I. Policy Statement
Family Promise of Puget Sound (FPOPS) recognizes the seriousness of domestic violence, sexual assault, and stalking. In compliance with Washington State law (RCW 49.76), FPOPS guarantees employees who are victims of or whose family members are victims of these acts the right to take reasonable, necessary leave from work. FPOPS maintains a strict non-retaliation policy for any employee utilizing this statutory leave.
II. PurposeThe purpose of this policy is to inform employees of their legal rights to job-protected leave for reasons related to domestic violence, sexual assault, or stalking, and to provide internal and external resources for support and assistance.
III. ScopeThis policy applies to all paid FPOPS employees, including full-time, part-time, and temporary staff, who are victims of domestic violence, sexual assault, or stalking, or who have a family member who is a victim of these acts.
IV. Guiding PrinciplesJob Protection: Employees are guaranteed job-protected leave to address issues arising from domestic violence, sexual assault, or stalking.
Confidentiality: All information regarding an employee’s status as a victim or their use of this leave will be kept strictly confidential and shared only on a need-to-know basis as required by law or for safety purposes. Non-Retaliation: FPOPS strictly prohibits any form of discrimination or adverse action against an employee for exercising their rights under this policy. V. DefinitionsVictim: An employee or their family member who has been subjected to domestic violence, sexual assault, or stalking.
Family Member: A child, parent, grandchild, grandparent, sibling, spouse, registered domestic partner, or a person with whom the employee has a dating relationship. Reasonable Leave: Time off that is necessary and directly related to seeking legal, medical, or safety assistance concerning the victimization, and does not pose an undue hardship on FPOPS’s operations. VI. Policy GuidelinesA. Authorized Reasons for Leave
An employee is entitled to take reasonable leave from work, which may be paid (using accrued PTO, Sick Leave, or other available paid leave) or unpaid, for the following purposes:
Legal Proceedings: To seek a protection order or other judicial relief, or to attend court-related proceedings, including preparation, related to the domestic violence, sexual assault, or stalking. Medical/Safety: To seek medical treatment, mental health counseling, or social services counseling for the employee or their family member. Relocation/Safety Planning: To secure housing, relocate, or take other necessary safety precautions, including meeting with a victim advocate or law enforcement. School/Work Absences: To assist a family member with issues related to the act (e.g., attending school disciplinary meetings, arranging for victim services). B. Notice RequirementsForeseeable Leave: When the need for leave is foreseeable (e.g., a scheduled court date), the employee must provide the supervisor with advance notice of the need for leave as soon as is reasonable, typically at least seven (7) days prior.
Unforeseeable Leave: If the need for leave is unexpected (e.g., an emergency protection order), the employee must provide notice to their supervisor or the CEO/HR as soon as is practicable. C. VerificationFPOPS reserves the right to request verification that the leave taken is for a qualifying reason. Documentation may include, but is not limited to:
A police report or court document (e.g., a protection order). Documentation from a domestic violence advocate, health care provider, attorney, or clergy member. A written statement from the employee certifying that the leave is for a purpose authorized under this policy. D. Leave TypeEmployees must first use any accrued Paid Sick Leave (PTO) for this purpose. Once paid leave is exhausted, the employee may take unpaid leave, unless other forms of paid leave (like vacation PTO) are requested and approved.
VII. ResponsibilitiesEmployee: Responsible for providing timely notice and required verification for the leave.
Supervisors/Managers: Responsible for granting leave requests for authorized purposes and upholding the confidentiality of the employee’s situation. CEO/HR: Responsible for reviewing and approving verification documentation, maintaining confidential records separate from the main personnel file, and ensuring non-retaliation. VIII. Domestic Violence ResourcesFPOPS encourages any employee who is a victim, or whose family member is a victim, to seek assistance from these confidential resources:
Resource Service Contact National Domestic Violence Hotline Crisis intervention, safety planning, and resources 800-799-SAFE (7233) or TTY: 800-787-3224 Washington State Coalition Against Domestic Violence (WSCADV) Information and referral to local victim advocacy programs wscadv.org/get-help-now Rape, Abuse & Incest National Network (RAINN) National sexual assault hotline 888-999-DVSN (3876) Internal Contact (For Leave Questions Only) CEO or Human Resources (See Handbook Contact Page) IX. Policy Review and RevisionThis policy will be reviewed by the CEO and/or HR as needed to ensure continued compliance with the Washington State domestic violence leave laws and may be revised at the discretion of FPOPS.