Common use of Shared Leave Administration Clause in Contracts

Shared Leave Administration. A. The calculation of the recipient’s leave value will be in accordance with applicable Office of Financial Management policies, regulations, and procedures. The leave received will be coded as shared leave and be maintained separately from all other leave balances. All paid leave accrued must be used prior to using shared leave when the employee qualifies for shared leave under Subsection 15.2 A. Accrued vacation leave and paid military leave allowed under RCW 38.40.060 must be used prior to using shared leave for employees qualified under Subsection 15.2.B. All paid leave, except sick leave, must be used prior to using shared leave when the employee qualifies for shared leave under Subsections 15.2.C and 15.2.D. However, for shared leave qualified under parental leave and/or pregnancy disability leave, the employee is required to deplete their personal holiday and all compensatory time. The employee is also required to deplete vacation leave and sick leave that is over forty (40) hours in each category. B. An employee on leave transferred under these rules will continue to be classified as a state employee and will receive the same treatment in respect to salary, wages, and employee benefits as the employee would normally receive if using accrued vacation leave or sick leave. C. All salary and wage payments made to employees while on leave transferred under these rules will be made by the agency/institution employing the person receiving the leave. D. Where Colleges have approved the transfer of leave by an employee of one (1) agency/institution to an employee of another agency/institution, the agencies/institutions involved will arrange for the transfer of funds and credit for the appropriate value of leave in accordance with Office of Financial Management policies, regulations, and procedures. E. Leave transferred under this Section will not be used in any calculation to determine an agency’s/institution’s allocation of full-time equivalent staff positions. F. Any shared leave not used by the recipient will be returned to the donor(s). Before returning unused leave: 1. The College will obtain a statement from the receiving employee’s doctor verifying whether the employee’s injury or illness is resolved; or 2. The employee must be released to regular employment; has not received additional medical treatment for their current condition or any other qualifying condition for at least six (6) months; and their doctor has declined, in writing, the employee’s request for a statement indicating the employee’s condition has been resolved. The remaining shared leave is to be divided on a pro rata basis among the donors and reinstated to the respective donors’ appropriate leave balances based upon each employee’s current salary rate at the time of the reversion. The shared leave returned will be prorated back based on the donor’s original donation. G. Unused shared leave may not be cashed out but will be returned to the donors per Subsection F, above. H. An employee who uses leave that is transferred under this Section will not be required to repay the value of the leave that the employee used. I. If a shared leave account is closed and an employee later has the need to use shared leave due to the same condition listed in the closed account, the Employer must approve a new shared leave request for the employee.

Shared Leave Administration. A. The calculation of the recipient’s leave value will be in accordance with applicable Office of Financial Management policies, regulations, and procedures. The leave received will be coded as shared leave and be maintained separately from all other leave balances. All paid leave accrued must be used prior to using shared leave when the employee qualifies for shared leave under Subsection 15.2 A. 13.2 A.1. Accrued vacation leave and paid military leave allowed under RCW 38.40.060 must be used prior to using shared leave for employees qualified under Subsection 15.2.B. 13.2 A.2. All paid leave, except sick leave, must be used prior to using shared leave when the employee qualifies for shared leave under Subsections 15.2.C 13.2 A.3 and 15.2.D. However, for shared leave qualified under parental leave and/or pregnancy disability leave, the employee is required to deplete their personal holiday and all compensatory time. The employee is also required to deplete vacation leave and sick leave that is over forty (40) hours in each category13.2 A.4. B. An employee on leave transferred under these rules will continue to be classified as a state employee and will receive the same treatment in respect to salary, wages, and employee benefits as the employee would normally receive if using accrued vacation leave or sick leave. C. All salary and wage payments made to employees of the Employer while on leave transferred under these rules will be made by the agency/institution employing the person receiving the leaveEmployer. D. Where Colleges Employers have approved the transfer of leave by an employee of one (1) state agency/institution higher education institution, school district or educational service district to an employee of another state agency/higher education institution, school district, or educational service district, the state agencies/institutions higher education institutions, school district, or educational service district involved will arrange for the transfer of funds and credit for the appropriate value of leave in accordance with Office of Financial Management policies, regulations, and procedures. E. Leave transferred under this Section will not be used in any calculation to determine an agency’s/institutionthe Employer’s allocation of full-time equivalent staff positions. F. Any shared leave not used by the recipient will be returned to the donor(s). Before returning unused leave: 1. The College , the Employer will obtain a statement from the receiving employee’s doctor verifying whether the employee’s injury or illness is resolved; or 2. The employee must be released to regular employment; has not received additional medical treatment for their current condition or any other qualifying condition for at least six (6) months; and their doctor has declined, in writing, the employee’s request for a statement indicating the employee’s condition has been resolved. The remaining shared leave is to be divided on a pro rata basis among the donors and reinstated to the respective donors’ appropriate leave balances based upon each employee’s current salary rate at the time of the reversion. The shared leave returned will be prorated back based on the donor’s original donation. G. Unused shared leave may not be cashed out but will be returned to the donors per Subsection F, above. H. An employee Employees who uses use leave that is transferred under this Section will not be required to repay the value of the leave that the employee they used. I. If a shared Shared leave account is closed and an employee later has the need to use shared leave due will not be denied solely based on administrative or budgetary issues related to the same condition listed in the closed account, the Employer must approve a new shared leave request for the employeetransfer or non-transfer of funds.

Shared Leave Administration. A. The calculation of the recipient’s leave value will be in accordance with applicable Office of Financial Management (OFM) policies, regulations, and procedures. The leave received will be coded as shared leave and be maintained separately from all other leave balances. All paid leave accrued must be used prior Employees under the qualifications listed in 15.2 A may retain and reserve up to using shared leave when the employee qualifies for shared leave under Subsection 15.2 A. Accrued vacation leave and paid military leave allowed under RCW 38.40.060 must be used prior to using shared leave for employees qualified under Subsection 15.2.B. All paid leave, except sick leave, must be used prior to using shared leave when the employee qualifies for shared leave under Subsections 15.2.C and 15.2.D. However, for shared leave qualified under parental leave and/or pregnancy disability leave, the employee is required to deplete their personal holiday and all compensatory time. The employee is also required to deplete vacation leave and sick leave that is over forty (40) hours in each categoryof vacation leave and sick leave. B. An employee on leave transferred under these rules will continue to be classified as a state employee and will receive the same treatment in respect to salary, wages, and employee benefits as the employee would normally receive if using accrued vacation leave or sick leave. C. All salary and wage payments made to employees while on leave transferred under these rules will be made by the agency/institution employing the person receiving the leave. D. Where Colleges have approved the transfer of leave by an employee of one (1) agency/institution to an employee of another agency/institution, the agencies/institutions involved will arrange for the transfer of funds and credit for the appropriate value of leave in accordance with Office of Financial Management (OFM) policies, regulations, and procedures. E. Leave transferred under this Section will not be used in any calculation to determine an agency’s/institution’s allocation of full-time equivalent staff positions. F. Any shared leave not used by the recipient will be returned to the donor(s). Before returning unused leave: 1. The College will obtain a statement from the receiving employee’s doctor verifying whether the employee’s injury or illness is resolved; or 2. The employee must be released to regular employment; has not received additional medical treatment for their current condition or any other qualifying condition for at least six (6) months; and their doctor has declined, in writing, the employee’s request for a statement indicating the employee’s condition has been resolved. The remaining shared leave is to be divided on a pro rata basis among the donors and reinstated to the respective donors’ appropriate leave balances based upon each employee’s current salary rate at the time of the reversion. The shared leave returned will be prorated back based on the donor’s original donation. G. Unused shared leave may not be cashed out but will be returned to the donors per Subsection 15.5 F, above. H. An employee who uses leave that is transferred under this Section will not be required to repay the value of the leave that the employee used. I. If a shared leave account is closed and an employee later has the need to use shared leave due to the same condition listed in the closed account, the Employer College must approve a new shared leave request for the employee.

Shared Leave Administration. A. The calculation of the recipient’s leave value will be in accordance with applicable Office of Financial Management policies, regulations, and procedures. The leave received will be coded as shared leave and be maintained separately from all other leave balances. All paid leave accrued must be used prior to using shared leave when the employee qualifies for shared leave under Subsection 15.2 A. 13.2 A.1. Accrued vacation leave and paid military leave allowed under RCW 38.40.060 must be used prior to using shared leave for employees qualified under Subsection 15.2.B. 13.2 A.2. All paid leave, except sick leave, must be used prior to using shared leave when the employee qualifies for shared leave under Subsections 15.2.C 13.2 A.3 and 15.2.D. However, for shared leave qualified under parental leave and/or pregnancy disability leave, the employee is required to deplete their personal holiday and all compensatory time. The employee is also required to deplete vacation leave and sick leave that is over forty (40) hours in each category13.2 A.4. B. An employee on leave transferred under these rules will continue to be classified as a state employee and will receive the same treatment in respect to salary, wages, and employee benefits as the employee would normally receive if using accrued vacation leave or sick leave. C. All salary and wage payments made to employees while on leave transferred under these rules will be made by the state agency/institution , higher education institution, school district or educational service district employing the person receiving the leave. D. Where Colleges Employers have approved the transfer of leave by an employee of one (1) state agency/institution , higher education institution, school district or educational service district to an employee of another state agency/, higher education institution, school district or educational service district, the state agencies/institutions , higher education institutions, school districts or educational service districts involved will arrange for the transfer of funds and credit for the appropriate value of leave in accordance with Office of Financial Management policies, regulations, and procedures. E. Leave transferred under this Section will not be used in any calculation to determine an agency’s/a state agency’s, higher education institution’s, school district’s or educational service district’s allocation of full-time equivalent staff positions. F. Any shared leave not used by the recipient will be returned to the donor(s). Before returning unused leave: 1. The College , the Employer will obtain a statement from the receiving employee’s doctor verifying whether the employee’s injury or illness is resolved; or 2. The employee must be released to regular employment; has not received additional medical treatment for their current condition or any other qualifying condition for at least six (6) months; and their doctor has declined, in writing, the employee’s request for a statement indicating the employee’s condition has been resolved. The remaining shared leave is to be divided on a pro rata basis among the donors and reinstated to the respective donors’ appropriate leave balances based upon each employee’s current salary rate at the time of the reversion. The shared leave returned will be prorated back based on the donor’s original donation. G. Unused shared leave may not be cashed out but will be returned to the donors per Subsection F, above. H. An employee who uses leave that is transferred under this Section will not be required to repay the value of the leave that the employee he or she used. I. If a shared leave account is closed and an employee later has the need to use shared leave due to the same condition listed in the closed account, the Employer must approve a new shared leave request for the employee.

Shared Leave Administration. A. The calculation of the recipient’s leave value will be in accordance with applicable Office of Financial Management (OFM) policies, regulations, and procedures. The leave received will be coded as shared leave and be maintained separately from all other leave balances. All paid leave accrued must be used prior Employees under the qualifications listed in 13.2.A may retain and reserve up to using shared leave when the employee qualifies for shared leave under Subsection 15.2 A. Accrued vacation leave and paid military leave allowed under RCW 38.40.060 must be used prior to using shared leave for employees qualified under Subsection 15.2.B. All paid leave, except sick leave, must be used prior to using shared leave when the employee qualifies for shared leave under Subsections 15.2.C and 15.2.D. However, for shared leave qualified under parental leave and/or pregnancy disability leave, the employee is required to deplete their personal holiday and all compensatory time. The employee is also required to deplete vacation leave and sick leave that is over forty (40) hours in each categoryof vacation leave and sick leave. B. An employee on leave transferred under these rules will continue to be classified as a state employee and will receive the same treatment in respect to salary, wages, and employee benefits as the employee would normally receive if using accrued vacation leave or sick leave. C. All salary and wage payments made to employees while on leave transferred under these rules will be made by the agency/institution employing the person receiving the leave. D. Where Colleges Employers have approved the transfer of leave by an employee of one (1) agency/institution to an employee of another agency/institution, the agencies/institutions involved will arrange for the transfer of funds and credit for the appropriate value of leave in accordance with Office of Financial Management (OFM) policies, regulations, and procedures. E. Leave transferred under this Section will not be used in any calculation to determine an agency’s/institution’s allocation of full-time equivalent staff positions. F. Any shared leave no longer needed or will not used be needed at a future time in connection with original injury or illness or for any other qualifying condition by the recipient as determined by the Employer, will be returned to the donor(s). Before returning unused leave: 1. The College Employer will obtain a statement from the receiving employee’s doctor verifying whether the employee’s injury or illness is resolved; or 2. The employee must be released to regular employment; has not received additional medical treatment for their current condition or any other qualifying condition for at least six (6) months; and their doctor has declined, in writing, the employee’s request for a statement indicating the employee’s condition has been resolved. The remaining shared leave is to be divided on a pro rata basis among the donors and reinstated to the respective donors’ appropriate leave balances based upon each employee’s current salary rate at the time of the reversion. The shared leave returned will be prorated back based on the donor’s original donation. G. Unused shared leave may not be cashed out but will be returned to the donors per Subsection F13.5.F, above. H. An employee who uses leave that is transferred under this Section will not be required to repay the value of the leave that the employee they used. I. If a shared leave account is closed and an employee later has the need to use shared leave due to the same condition listed in the closed account, the Employer must approve a new shared leave request for the employee.

