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					                            Georgia Mutual Aid Group
                       Rules of Engagement for Deployment

Sample Mission Number: FEMA 3212-EM-LA NOTE: All Fire and Rescue agencies
are advised, NOT to deploy unless you are tasked, through GMAG or OHS-GEMA to
respond , as such issues as pay, liability, and reimbursement will NOT be covered
without an Order Number. If you decide to self-dispatch, please let the GMAG know so
we can take your resource off the availability list. Thank you for your assistance in this
manner. Visit

Requesting Agency: OHS-GEMA

 Sample Mission Statement: Provide a Fire and Life Safety Group for support to local
authorities in the area of operations [AO].

Time of Confirmation: The contract is anticipated to be signed, by the appropriate
State/GMAG officials, to become effective hhhh hours, on or before mm, dd, yyyy.

Reimbursement Time Frame: Allow up to three (3) months for reimbursement of
equipment or personnel. GMAG will reimburse at the time it receives payment per the

Mobilization Schedule:
              Departure Time/Date – Mobilization/Travel Day, i.e. 0600hrs, 9/1/05
              Staging/Assembly Point: i.e. - Check-in at: GPSTC Station #1
              Times/Dates - Estimated Duration of Mobilization,
                      i.e., 14 days, 9/02/05-9/16/05
              Demob Time/Date – of Demob/Travel Day, i.e. home by 2200hrs, 9/11/05

Staging Area: Geographical assembly point/ date and estimated time of departure [ETD],
i.e. GPSTC Station #1, 0700 hours, September 1, 2005.

Shifts: Generally, personnel will work a 12-hour on/12-hour off shift for a total
compensated time not to exceed 14 hours within a 24-hour period of time. This will
generally conform to a 2:1 work: rest cycle. If assigned to initial attack [IA] duties, this
work: rest cycle may be wavered as long as adequate, quiet rest times are provided.

Personal Equipment and Behavior:

Individuals are reminded that weight and bulk of personal equipment is restrictive in
transportation, handling, securing and storage. Remember, total mobility-being ready to
go, on or off duty within 15 minutes of notification, is a direct function of weight,
packing and organization. You should be prepared to function for at least 7 days with

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your personal equipment on hand. Incidental purchases made, while en route, at approved
rest and rehabilitation areas and during the return trip to your home station, will require
cash and may not be reimbursed.

Picture identification is mandatory.

Personal Equipment:
       Tags or markings are recommended for identifying personal gear
       Due to current conditions, a tent, sleeping bag and ground cover is recommended
       External frame pack should not be used due to their bulk
       PPE required by your jurisdiction/agency – to include a fit tested SCBA face
               piece, safety glasses, and hearing protection
       Small daypack for while you are on deployed status – remember you may not end
               up where you start the day’s work
       Jurisdiction approved station work shirts and station trousers – 2 each
       Underclothes – non-synthetic fabric – 3 each
       Modest sleepwear, shorts, tee shirts
       Work gloves for station work and training
       Leather or NFPA approved boots and shoes
       Work socks – 3 pair
       Rain gear
       Jackets or sweater for early morning calls – flame resistant materials
       Personal toilet gear – toilet paper, toothbrush, tooth paste, soaps, deodorant, razor,
               towels, wash cloth – You will be expected to MAINTAIN PERSONAL
       Powders, insect sprays, sun screen
       Watch or timepiece
       Writing paper, envelops, stamps

        You will be working in a smoke, and occasionally tobacco, free environment,
        adjust as necessary
        All of you will be working with many different kinds of personnel – adjust as
        Non-prescription drugs and alcohol are not permitted on this deployment. This
                 includes off duty time as well, you will be the strategic reserve.
        It will be hot, humid, smelly, dusty, and bug-ridden – be prepared
        Cameras may be restricted in some areas
        You should be prepared to function for at least 7 days with the personal
equipment on hand. Incidental purchases while en route or approved rest and
rehabilitation and the return trip to your home station will require cash and may not be
        Harassment: Safe, successful, efficient and effective implementation of GMAG
activities is dependent upon developing ‘highly-reliable’ ad hoc work groups. These
groups are often composed of people from many different backgrounds, agencies,

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jurisdictions and temperaments who have been quickly assembled to accomplish a
mission under physically arduous, intensely stressful and often hostile environmental
conditions. The safe, efficient and effective accomplishment of these GMAG activities is
solely dependent upon the conscious decision of the participants to succeed in a fluid
workplace environment, free from factors which would compromise the mission. A
common frame of reference is needed to develop essential trust and mutual respect in the
time-compressed environment within which these groups must operate. This policy
statement provides a critical part of the GMAG foundation upon which numerous diverse
people can be quickly assembled and operate, under trying conditions, without the
eroding effects of discrimination, harassment or animosity.

