The Sheffield city council budget has been slashed by 8.35% for next year, and this has amounted to a huge cut to front line care. What this has amounted to on the ground is a huge reduction in staffing levels, pushing local unemployment even higher. Those left in the job are left with the unenviable task of filling in the gaps, which means being over worked, and stressed. Many care workers, some with over 20 years experience, are finding it too stressful to carry on, and are walking away from the job, meaning that the most qualified staff in the company are leaving, while new employees, who often aren’t given a decent (and legally required) level of training before they are left to work with clients. This is dangerous to both clients, who often have serious health issues, and to workers, who are not given help to do the job safely (some clients have histories of challenging behaviour, violence etc)
Many of the people I work with have been sent into intense panic, fearing that their disability benefits will be cut and that they will be forced onto a work fare scheme in order to claim. This has led to increased difficulties at work, which again impacts upon the well being of clients and staff. For staff, we have been given an indefinite pay freeze (rates of pay are already extremely low – and the price of food, bills, rent etc has risen fairly sharply in recent months) and a loss of a chance of promotion and advancement within the company. The tactics of management have in recent weeks been an attempt to shift responsibility downwards. In essence, this means an unpaid promotion – increased work hours and responsibilities without extra pay. People are worried, and the constant upheavals in company policy leave staff and clients confused. Many people within the company care deeply about the people they support, and the fact that they are leaving is causing massive emotional stress on all sides.
The company I work for claims to be not-for-profit, this tends to give people the impression that the company operates with some kind of ethical policy. The reality is that instead of money being invested in desperately needed equipment for staff (such as computers that are less than a decade old) instead money has been spent on redecorating the offices of the executive managers and the reception area of the company (in order to make it ‘look more professional’ – the appearance of good care being more easily achieved than the practice of good care).
The company has also engaged in the bizarre tactic of employing agency staff to work as short term “bank workers” in order to plug the gaps created by the redundancies they have introduced. This means that for every worker the company gets from an agency they are paying for two (agencies charge ‘service rates’ which are roughly the same as the employees wages). Essentially this means that the company is firing experienced and dedicated workers to employ untrained and short term agency workers, while paying double the cost for the privilege. The reasons behind this plan seem fairly obvious. Agency workers are in a precarious position, and if they complain about being over worked, and under paid then they can be fired with no notice, whereas an employee cannot. The changes that management want to bring in over the next few months require a work force that does not feel secure, and able to resist the exploitation that is happening.