40 | STEVENS EMPLOYEE MANUAL In accordance with the provisions of the New Jersey Security and Financial Empowerment Act (“NJ SAFE Act”), Stevens will provide eligible employees with an unpaid leave of absence for a period not to exceed 20 days in any 12-month period following an incident of domestic violence or a sexually violent offence to address circumstances resulting the incident. Eligibility To be eligible, employees must have worked at least 1,000 hours during the immediately preceding 12-month period. Employees who are victims of domestic violence or a sexually violent offense may take leave either consecutively or intermittently in intervals of no less than one day. Qualifying Basis Leave may be taken for the purpose of engaging in any of the following activities: • Seeking medical attention for, or recovering from, physical or psychological injuries caused by domestic or sexual violence to the employee or the employee’s child, parent, spouse, domestic partner or civil union partner; • Obtaining services from a victim services organization for the employee or the employee’s child, parent, spouse, domestic partner or civil union partner; • Obtaining psychological or other counseling for the employee or the employee’s child, parent, spouse, domestic partner or civil union partner; • Participating in safety planning, temporarily or permanently relocating or taking other actions to increase the safety from future domestic violence or sexual violence or to ensure the economic security of the employee or the employee’s child or family member; • Seeking legal assistance or remedies to ensure the health and safety of the employee or the employee’s child, parent, spouse, domestic partner or civil union partner, including preparing for or participating in any civil or criminal legal proceeding related to or derived from domestic violence or sexual violence; or • Attending, participating in or preparing for a criminal or civil court proceeding relating to an incident of domestic or sexual violence of which the employee or the employee’s child or family member was a victim. A family member includes a child, spouse, domestic partner or civil union partner, parent-in-law, sibling, grandparent, grandchild, any other individual related by blood to the employee and any other individual that the employee shows to have a close association with the employee which is the equivalent of a family relationship. In accordance with the federal Pregnant Workers Fairness Act (PWFA), Stevens will provide reasonable accommodations to employees and job applicants who are affected by pregnancy, childbirth or related medical conditions, unless doing so would impose an undue hardship on the operation of the university. Employees or applicants will not be retaliated against for requesting or using reasonable accommodation. Stevens prohibits discrimination against employees or applicants based on pregnancy, childbirth or related medical conditions. Stevens will comply with all aspects of the PWFA. Employees who believe their rights under the PWFA have been violated may file a complaint with the Division of Human Resources or the Equal Employment Opportunity Commission (EEOC). 8.10 DOMESTIC VIOLENCE LEAVE 8.9 PREGNANT WORKERS FAIRNESS ACT
