Is domestic violence a workplace concern?

Domestic violence leads to absenteeism, increased health care costs, higher turnover and lower productivity at work. It occasionally brings violence right into the workplace. The US Department of Justice estimates that domestic violence costs employers between $3 billion and $5 billion annually.

Employers should consider domestic violence as part of their general workplace violence policies and prevention plan. Beyond that, there are ways employers can help stop domestic violence in its tracks. Employer responses include:

Developing a domestic violence prevention program. Establish a corporate commitment that assures workers: We will provide a workplace free of threats, fear and violence; and we will respond to threats of potential violence. This involves building a response team to create response plans and, in case of an event or situation involving domestic violence, to activate and decide upon a course of action.

Being aware of law and resources. OSHA requires that employers provide safe workplaces that includes honoring the terms of restraining orders and offering some protection for employees who are domestic violence victims. States provide protection to victims of domestic violence through antistalking or antiharassment laws, and some protect them from discrimination. If seriously injured, they may be entitled to family and medical leave or other leave mandated by state law. The Family Violence Prevention Fund in San Francisco, California, is an excellent resource. Telephone: (415) 252-8089. Internet: www.fvpf.org.

Building awareness. The Family Violence Prevention Fund suggests participating in Work to End Domestic Violence Day (usually held on October 1) with activities to educate employees about domestic violence and to support domestic violence victims. Safety cards, bumper stickers, T-shirts and other related materials and kits are available from the Fund.

Creating safety plans. Creating individual safety plans to assist employees coping with domestic violence. Protect employees from batterers by, for example, saving any threatening e-mail or voice mail messages; having a picture of the perpetrator at reception areas and security checkpoints; reviewing parking and escort options; relocating workspaces; assisting in obtaining restraining orders; helping employees find shelter; giving employees paid time off for court appearances; and providing salary advances to enable employees to move away.