Dewpoint Group is strongly committed to providing a healthy and safe working environment for all employees. It is recognised that employees sometimes face difficult situations in their work and personal life, such as domestic and family violence (DFV), that may affect their attendance, performance at work or safety.

DFV occurs when one person in a relationship uses violence or abuse to maintain power and control over the other person. This can include behaviour that is physically, sexually, emotionally, psychologically or economically abusive, threatening, coercive or aimed at controlling or dominating the other person through fear. 

DFV can affect people of all cultures, religions, ages, genders, sexual orientations, educational backgrounds and income levels.

DFV is unacceptable in any setting, including the workplace. Any Dewpoint employee who perpetrates violence and abuse from the workplace, including by telephone, fax, mail, email, internet or social media may be subject to disciplinary action. 

Everyone who works for Dewpoint and everyone with whom Dewpoint has dealings, has the right to be treated with respect and dignity, which includes behaving in a way that promotes a work environment free from any form of violence and supporting those who are affected by DFV.

In situations where an employee affected by DFV is concerned for their safety or that of their colleagues, it is recommended that the employee and their manager and/or supervisor jointly develop a workplace safety plan agreement. The agreement should include details of any necessary support and reasonable adjustments.

The workplace safety plan agreement should outline the specific workplace safety needs and arrangements to support the employee, such as:

• any changes in relation to any work patterns, practices or work location (including access to family and domestic violence leave)
• any precautionary plans to be undertaken pre or post-work or during remote working arrangements (e.g. travel arrangements, secure carpark etc.) to support the safety of the employee
• any workplace changes and/or security measures (including for remote working arrangements) to protect the employee and their colleagues where necessary
• updated emergency contacts and/or next of kin details and agreed communication methods to notify of heightened risk (e.g. during remote working arrangements)
• Information and contact details for external Employee Assistance Providers (EAPs)

Arrangements should be reviewed at pre-determined intervals to ensure currency and to ascertain ongoing appropriateness.

Responsibility

A) Managers and supervisors have a direct responsibility to:

• • actively participate in DFV workplace learning and development activities to effectively communicate with and to provide support to employees affected by DFV
  • ensure employees actively participate in required DFV workplace learning and development activities
  • sensitively communicate with employees affected by DFV and maintain confidentiality 
  • ensure employees are aware of available support options, including nominated officers to seek support from as appropriate
  • ensure appropriate management of work performance and monitoring of attendance issues, while being mindful of the potential impacts of DFV.

B) Employees have the responsibility to:

• • behave in a way that promotes a work environment free from any form of violence and abuse 
  • actively participate in DFV related learning and development activities such as online DFV awareness raising programs (except where it may negatively impact their wellbeing)
  • familiarise themselves with available workplace support options and specialist referral services

Our organisation will always encourage suggestions to improve our health and safety objectives and work towards creating a safe working environment.  

This policy applies to all business operations and functions and binds all its relevant stakeholders.