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Washington Free Printable Labor Law Posters Posters Washington Domestic Violence Leave Factsheet Poster

 Domestic Violence Leave Factsheet PDF

The Domestic Violence Leave Factsheet is a labor law posters poster by the Washington Department Of Labor & Industries. This is an optional poster, so while it is recommended that you post this if it is relevant to your employees, you are not required to by the Department Of Labor & Industries.

This bilingual poster explains to employees what their rights are in the workplace in regards to work leave from Domestic Violence. This poster covers topics such as discrimination, safety accommodations, verification, and situations/definitions in which this law applies.

WA All-In-One Labor Poster: Instead of printing out dozens of posters, employers can also purchase an all-in-one poster that covers both Washington and Federal poster requirements by clicking here .

Domestic Violence Leave	
Under the Domestic Violence Leave Act, all employees 
in Washington State have the right to take reasonable 
leave to get help or help a family member with 	domestic 	
violence, sexual assault 	or stalking.	
Employers cannot take 	any negative action	 against an 	
employee because the worker is an actual or perceived 
victim of domestic violence, sexual assault or stalking. 
Negative actions include:
 ƒ	Discrimination.
 ƒ	Retaliation.
 ƒ	Demotion.
 ƒ	Firi ng.
 ƒ	Refusing to hire a qualified person.
 ƒ	Actions that negatively impact promotion, 
compensation or other conditions of employment.
Domestic violence leave can be used to:
 ƒ	Seek legal or law enforcement help.
 ƒ	Seek treatment from a health care provider for 
physical or mental injuries.
 ƒ	Help a family member get services from a domestic 
violence shelter, rape crisis center, mental health 
counseling or other social service program. 
 ƒ	Participate in safety planning, temporarily or 
permanently move, or take other actions to 
increase the safety of the employee or employee’s 
family member.	
What type of leave can be used?
Employees can choose to use paid sick leave, other paid-
time off, compensatory time or unpaid leave. This leave 
can be used intermittently, in a single block of time, or 	 	
as part of a reduced work schedule. 	
Are safety accommodations required?
Employers must make reasonable safety 
accommodations unless the employer can show the 
accommodation would cause too much hardship.
Safety accommodations can include:
 ƒ	Job transfer, reassignment or modified work schedule.
 ƒ	Changing a work telephone number, email or workstation.
 ƒ	Implementing safety procedures (such as additional locks).	
Is verification required?
Employers may require verification from employees who 
request leave or a reasonable safety accommodation. 
When an employer requires verification, employees may 
provide one or more of the following:
 ƒ	A written statement that the employee or employee’s 
family member is a victim and needs assistance.
 ƒ	A police report or court order that indicates the 
employee is a victim or is in need of protection.
 ƒ	Documentation from a health care provider, advocate, 
clergy or legal representative.	
Contact L&I’s Protected Leave Specialist at 360-902-4930 
or  [email protected] .
For more information or to file a complaint, go to:	 .	
PUBLICATION F 70 0-202-9 0 9  [0 6-2018]	
Upon request, foreign language support and formats for persons 
with disabilities are available. Call 1-800-547-8367. TDD users, 
call 360-902-5797. L&I is an equal opportunity employer.

