Domestic and Family Violence Policy

Version:

Previous Policy Approved:	Reviewed on:	Next review date:
	June 2023	June 2026

1. Introduction

Catalpa recognises that Domestic and Family Violence (DFV) is serious and prevalent globally, and exists in the communities and countries in which we live and work.

DFV does not discriminate and can affect people of all cultures, religions, ages, genders, sexual orientations, educational backgrounds and income levels. While anyone may experience DFV, research shows that the majority of victims are women and the majority of perpetrators are men. DFV is aided by cultural inequality between genders.

DFV can have a significant impact on those experiencing it, and it may affect attendance or performance at work.

At Catalpa we believe that violence is unacceptable and employees who use DFV are responsible for their behaviour. This includes behaviours and actions that promote or support DFV (or any other form of violence).

Catalpa is committed to the prevention of DFV and supporting personnel affected by it. To help prevent DFV, we will promote equal and respectful relationships between women and men. We will challenge gender stereotypes and promote women's independence and decision making. We recognise that by supporting employees to develop more respectful relationships, we are playing our part in whole-of-community action to prevent harm and to create societies in which violence has no place. We aim to build an organisational culture that offers a safe environment for disclosure, and provides support and referrals with regard to DFV. Our DFV Policy focuses on three areas:

1. Catalpa’s role in the prevention of DFV

2. Providing support for employees experiencing DFV

3. Where appropriate, supporting employees to stop their use of violence and change abusive behaviours through referrals and access to family violence specialist services.

2. Purpose

The purpose of this policy is to outline how Catalpa will support our people who are experiencing or need to respond to DFV.

We are committed to providing assistance to staff experiencing DFV, with the aim of supporting their safety and their continued participation in employment, and to ensure they are not disadvantaged because of what they are experiencing.

We know that having a policy alone is not enough; it is equally critical to demonstrate the commitment to the policy through practical support and a culture that models respectful behaviors.

3. Policy Objectives:

The objectives of this policy are to:

• promote a respectful and safe workplace environment that does not tolerate or excuse DFV

• support the retention, safety and well-being of our people who are affected by DFV

• detail the rights of our people who experience DFV who choose to disclose their experience

• outline the range of ways our staff can seek and receive assistance if they are experiencing DFV

• outline the responsibilities and role of managers, supervisors and directors in disclosed cases of DFV affecting employees, as well as employees found to be inflicting DFV

4. Scope

This policy applies to all Catalpa staff - full time and part time employees, consultants and temporary workers in any Catalpa workplace location, including employees who work remotely.

5. Definitions

For the purposes of this Policy, the following definitions apply:.

• Domestic Abuse and/or Violence: A pattern of coercive behaviour, including acts or threatened acts that are used by a perpetrator to gain power or control over a current or former intimate partner. This behavior includes, but is not limited to, physical and/or emotional or sexual violence, physical and/or psychological intimidation, coercive control, verbal abuse, emotional or psychological abuse, gaslighting, stalking, financial abuse or economic control, damage to property or belongings, technology assisted abuse such as using mobile phones/apps/social media to threaten, isolate, abuse, track or stalk the victim, harassment, threats, injury, serious neglect where there is a relationship of dependence or other related crimes.

• Family Violence: behaviour by a person toward a family member which is: physically or sexually abusive; economically or psychologically abusive; threatening; coercive; or in any other way controls or dominates the family member and causes that family member to feel fear for the safety or wellbeing of themselves or another person. Family can include extended family.

• Intimate Partner: A person who is or was in an intimate relationship with another individual. This includes all gender identities and sexual orientations, including those who are or were legally married to one another, and those who have a child together. Often, but not always, the individuals live, or have lived, together.

• Perpetrator: An individual who uses a pattern of coercive tactics with the purpose of establishing and maintaining power or control over another person. This can include physical, psychological, sexual, economic, and emotional abuse, including threats of abuse.

• Staff affected by DFV: Staff will be a person affected by family violence if they are:

  • A person against whom any other person is inflicting, or has inflicted, family violence; and/or

  • A person who ordinarily resides with an immediate family member (such as a child/sibling/parent) against whom any other person is inflicting, or has inflicted, family violence.

6. Policy Detail

6.1 Safety Plan

Catalpa will support staff experiencing domestic or family abuse to develop a Safety Plan with the support of appropriate services as required.

The Safety Plan will help the parties to consider what changes, if any, could be made in the workplace to make the victim safe (some examples are outlined in 6.3). Alternatively, staff can contact relevant family violence support services independently of the workplace.

A template for development of a safety plan is outlined in Appendix 2.

6.2 Catalpa Support Available

Staff who are experiencing, escaping or doing something to respond to DFV are encouraged to advise their manager and/or a trusted colleague so that appropriate support in the workplace can be provided. This must be treated with confidentiality and sensitivity.

