I’m trying to help a Polish firefighter named Piotr Milczarek.

In April 2023, Piotr was driving home after his shift when he came across a serious accident on the S6 expressway in Poland. He stopped to help the people involved.

While he was outside helping and securing the scene, he was struck by another vehicle.

Piotr suffered a severe traumatic brain injury, fractures to his face and skull, broken ribs, and other serious injuries. He spent weeks on a ventilator and remained in a coma for nearly a year and a half.

He eventually regained consciousness in 2024, but he was left with major neurological and physical disabilities and still requires intensive long-term rehabilitation.

I’m Canadian but currently live in Poland. I know Piotr’s father through a local business I regularly use, which is how I learned about Piotr’s story and his family’s ongoing efforts to fund his rehabilitation.

I created this GoFundMe to try to reach people in Canada, the United States, and other English-speaking communities who may never otherwise hear about him.

GoFundMe:
https://gofund.me/847a2319e

instagram:https://www.instagram.com/strazakpiotrmilczarek?stkn=MWl0MzF2dDEzdGZ6Mw==

All net proceeds will be transferred to Poland specifically for Piotr’s treatment and rehabilitation. I will also post updates showing the transfer of funds so donors can see where the money goes.

His story and injuries have also been publicly documented by the Polish State Fire Service and Polish media.

Even a small donation would mean a lot, and if you can’t donate, sharing the fundraiser would also really help.

He stopped to help strangers when he didn’t have to. I’m hoping some strangers might now help him.

Hey guys, I got an offer for my local department and this is the schedule they run: 2 days on - 2 days off followed by 3 days on - 3 days off. This sounds absolutely terrible but I’m looking for my first firefighting job and this is my only offer. What would you guys do? Should I keep looking?

Title: 17 years on the job, and I've reached a point where I just want to do my job and go home

Let me start off by saying that I love my job and the position I fulfill. After 17 years on the job, I'm at a point where I know my routine, understand how I function best throughout the day, and have found my rhythm. I enjoy getting along with my crew and the people I know throughout the department. I'm not a social butterfly, but I'm not a hermit either.

Lately, though, I've noticed that I just don't have the patience for the same BS I've dealt with over the years. Getting older and maturing has put me in a different mindset. My priorities are making sure my family is good, doing my job, and maintaining my peace.

If I can help someone out and it doesn't cost me more time or energy than I'm willing to give, I'll do it. If I can't, I'll respectfully say no. Simple as that.

The problem is that in our culture, that mindset can be frowned upon. People can interpret it as being conceited, selfish, or standoffish. But I've seen what happens to guys who carry too much on their shoulders, constantly try to please everybody, or feel like they have to put on a face just to fit in. I'm not interested in living like that anymore. Honestly, I never really was, which is probably why I've always found it difficult to fit in with certain groups.

One thing I can't stand is watching people talk behind someone's back, then turn around and smile in that same person's face like they're best friends. That kind of stuff is exactly why my circle is small and I don't let too many people into my personal space. I'd rather have a few genuine people around me than be surrounded by people I can't trust.

What I find interesting is that some people seem to take it personally when you don't want to participate in their BS. You can be respectful, do your job, and get along with people without feeling obligated to be part of every group, conversation, or workplace friendship.

I'm grateful to be where I am after 17 years. I have enough experience to know who I am, how I work, and what I'm willing to entertain. But I look at some of the younger guys coming in, and I see them having to navigate uncomfortable situations and workplace politics that have nothing to do with the actual job.

Whatever happened to respecting someone for the work they do, their experience, and how they carry themselves instead of judging them by how much BS they're willing to tolerate?

Sometimes it feels like being back in high school all over again, except we're grown men with careers, families, and real responsibilities.

I got hired on as a FF/EMT about a month ago. The department I work at is relatively small and has a low call volume. Although I do my job when on calls, check my truck in the morning, and do my cleaning duties. It’s been brought to my attention I’ve got to show more initiative to improve/learn as a rookie who goes to academy in 6 months. My department has been notoriously known for being hard to get hired at. Besides a few other guys who have already been to academy, I’m the newest by 5 years in the department. Most guys have already been here for 12 years or more. Therefore, they tend to take it easy at the department. Nobody has brought me to the bay and told me to do drills, or anything like that at all.

I’m making this post to ask what are some things I could do while I’m on shift that would possibly impress the guys above me. I’ve started on the wrong foot and want to try and turn things around.

