bulletins Flashcards
(98 cards)
1
Q
- 2 “Alcohol” means the intoxicating agent in beverage alcohol, ethyl alcohol, or other low molecular weight alcohols in methyl and isopropyl alcohol no matter how it is packaged or in what form the alcohol is stored, utilized or found.
- 3 “Alcohol concentration” (or content) means the alcohol in a volume of breath expressed in terms of grams of alcohol per 210 Liters of breath as indicated by an evidential breath test device.
A
- 2 “Alcohol” means the intoxicating agent in beverage alcohol, ethyl alcohol, or other low molecular weight alcohols in methyl and isopropyl alcohol no matter how it is packaged or in what form the alcohol is stored, utilized or found.
- 3 “Alcohol concentration” (or content) means the alcohol in a volume of breath expressed in terms of grams of alcohol per 210 Liters of breath as indicated by an evidential breath test device.
2
Q
3.5 “Alternative Breath Collection Protocol” means the protocol to be used when an employee attempts, but cannot provide a sufficient amount of breath to complete alcohol testing.
A
3.5 “Alternative Breath Collection Protocol” means the protocol to be used when an employee attempts, but cannot provide a sufficient amount of breath to complete alcohol testing.
3
Q
“Children” means person 12 years or older
A
Children” means person 12 years or older
4
Q
positive breathalyzer 0.020 or greater, 0.040 or greater will result in recommendation of termination
A
positive breathalyzer 0.020 or greater, 0.040 or greater will result in recommendation of termination
5
Q
refusal to submit
fails to appear after 1.5 hours from being relieved of duty
A
refusal to submit
fails to appear after 1.5 hours from being relieved of duty
6
Q
- 29 “Screening Test” means:
a. In testing for controlled substances or illegal drugs an EMIT analysis under which “negative” urine specimens are excluded from confirmation.
b. In alcohol testing, analytic procedures using an EBT device to determine whether an employee may have a prohibited concentration of alcohol in a breath or blood specimen.
A
- 29 “Screening Test” means:
a. In testing for controlled substances or illegal drugs an EMIT analysis under which “negative” urine specimens are excluded from confirmation.
b. In alcohol testing, analytic procedures using an EBT device to determine whether an employee may have a prohibited concentration of alcohol in a breath or blood specimen.
7
Q
3.33 “Substituted Sample” means a urine sample that is certified by the laboratory as having a creatinine level of less than 2 mg/dL, or as “creatinine not detected.”
A
3.33 “Substituted Sample” means a urine sample that is certified by the laboratory as having a creatinine level of less than 2 mg/dL, or as “creatinine not detected.”
8
Q
3.36 “Youth” means an individual between thirteen (13) and seventeen (17) years of age, inclusive.
A
3.36 “Youth” means an individual between thirteen (13) and seventeen (17) years of age, inclusive.
9
Q
Employees taking either prescribed or over-the counter medication(s) which has the potential to impair job performance must notify their immediate on-duty supervisor of this fact prior to assuming duty.
A
Employees taking either prescribed or over-the counter medication(s) which has the potential to impair job performance must notify their immediate on-duty supervisor of this fact prior to assuming duty.
10
Q
4.3 Transportation to the PFC shall be arranged to ensure that a employee who feels impaired, or who is potentially impaired, is not required to transport him/her self. Section 5: Events for Which Testing is Required
A
4.3 Transportation to the PFC shall be arranged to ensure that a employee who feels impaired, or who is potentially impaired, is not required to transport him/her self. Section 5: Events for Which Testing is Required
11
Q
- 4 Post Accident:
a. Following a vehicle accident involving a government vehicle or equipment that meets any of the conditions listed below, a covered employee who has been involved, either as a driver or in another direct fashion (such as controlling traffic in an interSection), shall be referred for drug and alcohol testing when any of the following occur:
i. The accident results in loss of human life;
ii. One (1) or more motor vehicles ( either District government or private) incur(s) disabling damage, requiring the motor vehicle to be transported away from the scene by a tow truck or other motor vehicle;
iii. Anyone receives bodily injury which requires immediate medical attentionaway from the scene.
A
- 4 Post Accident:
a. Following a vehicle accident involving a government vehicle or equipment that meets any of the conditions listed below, a covered employee who has been involved, either as a driver or in another direct fashion (such as controlling traffic in an interSection), shall be referred for drug and alcohol testing when any of the following occur:
i. The accident results in loss of human life;
ii. One (1) or more motor vehicles ( either District government or private) incur(s) disabling damage, requiring the motor vehicle to be transported away from the scene by a tow truck or other motor vehicle;
iii. Anyone receives bodily injury which requires immediate medical attentionaway from the scene.
12
Q
iv. The employee receives or is likely to receive a citation under District of Columbia law or lhe law of another jurisdiction for a moving violation arising from the incident;
A
iv. The employee receives or is likely to receive a citation under District of Columbia law or lhe law of another jurisdiction for a moving violation arising from the incident;
13
Q
a. Pre-Duty Use: Use of alcohol by an employee within four (4) hours prior to reporting for duty;
A
a. Pre-Duty Use: Use of alcohol by an employee within four (4) hours prior to reporting for duty;
14
Q
8.4 An employee seeking help for a possible drug or alcohol dependency who has not tested positive and/or violated this policy may seek assistance in confidence through programs such as EAP, COPE, private doctor, and the PFC without fear of disciplinary action, provided that this is his/her initial request for formal assistance.
A
8.4 An employee seeking help for a possible drug or alcohol dependency who has not tested positive and/or violated this policy may seek assistance in confidence through programs such as EAP, COPE, private doctor, and the PFC without fear of disciplinary action, provided that this is his/her initial request for formal assistance.
15
Q
alcohol, controlled substances and drugs.
9.2 Random testing shall be conducted throughout the year. The minimum annual percentage rate of covered employees subject to random testing shall be twenty (20) percent of the average total number of covered employees on the payroll on the first day of each calendar quarter (January 1, April 1, July 1, and October 1).
