Just Signed Into Law
S.B. 229 C.D. 1 “Employment Practices; Domestic Violence”
To download the entire bill, Click Here
Prohibits employers from discriminating against victims of domestic or sexual violence in certain employment-related situations if the victim notifies the employer of such status or the employer has actual knowledge.
Requires an employer to make reasonable accommodations for an employee who is a victim of domestic violence; provided that it does not cause undue hardship to the operations of the employer.
Allows an employer to request verification of an employee’s continued status within specified time frames.
Creates a civil remedy for employee-victims denied reasonable accommodations.
Effective January 1, 2012
Unpaid Leave Law
HRS §378-72: Leave of absence for domestic or sexual violence
Provides unpaid victim leave from work for medical attention, victim services, counseling, relocation, or legal actions.
Allows the employer to request medical certification regarding the length and dates of leave required by the employee as well as medical clearance to return to work.
Returns the employee to the employee’s original job or to a comparable position upon completion of victim leave.
Creates a civil remedy for employees denied victim leave.
To view the actual statute, Click Here