Rules and Regs

SHALL BE SUBJECT TO THE DISCIPLINARY
PROCEDURES IN ARTICLE 23 OF THE COLLECTIVE BARGAINING
AGREEMENT.

Under no circumstances shall any member of the Clark County Fire
Department alter the structure or contents of any E.M.S. bag.

These bags
are constructed to provide standardization throughout the department as
well as provide optimum level of care to all our patients.

Captains and E.M.S. Supervisors shall have the ability to
perform inspections of these bags to ensure compliance.

Any requested changes of the structure of these bags shall be
submitted in writing to the Local 1908 E.M.S. Committee and
the Fire Department E.M.S. Chief.

Any deviation from the approved standardization is subject to
disciplinary action. Found in Article 23 of the CBA discipline procedures.

An employee of the department is not to answer any questions or provide
any information whatsoever unless approval to do so has been received by the Fire chief or his designee.

The only exception to this order shall be if
the individual is under a subpoena.

An employee who has been subpoenaed to testify in court shall
immediately notify his/her immediate supervisor or if unavailable, a
Battalion Chief or appropriate supervisor of the subpoena and the incident
to which it refers.

Fire department members shall not make any comments unless the statements are on a matter of
public concern.

Willful violation of this rule by a member may result in
disciplinary action, which shall be administered commensurate to the gravity of the acts or statements.

No member shall be absent from duty without proper leave, or shall be
absent from duty without permission.

Article 7 of the Union
Contract,

shall be approved by the Chief of the Department or authorized designee.

Only the Chief of the Department or authorized designee can extend or modify such leave as approved.

Any member absent without proper leave for three (3) consecutive shifts
(fire suppression), four (4) consecutive days (10-hour personnel), or five
(5) consecutive days (8-hour personnel) will be automatically terminated.

All Acting Officers shall have the authority of the position in which they are
acting

shall be charged with the knowledge and responsibilities of the
position and be held accountable for the proper execution of the duties of
the rank in which they are acting.

All Acting Officers shall be accorded all privileges pertaining to the position
in which they are acting and shall be obeyed and respected accordingly.

No Acting Officer shall alter or annul the permanent orders of the regular
officer without specific authority of a superior officer.

A regular appointed officer of equal rank will take precedence in command
over Acting Officers.

Acting Officers shall address all regular officers by their proper titles and
not by their surnames.

Article 33

Al vacancies will be filled from the current eligibility list.

If the filling of a vacancy creates other vacancies, the date of the first vacancy shall determine the eligibility list used to fill all other vacancies

The date the position is approved will be used to determine the list used regardless of when the position is actually filled.

employees shall
not receive any back-pay and their seniority date shall reflect the date of
the actual promotion.

Anytime an employee wears the current uniform outlined in the CCFD dress
code the following rule and regulation shall apply

Anytime an employee wears the current uniform outlined in the CCFD dress code the following rule and regulation shall apply

shall be courteous, patient
and respectful in dealing with the public.

While on duty, employees shall be just and honorable in all their relations with each other and shall not act in a manner calculated to create a disturbance or dissension within the department.

While on duty, employees shall refrain from altercations, disorderly
conduct, and the use of profane, abusive or improper language.

While on duty, employees shall wear the regulation uniform defined in the CCFD dress code, and shall keep themselves clean and well-kept.

Visitors shall not be permitted in station quarters or on station grounds after 2100 hours without the permission of the captain or appropriate supervisor.

Beds shall not be used between the hours of 0700 to 1900 hours without
the permission of the captain or appropriate supervisor.

Beds shall not be used between the hours of 0700 to 1900 hours without the permission of the captain or appropriate supervisor.

1. Hearing protectors have been distributed for all suppression personnel.
2. The wearing of hearing protectors is mandatory for all personnel when
riding a unit.

immediately notify his/her immediate supervisor or if unavailable, a Battalion Chief or appropriate supervisor.

Failure to report for duty to place of assignment at
times specified shall be considered grounds for disciplinary action.

shall be interviewed by his/her immediate supervisor or Captain and the interview shall be documented as a written reprimand
with an Employee Interview Sheet, which shall become a permanent record in the employee’s personnel file.

shall be relieved of duty and told to report to his/her
immediate supervisor or Battalion Chief, who shall interview and recommend suspension of the employee for not less than one (1) shift.

The interview and suspension shall be documented with an Employee Interview Sheet, which shall become a permanent record in the employee’s personnel file after the Fire Chief makes a final determination.

shall be relieved of duty and told to report to his/her
immediate supervisor or Battalion Chief, who shall interview and recommend suspension of the employee for not less than three (3) shifts.

The interview and suspension shall be documented with an Employee Interview Sheet, which shall become a permanent record in the employee’s personnel file after the Fire Chief makes a final determination.

For a fourth offense, an employee reporting for duty after the start of the
assigned workday may be terminated.

The time period involved in this regulation is limited to any twelve (12) month period.

Fire Chief or his/her designated representative reserves the right to alter, by decreasing or increasing the punishments pursuant to this regulation.

