Appendix L of the Standard Operating Guideline

Swannanoa Fire Department Appendix L of the Standard Operating Guideline, Revision Date 08/19/2011 Employee Handbook Employee Handbook Index 1.0 Work Hours for Employees, Reporting to duty 1.1 Schedule Times 1.2 Personal Protective Equipment Check 1.3 Briefing at shift exchange 2.0 General issues while on a shift/tour of duty 2.1 Sleep time and meal times 2.2 Response to calls while on duty 2.3 Personal items/issues during fire department time 2.4 Physical fitness, stress management on duty 2.5 Personal visitors while on duty 3.0 Employee Time, Pay, and recording procedures 3.1 Work Periods, pay cycle 3.2 Recording your time for the pay week 3.3 Issuance of checks 3.4 Archiving and Administration of time balances 4.0 Time off benefits 4.1 Acquiring and using vacation time 4.2 Acquiring and using sick time 4.3 Acquiring and using comp time 4.4 Chie’s requirement to attend mandatory training 4.5 School days 4.6 In the event of a death in family 4.7 Holiday Time 5.0 Requesting and taking time off 5.1 Requesting time off 5.2 Assurance by employees of duties continued during absence 6.0 Pay Scale & Financial Incentives 6.1 Starting pay scale 6.2 Pay scale for officer’s positions 6.3 Financial incentive for NC State Level 2 Firefighter 6.4 Financial incentive for NC State Driver Operator 6.5 Financial incentive for NC State Technical Rescue 6.6 Financial incentive for Degrees of Higher Learning 7.0 Benefits 7.1 Retirement plan 7.2 Medical/Dental Insurance 7.2.1 Cobra 8.0 List of other manuals and policy & procedures that employees must adhere to 9.0 Other Employment issues 9.1 Uniforms 9.2 Employee Required Certifications 9.2.1 Employees that do not have required certifications 9.3 Probationary Period 9.4 Driving record/background checks/infractions 9.5 Hierarchy, chain of command of employees 9.6 Additional 1.0 Work Hours for Employees, Reporting to duty

1.1 Schedule Times Administrative (Chief, Deputy Chief) Normal schedule is from 8am to 4pm, Monday - Friday. Administrative employees will work 40 hours per week. Shift Employees Shift employees work a 24 hour shift starting a 7am. Normally 48 hours will be scheduled off between each tour of duty, however there is potential for change due to adequate and qualified coverage of a different shift. Part-Time Employees Fill in as required and scheduled, reports to work and ends work at assigned times

*In the interest of safety and service, the following are primary considerations in scheduling ➤Minimum staffing is at least six employees per shift. ➤Adequate service and safety of the public (By assurance of experience levels of employees, EMT coverage, Drivers etc.) ➤Safety of employees (Adequate manpower for tasks, 2in-2out compliance etc.)

1.2 Reporting to Duty ➤Shift change will be at 07:00. All employees should report for duty at this time. Unless arrangements have been made with the Chief or designee (Shift Commander) Employees should be ready to start their respective shifts at 07:00. Station Commanders should make sure that all employees have reported to shift on time.

1.2.1 Tardiness ➤Reporting to shift late will not be tolerated. ➤Showing up late without arrangements being made will result in employee receiving a written reprimand for 1st offense. 2nd offense is a one day suspension without pay. 3rd offense will be up to the discretion of Board of Directors, to include possible termination from employment. ➤Repeated tardiness with arrangements, will be looked upon differently than without arrangements. If pattern exists, IE if employee continues to report to shift tardy, but makes arrangements to avoid discipline, these will be dealt with as if employee did not make arrangements. 1.3 Personal Protective Equipment check Employees are expected to be ready for immediate service at their scheduled work time. At the start of the shift time, each employee will assure that the following pieces of personal equipment are ready for service: ➤For structural firefighting purposes ✔Turnout coat, pants & boots ✔Structural firefighting helmet ✔Structural fire gloves ✔Nomex hood ✔Radio if applicable ➤For Wildland Fire Suppression ✔Nomex pants & shirt ✔Boots appropriate for wildfire ✔Wildland Helmet ✔Fire shelter

