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Responding to intimate partner violence in the workplace

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Abstract

Violence in the workplace has become an important issue for the modern-day security manager. The security manager continually faces a variety of threats that originate from within and beyond the confines of the workplace. As the workforce becomes more diverse, the security manager will face new issues. Increasingly, he or she is confronted with instances of intimate partner violence (IPV) at the workplace. The context of such threats creates unique circumstances in terms of how security personnel should respond. The security manager’s responsibility is evolving into areas that were once thought to be beyond the purview of his or her duties. Having knowledge of law that addresses workplace restraining orders, understanding liability as it relates to negligent security, and recognizing the characteristics of the workplace stalker can well serve the security manager when responding to IPV at work.

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Notes

  1. Ariz. Rev. Stat. § 12-1810; Ark. Code § 11-5-115; Cal. Civ. Proc. Code § 527.8 &527.85; Colo. Rev. Stat. 13-14-102(4)(B); Ga. Code Ann. § 34-1-7; Ind. Code§ 34-26-6; Nev. Rev. Stat. § 33.200-0.360; N.C. Gen. § Stat. 95-261; R.I. Gen Laws § 28-52-2; Tenn. Code §§ 20-14-101 to 109.

  2. According to Mullen et al (1999; 2001; 2009) there are five types of stalkers: (i) intimacy seekers; (ii) incompetent suitors; (iii) the resentful; (iv) the predatory; and (v) the rejected. The rejected stalker is the most likely to be encountered at the workplace. This type of stalking begins when intimate partners start to experience problems in their relationship. The rejected partner will then try to reconcile the relationship by following his former intimate partner. The stalker may follow his victim for purposes of revenge as well. The stalking behavior can be reinforced if the stalker experiences some type of pleasure by instilling fear or causing stress to the victim. A lot of these stalkers are dependent angry males who are dumbfounded and flabbergasted at the prospect of being rejected by women. These males may also have a grandiose and narcissistic view of themselves and their self-importance and feel as if they are entitled to whatever it is they desire (Hare, 1993; Lykken, 1995).

  3. For a complete listing of all requirements please see the following: Addressing Domestic Violence in the Workplace: A Handbook for Employers. The handbook is available at www.worksafebc.com/domesticviolence.

  4. 334 Ore. 342 49P.3d 773 (Ore. 2002).

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Authors and Affiliations

  1. Department of Sociology, Wayne State University, 2228 Faculty Administration Building, 656 W, 48202, Kirby, Detroit, MI, USA

    Dennis M Savard

  2. Department of Sociology, Anthropology, Social Work & Criminal Justice, Oakland University, 518 Varner Hall, 2200 N. Squirrel Road, Rochester, 48309-4401, MI, USA

    Daniel B Kennedy

  3. Forensic Criminology Associates, Troy, 48098-4835, MI, USA

    Daniel B Kennedy

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  1. Dennis M Savard
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Correspondence to Dennis M Savard.

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Savard, D., Kennedy, D. Responding to intimate partner violence in the workplace. Secur J 26, 249–263 (2013). https://doi.org/10.1057/sj.2013.15

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