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 has been called to service in the uniformed services; 3. A state of emergency has been declared anywhere within the United States by the federal or any state government and the employee has the needed skills to assist in responding to an emergency or its aftermath and volunteers their services to either a governmental agency or to a nonprofit organization engaged in humanitarian relief in the devastated area, and the governmental agency or nonprofit organization accepts the employee’s offer of volunteer services; 4. The employee is a victim of domestic violence, sexual assault, or stalking. 5. The employee needs the time for parental leave as defined in Subsection 14.1 E, or 6. The employee is sick or temporarily disabled because of pregnancy disability, as defined in Subsection 14.1 F. B. The illness, injury, impairment, condition, call to service, emergency volunteer service, or consequence of domestic violence, sexual assault, or stalking, parental leave or pregnancy disability has caused, or is likely to cause, the employee to: 1. Go on leave without pay status; or 2. Terminate state employment. C. The employee’s absence and the use of shared leave are justified. D. The employee has depleted or will shortly deplete their: 1. Vacation leave, sick leave and personal holiday if the employee qualifies under Subsection 14.2 A.1; or 2. Vacation leave and paid military leave allowed under RCW 38.40.060, if the employee qualifies under Subsection 14.2 A.2; or 3. Vacation leave and personal holiday if the employee qualifies under Subsections 14.2 A.3 or 14.2 A.4; or 4. Personal holiday and compensatory time, if the employee qualifies under Subsections 14.2 A.5 or A.

Shared Leave Receipt. A. The Employer may permit an employee to receive shared leave if the employee meets any of the following criteria: 1. The employee suffers from, or has a relative or household member suffering from, an illness, injury, impairment, or physical or mental condition which is of an extraordinary or severe nature; 2. The employee has been called to service in the uniformed services; 3. A state of emergency has been declared anywhere within the United States by the federal or any state government and the employee has the needed skills to assist in responding to an emergency or its aftermath and volunteers their services to either a governmental agency or to a nonprofit organization engaged in humanitarian relief in the devastated area, and the governmental agency or nonprofit organization accepts the employee’s offer of volunteer services; 4. The employee is a victim of domestic violence, sexual assault, or stalking.; 5. The employee needs the time for parental leave as defined in Subsection 14.1 E, ; or 6. The employee is sick or temporarily disabled because of pregnancy disability, as defined in Subsection 14.1 F. B. The illness, injury, impairment, condition, call to service, emergency volunteer service, or consequence of domestic violence, sexual assault, or stalking, parental leave or pregnancy disability has caused, or is likely to cause, the employee to: 1. Go on leave without pay status; or 2. Terminate state employment. C. The employee’s absence and the use of shared leave are justified. D. The employee has depleted or will shortly deplete their: 1. Vacation leave, sick leave and personal holiday if the employee qualifies under Subsection 14.2 A.1; or14.2(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; or14.2(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.3 14.2(A)(3) or 14.2 A.4; or14.2(A)(4). 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. Personal Vacation leave, sick leave, personal holiday and compensatory time, if the employee qualifies under Subsections 14.2 A.5 14.2(A)(5) or A.(A)(6). 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. 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 has been called to service in the uniformed services; 3. A state of emergency has been declared anywhere within the United States by the federal or any state government and the employee has the needed skills to assist in responding to an emergency or its aftermath and volunteers their services to either a governmental agency or to a nonprofit organization engaged in humanitarian relief in the devastated area, and the governmental agency or nonprofit organization accepts the employee’s offer of volunteer services; 4. The employee is a victim of domestic violence, sexual assault, or stalking.; 5. The employee needs the time for parental leave as defined in Subsection 14.1 E, 13.1E; or 6. The employee is sick or temporarily disabled because of pregnancy disability, as defined in Subsection 14.1 F.13.1F. 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 13.2 A.1; or; 2. Vacation leave and paid military leave allowed under RCW 38.40.060, 38.40.060 if the employee qualifies under Subsection 14.2 13.2 A.2; or; 3. Vacation leave and or personal holiday if the employee qualifies under Subsections 14.2 13.2 A.3 or 14.2 A.4; or13.2 A.4;or 4. Personal holiday and compensatory time, if the employee qualifies under Subsections 14.2 13.2 A.5 or A.

