School Employee Domestic Violence and Abuse Policy [PDF 228KB]

School Employee DomesticViolence and Abuse PolicyFree from FearEveryone has the rightto live Free from fearDeveloped in Partnership with EducationPersonnel and the recognised Trade UnionsSeptember 2005

School Employee Domestic Violence and Abuse PolicyContentsPages1. Policy Statement 3 – 62. Appendix 1 – Informationfor School Employees 7 – 133. Appendix 2 – Guidance for Head Teachersand other School Managers 15 – 224. Monitoring Form

Guidance for Head Teachers – the School Employee Domestic Violence and Abuse PolicyPolicy StatementDomestic Violence andAbuse Policy Guidance forSchools – Awareness andSupport in SchoolEvery three days in England and Wales,a woman is killed by her partneror former partnerBritish Crime Survey 2003Statement of IntentThe Governing Body condemns domesticviolence and recognises it is both a crimeand unacceptable. It is committed to thewelfare of its employees and seeks tosupport and assist any employee who isexperiencing problems related to domesticviolence and abuse. It also seeks to raiseawareness of domestic violence anddevelop a workplace culture wheredomestic violence is recognised asunacceptable.DefinitionThe term "domestic violence" usually refersto violence and abuse (physical, sexual,emotional and/or financial) perpetratedwithin current or former relationships forthe purpose of gaining power and controlover someone. Compared with men,women are more likely to experiencedomestic violence at some point in theirlives, more likely to experience repeatedvictimisation, more likely to be injured andto seek medical help, more likely toexperience frightening threats and morelikely to be frightened (Home OfficeResearch Study No.192, 1998). However,the Governing Body recognises thatviolence and abuse is experienced within arange of different types of relationships forexample men to men, women to men,women to women and children to parents.The advice given in these guidelines istherefore applicable whatever the natureof the relationship.The Governing Body also recognises thatdomestic violence exists in all socialclasses, racial, ethnic, religious andcultural groups and that it can beexperienced at any age and irrespective offactors such as sexuality, marital statusand disability. However, we are aware thatbecause of various types of discrimination,these are all factors that can affect aperson's experience of seeking help andsuccess in protecting themselves and theirchildren from domestic violence.Whilst it may seem that domestic violenceis a personal matter and nothing to dowith a person’s employer, the GoverningBody understand that for thoseexperiencing it, domestic violence willaffect their whole lives, including work andjob performance.AimsThe aims of this policy are:❖❖To demonstrate the Governing Body’scommitment to, and support foremployees experiencing domesticviolence.To raise awareness of domesticviolence, what forms it can take andits likely effects on employees of theschool.- 5 -

Guidance for Head Teachers – the School Employee Domestic Violence and Abuse Policy❖❖❖❖To contribute to the health andwellbeing of all employees in orderthat they can enjoy fulfilling lives bothat work and home.To increase the awareness of HeadTeachers, school managers andgovernors in recognising that anemployee may be experiencingdomestic violence and to provideadvice about appropriate action totake.To offer clear and consistent advice toemployees experiencing domesticviolence.To establish and publicise support foremployees who may be experiencingdomestic violence.The following Appendices give furtheradvice and are aimed specifically atemployees (Appendix 1) or Head Teachersand other managers (Appendix 2).- 6 -