Shared Leave Administration. A. The calculation of the recipient’s leave value will be in accordance with applicable Office of Financial Management policies, regulations, and procedures. The leave received will be coded as shared leave and be maintained separately from all other leave balances. All paid leave accrued must be used prior to using shared leave when the employee qualifies for shared leave under Subsection 15.2 A. 13.2 A.1. Accrued vacation leave and paid military leave allowed under RCW 38.40.060 must be used prior to using shared leave for employees qualified under Subsection 15.2.B. 13.2 A.2. All paid leave, except sick leave, must be used prior to using shared leave when the employee qualifies for shared leave under Subsections 15.2.C 13.2 A.3 and 15.2.D. However, for shared leave qualified under parental leave and/or pregnancy disability leave, the employee is required to deplete their personal holiday and all compensatory time. The employee is also required to deplete vacation leave and sick leave that is over forty (40) hours in each category13.2 A.4. B. An employee on leave transferred under these rules will continue to be classified as a state employee and will receive the same treatment in respect to salary, wages, and employee benefits as the employee would normally receive if using accrued vacation leave or sick leave. C. All salary and wage payments made to employees of the Employer while on leave transferred under these rules will be made by the agency/institution employing the person receiving the leaveEmployer. D. Where Colleges Employers have approved the transfer of leave by an employee of one (1) state agency/institution higher education institution, school district or educational service district to an employee of another state agency/higher education institution, school district, or educational service district, the state agencies/institutions higher education institutions, school district, or educational service district involved will arrange for the transfer of funds and credit for the appropriate value of leave in accordance with Office of Financial Management policies, regulations, and procedures. E. Leave transferred under this Section will not be used in any calculation to determine an agency’s/institutionthe Employer’s allocation of full-time equivalent staff positions. F. Any shared leave not used by the recipient will be returned to the donor(s). Before returning unused leave: 1. The College , the Employer will obtain a statement from the receiving employee’s doctor verifying whether the employee’s injury or illness is resolved; or 2. The employee must be released to regular employment; has not received additional medical treatment for their current condition or any other qualifying condition for at least six (6) months; and their doctor has declined, in writing, the employee’s request for a statement indicating the employee’s condition has been resolved. The remaining shared leave is to be divided on a pro rata basis among the donors and reinstated to the respective donors’ appropriate leave balances based upon each employee’s current salary rate at the time of the reversion. The shared leave returned will be prorated back based on the donor’s original donation. G. Unused shared leave may not be cashed out but will be returned to the donors per Subsection F, above. H. An employee who uses leave that is transferred under this Section will not be required to repay the value of the leave that the employee he or she used. I. If a shared Shared leave account is closed and an employee later has the need to use shared leave due will not be denied solely based on administrative or budgetary issues related to the same condition listed in the closed account, the Employer must approve a new shared leave request for the employeetransfer or non-transfer of funds.

Shared Leave Administration. ‌ A. The calculation of the recipient’s leave value will be in accordance with applicable Office of Financial Management (OFM) policies, regulations, and procedures. The leave received will be coded as shared leave and be maintained separately from all other leave balances. 1. All paid leave accrued must be used prior to using shared leave when the employee qualifies for shared leave under Subsection 15.2 A. 14.2 A.1. 2. Accrued vacation leave and paid military leave allowed under RCW 38.40.060 must be used prior to using shared leave for employees qualified under Subsection 15.2.B. 14.2 A.2. 3. All paid leave, except sick leave, must be used prior to using shared leave when the employee qualifies for shared leave under Subsections 15.2.C 14.2 A.3 and 15.2.D. However, for 14.2 A.4. 4. For shared leave qualified under parental leave and/or pregnancy disability leaveSubsections 14.2 A.5 or A.6, the employee is required to deplete their personal holiday and all compensatory time. The employee is also required to deplete vacation leave and sick leave that is over forty (40) hours in each category. B. An employee on shared leave transferred under these rules will continue to be classified as a state employee and will receive the same treatment in respect to salary, wages, and employee benefits as the employee would normally receive if using accrued vacation leave or sick leave. C. All salary and wage payments made to employees while on leave transferred under these rules will be made by the state agency/institution , higher education institution, school district or educational service district employing the person receiving the leave. D. Where Colleges have the Employer has approved the transfer of leave by an employee of one (1) state agency/institution , higher education institution, school district or education service district to an employee of another state agency/, higher education institution, school district or education service district, the state agencies/institutions , higher education institutions, school district or educational service districts involved will arrange for the transfer of funds and credit for the appropriate value of leave in accordance with Office of Financial Management OFM policies, regulations, and procedures. E. Leave transferred under this Section Article will not be used in any calculation to determine an agency’s/institutiona state agency’s, higher education institutions, school district’s or educational service district’s allocation of full-time equivalent staff positions. F. Any shared leave no longer needed or will not used be needed at a future time in connection with the original injury or illness or for any other qualifying condition by the recipient recipient, as determined by the agency head or designee, will be returned to the donor(s). Before returning unused leaveUnused leave may not be returned until one of the following occurs: 1. The College will obtain Employer receives a statement from the receiving employee’s doctor verifying whether the employee’s injury or illness is resolved; or 2. The employee must be is released to regular full-time employment; , has not received additional medical treatment for their current condition or any other qualifying condition for at least six (6) months; , and their the employee’s doctor has declined, in writing, the employee’s request for a statement indicating the employee’s condition has been resolved. The remaining shared leave is to be divided on a pro rata basis among the donors and reinstated to the respective donors’ donors appropriate leave balances based upon each employee’s current salary rate at the time of the reversion. The shared leave returned will be prorated back based on the donor’s original donation. G. Unused shared leave may not be cashed out but will be returned to the donors per Subsection F, above.14.5 F. H. An employee who uses leave that is transferred under this Section Article will not be required to repay the value of the leave that the employee they used. I. If a shared leave account request is closed and an employee later has the a need to use shared leave due to the same condition listed in the closed accountrequest, the Employer must approve a new shared leave request for the employee.

Shared Leave Administration. A. The calculation of the recipient’s leave value will be in accordance with applicable Office of Financial Management (OFM) policies, regulations, and procedures. The leave received will be coded as shared leave and be maintained separately from all other leave balances. All paid leave accrued must be used prior to using shared leave when the employee qualifies for shared leave under Subsection 15.2 A. 14.2 A.1. Accrued vacation leave and paid military leave allowed under RCW 38.40.060 must be used prior to using shared leave for employees qualified under Subsection 15.2.B. 14.2 A.2. All paid leave, except sick leave, must be used prior to using shared leave when the employee qualifies for shared leave under Subsections 15.2.C 14.2 A.3 and 15.2.D. However, for shared leave qualified under parental leave and/or pregnancy disability leave, the employee is required to deplete their personal holiday and all compensatory time. The employee is also required to deplete vacation leave and sick leave that is over forty (40) hours in each category14.2 A.4. B. An employee on shared leave transferred under these rules will continue to be classified as a state employee and will receive the same treatment in respect to salary, wages, and employee benefits as the employee would normally receive if using accrued vacation leave or sick leave. C. All salary and wage payments made to employees while on leave transferred under these rules will be made by the state agency/institution , higher education institution, school district or educational service district employing the person receiving the leave. D. Where Colleges have the Employer has approved the transfer of leave by an employee of one (1) state agency/institution , higher education institution, school district or education service district to an employee of another state agency/, higher education institution, school district or education service district, the state agencies/institutions , higher education institutions, school district or educational service districts involved will arrange for the transfer of funds and credit for the appropriate value of leave in accordance with Office of Financial Management OFM policies, regulations, and procedures. E. Leave transferred under this Section Article will not be used in any calculation to determine an agency’s/a state agency’s, higher education institution’s, school district’s or educational service district’s allocation of full-time equivalent staff positions. F. Any shared leave not used by the recipient will be returned to the donor(s). Before returning unused leave: 1. The College , the Employer will obtain a statement from the receiving employee’s doctor verifying whether the employee’s injury or illness is resolved; or 2. The employee must be released to regular employment; has not received additional medical treatment for their current condition or any other qualifying condition for at least six (6) months; and their doctor has declined, in writing, the employee’s request for a statement indicating the employee’s condition has been resolved. The remaining shared leave is to be divided on a pro rata prorata basis among the donors and reinstated to the respective donors’ appropriate leave balances based upon each employee’s current salary rate at the time of the reversion. The shared leave returned will be prorated back based on the donor’s original donation. G. Unused shared leave may not be cashed out but will be returned to the donors per Subsection F, above.F. H. An employee who uses leave that is transferred under this Section Article will not be required to repay the value of the leave that the employee he or she used. I. If a shared leave account is closed and an employee later has the need to use shared leave due to the same condition listed in the closed account, the Employer must approve a new shared leave request for the employee.

Shared Leave Administration. A. The calculation of the recipient’s leave value will be in accordance with applicable Office of Financial Management (OFM) policies, regulations, and procedures. The leave received will be coded as shared leave and be maintained separately from all other leave balances. All paid leave accrued must be used prior Employees under the qualifications listed in 13.2 A may retain and reserve up to using shared leave when the employee qualifies for shared leave under Subsection 15.2 A. Accrued vacation leave and paid military leave allowed under RCW 38.40.060 must be used prior to using shared leave for employees qualified under Subsection 15.2.B. All paid leave, except sick leave, must be used prior to using shared leave when the employee qualifies for shared leave under Subsections 15.2.C and 15.2.D. However, for shared leave qualified under parental leave and/or pregnancy disability leave, the employee is required to deplete their personal holiday and all compensatory time. The employee is also required to deplete vacation leave and sick leave that is over forty (40) hours in each categoryof vacation leave and sick leave. B. An employee on leave transferred under these rules will continue to be classified as a state employee and will receive the same treatment in respect to salary, wages, and employee benefits as the employee would normally receive if using accrued vacation leave or sick leave. C. All salary and wage payments made to employees while on leave transferred under these rules will be made by the agency/institution employing the person receiving the leave. D. Where Colleges Employers have approved the transfer of leave by an employee of one (1) agency/institution to an employee of another agency/institution, the agencies/institutions involved will arrange for the transfer of funds and credit for the appropriate value of leave in accordance with Office of Financial Management (OFM) policies, regulations, and procedures. E. Leave transferred under this Section will not be used in any calculation to determine an agency’s/institution’s allocation of full-time equivalent staff positions. F. Any shared leave no longer needed or will not used be needed at a future time in connection with original injury or illness or for any other qualifying condition by the recipient as determined by the Employer, will be returned to the donor(s). Before returning unused leave: 1. The College Employer will obtain a statement from the receiving employee’s doctor verifying whether the employee’s injury or illness is resolved; or 2. The employee must be released to regular employment; has not received additional medical treatment for their current condition or any other qualifying condition for at least six (6) months; and their doctor has declined, in writing, the employee’s request for a statement indicating the employee’s condition has been resolved. The remaining shared leave is to be divided on a pro rata basis among the donors and reinstated to the respective donors’ appropriate leave balances based upon each employee’s current salary rate at the time of the reversion. The shared leave returned will be prorated back based on the donor’s original donation. G. Unused shared leave may not be cashed out but will be returned to the donors per Subsection 13.5 F, above. H. An employee who uses leave that is transferred under this Section will not be required to repay the value of the leave that the employee they used. I. If a shared leave account is closed and an employee later has the need to use shared leave due to the same condition listed in the closed account, the Employer must approve a new shared leave request for the employee.

