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PERSONNEL POLICIESMANUAL

LONE PEAK FIRE DISTRICT

This document supersedes all personnel policies and procedures previously established or approved by the

Lone Peak Fire District

1 | P a g eRevised: June 30, 2016

INTRODUCTORY STATEMENT

This handbook has been prepared to provide district employees with a general understanding of district personnel policies, work rules and benefits. All employees are responsible for becoming familiar with district policies and procedures. If employees have any questions regarding the material in the handbook, please contact the supervisor or any other member of management for clarification. The handbook should not be construed as an employment contract or agreement for employment for any specified period of time. The district, through its administration, reserves the right to make changes to these policies at any time. When changes are necessary, the district will provide employees with amended pages for the handbook.

Employees became an employee voluntarily and their employment is at will. "At will" means that employees may terminate employment at any time, with or without cause or advance notice. Likewise, "at will" means that the district may terminate their employment at any time, with or without cause or advance notice, as long as it does not violate federal or state laws.


Table of ContentsSECTION 1: DEFINITIONS............................................................................................................................6

SECTION 2. EMPLOYMENT OPPORTUNITY................................................................................................10

SECTION 3. EMPLOYEE HIRING.................................................................................................................11

SECTION 4. GENERAL POLICIES..................................................................................................................14

SECTION 5. ALCOHOL AND DRUG FREE WORKPLACE................................................................................21

SECTION 5. EMPLOYEE CODE OF CONDUCT..............................................................................................23

SECTION 6. HARASSMENT.........................................................................................................................32

SECTION 7. DISCIPLANARY ACTION...........................................................................................................34

SECTION 8. GRIEVANCE PROCEDURES & COMPLAINTS.............................................................................35

SECTION 9. SEPARATION OF EMPLOYMENT..............................................................................................38

SECTION 10. RECORD KEEPING & PAYROLL...............................................................................................40

SECTION 11. PERFORMANCE EVALUATIONS.............................................................................................44

SECTION 12. EMPLOYMENT CLASSIFICATIONS..........................................................................................45

SECTION 13. REIMBURSEABLE EXPENSES..................................................................................................46

SECTION 14. BENEFITS...............................................................................................................................48

SECTION 15. FAMILY AND MEDICAL LEAVE ACT (FMLA)............................................................................52

SECTION 16. LEAVES OF ABSENCE.............................................................................................................56

SECTION 17. GENERAL SAFETY..................................................................................................................63

SECTION 18. E-MAIL, INTERNET, PHONE USAGE.......................................................................................65

SECTION 19. INFECTIONS DISEASE GUIDELINES.........................................................................................68

SECTION 20. OPERATION OF DEPARTMENT VEHICLES..............................................................................80

SECTION 21. ACCIDENTS AND INJURIES.....................................................................................................85

SECTION 22. ACKNOWLEDGEMENT...........................................................................................................88

APPENDIX A. CLOTHING ALLOWANCE & UNIFORM STANDARDS..............................................................89

APPENDIX B1 . PERSONAL PROTECTIVE EQUIPMENT TABLE.....................................................................90

APPENDIX B2 . CARE OF SPECIFIC CONTAMINATED EQUIPMENT..............................................................91

APPENDIX B3 . OCCUPATIONAL EXPOSURE TO INFECTIOUS DISEASE........................................................92

APPENDIX B4 . HEPATITIS B VACCINE DECLINATION.................................................................................93

APPENDIX B4 . HEPATITIS B VACCINE SERIES ACKNOWLEDGEMENT.........................................................94


APPENDIX B6 . BIOHAZARD SYMBOL.........................................................................................................95

APPENDIX B7 . WORKERS COMPENSATION EMPLOYER’S FIRST REPORT OF INJURY OR ILLNESS..............96

APPENDIX B8 . INFECTIOUS DISEASE EXPOSURE REPORT..........................................................................97

APPENDIX B9 . COMMUNICABLE DISEASE QUICK REFERENCE GUIDE.......................................................98

APPENDIX B10 . HAZARD & DECONTAMINATION NOTICE.........................................................................99

APPENDIX B11 . INFECTIOUS DISEASE-GLOSSARY OF TERMS..................................................................100

APPENDIX C . TRAVEL AUTHORIZATION REQUEST...................................................................................102

APPENDIX D . OUTSIDE/SECONDARY EMPLOYMENT...............................................................................103


WELCOME

The Lone Peak Fire District’s Personnel Policies Manual is a written guide for management and staff. This manual not only outlines the district’s policy on the various phases of the employer-employee relationship; it also indicates how policy is to be administered. Consequently, each employee is able to use this manual as a guide when policy needs to be applied to a given situation. As an employee of the district, employees will be expected to read, understand, and follow the policies and procedures contained in this manual.

Experience has shown that written policies promote consistency, continuity, and understanding within an organization. Written policies also aid in consistently achieving fair and equitable interpretation of policy. Employees always feel a deeper understanding of their role in the organization when they realize that policies are uniformly administered. Please be advised that it is the obligation of each employee of the district to conduct themselves in conformity with the principle of Equal Employment Opportunity at all times. All employment activities including, but not limited to, advertising, recruitment, hiring, promotion, demotion, transfer, disciplinary action, layoff, termination, compensation, and training, shall be conducted without unlawful regard to race, color, religion, sex, national origin, age or disability.

No employee, officer, agent or other representative of the district has any authority to enter into any agreement for employment for any specified period of time or to make any agreement or representation (verbally or in writing) that alters, amends, or contradicts the provisions of this Personnel Policies Manual.

Finally, the district believes that employees are an integral part of our team and employees will work with us to make our team successful. This handbook describes many of our policies and outlines the programs and benefits available to eligible employees. The handbook will answer many questions employees may have about their employment at Lone Peak Fire District. We suggest that you become familiar with the handbook as soon as possible. We hope and believe that the experience here will be challenging, enjoyable, and rewarding.

Chief Brad Freeman


SECTION 1:DEFINITIONS

Abandonment of Position - The failure to report to work for two or more consecutive regular work shifts without notification by the employee and approval of the district.

Anniversary Date: Usually the actual date of hire, an employee’s service date is that date which reflects the length of continuous active employment with the Fire District. For purposes of determining seniority, or other matters associated with length of active employment, the service date shall be adjusted to accommodate any period of leave without pay in excess of thirty (30) calendar days.

Appeal - A request by an employee for consideration in matters relating to a grievance and/or discipline as set forth in these policies and procedures.

Bereavement Leave: Leave granted to an employee due to the death of a member of the employee’s immediate family, as defined herein.

Call-out: When an employee is called and reports to work on an assignment during off-duty hours.

Cause: A factual reason cited by the district that is used to issue disciplinary action. Cause would normally include, but is not limited to, charges of inefficiency, incompetence, insubordination, moral misconduct, habitual tardiness or absenteeism, abuse of sick leave, and violation of published district work rules or policies and procedures.

Classification: A group of positions which have essentially similar duties and responsibilities, and are designated by the same general title.

Compensation – Salary, wages and all benefits accruing to a classification.

Demotion: Movement of an employee from one classification to a different classification which is on a lower salary grade or to a position with lesser rank than the original classification.

Directive: A specific communication regarding a policy procedure or order, outlining the accomplishment of or the process by which a procedure will be accomplished.

Disciplinary Action - An action taken against an employee for any of the reasons listed in this handbook.

Dismissal - Involuntary and complete separation from district employment for disciplinary reasons, rejection during a probationary period, or the inability to perform all of the essential functions of the job due to mental or physical problems.


District: The Lone Peak Fire District.

Emergency Leave: Leave that may be granted after a request for immediate annual leave that, by the nature of the condition prompting the request, could not have reasonably been predicted in advance of need nor been scheduled in accordance with normal district policy.

EMPLOYEE DESIGNATIONS:

Exempt Full-Time Employee : Employee is not paid on an hourly basis and not eligible for overtime pay. They are salaried employees expected to work a normal work week unless absent due to a holiday or use of sick, vacation or administrative leave. When exempt employees work beyond the normal working hours, the Fire Chief or designee may provide administrative leave.

Full-Time Employee : A benefited employee who is routinely scheduled to work forty (40) hours or more per week for the District.

Hourly Employee : Persons whose base hourly pay constitutes their entire compensation. Non-exempt and part-time employees shall be considered hourly employees.

Part-time Employee : An employee who is regularly scheduled to work less than 40 hours per work week.

Intern : An employee who works less than 50 hours per work week is not a paid part-time position.

Probationary Employee : An employee who has not completed the initial probationary period of employment and whose regular appointment has not been confirmed, or a confirmed employee who has been placed on probation due to having committed an infraction or due to substandard performance.

Gender Definition: Except as otherwise expressly provided in a particular statute or required by this context:

the masculine gender includes the feminine and neuter genders; the singular number includes the plural number, and the plural includes the singular; the present tense includes the future tense The use of a masculine noun in conferring a benefit or imposing a duty does not exclude

the female person from that benefit or duty. The use of a feminine noun or pronoun on conferring a benefit or imposing a duty does not exclude a male person from that benefit for duty.

Grievance – An alleged infraction of one of the following items: harassment/discrimination, hostile work environment, unfair pay practices, matter or condition affecting health and safety, beyond normal work requirements, or other serious complaints which upon determination of the Fire Chief or designee rise to the level of a grievance


Holiday: A day set aside for the special observance of a memorable event or occasion.

Job-Related Disability: Incapacity resulting from an accident or occupational disease arising out of and/or in the course of employment.

Maternity Leave: Leave granted female employees for the purpose of caring for their newly-born or newly adopted children.

Minimum Qualifications - The minimum qualifications deemed necessary for an individual to acquire and maintain employment in any particular classification with the City.

Normal Work Day: The hours normally required for an employee to work any one (1) day or one shift pursuant to a schedule which provides Public Safety services. A twenty-four hour (24) period shall constitute a day, which begins at 0800 and ends at 0800 the following day. Two working days shall constitute a shift.

Normal Work Week: An employee’s normal work week will begin Sunday at 0000 hours and end Saturday at 2359 hours.

Overtime: Time that an employee works in addition to the employee’s normal work schedule.

Overtime Pay: Payment at time and one-half the regular hourly rate for hours actually worked.

Paternity Leave: Leave granted male employees for the purpose of caring for newly-born or newly-adopted children.

Pay Grade – A minimum and maximum rate of pay assigned to any position.

Performance Evaluation – Documentation or report of job performance.

Probationary Period: A regular employee appointed, transferred, or promoted to a non-temporary classified position in the District may be required to serve a qualifying period.

Promotion: A change of an employee from a position in one classification or rank to a position in a higher classification or rank, when such change is other than a result of reclassification of the employee or reallocation of the position.

Reassignment: The movement of an employee or a position from one work unit to another within the district with no change of classification.

Reclassification: The movement of an employee from one classification to another classification.

Reduction in Pay - A reduction in the amount of pay received as a result of disciplinary action.

Reprimand - An oral or written notification to an employee regarding violation of a rule, order, procedure, standard of conduct and/or expected performance standard including corrective action necessary by the employee.


Resignation - Voluntary termination of district employment by an employee, including the abandonment of a position.

Salary Adjustment - An increase or decrease in an employee's salary.

Salary Range: The minimum and maximum base salaries which may be paid to an employee working in a classification in accordance with the salary grade to which the classification is allocated.

Shift: The hours which an employee is normally scheduled to work on any normal work day. Office Staff: 8 hour shifts; Firefighter Personnel: 48 hour shifts

Supervisor: Any member who is in a position, whether temporary or permanent of having authority or responsibility over another member.

Suspension: A temporary removal from work status, with or without pay, resulting from, or pending, disciplinary action.

Termination: The separation of an employee from employment with the District.


SECTION 2. EMPLOYMENT OPPORTUNITY

A. EQUAL EMPLOYMENT OPPORTUNITY POLICY-Effective: 06/30/2016

The district follows state and federal laws prohibiting discrimination in hiring and employment and does not discriminate against employees in violation of these laws.

B. RIGHT TO WORK POLICY-Effective: 06/30/2016

The "Right to Work" means that an employee cannot be compelled to join or pay the equivalent of dues to a union, nor can the employee be fired if he or she joins the union. In other words, the employee has the right to work, regardless of whether he or she is a member or financial contributor to such a union. The district believes that the work conditions, wages, and benefits offered to all employees are competitive with those offered by other employers in this area and in this industry. If employees have concerns about work conditions or compensation, the district strongly encourages employees to express these concerns openly and directly to their supervisor.

Experience has shown that when employees deal openly and directly with management, the work environment can be excellent, communications can be clear, and attitudes can be positive. The district fully demonstrates commitment to employees by responding effectively to employee concerns. Employees are protected by the state's Right to Work law and cannot be required to join or pay dues or fees to a union. There are a few exceptions to the rule that individuals who work in Right to Work states cannot be required to pay to join or pay dues or fees to a union. Please refer to the State of Utah employment regulations Right to Work laws.

C. EMPLOYMENT AT WILL-Effective: 06/30/2016

This handbook is not a contract of employment. Any individual may voluntarily leave the employment of the Lone Peak Fire District upon proper notice or may be terminated at any time and for any reason as long as there is not violation of federal, state or local law. The handbook is an overview of district policies and benefits. Its content is subject to change at any time at the discretion of the administration.


SECTION 3. EMPLOYEE HIRING

A. SELECTION

1. Employment Application-Effective: 06/30/2016The district relies on the accuracy of the information employees put on their employment application and expects that the employee and their references will give accurate and true information during the hiring process and employment. If the district finds that any information is misleading, false, or was left out intentionally, the district may reject an applicant from further consideration. If the person has already been hired, falsification of an application could result in termination of employment.

2. Nepotism: It is the policy of the district to comply with the provisions of Utah’s Anti-Nepotism Act, Utah Code 52-3-1. A declaration of relation shall be completed by any prospective employee. Said employment may be acceptable under the State Nepotism Act, however, the declaration shall be filed with the Human resources representative. Congruent to Utah State Code 52-3-1, the district shall restrict employment of directly related persons with the following restrictions:

a) A relative is not permitted to supervise another relativeb) Confidential positions, such as human resources, payroll, or

administrative assistants are not open to relatives of an employeec) Relative is defined as: Spouse, brother, sister, parent, child, step-child,

grandparent, grandchild, uncle, aunt, nephew, niece, and in-laws

B. BACKGROUND CHECKS-Effective: 06/30/2016

To ensure that individuals who join Lone Peak Fire District meet standard qualifications and have a strong potential to be productive and successful, it is district policy to check the employment references of all applicants.

Reference check inquiries on former district employees shall be submitted in writing and will be responded to in writing within a reasonable time. Responses to such inquiries will be limited to factual information that can be substantiated by district records. Only available employment data, according to GRAMA statute will be released without a written authorization. Additional information shall only be available by a release signed by the individual who is the subject of the inquiry. All inquiries concerning the job performance of former employees will be referred directly to the Fire Chief or designee for response.

C. PRE-HIRE TESTING/QUALIFICATIONS

When necessary, job applicants may be required to participate in pre-hire testing that the district deems necessary for a specific position. Job applicants for certain positions may require skills where a known level of competence must exist.

An application may be rejected for, but not limited to, the following reasons. When the Job Applicant:


1. Does not meet minimum qualifications established for the position2. Has falsified a material fact or failed to complete the application3. Has failed to timely file the application4. Has an unsatisfactory employment history or poor work references5. Has failed to attain a passing score on testing/examinations which are required.

D. MEDICAL EXAMINATIONS-Effective: 06/30/2016

The district may require that some employees have a medical examination. The exam is to determine if employees are able to perform their job duties. If a medical examination is required, the district will choose the health care professional and pay for the examination and any job offer would be contingent upon successful completion of the medical exam.

Please note that all medical information is kept separate from their other personnel information to protect their privacy. Only authorized personnel who have a legitimate business need to know may review the medical information.

E. E-VERIFY- Effective: 06/30/2016

E-Verify is to be used only after an offer of employment has been made and the district utilizes the E-Verify System to ensure that every employee in the workforce is authorized to work in the United States. The district is committed to employing only people who are United States citizens or who are aliens legally authorized to work in the United States in accordance with the Immigration Reform and Control Act of 1986. The district does not illegally discriminate because of a person's citizenship or national origin.

Every new employee is required to complete the Employment Eligibility Verification Form I-9 and show documents that prove identity and employment eligibility. The district follows the requirements of the Federal and State regulations and laws and utilizes E-Verify to provide further eligibility verification of employment. If E-Verify does not confirm eligibility, the employee will be notified as required by law.

If an employee leaves the district and is rehired, they must complete another Form I-9 if their previous I-9 is more than three years old; if the original I-9 is not accurate; or if the district no longer has the original I-9.If employees have questions or want information on the immigration laws, contact the human resources representative. Retaliation of any form is against the law and if employees ask questions or want to complain about the immigration law compliance policy, employees will not be punished in any way.

On or before July 1, 2013, a private employer employing 15 or more employees for 20 or more calendar weeks in one year shall verify each employee's employment eligibility. A public employer shall register with and use the program for each new employee. Contractors shall register and participate in the program before entering into a contract with a public employer.

F. IMMIGRATION CONTROL AND ENFORCEMENT POLICY-Effective: 06/30/2016

It is the district policy to fully comply with the regulations of the Immigration Reform and Control Act of 1986 (as amended) enforced by the Department of Homeland Security. The district will hire only American citizens and aliens who are authorized to work in the United States.


The law requires the district to do five things:

1. All new employees must complete Section 1 of the I-9 form within three business days of hire.

2. Check documents establishing employees' identity and eligibility to work. (Note: Employers are not allowed to tell the employee which documents to present and cannot ask for more than is required.)

3. The person examining the documents must complete Section 2 of the I-9 Form and the Certification Section.

4. Retain the form for at least three years. (If the individual employs the person for more than three years, the district must retain the form until one year after the person leaves district employment.)

5. Present the form for inspection to the Department of Homeland Security or Department of Labor officer upon request. (At least three days advance notice will be given.)

If an employee is hired for less than three days, Form I-9 still must be completed before the end of the employee's first working day. The I-9 Form contains instructions for completion. The employee assigned to this task must follow those instructions completely. I-9 Forms are to be kept separate from all other personnel records.

G. PROBATIONARY PERIOD-Effective: 06/30/2016

The probationary period is the first one (1) year of new full-time employment and first six (6) months of new part-time employment. During this time employees will be evaluated by their supervisor on their job performance, personal traits and general fitness for the job. After completing the probationary period, their continued employment will be determined by their job performance and adherence to district policies and code of conduct. Additional probationary periods may be imposed based on adherence to the district’s policies.


SECTION 4. GENERAL POLICIES

A. INCLEMENT WEATHER-Effective: 06/30/2016

Unless notified by their supervisor, employees are to report to work on all regularly scheduled days, regardless of weather conditions. In the event of any disaster conditions, Lone Peak Fire District will operate under circumstances that will require certain personnel to report to work. During a disaster, despite the weather, all Lone Peak Fire District employees will automatically become emergency service workers and are subject to be called to assist the Lone Peak Fire District.

B. UNSCHEDULED WORK HOUR FIRE RUNS-Effective: 06/30/2016

Because the Lone Peak Fire District is a public safety agency, it is necessary to ensure an adequate number of firefighters respond to emergency situations. Full-time firefighters are authorized to respond to structure fires, incidents having two fire station responses, and other incidents that involve danger to structures or imminent danger to life.

Full-time firefighters are expected to respond within a reasonable time to all third alarm fires and large-scale Hazardous Materials Incidents that occur outside their scheduled work hours. Full-time firefighters who fail to conform to the above without just cause may be excluded from working voluntary overtime.

Additionally, an Incident Commander may call in off duty full-time firefighters in the event of a public safety emergency warranting the response of the off duty firefighter(s). The purpose of this requirement is not to impose upon an employee's ability to use his own time as he desires, rather provide for an adequate number of responding firefighters. Full-time firefighters should feel that they are free to attend to family responsibilities, recreate, take vacation, etc. Full-time firefighters who are on approved leave time, or are outside a reasonable response distance will not be subject to the above call back requirements.

C. TRAVEL EXPENSES-Effective: 06/30/2016

We will reimburse employees for reasonable business travel expenses if the Fire Chief or designee, approves the travel in advance. All travel shall be required to be documented on a “Travel Reimbursement Authorization Form”. (See Appendix C) The district may reimburse approved travel expenses such as travel, meals, lodging, and other expenses as long as they were necessary to meet the objectives of the trip. No per diem shall be authorized for spouses of employees or others traveling with the employee at their own expense.

Employees are expected to keep expenses within reasonable limits. If employees are involved in an accident while on business travel, immediately report the accident to the on-duty battalion chief. If employees use a vehicle owned, leased, or rented by Lone Peak Fire District, employees may not use that vehicle for personal reasons unless they have advance approval by the Fire Chief or designee.

D. MILEAGE REIMBURSEMENT-Effective: 06/30/2016


Employees who do not use a Lone Peak Fire District vehicle may need to use their personal vehicle for Lone Peak Fire District purposes. Personal vehicle use for district purposes shall be pre-approved by the Fire Chief or designee. They will be reimbursed at the current IRS rate per mile. The reimbursement rate is intended to compensate for costs related to the operation of the personal vehicle. The Lone Peak Fire District assumes no liability for employee vehicles used for work-related travel.

