When domestic or intimate partner violence (DIPV) enters the workplace, everyone feels the negative consequences. By taking action through policies, practices, public education and good corporate citizenship, your workplace will be modeling values that show concern and respect for the individual. By supporting employees dealing with the impacts of DIPV in the workplace, you will be creating a safe, respectful and healthy environment. Healthy workplaces are known to foster high employee morale and contribute to staff efficiency and productivity.
In 2018, new legislation came into effect under New Brunswick’s Employment Standards Act requiring that employers provide certain leaves for their employees who have been impacted by domestic, intimate partner or sexual violence. In April 2019, the New Brunswick Occupational Health and Safety regulation pertaining to workplace violence and harassment came into effect, requiring employers to take precautions to ensure every worker has a healthy and safe workplace that is free of violence and harassment, including sexual violence, intimate partner and domestic violence that may affect the workplace. Risk assessments and the development of codes of practice are now required under the Occupational Health and Safety Act and regulations.
The toolkit is intended to provide employers, unions and employees with information and resources to recognize and respond to situations in which DIPV enters the workplace. It is applicable to unionized and non-unionized workplaces, business owners, management, and employees. It can be used in large and small businesses, in rural and urban workplaces, across all sectors of industry.
It’s Your Business will:
- Educate and raise awareness of the need for early intervention in situations where domestic or intimate partner violence (DIPV) may have an impact on the workplace;
- develop practical, flexible training tools that will help employers deal with the impact of DIPV on the workplace;
- strengthen the relationship between business and community;
- promote practices, policies, and procedures that support victims of DIPV in the workplace;
- help create safer and healthier work environments;
- support businesses, large and small, in meeting their social responsibility to prevent DIPV from spilling over into the workplace.