Christopher.Collins

An argument often heard in regards to our soldiers, marines, seamen and airmen. You can pick up a gun and fight a war for your country but you cant drink. Curious though, are you saying that they are to young to do the job or that the drinking age is rediculous considering the responsabilites someone of that age can take on? Im just curious, not trying to bash you in any way.

Yea thats usually how Ill approach it now. Although I find that most 9-1-1 agencies dont demand or even ask how the patient got on the stretcher I still write it... I find its a relativley imporant piece of information. If you had a fall victim or a severe SOB/diff. breather who walked up to you and sat right down... its deffinatley relivant. Therfore even when told my reports are too long or over-detailed or that Im not working for XYZ Ambulance anymore, I will still always put how the patient got on the stretcher. But I am carefull in how I word it... because like you Ill always assist in some way and even if you put your hand under their arms, your still assisting them.

I agree with the good doc. Im not in California so Im sorry if Im just wasting a post as I wouldnt know but I dont mean any disrespect in saying that to go flight generally they are looking for the best. Im not saying your not a good EMT nor am I saying you wont make a good medic by any means, because I dont know you. But for requirements in my area, the State of Connecticut, medevac (LifeStar) sponsored by Hartford Hospital... you need to have I believe at least 2-3 years experience minimum directly related to your care level. They only fly with RNs and RTs (Respritory Therapists) but to be eligible for either position you need that 2-3 years expeirience in an emergency room setting... among other qualifications. Not trying to put you down... hell who knows maybe they will take newbies, just saying not to get your hopes up for flight. Its a personal goal of my own but even with 5 years in BLS, if I managed to pull the money out of my arse now and go to schooll, itll probably be a good 6 or more years before I can see a helicopter in my future. Keep that goal though, ultimatley if its what you want the only way youll get it is to keep driving for it. Best of luck in school and your future.

I hear ya on that one crotch. Dont know if its a national or international chain, but in my neck of the woods we also have Eastern Mountain Sports... which also goes by EMS. Its an outdoorsman type store. I rarley ever see EMS on the side of ambulances or in any form of avertising for Emergency Medical Services. I had a hat for my old volly agency that said Westbrook EMS on it, but thats about it. Usually its _______ Ambulance, or sometimes Mobile Intensive Care Unit if its a company that does ALS.

Well gee officer... when you wreck your cruiser later on would you rather be transported by my burnt out co-hort who has been working the past 48 hours with very few breaks because your too busy pulling over "non-essential" while the usual sunday drivers are plowing into telephone poles? Or would you rather I bring you in after you were nice enough to me to excuse this and allow a fresh, rested person to get to work? Its your choice... as well as yours and everyone elses life whos out there today! Thank you for your co-operation officer :twisted:

Well as some of you have read in a previous thread of mine... my feelings on young drivers and leaders. Its not so much the age that I had a problem with but the experience level, because of legalities certain things can be performed by persons 18 or older. But in fairness to thoes at a younger age I had also expressed (without directly quoting my comment cuz that would require hard work lol) that I would feel the same about a person whos 45 and just got their license a year ago driving lights and sirens as I would someone whos 18 driving lights and sirens. And likewise I would feel the same about someone whos 45 and just got their Firefighter-1 or EMT a year ago making LT as someone who were 19 or 20. Anyways... while I do have my personal thoughts and feelings about inexperienced persons carrying out certain tasks I still feel that we all have to learn at some point. I went to a technical school... and rather than spend $15 or so on a haircut elsewhere, I spent $5 to have the hairdressers cut it at school. Everyone thought I was crazy... but you know what, they arnt going to learn if they arnt doing it. The theory behind what you will do in your life will only go so far without hands on experience. I have worked with a 19 year old paramedic and while at the time being 22 I felt a bit inferior about it, he was one of my best ALS partners. I am not at a level where I can judge his skills as a paramedic... but proffesionally he carried himself very well. He always checked his equipment, he always treated his patients with respect and he never got pissed off about the end of the shift long distance transfers we always got. In fact we did more transfers than 9-1-1s and he was always understanding of that... he would sometimes say that he needed it more than the 9-1-1s to get more experience in doing the tasks of a medic. If anything I would be the one asking why he dosnt get more 9-1-1s. So yes, while I feel there is only so much one can accomplish at the age of 18 or 19... the only way anyone is going to get experience is by doing it.

