Common use of General Measures Clause in Contracts

General Measures. (a) Evidence of family violence may be required and can be in the form an agreed document issued by the Police Service, a Court, a Registered Health Practitioner, a Family Violence Support Service, district nurse, maternal and child health care nurse or Lawyer. A signed statutory declaration can also be offered as evidence. (b) All personal information concerning family violence will be kept confidential in line with the Employer’s policies and relevant legislation. No information will be kept on an Employee’s personnel file without their express written permission. (c) No adverse action will be taken against an Employee if their attendance or performance at work suffers as a result of experiencing family violence. (d) The Employer will identify contact/s within the workplace who will be trained in family violence and associated privacy issues. The Employer will advertise the name of any Family Violence contacts within the workplace. (e) An Employee experiencing family violence may raise the issue with their immediate supervisor, Family Violence contacts, Union delegate or nominated Human Resources contact. The immediate supervisor may seek advice from Human Resources if the Employee chooses not to see the Human Resources or Family Violence contact. (f) Where requested by an Employee, the Human Resources contact will liaise with the Employee’s manager on the Employee’s behalf, and will make a recommendation on the most appropriate form of support to provide in accordance with subclauses 66.5 and 66.6. (g) The Employer will develop guidelines to supplement this clause 66 and which details the appropriate action to be taken in the event that an Employee reports family violence.

General Measures. (a) Evidence of family violence may be required and can be in the form an agreed document issued by the Police Service, a Court, a Registered Health Practitionerregistered health practitioner, a Family Violence Support Service, district nurse, maternal and child health care nurse or Lawyer. A signed statutory declaration can also be offered as evidence. (b) All personal information concerning family violence will be kept confidential in line with the Employer’s policies and relevant legislation. No information will be kept on an Employee’s personnel file without their express written permission. (c) No adverse action will be taken against an Employee if their attendance or performance at work suffers as a result of experiencing family violence. (d) The Employer will identify contact/s within the workplace who will be trained in family violence and associated privacy issues. The Employer will advertise the name of any Family Violence contacts within the workplace. (e) An Employee experiencing family violence may raise the issue with their immediate supervisor, Family Violence contacts, Union union delegate or nominated Human Resources contact. The immediate supervisor may seek advice from Human Resources if the Employee chooses not to see the Human Resources or Family Violence contact. (f) Where requested by an Employee, the Human Resources contact will liaise with the Employee’s manager on the Employee’s behalf, and will make a recommendation on the most appropriate form of support to provide in accordance with subclauses 66.5 clause 64.5 and 66.6clause 64.6. (g) The Employer will develop guidelines to supplement this clause 66 and which details the appropriate action to be taken in the event that an Employee reports family violence.

General Measures. (a) 47.4.1 Evidence of family violence may be required and can be in the form an agreed document issued by the Police Service, a Court, a Registered Health Practitionerregistered health practitioner, a Family Violence Support Service, district nurse, maternal and child health care nurse or Lawyer. A signed statutory declaration can also be offered as evidence. (b) 47.4.2 All personal information concerning family violence will be kept confidential in line with the Employer’s policies and relevant legislation. No information will be kept on an Employee’s personnel file without their express written permission. (c) 47.4.3 No adverse action will be taken against an Employee if their attendance or performance at work suffers as a result of experiencing family violence. (d) 47.4.4 The Employer will identify contact/s within the workplace who will be trained in family violence and associated privacy issues. The Employer will advertise the name of any Family Violence contacts within the workplace. (e) 47.4.5 An Employee experiencing family violence may raise the issue with their immediate supervisor, Family Violence contacts, Union union delegate or nominated Human Resources contact. The immediate supervisor may seek advice from Human Resources if the Employee chooses not to see the Human Resources or Family Violence contact. (f) 47.4.6 Where requested by an Employee, the Human Resources contact will liaise with the Employee’s manager on the Employee’s behalf, and will make a recommendation on the most appropriate form of support to provide in accordance with subclauses 66.5 clause 47.5 and 66.647.6. (g) 47.4.7 The Employer will develop guidelines to supplement this clause 66 and which details the appropriate action to be taken in the event that an Employee reports family violence.

