by Richard Prior
Staff Writer
Domestic violence and spouse abuse are spilling out of homes and flooding the workplace, causing American companies more than $5 billion each year.
“The number of cases is growing and growing,” said Pat Hill, a labor and employment attorney with Akerman Senterfitt.
Hill was one of several speakers at Wednesday’s Corporate Summit on Domestic Violence, put on by Verizon Wireless and held at the Adam’s Mark Hotel. Verizon was given a big boost by Hubbard House, which providedrepresentatives, handouts and items for sale that benefit the shelter.
“The misperception is that this is a societal problem, not a business problem,” said Chuck Hamby, regional public relations manager for Verizon. “That couldn’t be further from the truth. The people who are at this summit will see millions of statistics on productivity, absenteeism and the effect this has on co-workers.”
Since 1976, 32 percent of all women killed each year were victims of intimate partner homicide, according to information that Hill compiled and presented to the audience.
Additionally, between 1990 and 2000, workplace homicides tripled and became the leading cause of workplace deaths for women and the second-leading workplace cause of death in men.
And, according to a 1994 study,medical expenses from domestic violence totaled $5 billion or more each year. Businesses forfeit another $100 million in lost wages, sick leave, absenteeism and non-productivity.
“Domestic violence is often spilling over into the workplace,” said Hill.
So much of the problem has spilled over, said Hamby, that, “I guarantee you most employers or most employees are sitting within 20 feet of someone who’s been affected by it or is going through itthemselves right now.”
Around 35 different companies signed up for Wednesday’s summit, which was attended by more than 70 people.
“Verizon Wireless has several things in our human resources policy that are very progressive,” said Hamby. “We think that’s the wave of the future. We’re ahead of the curve.
“And these Jacksonville businesses that are here are also ahead of the curve. They’re looking at this issue from the forefront rather than the back end, trying to stem the tide of all the problems.”
In addition to Hill, speakers at the summit included University of North Florida president John Delaney; Dr. Vince Ober, president of the board of Hubbard House; Susan Lloyd, general manager of Clear Channel Communications; and Paul Vance, vice president of football operations for the Jacksonville Jaguars.
Panelists included Deborah Gianoulis, president of TV Verite; Paula Hicks, St. Vincent’s Health System; Brian Strong, with Blue Cross and Blue Shield of Florida’s Safety and Security Department; Cindy Persico with Corporate Care Works; Richard Margulies, also with Akerman Senterfitt; and Pete Jackson, the City’s chief community officer.
Also on the schedule were tennis star Mal Washington and Donovan Dariuso of the Jacksonville Jaguars.
“One of the keys, quite simply, is public knowledge or awareness of this problem,” said Delaney. “It does not have to go on. There have to be ways to remediate it, to attack it, to respond to it, to address it.”
Abusers are not restricted to those of a particular race, economic standing or geographic location.
“The only common denominator you tend to find, and it’s universal, is that the offender grew up in a home where there was domestic violence, spousal abuse,” Delaney said. “There’s a long lineage of evils associated with this disease.
“I can’t stress enough the hereditary — not the genetic — effect of this disease. Environmental exposure is a key indicator. Break that, and you save generations and generations from being exposed to it.”
Not only do employers have “an ethical and moral obligation” to protect their employees in the workplace, but several statutes and regulations require it, said Hill.
Employers should have policies in place to prevent all forms of harassment, not just violence, she said. The “negligent hiring” of a violent employee whose background was not thoroughly checked could result in a cause of action. An employer could likewise be held responsible for retaining an employee known to be violent.
Companies can take several basic steps to reduce risks to employees, said Hill.
• Train supervisors so they are aware of domestic violence and know how to approach employees about it.
• Place posters and brochures so employees know where to call for help if there is a problem.
• Establish a harassment policy.
• Establish and monitor an Employee Assistance Program.
• Review the pre-employment screening process.
“A CEO or a boss who doesn’t recognize there’s a serious problem is sticking his head in the sand,” Hamby said. “He’s doing a disservice to his shareholders; he’s doing a disservice to his employees. And he’s doing a disservice to his community.
“But this is our cause, and we’re committed to it.”