Guidance for Head Teachers – the School Employee Domestic Violence and Abuse PolicyAppendix 1Information for all SchoolEmployeesEducation DepartmentSchool Employee Domestic Violenceand Abuse Policy – Awareness andSupport in SchoolEvery three days in England and Wales,a woman is killed by her partneror former partnerBritish Crime Survey 2003Statement of IntentThe Governing Body condemns domesticviolence and recognises it is both a crimeand unacceptable. It is committed to thewelfare of all its employees and seeks tosupport and assist any employee who isexperiencing problems related to domesticviolence and abuse. It also seeks to raiseawareness of domestic violence anddevelop a workplace culture wheredomestic violence is recognised asunacceptable. A full copy of the School’sEmployee Domestic Violence and AbusePolicy is available from the Head Teacheror can be obtained from the EducationPersonnel Group. It is also available forreference on the Education Department‘Wired’ intranet site or via the CountyCouncil's intranet or public web site.What is Domestic Violence?The term "domestic violence" usually refersto violence and abuse (physical, sexual,emotional and/or financial) perpetratedwithin current or former relationships forthe purpose of gaining power and controlover someone. Most domestic violence isexperienced by women and children andperpetrated by men. However, it isrecognised that violence and abuse canbe experienced within a range of differenttypes of relationships for example men tomen, women to men, women to womenand children to parents. The advice givenin these guidelines is therefore applicablewhatever the nature of the relationship.The Governing Body also recognises thatdomestic violence exists in all socialclasses, racial, ethnic, religious andcultural groups and that it can beexperienced at any age and irrespective offactors such as sexuality, marital statusand disability. However, various types ofdiscrimination can mean that these are allfactors that can affect a person'sexperience of seeking help and success inprotecting themselves and their childrenfrom domestic violence.Whilst it may seem that domestic violenceis a personal matter and nothing to do witha person’s employer, the Governing Bodyunderstands that for those experiencing it,domestic violence will affect their wholelives, including work and job performance.If you are abused who can you turnto?If you are being abused by someone youlive with or have had a relationship with,there are things you can do. There areindividuals and organisations that can give- 7 -

Guidance for Head Teachers – the School Employee Domestic Violence and Abuse Policyyou practical and emotional support, bothinside and outside school. You can talk toyour Head Teacher, your line manager,education department personnel officer, oryour trade union representative for adviceand guidance.Some Useful Numbers:Education Personnel Group –Marian Beaumont 0115 97 72551Chris Fields 0115 97 73529Barbara Winter 0115 97 73618Pat Sheldon-Smith 0115 97 73275If you feel able, talk to your Head Teacher,line manager or your contact point in theEducation Personnel Group for advice.Advice is available on a range of issueswhich may help you such as: specialleave; possible changes to workingarrangements; further advice aboutcontacts to help you. If necessary staffwithin the Education Personnel Group canliaise with your Head Teacher for you.Employee Counsellors/Advice –Employee CounsellorSharon Lindow 0115 97 74919AdviceLinny Beaumont –Domestic Violence Policy Officer0115 97 72040Trade UnionsAsk to speak to a representative regardingthis policy .Unison 0115 981 0405GMB 0115 960 7171NASUWT 0115 976 7180NUT 01773 810041SHA 0115 937 6950NAHT 01623 842683ATL 0115 928 6269What can you expect from theschool and/or NottinghamshireCounty Council?Confidentiality and Child ProtectionConcernsThe Governing Body recognises thatconfidentiality is essential for an employeewho is experiencing domestic violence. Inmost circumstances whatever you tell yourHead Teacher or line manager will remainconfidential and will not be revealed toanyone without your permission.However if you give information whichleads your Head Teacher or line managerto believe that a child has suffered or is atrisk of suffering harm, they will have aresponsibility to inform the Social Servicesdepartment about this and will aim toseek your agreement to do so. The schoolhas rigorous child protection proceduresto follow which may involve externalagencies such as the Police or SocialServices. Your Head Teacher or linemanager may pass on their concernswithout your agreement if they remainconcerned about a child’s welfare. YourHead Teacher or line manager will discussthis with the Child Protection Officerand/or the Education Personnel Groupbefore doing this.The Social Services Department of theCounty Council is also a source of supportyou should be aware of. Staff in SocialServices recognise that living withdomestic violence is frightening for adultsand children. Social Services will want tosupport you in protecting your childrenand will work with you to see if there isany help they can offer before things getworse. You may also therefore contact a- 8 -

