Violence in the Workplace

The Daily Work of Many Child Welfare Workers Places Their Safety in Jeopardy. Child welfare workers face the possibility of violence every day -- in their offices, in the neighborhoods where they must travel, and by the families whose children are being, have been or may be removed. The survey confirms that such is indeed a reality for too many child welfare workers. Over 70% of the affiliates reported that front-line workers in their agencies have been victims of violence or threats of violence in the line of duty. Less than 15% reported that violence was not a problem.

Threats of serious physical harm were by far the most common type of incident reported, with over half of the affiliates reporting such threats. Over 30% of the affiliates reported incidents involving physical assault, which occasionally has resulted in hospitalization. Other reported incidents include vandalism, stalking, attempted rape and kidnapping.

Has the violence gotten worse? The respondents were fairly evenly split on the question of whether violence has gotten worse in recent years. Just under half (14 affiliates or 48%) feel that violence has gotten worse. Thirteen affiliates (45%) believe that it has not. Two (7%) did not respond to this question. Those who felt violence has gotten worse pointed to substance abuse; increased and more violent juvenile crimes at earlier ages; greater availability of weapons; and increased domestic violence and gang activity.

Management's Response. How has management responded to the threats workers face? The surveys suggest that, while a few employers remain indifferent to workers' fears, for the most part management is supportive. The degree to which management has instituted concrete safety measures, however, varies considerably.

Over 80% of affiliates reported that workers are encouraged to file an incident report when they have been assaulted or feel threatened, but less than half reported that incident reports are shared with other workers. What other specific measures have child welfare agencies taken to protect the security of their employees? Out of 29 child welfare agencies represented in the survey:

• 13 permit workers to buddy up with a co-worker, supervisor or law enforcement officer when they feel unsafe;
• 7 have reassigned the cases to another worker, have had management assume responsibility for the case or have allowed workers to refuse the assignment;
• 5 provide workers with cellular phones;
• 4 provide training on handling violent situations;
• 2 have required clients to meet with the worker in the office, as opposed to in the client’s home;
• 1 began tracking incidents and 1 re-vamped its incident report;
• 7 have installed security doors at the agency office, e.g. with a buzzer system or key access, or have taken other measures to secure the building;
• 5 have hired a security guard;
• 2 have installed panic buttons;
• 1 installed bullet proof glass in the office;
• 1 has provided workers with bullet-proof vests; and
• 1 has provided workers with pepper spray.

A detailed breakdown of the various violence-prevention measures taken by the different agencies as reported by the respective AFSCME affiliates is shown in Table 2.

Local Strategies

AFSCME Wins Health and Safety Protections for Child Welfare Workers

AFSCME Local 3547, Council 8 in Ohio has negotiated health and safety language in the contract covering child welfare workers which places a duty on the Employer to maintain a safe working environment. The Employer’s failure to correct an unsafe working condition is subject to the grievance procedure. Local 1746, Council 8 negotiated the creation of Safety Committees consisting of representatives of labor and management. The Committees meet quarterly and workers receive their regular rate of pay for time spent participating on the Committee.

Local 371 in New York City also has negotiated comprehensive language governing health and safety in its collective bargaining agreement. Among other provisions, the agreement places responsibility on management to provide safe and sanitary working facilities for all employees. Violations of this provision are subject to the grievance procedure. If an arbitrator finds that the City has failed to insure safe and sanitary working conditions in violation of the contract and if, after a reasonable period of time, the City fails to take appropriate measures to remedy the problem, the contract empowers the arbitrator to order that the City take specific steps in order to do so.

More Local Strategies

AFSCME Wins Health and Safety Protections for Child Welfare Workers

The contract negotiated by Council 28 in Washington with the State’s Department of Social and Health Services also permits any employee who believes that existing conditions or work practices represent a physical or health hazard to file a grievance. In addition, any employee who believes she or he is working in unsafe conditions may request an immediate inspection by a Union steward and management representative, and either party may request that an inspection be conducted by the Department of Labor and Industries.

The agreement negotiated by Council 31 in Illinois guarantees that workers at the Department of Children and Family Services who are injured in the line of duty and unable to work will continue to receive their full salary for up to one year.