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| | Author | Messages | |
Fritzydoodle
Posts:980
 | | 07/29/2007 5:04 PM |
 Alert | You know, the City could save themselves lots of grief and drubbing if the flow of information moved a bit more speedily.
Did you know the Maricopa Fire Department has their own website? A site that isn't the easiest to find on the City of Maricopa website? (The link is under Citizen Services - Government services along with PCSO and DPS) Check out www.fdmaricopa.org From the information I found on the website, the information is from the Fire District. I do not know how much if any of the information is carried over to the actual City of Maricopa Fire Department operations.
Perhaps the webmaster should update the info on the city's site - Rick Buss is still shown as City Manager.
Here is the section regarding conduct and discipline:
Maricopa Fire District SECTION 12.01 DATE 04/28/04
Subject: SUPERVISION and DISCIPLINE
Purpose: A process of progressive discipline is followed to ensure that classified employees are afforded adequate opportunity to correct unacceptable behavior. However, the seriousness of the offence may dictate overriding progressive discipline, and serious offenses may lead to immediate dismissal. A combination of disciplinary actions may be used.
Scope: Each employee shall be supervised by the individual to whom he/she is responsible in the organization. Each employee shall customarily be responsible to one immediate supervisor; however, when an employee divides responsibilities among two or more programs, the responsibilities for supervision and evaluation shall be furnished in writing to the employee.
The Fire Chief has authority to take disciplinary action against any classified or unclassified employee. The Fire Chief may delegate this authority to any management employee for subordinate employees.
Discipline
Discipline is defined as training or action that develops orderly conduct and efficiency. Disciplinary actions shall be considered as constructive means of dealing with an employee's unacceptable behavior or performance and should be appropriate to the seriousness of infraction or performance deficiency. Normally, with the exception of serious misconduct, the supervisor will counsel or give written warning to an employee and advise him/her about any aspects of work performance or conduct that need improvement and to provide an opportunity for improvement. Disciplinary actions shall include reprimand, special review period, suspension, demotion (including the return to probationary status), and dismissal. An employee in classified, covered status has the right to request an administrative review, for the purposes of rebuttal, prior to receiving a disciplinary suspension, demotion or dismissal.
Grounds for Disciplinary Action
Grounds for disciplinary action(s) include but are not limited to the following:
The following reasons may constitute grounds for dismissal:
1. The employee lacks sufficient competency or efficiency to perform assigned duties and responsibilities.
2. The employee is unsafe to himself/herself, other employees, the public, or District property in the performance of duties or responsibilities; or the employee has frequently violated safety rules or practices.
3. The employee has been abusive in attitude, language, behavior, or conduct toward a fellow employee, a supervisor, or the public; or their action has resulted in physical harm, injury, or fear of it to such persons.
4. The employee has been insubordinate, willfully disobedient, or has failed to follow reasonable direction from a supervisor.
5. The employee has been convicted of a criminal offense while employed by the District.
6. The employee has stolen public or private property, misappropriate District funds, or has been an accomplice in any of these practices while employed by the Maricopa Fire District.
7. The employee has made unauthorized use and/or removal of District property.
8. The employee, through negligence or willful misconduct, has caused damage to public property or waste of public supplies.
9. The employee has engaged in conduct, on or off duty that is of such a nature that it causes discredit to the District.
10. The employee has purchased, possessed, used, manufactured, distributed, dispensed, or sold alcoholic beverages, unauthorized drugs or controlled substances, or any other intoxicants on District property, while operating District equipment, or while in the performance of District duties unless authorized to do so; or the employee has reported to work under the influence of alcohol or drugs as defined in the District Drug-Free Workplace Policy; or the employee’s off-duty use, possession, or sale of drugs or alcohol adversely affects work performance, safety, or the District’s reputation.
Also, for reasonable suspicion, an employee may be required to undergo an intoxilyzer, blood, breath, urinalysis, or any other appropriate test to detect and substantiate the presence of alcohol or drugs. Refusal to undergo the test when ordered or switching or adulterating test samples will constitute violation of #4 above. (See Drug-Free Workplace Policy.)
11. The employee has intentionally falsified any document, report or statement relating to their employment with the District.
12. The employee has secured employment with the District through misrepresentation or fraud.
13. The employee has refused to subscribe to any oath or affirmation required in connection the District employment.
14. The employee has violated the rule or regulation governing outside employment. (See Section 02.07, Secondary Employment.)