I have never intentionally falsified a doccument and do not plan to start. When it comes to PCRs I have been asked by higher ups who review them to do so. For a company whos very stingy when it comes to paperwork Im surprised. For instance under medical nessescity if they felt that I did not put one they feel medicare will accept and pay for (patient had a minor 3/10 toothache for the past 10 minutes)... they will ask me to change it to something like severe toothache, possible/questionable MI? Of course I will always refuse even a supervisors request to alter the truth in my doccumentation... and if they dare take disciplinary action, well again they are telling me to falsify a legal doccument. In other instances if the patient walked to the stretcher they have asked me to change that as well because more often than not medicare will not pay for an ambulance if the patient can walk around on their own. Again I will refuse to ever alter the truth. In terms of check sheets... all cabinets are stocked and sealed. The drugs that we can administer at the BLS level are also sealed in a container and then sealed in a cabinet. Each seal has a serial number on it with the person who sealed its initials and the soonest applicable expiration date. This information is also kept in a log book in which the supervisor must sign for each seal taken out. So, if I do a check sheet I simply have to check my O2 levels, lights, sirens and radios and make sure that all of the seals are intact. Any equipment/supplies that are found to be missing from a sealed compartment falls upon the last person who sealed it. At the volunteer level, check sheets are usually done by an officer, engineer or paid driver on a regular or daily basis. If I come in to stay for the day, be it bad weather or an event Ill check over the rig and make sure I have enough of what I need to be on the road for at least 3 or 4 serious runs.

Yup your right again idiot... no one here has ever worked with, dated, married or spent time with any minorities. And since its only specific to African Americans that must make you the racist. Also I want to add that quite a few of my supervisors are latino/latina and one is gay... LEARN TO FU%ING READ!!!!

You know something... reading some of these questions I cant help but wonder the relevance. Yes there are employees of different ethnic backrounds in my work place and I respect them 100% for that. I only judge co-workers based on work performance and team work performance. Hey crotch... show me some damn facts that not having minorities in the work place is automatically racist. And PROVE to me that because someone has not dated or married someone of a different ethnic backround is racist. FYI Im Irish American, I have dated 2 African Americans, and an Asian American. By the way, Im married to a Mexican American. But if you really want facts... show me facts that ALL companies without minorities employed and ALL people who havnt dated or married minorities are in fact racist. (edit): Oh yes by the way Im straight.... and have worked with and gone to school with several homosexual males. I respect them all fully for their choices. This by the way has been at municipal, private and volunteer levels as well as other non-fire/ems related jobs. I will never deny that discrimination still exists in the work place. But I have never personally seen or experienced it.

This has got to be the funniest piece of crap I have ever read.

Yes your standing up for gay rights by saying they have none because of black and white print. I for one do not discriminate at all against homosexuals FYI before you try and redirect any blame or accusations.

While I may have my terms mixed up your also saying that gays have no rights... and that discrimination does not cover hiring and firing... which have been proven otherwise.

I think the point of the survey would be to get their thoughts on either candidate... not say your going to hire them and change your mind. If you feed them something like "we arnt going to hire them because..." will give you a completley different response than if you just say your going to hire them. I am begining to feel more and more that you are quite a biggot.

Hey bushy thats pretty cool, the snorkel on the ambulance... is the patient compartment watertight up to a certain depth? I know generally that most vehicles arnt watertight in the passenger compartment.

