POLICY AND PROCEDURE PERSONNEL ADMINISTRATION General Conduct Disciplinary Philosophy

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1 TITLE: TABLE OF CONTENTS NUMBER: 1 DATE: 03/01/2012 Page 1 of PERSONNEL ADMINISTRATION General Conduct Disciplinary Philosophy Receipt of Allegations of Policy Violations Grooming and Appearance Uniform Specifications Hazing Driver s License Reporting Knowledge of Rules Personal Materials in the Workplace Testing Requirements Weapons in the Workplace

2 TITLE: GENERAL CONDUCT NUMBER: DATE: 03/01/2012 Page 1 of 2 PURPOSE To provide all personnel with expectations of general conduct POLICY All employees shall adhere to the general conduct expectations. APPLICABILITY Heartland Fire & Rescue, City of El Cajon Fire Department, City of La Mesa Fire Department and City of Lemon Grove Fire Department. AUTHORITY Fire Chief REFERENCE Heartland Fire & Rescue Professional Standards PROCEDURE In order to perform their duties properly, it is essential that all personnel of the Fire Department familiarize themselves thoroughly with all the rules, regulations and standard operating procedures pertaining to their position and to conduct themselves, both on and off duty, in such a manner that will not discredit the fire department or violate established policy or procedure. All personnel are required to comply with Federal, State and Local Laws. All personnel will present themselves in a professional manner. They will show a positive and helpful attitude to other personnel and to the citizens of their community. The treatment of others should always be above reproach.

3 TITLE: GENERAL CONDUCT NUMBER: DATE: 03/01/2012 Page 2 of 2 General Orders: Follow all policy and procedures, standard operating guidelines, rules and regulations. Use their training and capabilities to protect the public at all times. Work competently in their positions to support all department programs Conduct themselves in a manner to reflect credit on the Department. Supervisors shall manage in an effective, considerate manner. Follow instruction in a positive, cooperative manner. Keep themselves informed and do their job effectively Be concerned and protective of each member s welfare Operate safely and use good judgment. Keep themselves physically fit. Observe the work hours of their positions Obey the law. Be careful of the Department s equipment and property. Keep personal appearance in compliance with Department, State and Federal Standards.

4 TITLE: DISCIPLINARY PHILOSOPHY NUMBER: DATE: 4/15/2011 Page 1 of 2 PURPOSE To provide an understanding for all personnel on the disciplinary philosophy of the organization. POLICY The efficient operation of the Fire Department is dependent on a well disciplined, cohesive organization. The Fire Chief and Union agree that occasions may occur when a firefighter's performance and/or behavior must be modified in order to insure that the mission of the department is achieved. Discipline must be fair and consistent in order to positively affect the firefighter. Ideally, the goal of discipline is to assist the firefighter in reaching his/her full potential. The philosophy of the Department is to achieve policy compliance through: Ethical leadership. Specific operational and administrative policies, annual review and update of policy, and swift dissemination and training. Thorough investigations into allegations of misconduct. Ethical Leadership All civilian and sworn supervisors are expected to lead by example. By accepting a position of supervision, and the commensurate compensation, these employees have an ethical responsibility to understand, model, apply, train, and enforce Department policy and rules without bias. Establish, Review, Update, and Train The goal of the Fire Department is to provide clear policy and procedures to all employees. To achieve this goal, the Fire Chief and Chief Officers shall continuously establish, review, revise and update policy as described in this Manual. Specific accountability for updates, training, and auditing has been identified throughout this Manual, as well as specific guidelines for conducting comprehensive investigations into allegations of policy/procedure violations.

5 TITLE: DISCIPLINARY PHILOSOPHY NUMBER: DATE: 4/15/2011 Page 2 of 2 APPLICABILITY Heartland Fire & Rescue, City of El Cajon Fire Department, City of La Mesa Fire Department and City of Lemon Grove Fire Department. AUTHORITY Fire Chief REFERENCE State of California Law FBOR Heartland Fire & Rescue Policy and Procedure Manual City of El Cajon Administrative Policy Manual City of La Mesa Administrative Policy Manual City of Lemon Grove Administrative Policy Manual

6 TITLE: RECEIPT OF ALLEGATIONS OF POLICY VIOLATIONS NUMBER: DATE: 04/15/2011 Page 1 of 5 PURPOSE To provide a policy and procedure for receiving and investigating allegations of policy violations. POLICY The department shall receive and investigate allegations of violation of policy. The procedure shall be in accordance with state law and employee memorandum of understandings. The procedure shall be utilized for the investigation of allegations in either work related or non work related activities. APPLICABILITY Heartland Fire & Rescue, City of El Cajon Fire Department, City of La Mesa Fire Department and City of Lemon Grove Fire Department. REFERENCE State of California Government Code Section El Cajon Firefighters Memorandum of Understanding La Mesa Firefighters Memorandum of Understanding Lemon Grove Firefighters Memorandum of Understanding PROCEDURE Each Company Officer, Chief Officer, and civilian supervisor will accept allegations of policy violations from the public, internal, and anonymous sources. Company Officers and civilian supervisors are encouraged to handle minor policy infractions at their level. Informal counseling sessions are an invaluable component to effective leadership and policy compliance. However, each allegation of possible misconduct must be thoroughly examined prior to deciding the appropriate course of action.

