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Is Domestic Violence a Union Issue?

Like many of the other workplace health and safety issues that unions tackle for the benefit of their members, domestic violence is a serious, recognizable and preventable problem.

Domestic violence is a workplace issue and that makes it a union concern. And, like many of the other workplace health and safety issues that unions tackle for the benefit of their members, domestic violence is a serious, recognizable and preventable problem. Domestic violence affects a significant number of union members. One of three women in the U.S. reported being a victim of violence at the hands of an intimate partner at some time in their lives.

Many employers lack an understanding of the dynamics of domestic violence and react in non-supportive or even discriminatory ways when abuse becomes a workplace issue. Consider the following types of members’ needs and whether your union is prepared to respond:

• An abused member’s partner unrelentingly stalks him or her at work and the employer terminates your member to avoid a workplace security risk.
• A batterer repeatedly prevents a member from leaving the house in the morning and the member is on final warning for tardiness and absenteeism.
• That same member has no family in the area, no extra money to relocate, and no information about how to seek help.
• Another member goes to her steward explaining that she and her ex-husband, who is also a member of the union, work together at the same facility. She has received an Order of Protection requiring that he remain at least 500 feet away from her at all times.

For statistics on why domestic violence is a workplace concern, see Seven Reasons Employers Should Address Domestic Violence.

What Can Unions Do?¹

Some unions have adopted domestic violence as a part of their social justice and political agenda. Others have led the way by developing innovative educational materials and training programs, for union staff, officers and rank and file members. Model contract language has been drafted to ensure job security and to meet the needs of members affected by domestic violence.

Central labor councils and unions have passed resolutions in support of union efforts to fight domestic violence through education, collective bargaining and political action. Other unions have joined with domestic violence experts and elected officials in city and state governments to support legislative initiatives to expand protections and services for working women who experience domestic violence.

An early leader on this issue, the American Federation of State, County and Municipal Employees (AFSCME) and its International and Women’s Rights Department implemented a domestic violence awareness campaign for members in 1988. AFSCME and the Family Violence Prevention Fund created an important union resource guide, applicable to all unions.

More information: Domestic Violence: What Unions Can Do.

The Coalition of Labor Women (CLUW) has also taken a leadership role, focusing on convention resolutions, union education, contract language, political action, national conferences and a public education campaign. Click on each item below to explore some concrete information and ideas on what your union can do.

• Regional and National Initiatives
• Advocating for Policy and Contract Language
• Education Training and Support
• Finding a Balance: Responses to Members Who Abuse

Regional and National Initiatives²

Unions can lend their political influence and leverage to support local, state or national initiatives that make a difference for members affected by domestic violence. For example, some unions have testified at city government hearings to demonstrate their support for legal protections for working women who are abused.

Passage of union resolutions related to domestic violence at conventions, or other forums such as the central labor council or state AFL-CIO, give visibility to an otherwise invisible problem. Provisions can be written that include the following:

• Provide education to members, shop stewards, officers, executive boards, union staff about domestic violence
• Negotiate for job security and other related benefits for victims of domestic violence
• Support funding for community-based services for domestic violence victims
• Lobby for legislative initiatives to insure economic independence for individuals victimized by domestic violence

Advocating for Policy and Contract Language³

Negotiate contract language that is supportive to members dealing with domestic violence, including leaves of absence, transfers, worksite security, and paid time to attend court hearings.

For information on employer policies related to domestic violence, see Workplace Domestic Violence Policies.

Education, Training and Support⁴

For Members and Families

Make sure your Member Assistance Program and/or Employee Assistance Programs includes services for domestic violence and that union offices have information available about where to refer members for help. Developing a brochure and a resource directory for members with information about the dynamics of abuse and community resources will provide guidance for both members and their families.

For Steward and Officers

Include information on domestic violence in regular steward/delegate training or prepare special workshops for stewards on the workplace issues related to domestic violence. Stewards should offer to advocate to help the employee through a crisis, and to encourage the employer to make accommodations. Properly training union stewards and officers to assist employees when domestic violence comes to the workplace can make life easier for all union members trying to escape from abuse.

Finding a Balance: Responses to Members Who Abuse⁵

Unions have a difficult job. On the one hand, unions need to take a stand against domestic violence and communicate to members that violence, both at home and at work, is not acceptable. On the other hand, union stewards and officers have the Duty of Fair Representation – an obligation to represent all members including those who have performance problems related to abusive behavior.

Is it possible to do both, to send a message that domestic violence is not acceptable while representing an abuser’s job jeopardy situation?

Responding to Members Who Abuse at Work

When a member uses domestic violence against another member or employee while on the job, what steps would you take first? Stewards and officers have several things to consider when this type of situation arises. The Family Violence Prevention Fund suggests the following steps, in this order.

a) Consider the safety of all members

• Is anyone at risk of being attacked or is the abused member feeling threatened? Take action to protect the abused member or employee and other co-workers.
• Don’t rely on promises from the abusing member. People who abuse tend to deny the abuse and even if they intend to stop the abuse, they may still act violently.

b) Refer both parties

• Refer the abusing member for help to learn how to stop being abusive.
• Refer the abused member for resources to cope with the abuse and trauma. Community domestic violence services can assist in making a personal safety plan for the abused member and collaborate on workplace safety plans.

c) Check to see if the abused member needs any workplace advocacy

• Does the abused member need time to go to court or to a counselor?
• Has the abused member’s work performance been affected and is advocacy needed?
• Is the abused member being blamed for the situation and discriminated against as a result?
• Contact the member’s steward and offer whatever support is needed to help stabilize that person’s situation.

d) Fulfill your Duty of Fair Representation (DFR) responsibilities

• Remember that domestic violence is not a “fight” between two members. Although both members deserve representation, the abuser needs to know that his or her behavior is wrong and will not be tolerated.
• Remember that the abused member has a right to be free from violence and verbal abuse at work.
• Fulfill the DFR responsibilities, while emphasizing the need for the abuser to get help.

e) Make a statement

• Make a statement that the union does not support any type of violence for any reasons

Notes

¹ Urban, B.Y. & Wagner, K.C. (2000). Domestic Violence: A Union Issue. A Workplace Training Resource Kit for Unions. San Francisco, CA: The Family Violence Prevention Fund. (415) 252-8900.

² Adapted from Domestic Violence: A Union Issue. A Workplace Training Resource Kit for Unions.

³ Adapted from Domestic Violence: A Union Issue. A Workplace Training Resource Kit for Unions.

⁴ Adapted from Domestic Violence: A Union Issue. A Workplace Training Resource Kit for Unions.

⁵ Adapted from Domestic Violence: A Union Issue. A Workplace Training Resource Kit for Unions.