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.
Appears in 4 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
Shared Leave Receipt. An A. The Employer may permit an employee may be eligible to receive shared leave if the College has determined Agency Head or designee determines that the employee meets any of the following criteria:
A. The employee suffers 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;
B. The employee has 2. 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 3. 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 4. Is a victim of domestic violence, sexual assault, assault or stalking;
5. Is sick or temporarily disabled because of pregnancy disability; or
E. The employee is taking 6. For the purpose of parental leave and/or pregnancy disability leaveto bond with the employee’s newborn, adoptive or xxxxxx child.
F. B. The illness, injury, impairment, condition, call to service, emergency volunteer service, service or consequence of domestic violence, sexual assault, or stalking, or parental and/or pregnancy disability leave stalking 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. C. The employee has depleted or will shortly depleteis within forty (40) hours of depleting their:
1. Vacation leave, sick leave and personal holiday reserves if the employee qualifies under on Subsection 15.2.AA.1 of this Section - 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 accrued vacation leave and up to forty (40) hours of accrued sick leave, but the employee must deplete their personal holiday;
2. Vacation leave and paid military leave allowed under RCW 38.40.060 38.40.060, if the employee qualifies under Subsection 15.2.BA.2 of this Section – 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 accrued vacation leave and up to forty (40) hours of paid military leave;
3. Vacation leave or and personal holiday if the employee qualifies under Subsections 15.2.C A.3 or 15.2 DA.4 – the employee is not required to deplete all of their accrued vacation leave and can maintain up to forty (40) hours of accrued vacation leave, but the employee must deplete their personal holiday; or
4. Personal Vacation leave, sick leave, personal holiday and compensatory time if the employee qualifies for parental under Subsection A.5 or A.6 – the employee is not required to deplete all of their accrued vacation and accrued sick leave and/or pregnancy disability leave. Employees under this qualification and can retain and reserve maintain up to forty (40) hours each of accrued vacation leave and up to forty (40) hours of accrued sick leave, but the employee must deplete their personal holiday and compensatory time.
I. D. The employee has abided by the CollegeEmployer’s policy rules regarding:
1. Sick leave use if the employee qualifies under Subsections 15.2.A A.1, A.4, A.5 and 15.2 DA.6 of this Section; or
2. Military Vacation leave and military leave if the employee qualifies under Subsection 15.2.X.A.2 of this Section.
X. E. The employee has diligently pursued and been found Agency Head or designee will also take into consideration budgetary impact in determining whether to approve shared leave or limit the amount of shared leave to be ineligible for donated.
F. An employee receiving industrial insurance replacement benefits may not receive greater than twenty-five percent (25%) of their base salary from the receipt of shared leave.
G. Shared leave may be used intermittently or on nonconsecutive days, so long as the leave has not been returned under RCW 51.32 if the employee qualifies under Subsection 15.2 A.Section 13.5 B.
Appears in 4 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
Shared Leave Receipt. An A. The Employer may permit an employee may be eligible to receive shared leave if the College has determined Agency Head or designee determines that the employee meets any of the following criteria:
A. The employee suffers 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;
B. The employee has 2. 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 3. 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 4. Is a victim of domestic violence, sexual assault, assault or stalking;
5. Is sick or temporarily disabled because of pregnancy disability; or
E. The employee is taking 6. For the purpose of parental leave and/or pregnancy disability leaveto bond with the employee’s newborn, adoptive or xxxxxx child.
F. B. The illness, injury, impairment, condition, call to service, emergency volunteer service, service or consequence of domestic violence, sexual assault, or stalking, or parental and/or pregnancy disability leave stalking 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. C. The employee has depleted or will shortly depleteis within forty (40) hours of depleting their:
1. Vacation leave, sick leave and personal holiday reserves if the employee qualifies under on Subsection 15.2.A;A.1 of this Section - 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 accrued vacation leave and up to forty (40) hours of accrued sick leave, but the employee must deplete their personal holiday;
2. Vacation leave and paid military leave allowed under RCW 38.40.060 38.40.060, if the employee qualifies under Subsection 15.2.BA.2 of this Section – 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 accrued vacation leave and up to forty (40) hours of paid military leave;
3. Vacation leave or and personal holiday if the employee qualifies under Subsections 15.2.C A.3 or 15.2 DA.4 – the employee is not required to deplete all of their accrued vacation leave and can maintain up to forty (40) hours of accrued vacation leave, but the employee must deplete their personal holiday; or
4. Personal Vacation leave, sick leave, personal holiday and compensatory time if the employee qualifies for parental under Subsection A.5 or A.6 – the employee is not required to deplete all of their accrued vacation and accrued sick leave and/or pregnancy disability leave. Employees under this qualification and can retain and reserve maintain up to forty (40) hours each of accrued vacation leave and up to forty (40) hours of accrued sick leave, but the employee must deplete their personal holiday and compensatory time.