7 TITLE: RECEIPT OF ALLEGATIONS OF POLICY VIOLATIONS NUMBER: DATE: 04/15/2011 Page 2 of 5 The on duty Battalion Chief shall be immediately notified of all allegations that, if found to be true may result in the firefighter being subject to punitive action. The term punitive action is defined in California Government Code sections 3250 et seq. (commonly known as the Firefighters Procedural Bill of Rights ( FBOR )) as, any action that may lead to dismissal, demotion, suspension, reduction in salary, written reprimand, or transfer for purposes of punishment. (FBOR section 3251(c).) A written reprimand is punitive action, but only if it is to be filed in or, (if filed in a different location) referred to within any officer s personnel jacket, but only one which (1) might lead to disciplinary action, or (2) is a criticism for a fault on the part of the firefighter. A counseling memorandum not meeting this definition is not a written reprimand under this policy. Further, commentary within any regularly scheduled written performance evaluations, and within any transfer or promotion performance reports that are prepared after an approved transfer or promotion, shall not be deemed punitive action under this policy or sections 3253 and 3254 of the FOBR; nor shall punitive action include a reduction in compensation that occurs voluntarily or solely by the normal expiration of assignment, tour rotation or shift change. If the Company Officer or civilian supervisor is not certain if the allegation may result in a written reprimand or other punitive action, the on duty Battalion Chief shall be notified. In these incidents, the involved employee(s) shall not be notified of the allegations without the direction of the Fire Chief or his/her designee. Documentation of Allegations In incidents other than informal counseling sessions, the Battalion Chief shall direct the Company Officer or civilian supervisor to prepare a memo documenting the following information: Assignment A. Name of person(s)/employee(s) alleging misconduct. B. Date and time allegations were brought to the Company Officer s attention. C. Name(s) of firefighter(s) alleged to have violated policy. D. Name(s) of witnesses and/or witness employee(s). E. A synopsis of events as reported to or observed by the Company Officer or civilian supervisor, including dates, times, and locations. F. Any other pertinent information. Any Company Officer or Chief Officer can initiate a preliminary investigation into allegations of misconduct. A Company Officer may accomplish a preliminary investigation to determine the potential severity of the misconduct and report his/her finding to his/her supervisor. The Fire Chief or his/her

8 TITLE: RECEIPT OF ALLEGATIONS OF POLICY VIOLATIONS NUMBER: DATE: 04/15/2011 Page 3 of 5 designee will determine if the investigation into allegations of misconduct should be handled at the Company Officer or Chief Officer level and assign the investigation accordingly. Issues such as the severity of discipline and difficulty of the investigation shall be considered when making the assignment. The Chief Officer assigned to manage professional standards and investigations shall maintain a log of all assigned investigations into allegations of misconduct. These investigations shall be assigned a number for tracking purposes. The tracking number will be the date the alleged misconduct was reported to the Office of the Fire Chief, followed by the number of assignments for that date. For example, an investigation initiated as the result of alleged misconduct reported to a Chief Officer on December 17, 2007, would be assigned a tracking number of A subsequent investigation reported on the same date would have an assigned number of , and so on. Investigations resulting from a single incident involving multiple focused employees can be assigned one tracking number. Policy Violation Preliminary Investigations Prior to conducting interviews, the assigned investigator shall obtain and review all pertinent information and relevant policies. Items such as time sheets, overtime requests, written reports, CAD logs, MDT messages and e mails are essential to conducting a comprehensive and fair investigation. The investigator should also visit the scene(s) where the alleged misconduct took place, checking for possible independent witnesses and potential area video surveillance cameras. All witnesses should be interviewed prior to the firefighter who is the focus of the investigation. All witness interviews should be tape recorded. Although the focus firefighter shall be made aware of the nature of the investigation prior to an interrogation, the focus firefighter does not have the right to review any statements, memos, or other investigative materials, prior to interrogation.

9 TITLE: RECEIPT OF ALLEGATIONS OF POLICY VIOLATIONS NUMBER: DATE: 04/15/2011 Page 4 of 5 Firefighter Interrogations An interrogation is defined as requiring the firefighter to answer questions, whether orally or in writing, if the answers to those questions may result in discipline of a written reprimand or other punitive action(s). The Fire Department shall adhere to the provisions regarding interrogation rights as set out in the FBOR. A. The focus firefighter shall be notified in writing of the nature of the investigation prior to the interrogation. This notification shall include: 1. The name and rank of the person in charge of the interrogation. 2. Name and rank of any additional interrogator. 3. Date, time and location of the interrogation. 4. A statement regarding the firefighter s right to be represented by the person of his/her choice who is not otherwise involved in the investigation. 5. A statement regarding the firefighter s right to make his/her own tape recording of the interrogation. 6. An order not to discuss this investigation with anyone other than his/her representative or the person in charge of the investigation. B. No more than two interrogators will ask questions during the interrogation of a focus firefighter. C. The interrogation shall be conducted at a reasonable hour, at a time when the firefighter is on duty, unless an imminent threat to the safety of the public requires otherwise. If the interrogation does occur during off duty time of the firefighter being interrogated, the firefighter shall be compensated for any off duty time in accordance with the current MOU regarding overtime. D. The interrogating session shall be for a reasonable period taking into consideration the gravity and complexity of the issue being investigated. The person under interrogation shall be allowed reasonable breaks to attend to his/her personal physical necessities. E. The firefighter shall not be subjected to offensive language or threatened with punitive action. A promise of reward shall not be made as inducement to answering any questions. In cases involving possible criminal charges, the Fire Department shall obtain a grant of

