Domestic and sexual violence pervades all aspects of our society. Studies show that at least one in four women is a victim of domestic or sexual violence at some point in her life. In almost any workplace, there are likely be to individuals who have been or are currently dealing with domestic or sexual violence. While it is very unusual for domestic violence to lead to violent incidents in the workplace itself, employees who are victims may need time off to take steps to address the violence in their lives and a variety of workplace accommodations to help protect themselves and their co-workers.

Many laws, including federal and state anti-discrimination laws, the Family and Medical Leave Act, the Americans with Disabilities Act, state disability laws, and state torts, offer victims of domestic violence important workplace rights. There are also an increasing number of jurisdictions with laws providing employment rights or job-protected leaves specifically to victims of domestic or sexual violence. Developing and implementing a domestic violence policy is an important means of complying with the relevant laws and thus limiting your company’s potential exposure to liability – and of keeping your workplace safe and your employees working.

Legal Momentum has prepared this checklist of recommended provisions soley to provide guidance in development of a company’s own policies. Any company that develops a policy should do so in consultation with that company's legal counsel and consideration of that company’s specific circumstances.