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OPTIONS FOR ACTION – BLUEPRINT FOR ACTION

OPTIONS FOR ACTION – BLUEPRINT FOR ACTION. Executive (CEO) Engagement. MAKING THE BUSINESS CASE Legal mandates Liability Employee engagement Corporate responsibility Economic equation / business cost. Managing the Workplace Environment. EMPLOYER RESPONSIBILITY FOR WORKPLACE SAFETY

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OPTIONS FOR ACTION – BLUEPRINT FOR ACTION

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  1. OPTIONS FOR ACTION – BLUEPRINT FOR ACTION

  2. Executive (CEO) Engagement • MAKING THE BUSINESS CASE • Legal mandates • Liability • Employee engagement • Corporate responsibility • Economic equation / business cost

  3. Managing the Workplace Environment • EMPLOYER RESPONSIBILITY FOR WORKPLACE SAFETY • Meeting legal mandates and acknowledge their value • Human quotient (employees) • Productivity (business) • Disclosure issues (for safety of co-workers) versus confidentiality • Security policy and plan • Should be clear and available to all employees • Example: Posting in common areas (as critical as “Exit” signs)

  4. Managing the Workplace Environment • DEVELOPING & IMPLEMENTING A COMPREHENSIVE DV POLICY • Defined accountabilities (HR, Legal, Security, EAP) • Incorporating all aspects of Workplace Violence • Integrating DV as part of Crisis Planning • Addressing the entire employee population • Includes part-time, transient and contract workers

  5. Managing the Workplace Environment • DEVELOPING & IMPLEMENTING A COMPREHENSIVE DV POLICY • Policy Implementation/Training • Clear identification of who is trained (senior HR executives, managers to what level) • Engaging the EAP in management consultation and training (how to deal with potential victims) • Policy review procedures (to keep up to date)

  6. Managing the Workplace Environment • POSITIONING THE EAP IN THE WORKPLACE • Promote use for all quality of life issues (to de-mystify it, make it accessible for DV victims) • Making EAP “present” and visible in the workplace (EAP personnel visiting, being “real people”) • Building more expansive relationships with the EAP • Who needs training? • Value of providing it?

  7. Managing the Workplace Environment • COMMUNICATION • Changing the way we speak about the issue; modeling the communication for the positive • Changing from speaking to the person with the “problem” to presenting healthy options/framing it as health promotion • Workplace wellness context • Communications process • How information gets to executives, managers, co-workers, employees • How conversation is taken to all levels and maintained

  8. Managing the Workplace Environment • COMMUNICATION • Promotional materials • More than the new employee handbook • Show value of EAP • Put DV resources in context of all EAP offerings • Increase frequency of promotion to employees

  9. Community Involvement • INVOLVING IN THE COMMUNITY • Integrate community-based/non-profit DV agencies into the resource mix • Part of the referral network • Part of the promotion (options offered to employee – EAP or the local DV shelter or agency) • Example: Poster could include both the employer’s EAP information plus Hotline number

  10. Collaborations • BUILD BROAD COLLABORATIONS WITHIN COMMUNITY • Local DV agencies • Law enforcement • Criminal justice system GOAL: MORE INTEGRATION OF EMPLOYER, EAP AND COMMUNITY RESOURCES

  11. Opportunities • Shared assessment tool, used by all EAPs and community providers, to address all concerns the EAPs are seeing – holistic assessment • Training on how to use it • Collaboration with community providers/agencies

  12. DATA FOR REFERENCE • Maine Dept. of Labor – study on perpetrators • Ref: If batterer is using work time to batter (texting, phone, computer, etc.), it is workplace theft of time and resources • Reeves, C.A. & O’Leary-Kelly, A.M. (2007), The Effects and Costs of Intimate Partner Violence on Organizations. Journal of Interpersonal Violence, 22(3), 327-344.

  13. DATA NEEDED • Data sharing between EAPs and employers • To track • Local and/or industry-specific DV incidence statistics (by zip code/geography) • Employer/EAP response should be appropriate to the population • Collaboration with SHERM for national surveys

  14. 30 DAY ACTION PLAN • Capitalize on new administration / moment of opportunity • Call Joe Biden • Enhance training for managers to include handling workers who are batterers as well as workers who are victims • Understanding EAP role and interface

  15. 30 DAY ACTION PLAN • Working Women’s Magazine – top 100 company survey – add a question regarding DV focus to survey • Would help encourage other companies’ involvement • 24 x 7 live answer for EAP hotline calls, not a recorded message

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