1. INTRODUCTION
Domestic and family violence is any behaviour in an intimate or family relationship which is violent, threatening, coercive or controlling, causing a person to live in fear.
AtCHRG,we believe that everyone hasthe rightto feel safe– at home,atwork,and in the community. That’s why we’re deeply committed to achieving Zero DFV and supporting those affected by it. CHRG is part of the fabric of this community, and we take our role seriously in creating a culture of respect, safety, and accountability.
Together, we can all play a role in recognising, responding to, and referring those impacted by DFV. It starts with awareness, continues with compassion, and grows through collective action.
2. ZERO DFV, TOGETHER - ACTION PLAN
We work towards achieving Zero DFV through three distinct pillars: EDUCATE
Through education, we help peoplerecognise thesigns of DFV and understand how to respond safely and appropriately.
Whether it’s through staff training, community events, or resource sharing, we’re committed to making sure no one feels unsure or alone when it comes to supporting someone in need.
Through advocacy, we use our voice and platform to raise awareness,challengestigma,and drive meaningful conversations about DFV. We want every member of our community – from employees and their families to our friends, neighbours and members – to feel empowered to speak up and take action.
By embedding our values of Respect and Community, we are creatingacultureofempathyand support.
2.1.Supporting Our Community
2.1.1. CorporateSupport
Through collaboration, we partner with frontline services, local organisations, and experts to ensure that anyone experiencing or witnessing DFV knows where and how to seek help.
We focus on building strong referral pathways, so people can access the right support at the right time, in their community, surrounded by the support they need.
As part of our ongoing commitment to Zero DFV, CHRG provides financial support via ClubGRANTS to various frontline services and local organisations to ensure that anyone experiencing DFV can access the help they need. Including:
Club Initiative
Hills Initiative
Parramatta Mission
Hills Initiative
2.1.2. CommunityPartnerships
Club Initiative
Hills Initiative
CHRG are actively involved in several community partnerships working towards the goal of Zero DFV, together. Including:
Club Initiative
Hills Initiative
2.1.3. RespondingtoaCommunityMemberDisclosure
If a member of our community discloses to us that they are experiencing domestic and family violence our initial response will be:
If imminent danger exists
o Call 000 and contact the manager on duty.
If no imminent danger exists:
o Call the manager on duty
The manager on duty will:
Takethepersontothededicated‘AngelRoom’forthevenue*.
o Castle Hill – Connect Room
o Castle Hill Fitness and Aquatic Centre – Manager’s Office
o Castle Hill Bowling Club – Manager’s Office
o Parramatta – Manager’s Office
o Lynwood – Staff Room
Settletheperson/s
o Offering the person some water and some water.
o Each room will have a dedicated Angel Box with bottled water, tissues, children’s toys, books and other items that can be used, if required.
Offertocallsomeoneforthem.
o They may have left their situation quickly and not have access to a phone.
o Dependingon the preference of theindividual, themanager will either waitwith them or close by for support.
Offersupport
o Advise the person that we have a partnership with several local support services and seek consent to contact them.
ContactSupportServices
o Excuse yourself for a moment to call our local community support services.
o This can be found in the Angel Box and on the Connect Hub.
o Return to the room and update the person on the call, next steps and, if necessary, issue the appropriate Escabag (Single Adult or Parent and Child), which contains a CHRG DFV information sheet.
* If the room is in the use, the occupants will need to leave immediately. There will be no distinguishing features identifying the rooms as an Angel Room and these rooms can be locked from the inside and/or only a select amount of people has access to.
2.2.Supporting our Team
2.2.1. RespondingtoaTeamMemberDisclosure
If a team member discloses to us that they are experiencing domestic and family violence our initial response will be:
If imminent danger exists – call 000 and the manager on duty.
In the event of an emergency – as outlined above for a customer disclosure.
If not an emergency –theteammemberwillbereferredtothePeopleteam.Togetherwiththevictim, the People team develop an action plan for the team member and put in place the most appropriate support for the team member.