General Measures. (a) Evidence of family violence may be required and can be in the form an agreed document issued by the Police Service, a Court, a Registered Health Practitionerregistered health practitioner, a Family Violence Support Service, district nurse, maternal and child health care nurse or Lawyer. A signed statutory declaration can also be offered as evidence. (b) All personal information concerning family violence will be kept confidential in line with the Employer’s policies and relevant legislation. No information will be kept on an Employee’s personnel file without their express written permission. (c) No adverse action will be taken against an Employee if their attendance or performance at work suffers as a result of experiencing family violence. (d) The Employer will identify contact/s within the workplace who will be suitably trained in family violence and associated privacy issues, to which an Employee experiencing family violence may seek information and advice. The Employer will advertise advertise/communicate to its workforce the name names of any all Family Violence contacts within the workplacecontacts. (e) An Employee experiencing family violence may raise the issue with their immediate supervisor, Family Violence contacts, Union union delegate or nominated Human Resources contact. The immediate supervisor may seek advice from Human Resources if the Employee chooses not to see the Human Resources or Family Violence contact. (f) Where requested by an Employee, the Human Resources contact will liaise with the Employee’s manager on the Employee’s behalf, and will make a recommendation on the most appropriate form of support to provide in accordance with subclauses 66.5 clause 35.5 and 66.6clause 35.6. (g) The Employer will develop guidelines to supplement this clause 66 and which details the appropriate action to be taken in the event that an Employee reports family violence.

General Measures. (a) Evidence of family violence may be required and can be in the form an agreed document issued by the Police Service, a Court, a Registered Health Practitionerregistered health practitioner, a Family Violence Support Service, district nurse, maternal and child health care nurse or Lawyer. A signed statutory declaration can also be offered as evidence. (b) All personal information concerning family violence will be kept confidential in line with the Employer’s 's policies and relevant legislation. No information will be kept on an Employee’s 's personnel file without their express written permission. (c) No adverse action will be taken against an Employee if their attendance or performance at work suffers as a result of experiencing family violence. (d) The Employer will identify contact/s within the workplace who will be trained in family violence and associated privacy issues. The Employer will advertise the name of any Family Violence contacts within the workplace. (e) An Employee experiencing family violence may raise the issue with their immediate supervisor, Family Violence contacts, Union union delegate or nominated Human Resources contact. The immediate supervisor may seek advice from Human Resources if the Employee chooses not to see the Human Resources or Family Violence contact. (f) Where requested by an Employee, the Human Resources contact will liaise with the Employee’s 's manager on the Employee’s 's behalf, and will make a recommendation on the most appropriate form of support to provide in accordance with subclauses 66.5 clause 64.5 and 66.6clause 64.6. (g) The Employer will develop guidelines to supplement this clause 66 and which details the appropriate action to be taken in the event that an Employee reports family violence.

General Measures. (a) Evidence of family violence may be required and can be in the form an agreed document issued by the Police Service, a Court, a Registered Health Practitionerregistered health practitioner, a Family Violence Support Service, district nurse, maternal and child health care nurse or Lawyer. A signed statutory declaration can also be offered as evidence. (b) All personal information concerning family violence will be kept confidential in line with the Employer’s policies and relevant legislation. No information will be kept on an Employee’s personnel file without their express written permission. (c) No adverse action will be taken against an Employee if their attendance or performance at work suffers as a result of experiencing family violence. (d) The Employer will identify contact/s within the workplace who will be trained in family violence and associated privacy issues. The Employer will advertise the name of any Family Violence contacts within the workplace. (e) An Employee experiencing family violence may raise the issue with their immediate supervisor, Family Violence contacts, Union union delegate or nominated Human Resources contact. The immediate supervisor may seek advice from Human Resources if the Employee chooses not to see the Human Resources or Family Violence contact. (f) Where requested by an Employee, the Human Resources contact will liaise with the Employee’s manager on the Employee’s behalf, and will make a recommendation on the most appropriate form of support to provide in accordance with subclauses 66.5 clause 56.5 and 66.6clause 56.6. (g) The Employer will develop guidelines to supplement this clause 66 and which details the appropriate action to be taken in the event that an Employee reports family violence.

