February 2022 FFS Magazine

THE PUBLICATION

OF THE

FLORIDA FIRE CHIEFS’ ASSOCIATION

February 2022 • VOLUME 30 NUMBER 2

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Florida Fire Florida Fire Fire Chiefs’ Florida Fire

Service is the monthly publication of the Chiefs’ Association, provided to Florida Association (FFCA) members, by the Chiefs’ Association.

Florida Fire Chiefs’ Association 221 Pinewood Drive Tallahassee, FL 32303 Phone: (850) 900-5180 Email: info@ffca.org • www.ffca.org FFCA Staff Wm. Ray Colburn - Executive Director & CEO Denise Holley - Office Manager Scott Leisen - Marketing Director Ngoc Huynh - Conference & Events Director Liz Aperauch - Administrative Assistant FFCA Board of Directors Douglas Riley - President Reginald Duren - 1st Vice President Harold Theus - 2nd Vice President Ty Silcox - Immediate Past President Julie Downey - Secretary/Treasurer Ryan H. Crawford - Northwest Region Director Carlos Aviles - Northeast Region Director Chuck Bogle - East Central Region Director Percy Sayles - Southeast Region Director Ian Kemp - West Central Region Director Gregory DeWitt - Southwest Region Director Wm. Ray Colburn - Executive Director & CEO James White - Foundation Chair Leland Greek - Senior Member

FROM THE SECTIONS Message from the FFCA President . . . . . . . . . . . . . . .6 Message from the Foundation Chair . . . . . . . . . . . .10

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10 FEATURES

Advice: Give or Take It . . . . . . . . . . 8

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Managing Expectations . . . . . . . . 14 Can Fire Departments Prohibit Firefighter Off-Duty Medical . . . . . .

Marijuana Use? . . . . . . . . . . . . 16

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High School Cadet Program . . . . . 20

FURTHERMORE DeLand Opens Station 81 . . . . . . . 12 FFCA New Members. . . . . . . . . . . 14 Meet the Chief . . . . . . . . . . . . . . . 18

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ESLI Emergency Management . . . . 22 2021-2022 Fire Service Awards. . 24

Editorial Submissions magazine@ffca.org (850) 900-5180

2022 FRE ALS Competition . . . . . . . 27 Shift Challenge Creates Unique

Advertising Scott Leisen, Editor in Chief scott@ffca.org (386) 717-0055

Training Opportunity . . . . . . . . 30 Ongoing Multi-Company Training. . 31 2022 FRE RIT Competition. . . . . . . . 32

Subscription rate for members is $36, which is included in member dues. Archived electronic monthly editions of Florida Fire Service magazine are available at www.ffca.org. Log in as a member and click on the Publications tab.

Florida Fire Service February 2022, Volume 30, Number 2 USPS # 016-759

Periodical postage paid in Daytona Beach, Florida, and additional post offices.

POSTMASTER: Send address changes to Florida Fire Service, 221 Pinewood Drive Tallahassee, FL 32303.

Statements of fact and opinion are the responsibility of the authors alone and do not imply an opinion on the part of the officers or the members of FFCA. Copyright 2022 by the Florida Fire Chiefs’ Association.

All rights reserved. Materials may not be reproduced without written permission.

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The Sky is the Limit . . . . . . . . . . . . 34 Lake County Responds to Trench Rescue . . . . . . . . . . . . . . 36 In brief . . . news from around the state. . . . . . . . . . . . . 38 Featured Vendor . . . . . . . . . . . . . . 46 Advertisers Index . . . . . . . . . . . . . 46

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Douglas Riley, Fire Chief FFCA President

I

’ll begin by sending a huge “thank you” to everyone that was able to attend Fire Rescue EAST in Daytona last month. The conference was well attended considering everything we’re all dealing with, and it was encouraging to

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have an in-person event where we were able to reconnect with old friends and make a few new ones. Thank you to the incredible FFCA staff and volunteers that did an awesome job of making the conference a huge success. It’s

refreshing as a Fire Chief dealing with the challenges that we all are facing today to have access to such a group of talented professionals to share best practices and to assist one another with solving problems. It is certainly true that iron sharpens iron and I always leave these gatherings with leadership nuggets that I can take back to my own organization.

It has been nearly two years now since the beginning of the pandemic and our worlds have surely changed. The resiliency of the fire service in our great State is more evident now than it has ever been. Our firefighters never cease to amaze in the way they step-up when the chips are down and how they find new and creative ways to stay motivated and dedicated to providing exemplary service, even as we adapt to what seems to be the new normal.

Times like this can surely strain our leaders and it is more important than ever to lean on one another when times are tough as we all are truly better when we work together.

Continue to reach out to your peers and strengthen your professional networks; you never know when you might need them and/or they need you.

As always, know that your FFCA staff and Board members are here to serve . Don’t hesitate to reach out if we can assist in any way.

By Rick Spence, FFCA Chaplain

E

ach of us are where we are because of the help we have been given by others.

Depending on the advice, and whether we followed it or not, should we give someone a big “thank you,” or a kick in the pants? For myself, I would not have lasted as long as I did in the fire service if I had not followed the advice of some of my mentors. There was some advice that I did not follow, that I should have, and there was plenty of other advice I should have ignored.

As an attempt to “pay it forward,” I felt an obligation to help those firefighters coming behind me. When offering help, I found there were times when some of the firefighters would not listen to my direction and other times when they would appreciate and follow my directions. What was different in the two situations? Should I withhold help from those who do not listen to me? In my thinking, I had no ulterior motive and there was no benefit to me, other than the good feeling you get from helping someone, so whey didn’t everyone follow my lead?

It took me a while to realize some things, after reflecting on my own situation. I listened to people who I thought genuinely cared about me and showed it (re: Fire Officer classes, promotional exams) and I needed to be one of those people. There were also times when I did not listen to them, because I thought I was much smarter than them (like buying a water softener because we NEEDED it). These guys were older than me and I thought they had an old school mentality. It’s amazing that at one

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time I thought “old school” was a bad thing.

Looking back, I should have followed more of that old school direction. I remember going back to a couple of those guys several years later and telling them they were right about not buying that water softener. I thought they would have rubbed my nose in my mistake, but they just chuckled a little and went on their way. It was a non-event for them, while it was a financial disaster for me. I sought their advice many times after that.

In the same way, I remember not following the advice of some other guys (buy your wife an exercise machine for Christmas, or “invest in my multilevel marketing plans.”) I knew these guys probably did not have my best interest at heart. They wanted a little bit of entertainment at my expense or to separate me from my money. Knowing that, I still followed some of their advice that I should not have (buying my wife an ironing board for Christmas or sending an email to my chief in all caps.) This was not the type of person I wanted to be in my career.

Looking back, I’m thankful that I got to work with people who deeply cared for me and others who kept the work situation more tolerable by keeping things less stressful. Some of them I enjoyed being around and some of the others, well…. it’s a little hard to say something nice about them. Maybe, I could say they are good examples of what not to do or they didn’t smell bad... For me, I attempted to help everyone I came across inside and outside of the fire service. And, after my kids

grew into adults, I found it better to let someone ask you for your advice than freely give it. I realized that an empty wagon makes a lot of noise. There are still people I mentor and I have learned to simply share how I handled a similar situation. If they follow my direction and it works out, it’s a WIN-WIN situation. If things don’t work out as well as we hoped, I lament with them. The main point is that they know that I am truly concerned about their well-being. I don’t rebuke anyone if they don’t listen to my direction. I know firsthand that some firefighters are not good at following directions. They would rather do things on their own and that doesn’t make them bad people. Whether they follow a mentor’s lead or not, the important thing is they know someone is concerned about them and their best interests. They will come back for help and advice when they need it most.

Philippians 2:3-4. “Do nothing from selfish ambition or conceit, but in humility count others more significant than yourselves. Let each of you look not only to his own interests, but also to the interests of p Rick S ence others.” The truly amazing part of this Bible verse is that the Apostle Paul wrote this while he was in prison. If he • • was willing to help FF in CA C h a pla others even while he was in prison, it shouldn’t be too hard for me to be willing to help those in the fire stations.

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James White, CFO Foundation Chair

I

t was certainly good to actually see everyone in Daytona attending Fire-Rescue EAST this past month. While the number of participants may have been lighter than in past years, we proved that the Florida fire service is alive and kicking and ready to return to a sense of normalcy.

As the Foundation’s designated representative to the Florida Fire Chiefs’ Board of Directors I was required to attend many more meetings and sessions than in my past. While this was all good, it was tough to get around to see everyone as much as I would have liked. I also had responsibilities to staff our vendor booth for my real job as the Director of our firefighter program at Valencia College. I say all of this not to ask for your prayers or sympathy, but to pass

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along some good news about our experiences.

Most of the attendees, at some point, found their way into the trade show portion of the event. While foot traffic was slow at times at our booth, our staff spoke to numerous attendees who were interested in both our college degree programs for firefighters, as well as our firefighter minimum standards certificate courses.

At the same time I was able to direct those interested to YOUR Florida Fire Chiefs’ Foundation, where dollars are available for scholarships for these young people seeking to become future firefighters. I spent more time speaking with the fire chiefs in attendance about their opportunity to sponsor students in their communities without searching for dollars. Your foundation board of directors is excited to see these applicants coming forward and starting their fire service careers.

On a more interesting note, I did speak with a fire chief who was attending the conference from outside of our state. I asked them if they had anything in their area like our Florida Fire Chiefs’ Foundation.

Unfortunately, he indicated his state did not.

That conversation made me so thankful that our Florida Fire Chiefs’ Association supports the work of our foundation and that more of our leadership around the state need to take advantage of this opportunity to provide scholarships to our candidate firefighters.

As we begin to move through 2022 I am challenging all members of the Florida Fire Chiefs’ Association to reach out and inform at least one candidate firefighter in their community of our scholarship opportunity.

In addition, I also challenge our membership to make a personal commitment to donate to the Foundation. We have a great program offering great opportunities to assist these young people, so let’s do this. Join me in making a donation today.

