Developing a Domestic Violence Policy: Legal Considerations to Protect Your Employees and Workplace

Event ID:12725

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CD Only                 $349.00 includes recorded presentation, slides, and Q&A
Duration: 90 minutes including question and answer session.
Presenter(s): Nathaniel M. Glasser, attorney at law
Price: $349.00, CD includes full audio presentation, question and answer session and presentation slides. CD option is subject to a $5.95 handling charge.
CE Credits: This program has been approved for 1.5 general recertification credit hours toward PHR, SPHR, and GPHR recertification through the HR Certification Institute.
Who Should Attend? HR, managers and supervisors, financial officers, in-house counsel, trainers, CEOs

As more and more high-profile incidents of domestic violence are being covered by the media, its adverse effects on the workplace are gaining deserved attention from employers and lawmakers. According to the Bureau of Labor Statistics, 21 percent of work-related homicides of women, and two percent of work-related homicides of men, are caused by a relative or intimate partner, showing that a significant number of instances of workplace violence have domestic origins. Abuse outside of the workplace can lead to an employee’s lost productivity and time as well. Twenty-two states - including New York, New Jersey, Massachusetts, California, Illinois, and Florida – and the District of Columbia now have enacted laws that expressly provide victims of domestic violence with either leave or protection from discrimination, or both. A number of other states and municipalities provide leave or other benefits that victims of domestic violence can take advantage of. Employers and their counsel should be aware of the various laws that may impact workers who are victims of domestic violence, as well as strategies and legal obligations to both support those employees and prevent violence in the workplace.

Please join Nathaniel M. Glasser as he covers the effects of domestic violence on the workplace, and how what once was viewed as a “private,” at-home matter is a critical issue for employers and their counsel. He will address the employer’s various legal obligations not to discriminate against victims and to maintain safe workplaces, or face legal liability and will guide you in developing a policy that meets your organization’s needs.


During this presentation, Mr. Glasser will discuss:

  • The various federal, state, and local laws relating to victims of domestic violence and the workplace
  • Employers’ legal obligations under federal, state, and local laws
  • Best practices for crafting a domestic violence policy to meet the needs of your workforce
  • The reasonable accommodations employers can consider to assist employees who are victims of domestic violence
  • Precautions employers can take to protect against violence in the workplace
  • Possible actions when confronted with an employee who is an alleged abuser or batterer


Your conference leader for “Developing a Domestic Violence Policy: Legal Considerations to Protect Your Employees and Workplace” is Nathaniel M. Glasser. Mr. Glasser is a member of the firm in the Labor and Employment practice of Epstein Becker & Green, P.C., and is based in the firm’s Washington, DC, office. His practice focuses on the representation of employers in the financial services, retail, technology, media and telecommunications industries, as well as professional services firms, in all areas of labor and employment relations.

Mr. Glasser’s experience includes defending clients in employment litigation, from single-plaintiff to class action disputes, brought in federal court, state court, and arbitration tribunals involving claims of unlawful discrimination, harassment, retaliation, breach of contract, defamation, alleged violation of the FLSA and state wage and hour laws, and whistleblowing. He represents clients facing charges at the U.S. Equal Employment Opportunity Commission, the U.S. Department of Labor, the District of Columbia Commission on Human Rights, the New York State Division of Human Rights, the New York City Commission on Human Rights, and other administrative agencies at the federal, state, and local levels. He counsels employers on a wide array of employment-related issues, including terminations and reductions in force; management of personnel problems; disciplinary actions; compliance with wage and hour, family and medical leave, disability, and discrimination laws; and the drafting of employment handbooks and policies. He also leads, conducts, and advises on the internal investigation of complaints of harassment, discrimination, retaliation, and other alleged unfair treatment, as well as provides anti-discrimination and anti-harassment training. QUALITY COMMITMENT

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