HomeMy WebLinkAbout20 162 Establish and Regulate Municipality of Kincardine Fire Department (2020) By-law THE CORPORATION OF THE MUNICIPALITY OF KINCARDINE
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BY-LAW
BY-LAW NO. 2020 - 162
BEING A BY-LAW TO ESTABLISH AND REGULATE A FIRE DEPARTMENT
IN THE MUNICIPALITY OF KINCARDINE
WHEREAS Section 2.2 (b) of the Fire Protection and Prevention Act, 1997 S.O.
1997, c.4 as amended, provides that a municipality shall establish a fire
department;
AND WHEREAS Sections 8 (1) and 9 of the Municipal Act, , 20017 S.O. 2001, c.
25, as amended, provide that the powers of a municipality under this or any other
Act shall be interpreted broadly so as to confer broad authority on the
municipality to enable the municipality to govern its affairs as it considers
appropriate and to enhance the municipality's ability to respond to municipal
issues and a municipality has the capacity, rights, powers and privileges of a
natural person for the purpose of exercising its authority under this or any other
Act;
AND WHEREAS pursuant to the said Municipal Act, Section 11 (2) provides that
a lower-tier municipality may pass by-laws, respecting the governance structure
of the municipality and its local boards;
AND WHEREAS the Council of The Corporation of the Municipality of Kincardine
passed a By-law to Establish and Regulate a Fire Department in the Municipality
of Kincardine and amendments thereto: By-law No. 2008 — 173, By-law No. 2011
— 156, By-law No. 2016 — 014, By-law No. 2017 — 056 and By-law No. 2020 -
078;
AND WHEREAS the Council of The Corporation of the Municipality of Kincardine
deems it necessary to replace these by-laws;
NOW THEREFORE the Council of the Corporation of the Municipality of
Kincardine ENACTS as follows:
1.0 In this by-law, unless the context otherwise requires:
Fire Chief means the person appointed by Council to act
as the Fire Chief for the Corporation
Anniversary Date means the date upon which the Firefighter is
appointed to be a member of the Department
Bona Fide Retirement A firefighter is deemed to have a bona fide
retirement if they have continuous service
greater than 10 years
CAO means the Chief Administrative Officer for the
Municipality of Kincardine
Council means the Council for The Corporation of the
Municipality of Kincardine
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Department means the Municipality of Kincardine Fire
Department
Deputy Chief means a person appointed by Council to act on
behalf of the Fire Chief either at the Kincardine
or Tiverton Station in his/her absence
Firefighter means a fire chief and any other person
employed in, or appointed to, a fire department
and assigned to undertake fire protection
services, and includes a volunteer firefighter
Fire Protection includes fire suppression, fire prevention, and
fire safety
Human Resources consists of the CAO, Director of Parks &
Recreation,
Committee Manager of Human Resources and
Treasurer/Director of Finance
Services education, communication, training of persons
involved in the provision of fire protection
services, rescue, and emergency services
First Responder means any firefighter who is assigned a long
weekend on call assignment shall be in a
position to respond to an emergency call with
suitable personal protection equipment to begin
safely and effectively controlling the incident
and performing assigned tasks
Grandfathering implemented by the Office of the Fire Marshal
and Emergency Management (OFMEM) to
transition to National Fire Protection
Association (NFPA) professional qualifications
to provide recognition for training and education
previously completed and experience gained.
Municipality means The Corporation of the Municipality of
Kincardine
Officer in Charge means the most Senior Officer on scene
Officer means the followings ranks: Training Officer,
Acting Captain, Captain, Deputy Chief and Fire
Chief
Volunteer Firefighter means a firefighter who provides fire protection
services either voluntarily or for a nominal
consideration, honorarium, training or activity
allowance; shall mean the same as member.
Hereafter referred to as Firefighter
Probationary Firefighter means a new firefighter hired to the
department, subject to the terms contained in
Section #6.0 & 7.0.
2.0 The fire department for The Corporation of the Municipality of Kincardine
to be known as the Kincardine Fire and Emergency Services. The term
Municipality of Kincardine Fire Department may also be used to reference
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the department and is hereby established, and the Head of the
Department shall be known as the Fire Chief.
3.0 In addition to the Fire Chief, the Council shall appoint two Deputy Chiefs:
one for the Tiverton Station, one for the Kincardine Station.
3.1 The Fire Department shall be structured in conformance with the
approved organizational chart, (Appendix A), forming part of this by-
law.
3.2 The Fire Chief has the obligation to manage the Human Resources
contained in the Kincardine Fire Department.
4.0 The Fire Chief appoints qualified persons as members of the Fire
Department subject to the approved hiring process of the Municipality of
Kincardine Fire Department.
4.1 See Firefighter Hiring Procedure (Appendix B).
Firefighters may apply for positions within the other Municipal departments
as per the corporate policy.
5.0 A person is qualified to be appointed a member of the Department for fire
fighting duties who:
5.1 is not less than 18 years of age;
5.2 has successfully completed at least Grade 12 or has obtained
equivalent industry experience;
5.3 lives and works within the Municipality of Kincardine Fire Protection
Area;
5.4 passes such aptitude tests as may be required by the Fire Chief of
the Department;
5.5 is medically fit to be a member as certified by a qualified physician;
5.6 follows the Municipal and Department Code of Ethics.
6.0 A person appointed as a member of the Department for fire fighting duties
shall be on a probation for a period of twelve months during which period
he/she shall take such training and examinations as may be required by
the Fire Chief.
7.0 Prior to the completion of the probationary period, the Fire Chief shall
review their performance as a Firefighter. If a probationary member
appointed to provide fire protection services fails any such examinations,
the Fire Chief may recommend to the CAO that their probation be
extended, or he/she be dismissed as per the Termination Section in this
By-Law.
8.0 The remuneration (Appendix C) of all members of the Department shall be
determined by Council through the negotiation process
9.0 The Fire Chief is responsible for, the proper administration and operation
of the Fire Department, including the delivery of fire protection services
and:
9.1 shall review periodically the policies and procedures, orders, rules
and guidelines of the Fire Department;
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9.2 shall take all proper measures for the prevention, control and
extinguishment of fires and for the protection of life and property
and shall enforce all municipal by-laws respecting fire prevention
and exercise the powers and duties imposed on him/her by the Fire
Protection and Prevention Act 1997;
9.3 is responsible for the enforcement of this by-law and the general
orders and departmental rules;
9.4 shall report all fires to the Fire Marshal as required by the Fire
Protection and Prevention Act 1997;
9.5 shall submit to the Treasurer for review, as required by the
municipality, the annual estimates of the Department, which
subsequently will be forwarded to the Council for approval;
9.6 may liaise with the Office of the Fire Marshal of Ontario and any
other office or organization considered necessary or advisable.
10.0 The Deputy Chiefs shall report to the Fire Chief on the activities of the
divisions that are his/her responsibilities and carry out orders of the Fire
Chief, and, in the absence of the Fire Chief, has all the powers and shall
perform all the duties of the Fire Chief within his/her station. In the
absence of the Fire Chief and one of the Deputy Chiefs simultaneously,
the remaining Deputy Chief shall have all the powers and shall perform all
the duties of the Fire Chief within the Municipality.