DeLand Opens Station 81

By Ava Hanner, Community Information Specialist, Public Safety PIO, City of DeLand

T

he City of DeLand opened a new 16,000 square foot fire station in Downtown DeLand, Florida in January 2022.

The new DeLand Fire Station 81 is located at 343 West Howry Avenue, just down the street from Station 81’s previous location at 201 West Howry Avenue in DeLand. The 343 numerical pays homage to the 343 firefighters who were killed on 9/11.

The new 16,000 square foot fire station was designed to be able to serve the DeLand area for the next 50 to 100 years as the city continues to grow. The former Fire Station 81 was originally designed in the late 1960s as a volunteer station which posed several issues when operating a full-time paid staff in modern times. In 2021, Station 81 ran over 5,300 calls for service making it one of the busiest stations in Volusia County.

“Station 81 was never built to be a full-service, career fire station, but it has served this community very well for the last half-century, and our city’s needs have grown in that time,” said Fire Chief Todd Allen. The new station will have measures to protect our firefighters from harmful contaminants encountered on our responses, and will also meet the needs of a diverse workforce by ensuring separate facilities for our male and female employees.

The new station will house all of the fire

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department’s administrative offices, two response fire companies, the shift commander, and fire prevention under one roof. Previously, the Fire Marshal’s Office was located in City Hall. Having a central location for administrative operations will allow for improved communication and coordination.

The new station will feature a large multi-use community room that can be used for hosting training classes, hosting city meetings, etc. The fire department will also host classes such as CPR certification courses for the public as well as host their own training classes within this room. The community room will be available for other groups to utilize if available on the requested time and date. In addition, this station will incorporate training props within the building for our firefighters to continually meet our training requirements. The props will allow firefighters to train in the areas of confined space rescue, aerial operations, etc. completely within their own station. This station will meet the needs of our workforce and serve our vibrant community.

The safe storage of personal protective equipment was a major focus of the design. The new station is equipped with a negative pressure ventilation system and a diesel exhaust removal system to reduce the firefighter’s exposure to potentially harmful carcinogens. Instead of storing their gear in the apparatus bay, there

are designated negative-pressure rooms for storage and laundering of their gear.

When the original fire station 81 was built, it was not designed for firefighters to be living there and all of the firefighters were male. The department now has four female firefighters so providing separate sleeping quarters for each firefighter was a major priority when designing the new station. Each firefighter will now have an assigned room to utilize during their 24hour shift that is separate from the other bunkrooms. The station currently is staffed 24/7 with a minimum of seven firefighters but could accommodate twice that amount when heavier staffing is required for tropical weather events.

During the building process, The DeLand Fire Department was awarded a sapling from the 9/11 Survivor Tree. The sapling was planted on the southwest side of the new station and will be looked after by firefighters and the City of DeLand foresters. Fire Chief Todd Allen says, “We are humbled to not only be considered for this award but to have this tree awarded to our fire department. This tree symbolizes growth that can come following a tragedy, which can make you stronger and more resilient. Having this symbolic link to the tragic events of 9/11 will help us memorialize our own tragic events and inspire individual growth for decades to come.” The DeLand Fire Department was awarded the sapling following the loss of Fire Chief Dan Hanes in 2018 and the F-2 tornado that struck the city in 2020.

By Trip Barrs, EFO, CFO

I

t has become increasingly important to me that we not allow surprises to disrupt how our organization functions in our day-today operations. “But Chief, we get interrupted by calls, vehicle breakdowns, last minute training opportunities, hospital bed delays and all sorts of other distractions every day, how can you expect us not to be disrupted in our daily routine?” asks the confused company officer….

And so begins a discussion that I have been wanting to have with my staff, and others, for some time now.

In an effort to be as efficient and productive as possible, many of us schedule our workdays weeks and sometimes even months in advance. Things like facility training, pump testing and annual physicals are often planned a year in advance. There is no doubt that having a plan is necessary to accomplish all of the non-call related activities that we must do to be ready to run those calls for service. But what is an enterprising company officer or district chief to do when someone from fire administration shows up at the station during shift change and totally upsets the careful planning that went into preparing for the shift that is about

to start?

We all need to remember that our jobs, at every level in the fire service are just one big “in basket exam”. For those who have never taken an in basket exam as part of a promotional process, or just for fun, it goes something like this: The candidate is handed a stack of papers, emails and phone messages that all have different pieces of information on them, usually requiring some type of action to be taken by the candidate. The job of the person taking the exam is to prioritize the items and develop an on-the-fly plan to deal with each issue. You do this in a vacuum and do not have the opportunity to coordinate with the callers or email/memo writers.

This is where expectation management plays into the scenario. As a chief officer dealing with the issues that arise in fire administration, we must be aware that our leadership team on shift also has priorities that they want to accomplish that are also important to the efficient operation of the department. The best way to ensure that the day’s in-basket is prioritized appropriately is through clear communication, as far in advance as possible. Even if only a few

minutes before shift change, the admin staff should make it a point to reach out to the shift officers and fully explain why they feel that a change in the day’s plan is necessary.

The same goes for that shift officer who needs to ask the training chief to postpone a facility drill due to an important shift need.

This allows for a two-way discussion about what will best benefit the department. It’s not just about what the shift needs or getting that item off of the administrative chief’s desk.

Working collaboratively both up and down the chain of command in this manner helps to open lines of communication that help the

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members of our organizations understand each other’s perspectives.

This understanding allows us to manage the expectations of others; a vital skill in successful interpersonal relations. By managing, I mean that we actually show leadership traits such as compromise, empathy, adaptability and creativity.

An example of what may happen when this doesn’t happen looks like a recipe for lost productivity and hurt feelings all around. Imagine a scenario where the training chief obtains last minute access to a building that is set to be demolished in three days and invites the shift commander to rotate the companies through for some hands on forcible entry training/reps. Unknown to the training chief, the fire prevention chief has previously scheduled companies for a walk through of a new industrial occupancy that is just about to be occupied. The shift commander has carefully scheduled crews to complete the walk through while still allowing some of the rescue crews to complete continuing medical education for the month. Oh yea, and we still need to maintain units available to cover calls.

As firefighters, we see a job - in this case several jobs, and want to complete them all to the best of our abilities. This is in our nature and is what we do on fire scenes or when dealing with a complex medical emergency. Expectation management requires us to consider that we might not be able to get everything done, so we work together to come up with a plan to prioritize what is most important in this moment. Working together and letting all stakeholders have a say in the outcome can produce some amazing results and might even result in a plan that does accomplish everything with time for a store run to get dinner supplies too.

Pro Tip: In the event that everything and a store run does get done, invite the chiefs to the station for dinner to celebrate…they’ll usually bring dessert and might even help clean up the dinner dishes.

In the event that we cannot arrive at a plan of action that fully meets everyone’s needs, it is important that the parties involved agree to work collectively to make sure that consideration is given ASAP to helping complete those tasks that were left undone. This does not mean that sometimes the ranking officer in the room doesn’t have to make a difficult decision, but she should always strive to make sure everyone knows why that decision was made the way it was. Setting the expectation that everyone’s perspective matters and is important should be the officer’s tone during these discussions. Promoting ways to achieve collaboration in solving the challenges not only solves the issue at hand, but builds connections that allow us to work more effectively together in the future.

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By Scott Eskwitt

T

he past few years have seen state legislative activity addressing use of medical and recreational marijuana and how employers may treat employees who use marijuana under such laws. This legislative activity will continue, so consider this article as a snapshot of the current state of medical marijuana law and regulation as of January 2022.

For our purposes, the question is this: May a fire department maintain a zero-tolerance drug testing policy that includes a blanket prohibition of the off-duty use of medical marijuana, or must it accommodate such use?

No state currently requires employers to permit the use of medical marijuana in the workplace or allow an employee to be under the influence of marijuana in the workplace.

Several states also allow employers to discipline any employee for off-duty medical marijuana use; however, in at least 25 states the answer to the above question is not so clear. In addition, some of these state laws create a conflict with the Federal Drug Free Workplace Act (DFWA).

In this article, we address questions fire agencies have raised regarding federal grant requirements and whether they provide a basis for fire departments to maintain a zerotolerance drug and alcohol workplace policy that prohibits firefighter medical marijuana use both on- and off-duty.

We also discuss the various state medical marijuana laws that include anti-discrimination protections prohibiting employers from taking adverse employment actions against an employee for the lawful use of medical marijuana, the various types of exceptions to those state laws, and whether any exist that provide a basis for fire departments to continue to prohibit firefighter off-duty medical marijuana use as a best practice.

What the Federal Drug Free Workplace Act Says Fire departments that are federal grant recipients must comply with the DFWA, and must, in part, do the following: 1. Publish a statement notifying employees that the unlawful manufacture, distribution, dispensation, possession or use of a controlled

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substance is prohibited in the workplace and specifying the actions that will be taken against employees for violations of the prohibition.

2. Ensure each employee receives a copy of the statement.

3. Notify employees they must abide by the statement and notify the employer of any criminal drug statute conviction for a violation occurring in the workplace no later than five days after the conviction.

4. Establish a drug-free awareness program to inform employees of the dangers of drug abuse in the workplace, the drug-free workplace policy, the available drug counseling, rehabilitation, and employee assistance programs and penalties that may be imposed on employees for policy violations.

5. Discipline the employee or require satisfactory participation in a drug abuse assistance or rehabilitation program for any conviction of a criminal drug offense occurring in the workplace.

6. Make a good faith effort to continue to maintain a drug-free workplace.

Regardless of what any state law says about employment protections for medical marijuana users, under the DFWA, agencies must prohibit the use of medical marijuana in the workplace.

However, the DFWA does not require a grant recipient to prohibit an employee’s use of medical marijuana outside of the workplace.

There is no loss of federal grant funding if a fire department fails to prohibit or impose discipline for employee off-duty medical marijuana use. Put another way, a fire agency that is a federal grant recipient must prohibit the possession and use of medical marijuana in the workplace, but is not required to prohibit possession or firefighter off-duty medical marijuana use.

