Shared Leave Receipt. A. An employee may be eligible to receive shared leave if the Employer has determined the employee meets any of the following criteria:
1. The employee suffers from, or has a relative or household member suffering from, an illness, injury, impairment, or physical or mental condition which is of an extraordinary or severe nature;
2. The employee has been called to service in the uniformed services;
3. A state of emergency has been declared anywhere within the United States by the federal or any state government and the employee has the needed skills to assist in responding to an emergency or its aftermath and volunteers their services to either a governmental agency or to a nonprofit organization engaged in humanitarian relief in the devastated area, and the governmental agency or nonprofit organization accepts the employee’s offer of volunteer services; or
4. The employee is a victim of domestic violence, sexual assault, or stalking.
B. The illness, injury, impairment, condition, call to service, emergency volunteer service, or consequence of domestic violence, sexual assault, or stalking has caused, or is likely to cause, the employee to:
1. Go on leave without pay status; or
2. Terminate state employment.
C. The employee’s absence and the use of shared leave are justified.
D. The employee has depleted or will shortly deplete their:
1. Vacation leave, sick leave and personal holiday if the employee qualifies under 13.2 A.1;
2. Vacation leave and paid military leave allowed under RCW 38.40.060 if the employee qualifies under 13.2 A.2; or
3. Vacation leave or personal holiday if the employee qualifies under 13.2 A.3 or 13.2 A.4.
E. The employee has abided by the Employer’s policy regarding:
1. Sick leave use if the employee qualifies under 13.2 A.1 and 13.2 A.4; or
2. Military leave if the employee qualifies under 13.2 A.2.
F. The employee has diligently pursued and been found to be ineligible for benefits under RCW 51.32 if the employee qualifies under 13.2 A.1.
Shared Leave Receipt. An employee may be eligible to receive shared leave if the College has determined the employee meets any of the following criteria:
A. The employee -
1. suffers from, or has a relative or household member suffering from, an illness, injury, impairment, or physical or mental condition which is of an extraordinary or severe nature;
2. has been called to service in the uniformed services;
3. A state of emergency has been declared anywhere within the United States by the federal or any state government and the employee has the needed skills to assist in responding to an emergency or its aftermath and volunteers their services to either a governmental agency or to a nonprofit organization engaged in humanitarian relief in the devastated area, and the governmental agency or nonprofit organization accepts the employee’s offer of volunteer services;
4. is a victim of domestic violence, sexual assault, or stalking; or
5. is taking parental leave and/or pregnancy disability leave.
6. is a current member of the uniformed services or is a veteran as defined under RCW 41.04.005, and is attending medical appointments or treatments for a service connected injury or disability; or
7. is a spouse of a current member of the uniformed services or a veteran as defined under RCW 41.04.005, who is attending medical appointments or treatments for a service connected injury or disability and requires assistance while attending appointments or treatment.
B. The illness, injury, impairment, condition, call to service, emergency volunteer service, consequence of domestic violence, sexual assault, or stalking, or parental and/or pregnancy disability leave has caused, or is likely to cause, the employee to:
1. Go on leave without pay status; or
2. Terminate state employment.
C. The employee’s absence and the use of shared leave are justified.
D. The employee has depleted or will shortly deplete:
1. Vacation leave, sick leave and personal holiday if the employee qualifies under Subsection 15.2 A.1;
2. Vacation leave and paid military leave allowed under RCW 38.40.060 if the employee qualifies under Subsection 15.2 A.2.;
3. Vacation leave or personal holiday if the employee qualifies under Subsections 15.2 A.3 or 15.2 A.4; or
4. Personal holiday and compensatory time if the employee qualifies under Subsection 15.2 A.5.
E. The employee has abided by the College’s policy regarding:
1. Sick leave use if the employee qualifies under Subsections 15.2 A.1, 15.2 A.4, and 15.2 A.5; or
2. Milita...
Shared Leave Receipt. An employee may be eligible to receive shared leave if the College has determined the employee meets any of the following criteria:
A. The employee suffers from, or has a relative or household member suffering from, an illness, injury, impairment, or physical or mental condition which is of an extraordinary or severe nature;
B. The employee has been called to service in the uniformed services;
C. A state of emergency has been declared anywhere within the United States by the federal or any state government and the employee has the needed skills to assist in responding to an emergency or its aftermath and volunteers their services to either a governmental agency or to a nonprofit organization engaged in humanitarian relief in the devastated area, and the governmental agency or nonprofit organization accepts the employee’s offer of volunteer services; or
