Domestic abuse doesn’t stay at home. For some victims of domestic violence, the workplace serves as a safe haven from abuse. It can follow people to their jobs, resulting in violence in the workplace. It can distract employees, reduce productivity, and increase absenteeism and health insurance costs.

“I think even just a poster in the bathroom would make me know that I wasn’t going to be completely off the mark. If I knew somebody cared enough to hang a poster like that, I would have felt a little better about saying something, in my present job”- a survivor

Research shows that domestic violence is problematic in the workplace:

• 1 in 3 women experience domestic abuse between the ages of 18 and 65 (FVPF, 2001)
• 71% of human resources and security personnel surveyed had an incident of domestic violence occurring on company property (Isaac, N., Corporate Sector Response to Domestic Violence, Cambridge, MA: Harvard University School of Public Health, 1997).
• Victims of domestic abuse miss on average 3 days of work per month (Friedman & Cooper, The Cost of Domestic Violence, 1987)
• 94% of corporate security directors rank domestic violence as a high security problem at their company (Soloman, C. “Talking Frankly about Domestic Violence,” Personnel Journal, April 1995).
• 74% of women reported that their abusive partner harassed them at work (FVPF, 2000)

Domestic Violence Offenders in the workplace cause many issues as well:

• 78% were using workplace resources including company car to check up, harass, and threaten
• 75% of supervisors knew of offender’s arrest but only 16% reminded that DV is crime; 18% bailed out offender
• 74% reported easy access to the intimate partner’s workplace
• 48% reported difficulty concentrating due to perpetration
• 19% of offenders had a workplace accident or near miss
• 15,221 hours of work time were lost to Maine employers due to arrests of 70 men in study, equaling over $200,000.
  - Family Crisis Services/Maine Department of Labor Workplace Violence Study, 2003

For More Information: Family Crisis Services

“Battered women need workplaces that respond to their needs. Corporate leaders needs to take a leadership role in stopping this epidemic by reviewing their human resource and workplace policies to be sure they recognize and assist battered women who seek help. Taking these simple steps is more than altruism – it is in the interest of business.” Wayne Moon, Chairman and Executive Officer, Blue Shield of California

Why is Domestic Abuse A Workplace Issue?

• Safety and security risks
• Legal liability
• Health care and company costs
• Performance problems
• Employee well-being

MEADV is an initiative to implement workplace strategies to eliminate domestic violence. The goal is to educate employers in Maine about the steps they can take to reduce domestic violence and to keep employees safe, healthy and productive.

Employers can have a profound effect on the well-being of these workers by offering flexible hours, temporary assignments in alternative locations, additional security, legal assistance, counseling, and informational workshops.

Businesses can also help by encouraging staff to volunteer at Maine Coalition to End Domestic Violence member projects on company time, or by donating funds or equipment.

Coworkers can lend a hand by: listening without judging, letting the victim know that she or he is not alone, making a referral to a local domestic violence project; stressing the fact that domestic violence is a crime, and always maintaining confidentiality.

Furthermore, “Legally, employers are required by federal O.S.H.A. and state laws to provide a safe environment for all employees. If an employer is put on notice that domestic violence exists and the threats are affecting the employee at the workplace, the employer must act on that knowledge. If one chooses not to act, an enormous liability exists to the corporation,” Patricia Howze, V.P. & Senior Legal Counsel for Wells Fargo and Company. 

What You Can Do in the Workplace

Educate
Increase employees' awareness of domestic violence by training all employees about how to find help for themselves and how to reach out to co-workers. Your local Domestic Violence Project is willing to provide trainings.

Train managers, including Human Resources, Security/Safety, and other employee service departments about domestic violence. Teach them to identify the signs of abuse and respond appropriately to abused employees.

Flex
Adapt existing policies or implement a new domestic violence policy that provides flexible opportunities to get help for employees who are abused.

Maine Law states in the Employment Leave for Victims of Violence “ Employers must grant reasonable and necessary leave from work if an employee or employee’s daughter, son, parent, or spouse is a victim of domestic abuse, sexual assault, or stalking.” Title 26, Subchapter VI-B, § 850.

When addressing performance problems caused by domestic abuse, be sure to give an abused employee time get help and improve their performance.

Refer
Make sure that all employee service departments and managers know the right resources to refer employees for help, including your EAP service or local domestic violence services.

Give out or post throughout the workplace the National Domestic Violence Hotline number (800) 799-SAFE as well as the number of the MCEDV member project in your area

Secure
Have an organized response to direct threats of domestic violence that may occur at work. Review the capacity of your current threat assessment and security response to handle appropriately any domestic violence incidents that may occur at work.

Respect the privacy of the abused employee when responding to security concerns. Whenever possible, allow her to choose what actions to take regarding the abuse.

Take action against employees who abuse other employees at work, focusing on safety, the needs of the abused employee, and disciplining the abuser.

Workplace Domestic Violence Prevention Activities

• Check your company policies to make sure that the workplace response supports employees seeking help for abuse.
• Display posters with anti-domestic violence messages.
• Leave Safety Cards for employees in restrooms or employee lounges where they can be taken discretely.
• Run articles about domestic violence in your company newsletter.
• Hold training seminars. Your local Domestic Violence Project will train companies.
• Publicize your Employee Assistance Program and/or local domestic violence programs
• Email or inter-office mail information on domestic violence and resources for assistance to all employees.
• Partner with a local community domestic violence program to assist with workplace responses and to support their efforts.
• Participate in the National Work to End Domestic Violence Day. Contact the Family Violence Prevention Fund at 415-252-8089 or www.fvpf.org/store to order your Work to End Domestic Violence Organizer's Kit.

What MCEDV Offers?

Advocacy
MCEDV projects will provide advocacy to employers and employees trying to help others deal with domestic violence. Call the 24hour Helpline to receive guidance on how to help someone stay safe.

Workplace Response Program
Consultation, training, and education sessions to assist businesses coordinate a consistent and helpful response to domestic violence. Training and education sessions are designed to educate people about the dynamics of family violence and how it affects the workplace, raise awareness and concern for the our society’s acceptance of violence, provide information on intervention, and improve businesses response to people dealing with abuse. Our workplace response efforts include, but are not limited to:

• Development of policies and procedures to deal with domestic violence within the workplace
• Dissemination of educational materials
• Department of Labor, Safety Works trainings
• Conferences on Domestic Violence in the Workplace.

The following document are available to provide you with more information:

• MEADV Information Sheet
• Workplace Safety Plan
• Best Practices
• Special Considerations for Small Business Owners