Q. I have an employee who periodically comes to work with bruises on her arms, and sometimes her neck. I suspect domestic abuse of some sort, but I don’t want to invade her privacy. How can I approach this situation, and better yet, convince her to go to the EAP?
A. Your observations about the condition of your employee are a key reason for the increased attention being given nationally to domestic abuse and its effect on workplace productivity. Employers are in a unique position to help, especially when an EAP is available. You can see the bruises so it is appropriate to let her know what you have observed. Saying that you “notice the bruises,” and “are concerned that someone may be hurting you”, is prudent and appropriate. Do not push her to disclose more personal information about the origin of the bruises, but realize that your statements may elicit such information. Encouraging her to use the EAP is the next step. If there are performance issues that result from the abuse, such as reduced productivity or excessive absences, focus on the performance problems in an empathetic and caring manner, and make a supervisor referral to the EAP.
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