Domestic Violence

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Questions and Answers

What is the primary objective of domestic/intimate partner violence?

To exert physical strength over a partner

To establish a romantic relationship

To resolve conflicts peacefully

To induce fear and establish power and control over another (correct)

Who can be a victim of domestic/intimate partner violence?

Only those with a low economic status

Anyone, regardless of gender, age, race, religion, sexual orientation, economic status or education (correct)

Only women

Only those in same-sex relationships

What is the responsibility of the City in regards to domestic/intimate partner violence?

To report all cases of domestic/intimate partner violence to the authorities

To ignore the issue and focus on other matters

To provide financial assistance to victims

To strive to create a workplace that is free from all forms of violence (correct)

What should managers/supervisors do if they become aware of domestic/intimate partner violence in the workplace?

Take every precaution reasonable in the circumstances for worker protection Signup and view all the answers

What is included in a workplace safety plan for victims of domestic/intimate partner violence?

Elements such as resource and referral information, call screening, new phone number, e-mail blocking, removal of employee contact information from public directories, additional security and/or security measures, work schedule adjustment, and workplace relocation Signup and view all the answers

Why should the confidentiality of the employee who reports domestic/intimate partner violence be respected?

To respect the employee's privacy Signup and view all the answers

What is not a common term for domestic/intimate partner violence?

Workplace harassment Signup and view all the answers

What should managers/supervisors do to support employees experiencing domestic/intimate partner violence?

Provide informed and supportive responses Signup and view all the answers

Who is responsible for developing the workplace safety plan?

Corporate Security, Human Resources, and the Employee Assistance Program Signup and view all the answers

What should employees who witness domestic/intimate partner violence in the workplace do?

Report the incident to the supervisor or manager and take action to ensure their own immediate safety Signup and view all the answers

What should an employee do if they have applied for, or obtained, a restraining order that includes the workplace as a protected area?

Inform their supervisor or manager Signup and view all the answers

What should the City do if an employee uses workplace resources to perpetrate domestic/intimate partner violence?

Take appropriate corrective and/or disciplinary actions Signup and view all the answers

What is the main reason the City encourages employees to disclose domestic/intimate partner violence?

To protect the safety of the employee and others in the workplace Signup and view all the answers

What should employees do if they discover that a co-worker is experiencing domestic/intimate partner violence?

Inform their supervisor or manager and respect the co-worker's need for confidentiality Signup and view all the answers

What is the role of the Occupational Health and Safety Coordinating Committee?

To review this policy and guidelines and make recommendations for amendments, as needed Signup and view all the answers

What should an employee do if they feel that their safety at work is jeopardized due to domestic/intimate partner violence?

Inform their supervisor or manager and take necessary measures to protect their safety Signup and view all the answers

What is the main purpose of the City of Toronto's Domestic/Intimate Partner Violence policy?

To provide a safe work environment and support employees who are in domestic/intimate partner violence situations Signup and view all the answers

What is the legal requirement for City divisions and supervisors according to the Occupational Health and Safety Act?

To take every precaution reasonable in the circumstances for worker protection Signup and view all the answers

What is one of the resources available within the City to assist divisions and employees with addressing domestic/intimate partner violence?

Employee Assistance Signup and view all the answers

Who has specialized knowledge of domestic/intimate partner violence?

Some resource people within the City Signup and view all the answers

What is the scope of the Domestic/Intimate Partner Violence policy?

Applies to all City divisions and employees Signup and view all the answers

What is the City's commitment in addressing domestic/intimate partner violence?

To provide a safe work environment and support employees who are in domestic/intimate partner violence situations Signup and view all the answers

What is the purpose of the guidelines that support the Domestic/Intimate Partner Violence policy?

To assist workplace parties in addressing domestic/intimate partner violence in City workplaces Signup and view all the answers

What is the City's goal in addressing domestic/intimate partner violence in the workplace?

