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

what does MCEDV offer?

Advocacy
MCEDV staff and local domestic violence projects will provide advocacy to employers and employees trying to help others deal with domestic violence. Call MCEDV (207-430-8334) for help arranging business consultation.  Call the 24hour Helpline1-866-834-4357 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.

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:

“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. MCEDV and your local domestic violence programs  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.

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

• BEST PRACTICES
• WORKPLACE SAFETY PLAN
• SPECIAL CONSIDERATIONS FOR SMALL BUSINESSES
• MEADV INFORMATION SHEET

Domestic Violence & The Workplace: Best Practices

1. I. Develop a working relationship with your local domestic abuse project.

(To find the Maine project nearest you, call the Maine Coalition to End Domestic Violence or consult your telephone directory under Social and Human Services.)

The local domestic abuse project offers the following services:

• Crisis intervention, advocacy, and safety planning for victims of domestic abuse;
• Consultation and training for employers on workplace responses; and
• Domestic abuse education for community members and organizations.

II. Create a domestic abuse response team within your organization.

Include representatives from a variety of departments, such as

• Human Resources
• Loss Prevention/Security
• Employees/Associates
• Public Relations
• Legal Department
• Employee Assistance Program
• Union Representative (if applicable)

III. Provide your response team with a comprehensive domestic violence training

delivered by your local domestic abuse project.  Training will assist team in

• Identifying signs of employees living with abuse;
• Reviewing workplace impact through case studies;
• Recommending appropriate outreach to those in need; and
• Identifying internal and external resources for the team, employees, and organization.

IV.           Through your response team, develop and roll out a Corporate Non-Violence Policy Statement that says:

• We will provide a workplace free of threats, fear, and violence;
• We will respond and react to threats and potential violence; and
• We will support our employees to access resources to free themselves from violent and abusive situations.

V.            Define the roles of Managers and Supervisors, Loss Prevention, Security, Human Resources, EAP, and other departments when domestic violence cases come forward.

• Provide training to all parties who will play key roles;
• Emphasize goal of increasing safety for abused employee;
• Create response protocols; and
• Define confidentiality ~ information to be shared on a “need to know” basis only.

VI. Implement an employee awareness campaign.

• Invite advocates from local shelters to conduct “lunch and learn” sessions;
• Provide domestic violence brochures and safety cards in private locations such as restrooms;
• Post the corporate domestic violence policy;
• Offer information in employee newsletters, place hotline numbers on pay stubs, and/or send e-mail reminders about domestic abuse; and
• Create a culture of safety that encourages abused employees to come forward for assistance and resources.

VII. Emphasize what to do if someone you know is being abused.

• Ask direct questions about the situation;
• Listen without judging;
• Remind the person that they are not alone;
• Let her/him know help is available;
• Encourage her/him to talk about the abuse with their doctor and have it documented in medical records;
• Encourage her/him to call a domestic abuse hotline;
• Remind her/him that domestic abuse is a crime and to call the police; and
• Suggest the possibility of a protection from abuse order .

VIII. Be an active community leader in helping to end domestic violence.

• Hold fund-raising events to support your local domestic abuse agency;
• Donate money directly to your local domestic abuse agency;
• Provide contributions of in-kind or pro bono services; and
• Share your corporate domestic abuse policy with other community leaders and encourage them to create a response plan of their own.

Resources:

Maine Coalition to End Domestic Violence, 104 Sewall Street, Augusta, Maine, 207-430-8334 ■  info@mcedv.org

National Domestic Abuse Hotline:  1-800-END ABUSE. This number can assist you in locating the domestic violence project in your community.

