Effective: 11-13-23
Supersedes: 09-26-23
Purpose: This policy establishes the rules and regulations for the general standards of conduct of Brewster and EasCare Ambulance Service employees. The purpose of this policy is to provide additional specificity to the standards of conduct embodied in the company mission, vision, and value statements so that all team members of the company will better understand expectations pertaining to their conduct and activities while on and off duty.
Policy: The rules of conduct set forth in this policy are not intended to serve as an exhaustive list of requirements, limitations, or prohibitions on individual conduct and activities established by the company. Rather, they are intended to guide personnel in conducting themselves in a manner that reflects standards of professionalism as required by Brewster / EasCare Ambulance Service.
Reporting for Duty
Employees shall report for duty at the time and place required by assignment or orders, and they shall be physically and mentally fit to perform their duties. Employees shall be properly equipped and cognizant of information required for the proper performance and assumption of their duties.
Authority of Communications Center
All dispatch orders transmitted by the Communications Center to ambulance crews or chair car drivers shall be acknowledged and executed promptly. Crews unable to respond to an incident or assignment promptly shall notify the Dispatcher of the reason for the delay.
Supervisory Orders
Orders or directives from a supervisor shall be in clear, understandable language and issued pursuant to Company business. A supervisor shall not knowingly issue any order that is in violation of a law, regulation, or Company policy or procedure. All proper orders, shall be followed promptly even when such orders are relayed via the Communication Center or another company employee.
Incident Reports
Members who are directed to submit an Incident Report shall complete such report by the end of the work shift, or by the due date given. The Incident Report shall specifically and truthfully address the incident being reviewed or any request made by a supervisor. Only known facts and relevant observations shall be presented on Incident Reports. Failure to write an Incident Report, the submission of an incomplete report, or submission of false and/or misleading statements shall be considered grounds for discipline.
Identification and Certification
Whenever a member of the public or another agency requests the name of an employee, the team-member should state their last name and unit number (if assigned to an ambulance, chair car, or other vehicle) in a courteous manner and, if requested, provide the phone number of the administrative offices. [(781) 562-3060].
Employees shall carry their company issued identification card while on duty. Team members whose job duties require clinical certification shall carry on their person or in the vehicle on which they are working documentation (in electronic or print format) of such training and certification while on duty.
EMS Personnel shall have current valid EMT certification, CPR and ACLS credentials, as appropriate to their level of certification, and a current valid driver’s license, in order to function as an EMT on the ambulance.
· Rhode Island Division Assignments: A number of ambulances assigned to the Rhode Island Division are registered in both Massachusetts and Rhode Island. Effective March 1, 2020 any new employee assigned to the Rhode Island Division must be certified at the appropriate clinical level in both Massachusetts and Rhode Island. Any dual certified employee assigned to Rhode Island prior to that date is required to maintain their dual State certification. Should a Rhode Island only certified provider upgrade to Cardiac/EMT-A or Paramedic, they must be certified in both Rhode Island and Massachusetts.
· New Hampshire Division Assignments: Similarly, a number of ambulances assigned to the New Hampshire Division are registered or certified in both New Hampshire and Massachusetts. Effective December 1, 2022, employees assigned to the New Hampshire Division must be certified at the appropriate clinical level in both New Hampshire and Massachusetts.
All personnel shall be fully compliant with OEMS administrative requirements regarding initial certification and re-certification when staffing an ambulance or other clinical setting. If an employee with a pending expiration date on any credential does not turn in a renewed copy within 48 hours prior to the expiration date, the employee may be removed from their scheduled shift and placed on leave until such time that a renewed copy is submitted. If after 7 days a renewed certification card is not received, the employee will be subject to additional action up to and possibly including termination from employment.
Motor Vehicle Operator’s License
Employee’s whose job requires operating a motor vehicle shall carry and furnish upon request a current and valid motor vehicle operator's license while on duty. Additionally, a copy of a current and valid motor vehicle operator’s license must be kept on file with Human Resources.
Accountability
Employees who are arrested for any criminal offense must report this fact to Human Resources as soon as possible. Employees are also required to notify Human Resources of any conviction of a felony or misdemeanor; or loss of driving privileges, or any adverse compliance action taken by an EMS or regulatory agency.
Fitness for Duty
Employees are expected to keep themselves in a physical, mental, and emotional condition as required to safely, properly, and effectively perform their duties and responsibilities. An on duty employee who is unable to perform his or her duties for whatever reason shall inform a Supervisor immediately.
