SCFD4 Policy Test

#103 Cellular Telephones: District Owned Phones

• Used for district business only.

• Personal use permitted when:

  • Emergencies arise.

  • No added cost to district.

  • Use is within all conduct and expectations of the district.

  • Use is de minimis (too trivial or minor to merit consideration).

• Drivers should only use phones in hands free mode.

• Photo/video shall be district business only.

  • Taken with district phone becomes public record.

#103 Cellular Telephones: Personal Cell Phones

• Only permitted on duty as long as use doesn’t interfere with scheduled duties, drills, or emergency calls.

• Members shall set phones to silent setting so they are not disruptive.

• Shall not answer calls while participating in drill, pub ed, or emergency calls unless the call is related to the activity.

• Shall not be carried on person while on 911 calls or during public functions.

  • Shall be left in apparatus/vehicle.

• Shall not use phone while driving unless in hands free mode.

• Cell phone use is at own risk due to damage/loss or subpoena.

#107 Public Access to Fire Facilities: Access to Public Areas

• Members of the public are allowed access to public areas at SCFD4 facilities during business hours (M-F 0800-1600) to conduct business w/ SCFD4, seek assistance, or attend scheduled meetings.

• Members of the public wanting to visit public areas outside of business hours must schedule through SCFD4 business office.

• Visitors wishing to stay in public areas beyond office hours must obtain authorization from the fire chief or their designee.

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#107 Public Access to Fire Facilities: Access to Non-Public Areas

• Access to non public areas of SCFD4 property/facilities shall be limited to SCFD4 personnel

• Exceptions may be granted by fire chief or their designee.

• Visits shall be scheduled through SCFD4 business office.

#107 Public Access to Fire Facilities

• Activities that interfere with ability of SCFD4 personnel to perform duties or prevent the public from accessing services in public areas are not allowed.

• Security measures:

  • SCFD4 may position video cameras to monitor various areas of its facilities, audio recording is DISABLED. Video cameras will not be used in private areas (break rooms, restrooms, locker/dressing rooms, etc.)

  • Any member of public wishing to review video footage must make a public records request.

#108 Service Delivery Standards

• Call processing time (dispatching): 90 seconds.

• Turnout times: 120 seconds.

• First due travel times priority (code) calls:

  • Urban: 4 minutes.

  • Suburban: 8 minutes.

  • Command units/single person units are excluded.

• First ALS unit travel time for ALS priority calls:

  • Urban: 6 minutes.

  • Suburban: 10 minutes.

• Effective Response Force (ERF):

  • Fire Residential (FR): 16 FFs including command.

  • Fire Commercial (FC): 22 FFs including command.

  • Fire Brush (FB): 7 FFs including command.

  • FWI: 19 FFs including command.

• Effective Réponse Force (ERF) travel time:

  • Urban: 8 minutes.

  • Suburban: 16 minutes.

#108 Q: What is a service call defined as?

• Requests for non emergency assistance:

  • Unwanted water in homes/businesses

  • Odor/smoke investigations

  • Outdoor burning issues

  • Animal assistance

  • Fire alarm/sprinkler activations reported as false or alarms or help needed to reset them

#108 Q: What is the first due travel times for code responses?

• Urban: 4 minutes

• Suburban: 8 minutes

#108 Q: What is the first ALS travel time for ALS priority calls?

• Urban: 6 minutes

• Suburban: 8 minutes

#108 Q: What is the ERF numbers?

• Residential fire: 16 FFs including command

• Commercial fire: 22 FFs including command

• Brush fire (high priority): 7 FFs including command

• FWI: 19 FFs including command.

#108 Q: What are the ERF travel times?

Urban: 8 minutes

Suburban: 16 minutes

#112 Drug Free Workplace

• Zero tolerance policy for employees being under the influence of drugs/alcohol while on duty

• No accommodations for medical marijuana

• District may require employee to do drug/alcohol testing if there is “reasonable suspicion”

  • Suspicion defined as: employee reported to work in a manner that would raise suspicion of “unfit for duty”

  • Reasonable suspicion includes but not limited to:

    • Slurred speech, irregular/unusual speech patterns, impaired judgement, alcohol/marijuana odor on breath/clothes, uncoordinated walking or movement, unusual irregular behavior, actual possession of illegal drugs or alcohol, LE or Fire District officers reasonable suspicions after an MVC involving a department vehicle

  • Reason suspicion MUST be based off of direct observations by someone trained in detection in this type of behavior, and a BC or higher must confirm this observation.

    • Untrained individuals are STILL required to report possible fit for duty observations to supervisors..

• If probable cause to believe employee is under the influence and need for testing, supervisor shall:

  • Immediately take individual out of service

  • Not allow individual to leave the premises

  • Notify a chief officer

  • Secure and protect any evidence

    • Request LE as deemed necessary.