15. The employee has been inexcusably absent, has failed to receive prior approval for any paid or unpaid absence, has abandoned their position, feigns sickness or injury, or otherwise deceives a supervisor as to their condition or ability to perform the duties of the position, or the employee has falsified a certificate justifying medical leave.
16. The employee has had excessive absenteeism or tardiness.
17. The employee has engaged in a strike.
18. The employee has refused to perform reasonable light duty that is assigned because of an illness, injury or disability.
19. The employee has worked at outside employment while on medical leave, industrial accident leave, or Family and Medical Leave.
Grounds contained above also constitute grounds for other types of disciplinary actions as described in items 1-26.
TYPES OF DISCIPLINARY ACTIONS:
Counseling
Counseling is a private discussion between supervisor and employee. The supervisor should keep notes regarding the discussion and the date, and the employee should be told that a record of the counseling session shall become part of the employee's personnel record.
Warning
A written warning may be given to an employee describing the performance or behavior, which needs to be improved. The employee shall sign the statement and receive a copy. This warning shall become part of the employee's personnel record.
Reprimand
When counseling and warning have not resulted in correction of a situation, or when more severe initial action is warranted, the supervisor may issue a written reprimand stating the date of any prior discussion or warning, a description of the unacceptable behavior or performance, and possible consequences if behavior is not improved or corrected. The employee shall sign the statement and receive a copy. If the employee refuses to sign the statement, the supervisor shall sign the statement as such, and indicate the employee's refusal to sign. The written reprimand shall become part of the employee's personnel file.
Special Review Period
When performance or behavior warrants the action, a Special Review Period may be established. The special review period may not exceed 90 calendar days. The supervisor shall prepare a written performance evaluation and memorandum outlining the improvement required, the time established for the period, and possible consequences if performance does not improve. Ten days before the end of the period, the supervisor shall submit a written performance evaluation and recommendation for the employee's future status to the Fire Chief, which shall become a part of the employee's personnel record.
Demotion
An employee whose ability to perform the required duties falls below standard or who merits disciplinary action may be demoted upon approval of the Town Manager. Written notice shall be given the employee within three days before the effective date of the demotion.
Suspension:
Suspension Without Pay: The Fire Chief may suspend an employee from any position at any time without pay for a disciplinary purpose. A supervisor may recommend suspension of a subordinate employee to the Fire Chief for his/her approval. No supervisor may suspend a subordinate for any period of time without the approval of the Fire Chief. A suspended employee receives written notification on a “Record of Counseling/Disciplinary Action” form, or by separate letter which will be attached to the “Record of Counseling/Disciplinary Action” form, listing the specific charge(s), period of suspension, and administrative review and appeal rights, if any. The employee is given a copy of the written notification and the original is immediately forwarded to the Personnel Office for inclusion in the personnel record.
Suspension of Exempt Employees: An exempt employee (those exempt from the provisions of the Fair Labor Standards Act) may not be suspended without pay for disciplinary sanctions for a period of less than 40 hours except for infractions of safety rules “of major significance.” Suspensions for exempt employees must occur within the same workweek. Safety rules of major significance are those (rules) and supervisory directives relating to the prevention of serious hazard, damage or danger to the District, it’s facilities, employees or the public.
Administrative Leave With Pay: The Fire Chief may place an employee on Administrative Leave With Pay at any time as non-disciplinary suspension to permit an investigation into matters concerning a possible disciplinary action. No supervisor may place a subordinate on suspension with pay for any period of time without the approval of the Fire Chief. During this period, the employee is considered to be on full duty and available to participate and aid in the investigation. In making the determination to suspend an employee with pay, the following factors are considered:
A. Whether or not the employee's presence on the job or at the work site would hinder the investigation, or
B. If the employee’s presence would be detrimental to the public interest or the continued efficient operation of the District. The Fire Chief must approve administrative leave.
An employee placed on Administrative Leave receives written notification on a "Record of Counseling/Disciplinary Action" form, or by separate letter which will be attached to the "Record of Counseling/Disciplinary Action" form, listing the specific charge(s), period of suspension, and administrative review and appeal rights, if any. The employee is provided a copy of the written notification and the original is immediately forwarded to the Personnel Office for inclusion in the personnel record.
Dismissal
The Fire Chief may dismiss employees for cause by written notice, which shall state the cause for dismissal, the effective date, and the employee's appeal rights.
Probationary, seasonal, or temporary employees do not have the right to appeal dismissal.
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| | ravensnest
Posts:120
| | 07/29/2007 5:29 PM |
Alert | MR. Ashton.