Travel expenses between home and the workplace are not reimbursable. Most Lone Peak Fire District- related travel originates from Lone Peak Fire District facilities. In those cases where it is advantageous to leave directly from home, reimbursement will be based on total miles traveled to the Lone Peak Fire District less normal daily mileage to and from the office and must be pre-approved by the Fire Chief or designee.

Requests for mileage reimbursement should be submitted to Fire Chief or designee. Please provide the following information:

1. Date of travel2. Travel destination3. Number of miles traveled on Lone Peak Fire District business4. Reason for travel5. Mileage to certain conferences within the state may be paid a specified amount

based on the shortest route, rather than the actual mileage driven.

In cases where multiple employees are traveling to the same destination, efforts should be made to car pool. Failure to make reasonable attempts to share transportation may result in denial of mileage claims.

Following supervisor authorization, employees must forward the expense form to the Fire Chief or designee. If employees wish payment in advance, they should submit the expense form at least one week in advance of the travel.

D. PARKING-Effective: 06/30/2016

Parking facilities are provided for employee convenience and safety. Please observe the following:

1. Do not park in areas reserved for visitors or in areas designed "no parking" or "handicapped" areas, without a proper permit.

2. Drive slowly in the parking lot and observe all direction signs.3. Do not block other cars or use more than one parking space.4. Fire zone restrictions must be observed and cars parked in unauthorized areas

may be towed at the employee's expense.5. Vehicles should not be parked in front of the bay doors or entry/exit doors. No

overnight parking is allowed in bays.6. Parking is only allowed in designated stalls.

The district is not liable for theft or damage to employee’s personal property or vehicle while on district property. Lock cars and report any suspicious behavior to a supervisor.

E. SOLICITATIONS-Effective: 06/30/2016

Lone Peak Fire District's policy regarding solicitation is to prevent disruptions and protect our employees from harassment. During working hours, no employee shall solicit or


distribute literature or other materials to another employee for any purpose. No employee shall solicit or distribute literature or other materials to any visitors at any time for any purpose.

Persons who are not employed by Lone Peak Fire District shall not distribute literature or other materials or solicit employees or visitors at any time for any purpose on district-owned or leased property.

F. VISITORS AT WORK-Effective: 06/30/2016

Any employee receiving visitors, including family members, shall notify the Battalion Chief of the visitors at the station. If a visit involves an emergency, the employee will be notified immediately, and will receive all possible cooperation from management. No visitors shall be allowed at any district facility after 10:00pm. Limited exceptions may be granted by the Battalion Chief under special circumstances. No visitors shall be allowed in private areas of the facility including, but not limited to, bedrooms and personal bathrooms.

Visitors shall not disrupt business. Please remind friends and relatives that unless there is an emergency involved, they should not disturb employees while working.

G. THE HATCH ACT-Effective: 06/30/2016

The Hatch Act is the 1939 law that regulates the political activities of federal employees and some state and local government workers. The legislation originally prohibited nearly all partisan activity by federal employees, banning them from endorsing candidates, distributing campaign literature, organizing political activities and holding posts in partisan organizations.

Today, most career federal employees can run for nonpartisan offices, make financial contributions to political organizations, get involved in political groups, and campaign for candidates by making speeches, distributing literature and signing nominating positions. The remaining restrictions on federal employees' activities are tailored more narrowly to their jobs: they still are banned from using their authority to exert influence over an election; encouraging or discouraging political activity by anyone with business before their agency; doing political work while on duty, in uniform, in the office or in a government vehicle; running for partisan office; and wearing political buttons while on duty.

Political appointees operate under the same rules with some exceptions. They are allowed to engage in political activity while on duty, in government buildings, wearing official uniforms or insignias, or using government vehicles, provided their actions don't amount to coercive use of the office to which they have been appointed. They cannot pay for political activities with taxpayer dollars, however.

Members of the Senior Executive Service and officials in certain sensitive positions at agencies such as the CIA, Merit Systems Protection Board, Federal Election Commission and Office of Special Counsel are held to a higher standard than their colleagues. They can vote for whomever they choose, participate in nonpartisan voter registration drives, join political organizations, express political opinions and campaign for or against ballot questions, but they cannot participate in partisan elections by making campaign speeches, circulating nominating positions, or running for office themselves. They also cannot hold office in political organizations.


The mandatory penalties for career employees caught violating the Hatch Act start with a 30 day suspension without pay and can result in termination. If an action is close to the line but not an actual violation, OSC, which enforces the law, can write an employee a warning letter. But if an employee clearly violates the rules, there is no option for a cease-and-desist order and OSC brings the case before an administrative law judge appointed by the Merit Systems Protection Board. Employees can appeal the administrative law judge's decision to the full MSPB. It takes a unanimous vote by the board, however, to reverse decisions to fire an employee and reduce the penalty to a suspension.

The penalties for political appointees are less clear because OSC refers cases to the president, who can decide whether to pursue disciplinary action. Nonetheless, government employees at all levels should familiarize themselves with the law.

H. SUNSHINE LAW / PUBLIC RECORDS EXEMPTION-Effective: 06/30/2016

The U.S. Freedom of Information Act (FOIA) is a law ensuring public access to U.S. government records. FOIA carries a presumption of disclosure; the burden is on the government - not the public - to substantiate why information may not be released. Upon written request, agencies of the United States government are required to disclose those records, unless they can be lawfully withheld from disclosure under one of nine specific exemptions in the FOIA. This right of access is ultimately enforceable in federal court.

The Government Records Access and Management Act (GRAMA) is a series of laws designed to guarantee that the public has access to public records of government bodies at all levels in Utah. The Utah Open and Public Meetings Act legislates the methods by which public meetings are conducted.

Documents created by public bodies in Utah are open for inspection to any member of the public. Documents that are considered exceptions to open records laws include private, protected, or privileged information about individuals and government employees, health records of individuals, and records that are protected because if released they may result in security problems or financial speculation, unfair competition and financial instability.

I. OUTSIDE/SECONDARY EMPLOYMENT-Effective: 06/30/2016

The district understands that there may be instances where it is desirable or necessary for a full-time employee to have a part-time job in addition to their regular full time position.

Employees should understand that other employment must not interfere with their current position. Authorization from the Fire Chief or designee is required prior to accepting secondary employment. (See Appendix D) The district shall strongly discourage the taking of another full time position. Approval for secondary employment must be renewed on an annual basis. The district reserves the right to deny or revoke any outside employment requests.

Performance issues will be addressed if it becomes apparent that the other employment is interfering with their current position. Performance issues may lead to disciplinary action, up to and including termination. Employees are not allowed to accept positions with any organization that may represent a conflict of interest.


J. HIPAA-Effective: 06/30/2016

Lone Peak Fire District is not covered by the requirements of the Health Insurance Portability and Accountability Act (HIPAA). However, since we do have health care plan(s) which are subject to HIPAA regulations, we have determined that we will follow the HIPAA privacy and security provisions which apply to Protected Health Information (PHI) maintained by the district.

Protected Health Information (PHI) PHI is individually identifiable health information including demographic data that relates to:

1. The individual's past, present or future physical or mental health or condition,2. The provision of health care to the individual, or3. The past, present, or future payment for the provision of health care to the

individual.

Individually identifiable health information includes many common identifiers (e.g., name, address, birth date, Social Security Number).

All employees who have access to PHI will receive the appropriate training relating to the HIPAA regulations. Any breach of privacy or confidentiality will be subject to disciplinary action.

The human resources representative is designated as the HIPAA Compliance Officer (HCO). Any questions or concerns regarding the HIPAA regulations should be referred to the HCO.

All records governed by the HIPAA policy will be maintained for a period of six years unless a state law requires a longer period of retention. After the required retention period, the records will be destroyed according the district’s record destruction policy.

K. PERSONAL DATA CHANGES-Effective: 06/30/2016

It is important that Lone Peak Fire District maintain certain personal information about employees in district records. Employees are responsible to inform the district whenever there is a change to a mailing address, telephone numbers, marital status, dependents' information, educational accomplishments, and other possibly related information.

The district also requires information about who to contact in case of an emergency. If employees need to change their personal information or if they have questions about what information is required, contact the human resources representative.

Each job will be evaluated along with the employee's record. Qualifications, discipline record, and past performance may be controlling factors. The district may eliminate any position, as necessary.

L. PHYSICAL ABILITY EVALUATION-Effective: 06/30/2016

Line personnel will be required to take career physical ability test to meet the Lone Peak Fire District's mandatory annual physical ability job requirement.

M. FAILURE TO MAINTAIN JOB REQUIREMENTS-Effective: 06/30/2016


Employees are required to maintain their job certification and requirements. Failure to comply with policy could result in disciplinary action, up to termination based on determination of the Fire Chief or designee.

N. FAILURE TO MAINTAIN PHYSICAL FITNESS - KNOWLEDGE & SKILL-Effective: 06/30/2016

If an employee fails the physical fitness for duty, knowledge, or skills based requirements for returning to active duty, they may be placed on probation and entered into a re-training program. Additional testing may be administered at the discretion of the Fire Chief or designee at any interval during the probation period. When the employee has gained the knowledge and/or skills to successfully pass the testing process, the employee will be taken off probationary status.

Employees on probation for failing to pass the physical fitness, knowledge and/or skills standards will remain on probation for up to three months. If after three months re-training, they fail to pass the testing, the employee will be suspended without pay for a maximum of four weeks. Employee may use accrued vacation and/or compensatory time during this suspension. Further testing is at the convenience of the Lone Peak Fire District and is the employee’s responsibility to contact the Fire Chief or designee to schedule any further testing.

O. GARRITY WARNING-Effective: 06/30/2016

When using the Garrity Warning, at the beginning of each interview with Lone Peak Fire District employees, an investigator must inform employees of their rights by stating the following:

"I wish to advise you that you are being questioned as part of an official investigation. You will be asked questions specifically directed and narrowly related to the performance of your official duties. You are entitled to all the rights and privileges guaranteed by the laws and the constitution of this state and the United States, involving the right not to be compelled to incriminate yourself.

I further wish to advise you that if you refuse to testify or to answer questions relating to the performance of your official duties or fitness for duty, you will be subject to Lone Peak Fire District charges that could result in your dismissal from the Lone Peak Fire District. If you do respond, neither your statements nor any information nor evidence which is gained by reason of such statements can be used against you in any subsequent criminal proceeding. However, these statements may be used against you in relation to subsequent Lone Peak Fire District disciplinary proceedings, and, in the event any information revealed in your statements lead to reasonable cause to know or suspect that a child has been subjected to abuse or neglect. This information will be reported to the local county Lone Peak Fire District or social services."

P. FACILITY ACCESS-Effective: 06/30/2016

Employee may have been issued a key(s) or combination lock numbers, to their individual area of responsibility for the purpose of providing employees and only employees with access. Keys are not to be duplicated nor shall combination numbers be revealed without the Fire Chief or designee's permission for any reason. Employees who violate this may be disciplined up to and including dismissal. If employees lose their


keys, they are obligated to immediately notify the Fire Chief or designee so that adequate security can be maintained.

Q. ADA POLICY (AMERICANS WITH DISABILITIES ACT)-Effective: 06/30/2016

Reasonable accommodation is available to an employee with a disability when the disability affects the performance of job functions. The district makes employment decisions based on the merits of the situation in accordance with defined criteria, not the disability of the individual.

Qualified individuals with disabilities are entitled to equal pay and other forms of compensation (or changes in compensation) as well as job assignments, classifications, organizational structures, position descriptions, lines of progression, and seniority lists.

The district makes all types of leaves of absence available to all employees on an equal basis. The district is committed to not discriminating against any qualified employee or applicant because the person is related to or associated with a person with a disability. The district follows all state or local laws that give more protection to a person with a disability than the ADA gives.

The district is committed to taking all other actions that are necessary to ensure equal employment opportunity for persons with disabilities in accordance with the ADA and any other applicable federal, state, and local laws.


SECTION 5. ALCOHOL AND DRUG FREE WORKPLACE

A. DRUG TESTING Effective: 06/30/2016

Lone Peak Fire District is committed to a safe, healthy and productive work environment for all employees free from the effects of substance abuse. Drug or alcohol use may pose a serious threat to health and safety. Abuse of alcohol, drugs, and controlled substances impairs employee judgment, resulting in increased safety risks, injuries, and faulty decision-making.

The use of controlled substances and the misuse of alcohol increase the risks of accidents, jeopardize the safe work environment, and causes harm to an individual's health and personal life. The purpose of this policy is to establish procedures to support a safe and healthy environment.

As a condition of employment, employees of Lone Peak Fire District must agree to submit to a district-chosen physician, specimens of blood, urine, tissue, etc., for the purpose of detecting any physical, mental, medical, controlled substance/alcohol testing. These employees include all safety sensitive employees who drive or maintain and repair Lone Peak Fire District apparatus or vehicles.

B. RANDOM DRUG/ALCOHOL TESTING

Lone Peak Fire District requires employees to participate in random drug/alcohol testing, and reserves the right to require above specimens when there is a reasonable suspicion, including involvement in an accident with vehicles or equipment, or performance problems that indicate the possibility of excessive drug or alcohol use. Positive results may result in discipline up to, and including, termination. These employees include individuals who drive Lone Peak Fire District apparatus or vehicles as part of their job duties, and any other personnel who maintain and repair Lone Peak Fire District equipment and apparatus.

C. ZERO TOLERANCE

Lone Peak Fire District has a zero tolerance policy and prohibits employees from being under the influence of, or possession or use of illegal drugs, prescription drugs (whether prescribed or not), and/or alcohol at any time during the workday, anywhere within Lone Peak Fire District facilities, while wearing a Lone Peak Fire District uniform or during any Lone Peak Fire District related activity. Misuse of medications, prescribed or over-the-counter, are considered a violation of this policy.

D. PRESCRIPTION & NON-PRESCRIPTION DRUGS

Employees who are taking prescription drugs on the advice of a physician that may affect their performance or have adverse side effects should immediately discuss their situation with their supervisor and obtain written permission, from the Fire Chief or designee, before reporting to work. Such employees are responsible for disclosing to their supervisor the possible side effects of the prescription drug on work performance


and the expected duration of its use. Lone Peak Fire District will then decide whether a reasonable accommodation is necessary under the circumstances until the side effects of concern no longer exist.

E. USE OF CONTROLLED SUBSTANCES

Employees must agree that as of date of employment, they will not utilize materials or drugs considered as controlled substances, as defined by the law, on or off duty, unless prescribed by a licensed physician. Employees must agree to uphold the policies, procedures, rules, regulations, orders, etc. and perform duties assigned to them by Lone Peak Fire District.

F. REASONABLE SUSPICION TESTING

When a Department Head or other responsible individual makes a determination that there is reasonable suspicion to believe that an employee is using or has used and has alcohol or illegal drugs in his or her system, is under the influence of, or is in possession of alcohol or illegal drugs, the employee shall be subject to drug/alcohol testing.

The Department Head or other responsible individual making the determination that reasonable suspicion exists shall submit written documentation setting forth the specific, contemporaneous articulate observations that resulted in the reasonable suspicion determination. Reasonable suspicion of use of illegal drugs or alcohol may also be based on observation of indications of the chronic and withdrawal effects of those substances.

The required observations underlying reasonable suspicion testing must be made by a Department Head or the district official who has received at least two (2) hours of training on the physical, behavioral, speech, and performance indicators of alcohol and/or drug use.

Observations underlying the reasonable suspicion testing must be documented in writing and signed by the Department Head or the district’s designated official within twenty four (24) hours or before the results of the test are announced, whatever is later.

Reasonable suspicion testing may not be conducted by the same Department Head or responsible individual who makes the reasonable suspicion determination.

Upon required testing due to reasonable suspicion, the employee tested shall not engage in the operation of any district equipment or engage in any employment related duties until the results of the tests are received and the employee is released back to work by the Fire Chief or designee.


SECTION 6. EMPLOYEE CODE OF CONDUCT

A. CUSTOMER RELATIONS Effective: 06/30/2016

Customers are vital to the success of all organizations. Every employee represents Lone Peak Fire District to customers and the public. One of the highest priorities at Lone Peak Fire District is to help district customers or potential customers. Nothing is more important than being courteous, friendly, prompt, and helpful to customers.

If a customer wants to make a specific comment or a complaint, employees should direct the person to the Fire Chief or designee, for appropriate action. Employee contact with the public, telephone manners, and any communication employees send to customers reflects not only on them but also on the professionalism of the Lone Peak Fire District.

B. CONFIDENTIALITY AND RELEASE OF INFORMATION Effective: 06/30/2016

Information obtained or generated by the Lone Peak Fire District and its employees, in the course of emergency response or investigation, is confidential and the property of the Lone Peak Fire District, except information available under the Public Records laws of Utah. Confidential information is not to be released to any person, except with approval from the Fire Chief or designee of the Lone Peak Fire District, in accordance with these policies and procedures, or pursuant to a valid court order.

As a term or condition of employment, employees are required to agree that they will not disclose, directly or indirectly, during and after separation from the Lone Peak Fire District, any information that is considered by the Lone Peak Fire District to be confidential. Confidential information includes, but is not limited to the following definitions:

1. Patient and employee medical information.2. Juvenile information.3. Any information concerning the Lone Peak Fire District's budgets, payroll, revenues

or expenses, and business or marketing plans or strategies that is not lawfully available to the public. Information that is not considered confidential includes information lawfully and properly available through the Public Records laws of Utah.

4. Any information about a public member that is not lawfully available to the public.5. Any information in any form or media that is considered a trade secret under

applicable federal and state laws.6. The code, contents or architecture of any software or hardware created by the Lone

Peak Fire District

C. REQUEST FOR PATIENT INFORMATION-Effective: 06/30/2016

Employees should be aware that medical records may not be provided without a written waiver signed by the patient or legal guardian. Even when testifying under subpoena, medical information cannot be divulged without a waiver.

D. RESPONDING TO SUBPOENAS Effective: 06/30/2016


Employees are required to comply with the law upon receipt of a valid, enforceable subpoena. Employees receiving a subpoena or request to provide confidential information in any form should immediately notify the Fire Chief or designee. In cases where the Lone Peak Fire District may be a party to a legal proceeding, the District’s Administrative Assistant should be notified as well, and will facilitate contact with the Lone Peak Fire District's legal counsel if necessary. In some cases the Lone Peak Fire District's attorney or a legal representative may attend meetings or depositions with the employee.

E. DISTRICT-RELATED COURT APPEARANCE GENERAL RULES-Effective: 06/30/2016

Employees who receive a subpoena regarding district-related legal matters are expected to appear as ordered. Vacation and days off shall not relieve the employee of this responsibility.

Personnel must be dressed appropriately, as determined by the Fire Chief or designee. To prepare for a district-related court appearance, employees must contact the district’s legal counsel. Employees should obtain incident reports and other documentation needed to familiarize themselves with the incident.

F. PAY FOR COURT APPEARANCES-Effective: 06/30/2016

Full-time, regular employees who are subpoenaed, ordered or requested by the Lone Peak Fire District to appear as a participant in a case resulting directly from the discharge of their Lone Peak Fire District work duties may be granted leave with pay. On-duty employees are required to return to their assigned shift to complete their work shift when their services as a witness are no longer required.

Full-time, regular employees subpoenaed to appear as a witness in Lone Peak Fire District disciplinary proceedings, Lone Peak Fire District or non-Lone Peak Fire District related criminal, or civil cases where they are not a party litigant, defendant, or have no personal interest in the outcome of a case, may be given leave with pay, as determined by the Fire Chief or designee. They are required to return to their scheduled work shift for completion of their duty.

Full-time, regular employees who are subpoenaed to appear in any non-Lone Peak Fire District related administrative or court proceeding where they are a party litigant, defendant or an employee of a class organization which is a party litigant during their assigned work shift may be allowed time off to appear, but hours of absence during duty hours may be deducted from their accrued vacation leave.

G. PROVIDING EXPERT TESTIMONY-Effective: 06/30/2016

Employees may not act as a consultant or expert witness for any person concerning any issue which arises out of, conflicts with, or has any detrimental impact on another employee's terms or conditions of his or her work, or which may have a detrimental impact upon the image, integrity, or mission of the Lone Peak Fire District. If in question, employees and supervisors should seek guidance from the Fire Chief or designee.

H. REQUEST FOR INTERVIEWS-Effective: 06/30/2016

1. District-Related Interview (incident response related):


When a law firm representative requests an interview regarding a district-related matter, with an employee who is on or off duty, it is required that written questions be submitted by the attorney to the district’s legal counsel. Legal counsel should immediately discuss the questions with the employee to see if he or she recalls anything relevant to the inquiry. If the employee recalls nothing relevant to the inquiry, then legal counsel will respond accordingly. If the employee recalls relevant information, then the Lone Peak Fire District will make the employee available only for deposition under subpoena.

2. Non-District Related Interview:

When a law firm representative requests an interview regarding a non-district-related matter, with employees who are on their own time, the First Amendment affords employees the right to grant interviews, yet they should be aware that they are not obligated in any way to discuss these matters.

I. PUBLIC RELATIONS-Effective: 06/30/2016

The impression the general public, governments, and others have of the Lone Peak Fire District is the collective result of quality, courteous and timely service and assistance provided by its employees and management as a team.

Public relations involve many aspects of service including personal interface with other employees, the general public, other public safety agencies, and promotional activities. It is essential that everyone maintain a pleasant, courteous, and professional manner in communicating with and responding to each other as well as the general public.

