MAYFIELD SCHOOL
Policy: / Domestic Violence Guidance [Staff]
Author: / Torbay Human Resources
Governors Committee: / Leadership
Date adopted: / 29th November 2010
22nd June 2015
Next review: / June 2016

Introduction

This policy supports the Schools’ work towards a safer community and recognises that some of its employees may be impacted by domestic violence.

One in four women, one in six men and one in four lesbian, gay, bisexual or transgender people will experience domestic abuse at some point in their lives.

30% of domestic abuse cases start in pregnancy

In 90 per cent of incidents children are present or in the next room.

Domestic abuse accounts for 15% of all violent crime. UK Police receive a call for assistance in relation to a domestic abuse incident every minute. Every week at least one woman in the UK is killed by her violent partner. Between April 2008 and March 2009 there were3205 incidents of domestic abuse reported to the Police in Torbay .

Domestic abuse, sexual abuse and stalking occur in all social classes, cultures and age groups, whatever the sexual orientation, mental or physical ability.

Aims of this policy
  • To send out a strong message that domestic abuse, sexual abuse and stalking are unacceptable.
  • To supportschool employees experiencing safety issues outside work.
  • To adviseschool managers on how to support employees who may be experiencing problems at home
  • To increase awareness and understanding, of domestic abuse, sexual abuse and stalking.
  • To develop an effective and supportive response to safety issues being experienced by employees.
  • To offer practical suggestions and make employees aware of further help available.
  • To reduce the impact of domestic abuse, sexual abuse or stalking on an employee’s working life.
  • To decrease the risk of violence in the workplace, from the possibility of the perpetrator entering the building unannounced.

Definitions

Devon and Cornwall Constabulary Policy (2009) defines Domestic Abuse as

Domestic abuse is any incident of threatening behaviour, violence or abuse (psychological, physical, sexual, financial or emotional) between partners (16 years and over) who are or have been in an intimate relationship or between family members (18 years and over), regardless of gender and sexuality.

Family members are defined as mother, father, son, daughter, brother, sister and grandparents, whether directly related, in-laws, common-law or step-family.

Child on child under 18 within the family (not a domestic abuse incident)

Adult on child under 18 within the family (Police Child Abuse Investigation Unit)

Adult on adult over 18 within the family (Domestic Abuse Incident)

Partner on partner both aged 16 years and over (Domestic Abuse Incident)

Sexual Abuse - any sexual encounter without consent, including any unwanted touching or forced sexual activity. Men and women, whether heterosexual or homosexual, experience sexual abuse. A perpetrator of sexual abuse can be either a stranger or someone known to you already.

Stalking - a series of acts which are intended to, or in fact, cause harassment to another person. It involves following the victim, threatening or repeated phone calls, coming to the victim’s place of employment, leaving written messages or objects and vandalising the victim’s property.

Cyber-stalking - the use of the Internet to harass or threaten someone repeatedly. Involving e-mail, harassment in live chat situations, leaving inappropriate messages on message boards or guest books, sending viruses, or electronic identity theft.

Support available from the School

We aim to provide a supportive environment for any employee who is experiencing domestic abuse, sexual abuse or stalking, in order to seek help.

Employees experiencing domestic abuse, sexual abuse or stalking outside of work can refer to the guidance on Managing Stress. Employees experiencing harassment or bullying by a work colleague can refer to the guidance on Prevention of Bullying and Harassment.

Employees may wish to refer to the Violent, Aggressive and Threatening Behaviour Policy from Health & Safety if they feel they are in danger of violence while they are at work.

Responding to issues of abuse or stalking – our policy

Employees who make it known that they are experiencing domestic abuse, stalking or sexual abuse will receive a supportive response; they will not be judged, discriminated against or ridiculed by any other employee.

All employees experiencing safety issues will have access to the same degree of support, regardless of race, religion, age, gender, sexuality or disability or whether or not they have children and managers will not make assumptions about what action is appropriate for individual employees.

Confidentiality

Any discussions between the manager and employee will be treated in confidence. However, in some circumstances this confidence will need to be broken in order to protect children or vulnerable adults. Notice will be given to the employee before informing others. Any information will be provided on a need-to-know basis and will be disclosed in accordance with relevant legislation.

