RDVIC recognizes that anyone can be a victim of domestic violence, regardless of age, socioeconomic status, race, ethnicity, education, sexual or religious orientation. Likewise. anyone can be a perpetrator. RDVIC's goals include helping victims achieve safety and holding perpetrators accountable. RDVIC maintains the following policies for its employees who are experiencing domestic violence:
18.1 Any employee who discloses to the Director, any staff or board member of RDVIC that she/he is a victim of domestic violence can expect confidentiality to be respected. unless confidentiality places others in the workplace at risk.
18.2 Employees who are victims of domestic violence may use earned paid leave time (personal days. sick time, and vacation time) to handle domestic violence related concerns. This includes but is not limited to: court appearances and other legal matters. relocation tasks, support group/counseling, health care, or child/dependent-related safety needs. Use of paid leave time must be requested and approved in accordance with these personnel policies. Unpaid leave is available at the discretion of the Director.
18.3 Employees- should report concerns about their personal safety to the Director and can expect that RDVIC will accommodate the employee's safety concerns as determined on an individual basis with the Director. Options may include flexible work hours, temporary relief from duties that enhance danger, payroll flexibility, etc. Employees can expect, also expect to receive referrals to other direct service providers to address emotional and physical safety needs.
18.4 Job-related adaptations by other employees of RDVIC to the safety needs of a colleague (e.g., trading of duties, or re-scheduling) shall be determined and approved by the Director.
18.5 RDVIC respects the rights of victims of domestic violence to self-determination, and shall not, under any circumstances, require specific domestic violence interventions on the part of the victim as a condition of employment. RDVIC shall, however, reserve the right to employ whatever means available to create a workplace for the employee/victim and others that is free from harassment and interference. Under no circumstances may RDVIC time or resources be used to perpetrate an act of domestic abuse. Such an act may be grounds for immediate dismissal.
18.6 Being a victim of domestic violence does not exempt an employee from standard employee performance expectations nor from disciplinary procedures.
18.7 Employees who believe their safety needs are not being adequately or fairly addressed can use the grievance procedure outlined in the personnel policy.
