►
Description
Docket #0503 - Hearing regarding access to wellness programs for first responders
C
C
Good,
so
we're
gonna
bang
in
the
meeting
today
we're
having
an
order
for
a
hearing
on
docket
zero,
five,
zero.
Three
and
today
is
friday
december
11
2020,
and
my
name
is
city
councilor,
large,
michael
flaherty,
I'm
the
vice
chair
of
the
boston
city
council
committee,
on
public
safety
and
criminal
justice
and
standing
in
on
behalf
of
our
colleague
city
council,
andrea
campbell,
who
is
the
chair,
and
we
are
here
today
to
discuss
docket
0503
order
for
hearing
regarding
access
to
wellness
programs
for
first
responders.
C
This
matter
was
sponsored
by
our
colleagues
city
council
at
large
anissa
asabi
george
was
referred
to
the
committee
on
march,
the
sixth
twenty
twenty.
Today's
virtual
hearing
is
being
held
in
accordance
with
governor
baker's
march
12
2020
executive
order,
modifying
certain
requirements
of
the
open
meeting
law
and
relieving
public
bodies
of
certain
requirements,
including
the
requirement
that
public
bodies
conduct
its
meetings
in
a
public
place
that
is
open
and
physically
accessible
to
the
public.
The
city
council
will
be
conducting
this
hearing
virtually
via
zoom.
C
This
enables
the
city
council
to
carry
out
its
responsibilities
while
adhering
to
public
health,
accommodations
and
ensuring
public
access
to
its
deliberations
through
adequate
alternative
means.
The
public
may
watch
this
meeting
live
stream
at
www.boston.gov
city
dash
council
dash
tv.
It
will
also
be
rebroadcast
at
a
later
date
on
comcast
8,
rcn82,
verizon
964,
and
it's
also
currently
being
streamed
at
boston.gov
city
council-tv.
C
We
will
take
public
testimony
at
the
end
of
the
hearing.
So
if
you
are
interested
in
testifying,
please
email,
ron.cob.cobb
boston.gov
for
the
zoom
link,
you
should
also
follow
along
on
live
stream,
and
we
will
announce
when
it's
your
turn
to
testify
and
then
admit
you
from
the
waiting
room.
Please
ensure
your
name
on.
The
zoom
reflects
the
name
that
you
have
signed
up
to
testify.
Under
with
that
said.
C
Today
we
are
joined
today
by
lieutenant
patrick
kalter,
emergency
medical
services,
lieutenant
patrick
hayes,
boston,
fire
department,
sergeant
joseph
king
of
the
boston
police
department,
dr
michael
hamrock,
a
former
firefighter
and
department
physician
for
the
boston
fire
department
who
now
provides
primary
care
to
massachusetts,
firefighters
at
steward,
st
elizabeth
hospital,
and
I
also
see
that
we're
the
great
fortunate
to
have
our
fire
commissioner
on
jack
dempsey.
So
it's
great
to
see
jack
and
I'll,
obviously,
as
courtesy
as
the
commission
will
allow
our
commissioner
to
to
begin
the
presentation
from
the
panel.
C
E
Thank
you
very
much,
mr
vice
chair.
I
filed
this
hearing
order
back
in
march
of
this
year
to
tackle
a
problem
that
is
of
a
particular
interest
to
me.
First
responders.
Our
police,
fire
and
ems
are
here
to
provide
aid
to
those
who
have
suffered
traumatic
events
and,
as
a
result,
are
also
the
first
to
witness
these
horrible
events.
E
For
many
psychological
and
physiological
reasons
continuously
witnessing
these
events
creates
a
particular
kind
of
stress
on
the
body
that
has
led
to
higher
rates
of
depression,
ptsd
and
ptsi
and
suicide
for
our
first
responders.
Everyone
deserves
access
to
mental
health
care
and
wellness
programs.
Some
improvements
were
made
after
the
boston
marathon,
but
there
are
still
many
more
that
we
could
do.
E
It
will
be
better
for
everyone
if
our
first
responders
are
getting
the
care
and
have
access
to
the
care
they
need,
so
they
can
give
us
as
a
city
all
that
we
need.
I
look
forward
to
today's
conversation
and
hearing
how
we
can
improve
both
mental
and
physical
health
support
for
our
first
responders,
and
I'm
grateful
for
everyone.
Who's
joined
us
today
for
this
panel
for
this
discussion.
E
C
F
Thank
you,
council
of
flaherty,
and
thank
you
to
councilor
sabi
george
for
filing
this.
This
order,
this
important
hearing
order
into
you,
council,
flaherty
for
cheering
it
with
this
pandemic,
still
raging
on
it's
important
that
we
ensure
that
our
first
responders
healthy,
both
physically
and
mentally.
F
So
I'm
glad
to
that
we're
having
this
conversation
even
before
covet
19,
our
first
responders
are
constantly
performing
under
stressful
situations
and
just
as
a
as
a
as
a
reference,
I
filed
a
similar
hearing
order
about
creating
a
health
registry
for
our
first
responders
so
that
we
can
track
keep
track
of
the
impact
of
covet
19
on
those
who
are
closest
to
it,
so
that
we
can
better
provide
the
services
needed
for
those
who
may
still
need
such
programs.
Medical,
mental
health
counseling
as
well.
F
Just
as
a
quick
example,
the
stress
that
our
first
responders
are
going
through
now
is
is
almost
like
a
deployment
in
the
military.
I
served
on
two
deployments
and-
and
let
me
tell
you
after
coming
home,
your
life
and
your
body
is
not
the
same,
so
we're
going
to
have
to
recognize
that
the
police,
the
fire
and
the
ems
have
done
an
exceptional
job
over
the
last
year
are
going
to
need
the
needed
care
and
for
their
families
as
well.
So
I
hope
we
can
also
have
a
conversation
later
on
about
a
health
record
history.
F
But
it's
meantime
thank
you,
counselor
sabi
george.
I
think
this
is
one
of
the
most
important
hearing
orders.
I
I
heard
that
we've
filed
all
year
and
it's
it's
it's
important-
that
we
make
sure
that
our
city
workers
that
are
there
for
us
all,
the
time
that
we
have
that
we're
there
for
them,
because
I
don't
think
at
times
society
has
been
there
for
our
city
workers,
especially
during
this
difficult
period
in
our
city
and
country.
F
A
Thank
you,
mr
chair.
I
also
want
to
thank
councillor
sabi
george,
for
calling
for
this
hearing
today.
I
think
that
we
in
so
many
ways
ask
our
front
line
workers,
and
especially
our
first
responders,
to
really
like
confront
all
of
the
hardest
moments
and
places
in
our
society,
and
I
don't
think
we
have
a
history
of
of
giving
enough
support,
especially
on
this
mental
health
side
and
it.
B
Thank
you
very
much,
mr
chairman.
Of
course,
I
too
would
like
to
add
my
voice
to
the
chorus
thank
you
maker,
counselor
sabi
george,
for
her
leadership
in
the
space,
proud
to
support
it
and
obviously
underscore
the
points
that
have
been
made
by
so
many
colleagues
and
that's,
we
know-
or
we
don't
know
directly,
but
we
can
certainly
understand
the
enormous
stress,
the
physical
emotional
mental
stress
that
our
police
officers,
our
firefighters,
our
emts,
our
paramedics
always
have
to
endure,
but
particularly
during
pandemic.
B
You
know
our
public
safety,
forward-facing
personnel
can't
work
remotely
during
this
time
and
they
have
done
an
exceptional
job.
So
we
want
to
make
sure
that
the
support
is
there
and
that
the
opportunities
are
there
and
the
purpose
of
hearings
like
this
is
just
to
check
in
convene
all
the
relevant
stakeholders
to
make
sure
that
we're
not
missing
anything
and,
from
our
point
of
view,
to
make
sure
that
the
funding
will
be
available
as
we
proceed
through
the
next
year,
particularly,
but
I
really
just
wanted
to
add
my
voice
and
support.
B
C
Thank
you,
council,
romelli
and,
as
counselors,
join
I'll,
make
sure
that
they
get
recognized
in
order.
So
with
that
and
obviously
through
the
lead
sponsor,
I
guess
I'm
going
to
turn
it
right
over
to
to
our
invited,
guest
and
I'll
start
with
our
esteemed
fire.
Commissioner,
jack
dempsey,
so
jackie,
you
could
take
the
floor
and
I
also
see
a
different
and
a
little
classmate
of
mine,
joe
king
here
as
well,
so
make
sure
we
get
joe
on
quickly
as
well.
So
with.
G
H
H
It's
it's
a
silent
illness
that
I
guess
we
could
put
it
that
way,
that
the
first
responders
are
we're
used
to
being
the
rescuers
and-
and
so
this
is
a
very
difficult
thing
to
deal
with
from
our
angle,
because
we're
used
to
rescuing
people
and
and
to
be
the
victim
is,
is
hard
for
guys
to
speak
up
and
and
look
for
help
on
this.
So
so
this
is
critical
that
we
have
the
support
from
you
and
and
and
that
we're
able
to
continue
with
this
program
for
all
our
people.
C
Down,
I
didn't
know
if
you
had
an
opening
statement
or
if
you
anything
from
your
perspective.
Obviously
your
your
in
your
in
your
position
as
a
lieutenant
in
the
fire
department
and
some
of
the
things
that
you
see
on
a
regular
basis,
I
think,
would
be
helpful
for
for
us.
As
a
council
I
mean
the
the
fire
department,
the
police
department
and
ems.
Our
first
responders
have
always
enjoyed
a
great
relationship
with
the
boston
city
council,
you're
out
there
on
a
day-to-day
basis.
C
We
see
you
out
there
you're
our
neighbors
you're,
our
coaches,
you're
at
the
local
charity,
events
and
volunteering,
and
so
it's
like
a
big
family
relationship
here.
So
we
appreciate
and
respect
the
work
that
you
do,
but
in
your
I
guess
in
your
formal
position
at
the
fighter
bomb,
you
see
things
that
that
I
think
we
need
to
to
know
and
learn
about
and
find
ways
to
to
better
service.
You,
as
as
your
counselors.
D
D
Also
in
the
past
year
and
a
half
we
trained
over
40
firefighters
as
recovery
coach,
they
took
a
five
day,
substance,
abuse
class
and
actually
a
couple
of
the
boston
police,
and
maybe
a
couple
of
ems
and
city
workers
took
the
class
with
us
at
our
office
at
dry
dock
gav.
So
we've
always
been
kind
of
on
the
forefront
of
trying
to
get
people
comfortable
to
talk
to
people
about
things.
We
also
have
a
couple
of
members
on
the
department
that
are
great
resources
for
us.
D
D
We
also
have
teamed
up
with
mcleans
and
I
have
to
give
credit
to
the
boston
police
peer
support
for
initiating
that
that
was,
they
took
down
after
the
marathon
bombing
and
really
were
on
the
front
line.
Getting
mental
health
and
subsidies
treatment
for
our
members,
so
the
boston
peer
support
unit
really
did
a
great
job
with
that
and
we
work
with
them
a
lot
at
admissions.