A
alcohol, controlled substances and drugs.
9.2 Random testing shall be conducted throughout the year. The minimum annual percentage rate of covered employees subject to random testing shall be twenty (20) percent of the average total number of covered employees on the payroll on the first day of each calendar quarter (January 1, April 1, July 1, and October 1).
16
Q
. The employee will have 90 minutes to report to the PFC for testing upon relief. The employee will sign a notice at the PFC regarding the random drug/alcohol screening.
A
. The employee will have 90 minutes to report to the PFC for testing upon relief. The employee will sign a notice at the PFC regarding the random drug/alcohol screening.
17
Q
9.6 An employee selected for testing who is on duty or in an administrative leave status pending disciplinary action, shall not be excused from testing, allowed to reschedule testing, or allowed to resides outside of the Metropolitan area. Such circumstances must be documented by the PSO.
00-2014-35
Bulletin No. 5 SUBSTANCE ABUSE POLICY Page 10
take sick or other leave after being notified of testing, except in extremely unusual circumstances. Extended time to report to the PFC may be allowed by the PSO if the member
A
9.6 An employee selected for testing who is on duty or in an administrative leave status pending disciplinary action, shall not be excused from testing, allowed to reschedule testing, or allowed to resides outside of the Metropolitan area. Such circumstances must be documented by the PSO.
00-2014-35
Bulletin No. 5 SUBSTANCE ABUSE POLICY Page 10
take sick or other leave after being notified of testing, except in extremely unusual circumstances. Extended time to report to the PFC may be allowed by the PSO if the member
18
Q
An employee on military leave, sick leave over 30 calendar days, or leave without pay shall not be subjected to random testing.
A
An employee on military leave, sick leave over 30 calendar days, or leave without pay shall not be subjected to random testing.
19
Q
b. Adulterated and Dilute Sample. When a testing laboratory reports to the MRO that a urine specimen is adulterated or dilute, the employee shall be ordered to retest prior to or upon reporting for his/her next tour of duty. Report of an Adulterated Sample requires direct observation of the sample collection per PFC protocol. Employees will not be allowed to assume duty until after they have submitted a second or additional sample for testing. Employees may assume duty while results are pending from the adulterated or dilute samples.
A
b. Adulterated and Dilute Sample. When a testing laboratory reports to the MRO that a urine specimen is adulterated or dilute, the employee shall be ordered to retest prior to or upon reporting for his/her next tour of duty. Report of an Adulterated Sample requires direct observation of the sample collection per PFC protocol. Employees will not be allowed to assume duty until after they have submitted a second or additional sample for testing. Employees may assume duty while results are pending from the adulterated or dilute samples.
20
Q
2 The BFC may utilize the Metropolitan Police Department or other comparable law enforcement authority to conduct alcohol testing only upon prior approval of the appropriate DFC, Operations Division or applicable Division Head. Such requests, including all of the circumstances surrounding such requests, shall be documented in a Special Report by the BFC.
A
2 The BFC may utilize the Metropolitan Police Department or other comparable law enforcement authority to conduct alcohol testing only upon prior approval of the appropriate DFC, Operations Division or applicable Division Head. Such requests, including all of the circumstances surrounding such requests, shall be documented in a Special Report by the BFC.
21
Q
If, at any time during his/her career, after the one post hiring opportunity, an employee receives another positive result on any confirmation test duly administered for alcohol at a concentration of 0.020 or greater, controlled substances and/or drugs under this Bulletin, the employee shall be charged with violation of the Substance Abuse Policy and shall be terminated. There will be no “Last Chance Agreement
A
If, at any time during his/her career, after the one post hiring opportunity, an employee receives another positive result on any confirmation test duly administered for alcohol at a concentration of 0.020 or greater, controlled substances and/or drugs under this Bulletin, the employee shall be charged with violation of the Substance Abuse Policy and shall be terminated. There will be no “Last Chance Agreement
22
Q
The Department has designated each fire station as a Safe Place by hanging Project Safe Place signs in prominent locations on the exterior of fire stations. Youths in crisis can present themselves to fire stations at any time, day or night, for temporary shelter while representatives from the Sasha Bruce Youthwork make arrangements for transportation.
• Safe Place Project personnel will make arrangements for the youth to be picked up, within 20 minutes when possible, and transported to a Safe Place shelter.
A
The Department has designated each fire station as a Safe Place by hanging Project Safe Place signs in prominent locations on the exterior of fire stations. Youths in crisis can present themselves to fire stations at any time, day or night, for temporary shelter while representatives from the Sasha Bruce Youthwork make arrangements for transportation.
• Safe Place Project personnel will make arrangements for the youth to be picked up, within 20 minutes when possible, and transported to a Safe Place shelter.
23
Q
• As soon as it becomes apparent that Project Safe Place Services will be needed, the receiving company goes out of service until the youth is in the care of Project Safe Place representatives or other DCFEMS personnel
A
• As soon as it becomes apparent that Project Safe Place Services will be needed, the receiving company goes out of service until the youth is in the care of Project Safe Place representatives or other DCFEMS personnelHB
24
Q
• A Street Calls unit or nearest in-service EMS Supervisor will also go out of service and proceed to the station providing shelter to stay with the youth and wait for Safe Place representatives.
A
• A Street Calls unit or nearest in-service EMS Supervisor will also go out of service and proceed to the station providing shelter to stay with the youth and wait for Safe Place representatives.
25
On-duty personnel shall admit youths desiring help into to the fire station, and provide a place to wait for transportation. The on-duty platoon commander will immediately contact the Office of Unified Communications - Watch Commander to inform them that a youth is seeking Safe Place shelter, that the Safe Place Hot Line has been called, and place the Company is out of service.
On-duty personnel shall admit youths desiring help into to the fire station, and provide a place to wait for transportation. The on-duty platoon commander will immediately contact the Office of Unified Communications - Watch Commander to inform them that a youth is seeking Safe Place shelter, that the Safe Place Hot Line has been called, and place the Company is out of service.
