AVOs at Work: How to Protect Your Business and Employees

In the intricate world of HR and workplace relations, managing Apprehended Violence Orders (AVOs) in the workplace requires a delicate balance of compliance, safety, and legal obligations. This blog post will help business owners navigate the complex landscape of handling AVOs at work, offering practical strategies to protect both your business and employees while adhering to the legal framework. Understanding AVOs, ensuring compliance, and finding suitable workplace adjustments are key to resolving these sensitive matters.

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Understanding AVOs in the Workplace

When an employee discloses that an AVO has been placed against a colleague, it’s crucial to first obtain a copy of the order to understand its terms. Consider whether the AVO was made with consent but without admissions to gauge the situation fully. Determine if the order is temporary or permanent, and identify what types of contact it prohibits—face-to-face, all communication, or specific means of communication. Additionally, explore the reasons behind the AVO to ensure a comprehensive understanding of the situation. Handle this matter sensitively, especially if the order was made without consent.

Navigating AVO Compliance and Employee Arrangements

With the AVO terms in hand, the next challenge is ensuring both the AVO and workplace laws are respected:

1. Workplace Accommodations

Adjust your workplace arrangements to help both parties comply with the AVO. Consider different worksites, staggered work-from-home schedules, or separate office areas to minimize contact.

2. Consequences of Breach

Clearly communicate to the restrained employee that violating the AVO may lead to termination due to the impact on workplace health and safety. Make sure they understand the seriousness of adhering to the accommodations.

3. Seek Amendments

If the current AVO terms are impractical within the workplace context, seek legal advice on applying for amendments to better suit your workplace.

4. Leave and Termination Options

If accommodating the AVO isn’t feasible with the current setup, consider options like leave or, as a last resort, termination if the employee’s conduct impacts others.

Business Outcomes & Key Insights

Handling AVOs at work can be challenging, but a well-prepared strategy ensures both compliance and safety. Here are key insights for business owners:

  1. Maintain Privacy: Handle all discussions and information regarding the AVO with utmost confidentiality.
  2. Implement Workplace Adjustments: Be flexible and creative in adjusting working arrangements to comply with the AVO while minimizing productivity disruption.
  3. Communication: Maintain transparent communication with all parties to prevent escalation.

Navigating the challenges of AVOs in the workplace requires sensitivity and creativity. If your business needs help managing AVOs or any other HR issues, don’t hesitate to reach out to On Demand HR for assistance.

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