A tragedy in the making

Oct 1, 2000 12:00 PM, Johnny May

When domestic violence spills into the workplace, what is the role of security? Violence in the workplace was unheard-of 20 years ago. Sadly today, newspapers and television report stories daily about shootings and assaults at work. These dramas often occur at the hands of domestic batterers who follow their victims to work.

Domestic violence in the workplace is defined as any behavior that interferes with an individual's ability to do his or her job. It ranges from harassment and repeated phone calls to on-site visits and sometimes homicide. Domestic violence in the workplace also includes physical assaults that impact an individual's ability to perform job functions.

Historically, domestic abuse has been considered a private issue - not a workplace issue - so few organizations have wanted to get involved. But what happens when domestic violence spills over into the work arena and becomes workplace violence? The recent statistics are startling:

- 71 percent of human resource and security personnel surveyed faced an incident of domestic violence occurring on company property;

- 94 percent of corporate security directors rank domestic violence as a high priority;

- Domestic violence costs hundreds of millions of dollars in healthcare costs, mostly paid by employer benefits;

- Homicide is the leading cause of workplace fatality for women, accounting for 42 percent of on-the-job deaths from 1980-1992.

According to the Family Violence Prevention Fund, a non-profit group based in San Francisco, domestic violence is responsible for 175,000 missed workdays a year. More than half of the victims were either absent from work at least three days a month or came to work late at least five times a month, the survey said. More than one-third said their performance suffered as a result, costing them promotions and even their jobs.

The workplace is at high risk for domestic violence because the victims are more accessible at their place of employment. While individuals can change their phone numbers and place of residence, changing jobs can be more difficult.

Victims will sometimes show signs of abuse, including the following red flags:

- Unexplained bruises or explanations that don't seem to fit the injuries;

- A poor attendance record or excessive tardiness;

- Fluctuation in quality of work without reason;

- Receipt of excessive, upsetting telephone calls during the day;

- Submissive personality and low self-esteem;

- A tendency to minimize the violence.

In contrast, the abuser's personality often features the following traits:

- An insecure personality;

- A feeling of powerlessness in the larger society, resulting in abuse of power within the family;

- Difficulty understanding and expressing emotions;

- A history of abuse, either in his/her own marriage or that of his/her parents;

- Substance abuse, usually alcohol;

- Extreme possessiveness.

Evaluating threats Once a victim reports a domestic violence incident, the corporate security department should conduct a threat assessment. All reports of threatening or violent conduct should be taken seriously and evaluated. The method of evaluation and assessment will vary depending upon the size of the business and security operation as well as the nature and severity of the threat.

In a domestic violence situation, it is important to evaluate the threat in light of the history of the relationship. Unlike other forms of workplace violence, the target or victim of domestic violence can often provide substantial information regarding the batterer. He or she is likely to be able to predict potential reaction to various interventions, as well as the level of danger. The victim will play a key role in evaluating the threat and implementing potential interventions.

Some basic questions to ask the victim include:

- Does the batterer have a history of violence?

- Has the individual made threats against the victim's life?

- Has the batterer demonstrated a tendency to destroy property?

- Does the batterer have a criminal record?

- Is there a history of mental illness or emotional problem?

- Is there alcohol or drug abuse?

Preventative steps Depending on the victim's and the security department's assessment, risks can be minimized through the following steps:

- Obtain a restraining order and make sure it is current and available. Include the workplace on the order. Consider providing a copy to the police, the victim's supervisor, the human resources department, the reception desk, the legal department, and security. A current photo is helpful.

- Save any threatening e-mails or voice mail messages. They can be used to take legal action in the future.

- Review the safety of the parking facilities near the building entrance and arrange for security to provide escort services.

- Screen incoming calls, transfer harassing calls to security, and remove the name and number from automated phone directories.

- Relocate the victim's workspace to a more secure area.

- Change and/or have unpredictable rotations of the victim's work schedule, work site, or work assignment if such change is possible and would increase her safety at work.

Corporate policies Security personnel can play an active role in establishing policies to handle potential workplace violence. These include:

- (EAP) Employee assistance programs. Does the organization offer an employee an assistance program or other counseling service? If not, programs can be implemented, or victims can be referred to service providers who specialize in domestic violence.

- Manager training. Are managers trained to recognize the signs of domestic violence? The ability to identify a problem can lead to early intervention.

- Education. Employee training, newsletter articles, posters and brochures on domestic violence are all ways employers can create an environment where it is safe to talk about domestic violence.

- Clear human resources policies. Fair practices are the key to dealing with domestic violence. These include non-discrimination against victims in recruitment, hiring and promotions and providing sensitivity in performance evaluation.

- Leave and benefits policies. Employers can offer leave or flexible schedules so employees can go to court, to counseling or to a shelter without worrying about losing their jobs. Temporary assignments are another option, if employees need to leave the area for a period of time to stay safe.

The Professional Security Training Network, Carrollton, Texas, is introducing a "Domestic Violence and the Workplace" video program in November highlighting domestic violence and stalking issues. PSTN offers a comprehensive video training service designed exclusively to help security management meet the growing challenges facing the security industry. For information, call 1-800-942-7786.

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© 2012 Penton Media Inc.

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