Domestic Violence Policies
In researching several different Domestic Violence Policies I found that this was a good clearly written basic policy. There are many other sample policies available from domestic violence sites if your company would prefer a different structure.
Purpose
As domestic violence is a serious threat to the safety and security of our workforce, (Company) is dedicated to increasing awareness of this issue, offering support to victims of abuse and holding perpetrators accountable for their actions. It is the intention of this policy to promote a healthy, safe environment where all employees are encouraged to report any concerns, seek assistance when necessary and help foster a respectful and understanding environment.
This policy does not obligate (Company) to address any reports or allegations in any particular manner.
Scope
This policy applies to any persons hired by (Company) including employes, temporary support, vendors and/or contracted individuals. The other party in the abusive relationship, whether that is the victim or abuser, does not have any relation with (Company) for the policy to apply.
Definitions
Domestic Violence: A pattern of behavior meant to threaten, harass and coerce the victim in order to establish and maintain control and dominance. Along with physical trauma, it may include the emotional, psychological, sexual and financial abuse devised to exert control. Domestic violence may occur between current or former relationships, heterosexual or same sex couples, either maried, living together or separately.
Domestic violence may include but is not limited to the following:
1. Physical violence
2. Sexual assault or rape
3. Threats
4. Intimidation
5. Harassment, by any communication means
6. Stalking
7. Damage to property
Victim or Survivor: The victim is the person who is the target of the abuse. This may be someone who is still in the relationship, trying to leave or has left the abuser. While the vast majority of victims are women, men can victims of abuse as well and will be entitled to the same consideration in developing support and protections. Domestic violence may occur to anyone with no distinction made in regards to race, age, culture, ethnicity, religion, economic or educational status.
Abuser, Batterer, Perpetrator: The person who commits acts of domestic violence against the victim or survivor.
Domestic violence service provider: A community agency that offers services to victims of abuse, which may include a temporary safe house or shelter, counseling, support groups, court accompaniment and more. Many other community resources include law enforcement, legal assistance, social services and health care institutions.
Abuser Treatment Programs: Intervention programs with either voluntary, employer directed or court ordered participants designed to confront the batterers with the nature of their controlling behavior. This group process will ideally help the batterer stop the abusive behavior.
Prevention and Awareness
(Company) will provide training opportunities and have material available to increase awarenessof the issue of domestic violence, explain what (company) can do to offer assistance and what community resources are available.
Dissemination of this policy will be made to all employees through company memos, staff meetings and formal training programs. New employee will be introduced to the policy during the orientation process.
Reporting
If an employee is a victim of abuse, they are encouraged to seek support from the Employee Assistance Program (if available) and/or the local domestic violence service provider. Should the abuse adversely impact their job performance, the employee is encouraged to contact their supervisor, appropriate human resources personnel and/or appropriate service such as the employee assistance program.
Should any employee know of a co-worker who uses company resources or commits acts of domestic violence while engaged in company work, they should contact their supervisor or the appropriate human resources personnel.
If any there is any reason to believe that there may be a potential act of violence from any source, the employee shall inform their supervisor or appropriate human resources personnel at the earliest opportunity.
Anti-retaliation and Confidentiality Clause
There shall be no retaliation against an employee who makes a good faith report of a violation of this policy. There shall be no retaliation for just the disclosure of an employee of any personal domestic violence case. (Company) will not discriminate against an employee solely on their roleas a victim of abuse. Every effort will be made to protect the safety and anonymity of anyone who comes forward with concerns. Investigations through law enforcement and other administrative parities may share information but only on a ”need to know‘ basis.
Prohibited Actions and Sanctions
Acts of domestic violence perpetrated by employees within the workplace will not be tolerated and violators will face disciplinary actions up to and including dismissal.
The prohibited actions include any employee using company resources, equipment, communications devices or vehicles to commit acts of domestic violence or who engages in such behavior while conducting company business, regardless of the location.
It may be determined that an employee‘s off-duty conduct may be grounds for disciplinary actions up to and including dismissal, depending on the nature of the offence and it‘s potential impact on the company and the employee‘s ability to fulfill their duties. A judgment in a court of law may provide the evidence to substantiate allegations of any domestic violence acts.
