Cessnock City Council has endorsed the adoption of a family and domestic violence protocol, which will allow affected employees to take up to 10 days of paid leave per year for legal proceedings and appointments, relocation or making other safety arrangements, and other associated activities.

Cessnock is believed to be one of the first Hunter councils to adopt a specific protocol to support staff who are experiencing family and domestic violence.

Singleton Council adopted a similar policy in May this year.

Maitland mayor Loretta Baker said family and domestic violence leave is available to staff under a wider council policy and the general manager has the authority to grant such leave to staff who request it.

The Hunter Valley (excluding Newcastle) ranked third in the state for the number of domestic violence-related assaults in the 12 months up to March 2018, with 1369 incidents recorded.

This included 343 incidents in the Cessnock local government area alone, putting the city in the top 20 LGAs for domestic violence, with an incident rate of 1.7 times the state average.

Statistics like these formed part of the reason Cessnock City Council put this policy change forward, with the aim to set a standard and help shift the culture of violence across the region.

READ MORE: 11 Hunter females report assaults every day

As a White Ribbon ambassador, Cessnock mayor Bob Pynsent said the local statistics are harrowing, and he is proud to see council setting an example in the community.

“The current numbers for domestic violence cases are simply unacceptable and as a White Ribbon ambassador, I was proud to be part of this unanimous council decision,” he said.

Along with the 10 days’ paid leave, council staff who are affected by family and domestic violence may also be provided with a range of support options, including flexible work arrangements and referral to external support providers.

The protocol will also include domestic violence awareness training to a number of employees to assist them understanding how to provide appropriate support to those affected within the workplace.

Cessnock City Council’s acting human resources manager Sonia Huthnance welcomed the new protocol, saying council recognises that family and domestic violence is a complex social issue.

“The protocol focuses on providing a supportive environment for council employees where they can feel safe and confident in seeking assistance for family and domestic violence,” she said.

The protocol was endorsed at council’s July 18 meeting.

Councillor Melanie Dagg said it showed “real leadership” by council.

“In an LGA where the rate of domestic violence is one of the highest in the state, it can’t come soon enough,” Cr Dagg said.

“Now, critics could argue this is an expensive example of virtue signaling, that domestic violence is a private matter, that this is none of our business.

“But it’s that mentality which has allowed communities to turn a blind eye and let this filthy abuse continue. 

”I hope with all my heart this is a policy that will never need to be used, but the reality is that based on the statistics, there are staff, and potentially people in this very room, possibly the person sitting beside you, who has been exposed to domestic violence.”

Cessnock Council’s endorsement of the new protocol followed its resolution to support the United Services Union’s ‘We Won’t Wait: Paid Domestic Violence Leave Policy’ campaign at its June 6 meeting.

The USU campaign called for an additional 10 days paid leave per year for employees, including casual employees, experiencing family and domestic violence, and came after the Fair Work Commission’s in March this year to introduce five days’ unpaid family and domestic violence leave per year to employees on modern awards.