Crime-Victim and Witness Court-Attendance Leave Request Packet - Ohio
CRIME-VICTIM PROCEEDING EMPLOYMENT-PROTECTION REQUEST PACKET
Ohio — Ohio Rev. Code §§ 2930.01 and 2930.18
1. EMPLOYEE AND EMPLOYER
| Field | Entry |
|---|---|
| Employee | [________________________________] |
| Employer | [________________________________] |
| Position / department | [________________________________] |
| HR / supervisor contact | [________________________________] |
| Preferred confidential contact | [________________________________] |
2. COVERED-PERSON GATE
Select one:
- ☐ Employee is the victim.
- ☐ Employee is a member of the victim's family: spouse, child, stepchild, sibling, parent, stepparent, grandparent, or other relative.
- ☐ Employee is the victim's representative exercising the victim's rights under Chapter 2930.
The family-member route excludes a person charged with, convicted of, or adjudicated delinquent for the offense or delinquent act against the victim, or for another offense or act arising from the same conduct, criminal episode, or plan.
Coverage confirmed by prosecutor, victim advocate, or counsel: [NAME / OFFICE / DATE]
3. SELECT PROTECTED ACTIVITY
- ☐ Participating, at the prosecutor's request, in preparation for a criminal or delinquency proceeding
- ☐ Attending a criminal or delinquency proceeding because attendance is reasonably necessary to protect the victim's interests
- ☐ Attending a criminal or delinquency proceeding pursuant to the victim's constitutional and statutory rights
Section 2930.18 does not make a subpoena a condition of these three routes. It does not create a general route for an ordinary witness, jury service, or a civil proceeding.
Court / prosecutor's office: [________________________________]
Case identifier, using the minimum information needed: [________________________________]
Date and time: [________________________________]
Expected work absence: [DATE / START / END]
Operational notice date, method, and recipient: [________________________________]
Employee signature: __________________________ Date: ______________
4. MINIMUM SUPPORTING RECORD
- ☐ Prosecutor request for preparation
- ☐ Court or prosecutor scheduling notice
- ☐ Victim-rights notice or advocate confirmation
- ☐ Other minimally necessary record: [________________________________]
Section 2930.18 states no fixed employee-notice deadline or employer-documentation formula. Do not attach charging papers, police reports, medical records, victim addresses, or offense narratives when a narrower confirmation is sufficient.
5. PAY AND SCHEDULING
Section 2930.18 does not specify paid leave.
- ☐ Unpaid time
- ☐ Accrued paid leave elected under policy or agreement: [TYPE / HOURS]
- ☐ Schedule adjustment: [________________________________]
- ☐ Other pay treatment: [________________________________]
6. EMPLOYER RESPONSE
- ☐ Covered-person route confirmed
- ☐ Protected preparation or attendance confirmed
- ☐ Absence recorded: [________________________________]
- ☐ Pay treatment recorded
- ☐ Counsel review required
An employer may not discharge, discipline, or otherwise retaliate against a covered victim, family member, or victim representative for the protected activity. An employer that knowingly violates section 2930.18 is in contempt of court.
Employer representative: _____________________ Date: ______________
7. CHANGE LOG
| Date | Proceeding update | Employee notice | Revised schedule |
|---|---|---|---|
| [________] | [________________] | [________________] | [________________] |
| [________] | [________________] | [________________] | [________________] |
OFFICIAL SOURCES VERIFIED
About this template
- Last updated
- August 11, 2026
- Citations checked
- August 11, 2026
- Jurisdiction
- Ohio
- Category
- Employment & HR
Legal authority
- Ohio Rev. Code §§ 2930.01 and 2930.18 (covered victim, family-member, and victim-representative routes; protected preparation and criminal or delinquency proceeding attendance; contempt remedy)
Employment documents govern the relationship between a company and its workers, from offer letters and employment agreements through handbooks, performance reviews, and separations. Done right, they set clear expectations, protect against wrongful termination and discrimination claims, and give both sides a record to rely on. Done poorly, they invite lawsuits, agency complaints, and costly disputes.
Not legal advice
This template is provided for informational purposes. We recommend having an attorney review any legal document before signing, especially for high-value or complex matters.
Checked against the law it cites
A reviewer verified this template's legal citations against the official source on August 11, 2026.
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