You can access the updated policy .

The new policy reflects an evolving understanding of the impact of Domestic and Family Violence (DFV) and a need for strong workplace support systems in several ways:

• Greater detail in the definition – recognising a wider range of behaviours as abusive (emotional, financial and digital rather than just physical), as well as details on the impact of DFV on a diverse range of experiences, such as LGBTQIA+ people, people with a disability and those from culturally and linguistically diverse backgrounds
• Expanded workplace support – increase in leave provisions (reflecting leave enhancements that were increased in 2022 with Determination No 5 of 2022 Support for Employees Experiencing Domestic and Family Violence), more detailed guidelines for workplace safety and WHS obligations around safety in the workplace.
• Broader focus on creating a trauma informed workplace culture
• More information on the need for training for managers and staff to identify signs of DFV
• Stronger emphasis on employee privacy and confidentiality and recording of data
• Provisions for employees supporting a family member experiencing DFV
• Guidelines on how to respond to an employee showing signs of experiencing DFV.

The É«ÀÇÉçÇødoes have concerns about the introduction of a new requirement around evidence that has been added to the policy after consultation that is not in the 2022 determination and have raised our concerns with Public Sector Industrial Relations (PSIR). The new policy states evidence is required when an employee accesses more than five consecutive days of DFV leave and more than 10 days in a calendar year. However, the determination which contains the leave entitlement states an approving manager should use discretion when asking for evidence and should only require evidence in exceptional circumstances.

The policy does however state that it is an employee’s choice whether, when and to whom they disclose information about experiencing domestic violence. It further states “An employee may not feel safe or comfortable disclosing their experience of domestic and family violence to their direct manager and may seek the assistance of an alternative manager, their union representative, their HR or People and Culture teams to apply for the leave. Any information shared with the employer is required to be treated with confidentiality and sensitivity, and cannot be shared in the workplace, on payslips or rosters.

Members who have issues with accessing DFV leave or other support in their workplace in relation to experiencing DFV, should contact their union on 1800 772 679 or by email to membersupport@psa.asn.au

Support Policy is welcome, but greater funding certainty needed

Whilst both State and Federal Governments have announced funding aimed at preventing violence before it starts and supporting victim survivors, it is vital that this funding is used effectively to assist victim survivors.  Frontline services, such as the government-led Mount Druitt Family Violence Service, need to be expanded and supported.

In October, the NSW Government had announced its intention to transition the Mount Druitt Family Violence Service from a government-led model to delivery by non-government organisations effective 1 July 2026. Whilst É«ÀÇÉçÇøCPSU NSW General Secretary Stewart Little took immediate action on behalf of members and delegates, and the decision was reversed, it is vital that this government-led model is not only protected, but expanded by rolling out similar Family Violence Services across the state.

If you or someone you know need any support or further information about domestic and family violence, remember you can access this through our website.

The post Domestic and Family Violence Workplace Support Policy appeared first on É«ÀÇÉçÇøCPSU NSW.

You can access the updated policy .

The new policy reflects an evolving understanding of the impact of Domestic and Family Violence (DFV) and a need for strong workplace support systems in several ways:

• Greater detail in the definition – recognising a wider range of behaviours as abusive (emotional, financial and digital rather than just physical), as well as details on the impact of DFV on a diverse range of experiences, such as LGBTQIA+ people, people with a disability and those from culturally and linguistically diverse backgrounds
• Expanded workplace support – increase in leave provisions (reflecting leave enhancements that were increased in 2022 with Determination No 5 of 2022 Support for Employees Experiencing Domestic and Family Violence), more detailed guidelines for workplace safety and WHS obligations around safety in the workplace.
• Broader focus on creating a trauma informed workplace culture
• More information on the need for training for managers and staff to identify signs of DFV
• Stronger emphasis on employee privacy and confidentiality and recording of data
• Provisions for employees supporting a family member experiencing DFV
• Guidelines on how to respond to an employee showing signs of experiencing DFV.

