Common use of Shared Leave Receipt Clause in Contracts

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. 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.; 5. The employee needs the time for parental leave as defined in Subsection 13.1 E; or 6. The employee is sick or temporarily disabled because of pregnancy disability, as defined in Subsection 13.1 F. B. The illness, injury, impairment, condition, call to service, emergency volunteer service, or consequence of domestic violence, sexual assault, or stalking 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 13.2 A.1; 2. Vacation leave and paid military leave allowed under RCW 38.40.060 if the employee qualifies under Subsection 13.2 A.2; or; 3. Vacation leave or personal holiday if the employee qualifies under Subsections 13.2 A.3 or 13.2 A.4.; or E. The employee has abided by the Employer’s policy regarding: 14. Sick leave use Personal holiday and compensatory time, if the employee qualifies under Subsections 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.A.5 or A.

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 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 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 theirhis or her: 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. 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.; 5. The employee needs the time for parental leave as defined in Subsection 13.1 E; or 6. The employee is sick or temporarily disabled because of pregnancy disability, as defined in Subsection 13.1 F. B. The illness, injury, impairment, condition, call to service, emergency volunteer service, or consequence of domestic violence, sexual assault, or stalking 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 13.2 A.1; 2. Vacation leave and paid military leave allowed under RCW 38.40.060 if the employee qualifies under Subsection 13.2 A.2; or; 3. Vacation leave or personal holiday if the employee qualifies under Subsections 13.2 A.3 or A.4; or 4. Personal holiday and compensatory time, if the employee qualifies under Subsections 13.2 A.4A.5 or A.6. The employee under this Subsection can retain in reserve up to forty (40) hours each of vacation leave and sick leave. 5. 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 up to forty (40) hours of sick leave to qualify for shared leave. 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 Subsections13.2 A.1, 13.2 A.4, A.5 or A.6; or 2. Military leave if the employee qualifies under 13.2 Subsection13.2 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 Subsection 13.2 A.1.

Shared Leave Receipt. A. An The Employer may permit 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 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 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 theirhis or her: 1. Vacation leave, sick leave and personal holiday if the employee qualifies under 13.2 14.2 A.1;; or 2. Vacation leave and paid military leave allowed under RCW 38.40.060 38.40.060, if the employee qualifies under 13.2 14.2 A.2; or 3. Vacation leave or and personal holiday if the employee qualifies under 13.2 A.3 14.2 A. 3 or 13.2 A.414.2 A. 4. E. The employee has abided by the Employer’s policy rules regarding: 1. Sick leave use if the employee qualifies under 13.2 14.2 A.1 and 13.2 14.2 A.4; or 2. Military leave if the employee qualifies under 13.2 14.2 A.2. F. The If the injury or illness is work-related and the employee has diligently pursued and been found to be ineligible for benefits under RCW 51.32 51.32, and if the employee qualifies under 13.2 14.2 A.1.

Shared Leave Receipt. A. An The Employer may permit 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 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 their: 1. Vacation leave, sick leave and personal holiday if the employee qualifies under 13.2 Subsection 14.2 A.1;; or 2. Vacation leave and paid military leave allowed under RCW 38.40.060 38.40.060, if the employee qualifies under 13.2 Subsection 14.2 A.2; or 3. Vacation leave or and personal holiday if the employee qualifies under 13.2 Subsections 14.2 A.3 or 13.2 14.2 A.4.; or E. The employee has abided by the Employer’s policy rules regarding: 1. Sick leave use if the employee qualifies under 13.2 Subsections14.2 A.1 and 13.2 14.2 A.4; or 2. Military leave if the employee qualifies under 13.2 Subsections 14.2 A.2. F. The If the injury or illness is work-related and the employee has diligently pursued and been found to be ineligible for benefits under RCW 51.32 51.32, and if the employee qualifies under 13.2 Subsection 14.2 A.1.

