23-078 (09-05) Approve Golden Valley Firefighter Policy ManualDocuSign Envelope ID: 046301EF-97D7-4892-99A3-6E82F35E4B4B
RESOLUTION NO. 23-078
RESOLUTION ADOPTING FIREFIGHTER POLICY MANUAL
WHEREAS, the City of Golden Valley Fire Department Policy Manual encompasses
policies and procedures required for all personnel in the Fire department who perform fire
suppression and first response as a Golden Valley Firefighter; and
WHEREAS, these policies are in addition to or in replacement of policies listed
within the Golden Valley Employee Handbook, which are critical for safe and efficient Fire
Department operations.
NOW THEREFORE BE IT RESOLVED, that the updated policies shall be in effect
September 6, 2023, with the exception of the paid holiday provision, which shall be in effect
September 1, 2023. City staff propose adding holiday pay effective September 1, 2023,
thereby giving POC FF and Duty Crew personnel holiday pay for Labor Day.
Adopted by the City Council of Golden Valley, Minnesota this 5th day of September, 2023.
DocuSigned by:
Shepar Harris, Mayor
ATTEST:
FT
DocuSigned by:
l
eresa c yma, City Clerk
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City of Golden Valley Fire Department Policy Manual
City of Golden Valley Mission Statement
The City of Golden Valley delivers high -quality, responsive services to ensure the community remains a
vibrant and welcoming environment in which to live, work, and play.
City of Golden Valley Welcome Statement
The City of Golden Valley believes in and stands for the values of social equity, inclusion, and justice. We
embrace diversity and recognize the rights of individuals to live their lives with dignity, free of
discrimination, fear, violence, and hate. We are dedicated to being a supportive and united community,
strengthened by the diversity of our residents and visitors. We strive to provide fair and unbiased
services and programs, giving opportunities for all.
Golden Valley Fire Department Mission Statement
The Golden Valley Fire Department protects lives and property, promotes fire and life safety and
enhances the livability of the City of Golden Valley through rigorous training and rapid, professional
response. Our priority is to provide unsurpassed fire and emergency medical services to the Golden
Valley community.
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(-nntPrltS
City of Gnlrlen Vallev Fire Department Policv Manual.................................................................................1
City of Gnlrien Vallev Mission Statement.....................................................................................................1
City of Golden Valley Welcome Statement...................................................................................................1
Golden Valley Fire Department Mission Statement.....................................................................................1
Definitions..................................................................................................................................................... 4
Section1: Introduction.................................................................................................................................
5
Purpose.........................................................................................................................................................
5
Section2: Continued Employment...............................................................................................................
6
At -Will Employment......................................................................................................................................6
Full -Time City Employees..............................................................................................................................
6
ProbationaryPeriod......................................................................................................................................
6
PhysicalExpectations....................................................................................................................................6
Driver's License.............................................................................................................................................
6
Firefighter Certifications and Training..........................................................................................................7
Trainingand Drills.....................................................................................................................................7
Additional Training Guidelines..................................................................................................................
7
TrainingCertifications...............................................................................................................................7
Responding to Fire Calls and Fulfilling Duty Crew Requirements.................................................................8
PaidOn -Call Response..............................................................................................................................
8
DutyCrew Response.................................................................................................................................8
Performanceand Discipline..........................................................................................................................8
Section3: Workplace Rules...........................................................................................................................9
ConfidentialInformation..............................................................................................................................
9
WorkOutside the City...................................................................................................................................
9
Appearanceand Dress..................................................................................................................................9
Uniforms...................................................................................................................................................
9
Employees may not wear GVFD uniforms of any class while off-duty.....................................................9
Personal Protective Equipment................................................................................................................9
Self -Contained Breathing Apparatus (SCBA) Mask.................................................................................10
Identification...........................................................................................................................................10
SafetyExposures.........................................................................................................................................10
BloodBorne Pathogens...........................................................................................................................10
Section4: Facilities and Equipment............................................................................................................12
FireStation Access......................................................................................................................................12
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Pagersand Portable Radios........................................................................................................................12
CellPhone Notifications..............................................................................................................................12
CameraUse.................................................................................................................................................12
Useof City Vehicles.....................................................................................................................................13
Idling........................................................................................................................................................13
Section5: Code of Conduct.........................................................................................................................14
FirefighterCode of Ethics............................................................................................................................14
PersonalExpectations.................................................................................................................................14
Section6: Compensation............................................................................................................................16
StartingCompensation...............................................................................................................................16
Temporary Assignment Compensation......................................................................................................16
PaidOn -Call Compensation........................................................................................................................16
PagedEvents: ..........................................................................................................................................
16
Non -Paged Events: ..................................................................................................................................
