Domestic Abuse Leave. The University provides unpaid leave to any employee who is a victim of domestic abuse in accordance with the New Mexico Promoting Financial independence for Victims of Domestic Abuse Act, NMSA 1978, § 5-4A-1 et seq. Leave time may be taken on an intermittent basis for up to fourteen (14) days in any calendar year, taken for up to eight hours in one day. Leave time may be used to obtain an order of protection or other judicial relief from domestic abuse or to meet with law enforcement officials, to consult with attorneys or district attorney’s victim advocates or to attend court proceedings related to the domestic abuse of the employee, a minor child of the employee, or a person for whom the employee is a legal guardian. When domestic abuse leave is taken in an emergence, the employee or the employee’s designee must give notice to the employee’s supervisor or the University’s human Resource department within twenty-four hours of commencing the domestic abuse leave. An employee may use paid leave time consistent with University policies.
Domestic Abuse Leave. 1. Domestic abuse leave is defined as intermittent paid or unpaid leave for up to fourteen (14) days in any calendar year, taken by an employee for up to eight (8) hours in one day, to obtain or attempt to obtain an order of protection or other judicial relief from domestic abuse or to meet with law enforcement officials, to consult with attorneys or district attorneys' victim advocates or to attend court proceedings related to the domestic abuse of an employee or an employee's family member. Family member is defined as a minor child of the employee or a person for whom the employee is a legal guardian.
2. Employees having accrued paid time off or vacation will be required to use that leave to cover domestic abuse leave. After paid time off and vacation accruals are used, the employee will be allowed to take time without pay for domestic abuse leave.
3. Employees needing to use domestic abuse leave must notify their supervisor of the need for leave as soon as possible and will be required to provide one of the following forms of verification to the supervisor in a timely manner."
a. A police report indicating that the employee or a family member was a victim of domestic abuse;
b. A copy of an order of protection or other court evidence produced in connection with an incident of domestic abuse (the document does not constitute a waiver of confidentiality or privilege between the employee and the employees' advocate or attorney); or
c. The written statement of an attorney representing the employee, a district attorney's victim advocate, a law enforcement official, or a prosecuting attorney that the employee or employee's family member appeared or is scheduled to appear in court in connection with an incident of domestic abuse.
4. When domestic abuse leave is taken in an emergency the employee or the employee's designee shall give notice to the employer within twenty (24) hours of commencing the domestic abuse leave.
5. Retaliation against an employee for using domestic abuse leave is prohibited.
Domestic Abuse Leave. The District permits an employee to request or take up to three (3) working days of leave from work in any 12-month period with or without pay, if the employee is the victim of domestic sexual assault or any other crime related to domestic abuse.
Domestic Abuse Leave.
(a) If an employee or an eligible person, as defined under the Employment Standards Act, experiences domestic or sexual violence, they may request leave in accordance with the Employment Standards Act.
(b) Any leave taken under this article would commence following the paid leave provided for under Clause 15.1 - Special Leaves.
(c) Leave taken under the Employment Standards Act is unpaid leave. For regular employees, during the first 30 days of the leave period, the Employer will continue to pay 100% of applicable BC Medical Services Plan premiums and maintain extended health and dental benefit coverage. The employee and members of their immediate family will also have access to the employee and family assistance program throughout the leave.
(d) If an employee has a physical or psychological injury or disability caused by the domestic abuse which requires an accommodation or work absence, the employee follows the process outside this article that applies to any injured or disabled employee under this collective agreement.
(e) An employee who wishes to take leave under this section shall advise the Employer in writing that they will be doing so. If the employee must begin the leave before advising the Employer, the employee shall advise the Employer of the leave in writing as soon as possible.
(f) The Employer may require an employee who needs leave under Clause (a) above to provide evidence reasonable in the circumstances that the employee needs leave.
Domestic Abuse Leave. The College provides domestic abuse leave to any employee who is a victim of domestic abuse in accordance with the New Mexico Promoting Financial independence for Victims of Domestic Abuse Act, XXXX 0000, § 50-4A-1 thru 4A-8. Domestic abuse leave means intermittent paid or unpaid leave time for up to fourteen (14) days in any calendar year, taken for up to eight hours in one day. Leave time may be used to obtain an order of protection or other judicial relief from domestic abuse or to meet with law enforcement officials, to consult with attorneys or district attorney’s victim advocates or to attend court proceedings related to the domestic abuse of the employee, a minor child of the employee, or a person for whom the employee is a legal guardian. When domestic abuse leave is taken in an emergency, the employee or the employee’s designee must give notice to the employee’s supervisor or the College’s Human Resources Department within twenty-four hours of commencing the domestic abuse leave. An employee may use paid leave time or unpaid leave time, consistent with College policies.
Domestic Abuse Leave. (a) If an employee or an eligible person, as defined under the Employment Standards Act (ESA), experiences domestic or sexual violence (as defined under the ESA), they may request leave of absence in accordance with the ESA.
(b) Any leave taken under this article would commence following the paid leave provided for under Clause 15.1 ‐ Special Leaves.
(c) Leave taken under the Employment Standards Act is unpaid leave. For regular employees, during the first 30 days of the leave period, the Employer will continue to pay 100% of applicable BC Medical Services Plan premiums and maintain extended health and dental benefit coverage. The employee and members of their immediate family will also have access to the employee and family assistance program.
Domestic Abuse Leave. A Flight Attendant who is a victim of domestic abuse, stalking or sexual assault is eligible for three (3) unpaid working days during a rolling 12-month period. A Flight Attendant may use the leave to seek a civil protection order, obtain medical or mental health counseling for her/himself or her/his children, secure her/his home or seek legal assistance. Appropriate advance notice must be provided except in cases of imminent danger.
Domestic Abuse Leave. A paid leave of up to three (3) working days is available to those eligible employees who are victims any of the following events:
1. Domestic violence or abuse;
2. Stalking;
3. Sexual Assault, or
4. A crime found by a court on the record to include an act of domestic violence. Bargaining Unit employees shall consult with People and Culture and the Xxxxx County Employee Manual (dated Effective January 5, 2021) for specific terms, conditions, and procedures as they relate to the above.
Domestic Abuse Leave. The District permits an employee to request or take up to three (3) working days of leave from work in any 12-month period with or without pay, if the employee is the victim of domestic sexual assault or any other crime related to domestic abuse.
E. Discretionary Leave Classified employees will earn one (1) paid personal day per semester, a total of two (2) per year, to be used from July 1 through June 30 to coincide with the fiscal year. New employees must work during the first quarter of the school year to be eligible for one (1) personal day for first semester. New employees must work during the third quarter of the school year to be eligible for one (1) personal day second semester. Requests for such days will be made to the employee’s administrator. Granting of personal leave is subject to prior approval of the site administrator and availability of a substitute. Discretionary leave can be accumulative up to six (6) days. Unused discretionary leave above the allowed six (6) accumulated days will be rolled into the classified employee’s sick leave at the beginning of the next school year.