10 TITLE: RECEIPT OF ALLEGATIONS OF POLICY VIOLATIONS NUMBER: DATE: 04/15/2011 Page 5 of 5 immunity from criminal prosecution, in writing, for the firefighter before he/she may be compelled to answer incriminating statements. F. If prior to or during the interrogation of a firefighter, it is contemplated that he or she may be charged with a criminal offense, he or she shall be immediately informed of his or her constitutional rights. G. All oral interrogations of focus employees shall be tape recorded by the investigator. H. If further proceedings are contemplated or prior to any further interrogation at a subsequent time, that employee shall have access to a copy of the recording of their previous interrogation(s). Investigative Report The assigned investigator will complete a report documenting the allegations, the investigation, and conclusions for each allegation, supported by a statement of facts. Conclusions Sustained The investigation revealed sufficient evidence to support the allegation occurred. Not Sustained There was not sufficient evidence to support the allegation occurred or did not occur. Unfounded There was sufficient evidence to sustain the allegation did not occur. Any investigation resulting from an anonymous complaint must be unfounded unless otherwise corroborated. Exonerated The investigation revealed the action occurred, but was not a violation of Department policy. Temporary Reassignment The Fire Chief may choose to temporarily re assign a firefighter during the course of an investigation if it is deemed to be in the best interest of all involved parties and the organization. A re assignment shall not be punitive in nature and must conform to the provisions of the FBOR.

11 TITLE: GROOMING AND APPEARANCE NUMBER: DATE: 04/15/2011 Page 1 of 5 PURPOSE To provide a policy and procedure to promote a professional appearance within Heartland Fire & Rescue. It is the goal of the Fire Department to promote an image to the citizens of our communities of a professional, competent Fire Department. POLICY All personnel shall promote a professional appearance and image to the citizens of the communities we serve. APPLICABILITY Heartland Fire & Rescue, City of El Cajon Fire Department, City of La Mesa Fire Department and City of Lemon Grove Fire Department. REFERENCE Occupational Health and Safety Administration National Fire Protection Association PROCEDURE Grooming Standards It is the goal of the Fire Department to provide a set of grooming standards that takes the safety of all members into consideration, as well as addressing image. When reporting for duty, members shall wear a proper and clean uniform (if not participating in the Physical Training program). Sideburns will not touch the moustache.

12 TITLE: GROOMING AND APPEARANCE NUMBER: DATE: 04/15/2011 Page 2 of 5 Chins must be clean shaven at all times (Chin is defined as the center portion of the lower jaw beginning at the lower lip). No handlebar moustaches will be worn. Mustaches must not grow or fall so as to cover any portion of the upper lip, grow or extend more than 3/4 beyond the corner of the individual s mouth or grow or extend beyond 3/4 below the corner of the individual s mouth. Hair and mustache must be kept neatly trimmed at all times. Hair must not rest on the collar of a Class B uniform shirt. If hair must be secured (mechanically restrained) to meet these requirements, the device or method used to so restrain must not interfere with the safe and proper use of helmets, face pieces or other required safety equipment. It must remain restrained under all conditions of work or activity. In no event shall the length of the hair or the style preclude the proper wearing of the uniform hat or the safe and proper wearing of the helmet or self contained breathing apparatus. Hair and sideburns must not interfere with the operation or wearing of the breathing apparatus. Hair shall be of a natural color. Supervising personnel shall have the complete authority to cause the above standards to be met. The burden of proof, should a conflict arise, shall be on the employee. Deviations may be permitted only when facial characteristics are unusual, making stated regulations impossible to administer or by special permission by the Chief. Appearance Tattoo, Scarification, Branding and Piercing Many factors influence the community s confidence in our department. The image we present to the community must be one of professionalism. Our appearance is of utmost importance. It is the preference of the Department that should personnel obtain any tattoo, scarification, branding or

13 TITLE: GROOMING AND APPEARANCE NUMBER: DATE: 04/15/2011 Page 3 of 5 piercing, it should be located in an area which can be covered with a Department approved uniform or business attire as described in Policy and Procedure Uniform Specifications Definitions Tattoo the act or practice of marking the skin with indelible designs, forms, figures, art, etc., by making punctures in the skin and inserting pigment. Scarification the act of intentional cutting of the skin for the purpose of creating a design, form, figure or art. Branding the act of intentional burning of the skin for the purpose of creating a design, form, figure or art. Piercing the act of creating a hole in any part of the body for the purpose of inserting an object, jewelry or ornamentation. Excessive tattoos, scarifications or brands excessive is defined as any tattoos, scarifications or brands that exceed 10% of the exposed body part, those above the collarbone readily visible when wearing an open collar uniform, and/or any which detract from an appropriate professional image. Unauthorized tattoos, scarifications or brands unauthorized is defined as any tattoos, scarifications or brands considered inappropriate, unprofessional or offensive as outlined in this policy. TATTOOS, BRANDS, SCARIFICATIONS Any excessive tattoos, scarifications or brands worn by Fire Department personnel shall NOT be visible while on duty or representing the Department in any official capacity. Excessive tattoos, scarifications or brands must be covered with a Department approved uniform, including, but not limited to a long sleeve shirt, jacket, sweater, turtleneck sweater, dickie or pants.