Any employee not physically at his/her place of assignment at the start of
the assigned workday shall be considered late unless he/she has an authorized standby.

Any member desiring a leave of absence shall make written application to the
Fire Chief through channels.

Any member on leave of absence and desiring
extension of such leave shall communicate directly with the Fire Chief.

on the first business workday following said change

Employees shall notify their immediate supervisor and Battalion Chief or appropriate Supervisor in writing via Email.

Failure of any employee to follow this Regulation shall result in progressive disciplinary action, beginning with a documented Verbal
Warning.

Company Commander, Battalion Chief, Assistant Chief, Deputy Chief, then Fire Chief.

Copies of the Fire Department roster containing names, addresses and
telephone numbers shall not be given to any business, company or individual who has the intention of using it for a mailing list.

It shall be the responsibility of the Battalion Chief, Captain or/and appropriate supervisor to insure that all employees under his/her direction shall wear all appropriate safety gear and/or equipment.

Integrity in this instance means that there shall be no
removal of the inner lining or any separation of the material

No modifications of any kind shall be permitted without direct approval from
the Fire Chief.

Self-contained breathing apparatus shall be utilized any time any employee of the Clark County Fire Department is working in a hazardous or potentially hazardous environment.

he/she shall be suspended for one shift for the
first offense. Any further violations shall result in more severe discipline.

Fire investigations.

Fire Captains, acting Captains and the Fire Volunteer Coordinator

EMS Coordinator, EMS Supervisor and FIre Logistics Officer

Public Information Officer and the Public Education Officer

It shall be the responsibility of each employee to place his/her protective equipment on the apparatus at the beginning of the shift and remove it at the end of the shift.

Lost or damaged personal protective equipment shall be reported to the employee’s appropriate supervisor immediately

if it is determined that
the loss or damage was caused by the employee’s negligence, the employee shall pay for the cost of replacement.

NFPA 1851

The PPE will be yellow

It will have White Stripes on it and is not to be used in live fire operations.

They cannot be terminated untill their case has been adjudicated or resolved?

This is to be done within forty-eight (48) hours of arrest or before reporting back to duty, whichever is soonest.

He shall notifiy the Union President as soon as possible but within 2 working days of their knowledge.

a representative appointed by the Fire Chief, a representative appointed by the Union President, and an advisory representative from the Office of Human Resources.

This team is tasked with gathering the arrest information and reporting back to the Fire Chief to provide information for the Fire Chief’s decision on this incident.

The information is to go to the
Fire Chief and if he or she is not available, the information then shall go to the Deputy Fire Chief.

the affected employee shall be placed on paid administrative leave with the decision coming forth from the Fire Chief within ten (10) business days concerning this employee’s status.

i. Continue the employee on paid administrative leave.
ii. Suspend without pay upon consideration of the IIAT report or
iii. Assign the affected employee to an 8 or 10-hour
assignment. If he/she works these positions, he/she shall be in plain clothes.

If a twenty (24) hour shift employee is the affected employee and is reassigned to 8 or 10 hours the employee’s base wage shall remain the same, but all
accrued benefits shall be converted to the appropriate
assignment.

The employee shall advise the Fire Chief or his/her designee of the felony arrest within forty-eight (48) hours or before reporting to duty, whichever is soonest.

Failure to do so shall result in a suspension without pay for a minimum of five (5) shifts for 56-hour employees, and 80 hours for those employees designated as 40-hour employees.

The employee shall advise the Fire Chief when he/she has been released and available for work.

The employee shall bring documentation of release and date of release of incarceration.

Arrest in foreign countries shall be treated with the same provisions of this agreement, however, employees arrested in a foreign country must report said arrest to the Fire Chief or his/her designee within 80 hours of said arrest.

The affected employee shall surrender his or her shield and department identification until such time as a final resolution to the incident has resulted.

1.Any time a fatality occurs as a result of a vehicle accident.
2. Any time a citation is issued to a fire department employee for a moving violation as a result of a vehicle accident.

the Battalion Chief or appropriate Supervisor shall complete the CCFD Substance Abuse
Observation form and follow the provisions of Article 42 Substance Abuse Policy
if testing is considered

If an employee is not tested within the 24-hour timeframe specified above, no test
shall be administered for this incident.

the employee shall be transported to a drug testing specimen collection site for alcohol and drug screening.

The result(s) of the test(s) shall be delivered by e-mail, or carrier, to the Fire
Department Administrative Services Manager

immediately notify and make a copy of the report available to the employee. The Fire Chief shall be notified whether the results are positive or negative.

A drug test shall be considered positive if the confirmation cutoff levels
established by SAMHSA are exceeded.

An alcohol test shall be considered positive only if the blood alcohol content is .05 or greater.

If an employee tests
positive the Fire Department shall follow Article 42 Substance Abuse Policy.

Any employee required to be tested as specified in this Rule & Regulation shall
be off-duty with pay until such time the results are returned.

