Maine Notice to Quit

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					Relationship Abuse &
   The Workplace
         A Training for
University of Maine Supervisors
        and Responders

            Presented by the Maine
            Coalition to End Domestic
            Violence, Spruce Run, and
            the Safe Campus Project
            Workshop Agenda

   Dynamics & Effects of Relationship Abuse
   Understand the Employee’s Experience
   Relationship Abuse Policy Review
   Community Resources
   The Workplace Response –
                  See It, Say It, Plan For It
   Case Scenarios

      What Is Relationship Abuse?
   A pattern of coercive and/or abusive behaviors that
    serves to exercise control and power in an intimate
    relationship, and can be physical, sexual,
    psychological, verbal and/or emotional.

   Occurs between people of all racial, economic,
    educational, and religious backgrounds.

   Occurs in heterosexual and same-sex relationships,
    between married and unmarried partners, current
    and former partners, and between other family and
    household members.

               Maine Statistics
   31% of American women report being physically or
    sexually abused by an intimate partner during their
    lifetime (Commonwealth Fund Survey, 1998)

   In 2004, over 14,000 people received services from
    the domestic abuse projects of the Maine Coalition
    to End Domestic Violence; 97% are women and

   Domestic abuse homicides continue to account for
    50% or more of all homicides in Maine

Domestic Violence Homicides in
      Maine 1990- 2005
(intimates, family members, & bystanders)

            Domestic Violence Homicides 1990-2005 (All)

    60                                                    Women (93)
    50                                                    Children (36)
    40                                                    Men (28)
         Women (93)     Children (36)   Men (28)

Intimate Partner Homicides in Maine

          Intimate Partner Homicides 1990 - 2005 (counting
                       intimate partners only)



    60                                                  Women (82)
    40                                                  Men (8)


            Women (82)                Men (8)

Domestic abuse doesn’t
 stay at home when a
victim or abuser reports
        to work.

Key Findings – Offender Study
   78% were using workplace resources
    including company car to check up,
    harass, and threaten

   75% of supervisors knew of offender’s arrest
    but only 16% reminded that DV is crime;
    18% bailed out offender

   74% reported easy access to the intimate
    partner’s workplace
    Key Findings – Offender Study

   48% reported difficulty concentrating due to

   19% of offenders had a workplace accident
    or near miss

   15,221 hours of work time were lost to Maine
    employers due to arrests of 70 men in study,
    equaling over $200,000

     Key Findings – Survivor Study
   98% of domestic abuse survivors reported
    difficulty concentrating due to domestic

   83% were harassed at work by abuser with

   78% reported being late to work as a result
    of the abuse

   47% assaulted before work
     Key Findings – Survivor Study

   46% reported abuser stalked at workplace

   23% of abusers violated order by contacting
    victim at work

   13% reported abuser assaulted at work

   60% of domestic violence victims/survivors
    lost their job (43% fired, 57% quit)

        A victim’s job
is a particular target for the
abuser because it is both a
   real and perceived loss
          of control

          OSHA Requirements
   OSHA requires employers to keep a
    workplace free from recognized hazards
    (General Duty Clause 5(a)(1))

   OSHA standards require an emergency
    action plan to cover such emergencies as
    external threats to employees, such as
    workplace violence (Standard 1910.38

                    Leave Time
   Employment Leave for Victims of
    Violence – Maine law
    Employers must grant reasonable and
    necessary leave from work if an employee or
    employee’s daughter, son, parent, or spouse
    is a victim of domestic abuse, sexual assault,
    or stalking.

    26 MRSA § 850

        Unemployment Benefits
   Unemployment Compensation
    Disqualification Clause

    An individual who voluntary leaves work
    may not be disqualified from receiving
    benefits if the leaving was necessary to
    protect the claimant from domestic abuse
    and the claimant made all reasonable
    efforts to preserve the employment.

    26 MRSA §1193(1)(A)(4)

         Unemployment, cont.
   Unemployment Compensation
    Misconduct Clause
    Misconduct may not be found solely on actions
    taken by the employee that were necessary to
    protect the claimant or an immediate family
    member from domestic violence if the employee
    made all reasonable attempts to preserve the
    employment. 26 MRSA §1043(23)(B)(3)
For more information contact:
   Maine Unemployment Benefits Division at (207) 287-3805

