HomeMy Public PortalAboutCode of Conduct Fire Department
COUNCIL
POLICY Effective Date May 14, 2018
Page 1 of 7
Section: Personnel
Title: Oliver Volunteer Fire Department Code of Conduct
PURPOSE:
This policy is to establish a Code of Conduct aimed at ensuring members of the Town of
Oliver Volunteer Fire Department (Department) maintain the highest level of integrity
and ethical conduct both on and off duty.
SCOPE:
This policy applies to all members of the Department.
POLICY STATEMENT:
The nature of firefighting and emergency services work places all members in a positon
of public trust and subject to public scrutiny, and thus requires a level of conduct that is
beyond reproach, regardless of work status or location. Thus, it is important that all
members strive to achieve the highest level of ethical and professional conduct
necessary to maintain the integrity of individual members and the Department as a
whole.
PROCEDURES:
The Department is committed to providing effective firefighting and emergency services
to the citizens and visitors of Oliver. The Department relies on the pride of its members
as firefighters and emergency services providers, their loyalty to the profession, the
Department, and fellow members, and their dedication to providing outstanding
professional services to the community. The Department can only succeed in its mission
if its individual members maintain their professional integrity. The cornerstone of the
Department is its relationship with the community it services.
Each member is responsible for his or her own actions and the effective interaction with
other members to make an effective and cohesive team. Conduct that does not adhere
to appropriate standards for the emergency services profession challenges the integrity
of individual members, which in turn, reflects on the Department as a whole and impacts
the Department’s ability to serve the public.
Oliver Volunteer Fire Department Code of Conduct
Page 2 of 7
In adopting a Code of Conduct, the Department intends to further clarify what constitutes
both acceptable and unacceptable conduct with the goal of promoting positive conduct
and preventing conduct that undermines the integrity of the Department and its
members.
This policy applies to a member’s conduct as a whole which includes a member who is
on-duty and may be applicable to a member who is off-duty if the member’s conduct has
a connection to the member’s official duties. This policy is applicable regardless if the
misconduct occurs in-person or through some other means, such as social media.
The performance of the Department depends on each member’s character, motivation,
loyalty to the emergency service profession, self-discipline, adherence to the chain of
command, obedience to orders, appropriate action in the absence of a specific order,
and orderly interaction with other members of the Department to accomplish a common
objective. The Town expects that every member will exercise a high level of self-
discipline to enable the Department to meet this goal.
A Code of Conduct is necessary not only to set minimum standards of conduct expected
of its members, but also to alert members to the possibility of disciplinary action for
failure to adhere to specified minimum standards of conduct and professionalism.
FUNDAMENTAL EXPECTATIONS:
The Department has certain fundamental expectations of its members. These
fundamental expectations do not themselves constitute specific rules of conduct, and
accordingly, are not the basis for disciplinary action. Instead, the Department hopes
every member will strive to demonstrate these characteristics that are consistent with the
highest level of professionalism and personal integrity.
Always conduct oneself, on and off duty, in a manner that reflects positively on
oneself, the department and the fire service in general.
Accept responsibility for ones actions and for the consequences of those actions.
Support the concept of fairness and the values of diverse thoughts and opinions.
Avoid situations that would adversely affect the credibility or public perception of
the fire service profession.
Be truthful and honest at all times and report instances of cheating or other
dishonest actions that compromise the integrity of the department.
Conduct one’s personal affairs in a manner that does not improperly influence
the performance of ones duties, or brings discredit to the organization.
Be respectful and conscious of each member’s safety and welfare.
Recognize that one serves in a position of public trust that requires stewardship
in the honest and efficient use of publicly owned resources, including uniforms,
facilities, vehicles and equipment and that these are protected from misuse and
theft.
Exercise professionalism, competence, respect and loyalty in the performance of
one’s duties and use information, confidential or otherwise, gained by virtue of
one’s position, only to benefit those one is entrusted to serve.
Oliver Volunteer Fire Department Code of Conduct
Page 3 of 7
Avoid financial investments, outside employment, outside business interests or
activities that conflict with or are enhanced by one’s official position or have the
potential to create the perception of impropriety.
