Domestic and Family Violence Leave. An Employee will be entitled to family and domestic violence leave in accordance with the NES.
Domestic and Family Violence Leave. (a) An employee, other than a casual employee, is entitled to 10 days of domestic and family violence leave on full pay in a year in accordance with section 52, 53 and 54 of the Industrial Relation Act 2016.
(b) A long term casual employee is entitled to 10 unpaid days of domestic and family violence leave in a year in accordance with sections 52, 53 and 54 of the Industrial Relations Act 2016.
Domestic and Family Violence Leave. 11.28.1 Domestic and family violence occurs when one person in a relevant relationship uses violence and 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. Domestic and family violence can affect people of all cultures, religions, ages, genders, sexual orientations, educational backgrounds and income levels.
11.28.2 Managers, supervisors and all employees are committed to making their workplaces a great place to work. The workplace can make a significant difference to employees affected by domestic and family violence by providing appropriate safety and support measures. "Domestic violence" and "relevant relationship" is as defined under Division 2 and Division 3 of the Domestic and Family Violence Protection Act 2012 (Qld).
11.28.3 The parties recognise that employees have the right to choose whether, when and to whom they disclose information about being affected by domestic and family violence. Managers and employees will sensitively communicate with employees and colleagues affected by domestic and family violence.
11.28.4 Support for employees affected by domestic and family violence is provided for in the Public Service Commission Directive 04/15.
11.28.5 In accordance with the Industrial Relations Act 2016 (Qld) (the Act) an employee, other than a casual employee, is entitled to 10 days of domestic and family violence leave on a full pay in a year if –
(a) The employee has experienced domestic violence; and
(b) The employee needs to take domestic and family violence leave as a result of domestic violence.
11.28.6 This entitlement, including provision for long and short term casual employees, will be administered in accordance with section 52 of the Industrial Relations Act 2016 (Qld).
11.28.7 Queensland Health Employee Assistance offers a range of support services and programs. Employees can access information about available support service through line managers or their local human resource services.
Domestic and Family Violence Leave. 40.1 The Reject Shop and the SDA recognise that team members sometimes face situations of domestic violence or abuse in their personal life perpetrated by a family or household member either during a relationship or after separation.
40.2 The Reject Shop and the SDA are committed to providing support to team members who experience family or domestic violence and will treat all matters of family or domestic violence with confidentiality, except that disclosure is permitted in exceptional circumstances, in consultation with one another, where it is imperative to maintain the safety of the team member and/or co-workers.
40.3 In this clause, family and domestic violence means: violent, threatening or other abusive behaviour by a family member of a team member that seeks to coerce or control the team member and that causes them harm or to be fearful.
40.4 Family member means:
(1) a spouse, de facto partner, including a former spouse or defacto partner, child, parent, grandparent, grandchild or sibling of the employee; or
(2) a child, parent, grandparent, grandchild or sibling of a spouse or de facto partner of the employee; or
(3) a person related to the employee according to Aboriginal or Xxxxxx Xxxxxx Islander kinship rules.
40.5 Entitlement to unpaid leave
40.6 A team member is entitled to 5 days’ unpaid leave to deal with family and domestic violence, as follows:
(1) the leave is available in full at the start of each 12-month period of the team member’s employment; and
(2) the leave does not accumulate from year to year; and
(3) is available in full to part-time and casual team members; and
(4) may be less than a day by agreement between the team member and The Reject Shop.
40.7 The Reject Shop and team member may agree that the team member may take more than 5 days’ unpaid leave to deal with family and domestic violence.
40.8 The team member may use personal leave, as per clause 30, or other forms of paid leave.
40.9 A team member who supports a person experiencing family or domestic violence may take personal leave (as per clause 30) to accompany them to court or hospital or to mind children.
40.10 Consideration will be given to requests for further unpaid leave on a case by case basis, as per clause 31.
40.11 Team members experiencing family or domestic violence will have the right to request flexible working arrangements and The Reject Shop will assess these requests based on business requirements.
40.12 Taking unpaid leave
40.13 A team member may take...
Domestic and Family Violence Leave.
28.1 The Parties to the Agreement are committed to providing support to employees who experience domestic and/or family violence. The Company has a Domestic and Family Violence Support Policy which makes provision for discretionary leave, including paid leave options and various support mechanisms and avenues for assistance. Paid domestic or family violence leave shall be paid as follows:
28.1.1 FSE – without loss of pay
28.1.2 VSE & Supplementary - 8 hours at clause 11 rate.
28.2 An Employee who takes a week of paid domestic or family violence leave shall be entitled to be absent for seven days but shall be paid for 5 days.
Domestic and Family Violence Leave. 38.6.1 An employee may experience domestic and family violence in their personal life that may affect their attendance or capacity to perform their work. In such cases an employee may be granted up to 10 days leave each calendar year to attend to matters including, but not limited to:
a) Medical appointments and legal proceedings;
b) Protection of children and dependents;
c) Other necessary actions associated with the violence.
38.6.2 An employee may be required to produce evidence that family or domestic violence has occurred, such as, a medical certificate, a document issued by the police service and/or court.
