Family & Domestic Violence Leave. Employees are entitled to Family & Domestic Violence Leave in accordance with the NES.
Family & Domestic Violence Leave. 4.12.1 Paid family violence leave of up to 10 working days within a year may be used for medical appointments, legal proceedings and other activities related to family violence. This leave is in addition to existing leave entitlements and may be taken as consecutive or single days or as a fraction of a day. Should an employee affected by family violence require additional leave to support them, they are encouraged to speak with their Manager about this.
4.12.2 The Ministry has obligation under the Victims’ Protection Act 2018 to ensure any employee who is affected by family violence is able to request paid Family Violence Leave (currently up to 10 days annually), or a short term variation to their working arrangements. For further information on Family Violence Leave or Flexible Working Arrangements, please refer to the Ministry’s Leave Guidelines.
Family & Domestic Violence Leave. For the purpose of this subclause, family and domestic violence is defined as any violent, threatening or other abusive behaviour by a person against a member of their family or household (current or former). A teacher experiencing family and domestic violence will be deemed to satisfy sufficient cause pursuant to this clause and have access to ten (10) days paid leave in addition to existing leave entitlements for the purpose of attending medical appointments, legal proceedings and other activities related to family and domestic violence. This leave does not accrue from year to year. Family and domestic violence leave may be taken as consecutive or single days or as a fraction of a day. An employer will approve any reasonable request. The teacher shall give his or her Employer notice as soon as reasonably practicable of their request to take leave under this clause:
(i) Supporting evidence of family and domestic violence may be required to access paid leave entitlements however this should not be onerous on the Teacher. Leave can be granted without supporting documentation when the manager/supervisor is satisfied that it is not required.
(ii) Evidence may include a document issued by the police, a court, a legal service, a health professional or a counsellor, a financial institution, a family and domestic violence support service or a refuge service. A statutory declaration may also be provided.
(iii) Such evidence will be dealt with in accordance with the confidentiality provisions in this clause. Only the Teacher will retain a copy of the evidence and information will not be kept on the teacher's personnel file, unless otherwise agreed. In order to provide support to a teacher experiencing family and domestic violence, an employer may approve any reasonable request from a teacher experiencing family and domestic violence for flexible work arrangements. A teacher who is experiencing or has experienced family and domestic violence may access confidential counselling support via SCEA’s Employee Assistance Program (EAP).
12.1 DUTIES OTHER THAN TEACHING (DOTT) Duties other than teaching (DOTT) means professional responsibilities carried out by the teacher within the timetable which do not usually involve or expect the actual teaching or supervision of a student or students. The use of DOTT time is normally at the discretion of the teacher and its priority use is for teachers to focus on teaching, learning and assessment. Time for DOTT for all secondary teach...
Family & Domestic Violence Leave. 16.8.1 Employees experiencing family or domestic violence, defined as per section 106B of the Act may seek time off to deal with activities such as:
(a) Seeking safe accommodation;
(b) Attending medical appointments;
(c) Attending counselling appointments;
(d) Attending court hearings;
(e) Accessing legal advice; or
(f) Organising alternative care or education arrangements for children.
16.8.2 Full time employees and, on a pro-rata basis, part-time employees will be entitled to 10 days paid Family & Domestic Violence leave per year
16.8.3 Family & Domestic Violence Leave will accrue progressively during a year of service.
16.8.4 Any untaken Family & Domestic Violence Leave will not accumulate from year to year
16.8.5 Applications for leave will be dealt with confidentially and sensitively and can be sent directly to the Principal.
16.8.6 The Family & Domestic Violence leave entitlement may be accessible in advance of an entitlement to such leave accruing, by agreement between the Principal and an employee.
16.8.7 The Family & Domestic Violence leave entitlement shall be paid at the employee’s ‘normal rate of pay’ as defined in s.106BA of the Act.
16.8.8 The School may request reasonable evidence that the leave was used for the purpose of dealing with family or domestic violence issues. Evidence will only be sighted, and no copies will be made or recorded.
16.8.9 Reasonable adjustments may be considered to ensure the individual’s safety in the workplace (e.g. different work locations, removal of phone listing or changes to contact details).
16.8.10 To be clear these entitlements in this clause are provided in lieu of the entitlements the Employee would receive under section 106B of the Act. Parental Leave
Family & Domestic Violence Leave. Employees are entitled to 10 days paid Family and Domestic Violence Leave.
Family & Domestic Violence Leave. 38.1 Employees are entitled to paid family and domestic violence leave in accordance with the terms of the National Employment Standards.
Family & Domestic Violence Leave. (FDVL)
(a) seeks to coerce or control the employee; and
(b) causes the employee harm or to be fearful. A close relative of the employee is a person who:
(a) is a member of the employee’s immediate family; or
(b) is related to the employee according to Aboriginal or Xxxxxx Xxxxxx Islander kinship rules.
7.10.1 PLAHS will offer support to employees experiencing domestic violence. The following will be provided as and when necessary:
a. access to up to 10 days of paid FDVL leave.
b. flexible working arrangements, including changes to working times if consistent with the needs of the work unit, and with appropriate regard to the health and safety of other staff.
c. once FDVL has been exhausted, Personal Leave entitlements may be accessed to attend medical appointments, legal proceedings, seek safe housing or to attend any other activities related to dealing with domestic violence and its consequences. This leave may be taken as consecutive days or single days, or as a fraction of a day as required.
7.10.2 Proof of domestic violence may be required by the Employer and can be presented in the form of an agreed document issued by the police service, a court, a medical practitioner, a domestic violence support service or lawyer, or a counselling professional.
7.10.3 An employee who is supporting a person experiencing domestic violence, and who requires time off work for that purpose, may request unpaid leave and/or may request Personal Leave. 8 – SAFETY, STAFFING AND DEVELOPMENT
8.1 WORK HEALTH & SAFETY
Family & Domestic Violence Leave. (a) Employees including Casual Employees will be entitled to Family and Domestic Violence Leave in accordance with the NES.
(b) If in the event that a Company policy is introduced during the life of this Agreement regarding Family and Domestic Violence Leave that provides for a more generous entitlement than that provided for in the NES, the Employee will receive the entitlements provided for in the Company policy.
Family & Domestic Violence Leave. (a) The Employer recognises Employees may face situations of violence and/or abuse in their personal life that may affect their attendance at work. The Employer is committed to providing support to Employees who are victims of family violence.
(b) An Employee experiencing family violence may access up to twenty (20) days per year (non-cumulative) of paid leave for medical appointments, legal proceedings and other activities related to family violence. This leave will be in addition to existing leave entitlements and may be taken as consecutive or single days or as a fraction of a day, and can be taken without prior approval, provided the Employee shall provide corroborating information to their relevant manager as soon as possible after the time that they would have commenced duty on the first day of the leave.
(c) An Employee who supports a person experiencing family violence may take carer's leave to accompany them to court, to hospital, or to mind children if necessary.
(d) For unanticipated matters of a compassionate or pressing nature which arise without notice and require immediate attention, notification to the Employee's immediate Line Manager or the Human Resources Manager is required.