Family Violence Prevention Fund ■  (415) 252-8900  ■  fund@fvpf.org

Acknowledgements:  Barbara Marlowe, Employers Against Domestic Violence,

Mintz Levin, One Financial Center, Boston, MA 02111 ■ (617) 348-3027

The WorkPlace Safety Plan

At work, she/he may want to consider:

• Obtaining a protection from abuse order. 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 employee’s reception area, the Legal Department, and Security.
• Providing a picture of the perpetrator to reception areas and/or security.
• Identifying an emergency contact person should the employer be unable to contact her/him.
• Review the safety of her/his parking arrangements.
• Having Security and/or a colleague escort her from her/his car or public transportation.
• Changing and/or having unpredictable rotations of her/his work schedule, work site, or work assignment if such a change is possible and would enhance her/his safety at work.
• Installing additional security measures for her/his work site.
• Having her/his telephone calls screened at work to prevent access by the abuser.
• Reviewing the safety of childcare arrangements, whether it is on-site at the company or off-site elsewhere.  If an order for protection from abuse is in place, it can usually be extended to the childcare center. The abused employee should consult with the company’s legal and security services for guidance if the childcare is on-site.
• Providing her/him with a cell phone pre-programmed to dial 911.

The Personal Safety Plan

Ask some of the following questions as you discuss safety:

• In what way can I (and others) help you?
• What do you need to be safe?
• What particular concerns do you have about your children’s safety?
• What have you tried in the past to protect yourself and your children? (Ex: left for a few days, sought help from family or friends, fought back, got a protection from abuse order) Did any of these strategies help? Will any of them help you now?

If the victim has had the perpetrator evicted or is living alone, she/he may want to consider:

• Changing locks on doors and windows;
• Installing a better security system – window bars, locks, better lighting, smoke detectors, and fire extinguishers;
• Teaching the children to call the police or family and friends if they are kidnapped by the abuser;
• Talking to schools and childcare providers about who has permission to pick up the children and developing other special provisions to protect the children;

• Finding a lawyer knowledgeable about family violence to explore custody, visitation, and divorce provisions that protect the children and the victim;
• In rural areas where only the mailbox will be visible from the street, covering the box with bright colored paper so the police can more easily locate the home;
• Obtaining an order for protection.

If the victim is leaving the perpetrator, review the following with her/him:

• How and when can she/he most safely leave? Is transportation available? Is money available? Does she/he have a place to go?
• Is the place the victim is fleeing to safe?
• Is she/he comfortable calling the police in an emergency?
• Who will she/he tell or not tell about leaving?
• What is in place to prevent the abuser from finding her?
• How will travel to and from work and childcare be made safe?
• What community or legal resources will assist with safety? Write down their addresses and phone numbers.
• Does she/he know the number of the local domestic abuse project?
• What custody and visitation provisions would keep she/he and the children safe?
• Would a protection from abuse order be a viable option?

If the victim is staying with the perpetrator, review the following:

• In an emergency what works best to keep her/him safe?
• Who can be called in a crisis?
• Can a signal be worked out with the children to call the police or get help if the violence starts again?
• If she needs to flee temporarily, where can she go? (Help her think of several options.)
• What are the escape routes from the house?
• Identify dangerous locations in the house and advise her/him not to be trapped in them.
• If there are weapons in the house, explore ways to have them removed.
• Advise that an extra set of keys be made and to hide some money in case of an emergency.
• Remind her that in the middle of a violent assault, it is always best to trust her judgment about what is best – sometimes it is best to flee, sometimes to placate the assailant – anything that works to protect herself.
• Advise the victim to have the following available in case she must flee:

Birth certificates  ~  Social security cards  ~  Marriage and driver’s licenses and car title  ~  Bank account number, credit and ATM cards, savings passbooks  ~  Lease/rental agreements, house deed, mortgage papers  ~

Insurance information and forms  ~ School and health records  ~  Welfare and immigration documents  ~  Medications and prescriptions

Divorce papers or other court documents  ~  Phone numbers and addresses for family, friends, and community agencies  ~ Clothing and comfort items for her/him and the children  ~ Keys  ~ Copy of protection from abuse order

Domestic Violence & The Workplace:

Special Considerations for Small Business Owners

Maine is a community of small business owners who employ the majority of Maine’s working citizens.  Small business owners have a unique opportunity to influence the lives and safety of their employees by understanding and responding to domestic violence as it affects the workplace.

