Effective January 1, 2024, employees are newly entitled to use their domestic violence leave when they, or their family member, have been a victim of sexual assault. An employee who has worked for their employer for at least 90 days and who is, or whose family member is, a victim of domestic violence or sexual assault is entitled to up to 160 hours of leave in a 12-month period. The employee can’t be the alleged perpetrator of the violence, and the leave hours:
- May be paid or unpaid by the employer;
- Must be used within the 12 months immediately following when the violence occurred;
- May be used consecutively or intermittently; and
- Must be deducted from their available federal Family and Medical Leave Act (FMLA) leave if it’s used for an FMLA-related reason.
Effective July 1, 2023, employees who are temporarily laid off—meaning they remain employed to hopefully be called back in the future—are entitled to all wages earned and due immediately, as if they had been terminated. This doesn’t apply to employees placed on suspension for discipline or investigation, employees who are on-call, or employees who are on a leave of absence.