On Tuesday, May 12, we had a "all seats taken" for our webinar on "Dealing with Batterers in the Workplace." This is one in our series of S2: Safer, Smarter Workplace webinars.
Not only was the webinar full, but people were sharing "virtual seats" with three, four or five people participating in the webinar sharing one computer and phone line so as many folks as possible could participate.
We had a great line up:
- Tim Parker, Manager of Corporate Security, L.L. Bean (Employer Perspective)
- Dan Fallon, Health Promotion and Wellness Consultant, CIGNA (EAP Perspective)
- Juan Ramos, Senior Program Director, Domestic Violence Accountability Program, Safe Horizon (Batterer's Program Perspective)
There were a lot of text chat questions and this webinar was a great start to discuss this truly important and difficult issue.
If you could not be there, we have the next best thing for you. The audio and video recording of the webinar is available at at http://calcasa.ilinc.com/public/caepv.
The materials and downloads for the webinar are available at http://www.caepv.org/about/program_detail.php?refID=44.
While this discussion in no way "solves" this very difficult issue for employers, it certainly opens a path for discussion and consideration.
Please feel free to dial into the webinar and download the materials! Also note the other materials that CAEPV has available to assist you as you look at these issues - they are also available directly from this page.
Showing posts with label batterers. Show all posts
Showing posts with label batterers. Show all posts
Thursday, May 14, 2009
Monday, April 20, 2009
What if the Abusive Person Works for You?
We (by we I mean the Corporate Alliance to End Partner Violence/CAEPV) spend a lot of time helping employers build policies and programs and infrastructure to keep their workplaces safe and to protect their most important asset - their employees.
A lot of that work tends to be focused around what an employer can do to help keep an employee who is a victim safe - things like making sure employees have access to resources both within the community and within the workplace (like the EAP, HR, security), giving the employee access to safe parking, perhaps changing work locations or work hours, removing a telephone number from an external directory. An employer can also be listed on an order of protection and have a copy of that order and work with the employee to enforce it by having a description of the perpetrator on file along with a photo. These and many other such ideas for assisting employees who are victims are available on our website at www.caepv.org
But what do you do when your employee is the perpetrator? That does not seem quite so cut and dried, right? What if they did not perpetrate anything on your property? It is not your business, right?
Well maybe. . or maybe not. Just like in any good workplace violence policy, you should not allow ANY employee to use your workplace resources or time to threaten or abuse anyone - whether co-worker, family member, vendor or. . .well anyone.
If an employee of yours uses your telephones to call and harass a victim. . .they've potentially violated your policy. If they use your vehicle to check up on a victim. . .they've potentially violated your policy. If they use your computer to send a threatening email . . .you see the point.
So - it may well be that the perpetrator is ver well doing something on your property - it may not be exactly the same as hitting the person, but it may very well be threatening or stalking. . and at the very least it is not the use of your company resources in the way you would have wished.
So how much does this happen? Well one 2003 study by the Maine Department of Labor found that:
• 78% of surveyed perpetrators used workplace resources to express remorse or anger, check up on, pressure, or threaten their victim
•74% had easy access to their intimate partner’s workplace
•21% of offenders reported they contacted the victim at the workplace in violation of a no contact order
So that just gives you a little bit of an idea of the potential usage of an employer's workplace.
We are providing a webinar on May 12 with some awesome experts on this topic - unfortunately it filled up so fast that I can't offer the registration link through this blog. However that does tell you something about employers' interest in this issue.
The good news is that we will have a link with the video and audio of the webinar available once it is completed so if folks missed out they'll be able to view it. Not quite the same as participating,but they will be able to get some of the good information.
In the meantime, we do have great info on our site. . .and just remember - if you have victims working for you, you have batterers working for you too.
A lot of that work tends to be focused around what an employer can do to help keep an employee who is a victim safe - things like making sure employees have access to resources both within the community and within the workplace (like the EAP, HR, security), giving the employee access to safe parking, perhaps changing work locations or work hours, removing a telephone number from an external directory. An employer can also be listed on an order of protection and have a copy of that order and work with the employee to enforce it by having a description of the perpetrator on file along with a photo. These and many other such ideas for assisting employees who are victims are available on our website at www.caepv.org
But what do you do when your employee is the perpetrator? That does not seem quite so cut and dried, right? What if they did not perpetrate anything on your property? It is not your business, right?
Well maybe. . or maybe not. Just like in any good workplace violence policy, you should not allow ANY employee to use your workplace resources or time to threaten or abuse anyone - whether co-worker, family member, vendor or. . .well anyone.
If an employee of yours uses your telephones to call and harass a victim. . .they've potentially violated your policy. If they use your vehicle to check up on a victim. . .they've potentially violated your policy. If they use your computer to send a threatening email . . .you see the point.
So - it may well be that the perpetrator is ver well doing something on your property - it may not be exactly the same as hitting the person, but it may very well be threatening or stalking. . and at the very least it is not the use of your company resources in the way you would have wished.
So how much does this happen? Well one 2003 study by the Maine Department of Labor found that:
• 78% of surveyed perpetrators used workplace resources to express remorse or anger, check up on, pressure, or threaten their victim
•74% had easy access to their intimate partner’s workplace
•21% of offenders reported they contacted the victim at the workplace in violation of a no contact order
So that just gives you a little bit of an idea of the potential usage of an employer's workplace.
We are providing a webinar on May 12 with some awesome experts on this topic - unfortunately it filled up so fast that I can't offer the registration link through this blog. However that does tell you something about employers' interest in this issue.
The good news is that we will have a link with the video and audio of the webinar available once it is completed so if folks missed out they'll be able to view it. Not quite the same as participating,but they will be able to get some of the good information.
In the meantime, we do have great info on our site. . .and just remember - if you have victims working for you, you have batterers working for you too.
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