ACKNOWLEDGEMENTS
The Delaware Corporate Citizen Initiative (CCI) Group would like to thank the Family
Violence Prevention Fund for developing the following model policy. The Delaware
CCI has adapted the policy where appropriate to better meet the needs of Delaware
businesses.
The Family Violence Prevention Fund is a private non-profit advocacy agency that
developed this model policy for the purpose of sharing it with businesses
throughout the nation. It would like to acknowledge the support and counsel of the Office for Victims of Crime and the Advisory Committee of the National Workplace Resource Center on Domestic Violence. The Fund would especially like to thank Dr. Howard Arkans of
Aetna U.S. Healthcare, Judith Bonderman and Katherine Garrett of the Office of Victims of Crimes, Alana Bowman, Esq. of the Los Angeles City Attorney's Office, Dr.
Jacquelyn Campbell of the School of Nursing, John Hopkins University, Carol Carlson
and Stephanie Harkness of Wells Fargo Bank, Cecily Cocco of Blue Shield of California, Sarah Connell of the Violence Against Women Office, Shaun Dix and Atlanta
McIlwraith of The Body Shop, Julie Goldscheid, Esq. of NOW Legal Defense and
Education Fund, Roberta Hantgan of the National Education Association, Jim Hardeman
of Polaroid Corporation, Robin Hassler, Esq. of the Florida Governor's Task Force onDomestic and Sexual Violence, Rod Libbey of Bank of America, Lewis Maltby of the
ACLU, Anne Menard of the National Resource Center on Domestic Violence, Steve
Moskey and Dr. Ellen Newman of Levi Strauss & Co., Catherine O'Reilly Collette of the
American Federation of State, County and Municipal Employees, Dr. Patricia Salber of
Kaiser Permanente, Blue Walcer and Eve Sheedy, Esq. of WorkSafe, Lauren
Glovic, Karen Thomas, Dianne Yamashiro Omi of The Gap, Beverly Younger Urban, and the
members of the San Francisco Department of Public Health Domestic Violence in The
Workplace Planning Group for comments on earlier drafts of this policy. This policy was also benefited from the examples of policies or guidelines on domestic violence from Mintz, Levin, Cohn, Ferris, Glovsky, and Popeo, P.C., Newton-Wellsley Hospital, Office of the Los Angeles City Attorney, Polaroid Corporation, Sacred Heart Medical Center, State of Florida, and State of Washington.
Special thanks is given to the Delaware team that worked on adapting the policy for
Delaware: Allyson Saccomandi of Wilmington Trust, Amy Arnold of Wilmington Police
Department, Cindy Boehmer of Peoples Place, Kathleen Hamelin of J.P. Morgan, Ron
Keen of the Domestic Violence Coordinating Council, Mariann Kenville-Moore of the
Department of Justice, and Jon McDowell formerly of the Department of Justice.
This model policy may be adopted as a unified domestic violence policy or its
component parts may be integrated into already existing related policies and/or
guidelines.
FAMILY VIOLENCE PREVENTION FUND:
NATIONAL WORKPLACE RESOURCE CENTER ON DOMESTIC VIOLENCE
MODEL POLICY ON DOMESTIC VIOLENCE IN THE WORKPLACE
I. PURPOSE: [Employer X] is committed to promoting the health and safety of our
employees. Domestic Violence is a leading cause of injury to women in this country.
The purpose of this policy is to heighten awareness of domestic violence and to provide guidance for employees and management to address the occurrence of domestic violence and its effects in the workplace.
II. DEFINITIONS:
1. Domestic Violence: A pattern of coercive behavior that is used by one person to
gain power and control over another which may include physical violence, threat
of violence, sexual, emotional and psychological intimidation, verbal abuse,
stalking, and economic control. Domestic violence occurs between people of all
racial, economic, educational, religious backgrounds, in heterosexual and same
sex relationships, living together or separately, married or unmarried, in short
term or long-term relationships. Domestic violence is a major cause of injury to
women, although men also may be victims of such violence.
