Family Violence. Tenant may terminate this lease if Tenant provides Landlord with a copy of documentation described under §92.016, Property Code protecting Tenant or an occupant from family violence committed by a cotenant or occupant of the Property. §92.016, Property Code governs the rights and obligations of the parties under this paragraph. If the family violence is committed by someone other than a cotenant or co-occupant of the Property, Tenant must give written notice of termination 30 days prior to the effective date of the notice.
Family Violence. Tenant may terminate this lease if Tenant provides Landlord with a copy of a court order described under §92.016, Texas Property Code protecting Tenant or an occupant from family violence committed by a cotenant or occupant of the Premises. Section 92.016, Texas Property Code governs the rights and obligations of the parties under this paragraph. If the family violence is committed by someone other than a cotenant or co-occupant of the Premises, Tenant must give written notice of termination 30 days prior to the effective date of the notice.
Family Violence. 20.1. The Family Violence Act 2018 applies to employees who are affected by domestic violence. Domestic Violence is violence against a person by any other person with whom that person is, or has been, in a domestic relationship. It includes physical, sexual, financial, verbal or emotional abuse.
20.2. On commencing permanent employment, employees will be entitled up to 10 days domestic violence leave in accordance with the Family Violence Act 2018, Holidays Act 2003, subject to the employee’s eligibility under this Act.
20.3. Employees will also be entitled to request flexible work arrangements for a period of up to two months (or longer by agreement) in accordance with the Employment Relations Act 2000, subject to the employee’s eligibility under this Act. Flexible work arrangements may include for example, rostered days, start and finish times, location of work and duties or any other reasonable steps necessary to enable the employee to deal with the effects of being a person affected by domestic violence.
20.4. Any employee who is the victim of family violence is encouraged to bring this to the attention of their site manager, HR or an alternative company representative who will, in consultation with the employee consider what support can be made available. This could include matters such as flexible hours or discretionary leave for example. Employees can also contact one of the many specialist organisations available to assist including Women’s Refuge, Union Delegate, Shine (Making homes violence free in NZ) and the Ministry for Vulnerable Children, Oranga Tamariki (xxxxx.xxxx.xx). In an emergency, you should always dial 111 and ask for the Police.
20.5. Proof of the family violence may be required and can be in the form of an agreed document issued by police, a court, a doctor, a nurse, a domestic violence support service, a counselling professional, or a lawyer.
20.6. The employer shall deal with a request as soon as possible but not later than 5 working days.
Family Violence. If you are experiencing family violence, we can help and support you in accordance with our family violence policy and the Code of Conduct.
Family Violence. This Membership Agreement provides no Benefits to a Member for a Use of Weapon Incident, related to or arising out of the use of a weapon by a Member against that Member’s current or former family member, household or dating relationship as defined by Applicable Law.
Family Violence. 34.1 Family violence may impact on an employee’s attendance or performance at work. TCH will support staff experiencing family violence. This support includes:
34.1.1 For those experiencing family violence, up to 10 days of paid leave in any calendar year to 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 and can be taken without prior approval.
34.1.2 To support safety planning and avoidance of harassing contact, TCH will approve any reasonable request from an employee experiencing family violence for:
(i) changes to their span or pattern of working hours, location of work or duties;
(ii) a change to their work telephone number or email address; and
(iii) any other appropriate measure including those available under existing provisions for flexible work arrangements.
34.2 An employee who supports a person experiencing family violence may take domestic leave to accompany them to court, to hospital, or to mind children.
34.3 All personal information concerning family violence will be kept confidential and will not be kept on the employee’s personnel file without their agreement.
34.4 Proof of family violence may be requested and can be in the agreed form of a document from the Police, a health professional or a family violence support service.
34.5 Family violence means domestic violence as defined by s.3 of the Domestic Violence Act 1995.
Family Violence. The Ministry has a lead role in preventing and responding to family violence. It recognises that when its employees experience family violence in their personal life, their attendance, performance and/or safety at work may be affected. The Ministry is committed to providing a safe and supportive workplace and supports violence-free families. This means making sure that our staff members who are experiencing family violence can ask for and receive confidential help and support and have access to appropriate help. Employees who are experiencing family violence can raise it with their manager or human resources. The employee may also go through a support person, such as a PSA delegate, Family Violence Response Coordinator, Family Violence Champion or Peer Support person. Some examples of practical actions to support the employee include: • discretionary leave with pay (the employee is to not expected to use up annual leave first) • discretionary leave without pay • counselling through the Employee Assistance Programme • redirecting pay to a different bank account • referral to an external agency who can help • flexible working, including hours, days, patterns and/or locations of work. Proof that family violence is occurring is not required. More information can be found on the Ministry’s intranet “Family Violence - it's not OK, but it is OK to ask for help”.
Family Violence. 21.1 The employer is committed to supporting staff who experience family violence, and staff seeking to address their issues with family violence as an when occurrence of the violence is raised with the employer.
21.2 Employees affected by family violence have rights under the Employment Relations Act 2000, the Holidays Act 2003 and the Human Rights Act 1993
21.3 In addition employees are referred to their District’s Policy regarding family violence and family violence leave.
Family Violence. 49.1 Employees experiencing family violence will have access to personal/sick leave additional paid leave and leave without pay.
49.2 An employee experiencing family violence will have access to 10 days per year of paid family violence leave paid at the employees minimum wage rate prescribed in Appendix 1 to attend proceedings, counselling and appointments with a medical or legal practitioner, relocation, the making of safety arrangements and other activities associated with the experience of family violence.
49.3 Employees experiencing family violence have a right to request flexible working arrangements including changes to working times. Such requests will not be unreasonably refused.
49.4 Employees may use carer’s leave and where necessary leave without pay to support a person experiencing family violence.
49.5 An employee may be required to produce suitable evidence such as documents issued by the police, a court, a medical practitioner, a domestic violence support service, a lawyer or counselling professional or by statutory declaration.
49.6 All personal information about family violence will not form part of the employee records and will be kept confidential.
49.7 An employee experiencing family violence will be offered referral to the employee assistance program and/or other local resources.
49.8 An employee will not be discriminated against or have adverse action taken against them because of their disclosure of, experience of or perceived experience of family violence.
49.9 Employee representatives and Health and Safety Representatives will be provided time off work for appropriate training in supporting employees at the workplace who are experiencing family violence.
Family Violence. In the event that an employee is affected by family violence (as defined in section 9 of the Family Violence Act 2018), the employee or a representative of the employee may at any time make a written request to temporarily change their working arrangements for a period of up to two months, for the purposes of dealing with the effects of domestic violence (this applies even if the domestic violence occurred before the person became an employee). This may include flexible working measures like changes to pattern of working hours, or health and safety measures like changes to work telephone number or email address. All personal information concerning domestic violence will be kept confidential (except where disclosure is required by law or permitted under the Privacy Act 1993) and will not be kept on the employee’s personnel file without their agreement. The Employer agrees that any written request for changes to the employees working arrangements will be considered as soon as possible and the employee will be notified of the outcome within 10 days from the date of the request being made. Proof of domestic violence may be requested by the Employer within 3 days of receiving the written request from the employee. Such proof of domestic violence can be in the form of a document from the police, a health professional or a family violence support service. Nothing in this clause derogates from the requirements of Part 6AB of the Employment Relations Xxx 0000.
