Domestic Violence/Sexual Assault/Stalking-Related Leave
An employee who is a victim of, or who has a family member (see family member definition) who is a victim of domestic violence, sexual assault or stalking, can take reasonable leave from work, intermittent leave, or leave on a reduced schedule to:
- Seek legal or law enforcement assistance to ensure the their own personal safety or the safety of family members. This includes but is not limited to preparing for, or participating in, legal proceedings relating to domestic violence, sexual assault, or stalking;
- Seek treatment by a health care provider for physical or mental injury caused by domestic violence, sexual assault, or stalking, or to attend to the health care treatment of a family member who is a victim of domestic violence, sexual assault, or stalking;
- Obtain or assist a family member to obtain mental health counseling when the employee or family member is a victim of domestic violence, sexual assault, or stalking;
- Participate in safety planning to temporarily or permanently relocate, or take other safety related action to provide for the employee's or family memberís safety from future incidents of domestic violence, sexual assault, or stalking.
Depending on the employee's employment program, leave eligibility and leave balances, leave may be taken as annual leave, sick leave, personal holiday, unpaid leave or as compensatory time, if available.
Notice of Leave and Leave Verification
Notice of the Need for Leave
As a condition of taking leave for any of the reason's described under
"Leave Use", an employee is required to give the employer advance notice of the intention to take leave, in accordance with the departments leave request procedures. When an employee cannot provide advance notice because of an emergency or unforeseen circumstances due to domestic violence, sexual assault, or stalking, the employee or his or her designee must give notice to the employer no later than the end of the first day that the employee takes such leave.
Verification of the Need for Leave
An employee who takes leave to can be required to verify that the employee or the employee's family member is a victim of domestic violence, sexual assault or stalking, and that leave was taken for one of the reasons described under "Leave Use" above.
The employee must provide verification in a timely manner when requested. Verification can be through one or more of the following:
- A police report confirming that the employee or her/his family member is a victim of domestic violence, sexual assault, or stalking.
- A court order establishing the separation between the perpetrator and the employee or the employee's family member.
- A domestic violence, sexual assault, or stalking, victim advocate, an attorney, member of the clergy or a medical or “other professional”.
- The employee's written statement that the employee or the employee's family member is a victim of domestic violence, sexual assault, or stalking.
- Family relationship verification may be provided by a statement from the employee, a birth certificate, a court document or other similar documentation.
Confidentiality of Information
The University treats information that employees provide confidentially. Information is only disclosed if the employee requests or consents to disclosure, as ordered by the court or administrative agency, or as otherwise required by federal or state law.
Upon returning from leave, the employee will be restored to the position held at the time leave began or to an equivalent position unless the employee was hired for a specific term or only to perform work on a discrete project.
Threats of Violence
- If an employee has told you that she or he has received a threat of harm, call 911.
- If you are concerned about the potential for violence, call 206-685-SAFE (206-685-7233) to reach the Violence Prevention and Response Team.
- Review the University's Policy and Procedure on Violence in the Workplace.
As circumstances vary so much from case, leave verification may or may not be necessary. Discuss verification of the need for leave with your units
Human Resources Consultant.
- Your Human Resources Consultant
- Your unit's Human Resources Consultant can assist you and answer questions about leave use due to domestic violence, sexual assault or stalking.
- SafeCampus Website
- This site provides information about violence prevention, links to resources, reporting information, and how to get assistance with violent or potentially violent situations.
- The UW Police Department
- In addition to responding to 911 calls on the Seattle campus, the UWPD conducts crime prevention programs and can assist with workplace security assessments and planning. For non-emergency services call 206-685-UWPD (685-8973).
- The University's comprehensive faculty and staff assistance program†provides professional support for issues that can affect your personal and work life.