Common use of Paid Time Off Usage Clause in Contracts

Paid Time Off Usage. Paid time off (PTO) may be used for any personal reasons including, but not limited to, personal business, illness of self or dependent family member(s), medical and dental appointments, for all the purposes authorized under RCW 49.46.210 (1)(b)(c), all applicable leave laws and vacation. An employee may use his/her PTO in quarter-hour (15 minute) increments. Paid time off (PTO) shall be paid at the employee’s regular rate of pay for all hours accrued and approved as paid leave up to forty (40) hours per workweek. The combination of leave time and work time cannot exceed forty (40) hours in one week (Sunday through Saturday). Under RCW 49.46.210 (1)(b) and (c), an employee is authorized to use PTO for the following reasons: (a) An absence resulting from an employee's mental, dental or physical illness, injury, or health condition; to accommodate the employee's need for medical diagnosis, care, or treatment of a mental or physical illness, injury, or health condition; or an employee's need for preventive medical and/or dental care; (b) To allow the employee to provide care for a family member with a mental, dental or physical illness, injury, or health condition; care of a family member who needs medical, dental diagnosis, care, or treatment of a mental or physical illness, injury, or health condition; or care for a family member who needs preventive medical and/or dental care; Family member is defined as: A child including a biological, adopted, or xxxxxx child, stepchild, or child to whom the employee stands in loco parentis, is a legal guardian, or is a de facto parent, regardless of age or dependency status. A parent including; a biological, adoptive, de facto, or xxxxxx parent, stepparent, or legal guardian of an employee’s spouse, or registered domestic partner, or a person who stood in loco parentis when the employee was a minor child. A spouse, registered domestic partner, grandparent, grandchild and sibling. (c) When the employee's place of business has been closed by order of a public official for any health-related reason, or when an employee's child's school or place of care has been closed for such a reason; (d) An employee is authorized to use PTO for absences that qualify for leave under the domestic violence leave act, chapter 49.76 RCW. This includes time off to address issues arising from domestic violence, sexual assault, or stalking of an employee or his/her family member, including, but not limited to, preparing for or participating in any civil or criminal proceeding related to or derived from domestic violence, sexual assault, or stalking; obtaining, or assisting family members in obtaining, services from a domestic violence shelter, rape crisis center, or other social services program for relief from domestic violence, sexual assault, or stalking; and participating in safety planning, temporarily or permanently relocating, or taking other actions to increase the safety of an employee or his/her family members from future domestic violence, sexual assault, or stalking. This paragraph and the following three paragraphs in this Section 8.2 apply to situations involving PTO taken for the purposes authorized under RCW 49.46.210 (1)(b) and (c). Employees missing work for reasons covered by RCW 49.46.210 (1)(b) and (c) are still required to give notice and comply with the usual call-in procedures for the scheduled work location. If the need for PTO is foreseeable, a leave request form is available from the local service office and must be submitted at least one week prior to the start of the leave, or as soon as possible if the employee does not know of the need for leave one week in advance. The leave request must also state the length of the leave needed, if known. For PTO that is not foreseeable, an employee must provide notice of the need to use PTO as soon as practical and must generally comply with the normal notification policies and/or procedures for unscheduled absences. If it is impracticable for the employee to provide timely notice of the need for leave, someone else may provide the initial notice on his/her behalf. In that case, the employee is expected to follow up with his/her supervisor as soon as possible. Although extenuating circumstances will be considered, generally “as soon as practical” will mean providing notice of an unforeseen absence at least two (2) hours if reasonable before the start of the employee’s work day. In the case of an unforeseen absence related to domestic violence, notice needs to be provided within twenty-four (24) hours of the beginning of this first (1st) missed shift, of such unforeseen absence. For absences exceeding three (3) consecutive days of required (scheduled) work, the Employer may require verification that an employee’s use of paid sick leave is for an authorized purpose under RCW 49.46.210 (1)(b) and (c), WAC 000-000-000, all applicable leave laws, and the Collective Bargaining Agreement. An employee has the right to assert that the verification requirement is an unreasonable burden or expense on the employee. Employees who use paid sick leave in compliance with this policy will not be disciplined (including termination of employment), have any adverse action taken against them, or be retaliated against in any way for their request or usage of paid sick leave.

