that when “he” keeps doing whatever he is doing, it then unofficially gives EVER MEMBER permission to do whatever “he” is
getting away with ... and the walls come tumbling down.
You have a tough situation where you engaged with the lunatic
(and I get it, you were shocked into responding to him). Next
time, try to avoid that by using some of the above advice.
In the longer term, your department leadership has some
serious issues to deal with and should absolutely be forced into
dealing with them.
They are well aware of that chief being a problem, and while
I don’t know exactly where you are located in North America, I
do know how fire service communications work, and trust me,
within three to five seconds of the “screaming” match at your
fire, EVERYONE knew about it at all ranks and levels. We can’t
always communicate important policy stuff, but when there is
some “gossipy” stuff we have full, reliable communication capability. Can you hear me now?
You do have other options such as placing a formal complaint
through whatever process you have, and that may be the best
option. The problem with that option (and people don’t like
to talk about it publicly) is that it will put you in a position of
retaliation. It makes YOU be the one forced to deal with it center
stage, whereas if those company officers and chiefs above you did
their jobs it would have not happened or won’t happen in the
future. Unfortunately, it’s not rare to see where everyone is afraid
to deal with good old “oh, that’s just him” because it requires
time and energy to fix “him.” They fail to do their jobs when
they ignore “him.”
The chief or top brass of your department needs to finally bring
this person in and get him whatever help may be needed. There
is a reason for him going, and that needs to be identified and
reeled in. If a few missteps at a fire make him scream and go nuts,
what will happen during a true emergency? Victims trapped? A
That IC, by getting all excited, is subliminally calling his own
Mayday without even knowing it. That message needs to be
responded to by his superiors. Be it training issues, behavior
modification, or something more serious, the department
leadership needs to fix it before they are accused of failing to do
their jobs because something really bad eventually happened.
Let Nozzlehead hear all about it.
He’ll answer you with 2,000 psi
of free-flowing opinion.
Send your letters to:
Nozzlehead, c/o FireRescue
Penn Well Corp.
21-00 Route 208 South
Fair Lawn, NJ 07410
Attn: Diane Rothschild
Got a fire service
question or complaint?