Domestic homicide in the workplace lessons learned from the dupont-daniel case1

Domestic Homicide in the Workplace: Lessons learned
from the Dupont/Daniel Case
2007
Provided by CREVAWC
May Not Represent the Views
of the Office of the Chief Coroner

Definition of Domestic ViolenceDefinition of Domestic Violence
• Domestic violence and abuse is any use of psychological,
physical or sexual force, actual or threatened, in an
intimate relationship.
• Both women and men can be victims of domestic
violence, the overwhelming majority of this violence
involves men abusing women.
• While most reported abuse occurs in intimate
heterosexual relationships, it can occur in gay and lesbian
relationships as well.

Domestic ViolenceDomestic Violence
• Occurs in a context where there is a pattern of assaultive
and controlling behaviour
• May be physical, emotional, psychological and sexual in
nature
• Violence is used to intimidate, humiliate or frighten
victims, or to make them feel powerless
• May be a single act or a number of acts which may appear
minor when viewed in isolation, but collectively form a
pattern that amounts to abuse

What Should We Have Learned about DVWhat Should We Have Learned about DV
in the Past 30 Years?in the Past 30 Years?
• Significant problem that impacts the whole community
• Victims and perpetrators are very heterogeneous groups
that defy stereotypes
• Key strategies have to include safety, accountability and
healing
• Coordination/integration of services is essential

What Should We Have Learned about DVWhat Should We Have Learned about DV
in the Past 30 Years?in the Past 30 Years?
• “Batterer program outcome is likely to be improved with
swift and certain court referral, periodic court review or
specialized probation surveillance and on going risk
management.”
Gondolf (2002) Batterer Intervention Systems. Thousand Oaks, CA: Sage.

Domestic Violence Policy & Protocols
• Problem: Responsibility for safety generally put on the
victim and not the perpetrator
• Important to engage with the abuser and hold him
accountable rather than excuse behaviour
• Reprimands for abusive behaviours, constant monitoring
and supervision, required attendance to batterers
counselling program
• Need for independent victim contact for accountability

Domestic Violence
• Across all social classes
• 37% of men in a male batterers program are white collar
workers (professionals, administrators, managers,
salespersons)
Gandolf (2002)
• The danger of stalking & psychological abuse
– 76% of femicide victims stalked by intimate partners in
year prior to murder
– 87% of stalkers are male
– Jealousy/possessiveness/control
National Stalking Resource Center (SRC@ncvc.org)

Dynamics of Abusive Relationships
• Occurs in brief dating relationships or long-term
marriages
• Women representing a higher socio-economic status tend
to cover up abuse to protect abuser and may use more
informal supports (e.g. family and friends)

Factors that influence victim’s decision to
terminate relationship:
- feeling love or responsibility
- lack of financial resources
- fear of retaliation
- keep marriage together for children
- lack of support
- fear of not being believed
- abuser vowing to change

Patterns of disclosure
• Avoidance as coping take longer to disclose and minimize
seriousness of abuse
• Research indicates victims omit information when
disclosing to friends and/or family
• Emotional abuse tends to be ignored or overlooked by
others

Patterns of disclosure
• Much harder to disclose to authorities given the fear of
not being believed, revictimization, and belief that
consequences for abuser would not justify the risks
associated with disclosing
• Lack of action promotes hopelessness

Domestic Homicides
• Domestic Violence Death Review Committee (Office of
the Chief Coroner)
– Representatives with expertise in domestic violence
– Review domestic homicide cases that occur in Ontario
– Make recommendations aimed at
preventing deaths and reducing
domestic violence
We speak for the dead
to protect the living

Domestic Violence Death Review
Committee 2006
• 113 incidences of domestic homicide between 2002 and
2005
• 63% homicides; 25% homicide/suicide; 10% attempted
homicide/suicide; 2% attempted homicide and related
homicide
• 95% of victims were female and 95% of perpetrators were
male
• The main cause of death in these incidences was stabbing
(33%)

Committee 2006
• 47 cases reviewed between 2002 and 2006
• 81% of cases indicated couple separated or planning to
separate
• 77% of cases indicated a history of domestic violence
• 68% of perpetrators considered depressed by family,
friends, and other non-professionals

Committee 2006
Who is aware of the
abuse going on in the
intimate relationship?
(47 reviewed cases)
Family 75%
Friends 53%
Police 41%
Medical Personnel 28%
Neighbours 19%
Child Protection Services 19%
Co-workers 15%
Shelter/DV program 15%
Clergy 4%

