The state of Missouri signed into law on August 8, 2021 a new law to help protect and allow victims of domestic violence a chance to heal.

VESSA provides:

  • Leave to any employee who seeks medical attention, victim services, psychological or other counseling, safety planning, or legal assistance for themselves, a family or household member, if they are victims of domestic or sexual violence.
  • One week’s leave per year for employees of companies with between 20 and 49 employees.
  • Two weeks’ leave per year for employees of companies with 50 or more employees.
  • Leave can be taken intermittently or on a reduced work schedule. However, unpaid leave under VESSA will not be provided if the employee has already used all leave allowed under the federal Family and Medical Leave Act.
  • Employees must give 48 hours’ notice of their intent to take leave.
  • In the event of an unscheduled absence, the employer cannot take any action against the employee if the employee provides certification of their absence within a reasonable time.
  • An employer may require employees to provide certification in addition to 48 hours’ notice. Employees may satisfy the certification requirement with a sworn statement from the employee plus certain other documentation, such as a police report or court record, detailed in VESSA.
  • Upon returning from leave, an employee must be returned to the same or equivalent employment position.
  • An employee must not lose accrued benefits while on leave.
  • Employers must maintain health coverage for employees while they are on leave under VESSA.
  • Employers may recover the health plan premium paid by the employer to maintain coverage for the employee or the employee’s family or household member if the employee does not return to work for reasons unrelated to domestic or sexual violence.

Please reach out to your local HR representative, or email benefits@teamhamra.com for further information.

© 2023 HAMRA ENTERPRISES. ALL RIGHTS RESERVED. Like us on facebook | Follow Us on LinkedIn | Privacy Policy | Terms of Use