Aneurin Bevan University Health Board
DOMESTIC ABUSE AND
SEXUAL VIOLENCE:
A WORKPLACE POLICY FOR
SUPPORTING STAFF
N.B. Staff should be discouraged from printing this document. This is to avoid the risk
of out of date printed versions of the document. The Intranet should be referred
to for the current version of the document.
Status: Issue 5
Issue date: 6 December 2017
Approved by: Formal Executive Team
Review by date: 6 December 2020
Owner: Assistant Nurse Director Public Protection
Policy Number: ABUHB/HR/0447
Aneurin Bevan University Health Board
ABUHB/HR/0447
Domestic Abuse And Sexual Violence : A Workplace Policy For Supporting Staff
Owner: Assistant Nurse Director Public Protection
CONTENTS
PAGE
1.
Executive Summary
3
1.1 Scope of the Policy
4
1.2
Essential Implementation Criteria
4
2. Aims
4
3. Definitions
4
3.1
Violence Against Women
4
3.2
Domestic Abuse
5
3.3
Honour Based Violence
6
3.4 Forced marriage
6
3.5 Female Genital Mutilation
6
4.
Forms of Domestic Abuse
6
5.
Identifying Domestic Abuse
8
6.
Responsibilities
9
6.1
Manager’s Role
9
6.2
HR’s Role
10
6.3
Employee’s Role
11
6.4 Ensuring the Employee’s Health and Safety
12
6.5 Employee Confidentiality
13
6.6
Child Protection Issues
14
7.
Special Leave
14
8.
Other Supportive Measures
15
9.
Dealing with Employees who are Perpetrators of Abuse
15
10. Training
16
11.
Monitoring and Effectiveness
17
12.
Further Information
17
13.
Equality Impact Assessment
17
14. References
18
15.
Appendix 1: Getting Support and Further Information
19
Appendix 2: Managers Guidance
23
Status: Issue 5
Issue date: 6 December 2017
Approved by: Formal Executive Team
Review by date: 6 December 2020
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ABUHB/HR/0447
Domestic Abuse And Sexual Violence : A Workplace Policy For Supporting Staff
Owner: Assistant Nurse Director Public Protection
1.
EXECUTIVE SUMMARY
Violence against women, domestic abuse and sexual violence (VAWDASV)
are large scale, pervasive issues which every year cause harm and
suffering to thousands of people across Wales. This policy focuses on
supporting
all employees who have experienced or are experiencing this.
The umbrella term of violence against women is used, due to the
disproportionate affect on women. Nevertheless, it is recognised that men
can experience domestic abuse and sexual violence from their female
partner and that these forms of abuse also occur within same sex
relationships. It is also recognised that forced marriage and honour based
violence affect both men and women. This workplace policy includes men
and acknowledges that their experiences are likely to be different to
women’s and their support needs may be different.
Every year across the UK at least
three million women experience
violence and many more are living with the legacies of past abuse. The
Health Board recognises the enduring social problems of domestic abuse
of which violence against women, and sexual violence are key elements.
These can greatly impact on an individual’s working life. It is estimated
that in the UK,
1 in 4 women and 1 in 7 men will experience domestic
abuse at some point in their lives. Research shows that
75% of domestic
abuse victims are targeted at work.
Domestic abuse can be a performance and productivity concern. The
effects can include decreased productivity, lateness, stress, absenteeism,
errors and increased employee turnover.
Colleagues may also be affected, as they may be followed to or from work
or subject to questioning about the victims contact details or location.
They may have to cover for other workers when they are off, try to fend
off the abuse, and may fear for their own safety.
Aneurin Bevan University Health Board takes domestic abuse, forced
marriage, honour based violence against all gender and violence against
women and sexual violence against both women and men seriously. We
are committed to understanding the risks and consequences in the work
place and aim to support all staff. We will also take appropriate action
against staff who are perpetrators.
These forms of abuse are not just an issue for external agencies that
provide services directly to the public. The University Health Board
recognises that within its workforce there are potentially a significant
number of employees who have, or who are currently, experiencing abuse
in their personal or professional lives, and there will also be those who are
perpetrators of abuse.
Status: Issue 5
Issue date: 6 December 2017
Approved by: Formal Executive Team
Review by date: 6 December 2020
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Aneurin Bevan University Health Board
ABUHB/HR/0447
Domestic Abuse And Sexual Violence : A Workplace Policy For Supporting Staff
Owner: Assistant Nurse Director Public Protection
The following policy has been produced to help staff to deal with these
issues in an appropriate and empathetic manner.
1.1 Scope of Policy
This policy focuses on supporting all employees who have experienced or
are experiencing forms of abuse falling under the umbrella term of
VAWDASV. It is important to recognise that whilst employees are more
likely to be affected by domestic abuse, sexual violence and harassment
are often interlinked.
1.2 Essential Implementation Criteria
Knowledge of VAWDASV issues
Staff are aware of how to respond appropriately
Ensuring employees health and safety
Importance of confidentiality
Knowledge of how to deal with child and adult protection issues
Awareness raising and training for staff with guidance on how to deal
with potential perpetrators.