26
, Street Calls unit and/or EMS Supervisor shall ensure that at least two (2) members are in the youth’s presence at all times to serve as witness to all actions or conversations involving the youth.
, Street Calls unit and/or EMS Supervisor shall ensure that at least two (2) members are in the youth’s presence at all times to serve as witness to all actions or conversations involving the youth.
27
BULLETIN NO. 10 OCTOBER 2006 (New)
ACTIVE MILITARY DUTY
Purpose and Overview
The purpose of this Bulletin is to provide guidance and direction for members called up for active Military Duty.
BULLETIN NO. 10 OCTOBER 2006 (New)
ACTIVE MILITARY DUTY
Purpose and Overview
The purpose of this Bulletin is to provide guidance and direction for members called up for active Military Duty.
28
Even though military time counts as creditable service towards the rate of leave accrual, employees do not earn sick or annual leave while in a Non Paid Military Furlough status.
Even though military time counts as creditable service towards the rate of leave accrual, employees do not earn sick or annual leave while in a Non Paid Military Furlough status.
29
Provides 15 days (120 hours) of paid military leave each fiscal year for active duty, active duty training, inactive duty training and military honors. These days (hours) may be taken incrementally throughout the fiscal year or in its entirety as needed.
Provides 15 days (120 hours) of paid military leave each fiscal year for active duty, active duty training, inactive duty training and military honors. These days (hours) may be taken incrementally throughout the fiscal year or in its entirety as needed.
30
Employees may carry over a maximum of 15 days (120 hours) of unused military leave into a new fiscal year. Therefore, potentially they may have a total of 30 days (240 hours) to use in any one fiscal year.
Employees may carry over a maximum of 15 days (120 hours) of unused military leave into a new fiscal year. Therefore, potentially they may have a total of 30 days (240 hours) to use in any one fiscal year.
31
DISTRICT OF COLUMBIA
FIRE AND EMERGENCY MEDICAL SERVICES DEPARTMENT
BULLETIN NO. 11 Revised June 2014
AWARENESS AND REPORTING SUSPICIOUS ACTIVITY
DISTRICT OF COLUMBIA
FIRE AND EMERGENCY MEDICAL SERVICES DEPARTMENT
BULLETIN NO. 11 Revised June 2014
AWARENESS AND REPORTING SUSPICIOUS ACTIVITY
32
The totality of circumstances must be considered when making a decision to file a suspicious activity report (SAR). The prompt reporting of suspicious activities may prevent a crime or terrorist attack.
The totality of circumstances must be considered when making a decision to file a suspicious activity report (SAR). The prompt reporting of suspicious activities may prevent a crime or terrorist attack.
33
It must also be understood that terrorists will conduct training, surveillance and "dry runs" prior to the commission of a terrorist act. Terrorists conduct surveillance to determine a target's suitability for attack by assessing the capabilities of existing security and discerning weaknesses in the facility.
It must also be understood that terrorists will conduct training, surveillance and "dry runs" prior to the commission of a terrorist act. Terrorists conduct surveillance to determine a target's suitability for attack by assessing the capabilities of existing security and discerning weaknesses in the facility.
34
Indicators of Possible Criminal / Terrorist Activity Include:
• The loss, theft, or diversion of items such as equipment, uniforms, badges/identification, vehicles, or documents from stations or facilities.
• Repeated, suspicious, or ‘false alarms’ to locations may be evidence of testing response procedures or ‘dry runs’. Be aware of people possibly observing / photographing company’s activities during responses.
Indicators of Possible Criminal / Terrorist Activity Include:
• The loss, theft, or diversion of items such as equipment, uniforms, badges/identification, vehicles, or documents from stations or facilities.
• Repeated, suspicious, or ‘false alarms’ to locations may be evidence of testing response procedures or ‘dry runs’. Be aware of people possibly observing / photographing company’s activities during responses.
35
If something seems wrong, out of place, feels “odd”; even if you cannot put a finger on the reason …… REPORT IT ASAP!
The Special Ops BFC will collect the details from the reporting company or member and make the appropriate notifications to law enforcement authorities.
If something seems wrong, out of place, feels “odd”; even if you cannot put a finger on the reason …… REPORT IT ASAP!
The Special Ops BFC will collect the details from the reporting company or member and make the appropriate notifications to law enforcement authorities.
36
Bulletin 12 June 2010
Handling Sensitive, but Unclassified Information Policy
1. PURPOSE
Bulletin 12 June 2010
Handling Sensitive, but Unclassified Information Policy
1. PURPOSE
37
3. HANDLING SENSITIVE BUT UNCLASSIFIED INFORMATION POLICY
3. 1 For Official Use Only (FOUO) Materials
3. 1.1 FOUO is the marking used by DHS to identify Sensitive but Unclassified information within the DHS community, the unauthorized disclosure of which could adversely impact a person’s privacy or welfare, the conduct of Federal programs, other operations essential to the national interest, or information that is not otherwise covered by a statute or regulation.
3. HANDLING SENSITIVE BUT UNCLASSIFIED INFORMATION POLICY
3. 1 For Official Use Only (FOUO) Materials
3. 1.1 FOUO is the marking used by DHS to identify Sensitive but Unclassified information within the DHS community, the unauthorized disclosure of which could adversely impact a person’s privacy or welfare, the conduct of Federal programs, other operations essential to the national interest, or information that is not otherwise covered by a statute or regulation.
38
4.2.1 A single PowerPoint program format is used, with two versions:
• Standard – BLUE version will be used to disseminate general information out to the entire Department.
• Critical – RED version will be used to disseminate time sensitive critical out to the entire Department
4.2.1 A single PowerPoint program format is used, with two versions:
• Standard – BLUE version will be used to disseminate general information out to the entire Department.
• Critical – RED version will be used to disseminate time sensitive critical out to the entire Department
39
Bulletin No. 13 March 2021
Presumptive Disability
Bulletin No. 13 March 2021
Presumptive Disability
40
Member Entitlement
2.4 Uniformed members eligible for the presumption are entitled to the same rights and benefits available for any other on-the-job related injury, including the ability to work in a limited duty status (if a suitable assignment is available and deemed appropriate by the Department) and access to the same treatment and compensation benefits as for other performance-of-duty injuries, including line-of-duty death benefits.