Paid Time Off Usage. Paid time off (PTO) may be used for any personal reasons including, but not limited to, personal business, illness of self or dependent family member(s), medical and dental appointments, for all the purposes authorized under RCW 49.46.210 (1)(b)(c), all applicable leave laws and vacation. An employee may use his/her PTO in quarter-hour (15 minute) increments. Paid time off (PTO) shall be paid at the employee’s regular rate of pay for all hours accrued and approved as paid leave up to forty (40) hours per workweek. The combination of leave time and work time cannot exceed forty (40) hours in one week (Sunday through Saturday). Under RCW 49.46.210 (1)(b) and (c), an employee is authorized to use PTO for the following reasons: (a) An absence resulting from an employee's ’s mental, dental or physical illness, injury, or health condition; to accommodate the employee's ’s need for medical diagnosis, care, or treatment of a mental or physical illness, injury, or health condition; or an employee's ’s need for preventive medical and/or dental care; (b) To allow the employee to provide care for a family member with a mental, dental or physical illness, injury, or health condition; care of a family member who needs medical, dental diagnosis, care, or treatment of a mental or physical illness, injury, or health condition; or care for a family member who needs preventive medical and/or dental care; Family member is defined as: A child including a biological, adopted, or xxxxxx child, stepchild, or child to whom the employee stands in loco parentis, is a legal guardian, or is a de facto parent, regardless of age or dependency status. A parent including; a biological, adoptive, de facto, or xxxxxx parent, stepparent, or legal guardian of an employee’s spouse, or registered domestic partner, or a person who stood in loco parentis when the employee was a minor child. A spouse, registered domestic partner, grandparent, grandchild and sibling. (c) When the employee's place of business has been closed by order of a public official for any health-related reason, or when an employee's child's school or place of care has been closed for such a reason; (d) An employee is authorized to use PTO for absences that qualify for leave under the domestic violence leave act, chapter 49.76 RCW. This includes time off to address issues arising from domestic violence, sexual assault, or stalking of an employee or his/her family member, including, but not limited to, preparing for or participating in any civil or criminal proceeding related to or derived from domestic violence, sexual assault, or stalking; obtaining, or assisting family members in obtaining, services from a domestic violence shelter, rape crisis center, or other social services program for relief from domestic violence, sexual assault, or stalking; and participating in safety planning, temporarily or permanently relocating, or taking other actions to increase the safety of an employee or his/her family members from future domestic violence, sexual assault, or stalking. This paragraph and the following three paragraphs in this Section 8.2 apply to situations involving PTO taken for the purposes authorized under RCW 49.46.210 (1)(b) and (c). Employees missing work for reasons covered by RCW 49.46.210 (1)(b) and (c) are still required to give notice and comply with the usual call-in procedures for the scheduled work location. If the need for PTO is foreseeable, a leave request form is available from the local service office and must be submitted at least one week prior to the start of the leave, or as soon as possible if the employee does not know of the need for leave one week in advance. The leave request must also state the length of the leave needed, if known. For PTO that is not foreseeable, an employee must provide notice of the need to use PTO as soon as practical and must generally comply with the normal notification policies and/or procedures for unscheduled absences. If it is impracticable for the employee to provide timely notice of the need for leave, someone else may provide the initial notice on his/her behalf. In that case, the employee is expected to follow up with his/her supervisor as soon as possible. Although extenuating circumstances will be considered, generally “as soon as practical” will mean providing notice of an unforeseen absence at least two (2) hours if reasonable before the start of the employee’s work day. In the case of an unforeseen absence related to domestic violence, notice needs to be provided within twenty-four (24) hours of the beginning of this first (1st) missed shift, of such unforeseen absence. For absences exceeding three (3) consecutive days of required (scheduled) work, the Employer may require verification that an employee’s use of paid sick leave is for an authorized purpose under RCW 49.46.210 (1)(b) and (c), WAC 000-000-000, all applicable leave laws, and the Collective Bargaining Agreement. An employee has the right to assert that the verification requirement is an unreasonable burden or expense on the employee. Employees who use paid sick leave in compliance with this policy will not be disciplined (including termination of employment), have any adverse action taken against them, or be retaliated against in any way for their request or usage of paid sick leave.