More often than not, domestic violence is hidden from society. It takes place at

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home, behind closed doors. However, the indicators of abuse can be spotted by friends and coworkers if one knows how to recognize the telltale signs.

Domestic violence can show itself in a number of ways at a person's place of work. Inevitably, the abused person brings his or her problems from home to work. And, without a doubt, the stress and worry of being in an abusive relationship affects the person's ability to do his or her job properly.

The most common effect of domestic abuse on the workplace is an increased number of absences and lower productivity, as well as increased health care costs for the employer.

"Most victims will usually call in sick until they can cover up the bruises," explains Arlene, one of the workers at Esprit Place in North Bay. "Some seem timid and quiet - they keep to themselves and avoid any discussions of abuse."

A study of survivors of domestic violence showed that roughly half of the victims were often late for work and almost just as many missed whole days on a regular basis. In addition, a large majority of abusers harassed their victims at work. For some victims, the never ending cycle of abuse and harassment eventually becomes too much. Instead of staying in a violent relationship and being abused, some victims will choose to leave the abuse. But to escape their predicament, they must leave their jobs and their security.

Relocation is an often overlooked aspect of domestic violence. The abuse victim constantly has to move around to get away from their abuser. This makes holding down a steady job virtually impossible, not to mention the creating a strain on a person's financial resources.

On the flipside, the workplace can be the ideal place for an abuse victim to get help. After all it is the one place that they spend at least eight hours a day away from their attacker.

In these eight hours, fellow employees can help victims of abuse simply by being supportive and looking for the warning signs of domestic violence.

Warning signs include: harassing phone calls, behavioral changes, lack of concentration, changes in work performance, unexplained bruises or injuries and an increasing number of absences without adequate explanations.

Recognizing these signs is one thing, but confronting a victim about them is quite another.

Demanding to know what is happening can be taken as an intrusion into the victim's private life and will probably result in the victim refusing to discuss the situation. Instead, co-workers should be extremely sensitive about the matter.

Encourage them, let the victim know you want to help, but don't try to force them into talking about it.

Let them know what you've seen, voice your concern that they may be in an abusive relationship and offer them your help and support.

"Let them know that you're there for them without crossing their boundaries. Let them approach you afterwards," Arlene states. "Sometimes just allowing them to unload and get things off their back can be very helpful." If they are still unwilling to discuss the matter, refer them to a domestic violence program in your area.

Employers can take an active role in combating domestic violence in the workplace. Employers can also provide pamphlets from local women's shelters as well as literature about domestic violence. If the company can't provide a counselor trained to deal with domestic violence issues, they should at least offer a list of services in the area which can help.

"Most (help) centres provide workshops on domestic violence," says Arlene. "Employers can post the dates when workshops are being held and set an example by going themselves."

But that is not enough. Employers should discipline employees who perpetrate domestic violence against a co-worker, whether on company time or on company property. However, they also should provide help programs for abusers or at least refer them to treatment programs in the area.

It is a forward step for employers to be active participants against domestic violence, but policies should be in place to protect people involved in violent situations. Employees should inquire about what procedures are in place to assist victims of domestic abuse.

Do the employers have leave and benefit policies in place? These allow the employee time to go to court, see a counselor or stay in a shelter without the added worries of losing wages or their job.

Employers should be sensitive to the fact that a victim's performance at work may suffer if the employee is in an abusive relationship. To make sure victims aren't penalized and that the abuse is taken into consideration when writing up performance evaluations, companies should have clear human resources policies in place. Victims shouldn't be discriminated against when it comes to hiring and promotion.

Adequate information about domestic violence should be available at the workplace. Employers can turn the workplace into an environment where domestic violence can be discussed freely and openly. By creating employee training seminars, writing articles for the company newsletter, putting up posters and providing pamphlets, employers can make the workplace an empathetic setting.

A safe environment is of utmost importance. Security should be made aware of any potentially dangerous situations that could arise so that they can act accordingly. If an employee has a restraining order against someone or is being stalked, security should be given a recent photo of that person. Security can also make the victim aware of whatever legal steps they can take if they are being stalked or harassed in any way.

There are other steps that employers can take to create a safer working environment: specialty training courses for security personnel with an emphasis on domestic violence, escorts to and from the parking lot, and better lighting in parking lots for employees afraid of being assaulted at work.

In times of abuse, the victim may be in a shelter or in the hospital and unable to work. Employers can help by offering emergency financial support. Many companies offer their employees an emergency fund for times of crisis. Of course, the responsibility of combating domestic violence doesn't just fall solely on the shoulders of the employer. Employees can also start an emergency fund of their own.

Domestic violence is a very serious issue that affects all of our lives. The effects aren't limited to the victim's home, but spread to every facet of their life. The workplace should be an outlet where abused people can seek help and find a safe haven while dealing with this traumatic ordeal.

Eric Majalahti, 23, is from Iroquois Falls, Ontario.