ࡱ>  Xbjbj >Ooj j (((8`|(fHH"jjj $i @ " jj($$$ v8jj$ $$~j`/Bj!܀Lnӊ0(͐@"<͐͐f $ |#<  ͐ j :  STANDARD OPERATING PROCEDURE: DOMESTIC VIOLENCE SOP NO:TW14-037 SOP VERSION NO:2 APPROVING COMMITTEE: Policy Development Group DATE THIS VERSION APPROVED:  July 2016RATIFYING COMMITTEE: Policy Development GroupDATE THIS VERSION RATIFIED: August 2016 AUTHOR(S) (JOB TITLE)HR BUSINESS PARTNER STAFF SIDE LEAD DIVISION/DIRECTORATE HUMAN RESOURCES TRUST WIDE SOP (YES/NO) YESLINKS TO OTHER POLICIES, SOPS, STRATEGIES ETC:  Date(s) previous version(s) approved (if known):Version:Date:DATE OF NEXT REVIEW:August 2019Manager responsible for review (Job title) N.B. This should be the Authors line managerDEPUTY DIRECTOR OF HUMAN RESOURCES your hospitals, your health, our priority  ContentsPage No.1Introduction22Scope23Definitions24Recognising Signs of Domestic Violence25Support for Staff46Addressing Domestic Violence in the Workplace57Line Managers responsibilities58Perpetrators of Domestic Violence69Human Rights Act610Inclusion and Diversity611Monitoring and Review612Accessibility Statement6 AppendicesApp 1:Sources of support for victims of Domestic Violence7App 2.Sources of support for perpetrators of Domestic Violence10App 3:Equality and Diversity Form 11App 4.Monitoring and Review Template 15 1 Introduction 1.1 Domestic violence is not only an issue for patients. There is a need to address domestic violence issues for staff when they themselves may be current or past victims of domestic violence or alleged perpetrators of domestic violence 1.2 The Trust is committed to heightening awareness of domestic abuse and providing guidance for employees and management to address the occurrence of domestic abuse and its effects in the workplace. 2 Scope 2.1 The Trust has a responsibility for the welfare of its employees and aims to support employees that may be affected by domestic violence. 2.2 This standard operating procedure covers employees of the Trust who may be current/past victims of domestic violence or alleged perpetrators and it also provides guidance to managers and colleagues who may suspect or be aware of such issues. 2.3 The Trust will work to ensure that any employee who experiences domestic abuse can raise the issue at work, without fear of stigmatisation or victimisation and will receive appropriate support and assistance to protect themselves. 3 Definitions Domestic violence is defined in different ways by different people and organisations. The Government definition is `Any incident of threatening behaviour, violence or abuse (psychological, physical, sexual, financial or emotional) between adults who are or have been intimate partners of family members, regardless of gender or sexuality. This includes issues of concern to black and minority ethnic (BME) communities such as so called `honour killings`. 4 Recognising Domestic Violence 4.1 Although every situation is unique, there are common factors that link the experience of an abusive relationship. Acknowledging these factors is an important step in preventing and stopping the abuse. The following list includes some of the primary examples of domestic violence: Destructive criticism and verbal abuse: shouting/mocking/accusing/name calling/verbally sulking. 4.1.2 Pressure tactics: sulking; threatening to withhold money, disconnect the telephone, take the car away, commit suicide or take the children away; threatening to report to official agencies unless demands are complied with; lying to friends and family. Disrespect; persistent `putting down` in front of other people; not listening or responding when spoken to; interrupting telephone calls; taking money without asking; refusing to help with childcare or housework. 4.1.4 Breaking Trust; lying; withholding information; expressing extreme jealousy; pursuing other intimate/emotional relationships; breaking promises and sharing agreements. Isolation: monitoring or blocking telephone calls; controlling personal life; preventing visits to friends and family. Harassment: regularly following and checking up; opening mail; repeatedly checking to see who has telephoned; purposely causing embarrassment in public. Threats: making angry gestures; using physical size to intimidate; destroying possessions; breaking things; punching walls; wielding a knife, gun or other weapon, threatening to kill or harm. Sexual violence: using force, threats or intimidation to force sexual acts; any degrading treatment based on or around sexual orientation. Physical violence: punching, slapping hitting, biting, pinching, kicking, pulling hair out, pushing, shoving, burning, strangling. Denial: saying the abuse does not happen, saying the abusive behaviour was not caused by them, being publicly gentle and patient, crying and begging for forgiveness; saying it will never happen again. 4.2 The above list is not exhaustive, but aims to highlight the types of acts which may constitute domestic violence. 