Member Entitlement
2.4 Uniformed members eligible for the presumption are entitled to the same rights and benefits available for any other on-the-job related injury, including the ability to work in a limited duty status (if a suitable assignment is available and deemed appropriate by the Department) and access to the same treatment and compensation benefits as for other performance-of-duty injuries, including line-of-duty death benefits.
41
To qualify for the presumption, a uniformed member or EMS employee must satisfy the following basic qualifications:
2.6.1 Be employed by the Department at the time the F&EMSD Form 44, Report of Illness or Injury to Uniformed Member, (if by a uniformed member) or the claim for workers’ compensation benefits (if an EMS employee) is submitted to be eligible to receive the presumption.
To qualify for the presumption, a uniformed member or EMS employee must satisfy the following basic qualifications:
2.6.1 Be employed by the Department at the time the F&EMSD Form 44, Report of Illness or Injury to Uniformed Member, (if by a uniformed member) or the claim for workers’ compensation benefits (if an EMS employee) is submitted to be eligible to receive the presumption.
42
2.8 To be eligible for the presumption after a diagnosis of a covered cancer, a uniformed member or EMS employee must also have been employed by the Department for the previous ten years and must have had contact while in the line of duty with a toxic substance that is a known carcinogen or is associated with an increased risk of developing a covered cancer.
2.8 To be eligible for the presumption after a diagnosis of a covered cancer, a uniformed member or EMS employee must also have been employed by the Department for the previous ten years and must have had contact while in the line of duty with a toxic substance that is a known carcinogen or is associated with an increased risk of developing a covered cancer.
43
To be eligible for the presumption after a diagnosis of an infectious disease, a uniformed member or EMS employee must also have a documented exposure to blood or bodily fluids during the performance of their job duties.
To be eligible for the presumption after a diagnosis of an infectious disease, a uniformed member or EMS employee must also have a documented exposure to blood or bodily fluids during the performance of their job duties.
44
Burden of Proof
2.10 If the presumption is challenged, the burden is on the Department or the Office of Risk Management (ORM) to show by a preponderance of the evidence that one or more nonoccupational risk factors outweigh those inherent in – or associated with – the occupation or that the uniformed or EMS employee does not meet one of the other qualification requirements.
Burden of Proof
2.10 If the presumption is challenged, the burden is on the Department or the Office of Risk Management (ORM) to show by a preponderance of the evidence that one or more nonoccupational risk factors outweigh those inherent in – or associated with – the occupation or that the uniformed or EMS employee does not meet one of the other qualification requirements.
45
BULLETIN NO. 23 May, 2017
POLICY REGARDING GENDER IDENTITY AND EXPRESSION
BULLETIN NO. 23 May, 2017
POLICY REGARDING GENDER IDENTITY AND EXPRESSION
46
1. General Prohibitions of Gender Identity or Expression (4 DCMR § 801(e))
It is unlawful for any person or entity, including agencies of the District of Columbia government and its contractors, to discriminate against a person in employment, housing, public accommodations, or educational institutions on the basis of that person's actual or perceived gender identity or expression. For example, in District agencies and in facilities operated by the District or its contractors, it is unlawful for the District or its contractors to:
a. Refuse to provide any facility, service, program, or benefit of the District of
Columbia government;
b. Engage in verbal or physical harassment based on an individual’s gender identity or expression;
c. Create a hostile environment based on an individual’s gender identity or expression; or
d. Deny access to restroom facilities and other gender specific facilities that are consistent with a person's gender identity or expression.
1. General Prohibitions of Gender Identity or Expression (4 DCMR § 801(e))
It is unlawful for any person or entity, including agencies of the District of Columbia government and its contractors, to discriminate against a person in employment, housing, public accommodations, or educational institutions on the basis of that person's actual or perceived gender identity or expression. For example, in District agencies and in facilities operated by the District or its contractors, it is unlawful for the District or its contractors to:
a. Refuse to provide any facility, service, program, or benefit of the District of
Columbia government;
b. Engage in verbal or physical harassment based on an individual’s gender identity or expression;
c. Create a hostile environment based on an individual’s gender identity or expression; or
d. Deny access to restroom facilities and other gender specific facilities that are consistent with a person's gender identity or expression.
47
. Access to facilities consistent with Gender Identity or Expression (4 DCMR §§ 802, 805) A. Restrooms
It is the law to allow individuals the right to use gender specific restrooms or locker rooms that are consistent with their gender identity or expression. In cases of single-stall restrooms, they must have gender-neutral signs such as “restroom” rather than “men” or “women.”
. Access to facilities consistent with Gender Identity or Expression (4 DCMR §§ 802, 805) A. Restrooms
It is the law to allow individuals the right to use gender specific restrooms or locker rooms that are consistent with their gender identity or expression. In cases of single-stall restrooms, they must have gender-neutral signs such as “restroom” rather than “men” or “women.”
48
BULLETIN NO. 24 ANTI-HAZING POLICY August 2013
Preface
The District of Columbia Fire & Emergency Medical Services Department seeks to promote a safe environment where employees may function without compromise to their health, safety, and welfare. It is the Department’s policy that hazing is prohibited.
BULLETIN NO. 24 ANTI-HAZING POLICY August 2013
Preface
The District of Columbia Fire & Emergency Medical Services Department seeks to promote a safe environment where employees may function without compromise to their health, safety, and welfare. It is the Department’s policy that hazing is prohibited.
49
Hazing Defined
Hazing is any intentional, knowing, or reckless act committed by an individual, whether individually or in concert with other persons, against another employee, in which both of the following apply:
1. The act was committed in connection with an initiation into a work group, station, shift, or division in or affiliated with the Department
2. The act contributes to a substantial risk of potential physical injury, mental harm, or degradation, or causes physical injury, mental harm, or personal degradation.
