Bridging Theory and Practice Since 1974

Tag: Gender

A Primer on Nuisance Ordinances and Domestic Violence

By Amy Sechrist

Nuisance property ordinances are not a new concept, but their continued prevalence and persistence across the United States has many unintended consequences. So, what exactly is a nuisance ordinance? This short explainer will provide an overview of these challenging policies and what can be done to lessen their effects. 

Nuisance property ordinances are part of a larger trend known as “third-party policing”, where the responsibilities for maintaining law and order are assigned to non-police actors—in this case, to landlords. These ordinances include “local laws and policies that penalize landlords and tenants when police are called too many times to the premises within a certain time period, or for certain activity occurring at the property” (Williams & Cook-Thajudeen, 2018). Simply put, a nuisance property ordinance punishes a property owner if a tenant calls the police or has the police called on them too much. By punishing the property owner, these laws usually result in the eviction of the “problem” tenant. 

Under these laws, there is little reason for landlords to work with tenants to address issues. Instead, eviction is incentivized—in one study of landlords who received nuisance citations, 83% evicted or threatened to evict the offending tenants (Desmond & Valdez, 2012). Many nuisance ordinances do not make exceptions for calls made by those who require police or emergency assistance, even in cases of domestic violence. As a result,  landlords may pressure tenants to not to contact the police, even in an emergency situation. 

Nuisance ordinances are active in both urban and rural communities across the United States. They are normally passed at the municipal level, and as a result vary in how they are structured, what they prohibit, and how they are enforced. The local nature of these laws also makes them incredibly difficult to track at the state or national level. 

In their ground-breaking study of Milwaukee nuisance citations, Matthew Desmond and Nicol Valdez found that domestic violence was the third most common reason for a nuisance citation. Domestic violence calls comprised 3.9% of all 911 calls during their period of study, but made up 15.7% of nuisance citations (Desmond & Valdez, 2012). This suggests that domestic violence-related incidents may be more likely to result in nuisance citations and evictions. 

Nuisance ordinances negatively impact victims of domestic violence in many ways, including:

  • Placing responsibility on the victim for ending their own abuse
  • Discouraging reporting of abuse
  • Exacerbating existing housing barriers including evictions

As stated in the 2016 guidance from the U.S. Department of Housing and Urban Development, the only way to prevent the harmful effects of nuisance ordinances is to either prevent their creation, or where they already exist, repeal them completely. Partial solutions, such as domestic violence exceptions in existing ordinances, can help reduce the harm created by these laws, but do not completely protect domestic violence survivors. While these solutions appear to be a step in the right direction, they are difficult to enforce as they require the accurate identification of domestic violence and do not account for the complex nature of abuse. 

Due to the local nature of nuisance ordinances, it is extremely difficult to track where these laws have been implemented and their comprehensive effects. Several legal cases have been brought against such ordinances but all have settled before trial, including cases in Pennsylvania, Arizona, and New Hampshire. The National Housing Law Project and the American Civil Liberties Union have both dedicated resources informing the public of these laws and providing support for domestic violence survivors, including a survey where victims can report if they have been evicted or pressured with eviction by their landlords under a nuisance ordinance. 

Nuisance ordinances were not created to target victims of domestic violence, but current research indicates that the effects of these laws can be life threatening. By criminalizing the use of emergency services, nuisance ordinances don’t make our communities safer—they just punish victims.

About the Author: Amy Sechrist is a first year Master’s candidate in the Department of City and Regional Planning at UNC-Chapel Hill with a concentration in Housing and Community Development. Her research interests include affordable housing, planning for equity, and the intersection of gender and planning.

References:

Desmond, M., & Valdez, N. (2012). Unpolicing the Urban Poor: Consequences of Third-Party Policing for Inner-City Women. American Sociological Review, 78(1), 117–141. https://doi.org/10.1177/0003122412470829

Williams, R., & Cook-Thajudeen, A. (2018). Nuisance and Crime-Free Ordinances/Policies: Protections for Survivors of Domestic and Sexual Violence. National Housing Law Project.

Women in the Workplace: 4 Takeaways

The following is a collaborative piece between Angles and the Center for Community Capital.

