Domestic and Family Violence

Domestic and family violence occurs when one personin a relationship uses violence and abuse to maintain power and control over the other person. This can include behaviour that is physically, sexually, emotionally, psychologically or economically abusive, threatening, coercive, or aimed at controlling or dominating the other person through fear.DFV can affect people of all cultures, religions, ages, genders, sexual orientations, educational backgrounds and income levels.

Be aware of the warning signs that a colleague may be experiencing domestic and family violence at home; these can include:

• social withdrawal from co-workers
• visible bruises/injuries
• emotional outbursts on the phone
• frequent calls which leave them upset
• lateness or frequent absences
• poor job performance
• depression or anxiety
• eating disorder (under or over eating)
• low self-esteem or confidence
• misuse of drugs or alcohol.

You are not expected to be a counsellor or know all the answers when a colleague approaches you to disclose they are affected by domestic and family violence. The main consideration is that the person has a support network.

If they have not done so, encourage your colleague to contact the Metro North Employee Assistance Program (EAP) (BENESTAR – 1300 360 364) or a dedicated and experienced support service such as DVConnect Womensline (1800 811 811) or DVConnect Mensline (1800 600 636). The EAP and DVConnect can provide counselling, information and referral to other services.

In a crisis situation, the EAP and DVConnect can assist to coordinate safe accommodation or other emergent support for the person. In an emergency always call ‘000’.

A domestic and family violence QHEPS page has been created and is available to all staff. The MNHHS domestic and family violence QHEPS page houses all information relevant to supporting employees experiencing domestic and family violence, including options for staff learning and development.

Disclosing that you are affected by domestic and family violence is not easy. Any approach/disclosure by an employee to a colleague, line manager/supervisor or delegate in relation to domestic and family violence must be treated with sensitivity and confidentiality, except to the extent that further disclosure is required or permitted by law.

The Queensland Government has released a support package to assist public service employees affected by domestic and family violence that provides access to:

• a minimum of 10 days paid special leave
  • This leave is available to employees affected by domestic and family violence; persons requiring leave to support a person directly affected by domestic and family violence (i.e. an employee’s sibling); and potential perpetrators or perpetrators of domestic and family violence to encourage behaviour change (i.e. to attend counselling sessions)
• flexible working arrangements
• reasonable workplace adjustments
• counselling support services available via the EAP.

Paid special leave for domestic and family violence purposes may be taken as consecutive days/shifts, single days/shifts or for part of a day/shift.

An employee is to complete an application for leave form or AVAC noting the reason for leave as ‘paid special leave – other’ or similar. Paid special leave – other for domestic and family violence purposes is to be approved by the relevant delegate in accordance with the HR Delegations manual. There is no requirement for an employee to record on the leave application/AVAC that the paid special leave – other is for domestic and family violence purposes. No supporting documentation is to be attached to an application.

Paid special leave is available to permanent, temporary and casual employees. Part-time and casual employees can access paid special leave on a pro rata basis.

When an employee approaches their line manager/supervisor to request paid special leave for domestic and family violence purposes and the manager/supervisor is not the approving delegate, the manager/supervisor is to progress the leave application/AVAC directly to the relevant delegate for approval (i.e. via brief/memo/email/in person) on behalf of the employee. Where any information is to be progressed via a correspondence chain or email accessible to staff other than the delegate, information must be de-identified to protect the privacy of the individual employee.

Supporting documentation must not be attached to the leave application/AVAC. Where an employee has supporting documentation, e.g. court notice, medical certificate, etc., such documentation is to be sighted by the line manager/supervisor or delegate and returned to the employee. If the employee does not wish for the documentation to be returned, the material is to be noted as ‘confidential’ and filed securely.

Please note: The absence of supporting documentation may not be used to deny an employee access to paid special leave or other leave entitlements for domestic and family violence purposes.