Hazing Defined
Hazing is any intentional, knowing, or reckless act committed by an individual, whether individually or in concert with other persons, against another employee, in which both of the following apply:
1. The act was committed in connection with an initiation into a work group, station, shift, or division in or affiliated with the Department
2. The act contributes to a substantial risk of potential physical injury, mental harm, or degradation, or causes physical injury, mental harm, or personal degradation.
50
Aiding and abetting another person who is engaged in hazing is prohibited. It is not a defense to a violation of this policy that the hazing victim consented to, or participated in, the hazing activity.
Aiding and abetting another person who is engaged in hazing is prohibited. It is not a defense to a violation of this policy that the hazing victim consented to, or participated in, the hazing activity.
51
Bulletin No. 25 January 2021
STATEMENT ON DIVERSITY AND EQUAL EMPLOYMENT
OPPORTUNITY (EEO)
Bulletin No. 25 January 2021
STATEMENT ON DIVERSITY AND EQUAL EMPLOYMENT
OPPORTUNITY (EEO)
52
Diversity and Equal Employment Opportunity (EEO) Statement:
2.1.1 For the D.C. Fire and Emergency Medical Services Department (DC Fire and EMS) to best serve the residents and visitors of the District of Columbia, DC Fire and EMS must have a diverse workforce that reflects the rich composition of its residents and customers.
Diversity and Equal Employment Opportunity (EEO) Statement:
2.1.1 For the D.C. Fire and Emergency Medical Services Department (DC Fire and EMS) to best serve the residents and visitors of the District of Columbia, DC Fire and EMS must have a diverse workforce that reflects the rich composition of its residents and customers.
53
BULLETIN N O. 26 September 2020 (Revised)
EQUAL EMPLOYMENT OPPORTUNITY
Section 1. Policy
It shall be the policy of the Department to comply with all local and federal employment laws and regulations, including the District of Columbia Human Rights Act, the Equal Employment Opportunity Act, and Title VII of the Civil Rights Act to:
BULLETIN N O. 26 September 2020 (Revised)
EQUAL EMPLOYMENT OPPORTUNITY
Section 1. Policy
It shall be the policy of the Department to comply with all local and federal employment laws and regulations, including the District of Columbia Human Rights Act, the Equal Employment Opportunity Act, and Title VII of the Civil Rights Act to:
54
Section 2. Responsibilities of the Department
Pursuant to Title IV of the District of Columbia Municipal Regulations, the Fire and EMS Chief of FEMS shall do the following;
(a) Be responsible and accountable for the execution of the EEO program;
(b) Ensure that allegations of discrimination and/or harassment are promptly and thoroughly investigated, and that the Department maintains records of all complaints of discrimination/harassment;
Section 2. Responsibilities of the Department
Pursuant to Title IV of the District of Columbia Municipal Regulations, the Fire and EMS Chief of FEMS shall do the following;
(a) Be responsible and accountable for the execution of the EEO program;
(b) Ensure that allegations of discrimination and/or harassment are promptly and thoroughly investigated, and that the Department maintains records of all complaints of discrimination/harassment;
55
(c) Ensure that allegations of sexual harassment and/or hostile work environment are fully and promptly investigated, and that prompt corrective and/or disciplinary action is taken, if warranted;
(c) Ensure that allegations of sexual harassment and/or hostile work environment are fully and promptly investigated, and that prompt corrective and/or disciplinary action is taken, if warranted;
56
(d) Appoint or designate an EEO Officer and at least one (1) or more EEO Counselors;
(e) Designate a Sexual Harassment Officer, and a backup Sexual Harassment Officer;
(d) Appoint or designate an EEO Officer and at least one (1) or more EEO Counselors;
(e) Designate a Sexual Harassment Officer, and a backup Sexual Harassment Officer;
57
(f) Designate an ADA Coordinator, Language Access Coordinator, and a Lesbian, Gay, Bisexual, Transgender, Queer or Questioning (LGBTQ) Liaison;
(g) Respond timely and appropriately to allegations of harassment and discrimination and uphold governing laws and policies;
(f) Designate an ADA Coordinator, Language Access Coordinator, and a Lesbian, Gay, Bisexual, Transgender, Queer or Questioning (LGBTQ) Liaison;
(g) Respond timely and appropriately to allegations of harassment and discrimination and uphold governing laws and policies;
58
3. Inform employees and applicants of the requirement that they shall consult an EEO Counselor within one hundred eighty (180) calendar days of the alleged unlawful employment practice or within one hundred-eighty (180) calendar days of the discovery of the occurrence giving him or her cause to believe that he or she has been discriminated against;
3. Inform employees and applicants of the requirement that they shall consult an EEO Counselor within one hundred eighty (180) calendar days of the alleged unlawful employment practice or within one hundred-eighty (180) calendar days of the discovery of the occurrence giving him or her cause to believe that he or she has been discriminated against;
59
1. DCFEMS employees and applicants alleging employment discrimination who wish to file a complaint with the Office of Human Rights (OHR) must first consult an Equal Employment Opportunity (EEO) Counselor within 180 calendar days of the occurrence of discrimination or discovery of discrimination in order to attempt informal resolution. A complainant can consult with an EEO Counselor within DCFEMS or consult with any EEO Counselor within any District of Columbia government agency. A current list of EEO Counselors can be found on the OHR website, available at: ohr.dc.gov;
1. DCFEMS employees and applicants alleging employment discrimination who wish to file a complaint with the Office of Human Rights (OHR) must first consult an Equal Employment Opportunity (EEO) Counselor within 180 calendar days of the occurrence of discrimination or discovery of discrimination in order to attempt informal resolution. A complainant can consult with an EEO Counselor within DCFEMS or consult with any EEO Counselor within any District of Columbia government agency. A current list of EEO Counselors can be found on the OHR website, available at: ohr.dc.gov;
60
2. Complainants will have 30 calendar days to work with the Counselor to seek resolution. Once the EEO Counseling process ends, the Counselor will issue an Exit Letter;
3. If the complainant wishes to file a formal complaint with OHR, he or she must bring a copy of the Exit Letter and file the complaint with OHR within 15 calendar days of the Exit Letter. Complaints filed after the 15 calendar days shall be deemed untimely and dismissed by the Office of Human Rights; and
2. Complainants will have 30 calendar days to work with the Counselor to seek resolution. Once the EEO Counseling process ends, the Counselor will issue an Exit Letter;
3. If the complainant wishes to file a formal complaint with OHR, he or she must bring a copy of the Exit Letter and file the complaint with OHR within 15 calendar days of the Exit Letter. Complaints filed after the 15 calendar days shall be deemed untimely and dismissed by the Office of Human Rights; and
61
BULLETIN NO. 27 July 2018 (Revised)
SEXUAL HARASSMENT
I. Purpose
Pursuant to Mayor’s Order, 2017-313, sexual harassment is recognized as one of the most unjust, demeaning, and demoralizing examples of workplace misconduct.