On a case by case basis, and subject to Catalpa’s discretion, consideration will be given to support such as:

• Change work/WhatsApp telephone numbers

• Provision of a mobile phone with alternate number

• Helping to block or screen certain phone numbers or emails

• Provision of an alternative laptop or software to ensure others cannot access your files

• Change in email addresses

• Change in bank accounts for salary payments

• Access to early payment of salary

• Flexible working arrangements such as change of working hours, change of working location or working from home or remotely, change of duties such as moving into a non client facing role

• Digital safety such as running anti-stalkware scans on work laptops

• Additional family support and planning for work-related travel

• Financial support for emergency funds and/ or medical appointments or other necessary avenues of support.

Counselling support is available to staff through Mandala Staff Support on a free and confidential basis. Mandala Staff Support can also provide referrals to appropriate specialist DFV services.

To schedule free counselling support contact Mandala Staff Support direct: Email: [e-mail] Phone: (local/international): [phone]

Catalpa will take immediate action to act on any potentially dangerous or threatening instances of domestic or family violence that occur within the workplace, such as barring perpetrators from the office or alerting the police.

Catalpa reserves the right to request evidence of DFV at our discretion. If required, this can be a document issued by the Police, a Court, a Doctor, a DFV Support Service or Lawyer, or a statutory declaration.

Remember, call the police or emergency services if someone is seriously injured or in need of urgent medical attention, if someone’s life is being threatened, or you’ve witnessed an incident.

6.3 DFV Services

For a list of DFV services, including immediate emergency support, refer to Appendix 1.

6.4 Domestic & Family Violence Leave

For staff experiencing DFV, maintaining financial security is critical. Paid leave is a practical and direct way for Catalpa to support staff. Staff may take DFV leave for the purpose of assisting them to deal with the effects of being affected by DFV.

Staff experiencing DFV will have access to a maximum of 10 days per annum of paid DFV leave for situations such as, but not limited to:

• medical appointments

• financial appointments

• counselling sessions

• legal and court appointments

• general wellbeing

• moving residence or needing to seek alternative housing or safety

• supporting dependents

Part-time staff are entitled to this benefit on a pro-rata basis, calculated on their actual ordinary hours of work. This benefit is not cumulative and cannot be cashed out. No minimum length of service is required by staff to access this benefit.

Where possible, the staff member must give Catalpa notice of the need to take DFV Leave as soon as is practicable and must advise Catalpa of the period, or expected period, of leave. In an urgent situation, the staff member is not expected to provide notice. The staff member should notify their manager or People & Culture as soon as reasonably practicable of their intention to take or remain on leave for DFV purposes.

6.5 Other types of leave

Unpaid Leave - Staff are also eligible to take unpaid leave.

Personal/Carers Leave - Staff can access paid or unpaid sick or carer’s leave:

• to recover from personal illness or injury affecting the employee caused by family or domestic violence

• to provide care or support to an immediate family member or household member recovering from personal illness or injury due to family or domestic violence.

6.6 Staff who support a person experiencing domestic or family violence

Where a staff member is supporting anyone else through a DFV situation they may apply to take carer’s leave to accompany them to court, to hospital, or to babysit the children where circumstances require such additional support be provided. Alternatively, they may use their annual leave.

6.7 Confidentiality

Catalpa will treat disclosures of DFV as confidential.

DFV should always be discussed in a safe and private place. It is essential that the individual is listened to and has complete control of the situation and next steps.

Staff experiencing DFV should be aware that colleagues or other managers can advocate on their behalf for workplace support. With the individual’s permission, others can confidentially arrange for appropriate support.

Managers will take all reasonable steps to ensure that they deal with information with sensitivity and ensure all personal information concerning the employee’s circumstances is kept confidential. No personal information will be kept on an individual’s personnel file without their written permission. If information is mishandled, it could have adverse consequences for their employee including serious injury or harm.

The People & Culture Manager will keep de-identified data on the number of personnel who have accessed the leave entitlements associated with this policy, including the number of leave days taken, in order to measure the effectiveness and reach of the policy.

Catalpa may disclose information only if it is: 1. required by law, or 2. necessary to protect the life, health or safety of the staff or another person.

Staff affected by DFV may like to consider discussing confidentiality of their scenario with their service provider and/or Mandala Staff Support.

