health & safety
type of relationship. Sources of domestic abuse include but are
not limited to:
■■ Current or former intimate partners (married, separated, common-law,
divorced, living together, in short or long-term relationships)
■■ Adults
■■ Adolescents
■■ Family members
WHEN IS DOMESTIC ABUSE AND VIOLENCE A
WORKPLACE ISSUE?
Domestic abuse and violence is a workplace issue when it occurs
or spills over into the workplace. Domestic violence and abuse is
a workplace issue when it actually occurs at the workplace. That
means that the perpetrator has committed an act of violence or
abuse at the work site against the victim and/or their coworkers.
Further, domestic violence and abuse are workplace issues because
they affect victims in various ways that impact their performance
at work. Domestic violence and abuse has the potential to result
in the following:
■■ Reduced productivity
■■ Absenteeism
■■ Decreased morale
■■ Strained employee relationships
■■ Increased stress
■■ Potential harm to other employees
When domestic abuse has the potential to disrupt a workplace
and put others at risk for severe injury due to violence, it becomes
a workplace issue.
WHAT IS THE EMPLOYER’S OBLIGATION?
In many instances, employers fail to see domestic violence as a
workplace hazard at all; after all, the word “domestic” in itself sug-gests
a problem at home, outside of work. However, despite the
fact that many employers struggle to understand their role in the
protection of workers, domestic abuse is a very serious workplace
issue. Sometimes employers do not understand where the line
between respect for privacy ends and the need to help begins.
Because domestic abuse has a negative impact on the victim, the
workforce and the organization, the employer is obligated to pro-tect
potential victims. If an employer becomes aware – or ought
reasonably to be aware – that domestic violence would likely
expose a worker to physical injury in the workplace, the employer
must take every reasonable precaution in the circumstances for the
protection of the worker.
It isn’t always easy to have a frank discussion about domestic
abuse, especially if an employer suspects that an employee is a vic-tim.
However, due to the obligation to protect staff, employers
must sometimes leave the comfort zone in an attempt to ensure
that all workers are safe.
Instead of bombarding a potential victim with questions, be
proactive. There are many ways to protect staff from the risks
of domestic violence in the workplace that don’t force victims or
potential victims to divulge personal information. For example,
one of the best ways employers can exercise reasonable precaution
is to institute a clearly worded policy that prohibits any violence,
including domestic violence, in the workplace. Other ideas for cre-ating
a supportive and safe work environment may include:
■■ Making educational materials available in accessible areas
■■ Posting information that details where victims of domestic
abuse can get help
■■ Training and education to build awareness
■■ Policies that allow for protected extended leaves for victims of
abuse (in several provinces, such leaves are protected by law)
■■ Policies that include accountability measures for abusers if they
work for the organization
■■ Emergency plans that include how to call for help, in the event
of a domestic episode on work property
■■ Reporting mechanisms that respect confidentiality and privacy
Domestic abuse is a workplace issue. It has the potential to spill
over into the workplace as either an incident of abuse or violence or
through the impact it has on the victim’s ability to work. Gone are
the days of turning a blind eye to knowledge of domestic violence
and no longer is it acceptable to disregard the threat of domes-tic
violence and abuse at work because “what happens at home
stays at home.” Employers are obligated to protect workers from
domestic violence and they needn’t do so by asking victims for per-sonal
information. Employers can exercise reasonable precaution
simply through the practice of due diligence, strong policies and
education and training. The question of whether or not to help an
employee who is a victim of domestic abuse no longer lies in the
grey area of morality; it is a legal obligation and needs to be treated
as such in the workplace. n
Jenn Miller is the curriculum development coordinator for
Occupational Safety Group.
SOMETIMES EMPLOYERS DO
NOT UNDERSTAND WHERE
THE LINE BETWEEN RESPECT
FOR PRIVACY ENDS AND THE
NEED TO HELP BEGINS.
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34 ❚ JUNE 2018 ❚ HR PROFESSIONAL
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