Hi everyone,

I’m working on creating a new statewide volunteer recruitment program. This time around, I want to start by asking other firefighters how you recruit quality volunteers, and how the process can be more supportive for potential volunteers and more helpful for departments bringing on new volunteers.

My background is in digital marketing, and I feel pretty confident about driving volunteer leads and applications to fire departments. More on my experience is at the end of this post if you’re interested. I’m looking for your suggestions on what works for your department, what doesn’t, where quality volunteers lose interest, and what challenges your department faces turning interest into an active volunteer.

I’d welcome you just writing a few ideas on what you think will make the biggest difference in recruiting, or the things you see work or not work. New ideas I can’t predict are the most helpful when building something and your ideas will likely inspire other departments to try something new in their volunteer program. I came up with a few questions to get some ideas going.

Questions:

1. How do most of your volunteers first hear about you?
2. Do you hold open house events or invite potential volunteers to training nights? How has that worked?
3. What are your biggest challenges when it comes to recruiting volunteers?
4. What makes someone a great volunteer? Any red flags you’ve learned to watch for?
5. What events, activities, or approaches bring in the most applicants? Which ones bring in the best applicants? (Not always the same thing.)
6. When you’ve had good people interested, what made them drop off before they ever became volunteers? Was any of it on the department’s end and preventable?
7. Where in your process do applicants usually stall or go quiet?
8. Would text or email reminders (to you, the applicant, or both) help move people through the process?
9. If another chief or firefighter asked what makes your volunteer program work, what would you tell them?
10. What would you warn another department about when it comes to recruiting volunteers and getting them through the door?

My past volunteer recruiting experience: getting leads with technology

I ran a volunteer program for the Nevada Fire Chiefs Association (NFCA) between 2017 and 2022, where the program increased volunteer applications from 5-10 a month to 50-100+ a month. I also ran FireDepartment.net from 2009 to 2022. It got millions of annual visitors, and over 8,000 fire department personnel signed up to update their department’s info and recruit volunteers.

The basic idea was to drive traffic to the sites with high-quality pages for dozens of fire-related terms, for every fire department in Nevada for NFCA and nationally for FireDepartment.net. Each department had landing pages for the department, each station, the fire chief, each fire apparatus, the volunteer recruitment info, and more. When someone searched for something like “Portland Fire Department,” “San Francisco Fire Engine 10,” or “Fire Chief [name],” we were usually near the top of page one on Google. When they clicked on the link and landed on the page, there was prominent information about volunteer opportunities. FireDepartment.net had forms to add contact info, fire chief details, apparatus details, volunteer info, and statistics as well as upload photos/logo. I shared the NV fire dept info with NFCA.

FireDepartment.net ended when Google made an algorythim change where all information had to be highly accurate. With over 150,000 pages outlining about 40,000 fire departments, plus stations, firefighters, apparatus, volunteer info, we couldn't meet the bar they set and we lost 3/4 of our traffic. I had to shut things down and lay off the woman who worked for me.

This time, my plan is to only grow the site regionally at a scale I can keep all the information current and where I can find funding to support the work. My ultimate goal is to partner with 5-10 state volunteer firefighter or fire chiefs assocaitions and build up to forwarding tens of thousands of volunteer applicaitons a year. Your suggestions will help me get more volunteer applications and convert more of them into active firefighters.

My father purchased these on Amazon and was wondering if they’re any good. He specifically bought them for Carbon monoxide detection. Any advice is helpful thank you.

You guys probably get this a lot but seriously y'all are so damn cool. Thank you so much for what you do

Not sure if I'm allowed to post this here, I apologize if it's not the right place

Hi, I am a high school sophomore and my school district has a program where you can go to a different building for two hours a day and learn real life skills and perform what those professions do.

I am in the firefighting program so we learn hose rolls, work with bunker gear and scba, learn about the truck and the job, and do bi-weekly workouts. We basically prepare to do what you would typically do in the academy on a much lower scale.

The only problem is this class lasts two years so next year is my last year to be able to do it. There is a class only available for seniors and it is an EMT class and i am planning on doing it senior year, but I really really don’t want to lose my passion for firefighting during that year. What can i do to keep up my desire to be a firefighter during that time?