The Fire Department shall be responsible for all costs associated with postaccident
testing.

the employee shall be
deemed as having refused to submit to the test and shall fall under the provisions
of the Article 42 Substance Abuse Policy, Section 4, I.

other than for a period of time necessary to report the accident, obtain assistance in responding to the accident, or to obtain necessary medical care

No one shall be allowed workday trading privileges until he/she has become a permanent employee of the Department and/or has completed one (1) year of employment with the Department.

The employee desiring to be relieved must furnish a standby of equal rank
or classification and qualification/certification.

The immediate supervisor shall enter the trade information in the Sun Pro
daily roster and shall notify the Battalion Chief or appropriate supervisor to
enter the trade into Telestaff.

Pay back time shall be made “on demand” and within one (1) year.

Failure to repay upon demand shall result in forfeiture of workday trading
privileges for twelve (12) consecutive months following date of infraction.

Any time a standby is utilized, that employee must have approval from his/her immediate supervisor.

Common sense dictates that if an employee’s immediate supervisor is not available, he/she shall follow the
chain of command to obtain this authorization.

Any standby that does not
have this prescribed authorization shall not be considered valid and the
employee who arranged for the standby shall be considered absent.

They shall lose one (1) shift day of pay plus trading privileges for twelve (12) consecutive months following date of infraction.

January 1, 2
July 2, 3, 4, 5
November: The two consecutive days before Thanksgiving Day,
Thanksgiving Day, Family Day, and the day after Family Day
December 22, 23, 24, 25, 26
December 29,30, 31

Any Clark County Fire Department employee, who is aware of a health or
safety hazard, shall notify his/her first level supervisor of the hazard immediately.

If the first level supervisor is unable to take corrective action, an electronic Health and Safety Hazard Report shall be completed and sent via E-mail to a second level supervisor, explaining the hazard and, if possible, a recommended solution.

Within three (3) working days of receipt of the report, the second level supervisor shall complete the Supervisor Response section and send the original to the appropriate Deputy or Assistant Fire Chief in charge of Health and Safety.

Within three (3) working days of receipt of the report, the appropriate Deputy or Assistant Fire Chief in charge of Health and Safety shall review the report; make comments in the Department Head Response section,
and forward the report to the Clark County Fire Department’s Health and
Safety Committee. A copy shall be sent back to the employee.

consisting of department members as outlined in the Local 1908 collective bargaining agreement, and any other
Clark County employees that are agreed upon by both the Fire Chief and the Local 1908 President.

The Clark County Health and Safety Committee shall review all Health and Safety Hazard reports. The committee shall work at mitigating all unresolved hazards as outlined in Local 1908’s collective bargaining
agreement.

A report shall be sent to the Fire Chief and Local 1908
President quarterly

The hazard and the recommended corrective
action

The original report shall be forwarded to Risk Management.

All required forms are attached and shall be available at each work site
and Fire Department Administrative Office and the Training web page.

These behaviors only serve to discredit the professional image this department has worked hard to maintain and cause embarrassment and shame to the Clark County Fire Department and all Fire Service employees.

Hazing and/or Sexual Harassment shall not be tolerated in this department and, depending upon the severity, shall subject the offending
employee to the progressive disciplinary action process, not excluding termination.

any activities or attitudes that breach reasonable standards of mutual respect and which willfully or recklessly endanger the physical or mental health of any employee, and is likely to: cause bodily harm or danger, or cause disturbing pain, or compromise the person's dignity; cause embarrassment or shame in public; cause the person to be the object of malicious amusement or ridicule; cause psychological harm or substantial emotional strain; and impair job performance.”

any unwelcome sexual
advances by supervisors or co-workers, sexual joking, off-color jokes, verbal abuse, demeaning sexual inquires, vulgarity, obscene gestures, lewd comments, and the displaying of sexually oriented posters, magazines, or other graphic materials. Retaliation against an employee for filing a complaint of sexual harassment will also be
considered harassment.

If you suspect hazing, become aware of any form of
hazing being committed or have been a victim of hazing, immediately report this to your appropriate supervisor.

a. Ask the person to stop the harassing behavior. This strengthens the position of the employee, if the employee reports the incident later.
b. If the harassment persists, file a formal complaint with your appropriate supervisor and/or the Clark County Office of DIversity (OOD).
c. Document the complaint by keeping a diary or log that details each of the incidents. Write down what happened, what was said, who was there and who witnessed the incident.
d. The employee also has the option to file a complaint with the Equal Employment Opportunity Commission (EEOC).

The purpose of this Rule and Regulation is to eliminate, under all circumstances,
the possibility of spouses and relatives related within the third degree of
consanguinity or affinity from working together, or from directly supervising such
spouse or relative.

Eight (8) and ten (10) hour employees shall be precluded from working
together within the same division or directly supervising a spouse or
relative.

24-hour employees shall be precluded from working together at the same station on the same shift.

The purpose of this directive is to set forth the procedures to administer the donation and use of catastrophic leave.

Program eligibility is limited to all eligible IAFF bargaining unit employees only.

Fire Department Employees not covered under IAFF contracts may contribute leave to covered employees as long as they maintain leave balances
in accordance with the Merit Personnel System’s policy on Catastrophic Leave.

