Page 7 - Work Force July-August 2023

their co-workers during incidents. “Three of us were on CO
(constant observation) sits,” said Lisa Farrish, a CDPC secure care treatment aide who was nearby when Davidson got assaulted. “I won’t ever forget this incident. I live it every day.”
By the numbers
While CDPC management is fast to act on Justice Center disciplines, properly managing staff and patients and adherence to state reporting and safety regulations had been lackluster.
Previous CSEA officers for years had tried to get traction on issues of severe understaffing, crushing mandates, workplace safety, injuries and health and safety violations.
A 25-page data analysis compiled by CSEA’s OSH Department in February 2020 studied the state Department of Labor's Work Related Injuries and Illnesses (SH-900) logs from the facility from 2017 through 2019.
The findings show that CSEA bargaining unit members were the most at-risk group of employees
in the facility. About a third of recordable incidents were for the CSEA title of Secure Care Treatment Aide and 85% of the causes were identified as patient interaction.
Of the six recordable incidents classified, the largest primary cause was “Struck by an Object” happening in almost 50% of recorded incidents. Employees in these titles are injured at a rate greater than 25% of the statewide average.
One of the key recommendations from the report was to “develop
a safety program that promotes employees’ participation at all levels. The systems that work best are
one’s free of reprisal for reporting incidents and near misses.”
An updated analysis completed
by CSEA’s OSH Department in May 2023 found that of the 282 recordable incidents over the dataset, 233 (82.6%) had their cause identified
as patient interaction. 90% of all the cases had patient interaction labeled as their secondary cause.
Union takes action
After learning of the attack on Davidson, Rhymer decided enough was enough and set out to improve the center’s workplace safety standards.
Rhymer, after processing the incident and the actions she wished to pursue, contacted her CSEA Labor Relations Specialist, Alexandra Molina.
Within minutes of learning about the incident, Molina helped Rhymer set our union’s path for change by contacting CSEA Capital Region Director Denise Warren and Capital Region President Ron Briggs.
Shortly after, Briggs led the way
in assembling a response team
that included CSEA Capital Region and Headquarters staff in the Communications, Occupational Safety and Health, Legislative and Political Action and State Operations departments.
Group members were briefed
on the incident, and updated on previous incidents as well as the status of state Public Employee Safety and Health (PESH) Bureau filings. The group identified targeted issues, among them the need for staff to report any workplace incident even if it seemed minor, to ensure that all incidents were accounted.
sent a letter to CDPC and state Office of Mental Health (OMH) management demanding that the center be evaluated for potential workplace violence hazards as part of the state’s Workplace Violence Prevention law, immediately transfer to another facility the patient who assaulted Davidson as required under NYS CRR Part 57.3(a), immediately form a response team, create an Agency Safety Director and send to our union new hire data to address chronic understaffing.
Also copied on the letter were
two state Assemblymembers and
two state Senators from the Capital District, some of whom subsequently wrote letters to CDPC management in support of CDPC staff.
Meanwhile, CSEA’s State Operations Department staff worked with Statewide OMH Labor- Management Committee Chair Lovette Mootry and committee members to address the issue with OMH officials, including through numerous meetings and calls that sometimes took place during late- night hours and weekends.
Real results
State OMH officials, including the commissioner, responded quickly and very positively to our union’s letter and to labor-management efforts. OMH management ensured
Most staff members have worked mandatory overtime shifts to
the point of physical and mental exhaustion.
The facility conducted a safety walk-through. Management
also adjusted already-planned renovations to include broader observational areas and less restricted spaces between doors. The concrete pillar that Davidson was knocked into has since been replaced with floor-to-ceiling Plexiglas and more retro-fits are planned.
Briggs praised response team members for their efforts.
“This is what unions are about and this is how change happens when we work together,” said Briggs.
In late May, our
union saw another
victory when the
state Office of
Mental Health posted a new position, Agency Safety and Health Director, to better coordinate safety efforts throughout the agency.
Farrish said she feels what happened to Davidson was a catalyst for change.
“Things are getting better,” said Farrish. “Kay (Rhymer) is our secret weapon.”
Rhymer credits local officers
who kept day-to-day union business moving while she was focusing on making these changes. She also gives credit to our union’s resources that put pressure on management.
“Everything moved so fast,” said Rhymer. “That’s when I realized how many resources CSEA really has. It really just takes one phone call.”
Rhymer noted that our union’s actions have led to real change.
“We are having an impact,” said Rhymer. “Change is noticeable. Staff is reaching out more. It is a changing atmosphere. At the end of the day, we know we work in a dangerous job, but we should all be able to walk out the door at the end of the day the same way we came in.”
— Therese Assalian
Members were informed of workplace safety updates via Action Network emails and
robocalls. Rhymer
worked with our union’s Communications
Department to publish
a reporting manual
for members to know
their contractual rights
and urge reporting
of all incidents. The
manual includes
local CSEA officer
contact information,
contract abstracts and
Workplace Violence
Incident reporting
forms.
Briggs emailed and met in person with state legislators and officials
to discuss the assault and fight to improve workplace safety.
Working with our union’s response group, Briggs also
that significant positive changes were made.
The first sign
of positive change happened within a few days of the letter being received. The patient who assaulted Davidson was transferred to
a downstate facility better equipped to handle the most assaultive patients.
Rhymer was invited to attend, for the first time, a management meeting to help
determine the factors that lead to Davidson’s assault and how these factors can be mitigated in the future.
Management also updated Rhymer on new hires and recruitment
plans to address staffing shortages.
Briggs
July-August 2023
The Work Force 7
CDPC Reporting Manual for CSEA Members Know your Rights! Protect your job!
This document is to help you navigate your career here with NYS. As a union member, you have rights and we all have a role to play in protecting those rights. Inside is a list of articles to help with some of the issues that you may have. Please always make sure to read your entire contract. Always contact an officer for assistance.
Local 1000 • AFSCME • AFL-CIO
Mary E. Sullivan, President cseany.org
CDPC Reporting Manual for CSEA members.