Evaluation of the Oregon Protective Leave Law for Victims of Violence

描述（由申请人提供）：本申请旨在解决国家职业安全与健康研究所（NIOSH）在RFA-0H-04-008，工作场所暴力预防研究中概述的优先事项。我们将重点关注第四类工作场所暴力，个人关系，当施暴者与工作场所没有关系，但与目标受害者有个人关系，通常是亲密或前亲密伴侣。亲密伴侣暴力（IPV）或通常被称为家庭暴力，被定义为现任或前任亲密伴侣威胁、企图或已完成的身体或性暴力或情感虐待。性暴力对受害者的健康、安全和就业造成严重的负面影响。此外，由于IPV的受害者和肇事者缺勤和生产力损失，IPV给工作场所带来了高昂的代价。包括俄勒冈州在内的一些州，已经制定了法律，为受害者提供受保护的无薪休假，以解决IPV问题。目前有12个州为家庭暴力、性侵犯和跟踪的受害者提供了受保护的休假。这项立法的核心是，允许受害者或其家属获得无薪休假，以获得限制令、会见律师、参加法庭听证会、寻找替代住房或寻求医疗保健或心理健康咨询。这些法律还旨在提高生产率，降低工作场所的成本。我们制定并试行了家庭暴力和工作场所培训干预措施，以解决俄勒冈州2007年为家庭暴力受害者制定的受保护休假法。由于没有对此类培训工作或受保护休假法的影响进行评估，我们在本提案中的目标是评估我们的家庭暴力和工作场所培训干预措施在对第四类工作场所暴力的三个相互影响层面上的有效性。这些级别包括宏观环境（州）、组织（县机构）和微环境（员工）。具体而言，我们将评估干预的有效性：1)俄勒冈州保护休假法的使用；2)制定工作场所IPV政策；3)有利于IPV的工作环境；4)受害者的健康、安全和就业。这项为期5年的评估将在俄勒冈州所有36个县的县雇员中进行。

DESCRIPTION (provided by applicant): This application proposes to address priorities outlined by the National Institute of Occupational Safety and Health (NIOSH) in RFA-0H-04-008, Workplace Violence Prevention Research. We will focus on workplace violence category Type IV, Personal Relationships, when the perpetrator does not have a relationship with the workplace, but has a personal relationship with the intended victim, most often an intimate or ex-intimate partner. Intimate partner violence (IPV) or commonly known as domestic violence is defined as threatened, attempted, or completed physical or sexual violence or emotional abuse by a current or former intimate partner. IPV results in serious negative health, safety and employment outcomes for victims. Additionally, IPV is costly to the workplace because of absenteeism and lost productivity of both victims and perpetrators of IPV. States, including Oregon - the site of the proposed study, have enacted legislation to provide protected unpaid time off from work for victims to address IPV. Currently twelve states provide ariations of protected leave to victims of domestic violence, sexual assault and stalking. At the core of this legislation, unpaid leave is granted to victims or their families to obtain a restraining order, meet with attorneys, attend court hearings, find alternate housing, or seek medical care or mental health counseling. The laws are also intended to increase productivity and reduce costs to the workplace. We have developed and piloted the Domestic Violence and the Workplace training intervention that addresses Oregon's 2007 protected leave law for domestic violence victims. Because there are no evaluations of such training efforts or the impact of the protected leave law, our objectives in this proposal are to evaluate the effectiveness of our Domestic Violence and the Workplace training intervention on three interacting levels of influence on Type IV workplace violence. These levels include the macroenviroment (State), organizational (county agencies), and microenvironment (employee). Specifically, we will evaluate the effectiveness of the intervention on: 1) the utilization of Oregon's protected leave law; 2) the development of IPV policies in the workplace; 3) workplace climate towards IPV; and, 4) victims' health, safety and employment. The proposed 5-year evaluation will be conducted with county employees in all of Oregon's 36 counties. PUBLIC HEALTH RELEVANCE: Narrative: This study will build the evidence necessary to advance workplace violence prevention programs and policies to support victims of domestic violence and their families.