Domestic violence - model policy
This brief provides a model Domestic Violence policy which TSSA reps can use when discussing, with their employer, the development of a workplace strategy for dealing with domestic violence.
TSSA Reps should consider raising the question of domestic violence with their employer with a view to agreeing a workplace domestic violence policy. The following is offered as a typical policy and can be developed in discussions with employers.
Draft Policy on Domestic Violence
Introduction
Domestic Violence is the physical, emotional, sexual or mental abuse of one person by another with whom they have or have had a close or intimate relationship. It manifests itself in destructive criticism and verbal abuse, disrespect, harassment, threats, sexual and physical violence, psychological blackmail, economic and psychological control and deceit.
Abuse against employees happens in all societies irrespective of gender, ethnicity, class, nationality, religion, cultural background, disability, marital status, age or sexual orientation. It can have a damaging effect on the recipient’s mental and physical health, resulting in poor performance and attendance at work. It is therefore a major issue. One in four women suffer domestic violence and it can have a major impact on their working lives. The cost to an organisation can also be quite considerable.
For many victims of domestic violence there is no escape, even when they go to work. Some perpetrators of domestic violence come to the workplace searching for the victim because they are often prevented through legal injunctions from going to the victim’s home. This can be terrifying for the person and upsetting for their work colleagues. What was once viewed as a relatively safe haven away from the home, can turn into an equally insecure and unsafe environment.
As an employer we have a duty to provide a safe working environment which includes protecting employees from the risk of violent attacks.
We also accept that we have a duty to promote a safe and healthy working environment and to provide support to any employee, male or female who is a victim of domestic violence and to protect employees from the risk of violent attacks. We have therefore developed the following policy statement on Domestic Violence.
Principles
(The Employer) recognises that domestic violence is a workplace issue. We will undertake to raise awareness of domestic violence in the workplace, encouraging a positive attitude to combating domestic violence. We will provide awareness training for managers and trade union reps.
We will recognise and treat sympathetically victims of domestic violence. Accordingly, we will provide support to individuals through the provision of a safe working environment, information and contact numbers for internal (where applicable) and external support agencies and where appropriate provide access to external counselling.
Action Plan
Support
We will
a. Identify a named person(s) who will have responsibility for the policy.
b. Recognise and treat sympathetically the effect of abuse on an employee, which may result in stress, distraction, poor timekeeping, absence, depression or other related health problems.
c. Allow the employee to decide their own course of action at every stage.
d. Allow special paid leave for appointments such as with support agencies, solicitors, for re-housing or to alter childcare arrangements and for court appearances etc.
e. Give sympathetic consideration to requests for paid and extended unpaid leave or requests for advanced pay and hold no record of the specific reasons for such requests.
f. Ensure that periods of absence as a result of domestic violence will not adversely affect the employee’s employment record.
g. Give sympathetic consideration to requests for flexible working arrangements and relocation or redeployment of staff from frontline positions if they are accessible to the public.
h. Ensure a safe working environment by taking all reasonable steps to guard against the threat of domestic violence, which may carry over into the workplace.
i. Wherever possible provide a secure workplace with only one means of entry for visitors via a reception area so that unauthorised people are not entering the building.
j. In public buildings ensure that the public cannot access staff areas
k. In public buildings where workers are siting are service counters ensure that the design of the area protects workers from the risk of attack. Examples include counter height and width and the use of protection screens
l. In buildings open to the public ensure that there are systems in place for raising the alarm e.g. panic buttons and the use of security guards.
m. Take appropriate action against any employee who victimises, intimidates or harasses the victim.
n. Take appropriate action where the victim and perpetrator may come into close contact in the workplace.
o. Provide training for reception staff so that they understand the procedures to follow.
p. Ensure that where workers have to work alone e.g. in the community, ensure that they have a failsafe system in place for raising the alarm. (A mobile phone may not be enough as they may be working in areas where there is poor reception). There should also be systems for checking out at the end of the shift.
q. Protect workers who may be placed at risk at the end of a shift. Where workers have to travel home during unsociable hours we will provide a minibus or taxi service. Where the person has to walk across a car park they will be accompanied or monitored by CCTV. If possible we will provide a secure car park.
r. Avoid the need for employees to work overtime without reasonable notice. Perpetrators of domestic violence can often attack the victim if they arrive home late.
s. Continue to update and monitor arrangements for ensuring support and protection.
Information and Guidance
We will
a. Display posters and information throughout the workplace and enclose leaflets in wage packets or pay statements and in the company bulletin. Named contact(s) will be included in this literature.
b. Provide Information on access to appropriate professional local and national assistance, including aid agencies, police, local refuges and help lines.
Confidentiality
We will
a. Observe strict confidentiality and no personal details shall be disclosed without the express permission of the employee.
b. Keep any change of work location, shift changes and differing start and finish times confidential.
c. Ensure that employee records of victims of domestic abuse will be confidential.
d. Ensure that no disclosure of conversations between the employee and the named contact will take place without the employee’s consent.
Counselling
We will
a. Encourage any employee to talk to an appropriate person, either internally or externally, about their personal difficulties.
b. Provide paid time off for employees to seek and engage in counselling sessions.
Training and Publicity
We will
a. Publicise this policy widely.
b. Ensure that line managers and trade union representatives receive awareness training and understand the policy.
c. Provide training for designated contacts and trade union representatives.
d. Include the issue in induction courses and health and safety courses as an ongoing health and safety issue and other training courses as appropriate.
Review
We will keep this policy under review
The briefs in this section provide guidance and some basic details of equality issues and rights. They do not attempt to be comprehensive, and should not be taken as an authoritative statement of the law.
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