While on victim leave, you may be required to periodically report your status to your manager, including the date you intend to return to work.
Notice
You must provide reasonable advance notice of the intent to take leave under this policy, unless providing advance notice is not feasible. In cases of emergency, you or a person acting on your behalf must give notice as soon as practicable.
Documentation
You may also be required to provide certification that you or your minor child or dependent is a victim and that the leave is being taken for a permissible purpose. Such certification may take the form of: A copy of a police report indicating that you or your minor child or dependent was or is a victim of domestic violence, harassment, sexual assault, bias, or stalking. A copy of a protective order or other evidence from a court, administrative agency, or attorney that you or your minor child or dependent appeared in or is preparing to appear in a civil, criminal, or administrative proceeding related to domestic violence, harassment, sexual assault, bias, or stalking. Documentation from an attorney, law enforcement officer, healthcare professional, licensed mental health professional or counselor, member of the clergy, employee of the Department of Justice division providing victim and survivor services, or victim services provider that you or your minor child or dependent was or is undergoing treatment or counseling, obtaining services, or relocating as a result of domestic violence, harassment, sexual assault, bias, or stalking.
Accommodation
Upon request, the Company will provide reasonable safety accommodations needed because of actual or threatened domestic violence, harassment, sexual assault, bias, or stalking, unless such accommodations impose an undue hardship on Company operations. Examples of safety accommodations include a transfer, reassignment, modified work schedule, unpaid leave, changed work telephone number, changed workstation, installed lock or any other adjustment to the job structure, workplace facility, or work requirement in response to actual or threatened domestic violence, harassment, sexual assault, or stalking.
Confidentiality
All records and information obtained by the Company regarding your leave or reasonable safety accommodation will be treated as confidential and will not be released without your express permission, unless required by law.
Retaliation
The Company will not retaliate against employees who request or take leave in accordance with this policy. Voting Leave If your work schedule prevents you from voting on Election Day, CREA, LLC will allow you a reasonable time off to vote. The time when you can go to vote will be at the discretion of your manager, consistent with applicable legal requirements. Wage and Hour Policies Predictive Scheduling CREA, LLC complies with Oregon’s Predictive Scheduling law and believes in treating employees fairly regarding their work schedules.
Coverage
This policy generally applies to all nonexempt employees.
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