I
know I left the title question hanging without an answer, and I know
I'm digressing right from the start, but this needs to be said. There
was this movie made a few years back, “A Serbian Film”. It was
one of those movies, like the August Underground flicks or “Human
Centipede,” where plot and substance take a back seat while the
gimmicky idea drives the movie, drunk on shock value. Hell, forget
the back seat; in movies like that, plot and substance are bound and
barely alive in the trunk.
I've
digressed enough in this digression, so I'll give a brief run-down of
“A Serbian Film”. Milos is a semi-retired porn star who was
renown for being able to get “in the mood” whenever he needed.
One day, this mysterious man invites him over for a proposal: if
Milos makes one last “art-house” porno, the man will financially
set his family up for life. Milos thought about it for a day before
saying yes. Things just get awful when he does, though.
One part that
sticks out in my mind is when Milos films a snuff-porn scene, and
he's covered in bodily fluids, dehumanized, and debased, and the
director walks out of the shadows and onto the set, slowly clapping
with glee, saying “Bravo, Milos!”
After
watching Milos try again and again to figure out his situation, the
line between his flashbacks and reality become more blurred. I saw
this movie once, but after the events of this past year, I couldn't
help but think about Milos.
For
nearly the past four years, I worked for a company that will not be
named in this blog entry, but friends know exactly who it was. I
started off part time, spending the mornings keeping individual
people with disabilities busy, helping them around the community,
reading the news and weather with them, and having lunch with them.
After
most of my one-on-one individuals left the company, and I established
a good rapport with one of them, I was transferred to the
higher-functioning residential department, to his house in the Spring
of 2011. I was doing just fine. But after a while, we were moving
around from one house to another, and behaviors increased because
there was no stability as the hectic situation caused staff to leave.
Spring of 2013 was when I started working 50 hours or more per week,
with only the occasional reprieve. Behaviors increased, and some
residents started showing disdain for me, calling me a nigger to my
face, telling supervisors they didn't like the fact that a black
person was there, etc. Due to the fact that I'm more often mistaken
for anything but a mixed race person, I was less offended by this
behavior, and more impressed with the fact that they guessed my race
right. I was also less offended because I understand that this
behavior stems from impressionable people who cling to the values of
their upbringing because that's the only way they can see the world,
and a revolving door of staff could never compete with family.
So,
when residents mistreat staff, what is the company's solution? Is it
implementing a behavioral support plan? No. Just move the staff. So,
in December of 2013, I was transferred to the lower-functioning group
home department. Instead of one or two staff having their attention
concentrated on three or four residents who were mildly disabled, two
or three (if we were lucky) staff have their attention spread out
among eight residents who were severely disabled. Even after I
transferred, my old department became more lower-functioning without
changing their staff numbers.
As
much as I grew to love the people under my care, nights being in
locked away with people I could not hold a conversation with took a
psychological toll on a social person like me. It's unexplainable,
how I felt when morning staff would come in; people to talk to! After
a while, I felt detached from the rest of the world. I go through a
seasonal mood at the end of winter and the beginning of spring, when
the snow starts to melt. I knew the residents needed me, but I
couldn't help the crying jags when I got home or had a moment to
myself during the night. Music is important to me; and I'm a firm
believer in music already being the soundtrack to the already present
mood. I listened to Nine Inch Nails for a day – the Downward Spiral
album and the song “Every Day is Exactly the Same” were two
favorites, and I was inspired to create my latest tattoo: a musical
staff wrapping down my forearm, with the notes from the Downward
Spiral featured in the songs “Heretic,” “Closer,” and the
title track. My mood started to improve within hours of sitting in
that chair and getting inked. Each time I brushed it against
anything, it'd be irritated, but I'd smile and sigh. It became a
physical reminder of an emotional time.
As
time rolled on, more seasoned staff would tell me that things always
fluctuated between ups and downs, and the company would always stay
afloat. What I noticed, however, was that the peaks were shorter and
shorter while the valleys became deeper and deeper. I knew about the
universal law of entropy – the tendency of a system to destabilize
and eventually fall apart. And my observations told me that the
company was circling the drain, and I was both scared and fascinated
by the prospect that I would watch it fall apart. I had the nerve to
think that I could weather the storm, to touch the event horizon, but
I didn't. In the middle of September this year, I was taken off the
schedule, and after they avoided my calls, I was finally told that I
was to meet with the head of HR one late afternoon.
I
was told that I was making cumulative mistakes – mistakes that
anyone would make after working for a year and a half for 50 hours a
week at what I would describe as a nursing home job without the CNA pay,
given only a week of vacation.
I
found a new job before officially losing my old one, but with the
sudden upheaval, I was at my wits' end. I felt scared and vulnerable.
Even with this new job, I still feel scared. After my mind was racing
to the point where I started talking to myself and answering back, I
said to myself “They've done their worst, they can't kill you.”
So, when they had me come in to meet with HR, and showed up for the
show down. What follows is what I remember from the exit interview.
