Follow Us :
Facebook-f Instagram Linkedin
4220 Duncan Ave. Suite 201 St. Louis Mo. 63110
Call Now +1 314-236-9018

VESSA

Mark Kurkowski > Victims of Economic Security and Safety Act

Victims of Economic Security and Safety Act

The Victims of Economic Security and Safety Act (VESSA) in Missouri is a crucial legislative framework aimed at supporting employees who are victims of domestic or sexual violence. Complying with VESSA ensures that employers create a safe and supportive work environment for individuals facing these challenges.

Key Provisions
  1. Eligibility Criteria:
    • VESSA protection extends to employees who are victims of domestic or sexual violence, as well as their family members.
  2. Reasons for Leave:
    • Employees may take VESSA leave for various reasons, including medical treatment, counseling, legal proceedings, and safety planning.
  3. Duration of Leave:
    • VESSA allows employees to take up to 12 weeks of unpaid leave within a 12-month period.
  4. Notice Requirements:
    • Employees are required to provide reasonable notice to their employers, except in cases of emergency.
  5. Documentation:
    • Employers may request reasonable documentation, such as court orders or medical records, to validate the need for VESSA leave.
  6. Job Protection:
    • Employees who take VESSA leave are entitled to job protection, ensuring they are reinstated to the same or equivalent position upon their return.
Employer Responsibilities
  1. Notification:
    • Employers must inform employees about their rights under VESSA and provide information on how to request leave.
  2. Confidentiality:
    • Employers must handle information regarding an employee’s situation with utmost confidentiality, adhering to legal privacy standards.
  3. Training:
    • Conduct training sessions for supervisors and HR personnel to ensure a comprehensive understanding of VESSA requirements and proper handling of related issues.
Resources
  • The Missouri Department of Labor and Industrial Relations (DOLIR) offers guidance and resources on VESSA compliance.
  • Legal counsel specializing in employment law can provide advice and support in implementing VESSA policies.
Conclusion
VESSA compliance in Missouri is not only a legal obligation but also a commitment to creating a workplace that prioritizes the safety and well-being of employees facing domestic or sexual violence. Employers should actively communicate and implement VESSA policies to ensure a supportive and secure environment for all.