3.15.220 Domestic violence leave.
Employees who are victims of domestic violence, sexual assault, or stalking may take reasonable unpaid leave, intermittent leave, or leave on a reduced schedule to take care of legal or law enforcement needs or to get medical treatment, social services assistance, or mental health counseling, or to participate in safety/relocation planning. Employees who are qualifying family members of a domestic violence victim are also eligible for leave under this policy. For purposes of this policy, the term “qualifying family member” means child, spouse, parent, parent-in-law, grandparent, or person the employee is dating. Employees may elect to use accrued paid leave (PTO and/or sick leave) for this leave.
Employees wishing to take leave under this policy must give as much advance notice of the need for the leave as possible. If advance notice is not possible due to an emergency situation, the employee must provide notice of the need for the leave no later than the end of the first day of such leave. Leave requests must be supported with one or more of the following:
(1) A police report indicating that the employee or the employee’s qualifying family member was a victim;
(2) A court order providing protection to the victim;
(3) Documentation from a healthcare provider, advocate, clergy, or attorney; or
(4) The employee’s written statement that the employee or employee’s qualifying family member is a victim and needs assistance.
Upon return from this leave, employees will be reinstated to their same position or another position with substantially equivalent benefits and terms and conditions of employment. [Res. 767 § 3.8, 2018.]