Safe at Home Act Policy - Kansas University Medical Center (KUMC)

Department of Human Resources and Equal Opportunity (HR/EO)

The Kansas Safe at Home Act (Senate Substitute for House Bill 2928, codified as K.S.A. 75-451), effective January 1, 2007, permits an employee who is a victim of domestic violence, sexual assault, stalking, and/or human trafficking as defined by state law to have a substitute address created in order to prevent his/her assailant or probable assailant from easily locating the employee. This substitute address can be used by KU when responding to requests for public records without disclosing the location of the individual. The Act also includes provisions for the granting of leave.

Substitute Address Provisions

An employee who wishes to utilize the substitute address provisions of the Safe at Home Act will be required to file an application through "enrolling agents" who are law enforcement offices and agencies designated by the Secretary of State to provide counseling and shelter services. The Office of the Secretary of State will review the application and, if appropriate, will certify the employee as a program participant. An approved employee will receive a participant card as proof of certification. The certification is valid for 4 years from the date of filing, unless withdrawn or invalidated before that date.

Once certification has been acquired, an employee may request that KU use the substitute address as the employee's official address in its records. That request must be made by the employee to HR/EO by presenting the program participant card. HR/EO will notify the appropriate departmental supervisor(s) if an employee has been certified as a program participant.

For further information regarding the substitute address provisions of this statute, please consult the Secretary of State's website.

Leave Provisions

Employees who are victims of either domestic violence or sexual assault may not be discharged, discriminated or retaliated against in any way for taking time off work to:

  • obtain relief, including a restraining order or other injunctive relief;
  • seek medical attention for injuries caused by domestic violence or sexual assault;
  • obtain services from a domestic violence shelter or program or from a rape crisis center; or
  • make court appearances in the aftermath of domestic violence or sexual assault.

Unscheduled Absences: If these absences are unscheduled, the employee must provide documentation within 48 hours of his/her return to work to the appointing department and to HR/EO in the form of a:

  • police report indicating that the employee was a victim of domestic violence or sexual assault;
  • court order protecting or separating the employee from the assailant or other evidence from the court or a prosecuting attorney of a court appearance; or
  • documentation from a medical professional, health care provider, domestic violence advocate, advocate for victims of sexual assault, or a counselor for treatment of physical or mental injuries or abuse resulting from victimization from an act of domestic violence or sexual assault.

No disciplinary action will be taken for such unscheduled absences if the required documentation is provided within 48 hours after returning to work. This documentation should be provided by the employee to the department and to HR/EO. All records related to this program will be maintained with strict confidentiality in HR/EO and the department.

Scheduled Absences: When such absences can be scheduled, available vacation leave should be used for the non-medical activities while accrued sick leave should be used for medical attention. In addition, an employee may also request leave without pay, not to exceed 8 days per calendar year. Employees must request leave in advance whenever it is feasible to do so. Any leave granted under the auspices of this program must be approved by the appointing department and by HR/EO.

It is the appointing department's responsibility to monitor the 8 days of leave without pay maximum and to report to HR/EO all leave taken under these provisions. No specific time/leave codes will be used to record in the HR/Pay system any leave taken under the provisions of this program.

National Resources

R.A.I.N.N-Rape, Abuse & Incest National Network
The Rape, Abuse & Incest National Network (RAINN) is the nation's largest anti-sexual assault organization and has been ranked as one of "America's 100 Best Charities by Worth magazine.

National Sexual Assault Hotline
Among its programs, RAINN created and operates the National Sexual Assault Hotline at 1-800-656-HOPE. This nationwide partnership of more than 1,100 local rape treatment hotlines provides victims of sexual assault with free, confidential services around the clock. The hotline helped 137,039 sexual assault victims in 2005 and has helped more than one million since it began in 1994.

The National Sexual Violence Resource Center
The National Sexual Violence Resource Center (NSVRC) is a comprehensive collection and distribution center for information, research and emerging policy on sexual violence intervention and prevention. The NSVRC provides an extensive on-line library and customized technical assistance, as well as, coordinates National Sexual Assault Awareness Month initiatives.

The National Center for Victims of Crime

The National Organization for Victim Assistance

Office for Victims of Crime

Last modified: Feb 26, 2014