Shared Leave Administration. ‌ A. The calculation of the recipient’s leave value will be in accordance with applicable Office of Financial Management policies, regulations, and procedures. The leave received will be coded as shared leave and be maintained separately from all other leave balances. • All paid leave accrued must be used prior to using shared leave when the employee qualifies for shared leave under Subsection 15.2 A. 13.2 A.1. • Accrued vacation leave and paid military leave allowed under RCW 38.40.060 must be used prior to using shared leave for employees qualified under Subsection 15.2.B. 13.2 A.2. • All paid leave, except sick leave, must be used prior to using shared leave when the employee qualifies for shared leave under Subsections 15.2.C Subsection 13.2 A.3 and 15.2.D. However, for Subsection 13.2 A.4. • For shared leave qualified under parental leave and/or pregnancy disability leaveSubsections 13.2 A.5 or A.6, the employee is required to deplete their personal holiday and all compensatory time. The employee is also required to deplete vacation leave and sick leave that is over forty (40) hours in each category. B. An employee on leave transferred under these rules will continue to be classified as a state employee and will receive the same treatment in respect to salary, wages, and employee benefits as the employee would normally receive if using accrued vacation leave or sick leave. C. All salary and wage payments made to employees while on leave transferred under these rules will be made by the state agency/institution , higher education institution, school district or educational service district employing the person receiving the leave. D. Where Colleges Employers have approved the transfer of leave by an employee of one (1) state agency/institution , higher education institution, school district or educational service district to an employee of another state agency/, higher education institution, school district or educational service district, the state agencies/institutions , higher education institutions, school districts or educational service districts involved will arrange for the transfer of funds and credit for the appropriate value of leave in accordance with Office of Financial Management policies, regulations, and procedures. E. Leave transferred under this Section will not be used in any calculation to determine an agency’s/a state agency’s, higher education institution’s, school district’s or educational service district’s allocation of full-time equivalent staff positions. F. Any shared Shared leave no longer needed or will not used be needed at a future time in connection with the original injury or illness or for any other qualifying condition by the recipient recipient, as determined by the Employer, will be returned to the donor(s). Before returning unused leaveUnused leave may not be returned until one of the following occurs: 1. The College will obtain Employer receives a statement from the receiving employee’s doctor verifying whether the employee’s injury or illness is resolved; or 2. The employee must be is released to regular full time employment; , has not received additional medical treatment for their current condition conditions or any other qualifying condition for at least six (6) months; , and their the employee’s doctor has declined, in writing, the employee’s request for a statement indicating the employee’s condition has been resolved. . G. The remaining shared leave is to be divided on a pro rata basis among the donors and reinstated to the respective donors’ appropriate leave balances based upon each employee’s current salary rate at the time of the reversion. The shared leave returned will be prorated back based on the donor’s original donation. G. H. Unused shared leave may not be cashed out but will be returned to the donors per Subsection 13.5 F, above. H. I. An employee who uses leave that is transferred under this Section will not be required to repay the value of the leave that the employee they used. I. If a shared leave account is closed and an employee later has the need to use shared leave due to the same condition listed in the closed account, the Employer must approve a new shared leave request for the employee.

Shared Leave Administration. A. The calculation of the recipient’s leave value will be in accordance with applicable Office of Financial Management policies, regulations, and procedures. The leave received will be coded as shared leave and be maintained separately from all other leave balances. • All paid leave accrued must be used prior to using shared leave when the employee qualifies for shared leave under Subsection 15.2 A. 13.2 A.1. • Accrued vacation leave and paid military leave allowed under RCW 38.40.060 must be used prior to using shared leave for employees qualified under Subsection 15.2.B. 13.2 A.2. • All paid leave, except sick leave, must be used prior to using shared leave when the employee qualifies for shared leave under Subsections 15.2.C Subsection 13.2 A.3 and 15.2.D. However, for Subsection 13.2 A.4. • For shared leave qualified under parental leave and/or pregnancy disability leaveSubsections 13.2 A.5 or A.6, the employee is required to deplete their personal holiday and all compensatory time. The employee is also required to deplete vacation leave and sick leave that is over forty (40) hours in each category. B. An employee on leave transferred under these rules will continue to be classified as a state employee and will receive the same treatment in respect to salary, wages, and employee benefits as the employee would normally receive if using accrued vacation leave or sick leave. C. All salary and wage payments made to employees while on leave transferred under these rules will be made by the state agency/institution , higher education institution, school district or educational service district employing the person receiving the leave. D. Where Colleges Employers have approved the transfer of leave by an employee of one (1) state agency/institution , higher education institution, school district or educational service district to an employee of another state agency/, higher education institution, school district or educational service district, the state agencies/institutions , higher education institutions, school districts or educational service districts involved will arrange for the transfer of funds and credit for the appropriate value of leave in accordance with Office of Financial Management policies, regulations, and procedures. E. Leave transferred under this Section will not be used in any calculation to determine an agency’s/a state agency’s, higher education institution’s, school district’s or educational service district’s allocation of full-time equivalent staff positions. F. Any shared Shared leave no longer needed or will not used be needed at a future time in connection with the original injury or illness or for any other qualifying condition by the recipient recipient, as determined by the Employer, will be returned to the donor(s). Before returning unused leaveUnused leave may not be returned until one of the following occurs: 1. The College will obtain Employer receives a statement from the receiving employee’s doctor verifying whether the employee’s injury or illness is resolved; or 2. The employee must be is released to regular full time employment; , has not received additional medical treatment for their current condition conditions or any other qualifying condition for at least six (6) months; , and their the employee’s doctor has declined, in writing, the employee’s request for a statement indicating the employee’s condition has been resolved. . G. The remaining shared leave is to be divided on a pro rata basis among the donors and reinstated to the respective donors’ appropriate leave balances based upon each employee’s current salary rate at the time of the reversion. The shared leave returned will be prorated back based on the donor’s original donation. G. H. Unused shared leave may not be cashed out but will be returned to the donors per Subsection 13.5 F, above. H. I. An employee who uses leave that is transferred under this Section will not be required to repay the value of the leave that the employee they used. I. If a shared leave account is closed and an employee later has the need to use shared leave due to the same condition listed in the closed account, the Employer must approve a new shared leave request for the employee.

Shared Leave Administration. A. The calculation of the recipient’s leave value will be in accordance with applicable Office of Financial Management policies, regulations, and procedures. The leave received will be coded as shared leave and be maintained separately from all other leave balances. All paid compensatory time, sick leave, and vacation leave accrued must be used prior to using shared leave when the employee qualifies for shared leave under Subsection 15.2 A. leave. Accrued vacation leave and paid military leave allowed under RCW 38.40.060 must be used prior to using shared leave for employees qualified under Subsection 15.2.B. All paid leave, except sick leave, must be used prior to using shared leave when the employee qualifies for shared leave under Subsections 15.2.C and 15.2.D. However, for shared leave qualified under parental leave and/or pregnancy disability leave, the employee is required to deplete their personal holiday and all compensatory time. The employee is also required to deplete vacation leave and sick leave that is over forty (40) hours in each categorySection 12.2 of this Article. B. An employee on leave transferred under these rules will continue to be classified as a state employee and will receive the same treatment in respect to salary, wages, and employee benefits as the employee would normally receive if using accrued vacation leave or sick leave. C. All salary and wage payments made to employees while on leave transferred under these rules will be made by the agency/institution employing the person receiving the leave. D. Where Colleges Employers have approved the transfer of leave by an employee of one (1) agency/institution to an employee of another agency/institution, the agencies/institutions involved will arrange for the transfer of funds and credit for the appropriate value of leave in accordance with Office of Financial Management policies, regulations, and procedures. E. Leave transferred under this Section will not be used in any calculation to determine an agency’s/institution’s allocation of full-time equivalent staff positions. F. Any shared leave not used by the recipient will be returned to the donor(s). Before returning unused leave: 1. The College will obtain a statement from the receiving employee’s doctor verifying whether the employee’s injury or illness is resolved; or 2. The employee must be released to regular employment; has not received additional medical treatment for their current condition or any other qualifying condition for at least six (6) months; and their doctor has declined, in writing, the employee’s request for a statement indicating the employee’s condition has been resolved. The remaining shared leave is to be divided on a pro rata basis among the donors and reinstated to the respective donors’ appropriate leave balances based upon each employee’s current salary rate at the time of the reversion. The shared leave returned will be prorated back based on the donor’s original donation. G. Unused shared leave may not be cashed out but will be returned to the donors per Subsection F, above. H. An employee who uses leave that is transferred under this Section will not be required to repay the value of the leave that the employee he or she used. I. If a shared leave account is closed and an employee later has the need to use shared leave due to the same condition listed in the closed account, the Employer must approve a new shared leave request for the employee.

Shared Leave Administration. A. The calculation of the recipient’s leave value will be in accordance with applicable Office of Financial Management policies, regulations, and procedures. The leave received will be coded as shared leave and be maintained separately from all other leave balances. All paid leave accrued must be used prior to using shared leave when the employee qualifies for shared leave under Subsection 15.2 15.2 A. Accrued vacation leave and paid military leave allowed under RCW 38.40.060 must be used prior to using shared leave for employees qualified under Subsection 15.2.B. All paid leave, except sick leave, must be used prior to using shared leave when the employee qualifies for shared leave under Subsections 15.2.C and 15.2.D. However, for shared leave qualified under parental leave and/or pregnancy disability leave, the employee is required to deplete their personal holiday and all compensatory time. The employee is also required to deplete vacation leave and sick leave that is over forty (40) hours in each category.15.2.D. B. An employee on leave transferred under these rules will continue to be classified as a state employee and will receive the same treatment in respect to salary, wages, and employee benefits as the employee would normally receive if using accrued vacation leave or sick leave. C. All salary and wage payments made to employees while on leave transferred under these rules will be made by the agency/institution employing the person receiving the leave. D. Where Colleges have approved the transfer of leave by an employee of one (1) agency/institution to an employee of another agency/institution, the agencies/institutions involved will arrange for the transfer of funds and credit for the appropriate value of leave in accordance with Office of Financial Management policies, regulations, and procedures. E. Leave transferred under this Section will not be used in any calculation to determine an agency’s/institution’s allocation of full-time equivalent staff positions. F. Any shared leave not used by the recipient will be returned to the donor(s). Before returning unused leave: 1. The , the College will obtain a statement from the receiving employee’s doctor verifying whether the employee’s injury or illness is resolved; or 2. The employee must be released to regular employment; has not received additional medical treatment for their current condition or any other qualifying condition for at least six (6) months; and their doctor has declined, in writing, the employee’s request for a statement indicating the employee’s condition has been resolved. The remaining shared leave is to be divided on a pro rata basis among the donors and reinstated to the respective donors’ appropriate leave balances based upon each employee’s current salary rate at the time of the reversion. The shared leave returned will be prorated back based on the donor’s original donation. G. Unused shared leave may not be cashed out but will be returned to the donors per Subsection F, above. H. An employee who uses leave that is transferred under this Section will not be required to repay the value of the leave that the employee used. I. If a shared leave account is closed and an employee later has the need to use shared leave due to the same condition listed in the closed account, the Employer must approve a new shared leave request for the employee.