Appreciate your apology it took guts... I have been one of the critics calling for action and remain so. When you work in a public job it requires more then just your time at work. It also sadly involves conduct off the field. The conduct was unacceptable period. Perhaps had the apology had come the day after it might have been accepted better. Good luck in the future | | | |
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| | chessman
Posts:244
| | 07/29/2007 6:14 PM |
Alert | Posted By sugarlumps on 07/29/2007 4:32 PM
Finally, to those of you spouting off about the city council, the city manager, etc... Knock it off. Grow up. Take a deep breath and try praying for and supporting those who have taken on this immense challenge of starting a new community in this day and age. Stop criticizing everything they are doing. If you had any grown-up courage at all, you would be in there asking what you can do to help instead of whining, moaning and threatening these people who are trying to do the best they can with what they have. And what is it they have? US! You and me - the whiners and complaining babies as well as those who are willing to help and are seeking ways to do just that. Help - don't hurt. It is OUR community. Make it YOURS.
OK Sugarlumps, I’ll bite. I don’t think I can take being called a "whiner" and a "complaining baby" without responding.
For those of you who feel this way – what do you suggest? Many of the critics here are getting involved with the local politics, going to meetings, talking with the leaders, and sharing what they hear with the rest of the community. We are also trying to raise the awareness of public so that we as a community can provide some help and guidance to the leaders whenever possible. Input and oversight from the public is what this great country was founded on. I’m thankful for the opportunity to publicly criticize the leadership, and I do believe that the community will be better off because of these public discussions. I’ve talked to many of the councilmen lately regarding several issues. How much more involved can we get? I don’t personally think that praying for the council to make good decisions is going to be more effective than talking to then has been.
If the critics miss the mark, you are more than welcome (and often do) to jump in the discussion and set us straight. In the meantime, I don’t see too many threads where the topic is about great decisions the council and city management have made, and what wonderful progress we can see. The only praise I have seen has been for Marty at PR&L. I suspect that this is because he is the only one that deserves it. If I’m wrong, then don’t just flame me for being negative, post the counterpoint.
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This message was composed entirely of 100% recycled electrons; minimum 35% post-consumer content. | |
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| | ken
Posts:532
| | 07/29/2007 7:00 PM |
Alert | Mr. Ashton...
The fact that you spoke out and apologized for your actions speaks well for you. This entire incident was quite unfortunate for all involved, I'm sure. While I cannot say that I disagree with the city's decision, I can assure you that with a little work, this will not be the end of your career. I'm sure most of us have all had a sobering moment in life and that is all this is. If you truly are dedicated to serving the community as you say, don't let this bump in the road stop you. There are plenty of other fire districts and departments that would likely give you a second chance. I wish you luck in your future endeavors.
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"Knowledge is often mistaken for intelligence. This is like mistaking a cup of milk for a cow." -- Unknown | |
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| | timmya3
Posts:56
| | 07/29/2007 7:35 PM |
Alert | | It’s sad that Cody Ashton lost his job over this unfortunate incident. I think you got the bad end of the stick on this one but have a feeling it will work out for you (hopefully here in Maricopa). | |
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| | sdp
Posts:9
| | 07/29/2007 9:12 PM |
Alert | I would argue that if our community leaders need to read a forum in an effort to make a decision, then the wrong people may be in leadership positions. I'm sure our city officials did NOT make judgements based on what some have written about. That would be ludicrous! Good leaders would have investigated the matter, checked the policies, and acted accordingly.
Cody, it is unfortunate that the "sins of our youth" sometimes cause us to lead different paths than we had hoped. God has a plan for you. Just wait and see... | | | |
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|  | sdp
Posts:9
| | 07/29/2007 9:17 PM |
Alert | | My comment was in response to "nursiegurl". | | | |
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| | Colgate
Posts:629
| | 07/29/2007 9:19 PM |
Alert | | Wow, Chris you have a lot of people behind you. I am new to the Copa and do not know any of you nor your personalities. It is sad to hear the story and the outcome. Maybe you were at the wrong place at the wrong time, however, what is done is done. I am sure you are a bright young man with many other skills to fall back on. You will experience many more hurdles along the way in life. Keep your chin up and move forward. Life is full of disappointments you just keep going. Unfortunately this will be a learning experience one you will not forget, so learn from your mistakes. I wish you the best in your future. Again, I am sorry things turned out this way. | |
Live every day as if it were your last and smile! | |
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| | GilaGuy
Posts:789
| | 07/30/2007 4:20 AM |
Alert | Posted By jensen on 07/29/2007 10:31 AM
I can not believe how two faced everyone on this form is. Two days you were all calling for them to lose there jobs. You do not think for yourselfs. You just go on what everyone else is saying. Where is all this saddness coming from now. You a##holes asked for it and now you got it. You did a diservice to this community by getting two very brave, smart, and compassionate people fired from there jobs. Did you ever take a moment to think what this is going to do there familys, finances or chance of getting a job. You have no idea how hard it is to get a job with the fire department. You compete with 5,000 + guys for maybe twenty spots. I hope you are all very happy with the decisions you have made. I do not know how you can live with yourselfs.