11.0 Each division of the fire department is under the responsibility of the Fire
Chief or a member designated by him. Designated members shall report
to the Fire Chief on activities under their supervision and shall carry out all
orders of the Fire Chief.
12.0 The Fire fighting and Training Divisions are under the direction of the
Deputy Chiefs who are responsible to the Fire Chief for the proper
operation of each Division.
13.0 The Fire Chief's primary responsibilities are:
13.1 provide administration services for the Department;
13.2 prepare the Department Budget and exercise control of the Budget;
13.3 prepare the payroll of the Department and initiate requisitions for
materials and services and certify all accounts of the department;
13.4 maintain employee records ;
13.5 arrange for the provision of medical services;
13.6 arrange for the provision of capital facilities;
13.7 prepare the Annual Report of the Department;
13.8 carry out the general duties of the Department;
13.9 provide liaison with the County Fire Coordinator;
13.10 assist the County Fire Coordinator in the preparation of a County
Emergency Fire Service Plan and Program and Operating
Guidelines;
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13.11 participate in the Emergency Services Committee in a Coordinator
role;
13.12 provide personnel to conduct fire prevention inspection of premises
on request, complaint, on a routine basis or when a known violation
exist;
13.13 enforce Fire Prevention by-laws;
13.14 examine building plans of new construction;
13.15 provide personnel for fire prevention lectures & public education
related to fire safety;
13.17 maintain fire loss records;
13.18 receive process and follow up reports of fire prevention inspections
conducted under the Division of Fire Fighting;
13.19 The Ontario Fire Service Standard for Fire Prevention Officers and
the Ministry of Municipal Affairs Standards shall be used as a
reference guide for fire prevention training;
13.20 A residential home fire safety awareness program shall be ongoing;
13.21 Smoke alarms for residential occupancies shall be provided to
those in need;
13.22 Provide a fire extinguisher training program to public and
businesses within the municipality upon request;
13.23 Other duties as assigned.
All responsibilities are further described in the Municipality of Kincardine
task listing for the Fire Chief position.
14.0 The Fire Chief is in charge of the Division of Apparatus, Equipment and
Communications and is responsible for the carrying out of the following
duties of the Division:
14.1 prepare specifications for the purchase of apparatus and
equipment, with assistance from the Deputy Chiefs;
14.2 maintain and keep in repair all existing buildings, fire fighting,
rescues, and salvage apparatus of the Department;
14.3 modify apparatus and equipment;
14.4 provide recharging facilities for fire fighting extinguishers and
breathing air cylinders and test and repair hose;
14.5 Act as a liaison with the Municipality of Kincardine Public Works
Manager in order to ensure an adequate flow of water in new
waterworks projects and the adequate maintenance of existing
water-works facilities for the use of the Department;
14.6 Issue clothing, equipment and other items as required;
14.7 Receive alarms and dispatch apparatus;
14.8 Maintain the communication systems of the Department;
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14.9 Complete other duties as assigned.
15.0 The goal of the Fire Department is to provide fire protection services
through a range of programs to protect lives and property of the
inhabitants.
The Deputy Chiefs are responsible to the Fire Chief for the management
and operation of the Division of Fire Fighting and for the carrying out of the
following duties of the Division:
15.1 prevent, control and extinguish fires including the pulling down or
demolishing any building or structure when considered necessary
to prevent the spread of fire; fire suppression services shall be
delivered in both an offensive and defensive mode and shall include
search and rescue operations, forcible entry, ventilation, protecting
exposures, salvage and overhaul as appropriate (vehicle, building,
construction, industrial);
15.2 requesting other persons present at a fire to assist in;
15.2.1 Extinguishing fires;
15.2.2 Pulling down or demolishing buildings or structures to
prevent the spread of fire;
15.2.3 Crowd and traffic control; or
15.2.4 Suppression of fires or other hazardous conditions in other
reasonable ways.
15.3 Medical First Response including defibrillator, first aid, CPR, and
oxygen therapy;
15.4 High angle rescue and slope rescue;
15.5 Special technical and/or rescue services shall include performing
confined space rescue, extrication using hand tools, air bags and
heavy hydraulic tools as required and water/ice rescue services;
15.6 provide Hazardous Material Response at the Awareness level, but
in addition, provide the following specific services including the
application and use of absorbent pads, booms and other
containment devices during situations whereby the use of these
items does not endanger firefighters beyond the normal risk
associated with a Hazardous Material First Responder level
response;
15.7 conduct, with the assistance of the Fire Prevention Division,
investigations of fires in order to determine cause, origin, and where
appropriate, to notify the authority having jurisdiction to conduct an
investigation;
15.8 respond and assist at such emergencies as may be required by the
Fire Chief;
15.9 participate in training in and outside of the Station;
15.10 conduct company fire prevention and familiarization inspections of
premises;
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15.11 perform minor apparatus maintenance and cleaning duties at the
Station including the cleaning of emergency response vehicles and
facilities following use;
15.12 other duties as assigned.
16.0 A Captain is in command of the crew to which he/she is assigned and is
responsible to the Deputy Chiefs for the proper operation of that crew.
17.0 Where the Fire Chief or Deputy Chief designates a member to act in the
place of an Officer in the Department, such member, when so acting, has
all the powers and shall perform all the duties of the officer replaced.
18.0 The Training Officers are responsible for the carrying out of the following
duties of the Division of Training:
18.1 conduct training for all personnel of the Department in Fire
Administration, Fire Prevention and Fire fighting
18.2 administer training programs in and outside of the Station using the
National Fire Protection Associations Standards and other related
industry training standards and reference materials as reference
guides for training as approved by the Fire Chief. All training will
comply with the Occupational Health and Safety Act and applicable
provincial legislation
18.3 prepare and conduct examinations of members as required by the
Fire Chief
18.4 prepare the Annual Report and Budget of the Division of Training to
be submitted to the Fire Chief
18.5 other duties as assigned
19.0 The Deputy Fire Chiefs shall appoint a member from each fire station to
represent the station on the Joint Health and Safety Committee (JHSC).
19.1 The member of the JHSC is responsible to the Deputy Chiefs to
see that all operations of the department are carried out in a safe
manner by providing advice and guidance when necessary;
19.2 That all current and relevant safety related items are brought
forward to the Deputy Chief and/or Fire Chief;
19.3 Other duties as assigned.
19.4 The Incident Commander at an incident scene may designate an
Incident Safety Officer (ISO) to ensure the safety of responders by
ensuring the Incident Commander is immediately made aware of
situations that may lead to or cause injury to firefighters or civilians.
When available the ISO shall designate a person with NFPA ISO
certification or a competent person who is qualified because of
knowledge, training and experience.
20.0 The provisions of Section 20.1 with respect to the promotion of members
does not apply to the Fire Chief or Deputy Chiefs who will be hired through
the Municipal Human Resource process.
