Reasonable Accommodations for Victims of Domestic Violence
An employee who is a victim of domestic violence, sex offenses, or stalking will be provided with leave for a reasonable period of time for any of the following qualifying reasons:
- To seek medical attention for injuries caused by domestic violence, including for a child who is a victim of domestic violence, provided that the employee is not the perpetrator of the domestic violence against the child;
- To obtain services from a domestic violence shelter, program, or rape crisis center as a result of domestic violence;
- To obtain psychological counseling related to an incident or incidents of domestic violence, including for a child who is a victim of domestic violence, provided that the employee is not the perpetrator of the domestic violence against the child;
- To participate in safety planning and taking other actions to increase safety from future incidents of domestic violence, including temporary or permanent relocation; or
- To obtain legal services, assisting in the prosecution of the offense, or appearing in court in relation to the incident or incidents of domestic violence.
Employees requesting time off for qualifying reasons under this policy are required to provide the College with reasonable advance notice of their need to take leave, unless advance notice is not feasible. If advance notice is not feasible, the employee must provide the College with certification for the accommodation as soon as practicable after the returning to work from the absence. A certification may be any of the following:
Documentation from an employee, agent, or volunteer of a victim services organization, an attorney, a member of the clergy, or a medical or other professional service provider from whom the employee (or the employee’s family or household member) has sought assistance in addressing domestic violence, sex offenses, or stalking and the effects of the violence or stalking;
- A police report indicating that the employee or his or her child was a victim of domestic violence;
- A court order protecting or separating the employee or his or her child from the perpetrator of an act of domestic violence;
- Other evidence from the court or prosecuting attorney that the employee appeared in court;
- Documentation from a medical professional, domestic violence advocate, health care provider, or counselor that the employee or his or her child was undergoing counseling or treatment for physical or mental injuries or abuse resulting in victimization from an act of domestic violence; or
- Other corroborating evidence.
Employees requesting to take leave under this policy are required to use all accrued paid time off available (vacation/personal time, sick leave where permissible), prior to taking unpaid leave.
An employee with a physical or mental disability resulting from domestic violence can request reasonable accommodations and will be treated in the same manner as any other employee with a disability.
The College will maintain all information received in the strictest confidence, except to the extent the employee requests or consents to disclosure in writing, or where otherwise required by federal, state, or local law.
Employees will not be discriminated or retaliated against for exercising their rights under this policy.
Employees with questions about this policy should contact The Office of Human Resources.