Workplace Family Violence Leave Policy
Terms of service. Last updated July 1st 2024.
Studio Malt is committed to providing a healthy and safe working environment for all employees. 1 in 6 Australian women and 1 in 16 men, since the age of 15, have been subjected to physical and/or sexual violence by a current or previous cohabiting partner. It recognises that domestic and family violence (DFV) is a work issue and that employment is often a critical element to support someone leaving a DFV relationship.
1. Entitlement
An employee (including casuals) experiencing domestic and family violence may access up to 5 days unpaid leave per annum:
- the employee has experienced domestic and family violence; and
- the employee needs to take domestic and family violence leave as a result of the domestic and family violence.
The unpaid entitlement will be available in full at the commencement of each 12 month period and will not accumulate from year to year. The entitlement is available in full to part-time and casual employees ie it is not pro-rated. Employees do not have to use any available paid leave entitlements before using DFV Leave.
2. What can domestic and family violence leave be used for?
Leave may be used for a variety of reasons including:
- recovering from an injury caused by the violence
- attending an appointment related to the violence (eg counselling, legal advice, medical treatment or police matters)
- preparing for a court appearance related to the violence
- attending court for a proceeding related to the violence
- finding alternative housing that is necessary because of the violence
- organising child care or the education of a child that is necessary because of the violence.
3. Other provisions
If an employee has exhausted their DFV leave entitlement, they may, with the employer’s agreement, take additional days of unpaid domestic and family violence leave. Domestic and family violence leave may be taken for part of a day. An employee’s entitlement to domestic and family violence leave does not accumulate from year to year.
4. Applying for domestic and family violence leave
In order to maintain confidentiality, it is appropriate for the employee (after speaking in confidence with their manager regarding their reason for seeking) to record the reason for their leave application simply as “urgent pressing necessity”. Studio Malt may need to be satisfied, on reasonable grounds, that domestic and family violence has occurred and may request documentation including documentation from the police, court, doctor or other domestic and family violence support service or lawyer.
5. Flexible Work Options
Employees who are experiencing or escaping domestic and family violence may require time off during normal working hours that they wouldn’t otherwise require. This could include time off for appointments for health, legal or financial matters, to attend court, or to care for children. Flexible work is designed to enable staff time away from work to attend to these matters in a way that is supportive of their needs. Flexible work is designed in partnership with, and approval by, an employee’s manager. This enables both the employee and manager to feel confident with the arrangement. Types of flexible work include:
- Flexi-Time
- Compressed Weeks
- Part Time/Job Share
- Working from Home
Employees must consult with the Directors of Studio Malt and formally apply for flexible working arrangements. Applications must outline when the arrangement will start and finish. The company will take all reasonable steps to approve requests for flexible work arrangements and may request 6.1 Applying for Flexible Work Options to support the application.
6. Returning to Work
When returning to work after leave or flexible working arrangements due to DFV, employees are encouraged to talk to their manager regarding any ongoing safety concerns they may have. Employees who have identified a risk to their safety or that of their colleagues in the workplace are encouraged to develop a workplace domestic and family violence plan (if they have not previously developed one), or to review a safety plan that was previously in place if circumstances have changed.
7. Changes to this Policy
Any changes to this policy will be noted on this page with the date and time of amendment. Any enquiries relating to this policy should be addressed to:
Malt Creative T/A Studio Malt
Warehouse 14, 28 Down Street, Collingwood, Victoria, 3066