Regardless of the nature of the contact, each employee is responsible for his/her own conduct in a manner that is professional, courteous, and helpful.

Employees should refer all external media, governmental, or legal inquiries to the district’s public information officer or management. Employees should not provide any information other than to refer the inquiry to the appropriate Lone Peak Fire District resource. Only designated employees, as determined by the Fire Chief or designee, are authorized to release or discuss information related to the district.

J. RETURN OF PROPERTY-Effective: 06/30/2016

Lone Peak Fire District may loan employees property, materials or written information to help them do their job. Employees are responsible for protecting and controlling any property the district loans them. Employees must also return any property given to them promptly upon request. If employees are no longer employed by Lone Peak Fire District, they must return all district property immediately. Such items as: Credit Card, Laptop Computer, Keys, Manuals/Training Materials, Pagers, Protective Equipment, Security Passwords, Tools, Fire Turn-Outs,

If employees do not return district property and if the law allows, the district may take money from their regular or final paycheck to cover the cost. The district may also take legal action to get back their property.

K. ABANDONMENT OF POSITION-Effective: 06/30/2016


Lone Peak Fire District expects employees to report for work on time for every scheduled shift. An employee who is unable to report to work at the designated time is required to notify his or her supervisor in accordance with the sick leave policy. Employees who fail to report to work for one 24-hour shift, without notifying the district of the absence, will be considered as having voluntarily resigned as a result of abandonment of position. If the employee is unable to contact the district for any absence, he or she should ask a representative (such as a family member or friend) to do so on the employee's behalf.

If the employee or a representative is unable to contact the district due to extreme circumstances (such as a medical emergency or natural disaster that prohibits the employee or his or her representative from contacting the district within one 24-hour shift), the employee or his or her representative must contact the Fire Chief or designee, as soon as practicable to explain the situation. In extreme circumstances, the employer will consider the explanation and its timing before determining if the voluntary resignation will be upheld. Termination pursuant to this policy shall be determined to be fair for just cause.

L. GIFTS AND GRATUITIES-Effective: 06/30/2016

No gifts or gratuities may be accepted by an employee of Lone Peak Fire District. Gifts and gratuities may be construed to be an influencing factor in the Lone Peak Fire District's business with other companies. Acceptance of gifts or gratuities may be subject to disciplinary action.

This shall not apply to gifts having a nominal value (less than $50), such as a basket of fruit, or flowers, which are delivered as an expression of appreciation and that such gifts are shared or available to all members of Lone Peak Fire District.

M. PERSONAL GROOMING & APPEARANCE-Effective: 06/30/2016

Neatness in an employee’s personal attire and behavior contribute to our impression by the community and general public. Employees are expected to wear the uniform approved by Lone Peak Fire District at all times during all scheduled shift periods. Clothing should be neat, clean, pressed, and shoes shined (if applicable).

It is the policy of this district to provide a clothing allowance to those employees who are required to wear or maintain a specific uniform. Refer to Appendix A for complete details

N. ATTENDANCE/PUNCTUALITY POLICY-Effective: 06/30/2016

The Lone Peak Fire Districts expects employees to be reliable and punctual. Employees should report for work on time and as scheduled. If employees cannot come to work or they will be late for any reason, they must notify their immediate supervisor as soon as possible.

Unplanned absences can disrupt work, inconvenience other employees, and affect productivity. If employees have a poor attendance record or excessive lateness, they may be subject to disciplinary action, up to and including termination of employment. Exempt employees may have schedules which differ from non-exempt employees, as determined by the Fire Chief or designee.

O. STANDARD OF CONDUCT-Effective: 06/30/2016


The purpose of this policy is to outline what Lone Peak Fire District expects from its employees in terms of appropriate behavior.

The conduct of district employees in dealing with the general public is expected and required to be commensurate with the high level of public trust placed upon the public safety profession. Any public action, inaction, attitude or opinion of personnel which can be interpreted as unprofessional or unworthy of the public trust in public safety officials tends to undermine and detract from the public respect of public safety members individually and collectively.

Without this public respect, our jobs become extremely difficult, if not impossible. This respect, however, cannot be legislated by any authority. Public respect must be earned by exemplary conduct in the performance of duties. Each member shall so regulate his or her conduct so that no action on his or her part could result in unfavorable criticism of any such sworn or civilian employee of the district.

The following acts or omissions shall be prohibited by members of the district. A member may be disciplined or dismissed from the district for any act herein enumerated if the act impairs department operations or undermines the public confidence in the department or district. Employees who violate the work rules are subject to disciplinary action, up to and including immediate termination.

1. Theft of district property or personal property of another employee.2. Falsification of an employee's time card3. Falsification or fraudulent alterations of an application, district or public record.4. Unauthorized disclosure of confidential or sensitive information.5. Violation of department harassment policy.6. Fighting, threatening, or attempting bodily injury or acts of violence to another

person7. Deliberately damaging district property, property belonging to another employee

or to a vendor.8. Failure to wear safety equipment where required.9. Unauthorized or improper use of district time, materials, tools, etc. for personal or

financial advantage.10. Unauthorized alteration of district machinery or equipment.11. Violation of safety rules or practices or risk management practices12. Reporting to work under the influence of drugs and/or alcohol.13. Testing positive for drugs on a district-administered drug test.14. Refusal to cooperate with the investigation of a work-related matter.15. Insubordination or willful disobedience.16. Indecent or immoral behavior on district property or with district resources17. Conviction of a felony or violation of criminal laws18. Violation of district rules, policies, or executive orders either written or verbal19. Acceptance of, or solicitation for, money, goods, or services not authorized by

the district20. Conduct which discredits the district or is unbecoming of an employee, including

poor attitude, comments and/or behavior which are non-supportive toward the district

21. False statement(s) given to a supervisor or superior; perpetuating gossip or false accusations

22. Neglect of duties or unexplained absence from duty; inability to report to work due to incarceration


23. Acts evidencing moral turpitude24. Misuse or abuse of sick leave25. Failure to meet expected performance levels or failure to maintain minimum

qualifications 26. Failure to improve or change behavior specified in counseling or written request,

requirements and/or expectations made by a supervisor27. Violation of reasonable privacy expectations28. Unauthorized or inappropriate use of department logos and uniforms29. Violation of department grievance policy and/or chain of command30. Violation of the personal conduct code31. Acting independently without orders from proper authority; Freelancing32. Abusive or inappropriate treatment of the public or other employees; inability or

refusal to get along with other employees33. Horseplay34. Contributing to unsanitary conditions35. Leaving work area without permission36. Failure to provide an acceptable quality of work, including incompetency or

inefficiency37. Repeated tardiness or absence; failure to report to work without satisfactory

reason38. Smoking in restricted areas39. Unauthorized solicitations or posting of materials on district bulletin board or

through district e-mail40. Improper operation of any vehicle41. Unauthorized use of district or personal telephones or computers42. Outside employment that conflicts or interferes with assigned duties43. Violation of the criminal laws of the United States, the State of Utah or any other

state, the violation of which, had it occurred in Utah would be a crime in Utah.44. Violation of any provision of the charter of any member cities of the district45. Violation of district rules.46. Solicitation as district employees of the public for money, goods, or services not

specifically authorized by the Fire Chief or designee.47. Acceptance or solicitation of a bribe or any compensation intended to influence

the employee in the performance of his/her duties for the district.48. Divulgence of any confidential material to anyone not authorized to receive it.49. Improper use of one’s employment with the district for the employee’s personal

and/or financial advantage.50. Malfeasance, misfeasance or misconduct in office.51. Sexual or racial harassment action.52. Willful violation of safety practices in performance of duties, including operation

of District equipment and vehicles.53. Alcohol or substance use or abuse on the job.54. Unauthorized use of District property, equipment and/or materials.

The above lists are not all-inclusive and the district reserves the right to take corrective action for any behavior it deems inappropriate for the efficient operation of the business.

P. ETHICAL CONDUCT-Effective: 06/30/2016


Supervisors should never act officiously or permit personal feelings, prejudices, animosities or friendships to influence their decisions. In addition, supervisors and employees are expected to comply with the following conduct:

Conduct themselves in a highly self-disciplined manner. Obey Lone Peak Fire District rules, regulations, standard operating procedures and policies in a manner consistent with a professional image – and an image that does not discredit the Lone Peak Fire District. This behavior is demonstrated in the courtesy and respect demonstrated to citizens, board members and other employees of the Lone Peak Fire District. Professionalism will also be reflected in the cooperation fostered between employees and other governmental agencies.

Maintain integrity of character and moral attitudes both on and off duty. Special favors, dissemination of confidential information to anyone not directly associated with the Lone Peak Fire District, and acceptances of donations meant to influence decisions or actions are practices which do not exemplify the character of a Lone Peak Fire District employee. Enforcement of fire codes and ordinances must be fair and courteous without the appearance of undue force. Soliciting and/or receiving donations must have prior approval from the Fire Chief or designee of the Lone Peak Fire District.

In all matters of general conduct, whether on or off duty, employees should be governed by the ordinary and reasonable rules of behavior observed by law-abiding and patriotic citizens, and commit no act that brings discredit upon the Lone Peak Fire District or its employees.

All Lone Peak Fire District employees should take pride in themselves and their jobs. This pride should be evidenced by the care they take with Lone Peak Fire District equipment. Those responsible for emergency response must maintain the station, equipment and their own physical condition so as to be in a constant state of readiness.

Q. CONFLICT OF INTEREST-Effective: 06/30/2016

Lone Peak Fire District has guidelines to avoid real or potential conflicts of interest. It is their duty as an employee of Lone Peak Fire District to comply with the following guidelines about conflicts of interest. If employees have questions about what constitutes conflict of interest, contact the human resources representative.

When conducting business with another organization, employees must work within the guidelines set up and administered by the Lone Peak Fire District. Business dealings with other organizations or companies should not result in unusual gains for any party. "Unusual gains" is defined as bribes, product bonuses, special fringe benefits, unusual price breaks, and other windfalls that will benefit either party or an employee at the other organization or company.

A conflict of interest is an actual or potential conflict based on a position to influence a decision or have business dealings on behalf of Lone Peak Fire District that might result in a personal gain for employees or for one of their associates.

The district does not automatically assume that there is a conflict of interest if employees have a relationship with another organization. However, if employees have any influence on transactions involving purchases, contracts, or leases, employees must tell management of the district as soon as possible. By disclosing to the district that there is


the possibility of an actual or potential conflict of interest, the district will establish safeguards to protect all interested parties.

R. SMOKING/TOBACCO POLLUTION CONTROL-Effective: 06/30/2016

Lone Peak Fire District is a smoke-free workplace. To maintain the highest possible safety conditions, ensure the safety, health and professional image of firefighters, and to comply with the Utah Indoor Clean Air Act this policy shall be enforced.

Smoking cigarettes, electronic cigarettes, or any other device used to heat or burn tobacco, nicotine or other substance and which simulates smoking through its use or through inhalation of a vapor is prohibited while on duty.

Chewing tobacco is not permitted while on duty.

This directive shall be strictly enforced by all district management and supervisors. Failure to adhere to the above will result in disciplinary action.

S. PERSONNEL RECORDS AND ACCESS-Effective: 06/30/2016

The Lone Peak Fire District maintains a general personnel file for each employee. The general file may contain the following documents: resume, cover, application form, emergency contact information, salary history, copies of the last two performance appraisals, disciplinary action forms, training records, etc.

In addition to the general personnel file, the district maintains a separate file for:

1. Form I-9, Employment Eligibility Verification.

2. All medical information is kept in a separate file and its availability is strictly limited to personnel on a need-to- know basis.

An employee's personal information is to be carefully guarded and disclosure to any unauthorized person will result in disciplinary action, up to and including discharge. Employees are reminded to notify human resources representative in the event of a change of address, phone number, and emergency notification information so that their record may be kept current. All personnel records shall be retained according to the district retention policy.

T. VIOLENCE IN THE WORKPLACE-Effective: 06/30/2016

Lone Peak Fire District will not tolerate workplace violence. Any employee who commits an act of violence at work against a person or property will face disciplinary action up to and including termination. If circumstances warrant, the matter will be referred to legal authorities for prosecution. Workplace violence is violence against employees and is committed by persons who either have an employment-related connection with the district or are outsiders, and involves:

1. Physical acts against persons or employer property2. Verbal or written threats or vicious statements that are meant to harm or cause a

hostile environment3. Visual acts that are threatening or intended to convey injury or hostility.

All employees are expected to report any act of violence. Employees should bring their


concern directly to the attention of their immediate supervisor. All such reports shall be fully investigated. Any employee who takes adverse action against a person who reports any act of violence or a suspicion of violence shall be subject to immediate discipline, up to and including termination.

There is a policy of zero tolerance of workplace violence. Lone Peak Fire District officials, managers/supervisors and other employees all treat each other, their customers and clients, and all others with courtesy dignity and respect.


SECTION 7. HARASSMENT

A. ANTI-HARASSMENT-Effective: 06/30/2016

Lone Peak Fire District provides equal employment opportunity to all employees and applicants. This means that all employment decisions, including hiring, placement, discipline, promotion, leave of absence, job assignment, compensation, transfer, layoff, recall, and termination and access to benefits and training, are made without regard to race, color, creed, religion, sex, sexual orientation, alienage, citizenship status, marital status, status as a Vietnam era veteran, national origin, age, handicap, disability, or any other characteristic protected by federal, state, and/or local law.

Equal employment opportunity also encompasses Lone Peak Fire District's commitment to maintaining a work environment that is free of unlawful discrimination and harassment. In furtherance of this commitment, employees are not to display or electronically send pictures, cartoons, posters, e-mail, or jokes that may reasonably be deemed offensive because of race, color, religion, sex, sexual orientation, alienage, citizenship status, marital status, status as a Vietnam era veteran, national origin, age, handicap, disability or any other characteristic protected by federal, state, and/or local law. Similarly, employees are not to make comments, jokes, epithets, pranks, innuendos, gestures, touching, nor to engage in any other form of conduct, that may reasonably be deemed offensive because of race, color, religion, sex, sexual orientation, alienage, citizenship status, marital status, status as a Vietnam era veteran, national origin, age, handicap, disability or any other characteristic protected by federal, state, and/or local law.

Sexual harassment is a form of unlawful harassment that is based on an individual’s sex or is of a sexual nature. It includes, but is not limited to; the types of prohibited harassment identified above, as well as unwelcome sexual advances, requests for sexual favors, and/or other verbal or physical conduct. Such conduct constitutes sexual harassment when any of the following occur or are present: (1) submission to such conduct is made either explicitly or implicitly a term or condition of employment; (2) submitting to or rejection of such conduct is used as the basis for employment decisions; and/or (3) such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creates an intimidating, hostile or offensive working environment. All unlawful harassment, including sexual harassment, is strictly prohibited.

The prohibitions above include discrimination and harassment in any workplace context, including conferences, meetings, social events, and work-related activities and trips. These prohibitions include unlawful harassment and discrimination from or towards managers, co-workers and other employees as well as non-employees with whom Lone Peak Fire District has a business or professional relationship, including but not limited to vendors, visitors, customers, clients, etc..

B. REPORTING COMPLAINTS OF DISCRIMINATION OR HARASSMENT

Lone Peak Fire District encourages and expects every employee to report incidents of discrimination or harassment, whether they are directly involved or are merely a witness. If any employee believes that he or she is being discriminated against or harassed or has been subjected to discrimination or harassment by a coworker, supervisor, manager


or other individual at the workplace, or believes that his or her employment is being or has been adversely affected by such conduct, or believes that he or she has witnessed such conduct, the employee should report the concerns in writing, no later than 48 hours from time of occurrence, to his or her supervisor, manager, next level manager, another manager, or the human resources representative.

Once the matter has been reported, a prompt investigation will be conducted and, to the extent that it does not compromise the integrity of the investigation, confidentiality will be maintained concerning the allegations. Should the investigation establish that an individual has engaged in conduct prohibited under this policy, disciplinary action warranted by the results of the investigation will be taken against the offending employee(s). To be clear, any employee found to be engaging in conduct prohibited under this policy will be subject to discipline.

Employees who fail to cooperate with an investigation, or who knowingly provide false information in connection with a complaint or an investigation, will be subject to discipline as well.

C. PROHIBITION AGAINST RETALIATION

Lone Peak Fire District prohibits and will not tolerate any form of retaliation against an employee who has filed a complaint in good faith or an employee who, in good faith, has cooperated or participated in an investigation of a complaint. If employees have filed a complaint, or have participated in an investigation, and believe that they are being or have been retaliated against, they MUST immediately report this matter to one of the persons mentioned above in the sub-section titled “Reporting Complaints of Discrimination or Harassment.”

If employees believe that they have been subjected to discrimination because of their race, color, religion, sex, sexual orientation, alienage, citizenship status, marital status, status as a Vietnam era veteran, national origin, age, handicap, disability, or any other characteristic protected by federal, state and/or local law, or if they believe that they have been retaliated against for complaining about discrimination or participating in an investigation, it is their responsibility as an employee to utilize the complaint procedure established in this policy for the purposes of preventing and correcting this unacceptable workplace behavior.


SECTION 8. DISCIPLANARY ACTION

A. PROGRESSIVE DISCIPLINE-Effective: 06/30/2016

The district believes it is important that all employees are treated fairly and that disciplinary actions are prompt, consistent, and impartial. The purpose of a disciplinary action is to correct the problem, prevent it from happening again, and prepare the employee for satisfactory performance in the future.


By using progressive discipline, it is the district’s goal that most employee problems can be corrected at an early stage, benefiting both the employee and Lone Peak Fire District.

Progressive discipline means that the district may take these steps in the following order:

1. The first offense may call for a verbal warning;2. The next offense may be followed by a written warning;3. Another offense may lead to a suspension; and,4. Repeated offenses may lead to termination of employment.

In some situations, certain offenses may justify either a suspension, or termination of employment. Not all disciplinary action will follow a progressive discipline process. Some disciplinary action may warrant immediate termination, as determined by the Fire Chief or designee, without going through the usual progressive discipline steps.

Employee should also look at the Standard of Conduct and work rules policy contained in this handbook. The policy lists examples of unacceptable conduct that might result in immediate suspension or termination of employment. However, at the discretion of the Fire Chief or designee, some of the examples of unsatisfactory conduct listed may result in the progressive discipline process described above instead of immediate suspension or termination.

B. PRE-DETERMINATION HEARING

Any employee that is subject to suspension without pay exceeding two shifts, demotion, or termination is entitled to a hearing with the Fire Chief or designee. Notice will be given to the employee within six (6) days of the disciplinary action. The Fire Chief or designee will determine the outcome of the hearing and notify the employee of the decision in writing within six (6) days.

If the employee disagrees with the outcome of the hearing, they have five (5) days to notify the Fire Chief or designee that they wish to appeal. (See Section Appeals Board Hearing)


SECTION 9. GRIEVANCE PROCEDURES & COMPLAINTS

A. COMPLAINT POLICY-Effective: 06/30/2016

It is the goal of Lone Peak Fire Department to maintain a healthy and cohesive work environment. It is the district’s policy to give full consideration to issues that may affect an employee’s job performance, however, complaints related to expressed management rights (See “Management Rights” section of this manual) will not be investigated or pursued.

1. An employee who has a problem or misunderstanding with another employee should first attempt to resolve the issue between them. If a resolution is not reached, employees should talk to their immediate supervisor. The supervisor will give employees an opportunity to discuss the matter fully and should give them an answer in a timely way following the discussion. The majority of problems can be resolved in this manner. If the problem or complaint is with the employee’s immediate supervisor, go to Step 2.

2. In the event the problem or misunderstanding cannot be settled between the employee and their supervisor, or if it involves their supervisor, the employee should describe their problem in writing and submit it to their battalion chief within three (3) working days. The battalion chief will meet with the employee as soon as possible and give a written answer.

3. If the battalion chief has not answered the employee’s complaint to their satisfaction, the employee will have five (5) additional days to request an appointment with the Fire Chief or designee who will discuss the problem and respond within five (5) days of the interview. The decision of the Fire Chief or designee in a complaint situation will be final and binding.

4. Frivolous, false, or malicious complaints may subject complaintent to disciplinary action.

There will be no discrimination or retaliation against anyone presenting a complaint or discussing a problem with supervisors or anyone in management.

B. FORMAL GRIEVANCE POLICY

Any employee who wishes to file a formal grievance shall follow the district’s grievance procedure. Grievances related to express management rights, with the exception of Discipline Rights, will not be investigated or pursued. Employees who do not follow the formal grievance policy shall be subject to disciplinary action, up to and including termination.

Grievances may be filed for the following:

1. Harassment/Discrimination2. Hostile Work Environment3. Unfair pay practices


4. Matter or condition affecting health and safety, beyond normal work requirements5. Other serious complaints which upon determination of the Fire Chief or designee

rise to the level of a grievance

GRIEVANCE PROCEDURE: All grievances must be filed in writing and submitted to the Fire Chief or designee and the human resources representative, within five (5) days after the matter in dispute or disagreement is alleged to have occurred. If a grievance is not received within this time, it shall be considered as a closed matter. Steps 1-3 require notifications within specific time limits. If notifications are not received or processed according to the policy, the matter in dispute shall be closed.