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 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 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 theirhis or her: 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. A. An The Employer may permit an employee may be eligible to receive shared leave if the Employer has determined Agency Head or designee determines that the employee meets any of the following criteria: 1. The employee suffers 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 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 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 Is a victim of domestic violence, sexual assault, assault or stalking; 5. Is sick or temporarily disabled because of pregnancy disability; or 6. For the purpose of parental leave to bond with the employee’s newborn, adoptive or xxxxxx child. B. The illness, injury, impairment, condition, call to service, emergency volunteer service, 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 is within forty (40) hours of depleting their: 1. Vacation leave, sick leave and personal holiday reserves if the employee qualifies under 13.2 A.1on Subsection A.1 of this Section; 2. Vacation leave and paid military leave allowed under RCW 38.40.060 38.40.060, if the employee qualifies under 13.2 A.2Subsection A.2 of this Section; or 3. Vacation leave or and personal holiday if the employee qualifies under 13.2 Subsections A.3 or 13.2 A.4.A. E. D. The employee has abided by the Employer’s policy rules regarding: 1. Sick leave use if the employee qualifies under 13.2 A.1 and 13.2 Subsections A.1, 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. 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 his or her 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 theirhis or hertheir: 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. 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.; or 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 Subsection 13.2 A.1; 2. Vacation leave and paid military leave allowed under RCW 38.40.060 if the employee qualifies under Subsection 13.2 A.2; or 3. Vacation leave or personal holiday if the employee qualifies under Subsections 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 Subsections13.2 A.1 and 13.2 A.4; or 2. Military leave if the employee qualifies under 13.2 Subsection13.2 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 Subsection 13.2 A.1.

Shared Leave Receipt. A. 44.2.1 An employee may be eligible to receive shared leave if the Employer University has determined the employee meets any of the following criteria: 1. 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; 2. b. The employee has been called to service in the uniformed services;; Or 3. 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 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 4. The employee is a victim of domestic violence, sexual assault, or stalking. B. 44.2.2 The illness, injury, impairment, condition, call to service, or emergency volunteer service, or consequence of domestic violence, sexual assault, or stalking service has caused, or is likely to cause, the employee to: 1. a. Go on leave without pay status; or 2. b. Terminate state employment. C. 44.2.3 The employee’s absence and the use of shared leave are justified. D. 44.2.4 The employee has depleted or will shortly deplete theirhis or her: 1. a. Vacation leave, sick leave reserves, and personal holiday if the employee qualifies under 13.2 A.1;Subsection 44.2.1.a, above; or 2. b. Vacation leave and an paid military leave allowed under RCW 38.40.060 if the employee qualifies under 13.2 A.2Subsection 44.2.1.b, above; or 3. c. Vacation leave or personal holiday if the employee qualifies under 13.2 A.3 or 13.2 A.4Subsection 44.2.1.c, above. E. 44.2.5 The employee has abided by the Employer’s policy University rules regarding: 1. a. Sick leave use if the employee qualifies under 13.2 A.1 and 13.2 A.4Subsection 44.2.1.a, above of this section; or 2. b. Military leave if the employee qualifies under 13.2 A.2Subsection 44.2.1.b, above. F. 44.2.6 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.1Subsection 44.2.1.a, above.

Shared Leave Receipt. A. An The Employer may permit an employee may be eligible to receive shared leave if the Employer has determined employee meets any of the following criteria: A. 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 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 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 theirhis or her: 1. Vacation leave, sick leave and personal holiday if the employee qualifies under 13.2 14.2 A.1;; or 2. Vacation leave and paid military leave allowed under RCW 38.40.060 38.40.060, if the employee qualifies under 13.2 A.2; or 3. Vacation leave or and personal holiday if the employee qualifies under 13.2 A.3 12.2 A. 3 or 13.2 A.4A. 4. E. The employee has abided by the Employer’s policy rules 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 1432 A.2. F. The employee has diligently pursued and been found to be ineligible for benefits under RCW 51.32 51.32, if the injury or illness is work-related and the employee qualifies under 13.2 A.1.

