Safety for women
in the workplace

Did you know. . .?

• 74% of working battered women are harassed by their abusive partners on the job; and of them, each year:
  
• 54% miss at least 18 days of work;
  
• 56% are late for work on at least 60 days;
  
• 28% leave early on at least 60 days; and
  
• 20% lose their jobs altogether.

Battered women consistently identify the lack of financial resources as a primary obstacle to separating from their abusive partners. For working women, battering can further weaken their financial security by compromising their ability to perform and keep their jobs.

Suggestions for workplace personnel
In addition to the guidelines for helpers on the previous pages, there is specific assistance that supervisors, human resources administrators, employee assistance professionals, and security staff can provide that can better protect battered women in the workplace.

Supervisors/Managers
• Be alert to the possible indicators of domestic violence as identified on the previous pages.
  
• Consult with your EAP staff and/or Human Resources Administrator to discuss your concerns and to determine a safe and supportive way to approach the employee.
  
• Maintain the employee’s confidentiality at all times.
  
• Actively assist the employee in ensuring that Orders of Protection are honored by all relevant workplace personnel.
  
• Make sure that security staff have the information they need to best protect the employee at the work site (copies of court orders, photograph of the abuser, etc.).
  
• If possible, arrange flexible work hours so that the employee can handle legal matters, court appearances, child care, etc.
  
• When necessary, and if possible, transfer employee to another work location.

Human Resources Administrator
• Be a resource to both the employee and the supervisor.
  
• With the employee’s knowledge and consent, contact the EAP Professional to explore options.
  
• Assist the employee, with the help of the EAP Professional, in developing a safety plan.
  
• Work with the supervisor on pay and absence arrangements.
  
• Handle communications with the employee during any necessary absences.

Employee Assistance Program Professional
• Be a resource to the employee, supervisor and the Human Resource Administrator.
• Be available, even during an employee’s absence, to provide information and to make appropriate referrals.
  
• Assist the employee, with the help of the Human Resources Administrator, in developing a safety plan.
  
• With the written consent of the employee, act as a liaison with outside agencies providing services to the employee.

Elements of a workplace safety plan
• Is the travel route between the employee’s home and work safe? Is the employee’s parking arrangement safe? Are current child care arrangements safe?
  
• Do security staff and co-workers have the information they need to help protect the employee, such as a photograph of the abuser? How else can security assist the employee?
  
• If the employee is temporarily residing in a shelter or some other confidential location, do designated workplace personnel have emergency contact information?
  
• Is the employee’s work schedule flexible enough for her to manage court appearances, legal matters, and child care without having to take a cut in pay or unpaid leave?

Safety for women in the workplace was adapted with permission from Guidelines for Providing Assistance in Managing Family Violence Situations Involving Polaroid Corporation Employees, policy drafted by Polaroid Corporation, copyright 1995, Cambridge, MA.

Go back to table of contents
Go back to Safety Zone home page