1. Step 1: The grievance shall first be discussed between the employee and the immediate supervisor within three (3) days of its filing. If the grievance is resolved, the employee and immediate supervisor will document the resolution of the grievance. The aggrieved employee shall document, in writing to the immediate supervisor, if a resolution was not met and why. If the grievance is not resolved with the immediate supervisor, it shall proceed to Step 2. The immediate supervisor shall document the issue and discussion for further consideration of the battalion chief.

2. Step 2: Within three (3) days from the date of discussion with the immediate supervisor, but not later than eleven (11) days after the act or omission giving rise to the grievance, the immediate supervisor shall present the grievance, in writing, to the battalion chief. The battalion chief shall meet with the employee and make such investigations as necessary. The battalion chief shall respond in writing to the aggrieved employee within six (6) days of his receipt of said grievance. If the grievance is resolved, the employee and battalion chief will document the resolution of the grievance. The aggrieved employee shall document, in writing to the battalion chief, if a resolution was not met and why. If the response does not resolve the grievance, it may proceed to Step 3.

3. Step 3: Within three (3) days from receipt of the written response from the battalion chief, the battalion chief shall present the grievance, in writing, to the Fire Chief or designee, accompanied by all correspondence and existing evidence on the matter. The Fire Chief or designee shall meet with the aggrieved employee and will make a determination within five (5) days from the date of submission to him. If the grievance is resolved, the employee and Fire Chief or designee will document the resolution of the grievance. The aggrieved employee shall document, in writing to the Fire Chief or designee, if a resolution was not met and why. The decision of the Fire Chief or designee shall be final and binding. If the aggrieved employee wishes to appeal the decision, the matter will be referred to the Appeals Board.

C. APPEALS BOARD HEARING

If a mutually satisfactory settlement cannot be reached between the Fire Chief or designee, and the employee in accordance with the grievance procedures in this section, or if the employee disagrees with the outcome of a pre-determination hearing, the employee shall file notice within five (5) days with the city administrator who serves as the chair of the district for final determination. An Appeals Board, consisting of the three city administrators, shall schedule a hearing as soon as possible.


If such notice is not filed within five (5) days the grievance shall be deemed withdrawn with prejudice.

The Appeals Board shall make a final determination on the matter and notify the aggrieved employee in writing within seven (7) days of the hearing. The decision of the Appeals Board is final. If an aggrieved employee chooses to take further legal action, they may proceed to district court.

If the Appeals Board, as defined in this section, determines that in order to provide a fair hearing as part of due process, the matter may be referred to an alternate appeals board of their choosing, consisting of a person, multiple persons, or panel.

D. MANAGEMENT RIGHTS

The district possesses the sole right to operate the district and all management rights remain with the district. It is the policy of the district to maintain specific rights, as administered by the Fire Chief or designee and upper management, for the purpose of efficient operation of the district.

1. Express Rights: The district possesses the sole right to operate the district and all management rights remain with the district. These rights include, but are not limited to, the following:

a) The right to hire, direct, assign, promote, transfer, classify, suspend, demote, discharge, or discipline employees;

b) The right to maintain the efficiency of its operations;c) The right to relieve any employee from duty, to reduce in force or lay off

any employee because of lack of work or lack of funds. Or for any other legitimate reason;

d) The right to determine appropriate staffing levels and work performance standards;

e) The right to determine the content of the work day including the work load, the number of days which will constitute the work week, the number of hours which will constitute the work day, and the specific day to be designated as payday;

f) The right to determine the quality and quantity of services offered to the public, and the manner and means of offering those services;

g) The right to issue, amend or revise policies, rules, regulations and practices it deems necessary to carry out all managerial and administrative prerogatives and;

h) The right to establish, change, combine, or eliminate jobs, positions, job classifications and descriptions.

2. Other Rights: The above are inclusive management rights, but other rights may also be possessed by the Fire Chief or designee.

3. Discipline Rights: The Fire Chief or designee has the right to suspend, demote, discharge or dismiss employees.


SECTION 10. SEPARATION OF EMPLOYMENT

A. EMPLOYEE TERMINATIONS

It is the policy of this district to deal with employees fairly and equitably. Should disciplinary action become necessary to the point of terminating employment, the district will deal with each employee according to this policy. The Fire Chief or designee has the authority to remove, accept resignation, or terminate employee for reasons designated within these policies. Employees are expected to turn in all district property assigned to them at the time of separation. In addition, all personal items must be removed from district property at the time of separation.

An employee who has completed the probationary period may be terminated or subject to disciplinary action if his/her performance or conduct is not satisfactory; if he/she proves unsuited to his/her work; or if for medical reasons he/she is no longer qualified for the position. Probationary employees, part-time employees, and interns may not appeal separation from district employment for any reason.


B. RESIGNATIONS-Effective: 06/30/2016

Employees who choose to leave district employment are asked to give written notice with at least two (2) weeks notice. Employees who do not give an appropriate notice may not be eligible for rehire. The Fire Chief or designee may shorten or waive the notice period.

C. DISCHARGE-Effective: 06/30/2016

Discharge may become necessary due to the employee's lack of ability or failure to fulfill the requirements of the job. Discharges can be unpleasant and costly, and the decision to discharge is not made lightly. Advance notice may or may not be given depending on the circumstances surrounding the termination.

D. OPEN DOOR (CONSTRUCTIVE DISCHARGE)-Effective: 06/30/2016

1. The district adheres to state law with regards to Constructive Discharge policies. If an employee wishes to file a Constructive Discharge claim, a notice, including alleged detrimental conditions, must be made in writing to Fire Chief or designee within 48 hours of occurrence.

2. Employees must wait for fourteen (14) calendar days after providing the written notice before they may resign.

E. REDUCTION IN FORCE-Effective: 06/30/2016


A reduction in force is the discontinuance of employment for any period of time when work assignments or a position is no longer required.


SECTION 11. RECORD KEEPING & PAYROLL

A. TIMEKEEPING-Effective: 06/30/2016

Accurately recording time worked is the responsibility of every employee. Federal and state laws require us to keep an accurate record of time worked in order to calculate employee pay and benefits. Time worked is all the time actually spent on the job performing assigned duties. Nonexempt employees should accurately record the time they begin and end their work. They should also record the beginning and ending time of any split shift or departure from work for personal reasons.

Overtime work must always be approved before it is performed. Altering, falsifying, tampering with time records, or recording time on another employee's time record shall result in disciplinary action, up to and including termination of employment. If corrections or modifications are made to the time record, both the employee and the supervisor must verify the accuracy of the changes by initialing the time record.

Exempt employees are responsible for accurately recording leave times.

Employees are also responsible for signing their time records to certify their accuracy. The immediate supervisor or manager will then review and initial the time records before submitting for payroll processing. In addition, if corrections or revisions are made to the time record, both the employee and supervisor must initial the changes on the time record as being accurate.

B. WORK PERIOD-Effective: 06/30/2016

The work period for firefighters will be 48 hours on duty, and 96 hours off duty method. The work period shall begin at 8:00am and continue for 48 hours. This work period is subject to modification based upon the fire protection needs of the Lone Peak Fire District.

C. SALARY ADMINISTRATION-Effective: 06/30/2016

The salary administration program helps the district have consistent pay practices, comply with federal and state laws, support our commitment to Equal Employment Opportunity, and offer competitive salaries within our labor market. If an employee has a question about compensation for a job or the district’s salary administration, speak with their immediate supervisor.

D. DEDUCTIONS-Effective: 06/30/2016

The district is required by law to deduct Federal and State Withholding Tax (where applicable) from an employee’s paycheck. The amount of tax is determined by earnings and the number of dependents that an employee claims. At year end employees will receive a W-2 form showing their total earnings and the amount of taxes withheld. Other deductions may include premiums for insurance, savings plan, garnishments, etc. If an employee believes that there has been an error in pay, he/she should contact the Fire Chief or designee.

E. SOCIAL SECURITY-Effective: 06/30/2016


The District does not participate in the Social Security Retirement program. Contact the human resources representative for full details.

F. DIRECT DEPOSIT-Effective: 06/30/2016

The district encourages direct deposit of paycheck to bank account(s). Employees can choose to have their check deposited in more than one account. For example, employees may elect to have some money put into checking as well as a savings account.

Please submit a voided check or bank deposit slip with the bank's routing number to the human resources representative to initiate direct deposit. It may take one or two pay periods before the transaction can be completed. In the meantime, employees will receive a manual check.

Remember to notify payroll before a change to the financial institutions where checks are being sent. It takes a week or two to retrieve a check that has been sent via electronic mail.

An employee may refuse to have their wages deposited by electronic transfer by filing a written request with the employer.

G. GARNISHMENT-Effective: 06/30/2016

A court-ordered legal claim against the wages of an employee by a creditor for non-payment of a debt and served by the constituted legal authority is called a garnishment, and it must be recognized and executed by the district. When a garnishment is received, the district will advise the employee that a garnishment has been served. The employee will be counseled to seek assistance in working out his/her financial problems.

H. FINAL PAYCHECK-Effective: 06/30/2016

The district follows the state regulations regarding deadlines for employees to receive their final paycheck. If employee is fired: within 24 hours. If employee quits: next scheduled payday. (Utah Code Ann. 34-28-5.) All district equipment must be returned prior to receipt of final paycheck.

I. CHILD SUPPORT-Effective: 06/30/2016

The district complies with the laws of the land regarding New Hire/Child Support Law. If employees are subject to a child support order, monies will be withheld from their paycheck in accordance with our state's regulations. Child support is the court-ordered payment by the non-custodial parent to the custodial parent for the care and welfare of the child.

J. PAY DAYS-Effective: 06/30/2016

All district employees are paid bi-weekly on Wednesday. If a holiday falls on a regular scheduled payday, payday will be on Thursday.

K. OVERTIME-Effective: 06/30/2016


There will be no partiality shown to any employee in the distribution of overtime.

As a condition of employment, an employee is expected to work overtime and on any shift when assigned by his/her immediate supervisor. In the event an employee has a justifiable excuse and is unable to work overtime, he/she should notify his/her immediate supervisor so that an alternate may be selected.

All overtime requests must be approved by assistant Fire Chief or designee. Overtime will be paid to hourly and salaried (nonexempt) payroll employees at the rate of 1-1/2 times regular base rate. No employees will be asked or required to take time off from his/her regular work schedule due to his/her having worked overtime.

To ensure that staffing levels are maintained adequately and that overtime is given consistently and judiciously, the following steps will be taken:

1. Only full-time employees are allowed to take scheduled overtime.

2. Overtime shifts will be scheduled by the operations battalion chief. The schedule administrator will update shifts as they become available. Employees will provide at least three (3) days of availability for every two (2) days they want to be scheduled. Experience, rank and certification will be considered. An employee may receive more shifts than another based on any of the above considerations.

3. No employee will be scheduled for more than six (6) overtime shifts in a month. However, if there is a vacancy on the schedule that must be filled on short notice a full-time employee may work that shift. All shifts including short notice and unscheduled overtime shifts will be announced via Fire Manager Communications System.

4. Scheduled overtime shifts are 12 hour shifts only. These shifts start at 0800 and end at 2000. At 2000 the employee working a scheduled overtime shift is on-call and encouraged to go home. When the employee on-call responds to a call-out they will be paid overtime wages for each hour worked. (Overtime hours will be calculated in 15 minute intervals) The battalion chief should adjust staffing when necessary to ensure safe, rapid and efficient responses.

5. Employees who do not turn in availability days before the due date may not be scheduled that month. Due dates will be posted after the schedule is made each month.

L. COMPENSABLE HOURS-Effective: 06/30/2016

Compensable hours of work for employees shall include all of the time during which the employee is on duty during scheduled and unscheduled periods in excess of a regular two-week pay period. The Fire Chief or designee must approve compensable hours in advance.

M. BREAKS-Effective: 06/30/2016

The district shall provide an official rest break of no more than 15 minutes day for each four (4) hours worked, unless an emergency situation requires longer periods. Employees are requested to remain on the work premises during the break periods.


N. SALARY REDUCTION (125) PLAN (PRE-TAX DEDUCTIONS)-Effective: 06/30/2016

Pre-Tax Premiums is a voluntary program that allows employees to pay the premiums for medical and dental benefits with pre-tax dollars. Under Section 125 of the Internal Revenue Code, employees may annually elect to reduce their taxable salary by the amount paid towards medical and dental premiums. Participation in the salary reduction plan can result in employees paying less federal, state and Medicare taxes, as well as reducing their contributions to a retirement plan.

Because of the tax savings employees receive, the federal government places certain restrictions on what can and cannot be done under this plan. This is an irrevocable choice, meaning changing their decision to have premiums deducted pre-tax, as well as canceling or changing the benefits associated with these deductions, is not allowed until the next open enrollment period unless employees experience a qualifying event as defined in federal law.


SECTION 12. PERFORMANCE EVALUATIONS

A. PERFORMANCE APPRAISAL -Effective: 06/30/2016

District policy is to review each employee's performance on an on-going basis to ensure that employees are performing their job to the best of their abilities as well to suggest areas for improvement and development. Performance reviews are conducted on an annual basis. Additional evaluations may be conducted by the Fire Chief or designee as deemed appropriate.

A performance review will be based on factors such as, quality and quantity of work, knowledge of employee’s job, initiative, attendance, personal conduct record and attitude toward their job and the other employees. The review presents an opportunity to discuss employee performance as well as to determine the areas for improvement or development.


SECTION 13. EMPLOYMENT CLASSIFICATIONS

A. EMPLOYEE CATEGORIES-Effective: 06/30/2016

It is important that employees understand the definitions of the employment categories at Lone Peak Fire District and know position classifications. The employment category helps determine an employment status and eligibility for benefits. If employees have questions or are not sure what their employment classification is, talk to the immediate supervisor.

These employment categories do not guarantee employment for any specific period. Employees became an employee voluntarily and their employment is at will. "At will" means that employees may terminate employment at any time, with or without cause or advance notice. Likewise, "at will" means that the district may terminate their employment at any time, with or without cause or advance notice, as long as it does not violate federal or state laws.

Depending on the job, employees are either nonexempt or exempt from federal and state wage and hour laws.

If employees are a nonexempt, full-time employee, they are entitled to overtime pay under the specific provisions of federal and state laws.

If employees are an exempt, full-time employee, they are excluded from specific provisions of federal and state wage and hour laws.

An employee’s exempt or nonexempt classification may be changed only with written notification by Lone Peak Fire District management. In addition, being a Nonexempt or Exempt employee, the employee may also belong to one of the following employment categories: hourly, part-time, intern, probationary.


SECTION 14. REIMBURSEABLE EXPENSES

A. GENERAL POLICY. With prior approval, legitimate expenses will be reimbursed by the district to the employee. Receipts should be required to reimburse the employee. Reimbursement may be in the form of petty cash or a separate check. Records must be kept reflecting the amount of reimbursement each employee has received.

B. TRAINING AND CONFERENCES. If required to attend training seminars, conferences, briefings, or gather information; an employee will be compensated, in addition to paying any tuition or fees, at their regular rate, not to exceed forty (40) hours in that week.

C. TRAVEL POLICY. 1. All travel outside of the district limits during work hours shall be authorized by the

Fire Chief, or designee. A log of all such travel exceeding a thirty (30) mile radius of the district shall be kept. This log shall include the reason for the trip, the time the employee departed, and the time the employee returned, and vehicle used.

2. Travel for legitimate district purposes in district vehicles may be authorized when the use of the vehicle does not detract from the operational needs of the district. Overnight use of district vehicles for travel purposes shall be authorized by the Fire Chief or designee. A Travel Authorization Form (see Appendix C, for details)

3. If travel is outside the range of service of the district’s repair shop, travel costs in conjunction with the use district vehicles shall be paid by the employee with receipts being kept for reimbursements.

4. All hotel (or other sleeping accommodations) and airplane (or other travelaccommodations) shall be arranged in advance for overnight trips and paid in advance of the trip. If such payment in advance is not possible, the district shall reimburse to the employee the cash amount of the cost of such sleeping and travel accommodations after receiving the appropriate receipts to verify that the employee has expended their own money for such purposes. Failure to produce a receipt in such circumstances will necessitate the withholding of reimbursement. Receipts for hotel accommodations, airline and ground transportation shall be turned into the district by the employee as a verification of attendance no matter what the form of payment. If airline service is available to the conference and the individual elects to drive, the mileage reimbursement shall not exceed the cost of the lowest airfare. If an employee elects to use his or her own vehicle when another form of transportation is prescribed by the district, the district will not cover the employee’s vehicle for property damage insurance.

5. Use of an employee’s personal vehicle may be authorized when circumstances warrant. The employee shall keep track of the mileage associated with the approved travel and submit a request for reimbursement to the Fire Chief or designee based upon this record. The mileage rate will be consistent with the established rate used for Internal Revenue Service travel deductions. In lieu of reimbursement for mileage and the assignment of district vehicles, specific district employees may be authorized a monthly travel allowance, according to regulations approved by the Fire Chief or designee.

6. All registration fees, etc., will be paid in advance by check. If this is not possible, the employee will be reimbursed for their own expenditure for registration fees,


etc. after presentation of a valid receipt in conjunction with previously authorized travel.

7. The amount of thirty five dollars ($35.00) shall be granted as the maximum daily per diem allowance for district employees engaged in travel on the district’s behalf outside of the Wasatch Front (between Logan to the north and Payson to the south). The amount of forty five dollars ($45.00) shall be granted as the maximum daily per diem allowance for the district employees engaged in travel on the district’s behalf outside the State of Utah. No per diem shall be authorized for spouses of employees or others traveling with the employee at their own expense (Please note: the Fire Chief or designee, however, may authorize the cost of a double rather than a single hotel room to accommodate the travel of a spouse with an employee). Receipts shall not be required for per diem advancements or compensation unless the employee requests reimbursement above the authorized amount.

8. Travel that requires less than a full day may be compensated, by the Fire Chief or designee, by the following specific per diem allowances:a. Breakfast: Eight dollars ($8.00) maximum, when function (meeting/

activity) begins before 8:00 a.m.b. Lunch: Twelve dollars ($12.00) maximum, when function (meeting/

activity) begins before 11:00 a.m. and ends after 3:00 p.m.c. Dinner: Fifteen dollars ($15.00) maximum, when function (meeting/

activity) ends after 7:00 p.m.d. These amounts may be either advanced after submission and approval of

travel request, or reimbursed after presentation of receipts.9. When meals are provided as part of the training registration fee, the per diem per

meal according to the above section, shall be excluded from the maximum daily per diem allowance.


SECTION 15. BENEFITS

A. BENEFIT CONTINUATION – COBRA-Effective: 06/30/2016

The federal Consolidated Omnibus Budget Reconciliation Act (COBRA) was enacted to ensure that employees and their dependents can continue their health insurance once they are no longer eligible under our health plan.

There are strict rules about when employees are eligible for COBRA benefits. COBRA allows an eligible employee and/or dependents to choose to continue their health insurance when a "qualifying event" happens. Qualifying events include the employee's resignation, termination, leave of absence, shorter work hours, divorce, legal separation, or death. Another qualifying event is when a dependent child stops being eligible for coverage under their health insurance.

If employees continue their insurance under COBRA, they will pay the full cost of the insurance at the group rates plus an administration fee. When employees are eligible for the district’s health insurance plan, they will receive a written notice describing their COBRA rights. This notice contains important information about rights and what to do if employees need COBRA so it is important that they read it carefully and maintain it with their insurance documents.

If employees have any questions regarding COBRA, please contact the human resources representative. Utah offers plans with 2-19 employees the ability to qualify for 6 months.

B. UNEMPLOYMENT INSURANCE (UI)-Effective: 06/30/2016

Lone Peak Fire District pays the entire cost of unemployment insurance. This insurance provides a weekly income for those who may be laid off or who may have lost their job through no fault of their own. The amount of this income varies with the individual and state in which he/she resides because it is based on average earnings.

Eligibility requirements and the amount of benefits that employees may receive are specified by state law.

C. WORKERS' COMPENSATION BENEFITS-Effective: 06/30/2016

Employees are provided Workers' Compensation coverage from the day they begin work. Lone Peak Fire District pays the entire cost of this coverage. Employees are covered by Workers' Compensation if they are incapacitated by injury or illness arising out of their employment.

Employees must report all accidents to their supervisor immediately, regardless of how minor. If a work-related injury requires medical attention by a physician or any other medical facility that produces a bill, a claim must be made out the same day by the employee's supervisor. If the injury causes the person to be away from work beyond three days, this injury must be reported to the state Workers' Compensation Division. The employee's supervisor is responsible for submitting a copy of the original claim to the state office.


Additionally, a copy of this claim must be forwarded to the human resources representative, who will forward it to the insurance company. Employees are not authorized to go to a physician without first advising their supervisor or manager. Employees will not be eligible for regular compensation or vacation or holiday pay in addition to any Workers' Compensation received.

D. RETIREMENT PLAN-Effective: 06/30/2016

Lone Peak Fire District has a Retirement Plan to provide eligible employees (those who have completed sufficient service) with a monthly pension benefit upon retirement. All regular full-time employees and part-time employees who work at least one thousand five hundred sixty (1,560) hours per year are eligible to participate in the Retirement Plan. Participation in the plan begins upon full-time hiring.

The details regarding Lone Peak Fire District and employee contributions, vesting, administration, and investments are provided in the Summary Plan Description, which is available from human resources representative.

