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QUESTION

What is the policy for assessing Department of Correction (DOC) staff absence over 40 days?

3:38:55

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107 sec

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The Department of Correction Commissioners discuss a new policy for evaluating officer absences exceeding 40 days due to chronic absenteeism.

Acknowledges the new policy addressing staff absences beyond 40 days.
Reveals an average of 29.3 sick or other absence days per officer, indicating an issue of chronic absenteeism.
Expresses concern for officer well-being and the difficult nature of their job.
Emphasizes efforts to provide officers with necessary health, assistance, and wellness support.

Lincoln Restler

3:38:55

I'd like to just circle back on one item that the chair raised, which was, I believe, commissioner, you testified that when somebody is out for non vacation reasons for 40 days.

3:39:06

That's when you take a look at whether you need to assess whether they can continue to stay on the DFC workforce or further invest, you know, what the you you look at their individual case further when the officer is out more than 40 days.

3:39:21

Is that right?

3:39:21

Is that what I heard

Juanita Holmes

3:39:22

you say?

Lynelle Maginley-Liddie

3:39:22

There's a there's a new policy, but there there are several things with respect to that policy, but yes.

Lincoln Restler

3:39:27

Because the thing that was really disconcerting to me in the PMMR is that this year, DOC is on average that every officer is supposed is gets is slated to be at on average 29.3 days.

3:39:42

So missing a full month of of work for sick or other issues, that's a lot of time that we're losing, that officers should be shown up to their job, that they're not.

3:39:54

So The fact that you're saying that 40 days, it's it's an alarm that you start to do a further analysis if if action needs to be taken, and that 29.3 days is the average for your entire workforce, it strikes me that we continue to have a very serious issue of chronic absenteeism.

3:40:10

And I know this has been a priority predecessor, I hope it continues to be a priority for you.

3:40:14

We have to get this under control.

Lynelle Maginley-Liddie

3:40:15

I actually managed the I actually oversaw the management of the health management division.

3:40:20

Beginning spring of 2022, and it is it is a concern of mine, also to make sure that staff are well.

3:40:27

Right?

3:40:28

It's a difficult job.

3:40:30

They work extremely hard.

Lincoln Restler

3:40:31

Absolutely.

Lynelle Maginley-Liddie

3:40:32

And so we are ensuring that our staff get the assistance and the care and wellness that they need to do their jobs and do it effectively.

Lincoln Restler

3:40:40

I appreciate that, and I share very much that sentiment.

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