1.4 Shift Exchange ➤No employee is to leave their respective shift until either their regular shift relief has arrived or they are excused by the Chief or his designee (Shift Commander/Station Commander) ➤Shift/Station Commanders are expected to relay important information and messages to the on coming Shift/Station Commander. The method of transfer should be based on it’s importance by either direct verbal contact at 07:00, a written message placed on the white boards or a written message placed in the appropriate Shift/Station Commander’s mail box. ➤ Certain information may dictate planning changes for the incoming shift’s tour of duty and the earlier the information is received, the earlier the planning for the day can be adjusted. Other information may dictate a variance in strategy and tactics such as a road that is closed for construction, an area with hydrants out of service, a piece of equipment out of service or automatic mutual aid to neighboring departments for a specified period of time.

2.0 General issues while on a shift/tour of duty

2.1 Sleep time and meal times ➤Both are considered as hours worked ➤Employees are allowed 1 hour for lunch and 1 hour for supper ➤Employees are allowed to eat at restaurants up to Azalea Road in East Asheville, as long as one station stays in district for coverage, however, they must remain in radio contact and fulfill 2.3, paragraph 2.

2.2 Response to calls while on duty ➤Employees are expected to respond to calls at all times unless assigned by a supervisor specifically to another task ➤In general, employees should be able to check a piece of equipment in within 3 minutes.

2.3 Personal items/issues during Fire Department time ➤Each employee has job duties, daily duties and other items (Refer to description of job duties) that should be completed before working on personal items/issues. Duties are expected to be completed as quickly as possible due to the unpredictability of emergency calls and other time consuming tasks that may arise during the tour of duty. ➤Employees are allowed to be away from the station to take care of personal business for up to 2 hours within the Swannanoa Fire District, however they must be able to respond to calls within an amount of time to reasonably be accounted for and act as part of the OSHA 2in-2out standards (See the SVFD Respiratory Protection Policy for details). An employee not fulfilling that criteria must assure shift coverage and must deduct appropriate time off.

2.4 Physical fitness, stress management on duty ➤In the interest and concern of the employee’s physical and mental well-being, employees are to engage in some form of physical exercise for at least 1 hour each shift ➤Exercise may be conducted in the form of weightlifting, basketball, fire training involving physical activity, walking around the block etc. ➤While engaging in physical fitness activities, the employee must be available to respond as stated in 2.3, paragraph 2.

2.5 Personal Visitors while on duty ➤As stated in the Standard Operating Procedures, proper attention and courtesy is to be shown to all visitors. The Swannanoa Fire Department is a unique work environment in the manner of being an open, friendly and family oriented place. ➤The first priority, when working in this type environment, is for the employee to assure that their assigned tasks, duties and service to the community are their main focus. ➤Family members or friends are allowed to eat lunch/supper or be present at the station for other activities as long as it does not interfere with Fire Department business, operations or tasks and projects assigned by a supervisor. ➤Employees, while on duty at the station, will not place themselves in a position of immediate guardian of their children or other person’s child, in a manner that if the employee engages in job duties, it will leave the child unattended. Children should have another parent or person present which will maintain responsibility with out interfering with Fire Department operations. This does not exclude the responsibility of an employee for their family or visitor’s actions while at the fire station. 3.0 Employee Time, Pay, and recording procedures

3.1 Work periods, pay cycle ➤A work period is based on 28 days and is used to determine overtime for a full-time shift employee. Any time worked over 216 hours for a full-time shift employee during 28 day work period is recorded as comp time at time and a half. 4 hours of the 216 hours will be paid as money at either time and ½ or straight time. This is based on weather employee has worked 216 hours or used vacation/comp time and/or sick time to make up the 216 hours. ➤An Administrative employee’s work period is based on 40 hours in a 7 day work period. Administrative positions are salary and are exempt from receiving time and a half comp time. ➤The pay week runs from Friday to Thursday of the next week ➤Shift employees work a 24hr on, 48hr off schedule. Employees will work 9 shifts in a 28 day work schedule. The above mentioned schedule has one shift working 10 shifts during the 28 day work period. When employee’s shift is scheduled to work the 10 shifts each employee of that shift will be granted a free day off with no deductions from Vacation and/or Comp. Time. Employees must take their free day off. No comp time will be given if employee does not take free day off. Please see staffing requirements. Employee may be asked to work free day in event of urgent matters. This must be approved by Chief of the Department and Comp Time will then be granted at time and ½ if employee has worked 216 hours in the 28 day work period.

