Fire-&-Safety-The-Capstone-Way

Customers Members do this by adopting the following Guiding Principles: We are committed to provide fire and life safety solutions with highly qualified management personnel, trained professional Firefighters, and specialized equipment. We believe that the clients are the reason for our presence. We will foster and sustain the trust of our clients, and will protect that confidence through our attitude, conduct, and actions. We solve our clients’ unique needs in a collaborative, cost effective and responsive manner. We will strive for excellence in everything we do. We will serve our clients with honesty, fairness, and integrity. We will pursue safe, effective, timely and economical solutions. We will provide professional, skilled and courteous customer service at all times. We will be sensitive to the diverse and changing needs of our clients. DISCIPLINE Disciplinary actions should be corrective, progressive and lawful. Some companies define authority as a measure of how much you can punish somebody or how much pain you can inflict on a person who has misbehaved or is determined to be out of step with the company. Fortunately, this is not the definition "Webster" or the Capstone Fire Management subscribes to. There is no doubt that in the work environment, some people may periodically require punishment to modify their behavior. This, however, is not the principal measure of authority. Authority is much more dynamic and complex than that. In fact, authority is recognized as "the ability to influence a person's behavior or performance without the apparent exertion of force". It has become evident in our Company that the amount of respect a particular leader and/or supervisor is able to gain and sustain from the members is directly proportionate to his/her ability to understand and balance the issues of authority, influence and leadership when carrying out his/her responsibilities and performing within his/her designated roles. Our system recognizes that people are not "loose leaf" as are procedures, and people may not be as easy to revise as a policy. If we seriously damage the spirit of a member at any level of the company, we may never get his/her commitment back. People have feelings, and their feelings must be taken into consideration when making decisions on their employment status. On the other hand, members must not mistake or misinterpret this compassionate, empathetic

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