20.1 Every recommendation for promotion of a member made to the Fire
Chief shall be based on the evaluation of:
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20.1.0 Education, qualifications, training and experience or similar
experience in the role;
20.1.1 time served with the Department;
20.1.2 the results of examinations taken by the member;
20.1.3 the physical fitness of the member; and
20.1.4. the fire fighting and station training attendance record of the
member.
20.2 When, in the opinion of the Fire Chief, all other factors for the
promotion of two or more members is equal, seniority of service in
the Department governs.
20.3 The fire fighting and station training attendance record of each
member of the Department shall be evaluated by the Captain of
each Crew.
20.4 The Fire Chief and the Deputy Chiefs shall evaluate all members of
the Department who are participating in an examination for
promotion.
20.5 Every applicant for promotion shall take such written, oral and
practical examinations as may be required by the Fire Chief.
21.0 Every new member of the Department appointed for fire fighting duties
shall complete a medical examination and annually thereafter on forms
provided by the Department and filed with the Fire Chief.
If the cost of this medical is not eligible to be submitted to the Ontario
Health Insurance Plan for payment, then the Department will reimburse
said member for this expenditure.
22.0 Due to the often physical, mental and emotionally stressful environment
firefighters may be subject to, in compliance with the Fire Protection &
Prevention Act, Section 53.1, every member of the Fire Department shall
retire upon attaining the age of 65
23.0 Every member of the Department shall report for duty at the time
prescribed by the departmental rules and shall remain on duty until
relieved.
24.0 In the case of a member failing to report for duty, the Officer-in-Charge
shall report this in writing through his/her superior Officer, to the Fire Chief.
25.0 No member shall:
25.1 while in uniform enter any premises where alcoholic beverages or
cannabis is sold or consumed, except in the performance of his/her
departmental duties;
25.2 report for duty, including responding to an emergency call and
being on premises or in any vehicle if his/her ability is impaired by
the use of an intoxicating beverage or drug;
25.3 while on duty, consume any intoxicating beverage or drug;
25.4 smoke within or near a municipal building, vehicle or workplace as
prescribed by existing legislation
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26.0 The Fire Chief may reprimand, suspend, or recommend dismissal of any
member for insubordination, misconduct, tardiness or for non-compliance
with any of the provisions of this by-law, general orders. departmental
rules, guidelines, or policies that in the opinion of the Fire Chief would be
detrimental to the discipline and efficiency of the Department.
27.0 CODE OF ETHICS
27.1 The Municipality has undertaken this initiative in order to both
promote professionalism and to ensure that the relationship of trust
that exists between staff and the public remains an integral part of
local government in Ontario. Since its inception, local government
has been understood to be an open, accessible and accountable
form of government.
27.2 The purpose of a code of ethics for firefighters is to foster universal
understanding of the fundamental rights, privileges and obligations
of a municipal public servant.
A code of ethics serves as an embodiment of the basic principles of
integrity, honesty, impartiality and common-sense and recognizes
that at the very least, a municipal public servant has a responsibility
to uphold these principles.
27.3 The proper operation of a municipal government requires that
firefighters be independent, impartial, and responsible to the
citizens; that their positions not be used for personal advantage;
and that the public have confidence in the integrity of the Municipal
firefighters.
27.4 The Code of Ethics is intended as a guide for firefighters in their
conduct in certain specified areas. It is not intended to be
exhaustive or to provide specific guidelines in every circumstance.
27.5 Private Interests Defined
27.5.1 Private interests are all those aspects of a firefighter's
activity outside those connected with official municipal
duties which include:
a. Financial interest;
b. Paid and unpaid activities beyond official duty;
C. Relationships with third parties who may be-
i. employed by the Municipality
ii. doing business with the Municipality
iii. seeking employment or benefits from the
Municipality.
27.5.2 It is important to emphasize that conflict of interest relates
to the potential for wrongdoing as well as to actual or
intended wrongdoing.
27.6 Outside Employment
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27.6.1 No firefighter may engage in outside work or a business
undertaking that:
a. Interferes with the performance of duties under the
employment of the Municipality;
b. May provide an advantage derived from Municipal
employment;
C. Is likely to influence or affect the carrying out of
municipal duties.
27.7 Gifts, Favours and Services
27.7.1 A firefighter shall not accept a gift, favour or service from
any individual or organization in the course of the
performance of civic duties other than:
a. the normal exchange of hospitality among persons
doing business, in an amount not to exceed $100.00;
(individual level);
b. tokens exchanged as a part of protocol;
C. normal presentations made to persons participating in
public functions;
d. gifts to the Municipality of Kincardine shall be used for
the benefit of the Municipality and shall not exceed
$500.00.
27.7.2 Monetary or other payment may not be accepted for the
performance of any service connected to municipal
government.
27.7.3 Firefighters shall not use the name "Corporation of the
Municipality of Kincardine" to obtain discounts for privately
purchased goods and services.
27.7.4 Firefighters shall not receive or demand preferential
treatment in the use of municipal facilities or services
unless it is a requirement of formal duties or as provided
for under the authority of Council.
27.7.5 Exceptions to this section must be approved in writing by
both the Mayor and CAO.
27.8 Misuses of Property and Information
27.8.1 Municipal property, including vehicles, equipment and
material, shall be used only in the performance of
municipal duties and shall not be used or converted for
personal benefit or use.
27.8.2 Unauthorized use of Municipal property for other than civic
purposes is not permitted and may result in disciplinary
action.
27.8.3 Every firefighter is held responsible for exercising all
reasonable care to prevent abuse to, excessive wear of, or
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loss of, Municipal equipment or material entrusted to the
firefighter's care.
27.8.4 Firefighters are entrusted with information and data used
for the administration of the municipal government and not
generally available to the public. Moreover, certain
firefighters have access to information of a sensitive or
confidential nature, which is not to be made known to
others in the Corporate structure. Both types of
information must be distributed on a need-to-know basis
only.
27.8.5 Systems, procedures, reports, photographs and
information developed by the Municipality shall not be
given or loaned to, or shared with, any other persons,
company or organization without the permission of the Fire
Chief. The approval of the Chief Administrative Officer
must be secured before information regarding
computerized systems is divulged.
27.9 Public Statements
27.9.1 The C.A.O. is responsible for making policy statements
concerning municipal business to the news media. The
Fire Chief may deal with all departmental operational
issues.
27.10 Criminal Code Offences
27.10.1 Any firefighter convicted of an offence under the Criminal
Code of Canada may be suspended from employment
dependent on the nature of the offence and its relationship
to the duties of the firefighter.
27.11 Penalties and Appeals
27.11.1. Any infraction or transgression of the Code of Ethics may
result in the Municipality taking the following action:
a. Instruct the firefighter to divest himself/herself of the
outside interest or transfer it to a blind trust;
b. Remove the firefighter temporarily from the duties which
brought about the conflict of interest;
c. Accept the resignation of the firefighter;
d. Initiate disciplinary action in the form of:
i. an oral or written reprimand
ii. suspension without pay for a period of time
iii. a recommendation that the firefighter be
dismissed.
