Common use of Reasonable Safety Accommodation Under RCW 49 Clause in Contracts

Reasonable Safety Accommodation Under RCW 49. 76‌ A. A nurse who is a victim of domestic violence, sexual assault, or stalking or who has a family member who is a victim of domestic violence, sexual assault or stalking may request a reasonable safety accommodation. B. A reasonable safety accommodation may include, but is not limited to: 1. A transfer, reassignment, modified schedule, changed work telephone number, changed work email address, changed workstation, installed lock, implemented safety procedure, or any other adjustment to a job structure, workplace facility, or work requirement in response to actual or threatened domestic violence, sexual assault, or stalking; or 2. Domestic Violence Leave taken in accordance with this Agreement. C. A nurse requesting a reasonable safety accommodation under this section may be required to provide verification that the nurse or the nurse’s family member is a victim of domestic violence, sexual assault or stalking. If verification is requested, the nurse may satisfy the verification requirement by providing the Employer with one or more of the following: 1. A police report showing the nurse or the nurse’s family member was a victim of domestic violence, sexual assault or stalking; 2. A court order protecting or separating the nurse or the nurse’s family member from the perpetrator of the act of domestic violence, sexual assault or stalking, or other evidence from the court or prosecuting attorney that the nurse or the nurse’s family member appeared, or is scheduled to appear, in court in connection with an incident of domestic violence, sexual assault or stalking; 3. Documentation that the nurse or the nurse’s family member is a victim of domestic violence, sexual assault or stalking from any of the following person’s from which the nurse or the nurse’s family member sought assistance: an advocate for victims, an attorney, a member of the clergy, or a medical or other professional; provision of such documentation does not waive or diminish the confidential or privileged nature of communication between a victim and one or more of these individuals; or 4. A written statement that the nurse or the nurse’s family member is a victim of domestic violence, sexual assault or stalking. If the victim is the nurse’s family member, verification of the familial relationship between the nurse and the victim may include, but is not limited to: a statement from the nurse, a birth certificate, a court document, or other similar documentation. D. A reasonable safety accommodation under this section shall be granted, unless the Employer can demonstrate that the accommodation would impose an undue hardship on the operation of the business of the Employer. For purposes of this section, an “undue hardship” means an action requiring significant difficulty or expense.

Reasonable Safety Accommodation Under RCW 49. 76‌76 A. A nurse who is a victim of domestic violence, sexual assault, or stalking or who has a family member who is a victim of domestic violence, sexual assault or stalking may request a reasonable safety accommodation. B. A reasonable safety accommodation may include, but is not limited to: 1. A transfer, reassignment, modified schedule, changed work telephone number, changed work email address, changed workstation, installed lock, implemented safety procedure, or any other adjustment to a job structure, workplace facility, or work requirement in response to actual or threatened domestic violence, sexual assault, or stalking; or 2. Domestic Violence Leave taken in accordance with this Agreement. C. A nurse requesting a reasonable safety accommodation under this section may be required to provide verification that the nurse or the nurse’s family member is a victim of domestic violence, sexual assault or stalking. If verification is requested, the nurse may satisfy the verification requirement by providing the Employer with one or more of the following: 1. A police report showing the nurse or the nurse’s family member was a victim of domestic violence, sexual assault or stalking; 2. A court order protecting or separating the nurse or the nurse’s family member from the perpetrator of the act of domestic violence, sexual assault or stalking, or other evidence from the court or prosecuting attorney that the nurse or the nurse’s family member appeared, or is scheduled to appear, in court in connection with an incident of domestic violence, sexual assault or stalking; 3. Documentation that the nurse or the nurse’s family member is a victim of domestic violence, sexual assault or stalking from any of the following person’s from which the nurse or the nurse’s family member sought assistance: an advocate for victims, an attorney, a member of the clergy, or a medical or other professional; provision of such documentation does not waive or diminish the confidential or privileged nature of communication between a victim and one or more of these individuals; or 4. A written statement that the nurse or the nurse’s family member is a victim of domestic violence, sexual assault or stalking. If the victim is the nurse’s family member, verification of the familial relationship between the nurse and the victim may include, but is not limited to: a statement from the nurse, a birth certificate, a court document, or other similar documentation. D. A reasonable safety accommodation under this section shall be granted, unless the Employer can demonstrate that the accommodation would impose an undue hardship on the operation of the business of the Employer. For purposes of this section, an “undue hardship” means an action requiring significant difficulty or expense.

Reasonable Safety Accommodation Under RCW 49. 76‌ A. A nurse who is a victim of domestic violence, sexual assault, or stalking or who has a family member who is a victim of domestic violence, sexual assault or stalking may request a reasonable safety accommodation. B. A reasonable safety accommodation may include, but is not limited to: 1. A transfer, reassignment, modified schedule, changed work telephone number, changed work email address, changed workstation, installed lock, implemented safety procedure, or any other adjustment to a job structure, workplace facility, or work requirement in response to actual or threatened domestic violence, sexual assault, or stalking; or 2. Domestic Violence Leave taken in accordance with this Agreement. C. A nurse requesting a reasonable safety accommodation under this section may be required to provide verification that the nurse or the nurse’s family member is a victim of domestic violence, sexual assault assault, or stalking. If verification is requested, the nurse may satisfy the verification requirement by providing the Employer with one or more of the following: 1. A police report showing the nurse or the nurse’s family member was a victim of domestic violence, sexual assault assault, or stalking; 2. A court order protecting or separating the nurse or the nurse’s family member from the perpetrator of the act of domestic violence, sexual assault or stalking, or other evidence from the court or prosecuting attorney that the nurse or the nurse’s family member appeared, or is scheduled to appear, in court in connection with an incident of domestic violence, sexual assault or stalking; 3. Documentation that the nurse or the nurse’s family member is a victim of domestic violence, sexual assault or stalking from any of the following person’s from which the nurse or the nurse’s family member sought assistance: an advocate for victims, an attorney, a member of the clergy, or a medical or other professional; provision of such documentation does not waive or diminish the confidential or privileged nature of communication between a victim and one or more of these individuals; or 4. A written statement that the nurse or the nurse’s family member is a victim of domestic violence, sexual assault or stalking. If the victim is the nurse’s family member, verification of the familial relationship between the nurse and the victim may include, but is not limited to: a statement from the nurse, a birth certificate, a court document, or other similar documentation. D. A reasonable safety accommodation under this section shall be granted, unless the Employer can demonstrate that the accommodation would impose an undue hardship on the operation of the business of the Employer. For purposes of this section, an “undue hardship” means an action requiring significant difficulty or expense.