding Mayors are elected. An amendment returning to the previous Charter language allowing for removal by the Mayor with Council approval or for cause by a two-thirds vote of the Council, may be warranted.
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R4Page 119Reduce the bureaucratic impact to the Department due to Mayor or Council involvement. While citywide coordination of the Department is an important function of the Mayor’s office, the current wording of Executive Order 4 is all encompassing. Regular, informal consultation with the Mayor’s office rather than formal ED 4 submittals would potentially speed up and improve the decision making processes of the Commission. Likewise, the threat of Prop 245 fosters bureaucratic delay, takes up scarce management time, encourages more paperwork to justify decisions and adds uncertainty to normal business dealings. Pension Issue and Impact of Employee Transfers Finding and Recommendation 5. Although there was originally some concern that personnel were taking higher paying jobs at LADWP for only a short time (pension spiking) in order to increase lifetime pensions, such does not appear to be the case. However, the number of transfers from the City to the Department may have a negative impact on the pension funding for the Department. The City has taken advantage of the Department’s ability to accept additional personnel and provide pension coverage to them (eventually through increased rates) by transferring up to 1600 employees in the last five (5) years. Those transfers were part of a larger effort to keep City workers from losing their jobs in departments hit hard by the budget crisis. While it is a noble goal to protect employees from layoffs, it is unfair to place the financial burden (both salary and pension costs) on the backs of the LADWP ratepayer. The Segal Company performed an analysis of the Reciprocal Arrangement between the Water and Power Employee’s Retirement Plan (WPERP) and the Los Angeles City Employee’s Retirement System (LACERS) due to the financial impact the Reciprocity Program has had on the WPERP during the period from April 1, 2004 through March 31, 2010. Currently, when a former City employee transfers to the LADWP the WPERP recognizes prior service with LACERS, provided the member agrees to have their employee contributions transferred into WPERP. Under the Plan’s Reciprocity Program, when a member transfers, full credit for service is established in WPERP, but only their employee contributions are transferred from LACERS to WPERP; employer contributions made to LACERS associated with their service are not transferred to WPERP. Since only employee contributions are transferred, WPERP incurs an additional unfunded liability when an employee transfers to LADWP from the City. (The Department makes a 110% contribution into WPERP after the employee contributions have been transferred from LACERS. This has the effect of providing immediate employer funding for part of the actuarial loss caused by the transfer but that contribution may eventually impact rates.) The Segal Company found a large unfunded actuarial accrued liability (UAAL) as a result of these transfers. The total of the increases in UAAL, determined as of each valuation date due to the 1,331 members whose service and employee contributions has already been transferred to the WPERP as of March 31, 2010, is approximately $128.4 million. These amounts, accumulated with 8% interest to July 1, 2010, total $152.4 million. The average age for these members, years of service and average employee contributions transferred are 41.3, 6.9 years and $28,400 respectively. In addition, The Segal Company received partial information for 292 members that were identified by the Retirement Office as transfers but whose service and employee contributions were not yet transferred to WPERP as of the end of the observation period. The UAAL as of each valuation date due to these members is about $30.5 million. The average age for these members, estimated average amount of service and average employee contributions to be transferred are 40.7, 7.8 years and $37,900 respectively. The grand total of the increases in UAAL for LADWP accumulated to July 1, 2010, including both groups, is about $183.1 million. Worried about the cost of those transfers, LADWP officials moved to suspend full retirement benefits for any new worker who comes to the utility from another City agency. The City Council vetoed that measure.
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R5Page 120The City and LADWP should come to an agreement to rescind the reciprocity agreement until such time as the number of employees transferred back and forth between the City and LADWP reaches equilibrium. Personnel should only be transferred as required by LADWP and then only with full financial contribution to the pension fund. 94 2010 – 2011 LOS ANGELES COUNTY CIVIL GRAND JURY Succession Planning Finding and Recommendation 6. Succession planning does not take place within LADWP to any meaningful extent. Given the high turnover of senior management, it is essential that the next several layers of management have the necessary tools, including trained professionals as replacements, to accomplish their functions. Additionally, there are many positions that will be in need of replacement in the next several years; and succession planning will assist the Department in meeting those needs. This is a City-wide concern. The Los Angeles City Controller conducted a performance audit regarding the City of Los Angeles’ hiring practices and determined that “The City of Los Angeles does not strategically plan for its workforce needs.” In a department where so many people who serve the citizens of the City are eligible to retire in the next several years, this is also an intolerable situation for LADWP. It is difficult in a civil service environment to accomplish succession planning for specific positions. Because employee selection in the City of Los Angeles is based on a well established civil service system in place for well over 100 years, LADWP relies on the Civil Service Commission and the City Personnel Department to assist in meeting their hiring needs. Although filling entry-level positions is important, succession planning to fill supervisory and managerial positions is even more important and must be a priority for the Department. Once identified, a substantial amount of training and leadership development will be required. The key is the successful transfer of technical and operational knowledge to adapt to the current environment. According to the Department, as of January 1, 2010, approximately 40% of LADWP’s workforce was fifty (50) years of age or older. Within the next five (5) years, approximately 20% of the workforce will be eligible for retirement. LADWP must determine how to continue to deliver its services in the future with decreased staff due to upcoming retirements. To ensure that LADWP has the appropriate resources and positions needed to meet the business goals and objectives, there must be a sufficient number of candidates available to be considered for each job classification, especially those that are critical or have been difficult to fill. This issue alone will require collaborating internally as well as with the Personnel Department’s various divisions to consider ways to address this, such as allocating positions, consolidating job classifications, submitting examination requests and pursuing regular and executive recruitment activities. Additionally, a specific manager may not identify a replacement prior to departure. This does not provide an opportunity for training in the specifics of any job. Personnel are thrown into a job situation that may be new to them and, given all the other personnel scheduled to depart, the institutional knowledge necessary for effective performance may not be available. A change in the civil service rules may be necessary on at least a temporary basis to allow personnel to train their replacements. The Department has responded to some of these challenges by creating a Workforce Planning Group within the Human Resources Section of the LADWP. This is a good beginning to ensure that services continue to be provided to the citizens of Los Angeles. The Department’s Human Resources Manager appears to have a strong grasp of what is required to accomplish this goal and has developed a well thought out initial plan. But the process will need more resources than the current four (4) individuals assigned to assist him. Additionally, some changes in the current methods of hiring and promoting personnel may be required to ensure continuity of knowledge and ability.
