1. The Impact of Domestic Violence in the Workplace Kim Wells, Executive Director Corporate Alliance to End Partner Violence kwells@caepv.org

2. Partner Violence: What Are We Talking About? Partner violence is abusive behavior (not just physically) between two people in an intimate relationship The highest risk factor for being involved with partner violence as an adult is exposure to violence between parents in family of origin (US)

3. Who Does It Affect? In a report released in July, 2000, the Justice Department and Centers for Disease Control found that nearly 25 percent of women, and about seven percent of men say they have been assaulted by a current or former partner.

4. In The News 5/12/05 Man shoots ex-girlfriend, kills himself in Portage, MI A Battle Creek woman was shot in the head by her former boyfriend, who then killed himself in the parking lot of a State Farm Insurance Company Claims Center. Tobi Meyer, 28, was taken into surgery at Bronson Methodist Hospital and listed in critical condition. Meyer and Demont Macdonald, 28, had recently ended a 6 ½ year relationship. They met in the parking lot of the State Farm Claims Center to exchange some possessions when Macdonald shot Meyer in the head. Then he got into a truck and shot himself in the head. There were no witnesses to the shooting, police said. State Farm officials said Meyer has worked for the company for the past five years as a claims representative. Company officials had on-site counseling today for employees at the Portage Road location and offices in Grand Rapids and Marshall for employees who know Meyer. "We're very concerned and our hearts are going out to her and her family," Spokeswoman Angie Rinock said.

5. From the CDC According to the CDC, intimate partner violence victims lose a total of nearly 8.0 million days of paid work-the equivalent of more than 32,000 full-time jobs-and nearly 5.6 million days of household productivity as a result of the violence.

6. A Real Life Example? In a company with about 1,800 employees, if 50% are women and 50% are men, that means: – 288 potential victims – 225 female, 63 male victims – 16% of workforce (or one in 6)

7. Victims Words About How DV Affected Them at Work: ‘I took time off work to enable bruising to go away... ‘I resigned-- I was too ashamed to face my colleagues with my injuries.’ ‘I applied for a promotion and put my life into that interview -- I knew it was the only way I could move to another part of the country and escape.’ ‘The bruises and disfigurement as well as my anxiety should have prompted my manager to refer me for some support or counseling.’ ‘It wasn't the physical violence because bruises and cuts go over time, it was the psychological abuse which stayed with me and affected my whole life.’

8. Why Are We Talking About This? “When you solve million dollar problems every day for a living, when you have a problem with your partner abusing you, you figure you can solve that problem, too. The trouble is, you can’t, because you did not make the person start hitting you, and you can’t make them stop.”

9. What Are The Healthcare Costs? In October 2005, the CDC released results of a study that found the health care costs associated with each incident of domestic violence were $948 for women, and $387 for men as victims. The average medical cost for women victimized by physical domestic violence was $483 compared to $83 for men; mental health services costs for women was $207 compared to $80 for men; while productivity losses were similar at $257 for women and $224 for men.

10. Partner Violence and the Workplace: What Do Employers Say? 94% of corporate security directors rank partner violence as a high security problem 57% percent of senior corporate executives said domestic violence is a major problem in society: –One-third of them thought this problem has a negative impact on their bottom lines –40% said they were personally aware of employees affected by domestic violence –66% said their company's financial performance would benefit from addressing domestic violence among their employees

11. Partner Violence and the Workplace: What Do Employees Experience? One study found that approximately 30% of abused working women lost their jobs due to their partner violence situation 75% of victims are harassed at work by the abuser 37% of those involved in partner violence felt its impact reflected in lateness, missing work, difficulty keeping a job, and difficulty advancing in careers

12. Partner Violence and the Workplace: Batterers At Work Most abusers report being distracted and occupied at work Some abusers make costly and dangerous mistakes on the job as a result Most abusers use company phones, email, and vehicles to perpetrate domestic violence Most abusers use paid work time to go to court (average 7 business days)

13. Partner Violence and the Workplace: What Do Workplaces Experience? Company 1: 78,000 employees, 50% of threat assessment investigations are DV-related Company 2: 79,000 employees, 21% of their workplace violence threats are DV-related Company 3: 13,000 employees, approximately 40 “serious” open cases related to domestic violence as a workplace issue at any given time.

