December, 2000
 
Addressing Domestic Violence in the Workplace
 
Michael A. Hodge, J.D.
Security Liability Consulting, L.L.C.
 
More so than ever, incidents of domestic violence spill over into the workplace. Such incidents include assault, battery, and in the worst case, murder. When these incidents do occur, it is no longer “just” the couple involved, it has a great effect on all those who work with, and around the co-worker involved.
 
In taking a proactive approach to addressing the possibility of domestic violence in the workplace, management begins the process of protecting its personnel, property, and the reputation of its workplace.
 
Foremost, a company’s policy should encourage workers to bring to management attention, incidents or potential incidents of domestic violence. Other than expressing its total commitment to assisting the worker in every way possible, the policy must make clear that all communications between management and the worker is discussed with the utmost confidentiality.
 
The need for confidentiality cannot be understated. First, those seeking assistance and understanding are coming to you in great need. In many instances, you may be the only help one has mustered the courage to ask. Second, handling matters in a true confidential manner encourages a belief and support by employees for the policies and procedures management implements. This is especially the case if management decides to display a picture of a spouse with security, or other personnel who are not familiar with the spouse.
 
Policy consideration should be given to access control of individuals other than assigned personnel, especially beyond receptionist areas. This prevents one from showing up un-announced and freely moving around the workplace with bad intentions. In the alternative, a policy could call for all visitors to be escorted by assigned personnel, whenever beyond the receptionist area.
  
Telephone answering procedures can include a basic response that tells callers the personnel are unable to answer the call. This basic response also protects personnel who wish not to be disturbed by menacing phone calls.
 
With personnel who believes physical harm is imminent, consideration can be given to providing an escort before and after hours from transportation to the workplace, mainly the parking area to the building. Along the same lines, restricted parking may include a space for personnel in need of assistance.
 
In extreme cases, management may want to provide a temporary workplace away from the assigned site. To facilitate this process, companies may network with other companies who have similar policies that address domestic violence in the workplace.
  
Finally, always remember that the nature of domestic violence has potential to reek havoc and effect a great deal of people in the workplace. Take it seriously, and think proactively.