16
Duty Officer and Duty Chief Compensation................................................................................................16
ShiftLead Compensation............................................................................................................................16
HolidayCompensation................................................................................................................................16
TravelTime..................................................................................................................................................17
Section 7: Hours of Work and Time Tracking..............................................................................................18
CoreWorking Hours....................................................................................................................................18
Attendance, Absences, and Scheduling......................................................................................................18
CallResponse..........................................................................................................................................18
OverlappingCalls....................................................................................................................................18
DutyCrew Shift Requirements................................................................................................................18
Drillsand Training Attendance................................................................................................................19
Absencesfrom Calls and Drills................................................................................................................19
TimeTracking Procedures...........................................................................................................................19
Paydays.......................................................................................................................................................19
Full Time Firefighter Call and Training Documentation..........................................................................19
Section8: Time Away From Work...............................................................................................................20
PersonalLeave............................................................................................................................................20
Outside Line -Of -Duty Medical Condition................................................................................................20
PregnancyLeave..................................................................................................................................... 21
Lineof Duty Injury or Illness...................................................................................................................21
Reinstatement............................................................................................................................................. 21
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Section9: Benefits...................................................................................................................................... 22
FireRelief Association.................................................................................................................................22
RetirementBenefits................................................................................................................................22
Critical Incident Stress Management......................................................................................................22
Definitions
• Apprentice Firefighter: A member in their second year of service.
• Assistant Chief of Operations: The Assistant Fire Chief who oversees and supervises the daily
operations of the fire department.
• Assistant Chief of Training: The Assistant Fire Chief who supervises, manages and coordinates
all training of fire department personnel as well as manage professional certifications, and
continuing education, community outreach, and recruitment of new Firefighters.
• Drill: Firefighter trainings which may be mandated or voluntary.
• Duty Chief: A fire department employee in a Chief Officer role with responsibilities as
designated by the Duty Chief Standard Operating Guidelines.
• Duty Crew: A scheduled group of 2-4 Firefighters, staffing an engine or ladder truck during a
designated time.
• Duty Officer: A fire department Fire Officer, with responsibilities as designated in the Duty
Officer Standard Operating Guidelines.
• Employee in good standing: Term used by the Fire Relief Association to describe an employee
who meets minimum call back percentage requirements, minimum drill attendance
requirements, minimum duty crew shift requirements, earns and maintains all required state
certifications and is not currently subject to any disciplinary actions by the Fire Department/
City.
• Firefighter: A member who has completed the requirements of an apprentice Firefighter, meets
the department's training requirements and can respond to fire and medical emergency calls
and render appropriate aid.
• Fire Officer: A line or command officer position that administers and supervises members of the
Golden Valley Fire department. Current Fire Officer positions include: Battalion Chief, Captain,
and Lieutenant.
• GVFD: the Golden Valley Fire Department
• Paid On -Call Firefighters (POC FF): Firefighters with the GVFD who respond to paged calls for
service during scheduled shifts and unscheduled callbacks.
• Paid On -Call Response: calls for service which require emergency responders, including
unscheduled POC FF. responding to paged calls for service unscheduled time.
• Probationary Firefighter: A GVFD employee who is completing first year of GVFD training. The
probationary period is typically one year but may be extended as required.
• Shift Lead: An appointed Firefighter who serves in a supervisory / line officer role during a
scheduled duty crew shift.
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Section 1: Introduction
Purpose
The Golden Valley Firefighter Policy Manual ("Policy Manual") establishes policies and procedures for
administration and operation of the Golden Valley Fire Department. This version of the Policy Manual
supersedes and replaces all prior versions. In addition to this Policy Manual, all employees must follow
the policies and procedures listed within the City of Golden Valley Employee Handbook (the "Employee
Handbook") and the GVFD operational guidelines detailed within the Standard Operating Guidelines. In
the event of a conflict between this Policy Manual, the Employee Handbook, this Policy Manual shall
control. In the event of a conflict between this Policy Manual and the Standard Operating Guidelines,
Policy Manual shall control.
All Golden Valley Firefighters, including variable hour and full-time or part-time regular employees
whose job responsibilities include fire suppression, must follow policies and procedures listed within this
Policy Manual.
Neither this Policy Manual, nor the Employee Handbook, contain all the information employees need
during the course of employment or address every question or situation that may arise in the workplace.
The City will provide information verbally and through various notices, and when there is a change in
policy, will notify employees of updates to the Policy Manual.
Employees should exercise reasonable and proper judgement in all aspects of employment and should
direct any questions about this Policy Manual to their supervisor, the Fire Chief, or Human Resources.
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Section 2: Continued Employment
At -Will Employment
Neither this Policy Manual or the City Employee Handbook nor any of the City's policies are intended to
be a contract between the City and its employees. The policies in this guidebook and City handbook may
not be construed as contractual provisions. Employment is considered at -will, which means the
employee, or the City may choose to terminate the employment relationship at any time for any reason,
subject to limitations imposed by law.
Full -Time City Employees
In general, full-time city employees are not eligible to be Paid On -Call Firefighters with the City of
Golden Valley. Exceptions may apply and must be approved by the Fire Chief and the City Manager.
Probationary Period
All variable hour Firefighters are required to serve a one-year probationary period. As is true throughout
the employment relationship, employees are at -will employees during their probationary period, which
means that they may be transferred, demoted to another position, or dismissed without cause at any
time and without advance notice. The probationary period is not guaranteed employment. Probation for
an individual employee may be extended up to six additional months by the City Manager upon
recommendation of the Fire Chief.
All Firefighters promoted to a position of greater responsibility will serve a one-year probationary
period. Employees who transfer to an equivalent position within a different department, or employees
demoted to a lesser position, voluntary or otherwise, shall serve a six-month probationary period.