E. EMPLOYEE ASSISTANCE PROGRAM (EAP)-Effective: 06/30/2016

Lone Peak Fire District's EAP is designed to provide confidential assistance to employees who are having personal problems by providing professional consultation, assessment, and referral. The EAP is available to employees and their families at no charge to assist with a variety of problems. Contact the human resources representative for further details.

F. EMPLOYEE BENEFITS-Effective: 06/30/2016

Eligible employees at Lone Peak Fire District receive many benefits. Some benefits are required by law and cover all employees. The legally required benefits include retirement, workers' compensation, and unemployment insurance.

There are several factors that decide if employees are eligible for a benefit. One important factor is their employment classification. See the human resources representative to find out which benefit programs employees are eligible.

This employee handbook contains policies describing some of the benefit programs. Additional information may be obtained from the human resources representative.

G. SHORT TERM DISABILITY-Effective: 06/30/2016

Lone Peak Fire District has a short-term disability (STD) benefits program for eligible employees. STD benefits are paid to eligible employees who cannot work because of qualifying disability conditions caused by an injury or illness.

Full-time employees are eligible for the STD plan. Eligible employees may participate in the STD plan subject to the terms and conditions of the agreement between Lone Peak Fire District and its insurance carrier. If the disability comes from being pregnant or a pregnancy-related illness, it will be treated the same as any other illness that prevents an employee from working.

If the disability is covered by Workers' Compensation, it is not covered by the STD plan. There are more details in the STD Summary Plan Description including how much can


be paid and when, the limits, the restrictions, and what is not covered. If employees have questions about STD benefits, contact the human resources representative for more information.

H. LONG TERM DISABILITY-Effective: 06/30/2016

Lone Peak Fire District provides long-term disability (LTD) benefits to eligible employees who have an illness or injury that result in a long-term absence. Our LTD plan is designed to ensure a continuing income in the event an eligible employee becomes disabled and unable to work.

Full-time employees are eligible to participate in the LTD plan. Eligible employees may participate in the LTD plan subject to the terms and conditions of the agreement between Lone Peak Fire District and its insurance carrier. If employees are eligible, they may begin LTD coverage after they have completed 180 calendar days of service.

The LTD benefits will be offset by any amounts employees receive under Social Security or Workers' Compensation for the same time period. Employees will find details about the LTD benefits plan including benefit amounts, limitations, and restrictions in the Summary Plan Description. And if employees have questions, the human resources representative can provide more information.

I. 401(K) SAVINGS PLAN-Effective: 06/30/2016

Lone Peak Fire District has established a 401(k) savings plan to provide employees with the potential for financial security in their retirement. Eligible employees may participate in the 401(k) plan subject to all terms and conditions of the plan.

The 401(k) savings plan allows employees to elect how much salary they want to contribute and direct the investment of the plan account, so employees can tailor their own retirement package to meet their individual needs. Lone Peak Fire District may also contribute an additional amount (to be determined each year) to each employee's 401(k) contribution.

Because employee contributions to a 401(k) plan is automatically deducted from their pay before federal and state tax withholdings are calculated, employees save tax dollars now by having their current taxable amount reduced. While the amounts deducted generally will be taxed when they are finally distributed, favorable tax rules typically apply to 401(k) distributions.

Complete details of the 401(k) savings plan shall be made available. Employees can contact the human resources representative for more information about the 401(k) plan.

J. HOLIDAYS-Effective: 06/30/2016

The district provides the following holidays to all full-time, exempt eligible employees. The district observes the following holidays:

1. New Year’s Day, January 1st;2. Civil Rights Day, 3rd Monday in January;3. Presidents Day, 3rd Monday in February;4. Memorial Day, last Monday in May;5. Independence Day, July 4th;


6. Pioneer Day, July 24th;7. Labor Day, 1st Monday in September;8. Veteran’s Day, November 11th;9. Thanksgiving Day, 4th Thursday in November;10. Family Day, Day after Thanksgiving;11. Christmas Eve, December 24th;12. Christmas Day December 25th;

For full-time exempt employees, the following shall apply: When a holiday falls on Sunday, the following Monday shall be observed. When a holiday falls on Saturday, the preceding Friday will be observed. Certain holidays, such as Christmas Eve, shall be observed on the day on which it falls. Exempt employees will be allowed a different day off with pay.

Nonexempt employees whose shift begins on a designated holiday, will be paid for the holiday at their overtime hourly rate (Overtime hourly rate: 1-1/2 times hourly rate) for the shift worked.

K. INSURANCE

Refer questions regarding insurance (i.e. medical, dental, etc.) to the district’s human resources representative.


SECTION 16. FAMILY AND MEDICAL LEAVE ACT (FMLA)

A. FAMILY MEDICAL LEAVE ACT (FMLA)-Effective: 06/30/2016

District employees are covered by the federal Family and Medical Leave Act (the "FMLA") and will comply with the requirements of the Act. Under the provisions of the FMLA, eligible employees are entitled to take a leave for the following reasons:

1. Parental Leave:a) Birth of a child or in order to care for a child (must be taken within twelve

months of the birth);b) The adoption or foster care of a child (must be taken within twelve months

of the adoption or placement in foster care).

2. Medical Leave:

a) The need to care for an employee's spouse, son, daughter, or parent who has a serious health condition; or

b) The employee's own serious health condition.

Children must be either under the age of eighteen or older and "incapable of self-care" because of a mental or physical disability.

An employee is entitled to a total of twelve weeks of FMLA-covered leave within a rolling twelve month period, measured backward from the date of the most recent request for a covered leave of absence. This means that each time an employee requests a leave under the provisions of this policy, the available time for a leave of absence will be the balance of the total twelve weeks that has not been used during the twelve month period immediately preceding the commencement of leave.

B. ELIGIBILITY

To be eligible for leave, an employee must have been employed for at least twelve months and have worked for at least 1,250 hours during the twelve month period immediately preceding the commencement of leave. The twelve months need not be consecutive; however, employment prior to a continuous break in service of 7 years or more will not be counted unless the break is due to an employee's fulfillment of military obligations or governed by a collective bargaining agreement or other written contract.

Employees may be eligible for additional leave if he/she is a spouse, son, daughter, parent or next of kin of a current member of the Armed Forces, including members of the National Guard or Reserves, with a serious injury or illness. Employees may take up to twenty-six weeks of leave in a single twelve month period to care for the service member. This leave is not in addition to the twelve weeks available for other FMLA reasons.

C. SERIOUS HEALTH CONDITION


Serious health condition means an illness, injury, impairment or physical or mental condition that involves inpatient care in a hospital, hospice or residential medical care facility or continuing treatment by a health care provider which prevents an employee or family member from performing the functions of their job. Please contact the immediate supervisor if employees have any questions regarding what qualifies as a serious health condition.

D. NOTICE REQUIREMENTS

Anyone requesting a leave of absence under this policy should see his/her supervisor and complete the proper leave request form. Where the need for leave is known in advance, the request must be submitted at least thirty (30) days prior to the desired beginning of the leave of absence. Failure to give at least thirty (30) days' notice of foreseeable need for a leave of absence may delay the start of such leave until thirty days after the date the notice is received by the district. If the request is less than thirty (30) days, the employee may be required to give an explanation of why advance notice was not feasible. If timely notice is not given, the period of delay counts as a non-FMLA absence.

If the need for a leave is not foreseeable or is an emergency situation, the employee must provide at least verbal notification to their immediate supervisor as soon as possible and must follow our call-in procedures. Employees must supply sufficient information to enable Lone Peak Fire District to determine if the leave qualifies for FMLA and the duration and timing of the leave.

E. CERTIFICATION OF THE NEED FOR LEAVE

Any employee who needs to have an FMLA-covered Medical Leave of Absence must present certification of the need for a leave of absence along with the leave request form. This certification must be provided within fifteen (15) days of the request unless it is not feasible under the circumstances. The human resources representative has forms available for an employee to have completed by their health-care provider. Failure to provide certification may result in the employee's leave being delayed, denied, or revoked. Note: The district reserves the right to a second or third medical certification at our expense.

The district also reserves the right to require recertification of the continuance of a serious health condition every six months. Recertification may also be required if:

1. An employee requests an extension of leave;2. Circumstances described by the original certification have changed significantly;3. The district receives information that casts doubt upon the continuing validity of

the certification; or4. An employee is unable to return to work because of the continuation, recurrence,

or on-set of a serious health condition.

F. INTERMITTENT LEAVE

Generally, FMLA leave must be taken in a single block. Under certain circumstances, however, FMLA leave may be taken on an intermittent or reduced work schedule basis. A Parental Leave of Absence may be taken intermittently or on a reduced work schedule


basis if the employee and the district can agree on the schedule requested by the employee.

A Medical Leave of Absence may be taken intermittently or on a reduced work schedule basis if the requesting employee produces the required certification that there is a medical need for a leave of absence and that the medical need is best accommodated through an intermittent leave or reduced work schedule. NOTE: Lone Peak Fire District reserves the right to require a second or third medical opinion in appropriate cases where authorized to do so by the FMLA.

If medical leave is requested on an intermittent or reduced work schedule basis, the district may, at the discretion of management, transfer the employee temporarily to an available alternative position for which the employee is qualified and which better accommodates recurring periods of leave than does the employee's regular position. Any such transfer will be to a job that offers pay and benefits that are equivalent to those available in the employee's regular job. Employees on unforeseeable intermittent leave will not be required to transfer to an alternative job.

A fitness for duty certification can be required every thirty (30) days in the case of intermittent or reduced schedule leaves if reasonable safety concerns exist. The employee has fifteen (15) days to provide this certification.

G. FMLA LEAVE IS UNPAID LEAVE

Employees on approved FMLA leave of absence will be required to use any earned, unused vacation days during the approved leave of absence unless the leave is for the employee's own serious health condition. Employees must follow the same terms and conditions of our leave policy as those employees not on FMLA. Lone Peak Fire District and employee may mutually agree to supplement Worker's Compensation or other disability benefits with any other form of paid time off benefits the employee may be entitled to, if state law permits.

H. SPOUSE AGGREGATION

In the case where both an employee and his/her spouse are employed by Lone Peak Fire District, the aggregate number of weeks to which both employees are entitled because of the birth or placement of a child or to care for a parent with a serious health condition will be limited to twelve workweeks during any twelve month period. This limitation does not apply in instances where leave is taken because of an employee's own serious health condition or to care for a spouse or child with a serious health condition.

I. HEALTH INSURANCE

An employee away from work due to FMLA leave may continue medical insurance coverage while on leave by timely payment of his/her portion of the monthly insurance premium on the same day such payment would be required if payment were made by payroll deduction. Where the need for family leave of absence is foreseeable, the employee will be asked to sign an agreement before the leave of absence begins that:

1. Discloses the amount that the employee must remit on a timely basis to retain the coverage; and


2. Indicates that the employee understands his/her insurance premium payment obligations.

If the FMLA leave is not foreseeable, this agreement must be signed as soon as possible after the leave begins. An employee's failure to pay premiums within thirty (30) days of the due date for such premiums will result in the loss of his/her insurance coverage. If an employee does not return to work at the end of an approved FMLA leave, he/she may be required to repay the district for the insurance premiums it paid.


SECTION 17. LEAVES OF ABSENCE

A. VACATION POLICY-Effective: 06/30/2016

Paid vacation is one of the ways Lone Peak Fire District recognizes length of service and performance and to show our appreciation by providing time off with pay.

Each permanent, full-time district employee, hired after July 1, 2016, shall accrue annual leave at the following rate:

1. Up to five (5) years of service, one hundred twenty (120) hours per year accrued at a rate of 4.61 hours per day period.

2. Five to ten (5 to 10) years of service, one hundred eighty (180) hours per year accrued at a rate of 6.92 hours per pay period.

3. Ten (10) years and above years of service, two hundred forty (240) hours per year accrued at a rate of 9.23 hours per pay period.

Annual leave will be scheduled through the supervisor so as to meet the operating requirements of the district and insofar as possible, the preference of the employee. All leave requests shall be submitted at least forty-eight (48) hours in advance to the battalion chief. However, the battalion chief may allow less advance notice based on district and employee need.

New employees shall accrue annual leave beginning from the date of hire, but shall not be eligible to take accrued leave until satisfactorily completing the 90-day period following start of employment.

Employees may accumulate annual leave. Annual leave may be earned to a maximum of two hundred forty (240) hours. Annual leave in excess of the maximum may be earned during a calendar year, but must be used before the end of the same calendar year. Remaining hours in excess of the maximum amount carried to the next calendar year shall be forfeited.

Eligible employees earn paid vacation based on length of continuous service, starting with their first year and increasing throughout their service in a pre-determined accrual formula. Please contact an immediate supervisor for more details.

Regular, full-time employees are eligible to earn paid vacation based on the following requirements:

1. Completion of the required number of years of continuous employment. In order to qualify for paid vacation an employee must have worked at least 1,250 hours in the twelve-month period preceding the anniversary date.

2. Time off for which the employee receives pay from the district, excluding leaves of absence, will count as hours worked for purpose of vacation eligibility. The employee will have one (1) year from the day on which he/she earns vacation to take his/her vacation.

3. Vacation periods should be scheduled as far in advance as possible. Vacation periods should be scheduled and approved by employee's supervisor at least two (2) weeks prior to the date requested. Preference in selection of dates will be granted


based on length of service.4. Each supervisor will maintain a vacation schedule for his/her group and a record of

the vacation time taken by each employee.5. A written authorization should be submitted in all instances where the employee is

granted a vacation day(s). Scheduled vacation must be canceled no later than the end of the work shift on the last workday prior to the scheduled vacation time.

6. Vacation days cannot be borrowed from future years. Employees on leave of absence or layoff on their anniversary date will be eligible to receive earned vacation pay provided they have worked the minimum 1,250 hours in the preceding twelve-month period.

At termination, employees with less than one (1) year of continuous service, who have not met eligibility requirements, will not be entitled to vacation. Employees with more than one (1) year of continuous service will be paid any earned unused vacation for the previous year plus any prorated vacation for the current year provided the employee has met the minimum hours requirement. Vacation will be prorated based on completed years of service.

B. SICK LEAVE-Effective: 06/30/2016

Lone Peak Fire District provides paid sick leave benefits to eligible employees who are temporarily absent due to illness or injury. Only full time employees are eligible for sick leave.

If employees are eligible, they will accrue sick leave benefits at the rate of shall earn one hundred forty-four (144) hours of sick leave per year. Sick leave shall accumulate at a rate of 5.54 hours per pay period. Sick leave benefits are calculated on the basis of a "benefit year". A "benefit year" is the 12 month period that begins when employees start earning sick leave.

Employees shall be paid their current hourly rate for each hour of sick leave used. The same amount will be deducted from sick leave accrual.

Employees may not take less than four (4) hours sick leave on an occurrence. Employees may use sick leave benefits to be absent because they are ill or injured. Employees can also use sick leave to be absent because of the illness or injury of their child, parent, or spouse.

If employees cannot report to work because of an illness or injury, they should notify their supervisor before the scheduled start of their workday, if possible. The supervisor must also be contacted on each additional day of absence. Before employees can return to work after a sick leave absence of two (2) shifts (24- hour each shift) or more, they must provide an authorized medical professional’s statement that they may safely return to work.

If the employee has had a significant injury or illness that requires time off for rehabilitation, the employee must provide a signed, “fit for duty” release from an authorized medical professional.

The Fire Chief or designee may require that an employee submit a certificate signed by a physician for each incident of sick leave usage after it has been determined that an


employee has used an excessive amount of sick leave. “Excessive” shall mean in excess of six (6) incidents of sick leave usage in a twelve (12) month period. Said physician’s certificate shall state the nature of the illness and indicate that the employee is now able to perform their required job functions.

Employees shall report to work if recovery of illness is made during the normal work hours. Any gainful employment, pursuit of personal business, recreation, travel for recreation or non-sick leave purposes, or other such activity when an employee is on such leave is considered evidence of abuse of sick leave, and will be subject to discipline unless approved, in advance by the Fire Chief or designee and must include a statement from an authorized medical professional.

An employee who is incapacitated due to non-service incurred accidents or illness shall be entitled to draw their full wage against accrued sick leave then annual leave accrued to their benefit. In accordance with FMLA standards, and upon exhausting all available leave, the district, at the sole discretion of the Fire Chief or designee, shall determine whether the employee shall be retained in his/her current position and in district employment. Contributions to any health plan by the district shall continue only to the extent of accrued sick or annual leave during the time of absence from work from the district.

Sick leave benefits will be calculated based on an employee’s base pay rate at the time of their absence. Sick leave benefits do not include any special forms of compensation, such as incentives, overtime, or holiday.

If employees are on sick leave for an extended absence because of an illness or injury, they also must apply for any other available compensation and benefits, such as Family Medical Leave Act (FMLA). Sick leave benefits will be used to supplement any payments that they are eligible for from state disability insurance, Workers' Compensation, or Lone Peak Fire District provided disability insurance programs. The combination of these disability payments and sick leave may not be more than the employee’s normal weekly pay.

Sick leave benefits are meant to provide income protection in the case employees are ill or injured. They may not be used for any other absence.

For employees with ten (10) or more years of service, upon termination for any reason excluding disciplinary termination, sick leave hours accrued shall be computed based upon the employee’s hourly rate, and shall be paid at the rate of fifty percent (50%) of the accrued sick leave hours not to exceed two hundred (200) hours of pay.

Employees with fifteen (15) or more years of service, upon retirement under the provisions of the Utah Retirement System, or employees, who retire under the provisions of the Social Security Act, shall be paid for fifty percent (50%) of accrued unused sick leave not to exceed three hundred (300) hours of pay.


C. BEREAVEMENT-Effective: 06/30/2016

In the event of the death of an employee's family member, as listed below, bereavement may be granted:

12 hours

Uncle, Aunt, Nephew, Niece, Cousin, Spouses grandparent

24 hours

Daughter-in law, son-in-law, mother-in-law, father-in-law, sister-in-law, brother-in-law, own grandparent

48 hours

Spouse, parent, step-parent, child, step-child, grandchild, brother, sister

All bereavement requests must be pre-approved by the battalion chief. Time off is paid. Time off will be given up to the maximum leave, at the discretion of the Fire Chief or designee. If more than the designated days are needed, the employee is permitted to take vacation days, or leave without pay, with the approval of the Fire Chief or designee.

Part-time and temporary employees may take bereavement leave. Part time employees are not eligible for paid time off for bereavement.

D. WITNESS DUTY-Effective: 06/30/2016

If employees receive a subpoena to testify in court, Lone Peak Fire District will give them time off to be a witness. If employees are summoned to be a witness for Lone Peak Fire District or if the district asks them to testify, they will give the employee time off with pay.

If employees have to go to court to be a witness for someone other than Lone Peak Fire District they may use any available paid leave benefits they have, such as vacation, to be paid for any unpaid time off they have to take.

If employees need time off to be a witness, show the subpoena to the immediate supervisor as soon as it is received. The district expects employees to report for work whenever they are not needed in court.

E. MILITARY CAREGIVER LEAVE-Effective: 06/30/2016

The Military Caregiver Leave permits eligible employees to take up to twenty-six (26) weeks of leave to care for a covered service member during a single twelve (12) month period. A covered service member is a current member of the Armed Forces, including a member of the National Guard or Reserves, who has a serious injury or illness incurred in the line of duty on active duty that may render the service member medically unfit to perform his or her duties for which the service member is undergoing medical treatment, recuperation, or therapy, or is in outpatient status, or is on the temporary disability retired list.

Caregiver may be a spouse, son, daughter, parent or next of kin of the covered service member. The same timing requirements for certification apply to all requests for FMLA Leave, including those for military leave.

1. Employee Notice: Employees must provide thirty (30) days advance notice of the need to take Military Caregiver Leave. If leave is foreseeable but thirty (30) days' notice is not possible, the employee must provide notice as soon as possible - generally, either the same or next business day. The employee must provide


notice of the need for foreseeable due to a qualifying exigency as soon as feasible.

2. Certification: The same timing requirements for certification apply to all requests for FMLA Leave, including those for military leave. Spouses employed by the same employer are limited to a combined total of twenty-six (26) work weeks in a single twelve (12) month period if the leave is to care for a covered service member with a serious injury or illness, and for the birth and care of a newborn child, for placement of a child for adoption or foster care, or to care for a parent who has a serious health condition.

3. FMLA Leave may be taken intermittently whenever medically necessary to care for a covered service member. FMLA may also be taken intermittently for a qualifying exigency arising out of the active duty status or call to active duty of a covered military member. When leave is needed for planned medical treatment, the employee must make a reasonable effort to schedule treatment so as not to unduly disrupt the employer's operations.

F. MILITARY FAMILY LEAVE Effective: 06/30/2016

The district complies with the Military Family Leave entitlements under the Family and Medical Leave Act (FMLA). Eligibility requirements are identical to those required under FMLA:

1. Employee must have completed twelve months of employment. Employment need not be consecutive; however employment prior to a continuous break in service of seven (7) years of more will not be counted unless the break is due of employee's fulfillment of military obligations;

2. Employee must have worked for 1,250 hours over the previous 12 months;3. Employer must have 50 employees within 75 miles.

Exigency Leave: Eligible employees with a spouse, son, daughter, or parent on active duty or call to duty status in the National Guard or Reserves in support of a contingency operation may use their twelve (12) week leave entitlement to address certain qualifying exigencies. Employees may not take leave if the family member is in the regular Armed Forces. The call to duty must be federal, not state.