General Measures. (a) Evidence of family violence may be required and can be in the form an agreed document issued by the Police Service, a Court, a Registered Health Practitioner, a Family Violence Support Service, district nurse, maternal and child health care nurse or Lawyer. A signed statutory declaration can also be offered as evidence.evidence.‌ (b) All personal information concerning family violence will be kept confidential in line with the Employer’s policies and relevant legislation. No information will be kept on an Employee’s personnel file without their express written permission. (c) No adverse action will be taken against an Employee if their attendance or performance at work suffers as a result of experiencing family violence. (d) The Employer will identify contact/s within the workplace who will be trained in family violence and associated privacy issues. The Employer will advertise the name of any Family Violence contacts within the workplace. (e) An Employee experiencing family violence may raise the issue with their immediate supervisor, Family Violence contacts, Union delegate or nominated Human Resources contact. The immediate supervisor may seek advice from Human Resources if the Employee chooses not to see the Human Resources or Family Violence contact. (f) Where requested by an Employee, the Human Resources contact will liaise with the Employee’s manager on the Employee’s behalf, and will make a recommendation on the most appropriate form of support to provide in accordance with subclauses 66.5 and 66.6. (g) The Employer will develop guidelines to supplement this clause 66 and which details the appropriate action to be taken in the event that an Employee reports family violence.

General Measures. (a) Evidence of family violence may be required and can be in the form an agreed document issued by the Police Service, a Court, a Registered Health Practitionerregistered health practitioner, a Family Violence Support Service, district nurse, maternal and child health care nurse or Lawyer. A signed statutory declaration can also be offered as evidence. (b) All personal information concerning family violence will be kept confidential in line with the Employer’s policies and relevant legislation. No information will be kept on an Employee’s personnel file without their express written permission. (c) No adverse action will be taken against an Employee if their attendance or performance at work suffers as a result of experiencing family violence. (d) The Employer will identify contact/s within the workplace who will be trained in family violence and associated privacy issues. The Employer will advertise the name of any Family Violence contacts within the workplace. (e) An Employee experiencing family violence may raise the issue with their immediate supervisor, Family Violence contacts, Union union delegate or nominated Human Resources contact. The immediate supervisor may seek advice from Human Resources if the Employee chooses not to see the Human Resources or Family Violence contact. (f) Where requested by an Employee, the Human Resources contact will liaise with the Employee’s manager on the Employee’s behalf, behalf and will make a recommendation on the most appropriate form of support to provide in accordance with subclauses 66.5 clause 64.5 and 66.6clause 64.6. (g) The Employer will develop guidelines to supplement this clause 66 and which details the appropriate action to be taken in the event that an Employee reports family violence.

General Measures. (a) Evidence of family violence may be required and can be in the form an agreed document issued by the Police Service, a Court, a Registered Health Practitionerregistered health practitioner, a Family Violence Support Service, district nurse, maternal and child health care nurse or Lawyer. A signed statutory declaration can also be offered as evidence. (b) All personal information concerning family violence will be kept confidential in line with the Employer’s policies and relevant legislation. No information will be kept on an Employee’s personnel file without their express written permission. (c) No adverse action will be taken against an Employee if their attendance or performance at work suffers as a result of experiencing family violence. (d) The Employer will identify contact/s within the workplace who will be suitably trained in family violence and associated privacy issues, to which an Employee experiencing family violence may seek information and advice. The Employer will advertise advertise/communicate to its workforce the name names of any all Family Violence contacts within the workplacecontacts. (e) An Employee experiencing family violence may raise the issue with their immediate supervisor, Family Violence contacts, Union union delegate or nominated Human Resources contact. The immediate supervisor may seek advice from Human Resources if the Employee chooses not to see the Human Resources or Family Violence contact. (f) Where requested by an Employee, the Human Resources contact will liaise with the Employee’s manager on the Employee’s behalf, and will make a recommendation on the most appropriate form of support to provide in accordance with subclauses 66.5 clause 34.5 and 66.6clause 34.6. (g) The Employer will develop guidelines to supplement this clause 66 and which details the appropriate action to be taken in the event that an Employee reports family violence.

