Seattle College District Procedure
TITLE: Domestic Violence Leave
An employee may choose to use sick leave and other paid time off, compensatory time or unpaid leave time as allowed under the terms of relevant state law, collective bargaining agreement, or employer policy.
Employees must contact their Human Resource Director prior to contacting their supervisor. Human Resource Directors will work with both the employee and his/her supervisor to facilitate the leave request in the most confidential manner. All information received by the employee regarding the employee or employee’s family will be kept confidential, unless:
- Requested or consented to by the employee;
- Ordered by a court or administrative agency; or
- Otherwise required by applicable federal or state law.
If possible, the employee should give advanced notice of leave to the Human Resources Department. If advanced notice cannot be given because of an emergency or unforeseen circumstances due to domestic violence, sexual assault, or stalking, the employee or employee’s designee must give notice no later than the end of the second day that the employee takes such leave, and make arrangements to complete and submit the appropriate leave forms and other supporting documentation. Documentation may include:
- A police report indicating that the employee or employee’s family and/or household member was a victim of domestic violence, sexual assault, or stalking;
- A court order protecting or separating the employee or employee’s family and/or household member from the perpetrator of the act of domestic violence, sexual assault, or stalking, or other evidence from the court or the prosecuting attorney regarding a court hearing in connection with the incident of domestic violence, sexual assault, or stalking;
- Documentation demonstrating the employee or employee’s family and/or household member is a victim of domestic violence, sexual assault, or stalking, from any of the following persons: advocate for victims of domestic violence, attorney, member of the clergy, medical or other professional;
- An employee’s written statement that the employee or employee’s family and/or household member is a victim of domestic violence, sexual assault, or stalking, and that the leave taken was for one of the purposes described in RCW 49.76.030.
If the victim is a family member and/or household of the employee, Seattle College District VI will require verification of the familial and/or household relationship between the employee and the victim. Verification can include, but is not limited to, a written statement from the employee, a birth certificate, a court document, lease, shared bills, or other similar documentation.
Upon returning from leave, the employee will be restored to the position held prior to the leave or to an equivalent position, unless the employee was hired for a specific term or a specific project and Seattle College District would not have otherwise continued the employment. To the extent allowed by law, Seattle College District will maintain coverage under any health insurance plan for an employee already on health benefits who takes approved leave under RCW 49.76.030. Coverage will be maintained for the duration of the leave at the level and under the conditions coverage would have been provided if the employee had not taken the leave. The employee is responsible for payment of his/her own employee premiums.
Seattle College District VI may not discharge, threaten to discharge, demote, deny a promotion to, sanction, discipline, retaliate against, harass, or otherwise discriminate against an employee with respect to compensation, terms, conditions, or privileges of employment because the employee:
- Exercised rights under the Domestic Violence Leave Law or this policy;
- Filed or communicated to the employer an intent to file a complaint under the Domestic Violence Leave Law for non-compliance with the law; or
- Participated or assisted, as a witness or otherwise, in another employee’s attempt to exercise rights under the Domestic Violence Leave Law.
Chancellor’s Cabinet – Revision & Adoption History
Companion Document : Pol
Adoption Date : 2015/10/08
Revision Date : 0001/01/01