2. Batterer, Perpetrator, or Abuser: The individual who commits an act of domestic
violence as defined above.
3. Batterers' Intervention Programs: Programs batterers attend that are designed to
eliminate violence in intimate relationships, stop other forms of abusive behavior
and increase victim safety. Inappropriate batterers' intervention programs
include, but are not limited to couples, marriage, or family counseling and anger
management courses. These have proven to be ineffective in stopping domestic
violence.
4. Survivor or Victim: The individual who is the subject of an act of domestic
violence.
5. Protection From Abuse Order: Protection From Abuse (PFA) Orders are civil
orders issued by the Family Court of Delaware. A Protection From Abuse action
allows a victim of domestic violence to obtain a court order against an abusive
partner. This remedy does not require police intervention but rather is an action
between the parties involved in the relationship. Persons who file for a PFA order
must either be married, formerly married, living together at the time of the
abusive incident or have a child in common. It can also be granted on behalf of
minor children and disabled adults. Currently, same-sex partners and dating
couples are not protected by any civil process under Delaware law. The
Protection From Abuse order provides protection to the petitioner, who files the PFA, from the respondent, who is named in the PFA. The judge may order any or all of the following to be included within the Protection From Abuse order:
a. Prohibit contact of the respondent with the petitioner or those named in the
petition
b. Temporarily assign use of property including house, vehicles, and checkbooks
c. Grant temporary custody of children
d. Relinquishment of firearms
e. Counseling or treatment
The PFA is granted for a specified time up to one year. It can be extended for an
additional six months.
III. POLICY:
A. Early Intervention and Education Prevention Strategies
1. It is the policy of [Employer X] to use early prevention strategies in order to
avoid or minimize the occurrence and effects of domestic violence in the
workplace. [Employer X] will provide available support and assistance to
employees who are survivors of domestic violence. (Small employers without
employee assistance plans and security departments may want to replace the
2nd sentence of this section with the following sentence. [Employer X] will
provide survivors of domestic violence a copy of the "Resources/ Referral
List" prepared by the Corporate Citizen Initiative (CCI). ) This support may
include confidential means for coming forward for help, resource and referral
information, additional security at the workplace, work schedule adjustments
or leave necessary to obtain medical, counseling, or legal assistance, and
workplace relocation. Written resource and referral information should be
available in all the languages spoken by employees. Other appropriate
assistance will be provided based on individual need. In all responses to
domestic violence, [Employer X] will respect the confidentiality and
autonomy of the adult survivor to direct her or his life, to the fullest extent
permitted by law.
2. [Employer X] will attempt to maintain, publish, and post in locations of high
visibility, such as bulletin boards and break rooms, health/first aid offices,
company phone directories, and on-line information data bases, a list of
resources for survivors and perpetrators of domestic violence. This includes
but is not limited to the phone number and description of local domestic
violence resources, and a list of local batterers' intervention programs. See
Appendix B.
3. Communicates and/or trains employees on the company's domestic violence
policy.
B. Leave Options for Employees who are Experiencing Threats of Violence
1. At times an employee may need to be absent from work due to family
violence, and the length of time should be determined by the individual's
situation. This time period shall be determined through collaboration with the
employee, supervisor/manager, Human Resources representative, [and union
representative, where the employee is represented].
2. Employees, supervisors, and managers are encouraged to first explore whether
paid options can be arranged which will help the employee cope with a family
violence situation without having to take a formal unpaid leave of absence.
Depending on the circumstances, this may include:
Arranging flexible work hours so that the employee can handle legal
matters, court appearances, housing and childcare.
Consider [sick, annual, or shared leave, compensatory time, or leave
without pay], especially if requests are for relatively short periods.
Employer's subject to the Family and Medical Leave Act (FMLA) should
determine if the employee qualifies for job protected leave under the
Family and Medical Leave Act. Employees treated by a health care
professional for a physical or mental condition may qualify for FMLA
leave.