Qualifying exigencies include any one or more of the following non-medical, non-routine activities:

1. Short-term notice deployment activities2. Military events and related activities3. Childcare and school activities4. Financial and legal arrangements5. Counseling activities6. Rest and recuperation activities7. Post-deployment activities, and/or8. Additional activities as mutually agreed upon between employee and the district.

G. MILITARY LEAVE-Effective: 06/30/2016


Lone Peak Fire District will grant a military leave of absence if employees are absent from work because they are serving in the U.S. uniformed services in accordance with the Uniformed Services Employment and Reemployment Rights Act (USERRA). Employees must give the human resources representative advance notice of upcoming military service, unless military necessity prevents advance notice or it is otherwise impossible or unreasonable.

Employees will not be paid for military leave. However, they may use any available accrued paid time off, such as vacation or sick leave, to help pay for the leave. Continuation of health insurance benefits is available as required by USERRA based on the length of the leave and subject to the terms, conditions and limitations of the applicable plans for which employees are otherwise eligible.

Employee benefits, such as vacation, sick leave, or holiday benefits, will not accrue during a military leave. When employees return from leave, the benefits will start accruing again. If employees are on military leave for up to thirty (30) days, they must return to work on the first regularly scheduled work period after their service ends (allowing for reasonable travel time). If employees are on military leave for more than thirty (30) days, they must apply for reinstatement in accordance with USERRA and applicable state laws.

When employees return from military leave (depending on the length of military service in accordance with USERRA), they will be placed either in the position they would have attained if they had stayed continuously employed or in a comparable position. For the purpose of determining benefits that are based on length of service, employees will be treated as if they had been continuously employed.

If employees have questions about military leave, contact the human resources representative for more information.

H. PREGNANCY LEAVE-Effective: 06/30/2016

If a pregnant employee is temporarily unable to perform her job because of pregnancy she will be treated the same as any other temporarily disabled employee.

Pregnant employees are permitted to work as long as they are able to perform their jobs. If an employee has been absent from work as a result of a pregnancy-related condition and recovers, she will be able to return to work.

The district will hold the position open for a pregnancy-related absence the same length of time jobs are held open for employees on sick or disability leave.

I. VOTING-Effective: 06/30/2016

Lone Peak Fire District encourages employees to fulfill their civic responsibilities by voting in elections.

Non-exempt employees are allowed up to two (2) hours of paid leave to vote if they are not already off work at least three (3) hours during the time the polls are open. They must apply for time off before Election Day. If the employee requests time off at the beginning or end of the work shift, the district will grant that request.

J. JURY DUTY-Effective: 06/30/2016


Lone Peak Fire District encourages employees to fulfill their civic responsibilities by serving jury duty when required. If employees receive a jury duty summons, show it to their immediate supervisor as soon as possible so that arrangements can be made to accommodate the possible absence from work.

Employers may not discriminate or otherwise coerce an employee because they are serving or may serve on a jury. Full-time employees are not required to utilize their regular leave time for jury duty. Compensation for jury duty shall either be provided by the district or the court, but not from both.


SECTION 18. GENERAL SAFETY

A. SAFETY-Effective: 06/30/2016

The Occupational Safety and Health Act (OSHA) require all employers to provide a safe and healthful workplace for their employees. In this regard, it is important that adequate policies and procedures be developed and adhered to in order to ensure safe, efficient operating conditions, thereby safeguarding employees and facilities.

The district will not knowingly permit unsafe conditions to exist, nor will it permit employees to indulge in unsafe acts. Violations of district rules and regulations will result in disciplinary action. The district believes that the safety of employees and physical property can best be ensured by a meaningful program. All employees are responsible for their own safety.

1. Employee: Since the employee on the job is frequently more aware of unsafe conditions than anyone else, employees shall immediately notify his/her immediate supervisor of any working condition or machinery that is unsafe. Employees who in the course of their duties fail to observe or correctly apply established safety practices or do not use appropriate safety equipment as provided by the district shall be subject to disciplinary action. The foregoing also applies to the operation of district equipment and district vehicles.

2. Supervisors: A supervisor should remain alert at all times to dangerous and unsafe conditions, so that he/she may recommend corrective action, discipline employees who habitually create or indulge in unsafe practices, assess new or changed situations for inherent dangers, and follow up on employee suggestions for corrective action so that unsafe conditions are not instituted or permitted to continue.

B. BLOODBORNE PATHOGENS POLICY-Effective: 06/30/2016

In the event an injury results in the release of blood of other bodily fluids which would contain pathogens, i.e., HIV or HBV (hepatitis), immediately take steps to insure the injured party is given first aid according to our safety policy.

Spilled fluids are not to be cleaned up without the proper protective equipment and materials. The spilled bodily fluids must be cleaned up according to the following procedure:

1. Notify the appropriate supervisor as to the identity of the person(s) doing the cleaning and the circumstances surrounding the injury.

2. Put on protective gloves.3. Spread absorbent material on the spilled fluids. Place contaminated material in a

leak-proof plastic bag.4. Sanitize the area with the solution provided in our Emergency First Responder

kit.5. Follow up with cleaning the affected area with hot, soapy water.6. Remove gloves and place in the bag with the contaminated material.


7. Discard the bag in the trash containment area.8. Wash hands thoroughly in hot, soapy water.After the cleanup is completed and checked by the supervisor, the supervisor should complete an accident report according to our safety policy.


SECTION 19. E-MAIL, INTERNET, PHONE USAGE

A. SOCIAL NETWORKING POLICY-Effective: 06/30/2016

Lone Peak Fire District recognizes that social media is an integral part of doing business today. The proper role of social networking is to convey information about the district, its products and services, search for possible new markets and discuss district activities and events.

Only persons authorized to do so may prepare or modify content for the district's official website(s) and/or blogs. Employees are expected to comply with the following guidelines:

1. Employees must identify themselves by name and their position in the district.2. Written approval to publish copyrighted information must be obtained in advance.

If employees are using information provided by another person, be certain they have permission to use it and acknowledge the author's contribution.

3. Maintain the highest level of professionalism. Be respectful to all, the district, co-workers, customers and competitors. Remember employees represent the district and will be held responsible for their posts.

4. Do not disclose any confidential information about the district and/or its customers.

5. Check facts before they are published. Honesty is imperative as information can be verified quickly on the Internet. False statements will damage both the district and their credibility.

6. Promptly correct mistakes to avoid misunderstanding and irritation.

B. PERSONAL BLOGS/SOCIAL NETWORKING

Employees are not allowed to use district-owned equipment, including computers, district licensed software or other electronic equipment or facilities on district time to conduct personal blogging or social network activities.

1. Employees may not use the district logo or trademark on their personal blogs or networks.

2. Employees may not post photographs of other personnel, customers, or others on personal posts.

3. Employees are not to link from a personal blog or social network to the district's internal or external websites.

4. Bloggers are responsible for their commentary on personal blogs and social networks. Bloggers can be held personally liable for commenting that is slanderous, obscene, defamatory or libelous by any offended party.

5. Social networking and blogging must be done on the employee's equipment during breaks and shall not contain district information.

If employees have any questions regarding the proper use of social networking/blogging, please contact human resources representative.

C. CELL PHONE USE-Effective: 06/30/2016


Lone Peak Fire District complies with state laws regarding the use of electronic devises while in a district vehicle.

This policy shall outline proper workplace practices are followed and State/Federal law as well as local policies are adhered to. When on duty as a non-exempt employee Lone Peak Fire will strictly regulate the use of such devices to protect the district from several areas of liability. This policy will be strictly enforced and the violation will be grounds for discipline up to termination. Use of personal cell phones is discouraged while on duty, as it is disruptive to our mission and has been a source of policy and law violations. For this purpose the following policy will be immediately implemented.

1. Station phones or district-issued cell phones may be provided for official use only. Short personal calls are allowed within reasonable time limits. Business for gain is not to be conducted on duty. Phone logs and records of the station or district-issued cell phone is the property of the fire district.

2. Personal cell phones are allowed to be brought to work while an employee is on duty; however a strict guideline will be followed for these devises:a) Personal calls to family or other non-business associates will be short in

nature and will not be made or taken during emergency calls, inspections, training, tours, or any other active fire district activity. If a personal emergency occurs, employees may attend to the call after receiving permission from their supervisor.

b) Personal business, other employment, or non-district business will not be conducted while on duty for Lone Peak Fire District. This includes, but is not limited to, internet use, social media, security monitoring, texting, or placing/receiving calls from customers, coworkers, or employees from a personal business or other employment. Due to the nature of shift schedules, preapproved limited activity may be allowed by the battalion chief.

c) The district adheres to the premise that employees have an expectation of privacy during personal conversations. It is prohibited to record or video another employee without their knowledge, with an electronic device, including a personal cell phone. Any recordings or videos made while on duty become property of the district.

d) Taking pictures or videos of an emergency activity, event, or while conducting district business, with personal cell phones or cameras while on duty, is prohibited without battalion chief authorization. All pictures or videos taken while on duty with a personal cell phone are considered property of the fire district, and shall be remitted to the Fire Chief or designee before transmission or viewing.

3. Violation of this policy shall be grounds for disciplinary action, up to and including termination. Federal and State regulations may also apply and include possible jail time and fines. Erasing pictures, videos, phone records or electronic files, or destruction of district information, taken on duty from a personal cell phone, may also be grounds for disciplinary action. Once a record is made while on duty, it shall become evidential property of the district.

D. COMPUTER POLICY, INCLUDING INTERNET USAGE AND EMAIL-Effective: 06/30/2016


A. Internet access is provided to individuals based upon business needs to benefit the district through connection to worldwide information resources. Employees have a responsibility to maintain and enhance Lone Peak Fire District's public image while accessing the Internet by following these guidelines:

1. Employees using Internet access via district hardware and software are representing the district. As such, their conduct should be ethical and lawful at all times. Channels may be accessed for official district business to gain technical or analytical information and to establish business contacts.

2. Internet access should not be used for personal gain or advancement of personal views, for solicitation of non-company business, or result in the disruption of our district network operation or interferes with personal productivity at work. Due to the nature of shift schedules, preapproved limited access may be allowed by the battalion chief.

3. Employees are responsible for the content of all text, audio, or images they place or send over the Internet. Fraudulent, harassing, or obscene messages are prohibited. All messages on the Internet should be identified with the employee's name. Employees may not obscure the origin of messages and the information published should not violate or infringe upon the rights of others. Abusive, profane or offensive language transmitted through the system is strictly prohibited.

4. Employees may not download software without the express acknowledgement and support of the Fire Chief or designee to ensure that proper licenses are obtained and viruses are not transmitted.

5. Employees may not send or upload any copyrighted materials, trade secrets, proprietary information, or similar materials to third parties. Employees may not violate the copyright laws in regard to receipt/download of materials available on the Internet by copying and disseminating information, except for purposes falling under the category of "fair use".

6. All messages created, sent, or retrieved over the Internet are the property of Lone Peak Fire District and should be considered public information. The district reserves the right to access and monitor all messages and files on the computer system at any time. All communications can be disclosed to law enforcement officials or other third parties without prior consent of the sender or the receiver.

7. Harassment of any kind is strictly prohibited. Messages with derogatory or inflammatory remarks regarding race, religion, national origin, sexual orientation, or other protected attributes may not be transmitted.

8. Violations of this policy may result in disciplinary action up to and including termination and illegal activities may result in prosecution by legal authorities.


SECTION 20. INFECTIOUS DISEASE GUIDELINES

A. INFECTIOUS DISEASE GUIDELINE-Effective: 06/30/2016

Employees with life-threatening illnesses often wish to continue their normal pursuits, including work. The Lone Peak Fire District supports these endeavors as long as employees are able, at the discretion of the Fire Chief or designee, to meet acceptable performance standards. As in the case of other disabilities, the Lone Peak Fire District makes reasonable accommodations to allow qualified employees with life-threatening illnesses to perform the essential functions of their jobs.

B. WORKPLACE HAZARDS

It is the policy of this district to take reasonable steps to protect its employees from infectious disease.

The purpose of the Lone Peak Fire District’s Infectious Disease Control Program is to set forth the procedures for implementing and administering the Occupational Safety and Health Administration’s (OSHA) standards for pathogens, and other communicable diseases.

It is the department’s intent with the institution of this program to eliminate or minimize occupational exposure to Hepatitis B Virus (HBV), Human Immunodeficiency Virus (HIV), Acquired Immunodeficiency Syndrome (AIDS), Tuberculosis (TB) and other airborne, blood borne, or other potentially infectious materials (OPIM).

This program will also address safety procedures to be used when providing care to any person with a known or suspected communicable disease or any person exhibiting cardinal signs of communicable disease. Further, to protect the privacy rights of persons and all personnel who, in the line of duty, may be exposed to or contract a communicable disease.

Minimizing or limiting exposure will be achieved by combining work practice controls with the requirement of personal protective clothing and equipment, training, medical surveillance, and other appropriate provisions.

C. UNIVERSAL PRECAUTIONS

1. Personnel covered by this Infectious Disease Control Program shall adhere to and follow the Universal Precautions approach to infection control.

2. Personnel covered by this Infectious Disease Control Program shall adhere to all work practice controls in this program.

3. Eating, drinking, smoking, applying cosmetics or lip balm, and handling contact lenses are strictly prohibited in any work area where there is a reasonable suspicion or likelihood of occupational exposure.

4. Nail biting and all hand-to-mouth, hand-to-nose, and hand-to-eye actions shall be avoided while working in, or around, areas contaminated with blood, body fluids, or other potentially infectious material.


5. Food and drink shall not be kept in refrigerators, freezers, shelves, cabinets, counter tops, benches, or any other location where blood, body fluids, or other potentially infectious materials are present.

6. Broken glass or glassware which is suspected of being, or is, contaminated shall not be picked up directly with the hands. It shall be cleaned up using mechanical means such as a brush and dust pan or tongs.

7. Employees coming in contact with needles or other contaminated sharp objects SHALL NOT bend, recap or remove needles from syringes.

8. All personnel must don disposable gloves before initiating any emergency care tasks involving delivery of first aid to any person.

9. All personnel covered by this program shall ensure that each worksite is maintained in a clean and sanitary condition at all times in an effort to minimize contamination or exposure to contaminants.

10. All equipment and working surfaces shall be cleaned and decontaminated immediately, or as soon as feasible, after contact with either blood, body fluids, or other potentially infectious materials.

D. INFECTIOUS DISEASE CONTROL PROGRAM

1. All personnel covered by this program shall wash their hands and any other skin immediately or as soon as feasible, after removal of gloves or other personal protective equipment, with soap and water.a) All procedures involving blood or other potentially infectious material shall

be performed in such a manner as to minimize splashing, spraying, spattering, and generation of droplets of these substances.

b) An employee exposed to either blood or other potentially infectious materials, shall flush mucous membranes of eyes, mouth, or nose with water immediately or as soon as feasible following contact in these areas.

c) Personnel shall not touch bodies of deceased persons, unfixed tissue, or organ(s) (other than intact skin) from a human; or blood, organs or other tissues infected with HIV, HBV or infected deceased animals unless absolutely necessary.

2. PERSONAL PROTECTIVE EQUIPMENTTo minimize the risk of exposure, safe work practices and appropriate protective equipment shall be used by all personnel. Personal protective equipment (PPE) includes protective equipment for eyes, mouth, nose, face, head, torso and extremities.

a) Personal protective clothing must be maintained in a sanitary and reliable condition.

b) All personnel covered by this program shall wear the respective personal protective equipment (PPE) as outlined in this program.

c) All personal protective equipment shall be removed, cleaned, inspected for defects and properly stored prior to leaving the work area.

d) Disposable latex gloves shall be worn by personnel at all times when handling any persons, clothing or equipment exhibiting blood or body fluids, whether suspected or confirmed contamination is present.1) Disposable gloves shall be worn even if other gloves are used (i.e.

cotton, woolen, winter gloves).


2) Disposable latex gloves shall be worn by all personnel handling blood specimens.

3) Disposable gloves shall be worn only once. After use the gloves must be discarded.

4) Torn or punctured gloves shall be disposed of immediately, contaminated or not.

5) Disposable gloves shall not be washed or decontaminated for re-use.

6) Remove disposable gloves be holding the cuff and pulling them off while turning then inside out.

7) Disposable hypo-allergenic gloves shall be provided to employees allergic to disposable latex gloves. A medical statement from the employee’s treating physician shall be used as documentation to satisfy this request.

e) A pocket mask, plastic mouthpiece or other authorized barrier/resuscitation device shall be used whenever performing cardiopulmonary resuscitation (CPR) or mouth-to-mouth resuscitation.

f) Mechanical respiratory devices are available to all personnel who respond, or potentially respond, to medical emergencies or victim rescues.

g) Disposable resuscitation equipment must be the primary means of artificial ventilation.

h) Disposable shoe coverings shall be worn when stepping into spilled body fluids or blood.

i) Whenever blood is present on a person or elsewhere, disposable sleeves for protection of the arms shall be worn.

j) Disposable aprons or coveralls shall be worn whenever possible when dealing with persons or situations where contact with quantities of body fluids and/or blood is anticipated.

k) Any open cuts or breaks in the skin shall be covered with a Band-Aid or other bandage and kept dry.

l) Sharp objects shall be handled with extreme caution.m) Surgical masks and eye shields or non-vented goggles shall be worn

when dealing with persons who are actively coughing or spitting, or when body fluids splashed are probable and mucosal membranes in the eyes, mouth, and nose could be exposed to contamination.1) This applies when providing emergency care to a patient’s airway.2) This also applies when processing a crime scene where particles

of dried blood may be generated when a stain is scraped.3) This also applies when attending an autopsy.

n) In extreme cases or situations, an employee may temporarily and briefly decline to use the provided personal protective equipment, when in their professional judgment, the use of such equipment, in that specific instance, would have prevented the delivery of health care or public safety services, or posed an increased hazard to the safety of the employee and assisting co-workers.

o) Should the results if an investigation yield that the employee acted, on his/her own volition, in violation of this policy, and the situation was that there was time to don the necessary protective equipment, the employee shall face disciplinary action, up to and including termination.


3. HANDLING OF SHARPS

a) Needles shall not be recapped, bent, broken, removed from a disposable syringe or otherwise manipulated by hand.

b) All contaminated sharps shall be discarded immediately in containers bearing the BIOHAZARD Symbol (Appendix B6). These containers must be:1) Closable2) Puncture resistant3) Leak-proof on the sides and the bottom4) Labeled to indicate they contain sharps

c) If evidence, needles and other sharp objects shall be places in a puncture-proof container provided by the department and booked into evidence.1) Sharps containers bearing the Biohazard Symbol shall be

maintained by the evidence custodian and located in the evidence packaging area.

d) Articles stored in these containers shall be packaged as determined by the nature of the items to prevent injury or contaminations of persons in the area.

e) When full, or as necessary, these boxes shall be sealed and disposed of in accordance to existing district rules and regulations.

4. HANDLING OF SPECIMENSa) Specimens of blood or other OPIM shall be placed in a container which

prevents leakage during collection, handling, processing, storage or transport.

b) The container for storage, transport or shipping of blood specimens shall be labeled with the Biohazard Symbol and closed prior to being stored or transported.

c) If the specimen could puncture the primary container, the primary container shall be placed within a secondary container which is puncture-resistant.

5. HANDLING OF PATIENTSa) The universal precaution approach shall be observed at all times when

responding to medical assistance emergency calls.b) If a patient is suspected of having a respiratory disease, a disposable

mask should be given to said patient to protect those employees who may be exposed.

c) Employees shall don disposable gloves before initiating any emergency care tasks involving delivery of patient care.

d) Any employee operating an emergency response vehicle must dispose of gloves used after patient contact before entering the vehicle.

e) Hand washing with either liquid or gel alcohol or antiseptic towelettes is to be done after each patient contact.

f) As soon as feasible hands shall be washed again, in a non-food preparation area, using hot water and soap.

g) All procedures involving blood or OPIM shall be performed in such a manner as to minimize splashing, spraying, spattering, and generation of droplets of these substances.


h) Mouth pipetting/suctioning of blood or other potentially infectious materials is prohibited.

6. HANDLING OF SUSPECTED INFECTED PERSONSa) No member of the district shall refuse to physically handle any person

who may have a communicable disease, but each member must take reasonable precautions prior to and while handling such persons.

b) District members shall not place their hands in areas where sharp instruments might be hidden.

c) An initial visual search of the area should be conducted, using a flashlight or long-handled mirror where necessary.

d) Whenever feasible, the patient may also be asked to remove such objects from his person.

e) Individuals with either blood or body fluids on their persons shall be transported in separate vehicles from other individuals.

f) The individual being transported shall be required to wear suitable protective covering (i.e. disposable blanket, and disposable gloves) if there is bleeding or emanation of body fluids.

7. HANDLING OF EMERGENCY SCENESWhen acting in the capacity of Emergency Medical Responders personnel will use this infectious disease control program. This includes, but is not limited to, the following infectious control measures:a) Proper use of personnel protective equipment.b) Proper packaging and disposal of contaminated equipment.c) Proper resource and task management that limits potential exposure of

personnel.

8. DECONTAMINATIONa) Clothing Decontamination

1) If a garment(s) is penetrated by blood or other potentially infectious materials, the garment(s) shall be removed immediately or as soon as feasible.