Several risk factors identified in
reviewed cases
1-3 factors
9%
7-9 factors
13%
4-6 factors
6%
10+
factors
72%
1) Actual or pending separation
2) History of Domestic Violence
3) Perpetrator depressed in opinions
of non-professionals
4) Escalation of violence
5) Obsessive behaviour displayed
by perpetrator
6) Prior threats to kill victim
7) Prior attempts to isolate victim
8) Prior threats/attempts to commit
suicide
9) Access to or possession of firearms
10) Control of most or all of victim’s daily
activities
11) Excessive alcohol and/or drug use
12) History of violence outside the family

Workplace Violence
• National Institute for Occupational Safety and Health
(NIOSH) recorded 9,937 workplace homicides between
1980 and 1992 in the U.S. Approx. 800 workplace
homicides a year. (Jenkins 1996)
• Female employees deal with sexual harassment and
domestic violence from (ex)partners.

Workplace Violence
• Study in North Carolina (1977-1991)
- 18% of occupational homicides had female victims.
- Most occupational homicides involving women occurred
due to a dispute.
- 75% of dispute-related homicides in the context of
estranged intimate relationships .
(Moracco, Runyan, Loomis, Wolf, Napp, and Butts 2000)

2005 Study on domestic violence and
employment (Swanberg & Logan 2005)

Similarities between workplace harassment
& workplace domestic violence
Many women don’t report harassment but endure it
silently
• Fear of reprisals
• Lack of information about their options
• Fear will not be believed
• Feelings of shame and embarrassment
Workplace Harassment and Violence Report (CREVAWC, 2004)
• Similar to why women don’t report domestic violence
(

Similarities between workplace harassment &
workplace domestic violence
Negative effects of workplace harassment
• losing job
• damaged relationship with co-workers
• labeled as troublemaker
• lose friends
• stress
Workplace Harassment and Violence Report (CREVAWC, 2004)
• Women experiencing domestic violence
express fear of similar impacts

Seven reasons why employers should
address domestic violence
1) Affects many employees
2) Security and liability concern
3) Performance and productivity concern
4) Health care concern
5) Management issue
6) Taking action works
7) Employers can make a difference
(Family Violence Prevention Fund-endabuse.org/workplace)

Examples of strategic employer responses to
domestic violence
• Verizon Wireless
– Internal efforts: Program available 24-hours a day with
trained human resource staff. Employees can ask for
leave of absence, increased security at work, change
of shift or work location.
– External efforts: Sponsorships for national
conferences, public service announcements, collects
donated phones to provide funding to shelters and
other services

Examples of strategic employer responses
to domestic violence
• Liz Claiborne Inc.
– Internal efforts: educational outreach, services by EAP,
and supports such as time off when needed.
Developed Domestic Violence Response Team (DVRT)
with legal, security, and human resources
representatives.
– External efforts: public education campaigns, joined
with Marie Claire magazine and created articles to
promote public dialogue about domestic violence

Lori Dupont-Marc Daniel Relationship - Risk
Factors from Evidence
1) History of violence and abusive behaviours outside of
the family by perpetrator (including workplace
harassment)
2) History of domestic violence
3) Prior threats to kill victim “If I don’t have you, no one
will!”
4) Prior threats to commit suicide by perpetrator and/or
prior suicide attempts

Lori Dupont-Marc Daniel Relationship
5) Prior attempts to isolate victim
6) Controlled (or tried to) most of all of victim’s daily
activities
7) Prior hostage-taking and/or forcible confinement
8) Escalation of violence
9) Obsessive behaviour displayed by perpetrator
10) Common-law relationship
11) Presence of step-children

Lori Dupont-Marc Daniel Relationship
12) Extreme minimization of assault history
13) Actual or pending separation
14) Depression of perpetrator – noticed by laypersons
and/or diagnosed by mental health professional
15) New partner in victim’s life
16) Failure to comply with authorities

Critical Events and Opportunities
• Critical Events: Warning signs and risk factors that, either
by themselves or as part of a pattern of behaviour, should
raise possibility of danger
• Opportunities: A chance to intervene and offer
protection for victim or accountability for perpetrator.
Some opportunities are taken and some opportunities are
overlooked because of uncertainty or missing information
that would have been accessible if sought.

