1.1 Use of Services

1.1.1 Except where noted, employee participation is voluntary.

1.1.2 Employees, or their family where appropriate, may request services from any portion of the program or from a number of sources.

1.1.3 If necessary or desired by the employee, staff who participate in providing services may advise employees and their families regarding non-Department services that may be available in addition to those provided by the Department.

1.2 Critical Incident Stress Debriefing or CISD Teams provide intervention and support services for employees involved in or adversely affected by catastrophic situations encountered in the course of their work duties.

1.2.1 In addition to team activities involving a critical incident, Team Members may act as a referral source for employees who are encountering stressful situations and who may need professional assistance.

1.2.2 Team Leaders and Team Members shall meet at least once a month and provide an activity report to the Employee Assistance and Support Program Administrator and to the appropriate Warden.

1.3 Employee Death or Incapacitating Injury In the Line of Duty - The Department shall, as humanely and as rapidly as possible, notify the appropriate family member in the event that an employee dies or receives an incapacitating injury In the Line of Duty. To the extent desired by the family, the Department shall provide continuing support and, if appropriate, assist in funeral arrangements. In addition, the Department shall serve as the initial contact with the media and, if desired by the family, serve as the on-going contact with the media.

1.4 Employee Death or Incapacitating Injury While Off Duty - While the Department may not be directly involved, the Department may be tasked with notifying a family member of an incident. In addition, while not to the degree of an In the Line of Duty incident, support for the family is appropriate and may be offered by the appropriate staff member.

1.5 Recognition of the Death of an Officer From Another Law Enforcement Agency - The Department may, as determined by the Director, provide representation at the funeral services for individuals who have died In the Line of Duty.

1.6 State Sponsored Employee Assistance Program - In addition to the programs operated by the Department, a state government sponsored Employee Assistance Program (EAP) is available. The EAP office provides counselors to facilitate a voluntary debriefing, of about one hour, at the work place to help employees adjust to crisis situations, terminal illness or the death of a co-worker. Any employee may contact the EAP office at (602) 542-4200. Approval from the appropriate Deputy Warden or Administrator is required.

1.1 Under the direction of the Employee Assistance and Support Program Administrator, volunteer employees shall serve as CISD Team Leaders and Team Members. The Administrator shall maintain oversight of the CISD program.

1.1.1 CISD Team Members, trained in crisis intervention skills, shall respond to employees in crisis using defusing and debriefing techniques. Team members may assist employees by offering appropriate referral services.

1.1.2 Assignment to CISD Team duty is voluntary and involves no reclassification activity or salary adjustment. All activities of Team Leaders and/or Team Members are considered supplemental to regular job responsibilities and the involuntary removal from such duty shall not be grievable.

1.2 The Employee Assistance and Support Program Administrator shall ensure the appropriate activation of a Crisis Response Team to provide timely notification to a staff member's family if a staff member dies or sustains an incapacitating injury in the line-of-duty. The Administrator, in consultation with the appropriate Executive staff shall provide oversight of the notification and family assistance processes.

1.3 The Employee Relations Officer and the Benefits Liaison shall be available to offer assistance and support as required by the provisions of this Department Order. The Employee Relations Officer has oversight responsibility for the voluntary psychological counseling program.

1.4 The Public Relations Office is primarily responsible for media contact involving any incident that results in the death or incapacitating injury of an employee. The Public Relations Officer may, at the employee or family's request, maintain appropriate contact with the media in a support role after the initial incident has ended. For example, during the hospitalization of a seriously injured employee or during a hostage incident.

1.5 Employees from all divisions, program areas and institutions may participate in the CISD program. Participation shall be at the discretion of the Employee Assistance and Support Program Administrator and the appropriate Deputy Director, Assistant Director or Warden.

1.2 The Employee Assistance and Support Program Administrator, in consultation with Deputy Directors and Assistant Directors, shall determine the number of CISD Teams, Team Leaders and Team Members for non-institutional areas of operation.

