By Hirschfeld Kraemer
The Equal Employment Opportunity Commission (EEOC) recently published Guidelines for employers to handle issues involving employees or applicants who are victims of sexual assault, domestic or dating violence, or stalking. Sadly, given the prevalence of domestic violence in our country, employers everywhere employ someone who has been or is currently subjected to domestic abuse – often times unknowingly. According to one study by the Bureau of Labor Statistics, 21% of full-time employed adults are victims of domestic violence. One state’s Department of Labor found that 75% of domestic violence perpetrators use workplace resources to express anger or remorse towards, check up on, pressure, or threaten their victim. Human resource managers may not face domestic abuse concerns in the workplace on a daily basis, but they should be aware that domestic violence or assault victims are afforded certain employee protections under federal and often state law. But given trends in workplace violence, the EEOC Guidelines just begin to scratch the surface of the issue.
Read the entire article on: The California Workplace Advisor
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