1. Workplace Violence Prevention and Domestic Violence in the Workplace

2. Training goals
Define Workplace Violence (WPV) and Domestic Violence in the Workplace
Handout and review the policies and the change in the law
Explain Employer/Employee responsibilities
Workplace practice controls
What to do if confronted by WPV
If WPV is reported, what happens?

3. Workplace Violence Definition
(Hand-out policy)

4. Definition
Workplace violence is any physical assault or acts of aggressive behavior occurring where a public employee performs any work-related duty in the course of his or her employment including but not limited to:
(i) An attempt or threat, whether verbal or physical, to inflict physical injury upon an employee;
(ii) Any intentional display of force which would give an employee reason to fear or expect bodily harm;
(iii) Intentional and wrongful physical contact with a person without his or her consent that entails some injury;
(iv) Stalking an employee with the intent of causing fear of material harm to the physical safety and health of such employee when such stalking has arisen through and in the course of employment.

5. Workplace Violence Policy Statement:
ESF is committed to providing a safe working environment and will promptly respond to threats, acts of violence, and acts of aggression that occur in the workplace.
ESF prohibits any act or threat of violence made in the workplace. No person may engage in violent conduct or make threats of violence, implied or direct, on ESF facilities or in connection with College business. ESF requires that any such threat or act be reported.
No person, without legal authority, may carry, possess or use any dangerous weapon on College property
Any violation of this College policy will be met with the strongest possible sanction appropriate for the circumstance.

6. Employee responsibilities
Ensure familiarity with College policies and procedures relating to workplace violence prevention
Follow all policies and procedures
Report incidents and new risks quickly

7. Employer responsibilities
Assess risks of workplace violence
Provide general training on WPVP to all employees
Monitor and document progress and incidents
Evaluate the effectiveness of the program

10. Risk factors
Working late night or early morning hours; Exchanging money with the public; Working alone or in small numbers; Uncontrolled access to the workplace; and Areas of previous security problems.

12. Practical tips on staying safe at work
Working late/early/alone or in small numbers
Move car closer to building after hours
Keep emergency numbers handy
Lock office door when alone
Tell someone where you are
Keep cell phone charged, on and handy
Get escort to car or use buddy system
Lock car door when leaving
Have car key ready
Park under lights

13. Handling money Barrier between you and the customers
Do not leave money visible to customers
Do not keep large amounts on hand

14. Practical tips on staying safe at work
Safety outside
Be aware – pay attention to surroundings
Walk confidently
Conceal valuables

15. Possible signs of distress
Direct or veiled threats of harm
Intimidating, belligerent, or other inappropriate or aggressive behavior
Numerous conflicts with supervisors and other employees
Bringing a weapon to the workplace, brandishing a weapon in the workplace, making inappropriate references to guns, or fascination with weapons

16. Possible signs of distress – (Continued)
Statements indicating desperation (over family, financial, and other personal problems) to the point of contemplating suicide.
Drug/alcohol abuse.
Extreme changes in behavior.
1Identified by the FBI’s National Center for the Analysis of Violent Crime, (Profiling and Behavior Assessment Unit in Dealing with Workplace Violence: A Guide for Agency Planners by the United States Office of Personnel Management, Workforce Relations, February 1998

17. Signs of distress in the classroom
Extreme changes in behavior (Hand-out)

18. Signs of crisis Hostility, aggression, violence
Garbled or slurred speech
Loss of contact with reality
Suicidal thoughts with plans or methods
Homicidal thoughts
Call University Police

19. Reducing the risks
If threatened, call University police (use blue light phone) or 911
Seek backup from a colleague
Refer students to Student Counseling Service
Report incidents with students to Dean of Student Life and Experiential Learning
Report concerns to supervisor, HR, EAP
Practice good active listening skills
Behave in a calm, friendly, helpful manner

20. Defusing a threatening situation
Stay calm
Communicate respect
Listen to understand
Cooperate
Aim for a plan
Look after yourself

21. Recap Employee Responsibilities under the Law
If you witness or are a victim of workplace violence, YOU MUST REPORT it to University Police.