2.
AIMS
To ensure that all Aneurin Bevan University Health Board staff feel able to
raise, discuss and seek support in relation to VAWDASV with their
Manager, Human Resources or if appropriate Staff Side representative.
To equip managers to be able to respond helpfully and appropriately to
staff presenting with these issues.
3.
DEFINITION OF VIOLENCE AGAINST WOMEN
3.1 ‘Violence against women’ has been defined by the United Nations
as any act of gender based violence that results in, or is likely to
result in, physical, sexual or psychological harm or suffering to
women, including threats of such acts, coercion or arbitrary
deprivation of liberty, whether occurring in public or in private life.
The term violence against women is used to describe violence
perpetrated against a woman because she is a woman, being
recognised internationally as a violation of human rights.
Whilst the overwhelming majority of victims are women, domestic
abuse and sexual violence are
NOT exclusively experienced by
women. Data collected in Sexual Assault Referral Centres (SARCs)
and by projects that support male victims of domestic abuse
demonstrate this across Wales and evidences that violence has no
boundaries in terms of geography, wealth, race, religion, disability,
Status: Issue 5
Issue date: 6 December 2017
Approved by: Formal Executive Team
Review by date: 6 December 2020
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ABUHB/HR/0447
Domestic Abuse And Sexual Violence : A Workplace Policy For Supporting Staff
Owner: Assistant Nurse Director Public Protection
age, gender identity or sexual orientation. It is recognised as
encompassing, but is not limited to:
Domestic abuse
Rape and sexual violence
Female genital mutilation
Forced and child marriage
Crimes in the name of ‘honour’
Human trafficking and sexual exploitation
Sexual harassment
Prostitution
3.2 There have been a number of documents that give a definition of
domestic violence and abuse, however, for the purposes of this
policy the definition published by the Home Office has been used.
This definition of domestic violence and abuse includes young
people aged 16 and 17 and wording to capture coercive control.
Definition Any incident or pattern of incidents of controlling, coercive or
threatening behaviour, violence or abuse between those aged 16
or over who are or have been intimate partners or family members
regardless of gender or sexuality. This can encompass but is not
limited to the following types of abuse:
psychological
physical
sexual
financial
emotional
Controlling behaviour is: a range of acts designed to make a
person subordinate and/or dependent by isolating them from
sources of support, exploiting their resources and capacities for
personal gain, depriving them of the means needed for
independence, resistance and escape and
regulating their everyday
behaviour.
Coercive behaviour is: an act or a pattern of acts of assault,
threats, humiliation and intimidation or other abuse that is used to
harm, punish, or frighten their victim.
This definition includes so called ‘honour’ based violence, female
genital mutilation (FGM) and forced marriage, and is clear that
victims are not confined to one gender or ethnic group.
Status: Issue 5
Issue date: 6 December 2017
Approved by: Formal Executive Team
Review by date: 6 December 2020
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Aneurin Bevan University Health Board
ABUHB/HR/0447
Domestic Abuse And Sexual Violence : A Workplace Policy For Supporting Staff
Owner: Assistant Nurse Director Public Protection
3.3 Honour Based Violence
This is a term used to describe a collection of practices which are
used to control behaviour within families or other social groups to
protect perceived cultural beliefs/and or honour. Such violence can
occur where perpetrators perceive that a relative has shamed the
family or community by breaking their honour code and may
include murder, fear of or actual forced marriage, controlling
sexual activity, domestic abuse, rape, kidnapping, false
imprisonment and forced abortion.
Such crimes cut across all cultures, nationalities, faith groups and
communities.
It is a fundamental abuse of human rights.
3.4 What is Forced Marriage?
A forced marriage is a marriage conducted without the full consent
of both parties and where duress (emotional pressure in addition to
physical abuse) is a factor. It is an entirely separate issue from
arranged marriage and the two should not be confused. In an
arranged or assisted marriage, the families take a role in choosing
and introducing the marriage partners, but the marriage is entered
into freely by both people, without duress. In a forced marriage,
this consent does not exist.
It is an abuse of human rights and
cannot be justified on any religious or cultural basis.
3.5 Female Genital Mutilation (FGM)
FGM is a procedure that includes partial or the total removal of the
external female genital organs for cultural or other non-therapeutic
reasons. The practice is medically unnecessary, extremely painful
and has serious health consequences. It is illegal in the UK and it
is also illegal to arrange to send an individual abroad for this
procedure. It is
an abuse of human rights.
4.
FORMS OF DOMESTIC ABUSE
The following section sets out the various forms of abuse, which an
employee may experience in an abusive relationship:
(Source: Women’s
Aid Federation).
Physical abuse: using weapons, punching, head butting,
suffocation, hair pulling, kicking, slapping, strangulation, drowning,
burning, sleep deprivation, rape and murder.
