Material Listing

This brochure covers myths and facts about domestic violence in the workplace and offers tips for providing effective support to victims who are employees of small businesses.

Designed for Human Resources and Employee Assistance Professionals, this document outlines a helpful intervention approach for use with victims of domestic violence in the workplace.

Contents include:

1. Unions Respond to Domestic Violence
2. What Unions Can Do
3. How to Support a Member Who is Being Abused
4. What to Do When a Union Member is a Domestic Violence Perpetrator
5. Sample Union Contract Language
6. Sample Union Resolution
7. Sample Union Newsletter Article

Contents include:

• The Scope of the Problem
• Legal Issues for Employers
• Anti-Discrimination Laws
• State Law Remedies
• Additional Laws
• Action Steps to Address the Impact of Violence
• Preventative Plan of Action
• Specific Policy Recommendations
• Responding to Violence
• Ten Principles for the Workplace
• You Can Help Put an End to Violence Against Women
• National Organizations and Hotlines

"We have demonstrated that IPV workplace training is well-received and addresses a significant problem in the lives of employees and employers. The scope of the problem is dramatic and this research provides one of the first large sample demonstrations of the scope of the problem. Our finding that few IPV victims ever seek professional assistance further reinforces the need for preparing employees and supervisors to recognize and appropriately respond to IPV in the workplace."

"It is important to remember that associates' home lives can affect their performance at work, especially an issue like domestic violence...If an otherwise valuable member of your team has inexplicably become less productive or more frequently late/absent, it could be that something else is causing the problem. The information that follows will help you to recognize domestic violence in the workplace and know what to do if you find it."

"Specifically, it explores whether IPV victims and nonvictims differ in the number of work hours missed due to absenteeism, tardiness, and work distraction and the costs for employers from these missed work hours. The research involved a Web-based survey of 823 male and 1,550 female employees in three midsized organizations. Employees who reported lifetime IPV victimization, but not current victimization, missed more hours of work because of absenteeism than did nonvictims. Current victims, but not lifetime victims, were more likely to be distracted at work than nonvictims.

Topics include:

• Harassment-Free Workplace
• Safety and Health
• Time off Work
• Leave of Absence
• Business Conduct

This document includes measures that employers can take in order to create a harassment-free workplace and discusses how employees must also assume an active role in the prevention of sexual harassment.

Explains how familiarizing oneself with how certain behavior is perceived, how it makes others feel, and the results of the behavior, will provide the necessary cues regarding the difference between flirting and sexual harassment.

This guide reviews the law and sexual harassment and the actions victims may take. It also discusses the effects of sexual harassment and employer responsibilities.

The issue includes questions along with their answers to provide a foundation of knowledge about this topic along with practical tools.

The materials contained in this kit provide general information (This Kit should not be used as a substitute for an attorney's services). Contents in the kit include: Overview of Federal Law on Sex Discrimination and Sexual Harassment in the Workplace, Effective Complaint and Investigation Procedures For Workplace Sexual Harassment, Sample Letter to a Harasser and Sex Discrimination and Sexual Harassment Resource List.

This guide provides information on the legal aspect of sexual harassment in the workplace. Some of the questions included are:

• How much time do I have to file a lawsuit if the facts of my case support a legal claim for discrimination?
• What claims will not be recognized under (sexual harassment) discrimination laws?
• Who may be liable for sexual harassment discrimination?

It also includes guidelines for individuals considering bringing a sexual harassment claim.

This article lists several unwanted behaviors that may be considered sexual harassment and offers suggestions on how to confront and stop sexual harassment and harassers.

This article provides some examples of different kinds of conduct - verbal, visual or physical - and how those behaviors, if unwelcome, severe or pervasive, may constitute sexual harassment.

It also includes some statistics on sexual assault in the workplace.

"Our initial research agenda was published in 2002 to guide research through 2007, and it has been invaluable in directing all of our research efforts at the Injury Center. Over the past year, we updated and revised the agenda, reviewing research accomplishments to date and progress toward achieving the goals outlined in the original agenda."

This booklet introduces a new approach to helping victims of sexual violence. This approach, called the victim-centered 'Sex Offender Containment Model', may be a significant change in the way many do advocacy work.

"The report is partly born out of outrage about the inexcusable acts that these people have been subjected to and the damage inflicted upon their lives. It demonstrates why it is imperative to make immediate care available, and truly accessible, for those who have been sexually assaulted. MSF hopes that this report will inform and inspire health officials, aid workers and others who should be involved in providing such support."

This document provides information to prosecutors on assisting immigrant victims of domestic violence. The document suggests prosecutors collaborate with community-based domestic violence and immigrant service organizations to provide services to immigrant women.

This guide for law enforcement officers provide information about language and cultural issues faced by immigrant women, and immigration laws and services available for immigrant women. The guide also includes suggestions for responding to immigrant victims of domestic violence.

This guide for advocates provides guidance on collaborating with immigrant and community agencies to effectively respond to the unique needs of battered immigrant women.

The report emphasizes cultural relevancy in batterer intervention programs.