4.3 Victims of Domestic violence are often reluctant to discuss their situation with their employer or work colleagues. However, there are some signs that may indicate they are experiencing such problems. It is important to remember that not all victims behave in the same way, and the following will not be applicable in all cases. Similarly, it is important to note that staff who demonstrate some of the characteristics noted below will not always be a victim of domestic violence. Workforce performance Absenteeism without proper explanation. Frequent arriving at work late or needing to leave early. Uncharacteristic displays of anxiety, depression, distraction or problems with concentration. Changes in quality of work with no apparent explanation. Receiving upsetting telephone calls, text messages, e-mails or being the victim of vandalism or threats. Obsession with time. Significant changes in an employee`s dress sense. Increase in hours being worked for no apparent reason. Physical Repeated burns, bruises or other injuries (often with attempts to hide these). Injuries in areas of the body inconsistent with falls, walking into doors or other explanations given. Injuries to the breast, chest and abdomen (women are more likely to be injured in these areas and are common injuries during pregnancy). Injuries to the face, head or neck. Evidence of sexual abuse, or frequent gynaecological problems in women. Frequent unexplained visits to the doctor or explained with vague symptoms. Frequent use of pain medication. Emotional Panic attacks, anxiety and/or depression. Exhibiting severe stress reactions. Emotional exhaustion, lack of emotional control. Impaired thinking. Decreased concentration/attention span. Eruptions or aggressiveness, anger out of context. Alcohol or drug misuse. Frequent use of minor tranquilizers. Preoccupied with or distracted by the welfare of their children. Behavioural Displays of fright, evasiveness, shame or embarrassment. Elevated startle response. Withdrawal and personal isolation. Low self esteem. Other Secretive about home life. Partner may attempt to limit their work or social contacts. Partner may ridicule them in public. 4.3.5.4 Partner exerts unusual amount of control over their life. 4.4 Whilst the above characteristics may be common in those that experience domestic violence, it is also possible that victims may demonstrate minimal or occasionally no disruption to their usual behaviour. Where a member of staff or a line manager suspects that domestic violence may be affecting a colleague, the provisions in this SOP should be followed. 5 Support for Staff All employees should be aware that there are sources of support available to them both within and external to the Trust. Line Managers Employees are encouraged to speak to their line manager, if they feel able to do so. All discussions will be in confidence and they may be able to assist in providing workplace support or making changes to working arrangements. The Trust recognises that, normally, employees experiencing domestic abuse have the right to complete confidentiality. However, in circumstances of child protection or the protection of vulnerable adults from abuse, the child protection and adult protection services may need to be involved. Complete confidentiality cannot be guaranteed in these situations. Human Resources and Staff Side Support Staff can request support from a member of the Human Resources team or a member of Staff Side for help or advice, especially if they feel unable to speak directly to their line manager. Please note that in some circumstances e.g. due to a safeguarding issue Human Resources and Staff Side may have to disclose information to a third party without consent. 5.4 Occupational Health Employees have access to the Trust`s Occupational Health team, who provide a confidential service to staff. It is possible for Trust employees to self refer to the team or alternatively they can speak to their manager who can request a referral on their behalf. A confidential counselling service is available to all the staff. The service provides specialist counselling and support to employees covering all aspects of psychological difficulties. It is a self referral service Contact 01942 822662. National and Local Help lines and Resources There are numerous national support resources available to those with concerns about domestic violence. Please refer to Appendix 1 for further information. Addressing Domestic Violence in the Workplace It may be difficult for en employee who is experiencing domestic abuse to acknowledge the problem directly with their work colleagues. Therefore, staff with concerns may wish to take basic steps to assist friends or colleagues who they know or suspect is experiencing domestic abuse: Talk to the individual and explain that you are concerned and ask if there any way you can help. Offer the opportunity to talk and listen (without applying pressure to reveal more detail than the individual is prepared to give). Offer support and be a good listener but don`t make any assumptions or judgements about the relationship. Talk about sources of support that are available should the individual wish to access them. Report incidents to managers or designated contacts with the individuals consent. Be careful not to not get over involved in the situation and be aware of not putting yourself at risk in any way. Reassure what is said is