Domestic and Family Violence and Continuous Awareness

This month serves as a reminder that, as a business, we are continually aware of the issues around domestic and family violence and the impact it has on those who are experiencing it directly and supporting loved ones such as friends, family work colleagues or employees.

What happens if you suspect that a friend or work colleague is suffering with domestic or family violence? How do you start this conversation? 
 

R U OK? have developed a practical guide in collaboration with 1800RESPECT to assist you in spotting the signs and starting a conversation with someone who you think may be experiencing abuse. The guide will assist you with:

• spotting the signs
• what should I do?
• how to talk to someone who may be experiencing family or domestic violence
• how to look after yourself when supporting someone else 

How to have conversations about family or domestic violence

The eSafety Commissioner, in conjunction with Griffith University, has developed a free app to support and ‘be there’ for anyone who is in an unhealthy, toxic or abusive relationship. The app provides you direct access to tools that empower, educate and guide you in supporting a person experiencing domestic or family violence.
 

Download from the Apple app store

Download from the Google store

As an employer you must be aware of the Family and Domestic Violence Leave entitlements under the National Employment Standards (NES). Full-time, part-time and casual employees are entitled to 10 days of paid Family and Domestic Violence Leave each year if they have experienced family or domestic violence and need time off as a result. 
To access this leave, the individual known to the employee could be:

• an employee’s close relative 
• a member of an employee's household, or
• a current or former intimate partner of an employee.

An employee’s entitlement to paid leave under the family and domestic violence leave provisions are available in full immediately and is re-set every year on their employment anniversary. This leave does not accumulate on a yearly basis. If an employee exhausts their paid domestic and family violence leave, they may, with their employer's agreement, take additional unpaid leave

Family and Domestic Violence Leave is a standalone entitlement and separate from annual, paid sick and carer’s leave. 

Employers are prohibited from including information concerning Family and Domestic Violence Leave on an employee’s payslip such as:

1. A statement that a payment that relates to Family and Domestic Violence Leave
2. A statement that a period of leave taken was Family and Domestic Violence Leave
3. The balance of an employee’s entitlement to paid Family and Domestic Violence Leave.
    

As an alternative, you may wish to record this leave as special leave or miscellaneous leave.
Under the Fair Work Act, family and domestic violence is a protected attribute. Employers are prohibited from discriminating against employees for taking this leave. This includes adverse actions such as dismissal, altering the employee's job to their disadvantage or treating them differently from other employees. 
 

If you have any questions on the above or would like further information on how your practice can implement processes to support your team, please contact the Workplace Relations Team on 07 3872 2264 or email at workplacerelations@amaq.com.au

AMA Queensland Workplace Relations Phone: 07 3872 2264  Email: workplacerelations@amaq.com.au