Fostering Safer Workplaces: Addressing Domestic Violence in a Business Setting - PowerPoint Presentation

Fostering Safer Workplaces: Addressing Domestic Violence in a Business Setting March 27, 20192:00 p.m. – 3:00 p.m. ET This project is supported by Grant No. 2016-WW-AX-K001 awarded by the Office on Violence Against Women, U.S. Department of Justice. The opinions, findings, conclusions, and recommendations expressed in this publication/program/exhibition are those of the author(s) and do not necessarily reflect the views of the Department of Justice, Office on Violence Against Women.

Meet the Presenters! Karen Jarmoc, MAChief Executive Officer CCADVSean GallagherVice President, Corporate SecurityAetna Aaron Polkey, J.D. Staff Attorney, Futures Without Violence

About FUTURES + Workplaces Responds For more than 30 years, FUTURES has been providing groundbreaking programs, policies, and campaigns that empower individuals and organizations working to end violence against women and children around the world. Workplaces Respond educates and builds collaborations among workplace and non-workplace stakeholders – employers, worker associations, unions, and anti-violence advocates – to prevent and respond to domestic violence, sexual harassment and violence, trafficking, stalking, and exploitation impacting the workplace.

About the Connecticut Coalition Against Domestic Violence (CCADV) Connecticut Coalition Against Domestic Violence (CCADV) is the state’s leading voice for victims of domestic violence and those organizations that serve them.Founded in 1978, CCADV works closely with Connecticut’s 18 domestic violence service agencies membership to understand and respond to the on-going needs of domestic violence victims and their families. CCADV seek to support the members through capacity building, technical assistance and a comprehensive training program.

Learning Objectives As a result of this webinar, participants will be better able to:Identify strategies to prevent and respond to domestic violence impacting the workplace;Discuss strategies for best practices of responding to incidents after they occur; and Outline resources available to address domestic violence in the workplace to ensure safety for all workers

Poll Does your organization or agency have a policy that addresses domestic violence, sexual assault, and/or stalking?

Spectrum of Gender-Based Violence

Prevalence of GBV in the Lives of Workers 29% of male workers and 40% of female workers reported having been subjected to intimate partner violence at some point in their lives (Reeves and O’Leary-Kelly) 44% of respondents experienced the impacts of domestic violence in the workplace. Moreover, 21% - both men and women - identified themselves as victims of intimate partner violence (Corporate Alliance to End Partner Violence)

Connecticut-Specific Prevalence

Effects on the Workplace (1) Impaired job performance Depression/Lack of motivation/PTSD Job loss/Employee turnover Absenteeism/Chronic tardiness/Needing time off Productivity Job Security Safety

Effects on the Workplace (2) Frequent appearance or calls from partner/harasser Strained co-worker relationships Use of workplace resources (phone, e-mail, etc.) to threaten, harass or abuse current or former partners Direct threats or intimidation of colleagues Productivity Job Security Safety

YET…. For some, the workplace can be a safe haven and provide a route away from harm. Having a job can provide the economic independence that helps people overcome their situation and rebuild their lives. Productivity Job Security Safety

Building Effective Workplace Policies Clearly defined framework for detection, safety planning, support, and investigationShould also include sexual harassment, since harassment is a form of sexual violence Pertains to conduct that impacts the workplace, whether it occurs at home or at workFoundation of a sustained, prevention and equity-oriented program of awareness, education, evaluation, and workplace culture

Prevention Focus for Businesses Trainings & AwarenessOn-Boarding Process Reform Annual Refreshers (Practical 2.0s) Year-Round Awareness-RaisingEnhancing Workplace Climate Working Groups & Peer Networks Culture Walks Climate Surveys (including post-survey)Accountability & Transparency Leadership Circles Same Standards of Conduct for Organizational Hierarchy Support and Resources Access to Assistance (EAP, Emergency Services, Community-Based Provider)Building Relationships with CT Domestic V iolence Agencies

Connecticut-Specific Considerations Connecticut General Statute § 31-51ss (b) If an employee is a victim of family violence, an employer shall permit the employee to take paid or unpaid leave during any calendar year in which such leave is reasonably necessary: To seek medical care or psychological or other counseling for physical or psychological injury or disability for the victim To obtain services from victim services organization on behalf of the victim To relocate due to such family violence, or To participate in any civil or criminal proceeding related to or resulting from such family violence. An employer may limit unpaid leave under this section to twelve days during any calendar year. Leave under this section shall not affect any other leave provided under state or federal law.”

