Occupational hazards from home--what employers should about domestic violence

Comestic violence does not recognize boundaries between home and the office. In fact, it is a challenge that many abusers and victims carry into work with them every day in Indiana, affecting

Domestic violence in the workplace can profoundly affect a person's ability to perform on the job. Employees can suffer from exhaustion, injuries, harassing phone calls, stalking and even homicide when domestic violence is present in their lives. Nearly one-third of American women report physical abuse by an intimate partner during a lifetime, so it is certain that domestic violence is affecting thousands of employees in Indiana, including those within the banking industry.

WHY TALK ABOUT DOMESTIC VIOLENCE AT WORK?

Sixty-six percent of senior-level executives feel that their companies would benefit financially by addressing domestic violence among their employees. Before a company tackles the issue, it's important that personnel first understand what domestic violence is, and who is affected by it.

Domestic violence is a pattern of behavior used by one person in a relationship to gain power and control over another. The violence may include physical, sexual, emotional, psychological or verbal intimidation and abuse; stalking; or economic control. Anyone can be a victim, and anyone can be a batterer regardless of gender, age, ethnicity, culture, income, education level or religion; therefore, it can affect all workplaces regardless of size, type or location. Domestic violence is a community problem, a national health concern and a great danger to children, as well as a serious workplace issue.

Violence at home can spill over into the workplace, taking its toll on a company's safety and security, employee productivity and financial resources. Consider the statistics:

* Ninety-four percent of corporate security and safety directors consider domestic violence a high-risk security problem at their companies; Twenty-four percent of abused women are late to work or miss work due to abuse, while 37 percent say abuse has an impact on their job performance;

* U.S. businesses spend approximately $5 billion a year on medical expenses related to domestic violence, and another $100 million a year due to lost wages, absenteeism and employee turnover caused by abuse.

Employers who are not equipped to respond to violence in the workplace can face severe consequences. How can a company protect itself and, most important, its employees? Prevention and appropriate intervention are the core elements of an effective domestic violence policy.

KEEPING THE WORKPLACE SAFE

Abusers may stalk or attack their victims at any place, at any time. The workplace is never off-limits in the mind of a batterer who intends to do harm, and companies must prepare for the worst. In fact husbands and boyfriends commit 13,000 acts of violence against women in the workplace every year. Tragically an Indiana bank experienced this type of violence first-hand just a few years ago.

The key to a secure workplace is to consider all threats real, and treat them with an organized response. Develop a policy specifically for dealing with domestic violence within the office or banking center. Train all managers, human resources personnel and front-line employees to respond appropriately.

RETAINING TRAINED STAFF

The job performance of abusers often suffers as they struggle with court time, arrests and obsessive behaviors such as stalking a victim. As for victims, job performance often suffers due to absenteeism and lower productivity. As a result, victims frequently lose their jobs and their paychecks, making it even harder for them to escape their abusers. Even the co-workers of abusers and victims may experience job-performance problems. The results for the employer are high costs associated with recruiting and training new staff.

Helping and retaining employees battling domestic violence starts with a human resources department wellversed in the signs and dynamics of domestic violence. Employees and managers who are knowledgeable about domestic violence and community resources are better able to identify and help staffers who are struggling with abuse.

By making information available and referring individuals to supportive organizations, companies give employees a chance to resolve their problems, helping them to become happier, healthier and more productive workers. It is important to realize and understand that treatment and therapy for victims may require some time off from work.

PRESERVING THE BOTTOM LINE

Intimate partners cause the injuries of 37 percent of all women admitted to emergency rooms for violencerelated incidents. Health care benefits cover treatment for injuries and trauma caused by domestic violence. Ultimately the victims' employers pay the bill by way of increased health insurance costs.

Even more expensive are the lawsuits that can result from a crisis in the workplace. Violence can strike at any time, and if a company is illprepared to deal with it, the company may be liable under law for large claims and settlements. Inadequate security suits can result in settlements averaging $600,000 or jury awards exceeding $1 million.

To safeguard that bottom line, companies must take proactive steps to prevent domestic violence in the workplace. As suggested above, employers can:

*Secure the workplace by treating all threats with an organized response;

*Educate and train employees and managers about the warning signs and solutions for domestic violence;

*Refer employees to community organizations that can help;

* Support employees by giving them a chance to get that help.

Much can be done to help employees facing domestic violence, and the business community is uniquely positioned to reach out and offer support. Companies simply need to find the right information and commit resources to help them help their own.