What if My Fire Department Prohibits Off-Duty Use? As of January 2022, states with no law legalizing medical marijuana include Georgia, Idaho, Indiana, Iowa, Kansas, Kentucky, Mississippi, Nebraska, North Carolina, South Carolina, Tennessee, Texas, Wisconsin, and Wyoming.

In these states fire departments can continue

to maintain a zero-tolerance drug and alcohol policy that includes disciplining an employee for any medical marijuana use. Further, a blanket drug and alcohol testing policy may be used. The same is true in 11 states where medical marijuana is now legal, but where courts have held and/or state statutory provisions clearly provide that an employer may maintain a zero-tolerance drug testing policy and discipline an employee based solely on a positive drug test result. These states include Alabama, California, Colorado, Florida, Maryland, Michigan, Montana, New Mexico, Ohio, Oregon, and Washington.

In the remaining states where medical marijuana is now legal, none require an employer to accommodate the use of medical marijuana or to allow an employee to be under the influence of marijuana in the workplace.

Most, however, do include provisions in their state medical marijuana act prohibiting employment discrimination against lawful medical marijuana users, and may require an employer to accommodate an employee’s offduty medical marijuana use or at least engage in the interactive process to determine if a reasonable accommodation can be made.

In the private sector, recent cases address this issue from a disability discrimination and accommodation standpoint and have ruled that an accommodation for off-duty medical marijuana use may be required by employers.

To date, the question of whether a public safety agency employer must accommodate off-duty use of medical marijuana has not been addressed in any published court opinion.

At the same time, there are various state law carve-outs, or legal exceptions, commonly included in state medical marijuana laws. These carve-outs may provide an employer the right to deny an accommodation of firefighter off-duty medical marijuana use for at least some employees. The carve-outs generally fall into three general categories: 1. Loss of federal funding 2. Safety-sensitive positions 3. Situations in which the fire department would violate federal law Let’s examine each in greater detail.

#1: Loss of Federal Funding Several state laws provide that antidiscrimination provisions protecting medical marijuana patients do not apply if accommodating medical marijuana use would cause the employer to lose federal funding. As federal grant recipients, fire departments are required, under the DFWA, to prohibit the possession and use of unlawful drugs in workplace. This includes medical marijuana since it is illegal under federal law. Keep in mind, though, there is no requirement in the DFWA that an employer prohibit an employee’s off-duty drug use. Therefore, the loss of federal funding carve-out does not justify a fire department’s denial of an accommodation and imposition of discipline for a firefighter’s offduty medical marijuana use. #2: Safety-Sensitive Positions The safety-sensitive carve-outs found in some state medical marijuana laws typically provide, in part, that an employee is prohibited from performing any job duty while “under the influence” that “could result in a public or safety risk” or “endanger the health or wellbeing of any person.” Even absent such a safetysensitive carve-out, we found no state law permitting an employee to be “under the influence” of medical marijuana at work, so this type of exception does not really add any additional cover for employers beyond reasonable suspicion testing.

Further, in most states with this statutory language, the phrase “under the influence” is not defined. Many of these state laws also say the determination whether an employee is “under the influence” cannot be based solely on a positive drug test result. This issue was addressed in a case out of Arizona, Whitmire v.

Wal-Mart Stores Inc. (359 F.Supp.3d 761 (D. Ariz. 2019)), in which the federal district court held that while the Arizona Medical Marijuana Act does not protect employees under the influence of marijuana at work, the law specifically states, “a registered qualifying patient shall not be considered to be under the influence of marijuana solely because of the presence of metabolites or components of marijuana that appear in insufficient concentration to cause impairment.”

Therefore, in states where an employee must be found to be “under the influence” in order for the safety-sensitive carve-out to apply, it would not provide the basis for a blanket prohibition of firefighter off-duty medical marijuana use.

Oklahoma’s Medical Marijuana and Patient Protection Act, however, states “[n]o employer may refuse to hire, discipline, discharge or otherwise penalize an applicant or employee

solely on the basis of a positive test for marijuana components or metabolites, unless: … the position is one involving safety-sensitive job duties.” It goes on to define “safety-sensitive” as “any job that includes tasks or duties that the employer reasonably believes could affect the safety and health of the employee performing the task or others,” and provides a nonexhaustive list of examples, including “performing firefighting duties.”

Therefore, in Oklahoma, the statutory safetysensitive carve-out would provide a basis for prohibiting firefighter off-duty medical marijuana use for at least some (and perhaps all) fire department members. However, until the scope of this exception as applied to public safety agencies is clarified by statutory amendment or published case decision, each agency will have to decide to which members it reasonably applies, in consultation with their legal counsel. #3: The Fire Department Will Violate Federal Law Some states also provide a carve-out for employers to deny an accommodation for offduty medical marijuana use if doing so would cause the employer to violate federal law.

Lexipol is not aware of any federal law that a fire department would violate by having to provide an accommodation. The only possible scenario would apply to fire department members authorized to carry weapons as a part of their employment, or in states where fire departments are prohibited from preventing a firefighter from carrying a personal weapon on duty.

Regardless of whether a state legalizes the use of medical marijuana, it is a Schedule I controlled substance under federal statute and illegal under federal law. Also, the Bureau of Alcohol, Tobacco, Firearms and Explosives (ATF) issued an open letter in 2011 to all federal firearms licensees putting them on notice that any person who uses marijuana is an unlawful user prohibited from possessing firearms or ammunition under 18 U.S.C. §§ 922 (d)(3) and (g)(3)—which bars the possession of firearms by, and sale of firearms to, unlawful drug users—regardless of whether their state has passed legislation authorizing marijuana use for medicinal purposes.

By issuing a firearm to a member who cannot legally possess a firearm under federal law because they hold a medical marijuana card, or permitting such an employee to carry a personal firearm while on duty, a fire department would be in violation of federal law.

Also, while there is no case law or other legal authority stating that a fire department must revoke an already issued firearm from a

member with a medical marijuana card, by allowing such a member to conduct agency duties using any firearm, the agency is condoning the commission of a federal crime.

Allowing a member with the right to carry a firearm to use medical marijuana off-duty who is then involved in a use of force incident could also subject the department to liability on negligent hiring, negligent retention, vicarious liability or other grounds.

Therefore, a “cause employer to violate federal law” carve-out could provide a basis for agencies to refuse an accommodation of offduty medical marijuana use for members authorized to use a firearm in the course of their duties. However, Lexipol has found no reported court decision to support this position.

The Bottom Line Until a court holds that a fire agency may discipline all employees for off-duty use of medical marijuana, or state statutes are revised to provide that they may do so, fire departments risk violating state disability discrimination laws by issuing a blanket drug testing policy prohibiting all firefighter off-duty medical marijuana use in states where the duty to accommodate employees remains unclear.

Note: A word about cannabidiol (CBD): Of the states listed that have no law legalizing medical marijuana, all except three (Idaho, Kansas and Nebraska) recognize the lawful use of CBD oil for treatment of certain medical conditions. Members using CBD oil for treatment of medical conditions recognized by state law may get a false-positive on a drug test. This issue, like most all substance-related matters, should be reviewed with legal counsel.

Scott Eskwitt is Director, Fire Content, for Lexipol.

He is an active member of the Fair Haven (NJ) Fire Department, serving as Chief from 2012 to 2015. He is also a member of the Fair Haven First Aid Squad and the Red Bank (NJ) Fire Department. Scott is also an attorney and has spent his legal career advising municipalities and fire departments on risk management, human resources, and labor relations issues. His undergraduate degree in Industrial & Labor Relations was received from Cornell University and his law degree from SUNY Law at Buffalo.

Claudine Abraham is an attorney with Lexipol. She has more than 20 years of legal experience representing employers in civil matters relating to negligence, civil rights, and employment law. She received her undergraduate degree from the University of San Diego, and her law degree from the University of San Diego, School of Law. Visit us at WWW.FFCA.ORG

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L. Keith Tomey III, Fire Chief, City of Delray Beach Fire Rescue

Fire Service Tenure: 37 years Career Journey: I started my journey in a small town called Okeechobee, Florida. My father was the fire chief, and I grew up watching life in the fire service. I saw the family atmosphere, the exciting work, challenging training and the courage of the firefighters. A flame was lit in my heart (no pun intended), and I became a 18

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volunteer for about 18 months before deciding to make it my career. My father sent me to live with my grandparents in Broward County, and I went through the Broward Fire Academy and got my EMT and paramedic license from Broward Community College while working at Atlantic Inner-City Ambulance for two years. I was hired by City of Miramar in 1986 as a firefighter-paramedic and rose through the ranks during my 30-year

tenure there, being promoted to driverengineer, lieutenant, captain, battalion chief, division chief, deputy chief and fire chief. I retired in November 2016 and was hired two weeks later by Delray Beach Fire Rescue as an assistant fire chief. I switched back and forth a few times between assistant chief and acting chief and was finally appointed Fire Chief in March 2020. I value the talented, hardworking team at Delray Beach Fire Rescue.

Form of Government: City Manager Sources of Funding for Jurisdiction: Ad Valorem tax, fire inspection fees, EMS transportation fees, PEMT reimbursement Population served including square miles covered: 69,000 population covering 16 square miles Composition of Department: We have six fire stations, including five within Delray Beach city limits and one contract for the Town of Highland Beach. We also have an Ocean Rescue division in the fire department that protects 2.5 miles of beach using eight lifeguard towers. We have three ladder trucks, three engine companies and six ALS rescues. We also have a Special Operations Team that consists of the following disciplines: rope rescue, dive rescue, hazmat, confine space rescue and boat operations.

Department Equipment: We utilize Pierce for our fire trucks and Horton Ambulance for our rescues. Every engine and ladder is equipped with TNT hydraulic tools.

Call Summary: In 2018 the Department responded to 16,477 911 calls for service, which resulted in 25,977-unit responses; 7,942 transports; 13,163 EMS calls; 1,654 fire calls; 883 other calls What is the most challenging issue facing your department today?

