Supporting Victims of Domestic Violence: A Tactical Blueprint

Unleashing the Power of Why

Domestic violence cases in which both the victim and abuser work for the same company are known as "dual employee" cases, and they are far more common than one might think.

When helping employers craft domestic violence policy for their workplace, I’m frequently asked if they should mandate the disclosure of interpersonal restraining orders involving their employees. There are a few factors that should always be considered.

Last Thursday morning, 31 year old mechanic Donald Geno reported to his job at Volushia County Fleet Maintenance in Daytona Beach, FL, likely believing it would be just another ordinary day at work. But all that changed when his co-worker Damian DeRousha came in to confront him.

Since Covid-19 lockdowns began in March of 2020, many companies have adjusted by offering “work from home” options for their employees, and some are now beginning to resume in-person business at stores, offices, and other facilities.

With the advent of the novel coronavirus (or COVID-19), many companies are choosing to let employees work from home in an effort to curtail the spread of illness.

Don’t miss Lynn Fairweather of Presage Training speaking at the 2019 Global Security Exchange Conference. Lynn Fairweather will provide a lecture on Assessing and Managing the Domestically Violent Employee on Tuesday, September 10th from 2 PM to 4 PM at McCormick Place in Chicago, IL.

Once again, it has happened in The Land of the Free. Again, several American families have lost a loved one, taken in a senseless act of targeted gun violence; this time, in a Chicago hospital.

The so-called “Boyfriend Loophole”, present in the gun laws of many states, refers to a gap in existing legislation which prevents someone accused of domestic violence or stalking from purchasing a firearm.

Many corporations rely on an EAP, or Employee Assistance Program, to identify and help employees with complex life issues that may impact their job performance.

As a threat assessment and management consultant, I often face the challenge of convincing employers to heed potential workforce “time bombs,” including those they can’t hear ticking just yet.

On Jan. 10 of last year, a young man named Esteban Santiago stood outside the door of a bathroom being used by his girlfriend in Anchorage, Alaska. When she did not emerge upon demand, Esteban proceeded to kick the door in with enough force to split its wooden frame.

As a threat assessment and management professional and as a survivor of domestic violence that included animal abuse, I encourage all my colleagues to familiarize themselves with the link between these two issues.

On July 29th, nineteen-year-old Allen Ivanov attempted to reconcile with his ex-girlfriend, but she refused. The next day he opened fire at a Seattle house party, killing her and several other young people who just happened to be in the wrong place at the wrong time.

Doing business globally creates a variety of challenges for multinational employers, but one of the most dangerous threats they face may also be the least obvious.

Nearly 3/4 of domestic violence victims work, and 74% of them report experiencing “spillover” such as harassment, assaults, and stalking in the workplace.

From a domestic violence perspective, this subject was a very dangerous individual even before he began shooting bystanders and co-workers. His intimate partner’s reports of assault, strangulation, alcohol abuse, and mental health issues were all red flags in regard to his violence potential.