Dealing with a Stalker (continued from page 9)
complaints say they were once involved with the man who followed or tormented them. If you suspect you are being stalked, contact your local police department immediately. Help protect yourself by making sure you’re rarely alone and alarm your house. Help law enforcement by having your calls monitored and tracked, saving everything your stalker has left for you, and photographing them, if possible.
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DECISIONPOINT (continued from page 3) The Situation
Concerned that Peer might harm herself, F5 placed her on paid leave. It also told her that she could not return to work unless her doctors completed paperwork for "an interactive process about what accommodations you may need...." Over the following two weeks, Peer called and wrote to various individuals at F5, attempting to comply. According to Peer, her doctors believed she was doing well in therapy and did not need any additional "accommodation."
The company disagreed. "It is not sufficient for you to simply obtain a work release from your doctor, given the statements you made about your potential self-harm and suicide related to your employment," it wrote. Soon after, Peer's psychiatrist sent a letter stating that Peer was able to perform her job and did not require an accommodation. Two days later, F5 fired her.
Peers then sued for disability discrimination. In response, F5 argued that it believed Peer was a "direct threat" to herself, and thus she was not protected by the Americans with Disabilities Act (ADA). So, F5 asked the Court to dismiss the lawsuit.
Did the employer prevail in their request to have the lawsuit dismissed? To see what the court decided go to page 17.
Many Employee Assistance Programs Fail to Identify Potential Abusers Despite Well-known Risk Factors
A new study by researchers at the Johns Hopkins Center for Injury Research and Policy and RTI International finds employee assistance programs (EAPs), a standard benefit offered to employees at most large companies, are failing to identify individuals who abuse or have the potential to abuse their intimate partner, despite well-known risk factors for intimate partner violence perpetration. This is the first study to examine the involvement of EAPs in screening and offering treatment to persons who perpetrate violence against their partners. None of the EAPs reported that they offer direct treatment or intervention services specifically for intimate partner violence perpetrators.
"Intimate partner violence has significant workplace impacts, and EAPs are therefore well-positioned to address this major public health problem,” explained study author Keshia Pollack, PhD, an assistant professor with the Johns Hopkins Center for Injury Research and Policy, part of the Johns Hopkins Bloomberg School of Public Health. “Unfortunately, the majority of programs we studied are neglecting a critical aspect of this issue by not addressing intimate partner violence perpetration.”
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