FAMILY AND DOMESTIC VIOLENCE SUPPORT. 53.1 AIMS will provide support for employees affected by family and domestic violence, depending on the employee’s circumstances.
53.2 AIMS recognises that a holistic approach should be taken to support the employee, appropriate for the employee’s individual circumstances.
53.3 Family and domestic violence support provisions, including paid leave, are available to all employees covered by this agreement.
53.4 An employee experiencing family and domestic violence is able to access paid miscellaneous leave. Reasons an employee experiencing family and domestic violence may access this leave include, but are not limited to:
i. illness or injury affecting the employee resulting from family and domestic violence;
ii. providing care or support to a family member (including a household member) who is also experiencing family and domestic violence, and is ill or injured as a result of family and domestic violence;
iii. providing care or support to a family member (including a household member) who is also experiencing family and domestic violence, and is affected by an unexpected emergency as a result of family and domestic violence;
iv. making arrangements for the employee’s safety, or the safety of a close relative;
v. accessing alternative accommodation;
vi. accessing police services;
vii. attending court hearings;
viii. attending counselling; and
ix. attending appointments with medical, financial or legal professionals.
53.5 This entitlement exists in addition to an employee’s existing leave entitlements and may be taken as consecutive days, single days or part days and will count as service for all purposes.
53.6 Given the emergency context in which leave may need to be accessed, employees can proceed to take the leave and seek approval at a later date, as soon as practicable.
53.7 These provisions do not reduce an employee’s entitlement to family and domestic violence leave under the NES.
53.8 Paid miscellaneous leave available under this clause is paid for ongoing and non-ongoing employees at their full rate as if they were at work.
53.9 Paid leave for casual employees under this clause is paid at their full pay rate for the hours they were rostered to work in the period they took leave.
53.10 Evidence may be requested to support AIMS in approving leave. In most cases, this will not be required. Where it is required, this will be discussed with the employee and a statutory declaration is the only form of evidence AIMS will require, unless the employee choose...
FAMILY AND DOMESTIC VIOLENCE SUPPORT. The department is committed to supporting employees affected by family and domestic violence. The department will take a flexible and supportive approach to assisting affected employees, as appropriate, in the individual circumstances. Employees are encouraged to discuss which avenues of support are available to them with their manager or with Human Resources.
FAMILY AND DOMESTIC VIOLENCE SUPPORT. (1) The AFP will provide support for Employees affected by Family and Domestic Violence, depending on the Employee’s circumstances.
(2) The AFP recognises that a holistic approach should be taken to support the Employee, appropriate for the Employee’s individual circumstances.
(3) Family and Domestic Violence support provisions, including paid leave, are available to all Employees covered by this Agreement.
(4) An Employee experiencing Family and Domestic Violence is able to access paid miscellaneous leave. Reasons an Employee experiencing Family and Domestic Violence may access this leave include, but are not limited to:
(a) illness or injury affecting the Employee resulting from Family and Domestic Violence;
(b) providing care or support to a Family member (including a household member) who is also experiencing Family and Domestic Violence, and is ill or injured as a result of Family and Domestic Violence;
(c) providing care or support to a Family member (including a household member) who is also experiencing Family and Domestic Violence, and is affected by an unexpected emergency as a result of Family and Domestic Violence;
(d) making arrangements for the Employee’s safety, or the safety of a close relative;
(e) accessing alternative accommodation;
(f) accessing police services;
(g) attending court hearings;
(h) attending counselling; and
(i) attending appointments with medical, financial or legal professionals.
(5) This entitlement exists in addition to an Employee’s existing leave entitlements and may be taken as consecutive days, single days or part days and will count as service for all purposes.
(6) Given the emergency context in which leave may need to be accessed, Employees can proceed to take the leave and seek approval at a later date, as soon as practicable.
(7) These provisions do not reduce an Employee’s entitlement to Family and Domestic Violence leave under the NES.
(8) Paid Miscellaneous Leave available under this section is paid at an Employee's full rate as if they were at work.
(9) Paid leave for Casual Employees under this section is paid at their full pay rate for the hours they were rostered to work in the period they took leave.
(10) Evidence may be requested to support the AFP in approving leave. In most cases, this will not be required. Where it is required, this will be discussed with the Employee and a statutory declaration is the only form of evidence the AFP will require, unless the Employee chooses to provide another form of...
FAMILY AND DOMESTIC VIOLENCE SUPPORT. 18.1 The Company recognises that family and domestic violence may seriously impact an individual, their family and the workplace, and has impacts on the community.
18.2 Employees may face situations of violence or abuse in their personal lives that may affect their attendance or performance at work. The Company is committed to providing support to employees that experience family and domestic violence, and providing a safe working environment.
