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Domestic Violence and Abuse Policy DOMESTIC VIOLENCE AND ABUSE POLICY Last Review Date June 2021 Approving Body Executive Committee Date of Approval 18 August 2021 Date of Implementation 18 August 2021 Next Review Date June 2024 Review Responsibility Director of HR & Corporate Services Version 0.4 REVISIONS/AMENDMENTS SINCE LAST VERSION Date of Review Amendment Details September Amended to reflect new job titles 2017 October 2019 Amended to reflect changes in legislation as outlined in the Domestic Violence Bill 2018. June 2021 Updated to reflect amendments to the Domestic Violence Bill 2019, Amendments to the Domestic Abuse Act 2021, and to reflect new job titles and responsibilities of key post holders. Page 2 of 23 CONTENTS DEFINITIONS SECTION A: POLICY PAGE NUMBER 1. Policy Statement, Aims and Objectives 5 2. Legislation and Guidance 5 3. Scope 6 4. Accountabilities and Responsibilities 6 5. Dissemination, Training and Review 8 SECTION B: PROCEDURE 1. Employees Experiencing Domestic Violence and Abuse 10 2. Responding to Domestic Abuse 10 3. Recording Information 12 4. Arrangements where others may be at risk 12 5. Personal Safety at Work Plan 12 6. Support for Managers dealing with Employee 13 Perpetrators of Domestic Violence 7. Support for Managers where both victims and perpetrator 14 are employees APPENDICES Appendix 1 – Forms of Abuse and Potential Indicators Appendix 2 – Good Practice Guidelines Appendix 3 – Proforma for Line Managers to aid discussions Appendix 4 – Helplines and Contact Information Page 3 of 23 DEFINITIONS Domestic Violence and Abuse The CCG applies the Domestic Abuse Bill statutory definition of domestic abuse as “Any incident or pattern of incidents of controlling, coercive, 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” Whilst the majority of abuse is perpetrated by men against women, domestic violence may also be carried out by women against men and within same sex relationships. Abuse can be perpetrated by partners, ex-partners and family members, including children under the age of 18, adult children or siblings. Such abuse may be actual or threatened and can manifest itself in a variety of ways including physical violence, emotional or psychological abuse, sexual violence and abuse, financial control, controlling or coercive behaviour and abuse and the imposition of social isolation or deprivation. Controlling behaviour can be 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 can be 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 victims. Domestic abuse occurs in all groups and sections of society and may be experienced differently, due to, and compounded by, race, sexuality, disability, age, religion, culture, class or mental health. This definition includes all nuances of domestic abuse for example “honour based” abuse (HBA), forced marriage (FM) and female genital mutilation (FGM) as well as adolescent to parent/carer abuse and elder abuse. Domestic abuse can have a devastating impact on children exposed to it in their own home. Under the statutory definition of domestic abuse, a child who sees or hears, or experiences the effects of domestic abuse and who is related to the person being abused or the perpetrator, is also to be regarded as a victim of domestic abuse. The impact of domestic abuse can range from loss of self-esteem to loss of life. Page 4 of 23 SECTION A – POLICY 1. Policy Statement, Aims and Objectives 1.1. NHS Doncaster Clinical Commissioning Group is committed to promoting a zero tolerance of domestic violence and abuse. It will ensure that the working environment promotes the view that domestic violence is unacceptable and will not be tolerated. The CCG acknowledges that domestic abuse is a serious issue within our society and affects many people’s lives and we have a responsibility for health, safety and welfare at work. Employees or line managers who are approached by another employee experiencing domestic abuse are expected to follow the good practice outlined in this policy and procedure. 1.2. Domestic violence is a pattern of behaviour characterised by the misuse of power and control which commonly includes physical, psychological, emotional and sexual abuse. Within the CCG there may be those who have experienced, are experiencing domestic violence and those who may be perpetrators of violence. 1.3. We recognise that domestic abuse can affect an individual’s work performance and that as an employer we have responsibility for health, safety and welfare of staff at work and seek to provide support to those affected. 1.5. The development of this policy: • Enables the support of employees experiencing problems at work arising from domestic violence and abuse • Ensures confidentiality and sympathetic handling of situations at work arising from domestic violence and abuse • Removes fears of stigmatisation at work for employees experiencing domestic violence and abuse • Provides guidance for managers on how to support victims of domestic violence and abuse • Provides guidance for managers on how to deal with perpetrators of domestic violence and abuse • Raises awareness and understanding amongst all members of staff in the workplace of the effects of domestic violence and abuse 2. Legislation and Guidance 2.1. The following legislation and guidance has been taken into consideration in the development of this procedural document. • Domestic Violence, Crime and Victims (Amendment) Act 2012 • Government Strategy to tackle Violence against Women and Girls (VAWG) • Home Office ‘Domestic Violence & Abuse’ (https://www.gov.uk/domestic- violence-and-abuse) • Draft Domestic Violence Bill 2018 Page 5 of 23 • Domestic Violence Bill 2019 • Domestic Abuse Act 2021 3. Scope 3.1 This policy applies to those members of staff that are directly employed by NHS Doncaster CCG and for whom NHS Doncaster CCG has legal responsibility. For those staff covered by a letter of authority / honorary contract or work experience this policy is also applicable whilst undertaking duties on behalf of NHS Doncaster CCG or working on NHS Doncaster CCG premises and forms part of their arrangements with NHS Doncaster CCG. As part of good employment practice, agency workers are also required to abide by NHS Doncaster CCG policies and procedures, as appropriate, to ensure their health, safety and welfare whilst undertaking work for NHS Doncaster CCG. 4. Accountabilities and Responsibilities 4.1 Overall accountability for ensuring that there are systems and processes to ensure that support for those experiencing domestic violence and abuse is available in the workplace lies with the Chief Officer. Responsibility is delegated to the following: Has delegated responsibility for: • Maintaining an overview of the corporate ratification and governance process associated with the policy. • Leading the development, implementation and review of the policy. • Supporting managers and employees Director of HR & with queries relating to the policy and Corporate procedure. Services & Head • Ensuring all cases of domestic violence of HR & OD and abuse are treated sensitively and in confidence as far as practicable. • Sourcing of relevant awareness training in relation to domestic violence and abuse. • Facilitating access to the relevant support systems available such as occupational health, counselling and • the Employee Assistance Programme. • Ensuring the policy and procedure is reviewed and updated as required. Page 6 of 23 • Collation reported data relating to domestic abuse as necessary for annual reporting. Have delegated responsibility for: • Ensuring they understand and adhere to their obligations in relation to this policy with awareness and ability to apply it effectively The role of the manager is not to deal with the abuse itself but to make it clear that employees will be supported and to outline what help is available, from where and to escalate as appropriate. Line Managers • Ensuring this policy is applied fairly to all with sensitivity towards age, disability, gender, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief and sexual orientation. • Maintaining the confidentiality of any information relayed to them concerning cases of domestic violence and abuse. Managers are strongly advised to contact HR regarding any disclosures of domestic abuse. Have delegated responsibility for: • Being aware of the policy and informing their line manager or Human Resources regarding any concerns or suspicions that a colleague may be a potential or All Staff actual victim, or a perpetrator of domestic abuse. • In the course of their duties staff my have contact with service users and or/colleagues from elsewhere in the service about whom they form concerns. In these circumstances support should be sought from their line manager/HR. Page 7 of 23 Have responsibility to: • Ensure they are familiar with the policy and procedure Staff Side • Advise and represent employees who are members of a recognised Trade Union • Provide guidance and support to staff Have responsibility to: • Provide a strategic overview of domestic abuse: • Ensure there is
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