🛡️ 加州家暴受害者可以請假嗎？WFH 合法嗎？公司能拒絕嗎？
California Domestic Violence Leave & Workplace Rights
在加州，如果你遇到家暴（Domestic Violence），法律不只允許你請假，也保障你不會因為請假而被開除、降職或報復。本篇教你：什麼假可以請？可以要求 WFH 嗎？公司能不能拒絕？工作能保留多久？
📘 一、加州法律明文規定：家暴受害者可以請假
You Have the Right to Take Time Off
加州 Labor Code §230 / §230.1 清楚規定：
✔ 家暴受害者有權請假處理安全、法律和醫療需求。
包含：
- 申請或更新保護令（DVRO / TRO）
- 看醫生、急診、受傷治療
- 心理諮商、支持團體
- 向警局報案
- 搬遷到安全住所
- 與律師、法律援助會面
📌 重點：公司不得拒絕、不得報復。
🏠 二、可以要求 Work From Home 嗎？（答案：可以）
Can You Request WFH? Yes.
加州 FEHA（Fair Employment and Housing Act）要求公司提供合理調整（Reasonable Accommodation）。
對於家暴受害者，合理調整可包括：
- Work From Home（居家辦公）
- 調整上班時間
- 更換座位或辦公位置
- 更改分機、Email
- 限制陌生訪客進入
- 安全性加強（Security escort）
📌 公司必須「與你討論」可行方案，而不是直接拒絕。
📄 三、公司可否要求證明？需提供哪些文件？
Documentation You May Provide
公司可以要求基本證明，但不能逼你描述細節。
可用的文件包括：
- 保護令（DVRO / TRO）
- 警察報案紀錄（Police Report）
- 醫療紀錄（Medical Records）
- 心理師證明（Counselor Letter）
- DV Shelter 證明
- 律師或法院通知
⚠ 公司不能問你「為什麼被打」「怎麼被打」。
💼 四、請家暴假是有薪還是無薪？
Paid or Unpaid?
家暴假本身多為無薪，但你可以選擇：
- Sick Leave 病假（有薪）
- PTO
- Vacation
- PFL（Paid Family Leave）
⚠ 公司不能阻止你使用病假來 cover 家暴請假。
🔒 五、工作會被保留多久？
How Long Is Your Job Protected?
重點來了：加州的工作保障「不是台灣式的留職停薪」，但仍然有強力保護。
✔ 1. 家暴假（Labor Code 230 / 230.1）
沒有明確天數限制 → 必須是「合理必要時間」。
通常是幾天到幾週，不會到數個月。
✔ 2. CFRA（California Family Rights Act）
如果因家暴導致身心狀況（Anxiety / PTSD）無法工作，可請：
最多 12 週（3 個月）job-protected leave。
✔ 3. 超過 12 週後？
公司可依自身政策決定是否繼續保留職位（不是強制）。
📌 總結：工作保障最長為 12 週（法律保障），其餘全靠公司政策。
🛑 六、公司不能報復
Anti-Retaliation Protection
公司不得因為你請家暴假而：
- 開除你
- 減薪
- 降職
- 改不良班表
- 拒絕升遷
這些都屬於非法報復（Retaliation）。
👶 七、如果有小孩，請假會影響監護權嗎？
What If Children Are Involved?
不會。家暴與監護權屬於家庭法領域，與工作無關。
但家暴案件中：
- 有穩定工作 → 對監護權更有利
- 法院希望孩子保持穩定生活
📌 這部分會在第 3 篇詳細說明。
📚 相關閱讀（Interlinks）
🛡️ Domestic Violence Leave in California: Can You Take Time Off or Request WFH?
Know Your Workplace Rights
If you are experiencing domestic violence in California, your safety comes first—but your job and income also matter. Many people don’t realize that California law gives domestic violence victims specific workplace protections, including the right to take time off and request reasonable accommodations such as working from home (WFH).
📘 1. You Have the Right to Take Time Off
Under California Labor Code sections 230 and 230.1, employees who are victims of domestic violence have the right to take time off to:
- Seek a restraining order (DVRO/TRO)
- Get medical or psychological treatment
- Attend court hearings
- Meet with law enforcement
- Move to a safe location or shelter
- Consult with a lawyer or victim advocate
Your employer may not fire, discipline, or retaliate against you for taking this protected leave.
🏠 2. Can You Request Work From Home (WFH)?
Yes, in many cases you can. Under California’s Fair Employment and Housing Act (FEHA), employers must consider reasonable accommodations for workers who need safety-related adjustments due to domestic violence.
Reasonable accommodations may include:
- Temporary or ongoing work-from-home (WFH) arrangements
- Changes to your work schedule or shift
- Moving your workspace to a safer location
- Changing your extension, email address, or office location
- Improved security measures or visitor controls
Your employer must engage in a good-faith, interactive process with you. They cannot simply say “no” without considering practical alternatives.
📄 3. Can Your Employer Ask for Documentation?
Yes, but only in a limited way. Employers may request documentation to confirm your need for domestic violence–related leave or accommodations, such as:
- A copy of a restraining order or court order
- A police report
- Medical or counseling records
- A letter from a shelter, advocate, attorney, or counselor
However, your employer is not entitled to detailed descriptions of the abuse. They should only request enough information to verify the need for leave or accommodations.
💵 4. Is Domestic Violence Leave Paid or Unpaid?
Domestic violence leave itself is often unpaid, but you may be able to use:
- Paid sick leave
- PTO (paid time off)
- Vacation days
- Paid Family Leave (PFL) benefits, in certain situations
Your employer generally cannot stop you from using available sick leave for a covered domestic violence–related reason.
🔒 5. How Long Is Your Job Protected?
California’s system is not exactly like “leave without pay” in some other countries, but there are clear protections:
1) Domestic Violence–Related Leave
There is no fixed statutory number of days, but the time off must be reasonable and necessary to address the situation (court, medical, safety planning, etc.). This often means days or weeks rather than many months.
2) CFRA (California Family Rights Act)
If domestic violence causes a serious health condition (e.g., PTSD, anxiety, major depression, physical injury), you may qualify for up to:
12 weeks of job-protected leave in a 12-month period.
3) After 12 Weeks
Beyond CFRA and other protected leaves, whether your employer continues to hold your position depends on company policy and any additional accommodations that may be reasonable under FEHA. The law does not guarantee indefinite job protection.
🛑 6. Protection Against Retaliation
Your employer may not:
- Fire you or threaten termination for taking DV-related leave
- Demote you or cut your pay because you requested WFH or schedule changes
- Assign worse shifts or duties as punishment
- Deny promotions or opportunities as retaliation
If this happens, it may be considered unlawful retaliation, and you may have legal options.
👶 7. What If Children Are Involved?
Workplace protections are separate from family law issues like custody and visitation. However:
- Being able to maintain a job and stable income can strengthen your position in custody disputes.
- Court decisions regarding custody and visitation will focus on the child’s best interests and safety.
Domestic violence is a serious factor in custody decisions, which is covered in more detail in the next article.