I. D. The employee has abided by the CollegeEmployer’s policy rules 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.A.1, A.4,
Appears in 2 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement
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 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, 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.A13.2 A;
2. Vacation leave and paid military leave allowed under RCW 38.40.060 if the employee qualifies under Subsection 15.2.B;13.2 B; or
3. Vacation leave or personal holiday if the employee qualifies under Subsections 15.2.C 13.2 C or 15.2 D; or13.2 D.
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 CollegeEmployer’s policy regarding:
1. Sick leave use if the employee qualifies under Subsections 15.2.A 13.2 A and 15.2 13.2 D; or
2. Military leave if the employee qualifies under Subsection 15.2.X.13.2 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 13.2 A.
Appears in 2 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement
Shared Leave Receipt. An The Employer may permit 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’s Agency Head determines that the employee meets the criteria described in this Section.
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;
B. 2. 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 3. 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
D. 4. The employee is a victim of domestic violence, sexual assault, assault or stalking; or
E. The employee is taking parental leave and/or pregnancy disability leave.
F. B. The illness, injury, impairment, condition, call to service, emergency volunteer service, service or consequence of domestic violence, sexual assault, assault or stalking, or parental and/or pregnancy disability leave stalking has caused, or is likely to cause, the employee to:
1. Go on leave without pay status; or
2. Terminate state employment.
G. C. The employee has depleted or will shortly deplete his or her:
1. Vacation leave, sick leave and personal holiday reserves if the employee qualifies on Subsection A.1 of this Section.
2. Vacation leave and paid military leave allowed under RCW 38.40.060, if the employee qualifies under Subsection A.2 of this Section; or
3. Vacation leave and personal holiday if the employee qualifies under Subsections A.3 or A.
D. 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. E. The employee has abided by the CollegeEmployer’s policy rules 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.A.1 and
Appears in 2 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement
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; oror Deleted: 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.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Shared Leave Receipt. An A. The Employer may permit an employee may be eligible to receive shared leave if the College has determined Agency Head or designee determines that the employee meets any of the following criteria:
A. The employee suffers 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;
B. The employee has 2. 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 3. 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
D. The employee is 4. Is a victim of domestic violence, sexual assault, assault or stalking; or.
E. The employee is taking 5. Is sick or temporarily disabled because of pregnancy disability.
6. For the purpose of parental leave and/or pregnancy disability leaveto bond with the employee’s newborn, adoptive or xxxxxx child.
F. B. The illness, injury, impairment, condition, call to service, emergency volunteer service, service or consequence of domestic violence, sexual assault, or stalking, or parental and/or pregnancy disability leave stalking 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. C. The employee has depleted or will shortly depletedeplete his or her:
1. Vacation leave, sick leave and personal holiday reserves if the employee qualifies under on Subsection 15.2.AA.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 Subsection 15.2.B;A.2 of this Section; or
3. Vacation leave or and personal holiday if the employee qualifies under Subsections 15.2.C A.3 or 15.2 D; orA.
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. D. The employee has abided by the CollegeEmployer’s policy rules regarding:
1. Sick leave use if the employee qualifies under Subsections 15.2.A A.1 , A.4, A.5 and 15.2 DA.6 of this Section; or
2. Military Vacation leave and military leave if the employee qualifies under Subsection 15.2.X.A.2 of this Section.
X. E. 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.A.1 of this Section.
F. The Agency Head or designee will also take into consideration budgetary impact in determining whether to approve shared leave or limit the amount of shared leave to be donated.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Shared Leave Receipt. An A. The Employer may permit an employee may be eligible to receive shared leave if the College has determined Agency Head or designee determines that the employee meets any of the following criteria:
A. The employee suffers 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;
B. The employee has 2. 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 3. 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 4. Is a victim of domestic violence, sexual assault, assault or stalking;
5. Is sick or temporarily disabled because of pregnancy disability; oror Page 20
E. The employee is taking 6. For the purpose of parental leave and/or pregnancy disability leaveto bond with the employee’s newborn, adoptive or xxxxxx child.