2) Contaminated laundry shall be placed in plastic, leak-proof bags bearing the Biohazard Symbol (Appendix B6), at the location where it was contaminated if feasible. It shall NOT be sorted or rinsed prior to decontaminating. Contaminated laundry shall be handled as little as possible with minimum agitation.

3) The individual employee is responsible for dry cleaning as required by the garment itself.

4) Personnel handling contaminated laundry shall wear protective disposable gloves and other appropriate protective equipment to prevent exposure to blood or OPIM during handling of the contaminated laundry.

5) Laundering of clothing will follow decontamination guidelines as prescribed by OSHA.

6) Decontamination will be done using an appropriate approved disinfectant or a solution of 1:10 water/sodium hypochlorite (household bleach) and hot water (greater than 120 degrees).


7) Contaminated clothing shall not be taken home for decontamination. Contaminated clothing shall not be left in the work area.

b) Equipment DecontaminationFor the purpose of this program, cleaning is the physical removal of dirt and debris by using soap and water, combined with a scrubbing action.

1) For the purpose of this program, disinfection should be done by using soap and water first, followed by applying an approved disinfecting solution, such as household bleach and water at a 1:10 dilution ratio.

2) DO NOT use bleach solution in the cleaning of electronic equipment.

3) When using chemical disinfectants, refer to the Material Safety Data Sheet (MSDS) for each disinfectant solution to ensure employees are using the proper personal protective equipment.

5) For the purpose of this plan, high-level disinfection is the use of chemical liquids for sterilization. Employees should clean the items, and then place the items in special solutions for a prescribed period of time. Items will then be rinsed with sterile water.

6) Gloves are to be worn before any decontamination begins.7) Non-disposable equipment and areas in which body fluids or

blood have been spilled shall be decontaminated as soon as feasible, but definitely before use by any other employee.

8) Excess blood or body fluids should first be wiped up with an approved disposable absorbent material which will be provided by the district.

9) Decontamination will be done using an appropriate approved disinfectant or a solution of 1:10 water/sodium hypochlorite (household bleach) and hot water (greater than 120 degrees) or a fungicidal/micro bactericidal disinfectant.

10) All disposable equipment and cleaning materials shall be disposed of as indicated in this program.

c) Facilities DecontaminationAny area in district facilities that has been contaminated with blood or other body fluids will be cleaned as soon as feasible using a disinfectant, germicide or a solution of 1:10 water/sodium hypochlorite (household bleach) and hot water (greater than 120 degrees).

d) Personal Decontamination1) Hand washing is the single most important means of preventing

the spread of infection.2) After removing gloves, hands and other skin surfaces, whether or

not they have come in contact with blood of body fluids, shall be washed thoroughly by scrubbing briskly for 10-15 seconds with hot water and soap.

3) Liquid or gel alcohol or antiseptic towelettes may be used when soap and water are not immediately available.


4) Emergency Medical Responders should NEVER wash their hands in food preparation areas following any emergency response activity. Such hand washing should only occur in restroom facilities, or at another designated area.

5) Employees who come into contact with blood or body fluids, whether wearing gloves or not, shall wash their hands with hot water and soap as soon as feasible following the contact.

6) Any unprotected skin surfaces which come into contact with body fluids shall be immediately and thoroughly washed with soap and hot running water for at least 15 seconds before rinsing and drying.

7) Disposable gloves shall be rinsed before removal when possible. Hands and forearms shall then be washed as directed above.

8) Hand lotion may be applied after decontamination to prevent chapping and to seal cracks and cuts on the skin.

9) If blood or body fluids make direct contact with the eyes, mouth or nose, immediately, or as soon as feasible, flush the areas thoroughly with water. Obtain professional medical attention immediately.

e) Vehicle DecontaminationVehicle decontamination shall be initiated whenever body fluids are spilled, or an individual with body fluids on his person is transported in a department vehicle.1) For all contaminated vehicles the immediate supervisor shall be

notified when contamination of a vehicle occurs. The contaminated vehicle shall be identified with a biohazard label and taken out of service. It shall be transported to a location indicated by the on-duty supervisor for decontamination. The supervisor shall designate the cleanup crew.

2) When decontaminating a vehicle the following protective equipment shall be worn: latex gloves, fluid-resistant aprons, fluid-resistant shoe coverings, surgical masks and goggles or face shields.

3) The cleanup crew shall be directed to remove any excess body fluids, blood or excrement with an absorbent cloth, paying special attention to any cracks, crevices or seams which may be holding excess fluid or blood.

4) The affected area shall be decontaminated with a solution of hot water (greater than 120 degrees) and a 1:10 part bleach, and allowed to air dry.

5) Gloves contaminated during cleanup shall be changed prior to beginning the pickup and reloading of non-contaminated equipment into the vehicle.

9. DISPOSAL & LABELING

All contaminated materials, except for sharp objects, shall be disposed of in a plastic bag or container clearly marked by the Biohazard Symbol. See Appendix B6.


Contaminated waste generated while administering first aid shall be disposed of in properly marked plastic bags bearing the Biohazard Symbol.

All employees covered by this program shall follow these labeling requirements:a) All labels shall be fluorescent orange or orange-red in color.b) Labels must be affixed to the container containing either sharps,

contaminated clothing or equipment, blood, or other potentially infectious materials.

c) If contaminated items need to be returned to the legitimate owner, the items shall be returned bagged and sealed with an explanation of the contaminated condition. Use form found as Appendix B10.

d) Gloves, or other on-scene waste not contaminated by body fluids can be disposed of at the station or other appropriate refuse collection locations.

e) Contaminated waste generated at an incident shall be disposed of in properly marked plastic bags bearing the Biohazard Symbol.

f) When transporting contaminated waste aboard emergency response vehicles, employees shall place waste in an appropriately marked bag.

g) Any amount of blood, fluids, tissue, etc., from emergency response vehicles, employees shall place appropriately marked by the Biohazard Symbol.

h) The bags, once securely closed securely closed and labeled, should be placed in the area in the station designated for biohazard waste.

i) Debris contaminated with blood or other potentially infectious materials shall be placed in a container which prevents leakage during gathering, handling or disposal.

j) The container for storage, transport or disposal shall be labeled with the Biohazard Symbol and closed prior to being disposed of.

k) If the debris could puncture the primary container, the primary container shall be placed within a secondary container which is puncture-resistant.

l) At no time shall any trash bags be thrown over the shoulder to be transported from one location to another.

D. HEPATITIS B VACCINATIONHepatitis B vaccine and vaccination series is available to all employees covered by this program. The vaccine and the series is provided by the district at no cost to the employee. Arrangements to have the vaccination are handled through the district.

Employees may not take the vaccine if they have previously received the complete Hepatitis B vaccination series, or antibody testing which has revealed that the employee is immune, or taking the vaccine is contraindicated by a physician.

If the employee initially declines the Jepatitis B vaccination but at a later date, while still covered by this program, decides to accept the vaccination, the district will make arrangements for the vaccination.

Employees who decline the Hepatitis B vaccine shall sign a declaration form which will be placed in their medical file. A sample of this form is contained in Appendix B4.The employee is responsible for contracting the district for testing to determine if the vaccination is still effective.

E. LINE OF DUTY OCCUPATIONAL EXPOSURE


Post-exposure evaluation and follow-up is available to any employee who has had an exposure as defined by this program.

Any employee who, in the line of duty, has been bitten by another person, bitten through the skin surface by an animal, or has sustained a needle stick or similar injury or who has had physical contact with the blood and/or body fluids of another person who is either known to have, or who is suspected of having, a blood borne communicable disease shall, for the purpose of this program, be considered to have been exposed to a blood borne communicable disease.

Any employee who, in the line of duty, has been in a confined area, i.e., an enclosed vehicle, jail cell, patient room, etc., with another person who is either known to have, or who is suspected of having active tuberculosis of the lungs, and was not wearing proper personal protective equipment (PE) shall, for the purpose of this program, be considered to have been exposed to tuberculosis.

Any employee exposed to a communicable disease as described above shall report the incident to his/her supervisor immediately, or as soon as feasible, but no later than the end of the working day.

To report an occupational exposure in accordance with this program the employee must complete:1. A Workers Compensation Employer’s First Report of Injury or Illness. See

Appendix B7.2. The Infectious Disease Exposure Report. See Appendix B8.3. Both completed forms must be submitted in a sealed envelope.

a) FOR ALL PERSONNEL, THIS SEALED ENVELOPE MUST BE MARKED “CONFIDENTIAL–FIRE CHIEF.”

b) Supervisors will hand deliver the envelope to the Fire Chief or designee.c) This envelope is not to be opened by anyone except the Fire Chief or

designee.4. If employees have an exposure where there is contact with infected blood or

body fluids, or OPIM, through open wounds, mucous membranes, or parenteral routes, this is a LEVEL III EXPOSURE. (See Appendix B3 for descriptions of Levels I, II, III.) Type of Level III Exposures include:a) Contaminated needle-stick injury;b) Blood or body fluids or OPIM contact with employee’s mucous membrane

of eyes, nose or mouth;c) Blood or body fluids of OPIM contact with non-intact skin;d) Cuts with sharp instruments covered with blood or body fluids; ore) Any of the above types of contact sustained while cleaning contaminated

equipment.All employees sustaining a Level III Exposure must contact a physician immediately, or as soon as feasible. If a physician is not available, process to the nearest emergency medical facility.

F. POST-EXPOSURE EVALUATION AND FOLLOW-UP1. Following a report of an occupational exposure to a blood borne disease:

a) The source individual’s blood shall be tested as soon as feasible, after consent in obtained, in order to determine if the person has either HBV or HIV.


b) If the source individual is already a known carrier of HBV or HIV, testing of the individual will not be necessary.

2. Following a report of an occupational exposure to an airborne disease:a) The treating facility, after consent is obtained, will test the suspected

source for tuberculosis of the lungs;b) If the suspected source is not being transported to a treating facility, the

responding emergency medical provider shall advise the suspected source to undergo testing;

c) The suspected source shall be taken to the county health district for testing, after consent is obtained, in order to determine in the person has tuberculosis of the lungs.

3. The exposed employee shall receive a confidential medical evaluation including the following information:a) Identification and documentation of the source individual, unless

prohibited by State law b) Results of the source individual’s testing.

4. Follow-upa) Collection and testing of an exposed employee’s blood is available for the

purpose of determining the HBV and HIV serological status.b) After consent is obtained, the exposed employee’s blood shall be

collected as soon as feasible.c) If the exposed employee consents to a baseline blood collection, but does

not give consent at the time of exposure for HIV serologic testing, the sample shall be preserved by the collection site designated by a physician for 90 days.

d) If, within 90 days from the date of the exposure, the exposed employee elects to have the baseline sample tested, such testing shall be done as soon as feasible at no cost to the employee.

e) When so indicated by a physician, post-exposure prophylaxis, counseling, and evaluation of reported illness, will be available to the exposed employee.

f) Testing for evidence of an infection at six (6) weeks, twelve (12) weeks, and six (6) months is available to employees exposed to the HIV virus.1) Testing will be conducted at the employee’s request.2) Any employee who tests positive for a blood borne communicable

disease may continue working providing it is so indicated by a physician; the employee maintains acceptable standards of performance and does not pose a safety or health threat to themself, co-workers, or the public.

g) Testing for evidence of an infection at six (6) months is available to employees exposed to tuberculosis.1) Employees with a skin test conversion on repeat testing or who

are exhibiting symptoms of TB will receive evaluation and management.

2) Chest x-rays are available to expose employees who test positive. Arrangements to have an x-ray completed will be handled through the district.

3) Testing will be conducted at the employee’s request.4) Any employee who tests positive for pulmonary tuberculosis

disease must undergo anti-tuberculosis drug treatment for a


continuous two (2) week period as designated by a physician before being allowed to return to work.

5) Providing the employee maintains the designated drug treatment plan, maintains acceptable standards of performance, and does not pose a safety or health continue to work during the remainder of his treatment.

6) Treatment for active disease can last from six to eighteen (6-18) months using several drugs.

7) A certificate from the treating physician is required upon return to work.

8) The department shall make all decisions concerning the employee’s work status, based on recommendations from the physician and the Fire Chief or designee.

F. PHYSICIAN’S WRITTEN OPINIONThe treating physician shall provide the exposed employee with a copy of his/her physician’s written opinion within fifteen (15) days of the completion of the evaluation.

The written opinion for Hepatitis B or Tuberculosis shall only contain information as to whether the Hepatitis B vaccine or anti-tuberculosis drug treatment is needed, and if the employee has received such vaccine or treatment. No other information shall be included in this written opinion.

The written opinion from the consulted physician on an exposed employee shall be limited to the following information:1) That the exposed employee has been informed of the results of the evaluation.2) That the exposed employee has been told about any medical conditions resulting

from the exposure which requires further evaluation or treatment.3) All other findings or diagnoses shall remain confidential and shall not be included

in the written report form the physicians.4) Any and all medical records provided to the department by an exposed

employee, the treating physician or the Fire Chief or designee shall be kept strictly confidential.

5) Information regarding the communicable disease status of an exposed employee is between the employee and his physician. The sharing if this information through any other means, including the “grapevine,” is in direct violation of this policy. Appropriate disciplinary action will be taken toward individuals who violate these confidentiality standards.

G. TRAININGA general explanation of the epidemiology and symptoms of blood borne, airborne and communicable diseases.1) An explanation of the modes of transmission.2) An explanation of the department’s Infectious Disease Control Program.3) An explanation of the appropriate methods for recognizing tasks and other

activities which may involve exposure to blood and OPIM.4) An explanation of the use and limitations of methods that will prevent or reduce

exposure.5) Information on the Hepatitis B vaccine, including information on its efficacy,

safety, method of administration, and the benefits of being vaccinated.6) An interactive period for questions and answers to be addressed.


7) Training shall be conducted for all personnel covered by this program.

This program shall be strictly enforced by supervisory personnel at all levels.


SECTION 21. OPERATION OF DEPARTMENT VEHICLES

A. OPERATION OF DEPARTMENT VEHICLES Effective: 06/30/2016

Employees are urged to use caution when operating Lone Peak Fire District vehicles, either on Lone Peak Fire District property or on public thoroughfares, and are expected to obey all traffic laws and safety rules at all times. The use of seatbelts and safety harnesses is mandatory and Lone Peak Fire District will not be liable or responsible for employee inaction.

Employees who are cited for violation of traffic laws while on Lone Peak Fire District business either in a Lone Peak Fire District owned vehicle or their own personal vehicle are responsible for their own fines and penalties. Excessive traffic and safety violations will be subject to disciplinary action, including discharge, depending upon the circumstances.

B. DRIVING & VEHICLE OPERATIONS POLICIES

It is the policy of the district to establish guidelines for use of district vehicles and property. District vehicles are not to be used for private use. District vehicles may be used in furtherance of district business and in activities which further district interests or benefits.

All personnel responding to the fire station, driving a district vehicle, or responding to an emergency call will do so in a safe and professional manner, with due regard for State law and these policies.

1. Qualifications: All personnel employed by the district will possess a current State of Utah driver’s license and be at least 21 years of age. Any restrictions on their license will be reported to the Fire Chief or designee. Before an employee may operation a district vehicle in the 10-30 mode (lights and sirens) they must attend and complete the department’s 10-hour Emergency Vehicle Operator Course each year. No person will be allowed to drive a district vehicle that has more than two (2) moving violations on their driving record in a three (3) year period. District personnel expected to drive larger apparatus will be required to be schooled and comfortable in the operations of fire vehicles and pumps. This knowledge and ability will include ariel devices, pumping calculations and functions, and Wildland operations.

2. Responding in Private Vehicles: All personnel responding to the fire station or the emergency scene in their private vehicle will obey all traffic laws. All personnel will respond to the station unless summoned to the scene by the officer in charge. Emergency flashers are not to be used while en route. Emergency lights and sirens are not permitted on private vehicles unless approved by the Fire Chief or designee.

3. Safety Equipment: Seat belts will be worn by all personnel and passengers in a district vehicle. The only exception to this rule would be medical personnel directly involved in patient care in the patient compartment of an ambulance or firefighters involved in some brush fire applications. The vehicle driver is responsible to make sure all passengers have seat belts on.


4. Responding to An Emergency In The 10-40 Mode: When responding 10-40 (no lights or sirens) the driver will do so in a safe manner-keeping all traffic laws and obeying posted speed limits.

5. Responding to An Emergency In the 10-39 Mode: A district certified driver may drive an emergency vehicle to a scene in the 10-39 mode when allowed. Prudent judgments and extreme caution will be exercised with due regard for safety when responding in this mode. The driver will be in control of the vehicle at all times. 10-39 driving will be performed in compliance with State law and these policies.a) The Use of Lights and Sirens: Emergency warning lights will be used at

all times when responding on a 10-39 run. A driver will use the audible (sirens and horns) devices when reasonably necessary to warn traffic and pedestrians of their presence. Use reasonable care when operating sirens after hours and on neighborhood streets.

b) Speed In The 10-39 Mode: A driver may reasonably and safely exceed the speed limit when weather and traffic condition permit, with the exceptions of school zones, and residential neighborhoods. In these areas speed limits will be observed.

c) Intersections In The 10-39 Mode: When approaching an intersection that has a stop sign or red light, the driver will slow down or come to a stop whichever is reasonably necessary, then proceed with caution clearing one lane at a time. It is important to make eye contact with drivers within the intersection. The driver must control the intersection, than proceed. At no time will the driver pass vehicles on the right to enter the intersection.

d) Opposite Lanes In The 10-39 Mode: A driver may find it necessary to cross a middle divider and travel in the wrong direction of traffic. This maneuver should be done only as a last resort due to the high probability of danger. Extreme caution should be taken to allow oncoming traffic to see the vehicle’s presence. Do not exceed 20 mph when in the opposite lane of travel. Lights and sirens will be used at all times during this maneuver.

e) Approaching a Slower Vehicle In The 10-39 Mode: Employees should always keep a safe stopping distance when approaching a slower vehicle in the lane. Always be aware of vehicles making sudden stops in front of the vehicle.

f) Transporting Patients In The 10-39 Mode: All the above rules apply; however use gradual stops and turns as part of the response to insure good patient care. Look far ahead to avoid sudden stops.

6. Backing an Emergency Vehicle: A spotter will be used at all times when backing a district vehicle. Strict attention will be paid to a spotter and their signals will be followed. The only exception to this rule is when employees are alone. In this case, check behind the vehicle before backing up.

7. School Buses: The driver of an emergency vehicle will not pass a school bus with its warning lights flashing. Employees may pass when the lights are turned off and/or the driver signals you by.

8. Tobacco use is prohibited in or around district vehicles.9. Illegal Drug Use and Alcohol: Illegal drug use and alcohol consumption will not

be permitted while operation a district vehicle. No person will drive a vehicle while these substances are in the bloodstream. There is a zero tolerance policy. Drug and alcohol testing may be ordered by an officer of the department if a


reasonable suspicion exists. A positive test will result in the termination of the employee in question.

10. Prescription Drugs: A district employee will not be allowed to operate a district vehicle while taking certain prescription drugs that impair driving abilities. A violation of this policy carries the same penalty as item 9 above.

11. Weather Conditions: A driver will drive prudently in adverse weather conditions. Do not drive faster than you are able to make a reasonable sudden stop. Chains or 4-wheel drive will be engaged on slick or snow-packed roads. When on-spot chains are engaged, the maximum speed limit is 30 mph.

12. Headlights: Headlights will be used when a patient is in the back of an ambulance.

13. Fuel Level: Fuel will be refilled when the level drops below three-fourths (3/4) tank).

14. Mechanical Problems: Mechanical problems encountered by a driver will be reported immediately to a chief officer. If employees break down on the way to an emergency or hospital, immediately call for a back-up vehicle.

15. Accident Procedure: Any district vehicle involved in an accident will stop and call law enforcement. Another unit will be summoned to take the assignment. A chief officer will be notified as soon as possible after the accident. Drug testing is required for any employee involved in an accident.

16. Driving Privilege: Driving privileges can be taken away at any time by a supervisor due to reasons they deem appropriate.

17. Non-District Employee: A non-employee will not be permitted to operate a district vehicle. Special permission and circumstances may be granted by a chief officer.

18. A district driver will exercise complete duty and prudence in accordance with these policies and state law when driving a district vehicle.

C. DRIVING RECORDS-Effective: 06/30/2016

The Lone Peak Fire District encourages employees to drive safely on Lone Peak Fire District time as well as personal time. Personnel who drive Lone Peak Fire District vehicles are required to:

1. Abide by all traffic laws.2. Practice defensive driving.3. Maintain an acceptable driving record.

The Lone Peak Fire District's insurance provider does not differentiate between violations occurring during working and non-working hours, or whether the violation occurred prior to employment with the Lone Peak Fire District. Employees are responsible for any fines or other penalties assessed when receiving a moving violation in a Lone Peak Fire District vehicle, unless otherwise authorized by the Fire Chief or designee.

Employees are required to notify their supervisor at the beginning of their next shift after they have been issued a citation for a moving violation (any violation with "points" attached). Supervisors are required to forward this information to the human resources representative and Fire Chief or designee during the same shift.