Accumulation of Critical Events &
Opportunites
1 3 3 4 4 4
12
22
28
32
37
1 2 4 5
8
10
22
48
65
76
84
0
10
20
30
40
50
60
70
80
90
Oct'03/Mar'04(1,1)
Apr'04/May'04(2,1)
June'04/July'04(0,2)
Aug'04/Sep'04(1,1)
Oct'04/Nov'04(0,3)
Dec'04/Jan'05(0,2)
Feb'05/Mar'05(8,12)
Apr'05/May'05(10,26)
June'05/July'05(6,17)
Aug'05/Sep'05(4,11)
Oct'05/Nov'05(5,8)
Critical Event
Opportunity

Highlights of DV Recommendations
from Inquest Jury
1. Training of employers and managers and, specifically
within the hospital context, physician leaders, should be
provided to identify signs of abuse and to respond
appropriately to employees/workers/staff who are
victims and to perpetrators of domestic violence.

Highlights of DV Recommendations from
Inquest Jury
2. All employees/physicians who are not directly involved
may report a concern, but must report witnessed
abusive or violent behaviour. Reports must be acted
upon regardless of whether they are verbal or written.
Steps taken toward incident resolution need to be
communicated to appropriate workplace parties (i.e.,
complainant, workplace representative, JHSC, Human
Resources, Occupational Health and Safety manager) in a
timely manner.

Inquest Jury
3. Make available a resource list of appropriate and local
referral agencies.
Formulate an organized response to direct threats of
domestic violence, abuse, harassment, or other
legitimate complaints that occur in the workplace.

Inquest Jury
4. Develop and implement a safety plan for the victim to
ensure that a number of safety/security measures are in
place for protection. Staff scheduling and work re-
assignments and transfers should be accommodated in
situations involving a component of domestic and/or
workplace violence.

Inquest Jury
5. There is a continuing need to better educate both the
public and professionals who come into contact with
victims and perpetrators of domestic violence about the
dynamics of domestic violence and the need to take
appropriate action with potential abusers, victims, and
their children. In particular, this education has to include
an awareness of the risk factors for potential lethality
and victims’ responses to abuse. The programmes have
to move beyond awareness to action about helpful and
safe interventions for victims and perpetrators.

from Inquest Jury
5. Model programmes such as Neighbours, Friends and
Families (www.neighboursfriendsandfamilies.on.ca) may
be expanded in Ontario and be more directly inclusive of
the role of the workplace. Skill building interventions
that engage both professionals and non-professionals in
practicing what they might say and do in such
circumstances should be utilized in training initiatives
(e.g. interactive theatre such as “Missed Opportunities”).

Inquest Jury
6. It is recommended that the Health and Safety
Associations (see schedule A) through consultation with
the Ontario Women’s Directorate develop educational
material to provide support to all workplaces to train all
employees/workers/staff members about the dynamics
of domestic violence, abuse and harassment as well as
what to do if faced with a situation where the violence
enters the workplace.

from Inquest Jury
6. Employees/workers/staff should understand that they
have a responsibility to report abuse and any other
information that may be useful in preventing future
violence. Workplaces should be encouraged to outline in
a code of conduct how incidents should be reported and
to whom they should be reported. This information
should include the option of contacting the police
directly, and should specifically direct that such
reporting of abuse ought not to be left as exclusively the
responsibility of the victim.

Inquest Jury
7. It is recommended that all health care disciplines
throughout their pre-service and ongoing professional
development receive education in the dynamics of
domestic violence and risk assessment and intervention
strategies. This training should include an understanding
of lethality factors and the use of standardized risk
assessment tools to use when members are treating
clients who may be victims or perpetrators of domestic
violence including those who present with symptoms of
depression, especially following an intimate relationship
break-up and/or suicide attempt.

Inquest Jury
8. The Medical schools, The CPSO, The Ontario Psychiatric
Association, The College of Psychologists, and the
College of Nurses should give Continuing Professional
Development credits for training in the areas of violence
in the workplace, harassment, bullying and domestic
violence.
Rationale: Through the evidence presented, it was stated that
physicians are among those who are most probable to encounter
victims of domestic violence. It is essential that they learn to
identify and clearly prescribe treatment alternatives and options to
victims and perpetrators.

Inquest Jury
9. It is recommended that there be a review of the
Occupational Health and Safety Act to examine the
feasibility of including domestic violence (from someone
at the workplace), abuse and harassment as factors
warranting investigation and appropriate action by the
Ministry of Labour when the safety and well being of an
employee is at issue.

from Inquest Jury
9. Specifically, the review should consider whether safety
from emotional or psychological harm, rather than
merely physical harm, ought to be part of the mandate
of the Ministry. In this regard, the review should be
directed to include an examination of the legislation and
policies in place in other comparable jurisdictions, in
Canada and elsewhere.

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