Responding to Domestic Abuse - Guidelines for Health Care Workers in NHSScotland

RESPONDING TO DOMESTIC ABUSE - GUIDELINES FOR HEALTH CARE WORKERS IN NHSSCOTLAND

ANNEX B: CHECKLIST FOR NEGOTIATING A WORKPLACE POLICY ON DOMESTIC ABUSE

A workplace policy on domestic abuse will need to be tailored to your particular workplace and employer. The following checklist identifies the major points, which should be considered. It is based on the model policy developed by UNISON's Southern Region and the policy introduced by City of Edinburgh District Council.

1. Policy statement

• Recognise that domestic abuse is a serious issue in society.

• Ensure that those who are experiencing domestic abuse can raise the issue confident that it will be dealt with sympathetically and seriously.

• Recognise that domestic abuse can affect an individual's work performance.

• The policy is part of the commitment to promoting dignity at work and responsibility for health, safety and welfare at work.

2. Aims of the policy

• To assist and support employees requesting help in addressing problems arising from domestic abuse.

• Remove fears of stigmatisation.

• Ensure confidential and sympathetic handling of the situation.

3. Identifying domestic abuse

• Domestic abuse is abusive or violent behaviour perpetrated by a partner or ex-partner. It can take place within heterosexual or same sex relationships.

• Overwhelmingly the abuser is a man, the abused a woman. Children are often involved. The abuse will often be physical or sexual, its effects ranging from bruising to permanent injury, and it may even result in death. However, it is often emotional, mental and verbal, involving threats, belittlement, isolation or control of money and activities. Less visible but equally damaging effects include diminishing self-esteem, fear, guilt, insomnia, depression, agoraphobia and difficulty in trusting other people.

• The majority of those affected are women, but this policy applies equally to men and women.

4. Identifying the problem

• It must be for the individual concerned to recognise they are experiencing domestic abuse and to decide to take action.

• However, managers should be aware of signs which may indicate that an employee may be experiencing domestic abuse. These may include: visible bruising; loss of self-confidence; frequent absenteeism; lower quality of work; out of character conduct.

5. Raising the issue

• Because of the sensitivity of the situation, normal reporting procedures may not be adequate.

• Allow for informal approach for advice and assistance.

• Recognise that staff may not wish to go through normal line management to discuss this issue.

• Specially trained, designated contacts may be appointed who can be approached in confidence by staff to discuss problems relating to domestic abuse.

• These contacts can advise staff of the provisions of this policy and procedure to assist in resolving the problem.

• Contacts will be supportive and sympathetic.

• An employee may require support on a number of occasions as they go through the process of leaving a violent relationship. The same standard of support should be provided throughout.

• It is for the employee to decide their course of action at every stage.

6. Providing information

• The employee should be enabled to select a suitable course of action for themselves.

• Contacts should provide information to ensure that employees seeking assistance have immediate access to appropriate professional assistance - including access to appropriate aid agencies, police etc.

• Contacts should provide information on local refuges and/or helplines.

• It is for the employees to decide their course of action.

7. Confidentiality

• Issues raised under this policy will be treated in confidence.

• Disclosure of information will only occur with the employee's permission.

• Unauthorised disclosure of details concerning confidential records will be taken seriously and dealt with under disciplinary procedures.

• Records of employees who are experiencing domestic abuse will be treated as strictly personal and confidential.

• A change of work location should not be disclosed.

8. Counselling

• Provide access to appropriate, confidential, independent professional counselling.

• Provide for referral to an appropriate aid agency, if requested.

9. Time off

• Special paid leave should be provided for appointments where necessary, e.g. with support agencies, solicitors, for re-housing, to alter childcare arrangements.

• Other requests for paid leave and extended unpaid leave should be considered sympathetically.

• The reasons for such absences should be recorded separately from the main employee record.

• Periods of absence during this period, including sickness absence, should not adversely effect employee's employment record.

10. Other provisions

• Requests for advance of pay should be considered sympathetically.

• Flexible working arrangements may assist an employee in this situation.

11. Re-location/re-deployment

• Threats of domestic abuse may carry over into the workplace. Where an employee requests a change of workplace this should be treated sympathetically.

12. Information, training and publicity

• The employer should publicise this policy widely.

• Line Managers should receive awareness training.

• Specialised training should be provided for designated contacts.

• The issue of domestic abuse should be included in induction and other training courses as appropriate.

• Since domestic abuse can affect self-esteem, confidence building or assertiveness training should be available to staff experiencing domestic abuse.

• Information on local advice and aid agencies and helplines should be readily available.

Fife NHS Board and Argyll and Clyde NHS Board also have helpful examples of workplace policies.