They
have
the
program,
the
leader
program,
it's
ledr
law
enforcement,
active
duty
and
emergency
responders.
D
So
we
have
a
lot
of
resources
that
are
available
and
our
members
are
pretty
open
to
it,
because
a
lot
of
them
are
veterans
like
councillor
flynn
was
saying,
and
talking
about
stress
is
becoming
more
of
a
workplace
norm.
It
used
to
be
that
you
didn't
talk
about
that
stuff,
but
now
members
are
discussing
a
little
more
and
it's
a
good
thing.
It's
it's
an
open
conversation.
D
Also.
We
we've
had
to
stop
the
live
ems
training
that
we've
been
doing
because
of
the
covered
restrictions,
but
during
that
training,
it's
a
six
to
eight
week,
training
where
they
bring
all
the
companies
into
the
city
for
a
training
block
and
usually
once
a
year.
They'll
have
me
and
a
couple
of
people
from
the
peer
support.
D
The
cism
team
talk
to
the
members
for
15
to
20
minutes
before
the
class
to
give
contact
information
on
who
to
reach
out
to
who,
in
their
district
who
in
their
firehouses,
if
they're
uncomfortable
coming
to
the
eap,
they
can
talk
to
another
member
at
the
firehouse
and
we
can
make
an
accommodation
for
people
that
way.
Also
so
we've
always
been
pretty
good
with
it
so
far,
and
I
think
we
just
got
to
stay
on
track
with
it
and
stay
on
top
of
it.
E
C
I
I
It
was
called
a
stress
program
and
under
police
special
order.
7485
was
you
know
since
74
it's
it's.
It's
evolved
in
a
ton
of
different
levels.
It
ended
up
becoming
called
the
our
complete
stretch
unit
and
then
eventually
we
became
the
boston
police,
peer
support
unit
and
a
lot
of
those
a
lot
of
that
evolution
came
from
a
ton
of
assistance.
I
We
primarily
got
a
lot
of
the
stuff
we
were
doing
involved
revolved
around
what
would
be
called
known
as
critical
incident
stress
management
for
us.
That
would
be
the
typical
stuff
that
the
public
thinks
of
you
know:
police,
shootings,
death
of
a
partner,
mass
casualty,
incidences,
the
marathon
bonding
and
then
the
the
usual
calls
that
you
know.
I
Police,
fire
and
ems
are
dealing
with
all
the
time
which
involve
children
and
families,
and
you
know
in
a
lot
of
a
lot
of
intense
scenes
that
I
don't
need
to
go
into
detail
in
this
meeting
about.
So
we
have.
What
we
now
have
now
is
the
peer
support
unit
here
of
the
police
that
we
have.
I
have.
I
myself
is
in
charge
of
the
unit
as
the
director
we
have
full-time
police
officers
and
the
detective
staff
here
at
the
unit.
I
Also
under
the
umbrella
of
my
peer
support
unit
is
the
family
assistance
unit,
which
is
another
name,
would
be
the
hospital
liaison
unit
and
that's
staffed
by
full-time
police
officers,
detectives
also
and
they're
another.
What
they're
doing
is
assisting
okay.
We
have,
we
have
a
regular
I'd,
say
a
couple
times
a
day.
It
seems
like
at
least
depending
on
the
week
injured
officers
on
a
regular
basis,
mostly
minor
stuff.
I
You
know,
tripping
falls
injuries
occurring
during
arrest,
motor
vehicle
accidents,
things
of
that
nature
that
are
common
stuff
to
happen
on
a
regular
basis
and
then
obviously
up
to
the
more
intense
high-profile
stuff
that
people
unfortunately
hear
about.
So
the
family
assistance
officers
are
are
important,
insisting
the
officers
getting
through
the
hospital
system
assisting
their
families
getting
to
the
hospital
system.
They
also
assist
officers.
We
talk
with
retirement
issues
and
also
from
funeral
arrangements
for
fallen
officers
or
officers
that
have
retired
in
the
past
or
active
duty
officers
are
retired.
I
I
All
the
officers
are
trained
in
basic
critical
incident.
Stress
management,
usually
based
on
the
mitchell
model
by
dr
mitchell,
and
we're
supervised
the
training
and
the
certification
is
also
supervised
by
dr
douglas
to
make
sure
we're
in
compliance
and
up
to
date
and
all
the
latest
techniques
the
officers
assigned
to
the
peer
support
unit
here
with
me
are,
I
have
the
basic
and
the
advanced
training
as
well
as
I
have
two
officers
that
are
licensed
alcohol.
Drug
counselors,
which
is,
which
is
a
huge
benefit
that
are
working
here.
I
Full-Time
so
and
those
are
our
full-time
officers
just
and
just
to
be
clear.
The
unit
is,
is
a
highly
confidential
unit.
We
don't
keep
records,
we're
not
fit
for
duty,
we're
not
doing
evaluations
to
determine
if
somebody
should
be
at
work
not
at
work.
The
department
has
other
resources
that
dictate
that
and
and
we're
not
we're
not
connected
to
the
drug
testing
or
internal
affairs
or
disciplinary
issues,
or
anything
of
that
nature.
I
We're
here
basically
to
support
exactly
what
the
name
says,
be
a
peer
support
unit
and
support
our
officers,
a
couple
of
just
things
I
when
I
was
briefing
yesterday
and
then
the
bullet
notes
I
had
sent
out
prior
to
the
meeting.
You
know
most
people
know
especially
the
people
I
think
here
at
the
on
this
piano
obviously
understand.
I
What's
going
on
in
the
daily
life
and
and
when
I
other
police
officers,
when
I
say
officers,
a
lot
of
these
things
are
going
to
also
cross
over
in
about
100
different
levels
to
fire,
an
ems,
but
I'm
just.
I
can
only
speak
to
my
my
portion
of
this
right
now
like
I
think
there
was
a
great
point
that
was
brought
up
earlier,
that
we
are
members
of
the
community.
We
have
been
members
of
the
community,
most
of
us,
lifelong
members
of
the
community.
We
come
from
the
community,
we
still
live
in
it.
I
Most
of
us
spend
more
time
out
in
the
community
than
we
actually
do
in
our
own
homes.
It's
just
that's
been
the
breakdown
of
it
when
they
look
back.
If
you
know,
and
just
like
anyone
else
in
the
community,
we
have
families,
I
think
people
forget.
We
have
spouses,
elderly,
maybe
elderly
parents,
children
all
with
different
various
issues
that
everyone
else
is
going
through,
but
there
would
be
bills
school
choices,
illnesses
all
that.
I
You
know
marital
issues
all
that
stuff,
and
I
say
that
because
I
think
lots
of
times
what
happens
and
what
I
see
happening,
especially
with
police
is
people
see
an
outside.
They
see
a
blue
uniform,
they
see
the
police
and
they
forget
that
you
know
these
are
people
that
actually
are
going
home,
paying
taxes
paying
bills
having
spouses
having
issues
everything
that
goes
on
with
everybody
else
in
society.
So
you
know
everybody
knows
the
job
they're
familiar
with
in
here.
You
know
you
see
what
we're
doing
out
here
all
the
time.
I
It's
you
know
the
usual
stuff
domestic
violence.
Motor
vehicle
stops,
you
know,
lost
kids,
tenant,
landlord
tenant
disputes,
all
the
normal
and
those
those
calls
come
in
by
the
hundreds.
You
know
thousands
throughout
the
year
and
then
you
have
this
stuff.
We
have.
You
know
the
usual
high
profile
stuff
that
everyone
likes
to
talk
about
the
shootings,
the
firearms,
the
homicide
rate,
which
is
you
know,
it's
gone
through
the
roof
and
and
officers.
Actually
you
know.
I
Most
importantly,
I
think,
and
what
we've
learned
in
peer
support
is
what
officers
will
always
talk
about.
The
last
is
themselves
they'll,
be
the
last
ones
to
tell
you
about
them
being
assaulted
them
being
hurt
them
being
the
victim
of
a
crime
they
won't,
they
won't
bring
that
up.
They
don't
talk
about
it,
but
you
know
preparing
for
this
meeting.
I
I
That's
you
know,
a
major
part
of
the
physiology
of
any
human
being
is
so
hyper,
exasperated
in
the
in
the
life
of
of
first
responders,
and,
like
I
said,
and
obviously
with
the
thing
with
police
officers
is
the
issue
of.
Is
you
know
we
don't
we
just
respond
to
calls?
We
expect
to
be
proactive,
we're
out
there
initiating
a
lot
of
our
work,
which
is
part
of
you,
know:
community
policing,
we're
not
there
to
respond,
we're
there
to
be
out
and
be
proactive
and
be
in
the
community
and
not
with.
I
You
know
I
I
kind
of
listen
right
now
as
the
director
of
the
suicide
prevention,
job,
job
retention
and
family
and
family
success,
because
if
you
don't
have
the
first
two
you're
not
going
to
get
the
third
and
if
I
can
keep
the
third,
maybe
I
can
get
the
first
two.
It's
it's
those
three
and
in
that
type
of
order
I
can
see
since
march
since
covert
has
started
all
the
stuff
I've
talked
about.
It's
just
been
like
throwing
the
fuel
onto
a
fire.
I
We're
all
dealing
with
the
same
thing:
spouses,
you
know
we
don't
work,
we're
not
allowed
to
work
remotely.
We
don't
work
remotely,
we
show
up
every
day
and
on
top
of
not
working
remotely
we're
actually
getting
ordered
to
work
and
a
level
they
haven't
been
working
more
officers.
Talking
to
me
that
you
know
I
thought
I
was
going
home.
I
told
my
wife.
I
I
was
going
home
and
guess
what
you
ordered:
you're,
not
going
home
or
you're
going
home
to
come
back
in
six
hours
to
go
to
work,
whether
you
want
to
or
not,
and
then
then
they
get
portrayed
as
being
greedy
for
the
money
and
it's
like
half
of
them
are
like.
I
don't
even
want
to
work
the
shift.
It's
just
been
this
and
that's-
and
these
are
all
things
that
are
chronic
stressors,
the
officer.
I
call
it.
I
I
like
to
call
what
happens
with
police
work,
emotional
erosion,
it's
it's
not
hitting
you
all
at
once.
It's
just
all
these,
like
you
know,
death
of
a
thousand
cuts.
You
know
calls
calls
calls
calls
calls
calls
calls
what
you're
gonna
get
if
you're
in
a
busy
district,
you're
gonna
get
a
bunch
of
routine
calls,
and
then
you
get
spikes
of
very
high
intensity
calls
and
then
and
that's
within
one
shift
and
then
now
you
have
to
deal
with
yeah.
My
kids
are
learning
remotely.
I
You
know
my
spouse
can't
be
home
tonight
we
have
to,
I
just
got
ordered.
I
have
to
call
my
parents.
Hopefully
they
can
make
it.
If
they
don't
know.
These
are
all
the
cumulative
effects
of
the
that
that
come
with
this
job
and
and,
like
you
said
most
officers,
they're
not
complaining
about
it.