Example of how the 24/48 schedule works Sunday Monday Tuesday Wednesday Thursday Friday Saturday A B C A B C A B C A B C A B C A B C A B C A B C A B C A C Shift Long week C Shift is scheduled to work Friday, Monday & Thursday from that 7 day work period. Starting with the senior employee on C-Shift, that employee chooses which of A Shift long week those 3 shifts to be off, then second most senior and then third senior will have to B Shift long week take off the leftover shift. 3.2 Recording your time for the pay week ➤Each employee is responsible for recording and submitting their own time sheet to their respective shift commander. ➤When the work period ends at the end of shift on Thursday (Thurs. Shift ends at 07:00am Friday morning), all employees will record their proper time for the previous week by Friday morning at 8am. ➤Shift Commander will review the time sheets, make appropriate changes and sign them before submitting to the Chief of the Department by 9pm the following Monday. ➤Any week that a shift employee does not work 53 hours, comp time, vacation time and/or sick time must be deducted. Unless otherwise noted by the employee on their time sheet, comp time will be deducted first, then Vacation. If not enough time in employee comp and vacation time to make up 53 hours, employee will be paid for time worked. Sick time cannot be used by law to make up 53 hours. ➤Administration must work 40hrs or vacation or holiday time must be deducted.

3.3 Issuance of checks, when paid ➤Employees who do not submit a properly completed time sheet by Monday morning will not receive a paycheck until time sheet is received and approved by Shift Commander and then turned into Chief of Department. In addition to no check being deposited, repeated offenses will result in the following: verbal warning, written warning, employee being sent home a day without pay with personnel committee chairman being notified, up to termination of employment. ➤Employees will receive pay check via direct deposit into the bank account of their choice. Deposit will be transferred by 3:00 pm on Wednesday. ➤Paychecks may be deposited early for situations where the banks will be closed on Wednesday for a Holiday or under special circumstances arranged with the Chief or Deputy Chief. ➤The deposit submitted on Wednesday afternoon is for the previous week worked.

3.4 Archiving and administration of time balances ➤Official time balances are kept by the Board Treasurer. ➤Administration will also keep record of approved time balances and records. Conflicts of time issues noted by Administration should be directed to the Board Treasurer. 4.0 Time off benefits ➤No benefit times may be transferred to another employee

4.1 Acquiring and using vacation time ➤Vacation time is giving each pay period for employees as follows:

Years Amount Maximum Allowance

Less than 3 Years 2.0 Hours Per Pay Period 240 Hours

3-9 Years 2.5 Hours Per Pay Period 240 Hours

20+ Years 4.0 Hours Per Pay Period 240 Hours

➤Vacation time may be carried over from year to year. Maximum Allowance is set at 240 hours to be carried at any given time. Any time over 240 will be placed in employee’s sick time bank ➤If you are using vacation time to substitute for an absent shift the proper subtracted amount should be written on the time sheet under the vacation column.

4.2 Acquiring and using sick time ➤Sick time is giving each pay period for employees as follows:

Administrative Employee Shift Employee

3.75 Hours Per Pay Period 4.62 Hours Per Pay Period

➤Hours given are equivalent to employees receiving 10 days of sick time per year. ➤Sick time carries over from year to year. ➤No maximum allowance on sick time ➤Sick time can be used for sickness, injuries, hospitalization, Doctor/Dentist appointments. This is for employees and their immediate family members. Immediate family members include: Spouse, Children, Father and Mother of employee and spouse. ➤Using two or more sick days in succession will require a Doctor’s note. ➤Shift Commander will need to know no later than 06:45 am on scheduled shift days, if shift employee is sick. Notification after this time will cost employee Compensatory Time or Vacation Time Off. ➤Sick Time may be used to retire early. Employees must have at least served 25 years with the department or have reached the age of 55. Currently the allowance is set at 1 year.

