Salt Lake City Fire Department Daily Staffing Policy PDF

Salt Lake City Fire Department Daily Staffing Section: Personnel and Staffing Policy Number: 03-01 Effective Date: 01/01/2010 SOP Revised D...

Salt Lake City Fire Department Daily Staffing Section: Personnel and Staffing Policy Number: 03-01 Effective Date: 01/01/2010 SOP Revised Date: 09/01/2024 SOG A-C Authority: Fire Chief Number of Pages 03 Purpose Establish responsibilities and procedures for daily staffing of the Salt Lake City Fire Department. Responsibility All Fire Department personnel Process Operations Battalion Chiefs A. Complete, confirm, and maintain responsibility for daily staffing in Operations Roster B. Provide payroll approvals for direct report employees through Telestaff: Telestaff → Dashboard → Request Direct Supervisor A. Ensure station/division rosters and payroll work codes are accurate in Operations Daily Roster. Correct and/or notify on duty Battalion Chiefs of any inaccuracies. B. Provide payroll approvals for direct report employees through Telestaff: Telestaff → Dashboard → Request C. Approve PL3 of less than 12 hours entered by employees. The employee is not considered off duty until the PL3 has been approved by the supervisor. D. Notify the Battalion Chief if PL3 less than 12 hours will change a unit’s service level, i.e. Medic engine down to BLS engine, OR out of service due to other crew already on PL, Physical, apprenticeship testing etc., Battalion Chief must give approval for PL 3 in these circumstances. Employee A. Accurate recording of appropriate work codes and actual hours worked (i.e.BB, PL,SL,BL,V, H, etc). Actual Hours Worked for a Buyback or Full Staff is defined as reaching your station to retrieve your PPE or arriving at assigned station with your PPE. B. Employees requesting PL or SL of less than 12 hours , or PL3 in any amount MUST notify their direct supervisor for approval. If unable to contact the direct supervisor, the employee MUST contact their Battalion Chief. PL 3 that has not been approved will not be considered as time off and the employee will be expected to arrive at work as scheduled. C. Overworked Safety Rest Periods: During any 96-hour period, the employee may not exceed more than 72 cumulative hours in an operations capacity without a consecutive 24-hour rest period. Incidental use of leave for less than 12 hours at a time shall be counted in the 72-hour cumulative total. The employee is responsible for complying with this policy, even if staffing technology does not prevent overworking. The following are the staffing priorities as identified by the Department with a minimum of 66 personnel on duty in the city and ten (10) ARFF personnel at the airport: City: A. Four-handed Engines and Trucks 03-01 Daily Staffing, Page 1 of 3  B. Staff HM (7 min), HRT (6 min), SWR (2 min), and Paramedic units (2 min), to designated minimums. C. Operations Battalion Chiefs shall have discretion for personnel assignments above 66 on-duty. Utility 10, specialty teams, and trucks will be considered as priorities when other operational activities and SET schedule needs don’t dictate otherwise. D. Any additional staffing assignments will be determined by the Operations Assistant Chief. Airport: (Minimum staffing at the Airport: 10) Minimum: 1 Captain and 2 Paramedics. Refer to Staffing Guideline (03-01C) for staffing assignments. 03-01 Daily Staffing, Page 2 of 3 Accountability An absence may be considered unauthorized if the employee has not followed the procedures of this policy. The employee shall lose pay and related benefits for any scheduled time away from his/her assigned duties for any unauthorized absence. Per city policy the department may request justification for any sick/personal leave in excess of two (2) consecutive shifts. If the employee exhausts all sources of department leave and does not qualify for FMLA, Military, Civil Service, or other federally approved leave, the employee’s position is not protected. The Fire Chief or his/her designee may investigate any request for sick leave (SL) or Personal Leave due to employee or family illness (PL1 and PL2) to determine whether the request is justified for reasons of illness or injury. An investigation may include a request for medical certification for, but not limited to the following reasons: A. The employee was engaged in other employment while on sick leave or PL1 or PL2. B. The employee is engaged in an activity or was present in a place inconsistent with a claim of illness or injury. C. The absence indicates a pattern of leave abuse. D. If the Department has no contact with an employee for four working days or two sets, the Department will consider the employee to have abandoned his or her job and resigned, in the absence of extenuating circumstances (City Policy #03.01.06, Section 2C). Where an employee has falsified the reason for an absence or otherwise violated this policy, said employee will be subject to discipline. 03-01 Daily Staffing, Page 3 of 3