Victims of Violence Leave

Victims of Domestic Violence Leave

California’s new law, AB 2499, expands workplace protection for employees who are victims of violence, or who have family members who are victims.

Provides protection for:

  • Employees who are victims of a qualifying act of violence

  • Employees whose family members are victims

  • Employees needing time off for certain court-related obligations

A “qualifying act of violence” includes domestic violence, sexual assault, stalking, or any act involving threat or use of physical force.

Job Protected Leave for Victims and Family Members

You may take job protected time off for the following reasons if you or an immediate family member has experienced a qualifying act of violence:

  • Seeking medical attention

  • Obtaining a restraining order or other court-issued protection

  • Meeting with law enforcement or attorneys

  • Attending court hearings

  • Safety planning, relocation, or accessing victim services

  • Other actions related to protecting health, safety, or welfare

This leave is protected, meaning you cannot be terminated, disciplined, or retaliated against for using it.

Information


Employees must give reasonable advance notice before taking leave unless advance notice is not possible.

The employee shall provide documentation that reasonably verifies that the crime or abuse occurred to themselves or an immediate family member. Documentation includes, but is not limited to:

  • A police report naming the employee or immediate family member as the victim or witness

  • A court order related to protection or separation from the perpetrator

  • A written statement from a licensed medical provider, counselor, or victim advocate confirming the employee received treatment or support services

  • A signed personal statement from the employee or someone acting on their behalf verifying the reason for the absence

If you are a victim of violence, you may request reasonable workplace safety accommodation

Please contact the ADA Coordinator via ADACoordinator@cpp.edu or call (909) 869-4095 for assistance.

For Employees Directly Affected

  • You may take up to 12 weeks of leave to participate in activities protected by law.

For Employees Supporting an Affected Family Member

  • You may also take up to 12 weeks of leave when a family member is impacted in a way that qualifies for extended protected leave.

For Employees Assisting a Family Member with Immediate Needs

  • You are entitled to up to 10 days of leave for activities protected by law.

  • Up to 5 of those days may be used to help with relocation needs, such as:

    • Searching for housing

    • Enrolling children in a new school or childcare

 Employees may use vacation, Personal Holiday (PH), sick leave or Compensatory Time Off (CTO) that is otherwise available to the employee in accordance with policy.