We did not ask for this incident to take place. We did not ask for one of our protectors to sucker-punch a bar patron, while the other "approached" another individual to demand an apology. We did not ask for one of the two to drive off after consuming alcohol, but before facing the music. We did not ask for this, the utter and total failure of the City to respond, the City's foolish initial binding of the Fire Chief's hands, or this outcome. We, sir, asked for NONE of this.
But it came anyway. It came, and it had to be dealt with, and now it is done. It came because some individuals made mistakes. Mistakes that plenty of people could have made, but which were compounded in this instance because of when and where they chose to make them. Hundreds of thousands of public servants have decided to take their Probation periods seriously, and stay out of bars altogether for a year. Hundreds of thousands of public servants have quit hanging around folks who they knew to be "hot-headed" for a short time while they allowed months to pass which would make their jobs (and therefore, their livelihoods) more secure. Hundreds of thousands of public servants have had that chance to "approach" someone and demand an apology for a perceived wrong, and have turned and walked away instead, knowing full well that such things have the penchant to escalate and can ruin a budding career. Sacrifices like these are part of the entry fee for a public service career. Those fees have been paid by hundreds of thousands of individuals in the past, and they will be paid by hundreds of thousands of people in the future. This, quite simply, is nothing new.
This incident, and all of its incumbent fallout, is not the responsibility of anyone other than those who were involved in the incident. I am saddened that this all had to take place, but I have nothing to do with these gentlemen, their decision-making process, or their families. Those are all entities that fall under their area of responsibility. Not ours. | | | |
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| | Sinbad
Posts:3046
| | 07/30/2007 8:31 AM |
Alert | I wanted things to be marked in your records.. Document the incident....
Not take your jobs from you...
This proves that the people running the city....shouldn't be running the city for long. I think the Chief let you go because you were on 1 year probation already....
sorry , but I hope you get up from this blow..and not get teasered....
Best Wishes..
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Just doing it one day at a time. Change is good and it should be looked upon as an improvment! not a problem.
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San Diego Super Chargers! GO!!!
Joined old forum March 2006
Post count: 3068 + these | |
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| | bizybeth
Posts:569
| | 07/30/2007 9:20 AM |
Alert | | Aw, people get teasered all the time on this forum! ( Sorry Sinbad, just had to do it!) | |
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| | rattle2
Posts:132
| | 07/30/2007 11:01 AM |
Alert | Very interesting Frizzydoole, thank you.
www.fdmaricopa.org
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Sometimes we just make life to difficult.
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| | demonica
Posts:850
| | 07/30/2007 2:17 PM |
Alert | cody ashton-
i understand your pain perhaps better than most. shortly before moving to maricopa i had a job i really liked and was very good at. one day my fiance came to pick me up from work. one of my co-workers (who happened to be the son of the general manager) made what both my fiance and i considered to be a threatening gesture toward me. in my defense, joey punched him. there were a number of witnesses to the incident, both employees and customers. all agreed that while joey may have over reacted by punching him, joey legitimately felt that at that moment shay was a threat to my safety. the incident was supposedly let go, although joey was no longer welcome on the property. less than 2 weeks later, i was fired for trumped up reasons. it was common knowledge around the workplace that in truth, i had been fired because my fiance hit the boss's son.
there are some major differences in these incidents, of course, the biggest being that in my case this was a job that i really liked, but not the first step on a lifelong career path. but, similar to you, i was fired for a single isolated incident of bad judgment. in my case, not even my own bad judgment.
at the time this happened, it was devastating to me. we lived in winslow, a very small town with few good job prospects. i had been happy, excellent at my job, and making about the best money of the 5 years i lived there. but less than a week after i was fired, i got a phone call that resulted in joey and i coming to the valley for 2 days. we basically never left, other than to go back and pack up. we found the town of maricopa, bought a house here, found out we were expecting our first child, put down roots in this town, and are very, very happy.
