Nab adopted a company agreement in 2014 providing for a system of paid leave in cases of domestic violence and access to advice under the domestic leave policy for employees. The agreement does not specify the maximum duration of domestic violence leave, which is determined by the person`s situation through consultation (Nab Enterprise Agreement, 2014, clause 50.4). The implementation of this policy is the first of its kind for a major Australian bank and, through this initiative, NAB hopes to encourage employees who are victims of domestic violence to come forward and ask for help. NAB has found a strong business case to enable victims to take the time they need to recover, given the negative impact that domestic violence can have on employees` ability to participate and work at work (UN Women Australia, 2017). In 2011, Toronto`s Sinai Health System adopted a policy to raise awareness and increase capacity to provide a safe work environment for workers who are victims of domestic violence. It includes a number of measures to ensure the privacy and confidentiality of victims of domestic violence, to respond in a non-discriminatory manner, and to encourage employees who suspect or witness domestic violence to come forward. Instructions are also given on how to intervene with employees who commit domestic violence, in terms of disciplinary action and referrals to community programs for abusers. Procedures are in place to help the organization respond to and support victims, and key employees and managers are trained to identify and respond to domestic violence in the workplace. Canadian Policy on Domestic Violence in the Workplace – Sinai Health System Policy[3] The Istanbul Convention is the first legally binding instrument that « establishes a comprehensive legal framework and approach to address violence against women » and focuses on the prevention of domestic violence, the protection of victims and the prosecution of accused offenders.
[28] 2. Ensure that women occupy high-level negotiating positions, as this has proven crucial in putting issues such as gender-based violence and harassment on the negotiating agenda, especially in male-dominated sectors. The Endesa Group`s diversity policy, including domestic violence in Spain (UN Women and the UN Global Compact, 2015, p. 32) On 27 July 2018, the Constitutional Court promulgated Resolution No. 13 on Constitutional Case No. 13. 3/2018, which states that « the Council of Europe Convention on preventing and combating violence against women and domestic violence is not in conformity with the Constitution of the Republic of Bulgaria ». In its decision, the Court found a link between previous Council of Europe documents against domestic violence and the extension of transgender rights. According to the Constitutional Court, the Convention offers a binary interpretation of gender as a biological and social category that contradicts the Bulgarian Constitution, in which people are irrevocably defined as biologically male or female, with equal status as citizens. The Convention therefore creates a formal basis for promoting non-biological definitions of sex that are considered unconstitutional. [18] In a November 2018 press release, the Council of Europe stated: « Despite its clearly stated objectives, several religious and ultra-conservative groups have spread false narratives about the Istanbul Convention. » The press release states that the convention is not intended to impose a particular way of life or interfere with the personal organization of privacy; rather, it is about preventing violence against women and domestic violence. The press release states: « The convention is certainly not intended to end gender differences between women and men.
Nowhere does the Convention imply that women and men are or should be `equal` and that « the Convention does not seek to regulate family life and/or family structures: it does not contain a definition of `family` and does not promote any particular type of family environment ». [33] National reports, studies and surveys have shown the extent of the problem in Europe. [Citation needed] In particular, the campaign showed large differences in national responses to violence against women and domestic violence in Europe. This has highlighted the need for harmonised legal standards to ensure that victims enjoy the same level of protection across Europe. Justice ministers from Council of Europe member states have started discussing the need to strengthen protection against domestic violence, in particular against violence in partnership. Several members of the network have already done pioneering work. The Kerring Foundation has so far trained 1,200 women workers in France, Italy, the United Kingdom and the United States, and has partnered with women`s organizations in France, Italy, the United Kingdom, China, Lebanon and the United States to support women workers who are victims of domestic violence. Women workers are sometimes victims of domestic violence in the workplace, such as when an abusive partner follows them to work or when that partner shares the same workplace. This has a direct impact on the physical and psychological well-being of the victim, as well as that of other workers and employers around them. In addition, domestic violence committed at home can have a negative impact on the victim`s working life and working environment, affecting productivity, attendance at work and the victim`s ability to access or stay at work.
Hc Energi?a Group Agreement and Equality Plan in Spain (UN Women and the UNITED Nations Global Compact, 2015, p.38)[4] [1] In Spain, this is under the 2004 Law on the Protection of Women Victims of Domestic Violence, which includes a wide range of specific measures in the workplace, including paid leave and flexible working hours. . . .