Family and Domestic Violence Leave

57.4 Family and Domestic Violence Leave 

57.5 In accordance with the Domestic and Family Violence Protection Act 2012 (Qld), domestic violence is the behaviour by a person (the first person) towards another person (the second person), with whom the first person is in a relevant relationship that: is physically or sexually abusive, is emotionally or psychologically abusive; is economically abusive; is threatening; is coercive; or in any other way controls or dominates the second person and causes the second person to fear for the second person’s safety or wellbeing or that of someone else. 

In accordance with the Fair Work Act, all employees may access family and domestic violence leave. 

All employees (including Casual Employees) affected by domestic violence (or family or domestic violence under the Fair Work Act) are entitled to up to fifteen (15) days of paid family and domestic violence leave if: 

a. the employee is experiencing Family and Domestic Violence; . 

b. the employee needs to do something to deal with the impact of Family and Domestic Violence; and 

c. it is impractical for the employee to do that thing outside the employee's hours of work. 

57.6 This leave is available in full at the start of each 12-month period of each employee's employment, but does not accumulate from year to year. 

57.7 Any additional special paid or unpaid leave that is sought to deal with the impact of Family and Domestic Violence may be considered for approvaled under clause 57.3X (Special Paid or Unpaid Leave) at the discretion of the University. 

57.8 The employee shall must provide the University with notice as soon as reasonably practicable of their request to take leave under this clause. 

57.9 The University may require evidence that the leave is for the purpose set out in clause

57.457.5(a). Such evidence may include: 

(i) evidence from the police; 

(ii) evidence of a legal proceeding or a court report; 

(iii) evidence from a doctor or other health practitioner; 

(iv) a report from a counsellor; 

(v) evidence from a domestic and family violence service; and/or 

(vi) written advice or a statutory declaration from the employee. 

57.10 The University must take all reasonable measures to ensure that any personal information provided by the employee relating to the employee’s experience of Family and domestic Domestic violence Violence (or family and domestic violence under the Fair Work Act) is kept confidential, subject to any obligations of disclosure under law. Family and domestic violence leave will be recorded by the University as special leave in order to maintain confidentiality.