Associate Director, Human Resources (Workplace Relations)
Vice-Chancellor and President
Date of Next Review
6.1.3 Roles and responsibilities
6.1.5 Application and approval for domestic and family violence leave
6.1.7 Exceptions to policy
The University is committed to providing a supportive environment where staff feel comfortable and supported when requesting access to domestic and family violence leave.
This policy outlines leave entitlements available to staff experiencing domestic and family violence.
This policy applies to all staff of the University.
|Human Resources Department||
|Health, Safety and Environment||
Staff members (including casual professional/sessional academic staff) may be granted up to 20 days non-cumulative domestic and family violence leave on full pay in a 12 month period. This leave is to assist staff:
- experiencing domestic and family violence; and
- needing to take necessary steps to deal with the impact of the domestic and family violence; and
- where it is impractical for the staff member to take these necessary steps outside the staff member’s ordinary hours of work.
Domestic and family violence leave may be granted under circumstances including but not limited to:
- arranging safe housing or other safety arrangements
- addressing childcare and/or education matters
- accessing legal advice and support services
- attending medical/counselling appointments/legal proceedings.
Part-time, casual professional and sessional academic staff are granted domestic and family violence leave on a proportional basis of the full-time entitlement.
A staff member should endeavour to provide as much notice as possible of the requested leave. If it is not possible for the staff member to give prior notice, the staff member will notify the supervisor of such absence at the earliest opportunity on the first day of absence.
An application for domestic and family violence leave will be submitted to the authorising officer via StaffConnect for approval prior to the leave being taken or, where this is not possible, at the earlier opportunity on the first day of absence or upon return to work.
The supervisor may require reasonable documentation in support of an application for leave such as a certificate from a registered health practitioner and/or a document issued by the police service and/or court and/or a statutory declaration.
The University acknowledges that a staff member experiencing domestic and family violence may not be in a position to provide supporting documentation prior to or on the day of notifying the supervisor of their absence. A staff member’s access to leave should not be unreasonably denied in the absence of supporting documentation. The University acknowledges that in some circumstances supporting documentation may need to be provided retrospectively.
In circumstances where domestic and family violence is of such a nature and/or frequency a fixed-term or ongoing staff member can apply to the Executive Director, Human Resources to access any unused personal leave to attend to necessary matters.
Subject to approval from the authorising officer, a fixed-term or ongoing staff member may also take accrued sick/carers leave, accrued recreation leave, accrued long service leave, and/or leave without pay to attend to domestic and family violence matters.
The University will treat personal information in relation to a situation of domestic and family violence as confidential.
The Executive Director, Human Resources is authorised to approve variations to the leave provisions to this policy in exceptional circumstances. Any such variation will be recorded by the Human Resources Department.
Domestic and family violence means violent, threatening or other abusive behaviour by a family member that seeks to coerce or control the staff member and that causes the staff member harm or to be fearful.
Family means a:
- spouse (including a current or former spouse, de facto spouse, or partner, regardless of gender identity or sexuality) of the staff member
- child (including an adult child, adopted child, step child and ex nuptial child), parent or step parent, grandparent, grandchild, or sibling of either the staff member of their spouse; and
- a person, who due to kinship, cultural or religious beliefs is considered a member of the staff member’s family.
Registered health practitioner means a practitioner registered with the Australian Health Practitioner Regulation Agency or equivalent international body.
Refer to Appendix 3 Schedule of Authorities and Delegations (VC108, VC110, VC113)
MOPP A/8.5 Resolution procedures for sexual harassment, sexual assault and discrimination related complaints
MOPP F/6.2 Information privacy
Fair Work Act 2009 (Cth)
|03.12.19||All||Vice-Chancellor and President||New policy|