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 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 (nominated contact) within the workplace. (e) An employee experiencing family violence may raise the issue with their immediate supervisor, nominated workplace contact, or union delegate. The employer, immediate supervisor, or nominated workplace contact may seek advice on a confidential basis from the Employer Representative to this agreement (Early Learning Association Australia). (f) Where requested by an employee, the nominated contact or employer Representative 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 clause 46.5 and clause 46.6. (g) The employer will develop guidelines to supplement this clause 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 of an agreed document issued by the Police Service, a Court, a registered health practitioner, a Family Violence Support Service, district nurse, maternal and 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 employerTAC’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 TAC will identify contact/s within the workplace who will be trained in family violence and associated privacy issues. The employer TAC will advertise the name of any Family Violence contacts (nominated contact) within the workplacetheworkplace. (e) An employee experiencing family violence may raise the issue with their immediate supervisor, Family Violence contacts, union delegate or nominated workplace People & Culture contact, or union delegate. The employer, immediate supervisor, or nominated workplace contact supervisor may seek advice on a confidential basis from People & Culture if the Employer Representative employee chooses not to this agreement (Early Learning Association Australia)see the People & Culture or Family Violence contact. (f) Where requested by an employee, the nominated People & Culture contact or employer Representative will liaise with the employee’s manager on the Employeeemployee’s behalf, and will make a recommendation on the most appropriate form of support to provide in accordance with clause 46.5 36.5 and clause 46.636.6. (g) The employer TAC will develop guidelines to supplement this clause 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 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 employerEmployer’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 Employer will identify contact/s within the workplace who will be trained in family violence and associated privacy issues. The employer Employer will advertise the name of any Family Violence contacts (nominated contact) within the workplace. (e) An employee experiencing family violence may raise the issue with their immediate supervisor, Family Violence contacts, union delegate or nominated workplace Human Resources contact, or union delegate. The employer, immediate supervisor, or nominated workplace contact supervisor may seek advice on a confidential basis from Human Resources if the Employer Representative employee chooses not to this agreement (Early Learning Association Australia)see the Human Resources or Family Violence contact. (f) Where requested by an employee, the nominated Human Resources contact or employer Representative will liaise with the employee’s manager on the Employeeemployee’s behalf, and will make a recommendation on the most appropriate form of support to provide in accordance with clause 46.5 78.5 and clause 46.678.6. (g) The employer Employer will develop guidelines to supplement this clause and which details the appropriate action to be taken in the event that an employee reports family violence.