Guidance for Head Teachers – the School Employee Domestic Violence and Abuse PolicySocial Services Duty Social Worker forfurther advice. (See later section, sourcesof help and advice).SupportThe Head Teacher and the GoverningBody are concerned about your health,safety and welfare and will thereforerespond in an effective, confidential andsympathetic manner to any employeedisclosing s/he is experiencing domesticviolence.Time OffYou may need time off from school toattend counselling sessions or courthearings or to make alternative livingarrangements. Governing bodies havediscretionary powers to grant up to 5 daysleave of absence in any one year forurgent, personal reasons. Any employeesuffering domestic violence will be eligibleto request time off in accordance withthese leave provisions. All requests will betreated confidentially and sympathetically.Initially requests for time off should beraised with your Head Teacher but, if youprefer, you may initially contact theEducation Personnel Group or your tradeunion representative for advice.CounsellingConfidential counselling is available to allstaff on a free and confidential basisthrough the Nottinghamshire CountyCouncil Employee Counsellor who can becontacted on 0115 97 74919. Please notethat this number has a confidentialanswering service when the call cannot beanswered.Adapting Working ArrangementsA change in working hours, work location,or other temporary measures forprotecting your safety may be possible.Full consideration will be given to securityarrangements for you, such as screeningof telephone calls and not givinginformation about your workarrangements to callers. In certaincircumstances it may be possible toconsider redeployment from your existingjob on a temporary basis, if this ispractical.The Governing Body recognises thatdomestic violence may have a negativeimpact on your performance at work. Youwill not be discriminated against becauseof domestic violence, however, it isimportant that you discuss any problemsand needs immediately with your HeadTeacher, line manager, personnel contactpoint and/or your trade unionrepresentative, in order that support andguidance may be offered.MoneyIt is possible for the school to considerways in which it can help with financialissues, for example, changing the methodby which you receive your salary or issuingan advance of pay. This is a matter forindividual schools and governing bodies toconsider on an individual basis. Anyfinancial requests should be made initiallythrough your Head Teacher so this can bediscussed with the Education PersonnelGroup. Please note that your trade unionmay also be able to assist with emergencyfinancial support and you should contactthem directly or through the EducationPersonnel Group.- 9 -

Guidance for Head Teachers – the School Employee Domestic Violence and Abuse PolicyChildren and Young PeopleChildline - national freephone helpline 0800 1111Nottingham Childline 0115 924 2544NSPCC - national freephone helpline. Confidential service for 0800 800 500anyone concerned about children at risk including childrenthemselves.Nottingham NSPCC 0115 9475531Careline – a national confidential counselling line for children, 0208 514 1177young people and adultsLocal Social Services NumbersAshfield 01623 405300Bassetlaw 01909 535602 (Adults)01777 716161 (children)Broxtowe 0115 9175800Gedling 0115 8546000Mansfield 01623 433433Newark 01636 654654 (Adults)01636 682700 (children)Rushcliffe 0115 9141500Nottingham City Social Services 0115 915 5500- 11 -

Guidance for Head Teachers – the School Employee Domestic Violence and Abuse PolicyWeb SitesThere are also a number of web sitesproviding information on a range ofdomestic violence related issues andservices. The addresses provided below area useful starting point - all include links toother useful sites. However, please notethat if an abuser knows how to read yourcomputer's history or cache file they maybe able to see information you haveviewed recently on the internet. The sitesdetailed below give instructions for clearingyour computer's history or emptying yourcache file. However, you will not be able tocompletely hide your tracks. Many browsertypes have features that display recentlyvisited sites. The safest way to findinformation on the internet would be at alocal library, friend's house or at work.www.womensaid.org.ukWomen's Aid Federation England - forinformation about services available, yourlegal rights, campaigns etcwww.lgbt-dv.orgA web site developed for survivors of samesex abuse.www.ndvf.co.ukNottinghamshire Domestic ViolenceForum - useful links, information andprojects housed by NDVF including:Tri - information and resources for workingwith men on domestic violence (includinginformation about services for men).Educator Project - Work with young peopleon domestic violence.www.teachersupport.infoProvides information about how teachersmay access support and advice. Website forTeacher Support Network and telephonesupport available 24 hours per day/365days per year with free confidential supportand counselling 08000 562 561.Crisis PlanningThere may be a time when you have toleave your home in a hurry. It is helpful ifyou have already thought about how youwould do it and have a plan ready to helpyou feel more in control. The followingchecklist provides some ideas.Find somewhere you can quickly andeasily use a telephone – at work, aneighbour, a relative?Carry with you a list of telephone numbersof friends, relatives and emergencynumbers.Try to save some money for bus or taxifares if needed.Keep an extra set of keys for your home orcar with someone you trust in case youneed to leave immediately.Keep the items you will need and someclothes in a bag packed ready. Keep itsomewhere where you can quickly gethold of it.Checklist:●●●●●●●●●●●National Insurance NumberNHS NumberPassportDriving LicenceCheque BookCredit CardsBuilding Society BookIncome Support BookChild Benefit BookBirth Certificates (you and children)Insurance Papers- 12 -

