IAFF Signs CPAT Conciliation Agreement With EEOC

The U.S. Equal Employment Opportunity Commission (EEOC) has entered a conciliation agreement with the IAFF to resolve a charge of discrimination brought against the IAFF in 2002 alleging that the Candidate Physical Ability Test (CPAT) discriminated against female candidates. Under this agreement, the EEOC will not take any further action against the IAFF with respect to the charge itself, and will not file a lawsuit against the IAFF based on any similar charge during the agreement's five-year term.

Pursuant to the agreement, the IAFF/IAFC Fire Service Joint Labor-Management Wellness/Fitness Task Force is making certain changes to the CPAT program to increase the rate at which female fire fighter candidates pass the test.

Under these changes, fire departments using the CPAT as a condition of hire must give all candidates an opportunity to attend at least two CPAT orientation sessions within the eight-week period preceding the test. During these sessions, candidates will receive "hands-on" familiarity with the test apparatus and receive guidance on specific conditioning regimens and techniques to help prepare for the test. Guidance for conducting these orientation sessions is included in the original CPAT manual. In addition, fire departments must ensure that each candidate has an opportunity to perform two timed-practice runs of the CPAT within 30 days of the test.

While the orientation and practice programs must be treated as a mandatory condition for candidates taking the CPAT, fire departments may excuse candidates from these conditions upon receiving a written and signed waiver from a candidate. This waiver must acknowledge that the orientation and practice program was made available to all candidates on an equal basis, and that the candidate waived the opportunity to participate in the orientation and practice program on a knowing and voluntary basis. This feature of the conciliation agreement is intended to address the particular circumstances that are likely to be encountered by large fire departments in administering the pre-test conditions to a large pool of candidates.

During the five-year term of this agreement, the EEOC has agreed that it will not file a lawsuit based on a claim that the CPAT has a discriminatory impact on female candidates against any fire department that uses the CPAT in conformity with these changes.

The IAFF will collect data from employers using the CPAT regarding the pass-fail rates of female candidates during the term of the agreement. The IAFF has developed a secure web-based CPAT administration tool for CPAT licensees to effectively schedule recruiting and mentoring events, required events, PFT trainers and CPAT tests. The system includes national comparison reports and tracks trends to improve the validity and reliability of CPAT. Most important, this tool ensures that records are gathered for all CPAT users in a manner that supports the primary goals of the CPAT program and the conciliation agreement.

A more thorough explanation of these changes has been sent to fire departments that are currently using the CPAT, and these changes will be formally incorporated into the new edition of the CPAT manual that is currently being developed.

For more information, contact the IAFF Division of Occupational Health, Safety and Medicine.

New Online Jobaid Helps Affiliates Understand GASB

The new U.S. Governmental Accounting Standards Board (GASB) Statement 45 (GASB 45) concerning health care and other non-pension benefits could have a significant impact for retired public sector employees, including fire fighters and emergency medical personnel. These reporting requirements are prompting state and local governments to consider cost-cutting measures that would, if implemented, affect the financial health and well-being of IAFF members.

The IAFF has developed a new online jobaid to assist IAFF affiliates in understanding GASB 45 and responding to probable proposals from public employers.

The intent of GASB 45 is to bring governmental accounting standards more in line with private company standards. Though GASB has no power to change how governments fund retiree health care, pension and other benefits, it does govern the rules auditors must use in determining the reliability of governmental financial statements.

IAFF affiliates and members need to be aware of this new accounting standard and its effect on  retirement benefits. Under GASB 45, public sector employers will no longer be able to report post-retirement benefits on a pay-as-you-go basis and must account for and report the annual cost of other post-retirement benefits (OPEB) for current and future retirees. With the soaring cost of health care, employers may want to reduce your retirement benefits to adjust their budgets under this new standard.

The IAFF urges its affiliates to become involved in the decision-making process for any changes local and state governments propose as a result of GASB 45. Be prepared to discuss with your employers solutions and alternatives to any cost-cutting measures that jeopardize your retirement benefits. 

