Domestic Violence in Hotels: What Employers Need to Know

A hotel can become part of a domestic violence situation without warning.

It could involve an employee experiencing violence at home, a guest in distress, or a worker responding to an incident on the property. In those moments, employees should not have to figure out what to do on their own.

Clear procedures can help them recognize when to get support, contact management or security, and involve emergency services. Their role is not to physically intervene. It is to know how to respond safely and get the right help involved.

 

Treat Domestic Violence as a Workplace Safety Issue

Alberta's occupational health and safety guidance recognizes domestic violence as a potential workplace hazard, with OHS Code, Part 27: Violence and Harassment establishing requirements for preventing workplace violence and harassment.

For hotels, risks can extend beyond employee-to-employee interactions to guests, members of the public and domestic or intimate partners. Hotels should include foreseeable risks in their hazard assessment, establish appropriate controls, and ensure employees know how to report concerns, get assistance and respond when a situation becomes unsafe. Incidents should be documented and investigated to identify measures that could help prevent recurrence.

 

Understand Job-Protected Domestic Violence Leave

Eligible Alberta employees who have worked for the same employer for at least 90 days can take up to 10 days of unpaid, job-protected domestic violence leave per calendar year. Supervisors should direct leave requests to the appropriate HR or management process without requiring unnecessary personal details. A request may also signal a need for workplace safety precautions, particularly if an abusive person knows where the employee works or has threatened to attend the workplace. In these situations, involve the appropriate manager or HR representative.

 

Remember Alberta Human Rights Obligations

Domestic violence can also intersect with an employer’s obligations under the Alberta Human Rights Act, particularly where a protected ground or accommodation need is involved. Protections include gender, disability, marital status and family status, among others. Employers should avoid assumptions or judgments, maintain privacy, involve the appropriate people and consider whether accommodation may be required.

 

What Hotel Leaders Can Do

A strong response starts with clear procedures and employees who know what to do:

• Assess the risk and have a response plan. Include domestic violence in your hazard assessments, considering factors such as entrances, employee parking, working alone, overnight shifts, front-desk access, cyber security and property access. Ensure employees know who to contact and when to involve management, security, police or emergency services.
• Take disclosures seriously and protect confidentiality. Listen without judgment, avoid asking for more information than necessary, and only share information with those who need it to respond appropriately.
• Consider individual safety measures. Depending on the situation, this could include changing work locations or schedules, improving check-in procedures, alerting management or security, or reviewing access to employee-only areas.
• Prepare staff for incidents. Employees should know how to respond to suspected domestic violence involving a guest without putting themselves or others at risk. Document and investigate workplace incidents and identify measures to help prevent recurrence.
• Call 911 when there is immediate danger. Employees should never be expected to put themselves at risk to intervene.

 

A strong hotel response starts with being prepared and making sure employees know where to turn when a concern arises. They should feel comfortable speaking up, know their concerns will be taken seriously, and trust that their safety comes first.

 

Where to Get Help/Additional Resources

If you are in immediate danger, call 911.

For support, information and guidance on domestic violence and workplace safety, see the following resources:

• Family Violence Info Line: 310-1818, available 24/7 in more than 170 languages
• Albertans Fleeing Abuse Benefit: emergency financial assistance for individuals and families leaving a family violence situation
• Safer Spaces Certificates: support for Albertans who need to leave a tenancy without financial penalty due to family violence
• Government and community resources for employers, coworkers and individuals
• Family Violence and the Workplace and translated resources about family violence
• Domestic Violence at Work Resource Centre through the Canadian Labour Congress
• Hope for Wellness Help Line: 1-855-242-3310, with counselling available in English and French and, upon request, Cree, Ojibway and Inuktut.
• Domestic Violence in the workplace
• Violence and harassment in the workplace
• Domestic Violence leave
• Canadian Hospitality Health Plan
• TourismWorks – Workplace Harassment and Violence Prevention for Supervisors
• TourismWorks – Hazard Assessment and Control : A Handbook for Alberta Hotels