27.12 Compliance
27.12.1 This Code of Ethics must be observed by all firefighters of
the Municipality.
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27.12.2 The Fire Chief and Deputy Chiefs are responsible for
ensuring that firefighters are aware of this Code of Ethics,
that it is regularly re-circulated and reviewed by
firefighters, and that firefighters comply with its provisions.
27.12.3 If the Fire Chief is of the opinion that a firefighter is
breaching this Code of Ethics, they shall immediately
notify the CAO of this situation in writing.
27.12.4 Compliance with this Code of Ethics constitutes a
condition of employment, and breaches of the Code of
Ethics may result in disciplinary action up to and including
dismissal. When a firefighter has breached this Code of
Ethics, the Fire Chief and the Human Resources
Department shall determine jointly if disciplinary action is
warranted and, if so, what disciplinary action is
appropriate.
27.12.5 Where a firefighter has reason to believe that a Fire Chief
has committed a breach of this Code of Ethics, he/she
may approach the Chief Administrative Officer directly and
in strict confidence.
All new firefighters shall read and subscribe in writing to this Code
of Ethics upon commencing their employment with the Municipality.
28.0 FIRE TRAINING AND RESPONSE CALL ATTENDANCE
Statement: To establish expectations of firefighter attendance at regular bi-
weekly training and response calls.
28.1 Fire fighters are expected to maintain their fire fighting skills,
qualifications and competencies while on active duty. Regular bi-
weekly training helps ensure this minimum standard is met. Good
skills retention minimizes the risk of injury to other firefighters, the
general public and the firefighter.
28.2 The National Fire Protection Association shall be standard for
measuring firefighter skills.
28.3 Firefighters are essential to the public safety of our community
and as such are expected to respond to emergency calls
whenever available to do so and within the fire response area.
28.4 Due to the nature and composition of fire departments,
unavoidable circumstances combined with normal lifestyles may
create situations where firefighters cannot attend response calls
and training from time to time. This has been and will be
considered the status quo.
28.5 Valid reasons for not attending regular bi-weekly training or
response calls shall include but not be limited to personal/family
matters, work commitments, vacation and illness. Other reason
may be accepted at the discretion of the Deputy Chief(s) and/or
Fire Chief
28.6 All firefighters, as soon as becoming aware shall notify their
Deputy Chief or the Fire Chief of their inability to attend regular
bi-weekly training.
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28.7 Individual firefighter attendance shall be reviewed semi-annually
by the respective Deputy Chief and the Fire Chief for trends or
anomalies with regard to lack of attendance at regular bi-weekly
training or response calls.
28.8 Expected attendance levels for firefighters shall meet the
following criteria as recommended by the most current version
of the Ontario Fire Marshal recruitment and retention program:
• New hired firefighters (on probation) with one year or less of fire
fighting experience (probation may be extended due to
individual circumstances at discretion of Fire Chief and Deputy
Chief):
80% annual attendance at regular bi-weekly training
40% annual attendance at response calls
• Experienced firefighters (not on probation) with one or more
years of fire fighting experience:
60% annual attendance at regular bi-weekly training
40% annual attendance at response calls (Please note:
Section 28.50 for valid reasons)
28.9 If any firefighter misses more than two consecutive regular bi-
weekly trainings, without valid reason and previous approval
from the Deputy Chief and/or Fire Chief, this may be considered
just cause for disciplinary action against the firefighter. This
may lead to dismissal.
28.10 Should attendance trends of individual firefighters indicate lower
than acceptable levels, the firefighter shall meet with their
respective Deputy Chief and the Fire Chief to review and
discuss causes and to find possible resolution.
28.11 Should attendance levels continue to decline or remain below
expected standards for a period longer than twelve months, this
may be considered just cause for disciplinary action against the
firefighter. This may lead to dismissal.
28.12 It shall be the option of the Deputy Chief and/or Fire Chief to place
any firefighter on probation for a period of not less than 90 days
should regular bi-weekly training attendance fall below the expected
levels (see Section 28.5 & 28.9 above) or more than three (3)
consecutive regular bi-weekly training are missed without previous
approval and valid reason. The minimum probation period for new
hired firefighters shall be twelve months.
28.13 Any firefighter placed on probation shall be expected to attend
training and response calls at the level prescribed in 28.8 above for
the period of their probation to avoid further disciplinary action.
28.14 Every effort shall be made by the firefighter to make up missed
training where possible. This may include extra one-on-one training
with the Training Officer(s) or attending training sessions at another
Fire Station.
29.0 LONG WEEKEND STANDBY
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STATEMENT: To ensure adequate Fire Department staffing levels during long
holiday weekends.
29.1 Long weekend standby shall be assigned to firefighters at the
beginning of each calendar year.
29.2 An Officer shall be assigned to every long weekend.
29.3 If you are unable to work your assigned weekend standby, it is
your responsibility as a fire department member to find an equal
replacement. If you are an Officer, you have to replace yourself
with an Officer. If you are a firefighter or driver, you have to
replace yourself with a firefighter or driver. Your crew Captain
or Station Chief may be able to assist you with finding a
replacement.
29.4 Substitutions shall only be recognized for a full weekend, a full
day, or a half day. Substitution for hours will not be paid!
29.5 When you are on call, you shall be a "first responder"to every
call.
29.6 Any member reporting for duty intoxicated will be relieved of his
or her duties by the Officer in attendance, and the incident will
be reported to the Fire Chief. This action may lead to
suspension from Fire Department duty.
29.7 If you miss any call when on long weekend standby, you miss
your standby pay for one day. If you are unable to serve your
long weekend standby, it is up to you to get an equal
replacement.
29.8 The following long weekends shall require long weekend
standby: Victoria Day, Canada Day, Civic Holiday, Labour Day.
Where Canada Day falls on a Tuesday, Wednesday or
Thursday, there shall be no crew or platoon assigned a long
weekend standby. An option of assigning a standby crew or
platoon for Canada Day only shall be left to the discretion of the
Fire Chief.
29.9 Long weekend standby starts at 18.00hrs Friday of the long
weekend and ends 18.00hrs Monday of the long weekend. This
shall be the standard unless otherwise approved by the Fire
Chief.
30.0 DISCIPLINARY PROCEDURES
30.1 Disciplinary action should be corrective, not punitive.
30.2 When a serious situation arises where the Fire Chief feels that
disciplinary action may be required, he/she will gather all the facts
and discuss them with the Human Resources Manager and with the
member prior to instituting any disciplinary measures.
30.3 The Fire Chief shall follow the progressive disciplinary steps as
outlined below:
a. The Fire Chief shall discuss the problem with the member and
may give a verbal warning to the member if warranted. This
discussion will be documented by the Chief and placed in the
member's employee file.
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b. Where the infraction continues or is repeated, a clear written
warning from the Fire Chief to the member, outlining the nature
of the infraction, expected corrective action within a specified
period of time, and consequences if the member fails to comply.