The possibility of losing our contract city and having to lay off 22 firefighters. Besides the possible layoffs, cancer and mental health issues remain huge challenges and priorities.

Our annual physicals consist of LifeScans, and every year we see 3-5 members diagnosed with some type of cancer. As first responders, we are losing members to suicide way too often. More must be done to highlight and make aware the help that is available for our first responders.

Describe your management style.

I am a servant leader, understanding the only reason I am in the position I am in is to help and serve the men and women who run the calls.

Does your department have a long-range strategic plan?

Yes, we have a strategic plan, which is required as part of accreditation.

How have current economic times impacted your department?

Economic times have been very good to Delray Beach. Besides the pandemic-related shutdown in 2020, which was difficult, we are moving in the right direction.

How are you are doing things differently because of the economy?

Even though our budgets are in good shape due to the economy, I am still concerned about losing our contract city, so we are keeping several positions open until we can determine the outcome of the contract.

What challenges do you see facing the fire service today?

Definitely cancer and mental health issues. Cancer is taking lives of our firefighters, young and old, faster than ever. Mental health issues are another enemy of our first responders. Firefighters and police officers are taking their own lives at a rate like we have never seen before. It’s scary. I believe the more we talk about mental health issues and normalize seeking help, combined with fire chiefs making sure our employees and retirees have the resources they need, the more suicide rates in the fire service will drop.

What do you look for in a recruit?

I look for someone who is motivated and hard-working with a positive attitude. I also look for team players with solid morals and ethics.

How do you view training?

Training is one of the highest priorities in our department and the key to providing excellent, up-to-date, efficient service. We have a robust training budget and a hard-working, creative training division.

Do you have a working relationship with neighboring departments?

Yes, we have great relationships with Boca Raton and Boynton Beach, as well as Palm Beach County Fire Rescue.

What’s the future for the fire service as you see it?

I think technology is going to continue to drive change in the fire service. I envision drones on every apparatus that are dispatched at the same time and can provide real-time video of the scene prior to arrival.

I also think many departments are struggling to achieve diversity in their ranks, but I am hopeful that as more young people are exposed to the work of firefighters through social media, fire departments will more accurately represent the communities they serve.

Visit us at WWW.FFCA.ORG

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High School Cadet Program

By Michael Swartz, Battalion Chief, retired

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ire Departments are constantly looking at how can they recruit and retain firefighters within their departments. How deep is your “pool”? We all are faced with the disadvantage of not really knowing who is applying or their reasons which can range from just something to do until I find what I want to do or I need insurance as I run my own side business. We have seen them all.

A few years ago, the Bureau received a request of how high school students could receive credit for going through the firefighter curriculum, Chief Mike Tucker brought it forward and we developed a program for high schools and cadet programs to receive certification as Firefighter I. High school students or cadets will go through the same curriculum as adults who attend training centers around the state to include: 1022 physical, FCDICE, all didactic material, all required skill check-offs, and after turning 18 years old complete the burns. Most of the school systems will still do either EMR or EMT as they already exist in their systems instead of basic first aid.

High school programs usually run from the sophomore year through the senior year summer to complete, giving the students more hours of classroom and hands on training than other programs.

We can assist systems with starting the

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material in the three-year, two-year, or even one-year based on the needs of getting the program up and running.

As of today, there have been a few hundred young men and women who have completed the material obtaining their FFI and going on to complete their FFII and joining local fire departments.

A couple of systems have had very good results from the program.

Key West Fire Department began a few years ago and have hired 12 of their graduates that went on to finish their FFII of the 12, ten are still employed by KWFD the other two have gone to other departments.

They have four openings for this year to fill and have two students that will be able to test for those positions. This is local young people that they have gotten to know over the time and not just someone looking to get hired until a better opportunity arrives. Other students have gone on to the military, police, or other departments.

Flagler County is doing another pilot program in which the students go through all the didactics for FFI & FFII then during the summer of their senior year complete all their skills obtaining their FFII. The County has also hired six of their 19 students and others have gone on to other departments.

Currently they have 67 students enrolled

through the next three years.

One school system is working with the local college/training center that has developed a program in conjunction with the high school where students will not only obtain their certification but also their EMT, FFII, and with dual enrollment, a two-year degree by the end of the senior summer.

So how deep is your “pool”, shallow with whoever applies or as deep as you want by mentoring, training, and getting to know the local young men and women you have had an influence on.

Thank you to Chief Mike Tucker for his initial support and to Chief Mark Harper for his continued support.

For more information contact: Michael Swartz, OPS Instructor/Liaison High School Program Bureau of Fire Standards and Training 11655 NW Gainesville Road Ocala, FL 34482-1486 Office: 352-369-2856 Cell: 904-626-6320 mike.swartz@myfloridacfo.com Michael Swartz began in fire service 1973. He was hired fulltime 1990 with Clay County.

Started with Florida State Fire College in 1992.

By Rand Napoli and Lorin Mock

T

he focus and content of the six-course Emergency Services Leadership Institute (ESLI) is consistent with upper-level academic achievement and addresses issues that are either not prominent in other curricula or are not structured in a manner that allows for an integrated learning experience over a two-day period per course.

The Emergency Management (EM) module of the Institute is almost always delivered in a County Emergency Operations Center (EOC), in order to provide that assimilated learning experience by engaging the students in an environment that helps to bring realism and allows them to actually sit in the seats where decisions are made by emergency managers during actual incidents. Unfortunately, due to pandemic restrictions this year the class was delivered in a “meeting room” setting as opposed to “activating” an EOC facility to deliver this module. Although not ideal, the students and instructors created an educational atmosphere and made the best use of the facilities.

On Jan 20 and 21 of this year, the EM module was delivered in conjunction with Fire Rescue East in Daytona. Instructors were Rand Napoli, retired Fire Chief from Jacksonville Fire and Rescue and also is the retired Director of the Florida Division of State Fire Marshal; and Lorin Mock, current Clay County Fire Chief and retired Jacksonville Fire and Rescue Division Chief and Duval County Emergency

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Management Director. The instructors were joined by 21 highly motivated students.

The students immersed themselves and created a classroom environment where the various emergency management functions were examined including planning, response, sheltering, mass care, mitigation, recovery and grants management. Because these functions and more are included in the ESLI class subject areas, the facility provided the opportunity to be immersed in an emergency management environment.

Over the course of the two days, students learned the history of emergency management at the federal level; the history of FEMA and the various programs that FEMA administers that affect our state, including the Stafford Act and the Fire Management Assistance Grant program that governs wildland fires. They also spent time examining the various emergency management programs and requirements prescribed

by Florida law and the Florida Administrative Code. The history of emergency management in Florida, and the operations of the Florida Division of Emergency Management and tribal, county and local emergency management programs were covered.

The students reviewed the details of the national mutual aid program, the Emergency Management Assistance Compact and the associated details of resource typing. A review of the FFCA State Emergency Response Plan (SERP) led to much discussion.

We were pleased to have two distinguished guest presenters during the class. Ian Guidicelli, Acting Bureau Chief of Response for the Florida Division of Emergency Management (FDEM) provided an overview of FDEM and TJ Lyon, FFCA State Emergency Response Plan Emergency Response Committee Chair presented a refresher on the SERP plan.

Throughout the class the students were broken into groups to participate in an exercise using a county Comprehensive Emergency Management Plan (CEMP) to conduct a Threat Hazard Identification and Risk Assessment (THIRA) as required by FEMA. Exercises also

included outlining response and recovery using a local CEMP, and concluded with a Capstone Exercise built around planning for a potential major hurricane event impacting Florida. The class worked through various issues that might present themselves during emergency activations, particularly public notifications, evacuations and sheltering.

It should be noted that the class is not intended to have students leave as emergency managers, but to provide them with an overview of the many topics and issues that emergency managers must deal with and the critical decisions that they must make. This is important because as we know, the fire service must effectively integrate with emergency management, and senior executive fire officers, other chief officers and company officers may be assigned roles in their local or county EOC, or be assigned a role in the state EOC through the State Emergency Response Plan (SERP).

Furthermore, in several jurisdictions around the state, the emergency management function is located within the fire service agency. We feel confident that the students are better prepared to meet those challenges in emergency management if they are assigned a role in an EOC. The Florida Fire Chiefs’ Association Foundation sponsors the ESLI program.

Modules are generally offered throughout each year in various areas of the state. Details and schedules are found elsewhere in this magazine and on the FFCA website.

Visit us at WWW.FFCA.ORG

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2021-2022 Fire Service Awards 2021 Award of Excellence in Community Public Education Program Delray Beach Fire Rescue Safe Kids Palm Beach County Program 2021 EMT of the Year Joshua Burch, St. Petersburg Fire Rescue 2020 Award of Excellence in EMS/Rescue Jacob McGovern, St. Petersburg Fire Rescue 2020 & 2021 Executive Fire Officer of the Year Award Jeff Lucas, Fort Lauderale Fire Rescue Department 2021 Fire Inspector of the Year Award Alicia Merritt, Coral Springs-Parkland Fire Department 2020 Fire Marshal of the Year Award Robert Growick, St. Augustine Fire Department 2021 Fire Marshal of the Year Award Peter McGinnis, Pompano Beach Fire Rescue 2020 Fire Service Instructor of the Year Award Brian Torres, North Collier Fire Control and Rescue District 2021 Fire Service Instructor of the Year Award Jason Draper, Orange County Fire Rescue 2020 Hazmat Responder of the Year Award Doug Wolfe, Response Technologies/Sarasota Fire Rescue, Retired 2021 Hazmat Responder of the Year Award Heather Lorimor, Volusia County Fire Rescue 2020 Honor Guard Outstanding Service Award Ronnell Dorsey, Manatee County EMS 2020 Paramedic of the Year Award Breanna Campion, Polk County Fire Rescue 2021 Paramedic of the Year Award Johana Cinque, Coral Springs-Parkland Fire Department 2020 Public Information Officer of the Year Award Janel Vasallo, Lakeland Fire Department 2021 Public Information Officer of the Year Award Lisa De La Rionda, Palm Beach County Fire Rescue 2020 Search and Rescue Responder of the Year Award David Jernigan, Panama City Fire Rescue 2021 Search and Rescue Responder of the Year Award Michael L. Zielonka, Orange County Fire Rescue 2021 Fire-Rescue and EMS Vehicle Graphics Contest St. Augustine Fire Department 2022 Fire-Rescue and EMS Vehicle Graphics Contest Titusville Fire Department 24

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Visit us at WWW.FFCA.ORG

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A

LS competitors, welcome back! The “Season Opener” for the prestigious Florida Cup began at Fire Rescue East’s 2022 ALS Competition January 19– 21. For the first time, the competition was enhanced using Lifecast Body Simulation, cutting edge technology, and an immersive experience. Teams entering the preliminaries were faced with two challenging scenarios and two skills to master. This year it was “as real as it gets”.