Employees must have a vacation leave balance of at least 40 hours and a sick leave balance of 120hours after the donation.

the excessive leave
will be returned to appropriate leave bank account of the donating employee in the reverse order it was received.

Donated time will be converted to dollars at the hourly rate of the donor.

Catastrophic illness/injury is an illness or injury that required inpatient care at a medical facility or that renders an employee bedridden at home. The illness or injury cannot be a result of an illegal act, nor can itbe self-inflicted”.

An employee absent due to an approved service connected disability is not eligible to participate in the Catastrophic Leave Program.

Once an eligible employee has exhausted all accrued leave as a result of the catastrophic illness or injury, the employee must file a
Request for Catastrophic Leave form (see attached form) with the Fire Chief who will then forward a copy of the form and its attachments to the human Resources Director for approval.

The request must specify the length of time the employee wishes to be covered by Catastrophic Sick Leave

1) A medical statement from the attending state licensed health care provider explaining the nature of the illness or injury, and an
estimated amount of Time the employee will be receiving inpatient care or will be bedridden at home,
2) Evidence that the
employee has requested and received approval from his/her department head or designee to be absent for the necessary length of time as estimated by the health care provider.

120 shifts

All sick leave hours donated to the Catastrophic Sick leave account will be charged as sick leave usage as it pertains to the donating employees eligibility for bonus shift leave and annual sick leave cash out.

Program eligibility is limited to all eligible IAFF bargaining unit employees.

An employee is required to give at least thirty (30) days notice in the event of a foreseeable leave based on an expected birth, placement for adoption or foster care or planned medical treatment for a serious health condition
of the employee or a family member.

A “Request for Family And Medical Leave” (see attached) should be completed by the employee and returned
to the department head.

In unexpected or unforeseeable situations, an
employee should provide as much notice as is practicable, usually verbal
notice within two (2) work days of when the need for leave becomes known, followed by a complete “Request For Family And Medical Leave”
form.

If an employee fails to give thirty (30) days notice for a foreseeable leave with no reasonable excuse for the delay, the leave shall be denied until 30 days after the employee provides notice.

12 weeks

the employee shall submit a completed “Physician or Practitioner Certification” form (see attached) and return the
certification to the department head. Medical certification shall be
provided by the employee within fifteen (15) calendar days after the leave is requested, or as soon as is reasonably possible.

Failure to provide the
certification shall result in Family And Medical Leave being denied until the
certification is received by the department head.

The employee shall request via Email to the Human Resources Department that they set up the testing procedure for the employee.

The Fire Department shall pay the testing fee and premium pay associated with bilingual testing. The Fire Department shall pay for these tests whether or not the employee makes the scheduled appointment.

Human resources shall set up the testing procedure for verbal skills and contact the employee via Email as to the date and time of his/herappointment.

failure to attend shall result in a 3-month penalty before the employee can be scheduled for another test.

If the employee is not able to successfully pass the
examination, he/she shall be scheduled to take the test in three months.

The Fire Department shall be responsible for notifying the Finance Department of the need to pay an employee bilingual pay by generating a data form designating bilingual pay.

The goal behind discipline is to safeguard the “public trust” that the Department must preserve to ensure accomplishment of the Department’s mission.

can contribute to poor productivity, unhealthy work habits and attitudes, poor morale, work disruption, and unnecessary costs.

Discipline shall be administered by the
employee’s supervisor privately, confidentially, and in a timely manner.

Supervisors/management representatives shall be required to provide a
union representative any time there is reason to believe that a disciplinary
action equal to or greater then an oral reprimand shall result from any meeting between an employee and his/her supervisor or management
representative.

Any time an employee believes he/she is going to receive a disciplinary action, as outlined in Article 23 Paragraph 2 of the
Grievance and Arbitration Procedures, as a result of a meeting with his/her supervisor or management representative

The meeting shall be postponed for a time period not to exceed twenty-four (24) hours to provide for a union
representative.

They are oral reprimand, written reprimand, suspension, demotion, and termination.

1) seriousness of the offense or conduct,
2) employment record, and
3) action taken against other employees with similar conduct or performance.

Supervisors shall use training and coaching to define Department standards and help employees achieve the required level of competence.

Coaching should be documented in Department training records (F15) and/or a supervisors personnel log.

Any documentation as a
result of a coaching session shall not be considered as an oral or written reprimand(s).

Corrective discipline shall be defined as counseling, an oral reprimand, and a written reprimand.

Counseling shall be defined as giving advice or guidance to reach a decision or a deliberate plan of action.

Supervisors shall document the plan of action by utilizing the County’s email system and forwarding the document to the employee.

Any counseling documentation shall not be considered as an oral or written reprimand(s).

An oral reprimands shall be used when coaching and/or
counseling sessions have proven to be ineffective in
modifying behavior and/or performance, or when the severity of the infraction warrants.

A written reprimand shall be used when coaching,
counseling, and/or an oral reprimand have proven to be
ineffective in modifying behavior and/or performance, or when the severity of the infraction warrants.

