1. Domestic Violence and the Workplace Supervisory Training

2. Supervisory Training Objectives:  Review the effects on the workplace of domestic violence.  Review the Domestic Violence and the Workplace Policy from a supervisor’s perspective.  Describe the supervisor’s role and responsibilities in addressing domestic violence in the workplace. Domestic Violence and the Workplace

3. 74% of battered women are harassed at work by their abuser Over 1/2 of victims miss at least 3 full days of work a month 25-30% of battered women lost their job, partially due to domestic violence Domestic violence costs employers $3-$5 billion annually due to worker absenteeism, increased healthcare costs and lower productivity Statistics Source: N.Y. Victim Svc. Agency Rpt on Costs of D. V., 1987.

4. Domestic Violence in the Workplace  Higher turnover, lower productivity  Decreased ability to maintain secure employment  Disruption in the workplace  Poor work morale Consequences

5. The State of Maryland 1. Is dedicated to the prevention and elimination of domestic violence. 2. Seeks to create a supportive workplace environment in which employees feel comfortable discussing domestic violence and seeking assistance for domestic violence. 3. Has a zero tolerance policy for domestic violence at the work place and will take appropriate disciplinary action and/or criminal prosecution against any employee or non-employee who commits an act of domestic violence in state offices, facilities, work site, vehicles, or while conducting any state business. Domestic Violence Policy

6. Definitions Abusive behavior whereby a person intends to establish and maintain power and control over person with whom he or she has, or has had, a significant personal relationship. Power and control are exerted through physical, sexual, psychological and or economic means. Domestic Violence Policy

7. Examples of domestic violence include, but are not limited to: Intimidation Threats to cause harm Verbal harassment Disorderly conduct Crimes against property Stalking Violation of an ex parte or protective order Display or discussion of weapons Homicide Assault and battery Rape

8. Definitions Perpetrator An individual who commits an act of domestic violence. Victim An individual who is subject to an act of domestic violence. Domestic Violence Policy

9. Confidentiality In order to ensure the safety of all employees who Comply with the law (including the Public Information Act), any information related to domestic violence or the State’s response to domestic violence will only be disclosed on a need to know basis.

10. Domestic Violence Policy Work Environment  All employees should be sensitive and nonjudgmental when supporting victims of domestic violence.  An employee shall not be disciplined or penalized in the workplace for being a victim of domestic violence.

11. Domestic Violence Policy Work Environment  When an employee subject to discipline confides that the job performance or conduct problem is caused by domestic violence, the employee shall be referred to the State’s Employee Assistance Program.  The employee’s participation in the State Employee Assistance’s Program is voluntary.

12. Domestic Violence Policy Disciplinary Procedures for Perpetrators An employee who is found … –To commit an act of domestic violence in the workplace, or –Using any state resources such as work time, workplace phones, facsimile machines, mail, electronic mail, or other means to commit an act of domestic violence may be subject to disciplinary action, up to and including termination.

13. Domestic Violence Policy Employee Responsibilities (ALL EMPLOYEES) Immediately report to the police, security or an agency designee any threats or acts of domestic violence in the workplace that may be experienced or witnessed.

14. Domestic Violence Policy Victim Responsibilities  Notify their supervisor of the possible need to be absent and discuss possible leave options;  Discuss with their supervisor plans to return to work and the appropriate reporting procedures;  If necessary and available, make alternate arrangement to receive a paycheck;

15. Domestic Violence Policy Victim Responsibilities and Assistance Options  Work with supervisor to ensure that adequate safety measures are in place.  Contact the State’s Employee Assistance Program for confidential consultation and resources.

16. Domestic Violence Policy Perpetrator Responsibilities  Contact the State’s Employee Assistance Program office for confidential consultation and resources;  Contact an abuser’s intervention program.

17. Domestic Violence Policy Supervisor Responsibilities  Ensure that each employee is provided with a copy of this Domestic Violence Policy;  Participate in Domestic Violence and the Workplace Training;

18. Domestic Violence Policy Supervisor Responsibilities  Immediately refer any employee, known to be the victim or the perpetrator of domestic violence, to the Employee Assistance Program; and  Maintain the confidentiality of all information related to an employee’s involvement in a situation relating to domestic violence.

19. Domestic Violence Policy Supervisor Responsibilities  Post educational materials that may take the form of posters, brochures, informational cards and flyers, etc.  The posting of materials may include the following locations: locker rooms, bulletin boards, rest rooms, inserts in paycheck stubs, inter-office memos and newsletters.

20. Domestic Violence Policy EAP Program Coordinator Responsibilities  Maintain up-to-date referral resources on domestic violence hotlines, advocacy groups, shelters, counseling services and legal services (pro bono legal assistance and domestic violence/family court information);

21. Domestic Violence Policy EAP Program Coordinator Responsibilities  Maintain up-to-date resources for perpetrators, including abusers’ intervention programs; and  Maintain the confidentiality of all information related to an employee’s involvement in a situation relating to domestic violence.

22. Domestic Violence Policy  escort services  relocation of employee’s work station  working closely with appropriate law enforcement agencies  improved lighting  installation of security cameras or silent alarms  strict enforcement of current security procedures. Safety Each agency shall make reasonable efforts to maximize the safety of all employees. These efforts may include, but are not limited to:

23. Supervisory Approaches for Dealing with Domestic Violence  Does she refuse to take calls from her partner?  Does she receive repeated calls from her partner?  While talking on the phone, does she appear fearful or upset?  Does she refuse to accept presents/flowers from her partner?  Does she act differently after speaking/seeing her partner? Possible Emotional Signs of Abuse

24. Supervisory Approaches for Dealing with Domestic Violence  Is she wearing clothing appropriate for the season?  Is she over indulging in cosmetics?  Does she constantly come to work injured? Possible Physical Signs of Abuse

25. Supervisory Approaches for Dealing with Domestic Violence  Repeated Physical Injuries  Isolation  Emotional Distress  Despondence or Depression  Distraction  Personal Phone Calls  Absenteeism Signs an Employee is Being Abused

26. Supervisory Approaches for Dealing with Domestic Violence 1. Let the employee know what you have observed. 2. Express concern that the employee might be abused. 3. Make a statement of support. 4. If the employee does not disclose, no further questions should be asked. Still, provide the employee with the phone number of EAP coordinator and local domestic violence program. How to Bring up the Topic of Abuse

27. Supervisory Approaches for Dealing with Domestic Violence  Change the employee’s work schedule  Move workstation to secure location  Screen phone calls, emails and faxes  Discuss possible security measures  Temporarily adjust employee’s workload  Refer employee to local domestic violence program for safety planning Possible Action Plans for Work

28. Supervisory Approaches for Dealing with Domestic Violence  Document any threats and/or violence in the workplace.  If the employee’s is using work time or state resources to harass, threaten or intimidate the employee may be subject to disciplinary action;  If employee employee’s situation at home is affecting their work performance, meet with and talk to employee suggesting EAP options; Supervising a Perpetrator

29. Supervisory Approaches for Dealing with Domestic Violence  Before meeting with employee, consider whether you feel the employee could become hostile when criticized for inappropriate work behavior;  If employee does disclose the abuse, let them know that you care but you cannot condone violence. Encourage them to contact their EAP Coordinator or a DV program for information about batterers’ programs in their area. Supervising a Perpetrator

30. Domestic Violence and the Workplace Case Studies  Divide into groups.  Select a recorder to report findings of your group.  Review case studies and discuss as a group and answer discussion questions.  Report findings to whole group.