Training Material

EEO and fostering a workplace environment free of harassment is an ongoing focus day to day.  Everyone must be taking part in this effort by remaining up to date on the laws and regulations, finding ways to be proactive in conflict management and fostering climates of equality and inclusion.  This year we are taking a flashback to review an initiative that is inclusive of each of these topics.  Everyone Must Carry the Torch was a field training that we did in small group with scenarios to reinforce ways to identify issues in the workplace and how to properly handle them. Spend some time reflecting on what it means to be an engaged and proactive employee in the EEO process and your role in helping to set the climate and tone in your personal work environments (i.e., station life, training, on calls, engaging with the community, etc.)

• Treating people with dignity and respect is the right thing to do.

• Our effective performance depends on the maintenance of trust and respect of the public and among MCFRS personnel.

• MCFRS has a need to secure discipline, mutual respect, trust and efficiency among all ranks.

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Harassment is unwelcome conduct that is based on race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information. -source 

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Scenarios enhance our learning by providing realistic encounters that occur in our workplace environment on a day-to-day basis. Take the time to review these scenarios. This is a great idea for a company drill to share different perspectives and develop and seek insight on how to appropriately navigate through the challenges that each one may present.  

• Petty slights, annoyances, and isolated incidents (unless extremely serious) will not rise to the level of illegality. To be unlawful, the conduct must create a work environment that would be intimidating, hostile, or offensive to reasonable people. (remember there is a difference between unlawful and a MCFRS policy violation)

• Offensive conduct may include, but is not limited to, offensive jokes, slurs, epithets or name calling, physical assaults or threats, intimidation, ridicule or mockery, insults or put-downs, offensive objects or pictures, and interference with work performance.

• The harasser can be the victim's supervisor, a supervisor in another area, an agent of the employer, a co-worker, or a non-employee. AND the victim does not have to be the person harassed, but can be anyone affected by the offensive conduct.

Guiding Principles (modified for brevity)

Our Montgomery County Fire and Rescue Service providers will:

• Serve with integrity and mutual respect

• Recognize the importance of diversity of our workforce and communities

• Be responsible for the honor of our profession and public service

• Promote equity and harmony among career and volunteer personnel

Continuously improve public confidence and trust

*These principles, if followed, prevent behaviors meeting the definition of harassment.*

Go to FRS Quicklinks >>Fire Chief >>EEO for the most up-to-date links, addresses, emails, etc....for reporting.

Reporting Discrimination and/or Harassment. 

An individual who believes that he or she has been subjected to employment discrimination or harassment in violation of this policy, or any person acting on behalf of such an individual, may file a complaint with one or more of the following:

(1) the individual’s supervisor or department director, if the individual is a County employee; 

(2) the County’s EEO Officer; 

(3) the Office of Human Rights; or 

(4) a State or Federal enforcement agency

-County Personnel Regulations