Victims’ Economic Security and Safety Act Leave

Administrative Procedure 5.502

Employees who have worked for the College during any 12-month period may be entitled to a total of 12 workweeks of leave during any 12-month period under the Victims’ Economic Security and Safety Act (VESSA). VESSA leave may be taken on an intermittent basis.  

  Employees may take VESSA leave to:  

  1. Seek medical attention for, or recovery from, physical or psychological injuries caused by domestic or sexual violence to the employee or employee’s family or household member; 
  2. Obtain victim services for the employee or employee’s family or household member;
  3. Obtain psychological or counseling for the employee or employee’s family or household member;
  4. Participate in safety planning, including temporary or permanent relocation or other actions to increase the safety of the victim from future domestic or sexual violence; or 
  5. Seek legal assistance to ensure the health and safety of the victim, including participating in court proceedings related to the violence.

Employees who have paid sick leave available to them may use such leave concurrently with their VESSA leave. After exhausting his or her paid leave, the remainder of an employee’s VESSA leave will be unpaid. VESSA does not create a right for an employee to take unpaid leave that exceeds the unpaid leave time allowed under, or is in addition to the unpaid leave time permitted by, the federal Family and Medical Leave Act (FMLA); thus, such leave shall run concurrently with VESSA.   

Employees who wish to apply for a VESSA leave are required to meet certain notification and documentation requirements that are available from the Human Resources. The College reserves the right to request one or more of the following:

  • Documentation from a victim services organization, attorney, member of the clergy, or medical or other professional from whom the employee’s family or household member has sought assistance;
  • A police or court record; or
  • Other corroborating evidence.  

Benefitted employees must pay their share of health insurance premiums while on VESSA leave. If an employee fails to return to work following the conclusion of a VESSA leave, the College may recover the health insurance premiums it paid on behalf of the employee.  

For more information on VESSA leave procedures and requirements, employees should contact Human Resources.  

This policy was last reviewed on 08/30/2023.

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