Psychological: mind games, constantly moving the goalposts,
blaming the other person for the abuse, blaming other factors in the
Status: Issue 5
Issue date: 6 December 2017
Approved by: Formal Executive Team
Review by date: 6 December 2020
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Domestic Abuse And Sexual Violence : A Workplace Policy For Supporting Staff
Owner: Assistant Nurse Director Public Protection
relationship for the abuse, undermining parental authority, telling
the person they are mad.
Emotional: saying no one else will want them, telling them that
they are fat, ugly, stupid, lazy, sexually unappealing or a bad
parent.
Economic: no access to money (has to ask), no access to salary,
child allowance or other benefits, not on the mortgage / tenancy
papers, no access to the bank account.
Destructive criticism and verbal abuse: shouting, mocking,
accusing, name calling, verbally threatening.
Pressure tactics: sulking, threatening to withhold money,
disconnect the telephone, taking the car away, taking the children
away, reporting the individual to welfare agencies unless they
comply with the demands regarding bringing up the children; lying
to friends and family, telling the individual that they have no choice
in any decisions.
Disrespect: persistently being put down in front of other people,
not listening or responding when they talk, interrupting telephone
calls, refusing to help with childcare or housework.
Breaking trust: lying, withholding information, being jealous,
having other relationships, breaking promises and shared
agreements.
Isolation: accompanied everywhere for example, shopping,
doctors, locked in, allowed out for time periods only, not allowed
contact with friends / family, leaving visible signs of injury to
embarrass and deter from going out, monitoring or blocking
telephone calls.
Harassment: being followed or being checked up on, opening mail,
repeatedly dialing 1471 to see who has telephoned, embarrassing
them in public.
Threats: making angry gestures; using physical size to intimidate,
shouting down, destroying possessions, breaking things, punching
walls, wielding a weapon.
Sexual: bestiality, drugs, use of objects, rape, unwanted touch,
pornography, buggery, forced sex with others.
Status: Issue 5
Issue date: 6 December 2017
Approved by: Formal Executive Team
Review by date: 6 December 2020
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Aneurin Bevan University Health Board
ABUHB/HR/0447
Domestic Abuse And Sexual Violence : A Workplace Policy For Supporting Staff
Owner: Assistant Nurse Director Public Protection
Denial: saying the abuse doesn’t happen, saying the individual has
caused the abusive behaviour, being publicly gentle and patient,
crying and begging for forgiveness, saying it will never happen
again.
Spiritual: mocking religious beliefs, forced religion or not being
allowed to practice own religion/beliefs.
Domestic abuse can vary in both frequency and intensity. Employees
may experience a violent or abusive attack as a one off or rare incident,
or more commonly, it can be part of a regular pattern of abuse of
increasing intensity. Given that the pattern of domestic abuse is one of
escalation, there is no level of abuse, which should be viewed as
acceptable or insignificant.
5.
IDENTIFYING DOMESTIC ABUSE
Often an employee who is experiencing domestic abuse may be reluctant
to tell people at work of their situation or approach a manager with their
problem. Research has shown that an individual will on average
experience 35 episodes of domestic abuse before they decide to seek
help. Reasons for reluctance include:
shame and embarrassment because of what is happening to them;
cultural stigma – particularly from for women from certain black and
minority ethnic groups;
unsure of what help is available to them;
unsure where they can go for help;
fearful of doing anything that might make the situation worse;
fear that their children may be taken away from them;
belief that the abuse will stop.
A manager, therefore, may only become aware that an employee is
experiencing domestic abuse related problems through employment
issues such as frequent short-term sickness absences due to re-occurring
physical injuries such as bruises and abrasions, fractured bones, lost
teeth, internal injuries, gynaecological problems and miscarriages, or
psychological and psychiatric problems such as depression and anxiety or
Status: Issue 5
Issue date: 6 December 2017
Approved by: Formal Executive Team
Review by date: 6 December 2020
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Domestic Abuse And Sexual Violence : A Workplace Policy For Supporting Staff
Owner: Assistant Nurse Director Public Protection
because the employee begins to under perform in their role, for no
apparent work related reason.
By identifying an employee who is experiencing domestic abuse at
an early stage, timely, appropriate support and assistance can be
offered. Managers should therefore offer employees the opportunity
to discuss personal issues, which may be affecting their health,
performance etc. during each stage of the ABUHB Sickness Absence
and Capability Policies.
Research has shown that whilst victims of domestic abuse may be
reluctant to disclose what is happening to them, often they are also
hoping that someone will realise that something is wrong and ask
them about it. The manager should reassure the employee that any
information they disclose as part of these meetings, will be treated
in confidence unless it becomes clear that an individual or a child is
placed at serious risk. Early identification of a problem of this nature
could also result in the employee being able to deal with their
situation more effectively.
When dealing with situations of this nature, managers should
develop a sensitive, empathetic and non-judgemental approach.
This approach is important, as victims of domestic abuse often feel
ashamed, humiliated and frightened and are prone to blaming
themselves for the situation. In this state even the slightest hint
that the manager is sceptical about their story or feels that they are
in some way responsible for the situation can drive the employee
back into isolation. The manager’s role is therefore crucial.
