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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in Discrimination and Harassment,Employment Law,Firing,Human Resources

by Mindy Chapman, Esq.

Employees bring their families to work every day—even though you may not physically see them. And, sometimes, family issues flare up into domestic violence.

About a dozen states have laws that allow employees to take job-protected leave to deal with domestic violence issues, such as obtaining medical care, getting psychological treatment and attending court hearings (see box).

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 state transit agency. Her husband had subjected her five children to domestic violence. When she requested leave to move her children out, her supervisor denied the request, saying her responsibility to a big work project prohibited the leave.

A few months later, D...(register to read more)

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