1. How Domestic Violence Affects the Workplace
RemarkAbleHR Solutions, Services, & $avings!
How Domestic Violence
Affects the Workplace
RemarkAbleHR, Inc.
Penny Morey
Founder & Managing Director
2017
RemarkAbleHR, Inc Penny Morey, Managing Director

2. RemarkAbleHR Solutions, Services, & $avings!
When we think of domestic violence, we typically don’t think about the workplace Yet, domestic violence and sexual assault walk in the doors of each and every workplace every day here in the U.S.
2017
RemarkAbleHR, Inc Penny Morey, Managing Director

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Domestic violence has no boundaries, and doesn’t stay at home
2017
RemarkAbleHR, Inc Penny Morey, Managing Director

4. IMPACT ON BUSINESS 8 million days of paid work per year
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IMPACT ON BUSINESS
The Department of Labor reports that victims of domestic violence in the U.S. lose nearly
8 million days of paid work per year
Resulting in a $1.8 billion loss
in productivity for employers
2017
RemarkAbleHR, Inc Penny Morey, Managing Director

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IMPACT ON VICTIMS
Missed Work 
Lost Jobs
Discrimination
Harassment
2017
RemarkAbleHR, Inc Penny Morey, Managing Director

6. Domestic Violence Behaviors include:
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Domestic Violence Behaviors include:
Intimidation
Threats
Psychological confusion
Emotional pain
Verbal abuse
Physical attacks
Sexual assaults
Homicide
2017
RemarkAbleHR, Inc Penny Morey, Managing Director

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DOMESTIC VIOLENCE STATISTICS Study of domestic violence survivors found that 74% of employed battered women were harassed by their partner while they were at work
2017
RemarkAbleHR, Inc Penny Morey, Managing Director

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DOMESTIC VIOLENCE STATISTICS An average of 2 million violent victimizations per year were committed against persons age 12 or over who were at work
2017
RemarkAbleHR, Inc Penny Morey, Managing Director

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DOMESTIC VIOLENCE STATISTICS More than 1 million women are stalked each year in the U.S. Over ¼ of them report missing work as a result of the stalking
2017
RemarkAbleHR, Inc Penny Morey, Managing Director

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DOMESTIC VIOLENCE STATISTICS In a recent national survey, 24% of women between the ages of 18 and 65 who had experienced domestic violence said that the abuse caused them to arrive late at work or miss days of work
2017
RemarkAbleHR, Inc Penny Morey, Managing Director

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What is Next for Employers?
Once employers understand the potential impact of domestic
violence on their workplace,
their next fear is that they’re not equipped to address it
This is true . . .
but they’re not expected to be experts
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2017
RemarkAbleHR, Inc Penny Morey, Managing Director

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What Should They Do?
Every employer needs to have a policy that addresses domestic violence
The policy should be comprehensive and apart from a workplace violence prevention plan or harassment policy
2017
RemarkAbleHR, Inc Penny Morey, Managing Director

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Having a policy in place lets employees know that you are
1. aware of the issue can provide training
for the workforce
or direct victims to resources
2017
RemarkAbleHR, Inc Penny Morey, Managing Director

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2017
RemarkAbleHR, Inc Penny Morey, Managing Director

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WHAT POLICY SHOULD ADDRESS
Conduct that occurs off-duty
Security concerns
Violations of Company policies, employment agreements, or other conditions of employment
Non-actionable conduct that needs to be addressed because knowledge
of it is raising concerns or otherwise
disrupting the work environment
2017
RemarkAbleHR, Inc Penny Morey, Managing Director

16. RemarkAbleHR Solutions, Services, & $avings! HAVE A PLAN FOR MANAGERS
Specific Ways Human Resources &
Company Management Can Help
HAVE A PLAN FOR MANAGERS
Organize a team
It is important that HR does not “go it alone”
Have the CEO appoint team members
to the team to confer legitimacy
2017
RemarkAbleHR, Inc Penny Morey, Managing Director

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Companies should work directly with their legal departments to develop policies and programs
2017
RemarkAbleHR, Inc Penny Morey, Managing Director

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FOR EXAMPLE
In Florida, in companies that employ 50 or more people, employees can take up to 3 days a year off if they or a member of their family or household is a victim of domestic or sexual violence. This is the law.
Should YOUR company do more?
2017
RemarkAbleHR, Inc Penny Morey, Managing Director

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Provide Training
Employers should train
supervisors to recognize and
respond to signs of domestic
violence
The training must be mandatory
Training should include issues
of privacy and confidentiality
2017
RemarkAbleHR, Inc Penny Morey, Managing Director

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HR should not give personal advice or counseling to employees Both HR and managers need to know how to interact with employees on this issue Expressing concern and referring to appropriate resources is the way to go
2017
RemarkAbleHR, Inc Penny Morey, Managing Director

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Build Awareness
Employers can incorporate information about domestic violence into
Employee Orientation Programs Newsletters Payroll Stuffers Via Wellness and Safety Fairs Posters Family Issues Seminars Brochures Handbooks Intranet Sites
2017
RemarkAbleHR, Inc Penny Morey, Managing Director

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Employees should know that they will not be penalized for seeking help and should receive information on how to recognize the signs of a troublesome or abusive relationship and know where to turn for assistance for themselves or for co-workers
2017
RemarkAbleHR, Inc Penny Morey, Managing Director

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Too many people say,
“It’s not happening here.”
“I don’t see it.”
Whether you see it or not, it is happening in
the lives of your employees
If you wait for something to happen, you’ve waited too long. Be proactive, be preventive
2017
RemarkAbleHR, Inc Penny Morey, Managing Director

24. How Domestic Violence Affects the Workplace
RemarkAbleHR Solutions, Services, & $avings!
RemarkAbleHR, Inc.
Providing insight and strategies
to help businesses understand
How Domestic Violence
Affects the Workplace
2017
RemarkAbleHR, Inc Penny Morey, Managing Director

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The RemarkAbleHR Team
helps employers having
from 1 to 1,000 workers to . . .
Recruit the best talent
Communicate effectively with employees
Develop policies and programs that “fit”
Implement best practices
Keep day-to-day operations on track
2017
RemarkAbleHR, Inc Penny Morey, Managing Director