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Most people think of violence and harassment as a physical assault. However, workplace violence and harassment is a much broader problem. It is any act in which a person is abused, threatened, intimidated or assaulted in their employment. Rumours, swearing, verbal abuse, pranks, arguments, property damage, vandalism, sabotage, pushing, theft, physical assaults, psychological trauma, anger-related incidents, rape, arson and murder are all examples of workplace violence.
NOTE: In this document, we use the term violence to also include bullying and harassment
Please refer to the following OSH Answers documents for information:
Family violence is any form of abuse or neglect that a child or adult experiences from a family member, or from someone with whom they have an intimate relationship. It has also been described as the abuse of power within relationships of family, trust or dependency that endangers another person.
Overall, family (or domestic) violence is a pattern of behaviour used by one person to gain power and control over another with whom they have or have had an intimate relationship. It can include any of many forms of behaviours. There are additional dimensions to harassment and violence in a family relationship that are unique, such as:
Anyone can be a victim of family violence, regardless of age, race, religion, sexual orientation, economic status, or educational background. The abuser may be a current or former spouse or intimate partner, relative, or friend. Men and women can both be abused or abusive in their relationships.
Yes. When family violence follows a victim to work, it becomes a workplace issue. An aggressor can present a risk to the victim or others in the workplace itself. A study of domestic violence in Canada and its impact on the workplace has found more than one third of workers across the country have experienced domestic violence in their lifetime, and for more than half of those affected, the violence followed them to work.
You may have heard people say “it is a personal matter”, “it's none of my business” or “that's between a husband and wife”, for example. These attitudes further isolate people experiencing violence creating a barrier between the victim and those who may be in a position to provide valuable support and assistance. The workplace can play an important role between people experiencing violence of any kind, and assisting individuals to get the necessary help.
People experiencing family violence often feel isolated. They may feel ashamed, or have concerns that their situation will compromise their employment so they are afraid to say anything. Similarly, those who suspect family violence may be affecting an employee are afraid to approach this subject or intervene for many reasons. This further isolation increases the risk to those who experience family violence. In addition, people experiencing family violence often experience difficulty getting to work and state that their work performance is negatively affected. Other implications for the workplace include:
Examples of how family violence may appear at work include (this list is not inclusive):
Some jurisdictions expressly include domestic or family violence within occupational health and safety legislation, while others do not. For example, in Ontario, the Occupational Health and Safety Act includes a provision for “domestic violence” in section 32.0.4.
In Manitoba, the Employment Standards Code includes “Leave for Victims of Domestic Violence, Leave for Serious Injury or Illness and Extension of Compassionate Care Leave” provides victims of domestic violence with paid and unpaid leave so they have the assurance of job protection while they seek safety. This action could include finding suitable housing, seeking care for physical or psychological injuries, accessing legal services including putting protective orders in place, etc.
However, it is the employer's general duty across all jurisdictions to ensure all employees have a safe and healthy workplace, including protecting all employees from various forms of violence.
A supportive and accommodating workplace provides the victim an opportunity to establish financial independence, and provides victims access to the help they need in their unique situation.
While respecting confidentiality and privacy as part of their workplace violence and harassment prevention policy, employers should also take responsibility to:
Identify Warning Signs: Because people who experience family violence are more likely to report it to a co-worker than to others in the workplace, all employees should be educated and trained to help recognize the warning signs and risk factors for family violence, as well as steps to take when reporting is appropriate.
Establish a support network: Various workplace parties can offer support and assistance to employees experiencing family violence. Working together in a team which may include the supervisor, trusted co-worker, human resources, Employee Assistance Program (EAP) provider and union representatives may be a helpful approach to providing a supportive network. The employer may also be able to help connect the individual to services available in the area.
Develop or support a safety plan: Workplaces can help by supporting or creating an individualized personal and workplace safety plans to address the situation. Update the plans as circumstances change. Share the plans with anyone who needs to know about the situation in order to ensure safety. Safety plans may include:
[Adapted from: Making It Our Business (2014) from the Centre for Research & Education on Violence against Women & Children]
Refer: Seek expert advice for safety planning from your local women's shelter or the police. Threats of violence should be reported and emergency procedures should be clearly communicated to all employees.
(We have mentioned these organizations as a means of providing a potentially useful referral. You should contact the organization(s) directly for more information about their services. Please note that mention of these organizations does not represent a recommendation or endorsement by CCOHS of these organizations over others of which you may be aware.)