14 TITLE: GROOMING AND APPEARANCE NUMBER: DATE: 04/15/2011 Page 4 of 5 Fire Department personnel may be granted a one time exemption by the Fire Chief for tattoos, scarifications, or brands already in existence on the date of this policy that cannot be covered by a Department approved uniform, pursuant to the exemption portion of this policy. No exemptions will be granted for any unauthorized tattoos, scarifications or brands considered inappropriate, unprofessional or offensive. The display of any unauthorized tattoo, scarification or brand considered inappropriate, unprofessional or offensive, regardless of its location, by any member of the Department while on duty or representing the Department in any official capacity is prohibited. The following includes, but is not limited to, the types of unauthorized tattoos, scarifications or brands prohibited by this policy: Depictions of nudity or violence. Sexually explicit or vulgar art, words, phrases or profane language. Symbols likely to incite a strong reaction in the workplace, i.e., swastikas, pentagrams or similar symbols. Initials, acronyms or numbers that represent criminal or historically oppressive organizations, i.e.,ab, KKK, SS, MM, BFG, HA, 666 or any street gang names, numbers and/or symbols. Any member of the Department who obtains an unauthorized tattoo, scarification or brand considered inappropriate, unprofessional or offensive shall: Remove the tattoo, scarification or brand at their own expense; or, Cover the tattoo, scarification or brand with a Department approved uniform as described in this policy; or, Cover the tattoo, scarification or brand with Department approved business or casual attire as appropriate according to this policy. PIERCINGS While on duty, Fire Department personnel will not wear any visible type of jewelry designed for display through the act of body piercing.

15 TITLE: GROOMING AND APPEARANCE NUMBER: DATE: 04/15/2011 Page 5 of 5 EXEMPTIONS Fire Department personnel may be granted a one time exemption by the Fire Chief for tattoos, scarifications or brands already in existence on the date of this policy that cannot be covered by a Department approved uniform or business attire as set forth in Policy and Procedure Members requesting this exemption must submit their request in writing to the Fire Chief with photographs documenting the tattoos, scarifications or brands for which they are requesting exemptions. A decision will be rendered granting or denying the exemption within thirty (30) calendar days from receipt of the request by the Fire Chief. The final authority for granting any exemption will rest with the office of the Fire Chief or an appointed designee. No exceptions will be granted for any unauthorized tattoos, scarifications or brands considered inappropriate, unprofessional or offensive as outlined in this policy. FINAL AUTHORITY The final authority for deciding the appropriateness of any tattoo, brand, scarification, will rest with the office of the Fire Chief or an appointed designee.

16 TITLE: UNIFORM SPECIFICATIONS NUMBER: DATE: 07/15/2011 Page 1 of 7 Rev: 08/01/13 PURPOSE To establish uniform specification standards for all Heartland Fire & Rescue personnel. POLICY Fire Department employees shall adhere to the established for uniforms. These standards of uniformity are consistent with a professional image, enhance personal and Departmental identification and instill pride as a team. APPLICABILITY Heartland Fire & Rescue City of El Cajon Fire Department, City of La Mesa Fire Department and City of Lemon Grove Fire Department. DEFINITIONS N/A AUTHORITY Fire Chief REFERENCE N/A PROCEDURE Each member will be issued one breast badge, one department patch, one flag patch and one metal nametag to be worn as part of the uniform as follows: Breast Badge: On badge tab centered above left breast pocket on shirt OR when jacket is worn, on left breast badge tab provided by supplier.

17 TITLE: UNIFORM SPECIFICATIONS NUMBER: DATE: 07/15/2011 Page 2 of 7 Rev: 08/01/13 Shoulder Patches: Department patch on left sleeve of Class B shirt, and flag patch on right sleeve. Both patches shall be placed one inch below shoulder seam. Metal Name Tag: Centered over right breast pocket of Class B shirt. Each member will be held responsible for the replacement or repair of these items in the event of loss or damage, except as provided by the City's Uniform Damage Policy. Service crosses shall be worn on the left sleeve of Class "A jacket, one 5/8 Maltese cross for each five years of service. These will be worn with center of cross one inch above upper edge of sleeve stripe on Class "A" jacket. CLASS "A" UNIFORM Class "A" Uniforms may be worn while representing the Department at public functions, funerals, hearings, Court appearances, banquets, retirement dinners or when specifically ordered by the Fire Chief. A breast badge shall be worn over the left breast, and a nametag shall be over the right breast. MEN S UNIFORM COAT AND PANTS: Flying Cross Uniform by Fechmeimer Model #17B869C, six button Double Breasted, Black, made of 55% Dacron Polyester and 45% wool gabardine weave. It will have two lower pockets and one upper left breast pocket with a badge tab above the breast pocket. WOMEN S UNIFORM COAT AND PANTS / SKIRT: Flying Cross Uniform by Fechmeimer Model #4800SDC, three buttons Single Breasted, Black, made of 55% Dacron Polyester and 45% wool gabardine weave. It will have one upper left breast pocket with a badge tab above the breast pocket. The matching slacks, model #4800S or skirt, model #4800SK shall be worn. EISENHOWER STYLE UNIFORM Those personnel that have purchased a Eisenhower style Class A uniform prior to the implementation date of this policy will be allowed to continue the use of that uniform. As of January 1, 2013 this uniform is no longer authorized for purchase.