A copy of this letter shall be filed in the member's employee
file.
c. If necessary, a second written warning will be issued to the
member, indicating that this is a final warning before more
serious consequences will follow. A definite time period should
be outlined for the member to correct his/her conduct. A copy of
this letter shall also be placed in the member's employee file
and a copy provided to the CAO.
d. If the member does not meet the requirements set out in the
letter, the Fire Chief shall meet with the CAO to determine
appropriate disciplinary action (and obtain legal advice, if
deemed necessary), which may include one or more of the
following measures:
i. referral to counselling;
ii. withholding of a promotion;
iii. demotion;
iv. suspension with or without pay for a specified period
of time;
V. dismissal from the department.
30.4 Following the suspension of any member, the Fire Chief shall report
the suspension and his/her recommendations to the CAO.
30.5 A member shall not be dismissed without being afforded the
opportunity of a hearing before the review committee, as outlined in
Section 30.6, if he/she makes a written request for such hearing
within seven (7) days after receiving notice of his/her proposed
dismissal.
30.6 The review committee shall be comprised of the Fire Chief, Deputy
Chiefs (2) and CAO (a minimum group of three is required). The
member may be afforded representation of his/her choice.
30.7 Following any hearing, the review committee's decision shall be
final.
30.8 In the event of an action by a member which warrants immediate
suspension or dismissal, the review committee may consider the
matter immediately and take whatever action it considers
appropriate.
31.0 COMPLAINT PROCEDURE
31.1 With the exception of such matters as are governed by the
regulations made under provincial legislation, any member
complaint shall be dealt with as follows:
a. Members shall discuss with the Fire Chief any complaints,
which he/she may have.
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b. If a member has a complaint that he/she feels has not been
resolved to his satisfaction by discussion with the Fire Chief,
he/she may, without fear of recrimination, discuss the complaint
with the CAO. The CAO shall document the discussion and
must reply to the complaint within five (5) working days. A copy
of the reply shall also be provided to the Fire Chief.
c. Failing a satisfactory settlement of the complaint, the member,
without fear of recrimination, may within three (3) working days
submit the complaint in writing in full detail to the Human
Resources Committee.
d. The complaint will be placed on the confidential agenda of the
next Human Resources Committee meeting and the Fire Chief
will be invited to attend. The Fire Chief and member shall state
his/her case separately, and then be required to withdraw.
e. The Human Resources Committee shall then consider the case
and on reaching a decision, so notify the member in writing,
with a copy to the Fire Chief. The Human Resources Committee
may defer a decision at its option to obtain additional
information but must render its decision within fourteen (14)
working days.
f. The Human Resources Committee's decision shall be final.
32.0 RESPONSE CALLS OUTSIDE OF MUNICIPAL LIMITS
The Department shall not respond to a call with respect to an emergency outside
the limits of the municipality except:
32.1 that in the opinion of the Fire Chief threatens property in the
municipality or property situated outside the municipality that is
owned or occupied by the municipality;
32.2 in a municipality with which an agreement has been entered into to
provide fire protection, or
32.3 on property with respect to which an agreement has been entered
into with any person or corporation to provide fire protection
therefore;
32.4 where, due to unforeseen circumstances, a fire or other emergency
is found to be beyond the boundaries of the municipality and
immediate action is necessary to protect life and/or property, the
Municipality of Kincardine Fire Department will provide fire and
emergency services on the site until the designated fire department
arrives and command and control of the situation is transferred.,
32.5 a call regarding the Bruce County Mutual Aid system.
33.0 NEGOTIATION PROCESS
33.1 The negotiation process is a defined process to evaluate Appendix
C of this By-law over a defined period of time.
33.2 The C.A.O. and two members of the Council will negotiate on
behalf of the Municipality and report to closed session of Council/ to
obtain authorization and/or general comments from Council.
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33.3 The firefighters shall choose from amongst themselves a
"negotiating committee", which shall consist of no more than two
current active members from each station, who shall be the liaison
between the firefighters and the Negotiating Committee of the
Municipality. The Deputy Chiefs shall be excluded from this
process and shall meet as a separate group to negotiate their
salary and benefits. A firefighter who sits on the Negotiation
Committee shall not be subject to discrimination or punitive action
by Council because of his/her involvement with the Negotiation
Committee. The Fire Chief will serve as staff resource.
33.4 On or before Sept. 15th of the year prior to the year for which
negotiations are being undertaken, the firefighters groups shall
present to the Fire Chief, confidentially, in writing, their requests for
salary and benefits for the following year. Upon receiving the
requests from the Fire Chief, the Chief Administrative Officer shall
then meet with the Council representatives (2), in camera, and
schedule meetings with the firefighters group and the Deputy Chiefs
to discuss the requests. This negotiating process may require
several meetings.
33.5 It is the general intention of the Municipality to conclude the
negotiating process prior to January 1St; however, in an election
year this may be impossible, and the out-going Council may wish to
leave the salary negotiations for the new Council to carry out. In
this case, the firefighter groups shall be required to adjust to
Council's schedule.
33.6 Nothing in this section shall preclude the Council and firefighters
from agreeing to a multi-year salary and benefit package.
34.0 STAFF TRAINING
34.1 Firefighters shall be provided with the training necessary to carry
out their tasks in a safe and efficient manner. The Fire Chief, within
the approved budget, schedules firefighters for specific training.
The Municipality shall cover 100% (one hundred percent) of the
tuition costs for courses approved by the Fire Chief.
34.2 Fire Firefighters wishing to receive an advance to cover eligible
expenses may make a written itemized request and the Fire Chief
may authorize an advance up to 85% of eligible expenses. The
firefighters on return must file an expense report showing eligible
expenses incurred less the advance. Claims for advances or
expense claims shall be paid within ten days of Accounts Payable
receiving a proper completed and authorized form (by manual
cheque if necessary).
34.3 The firefighters shall provide the Department with a copy of any
municipally funded certificate/training course, once received, for the
employee file and the Department file.
34.4 Firefighters shall be reimbursed for all associated fees for any
renewals of a DZ license.
34.5 When "make-up training" for mandatory curriculum is facilitated by
the Training Officer with the approval of the Deputy Chief, due to
missed training, the firefighter(s) shall be paid hourly for the actual
time spent training. They will also be credited with attendance for
training.
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35.0 BOOT ALLOWANCE/PERSONAL PROTECTIVE EQUIPMENT
(Specifically for health & safety purposes)
35.1 All firefighters shall be eligible for boot allowance if job requires.
Boot Allowance
The fire fighter after completion of the probationary period may
accumulate to a maximum of$640.00 within a four-year period and
may purchase up to four pairs from this amount. The Fire Chief is
responsible to ensure that unused funds are carried forward to the
following year's budget.
Note: The intent of this policy is to provide firefighters with black
CSA approved safety footwear or NFPA certified fire fighting boots
not exceeding one (1) pair of each in the calendar year and
providing the firefighter has a sufficient boot allowance balance.
