Your employer (or supervisor) may be a source of assistance in dealing with domestic violence. So it may be helpful -- and even necessary -- to tell your employer or supervisor about your situation. However, before you ask your employer for help, think about what you specifically need.
You also should be aware that there is a risk that your employer may believe you must be fired to keep the workplace safe. Talk to a lawyer or an advocate at a local domestic violence program for more information. (See Community Resources)
Ask your employer to keep your situation as confidential as possible.
Be aware that there may be times when your employer may have to tell others (law enforcement, security, and co-workers) what you told him or her.
Tell your employer about the steps that you are already taking to keep yourself safe.
Ask for a copy of your employer’s policies.
Your employer or supervisor should be able to tell you about employment policies. Some examples of employment policies may include:
· Leave Policies. Your employer may have paid or unpaid leave policies (including vacation and sick leave). You may also be eligible for leave under the Family and Medical Leave Act if you or your child has a serious health condition.
· Disability Policies. Your employer may provide paid disability leave.
· Collective Bargaining Agreements. Some unions have adopted workplace violence or domestic violence policies. These policies may help you understand your employer’s policies about domestic violence.
· Sexual Harassment Policies. If your abuser is a co-worker or supervisor, and he or she harasses you or sexually assaults you at work, then your employer’s sexual harassment policy may provide you with help.
· Domestic Violence or Workplace Violence Policies. Some employers have adopted domestic violence or workplace violence policies that may be helpful to you. Check your employment policies.
· Flexible Work Schedules. Some employers can allow employees to vary their work schedule so that the employee can attend court hearings, medical appointments, and social service appointments. Make sure it is clear how much time and how often you can use the flextime, and whether the leave is paid or unpaid. Remain in contact with the human resource administrator throughout any absence.
Cart - empty 