18 TITLE: UNIFORM SPECIFICATIONS NUMBER: DATE: 07/15/2011 Page 3 of 7 Rev: 08/01/13 ALL CLASS A UNIFORMS Each sleeve shall have ½ braid, seam to seam, and three (3) inches from the bottom. Above the braid on the left sleeve shall be one service cross for every five years of fire service. The number and color of braid stripes will be as follows: Fire Chief: Deputy Fire Chief Fire Division Chief Battalion Chief Captains All Others Five gold stripes Four gold stripes Three gold stripes Two gold stripes Two silver stripes One silver stripe Each officer shall wear collar insignias that are one (1) inch solid diameter. The Fire Chief will have five (5) gold crossed bugles, Deputy Fire Chief s four (4) gold crossed bugles, Division Chiefs three (3) gold crossed bugles, Battalion Chiefs two (2) gold crossed bugles and Captains two (2) parallel silver bugles. The department patch shall be placed on both sleeves and shall be placed one inch below the seam. HATS: Naval style hat (Example Keystone R13 Round). Chief Officer s hats will be white over black with a gold band, Captain shall be white over black with a silver band, Engineers and Firefighter/Paramedics shall be black over black with silver band. An approved hat badge will be provided based on rank. SHIRT: White cotton or cotton base dress shirt, long or short sleeves. TIE: Men Black four in hand or Windsor. Women Black continental tie. SHOES: Black leather oxford, laced with plain or stitched toe, non marking sole and heel. SOCKS: Solid black color, wool, cotton or nylon.

19 TITLE: UNIFORM SPECIFICATIONS NUMBER: DATE: 07/15/2011 Page 4 of 7 Rev: 08/01/13 BELT: Black top grain bridle leather, 1 1/2" wide with silver loop buckle or other approved buckle. Chief Officers are to wear gold loop buckle or other approved buckle. NOTE: Other pins, patches or badges may be worn only with the express permission of the Fire Chief. CLASS "B" UNIFORM Shall be worn by all members during the following or as designated by Captains or Chief Officers; classroom training sessions, special work details, inspections, station tours, meetings and any other planned situations of public contact. (Some exception permitted under Class "C" uniform.) SHIRT: Lion Brand # (Short Sleeve) or #1457 LS (Long Sleeve) navy blue Nomex, with two breast pockets, badge and nametag tab to be ½ above breast pocket, short or long sleeves. A Heartland Fire & Rescue patch will be sewn onto the left shoulder. A Military specification U.S. flag will be sewn onto the right shoulder. NON SAFETY PERSONNEL (BLS): Model #130. May elect to wear the Lion brand polyester/cotton shirt; HEARTLAND FIRE & RESCUE BADGE: Sequentially numbered Department issued breast badge. NAME TAG: ½ X 2¼ metal name badge with a Satin finish. The name tag shall match the color of the breast badge and have the firefighters first and last name. Under the name shall be a one Maltese Service Cross for every 5 years of fire service. COLLER INSIGNIA: Each officer shall wear silhouette style collar insignias. The Fire Chief will have five (5) gold crossed bugles, Deputy Fire Chief s four (4) gold crossed bugles, Division Chief s three (3) gold crossed bugles, Battalion Chief s two (2) gold crossed bugles and Captain s two (2) parallel silver bugles. When worn on the collar, they will be squared with the vertical seam at the front of the collar so that the device will have the leading edge 3/8" from the leading edge of the collar and will be centered between the top and the bottom of the collar. TROUSERS: Lion Brand # Navy blue Nomex.

20 TITLE: UNIFORM SPECIFICATIONS NUMBER: DATE: 07/15/2011 Page 5 of 7 Rev: 08/01/13 NON SAFETY PERSONNEL (BLS): May wear the Lion Brand polyester/cotton trousers; Model # JACKET: Lion Brand # 0794 Navy blue Perma press material, 14 oz. zippered front, badge tab, cuffed sleeves and slash pockets or the Challenger Port Authority J754, navy blue. An embroidered badge on left chest, department patch on left shoulder and a Military specification U.S. flag on right shoulder can be added to the Lion jacket only. JOB SHIRT STYLE SWEATSHIRT: Navy blue Job style ¼ Zip sweatshirt #5.11 or Jerzees #4528MR may be worn over a class B shirt but not in place of it. BASEBALL CAPS: Navy blue baseball cap with solid cloth bill Flexfit #6477. The cap crown will be embroidered with approved logo. Other than slight enhancement of the factory curve of the hat bill for personal comfort, modification to the shape of the bill is not permitted. Baseball Caps shall not be worn during indoor public ceremonies. Flat bill and oversize style baseball caps are prohibited. SHOES OR BOOTS: Shoes and boots must be regulation safety type meeting ANSI Z41 toe impact and compression specifications. Shoes or boots must be either provided, or approved, by the department. SOCKS: Solid black or white, wool or cotton or an approved mixed color athletic sock BELT: Black top grain bridle leather, 1 1/2" wide with silver loop buckle or other approved buckle. Chief Officers are to wear gold loop buckle or other approved buckle. T SHIRT: Navy blue short sleeve Alstyle #1305 or long sleeve Gilden #2410 T shirts (Crew neck). SHORTS: Agency approved Navy blue uniform shorts are allowed when personnel are assigned special duties such as bike assignments. The wearing of shorts must be authorized by the Fire Chief or designee.

