Experts Raise Alarm Over Durham Police’s Handling of Mental Health Claims

A recent report into the Durham Regional Police Service (DRPS) has provoked significant concern among mental health experts regarding the police force’s treatment of officers’ claims related to mental health stress and post-traumatic stress disorder (PTSD). The findings, derived from a six-year investigation conducted by the Ontario Civilian Police Commission, reveal that the DRPS has consistently opposed nearly all applications for presumptive PTSD and contested claims of chronic mental stress.

The report, which was heavily redacted, was made available to the public through a freedom of information request by CBC News. According to Alec King, communications and public relations lead for the Canadian Mental Health Association Durham, timely intervention is critical for mental health recovery. “When help is postponed, healing takes longer,” he commented, underscoring the importance of supportive practices.

Concerns Over Past Practices and Current Status

The DRPS Chief Peter Moreira and the police board emphasized that the report addresses incidents that occurred over six years ago, involving individuals who are no longer with the service. They noted that many of the report’s 33 recommendations have already been implemented. Still, doubts linger about the current handling of PTSD and mental stress claims within the department. It remains uncertain whether the DRPS continues to contest officers’ mental health claims as previously documented.

On November 12, a report revealed a toxic work environment within the DRPS, characterized by failures to adequately address harassment and mental health issues. Investigators discovered evidence of a “poisoned work environment,” rife with bias in workplace harassment investigations, intimidation, and a dismissive attitude towards mental health matters.

Judith Andersen, an associate professor at the University of Toronto specializing in first responders’ mental health, noted that while there is a common belief that police stress and mental health leave are primarily triggered by traumatic incidents in the field, research indicates that a substantial portion is due to organizational stressors. “Often, the instigator of the stress leave is from [an] internal organizational toxic workplace,” Andersen explained.

Legislative Challenges and System Delays

During a recent Durham Regional Council meeting, Garry Cubitt, vice-chair of the DRPS board, expressed ongoing concerns regarding the Supporting Ontario’s First Responders Act, enacted in 2016. This legislation was designed to expedite access to mental health support for first responders by presuming that their PTSD is job-related. However, Cubitt highlighted that the law has imposed limitations on how police boards can assist officers suffering from PTSD, restricting their ability to mandate treatment or return-to-work plans.

Chief Moreira also voiced concerns about the existing Workplace Safety Insurance Board (WSIB) procedures, indicating that delays in obtaining necessary information hinder the department’s ability to support officers effectively. He stated that the board is committed to ensuring officers can return to work promptly as part of their recovery journey.

Despite the DRPS board’s commitment to change, it remains unclear whether these issues persist. Both the board and Chief Moreira declined to provide further comments on the report, instead referring to a statement made earlier.

Lisa Darling, executive director of the Ontario Association of Police Service Board (OAPSB), articulated that boards are responsible for establishing wellness expectations and ensuring supportive systems are in place for officers’ mental health. “Boards have a responsibility to set expectations for member wellness and oversee the environment and culture of the police service,” she stated.

Prioritizing Officer Wellness and Reintegration

In the same council meeting, Chief Moreira reported that the DRPS successfully reintegrated 114 members back to work last year after extended leaves, including five officers who had been absent for multiple years. However, he did not specify how many of these cases were related to mental health.

The emphasis on quick reintegration is crucial, but Andersen cautioned that long-term follow-ups are equally important. She remarked, “The true temperature test is to ask those individuals, in an anonymous way, what it’s like when they return.” Officers returning from mental health leaves may encounter a “distrustful environment,” where colleagues are hesitant to work alongside them, which could exacerbate their challenges.

As the DRPS navigates these complex issues, the balance between providing necessary mental health support and ensuring a healthy workplace culture remains a key priority. The findings from this report highlight the necessity for ongoing dialogue and reform within the police service, particularly in fostering an environment where officer wellness is prioritized.