6.
RESPONSIBILITIES
6.1 Manager’s Role
Respond in a manner that reassures the employee that they
recognise that domestic abuse is wrong, it is a crime and not
the employee’s fault.
Take the employee seriously, taking time to listen to them and
believing what they tell you;
Ensure that any discussion about the employee’s situation
takes place in the privacy of an office and that you will respect
their confidentiality as far as possible.
Status: Issue 5
Issue date: 6 December 2017
Approved by: Formal Executive Team
Review by date: 6 December 2020
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ABUHB/HR/0447
Domestic Abuse And Sexual Violence : A Workplace Policy For Supporting Staff
Owner: Assistant Nurse Director Public Protection
The manager may keep a diary note of the discussion, if the
employee does not object, given the sensitive and confidential
nature of this information.
Understand that the employee may not wish to discuss the
matter in detail with them, but prefer to involve a colleague,
staff side representative or a Human Resources Manager who
will be able to advise them of where they can go for help and
how to contact local services.
Be aware that there may be additional issues faced by the
employee because of their age, gender identity, sexuality, ethnic
background, religion / beliefs, disability etc.
Be non-judgemental, as the employee may need some time to
decide what to do and may try many different options during the
process. Research has shown that it can take a long time to
break free of an abusive relationship. The manager should not
assume that because the employee returns or stays in an
abusive relationship that the abuse is not severe or does not
take place.
Offer support and explore the possible options with the
employee (see Section 8). A list of support agencies for women
and men is attached in Appendix 1 of this document.
When advised of a case of domestic abuse, the manager may
seek help and advice from a member of the Human Resources
Department.
A manager’s guide to asking appropriate questions of an employee
they suspect may be experiencing domestic abuse is set out in
Appendix 2 of this document.
6.2 Role of Human Resources (HR)
HR can provide advice to managers who are supporting staff who are
victims of domestic abuse. They may also be contacted
directly
for
advice and support by members of staff who are victims of abuse or by
colleagues who wish to be supportive of a colleague, but are unsure of
what they can do. In line with the policy review cycle the human
resources team will review and update other relevant HR policies,
procedures and practices that are linked and could affect the
implementation of this policy.
Status: Issue 5
Issue date: 6 December 2017
Approved by: Formal Executive Team
Review by date: 6 December 2020
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Aneurin Bevan University Health Board
ABUHB/HR/0447
Domestic Abuse And Sexual Violence : A Workplace Policy For Supporting Staff
Owner: Assistant Nurse Director Public Protection
6.3 Role of Employees
All employees have a part to play in tackling domestic abuse. Behaving in
a supportive way by listening and by being non judgemental can give the
victim confidence to tackle and report the problems that they might
experience. Sign posting them to the Live Fear Free Helpline will support
them in getting the help they need.
Staff should undertake the training on offer commensurate with their role.
All staff are required to undertake VAWDASV Group 1 awareness-raising
training.
6.4 Ensuring the Employee’s Health and Safety
The responsibilities of ABUHB, managers and employees and others are
defined in the Health and Safety at Work Act 1974. ABUHB has
developed guidance and incident reporting procedures to deal with
incidents, where an employee is verbally abused or threatened or
physically assaulted in the course of their duties. Please refer to the
ABUHB’s Policy and Procedure for Incident Reporting.
The procedures outlined in the Incident Reporting Policy will apply to most
situations of abuse in the workplace. Managers, however, may have to
consider additional factors if these incidents occur as a result of domestic
abuse, which spills over into the workplace. These incidents may involve
the violent partner or ex-partner visiting the workplace, making abusive
telephone calls or sending abusive emails, and / or other acts of
intimidation or harassment.
If such situations arise, these issues should be addressed by
implementing the following measures as appropriate:
Alerting security staff and/or the main reception staff that the
alleged perpetrator is not allowed access to the building, unless they
have a bona fide reason for doing so, such as if they were a patient/
service user etc.
Provide a copy of any existing orders against the abuser and a
photograph of the abuser to reception and security staff.
Where appropriate improve security measures, such as changing
keypad numbers or ensuring that access to the building/ department
is not open to access from unauthorised staff or persons.
Status: Issue 5
Issue date: 6 December 2017
Approved by: Formal Executive Team
Review by date: 6 December 2020
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Domestic Abuse And Sexual Violence : A Workplace Policy For Supporting Staff
Owner: Assistant Nurse Director Public Protection
Remind reception / switchboard staff and all other staff that they
must not divulge information about employees, especially personal
details such as addresses, telephone numbers or shift patterns etc.
Check that staff have arrangements for getting safely to and from
home.
Review content of personal information, such as temporary or new
addresses, bank or health care details.
Review the employee’s next of kin information – the ex-partner may
still be listed.