Additional leave

For many people experiencing domestic abuse, stalking or sexual abuse, the work place is often the only safe place that they can seek help. Where the employee decides to tell their manager about their problems, Managers should do all they can to accommodate the employee’s needs. An employee may require additional leave, for appointments with a solicitor or a doctor, for example. The School will be as flexible as possible to be able to accommodate the employee’s requests. Consideration may be given to additional leave with or without pay, to be granted in special circumstances at the discretion of the Head Teacher. Any requests will be treated sympathetically.

Counselling

Torbay Council provides a free, confidential counselling service for all employees. Contact Human Resources (telephone 01803 207369 or the 24-hour answer phone 207349), in confidence, to make an appointment.

Post Incident Support

Please refer to the Violent, Aggressive and Threatening Behaviour (VATB) policy for guidance on the support (legal, emotional and financial) and procedures following an incident of VATB towards an employee, in circumstances relating to their work.

Following an incident of violent, aggressive or threatening behaviour, an Accident/Occurrence form should be completed and forwarded to the Health and Safety Team. It is essential that all significant incidents are reported and recorded, to gather evidence if needed for legal proceedings and to monitor incidents across the Council. Please seek further advice from the Health and Safety Team on: 01803 207161.

Security
Risk Assessment

A domestic abuse risk assessment should be carried out for the employee experiencing domestic abuse, sexual abuse or stalking and for other employees who may be at risk. For advice on completion of domestic abuse Risk Assessments, contact the Safer Communities Team, Tel: 01803 841506.

Reasonable additional measures will be taken by managers to protect employees experiencing safety issues, while travelling between work and home, whilst at work or when carrying out School duties.

Names in the public domain

All employees should be aware of the information held about them, which may also be available to the public, including:

  • Information in reference material and notice boards held by the School.
  • Details available on the Website (Data Protection requires employees to be consulted about details to be included).
  • E-mail address format i.e. - leaves no ambiguity.

Managers will ensure that reasonable additional measures are taken to protect personal information (telephone numbers, addresses, working hours) regarding those who are known to be experiencing safety issues outside work.

Names on name badges/use of professional names

Employees have the option to have their names put on the reverse of any combined identity and access cards while maintaining the corporate template or to use an alternative professional name.

School Premises

A perpetrator may attempt to enter School premises. In these circumstances the managers will follow the relevant security procedures. Negotiation and agreement may change an employee’s role and place of work temporarily, if it makes them particularly vulnerable.

Perpetrators

Perpetrators are not just men abusing women or women abusing men; they could be a member of the family, a friend or a same sex partner.

Individuals who are the perpetrators of domestic violence are encouraged to seek support and help from an appropriate source. Information can be gained from the domestic abuse team , Safer Communities Torbay (01803 841 506) or Respect (0845 122 8609) an advice and information helpline for people who are abusive towards their partners and want help to stop.

If the alleged perpetrator is an employee of the School it may be appropriate to refer to the following policies:

  • Violent, Aggressive and Threatening behaviour policy (Health & Safety).
  • Prevention of Harassment and Bullying (Human Resources/Schools’ intranet page).
  • Grievance and Disciplinary Procedures (Human Resources/Schools’ intranet page).

Guidance for Managers

Guidelines for responding to an employee who is experiencing domestic abuse, sexual abuse or stalking:

  • Sometimes your own feelings about abuse may make it difficult for you to confront the situation. Contact a domestic violence Helpline (see below) and talk about your concerns.
  • Let the employee know you are there for them, but do not push the issue. Listen with an open mind. Those experiencing domestic violence may feel concerned about seeking the help of their manager or other colleagues. Individuals should feel assured that they can talk freely to a non-judgemental, sympathetic and understanding listener.
  • Managers should have an awareness of indicators that an individual may be experiencing domestic violence e.g. poor work performance, irregular attendance, lack of concentration, poor timekeeping, unexplained absence.
  • Help them explore the options available for them.
  • Discussions will be in confidence between the individual and manager or colleague, although in some circumstances this confidence may need to be broken in order to protect the safety of an individual.
  • Make the employee aware of the support the School can offer (e.g. Counselling Service, time off work/special leave, changing names or working arrangements, other relevant agencies as detailed in this policy).
  • The whereabouts, phone numbers, email and home addresses of known victims should not be given out to anyone without the explicit consent of the victim.
  • Never lay the blame on anyone experiencing safety issues.
  • Emphasise their strengths and remind them that everyone deserves to live free from abuse.
  • Remember that when the survivor of domestic abuse leaves the abusive situation, this can be the most dangerous time – members of staff should be offered support when travelling to and from work or when carrying out their duties. A perpetrator may make threats to a victim/survivor in the workplace, sending threatening emails, making abusive telephone calls, attempting to enter the office where they work or making regular and repeat contact to check up on the victim.
  • Where a manager is alerted to the fact that such behaviour may take place, they should document the nature of the threats or behaviour of the perpetrator and undertake a risk assessment with the victim, ensuring that the potential risk to both the victim and work colleagues is minimised.
  • A manager may need to inform others within the School of the potential threat, with the victim’s agreement, to take measures to minimise the risk or increase security. This may take the form of notifying reception and security or changing an individual’s role or location temporarily if this makes them particularly vulnerable.
  • An individual may wish to be accompanied by a trade union representative or other friend or colleague during discussions.
  • Any incidents of domestic violence which occur on workplace premises, or whilst a victim is carrying out their work duties, should be reported to Health and Safety as detailed on page 5 of this policy.
  • Any special arrangements which are agreed with an individual, either temporary or permanent, should be recorded and the details of the arrangement maintained confidentially.

