La Casa de las Madres 415-503-0500 www.lacasa.org Adult Crisis Line 1-877-503-1850 24 hours Toll free

Domestic Violence and the Workplace

WHAT is domestic violence? Domestic violence is an escalating pattern of abuse in which one partner in an intimate relationship controls the other through force, intimidation, or the threat of violence. Domestic violence is more than just physical assaults. Those who perpetrate domestic violence may use a combination of tactics to gain or maintain control in a relationship. Domestic violence can include sexual, spiritual, verbal, emotional, economic, psychological, and physical abuse. Stalking is also a form of domestic violence.

What does domestic violence have to do with the WORKPLACE? Domestic violence has no boundaries. It does not happen only in the home, and it is not a private family matter—it is a crime and a public health issue that affects all of us. Perpetrators of domestic violence often exert control over all aspects of their partner’s life, which can include their working life and their workplace. Sometimes an abuser simply does not allow his/her partner to work. If the partner does have a job domestic violence can impact the work environment in a number of ways.

A perpetrator of domestic violence may try to intimidate and/or distract his/her partner from their job, or sabotage their employment by:

Hiding car keys or a metro pass to cause their partner to be late to or absent from work

Calling, emailing, or texting harassing messages throughout the day

Showing up unannounced at or near the workplace

Discouraging their partner from socializing with co-workers

Sending flowers and cards or lavishly showing affection to apologize for their behavior after an abusive incident

Domestic violence can cause an employee to exhibit behaviors that may seem like ordinary workplace infractions, such as:

Showing up late to work or to meetings

Seeming stressed or overwhelmed, or anxious in relation to their partner (i.e. anxious about leaving work exactly on time to get home to their partner)

Seeming unable to concentrate on work or easily distracted

Appearing hypervigilant

Excessive absenteeism or frequently calling out sick

Lower productivity than other employees and/or a marked sudden decrease in productivity

Frequently making or taking personal phone calls

These behaviors can cause an employee to seem lazy, unreliable, or like a poor team player, which can lead to workplace consequences, loss of promotional and financial opportunities, or even termination of employment. In reality, the employee may be experiencing and exhibiting the affects of an abusive relationship.

WHY does this issue matter? 1) Many personal issues affect the way people work, and domestic violence is not an exception. It

can affect employee concentration, energy, and attitude, negatively impacting not only their own tasks but also those of the people working around and with them. Morale and productivity may decline. Health care costs may increase. Nationally, domestic violence costs $8.3 billion each year in mental health services, medical and lost productivity costs alone. In other words, domestic violence can affect a business’ bottom line.

La Casa de las Madres 415-503-0500 www.lacasa.org

Adult Crisis Line 1-877-503-1850 24 hours Toll free

2) Employers have a responsibility to maintain a safe work environment for all of their employees. When an employee is a victim of domestic violence, his/her workplace can become a site of abuse. In California, employers are legally required to make reasonable efforts to try to protect employees from their abuser and/or stalker in the workplace (reference Senate Bill 400).

3) In order to maintain power and control over all aspects of their partner’s life, a perpetrator relies on their partner’s secrecy. If the partner is allowed to work, the workplace may be the only point of contact outside of the relationship where they are not under complete surveillance. The workplace, then, may be the only place where a victim can be noticed and connected with internal and/or external resources.

4) While not all people experiencing domestic violence will leave, will be able to leave, or will even want to leave their partners, economic self-sufficiency can be the deciding factor for a person to feel as though there are options to safely escape the relationship without facing homelessness and poverty. Stable employment can make all the difference to a victim seeking safety.

What can employers do to SUPPORT and PROTECT their employees? Domestic violence can feel like an awkward topic to address in the workplace, but it should not be avoided. The following suggestions can help guide conversations with and responses to an employee who is experiencing domestic violence:

What to SAY to an employee who is experiencing domestic violence:

What to DO to help an employee who is experiencing domestic violence (consider what is possible for your

workplace as well as the wishes of your employee):

“Thank you for sharing that with me.”

“I care about you.”

“Help is available.”

“You are not alone.”

"It’s not your fault. No one deserves to be abused.”

“Are you concerned for your safety right now?”

“How can I support you?

Ask your employee what can be done to increase his/her safety in the workplace.

Assure your employee that you believe what he/she is saying.

Express concern for his/her safety, saying that you want to help ensure they are safe.

Be clear that you want to help and to be supportive.

Check in regularly about how any work accommodations are meeting their needs.

Respect the employee’s privacy, and their desire not to talk about the abuse if that is the case, while remaining open to the conversation. Even if they don’t want to talk about it right now, let them know that ongoing support is available.

Continue the conversation about safety precautions that can be implemented in the workplace.

Offer your employee a 24 hour resource, such as La Casa’s hotline at 1-877-503-1850 and the National Domestic Violence Hotline at 1-800-799-SAFE.

Remind your employee that calling the police is an option if they ever feel in danger at home or in the workplace.

Develop a code word in case an abuser comes to work, which your employee can use to signal the need for a call to the police.

Move the employee’s work area to a secure location in the building, transfer him/her to a different location, or change his/her work schedule to guard against a perpetrator showing up or following him/her.

Set up caller ID or a way to screen phone calls.

Train all staff not to give out personal information about other employees.

Create a flexible work schedule if your employee needs to seek help or go to court during their workday (an employment protection awarded under Senate Bill 400).

Arrange for security or a coworker to accompany the employee to the parking lot or bus stop after work.

Designate an emergency contact person in case the employee becomes unreachable.

Install an alarm button at the front desk.

Familiarize yourself with the laws that protect survivors of domestic violence.

Educate and inform all employees about domestic violence and your company’s policies.

If the employee has a restraining order against their partner, provide the front desk with a photocopy of the order and a photo of the perpetrator.