18.3 All full-time employees who are experiencing family and domestic violence will be entitled to 5 days paid special family and domestic violence leave, per year (non-cumulative) for medical appointments, legal appointments and proceedings, counselling, relocation, to make other safety arrangements, and other activities related to their experience of family and domestic violence. Part-time employees will be entitled to this leave on a pro-rata basis.
18.4 Once an employee has exhausted this entitlement, they may access their paid personal and/ or annual leave.
18.5 Casual employees and employees who have exhausted all paid personal and annual leave entitlements, may request access to leave without pay.
FAMILY AND DOMESTIC VIOLENCE SUPPORT. 25.1 The City of Xxxxxxx Xxxxx recognises the potentially devastating impact that family and domestic violence can have on the lives of those who experience it, including their capacity to work and their financial security. The City of Xxxxxxx Xxxxx is committed to supporting employees who experience family and domestic violence and providing a workplace environment that enables flexibility in times of need.
25.2 Where an employee is experiencing family and domestic violence, the employee will have access to 15 days per financial year of paid special leave, non-accruable of subsequent years.
25.3 In situations where leave is approved, it will be in addition to existing leave entitlements and may be taken in consecutive days, single days or as a fraction of a day.
25.4 There is no requirement to have exhausted other leave entitlements to access leave. Approval is subject to approval by the General Manager in consultation with the Manager People and Culture.
25.5 Leave may be utilised to attend medical appointments, legal proceedings and other activities required in relation to their situation.
25.6 In some instances, proof of family and domestic violence may be required in the form of documentation from Police Services, Courts, a Lawyer or medical certificates as applicable.
25.7 To provide support to an employee experiencing family and domestic violence the Employee Assistance Program is available to the employee and their immediate family for confidential counselling or psychology support.
25.8 To provide a safe work environment a Workplace Domestic and Family Violence Safety Plan may be completed which will give consideration to workplace adjustments, such as flexible work arrangements.
FAMILY AND DOMESTIC VIOLENCE SUPPORT. 29.1. Employees experiencing family and domestic violence, who need to do something to deal with the impact of family and domestic violence and it is impractical for them to do so outside of their ordinary hours of work, are entitled to family and domestic violence support leave as follows:
a) Permanent employees – up to 5 paid days per year, paid at the employee’s base rate of pay, inclusive of applicable shift loading or their averaged pay roster rate for the shift, based on their ordinary hours of work;
b) A casual employee who has agreed on the day before or earlier to work on a shift but then subsequently cannot attend work to perform such shifts because the employee is experiencing family or domestic violence, shall be entitled to paid Family and Domestic Violence Leave for such shifts not performed, inclusive of what was applicable to be paid on that shift, i.e. the payment they would have received for the shift but for their absence. The maximum number of paid Family and Domestic Violence Leave days for a casual employee shall be 5 days per annum.
29.2. This leave :
a) is available in full at the start of each 12-month period of the employee’s employment; and
b) does not accumulate from year to year; and
c) is not paid out on termination.
29.3. The employee may take family and domestic violence support leave as:
a) a single continuous 5-day period; or
b) separate periods of one or more days each; or
c) any separate periods to which the employee and Company agree, including periods of less than one day.
29.4. Where applicable, Personal leave is to be made available for use by permanent employees who are experiencing family and domestic violence, including, if necessary, access to other accrued leave and leave without pay. Employees experiencing family and domestic violence may request flexible working arrangements, including changes to working times. Such request will not be unreasonably refused.
29.5. It is also recognised that employees may also use carer’s leave, including leave without pay to support an immediate family member experiencing family and domestic violence.
29.6. An employee may be required to produce suitable evidence such as documents issued by the police, a Court, a medical practitioner, a family violence support service, a lawyer or counseling professional, or by statutory declaration.
29.7. All personal information about family and domestic violence will not form part of the employee records. Information collected in relation to...
FAMILY AND DOMESTIC VIOLENCE SUPPORT. 40.14.1 The University is committed to supporting an Employee who experiences family or domestic violence to continue to participate in the workforce and maintain their employment through a broad range of support in accordance with University policy which may include access to a safe workplace and changes to email addresses and phone numbers.
FAMILY AND DOMESTIC VIOLENCE SUPPORT. 56.1. AMSA will provide support for employees affected by family and domestic violence, depending on the employee’s circumstances.
FAMILY AND DOMESTIC VIOLENCE SUPPORT. 70.1 ASIC recognises that employees sometimes face situations of family and domestic violence or other forms of abuse in their personal lives that may affect their attendance or performance at work. ASIC wishes to assist those employees by providing support as set out below.
FAMILY AND DOMESTIC VIOLENCE SUPPORT. Definition In this clause:
