DOMESTIC/FAMILY VIOLENCE LEAVE. 7.9.1 Pursuant to Regulation 9(8) of the Public Sector Regulations 2010 (SA) the Commissioner for Public Sector Employment has issued Determination 3.1 Employment Conditions – Hours of Work, Overtime and Leave, Section F – Special Leave with Pay and Leave Without Pay, which provides employees suffering from or escaping domestic/family violence access to special leave with pay. The Determination applies to employees covered by this Agreement.
DOMESTIC/FAMILY VIOLENCE LEAVE. ACER recognises that employees sometimes face situations of violence or abuse in their personal life that may affect their attendance or performance at work. Therefore, ACER is committed to providing support to employees that experience domestic violence. ACER accepts the definition of domestic violence as provided by the Family, Violence Protection Act 2008 (Victoria) and recognises that it includes physical, sexual, financial, verbal or emotional abuse by a family/household member, including behaviour by a family/household member that causes a child to hear, witness, or otherwise be exposed to the effects of this behaviour. All personal information concerning domestic violence will be kept confidential in line with relevant legislation. No information will be kept on an employee’s personnel file without their express written permission. No adverse action will be taken against an employee if their attendance or performance at work suffers as a result of experiencing domestic violence. An employee experiencing domestic violence may raise the issue with their immediate line manager or Human Resources. An employee experiencing domestic violence will have access to their personal leave, annual leave or unpaid special leave for medical appointments, legal proceedings and other activities related to domestic violence. This leave may be taken as consecutive or single days or as a fraction of a day. An employee who supports a person experiencing domestic violence may take carers’ leave to accompany them to court, to hospital, or to mind children while the person being supported does attend these appointments. An employee and their immediate family experiencing domestic violence may access the ACER Employee Assistance Program (EAP). Such assistance may be extended beyond the standard three consultations with the approval of the Director Human Resources. In order to provide support to an employee experiencing domestic violence and to provide a safe work environment to all employees, ACER may approve any reasonable request from an employee experiencing domestic violence aimed at alleviating their situation. These include:
DOMESTIC/FAMILY VIOLENCE LEAVE. The parties recognise that employees sometimes face situations of violence or abuse (howsoever described) in their personal life that may affect their attendance or performance at work. Therefore, the parties commit to providing support to employees that experience domestic and/or family violence. The parties accept the definition of family violence as described in the Family Violence Protection Act 2008 (Vic) as well as including physical, sexual, emotional, psychological, verbal, financial or emotional abuse by a domestic and/or family member. Reasonable proof of domestic and/or family violence may be required and can be in the form of (including but not limited to) a document issued by the Victorian Police, a Court, medical practitioners, registered nurse, mental health care professional, lawyer or statutory declaration. All personal information concerning domestic and/or family violence will be kept confidential in line with relevant legislation. No information will be kept on an employee’s personnel file without their express written permission. No adverse action or detrimental decision-making will be taken against an employee if their attendance or performance at work suffers as a result of experiencing domestic and/or family violence. The parties will identify an agreed contact(s) either within and/or external to the employer who will be trained n domestics and/or family violence and privacy issues (for example training in domestics and/or family violence risk assessment and risk management). The employer will advertise the name of the agreed contact(s) for the purpose of domestic and/or family violence. An employee experiencing domestic and/or family violence may raise the issue with another person if they so choose. That person may seek advice from the agreed and suitably trained person mentioned above. Where requested by an employee, the agreed contact or such other person appointed by the employee will liaise with the employee’s supervisor on the employee’s behalf, and will make a recommendation on the most appropriate form of support to provide in accordance with this clause. The parties will develop agreed guidelines to supplement this clause and which details the appropriate action to be taken in the event that an employee utilises this clause. The parties will not unreasonably withhold agreement in relation to such guidelines. Such guidelines must also be developed through a genuine and proper consultation process. As a minimum the consultat...
DOMESTIC/FAMILY VIOLENCE LEAVE. This is a new clause and introduces application of the Commissioner for Public Sector Employment’s Determination 3.1 as it relates to provision of special leave with pay to those employees suffering from or escaping domestic/family violence. No other part of Determination
DOMESTIC/FAMILY VIOLENCE LEAVE. ACER recognises that staff members sometimes face situations of violence or abuse in their personal life that may affect their attendance or performance at work. Therefore, ACER is committed to providing support to staff that experience domestic violence. XXXX accepts the definition of domestic violence as provided by the Family, Violence Protection Act 2008 (Victoria) and recognises that it includes physical, sexual, financial, verbal or emotional abuse by a family/household member, including behaviour by a family/household member that causes a child to hear, witness, or otherwise be exposed to the effects of this behaviour. All personal information concerning domestic violence will be kept confidential in line with relevant legislation. No information will be kept on a staff member’s personnel file without their express written permission. No adverse action will be taken against a staff member if their attendance or performance at work suffers as a result of experiencing domestic violence. A staff member experiencing domestic violence may raise the issue with their immediate supervisor or the Human Resources contact.
DOMESTIC/FAMILY VIOLENCE LEAVE. 5.6.1 General Principle DVAC recognises that employees sometimes face situations of violence or abuse in their personal life that may affect their attendance or performance at work. Therefore DVAC is committed to providing support to staff that are assessed as current aggrieved persons in relation to domestic or family violence.
DOMESTIC/FAMILY VIOLENCE LEAVE. (a) Employees are entitled to parental leave in accordance with the NES.
DOMESTIC/FAMILY VIOLENCE LEAVE. 31.1 The employer recognises that employees sometimes face situations of violence or abuse in their personal life that may affect their attendance or performance at work. The employer seeks to develop a supportive workplace in which victims of family and domestic violence can come forward for help and support.
DOMESTIC/FAMILY VIOLENCE LEAVE. 49.1. The Parties recognise that Employees sometimes face situations of violence or abuse (howsoever described) in their personal life that may affect their attendance or performance at work. Therefore, the Parties commit to providing support to employees that experience domestic and/or family violence The parties accept the definition of family violence as described in the Family Violence Protection Act 2008 (Vic) as well as including physical, sexual, emotional, psychological, verbal, financial or emotional abuse by a domestic and/or family member.
DOMESTIC/FAMILY VIOLENCE LEAVE. Note: In accordance with Regulation 9(8) of the Public Sector Regulations 2010 the following provisions are applicable to all public sector employment, including public sector employment outside the Public Service.
