What’s your duty to accommodate domestic violence victims? — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Business Management Daily

What’s your duty to accommodate domestic violence victims?

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Employees bring their families with them to work every day—even though you may not physically see them in the office. Sometimes, family issues flare up into domestic violence. About a dozen states have laws that allow employees to take job-protected leave from work to deal with domestic-violence issues (obtain medical care, get psychological treatment, attend court hearings, etc.)

But take note: Even if your state doesn’t have a specific law, you may need to grant such rights as a matter of “public policy.” A recent court ruling from Washington state shows the legal risks …    

CASE IN POINT: Ramona Danny was a scheduling manager for a transit organization in Washington state. Ramona says she and her five children were constantly subjected to domestic violence by her husband. Eventually, she moved out and left her five children. A few months later, she told her supervisor about the situation and requested leave to move her c...(register to read more)

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{ 5 comments… read them below or add one }

The terminated victim July 15, 2009 at 5:34 pm

I am glad to see this article. I was terminated after going to court against my husband for domestic violence. The day I went to court, I didnt return to work for the last 2 hrs of my shift as I was in no condition to work. My previous employer, required that I return to work after court or to call & a letter from court as proof of attendance in court, which they received.

Three weeks after court, the company investigated me for not returning to work or calling and stated I falsified records because on the bottom of my court letter, I wrote a note to the supervisor.

After I was terminated, I went back to the District Attorneys office and they reissued the letter to match the time I was actually in court and was appalled by the employers actions.

Since then I have contacted the Commonwealth Attorney’s office, the Victims Rights Attorney office which both were appalled by the behavior also. To date I am still unemployed, and receiving unemployment. But now the company is trying to take away my unemployment.

I will be using this article and any other information I can find in regards to this subject. It is sad that even though all of management knew why I was in court, that they would use such an unfortunate situation to downsize the company.

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Judi November 7, 2008 at 9:36 am

fyi

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Wendy B. November 6, 2008 at 8:10 pm

Wonder if Arizona has a provision too? I’ll have to contact my state senator and find out. Thanks for this informative article, though!! :)

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Lorrie Wooster November 6, 2008 at 1:14 pm

I agree with Tena, and have the same question. I especially want to know if that monster of a husband went to jail! Is that poor kid OK?? Did he and the other kids get at least some counseling?

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Tena November 6, 2008 at 12:14 pm

what was the legal outcome for Ms. Danny. Reinstatement, back wages, etc.? Cant imagine what type of person could deny time off in these circumstances. Wouldnt be able to sleep myself……….

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