Election Season Starts Early

Although Labor Day weekend is traditionally considered the kickoff for the political campaign season, the 2006 election cycle has already begun. It's been an aggressive candidate recruitment season on both sides of the political aisle.

"The IAFF continues to develop an aggressive political program this fall to demonstrate its commitment of support for all candidates who stand proudly with the IAFF on its legislative issues," says IAFF General President Harold Schaitberger. "Working together, and in a bi-partisan fashion, we hope to secure a majority pro-fire fighter Congress in January of 2007."

With the Republicans currently controlling Congress, Democrats will be working to defeat a number of incumbents – particularly in the Senate – in order to recapture a majority.  Recent polling indicates that the American public is ready for change in Washington, DC, and congressional incumbents and challengers are taking notice. Unfortunately, approval ratings for Republicans and Democrats alike remain low.

Democrats have targeted five seats needed to win back the majority in the Senate, including Pennsylvania, Montana, Rhode Island, Ohio and Missouri, as well as one of the three races in Arizona, Tennessee or Virginia.

The Pennsylvania Professional Fire Fighters Association has endorsed Democratic challenger State Treasurer Bob Casey Jr. against incumbent Senator Rick Santorum (R).  Casey's commitment to fire fighter and first responder issues has resonated with members of PPFFA, and many members are fully engaged in Casey's campaign. 

Polling conducted in mid-July shows Casey with a 17 percent lead over Santorum. Casey has visited several fire stations and visited with PPFFA members across the state. 

In Missouri, State Auditor Claire McCaskill is challenging incumbent Senator Jim Talent (R). McCaskill has pledged her support for fully funding SAFER and the FIRE Act. Members of the Missouri State Council of Fire Fighters are already participating in campaign events throughout the state in an effort to elect McCaskill in November. 

Early polling indicated McCaskill has a slight lead over Talent among registered voters.  This race will continue to be close through election day, and with ballot initiatives – such as an increase in the minimum wage initiative – there should be strong interest among working men and women in Missouri to vote in the upcoming election season. 

In Montana, State Senator John Tester is challenging incumbent Senator Conrad Burns.  Burns has been linked to Washington lobbyist Jack Abramoff, who is under investigation for bribing several members of Congress and who publicly criticized wildland fire fighters for their efforts in Montana. The Montana State Council of Professional Fire Fighters has endorsed Tester.

The Professional Fire Fighters of Arizona are early supporters of businessman and former Democratic party chairman Ed Pederson in his challenge against Senator John Kyl, one of the more conservative members of Congress and an opponent for fire fighter issues and organized labor.

Representative Harold Ford Jr. (D) has been endorsed by the Tennessee Professional Fire Fighters Association in his bid to replace Senator Bill Frist, who is retiring. Ford will face off against former Chattanooga Mayor Bob Corker (R), who recently won a four-way primary. 

FIREPAC has also supported numerous GOP senators who have assisted the IAFF, including former Majority Leader Trent Lott (R-MS) for his role in ensuring the passage of HELPS and the elimination of DROP provisions.

This election cycle, FIREPAC has contributed to Senators Orrin Hatch (R-UT), Olympia Snowe (R-ME), Jim Bunning (R-KY), Chuck Grassley (R-IA), George Allen (R-VA), Chuck Hagel (R-NE) and John McCain (R-AZ), and National Republican Senatorial Campaign Committee Chair Libby Dole (R-NC) and Majority Whip Mitch McConnell (R-KY). All have supported or played leadership roles in advancing one or more major IAFF initiatives.

In the House of Representatives, Democrats are looking to win 15 seats to capture a majority. The Democrats in the House are also buoyed by the president's low approval ratings, particularly in the New England region and through the Rust Belt from Pennsylvania to Indiana. Democrats are targeting three seats in Connecticut, five seats in New York, four in Pennsylvania and Ohio and three in Indiana. 