Shared Leave Administration. A. The calculation of the recipient’s leave value will be in accordance with applicable Office of Financial Management policies, regulations, and procedures. The leave received will be coded as shared leave and be maintained separately from all other leave balances. All paid leave accrued must be used prior to using shared leave when the employee qualifies for shared leave under Subsection 15.2 13.2 A. Accrued vacation leave and paid military leave allowed under RCW 38.40.060 must be used prior to using shared leave for employees qualified under Subsection 15.2.B. 13.2 B. All paid leave, except sick leave, must be used prior to using shared leave when the employee qualifies for shared leave under Subsections 15.2.C 13.2 C and 15.2.D. However, for shared leave qualified under parental leave and/or pregnancy disability leave, the employee is required to deplete their personal holiday and all compensatory time. The employee is also required to deplete vacation leave and sick leave that is over forty (40) hours in each category.13.2 D. B. An employee on leave transferred under these rules will continue to be classified as a state employee and will receive the same treatment in respect to salary, wages, and employee benefits as the employee would normally receive if using accrued vacation leave or sick leave. C. All salary and wage payments made to employees while on leave transferred under these rules will be made by the agency/institution employing the person receiving the leave. D. Where Colleges Employers have approved the transfer of leave by an employee of one (1) agency/institution to an employee of another agency/institution, the agencies/institutions involved will arrange for the transfer of funds and credit for the appropriate value of leave in accordance with Office of Financial Management policies, regulations, and procedures. E. Leave transferred under this Section will not be used in any calculation to determine an agency’s/institution’s allocation of full-time equivalent staff positions. F. Any shared leave no longer needed or will not used be needed at a future time in connection with original injury or illness or for any other qualifying condition by the recipient as determined by the Employer, will be returned to the donor(s). Before returning unused leave: 1. The College Employer will obtain a statement from the receiving employee’s doctor verifying whether the employee’s injury or illness is resolved; or 2. The employee must be released to regular employment; has not received additional medical treatment for their current condition or any other qualifying condition for at least six (6) months; and their doctor has declined, in writing, the employee’s request for a statement indicating the employee’s condition has been resolved. The remaining shared leave is to be divided on a pro rata basis among the donors and reinstated to the respective donors’ appropriate leave balances based upon each employee’s current salary rate at the time of the reversion. The shared leave returned will be prorated back based on the donor’s 's original donation. G. Unused shared leave may not be cashed out but will be returned to the donors per Subsection F, above.F. H. An employee who uses leave that is transferred under this Section will not be required to repay the value of the leave that the employee he or she used. I. If a shared leave account is closed and an employee later has the need to use shared leave due to the same condition listed in the closed account, the Employer must approve a new shared leave request for the employee.

Shared Leave Administration. A. The calculation of the recipient’s leave value will be in accordance with applicable Office of Financial Management (OFM) policies, regulations, and procedures. The leave received will be coded as shared leave and be maintained separately from all other leave balances. All paid leave accrued must be used prior Employees under the qualifications listed in 13.2 A may retain and reserve up to using shared leave when the employee qualifies for shared leave under Subsection 15.2 A. Accrued vacation leave and paid military leave allowed under RCW 38.40.060 must be used prior to using shared leave for employees qualified under Subsection 15.2.B. All paid leave, except sick leave, must be used prior to using shared leave when the employee qualifies for shared leave under Subsections 15.2.C and 15.2.D. However, for shared leave qualified under parental leave and/or pregnancy disability leave, the employee is required to deplete their personal holiday and all compensatory time. The employee is also required to deplete vacation leave and sick leave that is over forty (40) hours in each categoryof vacation leave and sick leave. B. An employee on leave transferred under these rules will continue to be classified as a state employee and will receive the same treatment in respect to salary, wages, and employee benefits as the employee would normally receive if using accrued vacation leave or sick leave. C. All salary and wage payments made to employees while on leave transferred under these rules will be made by the agency/institution employing the person receiving the leave. D. Where Colleges Employers have approved the transfer of leave by an employee of one (1) agency/institution to an employee of another agency/institution, the agencies/institutions involved will arrange for the transfer of funds and credit for the appropriate value of leave in accordance with Office of Financial Management (OFM) policies, regulations, and procedures. E. Leave transferred under this Section will not be used in any calculation to determine an agency’s/institution’s allocation of full-time equivalent staff positions. F. Any shared leave no longer needed or will not used be needed at a future time in connection with original injury or illness or for any other qualifying condition by the recipient as determined by the Employer, will be returned to the donor(s). Before returning unused leave: 1. The College Employer will obtain a statement from the receiving employee’s doctor verifying whether the employee’s injury or illness is resolved; or 2. The employee must be released to regular employment; has not received additional medical treatment for their current condition or any other qualifying condition for at least six (6) months; and their doctor has declined, in writing, the employee’s request for a statement indicating the employee’s condition has been resolved. The remaining shared leave is to be divided on a pro rata basis among the donors and reinstated to the respective donors’ appropriate leave balances based upon each employee’s current salary rate at the time of the reversion. The shared leave returned will be prorated back based on the donor’s original donation. G. Unused shared leave may not be cashed out but will be returned to the donors per Subsection 13.5 F, above. H. An employee who uses leave that is transferred under this Section will not be required to repay the value of the leave that the employee they used. I. If a shared leave account is closed and an employee later has the need to use shared leave due to the same condition listed in the closed account, the Employer must approve a new shared leave request for the employee. A. Duration of this Provision

Shared Leave Administration. A. The calculation of the recipient’s leave value will be in accordance with applicable Office of Financial Management policies, regulations, and procedures. The leave received will be coded as shared leave and be maintained separately from all other leave balances. All paid leave accrued must be used prior to using shared leave when the employee qualifies for shared leave under Subsection 15.2 A. 13.2 A.1. Accrued vacation leave and paid military leave allowed under RCW 38.40.060 must be used prior to using shared leave for employees qualified under Subsection 15.2.B. 13.2 A.2. All paid leave, except sick leave, must be used prior to using shared leave when the employee qualifies for shared leave under Subsections 15.2.C 13.2 A.3 and 15.2.D. However, for shared leave qualified under parental leave and/or pregnancy disability leave, the employee is required to deplete their personal holiday and all compensatory time. The employee is also required to deplete vacation leave and sick leave that is over forty (40) hours in each category13.2 A.4. B. An employee on leave transferred under these rules will continue to be classified as a state employee and will receive the same treatment in respect to salary, wages, and employee benefits as the employee would normally receive if using accrued vacation leave or sick leave. C. All salary and wage payments made to employees of the Employer while on leave transferred under these rules will be made by the agency/institution employing the person receiving the leaveEmployer. D. Where Colleges Employers have approved the transfer of leave by an employee of one (1) state agency/institution higher education institution, school district or educational service district to an employee of another state agency/higher education institution, school district, or educational service district, the state agencies/institutions higher education institutions, school district, or educational service district involved will arrange for the transfer of funds and credit for the appropriate value of leave in accordance with Office of Financial Management policies, regulations, and procedures. E. Leave transferred under this Section will not be used in any calculation to determine an agency’s/institutionthe Employer’s allocation of full-time equivalent staff positions. F. Any shared leave not used by the recipient will be returned to the donor(s). Before returning unused leave: 1. The College , the Employer will obtain a statement from the receiving employee’s doctor verifying whether the employee’s injury or illness is resolved; or 2. The employee must be released to regular employment; has not received additional medical treatment for their current condition or any other qualifying condition for at least six (6) months; and their doctor has declined, in writing, the employee’s request for a statement indicating the employee’s condition has been resolved. The remaining shared leave is to be divided on a pro rata basis among the donors and reinstated to the respective donors’ appropriate leave balances based upon each employee’s current salary rate at the time of the reversion. The shared leave returned will be prorated back based on the donor’s original donation. G. Unused shared leave may not be cashed out but will be returned to the donors per Subsection F, above. H. An employee Employees who uses use leave that is transferred under this Section will not be required to repay the value of the leave that the employee he or she they used. I. If a shared Shared leave account is closed and an employee later has the need to use shared leave due will not be denied solely based on administrative or budgetary issues related to the same condition listed in the closed account, the Employer must approve a new shared leave request for the employeetransfer or non-transfer of funds.

Shared Leave Administration. ‌ A. The calculation of the recipient’s leave value will be in accordance with applicable Office of Financial Management policies, regulations, and procedures. The leave received will be coded as shared leave and be maintained separately from all other leave balances.  All paid leave accrued must be used prior to using shared leave when the employee qualifies for shared leave under Subsection 15.2 A. 13.2 A.1.  Accrued vacation leave and paid military leave allowed under RCW 38.40.060 must be used prior to using shared leave for employees qualified under Subsection 15.2.B. 13.2 A.2.  All paid leave, except sick leave, must be used prior to using shared leave when the employee qualifies for shared leave under Subsections 15.2.C Subsection 13.2 A.3 and 15.2.D. However, for shared leave qualified under parental leave and/or pregnancy disability leave, the employee is required to deplete their personal holiday and all compensatory time. The employee is also required to deplete vacation leave and sick leave that is over forty (40) hours in each categorySubsection 13.2 A.4. B. An employee on leave transferred under these rules will continue to be classified as a state employee and will receive the same treatment in respect to salary, wages, and employee benefits as the employee would normally receive if using accrued vacation leave or sick leave. C. All salary and wage payments made to employees while on leave transferred under these rules will be made by the state agency/institution , higher education institution, school district or educational service district employing the person receiving the leave. D. Where Colleges Employers have approved the transfer of leave by an employee of one (1) state agency/institution , higher education institution, school district or educational service district to an employee of another state agency/, higher education institution, school district or educational service district, the state agencies/institutions , higher education institutions, school districts or educational service districts involved will arrange for the transfer of funds and credit for the appropriate value of leave in accordance with Office of Financial Management policies, regulations, and procedures. E. Leave transferred under this Section will not be used in any calculation to determine an agency’s/a state agency’s, higher education institution’s, school district’s or educational service district’s allocation of full-time equivalent staff positions. F. Any shared Shared leave no longer needed or will not used be needed at a future time in connection with the original injury or illness or for any other qualifying condition by the recipient recipient, as determined by the Employer, will be returned to the donor(s). Before returning unused leaveUnused leave may not be returned until one of the following occurs: 1. The College will obtain Employer receives a statement from the receiving employee’s doctor verifying whether the employee’s injury or illness is resolved; or 2. The employee must be is released to regular full time employment; , has not received additional medical treatment for their current condition conditions or any other qualifying condition for at least six (6) months; , and their the employee’s doctor has declined, in writing, the employee’s request for a statement indicating the employee’s condition has been resolved. . G. The remaining shared leave is to be divided on a pro rata basis among the donors and reinstated to the respective donors’ appropriate leave balances based upon each employee’s current salary rate at the time of the reversion. The shared leave returned will be prorated back based on the donor’s original donation. G. H. Unused shared leave may not be cashed out but will be returned to the donors per Subsection 13.5 F, above. H. I. An employee who uses leave that is transferred under this Section will not be required to repay the value of the leave that the employee they used. I. If a shared leave account is closed and an employee later has the need to use shared leave due to the same condition listed in the closed account, the Employer must approve a new shared leave request for the employee.

Shared Leave Administration. A. 44.5.1 The calculation of the recipient’s leave value will be in accordance with applicable Office of Financial Management policies, regulations, and procedures. The leave received will be coded as shared leave and be maintained separately from all other leave balances. All paid leave compensatory time, vacation leave, and applicable, sick leave, and accrued must be used prior to using shared leave when the employee qualifies for shared leave under Subsection 15.2 A. leave. Accrued vacation leave and paid military leave allowed under RCW 38.40.060 must be used prior to using shared leave for employees qualified under Subsection 15.2.B. All paid leave, except sick leave, must be used prior to using shared leave when the employee qualifies for shared leave under Subsections 15.2.C and 15.2.D. However, for shared leave qualified under parental leave and/or pregnancy disability leave, the employee is required to deplete their personal holiday and all compensatory time. The employee is also required to deplete vacation leave and sick leave that is over forty (40) hours in each categorySection 44.2 of this Article. B. 44.5.2 An employee on leave transferred under these rules will continue to be classified as a state employee and will receive the same treatment in respect to salary, wages, and employee benefits as the employee would normally receive if using accrued vacation leave or sick leave. C. 44.5.3 All salary and wage payments made to employees while on leave transferred under these rules will be made by the agency/institution employing the person receiving the leave. D. 44.5.4 Where Colleges heads of state agencies/higher education institutions have approved the transfer of leave by an employee of one (1) agency/institution to an employee of another agency/institution, the agencies/institutions involved will arrange for the transfer of funds and credit for the appropriate value of leave in accordance with Office of Financial Management policies, regulations, and procedures. E. 44.5.5 Leave transferred under this Section will not be used in any calculation to determine an agency’s/institutionthe University’s allocation of full-time equivalent staff positions. F. 44.5.6 Any shared leave not used by the recipient will be returned to the donor(s). Before returning unused leave: 1. The College , the head of the University or designee will obtain a statement from the receiving employee’s doctor verifying whether the employee’s injury incident or illness occurrence is resolved; or 2. The employee must be released to regular employment; has not received additional medical treatment for their current condition or any other qualifying condition for at least six (6) months; and their doctor has declined, in writing, the employee’s request for a statement indicating the employee’s condition has been resolved. The remaining shared leave is to be divided on a pro rata basis among the donors and reinstated to the respective donors’ appropriate leave balances based upon each employee’s current salary rate at the time of the reversion. The shared leave returned will be prorated back based on the donor’s original donation. G. 44.5.7 Unused shared leave may not be cashed out but will be returned to the donors donor(s) per Subsection F, above. H. 44.5.8 An employee who uses leave that is transferred under this Section will not be required to repay the value of the leave that the employee he or she used. I. If a shared leave account is closed and an employee later has the need to use shared leave due to the same condition listed in the closed account, the Employer must approve a new shared leave request for the employee.