Day one started by challenging the competitor’s knowledge in a game of EMS Jeopardy! Teams were given five minutes to accumulate as many points as possible from five categories ranging in difficulty. Categories consisted of Pharmacology, ECG, ACLS, Neurological and Potluck.

Choose wisely!

Following Jeopardy, Scenario one began. Themed “Family Distress”, teams were dispatched to a CPR in progress by a family member.

Entering the scenario, competitors found themselves at a residence with a locked front door. Through an open window, they could see a family member doing CPR on a Lifecast manikin and another family member frantically searching for a key. Teams had 90-seconds to treat the “father” through a window by instructing the son to perform interventions. Once the panicked daughter located the key, the teams accessed the father while the son began complaining of an injury from the CPR. The daughter remained hysterical to the point of requiring intervention. At the four-minute mark, the patient’s wife entered the scenario suffering from CHF and quickly went unconscious. The teams certainly had their hands full on day one!

Day two got underway with a full scenario right out of the gate.

Dispatched for an “unconscious” person at an OB/GYN clinic, teams proceeded through a waiting room, bypassing a pregnant bystander who directed them into the main office. They soon discovered an unconscious OB/GYN doctor and a nurse who suffered a traumatic head injury while trying to help the doctor. Things not being what they seemed, teams needed to gather the doctor’s medical history, which included back pain, and discover that he had overdosed on hidden Fentanyl patches. Meanwhile two additional patients were left waiting in

exams rooms when the doctor and nurse went down. One waiting patient had recently been diagnosed with gestational diabetes and went hypoglycemic. Things get tricky four-minutes into the scenario, when the pregnant bystander in the waiting room goes into labor! When approached by competitors, she delivers a premature baby Lifecast

Visit us at WWW.FFCA.ORG

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First Place - Davie Fire Rescue

Second Place - Braxton College

Third Place - Sunrise Fire Rescue

manikin. The baby had a suppressed heart rate and required ventilatory support.

Immediately following the scenario, teams packed up and made their way to the final portion of the preliminaries, an Immersive EMS Escape Room. Teams had 10-minutes to combine their knowledge and escape. The escape room required EMS knowledge to solve riddles which held combinations to hidden locks. Each time a clue was solved, EMS equipment was presented to the teams so they could perform the actual skill on their Lifecast patient. Solve all clues, perform all the interventions, and treat the patient to escape!

The top five preliminary teams advanced to the Finals to compete for Bronze, Silver and Gold! They included: Braxton College, Sunrise Fire Rescue, Davie Fire Rescue, Miramar Fire Rescue and Miami Beach Fire Rescue.

The Finals on Day three involved an ambulance transporting a critical care patient from a nursing home to the ER for stabilization. During transport, the EMT

driver’s insulin pump malfunctions, he goes hypoglycemic, veers off the road, and crashed into a group of bicyclists. Teams had 15minutes and a total of ten patients to assess, treat and triage.

The critical care patient was being transported on a ventilator and had three IV drips (Propofol, Dopamine, and Insulin) running. During the collision the ventilator broke and in the commotion, a confused paramedic places all three medications wide open. Teams needed to address the patient’s ventilation needs and could use the attending paramedic to help if they instructed them appropriately. Teams needed to be observant and discover the patient’s Facesheet on the stretcher which provided the patient’s history, medications, and the drip rates required for transport. If found, it saved teams a lot of math and provided an easy solution for correcting the drips. The EMT driver needed his insulin pump to be shut off and required Dextrose administration IV.

The patients struck by the ambulance suffered from a variety of traumatic injuries.

One of the patients was impaled by a handlebar to the abdomen that required stabilization and removal from the bike.

Another patient suffered from a femur fracture and if found, a Sager splint in the ambulance could be utilized. A pediatric patient, still strapped to a child bike seat, suffered from an actively bleeding open ulna fracture which required a tourniquet. Three deceased victims were involved who required rapid triage and appropriate triage tagging.

There was even a lucky bicyclist who wasn’t struck by the ambulance but was severely heat exhausted and dehydrated. In the chaos, teams had to work around a live downed power line that needed to be avoided. Overall, this scenario required a lot of teamwork and crew resource management, great job by all!

Final standings, Congratulations!

First Place - Davie Fire Rescue Second Place - Braxton College Third Place - Sunrise Fire Rescue Thank you to all of the teams that competed, you all truly did an amazing job, and we look forward to seeing you next year!

To the judges and actors that assisted and helped make this event a success, thank you for volunteering! Thank you to our Platinum Sponsors 10-8/Demers-Braun-Crestline and Echo-Healthcare; our Silver Sponsors Stryker, Phillips/Ferno; our Bronze Sponsor Sargent Fire Bags, and supporting sponsors Blue Coast Bike Shop and My Med History.

We also want to thank the FFCA board and staff for hosting and supporting this event with a special shout out to Ngoc Huynh for all her efforts and support!

Thank you to Julie Singleton and the EchoHealthcare team for doing a great job on the moulage and making it as real as it gets! Last, but not least, thank you to the planning committee Ian Womack, Penni Eggers, David Schaefer, David Walker, Travis Witt, Robert Neuberger, and Jorge Gonzalez.

We hope to see you all again next year!

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By Madison Heid, Communications Coordinator, North Port Fire Rescue

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orth Port Fire personnel train daily at the highest level. They practice all aspects of the job: from ladders to EMS, to flowing hoselines and much, much more.

Over the past month, NPFR changed things up by having a shift challenge. This was a friendly competition between the three shifts – A, B, and C. The shift challenge consisted of three separate events on three different days.

This out-of-the-box type training was geared to challenge crews in a variety of scenarios.

1. Multiple Hose line deployment and assembly of a platform with items on scene, culminating in a bucket brigade to fill a 55gallon drum with water. They could only use items found on the fireground (no hose lines).

The takeaway: when confronted with a problem, how can you take your training and experiences to solve the problem on the fly?

You must think on your feet and outside the box.

2. Crews searched a residential home, completely blacked out, with two confirmed victims. Contributing to the scenario was a simulated partial collapse that personnel had to navigate. Crews were not allowed to use flashlights, thermal imagers, etc. This had the crews focus on communication, identifying characteristics of the structure, etc.

The takeaway: Being put in unfamiliar and pressure situations allows you to see how you react in a situation out of the norm. These are the times that you find your weakness and will allow you to address them back at the station.

3. Team Obstacle Course- Participated in a SWAT team style obstacle course. Eight people on each team had to complete the course.

The takeaway: planning and teamwork are

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essential to attain the goal of completing the event.

In the end, C shift came out victorious. The end goal of this challenge was to learn important pieces of information that could help you improve your skill set while having a fun

little competition and understanding that day to day recognition of each other’s strengths and weaknesses make us all better as a team.

Ongoing Multi-Company Training

By David Diaz, Communications Assistant, Orange County Fire Rescue Department

F

irefighters with Orange County Fire Rescue Department have been involved in extensive training to meet the needs of the residents and visitors within the county. Beginning in January, crews began conducting live fire training at the Central Florida Fire Institute (CFFI) located in Orlando, FL. These live burns provide an opportunity to obtain hands-on experience with a variety of situations that firefighters could encounter during real life emergencies. Common scenarios conducted during these live fire exercises range from breaching doorways to gain access, primary searches and fire suppression, in both single and multi-story structures.

The training at CFFI is unique in that instructors have the ability to modify the interior of the burn room to meet any given scenario found in the real world. Burn rooms are able to be compartmentalized to change room layouts. The rooms are equipped with furniture and common household appliances such as refrigerators, stoves, washers and dryers to simulate an actual structure.

With the rapid growth of Orange County, this ongoing training at CFFI allows crews across the county to remain confident and well-prepared for any call they may receive.

Multi-company training throughout the department is ongoing year-round. Live fire training will continue through March 2022.

Visit us at WWW.FFCA.ORG

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By Vince Cinque, Division Chief, Broward Sheriff’s Fire Rescue

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he Florida RIT Operations Group (FROG) conducted the 9th annual Rapid Intervention Team (RIT) Competition January 19-21, 2022, at the Florida Fire Chiefs’ Association’s Fire-Rescue EAST Conference and Exposition in Daytona Beach. This year saw 22 teams from across the state registered to compete. After the layoff from 2021 due to COVID-19, all the teams that returned came back with renewed energy and dedication to their craft. This year’s completion saw three former champions as well as other Top-three finishing teams return to renew their rivalry and continue the tradition of competing in a controlled, safe environment that requires the knowledge, skills and abilities to effect a successful RIT operation.

In a schedule shift from previous years and with a renewed emphasis on safety, the on-site lecture and hands on training sessions were moved to Wednesday, the preliminaries to Thursday and the finals to Friday. This allowed for more separation of events for the FROG team to disassemble and reassemble the RIT prop form it’s normal seven station obstacle course to the challenging, and annually coveted, finals scenario.

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This year’s scenario was the May 18, 2017, San Antonio strip mall fire event where FF Scott Deem was tragically lost in the line of duty (NIOSH Report F2017-14) The nighttime fire in a large area fitness center in the strip mall presented first arriving crews with many challenges. With the FROG team recreating this scenario as best they could given the abilities of the prop, the five teams that competed in the finals worked to extract two separated L35 firefighters from two separate locations in the building following rapidly

changing fire conditions and a transmitted “mayday”.

