Notice and Use of Washington State Minimum Required Paid Sick Leave Sample Clauses

Notice and Use of Washington State Minimum Required Paid Sick Leave. Employees must provide reasonable advance notice of an absence from work for the authorized use of paid sick leave to care for his/her self or a family member. If an employee’s absence is foreseeable, the employee must provide notice to his/her manager at least ten (10) days, or as early as possible, before the first day paid sick leave is used. If an employee’s absence is unforeseeable, the employee must contact his/her manager as soon as possible. • If the need for paid sick leave is unforeseeable and arises before the required start of the employee’s shift, notice should be provided no later than one (1) hour before the employee’s required start time. • In the event it is not possible to provide notice of an unforeseeable absence, a person, on the employee’s behalf, may provide such notice. • If possible, the notification should include the expected duration of the absence. Verification may be required if an employee uses paid sick leave for more than three (3) consecutive days. An Employee must give advance oral or written notice to his/her manager as soon as possible for the foreseeable use of paid sick leave to address issues related to the employee or the employee’s family member being a victim of domestic violence, sexual assault, or stalking. If an employee is unable to give advance notice because of an emergent or unforeseen circumstance related to the employee or the employee’s family member being a victim of domestic violence, sexual assault, or stalking, the employee or a designee must give oral or written notice to the employee’s manager no later than the end of the first day that employee takes such leave. Authorized Uses of Paid Sick Leave • An employee’s mental or physical illness, injury or health condition; • Preventive care such as a medical, dental or optical appointments and/or treatment; • Care of a family member with an illness, injury, health condition and/or preventive care, such as a medical/dental/optical appointment; • Closure of the employee’s place of business or child’s school/place of care by order of a public official for any health-related reasons; • If the employee or the employee’s family member is a victim of domestic violence, sexual assault, or stalking.