Pursuant to the Victim’s Economic Security and Safety Act (VESSA), team members who are victims of domestic or sexual violence or who have family or household members who are victims of such violence are allowed time away from work for approved activities.        

CONSIDERATION OF LEAVE

Team members can take VESSA leave for the following activities:

• To seek medical attention for, or recovery from, physical or psychological injuries caused by domestic or sexual violence to the team member  or the team member’s family or household member.
• To obtain services from a victim services organization for the team member or team member’s family or household member.
• To obtain psychological or other counseling for the team member or team member’s family or household member.
• To participate in safety planning, temporarily or permanently relocating, or to take other action to increase the team member’s safety;
• To seek legal assistance or remedies to ensure the health and safety of the team member or team member’s family or household member, including preparing for or participating in any civil or criminal legal proceeding related to or derived from the domestic or sexual violence.

DURATION OF LEAVE

Team members will be granted VESSA leave under FMLA for up to twelve weeks per rolling twelve month period, either continuously or intermittent.  Combined VESSA leave and other FMLA leaves of absence cannot exceed a combined twelve weeks in a rolling twelve month period.   

BENEFITS STATUS DURING LEAVE

Team members will retain benefits throughout the approved FMLA leave.  If the leave is unpaid, the team member is responsible for providing the applicable payment for voluntary benefits.   

COMPENSATION DURING LEAVE

A combination of paid leave and sick bank benefits can be used depending on the type of leave; refer to the applicable benefit policy for more information. 

REQUEST AND APPROVAL FOR LEAVE

Carle Health has partnered with The Hartford to provide leave management for our team members.  To request a leave under the Family Medical Leave Act, call The Hartford at (888) 277-4767 or submit online through The Hartford’s leave portal. Supporting documentation for VESSA may include a court order, court record, medical professional statement, police report, clergy person statement or victim services organization statement.

RETURN TO WORK

VESSA leave of absence is job protected, meaning you are entitled to return to your job, in the same position as when you left for your leave. However, if your position no longer exists, you should be offered one that is comparable in terms of skills, duties, pay, benefits, etc.

OTHER CONSIDERATIONS

A married couple employed by Carle Health may be limited to a combined total of twelve weeks during a rolling twelve month period for all FMLA qualifying reasons.