As we are learning from the indefinite suspension of Ray Rice from the NFL, domestic violence often follows both perpetrators and victims from home and into the workplace.
In response this reality, the American Bar Association (ABA) recently adopted a Model Workplace Policy on Employer Responses to Domestic Violence, Dating Violence and Stalking.
While not legally required, the ABA encourages employers to enact formal policies on workplace responses to the problems of domestic violence, dating violence, sexual violence, and stalking violence. Besides directly impacting the parties involved, domestic violence can impact workplace morale, productivity and even an employer’s bottom line. In response to the public uproar over the tepid discipline originally meted out to Ray Rice, the Ravens football team and the NFL, after revisiting the violent acts so vividly recorded in the Atlantic City hotel’s elevator, significantly stiffened the punishment to meet the public’s reaction which was threatening to damage the League’s goodwill.
In support of the new model policy, the ABA provided the following statistics, which are likely eye opening for many business owners and executives:
According to a 2006 study from the U.S. Bureau of Labor Statistics, nearly one in four large private industry establishments (with more than 1,000 employees) reported at least one onsite incidence of domestic violence, including threats and assaults, in the past year.
The Department of Justice estimates that eight percent of rapes occur while the victim is working.
A nationwide survey found that 55 percent of senior executives believe domestic violence hurts their businesses’ productivity, 61 percent indicated that their insurance and health care costs increased due to domestic violence, 70 percent found their worker attendance affected by domestic violence, and 55 percent found domestic violence to be a cause of employee turnover.
One study found that 78 percent of abusers reported using employer resources in connection with an abusive relationship.
Employers have certain obligations to address domestic violence under state and federal law, such as investigating sexual harassment claims or providing disability accommodations to victims of violence. While not legally required to implement workplace policies addressing domestic violence, the voluntary adoption of such policies fosters a healthy and productive workplace.
The ABA’s model policy addresses a number of different issues, including the assistance available to employees who are impacted by violence, the creation of a workplace safety plan, the confidentiality protections in place, and the potential disciplinary action to employees who are perpetrators of violence. Employers are encouraged to work with experienced counsel to develop policies and procedures that meet their needs.
If you have questions about the ABA model policy or would like to discuss how your business can address domestic violence in the workpace, please contact me or the Scarinci Hollenbeck Labor and Employment attorney with whom you work.
Does Your Homeowners Insurance Provide Adequate Coverage?
Your home is likely your greatest asset, which is why it is so important to adequately protect it. Homeowners insurance protects you from the financial costs of unforeseen losses, such as theft, fire, and natural disasters, by helping you rebuild and replace possessions that were lost While the definition of “adequate” coverage depends upon a […]
Understanding the Importance of a Non-Contingent Offer
Making a non-contingent offer can dramatically increase your chances of securing a real estate transaction, particularly in competitive markets like New York City. However, buyers should understand that waiving contingencies, including those related to financing, or appraisals, also comes with significant risks. Determining your best strategy requires careful analysis of the property, the market, and […]
Fred D. Zemel Appointed Chair of Strategic Planning at Scarinci & Hollenbeck, LLC
Business Transactional Attorney Zemel to Spearhead Strategic Initiatives for Continued Growth and Innovation Little Falls, NJ – February 21, 2025 – Scarinci & Hollenbeck, LLC is pleased to announce that Partner Fred D. Zemel has been named Chair of the firm’s Strategic Planning Committee. In this role, Mr. Zemel will lead the committee in identifying, […]
Novation Agreement Process: Step-by-Step Guide for Businesses
Big changes sometimes occur during the life cycle of a contract. Cancelling a contract outright can be bad for your reputation and your bottom line. Businesses need to know how to best address a change in circumstances, while also protecting their legal rights. One option is to transfer the “benefits and the burdens” of a […]
What Is a Trade Secret? Key Elements and Legal Protections Explained
What is a trade secret and why you you protect them? Technology has made trade secret theft even easier and more prevalent. In fact, businesses lose billions of dollars every year due to trade secret theft committed by employees, competitors, and even foreign governments. But what is a trade secret? And how do you protect […]
What Is Title Insurance? Safeguarding Against Title Defects
If you are considering the purchase of a property, you may wonder — what is title insurance, do I need it, and why do I need it? Even seasoned property owners may question if the added expense and extra paperwork is really necessary, especially considering that people and entities insured by title insurance make fewer […]
No Aspect of the advertisement has been approved by the Supreme Court. Results may vary depending on your particular facts and legal circumstances.
Sign up to get the latest from our attorneys!
Explore What Matters Most to You.
Consider subscribing to our Firm Insights mailing list by clicking the button below so you can keep up to date with the firm`s latest articles covering various legal topics.
Stay informed and inspired with the latest updates, insights, and events from Scarinci Hollenbeck. Our resource library provides valuable content across a range of categories to keep you connected and ahead of the curve.
Does Your Company Need a Domestic Violence Workplace Policy?
Author: Scarinci Hollenbeck, LLC
As we are learning from the indefinite suspension of Ray Rice from the NFL, domestic violence often follows both perpetrators and victims from home and into the workplace.
In response this reality, the American Bar Association (ABA) recently adopted a Model Workplace Policy on Employer Responses to Domestic Violence, Dating Violence and Stalking.
While not legally required, the ABA encourages employers to enact formal policies on workplace responses to the problems of domestic violence, dating violence, sexual violence, and stalking violence. Besides directly impacting the parties involved, domestic violence can impact workplace morale, productivity and even an employer’s bottom line. In response to the public uproar over the tepid discipline originally meted out to Ray Rice, the Ravens football team and the NFL, after revisiting the violent acts so vividly recorded in the Atlantic City hotel’s elevator, significantly stiffened the punishment to meet the public’s reaction which was threatening to damage the League’s goodwill.
In support of the new model policy, the ABA provided the following statistics, which are likely eye opening for many business owners and executives:
According to a 2006 study from the U.S. Bureau of Labor Statistics, nearly one in four large private industry establishments (with more than 1,000 employees) reported at least one onsite incidence of domestic violence, including threats and assaults, in the past year.
The Department of Justice estimates that eight percent of rapes occur while the victim is working.
A nationwide survey found that 55 percent of senior executives believe domestic violence hurts their businesses’ productivity, 61 percent indicated that their insurance and health care costs increased due to domestic violence, 70 percent found their worker attendance affected by domestic violence, and 55 percent found domestic violence to be a cause of employee turnover.
One study found that 78 percent of abusers reported using employer resources in connection with an abusive relationship.
Employers have certain obligations to address domestic violence under state and federal law, such as investigating sexual harassment claims or providing disability accommodations to victims of violence. While not legally required to implement workplace policies addressing domestic violence, the voluntary adoption of such policies fosters a healthy and productive workplace.
The ABA’s model policy addresses a number of different issues, including the assistance available to employees who are impacted by violence, the creation of a workplace safety plan, the confidentiality protections in place, and the potential disciplinary action to employees who are perpetrators of violence. Employers are encouraged to work with experienced counsel to develop policies and procedures that meet their needs.
If you have questions about the ABA model policy or would like to discuss how your business can address domestic violence in the workpace, please contact me or the Scarinci Hollenbeck Labor and Employment attorney with whom you work.
Let`s get in touch!
Sign up to get the latest from the Scarinci Hollenbeck, LLC attorneys!
