Family & Domestic Violence Policy
Adminovate is committed to supporting employees who require assistance as a result of experiencing family and or domestic violence. The company is committed to supporting employees to continue to participate in the workplace and feel comfortable to request assistance or advise the company of their circumstances and concerns.
Purpose
The purpose of this policy is to advise employees of their entitlement to Family and Domestic Violence Leave and the related processes.
Application
This policy will apply to all employees of the company, including casual employees.
Definitions
Family and domestic violence means violent, threatening, or other abusive behaviour by a family member of an employee that seeks to coerce or control the employee and that causes them harm or causes the employee to be fearful.
Family member means:
a) A current or former spouse or de facto partner, child, parent, grandparent, grandchild, or sibling of the employee; or
b) A child, parent, grandparent, grandchild or sibling of a spouse or de facto partner of the employee; or
c) A person related to the employee according to Aboriginal or Torres Strait Islander kinship rules.
Evidence refers to any pertinent documentation presented by a court, police force, family violence counsellor, or a statutory declaration that verifies the legitimate need for the leave as outlined in this policy. The evidence serves as proof to establish the authenticity and validity of the specified leave requirements.
Entitlement
Pursuant to the terms of the Fair Work Act 2009 (Cth), an employee experiencing family and domestic violence is entitled to ten (10) days’ paid leave where they need to do something to deal with the impact of the family and domestic violence and it is impractical for the employee to do that thing outside their ordinary hours of work.
The entitlement arising out of this policy is available in full at the start of each twelve (12) month period of the employee’s employment.
The entitlement does not accumulate from year to year.
Employees (including part-time and casual employees) can take this paid leave if they need to do something to deal with the impact of family and domestic violence.
This could include, for example, the employee:
1. Making arrangements for their safety or the safety of a close relative (including relocation).
2. Attending court hearings.
3. Accessing police services.
4. Attending counselling; and/or
5. Attending appointments with medical, financial or legal professionals.
Responsibilities
Employees are required to:
1. Complete a leave application and submit it to the appropriate manager or supervisor for approval.
2. Provide notice to the company as soon as practicable of the requirement to take leave.
3. Advise the company of the expected period of leave.
4. Provide the company, when requested to do so, with evidence that the leave is taken for the specified purpose.
Managers and supervisors are responsible for:
a) Ensuring that they deal with an employee’s application for this type of leave and the surrounding issues with sensitivity.
b) Taking all reasonable steps to ensure any information that is disclosed to the company as a result of this policy will be treated confidentially as far as reasonably practical to do so.
c) Seeking assistance and further advice if they are unsure how to manage an issue arising from the application of this policy.
Pay Slip Requirements
There are rules about how information about paid family and domestic violence leave must be reported on pay slips and what information must not be included, including some transitional rules. This is to reduce the risk to an employee’s safety when accessing paid family and domestic violence leave.
Employers need to keep a record of leave balances and any leave taken by employees. However, pay slips MUST NOT mention paid family and domestic violence leave, including any leave taken and leave balances.
Any amount paid to an employee for taking paid family and domestic violence leave has to be recorded on a pay slip as:
a) Ordinary hours of work; or
b) Another kind of payment for performing work, such as an allowance, bonus, or overtime payment.
However, if an employee requests it, their employer can record time taken as paid family and domestic violence leave as another type of leave on their pay slip (for example, annual leave).
If an employee has taken a period of paid family and domestic violence leave, it is best practice for their employer to record this on their pay slip in a way that makes the pay slip look as close as possible to how it would have looked if the employee had not taken the leave.
Adminovate is committed to supporting employees who require assistance as a result of experiencing family and or domestic violence. The company is committed to supporting employees to continue to participate in the workplace and feel comfortable to request assistance or advise the company of their circumstances and concerns.
Purpose
The purpose of this policy is to advise employees of their entitlement to Family and Domestic Violence Leave and the related processes.
Application
This policy will apply to all employees of the company, including casual employees.
Definitions
Family and domestic violence means violent, threatening, or other abusive behaviour by a family member of an employee that seeks to coerce or control the employee and that causes them harm or causes the employee to be fearful.
Family member means:
a) A current or former spouse or de facto partner, child, parent, grandparent, grandchild, or sibling of the employee; or
b) A child, parent, grandparent, grandchild or sibling of a spouse or de facto partner of the employee; or
c) A person related to the employee according to Aboriginal or Torres Strait Islander kinship rules.
Evidence refers to any pertinent documentation presented by a court, police force, family violence counsellor, or a statutory declaration that verifies the legitimate need for the leave as outlined in this policy. The evidence serves as proof to establish the authenticity and validity of the specified leave requirements.
Entitlement
Pursuant to the terms of the Fair Work Act 2009 (Cth), an employee experiencing family and domestic violence is entitled to ten (10) days’ paid leave where they need to do something to deal with the impact of the family and domestic violence and it is impractical for the employee to do that thing outside their ordinary hours of work.
The entitlement arising out of this policy is available in full at the start of each twelve (12) month period of the employee’s employment.
The entitlement does not accumulate from year to year.
Employees (including part-time and casual employees) can take this paid leave if they need to do something to deal with the impact of family and domestic violence.
This could include, for example, the employee:
1. Making arrangements for their safety or the safety of a close relative (including relocation).
2. Attending court hearings.
3. Accessing police services.
4. Attending counselling; and/or
5. Attending appointments with medical, financial or legal professionals.
Responsibilities
Employees are required to:
1. Complete a leave application and submit it to the appropriate manager or supervisor for approval.
2. Provide notice to the company as soon as practicable of the requirement to take leave.
3. Advise the company of the expected period of leave.
4. Provide the company, when requested to do so, with evidence that the leave is taken for the specified purpose.
Managers and supervisors are responsible for:
a) Ensuring that they deal with an employee’s application for this type of leave and the surrounding issues with sensitivity.
b) Taking all reasonable steps to ensure any information that is disclosed to the company as a result of this policy will be treated confidentially as far as reasonably practical to do so.
c) Seeking assistance and further advice if they are unsure how to manage an issue arising from the application of this policy.
Pay Slip Requirements
There are rules about how information about paid family and domestic violence leave must be reported on pay slips and what information must not be included, including some transitional rules. This is to reduce the risk to an employee’s safety when accessing paid family and domestic violence leave.
Employers need to keep a record of leave balances and any leave taken by employees. However, pay slips MUST NOT mention paid family and domestic violence leave, including any leave taken and leave balances.
Any amount paid to an employee for taking paid family and domestic violence leave has to be recorded on a pay slip as:
a) Ordinary hours of work; or
b) Another kind of payment for performing work, such as an allowance, bonus, or overtime payment.
However, if an employee requests it, their employer can record time taken as paid family and domestic violence leave as another type of leave on their pay slip (for example, annual leave).
If an employee has taken a period of paid family and domestic violence leave, it is best practice for their employer to record this on their pay slip in a way that makes the pay slip look as close as possible to how it would have looked if the employee had not taken the leave.