Disciplinary Actions    

I. Scope:

A.   The Vegreville Fire Department believes in the responsible adherence by all members to rules, regulations, position duties, standing orders, etc., of the department.

B.    A positive approach will be taken to disciplining members for non-adherence:  taking into consideration the seriousness of each incident and the circumstances.  Very serious or blatant non-conformance can result in the dismissal of a member from the Fire Department.

II. Levels of Discipline:

In an effort to provide fair and just treatment of infractions of the rules and regulations of the department, the following procedures shall be followed:

A.   First Level Discipline:  The Captain in charge of their respective firefighters shall act as the first level disciplinary adjudicators.  At the discretion of the Deputy Chief he may discuss the action to be taken in order to deal with the infraction with the second level adjudicator, who shall act as counseling officer with the Captain involved.

B.    Second Level Discipline:  The Fire Chief shall act as the second level adjudicator.  All second level discipline shall be in writing, discussed with and signed by the member being disciplined.  A copy of this letter shall be forwarded to the Discipline Committee and shall be attached to the members personnel file.

C.   Third Level Discipline:  The third level disciplinary adjudicator shall be the Discipline Committee.  The Discipline Committee of the department shall consist of the Fire Chief and two fire fighters.  In case of possible termination, the Town Manager will be an additional member of the Discipline Committee.

III. Disciplinary Action:

Disciplinary actions are taken to promote the efficiency of department operations.  In exercising discipline, the department will give due regard to each members legal rights and will ensure that disciplinary actions are based on objective considerations without regard to age, color, disability, ethnicity, national origin, political affiliation, race, religion, gender, sexual orientation or other non-merit factors.

A.   When a member has been given a written reprimand, suspension, disciplinary demotion or is dismissed from the Department the member shall be informed, in writing, as to the reason(s) for such an action.

B.    A member who is to be interviewed with respect to the proposed action as referred to in (A), shall be notified of the time and place of the interview.

C.   A member who has been subjected to disciplinary action may, after 24 months of continuous service, from the date of the disciplinary action was invoked request that his personnel file be purged of any record of the disciplinary action.  Such requests will be granted providing:

1.  The member’s file does not contain any further record of      disciplinary action during that 24 month period, and

2.  The disciplinary action is not the subject of an unresolved grievance.

D.   When a member has grieved a disciplinary action and the Disciplinary Committee had either allowed the grievance or reduced the penalty levied against the griever, the personnel file of the member shall be amended to reflect this action, provided that this action results in the abandonment of the grievance.  Where the griever appeals the disciplinary action to adjudication, the personnel file of the member shall be amended to reflect the award of the Disciplinary Committee.

E.    Subject to this a member may be dismissed, suspended, demoted or given a written reprimand for just cause.