SecurAlert May 2014 - Domestic Violence at Work
- 1. What is DomesticViolence? Domestic violence involves the physical and/or emotional abuse of one party against another who are both in some form of social relationship with each other. Domestic violence and emotional abuse are behaviors used by one person in a relationship to control the other. Partners may be married or not married, living together, separated or dating. Examples of abuse include: ANYONE CAN BE AVICTIM! Victims can be of any age, sex, race, culture, religion, education, employment or marital status. Although both men and women can be abused, most victims are women. Already in 2014, we have seen in the news some deadly encounters with a domestic partner or friend who came to the victim’s workplace either in the hopes of resolving a standing argument or exacting revenge. Regardless of the intent, the result of the interaction was a either a homicide or serious injury that, in several cases, led to the perpetrator committing suicide. n Name-calling or putdowns n Bullying n Keeping a partner from contact- ing their family or friends n Withholding money n Stopping a partner from getting or keeping a job n Actual or threatened physical harm n Sexual assault n Stalking n Intimidation Violence can be criminal and includes physical assault (hitting, pushing, shoving, etc.), sexual abuse (unwanted or forced sexual activity), and stalking. Although emotional, psychological and financial abuse are not criminal behaviors, they are forms of abuse and can lead to criminal violence. The violence takes many forms and can happen all the time or once in a while.
- 2. Most children in these homes know about the violence. Even if a child is not physically harmed, they may have emotional and behavior problems. According to CrisisPrevention. com, domestic violence is responsible for more individual harm than muggings, rapes and car accidents each year. The seriousness of these incidents cannot be overstated. A study by the Center for Disease Control and Prevention, and the National Institute of Justice, found that over two million victims annually report physical or sexual assaults at the hands of an intimate partner. DomesticViolence in the Workplace Domestic violence and its effects spill over into the workforce on a regular basis. The statistics are staggering, yet often overlooked. The Family Violence Prevention Fund notes that 74 percent of work- ing, battered women are harassed by their partners while at the work- place. The U.S Dept. of Labor, Bureau of Labor Statistics, found homicide to be the second lead- ing cause of death on the job. The number of rapes and sexual assaults committed against women on the job number above 25,000 accord- ing to the U.S Department of Labor, Bureau of Labor. Further, over one million women are stalked annually in the United States and at least of quarter of them admit to missing work due to the stalking. The effects of domestic violence in the workplace are felt by employees and employers alike. Productivity, absenteeism, job loss and increased health insurance cost are all results of domestic violence. Domestic violence in the workplace has significant impact on the employee victim. n Lack of productivity occurs as a result of the victim being distracted. Inability to concentrate is often due to worrying about being harassed on the phone or in-person, legal/ court responsibilities and depression. n Missing work or showing up late to work is often sympto- atic of domestic violence. Injury, shame and outside medical or legal responsibilities often con tribute to absence or tardiness. Children in homes where there is domestic violence are more likely to be abused and/or neglected.
- 3. n Job loss is an unfortunate side effect of domestic violence. According to CrisisPrevention. com studies show that anywhere from 25% all the way up to 90% of victims had lost a job or re signed as a result of these issues. n The stigma of being a domestic violence victim continues to be a major issue. It forces victims to miss work, hide or lie to family and friends at work. Less than half of all victims report their situation to their supervisors according to the American Institute on Domestic Violence. What Businesses Can Do Employers should consider insti- tuting a policy covering domestic violence (as part of the company’s workplace violence prevention policy, which could include, providing access to experts and information to assist victims, offering support through Employee Assistance Programs or EAPs and establishing protocols if an employee notifies the company that he/she has been threatened by their friend, spouse or partner. Employers should learn about the specific requirements of the state laws applicable to their organization. If a state has a specific law regarding workplace domestic violence, an employer should develop a policy for domestic violence leave that complies with the law, either by incorporating it into existing policy or by having a separate stand-alone policy. Employers should also think about what type of documentation to re- quire before leave is to be granted. Any policy must take into account employee privacy. Information concerning domestic violence or sexual abuse victims must be kept confidential. Here are some low-cost accommodations, businesses can provide such as: n Offering the services of an employee assistance program. n Asking the victim what changes can be made to the work environment that would make him or her feel safer. n Erect barricades—such as plants and partitions—around the employee’s work area so that the perpetrator cannot walk directly to him or her. Employers should take reasonable steps and educate the workforce about possible threats, including telling security officers to be on the lookout for the abuser and providing security staff with a photo of the abuser, including their vehicle information. Victim’s Safety
- 4. n Give the employee priority parking and an escort to and from the parking area. n Change the employee’s office phone number, and remove the employee’s name from automated contact lists. n Install panic buttons for the employee and receptionist. n Ask local police to patrol the parking area. n Educate all employees company-wide on domestic violence with the assistance of local domestic violence organizations, the police department and the district attorney’s office. For more information onworkplace violence, you can contact the following websites: n www.domesticviolence.org n www.shrm.org n www.crisisprevention.com n www.workplacebullying.com n www.cdc.gov One key note to bring up is that if an employee refuses help or denies that any abuse exists, but the company still suspects that the employee is being abused and that the abuser might come to the workplace, the employer still has a responsibility to protect the employee and co-workers on the premises. Consider low-cost accommodations, such as saving any threatening messages received at the workplace for future legal action.
