Domestic Violence Leave: Addressing Violence Against Women
One of Australia‘s largest private sector employers is the latest company to offer employees domestic violence leave. Telstra is offering workers affected by family violence up to ten days‘ leave per year. In September 2012, Telstra joined a pilot of White Ribbon's Workplace Accreditation Program, which aimed to help workplaces prevent and respond to violence against women, be it at home, in the workplace, or sexual harassment. The program has now been fully launched, and is accessible to organisations of all sizes. ―Organisations who are accredited and aligning with White Ribbon are really walking the walk,‖ said Jessica Luter, national executive at White Ribbon Australia. ―They are saying to their staff that they will support them and will not allow the violence to continue.‖
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School Surveillance on the Rise
Invasive school surveillance practices are the norm in the United Kingdom and the United States, and according to Australian criminologist, Andrew Hope, such practices are becoming increasingly popular in Australian schools. ―An estimated 1.28 million students are fingerprinted in the United Kingdom, largely for daily registration purposes; there is an excess of 106,000 closed-circuit television (CCTV) cameras installed in English, Welsh and Scottish secondary schools; while students in a U.S. high school use pedometers to ensure that they meet their gym class‘s physical activity requirement,‖ said Hope. Hope says that while the school surveillance revolution is fundamentally fuelled by concerns about the safety and wellbeing of staff and students, these initiatives threaten the inherent nature of schooling.
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New Bullying Cases Show Where FWC Draws the Line Three recent decisions from the FWC clarify some limits of its jurisdiction to issue stop-bullying orders. In the first case, the FWC found that an employee who lodged a stop-bullying application against five co-workers after she was placed on a performance improvement plan was not bullied. In the second case, the FWC held that starting a disciplinary process against an employee over performance concerns is not "reasonable management action‖. In the third case, sacked workers' stop-bullying claims are likely to fail due to the threshold requirement for the bullying risk to be ongoing, but it could be appropriate to hold them "in abeyance" when a worker is actively contesting their dismissal.
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