General Measures. (a) Evidence of family violence may be required and can be in the form an agreed document issued by the Police Service, a Court, a Registered Health Practitionerregistered health practitioner, a Family Violence Support Service, district nurse, maternal and child health care nurse or Lawyer. A signed statutory declaration can also be offered as evidence. (b) All personal information concerning family violence will be kept confidential in line with the Employer’s policies and relevant legislation. No information will be kept on an Employee’s personnel file without their express written permission. (c) No adverse action will be taken against an Employee if their attendance or performance at work suffers as a result of experiencing family violence. (d) The Employer will identify contact/s within the workplace who will be suitably trained in family violence and associated privacy issues, to which an Employee experiencing family violence may seek information and advice. The Employer will advertise advertise/communicate to its workforce the name names of any all Family Violence contacts within the workplacecontacts. (e) An Employee experiencing family violence may raise the issue with their immediate supervisor, Family Violence contacts, Union union delegate or nominated Human Resources contact. The immediate supervisor may seek advice from Human Resources if the Employee chooses not to see the Human Resources or Family Violence contact. (f) Where requested by an Employee, the Human Resources contact will liaise with the Employee’s manager on the Employee’s behalf, and will make a recommendation on the most appropriate form of support to provide in accordance with subclauses 66.5 clause 36.5 and 66.6clause 36.6. (g) The Employer will develop guidelines to supplement this clause 66 and which details the appropriate action to be taken in the event that an Employee reports family violence.

General Measures. (a) Evidence of family violence may be required and can be in the form an agreed document issued by the Police Service, a Court, a Registered Health Practitionerregistered health practitioner, a Family Violence Support Service, district nurse, maternal and child health care nurse or Lawyer. A signed statutory declaration can also be offered as evidence. (b) All personal information concerning family violence will be kept confidential in line with the Employer’s policies and relevant legislation. No information will be kept on an Employee’s personnel file without their express written permission. (c) No adverse action will be taken against an Employee if their attendance or performance at work suffers as a result of experiencing family violence. (d) The Employer will identify contact/s within the workplace who will be trained in family violence and associated privacy issues. The Employer will advertise the name of any Family Violence contacts within the workplace. (e) An Employee experiencing family violence may raise the issue with their immediate supervisor, Family Violence contacts, Union union delegate or nominated Human Resources contact. The immediate supervisor may seek advice from Human Resources if the Employee chooses not to see the Human Resources or Family Violence contact. (f) Where requested by an Employee, the Human Resources contact will liaise with the Employee’s manager on the Employee’s behalf, and will make a recommendation on the most appropriate form of support to provide in accordance with subclauses 66.5 clause 64.5 and 66.6clause 64.6. (g) The Employer will develop guidelines to supplement this clause 66 and which details the appropriate action to be taken in the event that an Employee reports family violence. (h) An employee must give the employer notice of taking of leave under this clause as soon as practicable (which may be at a time after the leave has started) and the likely length of the leave.

General Measures. (a) Evidence of family violence may be required and can be in the form an agreed document issued by the Police Service, a Court, a Registered Health Practitionerregistered health practitioner, a Family Violence Support Service, district nurse, maternal and child health care nurse or Lawyer. A signed statutory declaration can also be offered as evidence. (b) All personal information concerning family violence will be kept confidential in line with the Employer’s policies and relevant legislation. No information will be kept on an Employee’s personnel file without their express written permission. (c) No adverse action will be taken against an Employee if their attendance or performance at work suffers as a result of experiencing family violence. (d) The Employer will identify contact/s within the workplace who will be trained in family violence and associated privacy issues. The Employer will advertise the name of any Family Violence contacts within the workplace. (e) An Employee experiencing family violence may raise the issue with their immediate supervisor, Family Violence contacts, Union union delegate or nominated Human Resources contact. The immediate supervisor may seek advice from Human Resources if the Employee chooses not to see the Human Resources or Family Violence contact. (f) Where requested by an Employee, the Human Resources contact will liaise with the Employee’s manager on the Employee’s behalf, and will make a recommendation on the most appropriate form of support to provide in accordance with subclauses 66.5 clause 60.5 and 66.6clause 60.6. (g) The Employer will develop guidelines to supplement this clause 66 and which details the appropriate action to be taken in the event that an Employee reports family violence.