The safety footwear purchased should be a style that is appropriate
to be worn with the department issued station wear.
35.2 Once per year payment will be issued for boot allowance on or
before September 30th (Please Note: receipts for boots must be
received on or before September 15th of each year)
35.3 Payment by exception will be made by the Human Resources
Department.
35.4 New firefighters may submit their boot receipts for safety boots (not
fire fighting boots) within 2 weeks after their start date and payment
will be made within 2 weeks.
35.5 A PPE Committee will be formed including the Fire Chief and some
firefighters to review PPE equipment to be purchased from
operating budget.
36.0 MEDICAL BENEFITS
General
36.1 The Municipality of Kincardine reserves the right to select the
insurance carrier for medical benefits. In all cases, the sole
obligation of the Municipality is to determine the benefits to be
provided under the plan(s) and pay the premiums required by the
plan(s). Any disputes regarding the administration of the plan or
payment of benefits lie between the firefighter and the insurance
carrier. The Human Resources Department will act to assist
firefighter in areas of dispute.
36.2 Medical benefits are optional for each firefighter, who does not
currently have a plan and not a condition of employment.
36.3 The Municipality of Kincardine shall pay 100% (one hundred
percent) of the billed premium for Medical Benefits for eligible
firefighters.
36.4 Coverage commences on the first date of employment.
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36.5 In the event that a firefighter dies in the line of duty while employed
by the Municipality and is enrolled in the group benefit plan, the
Municipality shall continue to pay extended health care, vision plan,
and dental plan premiums on behalf of that firefighter's dependents
for a period of ten (10) years from the date of the firefighter's death,
provided the firefighter's share of the premiums is remitted to the
Municipality. This section shall not apply if the insurance company
in effect at the time does not offer this benefit as an option.
Extended Health Care
36.6 Particulars of the benefit plan are outlined in the insurance
company's handbook to firefighters and are subject to the
provisions of the insurance plan documents.
36.7 Firefighters shall be reimbursed costs covered under the benefit
pursuant to the applicable insurer's administrative policy in effect at
the time. In some cases, a firefighter may be required to pay for the
goods and services and be reimbursed following submission of a
claim to the insurance company.
Dental Benefits
36.8 Particulars of the benefit plan are outlined in the insurance
company's handbook to firefighters and are subject to the
provisions of the insurance plan documents.
36.9 Premiums and benefits shall be based on the current Ontario
Dental Association fee schedule. Any disputes regarding the
administration of the plan or payment of benefits lie between the
firefighter and the insurance carrier.
Vision Care
36.10 Particulars of the benefit plan are outlined in the insurance
company's handbook to firefighters and are subject to the
provisions of the insurance plan documents. Includes coverage for
eye exams once every 24 months to a maximum of$90.00 and
laser eye surgery is an eligible benefit with the current vision care
maximum.
37.0 SAFETY GLASSES
Option #1 Supplied exterior safety glasses provided by the Municipality
of Kincardine.
Option #2 Prescription safety glasses or specialty safety eyewear up to
*$250.00 every 36 months or sooner with written certification
from an optometrist/ophthalmologist that the prescription has
changed significantly in that it may affect safety.
*Receipts must be forwarded to the Human Resources Department, which will be
paid with regular accounts from the Fire Department budget.
All firefighters have the choice of Option #1 or Option #2 above.
38.0 UNIFORMS
Coverage: All Firefighters
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Statement: To regulate assignment and use of departmental uniforms, cresting
and associated regalia.
38.1 Fire Department uniforms shall be assigned based on seniority.
38.2 Fire Department members within their first year shall be issued a
station wear uniform consisting of dark navy shirt, dark navy trousers,
black tie, fire department belt and rank bars and approved
department cresting.
Jacket to be provided on an as needed basis.
38.3 Fire Department members with a minimum 2 years experience shall
be issued a station wear jacket and uniform hat with approved
department cresting.
38.4 Fire Department members with a minimum 4 years seniority shall be
assigned a full dress uniform consisting of dark navy tunic, navy
trousers, black tie, navy uniform shirt, white gloves, uniform hat (if not
already assigned), rank bars, approved department cresting,
appropriate rank epaulettes, name bar and other regalia as approved.
38.5 Officers shall receive after 4 years minimum seniority a white uniform
shirt in addition to a navy uniform shirt.
38.6 White uniform shirts shall be designated for officers only.
38.7 Navy uniform shirts shall be designated for firefighters only. Officers
may wear navy uniform shirts as station wear.
38.8 It shall be the sole responsibility of the Deputy Chiefs to ensure the
Fire Chief has current up to date measurements of all firefighters on
file at all times for uniform ordering. Uniforms will not be provided if
measurements are not available.
38.9 Personnel shall not enter any establishment selling cannabis or
alcohol at any time while in assigned uniform unless performing their
duties as a firefighter.
38.10 Uniforms shall not be worn for any purpose other than fire department
assigned duties. Examples of acceptable use include mutual aid
meetings, external training, open houses, fire inspections, station
training and any other functions as approved. All other uses shall be
prohibited.
38.11 All uniforms shall be provided only within the constraints of the
departmental budget. Yearly uniform assessments will be completed
by the Fire Chief prior to budgeting.
38.12 Reimbursement of items damaged or lost in the line of duty will be
assessed on a case by case basis by the Fire Chief.
39.0 FIREFIGHTER RECOGNITION PLAN
Statement: The Municipality will recognize and reward all firefighters for their
years of service and contribution.
39.1 Recognition of service shall be for firefighters reaching 5, 10, 15,
20, 25 and 30 years of service.
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39.2 Firefighter(s) will receive an appropriate corporate memento and/or
gift as outlined below in recognition of their contribution and years
of service.
39.3 The date used to calculate service for the purpose of this policy will
be the year of appointment as a firefighter.
39.4 Service Recognition Awards-
5 Years: $50 *Dinner Gift Certificate.
10 Years: Gold tie-pin or gold pendent with municipal of Fire
department logo or set of crystal wine glasses with
inscribed Municipal or Fire Department Crest or a
$200.00 gift certificate. Not to exceed $200.00 in
value.
15 Years: $225.00 *Dinner Gift Certificate.
20 Years: Gold Watch with Engraving/or Gold Bracelet with
Engraving or firefighter's choice of a gift. Not to
exceed $400.00 in value.
25 Years: Municipal Gold Ring with Crest or firefighter's choice
of a gift. Not to exceed $500.00 in value.
30 Years: Firefighter's choice of a gift up to $300.00 in value.
After 30 years firefighters will be recognized in 5-year increments.
Choice of a gift up to $300.00 in value.
Retirement: Monetary Gift of a value of$50.00 per year of service
for bona fide retiring firefighters.
39.5 Retiring firefighters will be given the option to be recognized at the
Christmas Party as a retiring firefighter.