Physical Expectations
Firefighters are required to meet standards of physical ability to effectively perform Firefighter duties.
Firefighters are required to demonstrate their ability to pass the physical examination and medical
examination prior to beginning employment. Additionally, all Firefighters are required to demonstrate
their ability to pass the medical examination prescribed by the department at least once every three
years. If a current employee fails to meet the standards, they may be suspended without pay from all
firefighting duties until able to pass the medical exam. Failure to pass a retest within six months may
result in disciplinary action up to and including termination.
Driver's License
Firefighters are required to hold a valid State of Minnesota driver's license. Employees shall notify the
Fire Chief of any suspensions, revocations, or other matters impacting or restricting the employee's
driving privileges or insurability. Employee's whose driver's license has been suspended or revoked may
face disciplinary action. The City will periodically conduct driver's license checks to verify driving records
and the current status of each employee's driver's license. If a current employee fails to maintain a valid
Minnesota driver's license, they may be suspended without pay from all firefighting duties until they
obtain a valid license. Failure to obtain a valid license within six months may result in disciplinary action
up to and including termination.
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Firefighter Certifications and Training
Employees must maintain all GVFD required certifications in accordance with Minnesota Fire State
Certification Board requirements. Firefighters are required to obtain and maintain the following
certifications:
• Firefighter I (NFPA 1001) (11t year)
• Firefighter II (NFPA 1001) (15t year)
• Emergency Medical Responder (EMSRB) or higher (EMT or Paramedic) (VY year)
• Hazardous Material Operations (NFPA 1072) (V year)
• Fire Apparatus Operator - Pumper (NFPA 1002) (2"d year)
• Fire Apparatus Operator —Aerial (NFPA 1002) (2"d year)
• Blue Card Incident Command Certification (3`d year)
• Minnesota Board of Firefighter Training and Education License (full-time employees only)
All Firefighters must be certified in Firefighter II and Hazardous Materials Operations before they are
permitted to enter an atmosphere that is Immediately Dangerous to Life and Health (IDLH) (as that
term is defined by the National Institute for Occupational Safety and Health (NIOSH)during emergency
operations.
Employees who fail to maintain their certification levels may be suspended without pay from all
firefighting duties until they become recertified. Failure to recertify within six months may result in
disciplinary action up to and including termination.
Employees shall not perform any duty for which they have not been trained.
Training and Drills
The GVFD believes high levels of participation in employee training and drills directly improves safety
and job performance. GVFD will provide, at its expense, certification training for all new Firefighters and
ongoing training and drills necessary for Firefighters to maintain certifications. All Firefighters are
required to complete the training and drills necessary to obtain and maintain their certifications.
In addition, all employees must satisfactorily complete any department trainings and drills designated as
mandatory.
Additional Training Guidelines
Employees may request additional job -related training that will assist the employee in performing their
essential job functions and increase the employee's contribution to GVFD. Firefighters must request
permission from the Assistant Chief of Training for review and approval to attend a desired training at
the City's expense. The request must include applicable course of study, purpose, job relevance, cost,
dates, times of coursework, and the name of the institution or source of the training. Eligible expenses
include course registration, fees, and materials. Employees shall receive their regular rate of pay for
hours attending class. Employees may also receive drill credit under the following conditions:
• The class occurs during regularly scheduled drills, and
• The call credit is pre -approved in writing by the Assistant Chief of Training or their designee.
All training requests are subject to department budget.
Training Certifications
To be eligible for Fire Relief Association, "good time" service credits, employees must maintain all GVFD
required certifications in accordance with the Minnesota Fire Service Certification Board (MFSCB),
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Emergency Medical Services Regulatory Board (EMSRB) and Blue Card requirements. Employees who do
not meet the recertification requirements and whose certifications lapse may be suspended with or
without pay until they obtain their certifications. Additionally, all costs associated with re -certification of
(a) lapsed certification(s) is at the expense of the employee. Employees who pursue additional
certifications without following the pre -approval process shall be responsible for the expense and
maintenance of such certifications. The following certifications are required:
Apprentice FF (after 1 year on the department) has
o FF-I,
o FF-II (Recertify every 3 years),
o Hazmat Ops (Recertify every 3 years),
o ICS 100,
o ICS 200,
o ICS 700,
Firefighter (after 2 years on the department) has added
o EMR or higher (EMT or Paramedic) (Recertify every 2 years)
o FAO —Pumper and FAO —Aerial (Recertify every 3 years)
Firefighter (after 3 years on the department) has added
o Blue Card Incident Command (Recertify every 3 years)
Responding to Fire Calls and Fulfilling Duty Crew Requirements
Paid On -Call Response
GVFD is responsible for responding to emergency situations in a timely fashion with adequate resources.
All employees are encouraged to respond without delay to emergency calls for their assigned station in
a safe and timely manner. Employees should respond only to their assigned stations and not to an
emergency scene or another station, unless approved by the Fire Chief.
Duty Crew Response
Firefighters are required to work duty crew shifts and all Fire Officers are required to participate in the
Duty Officer/Duty Chief program. All minimum shift requirements are prescribed in Standard Operating
Guidelines (SOGs) and may be modified by the Fire Chief at any time.
