EFFECTS IN THE WORKPLACE

SEXUAL AND DOMESTIC VIOLENCE
AND ITS EFFECTS IN THE WORKPLACE

Sexual and Domestic Violence are everyone's business. With one out of every four women reporting physical abuse by an intimate partner at some point in her life, it is a certainly that in any mid-to-large sized company, domestic violence affects its employees.
FACT: Domestic violence cost American businesses an estimated $3 to $5 billion a year in medical expenses
FACT: An estimated 13,000 acts of domestic violence are committed in the workplace each year
FFCT: 78% of human resources professionals consider domestic violence a workplace issue.
FACT: 66% of senior corporate executives surveyed believe that their company's financial performance would benefit from addressing the issue of domestic violence among their employees.

BUSINESSES MUST RESPOND!

The workplace can be an ideal setting for abused employees to get help because it's a place where they can spend eight hours a day away from their abusers. However, the workplace can also be a trap for abused employees because it's the one place where their abusers know where to find them.
Either way, there are steps that employers can take to avoid or minimize the occurrence and effects of domestic violence in the workplace... please keep reading.

THE FIRST STEP: Recognize Possible Signs of Domestic Violence in the Workplace.
Be alert to possible signs of domestic violence in your workplace, such as an employee who experiences:
    changes in work performance, lack of concentration/preoccupation
    attendance problems, unexplained absences or chronic tardiness
    frequent court dates, divorce, or child custody problems
    intense startled reactions, exhaustion, uncharacteristic mood changes
    frequent financial problems indicating a lack of access to money
    unexplained bruises and injuries
    withdrawal from co-workers
    on-the-job harassment by the abuser, including unwelcome visits, and threatening and
    multiple phone calls, messages,
    faxes, e-mails, unexplained delivery of flowers/gifts
    vandalism or threats

THE SECOND STEP: Offer Support and Confidential Referrals to Employees.
    Increase awareness about domestic violence so that victims will feel comfortable coming
    forward and managers and co-workers will know how to respond.
    Partner with your local domestic violence center to: Provide training/awareness seminars
    and to distribute brochures and literature about domestic violence and resources in the
    community.
    Adapt existing policies or implement a new domestic violence policy to provide
    opportunities to get help for employees who are abused
    Allow time off for domestic violence related needs (may be legally required depending or
    circumstances)
    Give abused employees time to improve their performance
    Designate an employee contact to respond to dv issues.
    Refer abused employees to domestic violence centers in the community
    Give out the National Domestic Violence Hotline Number (800)799-SAFE.
    Referring is not the same as counseling. Although you may believe you know what the
    employee should do, even well-intentioned advice may increase the risk of danger.
    Keep it Confidential.
    Never divulge an employee's confidences without permission - to do so may place her in
    grave danger.
    In the case of a credible threat to the workplace, let her know that others will be informed of
    her situation, on a need-to-know basis only, to ensure the safety of all employees.

THE THIRD STEP: Help Abused Employees to Safety Plan
    At work, an employee dealing with abuse may want to:
    Obtain a restraining order and make sure that it is current and on hand at all times.
    Save any threatening emails or voicemail messages. These can potentially be used for future
    legal action, or can serve as evidence that an existing restraining order was violated.
    Review the safety of her parking arrangements.
    Have her calls screened and remove her name and number from automated phone
    directories.
    Relocate her work space to a more secure area.
    Provide a picture of the perpetrator to reception areas and/or security.
    Ask about flexible or alternate work hours.
    Have paychecks delivered to another location.
    Identify an emergency contact person should the employer be unable to contact the victim.