Written reprimands are made part of the employee’s official
personnel file and shall be removed and returned to the
employee after twelve (12) months, unless another incident occurs during that twelve (12) month time frame.

Written reprimands that have
been purged from the file may not be used in future
disciplinary actions.

Punitive discipline shall be defined as an employee’s suspension, demotion or termination from Department service.

Punitive discipline shall be defined as an employee’s suspension, demotion or termination from Department service.

An employee may not be demoted until such time as a thorough and timely investigation is conducted.

Termination is the most serious form of discipline.

However, the decision to
terminate an employee is solely that of the Fire Chief.

These compartments are constructed to provide
standardization throughout the department as well as provide an optimum level of care to all our patients.

Captains and E.M.S. Supervisors shall have the ability to perform inspections of these compartments, at any time, to
ensure compliance.

Any requested changes of the structure of these compartments shall be submitted in writing to the Local 1908 E.M.S.
Committee and the Fire Chief.

Any deviation from the approved standardization is subject to disciplinary action.

The only employees that shall have keys to
these locked drug compartment doors are paramedic employees.

In accordance with Article 23 Section 7(H) of the IAFF/Clark County Collective
Bargaining Agreement written reprimands may only be appealed by an employee
to an internal panel.

This appeal shall determine whether the employee was
properly disciplined.

The panel may uphold, overturn, or modify the written reprimand.

1. The employee may request a written reprimand review in accordance with
the time frames established in Article 23 Section 8(J) of the CBA.
2. The hearing shall be conducted during the disciplined employee’s
regularly scheduled shift.
3. The employee shall present his/her basis for appealing the reprimand.
The supervisor giving the discipline shall present his/her basis for the
reprimand.
4. The hearing shall be recorded.
5. Only the panel members, the supervisor, the employee, and a union
representative may be present during the hearing.

CCFD shall create a desktop icon on all CCFD computers to enable employees to access this conflict resolution process/flowchart.

it shall be the employee’s immediate supervisors responsibility to notify his/her supervisor, the union, and fire
department management via E-mail, of the beginning of this process, the outcome of the meeting with the employee, and the plan of action to be followed.

If you believe that you have been a victim of discrimination or harassment, you may
bypass the Conflict/Dispute Resolution Process at any time and go to any of the following:
Office of Diversity (OOD), County (702) 455-5760
Nevada Equal Rights Commission (NERC), State (702) 486-7160
Equal Employment Opportunity Commission (EEOC), Federal (213) 894-1000

All employees shall possess at a minimum, a valid Class “C”, or equivalent
driver license.

Coaching the Emergency Vehicle Operator” (CEVO) and “Advanced Driver Training” (ADT) Course

All Code 3 drivers must attend a refresher course every 3 years. This course shall be scheduled on duty by the training division.

No employee shall operate a fire apparatus in excess of 26,000 pounds gross vehicle weight during emergency responses (Code 3) without a valid drivers license (Class B with “F” endorsement), or equivalent, and shall be
a rated engineer or currently certified by the department’s Driver Training Program.

Emergency response apparatus shall only be operated by a Fire Engineer or acting Fire Engineer

Under no circumstances shall an employee in any other classification be permitted to operate a Fire emergency response apparatus.

Employees shall satisfactorily complete their second year of employment
before becoming eligible for the Clark County Fire Department Engineer
Academy.

In order to become eligible for the Fire Engineer and Captains exams and
to qualify as an acting Engineer employees shall complete the Clark
County Engineer Academy.

The employee in charge of the apparatus is responsible for enforcing this seatbelt requirement.

Existing traffic regulations shall be observed at all times except during emergency responses.

Drivers and/or the supervisor shall insure that sirens and other warning devices of county vehicles are operated continuously while responding to
emergency calls.

The only emergency driving this department authorizes is Code 3 (red lights flashing and siren sounding).

The Incident Commander may reduce all incoming
units to Code 1 at their discretion.

a. When directed by a law enforcement officer
b. Red traffic lights
c. Stop signs
d. Negative right-of-way intersections
e. Blind intersections
f. Uncontrolled railroad crossings
g. When the driver cannot account for all lanes of traffic in annintersection
h. When other hazards are present
i. When encountering a stopped school bus with flashing warning lights. (Vehicle may proceed past the school bus when area is clear and directed to by the school bus driver).

Drivers shall proceed through intersections only when the driver can
account for all lanes of traffic in the intersection.

During an emergency response, fire vehicles should avoid passing other
emergency fire vehicles.

If passing becomes unavoidable, passing
arrangements should be conducted through radio communications.

5 mph over posted limit
(Maximum of 55 mph on the interstate)

10 mph over posted limit (Max. 75 mph)

Posted Limit

10 mph over posted limit (Max. 75 mph)

10 mph over posted limit (Max. 75 mph)

Posted limit

Posted limit

10 mph over posted limit

10 mph over posted limit

10 mph over posted limit

10 mph over posted limit

10 mph over posted limit

Any emergency vehicle not listed above shall be limited to traveling 10 mph over posted limit.