Performance and Discipline
All employees are subject to the performance and disciplinary policies within the Employee Handbook
and this Policy Manual. In addition, employees are subject to regular performance evaluations.
Unsatisfactory performance evaluations may result in disciplinary action, up to and including
termination. Variable hour employees who are covered by the Fire Relief Association and are subject to
disciplinary action may lose service credits toward their pension benefit.
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Section 3: Workplace Rules
Confidential Information
All employees must abide by the Minnesota Government Data Practices Act. Firefighters may come into
contact with non-public, private and confidential data during the course of their employment. For
example, most information regarding a fire department incident is considered confidential information.
Employees must not disclose confidential information to others or use it to further their personal
interest. GVFD will provide annual data practices training for Firefighters. Violation of this policy may
result in disciplinary action, up to and including termination.
Work Outside the City
Firefighters are permitted to work outside of the City. Employees with outside employment are still
required to maintain attendance requirements as listed in the Attendances and Absences section herein.
Full-time Firefighters must follow the Outside Employment policy in the City Employee Handbook
Employees may not use City equipment, resources, or staff for any purpose outside the scope of the
employee's duties with the City. Employees may not receive compensation or gifts from any individual
or organization for services performed during the hours for which they are also being compensated by
the City.
While on a duty crew shift employees are expected to fulfill duties of a Firefighter, including
trainings/drills and assigned duty crew duties. Employees may perform incidental and infrequent work
for their primary employer as needed only if it does not interfere with their Firefighter duties.
Appearance and Dress
In addition to the requirements listed below, all Firefighters are required to follow the City of Golden
Valley Employee Handbook section on Appearance and Dress.
Uniforms
All employees of the Fire department will be provided uniform attire. Firefighters must follow the GVFD
uniform designation standards below. The Fire Chief may alter the uniform assignments at anytime.
• Formal Events: Employees must wear their Class B (Chief -level officers Class A) uniform.
• Public Functions or Standby Details: Employees must wear their Class B uniform.
• Duty Crew or Training Drills: Employees must wear their Class C uniform
Employees may not wear GVFD uniforms of any class while off -duty.
Personal Protective Equipment
The City requires the use of personal protective equipment (PPE). The City shall assign PPE to each
Firefighter for the sole purpose of GVFD use. Required PPE shall be determined by the Fire Chief and
may be updated or changed at any time. Employees are required to be in possession of their assigned
PPE at all calls, while on duty crew, during any scheduled training, and during special duty assignments.
Employees are responsible for ensuring all gear and equipment is clean and in working order. All
equipment and gear are subject to inspections by the GVFD. Employees must immediately report any
missing or damaged items to their station supervisor. Employees may not participate in any firefighting
activities if any PPE is damaged or missing.
Employees shall store their gear in their assigned station locker. Using or tampering with another
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employee's PPE is cause for disciplinary action, up to and including termination.
In addition to assigned PPE, employees may request substituted and additional equipment if all the
following conditions are met:
1. The equipment is approved by the Fire Chief in advance,
2. PPE is purchased and maintained in good working condition by the employee, and documented
appropriately during routine and advanced inspections
The City will not be responsible for the cost to replace individually purchased equipment but may
provide GVFD-issued equipment as a replacement upon request.
Self -Contained Breathing Apparatus (SCBA) Mask
The GVFD shall properly fit each employee with an appropriate face piece. Employees may not have any
facial hair growth that comes between the rubber seal surface of the face piece and the Firefighter's
face (29 CFR 1910.134). Employees must ensure all PPE is worn properly as to not interfere with the seal
of the face piece. The City shall also supply an eye spectacle kit to each employee who wears corrective
lens eyewear.
Identification
The GVFD issues a photo identification/building access card to all employees. These cards are for the use
by the assigned employees only and may not be transferred or loaned to anyone else, including other
Golden Valley employees. To maintain security, lost or stolen cards must be immediately reported to the
employee's supervisor and the Assistant Chief of Operations. Employees may be charged for lost cards.
Identification cards are property of the City of Golden Valley and must be returned upon termination of
employment or at the request of management.
To ensure the security of both employees and community members, GVFD Firefighters are required to
always display proper identification while performing City business. Firefighters are also required to
wear identifiable uniforms and applicable PPE while responding to calls, including entering businesses
and residences, and while performing City business.
Safety Exposures
Employees shall notify a Fire Officer of any potential exposures to any hazardous materials or contagious
or infectious diseases they encounter on duty. Employees must also follow the City's injury and illness
reporting policies, including completing the required paperwork (See Employee Handbook). Failure to
report any injuries received on duty may impact an employee's ability to receive benefits from the City's
workers compensation insurance provider and may impact the employee's ability to collect benefits
from the relief association.
Blood Borne Pathogens
Employees of the Golden Valley Fire Department are first responders to medical emergencies and
incidents that place them at risk for exposure to infectious diseases by coming into contact with blood,
non -intact skin, mucous membranes and body fluids, secretions, and excretion, regardless of whether
they contain visible blood. Exposure and potential infection can also result from discarded emergency
medical items such as needles, sharps, bandages, and gauze. All employees must follow the Golden
Valley Fire Department Blood Borne Pathogen Exposure Control Plan when on duty to minimize their
chance of exposure (See Standard Operating Guidelines: Appendix A).