To protect the health and safety of all employees who may be placed at risk Signup and view all the answers

Study Notes

Domestic/Intimate Partner Violence Policy

The City of Toronto is committed to providing a safe work environment and recognizes that domestic/intimate partner violence may impact employees in the workplace.
The City is legally responsible to take every precaution to protect workers from physical injury if they become aware of an employee in a domestic/intimate partner violence situation.

Policy Objectives

To support employees who are victims of domestic/intimate partner violence
To provide access to resources and supports for physical safety, emotional health, and basic material and financial needs
To protect the health and safety of all employees who may be at risk due to domestic/intimate partner violence situations
To respect the privacy rights of employees in domestic/intimate partner violence situations

Definitions

Domestic/intimate partner violence is the intentional use of tactics to induce fear and establish power and control over another in an intimate/familial relationship
It can include physical violence, sexual, emotional/psychological abuse, verbal abuse, stalking, and using electronic means
Anyone can be a victim of domestic/intimate partner violence, regardless of gender, age, race, religion, sexual orientation, economic status, or education

Responsibilities

The City will strive to create a workplace free from violence, support victims of domestic/intimate partner violence, and take reasonable measures to protect safety
Managers/supervisors will understand and uphold the policy, ensure employees are aware of it, and take every precaution to protect workers
Managers/supervisors will:
- Understand and uphold the principles of this policy
- Ensure this policy is explained to employees
- Be aware of observable signs or behaviours that may suggest domestic/intimate partner abuse
- Take every precaution reasonable in the circumstances for worker protection if they become aware, or ought reasonably to be aware, that domestic/intimate partner violence that would likely expose a worker to physical injury may occur in the workplace
- Provide informed and supportive responses to employees experiencing or witnessing domestic/intimate partner violence in the workplace. Make these employees aware of resources (internal and external to the City) that are available to assist victims of domestic/intimate partner violence (Note: Resource list is an appendix to this policy)
- Work with employees who report being the victims of domestic/intimate partner violence that may pose a threat in the workplace in developing a workplace safety plan to protect them and others in the workplace. This plan will be individualized to the circumstances reported but may include elements such as:
  - Resource and referral information
  - Call screening, new phone number, e-mail blocking, removal of employee contact information from public directories
  - Additional security and/or security measures at the workplace
  - Work schedule adjustment to enable domestic/intimate partner violence victim to obtain medical, counselling or legal assistance
  - Workplace relocation
- Consult confidentially with other City staff (e.g. Corporate Security, Human Resources, Employee Assistance Program) in developing the workplace safety plan
- Properly document any report of domestic/intimate partner violence
- Protect the confidentiality of employees who report domestic/intimate partner violence within the limits needed for safety, recognizing that information may need to be shared on a strictly need-to-know basis if an employee’s safety at work is jeopardized
- Take all reasonable and practical measures to protect workers, acting in good faith, who report domestic/intimate partner violence in the workplace or act as witnesses, from reprisals (acts of retaliation, direct or indirect) or further violence
- Take appropriate corrective and/or disciplinary actions to address instances in which an employee uses workplace resources to perpetrate domestic/intimate partner violence
Employees who report domestic/intimate partner violence will be provided with a workplace safety plan, which may include resource and referral information, security measures, and work schedule adjustments

Employee Responsibilities

Employees who are witnesses to domestic/intimate partner violence in the workplace must report the incident immediately to the supervisor or manager and maintain confidentiality
Employees experiencing domestic/intimate partner violence are responsible for disclosing any situation that threatens the safety of the workplace and informing their supervisor/manager of any restraining orders that include the workplace as a protected area
Employees who are witnesses to domestic/intimate partner violence in the workplace are required to:
- Take action to ensure their own immediate safety in the event of a domestic/intimate partner violence incident
- Report any such incident immediately to the supervisor or manager
- Report to their supervisor/manager any information that indicates the safety of any employee in the workplace is at risk as a result of domestic/intimate partner violence
- Apart from these situations, maintain confidentiality regarding a co-worker experiencing domestic/intimate partner violence

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