Office of the Governor Domestic Violence and the Workplace Policy

PURPOSE:

The purpose of this policy is to set forth procedures and guidelines for all Governor's Office employees to address the occurrence of domestic violence and its impact in the workplace.

DESCRIPTION:

Domestic violence is abusive behavior that is either physical, sexual, and/or psychological, intended to establish and maintainŒ(tm)control over a partner. Domestic violence is a serious problem that affects people from all walks of life. It can adversely affect the well-being and productivity of employees who are victims, as well as their co-workers. Other effects of domestic violence in the workplace include increased absenteeism, turnover, health care costs, and reduced productivity.

POLICY:

The Governor's Office will provide appropriate support and assistance to employees who are victims of domestic violence. This includes: confidential means for coming forward for help, resource and referral information, work schedule adjustments or leave as needed to obtain assistance, and workplace relocation as feasible. Other appropriate assistance will be provided based on individual need.

The Governor's Office is committed to working with employees who are victims of domestic violence to prevent abuse and harassment from occurring in the workplace. No employee will be penalized or disciplined solely for being a victim of harassment in the workplace.

Employees who are perpetrators of domestic violence are also encouragedŒ(tm)to seek assistance. The Governor's Office will provide information regarding counseling and certified treatment resources, and make work schedule arrangements to receive such assistance.

The Governor's Office will not tolerate domestic violence including harassment of any employee or client while in state offices, facilities, work sites, vehicles, or while conducting state business. This includes the display of any violent or threatening behavior (verbal or physical) that may result in physical or emotional injury or otherwise places one's safety and productivity at risk.

Any employee who threatens, harasses, or abuses someone at the workplace or from the workplace using any state resources such as work time, workplace phones, FAX machines, mail, e-mail, or other means may be subject to corrective or disciplinary action, up to and including dismissal. Corrective or disciplinary action may also be taken against employees who are arrested, convicted or issued a permanent injunction as a result of domestic violence when such action has a direct connection to the employee's duties as a state employee.

All employees need to take seriously the problem of domestic violence and its effect in the workplace. The Governor's Office will takeŒ(tm)all reasonable measures to foster a safe working environment for all employees and clients.

PROCEDURE:

It is important that all employees know how best to respond to the effects of domestic violence in the workplace. The following clarifies roles for all staff.

Managers/Supervisors:

• Participate in domestic violence training.
• Be aware of physical or behavioral changes in employees and consult with your personnel officer and/or the Employee Advisory Service for advice. Do not attempt to diagnose the employee.
• Be responsive when an employee who is either the victim or the perpetrator of domestic violence asks for help. Immediately contact your personnel officer and the Employee Advisory Service for assistance. Œ(tm)
• Maintain confidentiality. Information about the employee should only be given to others on a need-to-know basis.
• Work with the victim, your personnel officer, the Employee Advisory Service, the Attorney General's Office, available security staff, law enforcement, and community domestic violence programs, if necessary, to assess the need for and develop a workplace safety plan for the victim. Victims of domestic violence know their abusers better than anyone else. When it comes to their own personal safety, offer to assist them in developing a workplace safety plan, but allow them to decide what goes in it. If it is determined that other employees or clients are at risk, it is essential to take measures to provide protection for them.
• Adjust the employee's work schedule and/or grant leave (sick, annual, shared leave, compensatory time, or leave without pay) if the employee needs to take time off for medical assistance, legal assistance, court appearances, counseling, relocation, or to make other necessary arrangements to create a safe situation.Œ(tm)Be sure to follow all applicable personnel rules and statutes.
• Maintain communication with the employee during the employee's absence. Remember to maintain confidentiality of the employee's whereabouts.
• Work with the personnel officer, Department of Personnel, and/or other state employers to assist the employee in finding other state employment if the employee needs to relocate for safety reasons.
• After consultation with your personnel officer, take any appropriate corrective disciplinary action against employees who: misuse state resources to perpetrate domestic violence; harass, threaten, or commit an act of domestic violence in the workplace or while conducting state business; or are arrested, convicted or issued a permanent injunction as a result of domestic violence when such action has a direct connection to the employee's duties as a state employee.
• Post information about domestic violence in your work area. Also, have information available where employees can obtain it without having to request it or be seen removing it. Some suggestions are: restrooms, lunchrooms, or where other employee resource information is located.
• Honor all civil protection orders. As appropriate, participate in court proceedings in obtaining protection orders on behalf of the employer.