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Additional safety protocols and practices may be found in this Policy Manual or the GVFD Standard
Operating Guidelines.
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Section 4: Facilities and Equipment
Fire Station Access
All three fire stations must remain locked and secured from public access. Access to fire stations is
controlled by access cards, FOBS, and security codes, which are provided to employees and may not be
shared with others.
The general public may be invited to visit a fire station so long as they are accompanied by an employee
of the Fire Department at all times. Employees are responsible for the individuals they bring into the
building. Contractors performing authorized work may be let into the station and do not need to be
supervised.
Fire stations may be designated as a polling place for elections. Access to the station for elections will be
controlled by the City Clerk or their designee.
Pagers and Portable Radios
Golden Valley Firefighters are provided a pager and charger as the primary means of call notification.
Employees must ensure that their pagers are turned on, charged, and carried with them while working a
scheduled shift and whenever practicable outside of scheduled shifts. It is the responsibility of the
employee to safeguard the pager from damage or risk of theft.
In addition to a pager, Fire Officers are provided a portable radio, radio strap and charger as the primary
means of communication between Fire Officers and Hennepin County dispatch. Officers must ensure
that their portable radio is always charged, turned on, and carried with them while working a scheduled
shift and whenever practicable outside of scheduled shifts. It is the responsibility of the Officer to
safeguard the radio from damage or risk of being stolen.
Cell Phone Notifications
All employees of the Fire Department are provided access to a call and messaging notification system as
a secondary means of receiving fire calls and messages from management. Employees who use this
optional system are responsible for ensuring the data remains confidential and is not shared with or
accessed by any person(s) outside the Golden Valley Fire Department. Employees using personal devices
for City business must follow all City policies and state laws, data retention requirements, and City -
identified security standards. The City of Golden Valley assumes no responsibility or liability for costs
incurred for personally owned mobile devices that are connected to or installed on City systems. This
includes, but is not limited to, text message fees, maintenance or upgrades of hardware or software for
any purpose, licensing requirements, or as related to employee responsibility to comply with legal
discovery requests. The employee waives all liability claims against the City for any property or data loss
that may occur as a result of the legal discovery process and agrees to cooperate with the City in the
event of any data practices or discovery requests for City data stored on the employee's personal
device.
Camera Use
Employees are prohibited from using the camera function of their personal mobile device while on
emergency calls or during any call response. Authorized personnel are permitted to use portable
electronic devices issued by the GVFD to take photos on duty. Employees may only use City -issued
devices for investigation and training purposes. Any images, videos, or other recordings taken by the
employee in the course of duty are the sole property of the City and must be treated in compliance with
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HIPPA privacy rules and the Minnesota Government Data Practices Act (MGDPA). This includes any
images or recordings captured, whether intentionally or inadvertently, with an employee's personally
owned cell phone camera or other digital imaging devices, including helmet cameras.
Furthermore, images and videos that an employee takes in the course and scope of their employment
may not be used, printed, copied, scanned, e-mailed, posted, shared, or distributed in any manner
without the express written approval of the Golden Valley Fire Chief and all such dissemination must be
in compliance with the MGDPA. This prohibition includes sharing images via text message, email, or
group chat applications, as well as posting images on personal websites, any social networking sites, or
on other public safety agency websites or chats.
Use of City Vehicles
Employees may only use a fire department vehicle for official City use. Employees may not drive a City
vehicle until they fulfill all the training requirements and are authorized by the Fire Chief.
Fire Officers serving as Duty Chief or Duty Officer may use a City response vehicle for infrequent
personal activities, provided they remain within 12 minutes travel distance to a Golden Valley Fire
station.
Idling
No fire department vehicle is to be left idling during non -emergency situations except for the following
reasons:
• The truck's diesel emission system has gone in the regen mode.
• The outdoor air temperature is below freezing, and the vehicle has either equipment or
water on board that is subject to damage from the cold temperatures.
• The outdoor air temperature is greater than 90 degrees F and the vehicle has equipment on
board that is subject to damage from the extreme heat.
• The devices in the vehicle need power for charging.
• The vehicle is being used in a non -emergent use such as traffic control where the emergency
lights are being used.
• The vehicle is on an emergency call.
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Section 5: Code of Conduct
Firefighter Code of Ethics
A Golden Valley Firefighter has a responsibility to conduct themselves in a manner that reflects proper
ethical behavior and integrity. In so doing, will help foster a continuing positive public perception of the
fire service. Golden Valley Firefighters will be held to the following standards of conduct:
• Always conduct myself, on and off duty, in a manner that reflects positively on myself, my
fire department and the fire service in general.
• Accept responsibility for my actions and for the consequences of my actions.
• Support the concept of fairness and the value of diverse thoughts and opinions.
• Avoid situations that would adversely affect the credibility or public perception of the fire
service profession.
• Be always truthful and honest and report instances of cheating or other dishonest acts that
compromise the integrity of the fire service.
• Conduct my personal affairs in a manner that does not improperly influence the
performance of my duties or bring discredit to my organization.
• Be respectful and conscious of each member's safety and welfare.
• Recognize that I serve in a position of public trust that requires stewardship in the honest
and efficient use of publicly owned resources, including uniforms, facilities, vehicles and
equipment and that these are protected from misuse and theft.