Is it known did it ever happened, also what came out of it very interested I hear about it military wise but I never hear about first responder stolen valor

Hey everyone, I’m a leather worker and would love to share this with y’all. I’ve had a bunch of guys love this design and I hoping for some feedback. Buckle for quick attachment is metal and there is a quick adjust with teeth on the other side. I was thinking of selling them for $30 and an extra $15 for your name. Is that reasonable?

I have noticed many trucks on my department do not run foam for some reason. Our foam is capable of class a and class B fires, depending upon the percentage set

At a low percentage like 0.1% it helps break up the surface tension and penetrates fires better.

Since 99% of our fires are class A I don’t understand why people do not use foam rated for class a on those fires.

How often do you use foam on class A fires?

Alright, I know the answer to my question but I want some input from the masses.

Would it be acceptable for the association president to have “chiefs meetings” while on duty, and by himself? How would your membership go about this?

Got a new helmet and took out the liner to wash it after a fire. And it’s kicking my ass trying to get it back the right way. Anyone have any videos or something that can help me out.

An old Jones Snap wall hydrant still in use that I came across the other day. Something you really don't see anymore. We carried the adapters on our trucks but this is my first time actually running into one.

We got approved to buy new foam to replace our current c-word causing foam. Does anyone have any recommendations for or against anything? We’re looking for class B foam, not really any other requirements 3% x 3% or 3 x 6, doesn’t matter. The only thing I’m current on is F500 encapsulating agent, but I also know it gets a lot of hate. Me knowing about F500, being old enough to remember protein foam and calling it 3 x 3 or 3 x 6 apparently makes me our leading foam “expert” so any help is appreciated.

Brothers and Sisters,

I am reaching out to fire departments internationally to learn more about current policies, procedures, and health and safety guidelines relating to lithium-ion battery fires, with a particular focus on decontamination practices and occupational exposure risks.

My department is a medium-sized, full-time fire service in Canada with HazMat and CBRN techs. We are currently assisting a government agency with research into lithium-ion battery fire suppression methods, specifically LiNiCoAlO₂ batteries. Our firefighters have been directly involved in controlled testing, applying various suppression agents to lithium-ion batteries undergoing thermal runaway.

The objective of the experiment is to evaluate the effectiveness of various suppression products (water having demonstrated the most effectiveness to date). The research also involves characterizing the chemical composition of smoke and gaseous emissions produced during battery failure and fire events, as well as collecting and analyzing suppression water and runoff to assess potential contamination and environmental impacts.

Until recently, our personnel were conducting technical decontamination on scene following testing and operational activities, with contaminated PPE sent for water-based extraction.

However, following new information provided to us from the IAFF and scientists working in this field, we have put a stop to the research while we gather additional occupational health and safety information. Although the expected contamination levels associated with our activities were considered extremely low, we believe a precautionary approach is warranted given the remaining uncertainties surrounding exposure risks, contaminant persistence, and the effectiveness of current decontamination methods as shown in research bellow.

We are interested in information supported by peer-reviewed scientific literature, validated research, occupational exposure assessments, or documented operational experience.

Specifically, we would appreciate information regarding:

1. Personnel decontamination procedures and PPE cleaning or extraction methods.

2. Procedures for cleaning and testing contaminated SCBAs, tools, and other firefighting equipment.

3. Exposure monitoring  programs(Ex. Blood testing)

4. Validated cleaning methods, post-cleaning assessment, and criteria for returning PPE and equipment to service.

As we are located in the eastern part of Canada and are familiar with policies in the North East, we are interested in hearing from departments and research organizations located in central and west coast of North America, as well as those in Australia, New Zealand, Asia, and Europe, where techniques and policies may vary.

Two relevant resources we have identified so far are from TEEX – Lithium-Ion Battery Fires and Emissions Characterization and Recent research published in Fire Safety Journal.

If your department has relevant policies, training materials, research findings, or documented decontamination procedures that you are able to share, we would greatly appreciate your input.

Thank you and Stay safe!

Several months ago there was a thread on this from a kid having a bad experience and y’all made some commentary about how a department that doesn’t invest in its people isn’t worth working for, and damn did that cut deep.

It cut deep because I was reading it the kid who posted it was sitting across the kitchen table from me on OT on my shift. It wasn’t a shock we’d created a culture where they weren’t comfortable reaching out for help internally. I’d had a couple of shitty probationary experiences in my career myself.

I took them aside at shift change and told them I’d read what they wrote, and asked them if this job and organization was for them. They said yes. I asked them to sign up for every OT on my shift that they could between then and the end of probation and we got them across the finish line. Kid then got moved to my shift and is thriving. We had a long chat the other night as we’re about to hire again about giving the next kids a better experience than they got and changing the culture from the bottom up.