Where practical consider offering a temporary or permanent change
of workplace, working times/patterns, to help the employee to
reduce the risk on their way to and from work. This could include a
change to the office layout to ensure that the employee is not visible
from reception points or from windows etc.
Where practical, offer changes in specific duties, such as not
expecting the employee to answer telephones or sit on the
reception. Consider and discuss redeployment to another post, if an
alternative, vacant, fully funded post is available.
Agreeing with the employee what to tell colleagues and how they
should respond if the abusive partner / ex-partner telephones or
visits the workplace.
Identify a work contact for support and an emergency contact
should the organisation be unable to contact the employee.
Seek to ensure that the systems for recording the whereabouts of
the employee during the working day are adequate and if their work
requires them to work outside of the office/department, consider
how risks can be minimised by changing their duties or allowing
another colleague to accompany them on certain journeys for
example. (Refer to Lone Worker Policy).
In keeping with the ABUHB’s Incident Reporting Policy, a record
should be made of any incidents of abuse in the workplace, including
persistent telephone calls, emails, or visits to the employee by their
partner / ex-partner. These records may be used if the employee
decides to press charges or apply for an injunction against the
alleged perpetrator of abuse.
Status: Issue 5
Issue date: 6 December 2017
Approved by: Formal Executive Team
Review by date: 6 December 2020
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Aneurin Bevan University Health Board
ABUHB/HR/0447
Domestic Abuse And Sexual Violence : A Workplace Policy For Supporting Staff
Owner: Assistant Nurse Director Public Protection
These records may also be used by the ABUHB if they decide to
apply for an injunction, if the action of the alleged perpetrator
impinges on the health and safety of a member of staff or service
provision.
Further advice on safety in the workplace may be sought from the
ABUHB Health and Safety Team.
N.B. When considering the above measures the manager may
have to take into account whether the measures are
operationally viable. In all instances however, the health and
safety of the employee and other members of staff and service
users should be a primary consideration when managing the
situation.
6.5 Employee Confidentiality
Once an employee has confided in their manager or a member of the
Human Resources Department that they are experiencing domestic
abuse, they should be reassured that this information will be kept
confidential, as far as reasonably practicable.
An exception to employee confidentiality would arise if the employee
indicates that their children are also experiencing abuse. For example,
that children may be or are at risk from physical, emotional, sexual
abuse or neglect. Also, if the employee or another adult was at risk of
serious harm / death.
In these circumstances the manager must inform the employee that
they are obliged to seek further advice from the ABUHB’s Corporate
Safeguarding Team, or from Social Services (or the Police, if they are at
immediate risk).
Managers have a duty to maintain a secure environment for all of their
employees. When they become aware that one of their employees is a
victim of domestic abuse, it may be easier to maintain the secure
working environment if all employees within the department are aware
of the problem and potential risks. It is however, essential that the
manager agrees with the employee concerned, how much and what
information, if any, their colleagues will be told.
Managers should remind their employees that this information is
confidential and any unauthorised breaches of this information could
result in disciplinary action being taken.
Status: Issue 5
Issue date: 6 December 2017
Approved by: Formal Executive Team
Review by date: 6 December 2020
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Domestic Abuse And Sexual Violence : A Workplace Policy For Supporting Staff
Owner: Assistant Nurse Director Public Protection
This is important, as the consequences of breaching confidentiality
could have serious effects for the employee experiencing domestic
abuse.
Statistics have shown that the risk of more serious assaults, permanent
injury and murder take place when a victim of abuse decides to confide
in others or decides to leave or immediately after leaving home. It is
therefore important that the manager and the employees do not
underestimate the dangers or assume that the fear of abuse by the
employee is exaggerated.
6.6 Child Protection Issues
There is a considerable overlap between domestic abuse and its effect on
children. According to child protection experts, there is significant
evidence that demonstrates that men who are abusive to their female
partners are more likely to physically abuse their children. In some
instances the children may also be injured in the course of an assault on
their mother.
As previously noted in this policy, abusers may use pressure tactics, such
as threaten their victim that their children may be taken into care if the
abuse is reported. Consequently, it is vital to deal with issue of child
protection sensitively when discussing suspected domestic abuse with
employees.
When dealing with suspected cases of domestic abuse, the manager
should establish if the employee has any children living at home and if so
assess whether there’s a need to make a child protection referral. Advice
should be sought from the ABUHB’s Safeguarding Children Team and the
All Wales Child Protection Procedures followed.
If child abuse is suspected by the manager, they should refer to the
ABUHB’s Safeguarding Children Team, and the All Wales Child Protection
Procedures followed.
7.
SPECIAL LEAVE
The ABUHB has a Special Leave Policy, which has provisions to allow for a
period of paid or unpaid leave to deal with situations of domestic
emergency, at the manager’s discretion. Managers should therefore deal
sympathetically with a request from employees who have disclosed that
they are experiencing domestic abuse, for reasonable time off.