4.3 Acquiring and using Comp Time ➤Comp time is received only by shift employees ➤Comp time is giving to employee for hours worked above and beyond their respective shifts. ➤Comp time will be awarded at time and ½ if employee works his/her 9 scheduled shifts, time will be awarded at straight time if employee does not work his/her 9 scheduled shifts. ➤Comp time should be recorded on the time sheet for the following events: Note - All comp time is subject to final approval by Administration ➛An emergency call in which the off-duty employee responds to the scene or performs service as a standby person at the station while an incident is being handled. ➛When the Training Officer has appointed an employee to instruct a training event when the employee is not on duty. ➛When the employee attends an employee meeting while not on duty ➛When the employee is an Officer and attends an Officer’s meeting while not on duty. ➛When an employee attends a Critical Incident Stress Debriefing or acts as a standby person to respond while the debriefing is in session, when not on duty. ➛When an employee assists in Fire & Life Safety events when not on duty ➛Other special duties or events that Administration approves ➤Comp time gain for shift employees is recorded as :15 minute (.25) increments as follows:

Minutes on call Rounded comp time Example: A call lasting 1 hour and 40 minutes would be recorded as 1:45 (1.75) 0-15 :15 (.25) 15-30 :30 (.50) 30-45 :45 (.75) over 45 1:00 (1.00)

4.4 Chief’s requirement to attend mandatory training ➤The Chief may require mandatory attendance of employees to schools, meetings or other training events. ➤Chief required, mandatory training, will be paid for in comp time. If employee works 9 shifts time will be paid for at time and ½, if employee does not work 9 shifts, time will be paid for at straight time. 4.5 School Days ➤If an employee is attending a school which requires an overnight stay, only the actual class time is counted towards their 53. If the overnight stay falls on their scheduled shift then they will not have to deduct time from shift for attending training. ➤When the employee arrives back into the district or is available for the rest of their shift since training or travel is over, they must return to work or deduct time for the remainder of the shift. Time off has to be approved by the Shift Commander prior to the end of training.

4.6 In the event of a death in the family ➤Employees will be given 24 hours of paid time off for a death in their immediate family. Immediate family is considered your Spouse, Children, Step-Children for which you are caretaker or guardian, Mother, Father, Brother, Sister, Grandparents and any of these relations for your spouse.

4.7 Holiday Time (Administrative Employees Day Off/Shift Employee Extra Pay) ➤Administrative employees are granted the following 8 hour days that are used for Holidays (New Year’s Day, Memorial Day, Easter, July 4th, Labor Day, Thanksgiving and Christmas) ➤ Shift employees who work one of the scheduled holidays above will receive the first 8 hours of the shift at time and ½. Full time employees who are not scheduled to work the holidays are not permitted, unless approved by Chief of the Department, to switch and work for scheduled employee.

