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Making family violence prevention a part of your next workplace agreement

Making family violence prevention a part of your next workplace agreement. Family Violence: The Stats. Around one in three Australian women experience physical violence and almost one in five women experience sexual violence over their lifetime (VicHealth 2004)

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Making family violence prevention a part of your next workplace agreement

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  1. Making family violence prevention a part of your next workplace agreement

  2. Family Violence: The Stats • Around one in three Australian women experience physical violence and almost one in five women experience sexual violence over their lifetime (VicHealth 2004) • Violence against women is prevalent; is the most significant risk factor for the health of women aged 15–45 years (VicHealth 2004) and cost the Australian community $13.8 billion per annum (Access economics 2012).

  3. Family Violence is a Workplace issue • 2/3 of women who report violence by a current partner are in paid employment (ADFVC, 2011) • US research indicates that between 50 & 74% of employed women experiencing FV are harassed by their partners while they are at work, physically or by phone • Effects of family violence can have a negative impact on someone’s work history and yet job security and economic independence can in time enable them to leave a violent relationship

  4. Why a Family Violence clause? • A family violence clause is about bringing about cultural change in a workplace • It is about creating a workplace where someone experiencing violence can disclose without fear of discrimination • It is about workers and employers taking ownership of the workplace culture relating to family violence prevention • And it is about practicing what we preach as family violence workers or ‘getting our own house in order’.

  5. What is included in a Family Violence Clause • Up to an additional 20 days of paid special leave. • Confidentiality of employee details • Workplace safety planning strategies • Referral to appropriate services for support • Training and support for nominated contact staff in a workplace • Employees access flexible work conditions if needed • Employees protected from discrimination on the basis of their disclosure

  6. Process to get a Family Violence clause into a workplace EBA • Log a clause • Send to Fair Work Australia to be approved • Include as a MOU that can sit with the EBA until the next round of bargaining is due • It then needs to be implemented as a policy

  7. Family Violence Policy and Procedures • Create a process to develop a family violence policy which involves key stakeholders in the workplace • Identify key areas of responsibility • Develop a policy addressing family violence • Develop procedures for implementing the clauses/entitlements • Distribute the policy • Provide training • Create awareness through the workplace communication channels • Create accountability measures for perpetrators in the workplace

  8. Thank you. Jan Tracey Health Promotion Officer Gippsland Women’s Health Service Ph: 5143 1600 hppw@gwhealth.asn.au

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