Workplace Domestic Violence Policy
With one in three women, and increasing numbers of men, reporting being the victims of intimate partner violence, the issue inevitably becomes a concern in the world of work. According to the Corporate Alliance to End Partner Violence, about one-third of employers have a formal policy on workplace violence prevention, but only 44 percent of those specifically address domestic violence. The U.S. Bureau of Labor Statistics says only 4 percent of employers have any sort of training for employees on the impact of domestic violence on the workplace. Given the fact that so many people are experiencing this trouble, managers should at least be armed with basic training and a comprehensive policy guiding them on identifying and responding to domestic violence when it occurs in the workplace.
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Prevalence of Domestic Violence
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The Centers for Disease Control and Prevention monitors rates of intimate partner violence (IPV)--so named because heterosexual women are but one group of those who report high levels of violence at the hands of someone they love. According to the CDC, each year, women experience close to five million physical assaults and rapes. Men are the victims of about three million intimate-partner-related assaults. More than 1,500 people die annually because of IPV, 22 percent of whom are men.
Effect on the Workplace
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Domestic violence follows its victims to work. According to the CDC, the cost of IPV is high when you count medical care, mental health services and reduction in productivity because of work absences. The agency estimates it costs about $6 billion each year.
But victimization often occurs while the partner is at work through threatening phone calls, extreme fear and stress, and actual physical assault on work property. Chances are, more than a few people in your organization have experienced domestic violence, and it has had an effect on their work. It is crucial that employers recognize the seriousness and severity of the issue.
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Develop a Workplace Violence Prevention Policy
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A policy should carefully define what partner violence is, and should be written to complement any existing policies that deal with violence in the workplace and employee assistance programs. The policy should also let employees know what help is available from the employer, and it should specify the procedure to take time off to get protection orders, go to court, move or get counseling. It should define flexible work hours and leave of absences for domestic violence issues.
Training Employees
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Procedures need to be developed to respond to situations in which violence erupts in the workplace. Employees should be trained on what specifically they should do when they spot it. Emphasis should be placed on how coworkers or close friends may assist in detecting domestic violence. In addition, training should be given to managers and supervisors, human resources personnel and company security. The policy and procedures need to be communicated to all employees, with their specific reporting protocol.
Other Considerations
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Companies walk a tightrope with this issue. It's so prevalent that they must deal with it, but there is a limit to how much protection they can offer and still maintain safety and security and work flow for other employees. In addition, employees experiencing domestic violence still have performance expectations. It is important that companies find the right balance and keep employees educated about the issue, as the costs and toll it takes will hurt the company in the long run if they fail to do so.
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