Domestic violence isn't always domestic. It comes to the workplace as lost productivity, excessive, employee depression, increased health costs and, in the worst-case scenario, as violence at the workplace. What starts as a private problem becomes an employment-law problem when:
- OSHA comes calling. Federal safety law requires employers to provide a safe workplace.
- Domestic-abuse victims suffer some psychological or physical harm. These may be serious health conditions that require or disabilities requiring ADA accommodations.
- Domestic violence between married or dating co-workers triggers sexual harassment charges.
Some state (register to read more)laws allow employees time off after domestic violence, even if their injuries aren't serious enough to trigger leave. Plus, 21 states allow people to collect unemployment compensation if they have to quit due to domestic viole...
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Beware hasty discipline for FMLA leave-takers
- Public employees and 'advocacy' speech: It's not protected if it's part of the job
- N.J. employer groups make commitment to improve wellness
- How to comply with new lactation break and facility rules