Never propose or accept personal rewards, special privileges, benefits,
advancement, honours or gifts that may create a conflict of interest, or the
appearance thereof.
Never engage in activities involving alcohol or other substance use or abuse that
can impair one’s mental state or the performance of one’s duties and
compromise safety.
Never discriminate on the basis of race, religion, colour, creed, age, marital
status, national origin, ancestry, gender, sexual preference, medical condition or
handicap.
Never harass, intimidate or threaten fellow members of the service or the public
and stop or report the actions of other firefighters who engage in such
behaviours.
Responsibly use social networking, electronic communications, or other media
technology opportunities in a manner that does not discredit, dishonor or
embarrass the organization, the fire service and the public. Also understand that
failure to resolve or report inappropriate use of this media equates to condoning
this behaviour.
RULES OF CONDUCT:
The Department has established these specific rules of conduct for its members that go
beyond Departmental expectations. These rules are not intended to be an exclusive list
and violations of these rules of conduct may be used as the basis for disciplinary action.
Compliance with Policy:
o Members shall not commit any act or fail to commit any act that would
constitute a violation of Town or Departmental policy.
o This may include, but not limited to: Department orders, memoranda,
directives, the Department Operational Guidelines
o All members are expected to comply with the Oliver Fire Department Use
of Alcohol and Drugs Operational Guideline #5.01.01.
Compliance with Laws:
o Members shall obey all local, provincial, federal laws, and the laws of any
foreign country they visit.
o Any member who is arrested or charged with a criminal violation or a
serious traffic violation, or learns that he/she is the subject of a criminal
investigation must notify the Fire Chief as is required by the Operational
Guideline Manual (5.01.15 - Reporting Changes to Driver’s License
Status, DUI Arrest and Violations of Law by Member).
o A misdemeanor or felony conviction, guilty plea, or finding of guilt shall be
assumed to be an admission of a violation of this section.
Oliver Volunteer Fire Department Code of Conduct
Page 4 of 7
o From an employment perspective, the Department may take appropriate
disciplinary actions against its employees regardless of pending criminal
actions, charges, or citations.
PERFORMANCE
Members are also required to maintain competency and fitness sufficient to perform their
assigned duties and responsibilities associated with their positons. The inability or
unwillingness to meet performance standards may include but are not limited to:
Repeated or consistent lack of knowledge of applicable laws or policies.
Unwillingness or inability to perform assigned tasks.
Failure to meet standards associated with the member’s rank, grade, or position.
Repeated unsatisfactory performance evaluations and/or the inability or
unwillingness to improve performance with appropriate remedial training or
education.
Failure to maintain or renew required licenses and/or certifications associated
with the member’s rank, grade, or position.
DISCRIMINATION, THREATS, AND/OR HARASSMENT:
The Department has a “zero tolerance” for any form of discrimination, sexual
harassment, or threats in the workplace. The member shall not threaten, verbally or
physically assault, strike, or harass any member of the Department, Town employee, or
member of the public.
Members shall not discriminate against nor harass any citizen or member in a protected
class, including, but not limited to: on the basis of race, age, national origin, religion,
gender, sexual orientation, and/or gender identity.
A Department member shall not engage in retaliatory conduct against anyone who
reports alleged violations of Departmental policies and procedures, who participates in
any investigation of an alleged violation or who report discriminatory practices or
participates in an investigation of such practices.
INSUBORDINATION:
Members may not intentionally engage in conduct, through actions or words, which are
disrespectful to, or that otherwise undermines the authority of, a supervisor or the chain
of command. The members of the Department shall comply with the chain of command
and shall obey any lawful order of a superior person authorized to be in command.
If a member is given an order that conflicts with an existing order, the member
shall notify the superior of the latter order. If that order is repeated, it will stand.
They shall not obey any order which they reasonably believe to be immoral,
unsafe, or illegal.
Oliver Volunteer Fire Department Code of Conduct
Page 5 of 7
CONDUCT UNBECOMING:
A member shall not engage in conduct that is unbecoming to the member, the
Department, the Town of Oliver, or the profession. Conduct unbecoming includes
any conduct that would bring the Town, the Department, or any member into
disrepute or dishonor; or would disgrace the integrity of the profession; or undermine
the public trust, or would be detrimental to the operation and efficiency of the Fire
Department.