1.3 A staff member who wishes to volunteer as a CISD Team Leader or Team Member shall complete a Critical Incident Stress Debriefing Team Member Application, Form 521-1P, to include a notation from the employee's supervisor approving participation.

1.3.1 The application shall be submitted through the chain-of-command to the Warden, or for non-institutional staff the Bureau Administrator, Assistant Director or Deputy Director who shall approve or disapprove the application.

1.4 The Warden, Bureau Administrator, Assistant Director or Deputy Director, as appropriate, shall forward approved applications to the Employee Assistance and Support Administrator who shall:

1.4.1 In consultation with the Warden, Bureau Administrator, Assistant Director or Deputy Director, make a final selection of Team Leaders and Team Members.

1.4.2 Notify, in writing, the applicants who are selected and the applicant's chain-of-command of the selection.

1.5 Past disciplinary action may be considered in the final selection process and may preclude an individual from selection based on the criteria for promotional ineligibility outlined in Department Order 508, Employee Discipline.

1.6 To avoid conflict with professional standards or other conflicts of interest, employees in the following categories may be precluded from becoming a CISD Team Leader or Team Member:

1.6.1 Psychologists.

1.6.2 Psychology Associates.

1.6.3 Investigators.

1.6.4 Others - As determined by the Employee Assistance and Support Program Administrator or the Warden.

1.7 Applications that are disapproved at any level shall be returned to the applicant with a brief explanation of the denial.

1.8 A Department-employed or other appropriate mental health professional and/or Chaplain may be available to CISD Teams as a consultant and/or member.

1.9 Team Leaders shall serve a term of no more than two years.

1.2 CISD Team Activation

1.2.1 In the event of a Critical Incident, the Incident Commander, if the Incident Management System has been activated, or other appropriate staff member shall activate CISD services by contacting a Team Leader or the Employee Assistance and Support Program Administrator.

1.2.1.1 Activation shall occur as soon as possible during or after any critical incident. The activating staff member shall provide the Team Leader with as much information as possible.

1.2.1.2 Activation of all or part of the CISD Team may be made dependent upon the type and scope of the incident and the number of employees involved.

1.2.2 After a critical incident, the Deputy Director, Assistant Director, Warden or Incident Commander, may request a CISD for employees who were directly or indirectly involved in the incident. Debriefings shall be held within three days of the incident.

1.2.3 The Director, a Deputy Director, Assistant Director or Warden may consider activation of a CISD for any incident or series of incidents related to the stressful environment produced in a Corrections setting. This may include any situation involving staff victimization such as threats of violence made by inmates or security threat groups.

1.3 Critical Incident Functions

1.3.1 Upon activation, the CISD Team Leader shall:

1.3.1.1 Evaluate the situation, determine the action to be taken and contact the CISD Team Members.

1.3.1.2 In consultation with the Incident Commander or the senior on-site management official, coordinate on-scene defusing.

1.3.2 Employees shall be verbally notified, prior to debriefing or defusing, that confidentiality does not apply when disclosure is required by statute or Department Written Instruction such as criminal conduct and/or serious violations of Department Written Instruction or when circumstances indicate employees are likely to endanger themselves or others.

1.3.2.1 If there is uncertainty about confidentiality, and in the opinion of the Team Leader, immediate attention is not required, the general circumstances shall be referred to the Employee Assistance and Support Program Administrator for further evaluation.

1.3.2.2 If a disclosure of information is necessary, the Team Member shall, as soon as possible, inform a Team Leader or the Employee Assistance and Support Program Administrator of the circumstances.

1.3.2.3 If, in the judgement of the Team Leader or Administrator, immediate attention is required, the Team Member shall disclose all information about the situation, including the identity of the employee involved. Necessary steps shall then be initiated to address the matter appropriately.

1.4 Mandatory Debriefings - A CISD, to include referrals to licensed contractors, is required for the following critical incidents:

1.4.1 In the Line-of-Duty death.

1.4.2 Correctional staff involved shooting.

1.4.3 Hostage situation.

1.4.4 Incapacitating injury In the Line of Duty.

1.4.5 Inmate execution, which shall include members of the Special Operations Team, the Restraint Team and other staff identified by the ASPC-Florence and ASPC-Eyman Wardens.