BULLETIN NO. 27 July 2018 (Revised)
SEXUAL HARASSMENT
I. Purpose
Pursuant to Mayor’s Order, 2017-313, sexual harassment is recognized as one of the most unjust, demeaning, and demoralizing examples of workplace misconduct.
62
b. Protections
The protections against workplace sexual harassment extend to employees, contractors, interns, and any other persons engaged by the District of Columbia to provide permanent or temporary employment services at District of Columbia worksites inside and outside District of Columbia agencies, and to applicants for District government employment, although not every procedure set forth in this Order applies to persons not working for the government.
b. Protections
The protections against workplace sexual harassment extend to employees, contractors, interns, and any other persons engaged by the District of Columbia to provide permanent or temporary employment services at District of Columbia worksites inside and outside District of Columbia agencies, and to applicants for District government employment, although not every procedure set forth in this Order applies to persons not working for the government.
63
Quid Pro Quo Sexual Harassment
Quid pro quo sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when any one of the following criteria is present:
1. Submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment; or
2. Submission to or rejection of such conduct by an individual is used as a basis for employment decisions affecting the individual.
Quid Pro Quo Sexual Harassment
Quid pro quo sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when any one of the following criteria is present:
1. Submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment; or
2. Submission to or rejection of such conduct by an individual is used as a basis for employment decisions affecting the individual.
64
b. Hostile Environment Sexual Harassment
Other conduct – if severe or sufficiently pervasive as to alter working conditions – may create a “hostile environment” and is also prohibited. Such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile or offensive work environment.
b. Hostile Environment Sexual Harassment
Other conduct – if severe or sufficiently pervasive as to alter working conditions – may create a “hostile environment” and is also prohibited. Such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile or offensive work environment.
65
b. Hostile Environment Sexual Harassment
Other conduct – if severe or sufficiently pervasive as to alter working conditions – may create a “hostile environment” and is also prohibited. Such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile or offensive work environment.
b. Hostile Environment Sexual Harassment
Other conduct – if severe or sufficiently pervasive as to alter working conditions – may create a “hostile environment” and is also prohibited. Such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile or offensive work environment.
66
Agency Responsibilities
1. Within thirty (30) days after the effective date of this Order, company officers or managers shall require that all Department review this Bulletin. Company officers and managers shall display, in noticeable and conspicuous locations accessible and used by a substantial number of Department employees, notices setting forth the District of Columbia’s policy prohibiting sexual harassment.
Agency Responsibilities
1. Within thirty (30) days after the effective date of this Order, company officers or managers shall require that all Department review this Bulletin. Company officers and managers shall display, in noticeable and conspicuous locations accessible and used by a substantial number of Department employees, notices setting forth the District of Columbia’s policy prohibiting sexual harassment.
67
Referral to the Board of Ethics and Government Accountability (BEGA)
Some claims of sexual harassment may also involve ethical violations, such as if an employee is giving gifts to an employee for sexual favors or to a potential reporter of sexual harassment, or if an employee is using government resources to copy and disseminate inappropriate pictures.
Referral to the Board of Ethics and Government Accountability (BEGA)
Some claims of sexual harassment may also involve ethical violations, such as if an employee is giving gifts to an employee for sexual favors or to a potential reporter of sexual harassment, or if an employee is using government resources to copy and disseminate inappropriate pictures.
68
RIDE-ALONG PROGRAM
Participant requirements:
1) . Submit request to the Fire Chief that outlines reason for ride along; if approved:
a. Be 18 years of age or older.
Participant requirements:
1) . Submit request to the Fire Chief that outlines reason for ride along; if approved:
a. Be 18 years of age or older.
69
Individuals must visit the Public Affairs Office (PAO) and complete FEMS Form 157.1, OAP Application Form, and sign a Form 157, Liability/Privacy Waiver, form prior to participating in a ride-along. The forms will be forwarded to the Fire Chief for approval. If approved, the PAO will notify the Assistant Fire Chief of Operations who will ensure the operations division coordinates all logistical arrangements.
Individuals must visit the Public Affairs Office (PAO) and complete FEMS Form 157.1, OAP Application Form, and sign a Form 157, Liability/Privacy Waiver, form prior to participating in a ride-along. The forms will be forwarded to the Fire Chief for approval. If approved, the PAO will notify the Assistant Fire Chief of Operations who will ensure the operations division coordinates all logistical arrangements.
70
DISTRICT OF COLUMBIA
FIRE AND EMERGENCY MEDICAL SERVICES DEPARTMENT
BULLETIN NO. 29 PREGNANCY POLICY February 2021
DISTRICT OF COLUMBIA
FIRE AND EMERGENCY MEDICAL SERVICES DEPARTMENT
BULLETIN NO. 29 PREGNANCY POLICY February 2021
71
. Therefore, a pregnant employee has a legal right to continue working as a firefighter, EMT, or paramedic as long as she is fit for full-duty and capable of performing her job as a firefighter, EMT or paramedic. This puts responsibility for determining when to leave the field and request a change in duty assignment almost entirely on the pregnant employee.1
_________________________
1 If the female firefighter, EMT or paramedic fails to request a change in duty status and it is apparent that she can no longer do the full-duty functions of a firefighter, EMT or paramedic, a request for physical fitness may be determined by the Police Fire Clinic (PFC).
