Common use of Shared Leave Receipt Clause in Contracts

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 deplete all of their accrued vacation leave and paid military leave allowed under RCW 38.40.060 and can maintain up to forty (40) hours of vacation leave and forty (40) hours of military leave; 3. Vacation leave and personal holiday if the employee qualifies under Subsections 14.2(A)(4) or 14.2(A)(8). The employee is not required to deplete all of their accrued vacation leave and can maintain up to forty (40) hours of vacation leave; 4. Vacation leave, sick leave, personal holiday and compensatory time, if the employee qualifies under Subsections 14.2(A)(2) or (A)(3). The employee is not required to deplete all of their accrued vacation leave and sick leave and can maintain up to forty (40) hours of vacation leave and forty (40) hours of sick leave. 5. Vacation leave, sick leave, and personal holiday if the employee qualifies under Subsection 14.2(A)(6) or 14.2(A)(7). 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 up to forty (40) hours of sick leave. E. The employee has abided by the Employer’s rules regarding: 1. Sick leave use if the employee qualifies under Subsections 14.2(A)(1), 14.2(A)(4), (A)(5) or (A)(6); or 2. Military leave if the employee qualifies under Subsections 14.2(A)(2).

Shared Leave Receipt. A. The Employer An employee may permit an employee 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 is sick or temporarily disabled because of pregnancy disability, as defined has been called to service in Subsection 14.1Fthe uniformed services; 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 governmental 4. The employee is a victim of domestic violence, sexual assault, 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 servicesstalking; 5. The employee has been called to service needs the time for parental leave as defined in the uniform services;Subsection 13.1 E; or 6. The employee is sick or temporarily disabled because of pregnancy disability, as defined in Subsection 13.1 F. 7. The employee is a current member (or the spouse of a current member) of the uniform uniformed 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;; or 78. The employee is a the spouse of a current member of the uniformed services or a veteran as defined under RCW 41.04.005, who and 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 leave13.2 A.1; 2. Vacation leave and paid military leave allowed under RCW 38.40.060, 38.40.060 if the employee qualifies under Subsection 14.2(A)(2). The employee is not required to deplete all of their accrued vacation leave and paid military leave allowed under RCW 38.40.060 and can maintain up to forty (40) hours of vacation leave and forty (40) hours of military leave13.2 A.2; 3. Vacation leave and or personal holiday if the employee qualifies under Subsections 14.2(A)(4) 13.2 A.3 or 14.2(A)(8). The employee is not required to deplete all of their accrued vacation leave and can maintain up to forty (40) hours of vacation leave;A.4; or 4. Vacation leave, sick leave, personal Personal holiday and compensatory time, if the employee qualifies under Subsections 14.2(A)(2) 13.2 A.5 or (A)(3). The employee is not required to deplete all of their accrued vacation leave and sick leave and can maintain up to forty (40) hours of vacation leave and forty (40) hours of sick leave. 5. Vacation leave, sick leave, and personal holiday if the employee qualifies under Subsection 14.2(A)(6) or 14.2(A)(7). 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 up to forty (40) hours of sick leave. E. The employee has abided by the Employer’s rules regarding: 1. Sick leave use if the employee qualifies under Subsections 14.2(A)(1), 14.2(A)(4), (A)(5) or (A)(6); or 2. Military leave if the employee qualifies under Subsections 14.2(A)(2).A.