Section 9.12.1. 35 PFML is fully administered by the Washington State Employment Security Department. 36 Employees should visit xxx.xxxxxxxxx.xx.xxx for details. The District shall not discharge, 37 threated to discharge, demote, suspend, discipline or otherwise discriminate against an 38 employee who uses this leave. Employees shall have the ability to use PFML consecutively 39 with the employee’s other leave entitlements unless the employee elects otherwise. 40
Section 9.12.1. 12 The District agrees to implement a leave sharing program as authorized by Board Policy 13 and consistent with state law.
Section 9.12.1. District shall do one of the following: send a certified letter or e-mail with a message read 13 receipt to obtain the confirmation and date of an employee being offered reemployment. If an 14 employee on layoff status rejects an offer of reemployment, or who fails to respond within 15 seven (7) calendar days of the date of the offer, or if the certified letter is returned to the district 16 as undeliverable, the employee forfeits seniority and all other accrued benefits, including 17 reemployment rights; provided that such employee is offered a position substantially equal to 18 that held prior to layoff. 20 22 A R T I C L E X 23 24 DISCIPLINE AND DISCHARGE OF EMPLOYEES
Section 9.12.1. 36 Any employee on a leave of absence due to an industrial accident or industrial illness has the 37 right upon return from the leave to make application for open positions and will be given 38 preferential consideration for the same or similar position held prior to the start of the leave. 40 Section 9.13. 41 Employees with five (5) years of continuous service with the District and that are working four (4) or 42 more hours per day shall be eligible for Family Medical Leave Act (FMLA) provisions as long as the 43 employees meet all other FMLA standards and/or qualifying criteria. All other aspects of FMLA shall 44 be administered as legally determined by the District. Employees replacing staff on FMLA are not 45 entitled to insurance benefits.
Section 9.12.1. Upon proper notification to the District of ability to return to work, the employee will be 34 returned to the same or similar position without loss of accrued seniority, salary rate, vacation 35 time, and sick leave rights. However, these rights will not accrue during the period of time on 36 leave of absence under this section. 37
Section 9.12.1. 12 For an offer of re-employment to be considered “substantially equal” it must be within one (1) 13 hour per day of the number of hours per day worked by the employee in the position held 14 immediately prior to the reduction in force (RIF) and it needs to include the same benefit 15 package held by the employee prior to being RIFed. The employee will remain on the re- 16 employment list (RIF List) for two (2) years, or until the employee is offered a position of 17 “substantially equal” hours per day and benefits. 18 20 21 A R T I C L E X 22 23 JUST CAUSE/DISCIPLINE/DISMISSAL
Section 9.12.1. 20 Employees who are absent due to illness, injury or emergency shall not be required to 21 locate their own substitutes; provided, that nothing herein shall prevent any employee 22 from expressing, or being asked about, employee preferences with regard to substitutes.
Section 9.12.1. 20 Any employee on a leave of absence due to an industrial accident or industrial illness has the 21 right upon return from the leave to make application for open positions and will be given 22 preferential consideration for the same or similar position held prior to the start of the leave.