. Therefore, a pregnant employee has a legal right to continue working as a firefighter, EMT, or paramedic as long as she is fit for full-duty and capable of performing her job as a firefighter, EMT or paramedic. This puts responsibility for determining when to leave the field and request a change in duty assignment almost entirely on the pregnant employee.1
_________________________
1 If the female firefighter, EMT or paramedic fails to request a change in duty status and it is apparent that she can no longer do the full-duty functions of a firefighter, EMT or paramedic, a request for physical fitness may be determined by the Police Fire Clinic (PFC).
72
Pregnant, non Recruit, employees may continue in a full duty assignment during the pregnancy until such time as:
A. The employee requests a change of duty assignment;
B. The pregnancy is found to interfere with the employee's ability to fully perform her essential duties as outlined in their personnel description; or
C. The pregnancy is found to present a risk to the safety of co-workers or members of the public.
Pregnant, non Recruit, employees may continue in a full duty assignment during the pregnancy until such time as:
A. The employee requests a change of duty assignment;
B. The pregnancy is found to interfere with the employee's ability to fully perform her essential duties as outlined in their personnel description; or
C. The pregnancy is found to present a risk to the safety of co-workers or members of the public.
73
[Section 7. Medical Clearances]
When an employee (Firefighters and Single Role Providers) advises her supervisor or a Police and Fire (PFC) provider that she is pregnant [and thus seeks a limited / light duty assignment,] the employee shall be given a Physician's Information and Work Status Release Form (Physician's Release Form) to take her private physician.
[Section 7. Medical Clearances]
When an employee (Firefighters and Single Role Providers) advises her supervisor or a Police and Fire (PFC) provider that she is pregnant [and thus seeks a limited / light duty assignment,] the employee shall be given a Physician's Information and Work Status Release Form (Physician's Release Form) to take her private physician.
74
(1) Firefighters [and single role providers seeking a change in duty status due to pregnancy] shall be directed to schedule a visit to the PFC within five business days of the date that they advise the PFC, the company officer, or their supervisor of their pregnancy so that the PFC provider can review the completed form.
(1) Firefighters [and single role providers seeking a change in duty status due to pregnancy] shall be directed to schedule a visit to the PFC within five business days of the date that they advise the PFC, the company officer, or their supervisor of their pregnancy so that the PFC provider can review the completed form.
75
DISTRICT OF COLUMBIA
FIRE AND EMERGENCY MEDICAL SERVICES DEPARTMENT
BULLETIN NO. 32 February 2021
BREASTFEEDING MOTHERS’ POLICY
DISTRICT OF COLUMBIA
FIRE AND EMERGENCY MEDICAL SERVICES DEPARTMENT
BULLETIN NO. 32 February 2021
BREASTFEEDING MOTHERS’ POLICY
76
The Department shall provide breastfeeding members reasonable break-time to express breast milk. However, the Department shall not be required to provide break periods if it would create an undue hardship on the operations of the Department.
The Department shall provide breastfeeding members reasonable break-time to express breast milk. However, the Department shall not be required to provide break periods if it would create an undue hardship on the operations of the Department.
77
If the Department is unable to accommodate a breastfeeding member assigned to the Operations Division due to the unavailability of suitable lactation facilities, or due to undue hardship on the operations of the Department, the member may be temporarily reassigned or detailed to another assignment. The temporary reassignment or detail may be to a facility with a lactation room — including, but not limited to, an administrative assignment or more accommodating operational assignment — if it does not impact the Department’s operational capacity.
If the Department is unable to accommodate a breastfeeding member assigned to the Operations Division due to the unavailability of suitable lactation facilities, or due to undue hardship on the operations of the Department, the member may be temporarily reassigned or detailed to another assignment. The temporary reassignment or detail may be to a facility with a lactation room — including, but not limited to, an administrative assignment or more accommodating operational assignment — if it does not impact the Department’s operational capacity.
78
Each lactation room shall be private, sanitary, have a lock, and be in close proximity to the member’s work area where a breastfeeding member can express breast milk privately and securely. Lactation rooms must be available for use whenever the member needs the space to express milk.
Each lactation room shall be private, sanitary, have a lock, and be in close proximity to the member’s work area where a breastfeeding member can express breast milk privately and securely. Lactation rooms must be available for use whenever the member needs the space to express milk.
79
BULLETIN NO. 43 OCTOBER 2006 (Reissued)
Bulletin No. 43 replaces Section 5 of Old Bulletin No.18 issued August 2003.
DISTRICT OF COLUMBIA EMPLOYEE ASSISTANCE PROGRAM
BULLETIN NO. 43 OCTOBER 2006 (Reissued)
Bulletin No. 43 replaces Section 5 of Old Bulletin No.18 issued August 2003.
DISTRICT OF COLUMBIA EMPLOYEE ASSISTANCE PROGRAM
80
(b) Employee Assistance Program (EAP)
An employee benefit service that is designed to identify, motivate, and refer, at an early stage, those employees who develop personal and medical problems that contribute to unacceptable job performance or behavioral problems. The program is established pursuant to D.C. Code § 1-621.7(3) (1992 Repl.).
(b) Employee Assistance Program (EAP)
An employee benefit service that is designed to identify, motivate, and refer, at an early stage, those employees who develop personal and medical problems that contribute to unacceptable job performance or behavioral problems. The program is established pursuant to D.C. Code § 1-621.7(3) (1992 Repl.).
81
(c) Troubled Employee
An employee whose personal problems (e.g., family/marital problems, financial difficulties, emotional problems, and substance abuse problems) are adversely affecting his or her overall work performance or conduct on the job.