Status: Issue 5
Issue date: 6 December 2017
Approved by: Formal Executive Team
Review by date: 6 December 2020
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Domestic Abuse And Sexual Violence : A Workplace Policy For Supporting Staff
Owner: Assistant Nurse Director Public Protection
Managers should also deal sympathetically with requests for time-off from
these employees, to arrange appointments during the normal working
day. These appointments may include:
appointments with support agencies, such as specialist support
services, Social Services, Counsellors, etc;
arranging re-housing;
meetings with solicitors; and / or
making alternative childcare or education arrangements.
Managers should also explore other supportive, flexible working options
which are contained within the ABUHB’s Flexible Working Policy, to assist
employees who are experiencing abuse, if they feel this is appropriate.
Employees will be entitled to special leave to attend civil or criminal court
hearings as a witness, if they have been called under a subpoena or a
witness summons. They will also be entitled to special leave if they are
required to attend court to seek an injunction against their abusive
partner / ex-partner.
Managers must record applications for special leave in accordance with
the ABUHB’s Special Leave Policy.
8.
OTHER SUPPORTIVE MEASURES
An employee who has decided to leave or has recently left an abusive
partner may face considerable financial hardship. If an employee raises
these matters with their manager, they should be referred to their local
Credit Union
for confidential and impartial financial advice and assistance.
Such a referral may be made regardless of whether the employee is an
existing member of the Credit Union. Additional free advice and support
can also be sought from the Consumer Credit Counselling Service or
Citizens Advice.
If an employee discloses to their manager that their partner has access to
their finances or is exerting economic pressure upon them, they should be
advised to contact the Human Resources Helpline for advice and the
ABUHB’s Payroll Department to discuss an alternative method of salary
payment. Bank details can be changed via ESR.
It may also be appropriate to refer the employee to the ABUHB’s
Occupational Health Service and Employee Wellbeing Service for
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Issue date: 6 December 2017
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Review by date: 6 December 2020
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Domestic Abuse And Sexual Violence : A Workplace Policy For Supporting Staff
Owner: Assistant Nurse Director Public Protection
professional support and signposting to other services. The Chaplaincy
service is also able to provide support.
9.
DEALING WITH STAFF WHO ARE PERPETRATORS OF ABUSE
Domestic abuse, and other forms of abuse which fall within the VAWDASV
umbrella are viewed to be unacceptable behaviour, and will therefore not
be tolerated by the ABUHB. Employees of ABUHB should also be aware
that such abuse is a serious matter that can lead to criminal convictions.
If ABUHB is informed of incidents of such abuse that occur outside of the
workplace, whether it leads to a criminal conviction or not, it can also lead
to disciplinary action being taken against an employee.
This is because of the employment implications, as it undermines the
trust and confidence in the employee. Such action, if taken would be in
accordance with the ABUHB’s Disciplinary Policy.
Any disciplinary investigation of this nature would include the following
factors:
the nature of and the seriousness of the conduct;
the nature of the work undertaken by the employee concerned;
the extent to which it involves contact with other employees or
members of the general public; and
In addition such conduct may make certain duties inappropriate and
justify consideration for redeployment. For example it may be
inappropriate for a perpetrator of domestic abuse to be providing services
to vulnerable adults or children and therefore a change of duties or
transfer may need to be considered in such circumstances.
Proven harassment and bullying of a ABUHB employee by their partner or
ex-partner, who is also employed by the ABUHB, will not be tolerated and
may result in disciplinary action in accordance with the ABUHB’s
Disciplinary and/or Dignity at Work Policy.
In the event of any of the above circumstances coming to the attention of
a manager, they should immediately inform the Human Resources
Department of the situation, to seek appropriate advice, regarding the
appropriate course of action to take.
Perpetrators of abuse may contact the Human Resources Department, to
seek information and advice regarding where they can go for help. The
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Live Fear Free Helpline has information on perpetrator programmes (Tel:
0808 8010 800).
10. TRAINING
Wales has introduced the Violence against Women, Domestic Abuse and
Sexual Violence (Wales) Act 2015. To ensure the effective implementation
of the Act there is a National Training Framework (NTF) which outlines the
training required for staff at
all levels.
It is vital that relevant staff working within the Health Board are skilled in
recognising potential indicators of such violence and abuse, and feel
competent and confident to offer support and take appropriate action
commensurate with their role.
ABUHB will aim to raise awareness of VAWDASV and provide training, as
appropriate, through the following measures;
publicising the ABUHB’s Policy on Domestic Abuse;
implementing the National Training Framework
displaying posters with helpful information on employee notice boards,
intranet site, social media and in toilets and staff rooms etc;
asking Trade Union colleagues to raise awareness of the policy among
their members;
inclusion of issues relating to domestic abuse and other forms of
VAWDASV in relevant in-house training sessions, such as Dignity at
Work, Special Leave, Child Protection etc;
provide information on dealing with domestic abuse in the workplace,
in the ABUHB’s Corporate Induction.
publicising specialist domestic abuse training via the Intranet
Safeguarding pages, and Safeguarding Newsletter.
working collaboratively with other external partners to publicise other
relevant training available.