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R6Page 122Fully staff and fund the Workforce Planning Group to encourage a full review of options for future LADWP employment. Also work with City Personnel Department and the Civil Service Office to allow some changes in hiring and promotional practices for high level essential jobs. An example would be to allow a process whereby individuals could be chosen for certain jobs prior to the departure of a senior or highly essential position. Current methodology for position listing, testing and choice could be followed, but the timing of the replacement may differ. That way, the individual could have access to the current incumbent’s knowledge, techniques and contacts to ensure a seamless transition. It may also provide reduced costs since it would not be necessary to potentially hire the incumbent to return as a consultant to assist in the transition. It is clear, given the immediate nature of this issue, that “out of the box” thinking will be necessary within LADWP as well as support provided by City and civil service personnel. 96 2010 – 2011 LOS ANGELES COUNTY CIVIL GRAND JURY II. IBEW POLITICAL INVOLVEMENT
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R7Page 73Develop and implement a staff policy and procedure that ensures patient awareness of the availability of the Extended Payment Plan option
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R8Page 74Establish a directive to expand the use of EPP by uninsured patients who have the means to pay for services
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R9Page 74Design and implement a program to analyze and prosecute abuse of the LAC public hospital medical care system
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R10Page 75Change the classification from Self-Pay to Financial Liability because currently it is not a self-pay system but a financial liability for the County 2010 – 2011 REQUEST FOR RESPONSE California Penal Code Sections7 §933(c) and §933.05 requires a written response to all Recommendations contained in this Report which shall be made no later than ninety (90) days after the Civil Grand Jury published its Report (filed with the Clerk of the Court). Respond to: Presiding Judge Los Angeles County Superior Court Clara Shortridge Foltz Criminal Justice Center 210 West Temple Street, Eleventh Floor, Room 11-506 Los Angeles, Ca 90012 All responses for the 2010-2011 CGJ Report’s Recommendations must be submitted to the above address on or before the end of business September 30, 2011. Responses are required from: Recommendation Number(s) Responding Agency 1 LAC DHS 2 LAC DHS 3 LAC DHS 4 LAC DHS 5 LAC DHS 6 LAC DHS 7 LAC DHS 8 LAC DHS 9 LAC DHS 10 LAC DHS 7 Reference California Penal Code Sections §933(c) and §933.05 at the beginning of this 2010-2011 Civil Grand Jury Report 70 2010 – 2011 LOS ANGELES COUNTY CIVIL GRAND JURY ACRONYMS ATP Ability to Pay CGJ Civil Grand Jury CHC Comprehensive Health Center DHS Department of Health Services DSH Disproportionate Share Hospital EMTALA Emergency Medical Treatment and Active Labor Act EPP Extended Payment Plan ER Emergency Room FPL Federal Poverty Level FY Fiscal Year Harbor-UCLA Harbor-UCLA Medical Center ICN Initial Contact Nurse LAC+USC Los Angeles County Medical Center MLK Martin Luther King Jr. Multi-Service Ambulatory Care Center MRUN Medical Record Number Olive View Olive View Medical Center ORSA Outpatient Reduced-Cost Simplified Application PPP Public-Private Partnership Program PRW Patient Resource Worker RLA Rancho Los Amigos National Rehabilitation Center SNCP Safety Net Care Pool TTC Los Angeles County Treasure and Tax Collector USCB United States Collection Bureau, Inc. 2010 – 2011 THIS PAGE INTENTIONALLY LEFT BLANK 72 2010 – 2011 LOS ANGELES COUNTY CIVIL GRAND JURY CITY OF LOS ANGELES DEPARTMENT OF WATER AND POWER Who’s Really In The Dark? Committee Members Chairperson - Mitchell Group Grace Hernandez Kenneth A. Jones Linda Loding Judy Packer Virginia Smith-Rader LOS ANGELES DEPARTMENT OF WATER AND POWER WHO’S REALLY IN THE DARK?