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Model domestic violence workplace policy Recognizing that responding to domestic violence is "good business," companies increasingly are implementing policies that help employees who are facing domestic violence. By working to mitigate the economic, legal and productivity risks related to domestic violence, businesses create a workplace that is safer for victims. Beneficial practices for companies include: Supervisor/Manager Training: Train managers and supervisors to recognize and respond appropriately to the signs of domestic violence in their staff. Educate managers and supervisors to discuss the workplace policies that apply to the issue in a confidential manner. Security: Security can play a critical role in protecting an employee at work. Companies can provide special training in domestic violence for security personnel. Employees can provide security personnel with a copy of their protection order and photograph of a batterer in case he comes to the workplace. There are other steps security can take like relocating an employee to a safer workspace, installing a panic button or other security device at an employee's workstation, escorts to parked cars, installing extra lighting in the parking lot, and priority parking near the building for employees who fear an attack at work. Counseling and Referrals: Companies with Employee Assistance Programs (EAP's) or other counseling services can provide their employees with therapists trained to counsel victims of domestic violence. Companies without EAP's can maintain lists of resources in the community that specialize in domestic violence. Leave and Benefit Policies: Implement leave and benefit policies that address the special needs of employees' who are victims of domestic violence. For example, employers can accommodate employees' needs for flexibility in their schedules if they need to attend court proceedings, meet with a counselor or relocate to a shelter. Education: Employee training, brown bag seminars, newsletter articles, and brochures on domestic violence are all ways that an employer can create an environment where it is safe to talk about domestic violence. Make victim safety information available in private places such as restrooms or in paycheck envelopes. Financial Support: Employers can conduct drives to collect clothes, toys, furniture, or money for a local domestic violence program or shelter. Financial support can also include having an emergency fund for employees in crisis situations. Discipline Abusers: Companies can have policies in place that discipline abusive employees who are violent at work, including those who use workplace phones, faxes or e-mail to harass their intimate partners. Compliance Issues: Some federal, state and local anti-discrimination, family and medical leave, and disability laws may mandate certain actions and policies on the part of the employer. Prompt and proper compliance and reasonable accommodations can reduce the risk of employer liability for harm that may come to an employee from domestic violence.
Employment Policy: Develop an employment policy in support of a safe and fair workplace, free of domestic violence, which is supportive and responsive to the particular needs of employees who are victims of this crime.
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