Successful completion of a batterer‘s treatment program and/or participation with the Employee Assistance Program referral and commitment to their recommendations, such as completion of an Abuser Treatment Program, may be a requirement for job retention.
Support and Protections
An employee will not be disciplined or discriminated against solely on the basis of their role as a victim of domestic violence.
It is (Company) stance to recognize the victim‘s right to self-determination. The victim will be allowed to direct the course of action that affects their life with no pressure or coercion from management. (Company) primary goal is the safety of the employee and the workplace. As such,it will not mandate a victim to leave the abuser, although this action will be supported as much as reasonably possible.
When an employee has been identified as victim of abuse, either through self-disclose or through a supervisory meeting, the employee may be referred to an Employee Assistance Program and/or the domestic violence service provider. Pamphlet and contact information to such programs will be made available to all employees.
The Employee Assistance Program can be reached at xxx-xxxx. The local domestic violence service provider is ( ) and their contact number is (xxx-xxxx). The statewide coalition number is (xxx) xxx-xxxx. The national, 24 hour, toll free referral number is (800) 799-SAFE.
As victims may need time off to tend to counseling, legal and medical appointment, management will work with the victim to arrange their schedule.
Options to consider are:
1. Flex scheduling
2. Sick leave
3. Shared time
4. Compensatory time
5. Vacations leave
6. Leave without pay
Management is mindful that these cases may require extended periods of time to resolve and may consider options to allow for longer absences.
Additional support for the victim can be offered by expediting any changes to benefits to reflect the personal transitions. This includes but is not limited to, wage deposits, retirement benefits, health insurance coverage and contact information.
While management reserves the right to address any work production issues, the impact of domestic violence in performance evaluations will be considered. (Company) realizes that surviving and recovering from an abusive relationship is a lengthy and difficult process.
Once a threat to the workplace has been identified, management may take measures to assess the risk and implement appropriate measures to reduce the likelihood of any possible violence committed against the victim, co-workers and the workplace as a whole.
Safety for all employees is the primary goal of (Company) and will be the basis of any management decisions regarding the case.
Any and all actions taken will be at the sole discretion of management with no obligation to offer any specific supportive actions for any particular employee.
Specific Roles and Responsibilities
Employees
All employees shall participate in a domestic violence in the workplace training. All employees are prohibited from committing any act of domestic violence, using company resources to commit such acts, either at the workplace or while conducting company business. Perpetrators are strongly encouraged and maybe required to contact the Employee Assistance Program and/or participate in a abuser‘s treatment program.
Employees who are victims of domestic violence are encouraged to disclose to human resources ora supervisor if the abuser may pose a threat to the workplace. These employees are also encouraged to contact the Employee Assistance Program and/or local domestic violence service provider for support or if job performance is impacted.
Should there may be an identified threat to the workplace, employees shall notify a supervisor or human resources personnel at the earliest opportunity. In case of impending violence, law enforcement should be notified immediately and then a supervisor or other administrative personnel thereafter.
Supervisors
All supervisors must attend and participate in the domestic violence training provided by the human resources department. Supervisors should ensure that all employees must be aware of and have access to the domestic violence policy.
If an employee discloses that they are victims of abuse, they shall be referred to Employee Assistance Program and/or local domestic violence service provider.
If a supervisor is made aware of any threat to the workplace, they shall notify human resources immediately. Supervisor‘s documentation of incidents and their participation in any threat assessment and implementation of security measures is required for the safety of the workplace.
Human Resources
The human resources shall provide training programs appropriate to the level of responsibility for every employee.
This department shall develop and maintain an implementation plan for the effective managementof an actual domestic violence case.
Human resources shall be able to offer the appropriate materials and have contact information for any community resources that may assist victims of domestic abuse.
Any changes to benefits such as wage deposits, health insurance coverage, retirement accounts canbe offered and expedited to reflect the transition in the employee‘s relations and location.
Personnel contact information such as home location and phone numbers will be secured to ensure confidentiality and to prevent the abuser from discovering the victim‘s new residence or information.
Security
Security must attend and participate in the domestic violence training provided by the human resources department.
In the event that it has been determined that there may be a threat to the workplace, security‘s participation in any threat assessment and in the implementation of security measures is required to help reduce the occurrence and severity of any violence.
Sample Domestic Violence in the Workplace Policy provided by Peace at Work.