7. Roles and responsibilities

The level of assistance you can provide will depend on your role and relationship to the affected person:

Work colleague	Manager	Support Services	Director/Head of Area
Listens Checks immediate safety Encourages to make contact with trained DFV service provider Maintains confidentiality	Listens Checks immediate safety Encourages to make contact with trained DFV service provider Provides ongoing support, workplace adjustments and leave Maintains confidentiality	Listens Checks immediate safety Provides support, information and referrals Supports a safe return to work plan (restricting access of perpetrator to office space) Maintains confidentiality	Approves extended leave (i.e. leave beyond the prescribed leave and other leave entitlements) Maintains confidentiality

7.1 Steps to follow for those supporting staff through a DFV situation:

1. Acknowledge the staff member has disclosed the DFV and make every effort to support them through this policy.

2. Ascertain whether there is an immediate safety risk. Some situations may require the police to be contacted if there is an immediate risk to the safety of someone. If you need support with making this decision, reach out to your Head of Area or the P&C Manager for support.

3. Provide staff with a copy of this policy with the intent to:

4. 1. Facilitate access to DFV Support Services (Appendix 1)

   2. Discuss potential support options for the staff member through Catalpa as outlined in sections 6.2 and 6.3.

   3. Develop a safety plan (Appendix 2). Offer to engage a specialist service provider to support the staff member.

7.2 General advice for those supporting staff through a DFV situation:

Disclosing experiences of violence can be exceptionally difficult for individuals and it is important that disclosures are believed and victim behaviours not questioned or linked as a trigger for violence (i.e. do not victim-blame). The person responsible for violence is the person using the violence, not the victim.

Be aware that staff experiencing violence may wish to invite a friend, colleague or other support person to accompany them when they disclose experiences of violence. This person may act as an advocate to help support their requests for workplace support.

Ensure that no information relating to domestic or family violence is kept without their written consent. Confidentiality is critical for all DFV cases.

If you feel inadequately prepared to support the staff member, reach out to your Head of Area or the People & Culture Manager for a conversation about how Catalpa can support you to support the staff member.

Catalpa has a relationship with Mandala Staff Support who provide all Catalpa employees and managers with confidential and free counselling services.

To schedule free counselling support contact Mandala Staff Support direct: Email: [e-mail] Phone: (local/international): [phone]

7.3 Managing performance

Catalpa will not discriminate against a victim of DFV in hiring, staffing, or in any other privileges of employment.

Catalpa is aware that domestic or family violence may negatively impact an individual's physical and mental health, and consequently may impact their performance including, but not limited to, absenteeism or having difficulty concentrating at work. Every endeavour will be made to support staff. Options available to managers include:

• Reducing workload

• Reallocating tasks

• Flexible working arrangements, including working hours

8. Staff who Commit Acts of Domestic or Family Abuse

We want staff to reflect Catalpa’s values inside and outside of work. DFV is unacceptable at work, home, or in any setting. Catalpa aims to balance accountability and support for employees who inflict DFV – while ensuring that the safety of the person experiencing DFV is always paramount.

We will encourage employees who use DFV to seek help, and support people to take action to understand and change their behaviour, while ensuring there are appropriate consequences for behaviour that impacts on the workplace and the sector we work in.

8.1 How Catalpa will respond

Catalpa has a zero tolerance approach to employees who use DFV. We take DFV very seriously as we need to be a role model for the appropriate response to DFV where it both affects our staff and is used by our staff . Catalpa aims to recognise, respond and refer any employees who use DFV. We will:

• Recognise the signs of DFV and any workplace impacts (e.g. impact on employee’s work performance, use of time and work resources to perpetrate DFV)

• Respond by managing the workplace impacts of the DFV. This may include taking disciplinary action up to and including termination of their employment, where there is an impact on the workplace or where there is reputational risk to Catalpa.

• Refer to experts, so the staff member can be offered the opportunity to change their behaviour through referral to expert services. Examples of appropriate referrals and expert support services are provided in Appendix 1.

8.1.1 Disciplinary action

The staff member who uses DFV should be made aware that there may be workplace consequences for their behaviour, even if the behaviour is occurring outside of the workplace. Disciplinary action may be appropriate in the following situations:

1. There is an intersection of conduct with the workplace:

• Sometimes, DFV may come directly into the workplace and there may be very clear grounds for Catalpa to take action, up to and including dismissal. Examples of such intersections of conduct with the workplace include:

• • The employee using DFV against their partner in the workplace

  • The employee making use of workplace resources (e.g. email, phone, car) or time to perpetrate DFV

  • The employee uses their position or work resources to find out details about the whereabouts or other details of their partner.