kept confidential but explain that actions will need to be taken if there is anything which may put the health and well being of children at risk, where the victim is in danger of life threatening violence , where the victims colleagues may be at risk or where there is any safeguarding related risk to the patients of the Trust. Line Manager`s responsibilities 7.1 Where an incident of domestic violence is disclosed, managers should ensure that members of staff are aware of the support that is available. This includes: Consideration of any workplace/working adjustments that may be required Consider referral to Occupational Health Signpost to other sources of support as outlined in this SOP 7.2 Managers should consider the following guidance when dealing with staff members who have experienced domestic abuse: Ensure that discussions take place in private and as far as possible are confidential (unless there is a compelling reason to disclose without consent e.g. safeguarding issue). Take the employees concerns seriously, taking time to listen to them, understanding what they tell you, and ensure a non judgemental approach. Understand that the employee may wish to involve a third party, such as a colleague, trade union representative or friend, rather than or in addition to speaking to their line manager. Explore what support is available, highlighting options and signposting the employee to further sources of support. Continue to support the employee in whatever they decide to do. Refrain from making any judgement about those who choose to stay or return to a violent or abusive relationship. Attempt to understand the complexities involved in making such a decision, and the impact this may have on the individual and any children involved. Discuss with the employee about whether it is necessary to inform colleagues of potential risks and whether any additional security measures need implementing within the workplace. Agree with the employee is it necessary to tell colleagues about how they should respond if the alleged perpetrator calls the workplace or if they present themselves at the workplace. Consider discussing with Security Services if appropriate. Consider requests for either short term or longer term working adjustments. Where an order is sought restraining the perpetrator from assaulting, harassing, threatening, pestering or otherwise interfering with the employee directly or indirectly and from communicating with the employee in any way the Trust will work closely with the Police and the victim at implementing a system of protection and support. 8 Perpetrators of Domestic Violence 8.1 Where it is known a perpetrator of Domestic Violence is a member of staff, access to support is available from: Occupational Health Referral Self-referral to Counselling Services National sources of support (see Appendix 1 and 2) A 8.2 All employees should be aware that domestic abuse is a serious matter and conduct outside of work (whether or not it leads to a criminal conviction) may lead to disciplinary action against an employee because of its employment implications. 8.3 Where a manager becomes aware of an allegation of domestic abuse against an employee or a criminal investigation, then they should seek advice from Human Resources. 9 Human Rights Act The implications of the Human Rights Act have been taken into account in the formulation of this document and they have, where appropriate, been fully reflected in its wording. 10 Inclusion and Diversity The document has been assessed against the Equality Impact Assessment Form from the Trusts Equality Impact Assessment Guidance and as far as the author is aware, there is no impact on any protected characteristic. 11 Monitoring and Review This procedure will be monitored by the HR Department and Staff Side in response to any queries raised concerning the procedure. It will be reviewed periodically in line with the review date. 12 Accessibility Statement This document can be made available in a range of alternative formats e.g. large print, Braille and audio cd. For more details, please contact the HR Department on 01942 77 (3766) or email  HYPERLINK "mailto:equalityanddiversity@wwl.nhs.uk" equalityanddiversity@wwl.nhs.uk Appendix 1a National Domestic Violence Helpline The National Domestic Violence helpline is run in partnership between Womens Aid and Refuge. Is a national service for women experiencing domestic violence, their family, friends, colleagues and other calling on their behalf: Phone 0808 2000 247 (free phone 24 hours) Translation facilities are available for callers whose first language is not English, and there is also a service for callers who are deaf or hard of hearing  HYPERLINK "http://www.nationaldomesticviolencehelpline.org.uk" http://www.nationaldomesticviolencehelpline.org.uk Samaritans Samaritans provide confidential non judgemental emotional support for people experiencing feelings of distress or despair Phone: 08457909090 (24 hours) Email:  HYPERLINK "mailto:jo@samaritans.org" jo@samaritans.org Post: Chris, PO Box 9090, Stirling, FK8 2SA Wwl.samaritans.org Refuge Refuge`s network of safe houses provides emergency accommodation for women and