How Does Domestic Violence Affect The Vermont Workplace? A Survey of Male Offenders Enrolled in Batterer Intervention Programs in Vermont


The pervasiveness and severity of domestic violence perpetrated through workplace resources and work time and the impact of these actions on the workplace is not well known in Vermont or in the U.S. This study offers Vermonters valuable information on domestic violence and the workplace and adds to this growing body of knowledge. The study findings come from a representative sample of men enrolled in batterer intervention programs in Vermont who have abused their intimate partners (95%, +/-4.5%). We focused on domestic violence perpetrated by men against their female intimate partners because the Vermont Criminal Information Center (2009) reported that women are the victim of men in 80% of domestic violence cases. This study examined the impact of domestic violence on the perpetrator and victim’s workplace, including abusive contact at the workplace, paid and unpaid time taken off from work, and productivity and safety. We also examined the workplace response to domestic violence from supervisors, co-workers, and policies and procedures.


Some of the Key Study Findings:


- Participants lost a total of 44,515 days of work — equivalent to 22 years of full time employment — because they were in jail as a result of domestic violence.


- 83% of supervisors were aware of why respondents took time off of work due to their domestic violence offense; however, only 32% of supervisors gave any response to the employee about his domestic violence incident, his behavior, or his relationship in general.


- 59% of respondents suggested it would be helpful for supervisors to confront an employee whom is suspected of abusive behavior. Confronting the abuser includes: offering counseling, resources, help and support, and warning about the consequences of domestic violence.


- Two out of three respondents said that their workplace did not have a domestic violence policy.


To read more Click Here Emergency Management Apps: A Primer


Here are the resources that are currently available for emergency managers to use in their jobs, improve personal preparedness, monitor rapidly evolving incidents and provide linkage to disaster readiness


applications for their communities. To read the full article click here


Current Trends In Coaching For "Disruptive Physicians" by George Anderson, MSW, BCD, CAMF, CEAP


Effective January 1, 2009, The Joint Commission (JCAHO) issued new guidelines to respond to the negative behavior of physicians that often places patient care at risk while increasing medical errors. These new standards made it mandatory for Hospitals to establish written policies designed to address what is defined as "disruptive physician behavior." The following is one definition of what is considered "disruptive behavior."


Disruptive conduct can take many forms. Raised voice, profanity, name-calling, throwing things, abusive treatment of patients or employees, sexual harassment, disruption of meetings, repeated violations of policies or rules, or behavior that disparages or undermines confidence in the Hospital or its staff may be disruptive behavior, although this is not an exhaustive list.


To learn more about unacceptable disruptive conduct, disruptive policy development and resources to assist disruptive doctors click here.


DECISIONPOINT


This column is designed to help sharpen your judgment in providing valuable advice regarding how to handle incidents of aggression.


Can hearsay be used as


evidenceby an employer seeking to obtain a Restraining Order against an individual who is believed to present a threat of workplace violence?


Jeff Wilson the spouse of Diane Younge-Barnes, a former employee of Kaiser visited the hospital to see their daughter who had given birth and while in the visiting area someone told Mrs. Younge-Barnes that she could not be in the nurse's area. At this point, Jeff Wilson began yelling at Diane Doyle, a Kaiser employee, telling her that “he was going to put [her] and Marites down.”


"During another visit when his wife was once again advised that should could not be in the nurses area, Mr. Wilson said that he was " 'going to flip his lid' " and ‘'do something that he would regret.' The situation continues on page 7


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