Shared Leave Administration. A. The calculation of the recipient’s leave value will be in accordance with applicable Office of Financial Management policies, regulations, and procedures. The leave received will be coded as shared leave and be maintained separately from all other leave balances. All paid leave accrued must be used prior to using shared leave when the employee qualifies for shared leave under Subsection 15.2 13.2 A. Accrued vacation leave and paid military leave allowed under RCW 38.40.060 must be used prior to using shared leave for employees qualified under Subsection 15.2.B. 13.2 B. All paid leave, except sick leave, must be used prior to using shared leave when the employee qualifies for shared leave under Subsections 15.2.C 13.2 C and 15.2.D. 13.2 D. However, for shared leave qualified under parental leave and/or pregnancy disability leave, the employee is required to deplete their personal holiday and all compensatory time. The employee is also required to deplete vacation leave and sick leave that is over forty (40) hours in each category. B. An employee on leave transferred under these rules will continue to be classified as a state employee and will receive the same treatment in respect to salary, wages, and employee benefits as the employee would normally receive if using accrued vacation leave or sick leave. C. All salary and wage payments made to employees while on leave transferred under these rules will be made by the agency/institution employing the person receiving the leave. D. Where Colleges Employers have approved the transfer of leave by an employee of one (1) agency/institution to an employee of another agency/institution, the agencies/institutions involved will arrange for the transfer of funds and credit for the appropriate value of leave in accordance with Office of Financial Management policies, regulations, and procedures. E. Leave transferred under this Section will not be used in any calculation to determine an agency’s/institution’s allocation of full-time equivalent staff positions. F. Any shared leave no longer needed or will not used be needed at a future time in connection with original injury or illness or for any other qualifying condition by the recipient as determined by the Employer, will be returned to the donor(s). Before returning unused leave: 1. The College Employer will obtain a statement from the receiving employee’s doctor verifying whether the employee’s injury or illness is resolved; or 2. The employee must be released to regular employment; has not received additional medical treatment for their current condition or any other qualifying condition for at least six (6) months; and their doctor has declined, in writing, the employee’s request for a statement indicating the employee’s condition has been resolved. The remaining shared leave is to be divided on a pro rata basis among the donors and reinstated to the respective donors’ appropriate leave balances based upon each employee’s current salary rate at the time of the reversion. The shared leave returned will be prorated back based on the donor’s original donation. G. Unused shared leave may not be cashed out but will be returned to the donors per Subsection F, above. H. An employee who uses leave that is transferred under this Section will not be required to repay the value of the leave that the employee he or shethey used. I. If a shared leave account is closed and an employee later has the need to use shared leave due to the same condition listed in the closed account, the Employer must approve a new shared leave request for the employee.

Shared Leave Administration. A. The calculation of the recipient’s leave value will be in accordance with applicable Office of Financial Management policies, regulations, and procedures. The leave received will be coded as shared leave and be maintained separately from all other leave balances. All paid leave accrued must be used prior to using shared leave when the employee qualifies for shared leave under Subsection 15.2 13.2 A. Accrued vacation leave and paid military leave allowed under RCW 38.40.060 must be used prior to using shared leave for employees qualified under Subsection 15.2.B. 13.2 B. All paid leave, except sick leave, must be used prior to using shared leave when the employee qualifies for shared leave under Subsections 15.2.C 13.2 C and 15.2.D. However, for shared leave qualified under parental leave and/or pregnancy disability leave, the employee is required to deplete their personal holiday and all compensatory time. The employee is also required to deplete vacation leave and sick leave that is over forty (40) hours in each category.13.2 D. B. An employee on leave transferred under these rules will continue to be classified as a state employee and will receive the same treatment in respect to salary, wages, and employee benefits as the employee would normally receive if using accrued vacation leave or sick leave. C. All salary and wage payments made to employees while on leave transferred under these rules will be made by the agency/institution employing the person receiving the leave. D. Where Colleges Employers have approved the transfer of leave by an employee of one (1) agency/institution to an employee of another agency/institution, the agencies/institutions involved will arrange for the transfer of funds and credit for the appropriate value of leave in accordance with Office of Financial Management policies, regulations, and procedures. E. Leave transferred under this Section will not be used in any calculation to determine an agency’s/institution’s allocation of full-time equivalent staff positions. F. Any shared leave not used by the recipient will be returned to the donor(s). Before returning unused leave: 1. The College , the Employer will obtain a statement from the receiving employee’s doctor verifying whether the employee’s injury or illness is resolved; or 2. The employee must be released to regular employment; has not received additional medical treatment for their current condition or any other qualifying condition for at least six (6) months; and their doctor has declined, in writing, the employee’s request for a statement indicating the employee’s condition has been resolved. The remaining shared leave is to be divided on a pro rata basis among the donors and reinstated to the respective donors’ appropriate leave balances based upon each employee’s current salary rate at the time of the reversion. The shared leave returned will be prorated back based on the donor’s original donation. G. Unused shared leave may not be cashed out but will be returned to the donors per Subsection F, above. H. An employee who uses leave that is transferred under this Section will not be required to repay the value of the leave that the employee he or she used. I. If a shared leave account is closed and an employee later has the need to use shared leave due to the same condition listed in the closed account, the Employer must approve a new shared leave request for the employee.

Shared Leave Administration. A. The calculation of the recipient’s leave value will be in accordance with applicable Office of Financial Management (OFM) policies, regulations, and procedures. The leave received will be coded as shared leave and be maintained separately from all other leave balances. All paid leave accrued must be used prior Employees under the qualifications listed in 15.2 A may retain and reserve up to using shared leave when the employee qualifies for shared leave under Subsection 15.2 A. Accrued vacation leave and paid military leave allowed under RCW 38.40.060 must be used prior to using shared leave for employees qualified under Subsection 15.2.B. All paid leave, except sick leave, must be used prior to using shared leave when the employee qualifies for shared leave under Subsections 15.2.C and 15.2.D. However, for shared leave qualified under parental leave and/or pregnancy disability leave, the employee is required to deplete their personal holiday and all compensatory time. The employee is also required to deplete vacation leave and sick leave that is over forty (40) hours in each categoryof vacation leave and sick leave. B. An employee on leave transferred under these rules will continue to be classified as a state employee and will receive the same treatment in respect to salary, wages, and employee benefits as the employee would normally receive if using accrued vacation leave or sick leave. C. All salary and wage payments made to employees while on leave transferred under these rules will be made by the agency/institution employing the person receiving the leave. D. Where Colleges have approved the transfer of leave by an employee of one (1) agency/institution to an employee of another agency/institution, the agencies/institutions involved will arrange for the transfer of funds and credit for the appropriate value of leave in accordance with Office of Financial Management (OFM) policies, regulations, and procedures. E. Leave transferred under this Section will not be used in any calculation to determine an agency’s/institution’s allocation of full-time equivalent staff positions. F. Any shared leave not used by the recipient will be returned to the donor(s). Before returning unused leave: 1. The College will obtain a statement from the receiving employee’s doctor verifying whether the employee’s injury or illness is resolved; or 2. The employee must be released to regular employment; has not received additional medical treatment for their current condition or any other qualifying condition for at least six (6) months; and their doctor has declined, in writing, the employee’s request for a statement indicating the employee’s condition has been resolved. The remaining shared leave is to be divided on a pro rata basis among the donors and reinstated to the respective donors’ appropriate leave balances based upon each employee’s current salary rate at the time of the reversion. The shared leave returned will be prorated back based on the donor’s original donation. G. Unused shared leave may not be cashed out but will be returned to the donors per Subsection 15.5 F, above. H. An employee who uses leave that is transferred under this Section will not be required to repay the value of the leave that the employee used. I. If a shared leave account is closed and an employee later has the need to use shared leave due to the same condition listed in the closed account, the Employer College must approve a new shared leave request for the employee. A. Duration of this Provision

Shared Leave Administration. A. The calculation of the recipient’s leave value will be in accordance with applicable Office of Financial Management policies, regulations, and procedures. The leave received will be coded as shared leave and be maintained separately from all other leave balances. All paid leave accrued must be used prior to using shared leave when the employee qualifies for shared leave under Subsection 15.2 13.2 A. Accrued vacation leave and paid military leave allowed under RCW 38.40.060 must be used prior to using shared leave for employees qualified under Subsection 15.2.B. 13.2 B. All paid leave, except sick leave, must be used prior to using shared leave when the employee qualifies for shared leave under Subsections 15.2.C 13.2 C and 15.2.D. 13.2 D. However, for shared leave qualified under parental leave and/or pregnancy disability leave, the employee is required to deplete their personal holiday and all compensatory time. The employee is also required to deplete vacation leave and sick leave that is over forty (40) hours in each category. B. An employee on leave transferred under these rules will continue to be classified as a state employee and will receive the same treatment in respect to salary, wages, and employee benefits as the employee would normally receive if using accrued vacation leave or sick leave. C. All salary and wage payments made to employees while on leave transferred under these rules will be made by the agency/institution employing the person receiving the leave. D. Where Colleges Employers have approved the transfer of leave by an employee of one (1) agency/institution to an employee of another agency/institution, the agencies/institutions involved will arrange for the transfer of funds and credit for the appropriate value of leave in accordance with Office of Financial Management policies, regulations, and procedures. E. Leave transferred under this Section will not be used in any calculation to determine an agency’s/institution’s allocation of full-time equivalent staff positions. F. Any shared leave no longer needed or will not used be needed at a future time in connection with original injury or illness or for any other qualifying condition by the recipient as determined by the Employer, will be returned to the donor(s). Before returning unused leave: 1. The College Employer will obtain a statement from the receiving employee’s doctor verifying whether the employee’s injury or illness is resolved; or 2. The employee must be released to regular employment; has not received additional medical treatment for their current condition or any other qualifying condition for at least six (6) months; and their doctor has declined, in writing, the employee’s request for a statement indicating the employee’s condition has been resolved. The remaining shared leave is to be divided on a pro rata basis among the donors and reinstated to the respective donors’ appropriate leave balances based upon each employee’s current salary rate at the time of the reversion. The shared leave returned will be prorated back based on the donor’s original donation. G. Unused shared leave may not be cashed out but will be returned to the donors per Subsection F, above. H. An employee who uses leave that is transferred under this Section will not be required to repay the value of the leave that the employee they used. I. If a shared leave account is closed and an employee later has the need to use shared leave due to the same condition listed in the closed account, the Employer must approve a new shared leave request for the employee.

Shared Leave Administration. A. The calculation of the recipient’s leave value will be in accordance with applicable Office of Financial Management policies, regulations, and procedures. The leave received will be coded as shared leave and be maintained separately from all other leave balances. All paid leave accrued must be used prior to using shared leave when the employee qualifies for shared leave under Subsection 15.2 A. 13.2 A.1. Accrued vacation leave and paid military leave allowed under RCW 38.40.060 must be used prior to using shared leave for employees qualified under Subsection 15.2.B. 13.2 A.2. All paid leave, except sick leave, must be used prior to using shared leave when the employee qualifies for shared leave under Subsections 15.2.C 13.2 A.3 and 15.2.D. However, for shared leave qualified under parental leave and/or pregnancy disability leave, the employee is required to deplete their personal holiday and all compensatory time. The employee is also required to deplete vacation leave and sick leave that is over forty (40) hours in each category13.2 A.4. B. An employee on leave transferred under these rules will continue to be classified as a state employee and will receive the same treatment in respect to salary, wages, and employee benefits as the employee would normally receive if using accrued vacation leave or sick leave. C. All salary and wage payments made to employees of the Employer while on leave transferred under these rules will be made by the agency/institution employing the person receiving the leaveEmployer. D. Where Colleges Employers have approved the transfer of leave by an employee of one (1) state agency/institution higher education institution, school district or educational service district to an employee of another state agency/higher education institution, school district, or educational service district, the state agencies/institutions higher education institutions, school district, or educational service district involved will arrange for the transfer of funds and credit for the appropriate value of leave in accordance with Office of Financial Management policies, regulations, and procedures. E. Leave transferred under this Section will not be used in any calculation to determine an agency’s/institutionthe Employer’s allocation of full-time equivalent staff positions. F. Any shared leave not used by the recipient will be returned to the donor(s). Before returning unused leave: 1. The College , the Employer will obtain a statement from the receiving employee’s doctor verifying whether the employee’s injury or illness is resolved; or 2. The employee must be released to regular employment; has not received additional medical treatment for their current condition or any other qualifying condition for at least six (6) months; and their doctor has declined, in writing, the employee’s request for a statement indicating the employee’s condition has been resolved. The remaining shared leave is to be divided on a pro rata basis among the donors and reinstated to the respective donors’ appropriate leave balances based upon each employee’s current salary rate at the time of the reversion. The shared leave returned will be prorated back based on the donor’s original donation. G. Unused shared leave may not be cashed out but will be returned to the donors per Subsection F, above. H. An employee who uses leave that is transferred under this Section will not be required to repay the value of the leave that the employee he or she used. I. If a shared . Shared leave account is closed and an employee later has the need to use shared leave due will not be denied solely based on administrative or budgetary issues related to the same condition listed in the closed account, the Employer must approve a new shared leave request for the employeetransfer or non-transfer of funds.

