When Spheres Collide: Dealing with the impact of domestic violence in the workplace

The effects of domestic violence often extend beyond the home, impacting the employee at work and potentially compromising the safety of co-workers. In this session, experts will review legal obligations and best practices for addressing domestic violence in the workplace, focusing on the practical steps that employers and unions can take to support employees who experience domestic violence and ensure a safe work environment for all employees.

• Context: What constitutes domestic violence? How prevalent is domestic violence in Canada? What are some of the potential workplace implications of domestic violence?
• Recognizing domestic violence at work: How can employers, unions, and co-workers recognize when an employee is experiencing domestic violence? Are there specific behaviours or warning signs to look for? What steps should be taken by workplace parties if they notice warning signs of domestic violence, or if a worker discloses abuse? What type of language should be used when raising the issue? Should the term “victim” be avoided? How should employers, unions, and co-workers deal with the issue of denial in the face of warning signs? How can employers and unions conduct a risk assessment regarding domestic violence?
• Understanding legal obligations: What legal obligations are imposed on workplace parties to prevent, investigate, and respond to domestic violence in the workplace? How should the duty to ensure a safe workplace for all employees be balanced against an individual’s right to privacy?
• Workplace policies and safety plans: What are the key elements of a workplace domestic violence policy? What type of reporting, investigation, and follow-up procedures should be considered? What should be included in a workplace safety plan? Should a personal safety plan be developed if there is a known victim/survivor of domestic violence in a workplace? If so, what should parties consider including in such a plan?
• Appropriate resources: What type of alternative work arrangements might be appropriate for an employee who is experiencing domestic violence? Should workplace parties suggest or refer an employee to community resources that may be available? If so, how should employers and unions identify such resources?
• Education and training: What are some best practices for educating and training staff about domestic violence?
• Two employees, one workplace: What steps should be taken by the employer and union when two employees are involved in a domestic violence situation with each other? In what circumstances can an employer discipline the abuser?