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Articles Domestic Violence in the Workplace While most people think of domestic violence as only a family problem it can have significant effect upon the workplace and other employees. It has been said that about 70% of the adult victims of domestic violence are employed and over two thirds of them have been harassed by the perpetrator at work either by telephone or in person. Domestic violence causes over 60% of its victims to lose time from work as well. Rather than thinking of the issue as a personal problem employers may have a duty to exercise reasonable care to protect the victim and her coworkers should the abuser try to see the employee at work.1 For example, an employer who is informed about a restraining order should let the appropriate people know about it and have a picture of the potential abuser. Depending upon the size and location of the employer it may be appropriate to advise building security to call the police if the abuser shows up or warn the receptionist to not put through calls from the abuser and instead call the police. The employer may wish to move the victim's desk or office away from entrances to the building or office suite. Suggest that the victim doesn't go to lunch alone and have the security guard walk her to her car, bus or train. Firing the victim, while not illegal per se, is a waste of a valuable corporate investment in that employee’s training and work. It may also make the victim, who usually has poor self esteem already, more vulnerable and more prone to staying in the situation, particularly if her only source of income for her and her children is the abuser. In addition to trying to keep the workplace physically secure, the most valuable contribution the employer can make to its employee is to be supportive of the victim. First, be observant. If an employee has unexplained bruises, or a change in attendance patterns, or seems upset, the supervisor can approach the employee in a non-threatening manner letting her know you've observed something suspicious and are concerned as a fellow human. Give her an opportunity to tell you about the problem but don't pry or gossip. If there is an Employee Assistance Program, refer the victim there or, if she doesn't seem receptive to a referral, provide her with a list of community resources for battered women or the National Domestic Violence Hotline (1-800-799-7233). If she doesn't want to talk about the problem respect her confidentiality but let her know there are resources and alternatives to staying in an abusive situation. Allow the employee time off to go to Court hearings, find a new place to live, or to heal her physical injuries. If feasible, alter the work schedule to make it more difficult for the abuser to find her. In some cases, a temporary reduction in workload may be appreciated. Since many people have either been a victim of domestic violence or know someone who is, an employer may choose to have a "public service" meeting for all employees so that they can help themselves or others and so the victim is not singled out. Topics discussed could include what to do if you or someone you know is being abused, how to protect yourself and your children, and resources available to victims of domestic violence such as shelters, victim assistance and counseling programs and avenues for legal help they can do themselves or receive free or low cost assistance. Tell the victim to report it to the police and get the officer's name and badge number, seek medical help and take pictures of bruises or injuries. While it may seem obvious, strongly advise victims don't bail the perpetrator out of jail and don't drop the charges against the abuser. He will just do it again and again. If the employer has a bulletin board or other message center post useful phone numbers for victims and let them know that most of the Superior Courts in the metropolitan area have programs to help victims of domestic violence as well. Some helpful phone numbers in the Atlanta area are: Battered Women's Shelter ---------------------------------------770-887-1121
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