(c) Troubled Employee
An employee whose personal problems (e.g., family/marital problems, financial difficulties, emotional problems, and substance abuse problems) are adversely affecting his or her overall work performance or conduct on the job.
82
(d) Personal Problem
| Any and all kinds of human difficulties that contribute to a decline in job performance or behavioral problem(s).
(d) Personal Problem
| Any and all kinds of human difficulties that contribute to a decline in job performance or behavioral problem(s).
83
EMPLOYEE ASSISTANCE PROGRAM GUIDELINES
The Employee Assistance Program (EAP) is not intended to prevent corrective or adverse action, if an employee's performance or behavior warrants discipline. The EAP is as an adjunct to disciplinary action only when the employee's work performance or behavior is deemed correctable
EMPLOYEE ASSISTANCE PROGRAM GUIDELINES
The Employee Assistance Program (EAP) is not intended to prevent corrective or adverse action, if an employee's performance or behavior warrants discipline. The EAP is as an adjunct to disciplinary action only when the employee's work performance or behavior is deemed correctable
84
(4) An employee who is referred by his or her supervisor to the EAP will be excused from work for up to two hours to attend his or her initial assessment and referral session with no charge to his or her leave.
(4) An employee who is referred by his or her supervisor to the EAP will be excused from work for up to two hours to attend his or her initial assessment and referral session with no charge to his or her leave.
85
BULLETIN NO. 45 Revised January 2017
GUIDELINES FOR WORKING OVERTIME AND HOLIDAYS
BULLETIN NO. 45 Revised January 2017
GUIDELINES FOR WORKING OVERTIME AND HOLIDAYS
86
1. An employee desiring to work OT on the day half of a tour who did not sign up in advance must enter his/her availability by 0500 hours on the day she/he desires to work:
2. An employee desiring to work OT on the night half of a tour who did not sign up in advance must enter his/her availability by 0900 hours on the day she/he desires to work.
1. An employee desiring to work OT on the day half of a tour who did not sign up in advance must enter his/her availability by 0500 hours on the day she/he desires to work:
2. An employee desiring to work OT on the night half of a tour who did not sign up in advance must enter his/her availability by 0900 hours on the day she/he desires to work.
87
H. Hours: The Department will make efforts to prevent an employee from working more than 12 consecutive duty hours beyond his/her regular tour of duty. Accordingly, no such employee may exceed 36 consecutive duty hours (IAFF Local 36 and AFGE Local 3721 members) absent permission from the on–duty Deputy Fire Chief of Operations.
H. Hours: The Department will make efforts to prevent an employee from working more than 12 consecutive duty hours beyond his/her regular tour of duty. Accordingly, no such employee may exceed 36 consecutive duty hours (IAFF Local 36 and AFGE Local 3721 members) absent permission from the on–duty Deputy Fire Chief of Operations.
88
2. Reset the number of hours employees work on a bi-annual schedule — the reset will occur the first full pay period in January and July; and
2. Reset the number of hours employees work on a bi-annual schedule — the reset will occur the first full pay period in January and July; and
89
1. The employee shall notify his/her respective Company Officer as soon as the unforeseen event becomes known, but no less than two (2) hours prior to the start of the OT assignment
1. The employee shall notify his/her respective Company Officer as soon as the unforeseen event becomes known, but no less than two (2) hours prior to the start of the OT assignment
90
O. Probationers: The Battalion Commander/Platoon Commander shall ensure that a Probationer who wishes to work OT on his/her assigned day off has completed a 90–day period in his/her assigned Company
O. Probationers: The Battalion Commander/Platoon Commander shall ensure that a Probationer who wishes to work OT on his/her assigned day off has completed a 90–day period in his/her assigned Company
91
BULLETIN NO. 97 December 2019
| LANGUAGE ACCESS POLICY
BULLETIN NO. 97 December 2019
| LANGUAGE ACCESS POLICY
92
B. “Biennial Language Access Plan (BLAP)” is a set of tailored goals and action items meant to improve a D.C. government agency’s language access services
B. “Biennial Language Access Plan (BLAP)” is a set of tailored goals and action items meant to improve a D.C. government agency’s language access services
93
N. “Non-English proficient (NEP)” describes an individual who does not speak, read, write, or understand English
N. “Non-English proficient (NEP)” describes an individual who does not speak, read, write, or understand English
94
Bulletin No. 107 September 2020
DOCUMENTATION OF VERBAL COUNSELING
Bulletin No. 107 September 2020
DOCUMENTATION OF VERBAL COUNSELING
95
As a first step within the continuum of progressive discipline, management shall attempt to correct misconduct and performance deficits. When appropriate to the circumstances, employees shall first be counseled concerning misconduct.
As a first step within the continuum of progressive discipline, management shall attempt to correct misconduct and performance deficits. When appropriate to the circumstances, employees shall first be counseled concerning misconduct.
96
When counseling the employee is deemed appropriate to the circumstances the supervisor or manager shall:
2. 2.1 Articulate the relevant conduct standard(s);
2. 2.2 Explain how the employee has failed to meet those standards;
2. 2.3 Explain management’s conduct expectations; and
2. 2.4 Explain the potential consequences if those expectations are not met prospectively.
When counseling the employee is deemed appropriate to the circumstances the supervisor or manager shall:
2. 2.1 Articulate the relevant conduct standard(s);
2. 2.2 Explain how the employee has failed to meet those standards;
2. 2.3 Explain management’s conduct expectations; and
2. 2.4 Explain the potential consequences if those expectations are not met prospectively.
97
Within five days, supervisors shall follow-up verbal counseling with the issuance of the F&EMSD Form 169 (Revised 2020), Documentation of Verbal Counseling.
Within five days, supervisors shall follow-up verbal counseling with the issuance of the F&EMSD Form 169 (Revised 2020), Documentation of Verbal Counseling.
98
2.5 Documents of verbal counseling may be used as a reference for up to three years by supervisors when determining any new infraction’s level of appropriate action.
2.5 Documents of verbal counseling may be used as a reference for up to three years by supervisors when determining any new infraction’s level of appropriate action.