All involved in these scenarios take this process very seriously. The competitors, FROG team members and the fire service personnel watching can feel the severity of the situation as the crews work to save one of their own. It is in the observation, learning and training obtained from these scenario recreations that teach us to work more effectively and efficiently; and to recognize the sacrifices made by those that have come before us. This year’s finals were a South

Florida RIT Operations Group (FROG) conducted the 9th Annual Rapid Intervention Team (RIT) Competition January 19-21 at Fire-Rescue EAST

Florida event as all five teams were from Dade, Broward and Palm Beach Counties (Boca Raton, Ft. Lauderdale, Boynton Beach, Coral Gables, and Palm Beach County). In the end Palm Beach County Fire Rescue came out on top as the best RIT Team in the state for 2022.

Finally, nothing happens without the details of planning. From the moment the competition ends, the PIA is conducted, techniques are reviewed, scoring sheets updated and preparation into the following year begins. The FROG team has over 300 years of fire service and instructional experience at its core and all hands will be on deck for next year’s 10th Anniversary RIT Competition at Fire Rescue East. Please keep an eye on the FFCA website late this summer for information and registration for the 2023 RIT Competition. Until then, please stay safe.

1st Place - Palm Beach County Fire Rescue

2nd Place - Coral Gables Fire Rescue

3rd Place - Ft. Lauderdale Fire Rescue Visit us at WWW.FFCA.ORG

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S

outh Walton Fire District (SWFD) firefighters spent the first week of 2022 honing their Aerial Operations skills, by completing the 45-hour BFST 703 Aerial Operations course under the direction of SWFD Firefighter/Paramedic Tony Evans and

District Chief Chris Kidder.

The pair have taught the class for the past

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several years and bring more than 40 years of combined fire service experience to the course.

“This class is critical for us because we operate several ladder trucks in our District,” said District Chief Kidder. “Doing the class internally gives us the opportunity to teach on our trucks and use buildings in our actual coverage area to work in real-life scenarios.”

Aerial Operations Course participants spent the first day in a classroom setting, then applied what they learned to day two’s hands-

on tasks, such as apparatus inspections, the stability of the truck and its limits, and weight distribution.

Florida Highway Patrol’s Troop A also sent a trooper to the class to help weigh the ladder trucks and allow firefighters to become familiar with the apparatus’s weight distribution.

While the course is required for any South Walton Firefighter who aspires to become a relief driver, District Chief Kidder said building a general awareness of the capabilities of our aerial apparatus early on in one’s career creates an important foundation of knowledge.

“You could see the lights really turn on for students and see how they were thinking critically about each situation,” Kidder said.

Toward the end of day two, students practiced elevated waterpipe operations and operating a master stream, then moved on to working through real-life rescue and firefighting scenarios on day three.

They covered a thorough list of exercises, including positioning the ladder truck, rescuing a victim, parapet wall transitions, spotting the aerial and setting up for reach,

spotting the aerial and setting up for reach, window entry and transitions, as well as practicing high-risk rescues.

“This course sets our firefighters up for success on a multitude of calls they run.

We’re going to use a ladder truck at nearly every fire, but they’re also foundational for high angle rescues, swift water or flood water operations, and other sorts of technical rescues.”

South Walton Fire District was able to utilize numerous buildings within the community to practice and work on their course material, including The Tides at Tops’l, Embarc Sandestin, and Club Wyndham.

This year’s Aerial Operations Course also was unique in that several of the participants were probationary firefighters. Kidder said they will benefit from taking the course early in their careers at SWFD, but for veteran

members of the District, this instructional time is crucial to developing skill based competency as well as building relationships.

“Paying it forward is what the fire service is all about,” Kidder said. “We teach from experience and we’re making the next generation coming up that much better. It’s always a rewarding feeling when you go to a call and see the skills you worked on in class be put into place.”

Visit us at WWW.FFCA.ORG

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Lake County Fire Rescue Responds to Trench Rescue

By Samantha Shylkofski, Lead Public Information Officer, Lake County Fire Rescue

L

ake County Fire Rescue was called for service on Wednesday, Feb. 2 at 4:30 p.m. to an emergency that involved a man who had been entrapped at a construction site in the town of Lady Lake. The construction site was located at the top of an overpass where heavy equipment, such as excavators, were being used by construction crews to dig large trenches in the ground to improve the bridge of Highway 441/27.

Lake County Fire Rescue units were dispatched to the scene where construction workers stated that an accident occurred when a dirt pile collapsed on a coworker, burying him in a hole. When fire rescue units arrived, they quickly deployed safety precautions to prevent any additional collapse or injury to other

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construction workers.

Lake County Fire Rescue, with the assistance of The Villages Fire Rescue, Lake EMS, Lady Lake Police Department, and the Lake County Sheriff’s Office, worked for over 12 hours attempting to rescue and recover the body of the man trapped in the collapse. 17 units from Lake County Fire Rescue responded to the scene along with two units from The Villages Fire Rescue, and several law enforcement officers from both Lady Lake Police Department and the Lake County Sheriff’s Office, totaling over 65 first responders for the one emergency.

Leading the unified command was a Special Operations Response Team (SORT) of firefighters that are specially trained in several disciplines that would provide the highest level of expertise for an emergency, such as a Trench Rescue. The trench on this scene was approximately 18 feet deep, 5 feet wide and 30 feet long. The man was reported to be buried in the dirt somewhere in the area with no clear knowledge of his location.

Crews on the scene worked for eight hours constructing barriers of plywood panels inside the trench and shoring the panels to prevent any further collapse. This also created a safe working area to dig, vacuum, and search for the buried victim. After eight hours of intense, uninterrupted search patterns, Lake County Fire Rescue’s SORT was able to locate the victim, and fully recover the body after an additional two hours of work around 3 a.m.

SORT members put in thousands of hours to train for an emergency of this nature with each first responder taking time to improve their craft and skill set for every discipline regardless of the infrequent occurrence in the field. The disciplines include Confined Space, High Angle Rescue, Vehicle Machinery Rescue, Hazardous Materials, Structural Collapse, and Trench Rescue. This Trench Rescue was the first of its kind in Lake County, Florida.

While the outcome is often devastating, and horrific, first responders continue to work tirelessly and hope for the best with the goal of saving lives.

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Flagler County Firefighters Deliver Baby Girl

Walker Retires from Highlands County

By Lacy Martin, Marketing Media Manager

By Karen Clogston, Public Information Assistant

Flagler County Fire Rescue Lieutenant Jon Moscowitz and Firefighter/Paramedic Jimmy Melady started 2022 on a joyous, unplanned note this weekend, when they responded to mom-to-be Traci Kuehn’s call on New Year’s Day. With the help of Lt. Moscowitz and Firefighter/Paramedic Melady, Kuehn gave birth to a beautiful baby girl, delivered in Rescue 62, while Firefighter/EMT Tyler Allesee transported them to AdventHealth in Daytona.

This wasn’t the first time that Lt. Moscowitz or FF Melady have delivered a baby, but this delivery was momentous because it was on New Year’s Day. Traci Kuehn, mother to baby Sunnie, expressed her gratitude for Lt. Moscowitz and FF Melady for assisting in safely bringing baby Sunnie into the world. “These guys are my heroes, I am so thankful and grateful for their swift action,” Kuehn said.

Coincidently, Firefighter Melady grew up with Sunnie’s Dad, Brandon Smith. “I cannot thank these guys enough for delivering my sweet Sunnie, they did an incredible job and I am forever grateful for them,” said Smith.

Baby Sunnie arrived at 6:02 p.m., on January 1, 2022, 10 weeks early, weighing in at a mere 3 pounds 5 ounces. She and mom are recovering and doing well, however, baby Sunnie will remain in the Neonatal Intensive Care Unit (NICU) at AdventHealth Daytona, where she will receive the highest level of pediatric care due to her early arrival.

Fire Chief Michael Tucker was overwhelmed with joy when he heard the news, “What a great way to ring in the New Year, thanks to Flagler County’s finest firefighter/paramedics”.

Navarre Beach Wins 2022 Land Rover Defender

By Danny Fureigh, Fire Chief

Navarre Beach Fire Rescue is proud to announce that along with six other entities, that we won a 2022 Land Rover Defender! There were seven categories, Coastal and Marine Conservation, Search and Rescue, First Responders, Animal Welfare, Fire safety and Response, Urban Improvement, A Environmental. There were over 300 entries, and NBFR won for the Fire Safety and Response! Each Defender is fully custom with logo wrap, Full lighting and radio equipment, and a budget allowed for JLR accessories. Land Rover even covered taxes and registration fees! January 28-30 all winners were flown to the Biltmore Estates where Land Rover has several acres built into an extreme offroad course. Winners were shown the unique features of the vehicles, how to operate under tough terrain, and winching/recovery techniques by the best in the business! Even better news is that they plan on doing a second contest!

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On Jan. 5, Highlands County gave a fond farewell to Litton M. Walker III, a paramedic with Highlands County Fire Rescue. Litton signed off after his final shift and heads into his well-deserved retirement after 28 years with the County.

Walker is a lifelong resident of Highlands County. He began volunteering at West Sebring Volunteer Fire Department in 1988. In 1993 he graduated as an Emergency Medical Technician at then South Florida Community College’s EMT school.

He was hired by the Board of County Commissioners as an EMT in November 1993 and was promoted to paramedic in October 1997.

Walker has witnessed many changes in Emergency Medical Services in the county and was involved in community projects that shone a light on first responders like the Highlands County 911 Memorial at station 10.

He forged many bonds with his brothers and sisters – not only fire and EMS, but Central Dispatch too. His impact on the Highlands County community is too great to fully capture in a few sentences; it is immeasurable.

In August 2021, Walker was named the Paramedic of the Year by Highlands News-Sun as part of its annual Highlander Awards program.

“He is one of those guys who is always out there, doing his job and he will be missed,” said Deputy Chief Tim Eures.