2.2.2. WorkplaceSupport
Where practicable, operationally possible and suitable for the victim, CHRG will ensure that our team members are not be disadvantaged in their employmentand may provideone or more of the following support options:
Changes to hours of work;
Changes to the location of work (where applicable);
Relocation to suitable employment where this is able to be identified;
Changes to work phone numbers or work email addresses;
Other appropriate measures such as family-friendly hours and flexible working arrangements.
CHRG will co-operate with all legal orders protecting team members experiencing domestic violence.
2.2.3. EmployeeAssistanceProgram(EAP)
CHRG’s Employee Assistance Program is available to team members to provide counselling and advice. Refer to the Employee Assistance Program Policy for more information.
2.2.4. DomesticandFamilyViolenceLeave
Allteammembers are entitled to 10 dayspaid leave, inaccordancewith theNational EmploymentStandards. This includes full-time, part-time, and casual employees.
Family and domestic for the purposes of:
Seeking medical and legal assistance;
Attending court appearances;
Counselling;
Changing children’s school;
Relocation; or
To make other safety arrangements.
Team members are entitled to be paid for all the hours they would have worked on those days if they weren’t onleave.The leavedoesn’tneedtobetakenall atonce.Itcanbe taken assingleormultipledays. Anemployer and employee can also agree for an employee to take less than one day at a time.
Family and Domestic Violence Leave is non-cumulative and resets on the employee’s work anniversary.
In addition to paid Family and Domestic Violence Leave, staff members may choose to access other leave entitlements including personal and carers leave, annual leave and long service leave, or may access leave without pay. The amount and type of leave provided will be determined by the individual’s situation through consultation between the staff member and their direct leader or the People team.
When taking Family and Domestic Violence Leave, notice must be provided as soon as practicable, and prior to the commencement of the employee’s rostered shift.
CHRG may requestevidence thatshows an employeetookthe leavetodealwithfamily and domesticviolence. When requested this evidence will not be used for any other purposes unless:
the employer is required to deal with the information by law, or
it’s necessary to protect the life, health or safety of the employee or another person.
Types of evidence can include:
a statutory declaration;
documents issued by the police service;
documents issued by a court, or
family violence support service documents.
Payslips will not mention any payment, use of or balances of Family and Domestic Violence Leave.
2.3.Confidentiality
CHRG will takestepsto ensure information concerningany noticeany community or team member hasgiven, or evidence provided is treated confidentially, as far as it is reasonably practicable to do so.
In some circumstances, CHRG may be required to disclose information provided, if the disclosure is required bylaworisnecessarytoprotectthelife,healthorsafetyofthepersonoranotherperson.Insuchcircumstances CHRG will let the person know that the information is to be provided to a third party and why.
No information will be kept on a team member’s personnel file without their express permission.
2.4.Support for leaders
Our EAP is available to leaders to seek advice or counselling regarding their own involvement as a helper. EAP counsellors may be able to provide additional resources and insights to better enable you to provide effective assistance and/or assist leaders in managing the impact of being a helper in such difficult circumstances.
3. BREACH OF THIS POLICY
Breaches of this policy may result in counselling and or disciplinary action, up to and including dismissal.
4. REVIEW OF THIS POLICY
This policy will be reviewed every two years to ensure it remains consistent with all relevant legislative requirements, as well as the changing nature of the company or more frequently where legislative requirements are changed or amended.
5. POLICY COMMUNICATION AND EDUCATION
This policy will be stored on CHRG’s intranet site. It will be incorporated into induction/onboarding programs and CHRG will conduct education sessions on the application and operation of this policy as required and when any changes to the policy are implemented.
6. DOCUMENT HISTORY
Preparedby: Approvedby: Date: Version: Comments
Alison Brinkman Head of People & Purpose
Alison Brinkman Head of People & Purpose
David O’Neil Group CEO 1/10/2023 1.0 First Issue of standalone policy
Andy Abey Group COO 15/04/2025 1.0
Addition of Zero DFV, together –Action Plan.