Guidance for Head Teachers – the School Employee Domestic Violence and Abuse Policy●●●●●●●●●●●●●●Marriage CertificateDivorce PapersAddress BookDiaryKeysMedicationRent BookDetails of Telephone, Gas, Electricity,Accounts etc.Car DocumentsChange of ClothesToysJewelleryPhotographs/Sentimental ItemsMobile phoneMore detailed information can beobtained from the 24 hour freephonedomestic violence helpline 0808 8000340.- 13 -

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Guidance for Head Teachers – the School Employee Domestic Violence and Abuse PolicyAppendix 2Guidance for HeadTeachers, GoverningBodies and other SchoolLine ManagersEducation DepartmentSchool Employee Domestic Violenceand Abuse Policy – Awareness andSupport in SchoolEvery three days in England and Wales,a woman is killed by her partneror former partnerBritish Crime Survey 2003Statement of IntentThe Governing Body condemns domesticviolence and recognises it is both a crimeand unacceptable. The LEA has agreedthis policy with all of the recognised tradeunions for all school employees. Inadopting this policy the Governing Body iscommitted to the welfare of all itsemployees and seeks to support and assistany employee who is experiencingproblems related to domestic violence andabuse. It also seeks to raise awareness ofdomestic violence and develop aworkplace culture where domestic violenceis recognised as unacceptable.A full copy of the School EmployeeDomestic Violence and Abuse Policy,which should be readily available in schoolfor staff to access, can also be obtainedfrom the Education Personnel Group andis available for reference on the EducationDepartment ‘Wired’ intranet site or via theCounty Council's intranet or public website.This document, which incorporatesAppendix 1 “Information for all SchoolEmployees” should be publicised andmade available to all staff.DefinitionThe term "domestic violence" usually refersto violence and abuse (physical, sexual,emotional and/or financial) perpetratedwithin current or former relationships forthe purpose of gaining power and controlover someone. Most domestic violence isexperienced by women and children andperpetrated by men. However, it isrecognised that violence and abuse canbe experienced within a range of differenttypes of relationships for example men tomen, women to men, women to womenand children to parents. The advice givenin these guidelines is therefore applicablewhatever the nature of the relationship.The Governing Body recognises thatdomestic violence exists in all socialclasses, racial, ethnic, religious andcultural groups and that it can beexperienced at any age and irrespective offactors such as sexuality, marital statusand disability. However, various types ofdiscrimination can mean that these are allfactors that can affect a person'sexperience of seeking help and success inprotecting themselves and their childrenfrom domestic violence.Whilst it may seem that domestic violenceis a personal matter and nothing to do- 15 -

Guidance for Head Teachers – the School Employee Domestic Violence and Abuse Policywith a person’s employer the GoverningBody understands that for thoseexperiencing it, domestic violence willaffect their whole lives, including work andjob performance.Recognising that an employee mayneed helpIt is not always easy to recognise that anemployee is experiencing domesticviolence and may require some assistance.Certain indicators such as a suddenchange in behaviour, depression, inabilityto concentrate, obvious injuries or regularbut unexpected absence from work maybe indicative of a variety of problems, ofwhich domestic violence may be one.Warning Signs●●●●●●●●●Comes to work repeatedly withinjuries.Unusual number of calls from homeand strong reaction to the calls.Late for work and needing to leaveearly.Secretive about home life.Frequent absenteeism.Emotional reactions such as tearful,angry, depressed, nervous, confused.Partner exerts unusual amount ofcontrol over their life.Partner makes demands over theirwork schedule.May be extremely passive oraggressive.●●May seem chronically depressed ordepressed in cycles.May isolate themselves at work.These are just a few characteristics.Different people will react in differentways. A more important sign is when anindividual behaves in a way that is unusualfor her or him.The role of the Head Teacher or linemanagerAs a head teacher you have aresponsibility for the health and safety ofall staff employed at your school. Almostone third of all women will experiencedomestic violence at some point in theirlives and some of these will be youremployees. One in ten women areexperiencing domestic violence today.As head teacher it is important that yourespond positively to an employeedisclosing a problem with domesticviolence. Discussing this issue will havetaken a great deal of courage and yourresponse may be a crucial factor indetermining whether an employee seekshelp.There are a number of ways you can behelpful:●●Try to develop an understanding andsupportive climate within the schoolworking environment.Make yourself approachable – giveemployees the opportunity to talk toyou confidentially, both formally,through any regular one to onesessions you have, or informally.- 16 -