Permiso de ausencia por 
violencia doméstica	
Bajo la Ley de permiso por violencia doméstica, todos los 
trabajadores en el estado de Washington tienen derecho 
a tomar un permiso razonable para obtener ayuda o 
ayudar a un familiar en situación de 	violencia doméstica, 	
abuso sexual	 o 	acoso	.	
Los empleadores no pueden tomar 	ninguna medida 	
negativa	 en contra de un trabajador por ser una víctima 	
real o percibida de violencia doméstica, asalto sexual o 
acoso. Las medidas negativas incluyen:
 ƒ	Discriminación.
 ƒ	Represalia.
 ƒ	Descenso de categoría.
 ƒ	Despido.
 ƒ	Negarse a contratar a una persona calificada.
 ƒ	Acciones que afectan negativamente el desarrollo, 
compensación u otras condiciones de empleo.
El permiso de ausencia por violencia doméstica se 
puede usar para:
 ƒ	Buscar ayuda legal o de la policía.
 ƒ	Buscar tratamiento de un proveedor médico por 
lesiones físicas o mentales.
 ƒ	Ayudar a un miembro de la familia a obtener 
servicios de un refugio para casos de violencia 
doméstica, centro de crisis por violación, consejería 
de salud mental u otro programa de servicio social. 
 ƒ	Participar en la planificación de seguridad, 
mudarse temporal o permanentemente, o tomar 
otras medidas para aumentar la seguridad del 
trabajador o miembro de su familia.	
¿Qué tipo de permiso se puede usar?
Los trabajadores pueden escoger usar su permiso por 
enfermedad pagado u otro permiso de ausencia pagado, 	
tiempo compensatorio o permiso de ausencia sin pago. Este 
permiso se puede usar intermitentemente, en un solo periodo 
de tiempo, o como parte de un horario de trabajo reducido.
¿Se requieren ajustes de seguridad?
Los empleadores deben hacer ajustes razonables para la 
seguridad a menos que el empleador pueda demostrar 
que los ajustes causarían dificultad extrema.
Los ajustes para la seguridad pueden incluir:
 ƒ	Transferir de trabajo, reasignación u horario de trabajo 
 ƒ	Cambiar el número de teléfono del trabajo, correo 
electrónico o estación de trabajo.
 ƒ	Implementar procedimientos de seguridad (como 
cerraduras adicionales).	
¿Se requiere verificación?
Los empleadores pueden exigir que los trabajadores que 
soliciten un permiso o un ajuste razonable presenten 
verificación. Cuando un empleador requiere verificación, 
los trabajadores pueden proporcionar uno o más de los 
siguientes documentos:
 ƒ	Una declaración por escrito que el trabajador o algún 
miembro de familia del trabajador es una víctima y 
necesita ayuda.
 ƒ	Un informe policial o una orden judicial que indique 
que el trabajador es una víctima o necesita protección.
 ƒ	Documentación de un proveedor médico, intercesor, 
miembro de su iglesia o representante legal.	
Comuníquese con el especialista de permisos protegidos 
de L&I al 360-902-4930 o escriba a [email protected]
Para más información o para presentar una queja, vaya a:	 .	
A petición del cliente, hay ayuda disponible para personas que hablan 
otros idiomas y otros formatos alternos de comunicación para personas 
con discapacidades. Llame al 1-800-547-8367. Usuarios de dispositivos 
de telecomunicaciones para sordos (TDD, por su sigla en inglés) llamen 
al 360-902-5797. L&I es un empleador con igualdad de oportunidades.

Other Washington Labor Law Posters 4 PDFS

There are an additional five optional and mandatory Washington labor law posters that may be relevant to your business. Be sure to also print all relevant state labor law posters, as well as all mandatory federal labor law posters.

View all 6 Washington labor law posters

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Instead of printing out pages of mandatory Washington and Federal labor law posters, you can purchase a professional, laminated all-in-one labor law poster that guarantees compliance with all Washington and federal posting requirements. Fully updated for 2021!

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URGENT: Mandatory Coronavirus Paid Leave Poster (FFCRA)

As of April 1 2020, all employers in the United States with less than 500 employees MUST display or digitally distribute a Families First Coronavirus Response Act paid leave poster.

This poster describes new laws that mandate paid leave for employees affected by the COVID-19 / Coronavirus epidemic.

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Official CDC Coronavirus Safety Posters:

The CDC has published several optional Coronavirus safety posters that are recommended for workplaces open during the pandemic.

Purchase Laminated Multi-Poster COVID-19 Notice Print Free COVID-19 Posters

Re-Open Safely - Get Social Distancing Floor Stickers

If your workplace or store is open to the public, you may be required by your state or locality to display adequate social distancing notices and markers. These professional floor decals can be used in store aisles, checkout lines, or high-traffic workplace areas.

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