21 TITLE: UNIFORM SPECIFICATIONS NUMBER: DATE: 07/15/2011 Page 6 of 7 Rev: 08/01/13 NOTE: In "outside activities" Company Officers shall assure that all members are dressed uniformly. Long sleeve T shirts or sweat shirts shall not be worn under a short sleeve Class B shirt. Other pins, patches or badges may be worn only with the express permission of the Fire Chief. CLASS "C" UNIFORMS The Class "C" uniform is meant to be the working uniform while personnel are engaged in certain drills and work details at the discretion of the Company Officer under certain conditions. This uniform shall not be worn while representing the Department during formal public relations, such as fire inspections, public education classes, station tours and other related functions. T SHIRT: Navy blue Crew neck short sleeve T shirt Alstyle #1305 or long sleeve Gildan #2410. T shirts are to be 100% cotton or FR synthetic material designed for the wildland application. T shirts are to have approved Fire Department logo. An optional non dyed, ash colored, long sleeve shirt may be worn during wildland responses. Wildland T shirt must have an embroidered logo. NO SILK SCREENING. TROUSERS: Lion Brand # Navy blue Nomex. SWEATSHIRT: Navy blue Crew neck, Long sleeve, pullover style Jerzees #562MR J Navy. Sweatshirts are to be cotton or cotton blend. Sweatshirts are to have approved Fire Department logo. JOB SHIRT: Navy blue Job Style (collar and ¼ zip) sweatshirt #5.11 or Jerzees #4528MR with approved logo JACKET: Lion Brand #0794 Navy blue perma press material, 14 oz. zippered front, badge tab, cuffed sleeves and slash pockets or the Challenger Port Authority J754, navy blue. An embroidered badge on left chest, department patch to left shoulder and flag on right shoulder shall be added to the Lion jacket only. BASEBALL CAPS: Navy blue baseball cap with solid cloth bill Flexfit #6477. The cap crown will be

22 TITLE: UNIFORM SPECIFICATIONS NUMBER: DATE: 07/15/2011 Page 7 of 7 Rev: 08/01/13 embroidered with approved logo. Other than slight enhancement of the factory curve of the hat bill for personal comfort, modification to the shape of the bill is not permitted. Baseball caps shall not be worn during indoor public ceremonies. Flat bill and oversize style baseball caps are prohibited. BEANIES: Navy blue Sportsman #SP8 (8 inch) or #SP12 (12 inch) may be worn on strike team; Line assignments, overhead assignments or department approved special assignments only. Beanies are not to be worn as part of the class B or C uniform other than identified in this section. BOONIE HAT: Navy blue MIL SPEC H 4377 may be worn on strike team assignments, line assignments, overhead assignments, department approved special assignments or extended duty assignments, such as training or equipment testing not requiring a helmet, where sun exposure exceeds two or more hours. Boonies are not to be worn as part of the class B or C uniform other than identified in this section. TRAINING: Class "C" may be worn during manipulative training at Officer's discretion. WORK DETAILS: uniform. Class "C" may be worn when nature of work would soil or damage the PHYSICAL TRAINING: Agency approved navy blue shorts or sweat pants with a Class "C" T shirt or HFR agency approved tank top and athletic shoes may be worn during PT. CONDITION OF UNIFORMS: It is the responsibility of each employee to maintain his/her uniforms in a clean, neat, and professional condition. The Company Officer will have authority to direct the employee to discontinue use of uniform articles for poor condition or color. Clothing identified as part of authorized uniform is to be worn while on duty or traveling to and from work only. Wearing of uniforms off duty is subject to prior approval. Uniforms unfit for service are not to be worn off duty. Deviation from this policy is at the discretion of the Fire Chief.

23 TITLE: HAZING NUMBER: DATE: 04/15/2011 Page 1 of 1 PURPOSE To prevent acts of hazing from occurring in the workplace. POLICY Hazing has no place in the professional work environment and is strictly prohibited. Such activity is counter productive to a supportive work environment that is free from harassment and supports the Department s commitment of being good stewards of the public s resources. APPLICABILITY Heartland Fire & Rescue, City of El Cajon Fire Department, City of La Mesa Fire Department and City of Lemon Grove Fire Department. AUTHORITY Fire Chief PROCEDURE Employees shall not engage in hazing. Hazing is any willful act or practice by an employee of the Department, directed against another sworn or civilian employee of the Department, which, with or without intent, is likely to: Cause bodily harm or danger; Cause offensive punishment, or disturbing pain; Compromise the person's dignity; Cause a person to be the object of malicious amusement or ridicule; Cause psychological harm or substantial emotional strain; or Reflect negatively on the reputation and mission of the Department. Allegations of hazing may be sustained with, or without, a complaining victim.

24 TITLE: DRIVER S LICENSE REPORTING NUMBER: DATE: 04/15/2011 Page 1 of 1 PURPOSE To establish a policy and procedure for reporting changes to driver s license status. POLICY The possession of a valid California driver s license is a requisite of employment with the Fire Department. Firefighters are required to report to their supervisors any change in driver s license status immediately upon any restriction notification. APPLICABILITY Heartland Fire & Rescue, City of El Cajon Fire Department, City of La Mesa Fire Department and City of Lemon Grove Fire Department. AUTHORITY Fire Chief PROCEDURE All employees required to maintain a Class C or Class B California driver s license shall notify their immediate supervisor upon any action, either actual or intended, taken by the Department of Motor Vehicles or law enforcement agency which may affect the employee s driving status. This notification shall be made no later than the beginning of the employee s next workday following his/her knowledge of the actual or intended action. This section is not intended to include routine renewal notices or minor traffic citations.

