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Family and Domestic Violence

Responding to the impact of Family and Domestic Violence

In keeping with ECU’s commitment of promoting a safe and supportive workplace, it will raise awareness of family and domestic violence as an issue and respond to the impact such violence may cause to a person’s work or study environment. A person experiencing situations of family and domestic violence are encouraged to utilise available ECU support services.

An employee including a casual employee may access 10 days paid family and domestic violence leave in a 12-month period.  The leave is upfront and not pro-rated for part-time or casual employees.

Definition of Family and Domestic Violence

Domestic Violence generally means: behaviour which results in physical, sexual and/or psychological damage, forced social isolation, economic deprivations or behaviour which seeks to coerce or control, or causes the victim harm or to live in fear. The term usually refers to abuse against an intimate partner or former partner, including same sex relationships, a close relative, or a household member and is the use of violence or other forms of abuse to control someone with whom the perpetrator has an intimate or family relationship.

Family Violence generally means: a broader term encompassing domestic violence and the abuse of children, the elderly, siblings, adolescents, parents, grandparents, family carers, a close relative and other family members or a person related by rules of kinship. With the use of violence of others forms of abuse to control someone with whom the perpetrator has an intimate or family relationship.

Support for Victims

ECU endeavours to support staff impacted by family or domestic violence in a respectful manner, and to enable them to maintain their employment while they deal with their personal circumstances.

Where family or domestic violence is having an impact on work the individual is encouraged to seek assistance from a suitable officer of the University (e.g. Relevant Line Manager or appropriate Supervisor or People and Culture Business Partner).

The employee (including a casual) may access up to 10 days paid family and domestic violence leave to assist with making arrangements, or attending appointments, or doing something to deal with the impact of this violence.

Other options and support measures may be explored to assist the employee and their particular situation and circumstances. These include:

  • Arrangements with ECU Security Services, including security escorts as required;
  • Employee Assistance Program for staff and their immediate family;
  • Making a flexible working arrangement request;
  • A period of paid or unpaid leave to manage legal, medical or other family arrangements;
  • Temporary change of work location or work area where possible;
  • Changing contact details (phone/email) if practicable; and
  • Pooling of Leave entitlements and other staff provisions.

The above list is not exhaustive and further options which are suitable to the individual and the work area may be explored and agreed.

Support for Staff

The University recognises that any staff member may experience situations of violence or abuse in their personal life that may affect their attendance or performance at work.

All staff and their immediate family members experiencing and impacted by violence or abuse can access free and confidential support and counselling through the University’s Employee Assistance Program. This is a 24 hours 7 days a week professional independent service.

The program also provides a Manager Assistance Program (MAP) which provides assistance to supervisors when supporting staff impacted by, and experiencing family or domestic.

The University provides various options of support such as access to types of leave within the NES and the Industrial Instrument, including:

  • 10 days paid family and domestic leave for all employees  including casual employees;
  • Sick Leave;
  • Carer’s Leave;
  • Short Leave;
  • Leave to attend Court;
  • Leave without pay;
  • Staff may also elect to access other leave entitlements. Some leave may be subject to normal leave application requirements. Advice about leave processes can be provided by Payroll Services.

Application of ECU Support and Services

Applications for leave absences will be determined by the individual’s situation, and through consultation with their Relevant Line Manager or appropriate Supervisor. Subject to ECU’s duty of care and legislative obligations, a person disclosing details of family or domestic will have right to privacy and confidentiality of their circumstances. An individual that discloses their family or domestic violence issues will not be disadvantaged or discriminated by such a disclosure.

ECU will as far as practicable cooperate with a legal order protecting a person within the workplace from violence or abuse. The onus is on the person to adequately inform and update ECU on the existence of such orders, or any amendments. Reasonable proof to support an absence due to family or domestic may be required by the University. Such as an agreed document issued by the police service, a court, a medical practitioner, a family or  domestic violence support service or lawyer, or a counselling professional. If staff member’s paid leave has been exhausted they may make a request to their line manager for leave without pay.

Consequences of committing Family or Domestic Violence within the Workplace

A student or staff member engaging in, or committing acts of violence, including threats or harassment within the workplace, or using ECU facilities and resources to engage in such activities will be subject to disciplinary action. The Employee Assistance Program can assist and support staff members struggling with addressing their behaviours that lead to violence and abuse towards others. This professional counselling service is free, confidential, independent, and available 24 hours 7 days a week to staff and their immediate family members.

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