You
know
the
only
thing
they
do
anything
it's
just
mostly
being
their
time
off
being
taken
away
from
them
when
they
do
have
it.
That
seems
to
be
the
biggest
thing.
I
Also
since
march,
you
know,
I
mean
the
obvious
thing
has
been
the
you
know:
it
kind
of
councilman
flynn
touched
on
it
and
not
I'm
a.
I
was
I'm
an
army
veteran
from
the
first
gulf
war,
and
I've
been
in
critical,
multiple
critical
incidents
on
this
job,
but
what's
happened
as
of
right
is
especially
in
the
internet
and
as
our
officers
and
their
families
are
getting
now
threatened
and
attacked
remotely.
I
It's
been
a
whole
new
level.
We
have
documented
incidents
of
vandalism,
officers
addresses
being
displayed
on
the
internet.
There
are
identity
issues
they're
having
we're
having
a
lot
of
problems,
don't
care
about
identity
theft
with
officers
because
of
certain
websites
putting
out
officers
all
their
personal
information
and
people
are
taking
and
running
on
that,
and
now
we're
getting
a
lot
of
issues
with
identity
fraud
with
the
officers
and
when
they
bring
up
the
issue
of
being
deployed.
I
It's
that
I
remember
from
being
deployed
in
the
difference
from
being
employed
to
being
a
police
officer
was
when
I
was
deployed
they
had
to
be
at
work,
24
7..
There
was
no
safe
spot.
I
couldn't
go
home,
you
know.
If
I
wasn't
at
night,
we'd
be
dug
in
you'd,
be
in
your
hole,
you
had
360,
you
had
firewatch,
you
had
this
exact,
you
know,
and
then,
during
the
day
you
did
your
mission
or
maybe
at
night.
I
You
did
your
mission
and
during
the
day
you
slept,
and
but
you
still
kept,
the
perimeter
of
security
being
a
police
officer.
The
idea
is,
you
go,
do
your
job
and
you
come
home
and
you
have
some
respite
and
now
what's
happened
with
this
whole
new
thing
is,
there
is
no
respite
because
the
officers
would
be
being
portrayed
along.
The
media,
the
ultimate
evil
empire
for
the
lack
of
a
better
term
and
now
what's
happening
is
their
their
families
are
under
threat.
I
No,
you
can't
do
this.
You
shouldn't
do
this.
We're
gonna
have
to
stop
you
from
doing
this
and
the
society
we
live
in.
That's
it's
a
hard
thing
to
deal
with
which
we
understand
you
know
and
we
can
handle
a
profession.
We've
been
called
names.
We've
had
racial
epithets
for
it
at
us.
We've
had
all
sorts
of
things
done,
but
what's
happened.
Now
is
it's
it's
gone
to
a
level
where
our
families
are
being
assaulted
and
threatened,
and
that's
for
a
lot
of
these
officers.
I
That's
where
the
lines
getting
across
and
that's
where
they're,
having
a
lot
of
a
lot
of
issues,
even
questioning
whether
they
should
even
be
doing
this
job.
To
be
quite
frank,
because
there's
that
line
past
the
line
that
did
it
for
a
lot
of
them
and
like
I
said
it
did
the
physiological
effects
and
you
know
which
we've
known
about
in
the
peer
support.
You
know,
thanks
to
dr
hayden
and
dr
hayden's,
been
singing
the
praises
of
dr
hamerock's
work
because
it
just
seems
to
dovetail
so
much
together.
I
All
the
stuff
we've
been
dealing
with,
but
I
know
my
experience
in
peer
support
for
20
years.
You
know
just
the
the
overload
the
the
constant
stress
report
response,
the
constant
alertness,
it's
just
it's,
the
burnout
rate
is
is
severe,
so
I'm
not
dependent
on
picture.
I'm
not
trying
to
I'm
just
basically
saying
what's
going
on
right
now,
the
officers
get
on
this
job.
They
want
to
be
police
officers
to
go
through
six
months
of
the
academy
of
intense
training
and
they
stick
around
because
they
want
to
do
it.
I
They
they
counsel
a
ton
of
young
officers.
I
call
them
the
prime,
the
prime
ones,
that
the
ones
you
want
to
get
there.
You
know
between
30
25,
35
years
old.
They
get
seven
to
you
know.
You
know
couple
years
to
ten
years
of
experience
on
they're,
very
proactive,
they're,
very
intelligent.
A
lot
of
our
officers
are,
you
know,
you
know,
thanks
to
quindal
are
highly
educated
and
they're
insightful
and
they're
motivated
and
they're,
proactive
and
they're.
You
know
in
the
old-term
way
I
look
at
it
as
an
old
guy,
I'm
the
old
guy.
I
I
And-
and
it's
just
due
to
the
more
than
anything,
the
feeling
of
no
support
and
I'm
not
saying
that
his
accusation,
I'm
just
saying
that
this
is
where
it
is
because
with
the
department
I
believe
in
especially
with
the
commission
we
have
now
in
the
past
couple
commissioners,
we've
been
ahead
of
the
curve
and
I'm
not
saying
to
blow
our
own
on
peer
support
for
for
years.
For
years,
the
doctor
we
have
has
been
ahead
of
it.
He's
he's
the
brief
people.
I
Hayden's
done
people
from
both
world
trades
to
rubrics
to
waco
to
oklahoma
city.
It's
just
a
wealth
of
experience.
We
have
the
past
directors
we
have
here
have
been
phenomenal.
I
have
big
shoes
to
fill.
It's
really
how
I
feel
it's
just
it's
just
a
different
time
right
now
the
officers
are
feeling
it,
but
we
do
have
just
so.
I
We
were
able,
like
the
fire
we
trained,
50,
guys
and
and
women
in
in
basics,
critical
incident-
stress
management,
we've
increased
our
hours
for
the
counselors
to
be
able
to
come
in
and
have
one-on-ones
and
do
wellness
checks
with
the
officers
and
increase
our
residential
hours
that
we
get
up.
At
the
onsite
academy,
we
have
the
leader.
I
I've
been
able
to
establish
a
really
good
rapport
with
the
vet
center
and
have
a
good
contact
with
them
down
in
black
falcon,
which
I
I
believe
is
is
probably
one
of
the
best
programs
there
are
for
veterans,
and
but
the
thing
is
like
I
say,
I
think
the
whole
concept
is
to
dovetail
all
these
services
together
as
much
as
possible.
Have
them
work
in
hand
in
hand
in
hand
with
each
other,
because
there's
so
many
things
that
they
get
that
go
together.
So
thank
you.
I
C
Listening
well,
I
appreciate
the
heartfelt
response,
joe
obviously
we've
known
each
other
over
35
years,
so
you
have
first-hand
lived
experience
serving
our
country
and
serving
our
city
and
your
commitment,
first
of
all,
you're
proof
that
the
wellness
program
works,
but
also
your
commitment
on
part
of
the
peer
support,
as
well
as
the
critical
stress
management
on
behalf
of
the
men
and
women
of
your
department
and
there's
other
departments,
I'm
very
proud
of
you,
joe
really
really
am,
and
I
wish
you
continued
success
in
this
program.
This
is
the
great.
C
This
is
a
great
role
for
you
and
you
you're
doing
great
work
on
behalf
of
the
department
in
our
city,
so
so
with
that,
I'm
going
to
turn
it
over
to
ems.
Briefly,
I
know
that
dr
hamick
is
also
joining
us
as
well
we're
going
to
go
to
him
last
on
the
panel,
but
if
patrick
halter
could
just
introduce
yourself
and
you
have
the
floor.
G
It
is
a
very,
very
lofty
goal
and
it's
something
and
it's
the
benchmark
that
I
strive
for
and
I'm
you
know
if
you're,
if
you're
busy
putting
out
the
shed
fire-
and
you
don't
realize
the
house
is
smoldering,
it's
very
easy
to
lose
track
of
what
you're
trying
to
do,
which
is
not
only
prevention
but
resilience
and
to
commit
to
that
upfront
through
initiatives
like
health
and
wellness
are
part
of
the
way
of
getting
there.
It's
not
the
full
way,
but
it
is
certainly
a
very
good
way
of
starting.
G
You
know
just
nine
months
ago,
and
we
have
a
presentation,
I'm
not
sure,
chair
or
counselor
sabi
george,
if
this
was
where
I
would
put
that
up
or
where
fernando
would
put
it
up.
But
it's
a
very
brief.
I
look
forward
to
showing
you
10
just
it's
quick,
10
minutes
on
just
looking
specifically
at
health
and
wellness
and
keeping
in
mind
that
we're
currently
in
a
pandemic,
there's
not
a
person
in
this
in
this
not
room
but
virtual
room.
G
That
is
not
aware
of
that,
but
we
had
to
double
down
efforts.
We
had
to
change
essentially
everything
we
know
about
delivering
services
to
the
members
that
we
serve
and
that
was
kind
of
calling
an
audible.
We
had
to
quickly
shift
and
pivot
towards
delivering
service
virtually
to
an
extent.
So
it's
a
testament
to
you,
folks
that
we're
here
talking
about
this
important
topic.
It's
also
amazing.
G
We
were
able
to
get
all
of
us
in
the
same
room
at
the
same
time,
and
I
look
forward
to
showing
you
the
steps
we've
taken
to
not
only
help
get
our
members
through
this
incident
currently,
which
were
it's
unusual
stress
that
we're
under,
but
also
where
we're
pushing
the
envelope
to
where
we
intend
to
bring
them
in
the
coming
days.
Weeks,
months
and
years.
C
Good,
thank
you
very
much
and
we're
also
joined
by
dr
michael
tamrock,
and
I
had
introduced
them
earlier
as
someone
that
the
fire
department,
particularly
our
boston
fire
department
and
their
families,
really
have
a
great
deal
of
respect
and
and
added
to
his
efforts,
particularly
with
early
detection,
around
heart,
lung
and
cancer
issues.
That
arguably
has
probably
led
to
sort
of
a
recommitting.
K
So
I'm
going
to
do
a
slide
presentation.
It's
about
20,
20,
slides,
we'll
go
through
kind
of
explaining
what
the
work
we've
done
with
the
boston
police
department,
and
you
know
we're
talking
about
medical
screens,
but,
as
you
will
see,
most
of
these
medical
conditions
have
underlying
mental
health
component
to
it.
That
I
believe,
is
causing
you
know:
heart
disease,
cancer
and
stress
and
first
responders.
So
I
do
hope
you
can
pick
that.
K
K
So
we're
going
to
talk
about
promoting
culture,
health
and
safety
and
fitness
and
for
boston,
police
ems.
As
I
said
before,
the
fire
departments
are
five
years
ahead
of
us
in
this
matter:
we've
screened,
402,
boston,
police
officers,
ems
members
for
occupation-related,
heart
disease
and
cancer
and
found
a
lot
of
significant
diseases.