Shared Leave Receipt. A. An employee may be eligible to receive shared leave if the Employer College has determined the employee meets any of the following criteria: 1. 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; 2. B. The employee has been called to service in the uniformed services; 3. 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 4. D. The employee is a victim of domestic violence, sexual assault, or stalking. B. 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. C. F. The employee’s absence and the use of shared leave are justified. D. G. 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.1Subsection 15.2.A; 2. Vacation leave and paid military leave allowed under RCW 38.40.060 if the employee qualifies under 13.2 A.2Subsection 15.2.B; or 3. Vacation leave or personal holiday if the employee qualifies under 13.2 A.3 Subsections 15.2.C or 13.2 A.415. E. H. The employee has abided by the EmployerCollege’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.Subsections 15.2.A and

Shared Leave Receipt. A. An employee may be eligible to receive shared leave if the Employer City 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 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 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 City 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 floating holiday if the employee qualifies under 13.2 1.2 A.1; 2. Vacation leave and paid military leave allowed under RCW 38.40.060 if the employee qualifies under 13.2 11.2 A.2; or 3. Vacation leave or personal floating holiday if the employee qualifies under 13.2 A.3 11.2 A. 3 or 13.2 A.411.2 A. 4. E. The employee has abided by the EmployerCity’s policy regarding: 1. Sick leave use if the employee qualifies under 13.2 11.2 A.1 and 13.2 11.2 A.4; or 2. Military leave if the employee qualifies under 13.2 11.2 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 11.2 A.1.

Shared Leave Receipt. A. An The Employer may permit 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 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 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; oror‌‌‌ 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 theirhis or her: 1. Vacation leave, sick leave and personal holiday if the employee qualifies under 13.2 14.2 A.1;; or 2. Vacation leave and paid military leave allowed under RCW 38.40.060 38.40.060, if the employee qualifies under 13.2 14.2 A.2; or 3. Vacation leave or and personal holiday if the employee qualifies under 13.2 A.3 14.2 A. 3 or 13.2 14.2 A.4. E. The employee has abided by the Employer’s policy rules regarding: 1. Sick leave use if the employee qualifies under 13.2 14.2 A.1 and 13.2 14.2 A.4; or 2. Military leave if the employee qualifies under 13.2 14.2 A.2. F. The If the injury or illness is work-related and the employee has diligently pursued and been found to be ineligible for benefits under RCW 51.32 51.32, and if the employee qualifies under 13.2 14.2 A.1.

Shared Leave Receipt. A. An employee may be eligible to receive shared leave if the Employer District has determined the employee meets any of the following criteria: 1. 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; 2. b. The employee has been called to service in the uniformed services; 3. 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; 4. d. The employee is a victim of domestic violence, sexual assault, or stalking.; e. The employee needs the time for parental leave as defined in Subsection 40.1 E; or f. The employee is sick or temporarily disabled because of pregnancy disability, as defined in Subsection 40.1 F. B. The illness, injury, impairment, condition, call to service, emergency volunteer service, or consequence of domestic violence, sexual assault, or stalking stalking, parental leave or pregnancy disability has caused, or is likely to cause, the employee to: 1. a. Go on leave without pay status; or 2. b. Terminate state District 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. a. Vacation leave, sick leave and personal holiday if the employee qualifies under 13.2 Subsection 40.2 A.1; 2. b. Vacation leave and paid military leave allowed under RCW 38.40.060 if the employee qualifies under 13.2 Subsection 40.2 A.2; or; 3. c. Vacation leave or personal holiday if the employee qualifies under 13.2 Subsections 40.2 A.3 or 13.2 A.4.; or E. The employee has abided by the Employer’s policy regarding: 1. Sick leave use d. Personal holiday and compensatory time, 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.Subsections 40.2 A.5 or A.