Council acknowledges the gravity of family violence within our society and is committed to taking a leadership role in both our local community and the workplace to prevent and support those impacted by it.
As an employer, Council recognises its responsibility to provide support to employees who may be impacted by family violence.
Why is family violence a workplace issue?
As an employer, the Council acknowledges its responsibility to support employees who may be affected by or involved in family violence.
Family violence extends beyond being a private or personal matter; its repercussions can permeate the workplace, regardless of where the incidents occur. The impacts of family violence on the workplace are significant and multifaceted.
Council acknowledges the impact workplaces can have on individuals facing family violence. A workplace setting can serve as a refuge for victims, offering financial security and the freedom to escape an abusive home environment. Additionally, the workplace has the potential to become a supportive environment, where allies are found, and resources are readily available to meet the specific needs of employees experiencing family and domestic violence.
Recognising family violence as a workplace issue underscores the importance of Council's commitment to providing support and fostering a safe and conducive work environment for all employees.
What support is available?
If you are in immediate danger, call Triple Zero 000
For employees impacted by family or domestic violence, Council offers a range of recommended Family Violence - Support and Safety Options. These encompass internal and external support referrals, counselling resources, documented resources such as safety at work plans and family violence support options as well as provisions for leave and flexible working arrangements as outlined below.
The Family Violence Employee Support Policy sets out Council's commitment to supporting employees who may be experiencing or involved in family violence matters. It also explains how Council will create a safe and supportive workplace.
Who can I talk to?
Internal Support Options
You may choose to seek assistance from one of the following within Council:
- your manager or supervisor
- one of Council's trained Family Violence Contact Officers
- a member of the Organisational Development OD) team
- a union delegate.
These people have been trained to give you confidential information about the support Council can provide without intruding into your personal and private life. With your permission, they will confidentially support you to seek appropriate support and assistance.
Employee Assistance Program (EAP)
Council encourages impacted employees to use counselling support available through the (EAP) provided by Converge International at 1300 687 327. Council will meet all reasonable costs associated with EAP assistance.
This is a strictly private and confidential service which will provide professional assistance to you and who may refer you to other appropriate agencies if necessary.
External Support Referral Options
1800 RESPECT
National sexual assault, domestic family violence counselling service. This service is available 24/7.
Phone 1800 737 732
SMS 0458 737 732
Visit the 1800 Respect website
WAYSS
Homelessness and Family Violence Support Services including crisis response.
Phone 9791 6111 (Dandenong)
Orange Door
Free and confidential family violence crisis and outreach.
Phone 1800 271 170
Safe Steps
24/7 Family and Domestic Violence Response Service that can help to arrange safety measures, access crisis accommodation, connect to legal & counselling service and refer to outreach services.
Phone 1800 015 188
No to Violence - Men’s Referral Service
Provides anonymous and confidential telephone counselling, information and referrals for men looking to change their behaviour.
Phone 1300 766 491
View the No to Violence website
Community Legal Services
Springvale Monash Legal Service Inc.
Phone 9545 7400
South-East Monash Legal Service
Phone 9545 7400
Other external services referenced within the Enterprise Agreement and available to employees include;
- Police
- Lifeline
- Sexual Assault Crisis Line
- Women's Domestic Violence Crisis Service of Victoria
- Victorian Nurses Health Program
- Victims of Crime Helpline
- Local Victims Assistance and Counselling Program
These agencies can coordinate the communication of your needs to Council as appropriate.
What/Who are Family Violence Contact Officers?
Family Violence Contact Officers are employee representatives that serve as an optional primary point of contact for employees facing family violence, offering information and support while utilising resources provided by the Council.
It's important to note that a Contact Officer is not a counsellor or advocate. Council provides training to equip Family Violence Contact Officers with the necessary skills to offer support and information to staff impacted by family violence.
How will managers/supervisors support employees experiencing family violence?
Managers and Supervisors are crucial in ensuring that employees facing family violence are heard and empowered to control the measures taken to enhance their safety within the workplace and receive training to equip them with the necessary skills to offer support and information to staff impacted by family violence.
In handling family violence disclosures, managers/supervisors will maintain the upmost confidentiality to the extent permitted by the law.
Managers/supervisors will:
- Listen and support without judgment.
- Facilitate employees' access to Family Violence Support Services.
- Proactively disseminate information on available support services, ensuring employees can access assistance without formal requests.
- Grant reasonable leave and flexible work requests and adjust work schedules or assignment locations for employees dealing with family violence.
- Encourage and support the development of a personalised safety at work plan.
- Encourage employees to utilise the Employee Assistance Program (EAP) for additional support.
- Consider impacts of family violence on an employee when considering impacts on the workplace.
Family Violence Support Options Tool - 479KB
This document is available to assist managers support staff experiencing or are involved with domestic or family violence.
Leave & flexible work options
All employees experiencing family and domestic violence, whether full-time, part-time, or casual, are entitled to receive paid family and domestic violence leave and/or consideration for flexible working arrangements.
Family and Domestic Violence Leave
Family and domestic violence leave can be utilised to address the impacts of such situations when addressing them outside regular work hours is impractical. This may involve making arrangements for the safety of oneself or a family member attending court or accessing police services, and attending counselling or appointments with medical, financial, or legal professionals. This support extends to fulfilling the needs of children, household or family members affected by violence.
This assistance may include the provision of up to 20 days of paid family violence leave, which can be taken as single or multiple days or as part-days by mutual agreement. Additionally, personal leave entitlements can be utilised for non-health-related family violence matters, such as attending police stations, court proceedings, relocating a child to another school, or other relevant appointments recommended by the Employee Assistance Program (EAP) or other specified agencies.
If necessary, reasonable additional paid leave, up to a maximum of five days, can be granted, but only after exhausting all other available leave entitlements.
Any family and domestic violence leave taken will not be recorded on your payslip. Instead, it will be recorded as ordinary hours of work and included in your total salary payment.
Supporting documentation
A request for family violence leave related support may require supporting documentation. This can be in the form of:
- an agreed document issued by the Police Service, a court, a doctor, registered or enrolled nurse, a family violence support service or lawyer
- a signed statutory declaration.
Flexible Working arrangements
Requests for flexibility in working arrangements can be made by employees that are experiencing family violence.
Flexibility in working arrangements may include modification of start/finish times, flexible or compressed hours, relocation, or other options or safety arrangements as identified.
Refer to Leave Guidelines Source page at the bottom on this page for more information.
Privacy
Anyone disclosing matters related to family violence is assured that confidentiality will be maintained to the extent permitted by law. All matters will be treated with the utmost sensitivity.
Any documentation relating to family violence matters will be securely held in confidential files accessible by a limited number of people in Organisational Development.
Protections from discrimination at work
Accessing counselling services, leave or other support mechanisms related to family violence will not hurt your employment.
It’s unlawful and Council will not tolerate adverse action being taken against an employee because they are (or have been) experiencing family and domestic violence.
If you think you are being treated unfairly in the workplace, please contact a member of the Organisational Development Team for assistance.
