Are there any laws that require employers to provide accommodations for victims of domestic abuse?

In North Carolina, there are a number of laws that require employers to provide accommodations for victims of domestic abuse. These laws are based on the Employment Security Law and the North Carolina State Human Rights Act. Under the Employment Security Law, employers must provide reasonable accommodations to victims of domestic abuse for which they have suffered an adverse employment action. This includes providing leave, job protection, relocation, and safety measures, such as changing the employee’s work schedule or allowing the employee to work from home. The North Carolina State Human Rights Act also provides protections for victims of domestic abuse, including prohibiting employers from discriminating based on an employee’s status as a victim of domestic violence or sexual assault. This means that employers must provide reasonable accommodations, such as allowing the employee to take time off to attend court proceedings, or providing counseling or other resources to help the employee cope with the trauma of their experience. It is important to note that under both of these laws, an employer must provide reasonable accommodations to a victim of domestic abuse unless doing so would create an undue hardship—this can include things like a significant financial burden or a significant disruption to the employer’s operations. Employers who do not provide appropriate accommodations to victims of domestic abuse could be subject to fines or other penalties.

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Are there any laws that require employers to provide accommodations for victims of domestic abuse?

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