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College-wide Policies

Victim Protection Time

Responsible office
Finance & Administration
Responsible party
Director of Human Resources
Last revision
April 2016
Approved by
The Cabinet
Approval date
August 2013
Effective date
August 2013
Last review
April 2016
Additional references
Colorado Statute 24-34-402.7 – Domestic Abuse Leave Law


All financial and administrative policies involving community members across campus are within the scope of this policy. If there is variance between departmental expectations and the common approach described through college policy, the college will look to the campus community to support the spirit and the objectives of college policy.


Colorado College allows an employee to take up to three working days of leave in any 12-month period if the employee is a victim of domestic abuse, stalking, sexual assault, or any other crime having an underlying factual basis of domestic violence.  An employee must have been employed by Colorado College for at least 12 months preceding the commencement of the leave and must provide reasonable advance notice (except in cases of imminent danger to the health or safety of an employee). This leave applies to employees who are the victims of the following:

  • Domestic violence or abuse
  • Stalking
  • Sexual assault
  • A crime found by a court on the record to include an act of domestic violence.

 The employee must use the leave for the following:

  • Seeking services from a domestic violence shelter, program, or rape crisis center as a result of domestic violence
  • Seeking a civil protection order to prevent domestic abuse
  • Obtaining medical care or mental health counseling for himself or herself, or for his or her children, to address physical or psychological injuries resulting from the act of domestic abuse, stalking, sexual assault or other crime involving domestic violence
  • Making his or her home secure from the perpetrator or seeking new housing to escape the perpetrator
  • Seeking legal assistance, attending, and preparing for court-related proceedings arising from domestic violence acts

The following documentation shall serve as certification for consideration of victim protection  leave:

  1. A police report stating that the employee was a victim of domestic violence
  2. A court order protecting or separating the employee from the perpetrator of an act of domestic violence, or other evidence from the court or prosecuting attorney that the employee appeared in court
  3. Documentation from a medical professional, domestic violence advocate, health care provider, or counselor that the employee was undergoing treatment for physical or mental injuries or abuse resulting in victimization from an act of domestic violence.  The college will make reasonable efforts to maintain the confidentiality of all information related to an employee’s leave pursuant to this policy. 

Duration of leave

Leave under this policy shall not exceed three days in a 12-month period.  The 12-month period will be measured forward from the date the first leave begins.

Employee pay/wages

An employee must use his/her accrued sick, vacation or personal time for the leave.  If the employee has no paid leave available, eligible employees may take the leave unpaid. 


Employees must contact Human Resources to request victim protection leave prior to taking leave, unless in imminent danger in which case the employee must contact Human Resources as soon as reasonably possible.

Employee shall provide documentation of the need for victim protection leave (see appropriate documentation noted above).