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What is Domestic Violence?

• Domestic violence is the use of physical, sexual, and/or psychological coercion to establish and maintain control over a family or a household member.

• Domestic violence affects the workplace when an abuser harasses an employee who is on the job, when a victim is absent because of injuries or less productive due to stress, or when violence occurs at the workplace.

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Possible Indicators of Domestic Violence

• Bruises, cuts, burns, and fractures – especially injuries of the eyes, nose, teeth, and jaw.

• Bruises that are unexplained or come with explanations that do not add up.

• Injuries that go untreated or are in different stages of healing.

• Anxiety-related conditions (feelings of panic).• Depression, suicidal thoughts/attempts, or

alcohol/drug problems.

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Indicators, Continued…

• Stress-related physical ailments (i.e. headaches, problems with sleeping, or low energy).

• Inappropriate clothing or accessory, possibly worn to cover up signs of injury.

• Attendance problems, difficulty concentrating, or problems meeting deadlines.

• Repeated upsetting telephone calls at work.• Withdrawal from co-workers.

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Abusers’ Impact on the Workplace

• Making physical or sexual assaults or threats against the victim, children, or co-workers (i.e. threaten to take the children away or destroy property; threats of suicide).

• Making the victim account for every minute of the day (i.e. the abuser drops off and picks up the victim from work).

• Making the victim late for work or sabotaging job performance (i.e. by keeping the victim up all night or destroying work clothes).

• Controlling the victim’s use of personal, sick or vacation time.

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Abusers’ Impact on the Workplace, Continued…

• Sabotaging the victim’s efforts to attend medical or counseling appointments by not providing childcare or transportation.

• Isolating the victim from co-workers, friends, and family so there is no support system other than the abuser.

• The abuser stalks the victim or makes frequent telephone calls or emails to monitor whereabouts.

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Common Barriers to Asking about Domestic Violence

• Denial: Assuming that the question does not need to be asked because domestic violence does not happen that often…

• Pessimism: Assuming that it won’t help to ask…

• Personal Feelings: Feeling uncomfortable because the subject brings up your own personal issues…

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Common Barriers, Continued...

• Lack of Knowledge: Feeling uncomfortable because you are not familiar with the dynamics of domestic violence or the available resources…

• Powerlessness and Isolation: Not knowing how to help once someone discloses that they are experiencing problems or feeling like you are the only one who knows or cares…

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Why Managers Should Take Action• Domestic Violence affects many employees.• It is a security and liability concern as well as

a health care concern.• Domestic Violence is a management issue as

it affects both the private and working lives of employees.

• Domestic Violence is a performance and productivity concern.

• Taking action in response to domestic violence works and managers can make a difference.

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Appropriate Response to Workplace Violence

• Be aware of the indicators of domestic violence.• If an employee or co-workers approach you about

domestic violence, talk to the employee in a confidential setting.

• Express concern and listen without judging; offer help and information.

• Support the victim’s decisions and maintain confidentiality.

• Express concern for the victim’s safety; encourage the employee to talk to domestic violence counselors who can listen and problem-solve.

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Appropriate Response Continued…

• Post information about domestic violence in your work area and have information available where employees can retrieve it confidentially.

• As a supervisor, adjust the employee’s work schedule as considered necessary or reasonable or consider transfer of the employee to another work area for her safety.

• Refer the employee to the UNC Hospitals Beacon Child & Family Program, Employee Relations, or to the Employee Assistance Program (EAP) for further counseling and resources.

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When to Report to Hospital Police• It is hospital policy that if there is a potential

of violence, if the victim has a valid Domestic Violence Protective Order (DVPO), or ex parte order, it is mandatory for the supervisor to report to Hospital Police. They will keep the order on file.

• Hospital Police can assist the victim in safety planning.

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UNCHCS Employee Relations and Employee Assistance Program

• Employee Relations is available to assist employees who are experiencing domestic violence. Their phone number is 966-2262.

• The Employee Assistance Program is available to any employee who is experiencing problems which affect their work performance or well-being. Their contact number is 929-2362.

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UNC Hospitals Beacon Program

• Beacon Child & Family Program is available 24 hours a day, 7 days a week. Contact Information:– Phone number is 966-9314– Pager is 1-888-378-0551

• The Beacon Program Social Workers provide counseling and education to employees who are victims of domestic violence.

• They will assist the victim with developing alternatives and referring to other agencies that can provide ongoing support and legal advice.