1. Class B Violations: The Lone Peak Fire District considers an acceptable driving record to be no more than two Class "B" violations within the last three years. Class B violations are moving violations not listed as Type A violations. (Exceeding posted speed limit is a Type B violation.)

a) Any Lone Peak Fire District employee who has a combination of two Class B moving violation convictions and/or chargeable accidents in a three-year period may be issued a warning letter from the Fire Chief or designee.

b) The Lone Peak Fire District may frequently check driving records. A driver with three or more Class B violation convictions within the last three years may be subject to disciplinary actions.

c) The Lone Peak Fire District will check driving records on all members who drive Lone Peak Fire District vehicles at least once a year. A driver with three or more Class B violation convictions within the last three years may be subject to disciplinary actions.

d) Any individual who has a combination of three moving violation convictions and/or chargeable accidents in a three- year period may be suspended from driving Lone Peak Fire District vehicles for a period of ninety days and subject to other disciplinary actions.

e) Any individual who has more than three moving violation convictions or three chargeable accidents, or any combination in a three-year period may be issued a suspension from driving Lone Peak Fire District vehicles for a period of one year. In addition, the same individual may be required to complete an approved driver improvement program and be re-certified to operate Lone Peak Fire District vehicles.

2. Class A Violations: Receiving a Class "A" violation, such as Driving While Intoxicated (DWI) or Driving Under the Influence (DUI), may lead to immediate dismissal. Supervisors should expect Lone Peak Fire District employees to drive responsibly and follow basic rules of defensive driving. Class A Violations are:

a) Driving while intoxicatedb) Driving under the influence of drugs;c) Negligent homicide arising out of the use of a motor vehicle (gross

negligence);d) Driving during a period of suspension or revocation of license;e) Using a motor vehicle for the commission of a felony;f) Aggravated assault with a motor vehicle;g) Operating a motor vehicle without owner's authority;h) Permitting an unlicensed person to drive;i) Reckless driving;j) Hit and run driving.

An individual who has a Class A violation conviction within the past three years normally receives a license suspension from the Utah Department of Motor Vehicles. In addition, insurance guidelines normally call for suspension of driving privileges for anyone convicted of a Class A violation for a period of 18 months. Any of these individuals would also be required to attend a driver-improvement program or equivalent training, and re-certified to operate emergency vehicles.


Note: Employees whose job description requires them to be able to drive Lone Peak Fire District vehicles may be subject to work suspension or termination

D. USE OF ORGANIZATION VEHICLES-Effective: 06/30/2016

When employees are driving Lone Peak Fire District vehicles, they are representing the Lone Peak Fire District. It is a job requirement that driving conduct be courteous and professional at all times and should not conflict with the ethical standards of the Lone Peak Fire District.

E. MAINTENANCE OF DISTRICT VEHICLES-Effective: 06/30/2016

Lone Peak Fire District vehicles are to be well-maintained. The following guidelines are to be adhered to by employees who drive Lone Peak Fire District-owned vehicles:

1. Ensure the vehicle is equipped with proof of insurance, current registration, state inspection, toll card, and gas card. These items are issued to the vehicle, not the driver, and should not be removed.

2. Keep the outside, inside, and back of district vehicles clean. All tools and other materials must be properly strapped down.

3. Vehicle safety checks and washing are to be completed as directed by the Fire Chief or designee.


SECTION 22. ACCIDENTS AND INJURIES

A. WITNESS TO AN ACCIDENT OR INJURY-Effective: 06/30/2016

If an employee witnesses, or an employee reports witnessing an accident or injury of another employee, the employee should carefully record all details. If the employee is a witness describe what you saw, who was present, what was said, and what was done as a result.

If a district employee reports witnessing an accident or injury, ask him or her to record all details. Employees should document details of actions with the reporting employee.

If the employee obtained an injury, then the Workers' Compensation First Report of Injury forms must also be completed and forwarded to the insurance company within 24 hours

Failure to report an accident or injury within 24 hours, may not qualify for Workers Compensation coverage.

B. PRIVATE VEHICLE INVOLVED INJURY-Effective: 06/30/2016

At all times, employees shall use district vehicles while on-the-job, where possible. However, if approved by the Fire Chief or designee, an employee may use a private vehicle. If an employee is involved in an on-the-job driving accident while occupying their private vehicle and someone is injured, they must:

1. Aid the injured.2. Contact dispatch to request police and/or emergency aid.3. Follow protocol on Accident Report Form4. Submit to a drug and alcohol screening

C. POST-ACCIDENT TESTING

Any employee involved in an on-duty accident shall be tested as soon as practical for alcohol, illegal drugs, or impairment.

An employee who is subject to post-accident testing shall remain readily available for such testing or shall be deemed to have refused to submit to testing.

The results of tests conducted by Federal, State, or Local law enforcement officers having independent authority to conduct tests to detect alcohol or controlled substances may be used by the employer to meet post-accident testing requirements.

Upon required testing due to an accident, the employee tested shall not engage in the operation of any district equipment or engage in any employment related duties until the results of the tests are received and the employee is released back to work by the Fire Chief or designee.

D. REPORTING A WORKPLACE INJURY-Effective: 06/30/2016


Lone Peak Fire District pays 100% of the premium on insurance provided by our Workers' Compensation under the WC Act. This law was designed to provide employees with benefits for any injury which employees receive arising out of their employment with the district.

Under the provisions of the law, if employees are injured while at work for the district, all injuries, no matter how minor, must be reported immediately to the employee’s supervisor. Supervisors report these injuries to the human resources representative, who begins a workers compensation claim and helps to arrange medical care. All injuries must be reported the day they occur. Failure to do so could result in the claim for Workers' Compensation benefits to be denied by the insurer.

The employee shall complete an Accident/Injury Report (FORM 122). Blank forms of Accident/Injury Reports (FORM 122) are available in each department. The supervisor will be responsible for filing the report if the employee is unable to do so due to the nature of his/her accident. The supervisor shall be responsible for forwarding the Accident/Injury Report (FORM 122) to the Fire Chief or designee. The original documents must be forwarded to the Fire Chief or designee no later than four (4) days after the injury was reported by the employee. All witnesses to an accident or injury are required to complete a Witness Statement Report in a timely manner.

All injured employees requiring medical attention shall go to WorkMed unless more the nature of the injury requires American Fork Hospital Emergency Room. If a life-threatening injury occurs, 911 should be called to access normal emergency care.

Employees with routine, non-life-threatening injuries should be taken by their supervisor to: Intermountain American Fork InstaCare, 98 North 1100 E., Suite 101, American Fork, UT 84003, 801-492-2550. If the Network Provider is not available (after hours, etc.), call the Workers Compensation Coordinator to arrange medical care. Employees must seek care from the provider designated by the WCC. Failure to do so may affect their workers compensation claim.

FAILURE TO FILL OUT AND FILE AN ACCIDENT/INJURY REPORT (FORM 122) COULD RESULT IN DENIAL OF THE CLAIM. SHOULD A CLAIM BE DENIED, EMPLOYEES ARE RESPONSIBLE FOR THE COST OF TREATING THE INJURY.

The Treatment Section of the Accident/Injury Report (FORM 122) must be completed by the treating physician after the employee’s first visit, or by any treating physician the employee can be referred to afterwards. The report will provide information as to the medical conditions and/or light duty assignments of employees involved in an accident/injury on the job.

The report must be signed by both the employee and the attending physician and the employee must ensure that a copy of the report is turned in to his/her immediate supervisor and to the Fire Chief or designee.

For further information, please refer to the district’s Workers' Compensation policy.

E. RETURN TO WORK PROGRAM

The Lone Peak Fire District is committed to providing a safe work environment to our employees. If an employee becomes injured on the job, the district will do everything reasonable to help the employee heal and return to work as quickly as possible. When


employees are able to work and be a contributing team member, the injured employee heals faster, are more productive, and the morale of our entire district is lifted.

The human resources representative will help injured employees and their supervisors achieve the goal of helping injured employees get healthy and back to being a contributing team member.

1. Post Injury Procedures-After receiving medical treatment, these steps must be taken:

a) Employee and his/her supervisor deliver all paper work from the medical provider to the human resources representative.

b) WCC and the injured employee’s supervisor review any restrictions given by medical provider with the injured employee’s job description and determine if the employee’s normal job meets the restrictions. If not, a Restricted/Light/Transitional Duty job will be assigned to accommodate the restrictions.

c) Injured employees must comply with the restrictions they are given. Failure to do so could slow their recovery or cause further injury.

2. Restricted/Light/Transitional Duty: Lone Peak Fire District will accommodate restricted duty jobs for workers injured on the job. The human resources representative will work with the supervisor to design a work strategy that meets the injured employee’s restrictions and accomplishes Lone Peak Fire District’s goals.

3. Follow Up: Injured employee’s supervisor and the human resources representative will regularly follow up with the employee and medical providers to make sure the employee is getting the care required, attending their medical appointments, complying with their restrictions, and that any restricted duty assignments are helping the employee move closer to their regular job duties.

4. Interaction with Adjusters: One of the best ways to help an employee get healthy and return to work quickly is to communicate with adjusters who manage the workers compensation injury claim. Adjusters have access to resources and have a vast knowledge in how to help injured employees get better. Utah Local Governments Trust has partnered with Constitution State Services (CSS) to adjust claims. They can be reached at 800-243-2490.


SECTION 23. ACKNOWLEDGEMENT

A. ACKNOWLEDGEMENT OF RECEIPT OF HANDBOOK-Effective: 06/30/2016

This handbook has been prepared to provide employees with a general understanding of the district’s personnel policies, work rules, and benefits. All employees are responsible for becoming familiar with the policies and procedures. If employees have any questions regarding the material in the handbook, please contact a supervisor or any other member of district management for clarification. The handbook should not be construed as an employment contract or agreement for employment for any specified period of time. The district reserve the right to make changes to these policies at any time.


When changes are necessary, the will provide employees with amended pages for their handbook.

I acknowledge receipt of the Lone Peak Fire District handbook:

Employee Name (Please Print)___________________________________

Employee Signature___________________________________________

Date _____________________


APPENDIX A. CLOTHING ALLOWANCE & UNIFORM STANDARDS

A. ALLOCATIONS

The district may provide a clothing and personal effects allowance as follows:

1. Full-time Employees $110/month2. Part-Time $200/year

This allowance will be paid to each employee required to wear and maintain a uniform for the purchase and maintenance of uniforms.

B. CLOTHING & GROOMING STANDARDS

The intent of this policy is for all Lone Peak Fire District personnel to be readily identifiable as a professional member of this district.

1. While on duty, personnel are able to wear the following:

a. Blue duty tee shirts in good condition and tucked in can be worn year round at all times with the exception of the following; Badge shirts are to be worn to shop and at all public relation events, Board meetings, and City Council meetings, if on duty. Badge shirts are to be Blue Workrite Nomex with proper embellishments.

b. Blue Workrite Nomex pant in either slack or cargo style.c. Boots are to be black polishable with safety toe.d. 5.11 1/4 Zip in black with proper embellishments.e. Winter coats can be whatever brand employees prefer but it must be

black.f. Black Flex Fit hat with proper embellishments.g. Under Armor beanies with proper embellishments.h. Lone Peak work out clothing is preferred but not required.

2. Wearing structure or wildland PPE into homes should be avoided.

3. Full and Part Time Staff will have proper canyon response attire which includes but not limited to; Hiking boots that cover the ankle, Hiking pants(not shorts), Backpack big enough for employeesr personal items(water, food, jacket) as well as other needed equipment, Canyon response tee shirt.


APPENDIX B1 . PERSONAL PROTECTIVE EQUIPMENT TABLE

TASK OR ACTIVITY DISPOSABLE GLOVES

DISPOSABLE GOWN/SLEEVES

DISPOSABLE MASK/ FACE SHIELD/

EYE PROTECTIONBleeding control with spurting blood YES YES YESBleeding control with minimal bleeding YES YES

(sleeves)NO

Emergency Childbirth YES YES YESDrawing blood samples YES NO NOStarting an IV line YES NO NOHandling/Cleaning contaminated equipment

YES NO YES

Patient assessment, vital signs, monitoring, etc.

YES NO NO

Spinal immobilization, no blood present YES NO NO

The examples provided in this table are based on application of “Body Substance isolation” as recommended by the Center for Disease control (CDC), and is to be used as such. This Table in no way shall be used to circumvent established Department SOP or information contained in this Program. This table is to be used as a source of reference.


APPENDIX B2 . CARE OF SPECIFIC CONTAMINATED EQUIPMENT

CLEANING KEY1. Dispose2. Cleaning (soap and water and an approved disinfectant)3. Disinfection (1:10 bleach/water solution followed by the use of an approved disinfectant)4. High-level Disinfectant5. Launder (as indicated in this Program)

ARTICLE/EQUIPMENT CLEANING PROCEDURE

Airways (ET tubes, OPA, NPA, PTL) 1B/P Cuffs 2Backboards, Scoop 2 or 3Bags/Cases (Oxygen, Drug Lifepack) 2Bite Sticks 1Bulb Syringe 1Cannulas, Masks (Oxygen) 1Cervical Collars 1 or2Demand Valves 3 or 4Dressing and Paper products 1Drug Boxes 2 or 3Electronic Equipment 3Emesis Basin 1Humidifiers (reusable), Regulators, Tanks 2KED 3Laryngoscope/Blades 4Lifepacks (All cables, paddles, outer case) 2 or 3Linens 1MAST 3 or 5Needles/Syringes 1Penlight 1 or 2Pocket Masks 1 or 4Restraints 2Resuscitators (Disposable BVM/Reusable BVM) 1 or 4Scissors 3Stethoscope 2 or 3Stretcher 1Stylet 1 or 4Suction Canister and Catheters 1Traction Splints (Hare and Sager) 2 or 3Contaminated uniforms 5Fire Fighters/EMT Protective Clothing (turnouts) 2 or 5


APPENDIX B3 . OCCUPATIONAL EXPOSURE TO INFECTIOUS DISEASE

The following is a quick reference guide concerning the different levels of exposure to infectious disease that personnel may encounter in the line of duty:

LEVEL I

DEFINITION:

Contact limited to merely being in the presence of a person suspected of having a communicable disease; except in a confined area with a person having active TB; contamination of personal protective equipment:

ACTION A:

No special action required; decontamination of affected personal protective equipment.

LEVEL II

DEFINITION:

Exposure to healthy, intact skin from victim’s body fluid.

ACTION B:

Notify immediate supervisor; complete an Infectious Disease Exposure Report. Forward forms in a sealed envelope to the Fire Chief or designee.

LEVEL III:

DEFINITION:

Whenever there is contact with infected blood or body fluids, or OPIM, through open wounds, mucous membranes, or parenteral routes. Any of the following is a level III exposure:

Contaminated needle-stick injury. Blood or body fluids or OPIM contact with employee’s mucous membrane of eyes, nose

or mouth. Blood or body fluids or OPIM on contact with non-intact skin. Cuts with sharp instruments covered with blood or body fluids. Any of the above types of contact sustained while cleaning contaminated equipment.

ACTION C:

Notify the immediate supervisor. Go to the nearest emergency medical facility. Complete an Infectious Disease Exposure Report. Forward the forms in a sealed envelope to Fire Chief or designee.


APPENDIX B4 . HEPATITIS B VACCINE DECLINATION


FIRE DEPARTMENT

HEPATITIS B VACCINE DECLINATION

I understand that due to my occupational exposure to blood or other potentially infectious materials I may be at risk of acquiring hepatitis B virus (HBV) infection.

I have been given the opportunity to be vaccinated with hepatitis B vaccine, at no charge to myself. However, I decline hepatitis B vaccination at this time. I understand that by declining this vaccine, I continue to be at risk of requiring hepatitis B, a serious disease.

If, in the future, I continue to have occupational exposure to blood or other potentially infectious materials and I want to be vaccinated with hepatitis B vaccine, I can receive the vaccination serious at no charge to me.



Date _____________________


APPENDIX B4 . HEPATITIS B VACCINE SERIES ACKNOWLEDGEMENT


FIRE DEPARTMENT

HEPATITIS B VACCINE SERIES ACKNOWLEDGMENT

I, ______________________________________ , hereby acknowledgment that I have been informed of my right to have the Hepatitis B vaccination series at no charge to myself. The series consists of three injections within a six month period and will be administered by a physician or the County Health Department as determined by the Lone Peak Fire District. I understand that to maximize the effect of the vaccination series, it is important to have the second injection one month after the first injection, and the third injection five months after the second, as designated.

At the conclusion of the series, I am also entitled to have a department-paid post-testing performed. This testing will determine whether or not I have been effectively immunized against the contraction of Hepatitis B. It is recommended that I obtain the post-testing one to three months after the third injection.



Date _____________________


APPENDIX B6 . BIOHAZARD SYMBOL


APPENDIX B7 . WORKERS COMPENSATION EMPLOYER’S FIRST REPORT OF INJURY OR ILLNESS


APPENDIX B8 . INFECTIOUS DISEASE EXPOSURE REPORT


APPENDIX B9 . COMMUNICABLE DISEASE QUICK REFERENCE GUIDE


APPENDIX B10 . HAZARD & DECONTAMINATION NOTICE


APPENDIX B11 . INFECTIOUS DISEASE-GLOSSARY OF TERMS

AIRBORNE PATHOGENS: Pathogenic microorganisms which are emitted form a diseased human, through a cough or spit, into the surrounding air and can cause disease in humans. These pathogens include, but are not limited to, tuberculosis (TB).

BIOHAZARD: Biological hazards.

BLOOD: Human blood, human blood components, and products made of blood.

BLOODBORNE PATHOGEN: Pathogenic microorganisms which are present in human blood and can cause disease in humans. These pathogens include, but are not limited to, hepatitis B virus (HBV) and human immunodeficiency virus (HIV).

BODY FLUIDS: Any secretions or excretions of the body including blood, plasma, serum, vomitus, pus, saliva, excrement, urine, vaginal secretions, semen, sputum, etc.

COMMUNICABLE DISEASE: A disease that can be transmitted from one person to another. It is also known as a contagious disease.

CONTACT: A person or animal that has been in such association with an infected person or animal or a contaminated environment as to have had opportunity to acquire the infectious agent.

CONTAMINATED: The presence or the reasonable anticipated presence of blood or other potentially infectious materials on an item or surface.

CONTAMINATED LAUNDRY: Laundry which has been soiled with blood or other potentially infectious materials.

CONTAMINATED SHARPS: Any contaminated object that can penetrate the skin including, but not limited to, needles, scalpels, broken glass, and exposed ends of dental wires.

DECONTAMINATION: The use of physical or chemical means to remove, inactivate, or destroy blood borne or airborne pathogens on a surface or item to the point where they are no longer capable of transmitting infectious particles and the surface or item is rendered safe for handling, use or disposal.

DISINFECTION: Killing of infectious agents outside the body by chemical or physical means directly applied.

HEPATITIS: Caused by hepatitis B virus (HBV). The incubation period of hepatitis B is approximately 45 to 160 days, and the onset of acute disease is generally insidious. Clinical symptoms and signs include anorexia, malaise, nausea, vomiting, abdominal pain, and jaundice.

HUMAN IMMUNODEFICIENCY VIRUS (HIV): The virus that cause the condition known as AIDS. It means the body’s immune system (resistance) has been severely damaged or destroyed, and the individual is no longer protected from germs which are around him.


INFECTIOUS DISEASE: An illness or disease resulting from an invasion of a host by disease-producing organisms such as bacteria, viruses, fungi, or parasites.

OCCUPATIONAL EXPOSURE: Reasonably anticipated contact with blood borne or airborne pathogens which may result from the performance of an employee’s duties without wearing intact proper personal protective equipment.

OPIM (Other Potentially Infectious Materials): human body fluids such as semen, vaginal secretions, cerebrospinal fluid, synovial fluid, plural fluid, pericardial fluid, saliva. Any body fluid which is visibly contaminated with blood.

Any unfixed tissue or organ (other than intact skin) from a human (living or dead). HIV-contaminating cell or tissue cultures, organ cultures, and HIV- or HBV-containing culture medium; and blood, organs or other tissues form experimental animals infected with HIV or HBV.

PARENTERAL: Piercing mucous membranes or the skin barrier through such events as needle sticks, human bites, cuts and abrasions.

PERSONAL PROTECTIVE EQUIPMENT: Specialized clothing or equipment worn by an employee for protection against a hazard.

SOURCE INDIVIDUAL: Any individual, living or dead, whose blood or other potentially infectious materials may be resistant bacterial endospores.

STERILIZE: The use of a physical or chemical procedure to destroy all microbial life including highly resistant bacterial endospores.

TUBERCULOSIS DISEASE: An illness caused by TB infection. TB Disease is usually treated with “INH” (isoniazid) plus other drugs. A person with TB disease can pass TB germs to others unless the person with TB disease is taking medication to fight TB. A positive TB test does not show that the employee has TB disease or that they can infect others. TB disease can cause death if not treated.

TUBERCULOSIS INFECTION: Evidence of TB germs in a body. TB infection is not an illness. A person with TB infection cannot pass TB germs to others. Treatment at this point can prevent TB germs from causing TB disease. A positive TB test shows that the employee have TB infection.

UNIVERSAL PRECAUTIONS: An approach to infection control which follows the concept that all human blood and certain human body fluids are to be treated as if known to be infectious. If it’s not yours treat it as if it’s infected.

VACCINATION/IMMUNIZATION: Reduces the risk of contracting a communicable disease.


APPENDIX C . TRAVEL AUTHORIZATION REQUEST


APPENDIX D . OUTSIDE/SECONDARY EMPLOYMENT