children when they are most in need: Phone: 0808 2000 247 (24 hours)  HYPERLINK "http://www.refuge.org.uk" www.refuge.org.uk Rights of women Rights of women (ROW) is an organisation committed to informing, educating and empowering women on the law and their legal rights Legal advice line: 0207 251 6577 (Tues- Thurs 2-4pm & 7-9pm, Fri 12pm-2pm) Text phone: 0207 490 2562 (as above) E-mail:  HYPERLINK "mailto:info@row.org.uk" info@row.org.uk  HYPERLINK "http://Www.rightsofwomen.org.uk#" Www.rightsofwomen.org.uk# Victim Support Victim Support is the independent charity for victims and witnesses of crime in England & Wales. Telephone: Support Line 01708 765200 An interpreter service is available E-mail:  HYPERLINK "mailto:info@supportline.org.uk" info@supportline.org.uk Post: Hannibal House, Elephant and Castle Shopping Centre, London, SE1 6TB Broken Rainbow UK Support for lesbian, gay, bisexual and transgender people experiencing domestic violence. Telephone: 0300 999 5428  HYPERLINK "http://www.broken-rainbow.org.uk" www.broken-rainbow.org.uk Mens Advice Line The Men`s Advice Line is a confidential helpline for all men experiencing domestic violence by a current or ex partner. This includes all men in heterosexual or same-sex relationships Phone: 08088010327 (freephone, Mon-Fri 10am-1pm and 2pm- 5pm) E-mail:  HYPERLINK "mailto:info@mensadviceline.org.uk" info@mensadviceline.org.uk www.mensadviceline.org.uk Shelter Shelter is a homelessness charity that runs a housing helpline, has a network of housing aid centres, and works with local citizens advice bureaux. They can also provide advice on housing rights should a relationship break down. Phone: 0808 800 4444 (Mon-Fri 8am-8pm, Sat-Sun 8am-5pm) www.shelter.org.uk Greater Manchester Police The Domestic Violence Disclosure Scheme, or Clares Law, can be used by anyone concerned over a partners abusive behaviour or those concerned about a friend or family member in a relationship and at risk of violence by their partner. For further information or to make a request for information under it, contact Greater Manchester Police on 101 or visit a police station. Independent Choices Offers advice, information, telephone counselling and support to any woman (age 16 and over) who is being abused, has been abused or is in fear of being forced into marriage by someone they are having a relationship with, or have formerly had a relationship with. This includes partners, husband, ex-partners and family members, and women in same sex relationships. Local domestic abuse helpline: 0161 636 7525(ALWAYS DIAL 999 IN AN EMERGENCY)  HYPERLINK "mailto:helpline@independentchoices.org.uk" Non-urgent email service: helpline@independentchoices.org.uk  HYPERLINK "http://wdachoices.org.uk/wp-content/uploads/2013/07/WDAH_Urdu_Punjabi_poster.pdf" \o "Independent Choices - community helpline language service - Urdu and Punjabi" \t "_blank" Community Helpline Language Service: Urdu and Punjabi  HYPERLINK "https://www.facebook.com/pages/Womens-Domestic-Abuse-Helpline-working-to-end-the-fear-/104670792956049" \o "Independent Choices on Facebook" \t "_blank" Independent Choices on Facebook  HYPERLINK "https://twitter.com/WDAChoices" \o "Independent Choices on Twitter" Independent Choices on Twitter Karma Nirvana Supporting victims of honour-based abuse and forced marriage.  HYPERLINK "http://www.karmanirvana.org.uk/help-line/" \o "Karma Nirvana helpline" \t "_blank" Helpline for victims and professionals dealing with honour crimes or forced marriages  HYPERLINK "https://www.facebook.com/pages/Karma-Nirvana/207061442695208" \o "Karma Nirvana on Facebook" \t "_blank" Karma Nirvana on Facebook  HYPERLINK "https://twitter.com/Jas_Sanghera_KN" \o "Karma Nirvana on Twitter" \t "_blank" Karma Nirvana on Twitter APaPPENDI Appendix 1b Local support agencies DIAS Domestic Violence Centre 38 Rodney House King Street WIGAN LANCASHIRE Postcode WN1 1BT Telephone: 01942 495230 WAVE Domestic Abuse Centre 101 Railway Road Leigh Lancs WN7 4AD 24 hour helpine- 01942 262270 Appendix 2 Respect Helpline offering information and advice to people who are abusive towards their partners and want help to stop. Tel: 0845 122 8609 Mon-Fri 10am-1pm and 2pm-5pm (same cost as a local call if you ring from a landline) Email:  HYPERLINK "mailto:info@respectphoneline.org.uk" info@respectphoneline.org.uk Web:  HYPERLINK "http://www.respectphoneline.org.uk/" http://www.respectphoneline.org.uk      Domestic Violence SOP Version 2: Author(s) : Snr HR BP, Staff Side Lead Ratified PARC August 2016 Next review date: August 2019 PAGE  PAGE 5  AT ALL TIMES, STAFF MUST TREAT EVERY INDIVIDUAL WITH RESPECT AND UPHOLD THEIR RIGHT TO PRIVACY AND DIGNITY "$5678?@HLMNOZ[\]^_stuôե՘Չz՘k՘S/h^Hh^H56B* CJOJQJ^JaJphh]%5CJOJQJ^JaJhT5CJOJQJ^JaJh>k5CJOJQJ^JaJh^Hh^HOJQJ^JhSp?5CJOJQJ^JaJh|u5CJOJQJ^JaJ#h^Hh|u5CJOJQJ^JaJ#h^Hh^H5CJOJQJ^JaJhCo5OJQJ^JjhCoUmHnHu#$6$]& #$/Ifgd^Hgd678@MWGGG$]& #$/Ifgd^Hkd$$Ifl      70F&  t 6 ]0[! [! [! [! [! [! ~&644 l` apyt|uMNO[]WGGG$]& #$/Ifgd^Hkd$$Ifl      70F&  t 6 ]0[! [! [! [! [! [! ~&644 l` apyt|u]^_tuWGG3G$]& #$/If]gd^H$]& #$/Ifgd^Hkd$$Ifl      70F&  t 6 ]0[! [! [! [! [! 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