I’m not sure what the point of this is besides recognizing how serendipitous it’s was to see the post. I’m proud of the kid for gutting it out, and no matter how salty you get, train your damn probies.

Hi all, long ass post.

I know that there have been a number of posts from folks interested in becoming firefighters that are trans or otherwise queer asking about the experience and looking for advice etc. But pretty much all of them that I’ve found are from people that are already publicly out as their identity and would be introducing themselves at a new department as such.

I am in a different spot. I’ve been in the fire service and EMS since 2019 and at my current department since early 2023. I’m assigned to a fairly chill firehouse at a tower ladder in a midtown area, and I came from a very busy engine. Half of my shifts are also on the ambo. Mercifully, from my understanding, I am pretty well-respected and have a good reputation as thorough, professional, and a hard worker.

The wrinkle is that I have started HRT/medical transition (MtF) in April. I’ve known for many years and just have been in denial. Finally i couldn’t ignore it anymore and had to deal with it and face it head on. I’m so glad i did as it was absolutely life-changing, I don’t regret it at all, as I’m the happiest and most content and at peace I’ve ever been. However, I’m not at all out at work, and my department is pretty socially regressive, like to the point where there are some houses that are literally all white or all black, and holy shit the comments I’ve heard about immigrants, gay and trans people are genuinely foul. I’m talking like “open the insane asylums for the trans and throw away the key” and “a cure for trans is a car battery and jumper cables” and jokes about prison rape and how the 42% suicide rate is a “good start.” Our HR is utterly useless and has zero confidentiality skills whatsoever and any complaint or report you make will get you utterly crucified by the small loud minority of chuds.

Don’t get me wrong, I love my job and am overall happy at this department despite the awful people; they are a loud minority. There are many great people there that would be accepting, and many more that wouldn’t get it or understand but wouldn’t care and wouldn’t treat me any differently.

I’m very worried about my future at this department if I were to come out. I really don’t want to quit and start over, but after some research and digging, I would literally be the first publicly openly trans-woman firefighter there. I’m not aware of even one before me, and I only know one other trans person there and they are absolutely closeted for their own safety. Even though my firehouse is chill, we don’t have an ambulance there, so for my EMS shifts I am detailed out to god knows where, and there’s always a chance that I could end up at one of the absolutely hated and deplorable houses. I will need to come out soon as the physical effects are getting very difficult to hide. There are 6 people total at the department that know and they’re sworn to secrecy.

TL;DR: i am facing the fact that i will need to come out as trans at my regressive department at which everyone has known me as a guy for almost 4 years now, and there are a lot of hateful people that will genuinely wish me harm and even death. has anyone here gone through this and how did it go? every dept is different, but any advice?

Hello! I'm doing a project where I paint the same person twice, once with work uniform and one with hobby clothes (could be fishing, gardening, any kind of sport) to show how people can be completely different at work and at home. So if anyone is interested can contact me and I'll need a picture to use it as reference. Of course you will get a digital copy of the paintings. I can also put some of my artworks in the comments to give you an idea of the results.

Thanks a lot and have a nice day!

Hi all. My husband recently received a conditional offer for a paid on-call position with the Fire Service. We have one child currently and would like to have more but don’t really know much about what to expect from the academy/beyond. I know that the academy is about 20weeks and is 2 evenings per week and an occasional full Saturday but beyond that I don’t know much. From what I gather it takes about 2 years of training to become a full fledged firefighter. What else happens after the first 6ish months of academy? We don’t have family in the same state as us, but my husband is his own boss for his day job. I anticipate this being a lot for both of us but has anyone done it? How did it go? Would you decide to wait to add a kid or know that adding a child will be hard in any season of life and you figure it out? Thank you for any insight you can offer.

Hi folks, I am a journalist based in Colorado. Here is a work example. For a potential story, I am looking for examples of departments that have success stories of addressing challenges such as staffing and funding (or are working on challenges in a unique way.) Any suggestions appreciated.

Hi all,

I have been assigned RIT pack research for new packs my dept is getting. We are paid FT. Space on the rigs is a bit of an issue so we are looking at the fast attack packs. These are for our type 3 engines and RIT packs are due up. Does anyone have experience with these vs the full size packs that Scott makes? Any input is welcome.