K
K
K
K
I'm
showing
you
here,
seven
pictures
of
boston,
police
officers,
active
duty
members
who
passed
away
from
job-related
conditions
in
2018,
and
this
is
what
kind
of
spurned
but
actually
pushed
boston,
police,
detectives,
benevolent
society
for
coming
to
st
elizabeth
and
asking
for
help
and
preventing
further
police
officer
debts
and
to
their
credit.
If
worked
tirelessly
to
make
sure
this
program
has
been
up
and
operational
and
it's
been
a
huge
success.
K
The
officer
up
in
the
left-hand
corner,
joel
dimusio,
has
happened
to
be
a
good
friend
of
mine,
and
I
can
tell
you
his
family's
still
suffering
after
after
his
loss
two
years
ago,
and
I
really
believe
his
death
could
have
been
prevented.
If
we
had
this
program
placed
now
in
instead
of
in
two
years
in
2018.
K
K
K
K
You
know
compared
to
the
civilians
that
the
police
officers
serve
significant
heart
disease
risk
average
age
of
heart
attack
is
much
lower
life
expectancy
15
years
less,
almost
three-quarters
of
hypertension
versus
30
of
the
general
population
and
obesity
is
increased
as
well.
We
also
see
police
officer
high
risk
for
certain
cancers
that
are
listed
here
as
well
and
and
job
also
takes
terrible
toll
on
behavior
health
issues
in
offices
from
anxiety,
depression,
post,
traumatic
stress,
injury.
We're
trying
to
use
that
word
now.
K
K
Say
it's
a
treatable
condition
and
people
do
recover
from
injuries
with
with
the
right
help.
So
I
think
it's
a
better
term.
We
do
see
a
lot
of
self-medicating
as
well
as
police
service,
because
of
what
they've
been
through
on
the
job
and
unfortunately,
suicides
are
much
higher
than
line
of
duty
debts,
including
shootings,
but,
as
you
can
see,
all
these
conditions
are
tied
to
job
stress,
sleep,
deprivation,
excess
weight
from
from
the
job
itself
and
they
play
a
role
in
all
all
of
these
conditions.
K
We
actually
have
a
put
about
120,
boston,
firefighters
through
the
same
program
and
the
results
are
strikingly
similar
and
and
what
we've
done
with
these
screening
tests.
Every
officer
I
discussed
the
results
with
the
officer
and
also
with
their
primary
doctor
to
make
sure
there's
some
very
good
follow-up
and
and
a
lot
a
lot
of
officers.
You
know
went
to
redox,
promoted
lifestyle
changes
mending
up
on
medications,
hypertension,
cholesterol,
medications,
some
result
in
stress
tests,
and
I
can
tell
you
there's
been
at
least
a
dozen
offices.
K
That's
had
some
life-saving
cardiac
interventions,
including
catheterization,
stents
and
surgery,
because
of
what
we
found
on
these
screening
tests,
and
they
didn't
know
about
these
tests.
These
problems
until
they
participate
in
the
screening
program
and
several
offices
had
some
cancer
treatments
successful
as
well
because
of
the
going
through
these
screens.
K
So
we
did
four
tests.
The
first
one
was
a
chronic
ultrasound.
Looking
an
ultrasound
of
the
carotid
artery,
that's
the
blood
vessel
in
the
neck
go
into
the
brain
and
it
supplies
the
blood
to
the
brain.
So
we're
looking
for
any
narrowing
or
constriction
which
will
will
give
an
indication.
They
are
our
risk
for
a
stroke.
K
You
know
all
of
officers,
14
had
a
carotid
artery
stenosis
which
can't
set
them
up
for
stroke.
That's
that's
a
very
large
number
to
have,
and
and
what's
more
striking
is
our
female
officers.
I
you
know
we
had
43
go
through
so
far,
but
they
were
four
times
likely
to
have
priority
stenosis
than
the
male
counterparts,
and
I'm
talking
to
some
of
the
specialists
that
have
seen
easing
and
looking
through
a
little
further,
why
this
may
be
as
a
stressful
job,
maybe
have
more
direct
effect
on
their
cardiovascular
system.
K
K
35
percent
of
officers
have
lung
nodules
that
need
to
be
followed
closely
with
their
primary
doctor
to
make
sure
they
don't
get
any
bigger
or
any
intervention.
If
they
do
that's
a
pretty
high
amount
as
well
at
the
same
skin.
When
we
looked
at
the
lungs,
we
also
looked
at
that
at
their
heart
and
we
would
get
as
what
they
call
a
carny
artery,
calcium
score.
It's
been
a
new
test.
It's
only
been
out
for
a
couple
of
years.
K
K
K
As
I
mentioned,
when
we
looked
at
the
lung
scans,
you
know
we
looked
at
other
things
too,
and
17
officers
had
ascending
thoracic,
aortic
aneurysms,
and
these
things
aren't
typically
found
on
the
doctor's
visit
or
on
the
screening
test
that
unless
they
get
these
tests,
specifically
that
we've
obtained
on
the
offices-
and
you
know
these
aneurysms
can
kill
you-
they
can
rupture
suddenly.
So
I'm
very
glad
we
found
these
tests
are
these
energy
in
the
treatable
stages,
because
normally
they
are
found
on
autopsy
when
they
open
up
and
kill
you.
K
K
So
what
we
learned
from
the
cardiac
screenings
again
over
half
the
officers
had
elevated
calcium
scores.
71
percent
of
these
were
higher
than
what
we
expect
for
the
age
group
and
and
again,
three
quarters
of
officers
over
50
had
high
scores,
and
these
puts
are
very
high
risk
for
cardioid
disease
and
acute
criminal
events
and,
unfortunately,
sudden
cardiac
death
so
and
we're
glad
we
found
these
conditions
early.
K
A
lot
of
them
had
elevated
scores,
followed
up
with
their
primary
docs
good
on
blood
pressure,
meds
cholesterol,
meds
exercise,
program,
weight,
loss
program,
some
required
stress
tests,
some
required
catheterizations,
some
required
stents,
and
actually
some
required
bypass
surgery
and
and
bowel
surgery.
So
these
programs
are
very
effective
and
and
fine
disease.
This
is
these
diseases
in
a
treatable
stage.
Now
that's
our
goal
for
the
program.
K
Obviously,
we
want
to
prevent
them
from
happening
in
first
place,
but
this
is
where
we
are
right
now.
This
picture
here
shows
the
coronary
artery.
That
yellow
big
piece
of
plaque
is
what
we're
looking
for
when
we
look
at
the
calcium,
artery,
calcium
scores,
cardio
artery,
calcium
scores,
so
the
more
damage
is
done
to
the
coronary.
The
risk
factors,
including
hypertension,
diabetes,
high
cholesterol,
drop
stress
as
a
police
officer,
excess
weight.
They
all
damage
the
inner
lining
of
that
coronary
artery
at
least
scab
formation.
K
At
least
the
white
cells
come
in
their
platelets
and
calcium
comes
in
there
and
the
plaque
forms,
and
this
is
what
we
see
and
that's
what
we
measure
on
these
scans.
The
problem
with
this
plaque
is,
you
know,
you're,
you
know
if
you're
doing
you
know
police
work
or
firework
in
challenging
situations,
that
plaque
can
rupture
and
cause
complete
blockage
of
that
coronary
and
and
lead
to
a
coronary
infection
or
a
sudden
death.
So
I'm
glad
we
picked
up
these
these
block
these
narrowings
and
in
these
plaques.
K
So
what
do
we
learn
from
our
vascular
screenings?
Again
carotid
disease
two
times
to
what
we
see
in
the
general
population?
What
we
see
in
our
boston
police
offices
and,
as
I
mentioned
earlier,
about
four
times
in
in
the
female
offices
compared
to
the
males
who
were
high
enough
to
begin
with
this-
is
kind
of
striking
and
two
times
expected
rate
of
dominant
aortic
aneurysms
as
well
lung
screenings.
Again
we
have
more
highly
expected
lung
nodules
than
than
we'd
like
to
see
in
these
offices.
K
They
will
need
ongoing
surveillance
with
their
primary
dogs
for
lung
skin
cancer
prevention.
One
good
thing
about
it
is
once
they
had
these
scans
done.
You
know
their
insurance
company
will
pay
for
the
follow-up
because
they
have
a
diagnosis
of
a
lung
nodule,
so
we
don't
have
to
we
don't
to
get
further
grants
for
those
offices.
K
K
So
I
spoke
to
402
and
ems
members
after
each
of
these
scans
was
done,
and
a
very
common
conversation
that
they
talked
to
me
about
is
almost
straight
across
the
board:
stress
and
sleep
disorders,
they're
suffering
from
poor
eating
habits.
Behavioral
health
concerns
limited
exercise
in
excess
weight
gain.
K
K
K
We
have
a
special
form
for
police
and
fire
that
really
identifies
that
helps,
identify
the
diseases
early
and
I
think
we
need
to
dedicate
a
full
day
for
officers
each
and
ever
to
go
through
this
program.
I
know
the
city
of
boston
actually
has
a
half
day
screening
for
covered
for
cancer
for
all
city
employees.
I
think
we
should
do
the
same
thing
for
cardiovascular
disease,
make
it
a
full
day
of
screening,
so
prevention
is
really
the
real
mission,
it's
great
with
finding
these
these
tests
and
and
hopefully,
saving
saving
lives.
K
But
ideally
we
need
to
prevent
these
illnesses
from
happen
in
the
first
place
and
I
think
we
need
a
dedicated
health
well.
Health
safety,
wellness
division
for
the
police,
just
as
the
by
department
does
now
and
really
focus
on
these
conditions
and
prevention
purposes,
really
promoting
the
athlete
mindset
our
first
responders
and
work
with
the
o2x
department.
K
K
Would
it
be
at
the
academy
at
the
police
stations
and
through
videos
and
media
venues,
collaborate
with
the
o2x
program.
You
know
to
fight
upon's
been
very
good
about
getting
grants
to
cover
some
of
their
programs.
They
just
got
a
750
dollar
fema
grant
for
cancer
prevention
and
it's
going
to
be
very
effective
program,
and
also
we
want
to
monitor
the
program's
effectiveness,
as
the
taxpayers
are
paying
for
these
programs
to
see
the
reductions
and
injuries
unless
it's
a
sick
time.
K
And
we
talk
about
pre-habit,
you
know
I'd
rather
prevent
a
cardiac
disease
from
happening
than
to
treat
it
afterwards,
and
that
should
be.
The
whole
idea
about
this
program
is
preventing
these
diseases
from
happening
in
the
first
place.
Promoting
better
self-care,
healthy
nutrition,
get
back
to
your
ideal
weight,
help
them
with
sleep,
and,
as
I
mentioned,
that
dedicated
healthcare
day
for
the
first
responders.
K
You
know
the
big
topic
today
is
talking
about.
You
know
mental
health
management
and
I
think
it's
all
tied
together
the
physical
conditions
and
illnesses
we
see
in
first
responders
a
big
a
lot
of
is
tied
to
the
to
the
mental
health
component
yeah.
I
know
the
fire
department
has
done
a
good
job
of
ps
support.