5.0 Requesting and taking time off, procedures & issues

5.1 Requesting time off ➤Shift Commander will be given at least two weeks notice when an employee wants more than one shift off. ➤Employee shifts that fall on one of the following days, (New Years Day, July 4th , Thanksgiving Day, Christmas Eve, and Christmas Day) it will be up to the employee to make sure that their shift is filled. ➤Shift Commander will provide a very reasonable effort to grant the employee their time off that they have received as a benefit or earned, however staffing priorities will be reviewed (refer to 1.1). ➤Employees must notify Shift Commander in ample time to allow for proper staffing (refer to 1.1), when employee is requesting time off. ➤Shift swapping will only be permitted if section 1.1 is not met. Employees will not be permitted to swap shifts just to save their vacation and/or comp time. Shift swap must be approved by Chief of Department or Deputy Chief of Department. ➤If shift swap is approved employee will write down time worked in their regular scheduled shift. Shift swap must be taken in same pay period. No saving of days. ➤There will be no time off without pay granted except for emergency situations which must be approved by the Personnel Committee Chairperson. ➤There will be no regularly worked shifts compensated by comp time. 5.2 Assurance by employees of duties continued during their absence ➤Any employee absent must have a written action plan (See attachment 3c) outlining what the employee covering his/her shift must accomplish and how, which will only include any special task not outlined for the absent employee in the employee handbook (Employee’s individual duty description section). ➤Any administrative employee absent more than 9 consecutive shifts must have a written action plan outlining what the employee covering his/her shift must accomplish and how, which will include any special task not outlined for the absent administrative employee in the employee handbook. ➤The information detailed for each employee in the “Employee’s individual duty description” section will allow a part-time employee to better understand their responsibilities and what is expected of them and to assure that job duties and tasks are done correctly when a full time employee is absent. 6.0 Pay Scale & Financial incentives 6.1 Starting pay scales 6.1A Full-Time Employees ➤A North Carolina EMT Certification is required to be employed at The Swannanoa Fire Department. A new employee, without any medical certification has to be enrolled in a EMT class within 6 months of their start date. New employee will need to receive his/her EMT certification within one year of completing the class. ➤A new employee, without an EMT certification or other incentive levels listed below, starts out at a rate of $7.25 per hour. ➤A new employee, with EMT certification starts out at a rate of $8.05 per hour.

6.1B Part-Time Employees ➤A Part-Time employee will be paid $7.25 per hour.

6.2 Pay rates for Officer’s positions ➤A training officer will receive $500 a year (reflected or divided by each paycheck) more on the base salary, than if they were a Firefighter for fulfilling the duties and responsibilities. ➤A lieutenant will receive $500 a year (reflected or divided by each paycheck) more on the base salary, than if they were a Firefighter, for fulfilling the duties and responsibilities. ➤A Safety Officer will receive $500 a year (reflected or divided by each paycheck) more on their base salary, than if they were a Firefighter, for fulfilling the duties and responsibilities. ➤A Captain will receive $1000 a year (reflected or divided by each paycheck) more on their base salary, than if they were a Firefighter, for fulfilling the duties and responsibilities. ➤A Battalion Chief will receive $1500 a year (reflected or divided by each paycheck) more on their base salary, than if they were a Firefighter, for fulfilling the duties and responsibilities. ➤Chief and Deputy Chief salaries are determined by the Board of Directors.

6.3 Financial incentive for obtaining NC State Level 2 Firefighter certification ➤Employees are not required to be a Level 2 Firefighter but are strongly encouraged to become one. ➤After completing eleven (½) FF2 classes the employee will receive a .30 ¢ an hour pay increase ➤After completion of all the Level II classes the employee will receive another .30 ¢ an hour pay increase for a total of .60 ¢ an hour for completing the entire Level II certification.

6.4 Financial incentive for obtaining NC State Driver Operator certification ➤Employees will receive a .10 ¢ an hour raise for successful completion of the program

6.5 Financial incentive for obtaining NC State Technical Rescue certification ➤Employees will receive a .40 ¢ an hour raise for successful completion of the VMR program. ➤Employees will receive a .10 ¢ an hour raise for successful completion of the TR Speciality Classes. (TR- Ropes, TR - Structural Collapse, TR - Trench, TR - Confined Space)

6.6 Financial incentive for obtaining degree of higher education ➤Employees will receive a $1,500.00 increase to their salary for a 2 year Associate Degree that is job related. See Education Assistance Program. ➤Employees will receive a $2,500.00 increase to their salary for a 4 year Bachelor Degree that is job related. See Education Assistance Program. Employees that have received the $1,500.00 incentive will receive a $1,000.00 for this incentive. ➤Employees will receive a $3,500.00 increase to their salary for a Masters Degree that is job related. See Education Assistance Program. Employees that have received the Bachelor Degree incentive will receive a $1,000.00 for this incentive. 7.0 Benefits 7.1 Retirement plan ➤Swannanoa Fire Department will place 7.5% of employees base salary into a 401K retirement plan. ➤The 7.5% is not deducted from the salary but in addition to. ➤The 7.5% amount is paid to the Principal Financial Investment Group in which the company invests generally in Mutual Funds, however, the Agent counsels and guides the employees to allow the employee to make certain investment decisions and direction. ➤Employee may elect to have monies deducted from his/her pay check to be placed into their 401K. See Chief of the Department to fill out proper paperwork. Questions about your retirement shall be referred to the Agent from Sun Trust Investments. Currently that Agent is: BOB WILLIAMS 820 Executive Park Asheville, NC 28801 (828)225-7922 [email protected]