1.5 Employee Referral Services

1.5.1 In addition to duties associated with debriefings and defusings, and other official CISD activities, Team Leaders and Team Members may provide limited referral services for employees who may be under stress from a temporary crisis such as:

1.5.1.1 Substance abuse.

1.5.1.2 Family crisis situations.

1.5.1.3 Post-traumatic stress.

1.5.1.4 Job-related issues.

1.5.1.5 Financial difficulties.

1.5.2 This service is limited to referring the employee to the appropriate contract service or other outside services as approved by the Employee Assistance and Support Program Administrator and the Warden. Any employee may consult with a Team Leader or Team Member for appropriate referral service.

1.6 Record Keeping and Documentation

1.6.1 Team Leaders and Members shall only record information regarding incidents responded to and hours of service.

1.6.2 The CISD Team Leaders shall provide a written report to the Employee Assistance and Support Program Administrator, with a copy to the Warden, by the fifth day of each month summarizing services provided during the preceding month. This report shall include only the following information:

1.6.2.1 Type of service provided. (i.e., defusing, debriefing or referral service.)

1.6.2.2 Critical Incident Stress Debriefing Team Members assigned to each incident.

1.6.2.3 Total number of employees assisted.

1.6.2.4 Total number of times a team was activated.

1.6.2.5 Total number of Critical Incident Stress Debriefing staff hours used.

1.7 Use of Overtime

1.7.1 Managers and supervisors shall make every effort to use on-duty CISD Team personnel to provide intervention services, in order to limit overtime.

1.7.2 Reasonable overtime shall be authorized, in accordance with Department Order #512, Employee Assignments, Work Hours, Compensation and Leave, for intervention services or scheduled training.

1.8 Team Activation Outside of Assigned Area - During large scale critical incidents, the Employee Assistance and Support Program Administrator shall coordinate team activation for institutions, units or other agencies outside of the team's assigned area.

1.9 Training - Team Leaders shall ensure compliance with applicable training standards. Team Leaders and Team Members shall:

1.9.1 Complete 24 hours initial training prior to assuming duties on the team.

1.9.2 Attend In-Service Training as required by the Employee Assistance and Support Program Administrator and the Warden.

1.10 Removal From the Team - The Employee Assistance and Support Program Administrator, in consultation with the Warden for institutional staff or the Assistant Director or Deputy Director for non-institutional staff, may remove a Team Member or Team Leader from the program.

1.10.1 Justification for the removal shall be documented as appropriate at the time of the removal.

1.10.2 Any such removal is not appealable or grievable.

1.1 The Department shall pay for five voluntary counseling sessions per employee per fiscal year, provided the employee uses one of the psychologists under contract with the Department and provided that funds are available. Employees shall be financially responsible for any sessions over the five session limit.

1.1.1 Employees assaulted by inmates while on duty may receive up to ten voluntary counseling sessions at the expense of the Department.

1.2 Employees shall be financially responsible for all counseling sessions when funds are not available. Advance notice shall be given to providers of service and employees when funds are no longer available.

1.3 Employees may, at their own expense, obtain alternative forms of counseling and assistance.

1.4 Employees may use sick leave for voluntary psychological counseling sessions.

1.5 Voluntary Substance Abuse Counseling

1.5.1 Employees who are concerned about their present or potential use of substances are strongly encouraged to voluntarily seek assistance to resolve those concerns.

1.5.2 The Department shall pay for five substance abuse counseling sessions per employee per fiscal year, provided the employee uses one of the substance abuse counselors under contract with the Department and provided funds are available. Employees shall be financially responsible for any sessions over the five-session limit.

1.5.3 Employees shall be financially responsible for all counseling sessions when funds are not available. Advance notice shall be given to the providers of service and employees when funds are no longer available.