It
would
be
nice
to
have
at
least
one
officer
in
every
every
station
and
every
shift
to
be
a
peer
support
person
to
help
out
with
programs,
critical
and
stress
issues.
K
An
idea
behind
this
program
really
should
be
looking
at
post-traumatic
growth.
All
the
trauma
that
you
see
you
know
there
is
an
opportunity
to
grow
and
strong
as
a
person
with
the
right
help
as
well
person
to
define
you
define
your
life
and
mental
health
and
avoiding
self-medicating
behaviors
is
the
key,
because,
unfortunately,
particularly
with
access
to
handguns
and
mental
health
issues,
we
see
too
many
police
officers,
suicides
and-
and
some
of
it
is
prompted
by
self-medicating
behaviors.
K
We
need
to
do
a
much
better
job
in
suicide
prevention
and
we
really
got
to
train
all
first
responders
to
never
ever
be
afraid
of
asking
a
co-worker.
Do
they
feel
like
they're
hurting
themselves,
because
we
talk
about
you
know:
first
responded
suicides,
you
know
looking
back
and
talking
to
the
co-workers,
they
always
felt
they
had
opportunity
to
maybe
bring
it
up
and
they
they
reluctantly,
didn't
and
probably
would
have
saved
some
lives.
K
So
that
is
important
to
get
that
out
there,
and
we
really
should
have
confidential
access,
24
7
to
a
contracted
therapist,
to
specialize
in
first
responder
mental
health
issues,
who
I
really
understand
the
unique
job
that
first
responders
have
in
confidential
access
when
officer
needs
and
not
wait.
One
or
two
weeks
with
the
primary
care
doc
to
get
an
appointment.
K
K
Teach
you
about
your
unique
occupational
health
risk,
a
lot
of
mental
health,
counseling
suicide
prevention,
stress,
reduction,
better
sleep
hygiene
and
preventing
injuries
and
the
strength
and
conditioning
program.
This
program
was
met
with
tremendous
success
in
the
boston
fire
department
over
a
thousand
boston.
Firefighters
have
been
through
this
program
now
over
two-thirds
of
the
force
and
every
drill
class.
K
The
first
week
of
drill
school
is
this
program.
This
is
an
introduction
to
the
job.
It
just
shows.
The
city
of
boston
cares
about
the
first
responders
and
dedicates
the
first
week
of
the
academy
to
really
teach
them
how
to
better
take
care
of
themselves,
and
this
should
be
the
model
for
all
first
responders
in
our
city.
K
This
is
one
typical
workout,
there's
no
weights
at
all
involved
at
all
in
this
program.
This.
This
is
just
one
simple,
workout,
15
minutes,
squat
jumps,
push-ups,
squat,
thrusters
or
burpee
and
lunges.
If
you
do
those
15
minutes
every
day,
it's
going
to
improve
your
cardiovascular
fitness
and
this
can
be
done
on
the
job
as
well.
K
If
you
set
aside
15
minutes,
so
you
do,
you
start
at
5,
10,
15
20
you
go
up
and
down-
and
this
is
a
great
workout
to
do
something
simple-
doesn't
require
any
equipment
at
all,
and
I
can
tell
you
the
physicals
we
do
at
st
elizabeth's
on
firefighters.
You
know
we
look
at
the
firefighters
who've
been
through
the
o2x
program.
I
see
dramatic
changes
in
the
fire
fighters.
K
Health
have
been
through
the
program
because
they're
sleeping
better
eating,
better
they're,
taking
better
care
of
themselves,
and
I
see
dramatic
changes
in
body
weight,
blood
pressure
levels.
Some
will
come
off,
go
from
three
minutes
to
two
meds
one
mid
or
no
meds.
Because
of
this
program,
cholesterol
levels,
improved
sleep,
apnea
school
has
improved,
so
I
think
it's
tremendous
benefit
to
departments.
K
They
calculated
this
that
this
program
saved
the
city
of
boston,
about
4.7
million
dollars
in
reduction
in
firefighter
injuries
and
illnesses,
and
another
reason
why
I
think
taxpayers
were
behind
would
be
behind
a
program
like
this.
It's
also
boosted
the
morale
on
the
force
and
strengthen
the
resilience
in
the
job
as
well
prove
substance,
abuse
and
suicide
prevention
and
the
family
toll.
K
K
So
I
do
hope
by
adopting
a
model
program
like
this,
in
the
legacy
of
those
seven
officers
who
died
from
heart
disease,
cancer
and
suicides
that
we
can
really
develop
a
health
safety
wellness
program
for
all
first
responders.
So
they
don't
end
up
in
this
site
prematurely,
and
thank
you
for
your
time.
I
appreciate
having
me
on
board.
C
Thank
you
very
much
doctor
and
before
I
turn
it
over
to
the
lead
sponsor
to
start
the
line
of
questions.
I
I
just
had
one
question:
I
guess
for
the
whole
panel,
which
is
how
do
we
incentivize
all
of
this,
for
for
for
the
men
and
women
of
the
all
of
our
first
responders,
to
encourage
them
to
utilize
these
programs?
C
I
assume
that,
as
referenced
earlier,
some
folks
are
not
sort
of
running
right
in
with
whether
it's
symptoms,
whether
it's
physical
or
mental,
so
I
guess
is
this-
is
that
something
that
we
can
work
on
with
insurance
companies?
You
know
to
provide
incentives
somehow,
whether
it's
gym
memberships
or
I
mean
I
could
run
the
gamut
as
to
you
know,
ways
to
explore.
C
Incentivizing
attendance
at
well
wellness
courses
but
as
sergeant
joe
king
had
referenced
just
the
sort
of
the
rigors
of
the
job
now
for
for
the
men
and
women
of
the
police
department
and
we've
heard
from
both
fire
and
ems
that
that's
my
only
issue,
I
know
clearly
the
fire
seems
to
be
ahead
of
the
game
with
respect
to
both
police
and
ems
and
dr
hamrock
is
sort
of
charged
with
maybe
sort
of
getting
them
up
on
par
with
with
each
other.
But
that
said,
you
know
how
do
we
continue
to?
C
You
know,
there's
more
members
than
we're
we're
analyzing
or
we're
getting
in
for
for
examination,
and
can
we
and
should
be
we
could
we
do
two
more
on
that
front
and
other
than
that?
If
anyone
has
an
answer
for
that
and
we'll
turn
it
right
over
to
the
lead
sponsor
counselor
savvy
george
to
start
the
line
of
inquiry.
C
I
just
want
to
if
there's
any
way
we
can
incentivize
and
encourage
our
first
responders
to
take
advantage
of
the
the
peer
support,
unity
and-
or
you
know,
a
visit
with
dr
hamrock
or
you
know,
follow
through
on
on
on
some
of
the
some
of
the
things
that
we
saw
on
the
slide.
It's
you
know,
we
dragged
that.
Do
we
drag
people,
they're
kicking
and
screaming,
do
they
come
in
voluntarily
or
can
we
incentivize
it
so
that
everyone
has
an
opportunity
to
kind
of
run
through
this
wellness
program?.
E
But
I
I
also
think
that
you
know
that's
certainly
something
that
we
can
talk
about
as
a
body
and
you
know,
as
we
are
preparing
for
next
year's
budget
cycle.
I
do
think
that
pat
calter
from
ems
he's
pulled
together
and
I
know
he'd
like
to
share
it.
A
presentation
on
some
of
the
work
that
they've
been
doing
over
at
boston
ems,
to
really
engage
members
in
physical,
physical
wellness
for
sure
and
engage
members,
and
some
of
the
mental
health
supports
and
maybe
pat
could
do
his
presentation.
C
G
G
That's
one
of
our
seven
or
eleven
deadly
sins
that
we
look
at
very,
very
aggressively
in
peer
support
as
a
high
probability
of
causing
detrimental
effects
to
our
members.
So
we
geared
up
even
in
a
bit
of
a
time
of
crisis,
for
not
only
us
but
for
the
commonwealth
in
the
country
to
best
serve
the
membership
at
that
time,
just
some
overview.
Obviously
that
we
talked
about
earlier
were
created
in
1989
in
2004,
this
became
a
full-time
department
position
for
a
member
of
the
service.
G
G
Platform
which
to
some
was
including
myself
a
a
learning
curve,
and
I
had
a
lot
of
fears
and
apprehensions
about
utilization.
But
what
we
found
by
using
doxyme,
which
is
a
secure
telehealth
program
for
our
clinical
services,
basically
outreach
and
therapy
and
interventions,
was
that
we
got
an
increased
utilization.
More
people
were
seeking
services.
More
meetings
were
happening
with
our
clinical
staff
than
ever
ever
before
and
especially
prior
to
coving.
G
But
what
we
did
identify
was
members
of
service
that
were
seeking
services
we'd
never
seen
before,
so
we
could
attribute
that
to
being
in
a
pandemic
and
having
increased
stressors.
But
what
we
found
was
actually
historical
barriers
of
this
geographically,
where
we
are,
people
were
not
going
to
come
into
headquarters
and
parks
amongst
command
staff
or
potentially
be
seen
so
by
dissolving
that
barrier.
Moving
to
a
virtual
platform
that
gave
us
a
temporary
fix
to
better
serve
the
membership.
G
But
what
we
also
found
was
we
need
to
go
into
the
internet.
A
majority
of
our
membership
is
relatively
young.
They
seek
services
through
virtual
services
and
we
created
in
a
website
for
peer
support
which
another
pushing
a
little
bit
of
our
comfort
zone,
but
what
we
use
that,
for
is
a
clear,
concise
place
to
disseminate
information.
Clear
information,
that's
been
parsed
down
the
command
staff
here
did
a
great
job
of
daily
updates
on
personal
protective
equipment.
G
What
we
know
about
the
virus,
what
you
can
expect
from
the
department
to
support
you,
but
we
found
that
it
was
a
lot
of
information
that
people
didn't
necessarily
read.
So
we
created
a
clear,
concise
place,
bems
peersupport.com,
where
they
could
seek
services,
not
only
for
what
we
have
available
to
them,
but
just
a
pairing
of
information
very
early
on
in
february.
We,
although
participated
in
the
o2x
pilot.
We
don't
currently
have
o2x
here
at
boston
ems
as
a
department-wide
initiative.
G
So,
in
the
time
as
a
stop
gap
and
just
to
continue
to
push
our
members
out,
we
proposed
and
gained
approval
for
a
health
and
wellness
pilot
program
which
is
similar
to
what
dr
hamrock
was
was
describing.
But
we
knew
that
we
were
going
into
as
you
hear
it
now,
the
dark
months,
but
we
telling
members
to
isolate
and
some
of
which
is
a
city
or
a
state.
They
don't,
they
don't
come
from,
they
don't
grow
up
here.
G
G
Feel
good:
okay,
a
community
essentially
a
belonging
where
there
was
no
paramilitary
structure,
there
was
no
rank
in
a
room.
