When You Suspect an Employee Is a Victim of Domestic Violence

Domestic violence is a societal problem with serious consequences for its victims, our communities and workplaces. Domestic violence doesn’t stay home when its victims go to work. It impacts businesses in terms of increased health care costs, lost productivity, increased absenteeism, employee turnover and heightened safety risks.

Most employers recognize that personal problems can spill over into the workplace and create problems that affect the bottom line. Increasingly, employers are addressing domestic violence by implementing programs and policies that respond to and help prevent it.

Definition of domestic violence

Domestic violence is a pattern of assaults and controlling behaviors—physical, sexual and psychological attacks and economic control—used against an intimate partner or family member. Domestic violence is the leading cause of injury to women in the United States, exceeding rapes, muggings and auto accidents combined. Homicide by domestic partners is by far the most frequent manner in which women are fatally injured in the workplace.

Impact of domestic violence on the workplace

There are compelling safety, economic, legal and ethical incentives for managers to recognize and respond to domestic violence in the workplace. A 1997 national survey of victims of domestic violence found:

• 74 percent were harassed by their batterers at work
• 56 percent were late for work at least five times per month
• 54 percent missed at least three full days of work a month

Management and supervisory staff are in a unique position to observe employees’ day-to-day performance, appearance and attendance and, therefore, may recognize behavior that signals the presence of a possible personal problem. Even though individuals involved in domestic violence work very hard to hide their secret, victims often show signs of abuse that go unnoticed or are dismissed by others.

Signs of domestic violence

Possible indicators of domestic violence include:

• visible physical injuries (such as bruises, cuts, burns and fractures), which the victim attempts to hide or that are inconsistent with a given explanation
• stress-related illnesses (such as headaches, sleep and eating disorders)
• depression (for example, crying at work) and anxiety (for example, panic attacks)
• harassing, emotionally intense and/or excessive personal phone calls
• absenteeism (including tardiness and leaving work early)
• disruptive personal visits from current or former partner
• changes in job performance (such as difficulty concentrating and excessive errors)
• frequent personal appointments (for example, doctor’s visits or court dates)
• substance abuse problems
• marital and family problems

The presence of any one sign or combination of signs may be caused by something other than domestic violence. Balance the employee’s privacy rights with the possibility the signs point to a personal problem, including domestic violence.

The role of managers

If you suspect that an employee is a victim of domestic violence, you have several options. The most important thing to remember is that while you can provide emotional support, your role is not to diagnose the problem or to provide counseling or legal advice to the victim; that is the role of a trained professional. Here are some ways in which you can help:

• Know the signs/symptoms of domestic violence.

• Understand your organization’s policies and procedures regarding domestic violence.

• Provide emotional support to domestic violence victims —listen carefully and nonjudgmentally.

• Encourage employees who exhibit signs/symptoms of domestic violence to contact their employee assistance program (EAP) or other appropriate resources for professional help.

• Encourage employees to discuss any concerns about specific threats that may involve the workplace so that appropriate actions can be taken to provide for a safe work environment.

• Notify your security and/or human resources representative if you have concerns about workplace safety.

• Do not attempt to “rescue” victims by trying to solve their problems — leave crisis counseling to the experts.

• If you feel overwhelmed by and helpless about a victim’s troubles, contact your EAP to obtain support for yourself and guidance on how to best help your employee.

• Do not underestimate the value of your support and concern. “I’m afraid for your safety” or “You deserve to be treated respectfully” are simple but powerful words.

Domestic violence is an important business issue that should not be ignored. When managers face domestic violence as it affects the workplace they have the power to save money—and to save lives.

By Karen S. Dickason, LCSW, CEAP 
© 2004 Achieve Solutions