  • Conduct/document basic EMT exam to ensure medically stable

  • Interview individual applicable to situation (with representation if requested)

  • Provide verbal/written account to chief officer

• Employee shall be transported by district chief officer to agreed upon testing facility

  • After all testing, employee shall be returned to their residence with instructions to not return to work

• Negative test results: Employee shall be compensated for lost work due to testing, and no discipline.

• Positive test results:

  • Placed on administrative sick leave until they enter rehab or there is a disciplinary hearing

  • Given opportunity to enroll in rehab program

  • Can use unused sick leave before/during, or unpaid medical leave of absence

  • Subject to discipline

• Refusal of testing: can result in discipline up to termination

  • Refusal can appear as: refusal of test, failure to provide adequate breath/urine sample, engaging in conduct that obstructs testing, altering a sample, failure to sign documents required of test.

• Last Chance Work Agreement: after successful completion of rehab, you’ll be granted opportunity of returning to work under conditions of Last Chance Work Agreement

  • Employee subject to follow up unannounced drug testing for up to 2 years

• Voluntary rehab: Employees who voluntarily enter rehab or request help before commotion violation to this policy will NOT be subject to discipline

• Disciplinary action:

  • All hearings shall be conducted after employee is released from rehab or 45 days whichever greater

  • Employee is advised of their right to union representation, employee may refuse representation

    • Employee has all rights associated with grievance process

#112 Q: What is the definition of an alcoholic beverage, and a prescribed drug?

• Beverage that may be sold and consumed in excess of a 0.5% alcohol content

• Prescribed drug: Any drug prescribed by a licensed practitioner for the individual consuming it.

#112 Q: What is the stance on drug/alcohol use in the workplace?

• Zero tolerance

#112 Q: Reasonable suspicion must be observed by who?

• Individuals trained in detection

• A BC or higher must confirm this observation

• Untrained individuals are still required to report to immediate supervisor

#112 Q: What if you voluntarily seek help for drug/alcohol problems?

• If requesting help or voluntarily entering rehab facility prior to committing violation of this policy, the employee will not be subject to discipline or other sanctions outlined in this policy.

#120 Emergency Mobilization

• Selection to fill mobe roster will be accomplished in a way that attempts equal distribution of hours among team members

• All mobe hours recorded

• Every mobe assumed 14 working days at incident, not including travel time

• All emergency mobe requests shall be filled voluntarily, then mando.

• All red card holders MUST agree to sign up for mobes or back fills for mobes

• Minimum of 24hrs notice for crew changes during assignment must be provided to IC and approved prior to crew/personnel swap out

  • All crew changes must be approved by fire chief, if employee is requesting crew change district WILL NOT pay for travel there or back (district only pays when it will be reimbursed by incident)

• Those who do not assist in mobes or backfill within 24 month period shall be removed from wild land team for a period of 1 year at discretion of district

• Returning employees from mobe may use leave to take remainder of the shift off

• Employees on initial probation are ineligible to participate in mobes, but may certify/recert wildland certs. Employee is immediately eligible to participate in fire mobes upon successful completion of probation

#120 Emergency Mobilization: 3.8 Wildfire Mobilization Apparatus Position Requirements

• Brush truck: NWCG ENGB, D/O or acting D/O, & FF. Min 2, Max 3 people.

• Tender: NWCG ENGB, D/O or acting D/O. 1-2 people.

• Type I: NWCG ENGB, D/O or acting D/O, & FF. 3-4 people.

• Ladder: NWCG ENGB, D/O or acting D/O, & FF. 3-4 people.

• Aid unit: Two EMT

• Medic unit: 1 PM and 1 EMT

• Strike Team Leader or higher: BC/acting BC or employee qualified for assignment

• District will allow LT or acting LT in placed of ENGB through 2026, ops chief will have to sign off on acting ENGB if no one is available

#120 Q: Can a probie mobe?

• No, but they may acquire certs and be immediately available following successful completion of initial probation

#122 Workplace Investigations

• Investigation is fact finding process, supervisors shouldn’t reach any conclusions until investigation is complete

• In most cases, investigation requires interview and written statements from both employee and the witnesses

  • If employee is subject to investigation that may result in discipline, employee may request union representation during interview

• Union shall be provided reasonable advance notice of investigation

• Employee is entitled to consult with union rep prior to meeting, and union rep shall be granted pre interview consult meeting with employee when needed

  • Union rep shall be allowed to take an active role in assisting employe to present facts, ask questions or to counsel the employee being interviewed, and provide info about past employment practices

