Domestic Violence in the Workplace

By Sarah Kaplan, Seaway News

On June 15, 2010 there were amendments to the Occupational Health and Safety Act Definitions. Among the various forms of workplace violence addressed in Bill 168, employers are encouraged to take domestic violence seriously:

Employers who are aware, or ought reasonably to be aware, that domestic violence may occur in the workplace must take every precaution reasonable in the circumstances to protect a worker at risk of physical injury.

A study of intimate partner violence survivors found that 74% of employed battered women were harassed by their partner while they were at work. In a 1997 national survey, 24% of women between the ages of 18 and 65 who had experienced intimate partner violence said that the abuse caused them to arrive late at work or miss days of work. The annual cost of lost productivity due to intimate partner violence is estimated as $727.8 million, with over 7.9 million paid workdays lost each year.

Domestic violence in the workplace includes all behaviour done by the partner inside and outside the workplace that interferes with an individual’s capability to safely and securely perform work duties including:

- harassing phone calls

- unwanted visits

- waiting after work/during breaks

- making partner late for work

- physical injuries

- sleep deprivation

- harming or killing partner and/or other employees at the workplace

Interference in the workplace is one of the many means by which perpetrators display and exercise their attempts to exert power and control over their partner. This can impact the employee in the following ways:

- concentration difficulties

- fatigue

- job performance

- emotional stability on the job

- fear of losing job

- social isolation

- late and poor attendance record

A few pointers that victims of domestic violence felt were helpful from their supervisors and/or co-workers:

- workplaces that made every attempt to keep the employee safe

- supervisors who made themselves available for talking and listening

- acceptance of the need for adjusted hours of work

- informal support networks of employees going through similar circumstances or have an understanding of the dynamics of intimate partner violence

- supervisors/coworkers who repeatedly say “you don’t deserve to be treated this way”

- supervisors and coworkers who treated the employee as competent, smart and enjoyable to be with

- supervisors who challenged the low self-esteem of the employee

This is a reality for many employees, The Assault and Sexual Abuse Program has a desktop guide designed specifically to assist managers in recognizing signs of domestic violence and how to respond. Should your organization require any additional information, please don’t hesitate to contact us. A safe and healthy work environment increases productivity and contributes to peace in our community.