Employer Duty:
Employers who are aware or who ought reasonably to be aware of intimate partner violence, that would likely expose a worker to physical injury that may occur in the workplace, must take every precaution reasonable in the circumstances to protect a worker.
– Ontario Occupational Health and Safety Act
How Does IPV Affect Your Workplace
Intimate partner violence offenders want control over their victims everywhere possible. Places of worship, medical facilities, entertainment facilities and yes, the workplace. Employers, supervisors and HR managers are in a unique position to affect positive change in the lives of victims and in our own workplace.
0%
Victim Services of Nipissing attended to
0
incidents of IPV fromApril 1, 2021 to March 31, 2022
Health & Safety in the Workplace
Intimate partner violence at home has the potential to spill over into the workplace, either through unwanted attention from the offender or even violence.
A healthy workforce is a productive workforce. It’s a given that when things aren’t right at home, performance and morale at work is affected.
Did you know that victims of intimate personal violence are:
What To Look For As an Employer
As employers, managers and supervisors there are warning signs that can alert potential issues related to IPV. It is important to be aware of employee’s interpersonal relationships with each other because often co-workers are the first to be alerted to problems.
What To Look For as an Employee, Friend, or Family Member
As co-workers, friends and family, there are flags and warning signs that can alert us to potential issues so we can be supportive.
The spectrum below indicates four main areas but nothing is carved in stone and we must all use our own judgment in supporting those who count on us for a safe workplace.
Healthy
Normal workplace functions. The partner is either supportive or indifferent. The employee is doing well in a calm, steady manner. The employee appears to be in control, behaving ethically & morally. Their demeanour, dress and their office interpersonal style can be noted as a baseline.
PARTNER
Supportive
Non-Interfering
EMPLOYEE
Calm, Steady & Control
Performing Well
Behaving Ethically & Morally
Socially Active
EMPLOYER RESPONSE
Get to know employees
Be approachable
Practice active listening
Note usual employee behaviours
Promote empathy
Reduce stigma
Advocate healthy workplace
Concern
There are possible signs the employee’s partner is attempting control by interfering with transportation and access to the workplace. They may attempt interference in the workplace through excessive interruptions. The partner may also attempt to involve other employees by inappropriate questioning. Trust your instincts.
Partner
Interfering with transportation
Hiding or stealing ID cards
Excessive calls, texts, emails
Questioning co-workers
Employee
Often late for work
Nervous, anxious
Hiding injuries
Decreased productivity
Poor concentration
Occasional loss of emotional control
Employer Response
Monitor behaviours & note changes
Actively listen to concerns
Identify unhealthy situations
Minimize stressors
Be empathetic
Gently intervene
Consult with experts
Identify resources
Refer where practical
Reacting
There are signs the employee’s domestic situation is deteriorating. This requires you to intervene to assist the employee and ensure workplace safety. You need to increase vigilance and address any unacceptable employee behaviour, which may present an opportunity to promptly intervene and prevent escalation.
The time may have arrived to involve external resources. Empathize with the employee and do not exhibit anger towards the partner. Accommodate the employee or employees who can help. It is essential to maintain contact with the employee in order to ensure support and monitor the situation. Minimize rumours but honour confidentiality.
Partner
Interfering at workplace
Threatening deportation
Deceiving co-workers
Verbally abusive to employee(s)
Employee
Missing work
Overlooking appearance details
Forgetting important things
Impaired decision making
Increased accidental injuries
Nervous in partner’s presence
Employer Response
Increase vigilance
Address unacceptable behaviour
Intervene promptly
Involve resources
Empathize
Accommodate employee(s)
Maintain contact with employee
Ensure support
Minimize rumours
Crisis
The situation is out of hand. Safety and security are paramount. Action is unquestionably required. You must sustain vigilance and ensure workplace safety for all. You may have to involve security/law enforcement personnel. If possible, sustain employee contact and continue to empathize. Ensure resources & support are available for the employee. If practical, continue to include the employee in work activities. Be encouraging to all your employees and, where appropriate, keep them informed. Everyone should be vigilant, know workplace safety plans and must involve management & supervisor with observations or concerns.
Partner
Physically restraining employee
Threatening employee(s)
Destroying property
Physically harming employee(s)
Employee
Avoiding or withdrawing
Fearful
Memory lapses
Cannot perform duties
Injuries
Loss of control
Employer Response
Maintain vigilance
Ensure workplace safety
Involve security/law enforcement
Maintain employee contact
Empathize
Ensure resources & support
Accommodate medical limitations
Include employee in work activities
Encourage