Family Violence Leave. Family Violence Leave as provided for by the Holidays Act 2003 is in addition to other leave allowances within the collective agreement.
Family Violence Leave.
8.12.1 The employer recognises the seriousness of the issue of family violence and the impacts it may have in the workplace.
8.12.2 The employer is committed to reducing barriers to maintaining stable paid employment for people affected by family violence and assisting any staff in finding pathways out of violence and rebuilding their lives.
a) Family violence may impact on kaimahi attendance or performance at work. The employer will
b) support kaimahi experiencing family violence. This support includes:
c) For those experiencing family violence, up to 10 days of paid leave, from the commencement of employment, 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.
d) To support safety planning and avoidance of harassing contact, the employer will approve
e) any reasonable request from kaimahi experiencing family violence for:
f) Changes to their span or pattern of working hours, location of work or duties; a change to their work telephone number or email address; and any other appropriate measure including those available under existing provisions for flexible work arrangements.
g) Kaimahi experiencing family violence will have direct access to the Employee Assistance Programme.
Family Violence Leave. NOTE: Family member is defined in section 8 of the Family Violence Protection Act 2008 (Vic) and is broader than the definition of immediate family in clause 4 (Definitions).
Family Violence Leave. 32.1 For the purposes of this clause, family violence is:
(a) behaviour by a person towards a family member of that person if that behaviour: is physically or sexually abusive; is emotionally or psychologically abusive; is economically abusive; or is threatening; or is coercive; or in any other way controls or dominates the family member and causes that family member to feel fear for the safety or wellbeing of that family member or another person; or
(b) behaviour by a person that causes a child to hear or witness, or otherwise be exposed to the effects of, behaviour referred to in paragraph (a).
32.2 For the purposes of this clause, a "family member", in relation to a person (a "relevant person"), means—
(a) a person who is, or has been, the relevant person's spouse or domestic partner; or
(b) a person who has, or has had, an intimate personal relationship with the relevant person; or
(c) a person who is, or has been, a relative of the relevant person; or
(d) a child who normally or regularly resides with the relevant person or has previously resided with the relevant person on a normal or regular basis; or
(e) a child of a person who has, or has had, an intimate personal relationship with the relevant person.
32.3 For the purposes of clauses 32.2(b) and 32.2(e), a relationship may be an intimate personal relationship whether or not it is sexual in nature.
Family Violence Leave. The employer is committed to supporting staff that experience family violence, and staff seeking to address their issues with violence as and when occurrence of the violence is raised with the employer. Employees affected by family violence have rights under the Employment Relations Act 2000, Holidays Act 2003 (relating to Family Violence Leave (ss72A-72J) and the Human Rights Act 1993. In addition, any staff member experiencing family violence should talk to their manager or Human Resources Department regarding the support available under the employer’s Family Violence (or equivalent) policy.
Family Violence Leave. 17.1 The employer is committed to supporting staff that experience family violence, and staff seeking to address their issues with violence as and when occurrence of the violence is raised with the employer.
17.2 Employees affected by family violence have rights under the Employment Relations Xxx 0000, Xxxxxxxx Xxx 0000 (relating to Family Violence Leave (ss72A-72)) and the Human Rights Xxx 0000.
17.3 In addition, any staff member experiencing family violence should talk to their manager or Human Resources Department regarding the support available under the DHB’s Family Violence (or equivalent) policy.
Family Violence Leave. The employer recognises that employees may face situations of violence and/or abuse in their personal life that may affect their attendance or performance at work.
Family Violence Leave. 6.11.1 Family Violence Leave as provided for by the Xxxxxxxx Xxx 0000 is in addition to other leave allowance within the collective agreement.
Family Violence Leave.
a) The Company recognises that Employees sometimes face situations of violence or abuse in their personal life that may affect their attendance or performance at work. The Company is committed to providing support to staff that experience family and domestic violence.
b) Understanding the traumatic nature of family and domestic violence the Company will support their Employee if they have difficulties performing tasks at work. No adverse action will be taken against an Employee if their attendance or performance at work suffers as a result of experiencing family and domestic violence. 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.
Family Violence Leave. An employee experiencing family violence can access up to ten days paid leave per year for medical appointments, legal proceedings, counselling sessions and / or other matters related to the family violence. Should an employee exhaust their entitlement to leave under this clause, they may be able to access special leave (an employee is not expected to exhaust other leave first).
