HomeMy WebLinkAboutR&R 102.01 REVISED 4-2009_Code of Conduct102.01 - Code of Conduct & General Rules
Effective: 4/5/2009
Revised:
Replaces: 2007 R&R Sections III, VI & VII
I. Guiding PhilosophX
Fire department members enjoy the public's trust and confidence. It is essential that every
member view his/her own actions and intentions objectively to assure that no observer would
have grounds to believe that any irregularity in conduct exists. In this respect, every individual's
exercise of personal integrity and the highest ethical standards is fundamental to accomplishing
the Department's mission. At all times, every member is expected to operate in a self-disciplined
fashion, and is responsible for regulating his/her own conduct in a positive, productive, and
mature manner.
II. Purpose
The purpose of this policy is to insure the well-being of the community and the integrity
of the Department's operations through the establishment of appropriate behavioral norms and
boundaries for personnel to uphold at all times.
III. Goals
The goals of this policy are to:
A. Identify the basic ethical standards that department members should strive to model.
B. Communicate the general rules for which compliance is expected.
IV. Definitions
A. Conduct Unbecoming — any conduct or behaviour that would seriously damage the
integrity of the individual and/or Department, and which may result in lessened
confidence of the public in the Department and/or its members.
B. Conflict of Interest — a situation where someone in a position of trust has competing
professional or personal interest; any situation in which individuals or organizations
are in a position to exploit a professional or official capacity for their personal benefit
or their the organization's gain. Conflicts of interest can create the appearance of
impropriety even if no unethical or improper behaviour exists, and thus can
undermine the public's confidence in the member, our organization and/or the fire
service.
C. Ethics — the standards of conduct that direct a group or individual. In particular,
ethical standards relate to the defining the appropriate use of power held by an
individual or group.
V. Basic Ethical Standards & General Rules
A. The behavior of all members of the Department is regulated by the rules and
regulations, standard operating guidelines, benchmarks, policies and directives of the
Department; policies, directives and the code of ordinances of the City of Beaumont;
civil service rules and regulations (both City and State); State and Federal laws and
contractual agreements. Violations will be considered an offense and will subject the
offender to progressive performance counseling and/or discipline.
B. In keeping with the requirements associated with positions of public trust, all
personnel have a responsibility to uphold the standards of the Department in their
day-to-day work and personal lives. These standards and related general rules
include, but are not limited to:
We Have a Duty and Oblikation to Those We Serve.
a. We assist persons whenever possible to the extent that it does not
impair the ability of the Department to provide prompt emergency
response services.
b. Firefighting is a dangerous profession. Members are to be aware of
the dangers inherent in the profession and must recognize that on
occasion they will be exposed to extremely hazardous circumstances,
situations, and environments. Uniformed members have taken an
oath and have a duty and obligation to respond and provide for the
safety and well-being of others.
c. Members will maintain the appropriate level of physical fitness
necessary to perform the duties of their position.
d. Personnel must seriously weigh the risks against the benefits of
being a professional firefighter. Should a member conclude, at any
time, that the risks are too great, then the member must, out of duty
to the citizens he/she serves, his/her coworkers, and the Department,
resign his/her position.
2. We Take Personal Responsibility for Our Actions.
a. Members have a duty to avoid and/or disclose activities that may
constitute a conflict of interest. Members will not:
1) Work, be employed, or pursue another vocation or activity
which might conflict or interfere with their responsibility to the
citizens of Beaumont and the Department.
a) All members whose activities may potentially pose a
conflict of interest will disclose the circumstances or
situation in writing through the chain of command to
the Fire Chief. The disclosure will include:
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i. A statement explaining the potential conflict of
interest.
ii. An acknowledgement of the member's Duty of
Loyalty to the citizen's of Beaumont, his/her
coworkers, and the Department.
iii. An acknowledgement of the member's
understanding that, in all cases, his/her work
through the Department takes precedence over
other employment, related activities, or
vocations.
2) Solicit any gift, gratuity, loan or fee where there is any direct or
indirect relationship between the solicitation and their
membership in the Department, except as provided by law and
approved by the Fire Chief.
3) Accept directly or indirectly any gift, gratuity, reward, loan,
fee, discount, rebate or special consideration arising from or
offered because of Department membership that might
reasonably tend to influence the member in the discharge of
his/her official duties.
4) Endorse or recommend any particular service, product, or
brand name while engaged in their official capacity or in any
case which may involve the Department. As authorized by the
Fire Chief, lists of services available in the private sector
relating to public safety and/or health requirements are
permitted.
5) Engage in business contracts, either directly or indirectly, with
the Department or City of Beaumont or sub -unit therein.
6) Engage in any form of political activity while on -duty or in
uniform.
7) Become a member of any organization, association, movement
or group which advocates or approves the commission of acts
of force or violence to deny others their rights under the
Constitution of the United States, or which seeks to alter the
form of government of the United States by unconstitutional
means.
b. Members have a duty to conduct their personal and business affairs
in a responsible manner so as to be above indefensible criticism.