1.5.4 Employees may, at their own expense, obtain alternative forms of counseling and assistance.

1.5.5 Voluntary admittance to substance abuse counseling does not relieve the employee of the responsibility to uphold the laws of this State and to maintain an acceptable job performance level.

1.5.5.1 Employees found and administratively determined to be in violation of statutes, rules or Department written instructions, or who continue to display patterns of deteriorating job performance shall be subject to disciplinary action, including dismissal.

1.5.6 Employees may use sick leave for voluntary substance abuse counseling sessions.

1.5.7 Supervisors shall take a proactive role in recognizing employees who have a substance abuse problem.

1.5.7.1 Every effort shall be made to encourage and assist employees to seek substance abuse counseling.

1.6 Critical Incident or Post-Trauma Counseling - In addition to CISD activities outlined in section 521.04 and in an effort to counter any immediate or delayed adverse psychological reaction to an incident.

1.6.1 Employees who are direct participants in a shooting incident shall undergo psychological counseling, at Department expense and on Department time, as soon as practical following the incident.

1.6.2 Employees who deal with, or are victims of, critical incidents such as a major disturbance/assault or inmate execution, shall be encouraged to receive psychological counseling, at Department expense and on Department time, as soon as practical following the incident.

1.7 Confidentiality

1.7.1 The results of any post-trauma counseling ordered by the Department shall be shared only with the Department Employee Relations Officer, who shall provide the results to the employee's Deputy Director, Assistant Director and/or Warden, who in turn shall make the decision concerning further distribution, based on the need to know.

1.7.2 The fact that the employee is receiving counseling, as well as the content of that counseling, shall be held in strict confidence between the employee and the provider.

1.8 To receive psychological counseling under the provisions of the Department contract, an employee shall present an identification card at the psychologist's office.

1.9 The Personnel Services Bureau Administrator, the Employee Relations Officer and each Personnel Liaison shall maintain a file of the names, addresses and telephone numbers of psychologists and substance abuse counselors under Department contract.

1.1 The Crisis Response Team is a three member team consisting of a Deputy Director, Assistant Director, Warden, Deputy Warden or Bureau Administrator, the Pastoral Services Administrator or a Senior Chaplain/Chaplain, and a co-worker of the deceased or incapacitated employee. This team may be augmented by additional members as determined by the ranking member of the team.

1.2 In the Line of Duty Notification Process - Upon receipt of information that an employee has died or has sustained incapacitating injuries, the appropriate Deputy Director, Assistant Director, Warden, Deputy Warden or Bureau Administrator shall immediately notify the Employee Assistance and Support Program Administrator of the incident.

1.2.1 The Employee Assistance and Support Program Administrator shall convene a Crisis Response Team to ensure that the immediate family and appropriate Department staff are notified of the employee's death or injury using the Employee Death/Injury Notification, Form 521-2PF.

1.2.1.1 In the event that a either a Chaplain or co-worker are not available, the notification process shall not be delayed. However, a minimum of two team members shall be present when notification is made.

1.2.2 Within the State of Arizona, the Crisis Response Team shall notify, in person, the family member identified on the involved staff member's Employee Information, Form 507-1P.

1.2.2.1 After the immediate family has been notified, the team members may make other notifications as requested or necessary and arrange for someone to stay with the immediate family as appropriate. Confidentiality of records shall be maintained in accordance with the appropriate written instructions.

1.2.2.2 At a later time, follow up contact with the involved employee's family may be made by a higher ranking staff member.

1.2.3 In cases where the family of the employee is out of state the team shall:

1.2.3.1 Attempt to coordinate notification of the family through the appropriate law enforcement agency or Red Cross where the family resides.

1.2.3.2 Make notification by personal telephone call if notification through an agency or Red Cross in the other state cannot be accomplished.

1.2.4 In the event the primary family member cannot be located in a timely fashion, the team shall make notification to the alternate family member identified on the Employee Information Form.

