What should a workplace domestic abuse policy have in?

[Tartypants]

I've been asked to comment on my workplaces domestic abuse policy. I'm wondering what your 'must have's' for this would be?
It's got:
A statement condemning violence and domestic abuse
A section on what domestic abuse is
Employer duties - raising awareness of the policy, raise awareness of unacceptable behaviour, provide support for people - not clear if men are included - experiencing violence or domestic abuse and take appropriate action if it occurs
Manager duties - appropriate training, act so employees feel comfortable disclosing abuse, discuss steps that can be taken and signpost sources of support, allowing use of phone, email and work time to let employees sort out issues arising including leaving.

It's also got a section on perpetrators, saying that they will be dealt with on a case by case basis, It notes that conduct outside of work can lead to disciplinary action. Also to be aware that they might use the organisations resources to carry on abuse.
It has a bit on what happens if both parties work for the organisation. (does not include that the perpetrator would be fired on criminal conviction).
It also says that employees have a right to confidentiality with a note that child/vulnerable adult protection trumps that.

Malicious allegations are a serious disciplinary offence.

I'm going to ask that it includes that the organisation should monitor the effect of abuse on career development. And for a clear statement that no-one should lose their job over the effects of abuse, though not sure if that will be possible.

Sorry that is a long read. Would really appreciate anyone's thoughts on anything else that should be in there? Or shouldn't?

PS if anyone has a good one they could point me at that would also be great.

Sorry but I'm struggling to understand why a workplace would have a domestic abuse policy. I haven't experienced this so maybe there is a really good reason, is this to spot the signs of domestic abuse and to help those victims? Would they not be directed to charities or refuges to help?

We had something at work about cancer in the family and I just though that it was best dealt with by professionals who have experience in how to help.

How would this work? A woman or man would have to open up about this at work which I think is highly unlikely.

PHE have a great toolkit to use.

How would this work? A woman or man would have to open up about this at work which I think is highly unlikely.

Some employers use metrics/calculations to flag problematic patterns of sickness absence which then trigger informal/formal processes. It is entirely possible that a battered/abused spouse might have frequent, unexplained absences and that an employee might disclose when their case triggers intervention.

It's meant to be supportive, so that if domestic abuse is affecting someone's work its taken into account in other procedures partly. So they are not treated unfairly because they are experiencing this. It's not that the employer would do the things that domestic abuse organisations do, or counselling or things like that. It's say if someone is using sick leave because they can't leave the house or have been harmed, the sick leave policy is pretty strict there. So it's to make sure its applied sensitively. Also to try and avoid people who have experienced abuse having to work with the perpetrator. Or to let the employee use e.g. phones or email, or have time off to see lawyers where the time they are at work is the only time they have to do this. Also because domestic abuse can be a productivity issue so they want to try and be supportive to help their employee deal with it.

Yahbasic thanks for that, I'll have a look.

Pardon for interrupting, but quite proud NZ bought in paid leave for domestic violence earlier this year.

www.employment.govt.nz/leave-and-holidays/domestic-violence-leave/

Ohholyjesus - it would have a policy due to loss of productivity and staff retention, both of which domestic abuse affect. They also aim to be an equal opportunities employer, and so its an issue as more women than men are affected. It can also affect progression at work as more men can work free of the impact that it can have.

- not clear if men are included -

Men can't be excluded from this. Nor should it be assumed to apply only to spousal/ partner abuse. Parents can be abusive and controlling to adult children and vice versa. I appreciate your posts don't make that assumption but at least one of the replies does.

The Unison model policy is excellent. GMB also have one but I preferred the Unison one.

Not trying to bump this thread but would just like to say thanks very much for comments. Tinsel thanks for the unison tip, it was very helpful, also Backin...that would be fantastic! I commented that there should be leave for this separate from other leave (and a lot more from the Unison/PHE docs so will wait and see.