Dispute over Suit Sizing Leads to Unjust Dismissal Ruling

A volunteer support officer for a fire service was dismissed after a dispute with a female firefighter regarding the sizing of a firefighting suit. The incident, which occurred following a house fire in June 2024, prompted several brigade members to express their discontent with the officer’s handling of the situation. They described the officer, Crawford Morris, as inflexible and abrasive, ultimately leading to his dismissal. However, the Employment Relations Authority (ERA) later ruled that his termination was unjustified, though it reduced the compensation awarded due to his contribution to the events.

The ERA’s decision has sparked disappointment within Fire and Emergency NZ, which has faced criticism for previously failing to act on inappropriate behavior within its ranks. A spokesperson for the organization emphasized ongoing efforts to create a safe and inclusive environment for all personnel, both paid and volunteer.

Morris, who had over 20 years of frontline experience before becoming a volunteer support officer, was summarily dismissed in April 2024 after a drawn-out investigation and a period of paid leave. He contended that his dismissal lacked sufficient justification, arguing that the process leading to his termination was procedurally flawed. He sought both reinstatement and compensation for what he described as an unjust dismissal.

Fire and Emergency NZ maintained that the process was fair and aligned with their good faith obligations. They argued that the suspension of Morris was warranted and that an independent investigation confirmed grounds for his dismissal.

The issues began in 2014 when Morris took on the role of one of three volunteer support officers servicing the West Coast area from Greymouth. His responsibilities included liaising with eight volunteer brigades. Tensions arose when he allegedly made dismissive comments regarding female firefighters’ capabilities during an introductory meeting, stating, “While females are not the strongest members on the ground, women brought a softer aspect and excelled in other areas.” These comments, although not formally complained about at the time, raised concerns among brigade members, including the only female volunteer.

The incident involving the suit occurred late one evening after the firefighter’s brigade responded to a house fire. Morris was responsible for distributing new firefighting suits and equipment. A sizing issue with the female firefighter’s suit led to a heated exchange, during which she felt Morris was unyielding. The following week, when the two met alone, the firefighter expressed her discomfort and sought support from her partner, the brigade’s chief fire officer.

Morris denied the allegations, claiming the accusations of being “dismissive and aggressive” were misleading. He later acknowledged that a misunderstanding had occurred and apologized for any offense caused. However, concerns about his behavior were documented in emails from the chief fire officer to Myles Taylor, the district manager, who reported that brigade members felt “baited and antagonized” by Morris.

An independent investigation was initiated by FairWay, which found that Fire and Emergency NZ had not adequately sought Morris’s perspective prior to the decision for an independent inquiry. In June 2024, Morris received a letter indicating that if the allegations were substantiated, they would constitute serious misconduct. Following this, a proposal was made to suspend him while the investigation was underway. Despite opposing the suspension, Morris agreed to a period of paid leave for personal reasons.

The ERA’s member, David Beck, determined that Morris’s conduct did not meet the threshold for serious misconduct. Instead, it fell under an “emerging performance issue” related to his communication style. Beck stated that the situation should have been managed through a performance plan rather than dismissal.

While Morris applied for interim reinstatement in April 2024, Beck concluded that the relationship had deteriorated too significantly, resulting in a lack of trust. Ultimately, Fire and Emergency NZ was ordered to pay Morris $25,000 in compensation for the unjustified dismissal, with the amount reduced by 20% due to his contribution to the situation.

Morris declined to comment following the ERA’s decision, while Fire and Emergency NZ affirmed its commitment to maintaining high standards of conduct and behavior among its staff. This case highlights ongoing concerns about workplace culture and the handling of interpersonal conflicts within emergency services.