Family Violence — Information for Employees

Roles and responsibilities

Employees are responsible for:

• familiarising themselves with and complying with this Policy
• making reasonable efforts to provide a safe workplace for themselves, other employees and workplace participants
• developing a supportive environment to encourage other employees to come forward for help and support
• respecting privacy and maintaining the confidentiality of any employees or colleagues who are experiencing family violence

Employees who are experiencing family violence:

• familiarise themselves with this Policy
• discuss the situation with the Department’s Employee Assistance Program (EAP) provider or a family violence support service
• discuss the issue, where appropriate, with their principal or manager or a more senior manager, People Services Consultant, Workplace Contact Officer or union delegate to determine departmental supports available which are available
• discuss and agree appropriate options including the development of a Workplace Support Plan with their principal or manager
• ensure an emergency contact person who is outside their immediate family (and not involved in the family violence) is listed on their personnel records
• where a family violence intervention order (or other relevant court order) is obtained, consider requesting to include the workplace, and keep a copy on hand at all times. Consider providing a copy of that order to their principal or manager

Principals and managers are responsible for:

• familiarising themselves with this Policy and where appropriate participating in relevant training about supporting employees who are experiencing family violence
• maintaining appropriate confidentiality and privacy in relation to disclosures of family violence
• seeking advice and guidance from People Services and, or Manager Assist program if required
• providing information about supports and services available to an employee who has disclosed they are experiencing family violence
• assisting employees to develop a Workplace Support Plan where applicable
• implementing reasonable measures to manage the actual or potential work-related impacts of family violence and providing a safe work place for employees
• complying with any commitments agreed to in a Workplace Support Plan and keeping this plan securely
• checking with the employee that their emergency contact details have been amended to include someone who is outside their immediate family (and not involved in the family violence)
• making reasonable efforts to help employees who need time for medical and legal assistance, court appearances, counselling, relocation, or to make other safety arrangements as a result of experiencing family violence
• submitting any family violence leave application provided by the employee to People Services
• organising flexible working arrangements in accordance with relevant departmental policies
• recognising the impact that family violence issues may have on an employee’s performance at work and take this into consideration when assessing performance
• notifying the police where a criminal act has occurred or is threatened to occur
• accessing and understanding family violence leave support materials and training opportunities for principals or managers provided by the Department