14. National Telephone Survey – What Do Employed Adults Think? 61% consider “stopping domestic violence” a very important national issue on par with better health care (63%), social security (63%) and fighting terrorism (63%) 53% are aware that domestic violence is a workplace issue 57% know someone affected by domestic violence 34% were aware of their employer’s domestic violence policy –

15. National Telephone Survey- Impact on Victim 21% of those polled were victims – indicated ability to work was impacted: 57% distraction 45% fear of discovery 40% harassment by abuser 38% lateness 34% Fear of abuser’s unexpected visits 24% In ability to complete jobs on time 21% job loss 21% problems with boss

16. National Telephone Survey – Impact on Co-Worker 31% felt obliged to cover for co- worker 38% were concerned for their own safety 27% had to do the victim’s work 25% resented co-worker due to the situation

17. National Telephone Survey – What Should Workplace Programs Do? 70% Provide access to counseling 57% Provide flexible leave time 49% Provide benefits to cover counseling or other needed assistance 48% Provide training or other information 42% Provide security (escorts to cars, etc) 36% Provide temporary adjustment or change of job location

18. What is CAEPV? Founded by State Farm Insurance Companies in 1995 The only national nonprofit in the US founded by corporations themselves with this mission Members companies represent over a million employees across the US -- including large and small private employers, units of local government, and service providers themselves

19. What Is An Employer’s Role? Recognize – the signs Respond – appropriately within the context of the workplace Refer – to the professionals who can assist the employee

20. How Do You Create A Workplace Program? Step One: Organize a multi- disciplinary team to oversee the process Step Two: Develop a corporate policy on partner violence

21. Creating a Workplace Program Step Three: Provide Training Multidisciplinary Team Managers Security Employees

22. Creating a Workplace Program Step Four: Build awareness through workplace communications Step Five: Enlist employees’ help in ensuring the workplace is a violence-free zone

23. Creating a Workplace Program Step Six: Broaden communications to include members of the community including stakeholders in your industry and other organizations

24. How Can You Do To Prevent DV From Coming To Work? While you can’t prevent the EFFECTS from coming to work, you can prevent a workplace event from happening by: –Clearly communicating your procedures on workplace violence to employees – especially the fact that you recognize that DV has an impact on your workforce –Informing employees they can call Security or HR without fear of reprisal if they have a DV related concern –Training employees to recognize the signs of an abusive relationship – for themselves and co-workers –Informing employee exactly who they should approach for assistance at your workplace

25. Possible Warnings Signs: Potential Victim Excessive absences or tardiness? Sudden or sustained drop in productivity? Unable to concentrate or appears distracted, depressed or anxious? Frequent unexplained bruises or injuries? Excessive calls, visits or faxes from their partner? (Do these interruptions seem to cause distress to the employee?) Frequently breaks appointments? Unable to travel for work? Wears concealing clothing in warm weather? OVERACHIEVER?

26. Why Doesn’t My Employee Just Leave? Dynamics of an abusive relationship Lack of social support for victim and family Economic dependency Religious beliefs Cultural issues Feelings of shame, love and fear for themselves and/or their children Fear for their lives

27. Cycle Of Violence Tension, Explosion, Apologies

28. Stage One; Tension Tension

29. Stage Two: Explosion Tension, Explosion

30. Stage Three: Apologies Tension, Explosion, Apologies

31. What Next? Tension, Explosion, Apologies.. ?

32. Role Play Rescuer Model Empowerment Model

33. Communicating With A Victim Plan what you are going to say Describe observations w/out judgment How can I help you? Recognize that leaving increases danger – stress issues of safety Emphasize your concern and support Use “Empowerment” Role Play as a guide