On interstate highways, it is best not to operate Code 3 while responding with heavy equipment. Code 3 may be needed for traffic conditions.

All employees are responsible to use or support the use of the approved
safe backing guidelines.

Captains and drivers of fire apparatus are responsible to assign backup guides.

Drivers have primary responsibility for safe backing as they functionally
control the vehicle.

Drivers have primary responsibility for overhead clearance as they functionally control the vehicle.

Backing Guides are responsible for identifying obstacles and advising
drivers.

Before entering/exiting the Station bay, the driver shall confirm the bay door is fully opened and stopped.

The driver shall have control of the door remote at all times.

Backing guides shall be positioned prior to reverse operation (backing) of
apparatus.

At emergencies when guides are not available, it then becomes incumbent on the operator to assume the guides duties of insuring vehicle movement within obstacle free pathways.

Drivers shall not park vehicles so as to require backing unless necessary.

When using backing guides, drivers shall not proceed to back up unless they have audio and visual contact with guides.

All backing accidents are considered preventable; therefore, all backing
accidents shall be submitted to the accident review committee.

one backing guide shall position him/herself in full mirror view of the operator approximately 10 feet behind and immediately aside
apparatus on the non- traffic side of the vehicle.

Through hand signals included in this guidelines, direction of apparatus
movement is provided by the guide.

left/right side clearance, vertical clearance of vehicle, proper bay door operation, and the making of his/her own safe pathway behind and ahead of the moving {backing} vehicle.

Once a guide is in position, movement shall commence only at the guide’s direction.

Visual contact between
driver and guide must be maintained while vehicle is in motion.

If visual contact between driver and guide is lost, the driver shall stop the vehicle immediately and proceed only after visual contact is re- established.

the driver shall perform a walk around inspection of the route prior to backing operations.

Employees shall limit personal use of County cellular telephones and pagers to occasions when the employees’ duties make suchuse necessary.

Cost incurred by the county for such use should be
nominal. Employees are responsible for reimbursing any cost incurred as a result of personal use.

allowed as long as
such use does not cause the County additional costs for service fees or storage space.

The Fire Department shall monitor the bills for usage of County cellular telephone, pager, PDA and/or ICT/PDA.

Employees
should make payment payable to the Clark County Treasurer for any personal use.

Letters, catalogs, and magazines relating to the Fire Service, training and education shall be permitted.

Employees, at their expense, may send personal mail through the County mail service with proper postage if no larger than a 10" x 13" envelope.

A vehicle accident is any incident in which a County vehicle is involved
(whether in motion, stopped or parked) which results in injury, fatality, and/or property damage.

shall consist of two (2) members, one (1)
to be chosen by the Union President and one (1) member to be chosen by
the Fire Chief who shall be from his/her administrative staff.

to review all accident
reports and, any other relevant matters to determine whether an
accident was PREVENTABLE or NON-PREVENTABLE

in the case of a preventable accident, to determine severity of the accident and the appropriate discipline if any.

the committee’s decision shall be reviewed by the Accident ReviewBoard.

(3) voting members, one
(1) chosen by the Union President, one (1) chosen by the Fire Chief who shall be from his/her administrative staff, and one (1) captain or, if the accident is not in suppression, then one (1) appropriate supervisor.

This
member shall be randomly selected from an established list created by the accident review committee.

the immediate supervisor of the employee, a representative of Risk Management, a Fire Apparatus Mechanic, and/or the Training Officer to attend the meeting. The employee must attend when requested by board.

The Accident Review Committee shall review all accidents on a quarterly
basis unless extenuating circumstances cause a scheduling conflict; e.g.,
vacation, sick leave, etc.

The Accident Review Board shall review all accidents that fall under its guideline as stated above in 1-b, within (1) month of impasse. Every effort shall be made to avoid scheduling conflicts.

Employees scheduled to appear shall notify their immediate supervisor at
least two (2) days in advance so proper relief can be arranged.

Accidents in which the employee was at fault or where the accident
could have been prevented by following appropriate procedures.

Accidents in which the employee was not at fault nor could have reasonably been prevented due to the circumstances of the situation.

Category 1,2 and 3

An accident that has occurred because of misjudgment of clearance, failure to use due caution, or not anticipating the other vehicle's movements.

An accident that has occurred because the employee has violated
County or Department rules, policies, or procedures.

An accident that has occurred because the employee has flagrantly
or willfully disregarded safety.

shall result in a documented
written reprimand; except that any employee who has not had a preventable accident in the prior three (3) years may choose to attend an approved two (2) hour driver training/education program on his/her own time in lieu of the above discipline.

Any employee who has a second Category 1 accident in a three (3) year period shall receive a written reprimand.

Any employee who has three (3) or more Category 1
accidents in a three (3) year period shall result in discipline of at least a one-half (½) shift suspension and up to and including a five (5)-shift suspension.

Any employee who has a Category 2 accident shall receive a written reprimand.

may choose to attend an approved eight (8) hour driver training/education program on the employee's time, paid for by the employee, in lieu of a written reprimand.