General Measures. (a) Evidence of family violence may be required and can be in the form an agreed document issued by the Police Service, a Court, a Registered Health Practitionerregistered health practitioner, a Family Violence Support Service, district nurse, maternal and child health care nurse or Lawyer. A signed statutory declaration can also be offered as evidence. (b) All personal information concerning family violence will be kept confidential in line with the Employer’s policies and relevant legislation. No information will be kept on an Employee’s personnel file without their express written permission. (c) No adverse action will be taken against an Employee if their attendance or performance at work suffers as a result of experiencing family violence. (d) The Employer will identify contact/s within the workplace who will be trained in family violence and associated privacy issues. The Employer will advertise the name of any Family Violence contacts within the workplace. (e) An Employee experiencing family violence may raise the issue with their immediate supervisor, Family Violence contacts, Union union delegate or nominated Human Resources contact. The immediate supervisor may seek advice from Human Resources if the Employee chooses not to see the Human Resources or Family Violence contact. (f) Where requested by an Employee, the Human Resources contact will liaise with the Employee’s manager on the Employee’s behalf, and will make a recommendation on the most appropriate form of support to provide in accordance with subclauses 66.5 clause 46.5 and 66.6clause 46.6. (g) The Employer will develop guidelines to supplement this clause 66 and which details the appropriate action to be taken in the event that an Employee reports family violence.

General Measures. (a) Evidence of family violence may be required and can be in the form an agreed document issued by the Police Service, a Court, a Registered Health Practitionerregistered health practitioner, a Family Violence Support Service, district nurse, maternal and child health care nurse or Lawyer. A signed statutory declaration can also be offered as evidence. (b) All personal information concerning family violence will be kept confidential in line with the EmployerNature Parks’s policies and relevant legislation. No information will be kept on an Employee’s personnel file without their express written permission. (c) No adverse action will be taken against an Employee if their attendance or performance at work suffers as a result of experiencing family violence. (d) The Employer Nature Parks will identify contact/s within the workplace who will be trained in family violence and associated privacy issues. The Employer Nature Parks will advertise the name of any Family Violence contacts within the workplace. (e) An Employee experiencing family violence may raise the issue with their immediate supervisor, Family Violence contacts, Union union delegate or nominated Human Resources contact. The immediate supervisor may seek advice from Human Resources if the Employee chooses not to see the Human Resources or Family Violence contact. (f) Where requested by an Employeeemployee, the Human Resources contact will liaise with the Employee’s manager on the Employee’s behalf, and will make a recommendation on the most appropriate form of support to provide in accordance with subclauses 66.5 clause 28.5 and 66.6clause 28.6. (g) The Employer Nature Parks will develop guidelines to supplement this clause 66 and which details the appropriate action to be taken in the event that an Employee employee reports family violence.

General Measures. (a) Evidence of family violence may be required and can be in the form an agreed document issued by the Police Service, a Court, a Registered Health Practitionerregistered health practitioner, a Family Violence Support Service, district nurse, maternal and child health care nurse or Lawyer. A signed statutory declaration can also be offered as evidence. (b) All personal information concerning family violence will be kept confidential in line with the Employer’s policies and relevant legislation. No information will be kept on an Employee’s personnel file without their express written permission. (c) No adverse action will be taken against an Employee if their attendance or performance at work suffers as a result of experiencing family violence. (d) The Employer will identify contact/s within the workplace who will be trained in family violence and associated privacy issues. The Employer will advertise the name of any Family Violence contacts within the workplace. (e) An Employee experiencing family violence may raise the issue with their immediate supervisor, Family Violence contactsContact Officers, Union union delegate or nominated Human Resources contact. The immediate supervisor may seek advice from Human Resources if the Employee chooses not to see the Human Resources or Family Violence contact. (f) Where requested by an Employee, the Human Resources contact will liaise with the Employee’s manager on the Employee’s behalf, and will make a recommendation on the most appropriate form of support to provide in accordance with subclauses 66.5 clause 24.18.5 and 66.6clause 24.18.6. (g) The Employer will develop guidelines to supplement this clause 66 and which details the appropriate action to be taken in the event that an Employee reports family violence.