The
first thing they wanted to talk about was the fact that I was doing
the dishes and found a half-cup of juice in a pitcher, so I killed it
and washed it. No big deal. During overnights, I'd make a pitcher of
coffee or tea and drink it right from there. But I guess they wanted
to make a fuss over it. This set me off. What fanned the flames was
that they exaggerated everything and singled me out. For instance,
one of our residents went to day programming one morning with cereal
in her hair. I'm not the one who transported her, and I wasn't the
only staff there that morning, but I was the one they wanted to blame
for it, then they acted like it happened all the time.
So,
there I was, about to tell them off, when the head of HR said "Would
you like to let me go over this?" She was referring to her
paperwork.
I'm
like "That'd be nice, but my say is more important."
She
nods and goes "O.K."
I
said "I mean, does it really matter why I'm in this office? I'm
here, anyway. By the way, thanks for putting me in suspense over why
I was being pulled from the schedule, which wrecked my sleep, and put
me in a lucid dreamlike state all day. That was really kind of you.
Love when you people do that."
She
said "That's not what we were trying to do. We tried to pass
along that there were concerns we wanted to discuss, but I guess they
didn't tell you. We didn't mean to ruin your sleep. We're really
sorry about that."
I
said "Yeah, I bet. That's what ended up happening. It's like
arresting someone and not telling them what they're charged for. And
I really feel the need to tell you how I feel."
She
said "We've always wanted you to."
I
said "That's not how I felt from you guys. I've been the timid
scaredy cat around you guys for four years, terrified of being
punished, well no more. I'm going to tell you how it is."
She
proceeded to tell me that I was racking up all these complaints.
I
told her that every time they had a problem with me, I fixed it so I
didn't have that problem again. I also said that I made it to the
meeting because I wanted to find out whether or not I was going to
get my vacation pay. While she was checking on that at the computer
on the other side of the room, I told her that my experience with the
company has shown me that DSPs should unionize, because the company
epitomizes exploitation of labor. After she checked my banked
vacation hours, she came back to the table, and I said to her
"Remember, during a meeting, when you said that we are the face
of the company when we're out an about, even when we're off-duty?"
She
said "Yeah."
I
said "Well, remember, each person you overwork and kick to the
curb can potentially become a scar on the face of this company."
She
said "Well, that's why I was wanting to meet with you. We really
hope we could talk things out so that you can speak well of your
experience here."
I
said "I'm sorry. I have no choice but to be another scar. A big
scar. Can you really blame me? It's like what Anton Lavey said 'Do
not complain about anything to which you need not subject yourself.'
You keep grinding your workers then throwing them away, what can you
realistically expect?" After a pause, I said "None of my
coworkers complained about what I did."
She
said "What matters is that your supervisors did."
I
said "My supervisors, the people who really haven't seen me
work? They get more of a say than the people witnessing what I do?"
She said nothing, but shrugged, as if she didn't expect a lowly peon
to point out the obvious.
I
would like to say that, although I opened this narrative by talking
about a movie about porn and torment, I never took part in, nor know
anyone who took part in, any type of abuse or exploitation of
residents at staff hands for the years I was with the company.
However, exploitation of residents and staff did occur at the hands
of the company.
The
stated goals of the company are decent – to assist in integrating
into the greater community individuals with developmental
disabilities. We get them out, we get them working, we work with them
on their interests, and we assist them at home. We are what stands
between them and a state hospital or nursing home.
The
unstated goals of the company aren't so decent. For every person they
house, they get more money from the state. No matter how dangerous a
resident is, how often they injure staff, or how much they need to go
a long-term medical facility, the company keeps them there. These
people lived in a place that was set up to be a residential rehab
facility, but turned into a nursing facility, as a revolving door of
staff came in half-trained and not knowing what to expect. Upper
management was so far removed from the homes that if they saw a
resident have a behavior, they acted like it was totally new. Both
staff and residents were put in harm's way so the company could make
more money. That is a prime example of exploitation of both residents
and staff.
So,
since there was no actual abuse and torment going on, why did Milos
come to mind? What was it about that fucked up movie that caused it
to pop into my mind? For starts, overtime was overtime, and we were
drawn in by the increased pay. But, after a while, the point and
substance of our lives were all but lost. Our ability to get in the
mood each day was weakened. And the part that often sticks out in my
mind, when the director applauds Milos, contrasts with the lack of
appreciation I felt; at the end of a shift, we're covered in bodily
fluids, dehumanized, and debased, but no one walks out of the shadows
to heartily applaud us and cheer for us. Yeah, at meetings, they
claimed they appreciated us, but it's a rubber stamp.
Scared
of losing benefits and pay if I spoke out, I stuck with it. I learned
to make the most of the precious few hours I had off. But even still,
I couldn't shake the feeling that I was in a constant dream state.
So,
back to the titular question. What is the sound of one mind snapping?
Think about all those “sound-words.” Spell them out, forwards and
backwards.