The É«ÀÇÉçÇødoes have concerns about the introduction of a new requirement around evidence that has been added to the policy after consultation that is not in the 2022 determination and have raised our concerns with Public Sector Industrial Relations (PSIR). The new policy states evidence is required when an employee accesses more than five consecutive days of DFV leave and more than 10 days in a calendar year. However, the determination which contains the leave entitlement states an approving manager should use discretion when asking for evidence and should only require evidence in exceptional circumstances.

The policy does however state that it is an employee’s choice whether, when and to whom they disclose information about experiencing domestic violence. It further states “An employee may not feel safe or comfortable disclosing their experience of domestic and family violence to their direct manager and may seek the assistance of an alternative manager, their union representative, their HR or People and Culture teams to apply for the leave. Any information shared with the employer is required to be treated with confidentiality and sensitivity, and cannot be shared in the workplace, on payslips or rosters.

Members who have issues with accessing DFV leave or other support in their workplace in relation to experiencing DFV, should contact their union on 1800 772 679 or by email to membersupport@psa.asn.au

Support Policy is welcome, but greater funding certainty needed

Whilst both State and Federal Governments have announced funding aimed at preventing violence before it starts and supporting victim survivors, it is vital that this funding is used effectively to assist victim survivors.  Frontline services, such as the government-led Mount Druitt Family Violence Service, need to be expanded and supported.

In October, the NSW Government had announced its intention to transition the Mount Druitt Family Violence Service from a government-led model to delivery by non-government organisations effective 1 July 2026. Whilst É«ÀÇÉçÇøCPSU NSW General Secretary Stewart Little took immediate action on behalf of members and delegates, and the decision was reversed, it is vital that this government-led model is not only protected, but expanded by rolling out similar Family Violence Services across the state.

If you or someone you know need any support or further information about domestic and family violence, remember you can access this through our website.

The post Domestic and Family Violence Workplace Support Policy appeared first on É«ÀÇÉçÇøCPSU NSW.

If you are a public servant worker and identify as Aboriginal or Torres Strait Islander, you are entitled to a day off to participate in NAIDOC celebrations. The Crown Employees (Public Service Conditions of Employment) Reviewed Award 2009 provides for the following leave arrangements:

Special Leave

84.9 A staff member who identifies as an Indigenous Australian shall be granted up to one day special leave per year to enable the staff member to participate in the National Aborigines and Islander Day of Commemoration Celebrations. Leave can be taken at any time during NAIDOC week, or in the weeks leading up to and after NAIDOC week as negotiated between the supervisor and staff member.

If you are having difficulty accessing leave, or would like advice on any other workplace issue, please remember, the É«ÀÇÉçÇøCPSU NSW is YOUR UNION and we are here to help. Contact your local delegate or the Member Support Centre, for assistance – 1800 772 679 or via email membersupport@psa.asn.au

The post NAIDOC Week 2024: Keep the Fire Burning! Blak, Loud and Proud – Sunday 7 – Sunday 14 July 2024 appeared first on É«ÀÇÉçÇøCPSU NSW.

The É«ÀÇÉçÇøwill continue to advocate for improvements in the Governments response to Domestic and Family Violence, within workplaces and also by lobbying them directly.

Last night we attended the Unions NSW Trades and Labor Council Meeting on the issue of Unions Taking Action on Men’s Violence against Women, which was arranged by Unions NSW to coordinate a response from unions to the crisis.

It was acknowledged that unions have a long history in fighting for gender equality and have campaigned tirelessly to improve support for all victims of violence. The É«ÀÇÉçÇøhas been at the forefront of these campaigns, with historic gains for women members such as the Librarians Pay Equity Case in 2002 and the Schools Pay Equity Case in 2019.

At the meeting the É«ÀÇÉçÇømoved a motion that Unions Taking Action on Men’s Violence Against Women be a standing item on the Unions NSW Executive agenda. The É«ÀÇÉçÇøwill also participate in the Unions NSW working group to develop a strategy in support of our campaign and members will be kept updated.

The post Domestic and Family Violence Leave Survey Results appeared first on É«ÀÇÉçÇøCPSU NSW.

