Domestic Violence Concerns

If a member of your team discloses that they are in an abusive relationship, these steps may be helpful:

1. Listen. Revealing abuse is often difficult. The person may be frightened or feel ashamed. It’s important to be compassionate and express concern about their welfare.
2. Protect privacy. Ask for permission to notify company resources. Make it clear that this information will only be disclosed to the extent necessary to protect the safety of the workplace.
3. Stay focused on workplace issues. Do not tell the person to leave the abuser or offer personal advice or assistance. The employer’s role is to provide supportive resources and assist with maintaining workplace performance. This will help the person regain emotional and financial independence.
4. Make a referral to LifeMatters. LifeMatters can assist individuals who are affected by domestic violence in numerous ways, including:
   • Assessing the level of severity and risk to the person, their children or immediate family members, and the workplace
   • Educating the individual on the cycle of domestic violence
   • Developing a safety plan for home and work (if one is not already in place) and determining who should be notified about these measures
   • Making referrals to supportive resources, such as legal assistance, shelters, advocacy groups, and relocation resources
   • Providing financial consultation to help with repairing damage to credit, addressing debt issues, and budgeting on a single income
5. Consult with HR and other organizational resources. HR can review relevant policies, notify security and medical staff, and provide information on any resources the organization may offer. The LifeMatters Management Consultation Service is also available to provide guidance and assistance.
6. Schedule a private meeting with the person and representatives from other relevant departments. Let the person know what company resources are available to assist. If security recommends that their workstation be moved because of a threat, explain the reasons for the move and any resulting changes to their duties. Make it clear that this is a temporary measure to protect both workplace and individual safety and should not be considered a demotion. If the person is working from home, check in often. Encourage them to establish a safety plan.
7. Follow up. Check in periodically to see how things are going and review any logistical issues stemming from schedule or location changes. Remain focused on maintaining the individual’s work performance.