Protection of Children, Vulnerable Adults and Very High Risk Victims

Should a victim of domestic violence be a child or vulnerable adult, or should there be concerns that either is within an environment surrounded by domestic violence, the manager should refer the issue to Police Domestic Abuse Unit.

Practical Suggestions for Employees

Always report all incidents of domestic abuse, sexual assault or stalking to the local Police. If possible ask for the name of the Officer in charge of the case. Take a family member with you for moral support. Or approach your Union for support. Try to provide the police with as much information as possible (keep a diary of events). CALL 999 IN AN EMERGENCY
The Police have the power to arrest, if they have good reason to believe that an arrest is needed to prevent injury to yourself or your children.
If you find you are tempted to harm yourself, seek help and support so that you can bring this behaviour under control. (See Samaritans below).
If you are experiencing domestic abuse: /
  • Recognise that it is happening to you. Be aware that some abusers are sorry for their actions and persuade their partners that the abuse will not happen again, but the violence usually gets worse.
  • Accept that you are not to blame.
  • Get help and advice; the most important thing to do is tell someone you trust.

If you have experienced sexual abuse: /
  • Writing down your feelings of anger or grief can help (possibly in a letter - you do not have to send it).
  • Many activities can help reduce built-up feelings of anger, e.g. exercise.

If you are being stalked: /
  • Record any incident you are suspicious of (telephone calls, sightings, cars, post).
  • Change your phone number and keep the old phone to track their calls.
  • Change your normal routes of travel.

If you are being cyber-stalked: /
  • Change e-mail accounts.

Further Support (refer to Information about Domestic Abuse leaflet)

ORGANISATION / TELEPHONE NUMBER / WEBSITE/
EMAIL ADDRESS
Torbay Council confidential counselling service offers a free and confidential service to all Torbay Council employees / 01803 207369 the
24-hour answer-phone: 01803 207349 / N/A
Torbay Police Domestic Abuse Unit / 01803 841469 / N/A
Torbay Domestic Abuse Support Service (DASS) supports male and female victims of domestic abuse in Torbay. / 01803 217614 /
Torbay Refuge provides temporary safe accommodation for women and children fleeing domestic abuse. / 01803 524594 /
National Domestic Violence Helpline provides access to 24-hour emergency refuge accommodation and information / 0808 2000 247 /
UNISON can provide support and information on domestic abuse / 01823 207041 /
Broken Rainbow - lesbian, gay, bisexual & transgender domestic abuse forum / 08452 60 44 60 /
Victim Support helps people cope with the effects of crime / 0845 676 10 20 /
Respect - service for men who are looking for information and advice to stop their abusive or violent behavior towards their partners / 020 8563 8523 or 0845 122 8609 /
Samaritans provide confidential emotional support for people who are experiencing feelings of distress or despair, including those which may lead to suicide / 08457 90 90 90 /

Mankind - a support and resource service for men who have been sexually abused, sexually assaulted and/or raped / 01273 510447 /

Internet Watch Foundation for victims of internet stalking /
Safer Communities Torbay / 01803 841274 /

Policy Feedback

Should you have any comments regarding this policy, please address them to the HR Policy Feedback mailbox –

History of Policy Changes

This policy was first approved by CSJCC on 16th June 2010.

Date / Page / Details of Change / Agreed by:

June 2010 1