It
was
a
place
where
an
hour
a
day,
you
could
focus
on
yourself
and
we
offered
that
department-wide
and
we'll
get
into
that
in
just
a
moment,
but
it's
a
testament
to
chief
hooley
and
his
leadership
as
well
as
the
union
and
the
medical
director
that
they
were
even
willing
to
hear
us
out
on
this.
G
D
G
G
If
there's
any
other
needs,
essentially
that
we
can
help
you
with,
let
us
know,
and
that
allowed
for
free
text
and
that
free
text
actually
came
in
to
myself
and
lieutenant
saviki
and
for
peer
support
review
to
see
those
of
our
members
that
were
just
struggling
or
that
needed
someone
to
talk
to
or
that
were
feeling
alone
or
you
know,
had
a
family
member
that
was
sick.
Basically,
it
opened
a
conversation
and
created
a
soft
touch
point
for
us
to
reach
out
and
offer
services.
G
As
far
as
the
information
sharing
we
were
like,
I
said
we
were
pushing
out
and
paring
down
information.
The
department
was
communicating,
but
we
also
went
into
podcasting,
which
I
am
not
one
to
like
the
sound
of
my
voice,
but
we
covered
topics
that
we
really
kind
of
monitor
the
membership.
What
were
they
talking
about
on
social
media?
What
were
they
arguing
about?
What
were
their
fears?
What
were
their
apprehensions
and
to
try
to
mitigate
what
was
going
on?
G
We
covered
those
topics
and
podcasts
with
experts
that
we
found
and
whether
it's
on
health
and
wellness
and
coping
or
parenting
or
just
disaster
psychology
of
saying
this
is
going
to
be
a
long
incident.
This
is
what
you
can
expect
from
your
body.
These
are
the
stresses
you
may
face,
and
this
is
where
you
are
where
you
may
end
up,
so
where
you
are
where
you're
going
and
when
you
expect
to
arrive
there.
G
So
some
of
the
information
that
we
had
posted
is
not
just
from
boston
ems
and
not
just
from
the
command
staff,
but
some
experts
in
their
field
and
mental
health
providers
as
well
as
unfortunately,
coping
with
grief
on
september
16th,
the
the
emt
you
see
horizontally
here,
being
held
by
her
peers.
We
lost
as
a
result
of
covert
19
complications,
and
that
was
something
that
rippled
through
our
agency.
You
know
you
may
notice
she's,
not
standing
amongst
this
group
she's
being
held
by
them.
She
was
loved
by
many.
G
These
are
some
of
the
other
topics
we
covered.
We
won't
beat
that
to
death,
but
also
centralizing
services.
You
know
ourselves
my
past
myself,
pat
joe,
we
often
bounce
things
off
of
each
other
and
usually
it's
a
sharing
of
resources
and
a
pooling
of
what
would
you
do
in
this
instance?
I
just
need
some
guidance,
you
know
never
breaching
confidentiality.
G
Just
what
would
you
do
so?
We
centralized
services
that
boston
ems
was
offering,
and
I
know
most
city
agencies
were
offering
about
housing
what
to
do
if
you're
sick,
how
do
you
self-monitor,
but
what
we
identified
early
on
was
that
having
a
younger
workforce,
they
didn't
have
as
many
resources.
They
didn't
have
the
support
structure.
They
may
not
have
families
in
the
city,
state
or
even
country
for
that
matter,
so
we
kind
of
had
to
instill
a
support
network
amongst
them,
and
we
did
that
through
our
department's
infectious
control
office.
G
We
enhanced
that
office
to
supplement
the
physicians
that
are
currently
they
work
for
boston,
ems,
they're,
our
medical
directors.
They
hired
nurses
and
nurse
practitioners
to
continually
track
covert,
related
exposures,
illnesses
symptomatic
patients
upon
members
and
treat
them
and
guide
them
to
their
primary
care.
But
what
they
noticed
very
early
on
is
a
majority
or
a
lot
of
our
members
had
no
primary
care.
G
G
It's
very
very
difficult
for
our
membership
to
not
be
in
the
game
to
be
told
you
must
stay
home,
I'm
not
sick,
but
you
must
stay
home
to
protect
those
that
are
still
active
because
you've
had
an
exposure,
so
keeping
those
folks
in
the
game
having
a
daily
check-in
through
the
chatbot
really
opened
the
communication.
But
for
those
of
our
members
that
were
homesick
the
ditco
team,
the
department's
infection
control
office
identified
peer
support
as
the
confidential
conduit
to
getting
these
department-funded
care
packs
to
our
membership.
So
51
to
date,
care
packages
have
been
delivered.
G
You
can
see
it's
mostly
comfort,
food,
tylenol,
mass,
a
thermometer
hand,
sanitizer
cleaning
supplies
things
that
just
help
them
not
have
to
leave
the
house
and
they'd
be
supplemented
as
needed.
So
a
daily
verbal
check-in
from
the
ditco
staff
opening
of
conversation
with
peer
support,
just
provided
a
more
protective
measure
for
those
that
are
home,
isolating
and
potentially
feeling
a
little
depressed
feeling
out
of
the
game.
You
know,
and
if
there's
something
going
on,
our
members
want
to
be
there,
it
doesn't
matter.
G
They
want
to
be
there
and
they
want
to
serve
the
public
and
they
want
to
take
care
of
the
residents
and
visitors.
So
what's
important
to
note
here
is
that
2020
has
brought
on
additional
stressors
to
a
population
of
boston,
ems
and
people
of
color,
with
george
floyd
and
kova
19,
and
the
economic
decline
and
civil
unrest.
G
You
know
often
times
we
get
a
pass
as
the
helpers.
You
know
we
go
to
scenes
that
are
potentially
hostile
and
dangerous,
but
often
most
of
the
time
we
are
given
a
path
to
treat
those
that
are
injured
or
ill,
and
what
we're
seeing
is
the
opposite.
Currently,
it's
not
we're
not
being
attacked
every
day,
but
there
is
a.
G
If
people
are
in
crisis
are
in
trouble.
They
often
see
people
who
look
like
them
are
similar
in
age
to
them,
similar
religion,
age,
gender
orientation,
and
we
need
to
push
the
envelope
and
make
sure
that
we
represent
everybody
in
this
department,
and
everybody
has
a
conduit
to
care.
So
we
committed
to
training
in
january
to
diversify
the
peer
support
team,
black
white
asian
hispanic,
lgbtq
members
of
service.
G
G
That
is
the
ultimate
goal,
keep
everybody
alive,
but
if
we
settle
with
that,
we'll
never
get
to
the
next
benchmark
that
we
need
to,
which
is
keep
everybody
well
retired,
happy
for
as
long
as
we
could
possibly
get
them.
We
need
to
commit
to
that
not
just
alive
u.s.
Statistics
of
suicide
are
ever
increasing,
but
you
know
the
best
chance
of
cardiac
arrest.
Survival
is
in
seattle,
where
the
highest
rate
of
people
that
are
trained
in
cpr
exists.
So
there's
no
one,
there's
no
there's
no
unusual
phenomenon
that
training
and
treatment
go
hand
in
hand.
G
So
we've
committed
to
training
every
single
member
of
our
agency
in
the
next
training
cycle
in
january
in
qpr,
which
is
question
persuade
refer,
which
basically
says
that
every
single
member
of
our
agency
uniformed
will
know
how
to
identify,
refer,
identify
a
potential,
suicidal
person,
persuade
them
to
get
treatment
or
push
them
towards
peer
support
or
refer
them
to
a
clinician.
So
no
one
is
going
to
walk
through
this
alone.
Essentially,
we
understand
that
you
know
the
the
membership
is
under
stress.
G
G
G
It
was
just
an
introduction
of
who
they
are
take
the
take
the
the
stigma
out
of
it,
take
the
the
mystery
out
of
who
they
are
or
where
they
are
and
create
a
relationship
from
the
jump.
So
when
you
are
in
crisis,
you
wouldn't
think
twice
of
picking
up
that
phone
and
saying
hey
lori,
I'm
in
crisis-
and
this
is
what
I
need
just
real
quickly
is
phase
two
and
three
that
are
now
all
rolled
out.
Phase
two
was
opening
it
up
to
the
membership,
we're
still
under
covert
restrictions.
G
Obviously,
so
it
requires
pre-signing
up
wearing
a
mask
in
exercising
or
meditating
or
doing
yoga
at
a
distance.
But
we
found
great
success
in
getting
members
out
quarantining
and
isolating
for
those
that
are
first
responders
in
the
public
to
do
work,
home,
rinse
and
repeat
for
months
on
end
is
going
to
be
detrimental.
We
have
to
make
some
concessions,
and
this
is
the
one
that
we're
choosing
to
make
right
now
in
creating
the
safest
environment
that
we
can.
G
So
what
we've
seen
is
success.
We've
now
branched
out
where
members
of
health
and
wellness
are
doing
zumba,
they're
doing
golf
they're
doing
yoga,
meditation
and
they're,
just
basically
a
community
amongst
themselves
where
they
are
taking
care
of
each
other.
In
phase
two,
we
created
future
leaders
recruits
teaching
deputy
superintendents
recruits
teaching
classes
to
captains
of
this
department.
In
a
equal,
loving
playing
field,
so
members
of
this
recruit
class
that
you
see
are
now
working
as
associate
instructors
in
health
and
wellness
and
really
breaking
down
the
barriers
of.
G
G
So,
following
the
restrictions
that
we
have
to
to
keep
our
members
safe
right,
now,
they're
working
out
amongst
each
other
they're
treating
themselves
right,
they're,
treating
their
body
right,
and
it's
really
unique
time
to
capitalize
on
this,
because
our
members,
although
they're
stressed
and
working
more
than
ever
they've,
never
had
more
free
time
as
well.
You
know
when
you
think
about
everything:
every
social
activity,
weddings,
christenings
everything
has
stopped.
So
we've
asked
them
to
fill
that
void
with
something
for
themselves
and
hoping
that
we
create
a
culture
in
just
a
general.
G
C
E
Thank
you
very
much,
mr
chairman,
and
thank
you,
everyone
for
those,
the
presentations
and
the
the
conversation
and
the
work
that
you're
all
doing
to
support
your
members
and
to
support
members
of
other
departments
during
this
time
and,
by
extension,
their
families
and
then,
by
extension,
our
communities
across
the
city
just
very
grateful.
For
your
time.
Your
work
and
your
commitment
to
this,
dr
hamrock,
my
first
question
is
for
you
a
lot
of
your
presentation
really
was
great
to
just
have
a
deeper
understanding
of
the
impacts
of
stress
and
chronic
stress.
E
I
appreciate
to
the
education
around
the
post-traumatic
stress
injury
as
as
opposed
to
disorder,
and
I
will
take
that
on
as
a
part
of
my
regular
vocabulary
as
well.
You
know
a
lot
of
your
work
certainly
was
focused
on
bpd
when
we
think
about
the
statistics
and
the
impacts.
I
imagine
that
it's
similar
across
ems
and
fire
too,
when
we
think
about
the
the
impacts
of
stress
on
the
body.
K
Yeah,
I
I
talked
about
the
police
today,
council,
but
you
know.
