Community Corner
This should NOT be happening in Norton
To Whom It May Concern,
Currently, I work within an organization that manages multiple group homes for individuals with disabilities in the town of Norton, Massachusetts. I am a Program Supervisor at xxxxxxx. The individuals we support, and who are referred to in this letter have variable cognitive diagnoses, including Autism, slight mental retardation, and obsessive-compulsive disorders (OCD).
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I have reasonable cause to believe that on Thursday June xx, 2014 abuse, or neglect was committed against the aforementioned individuals. Additionally, I am greatly concerned that not only has this been an on-going occurrence, but that the program where these individuals resides' Program Supervisor, Mr. xxxxxxxx, is conspiring to cover-up not only this case of abuse, but other reported abuses committed by himself. Case in point: A recently reported DPPC allegation against Mr. xxxxx was mysteriously and unceremoniously dropped without a single investigative interview within our program. In that matter, I witnessed Mr.xxxxxx coaching his subordinate staff to testify – if interviewed – that the abuse in question did not - and never has - taken place. Among other reasons given by Mr.xxxxx to testify favorably was that, "It sheds bad light on the programs, and once on the radar, all of our jobs become in jeopardy; let's not ruin this good thing we all have."
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On Tuesday July XX, 2014, I entered a Dunkin Donuts establishment located at XXXXX. On this day, one of the individuals residing at our group home accompanied me. He and his housemates – who are also disabled – frequent this donut shop multiple times per week. The individuals residing at our program are well known by this Dunkin Donuts' staff. In fact, many of the Dunkin Donuts employees know the individuals we support, by name. While placing our order that day, the counter-person waiting on "Jack" and me, made the following statement directly to me: "I just want to tell you that you are very good with the guys...other staff members, are not nice to the guys." When I welcomed her to elaborate, she described one of our programs' staff members who I believed – based on her description – to be Staff xxx. According to this employee – who I later found out to be named "Jill" – Staff xxx is "verbally abusive" to the individuals on a regular basis. She specifically named Thursday June 26 as the date of the most recent occurrence. She described Staff xxxx behavior when dealing with the individuals as "mean and just not nice." I thanked "Jill" for sharing this information, and assured her that I would look into the matter.
Later that same day, I shared this information via cell phone to my Supervisor, xxxxxxx (his day-off). Since I would see Staff xx the following day on Wednesday – also Mr. xxx day-off – I stated that I would question Staff xxx regarding this incident. Noteworthy, is the fact that in the past, we had a similar allegation made against Staff xxx. It took place at the local bank where the individuals conduct their weekly banking transactions. The description of Staff xxxz's behavior was similar. Mr. xxxxxx investigated that incident. He concluded and reported that because it was the first allegation ever made against Staff xxx and is probably just a "personality conflict with someone at the bank," he considered the matter without merit.
On Wednesday July X, I had an opportunity to question Staff xxx, in-person at our program. When confronted with the reporting of his alleged behavior, he disagreed with the allegations. He stated to me that, "I am not in the Dunkin Donuts to smile at everybody and make friends; I am in there to conduct business." I reminded Staff xxx that although a business transaction is taking place, how we interact with and treat the individuals we support, both privately and in public, is not only of paramount importance, it is in fact our most important responsibility. Surprisingly, he disagreed. Furthermore, he welcomed me to "bring the topic up for discussion at our weekly staff meeting." He stated that he was confident that his co-workers would agree with him. Now, I realized that Staff xxx and I had reached an impasse, and that I would further discuss this with our Supervisor, Mr. xxx
The next day, on Friday (my day off), I went to the program to discuss this matter Mr. xxx. Upon entering the program, I found Mr. xxx at the kitchen table, doing paperwork. It surprised me that his greeting was less than cordial. At this time I also noticed that the dry-erase board on the kitchen wall - which we use to list talking-points for our up-coming staff meetings – had the words,
"Motives", "Planting Seeds", "Back-Stabbing", Etc., scrawled on it. I asked Mark, "What's that all about?" His reply: "You'll have to wait to find out at the meeting." I then asked if this had anything to do with the Dunkin Donuts incident, which he and I had planned to discuss in-person. Mark then raised his voice further – appearing to be increasingly agitated, and stated, "I don't even know if I can trust that that really happened...do you have proof?" I stated that I had the statement from the employee, and what I believed to be an accurate description of Staff xxx," especially when considering past allegations. Mr. xxx then called me "a drama queen", and stated that because I was currently at the program on my day off, and not on the schedule to work that day, that he would like me to "get out of here...just leave...I don't want you here". I immediately walked out of the program.
I returned to the Dunkin Donuts. "Jill," was once again, at the service-counter, serving customers. To ensure that I had a clear understanding of the facts in this matter, I asked her to further-describe the staff member in question, which I had previously believed to be Staff xxx. During this discussion, anther Dunkin Donuts employee was standing in close proximity to Jill and me. Overhearing our discussion, she asked me, "Can I talk to you out there (out from behind the counter) in private?" I agreed. She introduced herself to me as, "Jane." She and I sat at a table within the establishment. She opened the conversation by stating: "I have an Autistic daughter, and therefore "I am very sensitive to matters of this kind." I asked her if she was willing to be on the record with the events she seemed ready to convey to me. She replied, "yes, definitely". She described the staff member in question to be "the one who looks like Pro basketball player, xxxxxx." This further convinced me that she had properly identified Staff xxx as the staff member in question. She states that on the aforementioned date, and at other times, Staff xxx "becomes agitated with the individuals." He raises his voices if they "request to use the restroom," attempt to change their coffee order," or "do not have their money ready to pay when placing their order." "I just don't think it is right, the way he treats the guys." I thanked "Jane" for being willing to come forward with this information.
Since my latest discussion with "Jane" and "Jill," I have not been to work. Friday and Saturday are my scheduled days off. I am returning to work – as scheduled -on Sunday afternoon at 1pm. I have decided to not discuss this matter further with my Supervisor, Mr. xxx, out of fear of planned retaliation, among which could possibly be: being given a new and less favorable work schedule, being given new and less favorable days off, or being transferred to a new and less favorable work location.
In addition to the aforementioned allegations and staff-performance issues, I have become increasingly concerned with the abilities of Supervisor Mr. xxx to provide the (most) supportive and empathetic care to the individuals he support, and to provide the proper leadership (by example) to his subordinate staff. Mr.xxx who regularly and openly admits to staff members: "I'll admit, I don't have a heart." "No, I do not like saying "thank you" or "please."" No, I don't have compassion for anyone – I never have." It can only be a reasonable conclusion that he is not best suited to provide the level of care with-in the scope of his duties which are – and should be - demanded of him. In my opinion, Mr. xxx actions, past and present, must be properly and fully investigated not only in this matter, but in others, as well. I am hopeful that this letter will reach the desk of all concerned over-seers within the field of Human Services.
Truly,
Anonymous
Update: On July 15, 2014 – this reporter was terminated from his place of employment.