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Home My WebLink AboutMINUTES - 12172002 - SD.11 tip "TO: BOARD OF SUPERVISORS CONTRA wo COSTA FROM: Donna Gerber COUNTY DATE. December 17, 2002 �� SUBJECT: Domestic Violence Issues in the Workplace Policy SPECIFIC REQUEST(S) OR RECOMMENDATION(S) & BACKGROUND AND JUSTIFICATION RECOMMENDATIONS: is ADOPT the attached "Domestic Violence Issues in the Workplace" Policy as the County's Policy to address the risk of workplace violence and disruption due to domestic violence, as well as to heighten awareness of domestic violence and provide information to avoid or minimize the occurrence and effects of domestic violence in the workplace. 2. DIRECT the County Administrator or designee to develop a communication plan, including joint labor/management training, on this policy, FISCAL IMPACT: None to the General Fund, BACKGROUND: The Board of Supervisors declared a policy of"Zero Tolerance for Domestic Violence"' in February 2000 and launched multidisciplinary"Zero Tolerance for Domestic Violence" Initiative in October 2000. The purpose of this initiative is to fund and track the effectiveness of efforts to eliminate domestic/family violence and older abuse in the County. Partner agencies include the Office of the Sheriff, District Attorney, Superior Court, Probation, Public Defender, Employment and Human Services, Health Services and community organizations, such as STANDi Against Domestic Violence, Elder Abuse Prevention and Bay Area Legal Aid, At the May 2001 status report on the Zero*Tolerance for Domestic Violence, Mr. Jim Hicks of AFSCME Local 2700 suggested that these efforts include the issue of County employees who may be victims of domestic violence. The Board directed the County Administrator to include this issue as part of the work done on the Zero Tolerance for Domestic Violence initiative. As a result, Departrnents were surveyed and basic training conducted for human resources representatives on this Issue, In addition, a basic policy with regard to domestic violence issues in the workplace was developed and circulated for comment to Deparbnent Heads and employee organizations. This policy sets forth the requirements currentlyinlaw and outlines County actions to implement the policy, CONTINUED ON ATTACHMENT: X,,.YES SIGNATURE: .RECOMMENDATION OF COUNTY ADMINISTRATOR RECOMMENDATION OF BOARD COMMITTEE .APPROVE - - OTHER SIGNATURE(S)e ACTION OF BOARD ON -A;7 APPROVED AS RECOMMENDED OTHER VOTE OF SUPERVISORS '�( (ABSENT I HEREBY CERTIFY THAT THIS IS A TRUE AND CORRECT COPY OF AN AYES: NOES: ACTION TAKEN AND ENTERED ABSENT:,,,,,. ABSTAIN:. ON MINUTES OF THE BOARD OF SUPERVISORS ON THE DATE SHOWN., Contact: Kathy ChIverton "ab? ATTESTED. 171 .A JOHN SWEETEN,CLERK Olt THE 130ARD OF SUPERVISORS ZA D COUNTY ADMINISTRAT cc: CAO/ John Sweeten,Christina Linville Human Resources BY DEPUTY Sup.Gerber All Employee Units IRM NF& i DOMESTIC VIOLENCE ISSUES IN THE WORKPLACE POLICY SECTION Ae. PURPOSE The purpose of this policy is to: Address the risk of workplace violence and disruption due to domestic violence,. • Heighten awareness of domestic violence and provide information to avoid or minimize the occurrence and effects of domestic violence in the workplace,. SECTION Bs. POLICY Contra Costa County is committed to providing a workplace in which the perpetration of domestic violence is neither tolerated nor excused, as well as providing resources and support for employees and managers to address the occurrence and effects of domestic violence in the workplace,. SECTION Co. DEFINITIONS Domestic Violence: Abuse of a spouse or former spouse, cohabitant/or former cohabitant, current or past dating relationship or person with whom the victim had a child,, Abuse means intentionally or recklessly causing or attempting to cause bodily injury, or placing another person in reasonable apprehension of imminent serious bodily injury to himself or herself, or another. SECTION Do. RESPONSIBILITY Whenever managers- or supervisors become aware of a case of domestic violence, they should be prepared to provide resource info ation to .the victim,. Among others, resources include: Domestic Violence Hotline: 1-888-215-5555 STAND! Against Domestic Violence 24mHour Crisis Line 1-800-670-7273 Rape Crisis Center Community Violence Solutions Contra Costs County Page 1 Domestic Violence Issues in the Workplace Policy I Women's Shelters/Domestic Violence Programs: 1-925-676-2845 STAND Against Domestic Violence PO Box 6406 Concord, CA 94524 Contra Costa County (925) 930-4403 Employee Assistance Program Departments shall not discharge or in any manner discriminate or retaliate against an employee who is a victim of domestic violence as defined in Section 6211 of the Family Code for taking time off from work to obtain or attempt to obtain any legal relief, including, but not limited to, a temporary restraining order, restraining order, or other injunctive relief, to help ensure the health, safety, or welfare of a domestic violence victim or his or her child. Departments shall not discharge or in any manner discriminate or retaliate against an employee who is a victim of domestic violence as defined in Section 6211 of the Family Code for taking time off from work to seek medical attention for injuries caused by domestic violence; to obtain services from a domestic violence shelter, program, or rape crisis center as a result of domestic violence; to obtain psychological counseling related to an experience of domestic violence; or to participate in safety planning and take other actions to increase safety from future domestic violence, including temporary or permanent relocation. As a condition of taking time off for a purpose set forth in the preceding two paragraphs, the employee shall give his/her supervisor seasonable advance notice of the employee's intention to take time off, unless the advance notice is not feasible. When an unscheduled absence occurs for a purpose set forth in the preceding two paragraphs, the Department shall not take any action against the employeeif the employee, within a reasonable time after the absence, provides a certification to the supervisor,, Certification shall be sufficient in the form of any of the following: 1. A police report indicating that the employee was a victim of domestic violence. Ze A court order protecting or separating the employee from the perpetrator of an act of domestic violence, or other evidence from the court or prosecuting attorney that the employee appeared in court. 3e. Documentation from a medical professional, domestic violence advocate, health care provider or counselor that the employee was undergoing treatment Contra Costa County pegs 2 Domestic Violence Issues in the Workplace Policy for physical or mental injuries or abuse resulting in victimization from an act of 10 domestic violence. To the extent allowed by law, Departments and the County shall maintain the confidentiality of any employee requesting leave under these provisions,, SECTION Es.- COUNTY ACTIONS: A process shall be developed to: • Communicate the County's DOMESTIC VIOLENCE ISSUES IN THE WORKPLACE POLICY to all employees,. • Distribute emergency phone numbers to all County employees through payroll distribution. • Make available resource and referral information and meet with the victim regarding workplace safety issues., • Refer employees. to the County's Employee Assistance Program as appropriate. Contra Costa County Page 3 Domestic Violence Issues in the Workplace Policy r REQUEST TO SPEAK FORM :1tEE (3) MINUTE LIN1T) ' PLEASE PRINT LEGIBLY Complete this fo, and plac t the box near the speakers' rostrum before addressing the Board. Name: Phone Address*. � '�! City Zip Code: I am speaking for myself or organization: (name of organization) CHECK ONE: I wish to speak on Agenda Item#�. Date: pq My Comments will be general for against I wish to speak on the subject of Ido not wish to speak on the subject but leave these comments for the board to consider: I� I I I I II 1 I