Shared Leave Administration. A. The calculation of the recipient’s leave value will be in accordance with applicable Office of Financial Management policies, regulations, and procedures. The leave received will be coded as shared leave and be maintained separately from all other leave balances. All paid leave accrued must be used prior to using shared leave when the employee qualifies for shared leave under Subsection 15.2 13.2 A. Accrued vacation leave and paid military leave allowed under RCW 38.40.060 must be used prior to using shared leave for employees qualified under Subsection 15.2.B. 13.2 B. All paid leave, except sick leave, must be used prior to using shared leave when the employee qualifies for shared leave under Subsections 15.2.C 13.2 C and 15.2.D. 13.2 D. However, for shared leave qualified under parental leave and/or pregnancy disability leave, the employee is required to deplete their personal holiday and all compensatory time. The employee is also required to deplete vacation leave and sick leave that is over forty (40) hours in each category. B. An employee on leave transferred under these rules will continue to be classified as a state employee and will receive the same treatment in respect to salary, wages, and employee benefits as the employee would normally receive if using accrued vacation leave or sick leave. C. All salary and wage payments made to employees while on leave transferred under these rules will be made by the agency/institution employing the person receiving the leave. D. Where Colleges Employers have approved the transfer of leave by an employee of one (1) agency/institution to an employee of another agency/institution, the agencies/institutions involved will arrange for the transfer of funds and credit for the appropriate value of leave in accordance with Office of Financial Management policies, regulations, and procedures. E. Leave transferred under this Section will not be used in any calculation to determine an agency’s/institution’s allocation of full-time equivalent staff positions. F. Any shared leave no longer needed or will not used be needed at a future time in connection with original injury or illness or for any other qualifying condition by the recipient as determined by the Employer, will be returned to the donor(s). Before returning unused leave: 1. The College Employer will obtain a statement from the receiving employee’s doctor verifying whether the employee’s injury or illness is resolved; or 2. The employee must be released to regular employment; has not received additional medical treatment for their current condition or any other qualifying condition for at least six (6) months; and their doctor has declined, in writing, the employee’s request for a statement indicating the employee’s condition has been resolved. The remaining shared leave is to be divided on a pro rata basis among the donors and reinstated to the respective donors’ appropriate leave balances based upon each employee’s current salary rate at the time of the reversion. The shared leave returned will be prorated back based on the donor’s original donation. G. Unused shared leave may not be cashed out but will be returned to the donors per Subsection F, above. H. An employee who uses leave that is transferred under this Section will not be required to repay the value of the leave that the employee he or she used. I. If a shared leave account is closed and an employee later has the need to use shared leave due to the same condition listed in the closed account, the Employer must approve a new shared leave request for the employee.

Shared Leave Administration. A. The calculation of the recipient’s leave value will be in accordance with applicable Office of Financial Management (OFM) policies, regulations, and procedures. The leave received will be coded as shared leave and be maintained separately from all other leave balances. 1. All paid leave accrued must be used prior to using shared leave when the employee qualifies for shared leave under Subsection 15.2 A. 14.2 A.1. 2. Accrued vacation leave and paid military leave allowed under RCW 38.40.060 must be used prior to using shared leave for employees qualified under Subsection 15.2.B. 14.2 A.2. 3. All paid leave, except sick leave, must be used prior to using shared leave when the employee qualifies for shared leave under Subsections 15.2.C 14.2 A.3 and 15.2.D. However, for 14.2 A.4.‌ 4. For shared leave qualified under parental leave and/or pregnancy disability leaveSubsections 14.2 A.5 or A.6, the employee is required to deplete their personal holiday and all compensatory time. The employee is also required to deplete vacation leave and sick leave that is over forty (40) hours in each category. B. An employee on shared leave transferred under these rules will continue to be classified as a state employee and will receive the same treatment in respect to salary, wages, and employee benefits as the employee would normally receive if using accrued vacation leave or sick leave. C. All salary and wage payments made to employees while on leave transferred under these rules will be made by the state agency/institution , higher education institution, school district or educational service district employing the person receiving the leave. D. Where Colleges have the Employer has approved the transfer of leave by an employee of one (1) state agency/institution , higher education institution, school district or education service district to an employee of another state agency/, higher education institution, school district or education service district, the state agencies/institutions , higher education institutions, school district or educational service districts involved will arrange for the transfer of funds and credit for the appropriate value of leave in accordance with Office of Financial Management OFM policies, regulations, and procedures. E. Leave transferred under this Section Article will not be used in any calculation to determine an agency’s/institutiona state agency’s, higher education institutions, school district’s or educational service district’s allocation of full-time equivalent staff positions. F. Any shared leave no longer needed or will not used be needed at a future time in connection with the original injury or illness or for any other qualifying condition by the recipient recipient, as determined by the agency head or designee, will be returned to the donor(s). Before returning unused leave:Unused leave may not be returned until one of the following occurs:‌ 1. The College will obtain Employer receives a statement from the receiving employee’s doctor verifying whether the employee’s injury or illness is resolved; or 2. The employee must be is released to regular full-time employment; , has not received additional medical treatment for their current condition or any other qualifying condition for at least six (6) months; , and their the employee’s doctor has declined, in writing, the employee’s request for a statement indicating the employee’s condition has been resolved. The remaining shared leave is to be divided on a pro rata basis among the donors and reinstated to the respective donors’ donors appropriate leave balances based upon each employee’s current salary rate at the time of the reversion. The shared leave returned will be prorated back based on the donor’s original donation. G. Unused shared leave may not be cashed out but will be returned to the donors per Subsection F, above.14.5 F. H. An employee who uses leave that is transferred under this Section Article will not be required to repay the value of the leave that the employee they used. I. If a shared leave account request is closed and an employee later has the a need to use shared leave due to the same condition listed in the closed accountrequest, the Employer must approve a new shared leave request for the employee.

Shared Leave Administration. A. The calculation of the recipient’s leave value will be in accordance with applicable Office of Financial Management (OFM) policies, regulations, and procedures. The leave received will be coded as shared leave and be maintained separately from all other leave balances. 1. All paid leave accrued must be used prior to using shared leave when the employee qualifies for shared leave under Subsection 15.2 A. 14.2 A.1. 2. Accrued vacation leave and paid military leave allowed under RCW 38.40.060 must be used prior to using shared leave for employees qualified under Subsection 15.2.B. 14.2 A.2. 3. All paid leave, except sick leave, must be used prior to using shared leave when the employee qualifies for shared leave under Subsections 15.2.C 14.2 A.3 and 15.2.D. However, for 14.2 A.4. 4. For shared leave qualified under parental leave and/or pregnancy disability leaveSubsections 14.2 A.5 or A.6, the employee is required to deplete their personal holiday and all compensatory time. The employee is also required to deplete vacation leave and sick leave that is over forty (40) hours in each category. B. An employee on shared leave transferred under these rules will continue to be classified as a state employee and will receive the same treatment in respect to salary, wages, and employee benefits as the employee would normally receive if using accrued vacation leave or sick leave. C. All salary and wage payments made to employees while on leave transferred under these rules will be made by the state agency/institution , higher education institution, school district or educational service district employing the person receiving the leave. D. Where Colleges have the Employer has approved the transfer of leave by an employee of one (1) state agency/institution , higher education institution, school district or education service district to an employee of another state agency/, higher education institution, school district or education service district, the state agencies/institutions , higher education institutions, school district or educational service districts involved will arrange for the transfer of funds and credit for the appropriate value of leave in accordance with Office of Financial Management OFM policies, regulations, and procedures. E. Leave transferred under this Section Article will not be used in any calculation to determine an agency’s/institutiona state agency’s, higher education institutions, school district’s or educational service district’s allocation of full-time equivalent staff positions. F. Any shared leave no longer needed or will not used be needed at a future time in connection with the original injury or illness or for any other qualifying condition by the recipient recipient, as determined by the agency head or designee, will be returned to the donor(s). Before returning unused leaveUnused leave may not be returned until one of the following occurs: 1. The College will obtain Employer receives a statement from the receiving employee’s doctor verifying whether the employee’s injury or illness is resolved; or 2. The employee must be is released to regular full-time employment; , has not received additional medical treatment for their current condition or any other qualifying condition for at least six (6) months; and their doctor has declined, in writing, the employee’s request for a statement indicating the employee’s condition has been resolved. The remaining shared leave is to be divided on a pro rata basis among the donors and reinstated to the respective donors’ appropriate leave balances based upon each employee’s current salary rate at the time of the reversion. The shared leave returned will be prorated back based on the donor’s original donation. G. Unused shared leave may not be cashed out but will be returned to the donors per Subsection F, above. H. An employee who uses leave that is transferred under this Section will not be required to repay the value of the leave that the employee used. I. If a shared leave account is closed and an employee later has the need to use shared leave due to the same condition listed in the closed account, the Employer must approve a new shared leave request for the employee.six

Shared Leave Administration. ‌ A. The calculation of the recipient’s leave value will be in accordance with applicable Office of Financial Management (OFM) policies, regulations, and procedures. The leave received will be coded as shared leave and be maintained separately from all other leave balances. All paid leave accrued must be used prior to using shared leave when the employee qualifies for shared leave under Subsection 15.2 A. 14.2 A.1. Accrued vacation leave and paid military leave allowed under RCW 38.40.060 must be used prior to using shared leave for employees qualified under Subsection 15.2.B. 14.2 A.2. All paid leave, except sick leave, must be used prior to using shared leave when the employee qualifies for shared leave under Subsections 15.2.C 14.2 A.3 and 15.2.D. However, for shared leave qualified under parental leave and/or pregnancy disability leave, the employee is required to deplete their personal holiday and all compensatory time. The employee is also required to deplete vacation leave and sick leave that is over forty (40) hours in each category14.2 A.4. B. An employee on shared leave transferred under these rules will continue to be classified as a state employee and will receive the same treatment in respect to salary, wages, and employee benefits as the employee would normally receive if using accrued vacation leave or sick leave. C. All salary and wage payments made to employees while on leave transferred under these rules will be made by the state agency/institution , higher education institution, school district or educational service district employing the person receiving the leave. D. Where Colleges have the Employer has approved the transfer of leave by an employee of one (1) state agency/institution , higher education institution, school district or education service district to an employee of another state agency/, higher education institution, school district or education service district, the state agencies/institutions , higher education institutions, school district or educational service districts involved will arrange for the transfer of funds and credit for the appropriate value of leave in accordance with Office of Financial Management OFM policies, regulations, and procedures. E. Leave transferred under this Section Article will not be used in any calculation to determine an agency’s/institutiona state agency’s, higher education institutions, school district’s or educational service district’s allocation of full-time equivalent staff positions. F. Any shared leave not used by the recipient will be returned to the donor(s). Before returning unused leave: 1. The College , the Employer will obtain a statement from the receiving employee’s doctor verifying whether the employee’s injury or illness is resolved; or 2. The employee must be released to regular employment; has not received additional medical treatment for their current condition or any other qualifying condition for at least six (6) months; and their doctor has declined, in writing, the employee’s request for a statement indicating the employee’s condition has been resolved. The remaining shared leave is to be divided on a pro rata prorata basis among the donors and reinstated to the respective donors’ appropriate leave balances based upon each employee’s current salary rate at the time of the reversion. The shared leave returned will be prorated back based on the donor’s original donation. G. Unused shared leave may not be cashed out but will be returned to the donors per Subsection F, above.F. H. An employee who uses leave that is transferred under this Section Article will not be required to repay the value of the leave that the employee he or she used. I. If a shared leave account is closed and an employee later has the need to use shared leave due to the same condition listed in the closed account, the Employer must approve a new shared leave request for the employee.

