Domestic violence affects the workplace in a variety of ways. It impacts safety, absenteeism, healthcare costs and lost productivity, to name a few areas.

1. Domestic Violence in the
Workplace
Presentation for
BNG
March 17, 2009
Red Lantern Group, LLC

2. Introduction
• Jean M. Baker, J.D.
• Red Lantern Group, LLC
– Presentation and writing business
– Legal issues in the workplace
– General business (customer service, strategic
planning, etc.)
• Today’s presentation
– Domestic Violence in the Workplace

3. What is Domestic Violence?
• “Domestic violence is a pattern of
assaultive and coercive behaviors, including
physical, sexual, and psychological attacks,
as well as economic coercion, that adults or
adolescents use against their intimate
partners. The perpetrator does this as a
means of achieving compliance from or
control over his victim.”

4. What is Domestic Violence in the
Workplace?
• “Domestic Violence in the workplace. .
.includes all behavior that interferes with an
individual’s capability to safely and
securely perform their duties at work. It
includes all kind of conduct, ranging from
harassing or repeated telephone calls or
faxes (or e-mails) at work to unarmed and
armed “show-ups” to homicide.

5. What About Conduct Occurring
Outside the Workplace?
• Domestic violence in the workplace also
includes conduct which occurs outside of
the work place, such as sleep deprivation
and physical injuries (breaking fingers, etc.)
which impact on an individual’s ability to
perform [her] job.”

6. Stats – You Should Be Appalled
• Murder is the number one cause of death in the
workplace for women; 17% of those murders are a
result of domestic violence
• 74% of employed battered women are harassed at
work.
• Domestic violence caused 56% of them to be late
for work at least five times/month.
• 28% had to leave early at least four days a month
• 54% missed at least three full days of work a month

7. Myths and Facts
Myth Fact(s)
• “Domestic violence is a • Businesses lose between $3
private, personal issue that and $5 billion annually for
has no place in, or effect on, medical costs.
the workplace. • Employers lose another
$100 million in lost wages
and lost work associated
with domestic violence

8. Myths and Facts
Myth Fact(s)
• We have no financial • Current jury awards to
liability beyond offering victims, co-workers and
EAP services their estates range from
$25,000 to several million
dollars by employers who
failed to properly address
domestic violence in the
workplace

9. Signs of Abuse
• Increased absenteeism and/or reduced
productivity
• Bruises or physical complaints
• Partner makes disruptive visits to the
workplace
• Lack of concentration

10. Signs of Abuse
• Reports of the employee being abused
• Employee shows signs of fear and/or
withdrawal
• Intermittent crying/anger when talking with
partner on phone or in person
• Pronounced mood disturbance

11. Signs Someone is Engaging in
Domestic Abuse
• Employee expresses attitude of domination
and/or aggression towards partner or co-
worker
• Threatens or discusses threats to partner or
children
• Outbursts of anger when talking to partner

12. Signs Someone is Engaging in
Domestic Abuse
• Partner appears afraid of employee and
becomes submissive in his presence
• Employee has been accused of, or charged
with, domestic violence

13. Policies and Protocol –
Supportive Environment
• What does it mean to be supportive?
– Allow victim to report abuse without fear of
retaliation or job loss.
– Tell victim she does not deserve the abuse.
– Help her find resources and be flexible in
allowing time off to take care of issues related
to domestic violence (e.g., court hearings,
moving, etc.)

14. Policies and Protocol –
Supportive Environment
• What should not be done?
– Do not blame victim
– Do not tell victim what to do; allow her to make
her own decisions. She knows her abuser and
her situation better than you do.
– Do not make conditions based upon her
compliance (e.g., “if you don’t leave him, we
will not help you)

15. Policies and Protocol –
Training (All Employees)
– How to recognize domestic violence
– How to address
– Confidentiality
• If you learn of abuse, do not tell others
– Exception – you may be able to disclose to HR, Security
or a manager, but check with policy and try to obtain
victim’s consent
• Don’t spread unfounded rumors – bruises don’t
always mean domestic violence

16. But Why Doesn’t She Just Leave?
– Fear for her life or the life of her child(ren)
– Economic issues
– Feels responsible for keeping family together
– Wants the violence to stop, not the relationship
– Fear of not being believed/supported
– Blames self for abuse
– Partner threatens suicide if she leaves
– Partner promises to stop; begs her to stay
– Any lack of responsiveness in law enforcement/judicial
system

17. What if the Employee is the
Perpetrator, Not the Victim?
– Discuss problem if it’s been disclosed, or if
violence committed at work
• Be careful! This may result in a dangerous situation
for the victim.
– Maintain confidentiality
– Explain how Domestic Violence affects work
performance
• Calling to harass partner

18. What if the Employee is the
Perpetrator, Not the Victim?
– “Although you are an important part of the
team, we will not condone or tolerate that
behavior”
– Refer to batterer’s treatment counseling
• Not anger management; usually one year in duration
– Reiterate policy against workplace violence
(including domestic violence)
– Call police if he violates restraining order or is
violent at work.

19. What Not to Do
• Don’t be taken in by excuses
– Batterers can be very convincing, and very
manipulative
• Don’t blame the victim, or allow batterer to blame
victim
• Don’t assume it won’t happen again, regardless of
his promises
• Don’t suggest couples counseling
– Not a relationship problem!

20. What Can Security Do?
• Include the victim in Assessment
• Good documentation
• Obtain copies of any restraining orders, etc.
• Obtain photo of batterer and keep copy at
reception desk
• Secure building; train employees to not let
in anyone without proper i.d.

21. What Can Security Do?
• Victim consultation/assistance
– Navigating criminal justice system
– Obtaining a temporary restraining order
– Finding an attorney
– Dealing with telephone, mail or e-mail harassment
– Safety when entering/leaving the worksite
– Use of technology to increase safety (e.g., cell phones)
– What to do if confronted in workplace by batterer
– What to do if victim sees batterer trying to enter
workplace.

22. Summary
• Domestic Violence is about controlling the
victim using whatever level of violence is
necessary.
• Employers can play a big role in stopping
domestic violence by providing appropriate
support to the victim and demonstrating a “no
tolerance” policy towards domestic violence.
• In doing so, employer also improves bottom
line.

23. Contact Information
• Red Lantern Group, LLC
• President - Jean M. Baker, J.D.
• 515.327.5966
• jbaker@redlanternllc.com
Thank you!