1.3 Off Duty Employee - Any staff member who becomes aware that an off-duty employee has died or has sustained an incapacitating injury shall notify their supervisor and Personnel Liaison. The Personnel Liaison shall notify the employee's Deputy Director, Assistant Director, Warden, Deputy Warden or Bureau Administrator who shall:

1.3.1 Confirm the employee's death or injury and if the family is not aware of the incident notify the Employee Assistance and Support Program Administrator who shall convene a Crisis Response Team for notification in accordance with section 521.06, 1.1 through 1.2.4.

1.3.2 Immediately notify the Employee Relations Officer and Public Affairs Office.

1.4 Notification Coordination - If other Agencies/Law Enforcement Officials are involved, appropriate communication and/or coordination shall take place to ensure that family members are not prematurely notified.

1.5 Report Requirements - An employee death or incapacitating injury while In the Line of Duty requires a significant incident report in accordance with Department Order #105, Information Reporting. An off-duty incident may require a significant incident report. Reporting staff shall ensure that such reports are completed as required.

1.6 Media Contact - The Public Affairs Office shall:

1.6.1 Interact with the media concerning an In the Line-of-Duty incident. The name of involved employees shall not be released before the family has been notified.

1.6.1.1 In consultation with the Director and the employee or surviving family, the Public Affairs Office shall prepare and disseminate appropriate press releases.

1.6.1.2 A designated staff member shall act as the "on-camera" representative.

1.6.2 As appropriate, disseminate information regarding any activities recognizing the employee.

1.6.3 Inform the media of any memorial accounts/fund(s) established to assist survivors.

1.6.4 To the extent desired by the family or the employee, act as a family representative for media contact. Continuing representation may be appropriate, dependent upon the circumstances of the incident.

1.7 In the Line of Duty Death - Response and Support - The Employee Assistance and Support Program Administrator shall appoint a Senior Chaplain/Chaplain to assist the family and act as the Family Support Liaison.

1.7.1 The Administrator shall prepare a letter to the appropriate survivor for the Director's signature notifying them of the appointment using Attachment A, Sample Condolence/Family Support Liaison Appointment Memorandum as an example. The letter shall be delivered in person as soon as practical.

1.7.1.1 The family is not required to accept the services of the Family Support Liaison or may request the services of a different individual. The family's wishes shall be respected unless the Director determines that the requested staff member is not available.

1.7.2 The Family Support Liaison serves as a critical link between the Department and the deceased employee's family and shall be permitted to continue service to the family as long as it is needed. The Liaison shall:

1.7.2.1 Be trained in crisis intervention and advocacy services or demonstrate the ability to provide the same.

1.7.2.2 Have knowledge of community services available where the family can be referred for professional help.

1.7.3 The Family Support Liaison shall:

1.7.3.1 In consultation with the Department's Benefit Liaison, determine the appropriate assistance to be provided to the deceased employee's family.

1.7.3.2 In consultation with the Employee Assistance and Support Program Administrator, designate other staff to aid in providing assistance to the family giving consideration to the designee's:

1.7.3.2.1 Personal relationship with the deceased employee and/or the employee's family.

1.7.3.2.2 Ability to communicate well with others.

1.7.3.2.3 Knowledge of Department Written Instructions and procedures.

1.7.3.2.4 Ability to be objective and work with factual information.

1.7.3.3 Contact the family regarding funeral arrangements and clearly define the options available to them including the option of a traditional law enforcement funeral, if appropriate. If the family desires assistance, the liaison shall be familiar with the practices and protocol of a law enforcement funeral and may:

1.7.3.3.1 Coordinate funeral services with the Funeral Director, as appropriate and/or necessary, respecting the wishes of the family.

1.7.3.3.2 In the event that the family desires Department involvement in the form of a traditional law enforcement funeral, coordinate the event with the funeral home or church. The funeral shall not interfere with or override the practices of the facility chosen.

1.7.3.4 Relay funeral arrangements/information to other Department staff as appropriate.

1.7.3.5 Assist the family in coping with the emotional impact and related life changes.

1.7.3.6 If the employee's death was the result of a crime, remain informed of the progress of any investigation, proceedings, conviction of defendants or other related matters until criminal proceedings are completed.

