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Governor Tom CorbettOffice of Victim Advocate

  • Employers and ACP


    Many businesses are discovering the health-related costs associated with rape, physical assault, stalking and homicide by intimate partners. In fact the American Institute on Domestic Violence has offered the following statistics:

    • It has been estimated that the health related costs exceeds $5.8 billion each year. Of this total, nearly $4.1 billion is for victims requiring direct medical and mental health care services.
    • Lost productivity and earnings due to intimate partner violence accounts for almost $1.8 billion each year.
    • 68% of senior executives surveyed agreed that their company’s financial performance would benefit from addressing the issue of domestic violence among its employees.
    • 94% of corporate security directors identify domestic violence as a high security risk.
    • Homicide is the leading cause of death for women in the workplace.
    • 56% of corporate leaders are personally aware of specific employees who are affected by domestic violence.

    More and more employers are acknowledging and accepting the obligation to assure and provide a safe workplace environment by putting into effect domestic and workplace violence policies. Not only do employers have an obligation to respond to their own employees but also to maintain any safety and security measures within a company that offers a service to the public. If you have not developed a workplace violence policy within your company you can review the US Department of Labor, Occupational Safety and Health Administration (www.OSHA.gov) guidelines for guidance on developing a policy and prevention program.

    Strategies for Employers:


    1. Develop a detailed policy and plan on violence within the workplace.
    2. Recognize the signs and symptoms of abuse and any signs of an abuser.
    3. Provide a supportive workplace environment through educational programs, displaying posters, and ensuring the availability of brochures from local victim service agencies.
    4. Accept the ACP substitute address as the employer’s official address.
    5. Know your local, state and national resources.

    Providing a supportive workplace environment through education and prevention programs helps all your employees. An employer can maintain a safe and supportive environment for an employee to disclose their abuse and get some help. Co-workers can feel comfortable supporting someone who may be in an abusive relationship.

    What does ACP mean for my business:

    The Domestic and Sexual Violence Victim Address Confidentiality Program (ACP) requires government agencies to accept the ACP substitute address from a participant whenever a residential, work or school address is required. Private businesses are not required to accept the substitute address, however, the ACP strongly encourages participants to ask that their employers accept the substitute address. The substitute address is a PO Box address that further assists the participant in keeping their residential, work and/or school address confidential. Keeping the workplace information of an ACP participant confidential can assist both the employer and employee in maintaining safety.

    Can I verify my employee is an ACP participant:

    A participant’s enrollment with the ACP is not confidential. Information regarding their actual residential, school and work address is protected and confidential.

    How can my business learn more:

    Contact the Office of the Victim Advocate at 1-800-563-6399 for further information including brochures, posters and employee training.
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