Introduction
Cases of workplace violence are reported each day. In addition, the majority of employees face many legal developments and possible liability dangers due to domestic violence. For human resource departments to deal with violence cases there is a need to understand the existing workplace violence and its potential threats. Workplace violence can be classified into four: crimes by unknown attackers, sexual harassment, dissatisfied employees, and “transferred’ domestic violence. Each violence case has varied hazards that have to need to be addressed. In addition, preventive measures must be implemented and used to ensure they never occur (Bates, n.d, Para 1-2). This paper will discuss the employer’s liability for workplace safety when domestic violence enters the workplace.
Domestic Violence and Work
Domestic violence cases have been on the increase as reported by many human rights organizations. For example, reports from the center for disease and control indicate that more than 32 million American citizens are victims of domestic violence (Dutton, 1994, p. 125-129). Several domestic violence victims cannot even escape the violence during work time. According to Bates, 74% of women face violence and harassment at work. Some are directly assaulted while to others it is done via communication channels (n.d, Para 2). This in most cases not only poses security threats to the concerned but also affects the safety of other coworkers.
According to many surveys, many bosses have a notion that domestic violence has no chance at work. According to surveys by Liz Claiborne, 71% of the executives interviewed never took it as a serious issue.13% although agreed that organizations needed to protect their employees from domestic violence (Morris, 2008, Para 13).
Domestic violence can be linked to the following factors: drug abuse, poor self-esteem, loss of wage-earning power, and poor growing environments (causes of domestic violence, 2002, P. 1). Hence it remains the function of the human resource departments to come up with measures to curb the vice.
Domestic violence has many effects on workers, these are distractions, missing work; healing the injuries, late reporting to work, and early dismissal from work. These factors lead to making many employers losing gains in their businesses. These may be in form of reduced productivity, higher insurance payments, lawsuits, and many administrative problems (Karin, 2009, Para 1).
Company’s liability to workers
Employers should aim to provide a safe working environment to their workers at all times (Karin, 2009, Para 4). Organizations should ensure safety planning in advance. This aids in reducing the violence impacts unforeseen. This involves communicating with both the involved and the overall supervisors on ones’ conditions, changing ones’ work schedule; contact information, and position. The Domestic Violence Coordinating Council further adds that organizations should offer training to their security personnel. To affect this, it further suggests that the employees can give the security agents a copy of their restraining orders or a snap of the batterer. Also, the victim’s workstations should be installed with panic buttons or advanced security devices for emergencies (2006, Para 5).
Laid down procedures by the human resource departments can aid in curbing the vice. This involves finding ways of detecting and assisting the victims, helping employees on the steps they should follow, and letting employees know the support programs in the company. To achieve this then the employers need to have training programs for their employees. The training programs should help employees to detect domestic violence and mechanisms of dealing with the vice (Karin, 2009, Para 5). In addition to employee training, DVCC suggests that there is a need of training managers and supervisors on how to recognize and respond to domestic violence cases (2008, Para 2).
Companies also should help the victims seek restraining orders on the involved. This is a court order that specifies what a person can do and not do to the victim. Sometimes the orders may dictate the imposter to stay specified distances from the victim (Karin, 2009, Para 6).
Organizations also should have compensation strategies for the victims. This involves those who are forced to leave a company due to domestic violence at work. In addition, the compensations should cater to the medical needs of both the affected and their families.
Organizations also should give the affected employees time off without victimizing them. This is because the ability of employees to stay economically independent can aid in alleviating the problem. Karin further adds that there is a need for the company to show concern for the victims by trying to solve their problems (Importance, 2009, Para 5).
The organizations should also have counseling and referral places. Counseling programs should be done by specialized therapists and should have enough tools to aid the programs. This should be accompanied by severe punishment measures by the company on the imposters to help in preventing the cases.
Conclusion
In conclusion, workplace safety plays a very important prerequisite for quality and quantity in production. In this regard, all organizations need to be responsible for their worker’s security needs. This can be achieved by giving employees the required insurance premiums. This helps in avoiding many losses associated with domestic violence.
Reference List
Bates, D.N. (n.d). Workplace Violence and Employer Liability. Victim Advocate. Web.
Domestic Violence Coordinating Council (2006). Violence against women: models domestic violence workplace policy. Web.
Dutton, G. (1994). Patriarchy and Wife Assault: The Ecological Fallacy, Violence, and Victims. Web.
Karin, L. M. (2009). Domestic violence and work and business perspectives. Web.
Life challenges (2002). Causes of domestic violence. Web.
Morris, B. (2008). Domestic violence: your co-worker’s dark secret. Fortune magazine-article 500. Web.