Logie JanJAN LOGIE (Green): Thank you Madam Chair. In this intervention I'd like to briefly introduce my Supplementary Order Paper (SOP) which reflects the submissions that were made to the Justice Committee but because we didn't have a majority on the committee we weren't able to return the bill in a way that reflected that. So my SOP SOP 39 makes the changes that were recommended in committee—or would have been. So in effect in this SOP we are recommending that we change three pieces of legislation: the Employment Relations Act the Holidays Act and the Human Rights Act. What that will do is altogether provide a framework for employers to work out how they support their staff who are currently impacted by domestic violence.I do want to pick up on some of the points raised by the previous speaker Judith Collins: that employers shouldn't have to pay for the violence of perpetrators. The misnomer is that—because that sounds rational and I think we all support that concept—the problem is that they are paying right now because domestic violence doesn't happen just in the home; it happens between people wherever those people are. We have a huge amount of evidence now from years of research that tells us about the impact of that domestic violence in workplaces; where victims are stalked in their workplaces where they are sabotaged from attending work or performing in their jobs by their abusers and where they are also often harassed in the workplace. That is happening right now and we know from the evidence that employers generally—most of them don't know how to deal with it; either they don't recognise that it's happening and understand the impact on their workplace or if they do they're not sure what to do. They want to support their staff members but they're just not quite sure how to do it. So part of what this legislation does is provide them with the framework to walk through supporting that staff member. That in turn increases productivity reduces staff turnover and improves the entire workplace culture. There are significant benefits to those employers as well as to us as a country but most importantly to the victims.I am really really clear that I want every single victim in this country to have access to those protections. I don't want to continue with the status quo where it is a matter of luck whether you have an employer that understands this and offers the victims support. I do want to also challenge the point that this is just overwhelming and too difficult for small businesses. Well actually I've heard from small businesses who often tell me that they have almost a family-like relationship with their staff because it's a small team. So actually for them to be able to support their staff members if they were given a framework is easier than it is for a large company that has to set up quite complicated HR systems to be able to ensure that that understanding filters all the way through their workplace. The cost on businesses and small businesses is actually less.What we know from—and I've certainly spoken to small employers who have given their staff time off when they've needed it and have supported them because they've had that knowledge. Over in Australia where 1.6 million workers are already covered by these types of policies I have not seen a report of one business going out of business because of those policies and actions. Actually it reduces the stress on the employers as well as the victims. But of course the primary—primary—purpose of this is to address the impacts of domestic violence and to provide a pathway to safety for victims because one in three women are affected by this at the moment and that's got to stop and we all have to play a role in doing that.