An employee who has two (2) or more Category 2 accidents within three (3) years shall receive at least a one-half (½)
shift suspension and up to and including a five (5) shift
suspension.

Any Category 3 accident shall result in a suspension without pay of not less than five (5) shifts, and may include demotion or termination.

An employee choosing a training option in i or iv above must complete such training within thirty (30) days of the date they receive the findings of the Accident Review Committee or Board.

The Fire Chief shall review the findings and recommendations and shall
make the final decision as to type and category of accident and disciplinary action.

Conduct a quarterly review of each driver’s license.

All employees shall notify their appropriate supervisor on their first workday in writing via E-mail, when their driver’s license is no longer valid. Failure to due so shall result in progressive discipline.

If any employee is found driving a County vehicle without the proper driving credentials, that employee shall be relieved from duty immediately by the appropriate supervisor, and be suspended for not less than ten (10) working shifts or days.

The TeleStaff system shall be accessible through three (3) modes:
(1) Station Computers, (2) Telephone (702-384-1195), (3) Home Internet Webstaff.

All phone numbers and addresses in TeleStaff shall be considered confidential and shall not used for any purpose other than Fire Department business or Union Business.

All vacancies shall be filled first with unassigned personnel then equitably utilizing acting, overtime, callbacks and mandatory’s according to the Collective Bargaining Agreement (CBA).

Deputy Chiefs or designee shall be responsible for the staffing within their division for overtime or callbacks*.

When Telestaff fills partial vacancies before full vacancies
ii. When Telestaff fills personnel in between shifts before
personnel on their six(6)-day break
iii. When Telestaff does not fill vacancies by last opportunity
date
iv. When Telestaff does not fill vacancies by seniority
v. If two (2) members of the Fire Department, of equal rank and certification mutually agree to trade overtime/callback workassignments,

Station Captains shall be responsible to immediately notify the Battalion Chief at the beginning of the shift of any staffing problems.

Station Captains shall be responsible to E-mail daily any overtime, i.e. hold over for physicals etc., to their on duty Battalion Chief and copy the affected employee.

All employees shall be responsible to maintain current basic personal information (name, phone number, home address) in the My TeleStaff folder under Information (General Tab).

All overtime scheduled with at least twelve (12) hours prior notification shall be considered overtime (OTR).

All overtime scheduled with less than twelve (12) hours prior notification shall be considered a callback (CB).

Employees shall be able to add or remove themselves from the Pick list at any time except during auto hiring at 0900 and 1500 it shall not be recognized until hiring process is completed.

The Pick list shall be based on the employee’s last
opportunity date (suppression and investigation) or hours (all
other divisions) and then by seniority in their rank from the
platoon beginning a six day and then by those who are not on six day

When an employee is promoted they shall maintain their last opportunity date even though their rank and seniority date changes.

Temporary reassigned employees (i.e. training) may sign up available for the Pick list on their normally scheduled shift days off.

i. Any opportunity totaling less than twenty (20) hours.
ii. Working July 4th, Thanksgiving Day, Family Day, Christmas,Christmas Day, New Year’s Eve and New Year’s Day.

July 4th, Thanksgiving Day, Family Day, Christmas Eve, Christmas Day, New Year’s Eve and New Year’s Day.

Newly hired firefighters shall be eligible for overtime/callbacks
following graduation from the Fire Training Academy.

Newly hired employees, excluding firefighters, shall be eligible for
overtime/callbacks upon approval of the Deputy Chief or their designee’s approval after satisfactory completion of first ninety (90) days.

When two (2) employees have been assigned to the same position, the employee with the last opportunity date shall be relieved first. If the opportunity date is the same seniority shall take preference.

When an employee scheduled for overtime/callback arrives at the assigned location and is not needed he/she shall receive a minimum of four (4) hours of overtime/callback pay. This time shall not count as an opportunity or toward the ninety nine (99) hour rule.

Employees shall be allowed to trade overtime/callback work assignments, if both employees agree to the trade.

Employees shall not be allowed to have stand-ins for
overtime/callback.

The Mandatory list shall be based on the employee’s last
opportunity date (suppression and investigation) or hours (all
other divisions) and then by reverse seniority in their rank
from those in between shifts first and then by those who are on six-days.

When an employee is promoted they shall maintain their last opportunity date even though their rank and seniority date changes.

July 4th, Thanksgiving Day, Family Day, Christmas Eve, Christmas Day, New Year’s Eve and New Year’s Day shall be credited with a mandatory, but the mandatory shall not be assessed as an opportunity.

Newly hired firefighters shall be eligible for mandatory
overtime/callbacks following graduation from the Fire Training Academy.

i. Must meet same qualifications/certifications for the position to be filled.
ii. Employee who receives the approved trade shall be given the mandatory opportunity.
iii. Employee who works the shift trade shall be paid
overtime/callback and shall not receive any mandatory
opportunity.
iv. Mandatory shift trades shall count towards the 99 hour rule.

