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Domestic Violence/Sexual Assault/Stalking-Related Leave


Leave Use

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:

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.

Shared leave may also be available for employees who have used, or are about to deplete, their eligible annual leave, sick leave, personal holiday, compensatory time, and/or discretionary leave. Download the Shared Leave Request Because of Domestic Violence, Sexual Assault, or Stalking form (pdf) and confer with your Human Resources Consultant regarding verification. For more information regarding use of shared leave, review the shared leave page.

Notice of Leave and Leave Verification

Notice of the Need for Leave

As a condition of taking leave for any of the reasons described under "Leave Use", an employee is required to give the employer advance notice of the intention to take leave, in accordance with the department's 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 may 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:

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.

Job Restoration

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

Leave Verification

As circumstances vary so much from case to case, leave verification may or may not be necessary. Discuss verification of the need for leave with your unit's Human Resources Consultant.

Get Help

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.