Neglect of Duty
Affected by This Policy
||This policy shall apply to all DCF employees.
is any family or child receiving services from the Department, including children who are
residents or patients in DCF facilities or hospitals.
The supervisor is the employee's
immediate supervisor or, in his/her absence, the management's designee.
Neglect of duty is any of the
being absent from work without
reasonable notice or permission
arriving for work unfit for duty
or failing to remain fit during work hours
being less than alert or
inattentive to job functions and responsibilities
being drowsy or sleeping on the
leaving a duty station or assigned
responsibility without permission
failing to follow prescribed
Department or work site policy relevant to job duties and responsibilities
theft, willful neglect or misuse of any state
funds, time, property, equipment, materials or supplies
failure to cooperate with a child abuse or neglect
investigation conducted by the Department and related to an employee's activities while in
the performance of his/her job with the Department, whether or not the employee is an
alleged perpetrator of abuse or neglect. Failure to cooperate includes, but is not
- failing to make oneself available for an investigatory interview within three
(3) business days, consistent with the employee's work schedule, of being notified that
the interview is requested. Consideration may be given for an extension of this period
only under certain unusual/emergency circumstances
- failing to immediately and properly document /report incidents of abuse or neglect in
accordance with state statutes, regulations and/or agency policy
- misrepresentation or withholding of information relevant to an investigation
any other activity deemed by the Department
Administrator to endanger the health, safety or well-being of clients or staff.
||The employee shall have the opportunity for Union
representation during the Hotline investigation. However, failure to obtain such
representation within the time frames allowed shall not be considered unusual/emergency
circumstances for extending the period of time for scheduling the investigatory interview.
Each supervisor shall
bring to the attention of assigned
staff this and any other relevant policies and procedures regarding the employee's job
duties and responsibilities and expected employee conduct
assign and relieve employees from
duty in a manner to guarantee adequate coverage and to safeguard the clients and staff
Note: If an employee is observed to be sleeping on
duty, or in the judgment of the supervisor is not sufficiently alert or fit to remain on
duty, the supervisor shall confer with the appropriate manager or designee prior to
relieving the employee from duty.
report all unhealthy or unsafe
work conditions to the appropriate manager or designee upon discovery
take all appropriate steps to remedy unhealthy or
unsafe work conditions.
Each DCF employee shall
become familiar with and adhere to
Department or work site policies and procedures regarding his/her job function and
report for, and remain at work as
follow Department or work site
policies regarding the reporting of absences
remain alert and attentive to job duties and
responsibilities at all times
apply good judgment in fulfilling job duties and
remain at the duty station or assigned
responsibility unless relieved of duty by a supervisor or until the authorized relief
staff is present
report promptly to the supervisor
- any work condition that, in the opinion of the employee, is unusual,
dangerous or unsafe
- any circumstance affecting the safety and well-being of clients or staff.
Any employee who is taking medication
which may make the employee drowsy or less than alert shall report this fact to the
appropriate supervisor prior to starting the shift or working hours.
The employee shall also follow this procedure when
he/she is unsure of the side effect of such medication.
|An employee who feels that he/she will become drowsy or less
than alert while on duty for any reason, including fatigue or medical problems, shall
report this fact to the appropriate supervisor prior to the employee's shift or
If, after the employee has reported for duty, he/she feels the onset of
drowsiness, the employee shall report this fact to the appropriate supervisor.
||When two or more employees are on duty at the same time
within the perimeter of the same duty station and one employee is observed to be drowsy,
the co-worker(s) shall take reasonable steps to help that employee maintain a high level
of alertness and attentiveness to duty.
If the co-worker feels that such steps are not
having the desired results, the co-worker shall promptly notify the appropriate
|Leaving a Duty
If an employee finds it necessary to leave
his/her duty station or assigned responsibility, the employee shall
seek and receive permission from
the appropriate supervisor to be relieved from duty
leave the duty station only upon being relieved by
a properly assigned co-worker or supervisor.
Department Corrective Action
If an employee is found to have neglected
his/her duties, the Department shall immediately review the following criteria to
determine if any disciplinary action should be taken:
the effect of the incident on the
mandate of the Department
the employee's work history,
including any previous measures taken to correct the employee if this is not the first
the seriousness of the offense in
- the employee's duties, responsibilities and level in the organization
- the possible impact on state property or equipment, health, safety or
well-being of clients or staff.
the circumstances surrounding the
any mitigating circumstances.
Neglect of Duty
The penalty for neglect of duty may
include disciplinary action up to and including suspension and dismissal.
Note: An employee shall not be penalized for inability to perform
duties due to legitimate medical reasons unless the employee fails to use medications or
measures prescribed to alleviate or correct the condition.
Connecticut Department of Children and Families
Effective Date: July 1, 2003