There’s no question that being the victim of a crime – particularly a violent one – can be a traumatic experience for someone. That’s true even if they weren’t seriously physically harmed. 

It can affect every aspect of their lives – and certainly their work. According to California’s Civil Rights Department (CRD), “One in ten crime victims nationwide reported losing a job or being demoted as a result of needing time off.” This time off could be for medical and psychological treatment as well as for dealing with police, getting restraining orders and making court appearances in the perpetrator’s case.

Recent changes to California law

California’s Fair Employment and Housing Act (FEHA) gives not only victims of violence but, as of this year, their family members the right to take time off to deal with the fallout of that without fear of discrimination and retaliation. Further, the law was amended to include “qualifying acts of violence” including domestic violence, stalking and incidents that involve a dangerous weapon. 

All employers with at least 25 employees are required to provide “reasonable accommodations” for those who qualify under the law. The time off that an employee must be allowed can run anywhere from five days to help a family member relocate to 12 weeks if an employee has been the victim of violence or has lost a loved one to violence.

Certainly, these aren’t rights that most employees think about until an act of violence hits home. Then, it’s crucial to be able to advocate knowledgeably for your rights under California law. If your employer doesn’t know the current law or is not complying with it, it can help to have experienced legal guidance.