Presentation on theme: "Workplace Violence Prevention and Domestic Violence in the Workplace"— Presentation transcript:
1Workplace Violence Prevention and Domestic Violence in the Workplace
2Training goalsDefine Workplace Violence (WPV) and Domestic Violence in the WorkplaceHandout and review the policies and the change in the lawExplain Employer/Employee responsibilitiesWorkplace practice controlsWhat to do if confronted by WPVIf WPV is reported, what happens?
4DefinitionWorkplace 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.
5Workplace 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 propertyAny violation of this College policy will be met with the strongest possible sanction appropriate for the circumstance.
6Employee responsibilities Ensure familiarity with College policies and procedures relating to workplace violence preventionFollow all policies and proceduresReport incidents and new risks quickly
7Employer responsibilities Assess risks of workplace violenceProvide general training on WPVP to all employeesMonitor and document progress and incidentsEvaluate the effectiveness of the program
10Risk factorsWorking 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.
12Practical tips on staying safe at work Working late/early/alone or in small numbersMove car closer to building after hoursKeep emergency numbers handyLock office door when aloneTell someone where you areKeep cell phone charged, on and handyGet escort to car or use buddy systemLock car door when leavingHave car key readyPark under lights
13Handling money Barrier between you and the customers Do not leave money visible to customersDo not keep large amounts on hand
14Practical tips on staying safe at work Safety outsideBe aware – pay attention to surroundingsWalk confidentlyConceal valuables
15Possible signs of distress Direct or veiled threats of harmIntimidating, belligerent, or other inappropriate or aggressive behaviorNumerous conflicts with supervisors and other employeesBringing a weapon to the workplace, brandishing a weapon in the workplace, making inappropriate references to guns, or fascination with weapons
16Possible 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
17Signs of distress in the classroom Extreme changes in behavior (Hand-out)
18Signs of crisis Hostility, aggression, violence Garbled or slurred speechLoss of contact with realitySuicidal thoughts with plans or methodsHomicidal thoughtsCall University Police
19Reducing the risksIf threatened, call University police (use blue light phone) or 911Seek backup from a colleagueRefer students to Student Counseling ServiceReport incidents with students to Dean of Student Life and Experiential LearningReport concerns to supervisor, HR, EAPPractice good active listening skillsBehave in a calm, friendly, helpful manner
20Defusing a threatening situation Stay calmCommunicate respectListen to understandCooperateAim for a planLook after yourself
21Recap Employee Responsibilities under the Law If you witness or are a victim of workplace violence, YOU MUST REPORT it to University Police.
22Employer responsibilities under the law Assess risks of workplace violenceProvide general training on WPVP to all employeesMonitor and document progress and incidentsEvaluate the effectiveness of the program
23What happens once it’s reported? UPD will determine if a crime has been committed. They will then contact HR officeHR and/or UPD will conduct an investigationHR will contact the supervisor of the employee who violated the WPV policy.Supervisor will address the behavior with the employeeHR will follow up with the victim to ensure the case is settled to the satisfaction of the victim and to ensure no retaliation
26DefinitionDomestic 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.
27Domestic violence – who is affected? Domestic violence happens between intimatepartners, who:Are married or were once marriedAre living together or lived together in the pastHave children togetherAre dating or have dated in the pastDomestic violence victims are usually women, butmen can also be victims. It may happen in same-sex and opposite-sex relationships
28Important Facts You Should Know: A 2005 national survey found that 21% of full-time employed adults were victims of domestic violence.1Domestic 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.2Thirty-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
29Important 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.4At 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.5Employers who fail to protect employees from the results of domestic violence at work may be liable.6For more information view please refer to State and Federal regulations, at
30Sources1.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.
31Signs of domestic violence Visible injuriesIllnesses – especially stress-related onesProblems related to other issues, eg family, alcohol, drugs, mental health issuesPoor work performance or employment historyOn-the-job harassment by the abuserThe only way to know is to ask. Try:“Is anything happening at home that is causing difficulties?”But be prepared to respond helpfully
32Why doesn’t the victim leave? The victim feels powerless or inadequateThe victim fears discovery – getting caught and punishedThe victim fears no-one will believe him/herThe victim not sure where to go for helpThe victim doesn’t want to take her children away from their homeThe victim fears disapproval or lack of supportThe victim feels ashamedThe abuser may control all the financial resourcesThe victim wants the abuse to stop, but doesn’t want the relationship to endAnd many, many more reasons
33Where to get help (Hand-out) Local agenciesOffice of Human ResourcesEAP coordinatorsUnion representativesCollege domestic violence contacts
34Personnel PoliciesEmployees will be subject to disciplinary actions and referral to appropriate authorities if they:Use College resources or time to abuse an intimate partnerCommit an act of domestic violence from or at the workplace or from any location while on state businessUse 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
35Employer 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.
36Employer 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.
37Employer 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 absenceAppointment to a positionTransfers/PromotionsDisciplinary casesLocation of work siteAllocation of duties and responsibilitiesTermination or voluntary separationWorkplace violence prevention measuresConfidentiality of employee informationAccess to benefits