7.2 Medical Insurance ➤Swannanoa Fire Department provides employees with medical and dental insurance. Insurance coverage begins the 1st day after a 90 day wait period. See chief of department for application. ➤Employee can choose to add dependents (wife/children) to the medical/dental insurance. Cost of this coverage is the responsibility of the employee. See Chief of Department for application. ➤North Carolina State law requires that the employer carry workman’s compensation insurance. the Swannanoa Fire Department is insured by Key Risk Management. ➤Accidental Death & Dismemberment Benefits; The Swannanoa Fire Department through the Buncombe County Firefighters Association and The North Carolina State Firemen’s Association carries an Accidental Death & Dismemberment policy with Provident Insurance. Swannanoa Fire Department also carries an Accidental Death and Dismemberment Benefit with VFIS ➤Life Insurance; all employees have two policies one is a group life insurance with VFIS and the other is with Trans-America. ➤Supplemental Accidental Insurance: all employees are eligible for supplemental accidental insurance through AFLAC. Fire Department will pay for accidental policy for each employee. Employee may choose to add dependents and/or choose other policies. The cost associated with these options will be the responsibility of the employee. ➤State & Federal Accidental Death Benefits; each employee that is listed on the State Firefighters roster as being a member of the Swannanoa Fire Department will be eligible for these benefits.

7.2.1 COBRA ➤On April 7, 1986, President Ronald Reagan signed into law the Consolidated Omnibus Budget Reconciliation Act of 1985. This law gives you the opportunity to continue your insurance after you have left the department. If you have any questions about your rights and responsibilities under COBRA, please contact the Chief of the Department.

➤Obligations: Dependent Coverage ➤The employee is responsible for notifying the department within 14 days after becoming separated or divorced, or when a dependent child ceases to be a dependent. The department will notify insurance company within 14 days of any event which terminates coverage. ➤While on COBRA, the employee or the employee’s dependents will be responsible for paying 100% of the premium on or before the first day of each month. ➤Swannanoa Fire Department COBRA is being administered at this time by a third party company called Ceridian. The department will notify Ceridian of above mentioned changes, they will send letter on behalf of the department offering COBRA coverage.

