Common use of Shared Leave Receipt Clause in Contracts

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. Military leave if the employee qualifies under Subsection 15.2 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 15.2 A.1.

Shared Leave Receipt. An employee may be eligible to receive shared leave if the College Employer 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 13.2 A.1; 2. Vacation leave and paid military leave allowed under RCW 38.40.060 if the employee qualifies under Subsection 15.2 13.2 A.2.; 3. Vacation leave or personal holiday if the employee qualifies under Subsections 15.2 13.2 A.3 or 15.2 13.2 A.4; or 4. Personal holiday and compensatory time if the employee qualifies under Subsection 15.2 13.2 A.5. E. The employee has abided by the CollegeEmployer’s policy regarding: 1. Sick leave use if the employee qualifies under Subsections 15.2 13.2 A.1, 15.2 A.4, 13.2 A.4 and 15.2 13.2 A.5; or 2. Military leave if the employee qualifies under Subsection 15.2 A.213.2.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 15.2 A.1.

Shared Leave Receipt. A. An employee may be eligible to receive shared leave if the College Employer has determined the employee meets any of the following criteria: A. 1. 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. 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; or; 5. is taking The employee needs the time for parental leave and/or pregnancy disability leave.as defined in Subsection 13.1 E; 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 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 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 treatmenttreatments. B. The illness, injury, impairment, condition, call to service, emergency volunteer service, or consequence of domestic violence, sexual assault, or stalking, parental leave 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 depletedeplete their: 1. Vacation leave, sick leave and personal holiday if the employee qualifies under Subsection 15.2 13.2 A.1; 2. Vacation leave and paid military leave allowed under RCW 38.40.060 if the employee qualifies under Subsection 15.2 13.2 A.2.; 3. Vacation leave or personal holiday if the employee qualifies under Subsections 15.2 13.2 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 time, if the employee qualifies under Subsections 15.2 A.1, 15.2 A.4, and 15.2 A.5; or 2. Military leave if the employee qualifies under Subsection 15.2 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 15.2 A.1.13.2 A.5 or A.

Shared Leave Receipt. An employee may be eligible to receive shared leave if the College Employer 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 13.2 A.1; 2. Vacation leave and paid military leave allowed under RCW 38.40.060 if the employee qualifies under Subsection 15.2 13.2 A.2.; ; 1418 3. Vacation leave or personal holiday if the employee qualifies under 1419 Subsections 15.2 13.2 A.3 or 15.2 13.2 A.4; or or 1420 1421 4. Personal holiday and compensatory time if the employee qualifies under 1422 Subsection 15.2 13.2 A.5. . 1423 1424 E. The employee has abided by the CollegeEmployer’s policy regarding:: 1425 1426 1. Sick leave use if the employee qualifies under Subsections 15.2 13.2 A.1, 15.2 A.4, and 15.2 A.5; or13.2 1429 2. Military leave if the employee qualifies under Subsection 15.2 13.2 A.2. F. . 1430 1431 G. The employee has diligently pursued and been found to be ineligible for benefits 1432 under RCW 51.32 if the employee qualifies under Subsection 15.2 13.2 A.1.. 1433

Shared Leave Receipt. An employee may be eligible to receive shared leave if the College Employer 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 13.2 A.1; 2. Vacation leave and paid military leave allowed under RCW 38.40.060 if the employee qualifies under Subsection 15.2 13.2 A.2.; 3. Vacation leave or personal holiday if the employee qualifies under Subsections 15.2 13.2 A.3 or 15.2 13.2 A.4; or 4. Personal holiday and compensatory time if the employee qualifies under Subsection 15.2 13.2 A.5. E. The employee has abided by the CollegeEmployer’s policy regarding: 1. Sick leave use if the employee qualifies under Subsections 15.2 13.2 A.1, 15.2 A.4, 13.2 A.4 and 15.2 13.2 A.5; or 2. Military leave if the employee qualifies under Subsection 15.2 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 Subsection 15.2 13.2 A.1.

Shared Leave Receipt. An employee may be eligible to receive shared leave if the College Employer 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.113.2.A.1; 2. Vacation leave and paid military leave allowed under RCW 38.40.060 if the employee qualifies under Subsection 15.2 A.2.13.A.2; 3. Vacation leave or personal holiday if the employee qualifies under Subsections 15.2 A.3 13.2.A.3 or 15.2 13.2 A.4; or 4. Personal holiday and compensatory time if the employee qualifies under Subsection 15.2 A.5.13.2.A. E. The employee has abided by the CollegeEmployer’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. Military leave if the employee qualifies under Subsection 15.2 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 15.2 A.1.13.2.A.1,

Shared Leave Receipt. An employee may be eligible to receive shared leave if the College Employer 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 13.2 A.1; 2. Vacation leave and paid military leave allowed under RCW 38.40.060 if the employee qualifies under Subsection 15.2 13.2 A.2.; 3. Vacation leave or personal holiday if the employee qualifies under Subsections 15.2 13.2 A.3 or 15.2 13.2 A.4; or 4. Personal holiday and compensatory time if the employee qualifies under Subsection 15.2 13.2 A.5. E. The employee has abided by the CollegeEmployer’s policy regarding: 1. Sick leave use if the employee qualifies under Subsections 15.2 13.2 A.1, 15.2 A.4, 13.2 A.4 and 15.2 13.2 A.5; or 2. Military leave if the employee qualifies under Subsection 15.2 A.213.2.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 15.2 13.2 A.1.

Shared Leave Receipt. An employee may be eligible to receive shared leave if the College Employer 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 13.2 A.1; 2. Vacation leave and paid military leave allowed under RCW 38.40.060 if the employee qualifies under Subsection 15.2 13.2 A.2.; 3. Vacation leave or personal holiday if the employee qualifies under Subsections 15.2 13.2 A.3 or 15.2 13.2 A.4; or 4. Personal holiday and compensatory time if the employee qualifies under Subsection 15.2 13.2 A.5. E. The employee has abided by the CollegeEmployer’s policy regarding: 1. Sick leave use if the employee qualifies under Subsections 15.2 13.2 A.1, 15.2 A.4, 13.2 A.4 and 15.2 13.2 A.5; or 2. Military leave if the employee qualifies under Subsection 15.2 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 Subsection 15.2 A.1.