Members will not:
1) Engage in any conduct which would constitute conduct
unbecoming a member of the Department.
a) Lie or otherwise attempt to withhold the truth.
b) Abuse their sick leave.
c) Steal.
d) Fight.
e) Engage in sexual activity or solicitation while on duty.
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f) Be party to any malicious gossip, activity or report
which may disrupt Department morale, efficiency, or
bring discredit to the Department or its members.
g) Publicly criticize or ridicule the Department, its
policies, rules, guidelines, or other members by talking,
writing, or otherwise expressing themselves in a
manner that may impair the efficient operation of the
Department, interfere with the ability of its Officers to
maintain discipline, or by showing a reckless disregard
for the truth.
h) Purchase, possess, ingest, or be under the influence of
alcohol or mind -altering drugs while in uniform.
i) Be intoxicated in public view so as to embarrass the
Department at any time.
j) Be under the influence of or be in possession of
narcotics or a controlled substance without a doctor's
prescription at any time.
k) Attempt to influence the Fire Chief or the Civil Service
Commission in order to secure promotion or transfer, or
to avoid disciplinary action except in appropriate
proceedings for that stated purpose.
Members have a duty to use Department and City resources
ethically.
1) Department resources will not be sold, lent, given away, or
appropriated for personal use.
2) Department logos, letterhead, identification cards or badges
will not be loaned out or reproduced without the approval of
the Fire Chief.
3) Department resources, City procurement cards and expense
account reimbursements are intended only for those
documented items directly related to Department business.
4) Through the chain of command, members will report loss of
any Department property entrusted to them as soon as possible.
a) Loss, damage and/or malfunction resulting from
intentional acts or acts of negligence may subject the
member to reimbursing the cost of the item and/or
disciplinary action.
5) Members are assigned City -owned vehicles, lockers, etc. for
the mutual convenience of the individual and Department.
a) Retention of items in these areas is at the risk of the
individual, and the Department is not responsible for
losses.
b) These areas are not intended for long-term storage and
are subject to being inspected without notice. Members
should have no expectation of privacy.
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d. Under Civil Service law (143.051), members will be aware that they
are subject to disciplinary action for any of the following reasons:
1) Conviction of a felony or other crime involving moral
turpitude.
2) Violations of a municipal charter provision.
3) Acts of incompetency.
4) Neglect of duty.
5) Discourtesy to the public or to a fellow employee while in the
line of duty.
6) Acts showing a lack of good moral character.
7) Drinking intoxicants while on duty or intoxication while off-
duty.
8) Conduct prejudicial to good order.
9) Refusal or neglect to pay just debts.
10) Absence without leave.
11) Shirking any duty or cowardice at fires.
12) Violation of an applicable fire department rule or special order.
If arrested, members will notify the on -duty Deputy or his/her
Division Chief within 24 hours. The Deputy/Division Chief will
immediately notify the Assistant Chief and Fire Chief.
We Respond Competently and Knowledgeably.
a. Uncontrolled emergency situations cause harm to persons, property,
and the environment. Personnel are directed to take reasonable and
appropriate actions to control these situations, providing for the
safety of personnel, others exposed, property and the environment.
b. In the event of improper action or breach of discipline, it will be
presumed that the member was familiar with the applicable law, rule,
regulation, policy, guideline, benchmark, or directive in question.
1) Members are expected to have a thorough knowledge of State
and Federal laws, City policies, Department guidelines,
benchmarks, procedures, directives and accepted industry
practices applicable to their job.
2) Members on station assignment will have a thorough
knowledge of their district's target hazards, streets, water
supplies, buildings, and the operation of all apparatus, tools and
equipment that they may be reasonably expected to operate
with appropriate skill under adverse conditions.
c. Regardless of a member's rank or seniority, he/she is expected to be
knowledgeable, proficient, competent, and effective in his/her
assigned role.
4. We Practice Discipline in All Situations.
a. The day-to-day practice of discipline is expected by all members. A
life threatening situation is not the place for the practice of discipline
to begin. The practice of discipline encompasses maintaining the
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state of readiness of equipment, facilities, as well as individual and
team competency and effectiveness.
b. Self-discipline is expected in the performance of one's duties and in
one's interaction with others. Boundaries for acceptable conduct
include, but are not limited to:
1) The Department does not condone, and will not allow, any
derogatory or demeaning remarks, actions, or harassment that
refer to one's race, religion, sex, or ethnic background,
regardless of the context of the situation.
a) Officers will take action to eliminate harassment when
it is brought to their attention. Failure of an Officer to
take action should be reported through the chain of
command to the Fire Chief.
b) Complaints concerning harassment may be handled
through the established grievance procedure, and/or in
accordance with City policy 3.5.
2) Officers are expected to exhibit self-discipline by regularly
counseling subordinates and utilizing the progressive discipline
process when necessary.
3) Retaliatory actions exhibit a lack of self-discipline. Retaliation
on the part of Officers or members based on another's right to
grievance is prohibited.
Since the department is a para -military organization, where Officers
must lead subordinates into potentially life-threatening situations, all
members are expected to obey without delay any lawful order given
by a superior Officer, unless it assumes an unjustifiable risk to one's
safety. In this instance, the member is expected to immediately
communicate the safety risk to the Officer in charge.
