Common use of Domestic and Family Violence Clause in Contracts

Domestic and Family Violence. 43.1 The Commissioner recognises that a safe and supportive workplace can make a positive difference to employees who are experiencing domestic and family violence (including sexual violence). Support measures for employees include leave with pay, flexible work options and access to an Employee Assistance Program (EAP) for domestic and family violence purposes. Additional support may be available to these employees through their agency. 43.2 Leave with pay is available to an employee who is experiencing domestic and family violence and who requires time off for reasons including, but not limited to: (a) seeking safe accommodation; (b) attending court hearings and police appointments; (c) accessing legal advice; (d) organising alternative care or education arrangements for the employee’s children; or (e) other related purposes approved by the CEO. 43.3 Domestic and family violence leave is accessed in accordance with By Law 18 – Miscellaneous Leave and is in addition to other leave entitlements. Domestic and family violence leave will count as service for all purposes. 43.4 Applications for leave will be dealt with confidentially and sensitively. Evidence to support an application may be requested, will only be sighted once and no copies will be made or recorded. 43.5 Reasonable adjustments should be considered to ensure the individual’s safety in the workplace (eg different work locations, removal of phone listing or changes to NTG email addresses).

Domestic and Family Violence. 43.1 The Commissioner recognises that a safe and supportive workplace can make a positive difference to employees who are experiencing affected by domestic and family violence (including sexual violence). Support measures for employees include leave with pay, flexible work options and access to an Employee Assistance Program (EAP) for domestic and family violence purposes. Additional support may be available to these employees through their agency. 43.2 . Leave with pay is available to an employee who is experiencing domestic and family violence and who requires time off for reasons including, but not limited to: (a) seeking safe accommodation; (b) attending court hearings and police appointments; (c) accessing legal advice; (d) organising alternative care or education arrangements for the employee’s children; or (e) other related purposes approved by the CEO. 43.3 . Domestic and family violence leave is accessed in accordance with By Law By-law 18 – Miscellaneous Leave and is in addition to other leave entitlements. Domestic and family violence leave will count as service for all purposes. 43.4 . Applications for leave will be dealt with confidentially and sensitively. Evidence to support an application may be requested, will only be sighted once and no copies will be made or recorded. 43.5 . Reasonable adjustments should be considered to ensure the individual’s safety in the workplace (eg e.g. different work locations, removal of phone listing or changes to NTG email addressesaddress).

Domestic and Family Violence. 43.1 44.1 The Commissioner recognises that a safe and supportive workplace can make a positive difference to employees who are experiencing domestic and family violence (including sexual violence). Support measures for employees include leave with pay, flexible work options and access to an Employee Assistance Program (EAP) for domestic and family violence purposes. Additional support may be available to these employees through their agency. 43.2 44.2 Leave with pay is available to an employee who is experiencing domestic and family violence and who requires time off for reasons including, but not limited to: (a) seeking safe accommodation; (b) attending court hearings and police appointments; (c) accessing legal advice; (d) organising alternative care or education arrangements for the employee’s children; or (e) other related purposes approved by the CEO. 43.3 44.3 Domestic and family violence leave is accessed in accordance with By Law 18 – Miscellaneous Leave and is in addition to other leave entitlements. Domestic and family violence leave will count as service for all purposes. 43.4 44.4 Applications for leave will be dealt with confidentially and sensitively. Evidence to support an application may be requested, will only be sighted once and no copies will be made or recorded. 43.5 44.5 Reasonable adjustments should be considered to ensure the individual’s safety in the workplace (eg different work locations, removal of phone listing or changes to NTG email addresses).

Domestic and Family Violence. 43.1 30.1 The Commissioner recognises that a safe and supportive workplace can make a positive difference to employees who are experiencing domestic and family violence (including sexual violence). Support measures for employees include leave with pay, flexible work options and access to an Employee Assistance Program (EAP) for domestic and family violence purposes. Additional support may be available to these employees through their agency. 43.2 30.2 Leave with pay is available to an employee who is experiencing domestic and family violence and who requires time off for reasons including, but not limited to: (a) seeking safe accommodation; (b) attending court hearings and police appointments; (c) accessing legal advice; (d) organising alternative care or education arrangements for the employee’s children; or (e) other related purposes approved by the CEO. 43.3 30.3 Domestic and family violence leave is accessed in accordance with By Law 18 – Miscellaneous Leave and is in addition to other leave entitlements. Domestic and family violence leave will count as service for all purposes. 43.4 30.4 Applications for leave will be dealt with confidentially and sensitively. Evidence to support an application may be requested, will only be sighted once and no copies will be made or recorded. 43.5 30.5 Reasonable adjustments should be considered to ensure the individual’s safety in the workplace (eg different work locations, removal of phone listing or changes to NTG email addresses).

Domestic and Family Violence. 43.1 40.1 The Commissioner recognises that a safe and supportive workplace can make a positive difference to employees who are experiencing domestic and family violence (including sexual violence). Support measures for employees include leave with pay, flexible work options and access to an Employee Assistance Program (EAP) for domestic and family violence purposes. Additional support may be available to these employees through their agency. 43.2 40.2 Leave with pay is available to an employee who is experiencing domestic and family violence and who requires time off for reasons including, but not limited to: (a) seeking safe accommodation; (b) attending court hearings and police appointments; (c) accessing legal advice; (d) organising alternative care or education arrangements for the employee’s children; or (e) other related purposes approved by the CEO. 43.3 40.3 Domestic and family violence leave is accessed in accordance with By Law 18 – Miscellaneous Leave and is in addition to other leave entitlements. Domestic and family violence leave will count as service for all purposes. 43.4 40.4 Applications for leave will be dealt with confidentially and sensitively. Evidence to support an application may be requested, will only be sighted once and no copies will be made or recorded. 43.5 40.5 Reasonable adjustments should be considered to ensure the individual’s safety in the workplace (eg different work locations, removal of phone listing or changes to NTG email addresses).

Domestic and Family Violence. 43.1 ‌ 64.1 The Commissioner recognises that a safe and supportive workplace can make a positive difference to employees who are experiencing domestic and family violence (including sexual violence). Support measures for employees include leave with pay, flexible work options and access to an Employee Assistance Program (EAP) for domestic and family violence purposes. Additional support may be available to these employees through their agency. 43.2 64.2 Leave with pay is available to an employee who is experiencing domestic and family violence and who requires time off for reasons including, but not limited to: (a) seeking safe accommodation; (b) attending court hearings and police appointments; (c) accessing legal advice; (d) organising alternative care or education arrangements for the employee’s children; or (e) other related purposes approved by the CEO. 43.3 64.3 Domestic and family violence leave is accessed in accordance with By Law 18 – Miscellaneous Leave and is in addition to other leave entitlements. Domestic and family violence leave will count as service for all purposes. 43.4 64.4 Applications for leave will be dealt with confidentially and sensitively. Evidence to support an application may be requested, will only be sighted once and no copies will be made or recorded. 43.5 64.5 Reasonable adjustments should be considered to ensure the individual’s safety in the workplace (eg different work locations, removal of phone listing or changes to NTG email addresses).