UNC’s Center for Community Capital (CCC) works with seven female Graduate Student Fellows from DCRP. In anticipation of our transition into the workforce, we met with researchers and analysts at the CCC to reflect on women’s roles in the fields of research and planning. We discussed how gender intersects with our career decisions with work-life balance, compensation and negotiation, communication, and personal growth. Here are four takeaways from our discussion:

1. Sexism can be subtle and obvious in the workplace. It should be corrected as soon as it occurs, whether it is overt or covert. Sexism can show up in less obvious ways, such as who absorbs extra, unpaid tasks. Women might, for instance, take on the “emotional labor” of the spaces we occupy and the maintenance of important workplace relationships. Emotional labor can take the form of women acquiring duties such as maintaining and improving the aesthetic of the workplace, taking responsibility for first impressions and hospitality with clients or partners, and being the ones to absorb extra responsibilities when someone leaves a position.

2. Obligations, such as family care, may influence promotion and productivity. Outside-of-work activities and obligations like exercise, community commitments, friendships and partnerships, vacations, child- or elder-care, and general down-time are important aspects of life that can affect productivity at work. And, as The New York Times noted last year, many of these care obligations fall disproportionately on women—women in the United States perform an average of 4.1 hours of unpaid work per day. Whatever you prioritize, you will likely succeed in, and these decisions come with trade-offs. For example, putting in the time to be promoted may require sacrificing some of the things that keep you grounded. Having a family is also time-consuming, but it is up to each individual and their partner, if they have one, to communicate priorities and needs when balancing work and family.

3. Effective communication is key. Women can sometimes be drowned out by louder voices, interrupted, or talked over. If you recognize this happening to one of your colleagues, speak up and direct the conversation back to what she was trying to say. Verbally affirming each other’s voices will not only build solidarity but can also support women’s voices in the workplace. Also, taking detailed meeting minutes and notes that you can refer back to if there is any misunderstanding or need for reiteration can be a helpful tool if and when responsibilities become unclear.

4. Negotiate compensation. When it comes to negotiations of salary and pay, it is essential to be prepared with labor data and to negotiate the first salary offer. Use the Federal Bureau of Labor Statistics website to find your industry and job title and look up the average, minimum, and maximum pay for that position considering your work experience. Take into account the unique skills you can leverage. If you are a rare asset, the demand for your labor will be higher and may put you in a higher pay range. Also, consider the cost of living where you are applying for a job and adjust for additional expenses. 

As students we are used to living with minimal costs, paycheck to paycheck, and it is easy to be blown away by an initial offer because of its comparison to what we had been living off of in graduate school. Resist this temptation and do your research. If the employer won’t increase your salary, negotiate for additional vacation days, paid time off, relocation costs, and other workplace benefits.

For online applications that request a desired starting salary with no example range, consider auction theory as a guide: If you under-bid, you will be paid less than you like. If you over-bid, you are less likely to get the job. Bid your reservation wage – the least amount of money you will accept that will meet your needs and quality of life goals. Looking up average pay for your sector and experience is also helpful with these applications.  In the long run, negotiating your first salary is crucial to addressing the income gap between men and women. Often, your subsequent salaries will be based off of your previous salary, so negotiating at the outset is especially important.

The knowledge and experience of the women at CCC was insightful and gave us perspective on how to make decisions about priorities, to support each other in the workplace, and to stand for what we deserve as equals in the workforce.

Featured photo: 2016-17 Center for Community Capital Fellows. Photo Credit: Julia Barnard. 

About the authors: Julia Barnard is a Research Associate at the Center for Community Capital where she assists with the center’s work in consumer financial services, affordable housing, communications, and outreach. She is also the facilitator of the Center’s Fellowship Program for graduate students. Julia obtained her Master’s degree from UNC’s Department of City and Regional Planning, and served as an Editor for the Carolina Planning Journal. 

Colleen Durfee hails from Ohio as a first year master’s candidate for City and Regional Planning at UNC Chapel Hill. Prior to UNC, she received her bachelors from The Ohio State University where she studied economic and political geography. She is interested in the impact planners can have on land use decisions in disaster recovery and how residents confront post-disaster challenges. Outside of coursework, she enjoys playing pick-up basketball, procrastination via cooking, and exploring unfamiliar cities.