In several heavily contested congressional districts, the IAFF is working on behalf of friendly incumbents who have been helpful in advancing fire fighter issues in Congress, regardless of party affiliation. In fact, in nearly half of the seats Democrats are targeting in 2006, the IAFF is supporting the Republican incumbent for their record of support on fire service issues, including incumbents Rob Simmons (CT) and Chris Shays (CT), as well as others in New York, Pennsylvania and Ohio.

In Indiana, the IAFF supports Representative Chris Chocola (R), the lead sponsor of the IAFF's recently passed HELPS legislation in Congress enabling retired public safety officers to designate up to $5,000 per year from pension funds for health insurance premiums. Republican Representative John Sweeney from New York's 20th District, who served as a co-sponsor for the HELPS legislation, will face a well-funded Democratic opponent in November's election. Representatives Chocola and Sweeney have supported the IAFF in Congress and will continue to have its support in their respective re-election bids. 

In Pennsylvania, the IAFF has pledged to support Republican Representatives Curt Weldon, Jim Gerlach and Mike Fitzpatrick in their hotly contested re-election bids.  Despite their record of support for the IAFF and several other unions, the state AFL-CIO has endorsed Weldon and Gerlach's Democratic opponents.

The IAFF will work hard to turn out members for the vote this fall.

IAFF Alliance With NPI Offers Continuing EMS Education

Earlier this summer, IAFF local union presidents received information introducing the IAFF's dynamic partnership with National Paramedic Institute and outlining the benefits IAFF members will enjoy through NPI's online EMS course offerings. 

NPI is the leader in cutting-edge continuing education for EMS professionals at the first responder, EMT and paramedic levels. This program – often referred to as EMS JANE and Medic Monthly – is already used by many of the nation's largest fire departments. NPI's all inclusive web site offers individual students or entire fire departments a user-friendly, one-stop shop for web-based learning.

NPI's Online Training Center  offers a wide range of training, from case-based EMS continuing education and AED refresher training, to eACLS and Professional CPR recertification training, as well as hot-topics including HIV and bloodborne pathogens. These programs are in addition to the highly popular, case-based accredited Medic Monthly series (CECBEMS accredited and recognized by the National Registry).

Designed to be a powerful but simple-to-use learning management system, NPI creates a customized web site for every subscribing fire department. The system includes a manager's tool to allow the training officer to upload material, such as local protocols and topics, human relations issues, new apparatus training, operations and fire training and safety training. The manager's tool is also an easy-to-use data-management system for tracking student progress and site usage.  Its ability to generate reports suitable for audits and verification purposes is a crucial time-saver. Each subscribing fire department also has its own news page for posting crucial departmental news and operational information.

National Paramedic Institute was founded by its president, Steven Katz, MD. A former paramedic and board-certified emergency physician, Katz currently works as one of the medical directors for Palm Beach County, FL Local 2928 and is committed to providing the highest educational standards for EMS professionals.

Known for its high-energy, scenario-based episodes, Medic Monthly is created by the same team that produces the "America's Most Wanted" television series. National Paramedic Institute is also known for its case-based training featuring fire departments throughout the world and for teaching EMS by presenting real issues that face today's EMS professionals.

For more information about the IAFF-NPI alliance, click here or call 1 (800) 671-9411. As an IAFF partner, NPI offers discounts to both IAFF members and their fire departments.

Purchase Your 2007 IAFF Burn Foundation Calendars!

Order your copies of the official 2007 IAFF Burn Calendar and help support the IAFF Burn Foundation, the largest and most respected non-governmental source for burn research grants.

Order online using Visa or MasterCard, or call (800) 562-5766, extension 105.

The 2007 IAFF Burn Foundation Calendar features full color photos from the annual IAFF Media Awards Contest. Each month vividly depicts the dangerous but rewarding work of professional fire fighters and emergency medical personnel across the United States and Canada.

Order copies for your local’s firehouses and union halls and for members of your community as a reminder of the important work fire fighters and emergency medical personnel do. These calendars provide great visibility for your local and professional fire fighters across the United States and Canada and communicate the critical need for a strong, well-trained professional fire service while helping the IAFF help burn survivors.  