HONESTY:
Members shall not intentionally or willfully make any false statement, either verbal or
written, or withhold material information associated with the member’s positions,
official duties, or the Department’s official business. The members shall not lie, steal,
cheat, or make intentionally deceptive statements.
ABUSE OF POSITION:
Members shall not use their positions as employees of the Department and/or Town
of Oliver employees for personal gain for themselves or others to obtain some
benefit not available to the general public. This includes, but not limited to: the use of
Departmental identification cards, badges, uniforms, insignia, or equipment.
Department employees may not use their position with the Department to endorse,
advertise, or use in testimonials.
CONFIDENTIALTY OF INFORMATION:
Employees shall not disclose or disseminate any information, including pictures
and/or video, obtained by the Department or pursuant to the employee’s official
duties that is confidential and not generally available to the public except as
authorized by the Department. The employees will not use their authority to obtain
information that would not be obtainable by the public, unless necessary to carry out
the official business of the Department and/or the job duties of employees.
COURTESY:
The members of the Department shall treat members of the public, Town employees,
and other Department members with the respect and courtesy expected in a
professional manner. No member, in the performance of his or her duties, shall
address another individual in a way that can reasonably be interpreted as violent,
derogatory, or discriminatory.
Oliver Volunteer Fire Department Code of Conduct
Page 6 of 7
BREACHES, COMPLAINT HANDLING AND DISCIPLINARY ACTION:
Members are encouraged to seek clarification from the Fire Chief or Chief Administrative
Officer if they are uncertain as to whether an existing or contemplated action may
contravene the Code of Conduct.
Failure to comply with the Code of Conduct will be viewed seriously and will be
investigated. Breaches of the Code may result in management and/or disciplinary action
under the Department Operational Guidelines.
All complaints or inquiries will be treated as confidential.
Alleged breaches of this Code of Conduct by Members shall be submitted in a written
complaint addressed to the Fire Chief and Chief Administrative Officer. In the event that
the Fire Chief is the subject of, or is implicated in the complaint, the complaint shall be
addressed to the Chief Administrative Officer unless that individual is the subject of, or
implicated in the complaint.
Possible disciplinary outcomes include management action up to and including
termination of employment.
It is important to be aware that breaches of the law may also lead to criminal
prosecution.
Upon receipt of a complaint the Fire Chief and the Chief Administrative Officer shall, if they
are not able to resolve the matter informally, within thirty (30) days, appoint an independent
third party identified and agreed between the Complainant(s) and Respondent(s) as
having the necessary professional skills, knowledge and experience to investigate the
complaint (the “Third Party Investigator”). If the parties cannot agree on the choice of
investigator, the nominee of the Complainant(s) and the Respondent(s) shall jointly select
a suitable Third Party Investigator.
Third Party Investigator
May conduct a preliminary assessment of the complaint, at the conclusion of which the
investigator may determine to continue the investigation or make a written
recommendation that the complaint be dismissed as unfounded, beyond jurisdiction or
unlikely to succeed;
If the Third Party Investigator determines to continue the complaint, the Third Party
Investigator shall:
Conduct an independent and impartial investigation of the complaint in a manner
that is fair, timely, confidential and otherwise accords with the principles of due
process and natural justice;
Provide an investigation updated within ninety (90) days of his or her appointment
to the Chief Administrative Officer and Fire Chief, to the Complainant and the
Respondent;
Provide a written, confidential report (the “Report”) of the findings of the
investigation, including findings as to whether there has been a breach of this Code
Oliver Volunteer Fire Department Code of Conduct
Page 7 of 7
of Conduct, to the Chief Administrative Officer and Fire Chief, to the Complainant
and the Respondent; and
Provide recommendations in the Report as to the appropriate resolution of the
complaint, which recommendations may include:
o dismissal of the complaint; or
o counselling of a Member; and/or
o such other recommendations as are deemed appropriate in the
professional judgment of the Third Party Investigator.