Common use of Domestic Abuse Leave Clause in Contracts

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. 1. Domestic abuse leave is defined as intermittent paid or unpaid leave for up to fourteen (14) work 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.