Certainly
the
similar
with
police
are
the
ems
and
fire
as
well,
and-
and
I
can
tell
you,
it
affects
their
physical
health
as
well.
The
mental
stress
they
deal
with
on
the
fire
scenes
or
dealing
with
you
know
critically
ill
patients
beats
them
up
physically
and
mentally,
and
I
see
the
same
stats.
Actually,
you
know
the
150
sold
boston,
firefighters,
we
put
to
the
screening
program.
K
The
results
really
mirror
the
police
department,
as
well
from
the
effects
mental
effects
of
their
job.
I
don't
have
as
much
numbers
for
ems,
because
the
majority
of
those
400
2b
screens
were
boston
police
officers,
but
the
ones
that
we
do
see
certainly
have
significant
diseases
as
well
related
to
the
mental
health
effects
of
the
job.
E
Right-
and
I
appreciate
too,
your
focus
and
your
continued
focus
around
the
impacts
on
female
officers
around
the
the
prevalence
of
disease
and
or
presentation
of
potential
issues
for
for
our
pat
and
joe
and
pat.
Where
do
we
see
the
gaps
in
care
like
where,
where
is
what's
missing,
or
what
are
the
things
that
are
missing,
that
we
can
be
supportive
of?
I
know
you
know
lieutenant
coulter
mentioned
members
have
to
go
through
headquarters
to
get
support
services.
E
D
Well,
I
would
say
one
of
the
the
main
gaps
is
the
insurance
issue
harvard
pilgrim
as
we
discussed
briefly
yesterday.
I
I
think
the
number
70
75
percent
of
city
employees
have
harvard
pilgrim
the
mental
health
component
of
our
pilgrim.
The
billing
component
is
a
hurdle,
so
a
lot
of
clinicians
that
we
did
use
before
they
don't
accept
us
fire
people
anymore.
D
Just
because
I
did
the
comment
I
would
get
was
that
I
meet
with
someone
for
an
hour
and
it
takes
me
three
hours
to
get
paid,
and
so
I'm
not
sure
what
the
process
is,
because
I'm
not
a
clinician
billing,
but
I
know
that
that's
been
an
issue,
an
ongoing
issue.
We've
lost
some
good
clinicians
because
of
it,
and
we
have
kept
some
people
in
the
loop.
The
legged
group
from
roslindale
has
stayed
with
us.
D
Sarah
henderson
chris
walsh,
there's
certain
individuals
that
don't
mind
doing
the
extra,
but
they
have
maybe
they
might.
Some
of
them
have
family
members
that
are
on
the
police
or
fire.
So
they
want
to
be
there
for
us,
but
I
I
do
know
it
is
an
obstacle
trying
to
keep
good
clinicians
because
of
the
the
hurdles
of
getting
payment
from
these
companies.
D
So
whenever
I
go
into
the
drill
class
when
they
bring
a
new
drill
class
in
the
academy,
I
I
often
talk
to
the
the
members
that
are
coming
on,
and
I
say
you
know
you,
you
were
pitched
a
program
of
an
hmo
and
if
you
pay
the
extra
hundred
dollars
now
and
get
a
ppo,
it
serves
you
better
because
you
have
more
access
to
more
healthcare.
You
can
go
where
you
want
pretty
much.
D
And
then,
when
we
come
to
certain
issues
where
say,
there's
a
substance,
abuse
issue
say
we
have
a
firefighter
that
had
a
knee
replacement
or
shoulder
surgery
and
they're
on
pain,
medication
for
two
or
three
months.
They
cannot
be
on
suboxone
when
they
come
back
to
work
so
because
they
can't
work
on
that
and
then
we'll
have
members
that'll
say
well.
You
know
I
have
a
problem
here.
D
What
do
I
do
and
if
they
try
to
go
on
vivitrol,
which
wouldn't
come
up
on
a
drug
test
if
they
get
injured
now,
pain,
medication
won't
work
for
them,
because
it's
an
opioid
blocker,
so
their
devices
to
go
to
the
va
and
the
system
near.
If
they
go
to
a
detox
at
the
va,
they
might
only
get
three
days.
They
might
not
even
get
seen
in
an
actual
residential
setting,
they
might
get
suboxone
to
take
home
and
it's
again
it
would
be
the
insurance
issue.
D
So
the
other
problem
I
look
at
is
that
in
massachusetts.
If
you
come
in
with
the
substance
abuse
issue,
we
don't
really
have
a
28-day
facility
that
we
can
send
you
to
in
state.
So
if
I'm
talking
to
you-
and
you
know,
you're
on
pain,
medication,
you're
trying
to
get
off
it
and
I'm
telling
you
the
only
28
day
program
we
have
is
down
in
pennsylvania
and
you've
got
to
uproot
and
go
down
there
for
28
days.
D
It's
it's
it's
a
big
ask
for
someone
and
then
again
with
the
threat
that
you're
in
trouble
with
the
job.
If
you
test
positive,
so
I
think,
looking
at
the
insurance
issue
would
would
be
very
helpful
and
if
we
could
somehow
figure
out
how
to
get
people
a
longer
term
in
treatment
in
state
like
at
a
gosnell
or
a
norcal
or
or
you
know,
high
points
or
saint
elizabeth
or
the
faulkner
or
one
of
these
facilities
or
mcleans.
E
I
I
think
the
biggest
thing
you
made
mention
it
before
council
was
is
time
for,
for
my
officers,
that's
that's.
The
biggest
issue
is
a
lot
of
them.
They
they
want
to
get
the
the
cardio
workout
and
that's
the
biggest
thing
we
preach
when
we
do
a
critical
incident,
the
briefing
and
that's
been
something
I've
been
focusing
on
since
I've
been
involved
with.
You
know.
J
J
That
that
cleaning
out
of
the
bloodstream,
that
that
20
minute
to
half
hour,
workout
or
some
kind
of
elevated
heart
rate
we
can
get
for
the
officers
to
prevent
this
blood
buildup
from
all
like
the
chemicals
they
already
have
dumped
in.
The
stress
response.
Excuse
me,
so
the
biggest
thing
for
us
right
now
is
time.
Thank
you.
K
I
like
to
say
you
know
with
the
you
know
the
city
of
boston,
you
pay
about
twenty
thousand
dollars
per
employee,
for
health
insurance
and-
and
I
think
the
questions
are
really
getting
bang
for
the
buck.
With
that
and
particularly
mental
health
issues.
You
know
if
you
have
an
orthopedic
condition
or
cardiac
condition.
I
can
get
you
seen
today,
but
if
you
have
a
mental
health
condition,
the
insurance
takes.
Several
phone
calls
may
take
a
week
or
two
to
get
an
appointment
that
should
be
seen
today.
K
So
I
think
we
need
to
leverage
insurance
companies
at
the
city,
boston's
pain,
saying
you
know,
let's,
let's
guarantee
same-day
visits
as
we
do
for
our
other
conditions,
including
you
know,
diabetes
and
orthopedic
conditions.
I
think
it's
going
to
take
some
leverage
in
that
part,
but
we're
spending
a
lot
of
money
for
these
insurance
plans
and
now
we're
really
getting
the
money
for
what
we're
paying.
K
I
mean
I
unfortunately
have
some
good
connection
at
st
elizabeth's,
where
I
can
get
someone
seen
by
a
counselor,
but
a
couple
of
different
phone
calls,
but
not
everyone
has
that
access
and-
and
I
I
think
we
really
need
to
look
at
that
and
really
focus
on
insurance
companies.
Are
you
treating
health
issues
as
you're
treating
these
other
medical
conditions
that
people
have.
G
Add
I
think
access
does
remain
an
issue,
especially
since
we're
most
of
us
are
seeking
specialized
programs.
So
I
think
it
really
speaks
to
you
know
enhancing
the
first
responder.
This
is
a
private
sector
thing,
but
you
know
certainly
creating
more
spaces
currently,
for
example
leader
which
we
all
use.
I
think
I
know
the
fire
does
at
least
and
that's
six
spots
right
now.
That's
six
beds.
Four
men
total,
so
they
operate
in
a
two
to
three
week
waiting
list
to
get
our
members
in
so
insurance.
G
I
can
say-
and
I
think
I
would
speak
city
hall
has
gone
to
bat
to
help
us
advocate
for
ourselves.
We
couldn't
necessarily
do
it,
but
certainly
just
barriers
when
it
comes
to
ppo
and
hmo,
and
I
think
that
the
city
would
have
some
leverage
considering
the
amount
of
us
that
are
on
different
plans,
but
certainly
in
short,
through
the
city
that.
E
F
F
Many
of
the
firefighters
knew
my
my
uncle
dennis
very
well.
He
he
died
young
from
from
heart
disease
and
he
was
like
he's
like
a
second
father
to
me.
So
I
miss
him.
So
I
this
issue
is
very
personal
and
whatever
I
can
do
to
be
helpful
to
the
fire
department,
the
police
department,
ems,
but
I
you
know,
I
I
think
the
rhetoric
and
the
verbal
assaults
on
police
on
on
ems
or
fire
is
having
a
devastating
impact
in
in
cities
across
the
country.
F
You
know
police
are
already
under
pts
related
challenges
about
the
last
thing
you
need
is
someone
you
know
verbally
assaulting
you.
I
think
we
also
need
have
to
have
a
public
awareness
campaign
about
the
destructive
destructive
comments
that
take
place,
that
they
really
hurt,
so
many
people
that
are
trying
to
do
a
good
job
on
our
behalf.
F
F
F
F
You
know
we
see
veterans,
24
veterans
commit
suicide
a
day,
certainly
that's
a
a
staggering
number,
but
I
also
know
it's
a
it's
a
high
number
as
well
on
the
police
departments
across
the
country,
but
I
just
wanted
to
ask
joe
if
we
is
there
any
way
we
can
think
about.
You
know
short
term
or
long
term
of
how
we
get
access
to
sick
time
for
our
police
officers
or
for
our
ems
or
fight
upon.
But
just
generally
speaking,
if
you
had
any
thoughts
about
that.
I
One
thing
we
start
the
on-site
and
dr
duggan
started
and
pioneered
years
ago
was
restore
it's
a
restore
weekend
and
we
send
our
our
officers
were
veterans.
He
holds
it
about
and
he
does
it
pro
bo
that
one's
for
gratis
is
pro
bono.
It's
not
part
of
the
contract.
We
have
with
the
city
that
he
has
with
the
city
and
one
about
every
six
weeks.
I
J
I
If
I
could
put
it
that
way
or
a
change,
crazy
shift
of
gears
of
being
deployed-
and
I
I
can't
say
for
a
fact
that,
because
of
the
riots
and
the
the
protests
and
a
lot
of
these
protests
aren't
are
more
odd,
ad
hominem,
personal
attacks
that
officers
standing
in
line
and
then
being
directed
at
them
and
their
families
and
the
language
to
be
honest
with,
but,
like
I
I've
been
on
for
30
something
years,
I
worked.
The
old
child
street
jio
nationalist
retail
and
I've
been
on
the
city,
the
police
department,
since
94.
