savemyjob253
New Member
I think you don't understand what the NEW WA law provides employers do for DV
victims.
Allow employees who are victims to take an UNPAID leave of absence in order to:
> Seek legal or law enforcement assistance
> Seek treatment for physical or mental injuries
> Obtain help, or assist a family member to receive help
> Take measures or plan for safety, relocate, or provide safety from future victimization
It is better than the old law (new law took effect in June), but NOT as comprehensive as you think.
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A great article listing 24 points about the new DV leave law in WA:
24 Points on Domestic Violence Leave in WA State - EHL Insurance
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Read this informative article by a WA firm:
Washington State Amends Domestic Violence Leave Law
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Here is the NEW law in its entirety:
Chapter 49.76 RCW: DOMESTIC VIOLENCE LEAVE
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This might also be a consideration for you:
It's important to note these rules apply to all Washington employers and cover not just employees, but also qualifying family members* of the employee who may be in need of assistance as a result of a domestic violence situation.
*Qualifying family members include children, spouses, parents, parents-in-law, grandparents, or any person with whom the employee has a dating relationship.
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Again, I suggest you read the information provided by the sites above.
Think about your situation and see IF the law applies to you.
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If you have a substance abuse problem, the law might not apply in your case UNLESS the burdens placed upon you by child services has nothing to do with any issues you have in addition to being victimized by the thug who brutalized you.
You might wish to discuss this with your counselors and/or anyone else officially assisting you get through this difficult time.
I have read this and more
So my question is where is the discrepancy here on my claim? The reasonable time I requested if it was not reasonable to the employer then why was it granted in the first place?
Why has my employer interfere with that granted leave and now placed me on a leave that requires me to be subjected to the company's attendance policy?
my HR rep confirmed me being on a continuous leave and does my HR rep have to abide by the leave that is currently being reported by Sedgwick?