Domestic Violence: How Unions Can Help

Domestic violence is a workplace issue that affects a significant number of union members and that makes it a union concern. One out of three women in the U.S. reported being a victim of violence at the hands of an intimate partner at some time in their lives.

Domestic violence raises issues for the union:

• An abused member's partner unrelentingly stalks her at work and the employer terminates your member to avoid a workplace security risk. A study of domestic violence survivors found that 74% of employed battered women were harassed by their partner while they were at work. 
• A batterer repeatedly prevents a member from leaving the house in the morning and the member is on final warning for tardiness and absenteeism. 
• Another member goes to her steward explaining that she and her ex-husband, who is also a member of the union, work together at the same facility. She has received an Order of Protection requiring that he remain at least 500 feet away from her at all times.

Domestic violence is a performance and productivity concern.

• In one study of batterers, 41 percent had job performance problems and 48 percent had difficulty concentrating on the job as a result of their abusive behaviors. 
• Thirty-seven percent of women who experienced domestic violence reported that the abuse had an impact on their work in the form of tardiness, missed work, keeping a job, or career promotions. 
• The Centers for Disease Control and Prevention estimates that the annual cost of lost productivity due to domestic violence equals $727.8 million, with more than 7.9 million paid workdays lost each year.

Negotiate and Advocate

• Negotiate contract language that supports members dealing with domestic violence, including: leaves of absence, transfers, worksite security, and paid time to attend court hearings. 
• Work with the human resources department to ensure that procedures are in place to protect members from domestic violence in the workplace. 
• Support local, state and/or national initiatives that help members victimized by domestic violence, especially initiatives that increase funding for community-based services.

Educate Your Members

• Distribute brochures with information about the dynamics of abuse and community resources. 
• Include information on domestic violence in regular steward/delegate trainings or prepare special workshops for stewards on workplace issues related to domestic violence. 
• Independently, or in cooperation with the employer, sponsor workshops about domestic violence. 
• Be sure all members have information about where to refer other members for help. 
• Make a statement that the union does not support any type of violence for any reason.

Responding to Members Who Abuse At Work

It is the employer's responsibility to provide a safe working environment. However, in situations such as discipline or job jeopardy, the legal Duty of Fair Representation may cause the union to offer assistance to perpetrators. Remember, domestic violence is not a "fight" between two members. Although both members deserve representation, the abuser needs to know that his or her behavior is wrong and will not be tolerated. See the publication, Domestic Violence: What Unions Can Do, pp. 12, 13 for more information.

Publications:

• Domestic Violence: What Unions Can Do 
  
  
• Domestic Violence: An AFSCME Guide for Union Action 
  
  
• La Violencia Doméstica: Una Guía de AFSCME
  
  

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Last updated 6/2006