22. Employer responsibilities under the law
Assess risks of workplace violence
Provide general training on WPVP to all employees
Monitor and document progress and incidents
Evaluate the effectiveness of the program

23. What happens once it’s reported?
UPD will determine if a crime has been committed. They will then contact HR office
HR and/or UPD will conduct an investigation
HR will contact the supervisor of the employee who violated the WPV policy.
Supervisor will address the behavior with the employee
HR will follow up with the victim to ensure the case is settled to the satisfaction of the victim and to ensure no retaliation

24. Questions?

25. Domestic Violence Hand-out policy

26. Definition
Domestic Violence: A pattern of coercive tactics, which can include physical, psychological, sexual, economic and emotional abuse, perpetrated by one person against an adult intimate partner, with the goal of establishing and maintaining power and control over the victim.

27. Domestic violence – who is affected?
Domestic violence happens between intimate
partners, who:
Are married or were once married
Are living together or lived together in the past
Have children together
Are dating or have dated in the past
Domestic violence victims are usually women, but
men can also be victims. It may happen in same-
sex and opposite-sex relationships

28. Important Facts You Should Know:
A 2005 national survey found that 21% of full-time employed adults were victims of domestic violence.1
Domestic violence victims lose nearly 8 million days of paid work annually - the equivalent of more than 32,000 full-time jobs - as a result of domestic violence.2
Thirty-seven percent of women who experienced domestic violence reported that the abuse had an impact on their work in the form of lateness, missed work, keeping a job, or career promotions.3

29. Important Facts You Should Know: (Continued)
In one study of batterers, 41% had job performance problems and 48 % had difficulty concentrating on the job as a result of their abusive behaviors.4
At least one million women and 371,000 men are victims of stalking in the U.S. each year. Stalkers often follow the victim to the workplace.5
Employers who fail to protect employees from the results of domestic violence at work may be liable.6
For more information view please refer to State and Federal regulations, at

30. Sources
1.Corporate Alliance to End Partner Violence National Telephone Survey. Internet on-line. Available from (September 13, 2007).
2.Bureau of Labor Statistics. The Survey of Workplace Violence Prevention. October, EDK Associates for The Body Shop. The Many Faces of Domestic Violence and Its Impact on the Workplace. New York Maine Department of Labor. Impact of Domestic Violence Offenders on Occupational Safety & Health A Pilot Study U.S. Department of Justice, National Institute of Justice. Full Report of the Prevalence, Incidence and Consequences of Violence Against Women. November, NCJ Burke, Donald. "When Employees are Vulnerable, Employers are, Too", National Law Journal, January 17, 2000.

31. Signs of domestic violence
Visible injuries
Illnesses – especially stress-related ones
Problems related to other issues, eg family, alcohol, drugs, mental health issues
Poor work performance or employment history
On-the-job harassment by the abuser
The only way to know is to ask. Try:
“Is anything happening at home that is causing difficulties?”
But be prepared to respond helpfully

32. Why doesn’t the victim leave?
The victim feels powerless or inadequate
The victim fears discovery – getting caught and punished
The victim fears no-one will believe him/her
The victim not sure where to go for help
The victim doesn’t want to take her children away from their home
The victim fears disapproval or lack of support
The victim feels ashamed
The abuser may control all the financial resources
The victim wants the abuse to stop, but doesn’t want the relationship to end
And many, many more reasons

33. Where to get help (Hand-out)
Local agencies
Office of Human Resources
EAP coordinators
Union representatives
College domestic violence contacts

34. Personnel Policies
Employees will be subject to disciplinary actions and referral to appropriate authorities if they:
Use College resources or time to abuse an intimate partner
Commit an act of domestic violence from or at the workplace or from any location while on state business
Use their job-related authority to abuse their victim, or assist perpetrators of domestic violence in locating a victim or in perpetrating an act of domestic violence

35. Employer Responsibilities
Agency shall inform employees that New York State law prohibits insurance companies and health maintenance organizations from discriminating against domestic violence victims.
Agency shall offer domestic violence awareness activities such as training and other health and wellness programs.

36. Employer Responsibilities
Referrals shall be made to domestic violence programs located on the OPDV website at Additional referrals may be made to best meet the needs of the employee.
Agency shall include information on domestic violence awareness and services in written materials provided to new employees and as part of new employee orientation.

37. Employer Responsibilities
The College will take appropriate consideration of domestic violence in all aspects of a victim’s work situation, including:
Requests for leave, FMLA and sickness absence
Appointment to a position
Transfers/Promotions
Disciplinary cases
Location of work site
Allocation of duties and responsibilities
Termination or voluntary separation
Workplace violence prevention measures
Confidentiality of employee information
Access to benefits

38. Questions?