by Marti Cardi, Esq. - Senior Compliance Consultant and Legal Counsel,
& Lana L. Rupprecht, Esq. - Director and Product Compliance Counsel,
October 12, 2022
In recognition of National Domestic Violence Awareness Month, we have teamed up with the Disability Management Employer Coalition (DMEC) and will be participating in the 2022 DMECommunities Q&A: Domestic Violence Leave Laws, a Q&A session on Wednesday, Oct. 19 from 12:00-12:30 pm ET. If you are a DMEC member, you can register here.
During this session, we will post answers to questions around leave laws for victims of domestic or sexual violence and share tips on how organizations can achieve legal compliance while showing compassion and understanding for their employees during such difficult times.
Also, don't forget about our table that summarizes key portions of state domestic violence leave laws. This table provides a one-stop-shop for you to track the growing number of jurisdictions offering this type of leave and provides an overview of their requirements.
A number of states and municipalities have also enacted paid sick time laws containing "safe time" provisions to protect workers. A good resource for state and municipal paid sick time laws can be found at A Better Balance and check "Can sick time be used for specific 'safe time' purposes (related to domestic violence, sexual assault, or stalking)?"
MATRIX CAN HELP! At Matrix we're always monitoring state legislatures to keep an eye on the state leave landscape. Our trained staff of absence management experts specialize in understanding the intersection of state and federal leave protections. We take various steps to maintain an employee's (or victim's) privacy and safety. For more information about our leave management and accommodation solutions, contact your Matrix/Reliance Standard account manager now, or send us a message at email@example.com.