New paid family and domestic violence leave policy

NOTE: The National Employment Standards entitlements outlined in this policy commence from 1 February 2023 for non-small businesses (15 or more employees) and from 1 August 2023 for small clubs (less than 15 employees).

Objective

The Club is committed to provide a health and safe working environment for all staff. The Club recognises that staff sometimes face difficult situations in their personal life, such as domestic and family violence, that may affect their ability to attend work. The objective of this policy is to ensure that all employees are aware of their rights and obligations regarding family and domestic violence leave.

Definitions

Family and Domestic Violence

‘Family and domestic violence’ means violent, threatening, or other abusive behaviour by an employee’s close relative, a current or former intimate partner, or a member of their household, that both:

• Seeks to coerce or control the employee, and
• Causes them harm or fear.

A ‘close relative’ is:

• An employee’s o Spouse or former spouse o De facto partner or former de facto partner o Child o Parent o Grandparent o Grandchild o Sibling.
• A child, parent, grandchild or sibling of an employee’s current or former spouse or de facto partner, or
• A person related to the employee according to Aboriginal or Torres Strait Islander kinship rules.

Entitlement

Ten days of paid family and domestic violence leave every 12 months to do something to deal with the impact of family and domestic violence that would be impractical for the employee to do outside the employee’s ordinary hours of work. This can include:

• Making arrangements for the employee’s safety, e.g. moving accommodation  –         Attending court hearings
• Accessing police services
• Attending counselling
• Attending appointments with medical, financial or legal professionals.

The full 10-day leave entitlement will be available upfront and will not accumulate from year to year, if the leave is not used. The leave renews every year on the employee’s work anniversary. The reasons for which an employee may take leave include, but are not limited to, making arrangements for their safety or the safety of a family member (including relocation), attending urgent court hearings, or accessing police services.

Scope

This policy applies to all employees of the Club. An employee may take paid leave to deal with the impact of the family and domestic violence and it is impractical for the employee to do that thing outside the employee’s ordinary hours of work.