Dealing With Employees With A Partner (or Former Partner) Causing Issues At Work... FIRE THEM!

EDMONTON, Alberta - June 26, 2017 - PRLog -- Most of us have heard of someones former partner or current partner having trust issues and showing up at their place of work. They may just lurk around or maybe cause a scene or worse. It is a problem in society that used to be ignored. The employee could have evn lost thier job.

As new times are upon us as employers, it is important to understand the complexities of partner abuse. It could be either party in a relationship causing the problems and doing the stalking. Many people still associate this with a male stalking a female at their place of work and elsewhere but the truth is, it can be either on and it needs to be taken seriously.

Companies and managers should have a policy in place which protects the victimized employee in the case of such situations. Supervisors or manager should have resources availble in the break room or at least in the human resources or managers office which can be provided, in confidence to the employee in distress. The employee should not feel that their job is at risk as the result of someone elses actions. They are a victim and should be supported.

By standing by and ignoring this problem, the silence will give the other party a sense that the actions are acceptable by the employer and can escalate further. The employer can step in and contact local law enforcement to have an order that the offending individual not be allowed near the place of employment. This will help in protecting the victim, give that person a safe zone and potentially protect the other employees and clients / customers.

If taking that action, ensure that the employee and other party understands that it is required to ensure the workplace is a safe zone for everyone and that the victim has no say in the action being taken by the management or company with that issue. This takes the blame off of the shoulders of the employee.

At that point the employee should know that their job is safe and that the company will support them if they need to make changes in their life in dealing with the problem. If the company does have multipole locations, it may be an option to offer a poistion at another location if they need to change their geographical location but that would be up to the employee and is a support system, not a punishment.

If you are an employer and would like more information about developing a company strategy I suggest talking with your local agencies dealing with abuse victims as they can offer great insight and resources to you in developing your program.

By taking proactive steps and informing your employees about the policies and support system, you are showing your employees that you care about their health and safety. You are raising moral by ensuring employees that they are valued as individuals and not just employees. You provide a readily available support system and access to help for anyone in that situation which could save one or more lives.

Sometimes, victims do not feel that they are being supported and taken seriously. This shows them that it is ok to reach out. I know from experience with a female stalker I had around 2010. I lived in a condo highrise and my stalker lived a few floors below. She would watch the buildings security cameras and know when I was leaving or returning home, meeting me in the hallways and such. No matter how many times I would try to sneak into my own condo without her knowing, she seemed to know. As a male with a female stalker, it was taken less seriously. When I had fallen asleep on my couch one evening watching a hockey game, I awoke and she was in my livingroom, sitting on the floor next to the couch. She had one hand holding mine and her other hand was stroking my face. I freaked out and she ran out.

The RCMP did attend at my request and they clearly told me that I must have led her on or something and that if they were to take action, the Crown Prosecutor would not follow through with charges anyways. I moved and was lucky enough to never hear from her again.

Regardless as to the sex of either party, this needs to be taken as a serious issue. There are days lost of work due to spousal abuse and or stalking, lost productivity and efficiency, risk of injury to that employee and others among other associated costs of not supporting your staff when they are in need. Again, crisis support organizations in your community can help you in developing programs to protect your employees and to promote the workplace as a safe zone.

As a moving company, we do see the benefits of services being out there. We often have clients who require "emergency move out services" and we have proceedures in place such relocations. These are designed to help the victim remain safe during the move and after the move. Care about your employees and customers and they will care about your business. A win win for everyone.

http://www.canadianrelocationspecialists.com

https://vimeo.com/174598795