Intimate Partner Violence. The Employer recognizes that employees sometimes face situations of violence or abuse in their personal lives that may affect their attendance or performance at work. For that reason, the Employer agrees that an employee who is in an abusive or violent situation will not be subject to discipline if the absence or performance issue can be linked to the abusive or violent situation. An employee dealing with domestic violence or abuse in their personal life is entitled up to ten (10) days of paid leave consecutively or intermittently in a fifty-two (52) week period, as needed by the employee if they or their children are victims of interpersonal violence or are the perpetrator seeking treatment. The ten (10) days will be taken from the Employee’s Sick Leave. An Employer must maintain confidentiality in respect to all matters related to an employee’s leave under this clause. The Employer will not disclose any information relating to the leave to anyone except when another employee requires the information to carry out their duties, or is required by law, or with the consent of the concerned employee. The parties understand intimate partner violence can affect all workers in a workplace and will work together to ensure all workers’ safety, should such a disclosure occur. The parties agree to meet to discuss safety planning at the workplace for the individual and for the staff as a whole. The parties agree a support or resource person may be present at such meetings. All information will be treated as confidential and shall only be shared as agreed.
Intimate Partner Violence. 31.01 The Employer shall provide and the Union shall support a workplace policy on preventing and addressing intimate partner violence. This policy shall be made accessible to all employees.
Intimate Partner Violence. IPV is identified by the Centers for Disease Control and Prevention (CDC) as a preventable public health issue that can vary in frequency and severity (CDC, 2014). IPV is a global public health issue that the World Health Organization (2014) refers to as “behaviour by an intimate partner or ex-partner that causes physical, sexual or psychological harm, including physical aggression, sexual coercion, psychological abuse and controlling behaviours.” Similarly, Xxxxxxxx et al. (2002) further delineate IPV into four distinct categories: physical violence, sexual violence, threats of physical or sexual violence, and psychological/emotional violence. This categorization, along with their detailed descriptions of behaviors, demonstrates the complexity of IPV; specifically, IPV can be broadly defined. While the previous definitions are not specific to sex, IPV globally is disproportionately experienced by women (Xxxxxxx-Xxxxxxx & Xxxxxx-Xxxxxx, 2013; WHO, 2002; Xxxxxx & Xxxxxxxx, 2000; Xxxxx et al., 1999). To assess the international prevalence and scale of IPV, a WHO multi-country study compiled 24,097 interviews from 15 sites across 10 countries (Ellsberg et al., 2008). Results of this study revealed that among ever-partnered women, 15% to 71% experienced physical or sexual violence by a current partner or former partner at some point in their lives. Along with physical violence, previous studies have also demonstrated the serious psychological and emotional trauma experienced by women (Xx-Xxxxxxx et al.; 2013; Xxxxxxxxx, 2002). Women experiencing IPV can result in severe injury (Xxxxxxx & Xxxxx, 1991), poor mental health outcomes (Xxxxxxxxx et al., 2014), developing a chronic disease (Coker et al., 2002), substance abuse, poor self-rated health (Xxxxxx et al., 2014), and in some cases lead to medical treatment, emergency room care, and physical therapy (Xxxxxx & Xxxxxxxx, 2000). Unfortunately, research has also indicated that survivors of IPV under report perpetration to police (Xxxxxx & Xxxxxxxx, 2000). Xxxx et al. (2013) examined data from a multi-country study that surveyed men about violence in Asia and the Pacific. Results indicated that the prevalence of IPV perpetration among men ranged from 25.4% in rural Indonesia to 80% in Bougainville, Papua New Guinea (Fulu et al., 2013).
Intimate Partner Violence. The Employer recognizes that employees sometimes face situations of violence or abuse in their personal lives that may affect their attendance or performance at work. For that reason, the Employer agrees that an employee who is in an abusive or violent situation will not be subject to discipline if the absence or performance issue can be linked to the abusive or violent situation. An employee dealing with domestic violence or abuse in their personal life is entitled to ten (10) days of leave in consecutive or intermittent days in a fifty-two (52) week period, as needed by the employee. An employee is also entitled to take up to seventeen (17) weeks of leave in a fifty-two
Intimate Partner Violence. The Employer recognizes that employees sometimes face situations of violence or abuse in their personal lives that may affect their attendance or performance at work. For that reason, the Employer agrees that an employee who is in an abusive or violent situation will not be subject to discipline if the absence or performance issue can be linked to the abusive or violent situation. An employee dealing with domestic violence or abuse in their personal life is entitled to ten (10) days of leave in consecutive or intermittent days in a fifty-two (52) week period, as needed by the employee. An employee is also entitled to take up to seventeen (17) weeks of leave in a fifty-two (52) week period in one continuous period. An employee is entitled to be paid for up to five (5) days of this leave in a fifty-two (52) week period as Sick Leave. All parties must disclose information when there is a clear threat to safety. The Union and Employer should not disclose more personal information than is reasonably necessary to protect workers from injury. Information should be shared: • in emergency situations • for threat assessment • for safety planning • for the effective implementation of protective orders In these cases, privacy and confidentiality should be maintained to the extent possible. This means sharing only reasonably necessary information and only with those who need to know. All personal information concerning domestic violence should be kept confidential and no information should be kept on the employee’s personnel file without their express written permission. The parties understand domestic violence can affect all workers in a workplace and will work together to ensure all workers' safety should a disclosure occur. The parties agree to meet to discuss safety planning at the workplace for the individual and for the staff as a whole. The parties agree a support or resource person may be present at such meetings.
Intimate Partner Violence. All the women were asked about their opinions of intimate partner violence. They were then asked if they had personally experienced forms of IPV. Below are the women’s general thoughts on IPV, including why it happens, the concept of intervening / meddling, victim blaming, and firsthand experiences of IPV by three of the participants. The three women who experienced IPV discussed how they left the abusive relationship they were in, the consequences the experience has had on them, and why they believe their partners perpetrated violence toward them.