Shared Leave Administration. A. The calculation of the recipient’s leave value will be in accordance with applicable Office of Financial Management (OFM) policies, regulations, and procedures. The leave received will be coded as shared leave and be maintained separately from all other leave balances. All paid leave accrued must be used prior to using shared leave when the employee qualifies for shared leave under Subsection 15.2 A. 14.2 A.1. Accrued vacation leave and paid military leave allowed under RCW 38.40.060 must be used prior to using shared leave for employees qualified under Subsection 15.2.B. 14.2 A.2. All paid leave, except sick leave, must be used prior to using shared leave when the employee qualifies for shared leave under Subsections 15.2.C 14.2 A.3 and 15.2.D. However, for shared leave qualified under parental leave and/or pregnancy disability leave, the employee is required to deplete their personal holiday and all compensatory time. The employee is also required to deplete vacation leave and sick leave that is over forty (40) hours in each category14.2 A.4. B. An employee on shared leave transferred under these rules will continue to be classified as a state employee and will receive the same treatment in respect to salary, wages, and employee benefits as the employee would normally receive if using accrued vacation leave or sick leave. C. All salary and wage payments made to employees while on leave transferred under these rules will be made by the state agency/institution , higher education institution, school district or educational service district employing the person receiving the leave. D. Where Colleges have the Employer has approved the transfer of leave by an employee of one one (1) state agency/institution , higher education institution, school district or education service district to an employee of another state agency/, higher education institution, school district or education service district, the state agencies/institutions , higher education institutions, school district or educational service districts involved will arrange for the transfer of funds and credit for the appropriate value of leave in accordance with Office of Financial Management OFM policies, regulations, and procedures. E. Leave transferred under this Section Article will not be used in any calculation to determine an agency’s/a state agency’s, higher education institution’s, school district’s or educational service district’s allocation of full-time equivalent staff positions. F. Any shared leave not used by the recipient will be returned to the donor(s). Before returning unused leave: 1. The College , the Employer will obtain a statement from the receiving employee’s doctor verifying whether the employee’s injury or illness is resolved; or 2. The employee must be released to regular employment; has not received additional medical treatment for their current condition or any other qualifying condition for at least six (6) months; and their doctor has declined, in writing, the employee’s request for a statement indicating the employee’s condition has been resolved. The remaining shared leave is to be divided on a pro rata prorata basis among the donors and reinstated to the respective donors’ appropriate leave balances based upon each employee’s current salary rate at the time of the reversion. The shared leave returned will be prorated back based on the donor’s original donation. G. Unused shared leave may not be cashed out but will be returned to the donors per Subsection F, above.F. H. An employee who uses leave that is transferred under this Section Article will not be required to repay the value of the leave that the employee he or she used. I. If a shared leave account is closed and an employee later has the need to use shared leave due to the same condition listed in the closed account, the Employer must approve a new shared leave request for the employee.

Shared Leave Administration. A. The calculation of the recipient’s leave value will be in accordance with applicable Office of Financial Management policies, regulations, and procedures. The leave received will be coded as shared leave and be maintained separately from all other leave balances. 1. All paid leave accrued must be used prior to using shared leave when the employee qualifies for shared leave under Subsection 15.2 A. 13.2 A.1. 2. Accrued vacation leave and paid military leave allowed under RCW 38.40.060 must be used prior to using shared leave for employees qualified under Subsection 15.2.B. 13.2 A.2. 3. All paid leave, except sick leave, must be used prior to using shared leave when the employee qualifies for shared leave under Subsections 15.2.C Subsection 13.2 A.3 and 15.2.D. However, for Subsection 13.2 A.4. 4. For shared leave qualified under parental leave and/or pregnancy disability leaveSubsections 13.2 A.5 or A.6, the employee is required to deplete their personal holiday and all compensatory time. The employee is also required to deplete vacation leave and sick leave that is over forty (40) hours in each category. B. An employee on leave transferred under these rules will continue to be classified as a state employee and will receive the same treatment in respect to salary, wages, and employee benefits as the employee would normally receive if using accrued vacation leave or sick leave. C. All salary and wage payments made to employees while on leave transferred under these rules will be made by the state agency/institution , higher education institution, school district or educational service district employing the person receiving the leave. D. Where Colleges Employers have approved the transfer of leave by an employee of one (1) state agency/institution , higher education institution, school district or educational service district to an employee of another state agency/, higher education institution, school district or educational service district, the state agencies/institutions , higher education institutions, school districts or educational service districts involved will arrange for the transfer of funds and credit for the appropriate value of leave in accordance with Office of Financial Management policies, regulations, and procedures. E. Leave transferred under this Section will not be used in any calculation to determine an agency’s/a state agency’s, higher education institution’s, school district’s or educational service district’s allocation of full-time equivalent staff positions. F. Any shared Shared leave no longer needed or will not used be needed at a future time in connection with the original injury or illness or for any other qualifying condition by the recipient recipient, as determined by the Employer, will be returned to the donor(s). Before returning unused leaveUnused leave may not be returned until one of the following occurs: 1. The College will obtain Employer receives a statement from the receiving employee’s doctor verifying whether the employee’s injury or illness is resolved; or 2. The employee must be is released to regular full time employment; , has not received additional medical treatment for their current condition conditions or any other qualifying condition for at least six (6) months; , and their the employee’s doctor has declined, in writing, the employee’s request for a statement indicating the employee’s condition has been resolved. . G. The remaining shared leave is to be divided on a pro rata basis among the donors and reinstated to the respective donors’ appropriate leave balances based upon each employee’s current salary rate at the time of the reversion. The shared leave returned will be prorated back based on the donor’s original donation. G. H. Unused shared leave may not be cashed out but will be returned to the donors per Subsection 13.5 F, above. H. I. An employee who uses leave that is transferred under this Section will not be required to repay the value of the leave that the employee they used. I. If a shared leave account is closed and an employee later has the need to use shared leave due to the same condition listed in the closed account, the Employer must approve a new shared leave request for the employee.

Shared Leave Administration. A. The calculation of the recipient’s leave value will be in accordance with applicable Office of Financial Management (OFM) policies, regulations, and procedures. The leave received will be coded as shared leave and be maintained separately from all other leave balances. 1. All paid leave accrued must be used prior to using shared leave when the employee qualifies for shared leave under Subsection 15.2 A. 14.2 A.1. 2. Accrued vacation leave and paid military leave allowed under RCW 38.40.060 must be used prior to using shared leave for employees qualified under Subsection 15.2.B. 14.2 A.2. 3. All paid leave, except sick leave, must be used prior to using shared leave when the employee qualifies for shared leave under Subsections 15.2.C 14.2 A.3 and 15.2.D. However, for 14.2 A.4. 4. For shared leave qualified under parental leave and/or pregnancy disability leaveSubsections 14.2 A.5 or A.6, the employee is required to deplete their personal holiday and all compensatory time. The employee is also required to deplete vacation leave and sick leave that is over forty (40) hours in each category. B. An employee on shared leave transferred under these rules will continue to be classified as a state employee and will receive the same treatment in respect to salary, wages, and employee benefits as the employee would normally receive if using accrued vacation leave or sick leave. C. All salary and wage payments made to employees while on leave transferred under these rules will be made by the state agency/institution , higher education institution, school district or educational service district employing the person receiving the leave. D. Where Colleges have the Employer has approved the transfer of leave by an employee of one (1) state agency/institution , higher education institution, school district or education service district to an employee of another state agency/, higher education institution, school district or education service district, the state agencies/institutions , higher education institutions, school district or educational service districts involved will arrange for the transfer of funds and credit for the appropriate value of leave in accordance with Office of Financial Management OFM policies, regulations, and procedures. E. Leave transferred under this Section Article will not be used in any calculation to determine an agency’s/institutiona state agency’s, higher education institutions, school district’s or educational service district’s allocation of full-time equivalent staff positions. F. Any shared leave no longer needed or will not used be needed at a future time in connection with the original injury or illness or for any other qualifying condition by the recipient recipient, as determined by the agency head or designee, will be returned to the donor(s). Before returning unused leaveUnused leave may not be returned until one of the following occurs: 1. The College will obtain Employer receives a statement from the receiving employee’s doctor verifying whether the employee’s injury or illness is resolved; or 2. The employee must be is released to regular full-time employment; , has not received additional medical treatment for their current condition or any other qualifying condition for at least six (6) months; , and their the employee’s doctor has declined, in writing, the employee’s request for a statement indicating the employee’s condition has been resolved. The remaining shared leave is to be divided on a pro rata basis among the donors and reinstated to the respective donors’ donors appropriate leave balances based upon each employee’s current salary rate at the time of the reversion. The shared leave returned will be prorated back based on the donor’s original donation. G. Unused shared leave may not be cashed out but will be returned to the donors per Subsection F, above.14.5 F. H. An employee who uses leave that is transferred under this Section Article will not be required to repay the value of the leave that the employee they used. I. If a shared leave account request is closed and an employee later has the a need to use shared leave due to the same condition listed in the closed accountrequest, the Employer must approve a new shared leave request for the employee.

Shared Leave Administration. A. The calculation of the recipient’s leave value will be in accordance with applicable Office of Financial Management policies, regulations, and procedures. The leave received will be coded as shared leave and be maintained separately from all other leave balances. All paid leave accrued must be used prior to using shared leave when the employee qualifies for shared leave under Subsection Section 15.2 A. Accrued vacation leave and paid military leave allowed under RCW 38.40.060 must be used prior to using shared leave for employees qualified under Subsection Section 15.2.B. All paid leave, except sick leave, must be used prior to using shared leave when the employee qualifies for shared leave under Subsections Sections 15.2.C and 15.2.D. However, for shared leave qualified under parental leave and/or pregnancy disability leave, the employee is required to deplete their personal holiday and all compensatory time. The employee is also required to deplete vacation leave and sick leave that is over forty (40) hours in each category.15.2.D. B. An employee on leave transferred under these rules will continue to be classified as a state employee and will receive the same treatment in respect to salary, wages, and employee benefits as the employee would normally receive if using accrued vacation leave or sick leave. C. All salary and wage payments made to employees while on leave transferred under these rules will be made by the agency/institution employing the person receiving the leave. D. Where Colleges have approved the transfer of leave by an employee of one (1) agency/institution to an employee of another agency/institution, the agencies/institutions involved will arrange for the transfer of funds and credit for the appropriate value of leave in accordance with Office of Financial Management policies, regulations, and procedures. E. Leave transferred under this Section will not be used in any calculation to determine an agency’s/institution’s allocation of full-time equivalent staff positions. F. Any shared leave not used by the recipient will be returned to the donor(s). Before returning unused leave: 1. The , the College will obtain a statement from the receiving employee’s doctor verifying whether the employee’s injury or illness is resolved; or 2. The employee must be released to regular employment; has not received additional medical treatment for their current condition or any other qualifying condition for at least six (6) months; and their doctor has declined, in writing, the employee’s request for a statement indicating the employee’s condition has been resolved. The remaining shared leave is to be divided on a pro rata basis among the donors and reinstated to the respective donors’ appropriate leave balances based upon each employee’s current salary rate at the time of the reversion. The shared leave returned will be prorated back based on the donor’s original donation. G. Unused shared leave may not be cashed out but will be returned to the donors per Subsection F, above. H. An employee who uses leave that is transferred under this Section will not be required to repay the value of the leave that the employee used. I. If a shared leave account is closed and an employee later has the need to use shared leave due to the same condition listed in the closed account, the Employer must approve a new shared leave request for the employee.