1.7.3.6.1 Information shall be shared with the family in the event they are interested in attending or making statements at these proceedings.

1.7.3.6.2 If information of a sensitive nature cannot be released due to court proceedings or for internal investigative reasons, an explanation shall be provided to the surviving family.

1.7.3.7 Be aware of significant dates (i.e., the employee's birthday, Christmas or other significant events) and let the family know they and the deceased employee are remembered by the Department.

1.7.3.8 Prepare and submit reports to the Employee Assistance and Support Administrator, to include completing the Employee Death/Injury Notification, indicating the services provided to the family, an assessment of the family's continuing needs and the family's response to the services rendered by the Department.

1.7.4 The Institution/Central Office Benefits Liaison shall:

1.7.4.1 Clearly and specifically delineate the benefits and entitlements due to the family, at the appropriate time. This may include assisting the family member(s) to ensure the appropriate procedures are followed and the necessary paperwork completed to initiate benefit payments and services.

1.7.4.2 Provide the family with a copy of Attachment B, Benefits and Assistance Information for Surviving Family.

1.7.4.3 As appropriate, contact the deceased employee's family member(s) and coordinate health, welfare and death benefits and maintain close contact with family members to confirm that applicable benefits are applied for and received in a timely manner.

1.7.4.4 Immediately notify the applicable Retirement Board, in writing, of the death of the employee.

1.7.4.5 Continue to maintain contact with the deceased employee's family to ensure that their needs are met.

1.7.5 The Employee Relations Officer shall:

1.7.5.1 Ensure that Department acknowledgment such as follow-up letters or phone calls from the appropriate staff are made to the surviving family.

1.7.5.2 Facilitate obtaining the Director's approval for individuals who are seeking Department recognition of the deceased employee such as plaques, awards or monuments.

1.7.5.3 If the employee's death is In the Line of duty, determine whether to prepare a letter to the survivors for the Governor's or Director's signature, recognizing the employee's service to the State and Department.

1.7.5.4 Provide assistance as requested by the Employee Assistance and Support Program Administrator.

1.7.5.5 Inform the Public Affairs Office of any memorial accounts/funds to assist the family.

1.8 Funerals/Ceremonies/Tributes

1.8.1 At the discretion of the Director, and in accordance with the wishes of the surviving family, a deceased employee may be honored with special funeral protocols including traditional Law Enforcement ceremonies and functions. Events of this type shall be conducted in accordance with the Funeral Protocol Technical Manual.

1.8.1.1 Department staff shall respect the practices of the facility in which the funeral takes place.

1.8.2 Employees throughout the Department are authorized to shroud their badges/identification cards in memory of a deceased employee, using a black, 1/2 inch wide elastic band or tape. The shroud shall be worn horizontally across the badge or identification card.

1.8.2.1 The period for shrouding of badges shall be for seven days from the time of the employee’s death or until interment (whichever time period is greater). In the event that a funeral/memorial service does not take place, the shroud may be worn for 72 consecutive hours following the time of death.

1.8.2.2 Department employees are authorized to shroud their badges/ identification cards as a show of respect for law enforcement officers from other agencies who are killed in the line of duty.

1.8.3 At the discretion of the Governor, flags at Department facilities may be ordered to half-staff.

1.8.3.1 If appropriate, the Director may request permission for the lowering of the flags through the appropriate staff in the Governor's Office.

1.8.3.2 The Director may further request that the Governor approve the lowering of flags at other state facilities or buildings.

1.8.4 Staff may request other types of memorials or tributes through their chain-of-command to the Director. These requests may be approved at the sole discretion of the Director.

1.9 The 100 Club - In the event that a Correctional Officer is seriously injured or killed In the Line of Duty, the Deputy Director for Prison Operations shall notify the 100 Club Liaison who shall notify the 100 Club of the situation.

