Chances are very good that there are people in your workplace who are being abused. The issue often manifests itself in the workplace in one form or another, and it’s a problem you simply cannot ignore. Here’s why.
According to estimates from the National Crime Victimization Survey, in 2001 there were almost 700,000 nonfatal violent victimizations committed by current or former spouses, boyfriends, or girlfriends of the victims. In that same year, intimate partner violence made up 20 percent of all violent crime against women.
More troubling for the workplace, there are approximately 30,000 to 40,000 incidents of on-the-job violence in which the victims knew their attackers intimately, says the American Bar Association’s Commission on Domestic Violence. Another alarming statistic cited in this article that we are excerpting from BLR’s OSHA Required Training for Supervisors monthly newsletter, is that 71 percent of human resources and security personnel surveyed observed an incident of domestic violence occurring on company property.
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The Bottom Line
Why should employers be concerned? The primary reason is that a violent episode at work can escalate to the point where not only the victim but co-workers, too, may be endangered during a confrontation. Domestic violence may also result in vandalism and property damage. Abusers often disrupt the workplace by delivering threats through phone, mail, fax, or e-mail, and make it difficult for employees to perform job-related duties.
But, there are other, more subtle detrimental effects on the business than actual violent assaults in the workplace. Women who are abused at home are more depressed, have a higher absenteeism rate, exhibit poor job performance, abuse drugs, and have a higher utilization of health insurance for medical expenses. It is estimated that businesses lose more than $4.5 billion every year because of the consequences of partner violence.
It’s the Law
If you’re still not convinced that employers should get involved in what is essentially a personal issue, consider the legal implications. Employers are required by OSHA and state laws to provide a safe workplace for all employees. If you are put on notice that domestic violence exists and the threats are affecting the employee at the workplace, you must act on that knowledge or you can be placing enormous liability on your company.
Other laws apply as well. The Violence Against Women Act of 1994 provided funding for services for abused women as well as declaring that all citizens have a civil right to be free from gender-based violence. Family and medical leave laws may require employers to grant leave to employees who are coping with domestic violence situations. There are also state initiatives that include antistalking and domestic violence laws, including workplace issues. Check your state laws for further information.
Don’t Ignore It
According to the Family Violence Prevention Fund, a nonprofit organization in San Francisco dedicated to preventing violence against women and children, supervisors are usually the first people to become aware of an employee who may be a victim of domestic violence. It is important for the supervisor to assist the employee by referring her (or him) to an Employee Assistance Program (EAP) or a community domestic violence program. The National Domestic Violence Hotline number is 1-800-799-SAFE (7233).
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Warning Signs
What signs should supervisors look for in deciding whether an employee may be a victim? The employee:
- Has unexplained bruises that don’t seem to fit the injuries
- Wears inappropriate clothing that may be covering up injuries
- Seems distracted at work
- Has a high rate of absenteeism
- Appears anxious, upset, or depressed
- Receives repeated, upsetting telephone calls during the work shift
If you notice these signs, ask to talk to your employee privately. Tell the employee what signs you noticed and express concern about possible abuse. Be supportive and keep the information confidential, except for those individuals who need to know, such as security personnel. Offer company and community support and be flexible with her (or his) working arrangements.
Unfortunately, domestic violence is only one of many forms of workplace violence. Tomorrow we’ll look at steps you can take to safeguard your workers, and at a resource to help train your employees to avoid incidents of workplace violence.