Policy and Procedure
SUBHEADING 2011
Information Session
What will be covered in this session
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Family Domestic Violence Support
Parental Leave Entitlements
Keeping in Touch
Return to Work
Toolkits
Family Domestic Violence Support
Council recognises that employees sometimes face situations of
violence or abuse in their personal life that may affect their
attendance or performance at work.
Council is committed to ensuring that an employee who is
currently experiencing domestic and/or family violence or is
providing care or support to a member of their immediate family or
household, is not treated adversely or unfairly in their employment
and have access to timely and appropriate support that is
responsive to their individual circumstances.
This procedure has been developed in response to Council’s
commitment in the EBA to support employees.
Family Domestic Violence Support
Council will consider any reasonable request from an employee
experiencing family violence for:
• Changes to their span of hours or pattern of hours and/or shift
patterns; and/or
• A change to their telephone number or email address to avoid
harassing contact.
The employee may be asked to provide suitable evidence to
support their request.
The matter will be kept confidential and any documentation
relating to the matter will be accessible only by Employee
Relations.
Parental Leave
A new procedure was developed to provide a consolidated view to
employees on parental leave entitlements.
Employees are entitled to a combined total of 52 weeks parental leave in
relation to the birth or adoption of their child.
Maternity Leave
14 weeks paid parental leave.
Partner Leave
Four (4) weeks paid partner leave.
Notification – requests at least ten (10) in advance to Employee
Relations.
Parental Leave
Special Maternity Leave
A female employee is able to take Special Maternity Leave if she has a
pregnancy-related illness.
The employee may take any paid
personal/carer’s leave entitlements before taking unpaid special
maternity leave.
Federally Funded Paid Parental Leave Scheme
• Child’s primary carer may receive up to 18 weeks of Parental Leave
Pay; and
• Fathers or partners may receive up to 2 weeks Dad and Partner Pay.
Both payments are taxable and paid at the rate of the National Minimum
Wage.
Contact Centrelink to ascertain eligibility.
Parental Leave
Keeping In Touch
The purpose of Keeping in Touch is to allow an employee to
remain connected to their workplace and help them transition
back into work, without losing their entitlement to Parental Leave
Pay.
An employee can access up to ten (10) days after the first six
weeks following the birth or adoption until the end of their Parental
Leave Pay period.
If the employee participates in an activity for one hour or more on
a day, that will count as one day towards the ten (10) day limit.
Parental Leave
Returning to Work Following Parental Leave
Required to notify Council of intention to return to work at least
four (4) weeks prior to the expiration of leave.
An employee may request flexible working arrangements. This
may require some negotiation to reach a workable solution to both
parties.
Toolkits
Two new toolkits have been developed to assist:
• New Parents
• Managers/Team Leaders
Summary of Session
• Support will be provided to those employees experiencing
Family Domestic Violence or supporting someone that is;
• Speak to your Manager/Team Leader about such support;
• Maternity Leave – 14 weeks;
• Partner Leave – 4 weeks;
• Federally Funded Schemes – contact Centrelink;
• Keeping in Touch – up to ten (10) days available; and
• New Toolkits provide information to Management and Parents.
A copy of all of the policies and procedures
discussed today are available from
the Document Section of Barry (Intranet) or
your Direct Supervisor
Policies and Procedures