Domestic Violence Is a Workplace Problem

Despite the staggering statistics on domestic abuse, the corporate world has traditionally remained mute on the subject. While such silence may imply a lack of compassion, it is more often due to an unawareness of the problem, discomfort with asking probing questions when suspicions do arise, or the mindset that what takes place in someone's private life is just that.

Fortunately, many companies have begun taking a stand against domestic violence in recent years. Perhaps this is due to the growing recognition of its significant toll on the workplace. This is not meant to imply that proactively dealing with the issue is purely profit-motivated. Rather, the existence of a business impact justifies employers' concern for the total well-being of their staff members - empowering them to offer assistance with respect to non-work-related problems.

It is important, however, that conversations initiated by management are based solely on performance that is either declining or already at unsatisfactory levels. If an employee reveals during such a discussion that she (or he) is in a violent relationship, you should be as flexible as possible when dealing with the effects of that abuse on work behavior. Job loss, after all, means the end of financial independence - without which many victims would not even consider leaving their mates.

Altruism aside, there are some legal issues to consider before disciplining an abused employee, particularly in the case of excessive absenteeism. First, victim assistance laws may prohibit adverse action for days missed due to related court proceedings. Second, domestic violence situations qualify for leave - either continuous or intermittent - under family and medical leave laws in certain states.

Therefore, while the performance problems should not be ignored, the circumstances should weigh heavily into how you choose to respond to them.

If and when an employee discloses abuse, seize the opportunity to lend your support. Assure the employee that violence isn't acceptable under any circumstances and that she's not responsible for what's happening. Refrain, however, from directly criticizing her partner.

If your organization offers an Employee Assistance Program (EAP), encourage the worker to utilize its services; otherwise, recommend that she contact one of the many local or national resources that are available.