2. There is a link between the conduct and the employment of the individuals involved:

When the conduct occurs in a staff member’s personal relationship outside of the workplace, there may be circumstances in which it is appropriate for Catalpa to take disciplinary action. Taking disciplinary action may be appropriate where::

• The staff member’s conduct is incompatible with their role atCatalpa

• The staff member’s conduct is likely to damage the relationship between them and Catalpa

• the staff member’s conduct damages Catalpa’s interests and/or reputation

• The staff member’s conduct involves others in the workplace

• The nature of the employee’s position includes leadership, direct contact with vulnerable clients, or access to personal information

• Criminal proceedings have resulted in the loss of a required approval or registration (e.g. the ability to work with children)

Criminal matters will be referred to police immediately, while non-criminal matters will be investigated internally and appropriate action taken, including referrals to external support services. Procedures for preventing or responding to perpetrators of DFV are reflected in the relevant workplace policies:

• Code of Conduct

• Prevention of Sexual Exploitation, Abuse and Harassment Policy

• Complaints Handling Procedure

References:

1. World Health Organization: Violence Against Women

2. Victoria State Government: Workplace Equality and Respect

3. Cornell Law School: Domestic Violence and the Workplace Model Policy and Toolkit

4. Domestic Violence Resource Centre Victoria

5. Employees Who Use Domestic & Family Violence

Annex 1: Safety Plan

Staff name: Manager name:

Date	Risk	Safety strategy	Who is responsible	Timeframe
dd/mm/yy	Eg. vulnerable to stalking to/from work	E.g. is picked up and dropped off by the driver each day	E.g. manager has made arrangements for the driver to pick up and drop off 7 employee will make use of this service	E.g. immediate and ongoing
dd/mm/yy	Eg. no income to support children as needing to take some time off work	E.g. Implement 1 week paid DFV Leave	E.g. manager has confirmed	E.g. Leave to be taken 01/01/23 - 05/01/23

Annex 2: DFV Services

Country	Services
Timor Leste	Hamahon Casa Vida - ([phone]or [e-mail] Fokupers - [phone], [e-mail] Rede Feto - [phone]/[e-mail] Shelters for Women Victims (UN WOMEN)
Papua New Guinea	TOK KAUNSELIN HELPIM LAIN: Confidential counselling and support for family and sexual violence issues. Call: 7150 8000 Meri Toksave: Youth-led, non-Governmental organisation for an end to gender-based violence in PNG. The website has a comprehensive list of services by province. NCD Welfare Services: Government agency resolving matters within families and with children (e.g. child custody, divorce, child abuse). Services include counselling, mediation, support and preparation of court documents. Located next to CHM in Gordons. Independent Office of the Public Solicitor: Provides free legal assistance for those affected by family or sexual violence. Call: 325 8866 or Visit: Garden City, Level 2, Boroko Coalition for Change Papua New Guinea Inc. (CFC PNG): Community based not for profit organization advocating for legislative reform. Papua New Guineans against Domestic Violence: Provides a Facebook forum for discussion for men and women in PNG about the issue of domestic and sexual violence. It also provides emergency contact information. V PNG Development Law Association: Provides free legal advice relating to gender based violence such as representation in court and drafting court documents. Operating hours: Monday – Friday 8:30am – 4:30pm. Located in Monian House, 1st Floor, Suite 2, Boroko. Call: 323 4734 or 323 6814 or email [e-mail] Family Support Centre: provides emergency medical and psychological care and support to women and children experiencing sexual abuse and violence. Call: 324 8246 (8am-4pm) and 709 45283 (after hours). Visit: Port Moresby General Hospital on Taurama Rd Meri Safe Line: Supports police response and assists victims of violence by providing rapid-response communications and transport services. Call: 722 21234 Lifeline PNG: Provides a counselling hotline. Call: 326 0011 or 326 1114 or Visit: [e-mail]
Solomon Islands	Various Family Support Centres
Fiji	Fiji Women’s Crisis Centre Domestic Violence Helpline Number: 1560 Phone: [phone] (24 hours) Mobile: [phone] (24 Hours)
Cook Islands	Te Kainga O Pa Taunga ph 20162 Te Kainga O Pa Taunga provides 24/7, free, compassionate and confidential support Police Emergency 999
Vanuatu	Domestic and Family Violence Vanuatu Police number (678)22222 Police Emergency 111 (Digicel) 1111( Vodafone) Fire Emergency 113 Promedical 115 Crisis Phone number, 24/7: (678)25764, 161 (Free) Vanuatu Women’s centre, 24/7: 161 (free)
Samoa	Domestic Violence Unit Phone: [phone] Samoa Fire & Emergency Services Authority For all Emergencies Call 911 Samoa Victim Support Group Helpline: [phone], Email: [e-mail]
New Zealand	Women’s Refuge Crisis line 24/7 – 0800 REFUGE or 0800 733 843 https://www.familyaction.org.nz/ Call 0800 326 327 or 09 836 1987 Monday to Friday 8.30 to 5.00 Are you Ok? Shine
Australia	https://www.1800respect.org.au/ https://www.dvconnect.org/ NATIONAL MensLine Australia • 1300 78 99 78 • https://mensline.org.au

Remember, call the police or emergency services if someone is seriously injured or in need of urgent medical attention, if someone’s life is being threatened, or you’ve witnessed an incident.