Domestic Violence Leave

Victims of Domestic Abuse Act, NMSA 1978, §§ 50-4A-1 to 50-4A, which went into effect July 1, 2009.

Under the Act employers are required to give eligible employees "domestic abuse leave," which is defined as "intermittent paid or unpaid leave time for up to fourteen days in any calendar year – to obtain or attempt to obtain an order of protection or other judicial relief from domestic abuse or to meet with law enforcement officials, to consult with attorneys or district attorneys' victim advocates or to attend court proceedings related to the domestic abuse of an employee or an employee's family member."

It is prohibited under the Act to retaliate against an employee who uses domestic abuse leave.

Extended Leaves Policy

All leaves of ten (10) consecutive work days or less must be requested through and approved by the employee’s principal or supervisor.

Extended leave of more than ten (10) consecutive days, with or without pay, must be requested through the Human Resources Leaves Office.

Employees must complete the required Leave Forms and receive the necessary approval before the leave requested may be taken.

When an employee becomes ill or is injured on the job, sick leave begins at the time of inability to continue work, to the nearest half-hour. An employee, who is already on annual leave, personal leave or leave without pay, including parental leave, may not be eligible to use sick leave benefits.

While on an approved leave, an employee:

• May not volunteer or perform any duties for the APS District
• May not utilize APS property for personal use
• Must turn in all APS equipment (keys, laptop, etc.) prior to the start date

This page was last updated on: July 27, 2011.