(c)(1) It shall be an unlawful discriminatory practice for an employer
to refuse to provide a reasonable accommodation to an employee who is
known by the employer to be a victim of domestic violence, limited to
those accommodations set forth in subparagraph two of this paragraph,
when such employee must be absent from work for a reasonable time,
unless such absence would cause an undue hardship to the employer as set
forth in subparagraph three of this paragraph, provided, however that
the employer may require an employee to charge any time off pursuant to
this section against any leave with pay ordinarily granted, where
available, unless otherwise provided for in a collective bargaining
agreement or existing employee handbook or policy, and any such absence
that cannot be charged may be treated as leave without pay. An employee
who must be absent from work in accordance with subparagraph two of this
paragraph shall be entitled to the continuation of any health insurance
coverage provided by the employer, to which the employee is otherwise
entitled during any such absence.
(2) An employer is required to provide a reasonable accommodation to
an employee who is a victim of domestic violence who must be absent from
work for a reasonable time, in accordance with the provisions of
subparagraph one of this paragraph, limited to the following:
(i) Seeking medical attention for injuries caused by domestic violence
including for a child who is a victim of domestic violence, provided
that the employee is not the perpetrator of the domestic violence
against the child; or
(ii) Obtaining services from a domestic violence shelter, program, or
rape crisis center as a result of domestic violence; or