Domestic Violence Policy

Policy Equity Domestic Violence Policy

Print Friendly and PDFPrint Friendly

Intent

To provide University employees with a framework to support employees who experience domestic violence.

Scope

This policy applies to all employees who are covered by the current James Cook University Enterprise Agreement.

Definitions

Domestic violence

As defined in the Domestic Violence from the Domestic and Family Violence Protection Act 2012, domestic violence means:

behaviour by a person (the first person) towards another person (the second person) with whom the first person is in a relevant relationship that—

(a) is physically or sexually abusive; or

(b) is emotionally or psychologically abusive; or

(c) is economically abusive; or

(d) is threatening; or

(e) is coercive; or

(f) in any other way controls or dominates the second person and causes the second person to fear for the second person’s safety or wellbeing or that of someone else.

Policy

James Cook University is committed to supporting a staff member experiencing domestic violence to continue to participate in the workforce and maintain their employment through a broad range of support.

James Cook University will provide support to a staff member experiencing domestic violence by approving reasonable requests for the following:

a)   Changes to hours of work;

b)   Changes to the location of work;

c)   Relocation to suitable employment where this is able to be identified;

d)   Changes to work phone numbers or work email addresses;

e)   Other appropriate measures such as family-friendly hours and flexible working arrangements;

f)   Access to leave entitlements under the James Cook University Enterprise Agreement including personal and carers leave, annual leave and long service leave.

Leave absences will be determined by the individual's situation through negotiation between the staff member and appropriate line manager.

A staff member who experiences situations of violence and abuse in their domestic life which may adversely impact on their attendance and/or performance at work will not be disadvantaged in their employment at James Cook University.

All personal information given in relation to situations of domestic violence will be kept confidential. No information will be kept on an employee’s personnel file without their express permission.

James Cook University will co-operate with all legal orders protecting a staff member experiencing domestic violence.

Related policy instruments

Schedules/Appendices

Related documents and legislation

James Cook University Enterprise Agreement

Administration

Approval Details

Policy Sponsor:

Deputy Vice Chancellor, Services and Resources

Approval Authority:

Human Resources Committee

Approval date:

22/12/2016

Version no:

17-1

Date for next review:

31/12/2020

Revision History

Version

Approval date

Implementation Date

Description of changes

Author

17-109/08/201710/08/2017Mid-year review of HR Policies in line with the HR Operational Plan item, Deliver Policy Reviews, Fitness for Future Purpose Deputy Director, Human Resources
16-2 22/12/2016Policy review date extended to 31/12/17 on request by Deputy Director HR. Approved by DVC Services and ResourcesQuality, Standards and Policy Unit
16-122/06/2016 Minor amendment Quality, Standards & Policy

2.0

28/06/2015

 

Policy sponsor and approval authority updated to reflect approved Policy Framework

Quality, Standards and Policy

1.0

12/11/2013

 

Policy established

Belinda Pope

Keywords

Keywords:

Domestic Violence, Leave

There are no related procedures.

There are no other related documents.