A number of factors may impact the safety concerns for employees working in smaller businesses throughout the state. These include the following:

• Geography ~ Rural businesses and organizations may be geographically isolated. Response time of local law enforcement may be lengthy.
• Accessibility ~ Retail operations that are open to the public present special risks, as the abuser may enter the workplace at any time.  Other smaller business operations may not provide on-site security measures such as secure entries, worker identification badges, or limited building entrances.
• Building design ~ A physically small worksite may provide little or no opportunity to hide from an abuser should one enter the building.
• Business operation ~ Owners and operators do not have the benefit of relying on human resource, legal, and security departments to assist them.
• Isolation ~ Abusers typically isolate victims from support systems such as family and friends.  An employee who lives or works in an isolated geographic area may experience this as an especially difficult barrier to overcome.

Small business owners and operators can reduce their risk of worksite domestic violence and assist abused employees by incorporating the following “Best Practices:”

I.      Develop a working relationship with your local domestic violence project.

This resource packet contains a list of all the domestic abuse projects in Maine.

The local domestic violence project offers the following services:

• Crisis intervention, advocacy, and safety planning for victims of domestic abuse;
• Consultation and training for employers on workplace responses; and
• Domestic abuse education for community members and organizations.

II.     Implement a Workplace Non-Violence Policy that says:

• We will provide a workplace free of threats, fear, and violence;
• We will respond to threats and potential violence; and
• We will support our employees with access to resources to free themselves from violence and abusive situations.

III.    Through consultation and training with your local domestic abuse project, learn the

signs that an employee may be living with abuse. Signs may include frequent absenteeism, lateness, chronic health problems, repeated physical injuries, obsession with time, abuser often at the worksite, frequent telephone calls, inability to concentrate, and noticeable decrease in productivity.

IV.   Emphasize what to do if someone you know is being abused.

• Ask direct questions about the situation;
• Listen without judging;
• Remind the person that they are not alone;
• Let her/him know that help is available through the local domestic abuse project;
• Encourage her/him to talk about the abuse with a medical professional and have it documented in medical records;
• Encourage her/him to call a domestic abuse hotline;
• Remind her/him that domestic abuse is a crime and to call the police; and
• Suggest the possibility of a protection from abuse order.

V. Disseminate information broadly to employees.

• Invite your local domestic abuse project to visit and discuss local project services during employee breaks or lunch hours;
• Provide domestic violence brochures and safety cards in private locations such as restrooms;
• Post your Workplace Non-Violence Policy and have all employees review and sign off on it;
• Offer information in employee newsletters, place hotline numbers on pay stubs, send e-mail reminders about domestic abuse resources; and
• Create a culture of safety that encourages abused employees to come forward for assistance and resources.

VI.     Be an active community leader in helping to end domestic violence.

• Hold fund-raising events to support your local domestic abuse agency;
• Donate money directly to your local domestic abuse agency;
• Provide contributions of pro bono or in-kind services; and
• Share your domestic abuse policy with other community leaders and encourage them to create a response plan of their own.

Resources:

Maine Coalition To End Domestic Violence, 104 Sewall Street,  Augusta, Maine 04330, 207-430-8334 ■ info@mcedv.org

MCEDV can assist you in reaching the domestic violence project in your community.

HEARING IMPAIRED: Use Maine Telecommunications Relay Service, 1-800-437-1220.
For Advocate assistance reference the Maine Coalition to End Domestic Violence statewide hotline number 1-866-834-4357.National Domestic Abuse Hotline:  1-800-END-ABUSE. This number can provide you with the telephone hotline of the domestic violence project in your local area.

Family Violence Prevention Fund ■  (415) 252-8900  ■  fund@fvpf.org

Acknowledgements: Barbara Marlowe, President ■  Employers Against Domestic Violence ■  Mintz Levin, One Financial Center, Boston, MA, 02111 ■ (617) 348-3027