• Exercise professionalism, competence, respect and loyalty in the performance of my duties
and use information, confidential or otherwise, gained by virtue of my position, only to
benefit those I am entrusted to serve.
• Avoid financial investments, outside employment, outside business interests or activities
that conflict with or are enhanced by my official position or have the potential to create the
perception of impropriety.
• Never propose or accept personal rewards, special privileges, benefits, advancement,
honors or gifts that may create a conflict of interest, or the appearance thereof.
• Never engage in activities involving alcohol or other substance use or abuse that can impair
my mental state or the performance of my duties and compromise safety.
• Never discriminate on the basis of race, religion, color, creed, age, marital status, national
origin, ancestry, gender, sexual preference, medical condition or handicap.
• Never harass, intimidate or threaten fellow members of the service or the public and stop or
report the actions of other Firefighters who engage in such behaviors.
• Responsibly use social networking, electronic communications, or other media technology
opportunities in a manner that does not discredit, dishonor or embarrass my organization,
the fire service and the public. I also understand that failure to resolve or report
inappropriate use of this media equates to condoning this behavior.
Developed by the National Society of Executive Fire Officers
Personal Expectations
All members of the department are expected to:
Carry out their responsibilities and provide communication in a calm, positive, and
professional manner, especially in emergency situations;
Complete training requirements established by the Fire Department;
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Understand and follow this Firefighter Policy Manual, the City of Golden Valley Employee
Handbook, and any other department and City policies or procedures;
Meet minimum attendance and participation requirements; and
Demonstrate the City's shared expectations of customer focus, teamwork, knowhow,
work/life balance, open communication and positive attitude.
In general, employees are responsible for upholding the reputation of the City of Golden Valley Fire
Department and the City of Golden Valley.
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Section 6: Compensation
All compensation, including stipends and hourly rates of pay is set by annual resolution of the City
Council.
Starting Compensation
Pay rates for the ranks of Probationary Firefighter, Apprentice Firefighter, Firefighter, Lieutenant,
Captain, and Battalion Chief shall be set by the City Council annually as part of the budget process.
Newly hired Paid on -Call employees will typically be hired as Probationary Firefighters at the applicable
pay rate. Exceptions may be approved by the Fire Chief.
Temporary Assignment Compensation
When there is a Fire Officer vacancy due to an extended leave or the position was vacated with less than
one year remaining in the Fire Officer's term, the vacancy may be filled by appointment by the Fire
Chief. Employees appointed to fill such a vacancy shall receive the pay rate associated with the Officer
position they have been appointed to fill.
Paid On -Call Compensation
Paid On -Call Firefighters are paid based on the following:
Paged Events:
Employees are paid their regular hourly wage for time spent on paged calls/events subject to the
following:
• All responding employees receive a minimum of one hour of pay for an initial response to a fire
call
• After the first hour, all responding employees will be paid be paid for time worked in quarter-
hour (15 minute) increments
See Section 7 for rules applicable to overlapping calls.
Non -Paged Events:
Non -paged events include but are not limited to: drills, public education, community engagement or
outreach activities, etc. Employees are paid their regular hourly wage for time spent on non -paged
calls/events. All time is paid in quarter-hour (15 minute) increments.
Duty Officer and Duty Chief Compensation
Fire Officers serving as either the Duty Officer or Duty Chief receive one stipend for each shift.
Shift Lead Compensation
Shift Leads are paid their regular hourly wage for time spent responding to calls, attending training, and
for any additional or special duty assignments. In addition, non -Officer Shift Leads will receive a stipend
per duty crew shift while serving as the Shift Lead on a shift. Paid on -Call Firefighters who are qualified
as Shift Lead but are not working in the assigned Shift Lead position for a shift will not receive the Duty
Crew Shift Lead stipend for that shift.
Holiday Compensation
Effective August 1, 2023, a Paid On -Call Firefighter scheduled to work or responding to paged calls on
both recognized and observed City holidays shall be paid 1.5x their regular hourly wage for all hours
worked between 0001 hours and 2359 hours.
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An employee scheduled as the Duty Officer or Duty Chief on recognized and observed City holidays shall
be paid 1.5x their regular stipend for time spent waiting to be engaged and 1.5x their regular hourly
wage for all hours worked between 0001 hours and 2359 hours.
Travel Time
Employees may be eligible for pay while traveling for City business. Travel time may be paid if it meets
one of the criteria below:
• Employee is required to travel from their assigned station to a different worksite for the
purposes of City business, such as training, drills, or community engagement.
• Employee must retrieve their PPE and uniform from their assigned station and travel to another
station to fulfill duty crew shift. Under this circumstance, travel time of more than 15 minutes
must be approved by the Duty Chief.
• Employee is traveling in a City vehicle for the purposes of City business.
• Employee is traveling in a personal vehicle or City vehicle to a pre -approved training outside the
employee's normal work site.
Passengers may be compensated if they meet the requirements above and the requirements of the
Hours of Work and Time Tracking section of the Employee Handbook. Travel between home and work
site is considered normal commuting time and is not eligible for compensation.