Walker served at station 4 in Avon Park. He is also a lieutenant with the West Sebring Volunteer Fire Department, where he will continue to serve.

“He is a part of West Sebring; he is West Sebring,” said Joe Romanik, fire chief for the West Sebring Volunteer Fire Department.

Romanik said Walker has been a vital part of the volunteer department, from responding to emergencies to training new members to handling many of the station projects, like the 911 Memorial and the annual barbeque fundraiser.

“He is an all-around great guy who is always willing to lend a hand,” Romanik said. “He won’t say no, so we watch what we ask him to do.

“We can’t find people like Litton anymore,” he said.

“We thank Litton for his service. The community is so much better for it,” Public Safety Director Laney Stearns said. “We wish him well in his retirement, and he will always be a part of our Fire Rescue family.”

Community Paramedicine Program Installs Wheelchair Ramp at Resident’s Home

By Sasha Staton, PIO

The Daytona Beach Fire Department’s Community Paramedicine Program was able to deliver and install a wheelchair ramp at a local resident’s home thanks to a donation from Lowe’s Home Improvement store. The clients of the Community Paramedicine Program were beyond grateful to be able to utilize the ramp in their home.

Craig Radzak Retires from Sanford Fire Department

By Ronnie McNeil Jr., Interim Fire Chief

The City of Sanford Fire Department is proud to announce the retirement of Fire Chief- Craig Michael Radzak! Chief Radzak began his career as a Firefighter/EMT on February 9, 1992. He reclassified to Firefighter/Paramedic on March 10, 1996 and was promoted to Fire Lieutenant on March 4, 1998.

In 2002 he earned a Bachelor’s of Science in Public Administration with a Minor in Health Sciences. In 2009 he earned a Master’s Degree in Public Administration with a Graduate Certificate in Urban and Regional Planning. All from the University of Central Florida - Charge On! On February 8, 2003 he earned the rank of Deputy Fire Chief. While serving as the DC he received the temporary assignment of Interim Deputy City Manager from January 12, 2008 to July 1, 2008. He was then promoted to the rank of Fire Chief on April 27, 2013 where he would serve until his official retirement date of December 31, 2021. Thank you for your dedicated service to the Sanford Fire Department and the residents of Sanford. Chief Radzak, however, will remain in service to the City of Sanford. He has accepted the position of Assistant City Manager and begins his new role on January 3, 2022. Good luck in your new position!

CFFCA Awards Seminole County

By Doreen Overstreet, APR, Public Safety Information & Education Officer

The Seminole County Fire Department (SCFD) was recently honored with the prestigious Eagle Award of Distinguished Service from the Central Florida Fire Chiefs’ Association for the Department’s achievement of the top ISO Class 1 rating. An ISO Class 1 rating represents an exemplary fire suppression program that responds quickly to community needs, mitigates risk at the highest possible standards, and demonstrates an exceptional commitment to preserving life, property, and environment.

SCFD Interim Fire Chief Matt Kinley expressed his thanks on behalf of the Department stressing that it was a long-term team and collective effort that began ever since the Department was founded in 1974. He also expressed thanks for the huge push in 2021 to make this achievement happen. Some of the past SCFD Fire Chiefs were there to celebrate with SCFD members who played a key role in the process.

[L-R] President of CFFCA Ocoee Fire Chief John Miller; former SCFD Fire Chief Otto Drozd III and current Executive Secretary of the Metro Fire Chiefs’ Association; SCFD Project Manager Meredith Walker; SCFD Interim Fire Chief Matt Kinley; Assistant Chief Don Harkins; SCFD CAD Administrator Manny Gonzalez; Former SCFD Fire Chief Leeanna Mims; Founding SCFD Fire Chief Gary Kaiser; and former SCFD Fire Department Director Jim Reynolds.

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New, Special Operations Truck in Orange County

By Lisa McDonald, Public Relations and Outreach Coordinator

A new Squad arrived at Station 81 as a special New Year’s treat, adding to the fleet of special operations trucks that cover the whole of the county.

Squad 4 arrived at Station 81, located off Econolockahatchee Road in east Orange County on Thursday, December 30, 2021 at sundown, to a very eager B-Shift, who could not wait to get a look at the new truck. The truck is one of three special operations units that covers east side of Orange County. Squad 4 can not only cover ‘normal’ operations which includes fire suppression and paramedicine, but will also cover the six disciplines of special operations: vehicle extrications, trench rescues, hazmat situations, high angle rescues, swift water rescues/dive team operations and search and rescue missions.

The truck was put to a committee in 2020 where it was determined it would be needed in order to cover all sides of the county and within two years, the truck was put into commission. It was delivered from Fleet by Engineer Roberto Corchado and arrived at Station 81 just before 6 p.m.

“We are very excited to put a new Squad truck into service,” said Corchado. “It’s definitely a once or twice a career thing.”

Crews at Station 81 will use the truck, working with the other Special Operations Units in the County as a whole to provide coverage for incidents that include hazmat and technical rescue. Crews will be able to arrive faster, safer and with more improved equipment to serve the public.

This will save lives.

Not only is the truck an essential asset for the County when it comes to responses but it also serves the crews who will be using it to respond to incidents. The truck uses Clean Cab technology as part of the Fire Chief’s initiative to reduce intake of carcinogens from active fire scenes.

Orange County is one of the largest counties, population wise, in Florida, serving a rapidly growing community and active tourist district.

The addition of Squad 4 to the east side will allow the truck to service such areas as the University of Central Florida, popular roadways such as the Beachline which connects Orlando directly to the Space Coast and assist in USAR Task Force 4 operations in the Southeast.

Fire Lieutenant Retires with 22 Years at DBFD

By Sasha Staton, PIO

Congratulations to Lieutenant Jason Hill on his retirement from the Daytona Beach Fire Department.

Lt. Hill served 22 years with the department as a firefighter and paramedic.

Visit us at WWW.FFCA.ORG

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Two New Quints in Service in Orange County

Seminole County Smoke Alarm Blitz

By Lisa McDonald, Public Relations and Outreach Specialist

By Doreen Overstreet, APR, Public Safety Information & Education Officer

Orange County Fire Rescue Fleet Maintenance was very busy in January, rolling out not one, but two new Quint trucks that immediately went into service for the County.

Quint 68 rolled out on January 20, while Quint 87 was in service January 31. Both trucks will service the Orange County community which has been growing in leaps and bounds.

Quint Trucks combine equipment capabilities of a ladder truck and the water pumping ability of a fire engine. It features five main tools to carry out firefighting functions: Pump, water tank, fire hose, aerial device and ground ladders.

Orange County Fire Chief James Fitzgerald recognized the need for newer equipment that could handle the workload the growing demands of development bring to the department. Both trucks will be at their respective stations which are located in the east side of the County. The trucks are a much need resource for the community with the ability to be manned and respond to the area 24/7.

Fort Myers New Hires Fort Myers Fire Department is proud to announce that our eleven new recruits have successfully completed their new hire orientation. They have begun their probationary year, and are ready to serve the residents and visitors of the City of Fort Myers. Welcome Firefighter Malik Adelson, Firefighter Gianni Alvarez, Firefighter Alfonzo Churchwell,Firefighter Raymond Gerke, Firefighter Ashley Perez, Firefighter Brittney Gonzalez, Firefighter Nelson Ochoa, Firefighter Norman Symonette, Firefighter Sean McNamara, Firefighter Draevon Johnson, Firefighter Brittany Lewis.

Firefighters Participate in Beach Cleanup

By Sasha Staton, Public Information Officer

Firefighters joined a local community group recently to help in efforts to keep the beaches in Daytona clean and free of litter.

Several firefighters walked alongside Daytona Beach citizens filling buckets with garbage and debris, allowing residents and visitors to enjoy a trash-free beach.

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The Seminole County Fire Department’s Smoke Alarm Team in Seminole County, Fla. recently canvassed a total of 358 houses in Casselberry and installed nearly 40 alarms and two hearing impaired devices. The team provided informational materials. The National Fire Protection Association reports that three out of five home fire deaths are with homes without smoke alarms or working smoke alarms.

The smoke alarm installation outreach was part of a nearly $178,000 federal grant from the Fire Prevention & Safety grant funding from the Department of Homeland Security, which was awarded last year to the Seminole County Board of County Commissioners and the Seminole County Fire Department. Last year, the Seminole County Fire Department distributed and installed 3,092 smoke alarms as part of the grant – many in underserved areas and older home neighborhoods in the County. The Department also has 600 free “bed shakers” – smoke alarms for the deaf or hard of hearing.

Structural Collapse Technician Class

By Lisa Smith, Office of EMS

Four of Brevard County Fire Rescue’s Special Operations members attended a five-day grueling class that consisted of hands-on hard work. The Structural Collapse Technician class was held at Lake County Tech. in Tavares, FL. The classes are designed to provide the participant with the skills and knowledge required to perform rescues at structural collapse incidents resulting from natural disasters or terrorist incidents utilizing appropriate equipment, methodologies, protocols, and patient and resource management techniques. Training included, shoring debris piles and unstable structures, breaking and breaching through walls and debris, as well as search and rescue techniques at collapse events. Attendees included LTFM Erick Franke, LTFM Justin Serrechia, LTFM Trevor Chasteen and FM (LT promotional candidate) Alex Valladares. This is a very labor intensive and time-consuming class so these members definitely deserve some recognition for completing this special operations class.

Chief Terry Parris to Serve on State Advisory Panels

By Debbie Ingram, Director of Communications

The director of the State Fire Marshals Office has chosen Administrative Chief Terry Parris to serve on both the Fire & Emergency Incident Information System Technical Advisory Panel and the Firefighter Employment, Standards, and Training Council. Parris was selected by Director Julius Halas personally because of the reputation of the quality work Parris has done here for Panama City Beach Fire Rescue as well as statewide. The State’s CFO has approved the appointment.