11. MONITORING AND EFFECTIVENESS
Annual review of the policy via the Safeguarding Group. This will include
consideration of any feedback on the use of the policy and any updating
required.
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12. FURTHER INFORMATION
There is a range of further information and useful telephone numbers in
the Appendices.
13. EQUALITY IMPACT ASSESSMENT
T
his policy has undergone an equality impact assessment screening
process using the toolkit designed by the NHS Centre Equality & Human
Rights. Details of the screening process for this policy are available from
the policy owner.
14. REFERENCES
Violence against Women, Domestic Abuse and Sexual Violence (Wales)
Act 2015
The National Training Framework on violence against women, domestic
abuse and sexual violence: Statutory guidance under section 15 of the
Violence against Women, Domestic Abuse and Sexual Violence (Wales)
Act 2015 and section 60 of the Government of Wales Act 2006
Home Office (2013) Definition of Domestic Violence
https://www.gov.uk/government/publications/new-government-domestic-
violence-and-abuse-definition
Health and Safety Executive (1974) Health & Safety at Work Act.
Equality Act (2010).
Local Safeguarding Children Boards in Wales All Wales Child Protection
Procedures
Equality and Human Rights Commission (2016) Domestic Abuse is your
Business
https://www.equalityhumanrights.com/en/advice-and-
guidance/domestic-abuse-workplace-policies-and-managing-and-
supporting-employees
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Appendix 1
GETTING SUPPORT AND FURTHER INFORMATION
It is not easy for someone to accept that a loved one can behave in such
an abusive manner. Because they can’t explain their partner’s behaviour,
many people assume that they themselves are to blame. They are not.
No one deserves to be abused, least of all by a partner in a supposedly
caring relationship. It is the abuser’s behaviour that needs to change;
there is no excuse.
DOMESTIC ABUSE AND CHILDREN
Children who are exposed to or used in domestic abuse respond in
different ways. They may show an increase in aggressive behaviour,
emotional problems such as depression and/or anxiety, lower levels of
social competence and lower levels of academic achievement. Children
who witness traumatic events, such as domestic abuse, may feel helpless
and see the world as unpredictable, hostile and threatening.
A crucial element in the way a child copes with the exposure to domestic
abuse is the relationship with the non-abusive parent and that parent’s
ability to parent and keep themselves and the children safe. If that ability
is compromised because of the abuse, support enabling that parent to
meet the children’s needs or a close relationship between the child and
another caring adult may help.
DOMESTIC ABUSE AND TEENAGERS
Teenagers can be affected by domestic abuse either through exposure to
domestic abuse in their own family or by becoming victims or
perpetrators of abuse in their own relationships.
SEEKING HELP
The most important thing someone in an abusive relationship needs to do
is to recognise that relationship for what it is and to tell someone about
the abuse. For some the decision to seek help is quickly and easily made.
For many the process will be long and painful as they try to stop the
abuse and make the relationship work. The process of leaving an abusive
relationship can be as frightening as the prospect of staying. People may
return to their abusive partner a number of times before they finally make
the break. Victims should always be reassured that they can ask for help
again.
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CRISIS PLAN
If an adult victim and children are in danger due to domestic abuse, they
should leave immediately if possible and contact one of the agencies
listed in this pack.
If there is time, it is advisable to contact the Live Fear Free helpline or
involve one of the specialist support services (such as Women’s Aid,
Llamau, Hafan, Cyfannol etc) who will advise on a safety plan.
It is worth considering the following:
When is it safe to leave?
Is it possible to set aside any money for emergency use?
Is it possible to pack a change of clothes for themselves and the
children?
Can they take identification such as passports, birth certificates, and
bank details?
Can they take any items needed for babies, such as formula milk,
nappies etc.
WHERE TO GO FOR HELP?
If someone is experiencing or has experienced domestic abuse, there are
a range of organisations that can help. Agencies can provide information
to enable victims to make decisions which are right for them. They also
provide advocacy. They are not there to tell anyone what to do or judge
the decisions made. They can also help to access other agencies.
Information about what various agencies can offer, together with useful
telephone numbers and addresses are provided here, but there are many
others: libraries, local authorities and Citizens Advice Bureau are good
sources of further information.
The Live Fear Free Helpline which is open 24hrs a day every day
will be able to give you more information
Tel 0808 8010 800
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The service is available in Welsh or English and has access to Language
Line the 24 hour Interpreting Service.
Text phone users can contact the Helpline via
Type Talk on
1800108088010800. It offers free confidential information and support
to women and men experiencing domestic abuse. It is also an
information service for people who are concerned about someone they
know, and for agencies that need information on the support available in
Wales for adults and children.
WELSH WOMEN’S AID
www.welshwomensaid.org
Welsh Women’s Aid is a national umbrella organisation representing local
women’s aid groups situated throughout Wales. Welsh Women Aid can
provide specialist training, support and information to member groups
and outside organisations.