Human Resource Professionals:

• Participate in domestic violence training.
• Maintain a list of services available to victims and perpetrators of domestic violence. This list should include: the Employee Advisory Service, local shelters, certified domestic violence treatment programs available to perpetrators, information on how to obtain civil orders of protection, and any other available community resources. The Employee Advisory Service can assist you in developingŒ(tm)this list.
• Be a resource to employees, managers, and supervisors in addressing domestic violence situations.
• Work with victims, the Employee Advisory Service, the Attorney General's Office, available security staff, law enforcement, and community domestic violence programs, if necessary, to develop a workplace safety plan to minimize the risk to the victim, other employees, and clients.
• Work with supervisors and managers to grant leave, adjust work schedules, or attempt to find continued employment for employees who are victims of domestic violence.
• Maintain confidentiality. Information about the employee should only be given to others on a need-to-know basis.

Options for Employees Who Are Victims Of Domestic Violence:

• Tell a trusted co-worker, supervisor, or manager, and ask for help.
• Contact your personnel officer for assistance.
• Contact the nearest Employee Advisory Service office: Olympia: (360) 753-3260 or TDD (360) 664-3563, Seattle: (206) 464-6883, or Spokane: (509) 456-5000.
• Contact the 24-hour Washington State Domestic Violence Hotline at 1-800-562-6025 (V/TTY); or the Washington State Coalition Against Domestic Violence at (360) 407-0756 (V/TTY).
• Call the local police.
• Notify your supervisor of the possible need to be absent and find out your leave options. Be clear about your plan to return to work and maintain communications with your supervisor during your absence. If necessary, make alternate arrangements for receiving your paycheck.
• If appropriate and safety is a concern, submit a recent photograph of the abuser and a copy of your protection order to your supervisor. This assists your employer in identifying the abuser should he/she appear in the workplace.

Options for Employees Who Are Perpetrators Of Domestic Violence:

• Tell a trusted co-worker, supervisor, or manager, and ask for help.
• Contact your personnel officer for assistance.
• Contact the nearest Employee Advisory Service office: Olympia: (360) 753-3260 or TDD (360) 664-3563, Seattle: (206) 464-6883, or Spokane: (509) 456-5000.
• Obtain a referral to a certified domestic violence perpetrators treatment program from the Employee Advisory Service.

Options for Other Employees Who Have Concerns About Domestic Violence:

• Tell a trusted co-worker, supervisor, or manager.
• Contact your personnel officer.
• Contact the nearest Employee Advisory Service office: Olympia:Œ(tm)(360) 753-3260 or TDD (360) 664-3563, Seattle: (206) 464-6883, or Spokane: (509) 456-5000.

Components Of A Workplace Safety Plan:

• Consider obtaining civil orders for protection and make sure that they remain current and are in hand at all times. A copy should be provided to the employee's supervisor, reception area, and security areas if there is a concern about the abusive partner coming to the work site.
• The employee should consider providing a picture of the perpetrator to reception areas and/or security.
• An emergency contact person should be identified should the employer be unable to contact the employee.
• An agency contact person should be identified for the employee to reach when needed.Œ(tm)
• Review the employee's parking arrangements for possible changes.
• Consider changing the employee's work schedule.
• Consider what steps need to be taken to provide for the safety of other employees and clients.
• Consider having the employee's telephone calls screened at work.

Resources:

• Employee Advisory Service: Olympia: (360) 753-3260 or TDD (360) 664-3563, Seattle: (206) 464-6883, Spokane: (509) 456-5000.
• 24-hour Washington State Domestic Violence Hotline: 1-800-562-6025Œ(tm)(V/TTY).
• Washington State Coalition Against Domestic Violence: (360) 407-0756.
• The National Domestic Violence Hotline: 1-800-799-SAFE, TTY 1-800-787-3224.