Stalking in the workplace can occur from a victim of stalking inside and outside the workplace. Below are some guidelines to consider to help accommodate a victim of stalking.
What Is Stalking?
Stalking includes deliberate acts by a person to get attention from an individual. Sometimes those acts include behavior or comments that are harassing, or threatening injury to a person, a person's family or a person's property.
Safeguards
Some safeguards to consider for employers are to create an environment that is safe for employees. One should consider asking local authorities for help or consulting with an attorney about restraining orders. All threats should be taken seriously and the time, date, time, place, witnesses, and conversation that ensued recorded for the police and court. Stalking from a current employee is considered harassment and an investigation should be conducted immediately. Although some employees may fear bringing up that they are being stalked; however, speaking with a manager, co-workers, and security personnel can prevent the stalker from entering the workplace and allow the company to take the necessary precautions.
Time Off
All employers are required to provide victims of stalking time off to obtain judicial relief such as a temporary restraining order. It is mandatory for an employer with 25 or more employees to offer employees who are victims of stalking time off work for medical attention, counseling, and domestic violence shelter services. The employer may require certification to request a reasonable accommodation for their safety. Examples of acceptable certification include any documentation such as a police record or any verbal or written statement that identifies the employee as a victim of stalking.
Employee Assistance Program
Providing an Employee Assistance Program (EAP) is greatly beneficial to an employee that is a victim of stalking. Employees are able to speak privately and confidentially to an independent party about personal problems.