Purpose:

Employees and members of the Northern York County Fire Rescue and EMS Inc will conduct themselves in such a manner so as to demonstrate the public’s trust and confidence inherent in their position as a public servant.

Scope:
This Policy applies to all personnel and any person being sponsored by NYCFR.

Policy: Employees and members of the Northern York County Fire Rescue and EMS Inc will conduct themselves in such a manner so as to demonstrate the public’s trust and confidence inherent in their position as a public servant.

Any conduct that brings discredit to their profession, responsibilities, the Company, or public service at large shall be subject to immediate disciplinary action, up to and including termination.

The Board of Directors requires all personnel to maintain professional, moral and ethical relationships at all times. All personnel, both paid and volunteer, are expected to conduct themselves in a manner consistent with appropriate and orderly behavior. The effective operation of the department requires the cooperation of everyone working together within a system of By-Laws, Board policies, administrative regulations, rules and procedures (S.O.G. / S.O.P.) applied fairly and consistently.

The Board directs that all personnel shall be informed of conduct that is required and is prohibited during work hours (engaged in any company related work, activity or function whether paid or volunteer) and the disciplinary actions that may be applied for violation of By-Laws, Board policies, administrative regulations, rules and procedures (S.O.G. / S.O.P.).

All personnel shall comply with state and federal laws and regulations, Board policies, administrative regulations, supervisor directives, rules and procedures (S.O.G. / S.O.P.). Personnel shall endeavor to maintain order; perform assigned job functions; and carry out directives issued by supervisors.
Personnel shall not participate in activities that include but are not limited to the following:

1. Physical or verbal abuse, harassment, intimidation, or threat of harm, to anyone either directly, indirectly or through electronic and/or social media.

2. Nonprofessional relationships or interactions with minors.

3. Causing intentional damage to company property, facilities or equipment.

4. Unauthorized use or removal of company property.

5. Forceful or unauthorized entry to or occupation of company facilities, buildings or grounds.

6. Use, possession, distribution, or sale of drugs or other illegal substances.

7. Use, possession, distribution or under the influence of alcohol while in the performance of company
duties.

8. Smoking and/or use of smokeless tobacco products, including use of e-cigarettes or similar devices, inside company buildings, on apparatus, and outside areas (unless specified as smoking area) is strictly
prohibited.

9. Excessive use of profane or abusive language.

10. Breach of confidential information.

11. Failure to comply with directives of company officials or law enforcement officers.

12. Carrying onto or possessing a weapon on company property or at company functions without
authorization from the Board of Directors. This includes permitted concealed firearms.

13. Violation of Board policies, administrative regulations, rules or procedures (S.O.G. / S.O.P.). Violation of federal, state, or applicable municipal laws or regulations.

14. Conduct that may obstruct, disrupt, or interfere with the daily operations (both non-emergency and
emergency), training, service, operations, fundraising, administrative or disciplinary functions of the
company, or any activity sponsored or approved by the Company.

These examples of impermissible behaviors are not intended to be an all-inclusive list. At the administration’s discretion, any violation of the Board policies or any conduct considered inappropriate or unsatisfactory may subject an employee or member to disciplinary action.

Any employee or member with questions on this Policy shall contact their supervisor or a company officer
(President, Chief or Board Member) to obtain clarification and/or explanation.

Arrest or Conviction Reporting Requirement Personnel, both paid and volunteer, shall report to the Chief Director or designee, in writing, within seventy two (72) hours of the occurrence, an arrest or conviction required to be reported by law.

Employees shall also report to the Chief Director or designee, in writing, within seventy-two (72) hours of
notification, that the employee has been listed as a perpetrator in the Statewide database, in accordance with
the Child Protective Services Law.

Personnel, both paid and volunteer, shall be required to submit a current criminal history background check
report if the Chief Director or designee has a reasonable belief that the employee was arrested or has been
convicted of an offense required to be reported by law, and the employee has not notified the Chief Director
or designee. Failure to accurately report such arrests and convictions may subject the individual to disciplinary
action up to and including termination and criminal prosecution.