5. We Value Teamwork & Positive Workin- Relationships.
a. Members are expected to treat all persons with courtesy, respect, and
dignity at all times.
b. Officers are expected to supervise and manage personnel in an
effective and considerate manner. Subordinates are expected to
follow instructions in a positive, constructive, and timely manner.
c. Since emergency response operations can be likened to team sports
activities, teamwork is of paramount importance. Personnel are
expected to work as a team and participate fully in all group -related
departmental activities, including, but not limited to:
1) emergency response
2) public education and community outreach efforts
3) training, drills & professional development
4) inspections & investigations
5) pre -fire planning & tactical information surveys
6) hydrant maintenance
7) facilities & equipment maintenance
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d. Officers are expected to make the most productive use of
subordinate's time to insure that their work group is at peak
performance.
e. In cases where personalities are conflicting or potentially harmful
tension is developing within a group, members are expected to bring
the situation to their supervisor's attention. When made aware of
these situations, Officers are responsible for counseling members so
as to maintain a positive working environment. If a resolution cannot
be attained, Officers are expected to report the problem through their
chain of command.
f. Members will not seek the influence or intervention of any persons
for the purposes of advantage, advancement, or transfer within the
Department outside of those allowed by established grievance
procedures.
g. Since it is not known what the next alarm will bring, teamwork also
includes supporting other members so that they know that the
department will assist their families should the need arise. When the
need does arise, all members are responsible for doing his/her part to
take care of our own.
6. We Respect Leadership & the Chain of Command.
a. Officers are expected to exhibit assertive leadership and initiate
dialogue when necessary to Command their unit and ensure that
operations are implemented uniformly.
1) Officers are encouraged to seek subordinates' opinions at
appropriate times, but Officers are ultimately responsible for
their decisions and the success of the Department in achieving
its mission.
2) Constructive debate is encouraged and is expected to be
conducted in a professional and ethical fashion.
a) Members will utilize the chain of command and/or
established methods of providing constructive criticism
and potential solutions to problems.
b) Since opinions vary on any particular issue, members
will act professionally and graciously if/when issues are
decided contrary to his/her recommendation.
c) Regardless of his/her stance on an issue or personal
opinion, every Officer is expected to enforce
Department and/or City policies and to take a firm,
visible stand in positive support of the Department.
b. The chain of command will be observed at all times in the resolution
of problems.
1) If the supervisor is involved with the problem, or when an
individual is not satisfied with the resolution, the individual
may take the problem up the chain if necessary.
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2) Officers will advise the individual of the grievance procedure
to address these instances.
3) Members will not attempt to circumvent or undermine the
chain of command by seeking to influence others to intercede
or by anticipating potential disciplinary action before any
action has occurred.
4) Members will not meet with the City Manager, Council
persons, or appear before City Council in matters relating to
departmental business without prior notification of the Fire
Chief through the chain of command. Notification of the Fire
Chief does not restrict the individual's ability to attend or speak
when off-duty.
7. We Understand and Value Confidentiality.
a. Fire department personnel often deal with sensitive and confidential
information. In no instance should confidential information be used
for one's own or another's benefit. Maintaining confidentiality is
expected even after an individual is no longer employed with the
Department.
b. Departmental records shall be regarded as confidential. Unless
approved by one's Deputy or Division Chief, confidential
information should not be disclosed to non -Department personnel,
including family or associates, or even other Department personnel
who have no legitimate need for such information.
1) While information contained in Department records is
accessible by the public, requests for this information should be
made through appropriate channels, following established
procedures, documentation requirements, and approvals.
2) When compiling and publishing organizational statistical
information from Department records, great care must be taken
to preserve anonymity of individuals.
3) Within the Department/City, employee information will be
shared for legitimate business purposes only. Employee
information will not be given to anyone outside the
Department/City without the member's approval.
a) Members will maintain an accurate address and
working home and cellular telephone number (if
member has both) for the purpose of being called back
to duty.
b) Members may not use fire station addresses or phone
numbers as their personal contact information.
c) Members will maintain and provide up-to-date
information regarding all certifications listed as
minimum requirements by the member's job
description and/or departmental policy and his/her
Class B (minimum) driver's license.
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d) Members will maintain up-to-date dependent and
emergency contact information.
e) Member personal information changes must be reported
via email to the Solutions Box and copied to the
member's Deputy/Division Chief within 48 hours of the
change. Upon receipt, A&S Division staff will make the
change in the Firehouse system.
There may be instances when the duty to maintain confidentiality
must yield to the need to report to civil and/or Department officials
any illegal actions or misconduct of members or violation of these
ethical standards.
1) Information disclosed to a supervisor during the course of
counseling/direction shall be held in the strictest confidence
possible, except for compelling professional reasons or as
required by law.
2) If there is clear and imminent danger to the individual or to
others, the supervisor may disclose only the information
necessary to protect the parties affected and to prevent harm.
Before disclosure is made, if feasible, the supervisor should
inform the person being counseled about the disclosure and the
potential consequences.
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