G.1.25 Domestic Violence Leave Policy

Marine Biological Laboratory
Domestic Violence Leave Policy
Policy No. G.1.25
Human Resources

Initiated by: Human Resources Director
Approved by: MBL Director/President
Date: April 1, 2015
Distribution: MBL Community

1.0 Policy Statement

The MBL is committed to the health and safety of our employees and their families. Should you or your family member be a victim of domestic violence or abusive behavior, you are encouraged to communicate with Human Resources about the situation. You are immediately eligible for this leave upon beginning employment.

2.0 Provisions

You may take up to a maximum of 15 days of time off in a 12 month period, if either you or your family member as described below is:

  •     the victim of abusive behavior (such as domestic violence, stalking, sexual assault, or kidnapping); or
  •     seeking medical attention, counseling, legal or other victim services directly related to the abusive behavior against the employee or family member of the employee.

3.0 Definition

For purposes of this policy, a family member includes not only legally married spouses but also:

  •     Persons in a dating or engagement relationship AND who reside together;
  •     Persons having a child in common regardless of whether they have ever married or resided together;
  •     A parent, step-parent, child, step-child, sibling, grandparent or grandchild; or
  •     Persons in a guardianship relationship.

4.0 Use Of Accrued Vacation And Sick Time In Conjunction with Domestic Violence Leave

You may use accrued vacation or sick time to remain in paid status during a covered leave under this policy, and use of such leave will run concurrently with leave under this policy. If no accrued time is available, leave under this policy will be unpaid.

5.0 Required Notice

We request that you provide appropriate advance notice of this leave, unless there is an imminent danger to your immediate health and safety (in which case we must receive notification within 3 workdays that the leave was taken or is being taken for reasons covered by this policy). In the event that you take this leave, we require documentation evidencing that you or your family member has been a victim of domestic violence or abusive behavior within 30 days of the leave request. Such forms of documentation may include:

  •     A court issued protective order
  •     An official document from a court, provider or public agency
  •     A police report or statement of a victim or witness provided to the police
  •     Official legal documentation attesting to perpetrator’s guilt
  •     Medical documentation of treatment for the abusive behavior
  •     A sworn statement from the employee attesting to being a victim of abusive behavior
  •     A sworn statement from a professional who has assisted the employee or the employee’s family, for example, a counselor, a social worker or a member of the clergy.

6.0 Exception

Alleged perpetrators of domestic violence are not entitled to leave.

7.0 Employment Protection

Provided you have submitted proper documentation, your employment is protected for leave taken under this policy.

8.0 Policy Clarification and Updates

Policy clarification and updates are available in the Human Resources Department.