The 'Fire Service Discilpline Regs' have now long gone, and the Fire Service now has a Discipline code in line with Industry.Below is an extract of my local Fire Services Discipline code.As you can read,each case will be looked at on its merits, and dismissal etc are not automatic (and nor should they be).
2.15 Criminal Offences
2.15.1 If an employee is charged with, or convicted of a criminal offence not related to work, this is not in itself a reason for disciplinary action. Any employee who is charged with a criminal offence should report this to their Function Head. The Function Head (or a manager nominated by the Function Head to act on their behalf) should establish the facts of the case and after consultation with the Employee Relations Section, consider whether the matter is serious enough to warrant starting the disciplinary procedure. The main consideration should be whether the offence, or alleged offence, is one that makes the employee unsuitable for the type of work they are employed to undertake. Similarly, an employee should not be dismissed solely because they are absent from work as a result of being remanded in custody.
2.15.2 In the event that there are criminal proceedings attached to a discipline case, the Service may proceed or continue to progress a case independently of such proceedings.
2.15.3 In the event that the Service has reasonable belief that an employee’s conduct might constitute a criminal offence, the matter will be reported to the police.
EXAMPLES OF CONDUCT THAT MAY LEAD TO DISCIPLINARY ACTION
Acts which constitute gross misconduct are those resulting in a serious breach of contractual terms. All employees should be aware that acts of gross misconduct may result in their dismissal or summary dismissal (dismissal without notice). Other acts of misconduct which are less serious may still result in disciplinary action.
Special rules will apply to employees during the probationary period. Of particular importance is that the service reserves the right to waive some or all of the official warnings.
Examples are given below. Employees are reminded that this is not an exhaustive list and that any act of misconduct may warrant dismissal or in very serious cases summary dismissal.
Action that may result in disciplinary action:
- bad behaviour, such as fighting or drunkenness
- unsatisfactory work performance
- harassment, victimisation or bullying or other conduct contrary to the services policy on Fairness, Dignity and Diversity and the Service’s values
- misuse of company facilities (for example e-mail and internet)
- poor timekeeping (e.g. consistent or serious lateness)
- unauthorised absences
- repeated or serious failure to follow legitimate instructions
- ignoring safety rules
Examples of gross misconduct include:
- theft or fraud
- physical violence or bullying
- deliberate and serious damage to property
- serious misuse of the Authority’s property or name
- deliberately accessing pornographic, offensive or obscene material
- unlawful discrimination or harassment
- bringing the Authority into serious disrepute
- serious incapacity at work brought on by misuse of alcohol or illegal drugs
- causing loss, damage or injury through serious negligence
- a serious breach of health and safety rules
- a serious breach of confidentiality and fidelity