ALTS Features New Workshops

If you’ve never attended the Affiliate Leadership Training Summit (ALTS), don’t miss the 2006 ALTS November 12-14 in Atlanta, Georgia. The premiere event for affiliate leaders across the United States and Canada, ALTS offers opportunities to network, discuss the latest issues affecting your members and improve leadership skills. This year, ALTS offers two pre-conference events, 11 new workshops and expert panel discussions.

Workshops address the latest issues facing union leaders, including discipline in the fire service, employment law, the Fair Labor Standards Act (FLSA), pensions, advanced leadership skills and negotiation strategies and tactics.

The pre-conference events include Fire Ops 101: Train-the-Trainer and an updated New Leader Seminar. Fire Ops 101: Train-the-Trainer is a comprehensive and intensive event that teaches affiliate leaders how to plan for and implement Fire Ops 101 in your own communities. The New Leader Seminar has been updated to provide new union officers with information to be effective leaders.

The 2006 ALTS will also include:

• Informational sessions on a variety of topics and programs
• Opportunities to network and share experiences
• Instruction by skilled and knowledgeable union fire fighters
• Appointments with IAFF expert staff
• A Resource Center to collect information

Click here for a complete list of workshops and to register.

New ALTS Classes

• Overview of Employment Law 
• Fair Labor Standards Act
• Discipline: Your Rights and Responsibilities for Union Officers 
• Advanced Leadership 
• Panel: Wellness/Fitness, CPAT & Infectious Diseases 
• Negotiation Strategies & Tactics 
• Panel: Methods for Obtaining Collective Bargaining 
• Planning a Fire Ops 101 Event 
• Panel: TABOR (Taxpayer Bill of Rights) 
• Operational Risk Management
• Spreading Your Message: Creating Email Networks

IAFF to Remember Fallen Members

IAFF members, family and friends from across the United States and Canada will remember 121 fallen brothers and sisters at the 20th Annual IAFF Fallen Fire Fighter Memorial on Saturday, September 16, 2006, in Colorado Springs, Colorado. The online registration deadline is August 22, 2006. Affiliate leaders should ensure that all families, members and honor guard are individually registered.

"With this ceremony, we make a promise never to forget the honor in which our fallen brothers and sisters served," says IAFF General President Harold Schaitberger. "Every fire fighter knows the dangers of the job. It is important that we pay a fitting tribute to those who do not come home."

This year's ceremony will remember those who died between June 2005 and June 2006. In addition, fire fighters who died earlier, but were reported as line-of-duty deaths during the same time period, will also be honored.

The mission of the IAFF Fallen Fire Fighter Memorial, located in the shadow of Pike's Peak, is to honor the sacrifice made by IAFF members who served as professional fire fighters and emergency medical personnel and gave their lives in the line of duty.

Since its creation in 1976, the names of fallen IAFF members have been engraved into the Wall of Honor located behind the memorial, serving as a public reminder of the risks fire fighters take every day. The IAFF also provides assistance to surviving families.

For more information, click here or call (719) 442-2014. 

Supreme Court Strengthens Anti-Retaliation Protections

Since 2001, the IAFF Legal Guardian Policy has provided legal representation and relief to local union leaders who have been victims of employer retaliation for engaging in protected activities.

In the past, federal courts have generally required that there be significant adverse employment action (such as a firing, demotion or suspension without pay) before an employee could pursue a claim against an employer for illegal retaliation. In a recent decision in the case of Burlington Northern v. White, the U.S. Supreme Court broadened the rights of employees to seek and obtain relief against employers who retaliate against them for engaging in legitimate activities. 

Title VII of the Civil Rights Act of 1964 prohibits employment discrimination based on race, color, religion, sex or national origin. In addition, Title VII forbids an employer from retaliating or discriminating against an employee for opposing any practice made unlawful by Title VII or for making a charge, testifying, assisting or participating in a Title VII proceeding.

