Safety Accommodations.
A. An employee may request a reasonable safety accommodation if the employee or the employee’s family member is a victim of domestic violence, sexual assault or stalking (or perceived victim). An employee may be required to show verification of the need for a safety accommodation by providing a police report showing the employee or family member was a victim, a court order protecting or separating the victim from the perpetrator of the act, or other evidence from the court or the prosecuting attorney to support the request. Documentation from an advocate for victims, an attorney, a member of the clergy or a medical or other professional who provides services to such victims may be provided, and it shall retain its confidential or privileged nature of communication pursuant to the extent provided by law. An employee can also provide a written statement that they or a family member are a victim and in need of the safety accommodation. Verification of the familial relationship to the victim can be in the form of a statement from the employee, a birth certificate, court document, or other similar documentation.
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.
2. Qualifying leave pursuant to Article 11 – Vacation, Article 12 – Sick Leave, Section 18.7 – Personal Leave and Article 19 – Leave Without Pay may be considered a reasonable safety accommodation.
3. The Employer may deny a reasonable safety accommodation request based on an undue hardship, which means an action requiring significant difficulty or expense.
C. Other applicable safety reasonable accommodations for employees under the law or WAC would also apply.
Safety Accommodations.
A. An employee may request a reasonable safety accommodation if the employee or the employee’s family member is a victim of domestic violence, sexual assault or stalking (victim). An employee may be required to show verification of the need for a safety accommodation by providing a police report showing the employee or family member was a victim, a court order protecting or separating the victim from the perpetrator of the act, or other evidence from the court or the prosecuting attorney to support the request. Documentation from an advocate for victims, an attorney, a member of the clergy or a medical or other professional who provides services to such victims may be provided, but it shall retain its confidential or privileged nature of communication pursuant to state law. An employee can also provide a written statement that they or a family member are a victim in need of the safety accommodation. Verification of the familial relationship to the victim can be in the form of a statement from the employee, a birth certificate, court document, or other similar documentation.
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.
2. Leave pursuant to Article 10 or Article 11 may be considered a reasonable safety accommodation.
3. The employer may deny a reasonable safety accommodation request based on an undue hardship, which means an action requiring significant difficulty or expense.
Safety Accommodations. A. An employee may request a reasonable safety accommodation if the employee or the employee’s family member is a victim (or perceived victim) of domestic violence, sexual assault or stalking. An employee may be required to show verification of the need for a safety accommodation by providing a police report to the Human Resources Office showing the employee or family member was a victim, a court order protecting or separating the victim from the perpetrator of the act, or other evidence from the court or the prosecuting attorney to support the request. Documentation from an advocate for victims, an attorney, a member of the clergy or a medical or other professional who provides services Page 45 to such victims may be provided, and it shall retain its confidential or privileged nature of communication pursuant to the extent provided by law. An employee can also provide a written statement that they or a family member are a victim and in need of the safety accommodation. Verification of the familial relationship to the victim can be in the form of a statement from the employee, a birth certificate, court document, or other similar documentation.
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.
2. Qualifying leave pursuant to Article 12 – Vacation, Article 13 – Sick Leave, Section 18.11 - Personal Leave and Article 19 – Leave Without Pay may be considered a reasonable safety accommodation.
3. The Employer may deny a reasonable safety accommodation request based on an undue hardship, which means an action requiring significant difficulty or expense.
Safety Accommodations. An employee may request a reasonable safety accommodation if the employee or the employee’s family member is a victim of domestic violence, sexual assault or stalking (victim). An employee may be required to show verification of the need for a safety accommodation by providing a police report showing the employee or family member was a victim, a court order protecting or separating the victim from the perpetrator of the act, or other evidence from the court or the prosecuting attorney to support the request. Documentation from an advocate for victims, an attorney, a member of the clergy or a medical or other professional who provides services to such victims may be provided, but it shall retain its confidential or privileged nature of communication pursuant to state law. An employee can also provide a written statement that they or a family member are a victim and in need of the safety accommodation. Verification of the familial relationship to the victim can be in the form of a statement from the employee, a birth certificate, court document, or other similar documentation.
Safety Accommodations. A. An employee may request a reasonable safety accommodation if the employee or the employee’s family member is a victim (or perceived victim) of domestic violence, sexual assault or stalking. An employee may be required to show verification of the need for a safety accommodation by providing a police report to the Human Resources Office showing the employee or family member was a victim, a court order protecting or separating the victim from the perpetrator of the act, or other evidence from the court or the prosecuting attorney to support the request. Documentation from an advocate for victims, an attorney, a member of the clergy or a medical or other professional who provides services to such victims may be provided, and it shall retain its confidential or privileged nature of communication pursuant to the extent provided by law. An employee can also provide a written statement that they or a family member are a victim and in need of the safety accommodation. Verification of the familial relationship to the victim can be in the form of a statement from the employee, a birth certificate, court document, or other similar documentation.
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.
2. Qualifying leave pursuant to Article 12 – Vacation, Article 13 – Xxxx Leave,
Safety Accommodations. 2 A. An employee may request a reasonable safety accommodation if the employee or 3 the employee’s family member is a victim of domestic violence, sexual assault or 4 stalking (or perceived victim). An employee may be required to show verification 5 of the need for a safety accommodation by providing a police report showing the 6 employee or family member was a victim, a court order protecting or separating the 7 victim from the perpetrator of the act, or other evidence from the court or the 8 prosecuting attorney to support the request. Documentation from an advocate for 9 victims, an attorney, a member of the clergy or a medical or other professional who 10 provides services to such victims may be provided, and it shall retain its 11 confidential or privileged nature of communication pursuant to the extent provided 12 by law. An employee can also provide a written statement that they or a family 13 member are a victim and in need of the safety accommodation. Verification of the 14 familial relationship to the victim can be in the form of a statement from the 15 employee, a birth certificate, court document, or other similar documentation.
16 B. A reasonable safety accommodation may include, but is not limited to:
17 1. A transfer, reassignment, modified schedule, changed work telephone 18 number, changed work email address, changed workstation, installed lock, 19 implemented safety procedure, or any other adjustment to a job structure, 20 workplace facility, or work requirement in response to actual or threatened 21 domestic violence, sexual assault, or stalking.
22 2. Qualifying leave pursuant to Article 37 – Vacation, Article 36 – Sick Leave, 23 Article 38– Personal Leave and Article 19 – Leave without Pay may be 24 considered a reasonable safety accommodation.
25 3. The District may deny a reasonable safety accommodation request based on 26 an undue hardship, which means an action requiring significant difficulty 27 or expense.
28 C. Other applicable safety reasonable accommodations for employees under the law 29 or WAC would also apply. 30
Safety Accommodations. 7 A. An employee may request a reasonable safety accommodation if the employee or 8 the employee’s family member is a victim of domestic violence, sexual assault or 9 stalking (or perceived victim). An employee may be required to show verification 10 of the need for a safety accommodation by providing a police report showing the 11 employee or family member was a victim, a court order protecting or separating 12 the victim from the perpetrator of the act, or other evidence from the court or the 13 prosecuting attorney to support the request. Documentation from an advocate for 14 victims, an attorney, a member of the clergy or a medical or other professional 15 who provides services to such victims may be provided, and it shall retain its 16 confidential or privileged nature of communication pursuant to the extent 17 provided by law. An employee can also provide a written statement that they or a 18 family member are a victim and in need of the safety accommodation.