Business Best Practices

Aetna Building PartnershipsMarch 2018, CCADV presented at a Cigna roundtable on dv workplace policy.Aetna invited CCADV to present on policy, May 2018. Aetna security, legal and human resource leaders developed policy effective September 2018.

AETNA Mitigation Strategies for Workplace Violence Prevention Policy Training Intervention Collaboration amongst response team & key stakeholders Preparedness Emergency Action Plans

AETNA Key Components of a Workplace Violence Policy Clearly define unacceptable behavior prohibited by the policyRegulate or prohibit weapons on-site and during work-related activities, to the extent permitted by applicable laws Require the prompt reporting of suspected violations of the policy and of any circumstances that raise a concern for safety from violence Provide multiple avenues for reporting – including human resources, security personnel, and members of the organization’s Threat Management Team Assure employees that make reports, as per the policy, will be treated with the highest degree of discretion and will promptly be investigated by the employer Include a commitment to non-retaliation toward employees who make a good-faith report under the policy Impose discipline for policy violations , as appropriate, up to and including termination The policy should require, or encourage, employees to inform clearly-identified personnel of any protective or restraining order that they have obtained listing the workplace as a protected area * Derived from ASIS International (ASIS)/Society for Human Resource Management (SHRM) )

Connect with CT Providers (1) CCADV is comprised of 18 domestic violence organizations whose purpose is to provide comprehensive services to victims of domestic violence and their families. Domestic violence providers take a trauma informed approach to their work.

Connect with CT Providers (2) Safety Planning 24 hour response Risk Assessment Emergency shelter Legal advocacy Short term counseling Support groups Children’s programming Information and referrals Advocacy and support services

CT Providers Across the State STATEWIDE DOMESTIC VIOLENCE HOTLINE 888.774.2900 SPANISH HOTLINE 844.831.9200 http://www.ctcadv.org/

Response Protocols Promote survivor safety and agencyShift the narrative to be more trauma-informed Instead of… Consider… What I think you should do first is call the domestic violence hotline.If you’d like, I can share some resources that might be able to help. How can you avoid that co-worker from now on? Do you want to think through some ways together that would make you feel safer and more comfortable at work? Let me tell you how I can help. How can I support you?

Chat Box Discussion What are some positive ways that an organization can work through an incident of domestic violence, if it has occurred?

Best Practices for Incident Response Follow pre-written policy and protocolsMaintain confidentiality as requested by employee and to the allowable extentFocus on employee and workplace safety Practice non-discrimination and non-retaliationReview full range of leave, other reasonable accommodations, assistance availableCheck in with employee throughout

Workplaces Respond Resources Safety Card for EmployeesModel Workplace PolicyInteract with a Virtual Employee Guide on Incident Prevention and Response StrategiesSample Domestic Violence Training Content for Supervisors and ManagersGuide for Supervisors

Thank you! Aaron Polkey, Staff Attorney, Futures Without Violence apolkey@futureswithoutviolence.org Karen Jarmoc, Chief Executive Officer, CCADVkjarmoc@ctcadv.org We value your feedback! Please complete the evaluation as you exit the webinar.

Bibliography Reeves, Carol, and Anne M. O’Leary-Kelly. 2007. “The Effects and Costs of Intimate Partner Violence for Work Organizations.” Journal of Interpersonal Violence 22 (3): 327–44. Corporate Alliance to End Partner Violence. 2005. “CAEPV National Benchmark Telephone Survey.” Bloomington, IL: The Corporate Alliance to End Partner Violence.