DOMESTIC VIOLENCE in the WORKPLACE Domestic Violence: New Research Focuses On Treatment for Perpetrator, Not Victim
A new University of Houston (UH) experiment takes an unconventional look at the treatment for domestic violence, otherwise known as intimate partner violence (IPV), by focusing on changing the perpetrators' psychological abuse during arguments rather than addressing his sexist beliefs. “Since most domestic violence occurs in the context of an argument, the experiment I conducted evaluated whether I could change how the communication goes during an argument with the batterer and his partner,” said Julia Babcock, an associate professor in the department of psychology and co-director of the Center for Couples Therapy. Babcock’s findings indicated the batterers could learn communications skills and when they applied them in an argument with their female partners, the argument improved and the participants felt better about the argument. She notes this research is significant in that it breaks new ground in applying experiments to domestic violence and may improve batterers' intervention programs.
To read more, click here Navigating the Issue of Domestic Violence in the Workplace
Ontario’s recently enacted workplace violence amendment (Section 32.0 of the Occupational Health and Safety Act (OHSA), formerly known as Bill 168) places a legal onus on provincially regulated employers to safeguard employees from the risk of domestic violence in the workplace. In the prevailing socio-political climate, additional jurisdictions are likely to follow suit. History has shown that domestic abuse and domestic violence are quite frequent precipitators of serious workplace violence episodes. In legal terms, domestic violence is increasingly becoming a foreseeable workplace risk. This means that employers need to chart a definitive course in managing the risks of domestic workplace violence in a reasonable and prudent manner. In moral terms, inaction on this growing workplace issue would introduce unacceptable human risk. Unfortunately, when it comes to the inclusion of domestic violence within workplace violence programs, many employers have struggled to chart a definitive course.
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LEGAL ISSUES continued City of Buffalo Lags on Compliance with Workplace Violence Rules
The City of Buffalo is scrambling to comply with an order from the state Department of Labor, which lays out six ways it failed to follow regulations enacted three years ago regarding employee safety. Regulations meant to prevent incidents of violence in govern- ment workplaces were never followed under a previous commissioner of human resources, and the city is now working to remedy the problem. According to a notice of violation and an order to comply, the city failed to follow a set of regulations from 2009 mandating that public employers put together a program to prevent incidents of violence in the workplace, including a policy on workplace prevention, a plan for employee training, etc. The state imposed a series of deadlines from May through August for the city to be in compliance with the law. So far, the city has met them and has not been fined.
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