25 TITLE: KNOWLEDGE OF RULES NUMBER: DATE: 04/15/2011 Page 1 of 3 PURPOSE To make sure all personnel have knowledge of the rules that affect the Fire Department and its personnel. POLICY It is the policy of the Fire Department that all employees be familiar with our rules and regulations. The knowledge and understanding of Department and City policies and procedures ensure consistency in achieving the goals and objectives of the organization. The Fire Department strives to maintain accurate policies and procedures. No Department policy or procedure is intended to conflict with another policy or procedure, or with Federal, State or local statutes. APPLICABILITY Heartland Fire & Rescue, City of El Cajon Fire Department, City of La Mesa Fire Department and City of Lemon Grove Fire Department. AUTHORITY Fire Chief PROCEDURE It is the responsibility of the Chief and all Chief Officers to establish and maintain policies and procedures and to assure the timely dissemination and necessary training of all new policies and procedures as detailed in Department and City Manuals. The electronic version of documents in a central location such as a website or designated network location shall be considered the most accurate and up to date version.

26 TITLE: KNOWLEDGE OF RULES NUMBER: DATE: 04/15/2011 Page 2 of 3 Company Officer Responsibility It is the Company Officer s responsibility to assure all firefighters assigned to their command are knowledgeable regarding the policies and procedures for the duties to which they are assigned. Firefighter s Responsibility It is the firefighters responsibility to familiarize themselves with all written rules, regulations, directives, and procedures of the Department, bureaus and/or units to which they are assigned. Firefighters have an affirmative duty to advise an immediate supervisor if they feel they did not receive adequate training or notification of policies or procedures. Firefighters who do not understand their duties or responsibilities or when dealing with a situation for which there are no regulations or established procedures should, circumstances permitting, consult with their immediate supervisor for direction. Memorandum of Understandings The Fire Department and each firefighter, through his/her bargaining unit, have specific obligations as defined in their respective MOU. All Chief Officers shall maintain and be familiar with the MOU of each bargaining unit represented in his/her command. City Administrative Policy and Procedure The City of El Cajon maintains an Administrative Procedural Manual. This Manual is available at all Fire Stations and in the administrative offices. Chief Officers, Company Officers, and civilian supervisors shall be knowledgeable on how to access the Administrative Procedure Manual and be familiar with its contents. Fire Department Policy and Procedure Manual This manual is intended to provide the basic policies and procedures of the Fire Department. A current copy is maintained and available at all Fire Stations in the administrative offices. The policy and procedure is also available on the Heartland Fire & Rescue website.

27 TITLE: KNOWLEDGE OF RULES NUMBER: DATE: 04/15/2011 Page 3 of 3 Memos Memos allow for swift notification of policy and procedural changes as well as other pertinent issues dealing with the delivery of Fire Service operations. It is the responsibility of the Fire Administrative Division Chief to assure that memos dictating change in departmental operation or administrative policy or procedure are placed into the appropriate policy manual within six months of the date of the memo. Administrative Memos will generally expire as soon as the policy or procedural change has been updated in the appropriate source and the update has been properly disseminated. Conflicts Employees identifying such conflicts in existing policy/procedure shall immediately notify the Fire Chief of the conflict, in writing, via appropriate chain of command.

28 TITLE: PERSONAL MATERIALS IN THE WORKPLACE NUMBER: DATE: 04/15/2011 Page 1 of 1 PURPOSE To provide a policy and procedure for personal materials in the workplace. POLICY Court cases have acknowledged a unique work environment for firefighters. These cases have allowed limited personal possession of materials which otherwise may be considered a violation of the City policy. In a continuing effort to maintain the highest standard of professionalism and provide a workplace free from discrimination and harassment, the Fire Chief shall narrowly interpret this issue. APPLICABILITY Heartland Fire & Rescue, City of El Cajon Fire Department, City of La Mesa Fire Department and City of Lemon Grove Fire Department. AUTHORITY Fire Chief PROCEDURE No employee shall possess or maintain potentially offensive materials in locations where they may be seen or heard, intentionally or otherwise, by other employees or visitors to fire stations, vehicles, or facilities.

29 TITLE: TESTING REQUIREMENTS NUMBER: DATE: 02/05/2015 Page 1 of 3 PURPOSE To identify the training and testing requirements for all new hire suppression personnel s first three years of service with Heartland Fire and Rescue. POLICY All new hire suppression personnel during their first three years of employment shall successfully complete the testing and certification requirements of the organization at the established time intervals. It shall be the responsibility of the assigned immediate supervisor to ensure that testing timelines are monitored and met. It is also the supervisor s responsibility to ensure that training and testing results are appropriately recorded throughout the testing and certification period and that updates are provided to the Shift Battalion Chief. APPLICABILITY Heartland Fire & Rescue City of El Cajon Fire Department, City of La Mesa Fire Department, City of Lemon Grove Fire Department AUTHORITY Fire Chief PROCEDURE One Year Testing Testing in the first year of a Paramedic/Firefighter s probationary period will consist of manipulative and written tests at the completion of three, six and nine months of service. Upon the successful completion of the nine month test, the Paramedic/Firefighter will be assigned a building to develop a pre plan and conduct a walkthrough of the pre plan in a multi company drill setting. The pre plan assignment shall be completed prior to the completion of twelve months of service.

