36 claims on pp. 35–88 (fact 1, statement 20, evidence 14, conjecture 1).
Most larger organizations already have internal personnel who can help prevent violence.
Most larger organizations already have internal personnel who can help to prevent violence.
Many organizations offer Employee Assistance Programs (EAPs) that can provide counseling and support to employees experiencing distress.
Many organizations also offer Employee Assistance Programs (EAPs), which can provide counseling and support for employees experiencing distress.
One early step organizations may take is to evaluate the internal resources that may be leveraged during the BTAM process.
One early step that organizations may take is to evaluate the internal resources that may be leveraged during the BTAM process.
Once it is understood which resources are and are not available, organizations should improve their quality or availability and ensure necessary services are available when needed.
Once it is understood what resources are and are not available, organizations should take action to improve the quality or availability of these resources and ensure that necessary services and supports are available when needed.
Completing a resource inventory (see Figure 5) can help organizations identify which needs resources are designed to address, how often they are available and/or used, how well they address intended needs, any barriers or gaps in services, and what actions can be taken to enhance services.
Completing a resource inventory (see Figure 5) can help organizations identify which needs the resources are designed to address
Internal personnel resources can include workplace managers, human resource (HR) professionals, or an ombudsman, all of whom can mediate conflict.
These resources can include workplace managers, human resource (HR) professionals, or an ombudsman, all of whom can mediate conflict.
The sample gives three examples of resources organizations may use in the BTAM process. Organizations should complete this type of inventory to assess all of their available resources.
Organizations should complete this type of inventory to assess all of their available resources.
Figure 5 is a sample resource inventory with three examples: an Ombudsman (use low, quality good), an Employee Assistance Program (use moderate, quality excellent), and a Third-Party Vendor for Employee Services (use high, quality excellent). For each it records what needs the resource meets, use, quality, gaps or barriers, and an action plan.
This sample provides three examples of the types of resources that organizations may leverage during the BTAM process.
In the sample inventory, the ombudsman provides alternative dispute resolution, mediation, and peer support; use is low (seldom used, highly available) and quality good (employees report it helped resolve some disputes). Gaps are low awareness and most concerns going solely to management; the action plan is to promote awareness and education about the resource and process.
**Ombudsman** Provides alternative dispute resolution, mediation, and peer support. | **Low** Seldom used; highly available. | **Good** Employees who received services report they helped to resolve some disputes. | • Awareness is low. • Most concerns are solely brought to management. | • Promote awareness and education about this resource and process.
In the sample inventory, the EAP provides counseling for relationship, substance, and mostly personal difficulties; use is moderate (less than expected, limited free sessions) and quality excellent. Gaps are confidentiality concerns and perceived stigma; actions are to identify additional counseling resources, enhance education on availability and confidentiality, and promote a non-retaliation policy.
**Employee Assistance Program (EAP)** Provides counseling for difficulties with relationships, substances, and mostly personal matters. | **Moderate** Not used as frequently as expected; limited number of free sessions available. | **Excellent** Employees who used services report they helped tremendously. | • Some employees report concerns about confidentiality. • Perception of negative stigma (e.g., being treated differently or poorly due to treatment). | • Identify additional resources for counseling. • Enhance education regarding availability and confidentiality. • Promote policy addressing non-retaliation.
In the sample inventory, a third-party vendor assists domestic violence victims with mental health, finances, moving, lodging, and more; use is high with a finite number of contracted referrals, and quality excellent. Gaps are referral-only access via the BTAM team, limited referrals, and possible growth in need; actions are to audit budget and costs to consider renewing and expanding the contract and to evaluate supplementary community resources.
**Third-Party Vendor for Employee Services** Offers assistance to victims of domestic violence, including help with mental health, finances, moving, lodging, and more. | **High** Frequently used; contract allows a finite number of referrals. | **Excellent** Employees who have received services report they were highly beneficial. | • Only available via referral from BTAM team. • Limited number of referrals available. • Needs for services may increase due to growing workforce. | • Audit budget and costs to consider renewing and expanding contract with vendor. • Evaluate similar community resources that can supplement services.
Organizations must take immediate action if an employee is believed to be experiencing violence in a relationship.
Organizations must take immediate action if an employee is believed to be experiencing violence in a relationship
cite page 52 Step 4: Identify and Process Reports of Concerning Behavior
Organizations can provide victims with parking spaces near the door of the workplace building.
Provide victims with parking spaces near the door of the workplace building
cite page 52 Step 4: Identify and Process Reports of Concerning Behavior
Organizations can allocate funds for financial support to victims.
Allocate funds for financial support to victims
cite page 52 Step 4: Identify and Process Reports of Concerning Behavior
Organizations can grant victims flexibility in using sick days and personal leave.
Grant flexibility to victims for using sick days and personal leave
cite page 52 Step 4: Identify and Process Reports of Concerning Behavior
Organizations can offer relocation services to help victims move to a new residence.
Offer relocation services to help victims move to a new residence
cite page 52 Step 4: Identify and Process Reports of Concerning Behavior
The therapist says it is important to give victims a lot of voice and choice: give them the information, then let them make their own choices.