C. Procedures for Employees with Performance Issues Related to Domestic
Violence
1. While the employer retains the right to discipline employees for cause,
[Employer X] recognizes that victims of domestic violence may have
performance or conduct problems such as but not limited to, chronic
absenteeism or inability to concentrate as a result of the violence. When an
employee subject to discipline confides that the job performance or conduct
problem is caused by domestic violence, a referral for appropriate assistance
should be offered to the employee.
2. The manager in collaboration with the employee, [Employee Assistance
counselor, Human Resource representative, and union representative, where
employee is represented] should allow a reasonable amount of time for the
employee to obtain assistance regarding the domestic violence. Managers
should be mindful that the effects of domestic violence can be severe and may
take extended periods of time to address fully.
D. Disciplinary Procedures for Employees who Commit Acts or Threats of
Domestic Violence
1. [Employer X] is committed to providing a workplace in which the
perpetration of domestic violence is neither tolerated nor excused. Any
physical assault or threat made by an employee while on [Employer X]
premises, during working hours, or at a [Employer X] sponsored social event
is a serious violation of [Employer X] policy. This policy applies not only to
acts against other employees, but to acts against all other persons, including
intimate partners. Employees found to have violated this policy will be
subject to corrective or disciplinary action, up to and including discharge.
2. After consultation with [Human Resources and legal counsel], [Employer X]
will take any appropriate corrective or disciplinary action consistent with
policy and procedure [and collective bargaining agreements], up to and
including termination. This pertains to employees who commit acts of
domestic violence at [Employer X] worksites as outlined in the policy or who
are convicted of a crime as a result of domestic violence when such action
affects the work performance of the employee or affects the normal operation
of [Employer X].
3. Employers with Union Representation should consult the Collective
Bargaining Agreement for appropriate action.
IV. GUIDELINES REGARDING ASSISTANCE FOR VICTIMS
A. General Guidelines
1. The following information is provided to help employees of [Employer X]
who are victims of domestic violence obtain the services they desire and to
enhance the safety of [Employer X] workplace.
2. [Employer X] will communicate and/or train employee on the company's
domestic violence policy.
3. [Employer X] seeks to create a supportive workplace environment in which
employees feel comfortable discussing domestic violence and seeking
assistance for domestic violence concerns. If an employee discloses that they
are a victim of domestic violence, it is important to send the following
messages and avoid victim blaming.
You are not alone
You are not to blame.
There is help available.
You do not deserve to be treated this way.
4. If a supervisor believes that an employee is in an abusive relationship, but the
employee has not disclosed this to their supervisor, the supervisor should
address any job performance issues and refer the employee to [Employee
Assistance Program] and/or community resources.
5. Supervisors will make efforts to provide a nonjudgmental and supportive
environment for the employee that is not dependent on the employee's
decisions regarding the relationship.
6. A successful workplace intervention may consist of providing the employee
with a nonjudgmental place to discuss the violence, information to begin
accessing resources in the community, or assisting the employee to formulate
a plan to increase that employee's safety.
7. It is important that all employees know how best to respond to the effects of
domestic violence on the workplace. The following clarifies roles for all staff:
a. Manager/Supervisors
1. Participate in domestic violence training as provided.
2. Train staff on how to identify warning signs of potential violence in
both the victim and the perpetrator, and how to intervene most
effectively.
3. Be aware of physical or behavioral changes in employees and consult
with your [Human Resources department, Coalition Against Domestic
Violence, Employee Assistance Program, supervisor] for advice. Your
role is not to diagnose or counsel the employee, but to refer the
employee to appropriate resources. The following behaviors may be
associated with domestic violence: chronic absenteeism,
inappropriate/excessive clothing, obsession with time, repeated
physical injuries, chronic health problems (e.g. chronic pain),
isolation, emotional distress, depression, distraction, and excessive
number of personal phone calls.