In addition, employees may be eligible for mileage reimbursement. Employees will be reimbursed for
using their own vehicles for City business at the IRS standard mileage rate. Mileage and Expense Report
forms are available from the Finance Department. All travel and mileage reimbursement are subject to
Section 11 of the Employee Handbook.
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Section 7: Hours of Work and Time Tracking
Core Working Hours
The regular workweek for Paid On -Call Firefighters consists of a variable number of hours, which may
include calls for service, duty crew shifts, training opportunities, special work details, and/or public
education/community outreach events. Paid On -Call Firefighters may not work 30 or more hours per
week, including Duty Crew shifts, drills, and public education/outreach events.
Attendance, Absences, and Scheduling
Golden Valley Firefighters are required to maintain drill/training, call attendance and duty crew shift
minimums set forth in this policy. All Firefighters are responsible for using the prescribed scheduling
system and reporting to work for any scheduled shifts or required events and activities.
Call Response
A Firefighter must maintain a minimum of:
• 33 percent response to paged calls for their assigned station during the time frame of
weekdays Monday — Friday from 6am to 6pm (60 hour window of time) or weekday nights
and weekends (108 hour window of time); or
• 20 percent response to all paged calls for their station on a 24 hour a day/7 day a week basis
(168 hour window of time).
Effective October 1, 2023, fire department leadership shall review the fire call response for each
Firefighter on a quarterly basis: January 1-March 31, April 1-June 30, July 1-September 30, and October
1-December 31. Probationary Firefighters are exempt from call percentage requirements during the first
two quarters of employment, or until completion of initial fire academy training, whichever is later.
Employees who do not meet the required call percentages may be subject to disciplinary action. Full-
time Firefighters and Chief Officers are exempt from call percentage requirements.
Overlapping Calls
A Firefighter who responds to a call at their assigned station and is paged to another call for their station
before the initial call is cleared shall only receive credit of one call toward a Firefighter's call
percentages. If a Firefighter responds to a subsequent call for another station or an "all call" the
Firefighter will receive credit for the subsequent calls.
The purposes of this policy, a "cleared call" means that all trucks and equipment are back in service, and
the responding Firefighters signed the pay sheet.
Duty Crew Shift Requirements
All paid on call Firefighters are required to work duty crew shifts. Shift minimums are set annually by the
Fire Chief.
While working a scheduled duty crew shift, each call coded as a station call shall count as a 1/1 addition
toward a Firefighter's call percentage requirements. Employees who work duty crew shifts beyond the
minimum requirements may be eligible for additional incentives.
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Drills and Training Attendance
Firefighters are required to attend 100 percent of drills and training designated as required by Fire
Department Administration. Firefighters are required to attend a minimum of 50 percent of all non -
required training sessions.
Effective October 1, 2023, fire department leadership shall review training drill attendance on a
quarterly basis: January 1— March 31, April 1—June 30, July 1— September 30, October 1— December
31. Probationary Firefighters are exempt from drill percentage requirements during the first two
quarters of employment with Golden Valley, or until completion of initial fire academy training,
whichever is later.
Absences from Calls and Drills
A Firefighter who is unable to attend a mandatory training must notify their station supervisor in
advance. If an employee misses a mandatory training the employee must complete the training with a
mutually agreed upon timeframe by the Fire Chief and employee. An employee who fails to meet this
requirement may face disciplinary action, up to and including termination.
A Firefighter who has not responded to calls for service, worked any duty crew shifts, or attended any
training for over 30 consecutive days without following the leave request policies shall be terminated.
Time Tracking Procedures
Every Firefighter is responsible for accurately reporting time worked. Fire Officers and Shift Leads must
also properly report the number of stipends earned over a pay period.
Paydays
The City establishes the upcoming year payroll period schedule. Paid On -Call Firefighters are paid on
Fridays every 4 weeks. The pay period begins on a Saturday at 0001 hours and ends on a Friday at 2359
hours. All employees follow time tracking procedures outlined in the Golden Valley Employee
Handbook.
Full Time Firefighter Call and Training Documentation
Full time Firefighters are required to document attendance of training and fire call attendance by signing
the appropriate paperwork or entering information into the records management system.
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Section 8: Time Away From Work
Personal Leave
Personal leave is an unpaid leave which excuses variable -hour Firefighters from Firefighter duties.
Employees may request a leave of absence in 30-day increments, not to exceed 90 days total within a
three-year period. A personal leave may only extend beyond 90 days with the approval of the Fire Chief.
While on personal leave, Firefighters are exempt from call percentages, drill and training attendance
requirements and percentages, and Duty Crew shift work. Employees on a personal leave may not
respond to any calls for service.
Employees requesting personal leave shall submit the request in writing to the Fire Chief, who has the
sole discretion to approve or deny any requests. Officers requesting personal leave for a period of more
than 30 days may forfeit their rank.
While on a personal leave, employees do not accrue service time. See Fire Relief Association section.
Full-time Firefighters must follow leave policies stated within the City of Golden Valley Employee
Handbook.
Medical Leave
A medical leave of absence is an unpaid leave based on an injury, illness, or medical condition that
prevents a variable -hour Firefighter from performing one or more functions of their job responsibilities.