Guidance for Head Teachers – the School Employee Domestic Violence and Abuse Policy●●●●●●Make relevant literature generallyavailable, such as theNottinghamshire Domestic ViolenceForum Information Card and thepublicity for the Schools’ EmployeeDomestic Violence and Abuse Policy(extra copies may be made availablefrom the Education Personnel Group).Display any publicity informationprominently.Look out for warning signs ofdomestic abuse and ensureinformation is available, do nothowever, pressure an employee todisclose information to you.Remember you are not an expert inthis area, an understanding approachand offer of basic information is allthat is required.Be aware that no advice is betterthan bad advice.Do not pressure a victim to leave therelationship, the nature of domesticabuse is that the victim will often staywithin the relationship or return to it.Respect their decision.Confidentiality and Child ProtectionConcernsConfidentiality is essential for an employeewho is experiencing domestic violence. Itis important that the employee knows thatwhatever they tell you will remainconfidential and will not be revealed toanyone without their permission. In somecases where a violent or abusive partnerhas discovered their partner has confidedin someone, this has resulted in moreviolence and even death.The only exception to this may be where itis necessary to invoke the school’s childprotection procedures where, for example,it is revealed that children are also beingabused. In this case you have a duty toreport this. The employee may then findthe matter is taken out of their hands andit is therefore essential that you make theemployee aware of your obligations in thisarea at a very early stage, so that theycan decide exactly how much they wish toreveal. In all cases it is important not tolose sight of the fact that the employee isexperiencing domestic violence and toensure that the situation does not becomecentred solely around her/his child(ren).Where this situation occurs you shouldimmediately discuss your concerns withthe Child Protection Officer and/or theEducation Personnel Group.Allowing time off workAn employee who is experiencingdomestic violence will almost certainlyneed to take time off work to attendcounselling sessions, court hearings or tomake alternative living arrangements, etc.Conditions of service allow the governingbody to approve absence with pay in casesof compassionate leave and urgentdomestic business under the special leaveprovisions. Please remember that a refusalto allow time off may often add to theanxiety of the employee concerned. Headteachers should respond positively andsympathetically to requests for reasonabletime off under these circumstances. Seethe Manual of Personnel Guidance AnnualLeave and Leave of Absence Section fordetails. Your Personnel Group contactpoint can give you further advice aboutallowing time off work.- 17 -

Guidance for Head Teachers – the School Employee Domestic Violence and Abuse PolicyAdapting working arrangementsEmployers owe a duty of care to theiremployees. It may be that the mosteffective way a head teacher can help anemployee is to consider a change in theirworking arrangements, probablytemporarily, but possibly on a permanentbasis. Perhaps s/he is being harassed bytelephone calls from the abuser, in whichcase a colleague or answering machinecould screen calls. This may not always bestraightforward in a school situation andwill need some careful thought andplanning. At particular times s/he mayneed to be more flexible aboutstarting/finishing times and lunch breaksto avoid unwelcome visits; a temporaryrelocation of workplace may beconsidered. Whatever the needs, it isimportant for head teachers to consider alloptions carefully and be as flexible aspossible in the circumstances. Furthersupport and advice is available from yourPersonnel Group contact point.It should be recognised that domesticviolence will probably have a negativeimpact on the performance of theemployee concerned and it is importantthat the employee is supported andpositive consideration is given to measuresto temporarily alleviate work pressures. Incertain exceptional circumstances theemployee may be considered forredeployment and if this is the case youshould contact the Education PersonnelGroup for advice.It is important to ensure that any actiontaken complies with the wishes of theemployee concerned and that s/he doesnot feel blamed or punished in any way.To minimise the potential for conflict inthe workplace, any changes to workingarrangements should be communicated inan appropriate way to other colleagueswhilst maintaining confidentiality.As indicated above, you can get furtheradvice about the possibilities of changesto working arrangements from yourEducation Personnel Group contact point.FinanceAn employee experiencing domesticviolence may request an advance of pay inan emergency situation or might also wishto request a change in the method ofpaying their salary. Both of these arepossibilities and will be a matter forindividual schools and governing bodies toconsider on an individual basis. Thisshould be discussed with and arrangedthrough the Education Personnel Group.Individual requests made on this basisshould be considered sympathetically.Please note that trade unions may also beable to assist individual members withemergency financial support. Employeesshould be encouraged to contact theirtrade union for advice on this.Dealing with perpetrators ofdomestic violenceIn some cases the abuser may actuallyharass an employee at the workplace. Inthese circumstances both the victim andher/his colleagues may be at risk. If thisperson has no legitimate reason to be inschool he/she is trespassing and may beescorted from the premises. Do not agreeto pass on messages from a perpetrator ofdomestic violence or disclose the addressor whereabouts of an employee who hasfled violence. In extreme cases, the Legal- 18 -