4. Managers/Supervisors must be respectful of employees' personal
choices. If the manager or supervisor observes the signs of violence, it
is appropriate to convey concern regarding signs and to educate the
employee regarding resources available. It is critical that the
manager/supervisor respect the employee's privacy and not pressure
the employee to disclose any personal information.
5. Be responsive when an employee who is either the victim or the
perpetrator of domestic violence asks for help. Immediately contact
[Human Resources, Employee Assistance Program, Security
professional, Occupational Health Nurse or MD, or community
resource] for assistance.
6. Maintain the confidentiality of domestic violence circumstances and
any other referrals under this policy to the extent permitted by law.
Inform other employees of the domestic violence circumstances on a
need to know basis only. Wherever possible, give advance notice to
the employee who is experiencing domestic violence if you need to
inform others about the domestic violence situation.
7. Work with the victim, [Human Resources, the Employee Assistance
Program, the Legal department, union representatives, available
Security staff, the Occupational Health office] law enforcement, and
community domestic violence programs, if necessary, to assist the
victim to develop a personal workplace safety plan (See Appendix A).
Make reasonable accommodation of that plan. When assisting an
employee to develop a personal workplace safety plan, ask what
changes, if any, could be made at their workplace to make them feel
safer. Victims of domestic violence know their abusers better than
anyone else. When it comes to their own safety, offer or assist them in
developing a personal workplace safety plan, but allow them to decide
what goes in the final plan. However, if it is determined that other
employees or customers are at risk, it is essential to take measures to
provide protection for them.
8. If possible, the supervisor will make efforts to adjust the
victim/employee's work schedule and/or grant leave [sick, annual, or
shared leave, compensatory time, or leave without pay], if the
employee needs to take time off for medical assistance, legal
assistance, court appearances, counseling, relocation, or to make other
necessary arrangements to enhance her or his safety. Be sure to follow
all applicable personnel policies and procedures, [union contract
provisions,] and statutes. This approved leave should not be held
against the employee.
9. The employee should maintain communication with their manager
during their absence. The employer should maintain the
confidentiality of the employee's whereabouts.
10. Work with [Human Resources managers and union representative, if
applicable,] to relocate the employee to an alternate worksite or
workstation within the worksite, whenever feasible, if the employee
requests to relocate for safety reasons. [If relocation is offered, it
should not produce any reduction in pay, status, or benefits.]
11. Review the safety of parking arrangements. If within the control of
the employer, make sure that parking areas are well lit. As
appropriate, provide security escorts to parked cars and priority
parking near the building entrance for employees who fear an attack at
work.
12. [With Human Resources or Communication department approval] post
information about domestic violence in your work area. Also, have
information available where employees can obtain it without having to
request it or be seen removing it. Some suggestions are restrooms,
lunchrooms, health and/or first aid offices, or where other employee
resource information is located.
13. Comply with all Protection from Abuse Orders (PFA) and/or Criminal
Court Orders. If both the victim and the batterer are employees of
[Employer X], managers must work with [Human Resources, the
Legal department, Employee Assistance counselors, the Occupational
Health Nurse/MD, and Security] to ensure that the respondent is
relocated to a workspace in which the respondent will have no contact
with the plaintiff. If you observe violations of the protection orders,
document these violations and call the police and/or contact the Legal
department.
14. Respect the employee's boundaries and privacy, even if you disagree
with the decisions she/he is making regarding the relationship. A
victim of domestic violence may make numerous attempts to leave
before she/he is finally able to leave her/his batterer. It is often
difficult to leave because of financial and childcare responsibilities, or
threats of violence.
15. After consultation with [Human Resources and legal counsel,] take
any appropriate corrective or disciplinary action consistent with policy
and procedure [and collective bargaining agreements], up to and
including termination. This pertains to employees who commit acts of
domestic violence at [Employer X] worksites as outlined in the policy
or who are convicted of a crime as a result of domestic violence when
such action affects the work performance of the employee or affects
the normal operation of [Employer X].