    or an Unemployment Call Center at 1-800-593-7660
          Risk Analysis
        Stay       Leave
Killed                     Safety Planning
Injured                Support system
Lose job               Family, friends, clergy,
Child abuse            Hotline – Support group
Lose children          Money – Job
Depression             Safe place to go
Lose self-esteem       Protective Order
Poverty                Police
                        Accurate information
                       Transportation
Substance Abuse        Childcare
                       Documents
          Domestic Abuse Is Not:
   Loss of control
       Abusers choose various tactics over the course of time
        to assert and maintain control over their specific targets
   Anger
       An emotion – not an action
   Substance abuse
       An additional, exacerbating problem
   Personal, financial, or work stress
       Common experiences – resulting actions vary widely
   Bad childhood
       Common experiences – resulting actions vary widely
   Poor communication skills
       Abusers often communicate with great clarity
             Spruce Run Services
   24-hour helpline              Confidentiality
   Crisis intervention           Volunteer programs
   Safety Planning               School-based
   Advocacy                       education
   Support groups                Specialized training
   Emergency shelter             Consultation
        Placements for pets      Public awareness &
   Transitional housing           education
   Children’s services           Collaborative projects
                                  Referral to Batterer
     24 hours call:                Intervention Projects
      Rape Response Services
   24-hour helpline         Volunteer programs
   Crisis intervention      School-based
   Safety Planning           education
   Advocacy                 Specialized training
   Confidentiality          Consultation
                             Public awareness &
     24 hours call:          Collaborative
    1-800-310-0000            projects

Employee Assistance Program
   Free resource for faculty, staff, graduate
    students, retirees, and household members
    (6 sessions/year)
   Confidential
   Assessment, short term counseling & referral
   Management consultation

        For confidential appointment:
       call 581-4014 or 1-877-EAP-3315
        Safe Campus Project
   Free confidential resource for anyone
    affiliated with U Maine
   Support, information, and referrals
    regarding relationship abuse
   Available during business hours
   Training and consultation
             Contact: 581-2515
            RA&WorkplacePolicy.htm          23
               The Executive Order

 Governor John E. Baldacci issued an
Executive Order that recognizes the
State’s obligation as an employer to
provide special assistance to victims
of domestic violence, sexual assault,
and stalking.

View the Relationship Abuse and
the Workplace Policy at:

View the List of Responders at:
                         Policy Goals

1.   Create a supportive workplace
         Provide assistance to victims: male & female
         Provide assistance to, and/or disciplinary
          action against perpetrators

2.   Offer training on recognizing and
     responding to relationship abuse

3.   Send a clear message that domestic
     violence, sexual assault and stalking
     will not be tolerated in the University
The University will maintain the confidentiality
  of an employee’s disclosure unless
  individual :
      signs a release of information,
      indicates threat of harm to self or others,
      indicates abuse of minor or elder; or
      there is a valid court order that requires
If further disclosure is necessary, and
   whenever possible, notice will be given to
   the affected employee

         Responder Role
1.   Support and assist individuals to:
        Weigh workplace options and associated risks
        Discuss possible next steps
        Access information about available resources
         and services

2.   Consult and share disclosures with Safe
     Campus Project Coordinator

3.   “If there is imminent danger to anyone in
     the workplace, the Responder will notify
     UMaine Police.”
                  Co-Workers’ Role

   Consider contacting a Responder to
    discuss the concern
   Offer help not judgment
     1.   Refer victim to Safe Campus, EAP, law
          enforcement, Spruce Run

     2.   Encourage victim to seek assistance
          regarding personal safety issues
              The University’s Response
              and Assistance to Victims

1.   Refer to appropriate services: Safe Campus,
     EAP, law enforcement, Spruce Run
2.   Assess need for leaves of absence, changes in
     work environment or hours. Provide
     information about benefits, insurance, leaves,
     changing pay arrangements, unemployment
     benefits, etc.
3.   If any person is suspected to be at immediate
     risk in the workplace, contact UMaine Police.
4.   Engage in collaborative workplace safety
     planning                                   30
               Performance Issues

“When an employee confides that job
 performance or a conduct problem is
 caused by relationship abuse, referrals and
 assistance should be offered in accordance
 with this policy.”
“Nothing in this policy alters the authority of
  the University to establish performance
  expectations, counsel employees, impose
  discipline, reassign duties, place an
  employee on leave, or take other action as
  it deems appropriate.”
                Response to Abusive
1.   The University encourages perpetrators to
     voluntarily seek assistance from EAP and or a
     local Batterer Intervention Program
2.   If any person is at immediate risk in the
     workplace, or know or suspects that someone
     is, s/he should contact UMaine Police
3.   Supervisors make disciplinary decisions on
     case by case basis in consultation with
     Human Resources
                 Cautions to Abusive

Employees may be subject to
 disciplinary action for the following
   On duty: using University resources to
    commit an act of relationship abuse

   Off duty: abuse that has a nexus to one’s
    employment with the University (determined
    on a case-by-case basis)
                       Court Orders

Employees who have court action against
  him/her must disclose to UMaine Police
  any order for protection from abuse or
  harassment, or any condition of bail or
  probation that includes:
  1.   Conditions that may interfere with the
       employee’s ability to perform job duties; or
  2.   Prohibit/limit contact with other members of the
       University community e.g. employees, students);