Shared Leave Administration. A. The calculation of the recipient’s leave value will be in accordance with applicable Office of Financial Management policies, regulations, and procedures. The leave received will be coded as shared leave and be maintained separately from all other leave balances. All paid compensatory time, sick leave, and vacation leave accrued must be used prior to using shared leave when the employee qualifies for shared leave under Subsection 15.2 A. leave. Accrued vacation leave and paid military leave allowed under RCW 38.40.060 must be used prior to using shared leave for employees qualified under Subsection 15.2.B. All paid leave, except sick leave, must be used prior to using shared leave when the employee qualifies for shared leave under Subsections 15.2.C and 15.2.D. However, for shared leave qualified under parental leave and/or pregnancy disability leave, the employee is required to deplete their personal holiday and all compensatory timeSection 12.2. The employee is also required to deplete vacation leave and sick leave that is over forty (40) hours in each categoryof this Article. B. An employee on leave transferred under these rules will continue to be classified as a state employee and will receive the same treatment in respect to salary, wages, and employee benefits as the employee would normally receive if using accrued vacation leave or sick leave. C. All salary and wage payments made to employees while on leave transferred under these rules will be made by the agency/institution employing the person receiving the leave. D. Where Colleges Employers have approved the transfer of leave by an employee of one (1) agency/institution to an employee of another agency/institution, the agencies/institutions involved will arrange for the transfer of funds and credit for the appropriate value of leave in accordance with Office of Financial Management policies, regulations, and procedures. E. Leave transferred under this Section will not be used in any calculation to determine an agency’s/institution’s allocation of full-time equivalent staff positions. F. Any shared leave not used by the recipient will be returned to the donor(s). Before returning unused leave: 1. The College will obtain a statement from the receiving employee’s doctor verifying whether the employee’s injury or illness is resolved; or 2. The employee must be released to regular employment; has not received additional medical treatment for their current condition or any other qualifying condition for at least six (6) months; and their doctor has declined, in writing, the employee’s request for a statement indicating the employee’s condition has been resolved. The remaining shared leave is to be divided on a pro rata basis among the donors and reinstated to the respective donors’ appropriate leave balances based upon each employee’s current salary rate at the time of the reversion. The shared leave returned will be prorated back based on the donor’s original donation. G. Unused shared leave may not be cashed out but will be returned to the donors per Subsection F, above. H. An employee who uses leave that is transferred under this Section will not be required to repay the value of the leave that the employee he or she used. I. If a shared leave account is closed and an employee later has the need to use shared leave due to the same condition listed in the closed account, the Employer must approve a new shared leave request for the employee.

Shared Leave Administration. A. The calculation of the recipient’s leave value will be in accordance with applicable Office of Financial Management policies, regulations, and procedures. The leave received will be coded as shared leave and be maintained separately from all other leave balances. All paid leave accrued must be used prior to using shared leave when the employee qualifies for shared leave under Subsection 15.2 15.2 A. Accrued vacation leave and paid military leave allowed under RCW 38.40.060 must be used prior to using shared leave for employees qualified under Subsection 15.2.B. All paid leave, except sick leave, must be used prior to using shared leave when the employee qualifies for shared leave under Subsections 15.2.C and 15.2.D. However, for shared leave qualified under parental leave and/or pregnancy disability leave, the employee is required to deplete their personal holiday and all compensatory time. The employee is also required to deplete vacation leave and sick leave that is over forty (40) hours in each category.15.2.D. B. An employee on leave transferred under these rules will continue to be classified as a state employee and will receive the same treatment in respect to salary, wages, and employee benefits as the employee would normally receive if using accrued vacation leave or sick leave. C. All salary and wage payments made to employees while on leave transferred under these rules will be made by the agency/institution employing the person receiving the leave. D. Where Colleges have approved the transfer of leave by an employee of one (1) agency/institution to an employee of another agency/institution, the agencies/institutions involved will arrange for the transfer of funds and credit for the appropriate value of leave in accordance with Office of Financial Management policies, regulations, and procedures. E. Leave transferred under this Section will not be used in any calculation to determine an agency’s/institution’s allocation of full-time equivalent staff positions. F. Any shared leave not used by the recipient will be returned to the donor(s). Before returning unused leave: 1. The College will obtain a statement from the receiving employee’s doctor verifying whether the employee’s injury or illness is resolved; or 2. The employee must be released to regular employment; has not received additional medical treatment for their current condition or any other qualifying condition for at least six (6) months; and their doctor has declined, in writing, the employee’s request for a statement indicating the employee’s condition has been resolved. The remaining shared leave is to be divided on a pro rata basis among the donors and reinstated to the respective donors’ appropriate leave balances based upon each employee’s current salary rate at the time of the reversion. The shared leave returned will be prorated back based on the donor’s original donation. G. Unused shared leave may not be cashed out but will be returned to the donors per Subsection F, above. H. An employee who uses leave that is transferred under this Section will not be required to repay the value of the leave that the employee used. I. If a shared leave account is closed and an employee later has the need to use shared leave due to the same condition listed in the closed account, the Employer must approve a new shared leave request for the employee.

Shared Leave Administration. A. The calculation of the recipient’s leave value will shall be in accordance with applicable Office of Financial Management policies, regulations, and procedures. The leave received will be coded as shared leave and be maintained separately from all other leave balances. All paid leave compensatory time, sick leave, and vacation accrued must be used prior to using shared leave when the employee qualifies for shared leave under Subsection 15.2 A. leave. Accrued vacation leave and paid military leave allowed under RCW 38.40.060 must be used prior to using shared leave for employees qualified under Subsection 15.2.B. All paid leave, except sick leave, must be used prior to using shared leave when the employee qualifies for shared leave under Subsections 15.2.C and 15.2.D. However, for shared leave qualified under parental leave and/or pregnancy disability leave, the employee is required to deplete their personal holiday and all compensatory time. The employee is also required to deplete vacation leave and sick leave that is over forty (40) hours in each category11.2 of this Article. B. An employee on shared leave transferred under these rules will shall continue to be classified as a state employee and will shall receive the same treatment in respect to salary, wages, and employee benefits as the employee would normally receive if using accrued vacation leave or sick leave. C. All salary and wage payments made to employees while on leave transferred under these rules will shall be made by the agency/institution employing the person receiving the leave. D. Where Colleges have the employer has approved the transfer of leave by an employee of one (1) agency/institution to an employee of another agency/institution, the agencies/agencies/ institutions involved will shall arrange for the transfer of funds and credit for the appropriate value of leave in accordance with Office of Financial Management policies, regulations, and procedures. E. Leave transferred under this Section will shall not be used in any calculation to determine an agency’s/institution’s allocation of full-time equivalent staff positions. F. Any shared leave not used by the recipient will shall be returned to the donor(s). Before returning unused leave: 1. The College will obtain a statement from the receiving employee’s doctor verifying whether the employee’s injury or illness is resolved; or 2. The employee must be released to regular employment; has not received additional medical treatment for their current condition or any other qualifying condition for at least six (6) months; and their doctor has declined, in writing, the employee’s request for a statement indicating the employee’s condition has been resolved. The remaining shared leave is to be divided on a pro rata prorata basis among the donors and reinstated to the respective donors’ appropriate leave balances based upon each employee’s current salary rate at the time of the reversion. The shared leave returned will shall be prorated back based on the donor’s original donation. G. Unused shared leave may not be cashed out but will shall be returned to the donors per Subsection F, above.F. H. An employee who uses leave that is transferred under this Section section will not be required to repay the value of the leave that the employee he or she used. I. If a shared leave account is closed and an employee later has the need to use shared leave due to the same condition listed in the closed account, the Employer must approve a new shared leave request for the employee.

Shared Leave Administration. A. The calculation of the recipient’s leave value will be in accordance with applicable Office of Financial Management policies, regulations, and procedures. The leave received will be coded as shared leave and be maintained separately from all other leave balances. All paid leave accrued must be used prior to using shared leave when the employee qualifies for shared leave under Subsection 15.2 A. 13.2 A.1. Accrued vacation leave and paid military leave allowed under RCW 38.40.060 must be used prior to using shared leave for employees qualified under Subsection 15.2.B. 13.2 A.2. All paid leave, except sick leave, must be used prior to using shared leave when the employee qualifies for shared leave under Subsections 15.2.C 13.2 A.3 and 15.2.D. However, for shared leave qualified under parental leave and/or pregnancy disability leave, the employee is required to deplete their personal holiday and all compensatory time. The employee is also required to deplete vacation leave and sick leave that is over forty (40) hours in each category13.2 A.4. B. An employee on leave transferred under these rules will continue to be classified as a state employee and will receive the same treatment in respect to salary, wages, and employee benefits as the employee would normally receive if using accrued vacation leave or sick leave. C. All salary and wage payments made to employees while on leave transferred under these rules will be made by the agency/institution employing the person receiving the leave. D. Where Colleges Employers have approved the transfer of leave by an employee of one (1) agency/institution to an employee of another agency/institution, the agencies/institutions involved will arrange for the transfer of funds and credit for the appropriate value of leave in accordance with Office of Financial Management policies, regulations, and procedures. E. Leave transferred under this Section will not be used in any calculation to determine an agency’s/institution’s allocation of full-time equivalent staff positions. F. Any shared leave not used by the recipient will be returned to the donor(s). Before returning unused leave: 1. The College , the Employer will obtain a statement from the receiving employee’s doctor verifying whether the employee’s injury or illness is resolved; or 2. The employee must be released to regular employment; has not received additional medical treatment for their current condition or any other qualifying condition for at least six (6) months; and their doctor has declined, in writing, the employee’s request for a statement indicating the employee’s condition has been resolved. The remaining shared leave is to be divided on a pro rata basis among the donors and reinstated to the respective donors’ appropriate leave balances based upon each employee’s current salary rate at the time of the reversion. The shared leave returned will be prorated back based on the donor’s original donation. G. Unused shared leave may not be cashed out but will be returned to the donors per Subsection F, above. H. An employee who uses leave that is transferred under this Section will not be required to repay the value of the leave that the employee he or she used. I. If a shared leave account is closed and an employee later has the need to use shared leave due to the same condition listed in the closed account, the Employer must approve a new shared leave request for the employee.

Shared Leave Administration. A. The calculation of the recipient’s leave value will be in accordance with applicable Office of Financial Management (OFM) policies, regulations, and procedures. The leave received will be coded as shared leave and be maintained separately from all other leave balances. All paid leave accrued must be used prior to using shared leave when the employee qualifies for shared leave under Subsection 15.2 A. 14.2 A.1. Accrued vacation leave and paid military leave allowed under RCW RCW‌‌‌‌‌ 38.40.060 must be used prior to using shared leave for employees qualified under Subsection 15.2.B. 14.2 A.2. All paid leave, except sick leave, must be used prior to using shared leave when the employee qualifies for shared leave under Subsections 15.2.C 14.2 A.3 and 15.2.D. However, for shared leave qualified under parental leave and/or pregnancy disability leave, the employee is required to deplete their personal holiday and all compensatory time. The employee is also required to deplete vacation leave and sick leave that is over forty (40) hours in each category14.2 A.4. B. An employee on shared leave transferred under these rules will continue to be classified as a state employee and will receive the same treatment in respect to salary, wages, and employee benefits as the employee would normally receive if using accrued vacation leave or sick leave. C. All salary and wage payments made to employees while on leave transferred under these rules will be made by the state agency/institution , higher education institution, school district or educational service district employing the person receiving the leave. D. Where Colleges have the Employer has approved the transfer of leave by an employee of one (1) state agency/institution , higher education institution, school district or education service district to an employee of another state agency/, higher education institution, school district or education service district, the state agencies/institutions , higher education institutions, school district or educational service districts involved will arrange for the transfer of funds and credit for the appropriate value of leave in accordance with Office of Financial Management OFM policies, regulations, and procedures. E. Leave transferred under this Section Article will not be used in any calculation to determine an agency’s/a state agency’s, higher education institution’s, school district’s or educational service district’s allocation of full-time equivalent staff positions. F. Any shared leave not used by the recipient will be returned to the donor(s). Before returning unused leave: 1. The College , the Employer will obtain a statement from the receiving employee’s doctor verifying whether the employee’s injury or illness is resolved; or 2. The employee must be released to regular employment; has not received additional medical treatment for their current condition or any other qualifying condition for at least six (6) months; and their doctor has declined, in writing, the employee’s request for a statement indicating the employee’s condition has been resolved. The remaining shared leave is to be divided on a pro rata prorata basis among the donors and reinstated to the respective donors’ appropriate leave balances based upon each employee’s current salary rate at the time of the reversion. The shared leave returned will be prorated back based on the donor’s original donation. G. Unused shared leave may not be cashed out but will be returned to the donors per Subsection F, above.F. H. An employee who uses leave that is transferred under this Section Article will not be required to repay the value of the leave that the employee he or she used. I. If a shared leave account is closed and an employee later has the need to use shared leave due to the same condition listed in the closed account, the Employer must approve a new shared leave request for the employee.