16. Inform employees on a periodic basis about the employer's policy and
procedures on encouraging work environments free from violence,
threats and harassment.
b. Human Resource Professionals:
1. Participate in and provide domestic violence training.
2. Train staff on how to identify warning signs of potential violence in
both the victim and the perpetrator, and how to intervene most
effectively.
3. Provide education on domestic violence through existing or new
channels such as lunchtime seminars, newsletters, posters, pamphlets,
and employee and management training.
4. Maintain a list of services available to victims and perpetrators of
domestic violence. This list should include: [National Domestic
Violence Coalition number (800) 799-SAFE], [Employee Assistance
Program number], and [New Castle County Domestic Violence
Hotline (302) 762-6110]. [Northern Kent County Domestic Violence
Hotline (302) 678-3886], [Kent and Sussex County Domestic Violence
Hotline (302) 422-8058], [Employee Assistance Program phone
number] and local domestic violence shelters. Certified batterers'
intervention programs available to perpetrators, information on how to
obtain civil orders of protection and criminal justice and any other
available community resources. See Appendix B.
5. Be a resource to employees, managers and supervisors in addressing
domestic violence situations.
6. Work with victims, [Security staff, the Legal department, union
representative, the Occupational Health office], law enforcement, and
community domestic violence programs, if necessary, to develop a
personal workplace safety plan to minimize the risk to the victim,
other employees, and clients.
7. Work with supervisors, managers, [and union representatives] to grant
leave, adjust work schedules, or attempt to find continued employment
for employees who are victims of domestic violence, if possible.
8. Maintain the confidentiality of domestic violence circumstances and
any other referrals under this policy to the extent permitted by law.
9. Consult legal counsel and advise supervisors and managers in
considering appropriate corrective or disciplinary action consistent
with policy and procedure [and collective bargaining agreements], up
to and including termination. This pertains to employees who commit
acts of domestic violence at [Employer X] worksites as outlined in the
policy or who are convicted of a crime as a result of domestic violence
when such action affects the work performance of the employee or
affects the normal operation of [Employer X].
10. Work with the victim, the manager, [the Employee Assistance
Program, the Legal department, union representatives, the
Occupational Health office, available Security staff], law enforcement,
and community domestic violence programs, if necessary, to develop a
personal workplace safety plan for the victim. See Appendix A.
When assisting an employee to develop a workplace safety plan, ask
what changes, if any, could be made at their workplace to make them
feel safer. Victims of domestic violence know their abusers better than
anyone else. When it comes to their own safety, offer to assist them in
developing a workplace safety plan, but allow them to decide what
goes in the final plan. If it is determined that other employees or
clients are at risk, it is essential to take measures to provide protection
for them.
c. Employee Assistance Professionals
1. Participate in domestic violence training as provided.
2. Train staff on how to identify warning signs of potential violence in
both the victim and the perpetrator, and how to intervene most
effectively.
3. Maintain up-to-date referral resources on domestic violence hotlines,
advocacy groups, shelters, counseling services, and legal services (pro
bono legal assistance and domestic violence/Family Court
information), as well as resources for perpetrators, including certified
batterer's intervention programs. As these resources change
frequently, it will be important to verify the referral information
frequently.
4. Provide education on domestic violence through existing or new
channels such as lunchtime seminars, newsletters, posters, pamphlets,
and employee and management trainings.
5. Educate the employer about the Employee Assistance Program's
ability to intervene in domestic violence situations. Inform
management of the need to call the Employee Assistance counselor to
consult about any domestic violence situations that they become aware
of, including concerns about either victims or perpetrators.
6. Work with victims, [Human Resources professionals, Security staff,
the Legal Department, union representatives, the Occupational Health
office], law enforcement and community domestic violence programs
to develop a personal workplace safety plan to minimize the risk to the
victim, other employees, and clients.