Decorum
Members shall treat coworkers with respect and dignity. A dispute between fellow workers that can’t be immediately resolved shall be referred to a Supervisor who will attempt to settle the dispute. Irreconcilable differences may result in the reassignment of one or both employees.
Team members will be courteous and respectful to the general public and to members of other agencies. Any dispute between a member of Brewster / EasCare Ambulance Service and a member of another agency shall be referred to a Supervisor as soon as possible for investigation and resolution. Employees will treat all patients with respect, compassion and courtesy.
Use of Tobacco Products
Smoking, vaping (electronic nicotine delivery systems or electronic smoking devices), and the use of smokeless tobacco (tobacco leaves, also known as snuff or chew) are not permitted in any company vehicle, base, or healthcare facilities. As a practice, smoking, vaping, and the use of smokeless tobacco is discouraged. If an employee chooses to smoke, vape, or use smokeless tobacco, they may do so in designated smoking areas only. Smokers, vapors, and smokeless tobacco users are responsible for keeping any designated smoking areas clean and free from debris and cigarette butts at all times. Receptacles must be emptied from time to time by the smokers.
Public Statement and Appearance
Team members shall not divulge, or willfully permit to have divulged, any information gained by reason of their position, for anything other than its official, authorized purpose. Unless expressly authorized, employees shall not make any statements, speeches, or appearances that could reasonably be considered to represent the views of Brewster / EasCare Ambulance Service.
Expectations of Privacy
Employees should not store personal information or belongings with an expectation of personal privacy in such places as lockers, desks, company owned vehicles, file cabinets, computers, or similar areas that are under the control and management of Brewster / EasCare Ambulance Service. While the company recognizes the need for employees to occasionally store personal items in such areas, team members should be aware that these and similar places may be inspected or otherwise entered to meet operational needs, internal investigatory requirements, or for other reasons at the direction of management.
Company Facilities, Stations, and Garages
Members assigned to a station in facilities provided by Fire Departments or other agencies shall follow the rules of conduct within the facilities set forth by the managing entity and Brewster Ambulance Service.
The security and maintenance of the EMS Stations are the responsibility of the crew members on duty. Only on duty staff and authorized riders, public safety staff, or contracted vendors conducting company related business are authorized to enter company facilities. No other personnel may enter or utilize these stations without proper authorization. Under no circumstances are visitors or off duty employees to be on or enter company property or remain on premises after the end of their shift without explicit permission from a supervisor. All employee are responsible for maintaining security and safety at their assigned bases. The last person / crew out of a base is responsible for making sure the base is properly locked and secured. Base garage and entry doors should be kept closed when not in use.
Offensive, defamatory, derogatory, sexually explicit or sexually suggestive materials are prohibited at any station, base, or area maintained by Brewster / EasCare Ambulance Service.
Inspection Authority of Department of Health
Inspectors from the Department of Public Health Office of Emergency Medical Services may visit and inspect at any time the following areas:
The main ambulance garage and all other EMS garages and stations;
Any area designated for the storage and maintenance of linen, equipment, and supplies;
All records, including employee application forms, accident reports, patient care reports, information relating to complaints, and documentation of current certifications.
Any ambulance may be inspected with or without prior notice.
If an Inspector arrives without prior notice, members should courteously request identification of the Inspector and notify the Field or Communication Center Supervisor that the ambulance is being inspected.
Specifically Forbidden Acts
Should an employee not maintain the high degree of professionalism required, the employee may be subject to discipline, up to and including termination from employment. Although not intended to be an exhaustive list, the following are examples of unacceptable behavior that could result in immediate termination:
· Theft or attempted theft
· Dishonesty
· Misappropriation of Company funds or Company property
· Misuse of employee property
· Destruction or unauthorized use of Company equipment or property
· Use of language or action that is inappropriate in the workplace whether racial, sexual or of a generally offensive nature
· Rude or discourteous behavior to a client or coworker
· Falsification of Company documents or employment application, regardless of when the falsification is discovered
· Fighting, threatening, assaulting or abusing another individual
· Illegal activities such as fraud, kickbacks, or falsifying expense accounts
· Carrying, possessing, or using a firearm or any dangerous weapon while on duty or on Company premises
· Failure or refusal to follow Company policies or procedures
· Use, sale, possession, or functioning under the influence of unlawful drugs while on duty or on Company premises
· Perpetual absenteeism or tardiness
· Sleeping on the job (unless on a 24-hour shift during down time)
· Gambling on Company premises and/or while on duty
· Insubordination, including refusal to follow work directions or instructions
· Violation of Company safety rules/regulations