D. The employee is a victim of domestic violence, sexual assault, or stalking; or
E. The employee is taking parental leave and/or pregnancy disability leave.
F. The illness, injury, impairment, condition, call to service, emergency volunteer service, consequence of domestic violence, sexual assault, or stalking, or parental and/or pregnancy disability leave has caused, or is likely to cause, the employee to:
1. Go on leave without pay status; or
2. Terminate state employment.
G. The employee’s absence and the use of shared leave are justified.
H. The employee has depleted or will shortly deplete:
1. Vacation leave, sick leave and personal holiday if the employee qualifies under Subsection 15.2.A;
2. Vacation leave and paid military leave allowed under RCW 38.40.060 if the employee qualifies under Subsection 15.2.B;
3. Vacation leave or personal holiday if the employee qualifies under Subsections 15.2.C or 15.2 D; or
4. Personal holiday and compensatory time if the employee qualifies for parental leave and/or pregnancy disability leave. Employees under this qualification can retain and reserve up to forty (40) hours each of vacation and sick leave.
I. The employee has abided by the College’s policy regarding:
1. Sick leave use if the employee qualifies under Subsections 15.2.A and 15.2 D; or
2. Military leave if the employee qualifies under Subsection 15.2.X.
X. The employee has diligently pursued and been found to be ineligible for benefits under RCW 51.32 if the employee qualifies under Subsection 15.2 A.
Shared Leave Receipt. In order for an employee to receive shared leave under this section, the employee will provide the Employer a written medical statement from the public health official or health care provider:
1. Verifying the nature of the condition; and
2. The expected duration of the condition.
Shared Leave Receipt. A. The Employer may permit an employee to receive shared leave if the employee meets any of the following criteria:
1. The employee suffers from, or has a relative or household member suffering from, an illness, injury, impairment, or physical or mental condition which is of an extraordinary or severe nature;
2. The employee has been called to service in the uniformed services;
3. A state of emergency has been declared anywhere within the United States by the federal or any state government and the employee has the needed skills to assist in responding to an emergency or its aftermath and volunteers their services to either a governmental agency or to a nonprofit organization engaged in humanitarian relief in the devastated area, and the governmental agency or nonprofit organization accepts the employee’s offer of volunteer services;
4. The employee is a victim of domestic violence, sexual assault, or stalking.
5. The employee needs the time for parental leave as defined in Subsection 14.1 E, or
6. The employee is sick or temporarily disabled because of pregnancy disability, as defined in Subsection 14.1 F.
B. The illness, injury, impairment, condition, call to service, emergency volunteer service, or consequence of domestic violence, sexual assault, or stalking, parental leave or pregnancy disability has caused, or is likely to cause, the employee to:
1. Go on leave without pay status; or
2. Terminate state employment.
C. The employee’s absence and the use of shared leave are justified.
D. The employee has depleted or will shortly deplete their:
1. Vacation leave, sick leave and personal holiday if the employee qualifies under Subsection 14.2 A.1; or
2. Vacation leave and paid military leave allowed under RCW 38.40.060, if the employee qualifies under Subsection 14.2 A.2; or
3. Vacation leave and personal holiday if the employee qualifies under Subsections 14.2 A.3 or 14.2 A.4; or
4. Personal holiday and compensatory time, if the employee qualifies under Subsections 14.2 A.5 or A.
Shared Leave Receipt. An employee may be eligible to receive shared leave if the Employer has determined the employee meets any of the following criteria:
A. The employee suffers from, or has a relative or household member suffering from, an illness, injury, impairment, or physical or mental condition which is of an extraordinary or severe nature;
B. The employee has been called to service in the uniformed services;
C. A state of emergency has been declared anywhere within the United States by the federal or any state government and the employee has the needed skills to assist in responding to an emergency or its aftermath and volunteers his or her services to either a governmental agency or to a nonprofit organization engaged in humanitarian relief in the devastated area, and the governmental agency or nonprofit organization accepts the employee’s offer of volunteer services; or
D. The employee is a victim of domestic violence, sexual assault, or stalking. E The illness, injury, impairment, condition, call to service, emergency volunteer service, or consequence of domestic violence, sexual assault, or stalking has caused, or is likely to cause, the employee to:
