Domestic Violence Becomes a Workplace Issue.

Domestic violence costs employers billions of dollars a year in health care, lost wages, absenteeism and nonproductivity. Management and security personnel consider the trauma associated with it a lurking, high-risk security problem.

Many employees have few choices about whether or not they bring domestic problems to work. They are forced to get restraining orders against their abusers that may have to be enforced on the job site, or they are stalked at work by a current or former partner. And victims often receive harassing phone calls at work.

Under a policy sanctioned by employees' unions, Maryland has taken steps to stem domestic violence in its workplaces. The state has adopted a new, no-tolerance policy, and 60,000 Maryland state employees will attend a course about abusive relationships.

Officials also will discipline or prosecute anyone who commits an act of domestic violence in a state government workplace. Employees may be fired if they use a state communications device or work time to harass their victims. Maryland's attorney general said the state, the first to establish a policy on domestic violence in government workplaces, hopes to set an example for private employers.

Illinois recently set up a task force to develop a model policy. Policymakers hope to provide businesses with information on the ways to increase workplace awareness, assist affected employees, and provide a safe and helpful working environment for victims.

New York has established the New York State Office for the Prevention of Domestic Violence, which will provide technical assistance to state and local governments, other agencies and private not-for-profit corporations. Among a series of domestic violence initiatives in Florida is the Work and Gain Economic Self-Sufficiency (WAGES) program designed around 24 local coalitions that deliver services to victims. These coalitions help coordinate law enforcement and social service agencies; provide access to support services; make victims aware of shelters, hotlines and other services; and, where possible, provide jobs and transportation to preserve the safety of victims and their families.

Another component of the Florida model policy is leave time for domestic violence victims for medical or legal assistance, court appearances, counseling and other arrangements.

The Pennsylvania House recently passed HB 1826 that would allow up to 30 days of unpaid leave for domestic violence victims. The bill requires employers to continue medical coverage during employee leave, prohibits employers from discriminating against employees taking the leave, and requires that returning employees be allowed to resume the jobs they held before the leave.

The Family Violence Prevention Fund has recently published The Workplace Responds to Domestic Violence: A Resource Guide for Employers, Unions and Advocates, which explains how to create effective and supportive workplace policies and programs, how to enhance safety and security at work, and offers model workplace policies.