According to Buchbinder & Shanks 2012, I Love You…Forever case study, an assault transpired at the clinic, it involved an employee, Nurse Practitioner (NP) Nancy Masters, and intimate partner Joe, who later began stalking her. The author wrote that violence and death are a derivative of stalking. The case study focused on addressing the issue of intimate partner violence (IPV) in workplace and the employers’ response to an occurrence. It was obvious that the hospital needed to review and understand the institutions written guidelines, procedures, for emergencies. Healthcare organization and other affiliates it is important that they maintain and provider a safe environment for both its patients and medical personnel. The Human Resource
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Many of the services deal with dysfunctional behaviors, such as domestic violence, drug and alcohol abuse, and even financial counseling. The author states that this service is an added benefit to the organization because if the employee is able to manage their problem more effectively the rate of productively improves. The writer also suggest that employee who chooses to use these services either on or off the premises, will discover the added value that it actually provides. Therefore, it seem that the EAP program can reach IPV victims to help and assist them out of a violent situation. Thus, employers can play a vital role in helping the victims who suffer from IPV acts. Next, I will discuss what OSHA instructs employers how employers are to address domestic violence in the …show more content…
(2009), main points about FMLA are its provision of job protection and employer willingness provides flexible work hours. The findings in the authors report lends to the idea that the FMLA policy could be effective at supporting victim of IPV. This is an important factor to consider if there is a real effort behind helping the victims of IPV. This is an important benefit for an abused employee because For example, if a domestic violence occurs on the job, the employee work status will not change because of an IPV incident. Additionally, under such circumstance, the employer is very accommodating, with work schedule adjustments. The article suggests that the law, such as Family Medical Act (FMLA) is a gateway that can be utilized by the employer to help aide in assisting these workers. It further states that under the FMLA benefit the employee is entitled to use this benefit for extenuating circumstances, such as IPV. Lastly, I will briefly discuss gun
Many of the services deal with dysfunctional behaviors, such as domestic violence, drug and alcohol abuse, and even financial counseling. The author states that this service is an added benefit to the organization because if the employee is able to manage their problem more effectively the rate of productively improves. The writer also suggest that employee who chooses to use these services either on or off the premises, will discover the added value that it actually provides. Therefore, it seem that the EAP program can reach IPV victims to help and assist them out of a violent situation. Thus, employers can play a vital role in helping the victims who suffer from IPV acts. Next, I will discuss what OSHA instructs employers how employers are to address domestic violence in the …show more content…
(2009), main points about FMLA are its provision of job protection and employer willingness provides flexible work hours. The findings in the authors report lends to the idea that the FMLA policy could be effective at supporting victim of IPV. This is an important factor to consider if there is a real effort behind helping the victims of IPV. This is an important benefit for an abused employee because For example, if a domestic violence occurs on the job, the employee work status will not change because of an IPV incident. Additionally, under such circumstance, the employer is very accommodating, with work schedule adjustments. The article suggests that the law, such as Family Medical Act (FMLA) is a gateway that can be utilized by the employer to help aide in assisting these workers. It further states that under the FMLA benefit the employee is entitled to use this benefit for extenuating circumstances, such as IPV. Lastly, I will briefly discuss gun