Workplace Domestic Violence Policy

WORKPLACE DOMESTIC VIOLENCE POLICY

Employer Name:

Recitals

WHEREAS, the Employer is committed to providing a safe and secure work environment for all employees and recognizes that domestic violence can adversely affect the safety, attendance, productivity and well-being of employees; and

WHEREAS, the Employer desires to adopt a clear policy and procedures to prevent and respond to incidents of domestic violence that affect the workplace and to provide reasonable accommodations and support to affected employees; and

WHEREAS, the parties acknowledge that prevention, risk mitigation, confidentiality, and coordination with applicable law enforcement and support services are essential elements of the Employer's response to workplace domestic violence.

Purpose

The purpose of this policy is to establish procedures for prevention, reporting, response, and reasonable workplace accommodations for employees affected by domestic violence, to protect the safety of employees, visitors and clients, and to minimize operational disruption.

Scope of Work

Definitions

For purposes of this policy, "domestic violence" means any pattern of coercive, controlling, threatening or violent behavior, including physical injury, sexual assault, stalking, psychological or economic abuse, perpetrated by a current or former intimate partner or household member.

Policy Statement

The Employer prohibits domestic violence in any form that impacts the workplace. The Employer will take reasonable steps to protect affected employees and to address threats to workplace safety in a manner consistent with applicable law and the Employer's operational needs.

Reporting Procedures

Employees who are subject to or aware of domestic violence that affects the workplace should report incidents promptly to a designated contact. Designated Contact Name:

Reports may be made verbally or in writing and will be handled promptly. Employees may indicate whether they wish the report to be treated confidentially; the Employer will honor confidentiality to the extent permitted by law and operational obligations.

Safety Planning and Risk Assessment

The Employer will conduct a reasonable risk assessment and, where appropriate, implement safety measures including but not limited to: modifying work schedules, altering work locations or entrances, providing escorts, and restricting access to premises for identified individuals.

Confidentiality

Information disclosed under this policy will be maintained in a secure manner and shared only with individuals who have a legitimate need to know to implement safety measures, comply with legal obligations, or respond to threats. The Employer will not place documentation about domestic violence in an employee's general personnel file without the employee's informed consent unless required by law.

I acknowledge that I have read and understand the confidentiality provisions of this policy.

Non-Retaliation and Accommodation

The Employer prohibits retaliation against employees who report domestic violence or request reasonable accommodations. Reasonable accommodations may include temporary schedule changes, remote work arrangements where feasible, and workplace safety adjustments.

Training and Prevention

The Employer will provide periodic training for supervisors and employees on recognizing signs of domestic violence, reporting procedures, safety planning, and the Employer's obligations under this policy.

Response Procedures

In the event of an immediate threat, employees should contact local law enforcement. For non-immediate threats, the designated contact will coordinate response actions, document the incident in a confidential log, and implement safety measures.

Leave, Benefits and Assistance

Employees affected by domestic violence may be eligible for leave under applicable employer policies or law, and for access to employee assistance programs where available. Requests for leave or benefits should be made to Human Resources.

Recordkeeping

Records created pursuant to this policy will be maintained securely and separately from routine personnel files. Access to such records will be limited to those with a legitimate need to implement this policy or to comply with legal obligations.

Payment Terms

If the Employer engages third-party services for security assessments, training, or counseling in furtherance of this policy, the following payment terms apply.

Term and Termination

This policy is effective as of Effective Date: and shall remain in effect until End Date: unless earlier revised or terminated by the Employer in accordance with the notice provisions below.

The Employer may amend or terminate this policy at its discretion, provided that affected employees are given the notice set forth above except where immediate change is required for safety or legal compliance.

Governing Law

This policy and any dispute arising from its implementation shall be governed by and construed in accordance with the laws of the jurisdiction specified below.

Entire Agreement

This policy, together with any executed addenda or agreements specifically incorporated by reference, constitutes the entire understanding regarding workplace domestic violence between the Employer and employees and supersedes all prior practices, policies or agreements, whether written or oral, relating to the subject matter herein.

Severability

If any provision of this policy is held to be invalid or unenforceable, such invalidity will not affect the remaining provisions, which shall remain in full force and effect.

Acknowledgement

By signing below, the parties acknowledge receipt of this Workplace Domestic Violence Policy, confirm that they have the authority to implement or acknowledge it, and agree to comply with its terms to the extent applicable.

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