North Port Fire Rescue Retirements

Cocoa Fire Inspector Recognized

By Madison Heid, Communications Coordinator

By Yvonne Martinez, MPIO, Public Information Officer

North Port Fire Rescue wished “Happy Trails” to North Port Fire Rescue Lieutenant Martin Szalbirak, who retired in December after spending more than 26 years with the Department. We’re grateful for Lt. Szalbirak for all he’s done and accomplished with NPFR. His wife, two kids, brother, mom, and several NPFR personnel (past and present) were there to support and congratulate him.

After more than 26 years of dedicated service to North Port Fire Rescue, the Department held a retirement ceremony for Lieutenant Tom Truesdale in early January.

We value the time he spent with our department. He was surrounded by multiple generations of his family, as well as many NPFR brothers and sisters during the ceremony. Congratulations to both, the department wishes them well.

Cocoa Fire Inspector Sam Schaller was named Fire Inspector of the Year for 2021 by the Space Coast Fire Chiefs’ Association.

Schaller joined the Cocoa Fire Department in 2020. As the city’s fire inspector, he is responsible for the city’s overall commercial fire safety and inspections to ensure compliance with all National Fire Protection Association (NFPA) standards and life safety codes. Schaller goes above and beyond in his inspections with a focus on public awareness and fire prevention through education and interaction. In his first year as inspector, Schaller revamped the inspections program, making it more efficient and allowing more time to be proactive, thereby increasing public safety. In 2021, he averaged up to 400 fire inspections per month.

In 2012, Schaller began pursuing his associate degree at Santa Fe College in Gainesville while serving as a volunteer firefighter with Alachua County. In 2013, he earned his credential as an emergency medical technician (EMT). He completed the fire academy in 2014. Since 2016 he served with Putnam County Fire EMS in the East Palatka Fire Department where, at age 25, he became chief in 2018. He was the youngest chief in the agency’s history and to his knowledge the youngest chief in the State of Florida.

Seminole County Fire Promotes Two Lieutenants

By Doreen Overstreet, APR, Public Safety Information & Education Officer

Lt. Teo Garcia has been with SCFD since 2015 when the City of Casselberry FD merged with SCFD and he started as a firefighter in 2006. Lt. Garcia comes from a long line of firefighters as his Great-Grandfather Roy Littleton was a Lieutenant in 1921 and his Uncle Will Littleton was a Battalion Chief with the City of Casselberry Fire Department.

“I love living and working in Seminole County and want the best for my neighbors and other Seminole County residents” - Lt. Teo Garcia Lt. Vargas is a 16-year veteran of SCFD and was mentored by Lt. Steve Molnar, who was his Lieutenant for over a decade.

“I believe SCFD leads the way in fire responses and EMS in the state. The personnel are the best and I have worked with great crews - past and present. Thank you for all of those in the Department who have taught me and motivated me throughout the years, especially Lt. Molnar.”

- Lt. Anthony Vargas

Firefighters Featured in Photo Exhibit

By Sasha Staton, PIO

Several Daytona Beach Firefighters were featured in the “Represent” photography exhibit by Kenneth Grant Inzpirations in Daytona Beach in honor of Black History Month. The display showcases the black firefighters in Volusia County with professional photography and some history about the Daytona Beach Fire Department.

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Seminole County Promotion

By Doreen Overstreet, APR, Public Safety Information & Education Officer

Congratulations to Craig Arthur on his recent promotion to Lieutenant at by the Seminole County Fire Department (SCFD). Lt. Arthur has worked at the Seminole County Fire Department for eight years and as a firefighter for three years at Brevard County. Lt. Arthur grew up in Seminole County and is proud to serve his hometown. SCFD Interim Fire Chief Matt Kinley was his first Battalion Chief.

“The Seminole County Fire Department is a growing department with endless opportunities. Every employee is provided the tools to develop their career to whatever level they choose, with nobody holding them back besides themselves.

I am thankful to all the mentors I have had at the Department and if I can be as half as good as a Lieutenant as they have been, I will consider myself to be a success.” – Lt. Craig Arthur

Baker County New Hires

By B. Trevor Nelson, MPA, BAS, RPM, FF, Fire Rescue Chief

Baker County Fire Rescue hired six new firefighters through the Safer Grant. With previous hires, the department is now able to staff a fully staffed engine 24/7.

Pictured L-R:. Barber, M. Salazar, M. Wilson, C. Bartley, L. Allan, S. Savisky.

Orange County Fire Station 87 Open House

By Lisa McDonald, Public Relations and Outreach Coordinator

On February 5, Station 87, located in the East Orange County Avalon Park community, held its first Open House since going into service in November of 2020. The pandemic resulted in the postponement and cancellation of many beloved community events such as Open Houses, where families are given the opportunity to tour the fire station, check out apparatus and meet their local firefighters.

This was a highly anticipated event, with hundreds of families showing up to see the new Quint truck recently assigned to the station, tour the state-of-the-art facility and take advantage of the various programs offered inside the fire bay. The Office of the Fire Marshal provided bike helmets as well as helmet fittings for children, along with coloring books and a huge bounce house- making the event fun for all ages.

Numerous community partners were also on-site, including the Central Florida Children’s Safety Village, Florida Forestry Service, Drug-free Orange County, 31-1, Orlando Health and the office of Commissioner Maribel Gomez-Cordero.

“We had a really great turnout and were thrilled to see all of the support.

We are looking forward to more community events like this,” said Public Education Specialist, Felicia Dixon.

Flagler County Fire Rescue Receives Narcan

By Lacy Martin, Marketing Media Manager

Flagler County Fire Rescue has an additional 400 doses of Narcan to administer, if needed, on each rescue truck thanks to the Florida Department of Health.

“This is the fifth year that we have received doses of Narcan for each rescue thanks to a grant from the Helping Emergency Responders Obtain Support (HEROS) Program,” said Fire Chief Michael Tucker. “This year, we got 400 doses of this life-saving drug at significant cost savings to the County.”

The value of the Narcan is $7,709. Every year since its first award, Fire Rescue has received ample doses of the drug to stock the rescues, saving their budget for other necessary equipment and supplies.

In 2021, Fire Rescue administered 278 doses of Narcan within the county. In certain instances when a patient has a “cardiac arrest,” paramedics administer Narcan to rule out possible overdose.

“This drug is invaluable to our residents in Flagler County,” said Caryn Prather, Community Paramedic. “The HEROS program saves lives, and we are thankful to be recipients of this grant.”

Residential Fire in Merritt Island

By Lisa Smith, Office of EMS

Just before 3:00 am, Saturday, January 22, 2022, multiple Brevard County Fire Rescue units were dispatched to a residential structure fire on Artemis Blvd. in Merritt Island.

Upon arrival there were reports of two people and a dog trapped inside the home. TRK41 arrived first on scene and determined a large portion of the fire was coming from the Alpha and Bravo sides. Significant winds that night made the fire spread rapidly throughout the house.

TRK41 initially tried entering the structure through the Alpha side, when E43 and R43 arrived, they took over fire attack on the Alpha side and were joined by E42. TRK41 and Squad 41 who went to the Charlie side for VEIS, entered the dining room area and located the dog which was still semi responsive and removed the dog from the home, at which time the family reported to command that everyone else was evacuated. One patient was transported to a local hospital with smoke inhalation by R46. The fire went defensive after all occupants were confirmed to be out. BCFR fire investigators were later on scene to investigate and determine the cause of the fire.

Structure Fire in Daytona Beach

By Sasha Staton, Public Information Officer

Firefighters battled a late-night structure fire at a beachside home in Daytona Beach. The two occupants inside the home were able to evacuate on their own and were not injured. Extensive damage to two bedrooms, a basement area, and back deck occurred, displacing the two residents who were assisted by Red Cross. The cause of the fire was believed to be from a malfunction of the home’s hot water heater Visit us at WWW.FFCA.ORG

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• BHM is accessible 24/7/365. Someone is always there.

• BMH becomes integrated, making it easier to feel comfortable around a therapist and access support.

• BHM can establish baselines and can prevent extreme changes in mental health, averting tragedies.

• BHM intervenes with employees in crisis, assesses, and places in appropriate treatment.

• Every first responder gets a call back and appointment within 12-24 hours.

• We do not use insurance, so there is no diagnosis.

• Truly HIPAA compliant: Invoices are set to contracted monthly amounts.

For more information, contact us at 866-UCOMAND or visit us at www.commandcounseling.com. To speak to Marie Guma, call or text (305)498-0849.

Command Counseling Center (CCC) started as a passion project.

Since 2015, I have volunteered with departments as a clinical resource. I assisted in building a peer support team, taught about mental health, and spoke at seminars, and ultimately became entrenched within the fire industry. For years I listened to the tragic stories of the psychological industry failing our heroes. For years I kept saying, “Someone has to do something.” When I realized that someone was me, I created CCC and implemented the feedback received throughout the years.

WHAT WE DO CCC offers a variety of services to first responder departments. Our services are a la carte, making it affordable to any department.

CONSULTING The department gets a behavioral health manager (BHM) for every five hundred first responders. The BHM is available to anyone in the department 24/7/365 as a psychological expert. The BHM duties are, but not limited to, assisting with policies and procedure, interventions, crisis calls, substance abuse assessments, level of care assessments, treatment placement, death notifications, problematic employees, peer team support, yearly “check-ins” with the entire department, and resource.

CRITICAL INCIDENTS The department gets clinical support within one hour of calling CCC after a critical incident, high stress event, or mass casualty event.

EDUCATION We believe education is the highest valued tool for prevention, culture change, reduction of stigma, and increasing the overall health of your department. We offer a large variety of mental health classes, resiliency classes i.e., Stress Inoculation, officer development, and advanced peer support.

COUNSELING The department gets NFPA 1500 compliant and vetted culture competent therapists. CCC offers every specialty that your department may need (i.e., trauma therapy, couples therapy, children and adolescents, loss and grief, addiction, and family therapy).

HOW ARE WE DIFFERENT We take pride in our differences because what makes us different is what makes us “best practice” and what will change the tragic statistics.

• DATA-CCC incorporates the CAT-MH assessment guaranteeing the therapy and therapist are reducing the psychological issues.

• Administrative Department gets non-identifying data on the mental health of the department.

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