7. Maintain strictest confidentiality and respect the victim's need to be
self-directing. When appropriate, with the victim's written
permission, provide advice and consultation to supervisors with
respect to issues of domestic violence in the workplace in order to
achieve workplace cooperation regarding leave of absence, fair
consideration of any performance or conduct problems directly related
to the violence, safety needs, disciplinary actions towards a perpetrator
who works with a victim and abuses that person in the workplace, and
access to any other needed services. Discuss with Human Resources
any personnel policy that may negatively impact victims.
8. Establish a relationship with domestic violence service agencies in the
community, sharing information and resources. One method of
establishing a working relationship with a community organization
would be to ask their staff to participate in workplace educational
events on domestic violence.
d. Occupational Health Professionals
1. Participate in domestic violence training as provided.
2. Train staff on how to identify warning signs of potential violence in
both the victim and the perpetrator, and how to intervene most
effectively.
3. Maintain a list of services available to survivors and perpetrators of
domestic violence. This list should include: [National Domestic
Violence Coalition number (800) 799-SAFE], [Employee Assistance
Program number], [New Castle County Domestic Violence Hotline
(302) 762-6110]. [Northern Kent County Domestic Violence Hotline
(302) 678-3886], [Kent and Sussex County Domestic Violence Hotline
(302) 422-8058], [Employee Assistance Program number]. Local
domestic violence shelters, certified batterers' intervention programs
available to perpetrators, information on how to obtain civil orders of
protection and criminal justice options, and any other available
community resources. See Appendix B.
4. Be a resource of employees, managers, and supervisors in addressing
domestic violence situations.
5. Work with victims, [Security staff, Human Resource Processionals,
the Employee Assistance Program, the Legal department, union
representatives], law enforcement, and community domestic violence
programs, if necessary, to develop a personal workplace safety plan
(Appendix A) to minimize the risk to the victim, other employees, and
clients.
6. Work with supervisors, managers, [and union representative] to grant
leave, adjust work schedules, or attempt to find continued employment
for employees who are victims of domestic violence, if possible.
7. Maintain the confidentiality of domestic violence circumstances and
any other referrals under this policy to the extent permitted by law.
8. Screen for domestic violence all females seen for injury, chronic
health problems, somatic complaints, pregnancy related issues, mental
health problems, or substance abuse. Screen in a confidential setting.
Use questions that are direct, specific and easy to understand, e.g.
Because violence is so common in many people's lives, I've begun to
ask all my patients about it routinely. Are you in a relationship with a
person who physically hurts or threatens you? Screen verbally in
addition to any written questionnaire forms used. When unable to
converse fluently in the employee's primary language, use a
professional translator or another healthcare provider fluent in the
employee's languagedo not use the employee's family or friends as
translators when asking about domestic violence. Document that
screening for domestic violence was done.
9. With Human Resources or Communication department approval, post
information about domestic violence in your work area. Also, have
information available where employees can obtain it without having to
request it or be seen removing it. Some suggestions are restrooms,
lunchrooms, health and/or first aid offices, or where other employee
resource information or health related materials are located.
e. Security Services
1. Participate in domestic violence training as provided.
2. Train staff on how to identify warning signs of potential violence in
both the victim and the perpetrator, and how to intervene most
effectively.
3. Provide consultation and reasonable assistance to employees
experiencing domestic violence.
4. Document violations of a criminal and/or civil order.
5. Respond and intervene, as needed, to calls concerning safety in the
workplace.
6. Accept transferred harassing telephone calls from the employee's
abuser and document the calls.
7. Work closely with appropriate law enforcement agencies to ensure
workplace safety.
8. Keep a certified copy of any restraining orders provided by the
employee to Security Services in a confidential file. Access to orders
and information contained in them should be limited on a need to
know basis.
9. Provide escorts to parked cars and priority parking near the building
entrance for employees who fear an attack at work.
10. Work with survivors, Human Resource Professionals, the Employee
Assistance Program, Occupational Health Office, the Legal
department, [union representatives], law enforcement, and community
domestic violence programs, if necessary, to develop a personal
workplace safety plan (Appendix A) to minimize the risk to the victim,
other employees, and clients.
f. Options for Employees who are Victims of Domestic Violence:
1. Talk with a trusted co-worker, supervisor, [union representative], or
manager about your situation.