Failure to disclose the above may result in
    disciplinary action.
             When an Employee is

   Concerned co-workers should speak with a
    Responder or Human Resources personnel --
    NOT confront the co-worker directly

   Responders should share the disclosure and
    consult with Safe Campus Project

Resources for Abusers

  Batterers’ Intervention
      Program (BIP)

    The Acadia Hospital
     Telephone: 973-6100
   Toll Free: 1-800-640-1211

  The Workplace
Response to People
Affected by Abuse:

       See It
        Say It
     Plan For It!
                 See It!
         Things you may notice

   Unexplained bruises
   Distracted
   Repeated, upsetting phone calls
   Anxious, upset, or depressed
   Fluctuation in quality of work
   Absenteeism or tardiness
   Fluctuation in availability

                 See It!
         Things you may notice

   Needs to leave right on time
   Partner visits work a lot
   Inappropriate clothing/heavy makeup
   Becomes isolated from co-workers
   Concerns about money
   Chronic fatigue

       Make No Assumptions

   These things may be signs of many things

   It is important to make no assumptions

   Reaching out invites disclosure and an
    opportunity to be helpful

               Say It!
       How to Talk to Employees

   Your role is to listen, facilitate
    workplace safety planning, and refer
    to a help source

   Your role is not to become overly
    involved and be that person’s

         Consider the Setting

   Ensure you have adequate time

   Have conversation in a private place
    to protect confidentiality

   Be prepared

   Do not pressure employee to disclose what is
   As appropriate, review workplace options and any
    next steps
   Offer referrals
   Respect employees’ choices
   Protect confidentiality
   Utilize resources: Safe Campus Coordinator, Spruce
    Run, Rape Response, EAP and Human Resources
   Take care of yourself

      Start a Conversation: Be

   “I’m concerned about you. I noticed
    how anxious you were when you came in
    this morning. What can I do to help?”

   “You’ve been so distracted lately, and
    have been upset when you get here in
    the morning. I’m here if you need to talk.”

       Reference What You See

   “I’ve noticed you get a lot of phone calls
    that seem to upset you. I’d like to help.
    What can I do?”

   “I’m concerned about you. You’re
    always so organized, but the last couple
    of times we’ve worked together you’ve
    been so distracted. I’m here to support
    you if you need to talk about anything.”
      Respond to What You Hear
   “I’m sorry this is happening to you.”
   “You sound scared, worried, overwhelmed…”
   “What can I do to help?”
   “There are places you can call to talk about
    the things you are going through.”
   “Calling Spruce Run has been helpful for
    others, perhaps it would help you, too.”
   “Do you know about the University’s policy?
    There may be options available that would
    help you.”
            Helpful Questions
   “Have you talked with your supervisor, Spruce
    Run, Safe Campus…?”
   “You seem reluctant to talk with them. What
    stops you from contacting them?”
   “Would you like me to go with you to ____?”
   “Are there particular things you would like the
    University to do for you?”
   “Are there particular things you would not like
    the University to do?”
Workplace Safety Planning

  A strategy developed in
collaboration with the person
affected by abuse to identify
 and implement workplace
        safety options

       Workplace Safety Basics
   Workplaces can put security measures in
    place to increase employee safety, as
    outlined in policy

   Abused employee’s knowledge of abuser
    should drive workplace safety plan

   Be aware that leaving an abuser is the most
    dangerous time for the person being abused

   Refer to Spruce Run for personal safety
    planning assistance
      Workplace Safety Plans
   Sometimes are simple and invisible

   Sometimes are extensive, developed
    collaboratively with the employee and:
      Spruce Run
      Safe Campus Project
      UMaine police
      EAP
      Supervisor
      Human Resources
      Coworkers

What safety and support
 measures might help
   someone in your

    Workplace Support Options
   Referrals
   Time off, flex time, or shift change
   Information regarding employment
   Information regarding changing
    insurance or pay arrangements
   Collaborative planning
   Privacy and time for calls to get help
    Workplace Safety Options
   Cell phones

   Providing parking close to building or
    police escort to vehicle

   Develop protocol for what to do if abuser
    should appear at work site

   Explore alternate work sites
     Workplace Safety Options
   Review employee’s exposure in the building
       Prevent employee from sitting with back to doors,
        lobbies, or street level windows
       Identify exits

   Include potential barriers in work space such
    as desks, bookcases, furniture

   Explore possibility of a PFA with workplace on
    the order
           Case Scenarios
1.   What, if any, “red” flags do you see?
2.   What is the person seeking from you?
3.   What additional information do you
4.   What would your initial response be?
5.   What support and safety options, if
     any, might be considered in this
                Thank you!
Carey Nason, Safe Campus Project

David Scheidt, Office of Human Resources

Francine Stark, Spruce Run Association
    945-5102 – administration


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