General Measures. (a) Evidence of family violence may be required and can be in the form an agreed document issued by the Police Service, a Court, a Registered Health Practitionerregistered health practitioner, a Family Violence Support Service, district nurse, maternal and child health care nurse or Lawyer. A signed statutory declaration can also be offered as evidence.evidence.‌ (b) All personal information concerning family violence will be kept confidential in line with the Employer’s policies and relevant legislation. No information will be kept on an Employee’s personnel file without their express written permission. (c) No adverse action will be taken against an Employee if their attendance or performance at work suffers as a result of experiencing family violence. (d) The Employer will identify contact/s within the workplace who will be trained in family violence and associated privacy issues. The Employer will advertise the name of any Family Violence contacts within the workplace. (e) An Employee experiencing family violence may raise the issue with their immediate supervisor, Family Violence contacts, Union union delegate or nominated Human Resources contact. The immediate supervisor may seek advice from Human Resources if the Employee chooses not to see the Human Resources or Family Violence contact. (f) Where requested by an Employee, the Human Resources contact will liaise with the Employee’s manager on the Employee’s behalf, and will make a recommendation on the most appropriate form of support to provide in accordance with subclauses 66.5 clause 57.5 and 66.6clause 57.6. (g) The Employer will develop guidelines to supplement this clause 66 and which details the appropriate action to be taken in the event that an Employee reports family violence.

General Measures. (a) Evidence of family violence may be required and can be in the form an agreed document issued by the Police Service, a Court, a Registered Health Practitionerregistered health practitioner, a Family Violence Support Service, district nurse, maternal and child health care nurse or Lawyer. A signed statutory declaration can also be offered as evidence. (b) All personal information concerning family violence will be kept confidential in line with the Employer’s policies and relevant legislation. No information will be kept on an Employee’s personnel file without their express written permission. (c) No adverse action will be taken against an Employee if their attendance or performance at work suffers as a result of experiencing family violence. (d) The Employer will identify contact/s within the workplace who will be suitably trained in family violence and associated privacy issues, to which an Employee experiencing family violence may seek information and advice. The Employer will advertise advertise/communicate to its workforce the name names of any all Family Violence contacts within the workplacecontacts. (e) An Employee experiencing family violence may raise the issue with their immediate supervisor, Family Violence contacts, Union union delegate or nominated Human Resources contact. The immediate supervisor may seek advice from Human Resources if the Employee chooses not to see the Human Resources or Family Violence contact. (f) Where requested by an Employee, the Human Resources contact will liaise with the Employee’s manager on the Employee’s behalf, and will make a recommendation on the most appropriate form of support to provide in accordance with subclauses 66.5 clause 37.5 and 66.6clause 37.6. (g) The Employer will develop guidelines to supplement this clause 66 and which details the appropriate action to be taken in the event that an Employee reports family violence.

General Measures. (a) Evidence of family violence may be required and can be in the form an agreed document issued by the Police Service, a Court, a Registered Health Practitionerregistered health practitioner, a Family Violence Support Service, district nurse, maternal and child health care nurse or Lawyer. A signed statutory declaration can also be offered as evidence. (b) All personal information concerning family violence will be kept confidential in line with the Employer’s policies and relevant legislation. No information will be kept on an Employee’s personnel file without their express written permission. (c) No adverse action will be taken against an Employee if their attendance or performance at work suffers as a result of experiencing family violence. (d) The Employer will identify contact/s within the workplace who will be trained in family violence and associated privacy issues. The Employer will advertise the name of any Family Violence contacts within the workplace. (e) An Employee experiencing family violence may raise the issue with their immediate supervisor, Family Violence contacts, Union union delegate or nominated Human Resources contact. The immediate supervisor may seek advice from Human Resources if the Employee chooses not to see the Human Resources or Family Violence contact. (f) Where requested by an Employee, the Human Resources contact will liaise with the Employee’s manager on the Employee’s behalf, and will make a recommendation on the most appropriate form of support to provide in accordance with subclauses 66.5 clause 48.5 and 66.6clause 48.6. (g) The Employer will develop guidelines to supplement this clause 66 and which details the appropriate action to be taken in the event that an Employee reports family violence.