               The Georgia Mutual Aid Group, Inc. is committed to the principle of equal
       opportunity in employment, training and assignments. No person, within the
       GMAG sphere of control, will be denied the opportunity for employment,
       training, assignment or be subject to discrimination in any project, program
       assignment or activity because of race, color, religion, national origin, sex, age,
       sexual orientation, handicap or disability, disabled veteran, or other protected
       veteran status.

               All employee, cooperators, contractors and volunteers who participate in
       GMAG operations and/or activities have the duty to treat one another with respect
       and to maintain a work environment free of misconduct and harassment.
       Misconduct includes, but is not limited to: alcohol misuse, driving/operating
       while intoxicated, use if illegal drugs, hazing, insubordination, disregard for
       policies/procedures/safety guidelines and the destruction/theft of government

               Harassment is coercive or repeated, unsolicited and unwelcome verbal
       comments, gestures or physical contacts and includes retaliation for confronting
       or reporting harassment. Harassment/misconduct and/or workplace violence will
       not be tolerated under any circumstances and will be dealt with, after due process,
       using the strictest appropriate measures.

              Definitions for interagency operations:
                      1. Physical conduct: Flagrant, repeated unwelcome touching,
                         standing too close, looking up and down a person’s body in a
                         glaring/threatening/suggestive manner, using obscene,
                         threatening or offensive gestures.
                      2. Verbal/written misconduct: Inappropriate references to body
                         parts; derogatory/demeaning comments, jokes, or personal
                         questions; sexual innuendoes; offensive remarks about race,
                         gender, religion, age, ethnicity, or sexual orientation; obscene
                         letters/cards/phone calls or e-mails; catcalls/whistles or
                         sexually suggestive sounds.
                      3. Visual or symbolic misconduct: Egregious display of nude
                         pictures, scantily-clad, or offensively-clad people; display of

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                          offensive, threatening, demeaning or derogatory symbols,
                          drawings, cartoons or other graphics; offensive clothing or
                          beverage containers, bumper stickers or other graphics
                          intended to incite disruptive emotions.
                       4. Hazing: Any action taken, or situation created intentionally,
                          designed to produce mental/physical or emotional discomfort,
                          embarrassment, or ridicule.
                       5. Alcohol: The use of alcohol during any work period, or ordered
                          standby, is strictly prohibited. The performance of job duties
                          while under the influence of alcohol is prohibited.
Duties: Deployed personnel will be assigned duties consistent with their certified training
and skill level, experience and certification. Activities they may be engaged in include
fire suppression, pre-hospital medical care (1st responder or advanced life support as
assigned); hazardous materials response at the operations level [technician level
preferred] in support of a qualified hazardous materials response team; rescue activities
and citizen assistance calls.

Selection Criteria: There will be approximately XXX number of people and YY number
of vehicles assigned to this mobilization. Selection for personnel, and minimum specified
performances of equipment, are a necessity to ensure the safety and welfare of all
participants and the Fire Fighters and Medical personnel they will be serving.

Typing: Both full-time and volunteer fire fighters and medical personnel may participate
upon verification from the sending agency that the individual meets at least the minimum
standards established by the sending jurisdiction, or exceed the existing state standards in
place at the time of the deployment.

       Task Force Leaders - Senior Company Officer (Capt), or current Chief Officer
       within a response organization. Must have strong command and administrative
       experience. NFPA 1021 or equivalent. NWCG TFLD, STRL, ICT3 or equivalent.

       Safety Officer - FDSOA Certified Incident Safety Officer preferred or equivalent
       combination of training, experience and confirmed performance as a Safety
       Officer. NWCG SOF3, ICT3 or equivalent.

       Company Officer or Unit Leader - NFPA 1021, or equivalent. NWCG Engine
       Boss or equivalent.

       Fire Apparatus Operator (Fire Fighter –Engineer) - Must hold a current motor
       operator license for the vehicle being operated and be certified to operate the
       vehicle by the vehicle owner.

       Firefighter/Emergency Medical Technician- Certified as a Firefighter or
       Firefighter 1st responder in Georgia. National Registry Emergency Medical
       Technicians and Paramedics are preferred. We will need at least Z number of

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       medical personnel to staff ALS engines, transport vehicles and any mobile
       reaction forces [MRF] established during the operational period in the area of
       operations [AO]. Firefighter/Emergency Medical Technician- Certified as a
       Firefighter or Firefighter 1st responder in Georgia. National Registry Emergency
       Medical Technicians and Paramedics are preferred. We will need at least ____
       medical personnel to staff ALS engines, transport vehicles and any Rapid
       Response Teams established during the operational period.