1.9.1 Benefits for seriously injured Officers shall be determined by the 100 Club on an individual basis of need, and in some cases the employee or dependents may not qualify for a monetary payment.

1.9.2 Benefits for deceased employees include the payment of up to $3,000 to dependent widows/widowers and/or financial assistance to dependent children for education and/or training after high school.

1.10 Other catastrophic events such as a hostage situation may occur in a correctional setting that require notification and/or employee or family support. These situations shall be addressed on a case-by-case basis at the discretion of the Director.

1.11 All staff shall be aware that Department obligations to the employee and/or the employee's family may not end with the original incident. Management shall be prepared to offer continued assistance for some time after the incident. The type of assistance and length of time that it is offered may vary based on circumstances and the needs of the family.

1.1 Coordinate response activities through the Prison Operations Officer for Security to avoid conflict or duplication of efforts.

1.2 Appoint a uniformed/non-uniformed supervisor and other staff, as appropriate, to represent the Department. The staff members shall be considered in an on-duty status while representing the Department and shall be provided a state vehicle.

• CISD techniques to include appropriate training, defusing techniques.

• The content and format of written reports required by this Department Order.

• Family assistance and counseling services, which may include referring employees and/or their surviving family to outside counseling or other assistance programs.

• The Deputy Director for Prison Operations shall develop and implement a Technical Manual that addresses funeral protocols for employees who have died In the Line of Duty. The Technical Manual may consider, but is not limited to, elements such as:

• Media Coordination.

• Location and seating arrangements.

• Parking, traffic control and procession escort.

• Uniform of the day requirements.

• Eulogy and speech selection.

• Music and instrument selection.

• Honor Guard arrangements, including, if appropriate, mounted Honor Guard details, escorts drill teams or other mounted honorifics.

• Flag presentations or other surviving family recognition.

• Caisson and procession arrangements.

• Weapons salute.

• The Assistant Director for Administrative Services shall include processing payroll information and death notification for payroll purposes in the appropriate Technical Manual.

• The Employee Assistance and Support Program Administrator, in consultation with the Staff Development/Training Bureau Administrator shall coordinate the development and implementation of the curriculum providing initial and in-service training for CISD Team Leaders and Team Members. Training shall address, at a minimum, debriefing, active listening and assessment/referral techniques. CISD Team Members shall receive 24 hours of initial training.
  
• Wardens shall develop an Institution Order addressing, at a minimum, the composition of CISD teams and activation procedures for CISD to include posting of team leaders and members names on bulletin boards, on notification lists or other appropriate locations.
  
  

CRITICAL INCIDENTS - A critical incident is distinguished from lesser occurrences by the existence of such potential for extreme emotional impact so as to overwhelm an individual's usual ability to positively cope. A critical incident may include, but is not limited to the following:

• In the Line-of-duty death.

• Officer Involved Shooting.

• Incapacitating injury In the Line of Duty.

• Institution disturbance.

• Transportation accidents involving serious injury or death.

• Inmate suicides and assaults.

• Hostage situations.

• Instances of significant use of force.

• Major disaster scenes.

• Inmate execution.

• Other stressful situations - dependent upon the needs of the employee.

CRITICAL INCIDENT STRESS DEBRIEFING - Teams responding to requests for critical incident intervention utilizing defusing and debriefing techniques. The debriefing is a confidential, structured group meeting that is facilitated by Team Members and, if appropriate, a mental health professional. The meeting allows incident participants to share their reactions to the high-stress situation and to vent their emotions. The team can provide information about possible reactions and symptoms, which are typical in unusual events, to help minimize the negative effects of the occurrence.

DEFUSING - Occurs during or immediately after a critical incident and is directed at stabilizing the emergency. This allows for initial venting of reactions and emotions and assists the CISD Team Member in determining if a formal debriefing is needed.

INCAPACITATING INJURY - Any injury that threatens the life of the employee or renders the employee unable to participate in treatment, the notification of the family or other necessary life functions. Media interest is likely to be higher with an incapacitating injury requiring Department support for the employee and/or the family.

