Code of Admin Procedures

When an employee feels they've experienced unfair treatment based on protected characteristics like race, gender, or religion.

Unwelcome conduct of a sexual nature that creates a hostile work environment.

The process of formally examining a complaint of discrimination or harassment.

A designated person responsible for handling discrimination and harassment reports within a department.

A process where an employee can be temporarily removed from duty for serious misconduct or inability to perform their job.

A process where a supervisor determines the appropriate disciplinary action based on the seriousness of the misconduct.

A framework used by supervisors to guide disciplinary decisions, ensuring fairness and consistency in punishments.

Actions that violate department rules or procedures, categorized based on their severity.

The lowest level of misconduct, which may involve minor infractions or first offenses.

An individual representing a member during an interview or interrogation related to a formal complaint or investigation.

The right of a member to have a representative present during an investigation that could lead to disciplinary action.

A member's obligation to notify their representative about the details of the investigation, including the location, time, and relevant documents.

A situation where the participation of a representative is restricted or stopped if their actions hinder the investigation.

Minor infractions, often first occurrences, handled at the supervisor level. Documentation kept, but not necessarily formal correspondence. Supervisor uses electronic Form 42 for notes and discussions. This type of documentation and discussion does not constitute discipline.

Previous incidents of similar misconduct are considered when determining the severity of the current offense. The consideration period begins on the day the Department served the employee with discipline for the prior infraction.

A system for escalating disciplinary actions based on the seriousness of the misconduct and the number of previous offenses. Category 5, the highest, results in indefinite suspension of employment.

A written record of minor infractions, kept by supervisors, using electronic Form 42. This documentation includes both positive and negative notes, events, and incidents.

Documented misconduct, ranging from minor infractions to serious violations. The type of discipline imposed depends on the severity of the infraction and the employee's history.

A range of disciplinary measures within each category, determined by the circumstances of the violation. The supervisor's input can influence the final decision.

The Department's office responsible for handling disciplinary actions that go beyond the supervisor level. They receive cases after other methods have been exhausted or when progressive discipline is required.

Repeated or escalating misconduct resulting in progressively higher penalties. The goal is to provide employees with opportunities to correct their behavior before facing severe consequences.

Failure to maintain required certifications, standards, and job knowledge for their position.

Not meeting the minimum performance standards after a Performance Improvement Plan (PIP).

Refusing to perform duties of a higher position when ordered by a superior.

Carelessly exposing citizens or members to danger due to negligence.

Negligence or reckless behavior resulting in injury to citizens or members.

Being relieved from duty for just cause in a non-emergency situation.

Being relieved from duty for just cause during an emergency incident or setting.

Failure to inform the Department Supervisor about an absence from the place of confinement.

Not complying with the procedures for submitting forms related to injury or illness.

Working a side job while on injury or sick leave.

Using a City of Houston email for personal matters or non-departmental purposes.

Failing to check your City of Houston email while on duty, even if it's not work-related.

Using departmental mail for purposes outside of official department business.

Engaging in discussions about politics or religion while on duty, on Fire Department property, or when representing the department.

Browsing, possessing, or displaying inappropriate content on department property or while on duty. This includes explicit imagery, sexually suggestive material, or anything considered offensive.

Delaying the response time to an emergency incident, which could put public safety at risk.

Engaging in activities unrelated to the emergency incident while responding to a call. This could include stopping for personal reasons or conducting non-essential tasks.

Failing to inform the Operations Emergency Center about the nature and location of a second incident discovered while en route to the original emergency.

A temporary removal from duty for disciplinary reasons, usually pending an investigation.

A formal process to gather evidence and determine if disciplinary action is warranted.

The person responsible for conducting a disciplinary investigation.

A disciplinary action where an employee is permanently removed from their position. This could be due to severe misconduct.

A disciplinary action that can range from a few days to several months, based on the severity of the offense.

A disciplinary matrix used by the Houston Fire Department to determine the appropriate disciplinary action for various offenses based on the offense's severity and number of occurrences.

A disciplinary level in the Houston Fire Department's Disciplinary Matrix, for offenses that are considered less serious or first-time offenses.

A type of disciplinary action where an employee can be placed on paid leave for a specific period.