The fire service has, on occasion, been likened to the largest organized gang in the United States. Think about it: We have colors, territories, a rank structure and a unique identity that relegates non-members to the sidelines, wishing that they too could be on “the inside.” There are rites of passage that involve proving oneself worthy of earning the title “firefighter.” We protect our “family” with fervor from outside attackers–while sometimes battling fiercely among ourselves. At the end of the day, however, we live and die on our reputation as stewards of the public trust. In that vein, there is no room in our service for those who might seek to hide amongst us in plain sight.
Lessons Learned
I have a friend who is a monsignor in the Catholic Church. He is a also a firefighter and one of the genuinely nicest and most dedicated individuals I have ever met–and he lives every day with the knowledge that predatory pedophiles have, over the past generation, high-jacked his professional calling by hiding in the priesthood while attacking children. There’s nothing that my friend, or anyone else, can do to change what has happened in the past, but the experience of the Catholic Church as an institution is instructional for the fire service.
The simple truth is this: If you’re not conducting background investigations on your members, both administrative and operational, you are harboring pedophiles, drunk drivers, spousal abusers, thieves and arsonists. The stunning reality is that there are both career and volunteer fire departments across this country that have never done a background investigation on their members–not when a member joins, and certainly not as part of a periodic check to ensure that members are conducting themselves in accordance with department expectations for code of conduct.
By ignoring this most fundamental issue, fire departments are setting themselves up for a reputation-destroying event that has the potential to permanently close their doors.
Take Control
Departments should establish a comprehensive program to ensure that those applying for a job or membership are worthy of the right to hold such a position. The following represents a list of conditions (conviction or pending charges) that should result in automatic exclusion from being a member of your organization:
– Abduction
– Abuse or neglect of an adult
– Arson
– Assault
– Assault with intent to commit any crime
– Battery
– Bomb threats, bomb and explosive device possession
– Breaking and entering
– Burglary
– Car jacking
– Carrying or wearing a weapon
– Child abuse
– Child selling
– Confinement of an unattended child
– Conspiracy to obstruct justice
– Contributing to certain conditions of a minor (delinquency, in need of supervision or assistance)
– Driving while under the influence, driving while intoxicated within the past three years or two or more violations in the applicant’s lifetime
– Embezzlement
– False alarms
– False imprisonment
– Felony conviction or charges (any)
– Forgery
– Fraud
– Hiring, soliciting, engaging or using a minor for the purpose of manufacturing, distributing or delivering a controlled dangerous substance
– House breaking
– Incest
– Indecent exposure
– Keeping a disorderly house or maintaining a nuisance
– Kidnapping
– Larceny
– Maiming or mayhem
– Malicious destruction of property
– Manslaughter or murder
– Manufacturing, distributing or dispensing a controlled dangerous substance
– Criminal non-support and desertion of a spouse or minor
– Perjury
– Pornography
– Possession with intent to manufacture, distribute or dispense a controlled dangerous substance
– Prostitution or pandering
– Rape
– Reckless endangerment
– Robbery
– Sex offenses
– Simple possession of controlled dangerous substances
– Sodomy
– Theft
– Unlawful entry
– Unnatural or perverted practices
– Weapons (firearms) violations of state or federal laws
– Vehicular manslaughter
This list is not comprehensive and should not be relied upon as a sole source of criteria. Fire chiefs, company presidents and personnel officers should have the discretion to conduct whatever investigation is necessary to determine an applicant’s suitability for a position in the fire service. Prospective members should be required to sign a waiver permitting the department, or its investigative representative, to conduct an investigation. Although it seems counter-intuitive to require such action, defending your reputation, protecting the public, and ensuring your financial security demand pro-active engagement on difficult issues. In addition, legal advice should be sought in the development and implementation of such policies. The International City Managers Association (ICMA) and the National Volunteer Fire Council (NVFC) both have resources to support the establishment of a background investigation program.
Finally, work with your local or state law enforcement agency. There may be a cost associated with conducting such background checks, but they should always include both state and national searches of criminal databases to ascertain as much information as possible. Coordinate such activities with whomever carries your agencies’ liability insurance as a venue for funding background assessments.
Preserving the Public Trust
The fire service has unparalleled access to the public. We are allowed into homes without a warrant, which provides us greater access than even law enforcement. We go into schools and daycare centers to conduct educational programs and fire prevention inspections. In EMS, we transport children in the back of ambulances to hospitals for treatment. We are alone with those who are most vulnerable in their most defenseless moment.
We must ensure, above all else, that those who wear our patch are worthy of doing so. The risks to the public far outweigh the personal sacrifices that must be made through any perceived invasion of privacy that background investigations might present. We should always take care of our own–but we should never harbor fugitives or allow our service to be taken hostage or destroyed by people intent on doing harm to others.
