Abuse isn’t just about bruises. Not all forms of abuse leave bruises where we can see them,What Happens When You Get A Domestic Violence Charge in South Africa . Although physical abuse is terrifying and needs to be addressed immediately there are other forms of abuse that can cause significant damage. One type of abuse that is very difficult for outsiders to detect is financial abuse. Marriage should be a partnership but when one spouse completely dominates the finances to the point that the other spouse has no control and no options financial abuse may be occurring.
What Are Signs of Potential Financial Abuse?
Every married couple handles their finances differently. In some cases one spouse handles the majority of the finances. They manage the accounts, pay the bills and deal with creditors. That does not by itself equal financial abuse.
Financial abuse occurs when one spouse is treated like an irresponsible child and Domestic Violence Guns . They are cut off from funds and their knowledge about the couple’s finances is severely limited. Some signs of financial abuse include:
•Strict Allowances. This isn’t an amount that the spouses have agreed to limit themselves to but is instead a set amount that is grudgingly handed out from one spouse to the other and is all that will be given.
Documents, documents, documents. Written evidence is incredibly strong and can range from credit card bills showing that there is a credit card but that you aren’t named on it to emails from your spouse that show the financial abuse.
Other witnesses can be incredibly powerful on your behalf. Financial abuse is hard for people outside the relationship to detect. So when someone credible comes in and tells the judge that it is happening and they can see it the judge will listen and Domestic Violence Essay Conclusion .
What Happens When You Get A Domestic Violence Charge in South Africa ?
When the economy dips, domestic violence often increases, affecting your workplace. This is the first of two articles on preventing DV from hitting your office.
A proactive approach to domestic violence should include designing and implementing a specific domestic violence in the workplace policy. This will not only protect your organization from liability, it will protect your employees, and help victims of domestic abuse feel supported.
Your policy should, at a minimum:
- Mitigate the effects of domestic violence in the workplace by providing victims with a link to community resources that offer counseling and advocacy. (Your organization is not required to do this itself.)
- Heighten awareness about domestic violence among all employees.
- Address issues related to the need for time off and security.
- Design an appropriate workplace safety plan, including resources, materials, and training or educational programs, as needed or as funds and time permit.
- Establish links between your organization and the local domestic violence advocacy community.
- Review existing employment policies and manuals to ensure that the domestic violence policy and program make sense in the organization's culture and environment.
- Review your EAP's policies and identify those providers who possess the requisite knowledge and experience to identify and respond appropriately to domestic violence.
- Establish and train an internal Domestic Violence Response Team, composed of designated managers, supervisors, and employees identified as the "go-to-team". Ensuring that your policy complies with the applicable laws in every jurisdiction in which it conducts business.
There are a number of security measures you can take to protect both the victim of domestic violence and all your employees. These procedures will also add protection in the case of a disgruntled former employee seeking to harm the past employer.
Imperative for the Targeted Individual:
- Consider adjusting parking and office situations (is she in an office with a window on the street; or is her office far from the main cluster?)
- Arrange for a security escort to and from buildings.
- Give temporary assignments if possible, so employees can leave on short notice if necessary.
- Be sure she knows what she can and should do if the abuser comes to work.
- Attempt to prevent gossip about an abused individual's situation
- If she has a protection order, be sure security guards and the front desk have a copy, as well as a photo of the individual.
- Help her develop a safety plan (Legal Momentum Organization website has some examples.)
- Minimal security against unauthorized persons (check-in or badges help.)
- Provide informational pamphlets in private places, like restrooms.
- Establish staggered, flexible work hours.
- Raise awareness: Use posters during October (Domestic Violence Awareness Month); organize clothes or toy drives for battered women's shelters; or otherwise connect with the anti-DV community to let employees know you care.
- Increase sensitivity: Provide training for managers, and for the DV contact team-- about how to recognize the signs of domestic violence in their staff and how to discuss the workplace policies around the issue.
- Educate: Employee training, brown bag seminars, newsletter articles, and brochures on domestic violence all create an environment where it is safe to talk about domestic violence.
What Is Real Reasons For Domestic Violence?
Domestic/family abuse can have many forms, including physical violence, sexual abuse, emotional abuse, intimidation, economic deprivation, and threats of violence. Abuse is typically progressive; oftentimes emotional and psychological abuse is a precursor for violent and criminal forms. According to the US Department of Justice's 2005 Family Violence Statistics report, family violence accounted for 11% of all reported and unreported violence between 1998 and 2002, totaling a staggering 3.5 million violent crimes. The report indicates 49% were crimes against spouses, 11% were sons or daughters victimized by a parent, and 41% were crimes against other family members.
Domestic violence and abuse does not discriminate, it occurs in all cultures; people of all races, ethnicities, religions, sexes and classes can be perpetrators or victims of this violence. Yet, research indicates that certain demographics and subgroups are more prominent as victims and as offenders. For example, according to the American Medical Association, as many as 1 in 3 women will experience domestic violence in their lifetime as compared to 15% of victims being men.
With family violence also comes the intergenerational cycle of violence. In 1 in 3 domestic violence incidents, the victims had children in common with the offender, and in 1 in 4 incidents, there were multiple victims. Children and youth exposed to violence are likely to develop behavioral problems, such as regressing, exhibiting out of control behavior, and other behaviors that mirror those which they were exposed. Unfortunately, this cycle produces children who may think that violence is an acceptable behavior of intimate relationships and thus, become either the abused or the abuser. An estimated 1/5 to 1/3 of teen-aged youth subject to viewing domestic violence situations experience teen dating and intimate partner violence, regularly abusing or being abused by their partners verbally, mentally, emotionally, sexually and/or physically. Hence, the average age of the abused and the abuser as it relates to juvenile domestic violence is 16. Family violence research indicates that juvenile domestic violence offenders are more likely to be male; approximately 90% of this violence is targeted towards women. If not prevented or addressed, youth continue the cycle into adulthood; 30-50% of dating relationships can exhibit the same cycle of escalating violence in their marital relationships.
This cycle must be broken. One solution is to address the significant need for family violence abuse prevention and intervention treatment specifically targeting violence and abuse saturated areas. Thankfully there are several organizations with this mission in mind as well as funding available to aid this undertaking, giving hope for domestic violence reduction in our future.