New Florida Law Regarding Domestic Violence Leave
New Florida Law Regarding Domestic Violence Leave
In Florida, a new domestic violence law will go into effect on July 1, 2007. This law covers how employees who are victims of domestic violence could be eligible for days off.
Are there many stipulations in the Domestic Violence Leave law?
Yes. The new Florida domestic violence leave law covers many more topics than what is covered here such as pay, advance notice, the use of personal days or sick days, etc. PEP is well-versed in all employee laws and can assist you with your questions. Please call us about our employee leasing program at 1-800-650-3002.
What employers are affected by the law?
Employers in Florida with 50 or more employees.
How many days of domestic violence leave can an employee take under the law?
Employees may take up to three days of leave during a 12-month period.
Which employees are eligible for leave?
An employee is eligible for leave if he or she has been a victim of domestic violence, or if a family member has been a victim of domestic violence.
To be legally eligible for the leave, how long do employees have to be employed by the employer?
Employees must be employed at your organization for at least three months prior to the leave.
According to the law, what are some of the reasons that an employee can take domestic violence leave?
- Seeking a protective injunction against violent offenders.
- Seeking legal assistance for domestic violence issues.
- Getting medical care or mental health counseling for injuries caused by domestic violence (this includes care for the employee, a family member, or a household member).
- Receiving services from a victim services organization such as a shelter or crisis center.
May employers request documentation from the employee?
Yes. Employers are allowed to request documentation to back up the domestic violence leave, but all information regarding the employee’s domestic violence leave must remain confidential.es classifying your workers can be tricky. You must be careful not to misclassify your employees as independent contractors, because it can result in paying costly penalties to the IRS for misclassification. Workers who believe they are misclassified as independent contractors have the right to file a complaint with the U.S. Department of Labor.