It's important to give victims a lot of voice and choice.
cite page 53 Step 4: Identify and Process Reports of Concerning Behavior
The therapist calls trauma-informed care the most successful strategy for managing IPV, using a nonjudgmental, recovery-oriented stance.
The most successful strategy is trauma-informed care
cite page 53 Step 4: Identify and Process Reports of Concerning Behavior
Anyone experiencing domestic violence can get help through the National Domestic Violence Hotline at 1-800-799-SAFE (7233) or by texting START to 88788.
help is available via the National Domestic Violence Hotline
cite page 53 Step 4: Identify and Process Reports of Concerning Behavior
A therapist who supports IPV victims says hearing the person out with a nonjudgmental stance gives them the space to talk about these things and allows for honesty.
It gives them the space to talk about these things and allows for honesty
cite page 53 Step 4: Identify and Process Reports of Concerning Behavior
Positive factors can include supporting personal, financial, and career goals, facilitating social connections, and participating in employee resources and interest groups.
These can include support of the individual's personal, financial, and/or career goals, facilitation of social connections, and participation in employee resources and interest groups.
A retailer's office offers tailored solutions for employees of concern, including relocation, mental health counseling, financial grants, and crisis intervention contracts.
offering tailored solutions to manage risk for employees of concern
In addition to EAPs, organizations can identify workplace mentors and peer support personnel to foster connections and can leverage external resources.
In addition to EAPs, organizations can identify workplace mentors and peer support personnel to foster connections, as well as leverage external resources.
The retailer's one-stop office offers worksite relocation for employees facing personal or professional problems, free mental health counseling and mindfulness apps, financial grants, and contracted clinical psychologists for crisis intervention.
This includes worksite relocation services for employees experiencing personal or professional problems (e.g., bullying or harassment at home or at work), free mental health counseling services and mindfulness applications, financial grants, and contracted clinical psychologists for crisis intervention services.
The retailer advertises these resources to employees so they know what is available and how to seek assistance.
These resources are advertised to employees, so they know what is available and how to seek assistance.
Over 70 million workers in the U.S. have access to an EAP, according to 2021 Bureau of Labor Statistics data.
Over 70 million workers in the U.S. have access to an EAP, according to data published in 2021 from the Bureau of Labor Statistics.
A security director at a major healthcare network tells employees not to wait for something to happen before engaging with the resources offered, such as five free counseling sessions.
We tell employees not to wait for something to happen to say something, but to proactively engage in resources.
cite page 86 Step 7: Promote a Safe and Supportive Organizational Climate
A security director at a major healthcare network said that for patients to be first, the organization needs a healthy workforce to care for people.
For patients to be first, we need to have a healthy workforce to care for people.
cite page 86 Step 7: Promote a Safe and Supportive Organizational Climate
The security director said the network offers resources to employees struggling with finances, stress, or depression, including five free counseling sessions to use as they need.
If someone isn’t feeling well due to finances, stress, depression, we have resources to offer our employees, including five free counseling sessions for them to use as they need.
cite page 86 Step 7: Promote a Safe and Supportive Organizational Climate
A key component of a positive organizational climate is ensuring employees feel heard, understood, and supported in the workplace.
A key component to a positive organizational climate is ensuring employees feel heard, understood, and supported in the workplace.
cite page 88 Step 7: Promote a Safe and Supportive Organizational Climate
Organizations can offer resources such as EAPs, professional development, mental health support, employee resource groups, and peer support programs.
This can be achieved through offering resources to aid employees in their personal and professional lives, including EAPs, professional development opportunities, mental health support, employee resource groups, and peer support programs.
cite page 88 Step 7: Promote a Safe and Supportive Organizational Climate
These resources can be effective tools to enhance employees' coping skills, mental wellness, and sense of connection to work and colleagues.
These resources can be effective tools to enhance employees' coping skills, mental wellness, and sense of connection to their work, their colleagues, and their organization.
Why inferred Hedged with 'can be effective'; classified as conjecture.
cite page 88 Step 7: Promote a Safe and Supportive Organizational Climate
Organizations can collaborate with resources already available in their broader communities to develop a well-rounded menu of resources.
Organizations can also collaborate with resources already available in their broader communities to develop a well-rounded menu of resources and opportunities.
cite page 88 Step 7: Promote a Safe and Supportive Organizational Climate
These characteristics of positive work environments can be cultivated through practices such as discussing office goals and values, practicing compassion and respect, offering praise for strong performance, checking in on employee well-being, facilitating social connections, and pursuing inclusivity and collaboration.
These characteristics can be cultivated through practices, such as discussing office goals and values, practicing compassion and respect, offering praise for strong performance, checking in on employee well-being, facilitating social connections, and pursuing inclusivity and collaboration.
cite page 88 Step 7: Promote a Safe and Supportive Organizational Climate
An HR professional says that if leaders do not act on survey results, people will stop sharing their thoughts and burn out.
If you don't, people will stop sharing their thoughts, and they will burn out.
cite page 88 Step 7: Promote a Safe and Supportive Organizational Climate
Another strategy for promoting a safe climate is to invest in employee resources.
Invest in employee resources.
cite page 88 Step 7: Promote a Safe and Supportive Organizational Climate
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