In the Burlington case, the plaintiff, Sheila White, was hired by Burlington Northern Railway Company as a track laborer, but was soon promoted to the position of forklift operator. After being reassigned, White complained that her immediate supervisor had sexually harassed her. She was then removed from forklift duty and assigned to her original position as a track laborer.

White filed a complaint with the Equal Employment Opportunity Commission (EEOC) alleging that the reassignment of her duties constituted gender discrimination and retaliation for having earlier complained about her supervisor's sexual harassment. She also alleged that her employer had placed her under surveillance.

After filing her EEOC complaint, White was suspended without pay for insubordination. When White filed an internal grievance, her employer reinstated her to her position as a track laborer and awarded her backpay for the 37 days that she was suspended. After being reinstated, with back pay, White filed a lawsuit in federal district court alleging unlawful retaliation in violation of Title VII.

The Supreme Court first found that there does not have to be a link between the retaliatory action by an employer and the terms, conditions and status of employment. Stated differently, according to the Court, an employer can retaliate against an employee by taking actions that are not directly related to his or her employment or by causing the employee harm outside of the workplace.

Examples of such retaliation, outlined by the Court, would include an employer filing false criminal charges against an employee who complained about discrimination or failing to investigate threats made against an individual who alleged discrimination in the workplace. Although these actions are not directly related to the terms and conditions of the complaining individual's employment, they are nevertheless actions that could cause an employee great harm. The Court reasoned that a provision limited only to employment-related actions would not deter the many forms that effective retaliation can take.

The second issue addressed by the Court addressed the level of seriousness to which harm against an employee, caused by an employer, must rise before it becomes actionable retaliation. The Court ruled that a plaintiff must show that a reasonable employee would have found the challenged action materially adverse. In other words, the challenged retaliatory action by the employer must dissuade a reasonable worker from making or supporting a charge of discrimination.

The Court stressed that the significance of any given act of retaliation will often depend on the particular circumstances, and therefore, what constitutes retaliation will vary on a case-by-case basis. For instance, a change in an employee's work schedule may make little difference to many workers, but may matter enormously to a young mother with school-age children.

Another example of illegal retaliation, according to the Court, would be a supervisor's refusal to invite an employee to lunch because he/she complained of discrimination. This may seem trivial in many instances, but could be significant if the employee's professional advancement depended on attending the lunch. The Court justified its broad interpretation of prohibited retaliation by reminding employers that Title VII depends on employees who are willing to file complaints and act as witnesses.

The Court concluded that White's employer retaliated against her in violation of Title VII by suspending her for 37 days without pay. The Court rejected the employer's argument that it had not engaged in illegal retaliatory action because it had reinstated White with backpay before she filed her lawsuit. The Court ruled that many reasonable employees would find a month without a paycheck to be a serious hardship. Thus, the employer's suspension of White, without pay, constituted illegal retaliation.

The Court's decision in Burlington should make it easier on employees who are illegally discriminated against to prevail on claims of unlawful retaliation against their employer. Most importantly, employers will no longer be shielded from liability when they unlawfully retaliate against workers in ways unconnected to the terms and conditions of their employment.

In short, this Court decision will be helpful in obtaining relief in IAFF Guardian Policy cases where local union leaders have been retaliated against for exercising their legal rights and engaging in protected activities.

Tom Woodley serves as IAFF's General Counsel.

Using the IAFF Logo

IAFF affiliates frequently inquire about use of the IAFF logo. Here's what you need to know:

The IAFF logo is the property of the IAFF and protected by registered trademark. IAFF affiliates have permission to use the IAFF logo for official union purposes (business cards, letterhead, etc.) without prior approval from the Executive Board. Approval by the IAFF is required for all persons, vendors, businesses, IAFF affiliates and other entities seeking use of the logo.

All applicants must read the IAFF logo policy and complete a logo application and submit it with all of the required supporting information requested as part of the application.

In addition, the IAFF Executive Board has issued new guidelines to ensure consistent and proper reproduction of the IAFF logo across the entire International. Please review the IAFF logo style guide and follow it when producing all future materials bearing the IAFF logo. High-resolution reproduction of the official IAFF logo is available to affiliate officers through the IAFF web site (requires log-in).

