Resources
Domestic Violence and the Workplace Policy
Domestic Violence Guidelines
Education/Training Resources for Managers
Supporting your Employee
The relationship between managers and their employees in circumstances of domestic or family violence is very delicate and important. Managers are responsible for understanding and upholding the principles of this Policy and its Guidelines. This involves providing support to employees in a confidential, sensitive, and considerate manner.
Resources and training are available to assist managers in navigating circumstances of domestic or family violence, however it is important for managers and supervisors to understand the limits of their abilities and their role. Employees should be directed towards and encouraged to access professional, trained support and resources available to them as employees of the GNWT and offered by other sources.
Please refer employees to the Domestic Violence and the Workplace Policy: Employee Resources document for links to supporting materials.
Approving Domestic Violence Leave in Accordance with the Terms and Conditions of Employment
Managers and Supervisors will approve leave with pay to employees experiencing domestic violence or employees with a child experiencing domestic violence leave can be approved for 5 days with pay and 5 days without pay for a total of 10 days in a fiscal year. This approval will not be unreasonably denied.
Actions that managers and supervisors can take to address domestic violence in the workplace
- Create and maintain a supportive workplace.
- Be approachable to encourage to reporting.
- Be aware of observable signs or behaviours that may suggest domestic violence.
- Make employees aware of resources regarding domestic violence (i.e., Employee Family Assistance Program (EFAP) etc.).
- Have information available with respect to legal, counseling and safety planning resources.
Upon learning that an employee is experiencing domestic violence in the workplace:
- Be supportive.
- Make it clear to the employee that their privacy will be protected to the extent possible, but that adequate steps will be taken to protect workplace safety. Only those who need information to protect the workplace from a violent event will be given information.
- Encourage the employee to develop a personal safety plan with you, which includes provisions for work and traveling to work.
- Encourage the employee to save threatening voicemails or emails in case of future legal action.
- Explore the possibility of screening calls by routing them through main reception or security.
- Explore the possibility of relocating the employee to a more secured area.
- Document every report of domestic violence that reflect workplace events.
- Accommodate employees who request time off to attend legal matters or appointments.
- Domestic violence records should be kept secure and confidential, with information distributed on a “need to know” basis only and kept separate from an employee’s regular personnel file.
- The most dangerous time in an abusive relationship typically occurs when a victim is attempting to separate from the abuser, so additional precautions may need to be taken in the workplace. To assist with this, it is important to maintain ongoing supportive communication with the employee so that we are more likely to be made aware of this potential scenario.
Upon learning or receiving a report that two employees are in a domestic violence situation with each other:
- Eliminate or minimizing the possibility of contact between the two employees.
- Develop a Workplace Domestic Violence Safety Plan with the victim.
- Offer resources and support to both employees, such as giving them information on where to get help.
- Keep the lines of communication open with both employees.
Where can I find more resources and assistance?
The Government of the Northwest Territories offers a variety of resources related to domestic violence. Access to online learning, the Employee Family Assistance Program (EFAP), and health and safety information are available to employees by accessing the MyHR page here: https://my.hr.gov.nt.ca/
Department of Health and Social Services
https://www.hss.gov.nt.ca/en/services/family-violence
https://www.hss.gov.nt.ca/en/services/community-counselling-program-ccp
Canadian Centre of Occupational Health and Safety
http://www.ccohs.ca/topics/wellness/violence/
Department of Justice – Victim Services
https://www.justice.gov.nt.ca/en/victim-services/
Protection orders and Emergency Protection Orders