F. B. The illness, injury, impairment, condition, call to service, emergency volunteer service, service or consequence of domestic violence, sexual assault, or stalking, or parental and/or pregnancy disability leave stalking 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. C. The employee has depleted or will shortly depleteis within forty (40) hours of depleting their:
1. Vacation leave, sick leave and personal holiday reserves if the employee qualifies under Subsection 15.2.Aon 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 Subsection 15.2.B;A.2 of this Section; or
3. Vacation leave or and personal holiday if the employee qualifies under Subsections 15.2.C A.3 or 15.2 D; orA.
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. D. The employee has abided by the CollegeEmployer’s policy rules regarding:
1. Sick leave use if the employee qualifies under Subsections 15.2.A A.1, A.4, A.5 and 15.2 DA.6 of this Section; or
2. Military Vacation leave and military leave if the employee qualifies under Subsection 15.2.X.A.2 of this Section.
X. E. 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.A.1 of this Section.
F. The Agency Head or designee will also take into consideration budgetary impact in determining whether to approve shared leave or limit the amount of shared leave to be donated.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Shared Leave Receipt. An A. The Employer may permit an employee may be eligible to receive shared leave if the College has determined Agency Head or designee determines that the employee meets any of the following criteria:
A. The employee suffers 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;
B. The employee has 2. 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 3. 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 4. Is a victim of domestic violence, sexual assault, assault or stalking;
5. Is sick or temporarily disabled because of pregnancy disability; or
E. The employee is taking 6. For the purpose of parental leave and/or pregnancy disability leaveto bond with the employee’s newborn, adoptive or xxxxxx child.
F. 7. Is a current member of the 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
8. 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 treatments.
B. The illness, injury, impairment, condition, call to service, emergency volunteer service, service or consequence of domestic violence, sexual assault, or stalking, or parental and/or pregnancy disability leave stalking 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. C. The employee has depleted or will shortly depleteis within forty (40) hours of depleting their:
1. Vacation leave, sick leave, personal leave day, and personal holiday holiday, and compensatory time reserves if the employee qualifies on under Subsection 15.2.A;A.1 of this Section - 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 accrued vacation leave and up to forty (40) hours of accrued sick leave, but the employee must deplete their personal leave day, personal holiday,; and compensatory time; or
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 38.40.060, personal holiday if the employee qualifies under Subsections 15.2.C or 15.2 D; or
4. Personal holiday leavae day, 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.13.2
Appears in 1 contract
Samples: Collective Bargaining Agreement
Shared Leave Receipt. An The Employer may permit 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’s Agency Head determines that the employee meets the criteria described in this Section.
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;
B. 2. 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 3. 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
D. 4. The employee is a victim of domestic violence, sexual assault, assault or stalking; or
E. The employee is taking parental leave and/or pregnancy disability leave.
F. B. The illness, injury, impairment, condition, call to service, emergency volunteer service, service or consequence of domestic violence, sexual assault, assault or stalking, or parental and/or pregnancy disability leave stalking has caused, or is likely to cause, the employee to:
1. Go on leave without pay status; or
2. Terminate state employment.
G. C. The employee has depleted or will shortly deplete his or her:
1. Vacation leave, sick leave and personal holiday reserves if the employee qualifies on Subsection A.1 of this Section.
2. Vacation leave and paid military leave allowed under RCW 38.40.060, if the employee qualifies under Subsection A.2 of this Section; or
3. Vacation leave and personal holiday if the employee qualifies under Subsections A.3 or A.4.
D. 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. E. The employee has abided by the CollegeEmployer’s policy rules regarding:
1. Sick leave use if the employee qualifies under Subsections 15.2.A A.1 and 15.2 DA.4 of this Section; or
2. Military Vacation leave and military leave if the employee qualifies under Subsection 15.2.X.Subsection
X. A. 2 of this Section.
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.A.1 of this Section.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Shared Leave Receipt. An The Employer may permit 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’s Agency Head determines that the employee meets the criteria described in this Section.
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;
B. 2. 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 3. 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
D. 4. The employee is a victim of domestic violence, sexual assault, assault or stalking; or
E. The employee is taking parental leave and/or pregnancy disability leave.
F. B. The illness, injury, impairment, condition, call to service, emergency volunteer service, service or consequence of domestic violence, sexual assault, assault or stalking, or parental and/or pregnancy disability leave stalking has caused, or is likely to cause, the employee to:
1. Go on leave without pay status; or
2. Terminate state employment.
G. C. The employee has depleted or will shortly deplete his or her:
1. Vacation leave, sick leave and personal holiday reserves if the employee qualifies on Subsection A.1 of this Section.
2. Vacation leave and paid military leave allowed under RCW 38.40.060, if the employee qualifies under Subsection A.2 of this Section; or
