Typical discussions of workplace violence conjure up images of a disgruntled employee who acted out his or her hostility on other co-workers and/or supervisors. Seldom is the subject of domestic violence in the workplace included in these conversations, despite its distinction as a type of workplace violence.

Many experts feel this exclusion is influenced by a public perception that still views domestic violence or intimate-partner violence as private. Additionally, most employers, including fire service personnel, lack the knowledge and training to appropriately respond to domestic violence in the workplace. Furthermore, the idea of “one of our own” being the victim or perpetrator of such violence creates a dilemma for most fire service personnel. Such a situation contradicts the fire service community's expectation that firefighters are supposed to be rescuers and helpers, not the inflicters or sufferers of violence.

Despite these obstacles, the increasing spread of domestic violence in the workplace has made the issue a concern for employers throughout the United States. It's not uncommon for batterers to view the workplace as a threat to their control over their partner. This belief, combined with the fact that 70% of domestic-violence victims are employed, sets the stage for the intimate-partner violence to spread into the workplace. This places the victim and his or her co-workers at risk and represents a potential source of extensive trauma.

Violent statistics

Domestic violence is defined as a social problem in which one's property, health and/or life are threatened, endangered or harmed intentionally by a family member or significant other to coerce, control, revenge and/or punish. Domestic violence in the workplace refers to intimate-partner violence, a subtype of domestic violence. Forms of intimate-partner violence include battering, abuse or assaultive behavior on a person with whom the perpetrator is involved in an intimate relationship. The range of behaviors represented by these forms of intimate partner violence include:

1. Physical violence or harmful acts toward the actual person or his or her significant others, pets or property.

2. Verbal and behavioral threats to the person or his or her significant others, pets or property.

Intimate-partner violence can occur between spouses, former spouses, persons who share a child, and heterosexual or gay and lesbian couples who may or may not be together now. Intimate-partner violence occurs in all socioeconomic statuses, educational levels and ethnicities. However, differences in reporting its occurrence have been identified. These differences are attributed to educational levels and race.

Domestic problems spilling into the workplace isn't uncommon: 74% of battered workers were harassed at work by the batterer and 96% experienced problems at work due to abuse by a partner. Homicide is the leading cause of death for women in the workplace. In 2002, 1% of all workplace violent-crime perpetrators were intimates: current and former spouses, boyfriends and girlfriends. Of non-fatal workplace violence victims, 40% reported that they knew their offender.

Domestic violence in the workplace is a wellness, safety and business issue for employers. Absenteeism, high health-care costs, increased substance abuse and decreased job productivity are some of the common consequences of intimate-partner violence for the victim and perpetrator. It's estimated that domestic violence in the workplace costs U.S. employers from $100 million to $13 billion annually. This reflects the combined cost of tardiness; absenteeism; lost employment; and victims using time at work to call lawyers, doctors, counselors, family, friends and shelters because it's unsafe to do so at home.

Domestic violence in the workplace can take many forms, including stalking. For a fire department, this can involve the batterer showing up at the fire station or administrative offices, depending on the victim's duty assignment. The batterer may or may not become violent. He or she may or may not have a weapon. The batterer may call to harass and threaten the victim while on duty.

This will greatly affect a firefighter's or officer's ability to concentrate and perform the duties of the job. On an emergency scene, this can be detrimental to the safety of co-workers and citizens.

Firehouse intervention

A three-step approach is recommended for fire chiefs and their senior staff who desire to effectively address domestic violence in the workplace. This approach consists of prevention, protection and intervention. Such an approach helps to establish the department as a safe and confidential environment for firefighters facing this issue and serves to provide guidance for officers and personnel in recognizing and managing domestic violence regardless of the level or rank at which it occurs.

1. Prevention

   The object of the first step is to increase awareness about domestic violence and what can be done to prevent it, dispel common myths, and recognize basic warning signs displayed by both victims and batterers. General awareness and prevention training programs should be conducted first for commanding officers and supervisors, and then all department personnel. Awareness and prevention written materials for victims and batterers, which contain local numbers for obtaining help, should be displayed on bulletin boards throughout each station. The local domestic-violence response network within a fire department's municipality can serve as a resource for training and materials.

2. Protection

   The second step involves strategies for maintaining a safe workplace for all personnel. Fire departments should establish policies and procedures that outline the security measures that a department will undertake for protecting firefighters, as well as their co-workers, who may be the target of domestic violence. Such policies contain procedures for how firefighters with protective orders make fire departments aware of such orders, requirements regarding notification of law enforcement and necessary departmental personnel within the chain of command, and the departmental stance on obtaining protective orders depending on local and state laws and surveillance measures.

3. Intervention

   The third step entails strategies for assisting a firefighter who is the victim or perpetrator of domestic violence and for responding to an occurrence of domestic violence in the workplace. First, fire departments must establish department policies and procedures that commanding officers should follow for referring domestic-violence victims to services. Fire departments next must determine their policies regarding mandatory treatment for batterers, referral to services and requirements for continued employment.

Fire departments also must determine their policies regarding time off without penalty for court procedures and relocation to safe houses and shelters by victims. Policies concerning flexible schedules for firefighters who may be staying in safe houses are important, too. Often such facilities have mandatory curfews.

A department would do well to consult with domestic violence prevention/awareness advocacy groups to learn about available services, mental health providers that specialize with victims and perpetrators, and the best referral approach. Simply referring a firefighter to an employee-assistance program or mental-health provider may not be adequate if such professionals are unfamiliar with the dynamics and dangers of domestic violence.

Additionally, fire chiefs may employ the assistance of the local firefighter union. Unions have responded to this issue by establishing domestic-violence services to assist members with accessing lawyers, social services and obtaining protective orders; crisis intervention; and safety planning.

Although specific prevalence rates for the fire service don't exist, it's unlikely that the fire service is exempt from this growing workplace issue. It's not uncommon for firefighters to marry or date other firefighters or the relatives and friends of co-workers. This practice can create a challenge to managing such situations.

Fire departments can't afford to be reactive in their approach to this issue. They must provide clear guidelines for departmental personnel and commanding officers to follow in mitigating domestic violence in the workplace.

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Portia Rawles, Psy.D., serves as an assistant professor in the Doctor of Psychology program at Regent University in Virginia Beach, Va. Prior to becoming a licensed clinical psychologist, Rawles served 13 years with Norfolk (Va.) Fire and Paramedical Services, now Norfolk Fire and Rescue. She retired as a captain and continues to serve locally on the regional CISM team and consult with public safety agencies. Write to her at Regent University, School of Psychology and Counseling, 1000 University Drive, CRB 215, Virginia Beach, Va., 23464; or e-mail portraw@regent.edu.