The purpose of this policy is to:
1.
Develop a supportive workplace in which victims of domestic violence can come forward for help and support; and
2.
To guide the response of NAB and people leaders to employees whose work life is affected by domestic violence.
This policy applies to all employees and contractors of NAB who are experiencing or who have experienced domestic violence. The term “employee” in this policy is a reference to employees and contractors, unless the context requires otherwise.
For the purpose of this policy, domestic violence is defined as any violence between family members including current or former partners in an intimate relationship, whenever and wherever the violence occurs. It may include physical, sexual, emotional or financial abuse.
Anyone who is experiencing domestic violence can raise the issue with their people leader or
Workplace Relations in the knowledge that the matter will be treated sympathetically and confidentially. Workplace Relations can be contacted via the People Advisory Centre (PAC) on 1300
662 091 or the Senior Leader Advice Hub on 1300 308 721.
NAB and people leaders are required to:
 Provide a sensitive and non-judgemental approach;
 Discuss measures to prioritise safety in the workplace and make all reasonable efforts to provide a safe work environment for the employee;

Provide employees with access to Employee Assistance Program (EAP) to provide support in relation to the issues;

Contact Workplace Relations (via PAC or the Senior Leader Advice Hub) for advice and assistance; and

Where practicable, work with the employee to grant reasonable leave and adjust work schedules or location if required.

When assisting an employee who is the victim of domestic violence, the people leader must con tact
Workplace Relations and shou ld consider what changes, if any, could be made in their workplace to make them less vulnerable to any domestic violence. They should also consult with Security
Services where appropriate.
If it is determined th at other employees or customers of NAB may be at risk of physical harm, the people leader must discuss this with Workplace Relations and take reasonable measures to ensure their safet y.
NAB will provide leave to employees who are victims of domestic violence and need time off work for medical and legal assistance, court appearances, counselling, relocation, or to make oth er sa fety arrangements. The amount of leave provided will be determined by the individual’s situation through consultation between the employee, the people leader and Workplace Relations.
An employee may be required to produce evidence to support the need for leave such as a medical certificate, a document issued by the police service or a court, or a statutory declaration.
Information concerning matters of domestic violence will be treated confidentially by the people leader and Workplace Relations a nd will only be divulged if required by law or to maintain the safety of the employee or any other employee or customer of NAB.
NAB will not discriminate against anyone who has been subjected to domestic violence, in terms of their existin g employment or career development.
T his policy will be reviewed annually.
NAB Domestic Violence Support Policy 2