➤Termination ➤You may be terminated from the continuation of the group insurance under the following conditions: ➤The department drops all health care plans to all employees (presently employed and terminated employees) ➤You fail to pay the premium when due ➤You become eligible for another health care plan upon re-employment, re- marriage or Medicare. ➤Forms ➤Upon receipt of your termination notice by the department you will be mailed the forms, by Ceridian, to complete and sign if you are eligible to continue with group coverage under the COBRA law. ➤Ceridian will provide you with the information regarding the amount of your monthly premium and the location to which you payment may be made. 8.0 List of manuals, policy & procedures and other information for employees SVFD Standard Operating Guidelines, SVFD Drug Policy, SVFD Sexual Harassment Policy, SVFD Infection Control Program, SVFD Respiratory Protection program, SVFD By-Laws, SVFD Engineer Manual, Buncombe County EMS Protocols, Minutes from a SVFD Board of Director Meeting (may contain employment issues), Minutes from a SVFD Business meeting (may contain special information on operations or general functions and requirements) 9.0 Other Employment issues 9.1 Uniforms ➤The Swannanoa Fire Department shall provide uniforms for each employee soon after hiring. ➤Uniforms will be replaced each year, or more frequently if necessary. ➤Employee’s uniforms will be kept professional looking at all times. ➤Each employee is budgeted a certain amount to be spent on uniforms each year. From the balance of that employee’s line item in the budget, required uniforms are purchased, left over amounts may be spent on additional T-shirts, extra uniforms, a jacket or other uniform related equipment. ➤Employees will wear shoes or boots, black in color, unless they are wearing wildland fire suppression boots, along with their wildland fire suppression uniform, during the time of high wildland fire danger. The employee will maintain readiness status of Personal Protective Equipment as stated in 1.2. ➤Administrative Staff will decide when Wildland firefighting uniforms can be worn. ➤All employees shall wear the same color uniform (Navy Blue for firefighters, Light Blue for Lieutenants & Captains, White for Chief Officers). ➤Employees will wear Class B Uniform from October 1 to April 30(See uniform description of Class B uniform). Exceptions to: Employee is engaged in Vehicle Maintenance, Pump Maintenance, Shift Training, Hydrant Testing, Hose Testing, Lawn Mowing/Weed eating. ➤Employees will put on Class B uniform to respond to EMS incidents unless other arrangements have been made with on shift commander. ➤Employees will wear Class C Uniform from May 1 to September 30 (See uniform description of Class C uniform). Exceptions to: A. Meetings of any type except SVFD Internal meetings B. Public relation functions C. Prevention & Education classes & functions D. Media interviews other than on-scene ➤Employees will maintain a neat or orderly appearance.

9.2 Employee Required Certifications ➤Employees must maintain EMT Certification for employment. ➤Employees must have a NC Class B Driver License as condition of employment.

9.2.1 Employees that do not have required certification or status ➤When a new employee without medical certification, or a regular employee that lapses or loses certification, is scheduled to work a shift, another employee with EMT certification will be placed with them. ➤When a new employee without SVFD Engineer (Driver/Operator) certification, or a regular employee that for whatever reason cannot perform as Engineer, is scheduled to work a shift, another employee with SVFD Engineer certification must be on duty with them.

9.3 Probation Period ➤New employees will be placed on a 90 day probationary period. This period will be divided into 30 day increments. Battalion Chief will evaluate employee with Chief and/or Deputy Chief of the Department each 30 days. Employee must meet satisfactory conditions in order to move through his 90 day period. Failure to meet conditions will result in employee being terminated from the department.

9.4 Driving Record Checks/Background Checks/Infractions ➤As condition of employment, employee gives consent to the Swannanoa Fire Department to do a periodic check on employee’s driving record and criminal history. ➤Any driving infractions or criminal arrest that is received by department employee on or off duty must be reported to the Chief of the Department within 72 hours of the infraction and/or arrest. Any violation of this section will result in employee being reported to personnel committee. ➤See Swannanoa Fire Department Drug Policy for more information about on duty Drug/Alcohol infractions.

9.5 Hierarchy, Chain of Command of employees ➤The Chief, under the appointment of the SVFD Board of Directors, assumes responsibility for overall management of employees and operations of the fire department. ➤The normal Fire Department Chain of Command remains in affect for employees. ➤There is no difference between a paid or volunteer in the command structure, a paid Firefighter would answer to a Volunteer Lieutenant and so on. ➤An employee, aside from their assigned duties, will receive orders or directions from either the Chief of the Department, Deputy Chief of the Department, Shift/Station Commander or any officer.. If you are completing a task and an order is given from another supervisor, inform them of your current assignment so they can decide which is higher priority. For certain tasks, you may want to inform the original supervisor of the change. If both are informed, the higher ranking Officer’s directions should be carried out. ➤In some cases there will be 2 employees on shift with the same rank. To determine shift supervisor between employees of the same rank, the employee with more service time at that rank will be in charge.

9.6 Additional ➤Additional regulations are applicable, refer to 8.0, and each employee is expected to be familiar with them. Also, there are other types of conduct which common sense dictates they cannot be permitted in the interest of the department or fellow employees, even though not covered by specific rules. Appropriate action, including discharge, if necessary, will be applied in cases involving conduct of this type.

Employment is “at will” with the board of directors, having total discretion in termination.