38.6.3 If it is not practicable for the staff member to give prior notice of absence, the staff member shall notify the University by telephone of such absence at the first opportunity on the first day of absence.
38.6.4 In circumstances where domestic and family violence is of such a nature and/or frequency the employee can apply to the Director, HR or delegate, to access any unused Family or Other Special Circumstances Leave and then any accumulated sick leave to attend to necessary related matters. Further to the above, the employee can apply to take leave without pay, recreation leave or long service.
Domestic and Family Violence Leave. Coles recognises that team members who experience domestic or family violence may need additional support to recover, settle, organise children, attend doctor’s appointments, court appointments and related activities. Coles will make every effort to provide such support and will treat such matters with confidentiality.
Domestic and Family Violence Leave. (a) All employees experiencing family and domestic violence can access 10 days of paid family and domestic violence leave each year. This includes full-time, part-time and casual employees.
(b) Paid family and domestic violence leave does not accrue and is not pro-rata for part time and casual employees.
(c) An employee is entitled to take paid family and domestic violence leave if:
(i) the employee is experiencing family and domestic violence; and
(ii) the employee needs to do something to deal with the impact of the family and domestic violence; and
(iii) it is impractical for the employee to do that thing outside the employee’s work hours.
(d) Notice or evidence will be required to support a period of paid family and domestic violence leave. Notice or evidence provided by or for the employee taking leave is treated confidentially, as far as it is reasonably practicable to do so and will not be used for a purpose other than satisfying the employer of the employee’s entitlement to leave.
(e) If an employee takes a period of paid family and domestic violence leave, the employer must pay the employee, in relation to the period:
(i) for an employee other than a casual employee, at the employee’s full rate of pay, worked out as if the employee had not taken the period of leave; or
(ii) for a casual employee, at the employee’s full rate of pay, worked out as if the employee had worked the hours in the period for which the employee was rostered.
(f) A casual employee is taken to have been rostered to work hours in a period if the employee has accepted an offer by the employer of work for those hours.
Domestic and Family Violence Leave. 189 The University recognises that some employees may experience situations of violence or abuse in their domestic life that may impact on their attendance and/or performance at work. The University is committed to providing confidential support to employees who experience domestic or family violence. 190 Domestic and family violence includes physical, sexual, financial, verbal or emotional abuse by an immediate family member as defined in clause 113. 191 Full-time employees will be entitled to 15 days domestic and family violence leave per annum. Part-time employees will be entitled to domestic and family violence leave on a pro-rata basis. Employees will be paid their ordinary rate of pay when taking domestic and family violence leave. Casual employees will be entitled to five days unpaid domestic and family violence leave. 192 Domestic and family violence leave does not accrue from year to year. 193 An employee who has exhausted their entitlement to domestic and family violence leave may access available personal leave or carers leave as additional domestic and family violence leave. 194 The University may request evidence to support an application for domestic and family violence leave. Evidence can be in the form of an agreed document issued by the Police, a Court, a doctor, a domestic violence support service or lawyer, or other appropriate document. 195 In order to provide support to an employee experiencing domestic or family violence and to provide a safe work environment to all employees, the University will support all reasonable requests for: a) changes to their span of hours or pattern of hours and/or shift patterns; b) job redesign or change to duties; c) relocation to suitable employment within the University; d) a change to their telephone number or email address to avoid harassing conduct; e) removing their contact details from public access, including the website; and f) any other appropriate measure including those available under existing provisions for family friendly and flexible work arrangements. 196 Within 12 months of this Agreement being approved by the Fair Work Commission, the University will develop guidelines and/or policies to supplement this clause. This will include a commitment to: a) ensure strict confidentiality and privacy is maintained; b) ensure staff experiencing domestic and family violence are free from discrimination or adverse action; and c) creating designated internal contact points who will be appropriately t...
Domestic and Family Violence Leave. 45.1 All Employees are entitled to family and domestic violence leave in accordance with the NES and this clause.
45.2 All Employees (including casuals) are entitled to 10 days of paid family and domestic violence leave in a 12-month period.
45.3 An Employee may take paid family and domestic violence leave if the Employee is experiencing family and domestic violence and needs to do something to deal with the impact of the family and domestic violence, and it is impracticable for the Employee to do that thing outside of their ordinary hours of work. For example, paid family and domestic violence leave may be taken to:
(a) arrange alternative accommodation, care and/or education arrangements;
(b) attend medical appointments;
(c) attend court hearings;
(d) access legal advice; or
(e) access police services.
45.4 Paid family and domestic violence leave is available in full to all Employees, at the start of each 12-month period of the Employee’s employment and does not accumulate from year to year.
45.5 An Employee may take paid family and domestic violence leave as a single continuous 10 day period, or one (1) or more separate days, or any other period (including part days) agreed by the Employee and Employer.
45.6 The Employer may require an Employee to provide evidence that would satisfy a reasonable person that the leave is taken to deal with the impact of family and domestic violence. The Employer will take steps to ensure information concerning any notice or evidence an Employee has provided is treated confidentially, as far as it is reasonably practicable to do so.
