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. 10.3.1 The Ministry recognises that when employees experience family violence in their personal life, their attendance, performance, or safety at work may be affected. The Ministry supports employees who experience family violence to raise it and work together with them to identify practical measures or actions that may be taken to support the employee at work, after taking into account the employee’s personal circumstances. For example: • changes to their span or pattern of working hours, location of work or duties (including options that may be available under existing provisions for flexible
Family Violence. (i) 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 violence can come forward for help and support.
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.
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. 61.1 We recognise that when employees experience family violence in their personal life, their attendance, performance, or safety at work may be affected. The protections below apply regardless of how long ago the domestic violence occurred, including if the domestic violence pre-dates your employment.
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. The Ministry recognises that when employees experience domestic family violence in their personal life, their attendance, performance, or safety at work may be affected. Employees who experience family domestic violence may raise it and work together with their manager to identify practical measures or actions that may be taken to support the employee at work after taking into account the employee’s personal circumstances. For example; • changes to their span or pattern of working hours, location of work or duties (including options that may be available under existing provisions for flexible work arrangements); • a change to their work telephone number or email address; and • other appropriate measures agreed between the Ministry and the employee. Employees who experience family domestic violence may access special sick, domestic or other forms of leave. . where the employee qualifies for such leave by reason of their circumstances. While employees are obliged to notify their manager of their absence on leave as soon as reasonably practicable, it is recognised that this may not be possible in some circumstances (such as where domestic violence has recently occurred). Information related to an employee experiencing family violence shall not be shared without the express consent of the employee unless it is determined that maintaining confidentiality puts them or others at risk of physical harm. Employees experiencing family violence will have direct access to the Employee Assistance Programme.