*Dinner gift certificates to be used at any restaurant in the
Municipality of Kincardine
Notes:
a) In October of each year, Human Resources Department will
provide to the Fire Chief, for verification, a list of those
firefighters who will qualify for a service recognition award for
the current year.
b) The service recognition awards will be presented to the
firefighters prior to December 31 of each year at an annual
ceremony.
c) Costs associated with recognition and retirement will be
included in the Fire department's budget.
d) The Municipality will pay for all dye charges for pendants,
pins, etc.
40.0 DAVIDSON CENTRE
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Use of the Davidson Centre Health Club, *Aqua Fit and *municipal employee
instructed programs is provided by the Municipality of Kincardine as a benefit to
encourage healthy living. It is provided to all fire fighters, spouses, retired
firefighters, and dependent children living in the home of the immediately
mentioned groups above. The Davidson Centre Health Club includes the use of
the gym, pool and sauna facilities.
*Conditional upon spaces not used by paying customers. (Employees take
priority over spouses and dependents)
41.0 LEAVE OF ABSENCE
41.1 The Department may grant an unpaid leave of absence to any
firefighter for personal reasons. Firefighters shall not accumulate
service while on such leave nor shall they be entitled to any
benefits.
41.2 Leave of absence is intended for long term scheduled absences
and will be determined on a case-by-case basis.
41.3 Unpaid personal leaves of absence of up to one month in duration
may be authorized by the Fire Chief. Personal leaves of absence
of more than one month in duration must be authorized by the Chief
Administrative Officer.
41.4 A request for a leave of absence of more than one month in
duration should be made in writing at least one month prior to the
desired commencement date of the leave. If the Municipality grants
such leave, it shall confirm the terms of said leave in writing unless
this is deemed an emergency situation by the Human Resources
Department. If this is the case, a confidential report shall be given
to Council at the earliest opportunity.
42.0 ABSENCE WITHOUT LEAVE
Any unauthorized absence from work will be considered absence without
leave and may warrant disciplinary action. (See Section 28.5 & 28.9)
43.0 REPORTING ABSENCE
It is the responsibility of the firefighter to advise his/her Deputy Chief or
Fire Chief of each occasion which requires an absence from duty. This
shall be reported on the respective station accounting boards or submitted
electronically. Failure to do so may warrant disciplinary action.
44.0 TERMINATION
Statement: Termination of employment, either voluntary or involuntary shall be
initiated with the appropriate notice and shall be properly
documented for payroll processing.
44.1 Voluntary Termination
A firefighter who resigns his/her position is required to submit the
resignation in writing. If the firefighter refuses to provide the
resignation in writing, the Fire Chief will immediately confirm the
verbal resignation in writing, stating the date and, if appropriate, the
circumstances. The Fire Chief will notify the CAO immediately
regarding this situation.
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44.2 Firefighters are expected to give a minimum of two weeks notice
when resigning. The Fire Chief is expected to give thirty days
notice. All written resignations must be acknowledged immediately.
44.3 When a firefighter retires from the Municipality of Kincardine Fire
Department, the Department may fund a farewell event with the
cost not to exceed $300.00 per retiree. (The CPI indexing will apply
on an annual basis).
44.4 Involuntary Termination -Any termination shall be consistent with
the terms of the Employment Standards Act.
44.5 Appeal Procedure - No appeals will be considered in the case of
any firefighter discharged prior to completion of the probationary
period.
45.0 FIREFIGHTERS ASSISTANCE PROGRAM
Coverage: All Firefighters
Statement: The Municipality shall provide guidance to firefighters who develop
social or health problems as a result of drug or alcohol abuse, or
emotional problems which affect the quality of their job
performance. The objective will be to identify fire fighters whose
work habits are affected by an alcohol/drug problem or an
emotional problem and to attempt to assist in correcting a fire
fighter's work habits, through the establishment of a rehabilitation
program or treatment program, or if necessary, through disciplinary
action.
Procedure: Assisting a firefighter who has a drug/alcohol problem or emotional
problem is a co-operative venture of the individual firefighter and
management and may require referral to, and assistance from, one
or more treatment agencies listed at the end of this policy. It has
been found that this team concept produces the best results. Clear
directions from management are required to motivate the firefighter
to accept help. The success or failure of the rehabilitation
programs/treatment programs will be measured through work
performance and attendance data. The facts should therefore be
properly recorded and brought to the firefighter's attention on a
regular basis. The firefighter needs to know that in the end, their
continuation as a firefighter depends on their successful
rehabilitation.
Step 1: Whenever it is suspected that poor work performance, attendance,
firefighter relations or other problems indicate the existence of a
drug/alcohol/emotional problem, the Fire Chief will conduct an
interview with the firefighter. The firefighter is informed by the Fire
Chief that their work must improve within a specified time frame
(usually one month), or a formal letter of warning will be issued to
the firefighter.
The firefighter is then informed of the resource agencies. Details of
this interview are to be recorded by the Fire Chief and filed with the
Human Resources Department.
NOTE: The firefighter may actually initiate this step, and in fact the
firefighter should be encouraged to do so.
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Step 2: A confidential record of the firefighter's performance is maintained
by the Human Resources Department who, after the time frame
specified in Step 1 , either files a report stating that the firefighter's
problems are being resolved or alternatively sends a letter of
warning that suspension or other action will follow repetition of the
action(s) outlined. Again, the Fire Chief must specify a time frame
for immediate improvement. A copy of all warning letters must be
filed with the Human Resources Department, and if required, the
treatment agency to which referral is made.
The firefighter's work record is maintained regularly and, after the
time frame specified in Step 2, the Human Resources Department
sends the firefighter one of the following letters:
a) if work record has improved and rehabilitation is progressing
according to the treatment agency, a letter of commendation
is sent to the firefighter with a note, that their work habits will
continue to be evaluated on a regular basis, or
b) if work has not improved, a letter of suspension or other
action. If the Human Resources Department opts for
suspension rather than other action, a new trial period, as
per Step 2 must be established. Copies of these letters are
to be sent to the Human Resources Department and Fire
Chief and the treatment agency involved.
Note: The foregoing procedures are guidelines only and may be altered to
cope with specific situations. This policy does not bind the
Municipality to undertake any rehabilitation procedures. The
provisions of any working agreements must however be strictly
followed. Confidential documentation is vital for either the
rehabilitation or the disciplinary process. The individual actions of
the Fire Chief will be limited to the framework set out above.
Attempts at rehabilitation, including counseling for drug, alcohol, or
emotional problems, will be left to the appropriate agencies as listed
at the end of this policy or acceptable alternate accredited
professionals. Complete and accurate confidential records must be
kept on file by the Human Resources Department.
46.0 That By-law No. 2008 — 173 and By-law No. 2011-156; and all
amendments thereto are hereby repealed.
47.0 This by-law shall come into full force and effect upon its final passage.
48.0 The benefit/compensation package outlined herein is effective from
January 1, 2020 to December 31, 2023.
49.0 This by-law may be cited as the "Establish and Regulate Municipality of
Kincardine Fire Department (2020) By-law".
READ a FIRST and SECOND TIME this 7t" day of December, 2020.
READ a THIRD TIME and FINALLY PASSED this 7t" day of December, 2020.
