What: Partners with the Columbus Coalition Against Family Violence to offer assistance to employees who are victims of domestic violence.

Results: Employees are better educated about available resources, and victims get the help they need more easily and more quickly than in the past.

Domestic violence impacts every facet of a person's life--including his or her work life. "At the very least, the person is not going to be able to do his or her job," says Dan Conti, Ph.D., a psychologist and director of the employee assistance program (EAP) for JP Morgan Chase, the parent company of Bank One.

Over time, the worker's productivity suffers, and he or she is likely to miss work, says Conti. As a result, the worker often faces termination. "It's a pretty terrible situation that frequently leaves an informed manager or HR feeling helpless."

However, that scenario is less likely to occur at Bank One (www.chase.com) locations in Columbus, Ohio. That's because the company accepted an invitation from one of its customers to educate employees about domestic violence and help victims get the assistance they need. The customer was Abigail S. Wexner, founder and board chair of the Columbus Coalition Against Family Violence.

How It Works

A few years ago, the coalition helped Bank One launch a "Recognize and Refer" program at a local Bank One facility, and within months, the company began rolling out the program at its other Columbus facilities.

Using materials developed by the coalition, Bank One managers and HR professionals in Columbus are trained to recognize the signs of domestic violence and how to respond if they suspect an employee is a victim, or if the employee or a co-worker informs them of such a situation. They are instructed to make sure the affected employee knows that help is available by contacting the EAP, which then puts the employee in touch with the coalition. "The biggest message we want to give to managers is to refer," he says.

Conti says the coalition has a comprehensive, up-to-date database of local resources, enabling it to expeditiously obtain victims shelter, counseling, and other services. In comparison, EAPs in other cities often have to make countless phone calls searching for an opening at a shelter that can accommodate a victim's needs, including children. "It's like going through the Yellow Pages and trying to figure out what to do," Conti says.

Participating in the Columbus program was a "no-brainer," Conti says, because employees get the help they need; managers don't feel "helpless" anymore; and the coalition provides training materials, scripts for managers to use when encouraging victims to contact the EAP, information cards to distribute, and posters to display.

Conti says there's been a slight increase in domestic violence cases reported to the EAP in Columbus compared with other company locations. That, he says, is a sign that the company is doing a better job of identifying employees there who are victims, and employees are more aware of the services available to them. Since affected employees get help more easily and more quickly than in the past, they are more likely to get out--and stay out--of abusive relationships, he says.

In 2004, the American Psychological Association presented Bank One with a Psychologically Healthy Workplace Award for its willingness to embrace the program and for the company's proactive attitude toward keeping its employees safe.

What to Do

Conti offers the following advice for employers that want to provide assistance to employees who are victims of domestic violence:

Tap available resources. Although your EAP may not have the benefit of a comprehensive database of local resources like that of the Columbus coalition, the EAP is in a better position to assist victims than management or HR. "The EAP at least has a better set of phone numbers" to call, Conti says. If you don't have an EAP, he suggests that you encourage victims to call the National Domestic Violence Hotline at 800-799-SAFE (7233) or the United Way to find out about available services.

Provide training for managers. Teach them to understand possible signs of domestic violence, such as absenteeism, tardiness, a tendency to be emotionally distraught, and bruises and black eyes, Conti says. If they suspect that an employee is a victim, they should encourage the employee to contact the EAP for help with their situation "and then get back to the job of managing," he says.

Consider possible security threats. If you or your EAP suspects that an abuser may pose a threat by visiting the workplace, determine how best to protect the worker and other employees.