BLACK ASSOCIATION OF WOMEN STEP OUT (BAWSO)
www.bawso.org.uk
BAWSO are a specialist agency which can provide culturally sensitive and
appropriate information and services to black and other minority ethnic
groups.
WALES CITIZENS ADVICE BUREAUS
The Citizens Advice Bureau Service offers free, confidential, impartial and
independent advice on a range of issues including debt, benefits, housing
and legal matters. Advisers can help you to fill out forms, write letters,
negotiate with creditors and represent you at court.
CORPORATE ALLIANCE AGAINST DOMESTIC VIOLENCE
www.caadv.org.uk
The corporate alliance aims to raise awareness and reduce the social and
economic impact of domestic violence in the workplace. Working together
their vision is to create a work environment where employees have the
opportunity to seek practical support and advice and ultimately, take
positive action to end domestic violence. Membership is open to any
employer, trade union or representative body in the UK.
REFUGE
www.refuge.org.uk
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Refuge is one of the largest single providers of specialist accommodation
and services to women and children escaping domestic violence,
supporting over 1,000 women and children every day.
RESPECT
www.respect.uk.net
Respect is the UK association for professionals, working with domestic
violence perpetrators and associated support services. The organisation’s
key aim is to increase the safety of those experiencing domestic violence
through promoting effective interventions with perpetrators.
BROKEN RAINBOW
www.broken-rainbow.org.uk
Every individual's experience of domestic abuse will be unique. However
gay, lesbian, bisexual and transgender individuals are likely to face
additional concerns around homophobia and gender discrimination. They
may also be concerned that they will not be recognised as victims or
believed and taken seriously. Abusers may also be able to control their
victims through the threat of ‘outing'
Broken rainbow provides support for lesbian, gay, bisexual and
transgender people experiencing domestic abuse.
DYN PROJECT
www.dynwales.org
The Dyn Project works across Wales to support men who experience
domestic abuse.
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APPENDIX 2
A MANAGERS GUIDE TO ASKING EMPLOYEE’S QUESTIONS
ABOUT SUSPECTED DOMESTIC ABUSE
As this is a difficult subject to approach with an employee, it must be
handled in a sensitive, empathetic and non-judgemental manner and with
extreme care. As it is not easy to ask or be asked personal questions
about domestic abuse, it is important that the actual questions asked or
observations made, put the employee at ease and that the manager helps
them to feel comfortable about disclosing information on their
experiences.
Such questions could be asked for example, during a routine return to
work interview, following a bout of sickness absence, during an informal
or formal sickness absence interviews or an informal / formal managing
under-performance meetings etc.
If you feel you require further advice or guidance before dealing
with such an issue, you should contact a member of the Human
Resources Department.
Training that will support you
Undertaking the Group 1 Violence Against Women, Domestic Abuse and
Sexual Violence Awareness on line module is mandatory for
all staff and
Group 2 ‘Ask and Act’ training is advised for those managing staff.
Indirect Questions
If a manager suspects that an employee is experiencing domestic abuse,
they should ask the employee indirect questions, to help establish a
relationship with the employee and develop empathy. For example:
Are there any issues you would like to discuss with me?
I have noticed recently that you are not yourself, is anything the
matter?
Is everything all right at work?
Are there any problems or reason that may be contributing to your
frequent sickness absence / under performance at work?
Is everything all right at home?
Are you being looked after properly?
Is your partner taking care of you?
Are you getting on alright with your partner at the moment?
(Source: Domestic Violence: A Resource Manual for Health Care
Professionals in Wales)
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By asking indirect questions it may prompt the employee to disclose
information, if they are hesitant about opening up.
If the employee replies that there are no problems at home, but the
manager continues to suspect that there may be a problem, as they have
identified possible evidence or signs of domestic abuse, they should seek
advice from the Human Resources Department or continue to ask if there
are any problems at home, at appropriate meetings or ask more direct
questions.
Direct Questions
The manager should ask ‘direct questions’ to prompt the employee to
discuss any possible experiences of domestic abuse, if they are displaying
signs of physical assault or injury.
The following questions must be
asked with great sensitivity and care.
This may be approached as follows:
“I am sorry to ask you this and I don’t wish to cause you any offence, but
I noticed that you have a number of bruises / cuts / burns etc. I know
that in the UK,
1 in 4 women, or 1 in 7 men experience domestic abuse
in the home, can you tell me how you got your injuries”?
The following are some examples of follow up direct questions, which it
might be useful to ask the employee, once it has been established that
there maybe or is a problem related to domestic abuse:
Have you ever been slapped, kicked/punched etc. by your partner?
Do you feel frightened of your partner or someone else at home?
Are you currently in a relationship where you are experiencing
abuse or abuse?
Does your partner lose their temper with you? If so what happens
to you as a result?
Has your partner threatened to hurt you or your children?
Does your partner get jealous of you seeing friends, talking to other
people, going out? If so what happens?
Does your partner blame alcohol or drugs for the behaviour towards
you?
(Source: Domestic Violence: A Resource Manual for Health Care
Professionals in Wales)
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