Outside Line -Of -Duty Medical Condition
Employees requesting a medical leave must notify their reporting officer in writing as soon as practically
possible. The City may require verification of inability to work from the employee's qualified health care
provider. The City may require recertification from the employee's qualified health care provider every
30 days until employee reaches maximum medical improvement and is either (a) cleared for duty; or (b)
is unable to return to work. A medical leave may only extend beyond 90 days with the approval of the
Fire Chief or if the leave is a pregnancy leave as detailed in the section below. Employees may also be
entitled to reasonable accommodations or other Family Medical Leave Act policies. Employees should
reference the Employee Handbook section on Accommodations for Disabilities and Accommodations for
Pregnant and Nursing Mothers.
Employees on a medical leave are exempt from call percentages and drill/training attendance
requirements and percentages, and Duty Crew shift requirements. Employees must keep their reporting
officer apprised of their expected date of return.
Firefighters returning to duty following a medical leave must be cleared to return to duty without
restrictions by their treating physician before returning to full firefighting duties. Employees may also be
required to pass a fit for duty return to work exam by a medical specialist at the City's expense. An
employee who does not pass this exam shall not return to service and shall continue on an unpaid leave
until such time when the employee does pass the fit for duty return to work exam. All subsequent
return to work exams shall be at the expense of the employee. An employee must pass the return to
work exam within one calendar year from the time they are cleared for duty by their treating physician.
Employees who do not pass the return to work exam within this period of time may be subject to
termination.
Employees returning to work are responsible for making up any missed training to maintain required
certifications.
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While on a medical leave of absence or during a period of time where employee is not cleared for full
duty employees may not accrue service time. See Fire Relief Association section.
Pregnancy Leave
Paid on -call firefighters who are pregnant may be eligible for a medical leave based on work restrictions
due to pregnancy, childbirth or related health conditions. Employees must notify their reporting Officer
as soon as practically possible and provide documentation from their qualified health care provider.
Line of Duty Injury or Illness
Employees who experience a work -related injury or illness and receive worker's compensation benefits
shall continue to accrue service time under the Fire Relief Association bylaws.
Reinstatement
Firefighters who have left GVFD are eligible for reinstatement only when the following criteria are met:
• Left the department in good standing
• Basic GVFD-required certifications are current or an ability to regain those certifications in the
timeframe specified by the Fire Chief
• Complete an application for employment
• If greater than 1 year since leaving the department, the former Firefighter must pass the
following pre -employment conditions:
o Background checks
o Medical exam
o Physical ability exam
o Pre -employment psychological exam
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Section 9: Benefits
Fire Relief Association
Members of the fire department are automatically members of the Golden Valley Fire Relief Association
(GVFRA). The GVFRA manages the pension fund as prescribed in MN State Statute 424A and operate
with established bylaws. There is a governing board that is elected from the general membership. In
addition, there are three ex -officials which includes the Mayor, Finance Director and the Fire Chief.
As a member of the GVFRA, Firefighters are eligible for a pension upon reaching 5 years of service
credits on the fire department. At five years, Firefighters are eligible for 40% of their vested pension. For
each additional year (12 monthly service credits), Firefighters are eligible for an additional 12%, up to
100% vesting with 10 years with the fire department.
Retirement Benefits
The Golden Valley Fire Department Fire Relief Association provides a retirement benefit to members of
the Fire Department. Paid On -Call Firefighters with 5 or more years of active service are eligible for a
retirement pension. The retirement program is maintained by the Golden Valley Fire Department Relief
Association. Details of the program can be found in the Relief Association bylaws, or by contacting a
member of the Relief Association Board of Trustees.
Chief Certification of Service Credits
MN Statute 424A.003 requires the Chief to annually certify by March 31 the service credits awarded to
each Firefighter for the previous calendar year. This is referred to as "good time." The Relief Association
breaks the pension down into 12 monthly service credits a year. Time that goes against your pension,
"bad time," is the result of time off for personal leaves, suspensions, and non -line -of -duty medical
leaves or duty restrictions. This bad time is a cumulative total of time off over the calendar year. Totals
are either rounded up or down based on 15 days as the midpoint of a monthly service credit.
Firefighters accrue service credits, "good time," when they are actively responding to calls for service,
attending training, and maintaining scheduled shift requirements. Employees also continue to earn
service credits during periods of time where they are unable to respond to calls or have been placed
under duty restrictions by a healthcare provider due to an incident that occurred in the line of duty as a
Golden Valley Firefighter.
The Fire Chief shall calculate service credits for each Firefighter in January and send a report to each
Firefighter for their review. Each Firefighter has the right to appeal the calculation to the Fire Chief and
submit information that supports their appeal. The Fire Chief's decision is final.
Health and Wellness
The City promotes improved health and fitness by providing access to the workout facility in the Public
Safety building for Golden Valley Fire Department employees. Employees who wish to use the workout
facility must sign a Fitness Facility Waiver of Liability. Employees may use the facility while on duty crew
shift without interference from performing primary responsibilities. Employees may use the workout
facility while not on duty but shall not paid for such time.
Critical Incident Stress Management
A critical incident stress debriefing group session led by a team of specially trained mental health
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professionals and peer counselors is provided to any Golden Valley Fire Department employee who
requests a session following a critical incident. Fire Department Employees may also contact the City of
Golden Valley's Employee Assistance Program or MnrIRE for assistance.