- 5. ATWORK You may want to... • Save any threatening emails or voicemail messages. You can use these to take legal action in the future, if you choose to. If you already have a restraining order, the messages can serve as evidence in court that the order was violated. • Park close to the entrance of your building, and talk with security, the police, or a manager if you fear an assault at work. • Be aware of your surroundings; always check the interior of your vehicle when you get in and lock the doors once inside • Keep your phone in your hand in the event you have to call 911 quickly • Have your calls screened, transfer harassing calls to security, or remove your name and number from automated phone directories. • Relocate your workspace to a more secure area. • Obtain a restraining order and make sure that it is current and on hand at all times. Include the workplace on the order. A copy should be provided to the police, the employee’s supervisor, Human Resources, the reception area, the Legal Department, and Security. • Provide a picture of the perpetrator to reception areas, access control points and/or Security. • Identify an emergency contact person should the employer be unable to contact you. • Ask Security to escort you to and from your car or public transportation. • Look into alternate hours or work locations. • Review the safety of your childcare arrangements, whether it is on-site childcare at the company or off-site elsewhere. If you have a restraining order, it can usually be extended to the childcare center. If you are in a violent relationship, one of the most important steps you can take is to make a safety plan both for home and the workplace.These plans contain simple but critical steps you can take to increase your safety while you deal with the violence you face in your personal life.
- 6. AT HOME In case you have to flee, have the following available: • Important papers such as birth certificates, social security cards, insurance information, school and health records, welfare and immigration documents, and divorce or other court documents • Credit cards, bank account number, and ATM cards. • Some money • An extra set of keys • Medications and prescriptions • Phone numbers and addresses for family, friends, doctors, lawyers, and community agencies. • Clothing and comfort items for you and the children. If you had the perpetrator evicted or are living alone, you may want to: • Change locks on doors and windows. • Install a better security system -- window bars, locks, better lighting, smoke detectors and fire extinguishers. • Teach the children to call the police or family and friends if they are snatched. • Talk to schools and childcare providers about who has permission to pick up the children. • Find a lawyer knowledgeable about family violence to explore custody, visitation and divorce provisions that protect you and your children. • Obtain a restraining order. If you are leaving your abuser, ask yourself the following questions: • How and when can you most safely leave? Where will you go? • Are you comfortable calling the police if you need them? • Who can you trust to tell that you are leaving? • How will you travel safely to and from work or school or to pick up children? • What community and legal resources will help you feel safer? Write down their addresses and phone numbers, and keep them handy. • Do you know the number of the local shelter? • What custody and visitation provisions will keep you and your children safe? • Is a restraining order a viable option? If you are staying with your batterer, think about: • What works best to keep you safe in an emergency. • Who you can call in a crisis. • If you would call the police if the violence starts again. Can you work out a signal with the children or the neighbors to call the police when you need help? • If you need to flee temporarily, where would you go? Think though several places where you can go in a crisis. Write down the addresses and phone numbers, and keep them with you. • If you need to flee your home, know the escape routes in advance.
- 7. In the event a domestic violence situation does enter the workplace and you are confronted by an upset and/or emotionally charged person who may become violent or exhibit threatening behavior, here are some“Do’s and Don’t’s”to help de-escalate the situation and help protect your safety • Project calmness: move and speak slowly, quietly, and confidently. • Be an empathetic listener; encourage the person to talk freely and listen patiently. • Show in your actions, words and mannerisms that you care about them as a person. • Focus your attention on the other person to let them know you are interested in what they have to say. • Maintain a relaxed yet attentive posture and position yourself at a right angle rather than directly in front of the other person. • Acknowledge the person’s feelings (but don’t say, “I know exactly how you feel”, be cause you don’t) and indicate you can see he or see is upset. • Ask for small specific favors such as asking the person to move to a quieter area. • Establish ground rules if unreasonable behavior persists and calmly describe the consequences of any threatening or violent behavior. • Use delay tactics which will give the person time to calm down (offer a drink of water) • Be reassuring and point out choices. Break down big problems into smaller and manageable ones. • Ask for recommendations. Repeat back what is being requested of you. • “I have a question.” Ask the person how you can help them now; this can cause a break in their ranting and gets them to focus on being reasonable. • Arrange yourself so that someone cannot block your access to an exit. • Immediately report any violent or potentially violent situation to building security or management and call 911. • Communicate in a way that gives off hostility or indifference such as apathy, brush off, coldness, going strictly by the rules or giving the individual the “run-around”. • Be angry, derogatory or use profanity. • Reject all demands of the person from the start. • Pose in challenging stances such as standing directly opposite of someone, hands on hips, crossing your arms, finger pointing, or long periods of eye contact. • Make sudden movements that could appear threatening. • Challenge, threaten or dare the person. Notice the tone, volume, rate of speech and never belittle the person or make them feel foolish. • Criticize or act impatiently toward the agitated person. • Make false statements or promises you can’t keep. • Invade their personal space - keep 3-6 feet between you and the person. • Turn your back on a hostile person. DO’S AND DONT’S DO DONT