2. Contact your nearest Employee Assistance Program office: [List
phone Number].
3. Contact the national domestic violence hotline at (800) 799-SAFE,
[Employee Assistance Program number], the New Castle County
Domestic Violence Hotline (302) 762-6110], the Northern Kent
County Domestic Violence Hotline (302) 678-3886 or the Kent and
Sussex County Domestic Violence Hotline (302) 422-8058. Call the
local police if you are in immediate danger. See Appendix B.
4. Notify your supervisor of the possible need to be absent and find out
your leave options. Be clear about your plan to return to work and
maintain communications with your supervisor during your absence.
If necessary and available, make alternate arrangements for receiving
your paycheck.
5. If you are concerned about your safety at work, submit a recent
photograph of the abuser and a copy of your PFA order to your
supervisor, the Legal department, Security, and the police department.
This assists your employer in identifying the abuser should he/she
appear in the workplace.
6. Work with your supervisor, Human Resource manager, Security Staff,
Employee Assistance Program manager, Occupational Health
Nurse/MD or [union representative] to develop a safety plan. See
Appendix A.
7. Obtain assistance for and documentation of any physical and/or mental
health consequences of the abuse (including old injuries) from your
workplace occupational health office (if available) and/or your primary
care provider.
g. Options for Employees Who are Perpetrators of Domestic Violence
1. Contact the nearest Employee Assistance Program office for
confidential consultation and resources. [List phone numbers here].
2. Contact a batterer's intervention program. See Appendix B.
h. Options for Employees Who are Concerned about Domestic Violence
1. If you know or believe that a co-worker is a victim of domestic
violence, communicate your concerns for her or his safety. Be clear
that your role is to help and not to judge. Refer the employee to the
[Employee Assistance Program, Human Resources] a local domestic
violence agency, or the National Domestic Violence hotline at (800)
799-SAFE, [Employee Assistance Program number], the New Castle
County Domestic Violence Hotline (302) 762-6110, the Northern
Kent County Domestic Violence Hotline (302) 678-3886 or the Kent
and Sussex County Domestic Violence Hotline (302) 422-8058.
Maintain the confidentiality of the domestic violence circumstances
and any other referrals under this policy to the extent permitted by
law. Discuss the employee's situation with employee assistance
counselors, human resources, or a local domestic violence program
for further guidance.
2. Report any threats or violence that you experience or witness to your
supervisor, Human Resources, Security, or the Employee Assistance
Program.
3. Volunteer at a local domestic violence shelter or organize a workplace
drive for domestic violence shelters.
Appendix A
Components of a Workplace Safety Plan
1. Consider obtaining a civil order for protection and make sure that it is current
and on hand at all times. Include the workplace on the order. A copy should
be provided to the police, your supervisor, Human Resources, the reception
area, the Legal department, the Occupational Health office, and Security if the
abusive partner may come to the work site. Ask co-workers and/or
supervisors to call the police if the perpetrator threatens, harasses you at work
or violates the civil order for protection in any way.
2. Consider providing a picture of the perpetrator to reception areas and/or
security.
3. Consider identifying an emergency contact person should your employer be
unable to contact you.
4. Review the safety of your parking arrangements.
5. Consider having Security escort you to and from your car or public
transportation and/or obtaining special parking access.
6. Consider requesting a change and/or unpredictable rotations of your work
schedule, work site, or work assignment if such a change is possible and
would enhance your safety at work.
7. Consider having your telephone calls screened at work.
8. Consider requesting additional security measures for your work site. It may
be possible to post security near your work site, install security cameras or
silent alarms at your work site, relocate your work station to a more secure
area, or provide you with a cellular phone for emergency use at work.
9. Review the safety of your childcare arrangements. If you have a protective
order, make sure the provider has a copy.
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