Domestic Violence Victims Accommodation and Leave Policy
(NY)

Summary

This template is a policy that governs employer accommodations for New York employees who are victims of domestic violence, including notice requirements and other employer obligations. This template includes practical guidance, drafting notes, and optional and alternate clauses. This template is intended for private employers. Employers may include this policy in an employee handbook or distribute it as standalone policy. For a non-jurisdictional employee handbook, see Employee Handbook. For an employee handbook supplement for New York employers containing customized workplace policies based on New York state and local laws, see Employee Handbook Supplement (NY). It is based on New York law and federal law and includes New York City distinctions. The New York State Human Rights Law (NYSHRL) requires employers to provide leave time as a reasonable accommodation to employees who are victims of domestic violence. N.Y. Exec. Law § 296(22)(c)(1). Employers who operate in New York City should also be aware of the New York City Human Rights Law (NYCHRL) and its requirements concerning accommodations for victims of domestic violence, sex offenses, or stalking. NYC Administrative Code 8-107(27)(c). For a full listing of key content that can be used by in-house counsel to develop, revise, and implement a company's employee and third-party-related policies, see In-House Company Policies Resource Kit. For a full listing of key content covering employee handbook considerations, see Employee Handbook Resource Kit. For information on domestic violence victim accommodations in New York, see Discrimination, Harassment, and Retaliation (NY) — Protected Classes and Conduct Requirements, New York State Human Rights Law (NYSHRL) — Protected Classes and Characteristics, Leave Law (NY) — Domestic Violence Victim Leave. For information on equal employment and non-discrimination issues, see Equal Employment Opportunity / Non-discrimination Policies: Key Drafting Tips and Discrimination, Harassment, and Retaliation Policy Drafting Checklist. For more information on the New York City Human Rights Law (NYCHRL), which protects employees, applicants, interns, independent contractors, and freelancers from discrimination and harassment based on their membership in a protected class, and prohibits retaliation, see New York City Human Rights Law (NYCHRL). For recent key Labor & Employment legal developments that may impact this content, see the Labor & Employment Key Legal Developments Tracker (Current).