• During investigation fire chief may place employee on paid admin leave if alleged violation may impact safety/health of other district employees. Paid admin leave extended as long as appropriate for investigation

• After investigation is complete, and employee is found to not have committed offense, the matter will be closed without any notation to their personal file

Investigative interviews:

• Unions role is to ensure due process, serve as witness to the process, and advise the employee in presenting the facts, making certain investigative questions are relevant and appropriate

Retaliation:

• In any manner against person filing complaint, testifying in investigation, providing info, or assisting in investigation is prohibited and subject to discipline up to termination

• Fire chief and HR will take reasonable steps to protect victim(s) from further harassment

Responsibility:

• Fire chief may bring on third party to assume investigations and instruct other district personnel to gather info

#122 Q: If you’re being investigated, what role can the union play?

• You may request union rep present for interviews, assistance for presenting facts, ask questions or counsel, and provide past info on prior employer practices.

• The union reps role is to ensure due process, server as witness, and advise employee in presenting facts and making sure investigative questions are relevant and appropriate.

#206 Payroll

Pay and Hours

• BC shall enter accurate time in electronic scheduling program (Crewsense or Stationwise) for all hours worked during that period by the end of the shift

  • Individual employees are responsible for ensuring all hours are entered correctly and accurately recorded in electronic scheduling program

• Officer in charge & individual employees are responsible for ensuring all training activities are properly recored in target solutions

#206 Q: Who is responsible for ensuring hours are correct and accurately recorded?

• The employee

#208 Ambulance Transport Fees

Procedure:

• Locked EHR reports are available for records specialist to process

  • Incomplete reports returned to BC for correction prior to sending to billing company

  • All transport EHRs are electronically forwarded to districts third party billing company

• Contracted third party billing authorized to “write off” delinquent accounts under $100

  • No interest on delinquent accounts

Waivers Residents:

• Residents and property owners do not have to pay amounts of bill that are not payable by third parties and insurance

  • Non resident and non property owners will be required to pay all charges incurred

Waivers Non Residents:

• Waiver request form obtained from third party billing, filled out and returned to district

• User meets federal poverty level guidelines

• Board of commissioners will evaluate reasons not listed above at the request of the individual, and with paperwork showing the individual is experiencing financial hardship

#208 Q: Who does not have to pay the transport bill?

• Residents and property owners in district can wave the remaining amount of the bill not covered by third parties and insurance

#208 Q: Can non residents waive transport bills?

• Yes if experiencing hardship, meets federal poverty requirements, or if approved by request evaluated by board of commissioners

#306 Catastrophic Employee Injury

Purpose:

• Provide prompt notification to relatives and/or friends of district employees in event that employee is killed or severely injured

Procedures:

• District shall notify designated persons of employee who are killed or severely injured while performing department duties

Forms:

• Personal Emergency Information Form shall be completed by all department employees at time of hiring and must be updated anytime changes are made

Notification:

• Fire chief and a chaplain shall immediately visit if possible the people identified on PEIF and inform them of the situation

  • Within 8 hours of LODD, probably fatality, or inpatient hospitalized of employee as result of work related incident

  • Executive chief shall notify L&I

• If incident occurs at fire scene, IC shall immediately request a Snohomish County Fire Investigator

  • or LE if other than fire scene

Severely injured definition: injury so significant that the employee is unable to personally notify family/friends

#306 Q: How long does the district have to notify persons?

• Within 8 hours of the incident.

#401 Respiratory Protection Program

• Initial training must be completed prior to use, and subsequent quarterly training shall be conducted as needed

Use of Respiratory Protection:

• Employees shall complete medical evaluation and fit test prior to use

• Shall complete annual fit test and medical questionnaire

• Used any time the atmosphere is suspected of becoming hazardous

• Contact lenses shall not be used in SCBA unless approved through industry standards and district

Injury, Accident, Malfunction:

• Any injury whether caused by SCBA or not must be removed and cannot be returned to service until certified tech evaluates it

  • Entire ensemble including face mask

Inspection, Maintenance, Storage:

• Inspected daily and recording electronically

• Repair/maintenance only made by properly trained individuals

• Annual flow/performance test conducted on each SCBA and certified by SCBA tech

#406 Risk Management Plan

• Risk vs benefits

Procedure:

• Identify potential exposures on both emergency and non emergency calls

Risk Control Measures:

• Avoiding risk

• Controlling risk

• Transferring risk

• District officers, safety officer and committee shall periodically evaluate (at least annually) the risk management plan for effectiveness

Risk Management at Emergency Operations:

• High risk to safety shall be limited to situations where there is potential to save life

• Activities that are employee routinely to protect property are recognized as inherent risks

• No risk to members is acceptable if there is no possibility to save life or property

  • Defensive ops