Domestic violence leave policy addressed by Olympia School District board

The Olympia School District (OSD) Board of Directors had the first reading of a Domestic Violence Leave policy on March 13.

The policy, which is not a model policy from the Washington State School Directors Association (WSSDA), reflects RCW 49.76.030, which is meant to support survivors of domestic violence, sexual assault and stalking.

The policy document stated Washington state law requires employers to provide Domestic Violence Leave to employees under specified circumstances.

Following state laws, an employee may take reasonable paid or unpaid leave from work, intermittent leave, or leave on a reduced leave schedule for various reasons related to domestic violence, sexual assault or stalking.

Leave taken under the policy is unpaid, but employees may utilize paid time off (including sick time) to receive pay while on leave.

Victims can take the leave to seek legal or law enforcement assistance, treatment from a health care provider, services from a domestic violence shelter, rape crisis center or other social services program for relief from domestic violence, sexual assault or stalking.

“Family member” includes the employee’s child, spouse, parent, parent-in-law, grandparent, or a person with whom the employee has a dating relationship.

Survivors and their qualifying family members can request a reasonable safety accommodation at their place of work, which can include a job transfer or reassignment, changing work telephone or email, and implementation of safety procedures outlined in a safety plan.

“The Olympia School District will not discriminate or retaliate against individuals who are perceived or actual survivors of domestic violence, sexual assault or stalking, and nor will … the district discriminate, retaliate if they participated…in another employees attempt to exercise rights under this policy,” said Director Maria Flores.

The district should maintain confidentiality for leave taken under the policy, and the district can only disclose information if the employee requests or consents to it, if a court orders it, or if there's federal or state law that requires the disclosure.

Flores said that the policy is important to her, as she is a survivor of sexual assault, domestic violence and stalking.

“I'm glad that we're able to follow this law that's 16 years old to provide these protections to our employees and their families,” said Flores after she presented the policy.