I
I
It
helps
to
pack
culture's
point.
Mclean
is
down
to
like
half
capacity
for
the
leader
program,
so
you
think
of
fire
ems
and
boston,
all
sending
personnel
to
the
leader
program
that
has
four
beds
now
or
six
beds.
It
depends
on
when
I
talk
to
them
when
we
have
our
people
call
and
they're
not,
and
we
obviously
we
pioneered
it.
We
got
it
going,
which
was
great
like
everything
from
mclean.
Now
it's
it's
it's
wide
open
to
everybody,
the
whole
state's
using
it.
I
So
it's
you
know
the
so
right
now
our
big
my
biggest
thing
is
it
kind
of
speaks
to
the
insurance
too,
because
without
having
a
ppo,
where
you
know
my
resources
are
limited.
So
a
lot
of
times.
What
I'm
doing
is
you
know,
are
you
a
veteran
yeah
right
now?
Maybe
I
can
farm
you
or
not
to
be
prude.
We
can
get
some
services
through
the
vet
center.
We
have
our
people
through
on-site,
we're
going
to
get
your
appoints
with
the
doctor,
we're
going
to
get
you
appointments
with
the
with
the
license
social
worker.
I
I
A
lot
of
these
these,
these
dogs,
these
sizes,
therapists,
just
aren't
taking
any
more
patients
they're,
just
they're
they're
they're
overwhelmed.
So
I
hope
that
answer
that
the
best
I
can
you
know
I
mean
as
far
as
the
sick
bank
thing
goes,
it's
really
like.
I
can.
I
can't
say
it
enough,
at
least
in
the
police,
and
because
our
schedule
is
different
is
time.
You
know
trying
to
have
some
built-in
time
in
there
to
get
stuff
done
and
lots
of
times
when
these
officers
have
time
they
go
home.
I
They
want
to,
like
you,
said,
see
their
kids
go
to
games.
Do
this
a
lot
of
them.
Are
I
don't
know
how
they
we
all
did
it?
You
know
I
coached,
I
coach,
my
kids,
you
know,
participate
in
a
lot
of
things
and
you
just
and
it
gets
back
to
the
same
old
thing
again.
A
lot
of
these
officers
will
do
for
other
people,
but
they're
very,
very
hesitant
to
ask
for
themselves-
and
it's
just
part
of
the
culture
in
which
we
try
to
overcome
on
a
regular
basis
and
also
the
police
too.
I
I
The
firearms
is
a
tricky
thing,
because
a
lot
of
people
look
at
it,
as
is
a
symbolic
political,
hot
button
firearms,
but
for
the
police
officers,
it's
just
a
tool
of
the
trade,
I'm
not
saying
it
to
be
crude
they're.
Just
it's
it's
an
essential
part
of
their
equipment.
It's
essential
part
of
completing
their
missions.
It's
something!
That's
almost!
Never
used
the
stats,
bear
it
out.
Probably
one
percent.
I
F
Thank
you
thank
thank
you
joe
and
you.
You
definitely
answered
my
question
and
I
have
no
further
questions
and
just
just
wanted
to
leave
you
with
one
final
comment.
If
I
may
is,
I
had
the
opportunity
to
talk
twice
to
police
officers,
spouses
just
a
on
a
zoom
call,
just
listening
to
their
concerns
about
family
life
and
it's
very,
very
similar
to
a
veteran
coming
back
home
and
dealing
with
ongoing
challenges,
but
the
challenges
police
officers
are
facing
and
their
families
is
very
significant.
F
I'm
so
glad
that
counselor
sabe,
george
and
council
flaherty
have
called
this.
It's
it's
probably
the
most
important
hearing.
I
think
I've
attended
in
the
city
council
in
three
years,
so
I
want
to
say
thank
you
to
my
colleagues
for
calling
us
and
I
hope,
to
focus
on
my
hearing
after
the
new
year,
and
that
would
be
basically
a
registry
of
any
type
of
illnesses
or
issues
medical
issues.
F
Someone
had
during
this
critical
time
in
making
sure
that
we
try
to
document
it,
because
I
think
these
medical
conditions
are
are
staying
with
with
with
the
police,
fire
and
ems
and
having
a
significant
negative
impact
on
a
family's
life
as
well.
So
I
want
to
say
thank
you
to
the
panelists
to
say
thank
you
to
counselor
stubby,
george
counselor
flaherty,
and
no
further
questions.
Thank
you.
Councilors
abby
george.
A
Yes,
thank
you,
mr
chairman.
I
I
really
appreciate
the
presentations
from
all
the
services
and
I
have
one
comment
and
then
a
question.
The
comment
and
commitment
really
is
that
when
I
first
got
on
the
council
at
the
beginning
of
the
year,
I
think
it
was
in
january
that
we
had
the
hearing
around
the
new
pec
arrangement
around
insurance
right.
A
A
That's
something
that
I
will
definitely
follow
up
on,
because
I
think
it
it
sounds
like
it's
a
it's
a
concrete
barrier
for
some
of
these
things
and
then
my
question-
and
it's
really,
I
guess
for
dr
hamrock
and
for
joe,
is
in
a
hearing
we
had
a
few
weeks
ago.
We
heard
about
this
really
significant
uptick
in
officers
out
in
sort
of
extended
second
injured
category
and
and
the
and
the
first
the
first
instance
of
that
uptick.
A
It
had
been
kind
of
sitting
at
about
150
officers
and
then
last
year,
so
between
january
2019
and
jan
2020.
So
before
the
pandemic
and
the
most
recent
issues,
it
had
gone
up
by
60
officers,
which
is
like
you
know,
almost
50
40
rise.
So
I
was
wondering
I
it
was
really
helpful
for
me
all
the
contacts
that
I
heard
today
about
the
pressures
of
the
job
and
the
and
the
way
that
that
plays
out
in
people's
sort
of
body
and
and
mental
health.
A
But
whenever
I
see
something
that
dramatic
changing,
I
obviously
am
asking
to
myself
like
what
has
changed
and
how
can
we
reverse
it,
and
so
and
because
it's
prior
to
covid
and
and
and
prior
to
all
of
the
developments
of
this
year,
I
just
I'm
trying
to
get
a
feel
for
what
that
could
have
been.
And
I
was
wondering
whether
either
of
you
are
able
to
shed
any
light
on
what
what
new
pressures
or
new
dynamics
or
on
our
officers
are
causing.
That.
K
I
mean
to
me
it's
possible
just
to
keep
the
effects
of
the
job
of
finally
catching
up
to
these
offices
and
I'll
be
showing
in
some
of
the
illnesses
and
and
injuries
because
before
covert,
you
know,
certainly,
we've
seen
a
lot
of
officers
come
down
with
covenant
and
someone
is
still
suffering
the
long-term
effects
of
the
cold
and
they're,
not
100.
Unfortunately,
but
I
would
say
it's
more
just
accumulation.
I
I
I
Let's
see
what
I'm
saying
where
it's
an
issue
like
we
have
a
lot
more
officers
out,
but
if
you're
looking
at
it,
they've
been
out
for
a
longer
period
of
time
and
it's
no
they're
not
getting
back
as
quick,
and
I
think
a
lot
of
it
does
does
get
down
to
what
we're
talking
about
here,
whether
it's
ptsi
or
physiological
determinations-
and
I
think
you
know
like
I
like-
to
write
a
little
equation.
They
call
like
emotional
erosion
is
equal
to
physical
plus
mental
maladies.
I
You
know
and
then
all
of
them
together
add
up,
and
you
know
so.
I
I
really
couldn't
say
as
far
as
the
numbers,
but
it's
I
would
think
it's
it's
more
along
the
lines
of
like
what
the
doctor
said
and
also
I'd
want
to
check.
If
it's
just
an
aggregate,
that's
grown
because
the
recovery
process
isn't
as
quick
as
it
used
to
be.
A
Yeah
no,
I
agree
that
would
be
really
helpful
to
understand
and
and
yeah
and
and
in
terms
of
what
the
office,
what
the
doctor
said
about
catching
up.
I
guess
to
me
then
I
guess
that
would
make
sense
if
we
have
a
particular
sort
of
bubble
of
officers,
all
in
the
same
age
range
right
like
if
there's
something
that's
changed.
I
just
I
was
struck
by
how
much
it
had
been
sitting
pretty
consistently.
A
Obviously,
those
150
that
it
was
sitting
at
consistently
were
changing,
who
they
were
right
and
now
it's
and
now
for
it
to
go
up
60
in
a
year,
and
then
you
know
it's
gone
up
another
60
this
year,
but
I
think
there
we
can
have
more
of
an
understanding
about
the
covet
impacts
and
other
things
right,
but
like
to
have
gone
up
last
year
by
60
it
just
it's
really
striking.
I
think
I
think
you're
right
show
would
be
good.
A
It
would
be
good
to
understand
whether
that's
that
folks,
who
were
on
that
injured,
sick
category
in
2016,
17
18,
are
just
still
there
because
there's
a
really
long
duration
issue
or
what
but
it's
it's.
It's
very
concerning
to
me
they're.
Obviously
you
know
budgetary
and
other
implications
when
we're
replacing
94
officers
a
day
or
worth
of
folks
like,
but
more
concerning
to
me
is
just
the
idea
that
we've
got
this
like
real,
sudden
swell
and
long-term
long-term
injury.
C
E
And
you
know,
I
think,
for
me:
it's
making
sure
that
as
a
city,
it's
our
responsibility
to
ensure
that
our
first
responders,
those
that
protect
us
and
respond
to
our
calls,
our
police,
firefighters
and
emts
and
paramedics
that
they
have
access
to
high
quality
services
across
the
board
across
the
spectrum
and
that
we
make
the
time
for
them
to
access
those
services.
Because
we're
hearing
that
it's
one
thing
to
have
a
desire
to
do
or
to
be
seen
or
to
be
well
or
to
get
to
get
well.
E
But
if
you
don't
have
the
time
to
do
it,
it
often
just
gets
pushed
down
on
the
list.
So
I
think
that
we've
got
a
few
sort
of
tasks
before
us
when
we
think
about
the
work.
That's
left
undone
that
we
need
to
focus
our
energies
on
as
a
council,
certainly
and
in
collaboration
with
all
of
you,
so
just
grateful
for
the
education
and
for
your
time
and
for
your
continued
commitment
to
the
physical
and
mental
well-being
of
our
first
responders
across
our
city.
C
Thank
you,
council
savvy
george,
for
putting
this
forward
for
my
colleagues,
council
flynn,
council,
black
council
o'malley
for
attending,
and
obviously
the
panel
commissioner
and
lieutenant
sergeant
and
and
the
doctor.
I
think
it
goes
without
saying
that
the
boston
city
council
loves
our
first
responders.
You
guys
have
a
great
ally
in
the
council.
Anything
we
can
do
to
continue
to
work
together
to
support
these
programs
that
help
protect
the
men
and
women
of
the
boston
police.
The
boston,
fire
and
ems
is
something
that
I
hold
heartily
supporters
do
all
my
colleagues.