Surviving the workplace can be a dangerous and deadly undertaking. It is not difficult to find stories with tragic endings throughout our country where co-workers or colleagues came to realize too late how truly dangerous someone’s home situation was or how very unstable and dangerous another co-worker could be. The fact is, most violence in the workplace has to do with an upset, retaliatory employee reacting or seeking revenge, or a female employee being harassed by an abusive partner who finds her an easy target in her workplace. In any case, the random senselessness of these incidents is disturbing and leaves many of us uneasy. How vigilant should we be, of a co-worker’s mental state? How involved should we get if a co-worker mentions an abusive partner?
Workplace violence is far more prevalent than we may realize. According to the Bureau of Labor Statistics, there were 5,900 work-related fatalities in 2001, excluding the 2,886 fatalities resulting from September 11. There were 639 workplace homicides. (U.S. Department of Labor) OSHA reports that some 2 million Americans are victims of workplace violence each year. Murder is the leading cause of on-the-job death in women. The numbers are staggering and the burden of protecting employees from such incidents is largely placed on the hiring organization.

The Federal Occupational Safety and Health Act (OSH Act), in Section 5(a)(1), provides that “each employer shall furnish to each of his employees employment and a place of employment, which are free from recognized hazards that are causing or are likely to cause death or serious physical harm to his employees.” The key words in this act are recognized hazards. The effectiveness of any organization to recognize probable hazards comes down to their employees’ willingness to report and the effectiveness and style of the organization’s response.

For employees to report their concerns and observations they need to be educated regarding what signs to look for and they need to know organizational and federal policy regarding violence in the workplace. The National Institute of Safety and Health defines workplace violence as “violent acts (including physical assaults and threats of assaults) directed toward persons at work or on duty.” Many companies have adopted a Zero Tolerance stance and a broadened definition of workplace violence to include threats of suicide, destruction of property, intimidation, gang activity and psychological damage to persons. Such policies enable organizations to respond more quickly and effectively to a large variety of threatening workplace situations. Employees are typically informed of such policy at the time of hire. Annual or bi-annual in-services and trainings regarding such a policy, prevention, reporting and response are strongly recommended. When employees are informed and trust the system to respond appropriately, the reporting of suspicious activities or concerns is far more likely.

Employees experiencing domestic violence, mostly women, are at higher risk of experiencing violence in the workplace. The shame and stigma associated with being involved with a violent or psychologically abusive partner often keep women from speaking up or reaching out, especially at work. The fear is they will be thought less of and even fired. If a woman is trying to distance from the abuser, she is at even greater risk. The workplace ends up being the place where the woman can be found during certain hours, where she can be approached coming and going, where her car can be found and usually where she can be reached by phone. Precautions and protections need to be put in place such as call screening, security escorts to and from a vehicle, notifying security or hiring security, or changing the woman’s work schedule.

Potential victims will be more likely to reveal their high-risk situations if an atmosphere of acceptance and support prevais. The support must come from the top leaders in an organization and flow down, again, in the form of training and education. Letting the employees know clearly, that this is how this organization responds when an employee is threatened or frightened.

Organizations that present regular trainings and educational programming addressing workplace violence/domestic violence, covering signs, causes, and exactly how to respond, are more likely to have a work culture that encourages and supports its fellow employees who may be at high risk. This means everyone will feel safer reporting incidents, enabling the organization to respond to far more recognized hazards.

Organizational Tips for Improving Workplace Safety

• All at-risk terminations should be handled with special consideration. Location of termination meetings should be away from the workstation, with an outside entrance. Alerting security, a non-admittance policy and a generous severance package are further recommendations.
• Report all threats according to policy.
• Adequate lighting and security devices inside and outside workplace.
• Have a team responsible for regularly evaluating workplace safety.
• Implement a Zero Tolerance policy if not already in place.
• Implement regular managerial/employee safety training.
• Encourage employees experiencing emotional difficulties to access their employee assistance program.
• Management should communicate support and acceptance of employees alerting the organization to potential violence. This is especially important for employees experiencing violent domestic situations that could impact their workplace.

Domestic Violence Safety Plans for the Individual in the Workplace (National Domestic Violence Hotline Website, NDVH.org)

• Review the safety of childcare arrangements.
• Ask to have phone calls screened.
• Consult your supervisor on changing work hours.
• Provide security with a picture of the abuser.
• Park close to the building and ask for an escort to and from your vehicle.
• Use a variety of routes to and from work.
• Provide employer with an emergency contact number where you can be reached.

For more information, check out these websites: www.osha.gov and www.cdc.gov.

Domestic Violence Statistics

Unfortunately, nearly one-third of American women report being physically or sexually abused by a husband or boyfriend at some point in their lives. (Commonwealth Fund survey, 1998) With more than half of American women working, these issues and situations will impact our workplaces and present challenges to employers to protect these employees and their co-workers.

• According to the National Safe Workplace Institute’s recent national survey, 94 percent of corporate security directors rank domestic violence as a high security problem in their company.
• Domestic violence costs employers $3 to $5 billion dollars annually due to worker absenteeism, increased health care costs, higher turnover, and lower productivity. (The Boston Globe, 1993)
• Abusive husbands and intimate partners harass 74 percent of employed battered women at work, either in person or over the telephone. 56 percent are late for work at least five times a month, 28 percent leave early at least five days a month, 54 percent miss at least three full days of work a month, and 20 percent lose their jobs. (New York Victim Service Report, 1987)
• Murder is the leading cause of on-the-job death among women. In 1992, approximately 20 percent of the women killed in the workplace were murdered by a current or former husband or male partner. (Bureau of Labor Statistics, 1993)
• With 92 percent of domestic violence incidents committed by men against women, female employees are far more likely to be threatened at work by an intimate partner. (Violence Against Women, Bureau of Labor and Statistics, U. S. Department of Justice, January, 1994)

Warning Signs of Abuse in Employees

(NDVH.org)

• The employee who claims to be accident prone.
• The employee who is pregnant and seems fearful or unhappy. Abuse often begins or escalates during pregnancy.
• Signs of stress and/or depression, such as crying at work.
• Frequent absences from work.
• Frequently late to work.
• Frequent and harassing phone calls at work.
• The employee who mentions stress at home.
• The employee who frequently mentions her partner’s temper or anger.
• Decreased productivity or inattentiveness.
• The employee who has little access to money, credit cards or a car.
• The employee who is isolated from friends, relatives and even co-workers.

If you are experiencing a domestic emergency where you or someone in your household is in need of immediate assistance, dial 911.

If your situation is not an emergency but you still need help, support or guidance, call the National Domestic Violence Hotline at (800) 799-7233.

If you live in the Oklahoma City area, call YWCA Domestic Violence Services at 917-YWCA.

Domestic violence, often referred to as battering, is defined as a pattern of behavior used to establish power and control of another person through fear and intimidation, often including the threat or use of violence. When one person feels entitled to control another, they are prone to behave violently. Domestic acts of violence, assault or battery are considered crimes. Acts of domestic violence can fall into one or more of the following categories: Physical Battering, Sexual Abuse and Psychological Battering. Psychological battering consists of mental violence such as harassment, possessiveness, forced isolation of someone from family and friends, economical deprivation and control of another, and the destruction of personal property. Because psychological abuse is more subversive, many victims truly don’t label the treatment as abuse and instead justify these sorts of behaviors to themselves and others as the batterer’s unique personality or quirkiness.

By Rebecca R. Mild-Williams
CEAP, LPC
INTEGRIS Corporate Assistance Program