Domestic Violence, Sexual Assault, or Stalking Leave

Employees who are victims of domestic violence, sexual assault, or stalking may take unpaid leave under this policy. Consistent with Florida Statutes Section 741.313, the Company provides up to three working days of leave in any twelve-month period to eligible employees in these circumstances, and the Company further extends leave as a matter of Company policy beyond the statutory minimum when reasonably needed. The Company will not discriminate against employees who take time off to seek a temporary restraining order, an injunction, or any other form of relief intended to protect the health, safety, or welfare of the employee or the employee's child.

The Company will likewise not discriminate against an employee who uses accrued paid sick time to seek medical care for injuries caused by domestic violence, to obtain services from a victims' program, to receive psychological counseling related to the incident, or to take part in safety planning activities such as temporary or permanent relocation.

The Company may ask the employee to provide written verification of the need for leave, such as a police report, a court order, or documentation from a treating medical professional or victims' advocate.

Reasonable accommodations to support the safety of victims at work, including the implementation of safety procedures, may also be provided. Employees who need an accommodation should speak with their supervisor or Human Resources. If a reasonable accommodation is requested, the employee will be asked to submit a written statement signed by the employee, or by an individual acting on the employee's behalf, certifying that the accommodation is being sought for safety reasons at work, along with supporting documentation. The Company will engage in an interactive process with the employee to identify effective accommodations and will provide reasonable accommodation unless doing so would create an undue hardship.

All information submitted in connection with a request for leave or accommodation under this policy will be kept confidential to the fullest extent permitted by law. If disclosure becomes legally required, the Company will notify the employee before any information is released.

The Company will not discriminate against, harass, or retaliate against any employee because the individual is, or is perceived to be, a victim of domestic violence, sexual assault, or stalking, or because the employee requests or takes leave under this policy.

Leave under this policy is unpaid, but employees may substitute accrued sick time or PTO if available.