Family violence  and the workplace:  Recent developments  in Australian law

Roff, Emma

doi:10.1177/1037969x19887558

Cited by 2 publications

(2 citation statements)

References 3 publications

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“…Furthermore, data for both studies were collected when two legislative reforms providing stronger employment protections for IPV victims were under national consideration. The two reforms include the Australian Capital Territory becoming the first state to consider those subjected to domestic violence a protected class in April 2017 and IPV victims' entitlement to five days of unpaid domestic violence leave per year for all employees was passed nationally in August 2018 (see Roff, 2020 for details of these legislations). Moreover, in 2018 Australian courts seemed to begin moving closer to holding employers liable for acts of domestic violence at work (Guthrie & Babic, 2021).…”

Section: Discussionmentioning

confidence: 99%

The adoption of human resource practices to support employees affected by intimate partner violence: Women representation in leadership matters

Chan‐Serafin

Sanders

Wang

et al. 2022

Human Resource Management

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Intimate partner violence (IPV) is a global public health issue that negatively impacts organizations and their employees. Research suggests that organizations can play a supportive role to lessen this negative impact. However, it has been relatively silent on the conditions under which organizations choose to play such a role. Integrating social role and critical mass perspectives, we examine the extent to which organizations adopt human resource (HR) practices to support employees affected by IPV. Specifically, we argue that organizations are more likely to adopt IPV‐related HR practices when they are led by female Chief Executive Officers (CEOs) and Top Management Teams (TMTs) with more female members. Furthermore, we argue that when women's representation reaches a critical mass plateau, appointing more women in TMTs has no incremental impact, and this non‐linear relationship moderates the CEO gender effect. Overall, we found support for our hypotheses based on a survey study of HR professionals from 414 Australian organizations (Study 1) and an archival study using 2 years of the Workplace Gender Equality Agency data from 4186 Australian organizations (Study 2). Theoretical and practical implications on the influence of gender configurations in leadership positions on the adoption of diversity, equity, and inclusion‐related HR practices are discussed.

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Section: Discussionmentioning

confidence: 99%

The adoption of human resource practices to support employees affected by intimate partner violence: Women representation in leadership matters

Chan‐Serafin

Sanders

Wang

et al. 2022

Human Resource Management

View full text Add to dashboard Cite

show abstract

“…A FWC decision of 3 July 2017 concluded that provisions should be made for FDVL but it was not satisfied 'at this time' that it was necessary to provide 10 days paid leave to all employees covered by Modern Awards ((2017) (FWCFB 3494;Roff, 2020). The FWC did consider that all employees should have access to unpaid FDVL and should also have access to personal or carers leave to achieve that purpose.…”

Section: Industrial Relations and Legislative Progress In Family And Domestic Violence Leavementioning

confidence: 99%

Employers’ potential liability for family and domestic violence: An Australian overview

Guthrie

Babic

2021

The Economic and Labour Relations Review

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This article considers a range of legal issues that arise when family and domestic violence impacts upon the workplace. It examines the available data on the costs of family and domestic violence to employers and the community. It discusses the potential for employers to be affected by Australian State and Territory criminal and related laws that are intended to protect a person from family and domestic violence. Recent cases of discrimination arising from family and domestic violence are considered with some speculations as to other possible forms of liability for employers concerning work health and safety and workers compensation laws. The Australian Fair Work Commission’s determination of unpaid family domestic violence leave is also examined, as is the adoption of paid leave by some State and Territory governments and larger Australian employers. The article concludes with some reflections and speculations on how current laws may affect employers and what actions can be taken by employers to adopt supportive measures to protect employees. JEL Codes: K32, J28, L53

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Family violence and the workplace: Recent developments in Australian law

Cited by 2 publications

References 3 publications

The adoption of human resource practices to support employees affected by intimate partner violence: Women representation in leadership matters

The adoption of human resource practices to support employees affected by intimate partner violence: Women representation in leadership matters

Employers’ potential liability for family and domestic violence: An Australian overview

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