For more information, call (202) 824-1588 or email pr@iaff.org.

IAFF to Launch Diverse Recruitment Web Site

Two years ago, the IAFF launched an intensive study into the best recruitment programs for increasing the number of women and minorities in the fire service. The results of this IAFF Diversity Initiative are now available and will be showcased on a new web site, Changing Face: Diverse Recruitment in the Fire Service. The site will serve as a resource for IAFF affiliates looking for sample recruitment programs, ideas for targeted recruitment methods and information on programs that assist in increasing diversity. 

The IAFF Diversity Initiative stresses the importance of building relationships with affinity organizations and working together to build a successful recruitment program. Profiles of recruitment programs, training programs and tactics for adding women and minorities to the fire service are included. In addition to outlining specific programs, the Diversity Initiative also examines the underlying issues surrounding diversity in the fire service and why diversity is important to achieve. The web site includes an extensive resource page with links to articles and other useful organizations.

"The IAFF Diversity Initiative is an essential resource for affiliates to use to help increase the number of women and minorities in their fire departments," says IAFF General President Harold Schaitberger.  

Five FREE Things to Improve Recruitment

1. Contact a reporter at your local, city or community newspaper about the fire department's diverse recruitment efforts. Discuss the plan and goals.
2. Increase the number of photos/images of women and minorities on the web site.
3. Use word of mouth to spread the word about recruitment. Talk to those meeting the demographic profile that you want to recruit. Work with affinity organizations to help spread the message.
4. Visit or participate in the next community event to increase the fire fighters' visibility and to recruit potential applicants.
5. Consider which program might be most needed in your department. Would a mentorship program help? Would a candidate preparation workshop conquer low test scores?

For more information, contact diversity@iaff.org. 

FIREPAC Canada Contributions on the Rise

As the IAFF's federal legislative agenda moves forward, Canadian members are showing in increasing numbers that they understand that money – and not just political action – is a critically important ingredient in lobbying success.

Individual member contributions to the IAFF FIREPAC Canada Fund jumped significantly in 2005 compared to the previous years. In 2005, four times as many members as contributed in 2004 chose to actively support the IAFF's political action work with a contribution to the fund.

FIREPAC Canada contributions for 2006 are on par with 2005 levels, and with talk of the minority Conservative government calling an election in late 2006, now is an important time to support the fund as widely as possible.

The recent addition of Vancouver, BC Local 18 has brought the number of Canadian locals that have implemented a FIREPAC Canada dues check-off to four, a list that also includes Whitby, ON Local 2036, Saskatoon, SK Local 80 and Surrey, BC Local 1271.

The FIREPAC Canada Fund is used to support important member education and other activities at the federal level in support of the IAFF's Canadian Federal Legislative Agenda, and is implemented on a request basis for political action initiatives, including candidate support at the provincial and local levels during local elections.

A good example of successful use of the FIREPAC Canada Fund at the local level was seen in British Columbia in 2005. When municipal elections were held across British Columbia in late 2005, the province's professional fire fighters didn't sit on the sidelines. Instead, they launched a coordinated political action campaign and used strategically-targeted FIREPAC funds to give fire fighter-friendly candidates an upper hand.

And with the help of their hard work, 11 mayors were removed from office, many fire fighter-friendly mayors and councilors were elected and British Columbia's local affiliate leaders are reporting unprecedented access to town halls and council tables across the province.

The IAFF's 20,000 Canadian members can choose from five levels of support for FIREPAC Canada, including FIREPAC Canada Leadership Trust for contributions of $500 or more. Members who join the Leadership Trust receive a pin, denim shirt and Kutmaster stainless steel utility tool.

Members who contribute $200 to $499 join the FIREPAC Canada Founders Circle receive a pin and golf shirt, and members who join the President's Club ($100 to $199), Hill Club ($50 to $99) and FIREPAC Supporter ($25 to $99) receive a FIREPAC Canada 2006 pin.