IN THE LINE-OF-DUTY - For the purposes of this Department Order, refers to an employee death or incapacitating injury that occurs while the employee is on duty or is the result of performing any function in an official Department capacity. The final determination of whether an employee death is In the Line of Duty shall be made by the Director.

INSTITUTION/CENTRAL OFFICE BENEFITS LIAISON - An institutional/Central Office Personnel employee who is knowledgeable about the processes of application for employee benefits.

FAMILY SUPPORT LIAISON - An employee who is trained in crisis intervention and advocacy services, knowledgeable of the Department's written system of instructions, procedures and protocol for funeral/memorial services, and provides assistance and support to the family of a deceased employee.

SAMPLE LETTER OF CONDOLENCE/FAMILY SUPPORT LIAISON APPOINTMENT

(Use Department Letterhead)

Dear                (NAME)              :

I would like to offer my sincerest condolences to you and your family in the loss of       (NAME)        . The Arizona Department of Corrections and its staff are saddened by the loss and appreciate the faithful service                          contributed.

Because the Department would like to offer support to you and your family in this time of loss, I have appointed                              as a representative of the Department.                     will be available to assist you in any way possible, including assistance in applying for State survivor benefits that you may be eligible for. In addition, the Department's Benefit Liaison and Insurance Liaison will contact you with information that you will need.

If you prefer, I will assign another individual of your choosing as your representative.

If there is anything you need in terms of assistance, please do not hesitate to let me know.

Again, please accept my deepest sympathy during this difficult time.

Sincerely,

Director

BENEFITS AND ASSISTANCE INFORMATION FOR SURVIVING FAMILY

COPIES OF DEATH CERTIFICATE - These will be required for insurance claims, Veteran's Administration, Credit Unions, Banks, Social Security, State Compensation Fund, State Retirement Fund and others.

SOCIAL SECURITY ADMINISTRATION - 1-800-772-1213. An appointment will be made at the appropriate office.

VETERAN'S ADMINISTRATION - (602) 255-4183. 3225 N. Central Avenue Phoenix, Arizona.

STATE RETIREMENT - (602) 240-2000 or 1-800-621-3778. in Tucson (520) 628-5170. 3300 North Central Avenue Phoenix, Arizona

CORRECTIONAL OFFICER RETIREMENT PLAN (CORP) - (602) 255-5575. 1020 E. Missouri Phoenix, Arizona. The CORP Board Secretary may be reached in the ADC Director's Office at (602) 542-5373.

INDUSTRIAL INJURY/ILLNESS OR DEATH - Claims may be filed through the Arizona Department of Administration Risk Management Division. (602) 542-2182. 1818 West Adams, Phoenix. In Tucson (520) 628-6700.

ASSOCIATION OF FEDERAL, STATE, COUNTY AND MUNICIPAL EMPLOYEES (AFSCME) - In Phoenix (620) 252-6501, in Tucson (520) 623-0585, in Flagstaff (520) 779-6151

ARIZONA DEFERRED COMPENSATION PLAN - (602) 266-2733 or in Tucson (520) 770-1076. 4747 N. 7th Street Phoenix, Arizona.

DEATH CERTIFICATE - Normally seven originals are sufficient

SOCIAL SECURITY - Some benefits for widows with dependent children under the age of 18 may be available. Early retirement may be possible.

VETERAN'S ADMINISTRATION - There are some funeral expenses paid for by the VA for honorably discharged or retired veterans. There are counselors available who can provide additional information about benefits.

STATE RETIREMENT/CORP - Depending upon length of service, benefits may be taken as a lump sum or as monthly payments.

INDUSTRIAL INJURY/ILLNESS OR DEATH - In the event of an accidental job-related death of a state employee, some benefits are available. Claims may be filed through the Arizona Department of Administration, Risk Management Division.

AFSCME - Provides a $1,000 term life policy on all members with an additional $1,000 accidental death policy.

DEFERRED COMPENSATION PLAN - This is a private plan usually associated with payroll deduction. You will want to make contact to verify any deposits