Leave for Victims of Domestic Violence Abuse and Sexual Assault
Employees who are victims of domestic abuse (including physical violence and/or sexual assault), may take leave from work to:
* Obtain protection for the employee or his/her child(ren), such as restraining orders or injunctions,
* Seek medical attention for injuries caused by the abuse,
* Seek help from domestic violence shelters or programs, or
* Make court appearances in connection with the abuse.
Such leave should be scheduled in advance with the President or his designee whenever possible. The employee must provide documentation to certify the nature of the leave. If the leave is scheduled in advance, the employee must submit the documentation within 48 hours after returning from the scheduled leave. If the leave is unscheduled, the employee must submit the documentation within 48 hours after the start of the unscheduled leave. Such documentation should be given to the President or his designee and may consist of one or more of the following:
* A police report indicating that the employee was a victim of domestic abuse,
* A court order protecting the employee from the perpetrator of the abuse, or other evidence that the employee has appeared in court in relation to domestic abuse, or
* Documentation from a health care provider, an advocate for victims of domestic violence or sexual assault, or a counselor that the employee was undergoing treatment for physical or mental injuries caused by an act of domestic abuse.
Employees requiring this type of leave may use any accrued PTO. The employee may then take unpaid time off. The total number of days available for leave under this policy is limited to eight days per calendar year.
For the purposes of this policy, domestic abuse means any of the following when caused by a domestic partner or household member:
* Intentional infliction of bodily harm,
* Causing fear of bodily harm by physical threat, or
* With respect to a child under the age of 16 (who is not the spouse of the offender), sexual intercourse, lewd fondling or touching of either the minor or the offender with the intention or arousing of satisfying sexual desires.
The President or his designee will take all necessary precautions to protect the confidentiality of the employee, and any documentation provided to substantiate a request for time off under this policy.