An employee who has a Defence background brings many valuable assets to a workplace. They are generally very adept at following...
Policies, Procedures & SafeguardsMay 4, 2015
Over the weekend, after a unanimous decision, Mayweather won perhaps the biggest fight of the century. However Mayweather’s back may very well be against the ropes post fight, due to backlash caused by glorifying a man convicted of several counts of domestic violence.
The fight has sparked discussions on domestic violence and its severity on the community.
Domestic violence is a worldwide problem and Australians are encouraging the workplace to become a safe and protective haven for victims of domestic violence. A place to seek support and refuge. Employers can play a vital role in challenging domestic violence abuse suffered by employees. Return to work interviews are a great way to encourage a confidential conversation and domestic violence leave is also available to soften the impacts of domestic violence on the individual.
In an article this week, Moo Baulch the chief executive officer at Domestic Violence NSW Inc, said “domestic violence is widely recognised as a workplace issue”. He expressed that “employers have a unique opportunity to respond compassionately to those impacted by violence and to prevent violence from occurring by taking a strong stance against violence through staff training and best practice policies”.
Ludo McFerran, manager of the national Safe at Home, Safe at Work program, highlighted that although workplaces protect victims there are sometimes “incidences of employees using work resources inappropriately to harass their victims”. For example some employees used their work email accounts and telephones to harass their victims. Without realising, some supervisors are allowing employees to leave work to harass a partner or ex-partner.
Employers need to be weary of both sides of the spectrum. Standards and safeguards whilst at work need to be clear so that employees behave appropriately. Employers need to provide a supportive environment but also be able to gauge the intensity of the problem and whether or not the staff member is abusing work resources or domestic violence leave.
If you have any questions relating to domestic violence leave, return to work interviews or would like to implement safeguards and other policies into your employment contracts, call Employsure today on 1300 651 415 or fill in the form below.
Source: Sydney Morning Herald.