THIS JUST IN HOT OFF THE PRESSES!!! For a second time!!! Ill pick up the phone once you start reading. http://www.eeoc.gov/abouteeo/overview_practices.html Under Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act (ADA), and the Age Discrimination in Employment Act (ADEA), it is illegal to discriminate in any aspect of employment, including: hiring and firing; compensation, assignment, or classification of employees; transfer, promotion, layoff, or recall; job advertisements; recruitment; testing; use of company facilities; training and apprenticeship programs; fringe benefits; pay, retirement plans, and disability leave; or other terms and conditions of employment. Discriminatory practices under these laws also include: harassment on the basis of race, color, religion, sex, national origin, disability, or age; retaliation against an individual for filing a charge of discrimination, participating in an investigation, or opposing discriminatory practices; employment decisions based on stereotypes or assumptions about the abilities, traits, or performance of individuals of a certain sex, race, age, religion, or ethnic group, or individuals with disabilities; and denying employment opportunities to a person because of marriage to, or association with, an individual of a particular race, religion, national origin, or an individual with a disabilityTitle VII also prohibits discrimination because of participation in schools or places of worship associated with a particular racial, ethnic, or religious group. Employers are required to post notices to all employees advising them of their rights under the laws EEOC enforces and their right to be free from retaliation. Such notices must be accessible, as needed, to persons with visual or other disabilities that affect reading. Note: Many states and municipalities also have enacted protections against discrimination and harassment based on sexual orientation, status as a parent, marital status and political affiliation. For information, please contact the EEOC District Office nearest you

Additionally if you read this page... sexual harrasment falls under sex based discrimination. Thus showing that Sexual Discrimination is merley a blanket term, it does in no way imply it is soley based on gender if you read through the sexual harrasment section... wich I have now posted twice. http://www.eeoc.gov/types/sex.html Sex-Based Discrimination Title VII of the Civil Rights Act of 1964 protects individuals against employment discrimination on the basis of sex as well as race, color, national origin, and religion. Title VII applies to employers with 15 or more employees, including state and local governments. It also applies to employment agencies and to labor organizations, as well as to the federal government. It is unlawful to discriminate against any employee or applicant for employment because of his/her sex in regard to hiring, termination, promotion, compensation, job training, or any other term, condition, or privilege of employment. Title VII also prohibits employment decisions based on stereotypes and assumptions about abilities, traits, or the performance of individuals on the basis of sex. Title VII prohibits both intentional discrimination and neutral job policies that disproportionately exclude individuals on the basis of sex and that are not job related. Title VII's prohibitions against sex-based discrimination also cover: Sexual Harassment This includes practices ranging from direct requests for sexual favors to workplace conditions that create a hostile environment for persons of either gender, including same sex harassment. http://www.eeoc.gov/types/sexual_harassment.html Pregnancy Based Discrimination Title VII was amended by the Pregnancy Discrimination Act, which prohibits discrimination on the basis of pregnancy, childbirth and related medical conditions. The Equal Pay Act of 1963 requires that men and women be given equal pay for equal work in the same establishment. The jobs need not be identical, but they must be substantially equal. Title VII also prohibits compensation discrimination on the basis of sex. Unlike the Equal Pay Act, however, Title VII does not require that the claimant's job be substantially equal to that of a higher paid person of the opposite sex or require the claimant to work in the same establishment. It is also unlawful to retaliate against an individual for opposing employment practices that discriminate based on sex or for filing a discrimination charge, testifying, or participating in any way in an investigation, proceeding, or litigation under Title VII.

Harrassing someone based on their sexuality is regarding SEXUAL NATURE!

If you read anything on that website, particularly under the sexual harrasment page... sex is a blanket term not refering soley to gender.