 Employment Option: Should an agency/jurisdiction elect to continue to compensate,
cover and insure their employee, the employee can only be compensated once. Monies
paid to the employee may be endorsed over to his/her employer. Compensation will not
exceed the Federal Administratively Determined (AD) rates assigned to each position.

       Paid Fire/Rescue Personnel:
       Regular and overtime pay may be reimbursed based on each department’s policies
       and requests for reimbursement as it relates to GMAG operations.
       Any time worked above a normal work schedule or a 40 per week schedule
       (salaried employees only) may be paid at an Administratively Determined (AD)
       pay rate as approved by GMAG. A signed contract with the individual or
       Department Head must be on file at GMAG.
       Any employee on approved leave may be paid at an Administratively Determined
       (AD) pay rate as approved by GMAG.
       Pay is based on hours spent going to and from the assigned work area and time
       spent on assigned tasks.

       Volunteer Fire/Rescue Personnel:
       All volunteers that do not receive pay by their Departments will be paid based on
       an Administratively Determined (AD) rate set by GMAG with the following
       Must be approved by Department Chief/Director in writing on Department
       letterhead (fax is okay). Letter contains names of all personnel approved.
       Must have a valid drivers license for vehicle driven.
       Must have a signed GMAG agreement with the Department Chief/Director or
       Individual Contractor for final approval. See Contractor Agreement for more
       Pay is based on hours spent going to and from the assigned work area and time
       spent on assigned tasks.

       Meals and Lodging: Meals and lodging will be provided to assigned personnel
       at no charge to them or their agency/jurisdiction. Should your employee elect to
       go outside the meals and lodging system, they will be individually responsible for
       payment. This is a dry mobilization, meaning NO alcohol or drugs of any non-
       prescribed nature will be ingested, inhaled or injected. If a member of a team is
       confirmed to have imbibed, the entire team will be sent home and their pay
       stopped immediately!

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       Payment will be made, under existing Federal and State guidelines for equipment
and/or apparatus that your agency/jurisdiction has been asked/authorized to provide.
Vehicles and personnel assigned to this event will be operating under a
GOHS/GEMA/EMAC/GMAG contract. Upon check-in at the Area of Operations,
personnel workers compensation, vehicle maintenance, and damage or repair will be
covered by the EMAC agreement. This coverage applies to all activity while engaged in
the Area of Operations. It applies to vehicles, equipment and PPE inserted into/or
supporting host departments and performing duties within the vehicles/equipment/PPE
owner’s scope of training and specification. All other times (travel days from the home
agency to the Area of Operations) are the responsibility of the originating home agency.

Fuel and Mechanical Repairs: Petroleum, oil and lubricant expenses will be reimbursed
by the GMAG at the rate in existence at the time of dispensing, as verified by receipts.
Minor repairs or adjustments, which may occur while in transit or deployed (on or off
duty) will be fixed with no charge to the sending agency/jurisdiction. Examples of minor
repairs include – replacement of light bulbs, pull nail from tires, repair loose wiring, etc.
If an assigned apparatus in use under the GOHS/GEMA/EMAC/GMAG contract has a
major mechanical problem, i.e. blown engine, failed pump/hydraulic system, broken axle,
etc, the GMAG, Inc. will cover the towing costs back to the sending home unit location.

Equipment/Apparatus: All vehicles will be inspected upon check-in and during the
demobilization process. Failure to complete the demobilization process will result in
losing any and all compensation and/or reimbursement.

       Engines/Pumpers (T1, T2, T3, T6)/Tenders (T1,-T2-T3)/ Brush Trucks (T6) will
       meet appropriate NFPA, DOT, NWCG or Emergency Equipment Rental
       Agreement specifications on operating and safety.
       Ladders/Quints/Snorkels will meet appropriate NFPA and DOT and
       Specialty Vehicles will meet appropriate DOT and NFPA Standards for operating
       and roadworthiness.
       Fire Apparatus Operator (Fire Fighter –Engineer) - Must hold a current motor
       operator license for the vehicle being operated and be certified to operate the
       vehicle by the vehicle owner.
       Other Resources: Non-fire department resources will be paid based on an
       Administratively Determined rate and requirements/guidelines as set by GMAG
       for the particular resource utilized on a case by case basis.
       Pay is based on hours spent going to and from the assigned work area and time
       spent on assigned tasks.

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