What kinds of things should an employer do about partner violence?
It’s a concern that only about 5 percent of all employers have a policy in place to deal with partner violence. Most employers still view this as a personal issue to be handled outside of work.
So the first thing employers can do is recognize the ways that their workplace and work force are being affected by partner violence. Step two is to build on that recognition by putting a plan in place to address the issue. This includes developing a policy and should involve human resources staff, managers, security and an Employee Assistance Program (EAP), if you have one. The policy formalizes the company’s commitment and outlines the responsibilities for all parties to ensure safety.
How can an EAP work to make the situation better?
The EAP will assist the employer to develop a plan of action, including a policy. It helps both the employee being abused as well as the employee who is the abuser get help, thereby making it a worthwhile and effective company investment.
The EAP is an important internal resource to confidentially enable the employee being abused to develop a safety plan and get access to needed community resources. Abused employees are often ashamed even though they don’t cause this, and may be fearful to tell the employer about what’s going on. The EAP does not share information without written permission, so it is a trusted source to go to.
EAPs can also help an abuser get help. It is possible to learn new and safe ways of interacting with loved ones.
Finally, the EAP supports co-workers who are impacted. Figuring out how to approach an employee when concerned or addressing fears about safety are examples.
For information about resources in Southwestern Pennsylvania that deal with this issue, visit Standing Firm’s website at www.standingfirmswpa.com.
Sandra Caffo is the senior director of LifeSolutions, a UPMC WorkPartners affiliate. Reach her at [email protected] or (412) 647-9480.
