F
FullFog
Guest
What is the name of your state? California
I do not know how to briefly submit this. I am currently emplyed by a large chemical company as a fire captain in their on site fire dept. I have worked for them 15 years as a plant operator and 5 as a fire capt. I currently on suspension and fear that I am going to be terminated largely because of two things...I had an affair with a supervisor 5 years ago to which I had to seek help from the company to stop her from causing me problems at work. They let her go, but I have also been punished financially and had letters placed in my personnel file due to this relationship. Secondly I am a member of the emergency response group on our site and the leader of the site Brigade. My company allows the site to go without proper man power to effect a rescue or mitigate a response should the need arise and I have voiced my concerns repeatedly. Recently they performed a contaminated vessel entry, one that would require a minimum number of people trained in rope rescue to effect the rescue, which was a part of the OSHA, NFPA regulated rescue plan and we did not have the people available to perform this rescue should that need have come up. I have recently taken the stance that I inform all people involved in the confined space entries whether or not we have people on site to respond. I have informed my supervisor about this as well to which I recieved no response.
I also recently called the company ethics line to report the site security manager for signing people off as passing CPR training that had never attended the training. This was proven to be an accurate claim and all people were to be positively trained at end of February...this still has not occurred and I have voiced concern on this as well. There are numerous other circumstances such as these. Since the affair, and more recently my claims of inadequate safety or other wrong doings I have had many letters placed in my file, one letter even stated that I needed to refrain from making derogartory comments about individuals. I had many conversations with my supervisor as to why this was placed in my file and I asked for instances when I made derogatory comments about anyone, he finally admitted to me in writing it was not him that had placed that in my file that it had come from the HR director, and that he knew of no circumstances where this had occurred and that there was nothing he could do about it. There are also other items in my file that are not true as well.
Currently we are operating under a security level of Yellow, which mirrors the color coding of the US Homeland security levels. Our safety contingency plan is given to outside agencies such as the Coast Guard and local police departments and in it, it states that certain area's around the site are restricted to parking. The site HR director commonly broke these rules and continued to park inarea's she was not allowed to park and I repeatedly called her on the practice with face to face communication, emails and notes on her car. The plant manager also violated the parking rules and responded to me when told that he could not park there, "If there is a problem, tell anyone that it is my motorcycle and I will move it when I am ready".
All of this brings me here now. Last Saturday night late I was called into work to cover sick leave. I had been on vacation and had just arrived home, and although I was not prepared to work I agreed to come in. I worked a 12 hour shift this day and roughly 8 hours into it I left the site to get a hamburger. I was gone form the site 10 minutes, I took my personal car, stayed in uniform and kept my department radio. It was currently shift change and I was incontact with both the previous dispatcher and the current one coming on shift. The main gate was opened for me me leaving and coming back from the hamburger run and was witnessed by the Coast Guard who wrote a citation stating inadequate ID check based on the previously mentioned contingency plan. THe coast guard has decide to not fine the company or take any action, yet the company has left myself and the dispatcher on suspension. They did however conduct a root cause investigation that determined the practice of opening the gate for emergency response and management personnel was a practice that began long before I was in the dept. and continued on a regular basis up through the date in question. Also all people involved in the investigation had at one time or another also travelled through the gate by having someone just open it for them. Although regardless of this knowledge they are attempting to claim I violated a clear cut procedure and therefore chose to break the rules.
Instead I contend they are attempting to terminate me because of the relationship I had with a supervisor as well as all the safety concerns I continually bring to them.
I do not know how to briefly submit this. I am currently emplyed by a large chemical company as a fire captain in their on site fire dept. I have worked for them 15 years as a plant operator and 5 as a fire capt. I currently on suspension and fear that I am going to be terminated largely because of two things...I had an affair with a supervisor 5 years ago to which I had to seek help from the company to stop her from causing me problems at work. They let her go, but I have also been punished financially and had letters placed in my personnel file due to this relationship. Secondly I am a member of the emergency response group on our site and the leader of the site Brigade. My company allows the site to go without proper man power to effect a rescue or mitigate a response should the need arise and I have voiced my concerns repeatedly. Recently they performed a contaminated vessel entry, one that would require a minimum number of people trained in rope rescue to effect the rescue, which was a part of the OSHA, NFPA regulated rescue plan and we did not have the people available to perform this rescue should that need have come up. I have recently taken the stance that I inform all people involved in the confined space entries whether or not we have people on site to respond. I have informed my supervisor about this as well to which I recieved no response.
I also recently called the company ethics line to report the site security manager for signing people off as passing CPR training that had never attended the training. This was proven to be an accurate claim and all people were to be positively trained at end of February...this still has not occurred and I have voiced concern on this as well. There are numerous other circumstances such as these. Since the affair, and more recently my claims of inadequate safety or other wrong doings I have had many letters placed in my file, one letter even stated that I needed to refrain from making derogartory comments about individuals. I had many conversations with my supervisor as to why this was placed in my file and I asked for instances when I made derogatory comments about anyone, he finally admitted to me in writing it was not him that had placed that in my file that it had come from the HR director, and that he knew of no circumstances where this had occurred and that there was nothing he could do about it. There are also other items in my file that are not true as well.
Currently we are operating under a security level of Yellow, which mirrors the color coding of the US Homeland security levels. Our safety contingency plan is given to outside agencies such as the Coast Guard and local police departments and in it, it states that certain area's around the site are restricted to parking. The site HR director commonly broke these rules and continued to park inarea's she was not allowed to park and I repeatedly called her on the practice with face to face communication, emails and notes on her car. The plant manager also violated the parking rules and responded to me when told that he could not park there, "If there is a problem, tell anyone that it is my motorcycle and I will move it when I am ready".
All of this brings me here now. Last Saturday night late I was called into work to cover sick leave. I had been on vacation and had just arrived home, and although I was not prepared to work I agreed to come in. I worked a 12 hour shift this day and roughly 8 hours into it I left the site to get a hamburger. I was gone form the site 10 minutes, I took my personal car, stayed in uniform and kept my department radio. It was currently shift change and I was incontact with both the previous dispatcher and the current one coming on shift. The main gate was opened for me me leaving and coming back from the hamburger run and was witnessed by the Coast Guard who wrote a citation stating inadequate ID check based on the previously mentioned contingency plan. THe coast guard has decide to not fine the company or take any action, yet the company has left myself and the dispatcher on suspension. They did however conduct a root cause investigation that determined the practice of opening the gate for emergency response and management personnel was a practice that began long before I was in the dept. and continued on a regular basis up through the date in question. Also all people involved in the investigation had at one time or another also travelled through the gate by having someone just open it for them. Although regardless of this knowledge they are attempting to claim I violated a clear cut procedure and therefore chose to break the rules.
Instead I contend they are attempting to terminate me because of the relationship I had with a supervisor as well as all the safety concerns I continually bring to them.