Northern York County Fire Rescue and EMS Policy: Conduct of Personnel
Dillsburg, PA Adopted: April 28, 2015

Definitions

Sexual Abuse or Exploitation - shall mean any of the following:

1. The employment, use, persuasion, inducement, enticement or coercion of a child to engage in or assist another individual to engage in sexually explicit conduct, which includes, but is not limited to, the following:

a. Looking at the sexual or other intimate parts of a child or another individual for the purpose of arousing or gratifying sexual desire in any individual.

b. Participating in sexually explicit conversation either in person, by telephone, by computer or by a computer aided device for the purpose of sexual stimulation or gratification of any individual.

c. Actual or simulated sexual activity or nudity for the purpose of sexual stimulation or gratification of any individual.

d. Actual or simulated sexual activity for the purpose of producing visual depiction, including photographing, videotaping, computer depicting or filming.

2. Any of the following offenses committed against a child: rape; statutory sexual assault; involuntary deviate sexual intercourse; sexual assault; institutional sexual assault; aggravated indecent assault; indecent assault; indecent exposure; incest; prostitution; sexual abuse; unlawful contact with a minor; or sexual exploitation.

Sexual Misconduct - any act, including, but not limited to, any verbal, nonverbal, written or electronic
communication or physical activity, directed toward or with a child or student that is designed to establish a romantic or sexual relationship with the child or minor, such acts include but are not limited to:

1. Sexual or romantic invitation.

2. Dating or soliciting dates.

3. Engaging in sexualized or romantic dialog.

4. Making sexually suggestive comments.

5. Self-disclosure or physical disclosure of a sexual or erotic nature.

6. Any sexual, indecent, romantic or erotic contact with a child or student.

Verbal Warning – Documentation of such warning will be noted and placed in the employee / member’s file. The supervisor giving the warning should sign and date the warning form or other document.

Written Warning – This should include a description of the behavior, what change is needed of the member, and what consequences the member may face if the behavior continues. A written warning is signed by both the member and the supervisor then placed in the member’s personnel file. A signed warning by the member does not admit fault, but rather acknowledges the fact that the warning was received. The member has the right to respond in writing to the warning and have this included in the personnel file as well.

Suspension – This may be paid or unpaid and range from a few days to a few weeks. The length of suspension should match the severity of the wrongdoing or policy violation.

Discharge – There are some offenses that could warrant bypassing lesser disciplinary steps and result in immediate termination or loss of membership. Those may include (but are not limited to) criminal acts, violence, destruction of property, and intoxication.

The offenses listed at 23 Pa.C.S. § 6344(c)(2) include the following offenses under Title 18 (relating to crimes and offenses) or an equivalent crime under Federal law or the law of another state. This is a list of offenses (but not limited to) that would warrant an immediate termination or loss of membership.

Chapter 25 (relating to criminal homicide)
Section 2702 (relating to aggravated assault)
Section 2709.1 (relating to stalking)
Section 2901 (relating to kidnapping)
Section 3121 (relating to rape)
Section 3122.1 (relating to sexual assault)
Section 3123 (relating to involuntary deviate sexual intercourse)
Section 3124.1 (relating to sexual assault)
Section 3125 (relating to aggravated indecent assault)
Section 3126 (relating to indecent assault)
Section 3127 (relating to indecent exposure)
Section 4302 (relating to incest)
Section 4303 (relating to concealing death of a child)
Section 4304 (relating to endangering welfare of children)
Section 4305 (relating to dealing in infant children)
A felony under Section 5902(b) (relating to prostitution and related offenses)
Section 5903(c) or (d) (relating to obscene and other sexual materials and performances)
Section 6301 (relating to corruption of minors)
Section 6312 (relating to sexual abuse of children)
Chapter 33 P.L. 1482 No. 334 Section 3301 (relating to arson)
And the attempt, solicitation or conspiracy to commit any of the above offenses.

It is the responsibility of the Board of Directors to determine the appropriate steps of action for any misconduct. Any and all issues of misconduct must have statements from all parties involved prior to any research.

NYCFR Bylaws
Article IX
SECTION 17: Personnel Issues. The