1. Go on leave without pay status; or
2. Terminate state employment.
Shared Leave Receipt. An employee may be eligible to receive shared leave if the Employer has determined the employee meets any of the following criteria:
A. The employee - suffers from, or has a relative or household member suffering from, an illness, injury, impairment, or physical or mental condition which is of an extraordinary or severe nature; has been called to service in the uniformed services;
Shared Leave Receipt. An employee may be eligible to receive shared leave if the College has determined the employee meets any of the following criteria:
A. The employee suffers from, or has a relative or household member suffering from an illness, injury, impairment, or physical or mental condition which is of an extraordinary or severe nature;
B. The employee has been called to service in the uniformed services;
C. A state of emergency has been declared anywhere within the United States by the federal or any state government and the employee has the needed skills to assist in responding to an emergency or its aftermath and volunteers their services to either a governmental agency or to a nonprofit organization engaged in humanitarian relief in the devastated area, and the governmental agency or nonprofit organization accepts the employee’s offer of volunteer services; or
Shared Leave Receipt. An employee may be eligible to receive shared leave if the College has determined the employee meets any of the following criteria:
A. The employee suffers from, or has a relative or household member suffering from, an illness, injury, impairment, or physical or mental condition which is of an extraordinary or severe nature;
B. The employee has been called to service in the uniformed services;
C. A state of emergency has been declared anywhere within the United States by the federal or any state government and the employee has the needed skills to assist in responding to an emergency or its aftermath and volunteers their services to either a governmental agency or to a nonprofit organization engaged in humanitarian relief in the devastated area, and the governmental agency or nonprofit organization accepts the employee’s offer of volunteer services; or
D. The employee is a victim of domestic violence, sexual assault, or stalking; or .
E. The employee is taking parental leave and/or pregnancy disability leave.
F. The illness, injury, impairment, condition, call to service, emergency volunteer service, or consequence of domestic violence, sexual assault, or stalking, or parental and/or pregnancy disability leave has caused, or is likely to cause, the employee to:
1. Go on leave without pay status; or
2. Terminate state employment.
Shared Leave Receipt. A. The Employer may permit an employee to receive shared leave if the employee meets any of the following criteria:
1. The employee suffers from, or has a relative or household member suffering from, an illness, injury, impairment, or physical or mental condition which is of an extraordinary or severe nature;
2. The employee is sick or temporarily disabled because of pregnancy disability, as defined in Subsection 14.1F;
3. The employee needs the time for parental leave as defined in Subsection 14.1E;
4. A state of emergency has been declared anywhere within the United States by the federal or any state government and the employee has the needed skills to assist in responding to an emergency or its aftermath and volunteers their services to either a governmental agency or to a nonprofit organization engaged in humanitarian relief in the devastated area, and the governmental agency or nonprofit organization accepts the employee’s offer of volunteer services;
5. The employee has been called to service in the uniform services;
6. The employee is a current member of the uniform services or a veteran as defined under RCW 41.04.005, and is attending medical appointments or treatments for a service connected injury or disability;
7. The employee is a spouse of a current member of the uniformed services or veteran as defined under RCW 41.04.005, who is attending medical appointments or treatments for a service connected injury or disability and requires assistance while attending appointments or treatments; or
8. The employee is a victim of domestic violence, sexual assault, or stalking.
B. The illness, injury, impairment, condition, call to service, emergency volunteer service, or consequence of domestic violence, sexual assault, or stalking, parental leave or pregnancy disability has caused, or is likely to cause, the employee to:
1. Go on leave without pay status; or
2. Terminate state employment.
C. The employee’s absence and the use of shared leave are justified.
D. The employee has depleted or will shortly deplete their:
1. Vacation leave, sick leave and personal holiday if the employee qualifies under Subsection 14.2(A)(1). The employee is not required to deplete all of their accrued vacation and sick leave and can maintain up to forty (40) hours of vacation leave and forty (40) hours of sick leave;
2. Vacation leave and paid military leave allowed under RCW 38.40.060, if the employee qualifies under Subsection 14.2(A)(2). The employee is not required to dep...