when a door closes, a window opens somewhere. while the path you had set your feet on may have abruptly ended in the woods...instead of despairing, take a moment, look around and see what there is to see. you may find there is a far more glorious path just a few steps away. my wish for you is that you are as lucky as i was and find a far better life awaiting you.
and for the record, yes, i was one of those that was calling for something to be done. this is not what i had in mind, however. if you have been reading these posts from the beginning, you will know that i have all along been much more disturbed by the reported behavior of the others present than by your behavior. hell, i have an over protective fiance myself, i can't fault you for that. | | | |
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| | demons19
Posts:22
| | 07/30/2007 2:27 PM |
Alert | | I am quite sure I am in the minority here but I think these 2 guys got what they deserved......and part of why I say that is, I read this "apology" and I just don't feel the contrition for the victim but for his own loss. It seems to me someone who is truely sorry would have posted their sincere apology quite a bit sooner. Maybe had he shown some actual regret for the victim who got sucker punched and then tased, he might have a job today. I also know that 4 days after the incident, these 2 wonderful fireman could not find their way over to Anytime Fitness to apologize to Darren. I see no regret here, except that they got pinched for their stupidity. | | | |
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| | livinginthecopasux
Posts:944
| | 07/30/2007 3:14 PM |
Alert | | alter ego much? | |
BUSTED! | |
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| | magnetic
Posts:111
| | 07/30/2007 3:28 PM |
Alert | When you have a few moments check out fdmaricopa.org talk about nepotism!!
Father, 2 sons and mom all have jobs within the Maricopa FD. OOPS now it's 1 son.
Check the photos of Dad when he got promoted. "All in the family" | |
25th Infantry Division
<----
Tropic Lightning
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| | mallardisme
Posts:590
| | 07/31/2007 12:14 AM |
Alert | Nicely written, demonica,
Cody, I don't know you, your past, your aspirations or what you do day to day.
I do know that everyone can make mistakes. (Sometimes really big ones-trust me, I do know).
I also know that life does go on. If you really want to persue this carreer there are ways to do it.
As an extreme measure, you could go into the military. That would pretty much erase this incident when you come out. There are other ways, though. Maybe you should look at other oppertunities such as the forestry service. That is a great start, if you can get a foot in the door.
Again, a few years of good, proven, service to any agency would get you back to what your career should be.
You have experience, but you need experience. I would bet you are never part of an incident like this again. I would bet you would help stop something like this if it was presented to you now.
This door may have closed. I am sure you have learned from it. I am sure you will get a second chance.
Take the next chance and run with it.
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Let X=X | |
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| | bitterbeard
Posts:207
| | 07/31/2007 1:15 AM |
Alert | magnetic, if I could get into a job I loved with my brother, father and mother I'd do it also.
I don't see any issue with that, I think we should leave the Ashton family alone at this point man. | | | |
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| | boston
Posts:1
| | 08/01/2007 7:24 AM |
Alert | So many Maricopa Noobs....I remember not to long ago (I lived in one of the 1st houses built in Rancho Eldorado) Mr. Ashton and his family basically were the fire department. They were volunteers working ridiculous hours because of all the "new people" and they loved serving the community. Now we have "magnetic" talking without thinking or understanding the situation. I can only imagine that many long time residents of Maricopa are very angry at those farmers who sold the land to start this city.
Boston Chris | | | |
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| | LadyAmalthea
Posts:86
| | 08/01/2007 1:26 PM |
Alert | Cody,
Your apology is accepted...in fact, in my opinion, it's completely unnecessary. I think there are a lot of people who should be apologizing to you for being too quick to judge.
To echo the words of many, I feel deep sympathy for you and your family (those related by blood and those related by vocation). Yes, you made a mistake, and should learn from it, but not by such harsh measures. Even though we've never met, I'm saddened by you losing your job. But don't think of it, please, as being the end of your career. I once lost a job I loved (or thought I did). At the time, it was the worst thing that ever could have happened to me. I felt an overwhelming despair...I didn't know what I could do. But I knew I couldn't let it defeat me, and, in retrospect, it was the BEST thing that ever happened to me. I'm happier now career-wise than I ever could have dared to dream. So as the song goes (I think it's by Ben Folds Five) "every new beginning comes from some other beginning's end". Don't think of this as the end of your career or anything else. Think of it as a chance for a new beginning. So hold your head up high, and greet each new day as a new chance. I wish you and yours happiness and success always. | |
"Ain't nothin' but a barn dance, sugar. Ain't nothin' but a round de round" - Sara Tidwell and the High Tops | |
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