3. Vacation leave and personal holiday if the employee qualifies under Subsection A.3 or A.
D. 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. E. The employee has abided by the CollegeEmployer’s policy rules regarding:
1. Sick leave use if the employee qualifies under Subsections 15.2.A Subsection A.1 and 15.2 DA.4 of this Section; or
2. Military Vacation leave and military leave if the employee qualifies under Subsection 15.2.X.A.2 of this Section.
X. 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.A.1 of this Section.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Shared Leave Receipt. An A. The Employer may permit an employee may be eligible to receive shared leave if the College has determined Agency Head or designee determines that the employee meets any of the following criteria:
A. The employee suffers 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;
B. The employee has 2. 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 3. 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
D. The employee is 4. Is a victim of domestic violence, sexual assault, assault or stalking; or.
E. The employee is taking 5. Is sick or temporarily disabled because of pregnancy disability.
6. For the purpose of parental leave and/or pregnancy disability leaveto bond with the employee’s newborn, adoptive or xxxxxx child.
F. B. The illness, injury, impairment, condition, call to service, emergency volunteer service, service or consequence of domestic violence, sexual assault, or stalking, or parental and/or pregnancy disability leave stalking 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. C. The employee has depleted or will is within forty (40) hours ofwill shortly depletedepletinge his or hertheir:
1. Vacation leave, sick leave and personal holiday reserves if the employee qualifies under on Subsection 15.2.AA.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 Subsection 15.2.B;A.2 of this Section; or
3. Vacation leave or and personal holiday if the employee qualifies under Subsections 15.2.C A.3 or 15.2 D; orA.
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. D. The employee has abided by the CollegeEmployer’s policy rules regarding:
1. Sick leave use if the employee qualifies under Subsections 15.2.A A.1 , A.4, A.5 and 15.2 DA.6 of this Section; or
2. Military Vacation leave and military leave if the employee qualifies under Subsection 15.2.X.A.2 of this Section.
X. E. 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.A.1 of this Section.
F. The Agency Head or designee will also take into consideration budgetary impact in determining whether to approve shared leave or limit the amount of shared leave to be donated.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Shared Leave Receipt. An A. The Employer may permit an employee may be eligible to receive shared leave if the College has determined Agency Head or designee determines that the employee meets any of the following criteria:
A. The employee suffers 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;
B. The employee has 2. 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 3. 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 4. Is a victim of domestic violence, sexual assault, or stalking;
5. Is sick or temporarily disabled because of pregnancy disability;
6. For the purpose of parental leave to bond with the employee’s newborn, adoptive or xxxxxx child;
7. Is a current member of the 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
E. The employee 8. Is a spouse of a current member of the uniformed services or a veteran as defined under RCW 41.04.005, who is taking parental leave and/or pregnancy attending medical appointments or treatments for a service-connected injury or disability leaveand requires assistance while attending appointments or treatments.
F. B. The illness, injury, impairment, condition, call to service, emergency volunteer service, service or consequence of domestic violence, sexual assault, or stalking, or parental and/or pregnancy disability leave stalking 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. C. The employee has depleted or will shortly depleteis within forty (40) hours of depleting their:
1. Vacation leave, sick leave, personal leave day, personal holiday, and personal holiday compensatory time reserves if the employee qualifies under Subsection 15.2.A;13.2 A.1 - 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 accrued vacation leave and up to forty (40) hours of accrued sick leave, but the employee must deplete their personal leave day, personal holiday, and compensatory time; or
2. Vacation leave and paid military leave allowed under RCW 38.40.060 if the employee qualifies under Subsection 15.2.B;
3. Vacation 38.40.060, personal leave or day, personal holiday if the employee qualifies under Subsections 15.2.C or 15.2 D; or
4. Personal holiday holiday, and compensatory time if the employee qualifies for parental under Subsection 13.2 A.2 – the employee is not required to deplete all of their accrued vacation leave and/or pregnancy disability leave. Employees and paid military leave allowed under this qualification RCW 38.40.060 and can retain and reserve maintain up to forty (40) hours each of accrued vacation leave and sick up to forty (40) hours of paid military leave.; or
I. The employee has abided by the College’s policy regarding:
13. Sick Vacation leave, personal leave use day, personal holiday, and compensatory time if the employee qualifies under Subsections 15.2.A 13.2 A.3 or A.4 – the employee is not required to deplete all of their accrued vacation leave and 15.2 Dcan maintain up to forty (40) hours of accrued vacation leave, but the employee must deplete their personal leave day, personal holiday, and compensatory time; or
24. Military Vacation leave, sick leave, personal leave day, personal holiday, and compensatory time 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.13.2 A.5 or
Appears in 1 contract
Samples: Collective Bargaining Agreement