More information about FIREPAC Canada, click here.

In 2006, the IAFF is pursuing four legislatives issues at the federal level in Canada: the establishment of a national Public Safety Officer Compensation (PSOC) benefit; federal funding for national hazardous materials and chemical, biological, radiological and nuclear (CBRN) training for first responders; a national office for fire service statistics and Canada Pension Plan amendments for professional fire fighters.

Click here for the IAFF's legislative fact sheets on these issues.

 IAFF-FC Invites Convention Delegates to Special Event

The IAFF Financial Corporation (IAFF-FC) is hosting IAFF Convention delegates in Toronto for an informative afternoon event to highlight the many financial services available through the IAFF-FC, including the new IAFF-FC Banking Center, Post Employment Health Plan, FrontLine Deferred Compensation plan and Group Insurance plans.

This two-hour event, immediately following the general business session on Tuesday, August 29, features experts to answer questions and assist in bringing these many financial benefits to affiliate members. IAFF leaders can learn how to leverage some the highest interest rates in the country to maximize their local's assets in an FDIC-insured account through the IAFF-FC Banking Center.

The IAFF-FC event includes food, beverages and prizes. Join the IAFF-FC August 29 at the close of convention business in room 105 of the Metro Toronto Convention Centre. Because of room limitations, the event is restricted to 200 attendees. Information about IAFF-FC programs is also available in the IAFF-FC booth in the exhibition hall.

IAFF-FC Agenda

IAFF-FC Banking Center

Post Employment Health Plan

FrontLine Deferred Compensation Plan

Group Vision Plan: Marlowe Simms at msimms@sfandc.com

IAFF HazMat Training Benefits Members

Fire fighters don't always know what dangers they'll encounter when arriving on the scene of an emergency. So it's important that fire fighters receive the appropriate training to help prepare for the unexpected. Unfortunately, many fire departments are unable to afford the needed training. The IAFF, however, offers hazardous materials and weapons of mass destruction training free to affiliates.

These grant-funded HazMat and WMD training programs are developed and delivered by IAFF fire fighters for fire fighters.

In Chicago, Illinois, members of Local 2 called on the International for training assistance that ultimately became the largest comprehensive training effort provided by the IAFF.

One of the challenges for Chicago Local 2 was that the Illinois Fire Service Institute (IFSI) – which provides training in Illinois – offers only 13 HazMat training classes per year for the entire state.

"To serve a metropolitan area more efficiently, we felt it was important to have the entire department technician-certified in HazMat," says John Chwarzynski, president of Local 2. "Since each of those classes only has 35 spots, it was difficult – if not impossible – for  our more than 5,000 members to get the training."

Another issue was that the city of Chicago did not have the resources to conduct a large-scale training effort.

"For the first time ever, Local 2 negotiated specialty pay for fire fighters and paramedics who become certified," says Chwarzynski. "Our challenge was to figure out how to get the training."

With assistance from the IAFF, Local 2 worked with the State Fire Marshal's office to get the training approved. In addition, Local 2 was successful in getting OAI, Inc., a nonprofit organization, to help secure some of the equipment needed for the training.

Although IFSI could not provide all of the training, it did agree to administer the certification exam at the end of each training session. Classes are instructed by two  IAFF master trainers, one state certified local instructor from IFSI and one local Chicago Fire Department instructor.

Courses began on June 5 and will continue until all 5,000 members have received the training.

The Florida Professional Firefighters (FPF) also turned to the IAFF for its HazMat training. "We wanted to make sure that our members got the very best in HazMat training," says Bob Carver, president of FPF. "We petitioned the State Fire Marshal's office – the office in charge of training – to secure its support for the IAFF HazMat program."

Fire Marshal Randall Napoli, a retired member of Jacksonville Local 122, reviewed the program and adopted the program for the entire state. While individual states always maintain the right to certify fire fighters, by adopting the IAFF program, state officials recognized the quality of the program and negated the need to develop or revise a curriculum of their own.

IAFF training has been in place in Florida since 2003 and is administered in facilities across the state.