Foundational Progress

Score of 19-37:

There is moderate risk exposure.

Some basic elements exist—such as informal support or general policies—but your DV response lacks consistency, depth, and visibility. Strengthening policies, formalizing procedures, and increasing staff training should be priorities.

What Should You Do Next?

No matter where your organization falls on the preparedness spectrum, taking action is essential. Workplace violence—especially involving domestic violence spillover—is a serious and evolving risk.

Lynn Fairweather, founder of Presage Training and a nationally recognized expert in threat assessment and response, can help you take the next step.

Whether you’re building your foundation, strengthening existing policies, or seeking expert support on complex cases, Lynn offers tailored consultation and training to meet your organization’s unique needs. Learn how you can better protect your people, reduce risk, and build a safer, more responsive workplace.

Apply below to start the conversation today.

Foundational Progress Application

Name

First Name

Last Name

Phone

(###)

###

####

What is your title and department?

What is the name of your organization?

What is your industry and approximate employee count?

In which locations (cities/states/countries) do you operate?

Which of the following services are you seeking? (Check all that apply)

Policy review/development

Employee training

Case consultation

Threat assessment support

Program design

Ongoing partnership/retainer

Something else (please describe)

Is there a specific case, incident, or deadline this engagement is tied to?

What is the goals you hope to achieve from working with Presage?

How did you hear about Presage?

Resources for Deeper Learning

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Preventing and Managing "Dual Employee" Domestic Violence

Domestic violence cases in which both the victim and abuser work for the same company are known as "dual employee" cases, and they are far more common than one might think.

Should Employers Mandate Disclosure of Domestic Violence Restraining Orders?

When helping employers craft domestic violence policy for their workplace, I’m frequently asked if they should mandate the disclosure of interpersonal restraining orders involving their employees. There are a few factors that should always be considered.

What is the so-called "Boyfriend Loophole” in American gun laws?

The so-called “Boyfriend Loophole”, present in the gun laws of many states, refers to a gap in existing legislation which prevents someone accused of domestic violence or stalking from purchasing a firearm.

Is your EAP mishandling employee-related domestic violence?

Many corporations rely on an EAP, or Employee Assistance Program, to identify and help employees with complex life issues that may impact their job performance.

Score of 19-37:

There is moderate risk exposure.

What Should You Do Next?

Resources for Deeper Learning

A bespoke consulting and training firm with the mission of improving workplace and community safety through Domestic Violence Threat Assessment and Management.