34. Communicating With A Victim (continued) Do not try to solve the problem for him/her Provide information and referral Understand that leaving takes time Discuss options for temporarily adjusting job expectations if appropriate

35. Risk Assessment Does the victim believe the threats? History of violence? Access to weapons? Centrality Stalking Control Other concerns – escalation of drinking/drug use, childhood history of violence, blaming behavior, lack of empathy

36. Potentially The Most Dangerous Time? In cases of homicide related to domestic violence; 75% of the time it is when the victim is leaving or has left the abuser Leaving is potentially VERY dangerous for a victim – this must be kept in mind and communicated to employees

37. DV Checklist All threats should be taken seriously If immediate, call 911 and Protective Services If not immediate, refer to the EAP Each case is different Consult experts to help make an accurate threat assessment

38. Implementing Safety Procedures Distribute perpetrator's photo Give victim a close parking space or parking in a supervised area Offer victims a security escort to their cars or to public transportation Change the employee's shift Review staff telephone directory – consider having the victim’s number removed, or having external calls to the victim re-routed Offer temporary relocation to another facility Ensure the employee has an emergency cell phone Avoid locating the victim in an isolated workstation out of site of fellow employees

39. Implementing Safety Procedures (cont.) Ask the employee to have the work address listed on any protective order the employee receives against the perpetrator, and request a copy of those orders If victim must travel alone for work, establish routine check in times (in addition to cell phone) Encourage employee to develop a personal safety plan to prepare in advance for possibility of future violence by the perpetrator in all locations where the victim might be found

40. Implementing Safety Procedures (cont.) Use of company policies, programs, and resources to keep the employee safe (e.g., flexible leave, job sharing, time off to go to court, counseling, move to a safe location, and to do anything else necessary for the employee’s safety) Use of state, and local laws to assist victim Follow up with victim on a regular basis to assess any new developments

41. Documenting Partner Violence Incidents Document each report of domestic violence in the workplace no matter how minor it may seem (including threats Documentation kept by the company should reflect workplace concerns/issues only. Document any appearances or communications made by the perpetrator All documentation about the DV situation should be kept in a secure central file All documentation should be treated as sensitive company information with limited distribution Information in the reports should be shared on a strict “need to know” basis

42. Possible Warning Signs: Potential Batterer May display work performance problems which should be addressed by the manager and/or HR Some of the signs below could imply potential workplace violence: –May (or may not) demonstrate violence at work –May bully others at work –Blames others for problems, especially the victim –Denies problems –Defensive injuries (scratches) –Absent or late due to court or other issues related to the abuse –Calls victim repeatedly during work hours

43. What Should You Do When Dealing With Possible Abusers? Follow written Workplace Policies Include the HR and Security before taking any action Assess the risks Respond Appropriately Discipline or terminate carefully Provide EAP Take action that is in accordance with workplace policy

44. But What About?... Invasion of Privacy? Confidentiality?

45. But What About?... When Both Parties Work For You?

46. But What About... ? “What happens when someone tells us that a partner threatened the workplace but then they don’t want us to do anything?”

47. Case Study Refer to the “Case Study: When Both Parties Work For You” What do you think could have been done better? Differently?

48. Key Points to Remember Focus on safety for victim and workplace Company representatives don’t act as counselors Managers won’t know exactly what to do in all situations –Act as a conduit

49. More Key Points… Knowing right referrals is most effective Policies and protocols are guidelines only Environment must be open and comfortable

50. What Difference Does It Make? Increases Productivity Decreases Absenteeism and Turnover Decreases Liability Enhances Safety And Security Saves lives

51. Web Sites For More Information Corporate Alliance to End Partner Violence – www.caepv.org Safe At Work Coalition – www.safeatworkcoalition.org