30 TITLE: TESTING REQUIREMENTS NUMBER: DATE: 02/05/2015 Page 2 of 3 Additionally, prior to the completion of 12 months of service, three hose lays from the prior three, six, and nine month tests shall be randomly chosen for testing. All testing will be evaluated based upon the Heartland Fire and Rescue job breakdowns and testing standards. Testing will be conducted by the assigned supervisor and witnessed by the Shift Battalion Chief and/or the Training Battalion Chief. Two Year Testing Testing in the second year of the Paramedic/Firefighter training period shall consist of completing the State Fire Marshal Firefighter 2 requirements and assigned manipulative tests. The manipulative testing is designed to evaluate the Paramedic/Firefighter s knowledge, skills, and abilities while they perform assigned tasks related to hose lays, ventilation, and technical rescue. Tasks shall be consistent with established Heartland Fire and Rescue operational standards and conducted with standard equipment found on apparatus that the Paramedic/ Firefighter are routinely assigned. The Paramedic/Firefighter will be evaluated on their ability to carry out manipulative assignments using the appropriate methodology, tools, tool handling, and techniques dictated by the manipulative task being tested on. Once assigned for testing, all tasks shall be performed without guidance on how to complete the task assigned. Effective communication and ability to work with other personnel assigned to the testing sequence shall also be evaluated. Predetermined or scripted scenarios for the two year evaluation will not be available. The on duty Battalion Chief will determine the evolutions to be performed for testing and conduct an evaluation of the Paramedic/ Firefighter s performance using the approved evaluation form. For consistency in testing and evaluation, the Training Battalion Chief shall be present during all performance testing. Both the Shift and Training Battalion Chief will discuss the results of the testing with the Paramedic/Firefighter and their Captain regarding performance and scores. If needed, the Battalion Chiefs will develop a training plan to address any performance deficiencies noted in the testing process. This plan will be discussed with the supervising Captain for performance enhancements and/or testing needs.

31 TITLE: TESTING REQUIREMENTS NUMBER: DATE: 02/05/2015 Page 3 of 3 Three Year Testing Training requirements for the third year of the Paramedic/Firefighter training period shall consist of obtaining their Firefighter s endorsement for their Class C license and completing the Heartland Fire and Rescue Driver Operator Task Book. The Paramedic/Firefighter is required to take the State Fire Marshal Driver Operator 1A course in order to obtain their endorsement. The Paramedic/Firefighter must complete the prerequisite for the class by completing one of the Heartland Fire & Rescue Driving courses. The supervising Captain will ensure that the driving skills were completed. Paramedic /Firefighters may sign up for Driver Operator 1A after 18 months of service if it does not detract from their two year training requirements. The Training Battalion Chief must be notified prior to the Paramedic/Firefighter registering for the Driver Operator course to ensure that the requirements have been met and to obtain the Fire Chiefs signature on the course prerequisite verification form. The Training Battalion Chief and the Shift Battalion Chief will together evaluate the final manipulative skills testing. A written test will be administered by the Training Battalion Chief.

32 TITLE: Weapons in the Workplace NUMBER: DATE: 05/20/2015 Page 1 of 2 PURPOSE Heartland Fire & Rescue is committed to maintaining a safe and secure work environment. This policy is a proactive step towards reducing the risk of injury or death associated with intentional or accidental use of firearms, explosives or weapons (hereafter referred to as weapons ). POLICY All members of Heartland Fire & Rescue and their guests are prohibited from possessing, or storing weapons on the premises of any Heartland Fire & Rescue member agency, including parking lots, or while conducting business on behalf of any Heartland Fire & Rescue member agency. Exceptions: 1) Knives considered to be tools; 2) Personnel who are authorized by the Fire Chief to carry weapons due to their participation in department sanctioned law enforcement duties. This shall be limited to the immediate preparation for a duty deployment (activation) only. When not actively preparing for duty deployment, authorized personnel are to store weapons per jurisdictional policies, laws or standards; 3) Fireworks that are being stored for destruction. DEFINITIONS Firearm Any device that shoots a bullet, or other projectile, whether loaded or unloaded. This includes, but is not limited to, all types of guns, and ammunition for any such device. Weapon Any device, or parts to a device that is designed to, or traditionally used to, inflict harm. This includes, but is not limited to: 1) firearms, knives not considered to be tools, martial arts weapons, bows and arrows, explosive devices, etc.; 2) any object that could be reasonably construed as a weapon; or 3) any object legally controlled as a weapon. Explosives Any chemical compound or mechanical mixture that may result in an explosion capable of producing destructive efforts on objects or of destroying life or limb. This includes, but is not limited to, fireworks, commercial explosives and detonation devices, gun powder or any improvised compound with the same properties.

33 TITLE: Weapons in the Workplace NUMBER: DATE: 05/20/2015 Page 2 of 2 AUTHORITY Fire Chief APPLICABILITY Heartland Fire & Rescue, City of El Cajon, City of La Mesa, City of Lemon Grove. PROCEDURE In order to maintain a safe and secure work environment it is required that all Heartland Fire & Rescue personnel and visitors, with the exception of sworn law enforcement personnel, abide by this policy and all Federal, State and Local laws and policies. Any violation of this policy may lead to disciplinary action up to, and including, termination. REFERENCE City of El Cajon Administrative Policy E 11 City of La Mesa Workplace Security and Anti Violence Policy City of Lemon Grove Municipal Code Section