Employees completing three months of consecutive employment with the City will be granted up to three (3) days of leave consistent with the Florida Domestic Violence Leave Law in a calendar year if the employee or a family or household member of an employee is the victim of domestic violence or sexual assault. 
This applies if an employee uses the leave from work to:

1. Seek an injunction for protection against domestic violence or an injunction for protection in cases of repeat violence, dating violence, or sexual violence;
2. Obtain medical care or mental health counseling, or both, for the employee or a family or household member to address physical or psychological injuries resulting from the act of domestic violence or sexual violence;
3. Obtain services from a victim services organization, including, but not limited to, a domestic violence shelter or program or a rape crisis center as a result of the act of domestic violence or sexual violence;
4. Make the employee’s home secure from the perpetrator of the domestic violence or sexual violence or to seek new housing to escape the perpetrator; or
5. Seek legal assistance in addressing issues arising from the act of domestic violence or sexual violence or to attend and prepare for court-related proceedings arising from the act of domestic violence or sexual violence.

Leave taken pursuant to this policy is unpaid, and employees requesting leave in accordance with this policy must use their applicable accrued leave balances in order to be paid during such leave. If an employee has no accrued leave, the employee will be given an unpaid leave of absence up to three (3) days in accordance with this policy.

Family or household member includes a spouse, former spouses, persons related by blood or marriage, persons who are presently residing together as a family or who have resided together in the past as if a family, and persons who are parents of a child in common regardless of whether they have been married. With the exception of persons who have a child in common, the family or household members must be currently residing or have in the past resided together in the same single dwelling unit. 

Except in cases of imminent danger to the health or safety of the employee or a family or household member, an employee must provide appropriate advance notice of the need for leave along with adequate documentation of the act of domestic violence or sexual assault. This documentation may include copes of restraining orders, police reports, orders to appear in court, etc. All information related to leave granted in accordance with this policy will be considered confidential. (i.e. Exempt from public records disclosure)