Many of our members, working in a wide range of different NSW public sector agencies, are directly involved in the provision of services for the community who need support due to domestic and family violence, and deal with the impacts of this violence in their working lives on a daily basis.

As part of the advocacy your union does in lobbying the Government for desperately needed resources in this space, we would like to get an understanding of what our members know about the different entitlements, services and support available for those experiencing Domestic and Family Violence.

You can assist us with this by completing the survey

If you require support in relation to domestic and family violence, please visit our Family and Domestic Violence Support pages to access information and/or request for assistance.

The post Domestic and Family Violence – would you know where to get help? appeared first on É«ÀÇÉçÇøCPSU NSW.

Your union has long been at the forefront of fighting for stronger support mechanisms for workers to escape volatile family and dangerous domestic situations.

The É«ÀÇÉçÇøand its sister federal union the Community and Public Sector Union (State Public Sector Federation Group) were the first union to secure, in a collective agreement, the right for paid Domestic Violence Leave at the University of NSW in 2011.

This entitlement has since been increased in several institutions and public sector agencies and was eventually implemented in the Crown Employees Conditions Award as five days Family and Domestic Violence (FDV) leave.

In 2018 the union made representations to the Government which had this extended to 10 days paid leave through the Premier’s Public Service Determination 2018-03 Support for Employees Experiencing FDV.

This year, Federal Parliament passed a bill that enshrined 10 days paid FDV Leave as a workplace right for every worker in Australia in the National Employment Standards. This would not have come about without the previous decade of campaigning by the union movement and activists.

Further advocacy from your union led to the announcement in September this year that the NSW Government has extended family and domestic violence leave provisions to 20 days paid leave per calendar year from 1 January 2023, including casual workers.

There is still much work to be done to make women safer from violence, and the union has made recommendations to the government for better support services, better funding for short-term accommodation and five days supporter leave for people supporting a family or friend through domestic and family violence. We also continue to advocate for better ways to support those accessing the leave such as protection of personal information and requirements to provide evidence.

If you or someone you know, you can access a wide range of information and links to services that can provide you support on the É«ÀÇÉçÇøwebsite: Domestic Violence – Public Service Association.

The post International day for the Elimination of Violence against Women 2022 appeared first on É«ÀÇÉçÇøCPSU NSW.

PSA’s Women’s Council has been discussing and working on how to support members experiencing domestic violence (DV) since its election in late 2019. This is particularly important now, as DV helplines including those staffed by É«ÀÇÉçÇømembers have experienced a rapid increase in calls as a result of the Covid-19 pandemic.

Our Union continues to put programs in place for members and will continue to update as more come online. If you need support or help, É«ÀÇÉçÇøhas provided a landing place for you to find services and answers.

IF YOU ARE CONCERNED SOMEONE MAY BE MONITORING YOUR INTERNET USE, start HERE  and follow our ‘how to browse anonymously’ guide.

You can see a list of services available HERE. As well as helplines and services you can access, you can also see if your employer provides domestic violence leave.

É«ÀÇÉçÇøstrongly encourages any member who is experiencing domestic or family violence to access the professional services we’ve collected together for you. We can help you access your leave (if you have an entitlement) if it is denied by your employer- you can contact your MSC HERE. There may be other É«ÀÇÉçÇøservices available to you, so please discuss them with your delegate, Women’s Councillor, organiser, or your MSC 1800 772 679.

The post É«ÀÇÉçÇøsupporting members during Covid and beyond appeared first on É«ÀÇÉçÇøCPSU NSW.

The NSW Domestic Violence Line provides trained counselling and referrals to women experiencing domestic and family violence.

Visit

The post Domestic Violence Line appeared first on É«ÀÇÉçÇøCPSU NSW.

Visit https://www.servicesaustralia.gov.au/individuals/services/centrelink/rent-assistance

The post Commonwealth Rental Assistance appeared first on É«ÀÇÉçÇøCPSU NSW.

Visit

The post WAGEC appeared first on É«ÀÇÉçÇøCPSU NSW.