Victims of Domestic Violence. In accordance with RCW 49.76 employees who are victims of domestic violence, sexual assault, or stalking as defined by state law may take reasonable vacation or sick leave, intermittent leave with or without pay, or work on a reduced schedule. The College may request leave requested under this section be supported by verification in accordance with WAC 000-00-000.
Victims of Domestic Violence. Victims of domestic violence who utilize sick leave shall give reasonable notice to his/her immediate supervisor, unless advance notice is not feasible. When an unscheduled absence occurs for these reasons, the unit member shall provide sufficient certification of the absence from the police, a court order, or verification from a medical professional, domestic violence advocate or counselor.
Victims of Domestic Violence. Unless the absence would cause an undue hardship to the District, the District will provide reasonable accommodations to employees who are victims of domestic violence who must be absent from work for a reasonable time in accordance with law. An employee availing themselves of this leave must provide the District with reasonable advance notice, unless providing this notice is not feasible. An employee unable to provide reasonable advance notice must, within a reasonable time after the absence, provide a certification to the District when requested. To the extent allowed by law, the District will maintain the confidentiality of any information related to an employee's status as a victim of domestic violence.
Victims of Domestic Violence. The Employer and the Union recognize that employees sometimes face situations of violence or abuse in their personal life that may affect their attendance or performance at work. The Employer and the Union agree that all employees have the right to a work environment free of and safe from domestic violence. Domestic violence, which may involve physical, psychological, economic violence or stalking, against a current or former intimate partner, is a widespread societal problem which must be prevented. For that reason, the Employer and the Union agree that once there is verification from an employee who is in an abusive or violent situation, they will not be subject to discipline if the absence of performance can be linked to the abusive or violent situation. Verification includes but is not limited to provision of some form of supporting documentation showing they are experiencing domestic violence, such as a police report, medical report, statement of a counselor or shelter staff, injunctive order, a declaration of a witness, or the employee's own signed statement. The Employer shall use early prevention strategies to avoid or minimize the occurrence and effects of domestic violence in the workplace and to offer assistance and a supportive environment to its employees experiencing domesticviolence.
1. In each calendar year, the Employer shall grant each employee paid leave if needed, to address the personal effects of domestic violence, without loss of seniority, for up to ten (10) paid days leave, not to exceed seventy five (75) hours at straight-time rates.
2. In addition to the period of time referred to in paragraph (1), the employee shall be entitled to up to 15 weeks of unpaidleave.
3. The employee and the Employer will only disclose relevant information on a "need to know" basis to protect confidentiality while ensuring workplace safety:
4. The Employer will direct affected employees to appropriate counseling and support services.
5. The Employer will provide employees experiencing domestic violence with flexible work arrangements, advance of pay and other accommodations that are reasonable in the circumstances.
6. The Employer will protect the employees from adverse action or discrimination on the basis of their disclosure, experience or perceived experience of domestic violence.