Ok first and foremost your talking about two different things yourself... its not just me. We are both talking about on the job as well as hiring. Secondly... who the hell said that it is physical only? Sexual harrasment can be verbal as well! Oh and uh, I believe being gender biased in the work place is ALSO discrimination. For the second time: http://www.eeoc.gov/types/sexual_harassment.html Sexual Harassment Sexual harassment is a form of sex discrimination that violates Title VII of the Civil Rights Act of 1964. Title VII applies to employers with 15 or more employees, including state and local governments. It also applies to employment agencies and to labor organizations, as well as to the federal government. Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when this conduct explicitly or implicitly affects an individual's employment, unreasonably interferes with an individual's work performance, or creates an intimidating, hostile, or offensive work environment. Sexual harassment can occur in a variety of circumstances, including but not limited to the following: *The victim as well as the harasser may be a woman or a man. The victim does not have to be of the opposite sex. *The harasser can be the victim's supervisor, an agent of the employer, a supervisor in another area, a co-worker, or a non-employee. *The victim does not have to be the person harassed but could be anyone affected by the offensive conduct. *Unlawful sexual harassment may occur without economic injury to or discharge of the victim. *The harasser's conduct must be unwelcome. It is helpful for the victim to inform the harasser directly that the conduct is unwelcome and must stop. The victim should use any employer complaint mechanism or grievance system available. When investigating allegations of sexual harassment, EEOC looks at the whole record: the circumstances, such as the nature of the sexual advances, and the context in which the alleged incidents occurred. A determination on the allegations is made from the facts on a case-by-case basis. Prevention is the best tool to eliminate sexual harassment in the workplace. Employers are encouraged to take steps necessary to prevent sexual harassment from occurring. They should clearly communicate to employees that sexual harassment will not be tolerated. They can do so by providing sexual harassment training to their employees and by establishing an effective complaint or grievance process and taking immediate and appropriate action when an employee complains. It is also unlawful to retaliate against an individual for opposing employment practices that discriminate based on sex or for filing a discrimination charge, testifying, or participating in any way in an investigation, proceeding, or litigation under Title VII. ~~~~~~~~~~~~~~~~~~~~~~~~~~~ Oh and by the way.... gays have no rights or protection in the hiring/firing process? http://www.eeoc.gov/abouteeo/overview_practices.html Under Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act (ADA), and the Age Discrimination in Employment Act (ADEA), it is illegal to discriminate in any aspect of employment, including: hiring and firing; compensation, assignment, or classification of employees; transfer, promotion, layoff, or recall; job advertisements; recruitment; testing; use of company facilities; training and apprenticeship programs; fringe benefits; pay, retirement plans, and disability leave; or other terms and conditions of employment. Discriminatory practices under these laws also include: harassment on the basis of race, color, religion, sex, national origin, disability, or age; retaliation against an individual for filing a charge of discrimination, participating in an investigation, or opposing discriminatory practices; employment decisions based on stereotypes or assumptions about the abilities, traits, or performance of individuals of a certain sex, race, age, religion, or ethnic group, or individuals with disabilities; and denying employment opportunities to a person because of marriage to, or association with, an individual of a particular race, religion, national origin, or an individual with a disability. Title VII also prohibits discrimination because of participation in schools or places of worship associated with a particular racial, ethnic, or religious group. Employers are required to post notices to all employees advising them of their rights under the laws EEOC enforces and their right to be free from retaliation. Such notices must be accessible, as needed, to persons with visual or other disabilities that affect reading. Note: Many states and municipalities also have enacted protections against discrimination and harassment based on sexual orientation, status as a parent, marital status and political affiliation. For information, please contact the EEOC District Office nearest you.

Doc your repetative use of the word poll offends me. Never have I heard such vulgar use of words nor such redunancy. I order you to attend senstivity counsiling as you are offending me on grounds of sexual harrasment... and racism. Why must you continue to talk about and compare polls?

I am completley failing to see your theory on homosexuals having no protection. If someone gets fired for being a minority and someone gets fired for being homosexual they will both have to prove thats the case. THEY BOTH HAVE RIGHTS!!! Its a matter of proof. Lack of evidence does not mean that the rights go out the window.

Ummm :?: :?: :?: ok its not back tracking by any means... just like homosexuals have no rights even though any form of harrasment regarding sex or sexuality is sexual discrimination?

Your kidding right? Why start a whole new thread... here are your exact words from homosexual discrimination post! So your origianl thread was first about homosexuals being discriminated against, then it wasnt about sexuality at all... then it evolved into equal oppurtunity employment. Maybe, we should just have ONE thread, covering work place discrimination?

At least I would be breaking down in style... while simultaneously giving my ETOHs and psychs more head and stomach problems! :twisted: :twisted: :twisted:

I dont know the statistics but I believe there are more men active on this site than women... that being said there is no reason someone would lie in the above poll since that part is anonymous. Additionally... it would still apply to hetero women working with homo women.