SMayor Eadie igned with ConsignO Cloud(2020/12/1 ' IIII I Signed Lawrie °. ....'I�Li.
Verify with ConsignO or Adobe Reader. II tnilr y gnO or Adobe Reader. II IIII 111111111
Mayor Clerk
Appendix A to By-law No. 2020 — 162
Passed the 7t" day of December 2020.
APPENDIX A - FIRE DEPARTMENT ORGANIZATION CHART
MUNICIPAL
COUNCIL
CAO
[F71RETCHIEF
COMMUNITY
EMERGENCY ADMIN DEPUTY CHIEF- DEPUTY CHIEF FIRE INSIDE MYSIC WATER
MANAGEMENT ASSISTANT KINCARDINE -TIVERTON PREVENTION MAINTAINER RESCUE
COORDINATOR STATION STATION OFFICER
(CEMC)
CAPTAINS& CAPTAINS&
TRAINING TRAINING
OFFICER OFFICER
FIREFIGHTERS J FIREFIGHTERS
Appendix B to By-law No. 2020 — 162
Passed the 7t" day of December 2020.
APPENDIX B - FIREFIGHTERS HIRING PROCEDURE
Statement: To ensure firefighters hired by the Municipality of Kincardine are selected in a consistent
manner that meets the needs and circumstances of the Municipality of Kincardine with respect to
optimizing fire response, fire safety education and maintaining adequate fire protection at all times.
I. Firefighter applicants shall be recommended based on a point system scoring.
II. "Work within" and "live within" refers to the assigned fire station.
III. A standing recruitment selection committee ("the hiring committee") from each station shall be
appointed annually (at a minimum) or as required by the Deputy Chief(s) to recommend suitable
candidates to the Deputy Chief(s) for each respective Fire Station. Candidates shall be
recommended by the Deputy Fire Chief(s) for approval by the Fire Chief. Standing hiring
committee members shall be the Fire Chief and the Deputy Fire Chief(s).
IV. In addition, each committee shall also consist of one Officer and two firefighters from the
respective fire station.
V. All hiring committee members shall openly declare any conflict of interest to the Fire Chief with
regard to themselves and applicants including relatives and co-workers.
VI. All applicants upon request of the Fire Chief and at their own expense shall provide a clean
current driver abstract, a current criminal background check, a current sexual offender
background check and a current medical fit for duty report from their physician on municipal
forms. Successful candidates approved for hiring shall be reimbursed for their expenses in
obtaining these documents by the Municipality of Kincardine.
VI I. The selection process shall follow the general guidelines of the most current Ontario Fire
Marshal's Recruitment and Retention program where possible.
VIII. Upon being hired, each firefighter will receive Municipality of Kincardine orientation and on-
boarding including but not limited to pay, benefits, uniforms, and entitlements.
Appendix C to By-law No. 2020 — 162
Passed the 7t" day of December 2020.
APPENDIX C - COMPENSATION OVERIVEW
SALARIES & WAGES
DEPUTY CHIEF (2) -Annual Salary as per Table 1 plus associated hourly rate for response calls,
training, other outlined duties, and long-weekend standby. Annual salary will be prorated for time in the
role.
CAPTAIN (8) -Annual Salary as per Table 1 plus associated hourly rate for response calls, training,
other outlined duties, and long-weekend standby. Annual salary will be prorated for time in the role.
ACTING CAPTAIN (8) -Annual Salary as per Table 1 plus associated hourly rate for response calls,
training, other outlined duties, and long-weekend standby. Annual salary will be prorated for time in the
role.
TRAINING OFFICER (4) -Annual Salary as per Table 1 plus associated hourly rate for response calls,
training, other outlined duties, and long-weekend standby. Not eligible for Training Instructor pay.
Annual salary will be prorated for time in the role.
FIREFIGHTER -Annual Salary as per Table 1 plus associated hourly rate for response calls, training,
other outlined duties, and long-weekend standby. Annual salary will be prorated for time in the role.
Excludes: Deputy Chief, Captain, Acting Captain, Training Officer and Recruits.
ASSOCIATION SECRETARY (2) -Annual Salary as per Table 1 plus associated hourly rate for
response calls, training, other outlined duties, and long-weekend standby. Annual salary will be
prorated for time in the role.
TYPES OF PAY
RESPONSE PAY- Paid Hourly Rate for Actual Hours for Response Calls, Response Call Paperwork,
Interviews & Investigations. Response calls on Christmas Day will be paid at double time.
TRAINING PAY - Paid Hourly Rate for Actual Hours for Bi-Weekly Fire Training (2.5 Hour Max), Full-
Day or Half-Day Fire Training, Training Instructor (1 Hour Max) & Online Courses
ALL OTHER PAY - Paid Hourly Rate for Actual Hours for Fire Prevention & Public Education activities,
JHSC Committee activities, Bi-Weekly Fire Meeting (1 Hour Max), Mutual Aid Meetings (2 Hour Max),
Cleaning, Truck & Equipment Checks, Other Meetings & Administrative Duties
RECRUIT PAY - Paid Hourly Rate for Actual Hours until completion of the Recruit Course
LONG WEEKEND STANDBY - Paid $100 per day for three days
TRAINING INSTRUCTOR PAY -A competent Firefighter, due to experience, education or training, who
assists the Training Officer in the planning, preparation and presentation of training shall be paid the
associated hourly rate over and above the payment for attendance at the Bi-Weekly Training. 1 Hour
Maximum.
OTHER ENTITLEMENTS
1. Firefighters will receive a Bruce Telecom discount for cell phone. Contact Bruce Telecom for further
details.
Appendix C to By-law No. 2020 - 162
Passed the 7t" day of December 2020.
TABLE 1 -WAGE GRID 2020-2023
2020 2021 2022 2023
*(2.5% INCREASE) *(2.0% INCREASE) *(MIN 1.75%OR CPI *(MIN 1.75%OR CPI
UP TO MAX 2.5%) UP TO MAX 2.5%
RESPONSE $29.58 $30.17 TBD TBD
PAY*
TRAINING PAY $27.00 $27.00 $27.00 $27.00
ALL OTHER $20.00 $20.00 $20.00 $20.00
PAY
RECRUIT ALL $20.00 $20.00 $20.00 $20.00
PAY
LONG $100.00 x 3 DAYS $100.00 x 3 DAYS $100.00 x 3 DAYS $100.00 x 3 DAYS
WEEKEND PAY
DEPUTY CHIEF* $ 9847.96 TBD TBD TBD
CAPTAIN* $1852.27 $1,889.32 TBD TBD
ACTING $1000.00 $1020.00 TBD TBD
CAPTAIN*
TRAINING $1780.85 $1816.47 TBD TBD
OFFICER*
FIREFIGHER* $500.00 $510.00 TBD TBD
ASSOC $450.00 $450.00 $450.00 $450.00
SECRETARY
VACATION PAY rVacation pay will be paid as per ESA legislation.
*
Percentage increase aligns with Non-Management Employees