Guidance for Head Teachers – the School Employee Domestic Violence and Abuse PolicyServices Team can provide advice ondealing with these situations.Inevitably there will also be occasionswhere employees themselves areperpetrators of domestic violence.Creating an organisational culture inwhich domestic violence is unacceptablemay help to influence perpetratorsbehaviour.Where the perpetration of domesticviolence conflicts with the job role, headteachers should seek guidance from theirEducation Personnel Group contact point.In some cases this could put at risk thecontinued employment of the perpetrator.Monitoring FormThe Education Department is required toconfidentially and anonymously monitorthe application of this policy in schools.Please co-operate with this byphotocopying and completing theenclosed Monitoring Form.Sources of help and adviceAppendix 1 “Information for all schoolEmployees” should be publicised andmade available to all staff. It includesdetails about a range of organisations andcontact points.The Women's Aid Advice Centre providesadvice and information to agencies/staffdealing with domestic violence. Thecontact telephone number is 0115 9475257 (number for agency use only).- 19 -

Guidance for Head Teachers – the School Employee Domestic Violence and Abuse PolicyEmergency Services (Fire, Police, Ambulance)If you need to call out the police to a domestic violence crime 999Nottinghamshire Social Services Emergency Duty Team(out of hours) 0115 844 733324 Hour Freephone Domestic Violence Helpline 0808 800 0340Offers support, access to emergency accommodation/refuge andother support services, information and advice on matters such ashousing, solicitors, finance etc or just someone to talk to.Subscribes to language line (instant interpretation service).Also available via textphone (for people who are deaf or hardof hearing) between 9am-5pm Mon-Fri 0808 800 0341Teacher Support Line 08000 562561Free confidential support and counselling 24 hours a dayWomen's Aid Advice Centre Drop-In (wheelchair accessible)Support, advice and information for women on domestic violenceand related issues30 Chaucer Street, Nottingham. Mon-Fri 10am-4pmRoshni Asian Women's Aid (refuge and outreach services) 0115 924 2864Umuada (primarily for African Caribbean women)(refuge and outreach services) 0115 979 4141Mansfield and Ashfield Women’s Aid (refuge and outreach services) 01623 420 652Newark Women's Aid (refuge and outreach services) 01636 679 687Bassetlaw Women's Aid (refuge, drop-in and outreach services) 01909 533 610Midlands Women's Aid (refuge and outreach services) 0115 925 7647Leicestershire Women's Aid Helpline 0116 224 0090Imaani (Quick access housing for African Caribbean andAsian women under 30) 0115 847 0335Nottingham Rape Crisis Centre 0115 941 0440Shelter – Help With Housing 0115 911 0990Nottingham Law Centre – For Advice on immigration issues 0115 978 7813Women's Counselling Service 0115 947 0230Notts Coalition of Disabled People 0115 947 5531Nottingham Lesbian and Gay Switchboard 0115 934 8485(open Mon-Fri 7.00pm-10.00pm ansaphone all other times)- 20 -

Guidance for Head Teachers – the School Employee Domestic Violence and Abuse PolicyChildren and Young PeopleChildline - national freephone helpline 0800 1111Nottingham Childline 0115 924 2544NSPCC - national freephone helpline. Confidential service for 0800 800 500anyone concerned about children at risk including childrenthemselves.Nottingham NSPCC 0115 9475531Careline – a national confidential counselling line for children, 0208 514 1177young people and adultsLocal Social Services NumbersAshfield 01623 405300Bassetlaw 01909 535602 (Adults)01777 716161 (children)Broxtowe 0115 9175800Gedling 0115 8546000Mansfield 01623 433433Newark 01636 654654 (Adults)01636 682700 (children)Rushcliffe 0115 9141500Nottingham City Social Services 0115 915 5500Nottinghamshire County Council Employee Counsellor offers all 0115 977 4919Education Department staff a free and confidential counsellingservice- 21 -