1. Specialty opportunity (Paramedic, Emt-I, Tech
Stations)
2. Full opportunity
3. Partial opportunity
ii. Rank
4. Captain
5. Engineer
6. Firefighter

Procedure shall automatically place employees that have
signed up available into vacancies occurring between 0800 and 2000 hours for the next shift. Employee is not required to respond to the opportunity, but is responsible to know
their work assignment through the use of their Telestaff personal calendar.

TeleStaff shall do an outbound computerized fill at 0900 and 1500 hours.

i. Procedure used to fill vacancies occurring between 2000 and 0800 hours for the next shift.
ii. TeleStaff shall call employee requiring them to accept, skip, or reject the opportunity.
iii. TeleStaff shall allow the employee ten (10) minutes to
respond to the call. (You may call the system back to
accept.)

Procedure used to fill vacancies occurring after the
beginning of the shift, 0800 hours.
ii. TeleStaff shall call looking for an immediate response from employee and if no answer shall move to the next employee.

i. Procedure used to fill any vacancies when the Pick list has been exhausted.
ii. Battalion Chiefs, or Deputy Chief or designee shall make
calls manually. Notification shall be made directly to the
employee. TeleStaff shall not be used to notify employee of
a mandatory.

Employees are allowed to work a maximum of 75 hours in 99 hours. The employee shall be off duty for 21 consecutive hours. Mandatory and shift trade hours count towards the 99 hour rule. Employees who are paid four (4) hours and do not work due to over staffing shall not
have the hours counted toward the 99 hour rule.

Employees commencing work during normal designated hours shall
not work greater than 24 consecutive hours. Employees shall have a
minimum of 8 hours off between shifts, regular and/ or overtime.

Anti-sign up is a work code that places the employee into a totally unavailable status for overtime/callback or mandatory pick list.

Employees with approved leave as outlined in the CBA (Article 8, 16, 21, 25, and 38), airline tickets, court orders, or medical appointments etc. shall request via E-mail to their Battalion Chief to be placed on anti-sign up 24 hours in advance.

Employees shall not be approved anti-sign up on the following dates: July 4th, Thanksgiving Day, Family Day, Christmas Eve, Christmas Day, New Year’s Eve, and New Year’s day unless they are taking the entire cycle off on vacation.

Employees shall be approved for anti-sign up with partial vacations
only if the anti-sign up time is consecutive with the vacation.

Failure to request anti-sign up shall leave the employee available to fill mandatory vacancies.

Employees on workman’s compensation, modified duty, extended sick leave,
FMLA, medical or other mandatory appointments, or transfer to 40 hour work
week shall be placed on anti-sign up by their respective Battalion Chief or
appropriate supervisor.

A 15-calendar day penalty period shall be assessed for employees who have made themselves available and reject the opportunity prior to start of shift or neglect to ensure their work status through the use of their Telestaff personal calendar.

A 15-calendar day penalty period shall be assessed for employees who have made themselves available and fail to respond with the ten (10)-minute reserve period or reject the opportunity.

The employee shall not be assessed a 15-calendar day penalty period for not answering, however and opportunity shall be added to his/her history. If the employee rejects the opportunity he/she shall be assessed the 15 calendar day penalty period.

Any employee who calls in sick on his/her regularly scheduled shift shall be ineligible to work overtime/callback the following day.

1st Offense — 45-calendar day penalty from signing up
for voluntary overtime and a documented counseling
session by his/her direct supervisor.

2nd Offense — 60-calendar day penalty from signing up
for voluntary overtime and a documented oral reprimand.

3rd Offense — 90-calendar day penalty from signing up
for voluntary overtime and a written reprimand.

4th Offense — 135-calendar day penalty from signing up
for voluntary overtime and a written reprimand.

With each offense, the employee shall be assessed an opportunity to his/her mandatory work history.

The Technical Rescue Committee shall consist of a minimum of four (4)
Technical Rescue Instructors, (one of whom shall represent the Technical
Rescue stations located in Laughlin) and the Fire Chief or designee. The Technical Rescue Committee shall utilize the most current Standards

The Technical Rescue Committee shall utilize the most current Standards and
techniques to develop minimum training standards.

The Technical Rescue Committee shall utilize the most current Standards and
techniques to develop minimum training standards.

Certified members of Technical Rescue stations shall each be issued a
minimum one complete set of extrication gloves, rope handling gloves, a minimum class three rope harness with accessories to facilitate operations.

Overtime pay is defined as additional compensation earned by a member who is
held over on his regular shift or is requested to return to duty at a time that is
more that 12 hours after notice is given.

callback pay is defined as compensation earned for returning to duty after a member has completed his regular shift, is off duty for any period of time, and is
requested to return to duty with less than 12 hours notice.

In order for wages to meet the definition of call-back pay, a specific sequence of
events must occur. First, employees must be off shift for any period of time, and
then they must be contacted to return to work with less than 12-hours of notice.

(1) called into work while on standby status, (2) not required to leave the
premises where he is residing or located at the time of notification in order to
respond, or (3) called back to work if the work begins 1 hours or less before or after his scheduled work shift.