WORKPLACE VIOLENCE TODAY
Domestic Violence in the Workplace: Top 5 Lessons Learned from Massachusetts By Jean Haertl, CEO Safety and Respect at Work, LLC.
In August of 2014, Massachusetts joined Illinois to become one of several states in the country to pass a law allowing unpaid employment leave for victims of domestic violence, sexual assault and stalking. As one of the architects of the first drafts of Massachusetts‘s Chapter 260 in 2005, modeled after the Massachusetts Executive Branch state program, I was both relieved and anxious
to see how employers would implement several of the critical policy mandates. With over two decades of serving victims of violence in Massachusetts, as a former advocate and director of a shelter and legal advocacy program for battered women and children, and most recently as the State‘s former Director of Workplace and Domestic Violence, my experience has taught me that even with progressive laws in place, much can go very wrong when employers attempt to implement them.
In this article, I offer a few suggestions to assist employers in how best to address employees struggling with domestic violence, understanding that no new state law may be effectively implemented in organizations with the simple issuance of a policy. For victims to truly benefit from leave remedies and resources, employers must embrace and implement a best practice program, including education and training for their entire workforce. The five lessons outlines below will help guide employers implement a truly comprehensive program that will support effective and safe interventions for victims of abuse.
Read the f ull Article *The above image is from NIOSH publication: Violence on the Job,
http://www.cdc.gov/niosh/topics/violence/ and is being used with permission
LEGAL ISSUES
Enforcing Your Workplace Violence Policy? Not So Fast, According to the NLRB In what some consider a stunning decision, the NLRB recently held in Care One at Madison Avenue, LLC, 361 NLRB No. 159, that an employer‘s enforcement of its workplace violence policy
violated its employees‘ rights under Section 7 of the National Labor Relations Act. After completing a recent union election, Care One issued a memorandum in response to reports of threats in the workplace that reminded employees that threats, intimidation and harassment were prohibited, and that anyone engaging in improper conduct would be subject to discipline. Care One attached its Workplace Violence Prevention Policy to the memorandum. Unlawful, said the Board. The Board narrowed the ways, and circumstances under which, employers may enforce their workplace threats and violence policies.
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