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Managers
can't depend on physical clues such as black
and blue marks to tell whether someone is
a victim of domestic abuse. Many abusers
are clever enough to avoid leaving marks
on a victim's face or other parts of the
body that are normally seen, according to
Gail Jern, Westaff's Human Resources Representative
and a former volunteer at a domestic violence
support organization.
Also, don't assume that just because a person
is from a particular socio-economic background
they are more or less likely to
be victims.
"Domestic violence occurs across ages,
socio-economic backgrounds, religions, ethnic
groups or races," said Michaele Cohen,
Executive Director of the Maryland Network
Against Domestic Violence. "It can be
affecting your receptionist or your senior
vice president. While it may be difficult
for companies to focus on this issue given
the difficult economic times and the distractions
of international terrorism, businesses need
to realize that because of its widespread
nature, domestic violence in the workplace
is a real threat."
Many abuse victims, 95% of whom are women,
are too afraid or embarrassed to seek help.
So, here are some common signs of abuse that
may help you spot a problem. A red flag should
go up if an employee:
- Gets a lot of phone calls that upset
her
- Starts acting "strangely," not
like her usual self - for example, distressed,
despondent or depressed
- Starts isolating herself from her
friends at work (often abusers demand isolation
from their victims)
- Is repeatedly late for work
- Misses an unusual number of work days
- Is less able to concentrate on her
work and is less productive
- Suffers from repeated physical
injuries
When approaching an employee who you suspect
is a domestic violence victim, it is important
to respect that person's privacy, yet at
the same time communicate that you are there
to help if the person wants assistance, Jern
said.
"A good way to get started is to note
some of the performance problems and then
ask if there is some sort of serious personal
problem that is contributing to them," Jern
suggested. "You can say, 'You don't
have to share with me now, but if you want
to, what you say will be confidential.' Be
ready to give them telephone numbers for
your Employment Assistance Program, local
domestic abuse programs and shelters, and
then leave the door open for further contact
and on-going support.
"The important thing is to be very
supportive and connected to the victim," Jern
added. "Isolation from family and friends
is a serious consequence of domestic violence.
So, don't allow the person to just drift
away and become more isolated."
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Bob was sure there was something the matter with
his editorial assistant, Jane. For the past few
months, the normally gregarious employee had
become withdrawn. Then Jane's performance began
to slip. She was often late for work or didn't
show up at all.
After several warnings about her performance,
both verbal and written, Jane was on the verge
of being fired. Finally, Bob asked her gently but
directly what was going on. Jane finally confided
that her live-in boyfriend was beating her and
that her boyfriend's threats had made her fearful
of breaking up with him. She
hadn't wanted to say anything because the situation
was so humiliating to her. The two decided to go
to the Human Resources Department, which was able
to furnish Jane with phone numbers for local domestic
violence programs and women's shelters.
Over the next few weeks, the HR Director, Bob
and Jane agreed that Jane would try to escape the
violent situation by taking a leave of absence
and moving out of state to live with her sister
for a while. Later, when she had managed to free
herself from her abusive relationship, she successfully
returned to her job.
"Helping an employee in a domestic abuse
situation is a win-win for everyone," said
Westaff Human Resources Representative Gail Jern,
who has spent time volunteering for a domestic
violence support organization. "A good employee
who is in desperate need of help can get some of
the support she needs, while the company is able
to retain someone who is valuable to them. It's
in everyone's best interests to try to address
these situations."
Companies around the country are increasingly
agreeing with Jern. While in the past, many businesses
considered domestic abuse "no one else's business," risky
to deal with, and difficult to determine, attitudes
are changing. More companies are beginning to recognize
that because domestic abuse affects their employees,
it also affects them, particularly their bottom
line.
Domestic violence costs companies between three
and five billion dollars per year in reduced productivity,
health care costs and absenteeism, according to
a 1990 Bureau of National Affairs report. Abuse
victims, 95 per cent of whom are women victimized
by male batterers, miss an estimated 175,000 days
of paid work annually.
But besides affecting the bottom line, occasionally
domestic abuse can also affect the safety of other
employees when it spills over into the workplace.
In fact, the vast majority of employed, battered
women - seventy-four per cent - are harassed at
work, according to the Family Violence Prevention
Fund (FVPF), a national organization. Workplace
violence has tripled in the last decade to become
the leading cause of workplace death for women.
"While it is rare, there have been some notorious
cases of domestic abusers stalking their victims
and shooting them and other employees," said
Michaele Cohen, Executive Director of the Maryland
Network Against Domestic Violence.
Spurred in part by such incidents, businesses
in 19 states have begun working with the FVPF's
Corporate Citizen Initiative to find out what kinds
of programs or policies they should institute to
address the needs of victims and ensure the safety
of all employees. Some are even taking out restraining
orders against abusers to prevent them from having
legal access to their victims' workplaces. Others,
either concerned about the issue or spurred by
new laws, are becoming more flexible about allowing
an abuse victim time off or a more extended leave
to deal with the situation.
Among the advice that experts offer companies
are to:
- Be aware of local laws that govern employers'
responsibilities to victims of domestic abuse.
- Install security doors to prevent anyone except
employees or authorized guests from entering
the building, as well as a panic button at the
entry
level of the company.
- Educate new employees about what resources
are available to victims such as domestic abuse
programs
and shelters, the HR Department or an Employee
Assistance Program. Remind all employees of the
importance of reporting a violent situation that
could spill over into the workplace.
- Make sure supervisors are aware of what procedures
they should follow and what resources are available
should they learn of a domestic abuse situation.
- In the event of a domestic violence incident
in the workplace, provide appropriate counseling
for all employees who are involved or who may
have witnessed the incident.
"Workplaces are amazing conduits for reaching
massive numbers of people and educating them about
the issue," said Doniece Sandoval, FVPF's
Director of Communications. "Business leaders
are key to the process. Those who recognize that
their employees are their greatest asset are going
to take the steps necessary to ensure that their
employees are as healthy, safe and happy as can
be - and that means free from domestic violence."
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