Guidance for Head Teachers – the School Employee Domestic Violence and Abuse PolicyWeb SitesThere are also a number of web sitesproviding information on a range ofdomestic violence related issues andservices. The addresses provided beloware a useful starting point - all includelinks to other useful sites. It would beuseful to remind employees that abusersmay be able to see information which hasbeen viewed on the internet. The sitesdetailed below give instructions forclearing computer histories or emptyingcache files. However, many browser typeshave features that display recently visitedsites that cannot be cleared. The safestway for an individual to find informationon the internet would be at a local library,friend's house or at work. Please ensurethat employees are able to access theinternet for this purpose if they wish.www.teachersupport.infoProvides information about how teachersmay access free confidential counselling,support and advice 24 hours a day/365days per year.www.womensaid.org.ukWomen's Aid Federation England - forinformation about services available, yourlegal rights,www.lgbt-dv.orgA web site developed for survivors of samesex abuse.www.ndvf.co.ukNottinghamshire Domestic ViolenceForum - useful links, information andprojects housed by NDVF including:Tri - information and resources for workingwith men on domestic violence (includinginformation about services for men).Educator Project - Work with young peopleon domestic violence.- 22 -

Nottinghamshire County Council Education DepartmentSchool Employee Domestic Violence and Abuse PolicyMonitoring FormPlease complete a monitoring form each time you give domestic violence related adviceor supportPlease make sure you give this information clearly on both sides of the form●●●●●●●Please give your contact details and the dateWrite details of the employee’s departmentState “YES” if the employee didn’t give their detailsState “YES” if you have given the employee advice or support before using the domestic violenceand abuse policy and if someone else has referred the employee to youUnderline or circle the equal opportunities monitoring informationUnderline or circle the location(s) of the incident(s) and action takenGive details of which agency the employee was referred to, if anyPlease send the completed form to the Domestic Violence Policy Officer, Regeneration Learning Skillsand Employment Division, County Hall. Mark the envelope Confidential. Or you can send it be e-mailto sarahjo.lee@nottscc.gov.ukCompleted by (please mark):Personnel Head Teacher Deputy Head TeacherCounsellorTrade Union RepOther TeacherManagerYour Name: __________________________________Phone Number: ___________________________Your dept/TU: ________________________________Date: ____________________________________Employee’s department (if different) _________________________________________________________Employee did not give any details/anonymous enquiryHave you given the employee advice or supportbefore using the Employee Domestic Violence Policy?Did someone else refer the employee to you?Please answeryes or noHow many times haveyou given advice?This information will be used for monitoring purposes and will be kept securely in line with the Data Protection Act 1998

Employee details and action takenPlease UNDERLINE or CIRCLE the appropriate CategoriesFemale / MaleDisabled – yes/noEthnic categoriesWhite Mixed Asian or Asian British Black or Black British Chinese or otherethnic minoritygroupBritish White and Black Caribbean Indian Caribbean ChineseIrish White and Black African Pakistani African OtherOther White and Asian Bangladeshi OtherOtherOtherAge reference codesLocation of IncidentAge 16- 25- 35- 45- 55- 65+Range 24 34 44 54 65HomeWorkplaceor courseof dutyNear workpremisesTravellingto/fromworkNot given/unknownOtherAction TakenPaid time off during working day 1 Redeployment 8Unpaid time off during working day 2 Advance of pay 9Paid Special leave 3 Changed method of salary payment 10Unpaid Special leave 4 Referral to other agency (give details) 11Relocated employee 5 Other (give details) 12Changed duties 6 Unknown 13Temporary negotiated hours 7Give details of which agency or agencies the employee was referred to, if any. (Givemore details of any action taken, if needed)……………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………This information will be used for monitoring purposes and will be kept securely in line with the Data Protection Act 1998

Contacting usemail marian.beaumont@education.nottscc.gov.ukphone 0115 977 2551fax 0115 977 3996post Education, County Hall,West Bridgford, Nottingham NG2 7QPinternet www.nottinghamshire.gov.ukpublished August 2005DP&P 08.05/Edu/4253