Shared Leave Receipt. A. The Employer may permit an employee to receive shared leave if the employee meets any of the following criteria: 1. The employee suffers from, or has a relative or household member suffering from, an illness, injury, impairment, or physical or mental condition which is of an extraordinary or severe nature; 2. The employee has been called to service in the uniformed services; 3. A state of emergency has been declared anywhere within the United States by the federal or any state government and the employee has the needed skills to assist in responding to an emergency or its aftermath and volunteers their services to either a governmental agency or to a nonprofit organization engaged in humanitarian relief in the devastated area, and the governmental agency or nonprofit organization accepts the employee’s offer of volunteer services; 4. The employee is a victim of domestic violence, sexual assault, or stalking.; 5. The employee needs the time for parental leave as defined in Subsection 14.1 E, ; or 6. The employee is sick or temporarily disabled because of pregnancy disability, as defined in Subsection 14.1 F. B. The illness, injury, impairment, condition, call to service, emergency volunteer service, or consequence of domestic violence, sexual assault, or stalking, parental leave or pregnancy disability has caused, or is likely to cause, the employee to: 1. Go on leave without pay status; or 2. Terminate state employment. C. The employee’s absence and the use of shared leave are justified. D. The employee has depleted or will shortly deplete their: 1. Vacation leave, sick leave and personal holiday if the employee qualifies under Subsection 14.2 A.1; or 2. Vacation leave and paid military leave allowed under RCW 38.40.060, if the employee qualifies under Subsection 14.2 A.2; or 3. Vacation leave and personal holiday if the employee qualifies under Subsections 14.2 A.3 or 14.2 A.4; or 4. Personal holiday and compensatory time, if the employee qualifies under Subsections 14.2 A.5 or A.

Shared Leave Receipt. A. The Employer may permit an employee to receive shared leave if the employee meets any of the following criteria: 1. The employee suffers from, or has a relative or household member suffering from, an illness, injury, impairment, or physical or mental condition which is of an extraordinary or severe nature; 2. The employee has been called to service in the uniformed services; 3. A state of emergency has been declared anywhere within the United States by the federal or any state government and the employee has the needed skills to assist in responding to an emergency or its aftermath and volunteers their services to either a governmental agency or to a nonprofit organization engaged in humanitarian relief in the devastated area, and the governmental agency or nonprofit organization accepts the employee’s offer of volunteer services;; 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 14.1 E, or 6. The employee is sick or temporarily disabled because of pregnancy disability, as defined in Subsection 14.1 F. B. The illness, injury, impairment, condition, call to service, emergency volunteer service, or consequence of domestic violence, sexual assault, or stalking, parental leave or pregnancy disability has caused, or is likely to cause, the employee to: 1. Go on leave without pay status; or 2. Terminate state employment. C. The employee’s absence and the use of shared leave are justified. D. The employee has depleted or will shortly deplete their: 1. Vacation leave, sick leave and personal holiday if the employee qualifies under Subsection 14.2 A.1; or 2. Vacation leave and paid military leave allowed under RCW 38.40.060, if the employee qualifies under Subsection 14.2 A.2; or 3. Vacation leave and personal holiday if the employee qualifies under Subsections 14.2 A.3 or 14.2 A.4; or 4. Personal holiday and compensatory time, if the employee qualifies under Subsections 14.2 A.5 or A.A.6. The employee under this Subsection can retain in reserve up to forty (40) hours each of vacation leave and sick leave. E. The employee has abided by the Employer’s rules regarding: 1. Sick leave use if the employee qualifies under Subsections14.2 A.1, and 14.2 A.4, A.5 or A.6; or 2. Military leave if the employee qualifies under Subsections 14.2 A.2. F. 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, and if the employee qualifies under Subsection 14.2 A.1.

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 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;services;‌ 4. The employee is a victim of domestic violence, sexual assault, or stalking.; 5. The employee needs the time for parental leave as defined in Subsection 14.1 13.1 E, or; or‌ 6. The employee is sick or temporarily disabled because of pregnancy disability, as defined in Subsection 14.1 13.1 F. B. The illness, injury, impairment, condition, call to service, emergency volunteer service, or consequence of domestic violence, sexual assault, or stalking, parental leave or pregnancy disability has caused, or is likely to cause, the employee to: 1. Go on leave without pay status; or 2. Terminate state employment. C. The employee’s absence and the use of shared leave are justified. D. The employee has depleted or will shortly deplete their: 1. Vacation leave, sick leave and personal holiday if the employee qualifies under Subsection 14.2 13.2 A.1; or; 2. Vacation leave and paid military leave allowed under RCW 38.40.060, 38.40.060 if the employee qualifies under Subsection 14.2 13.2 A.2; or; 3. Vacation leave and or personal holiday if the employee qualifies under Subsections 14.2 13.2 A.3 or 14.2 A.4; or 4. Personal holiday and compensatory time, if the employee qualifies under Subsections 14.2 13.2 A.5 or A.

Shared Leave Receipt. A. The Employer may permit an employee to receive shared leave if the employee meets any of the following criteria: 1. The employee suffers from, or has a relative or household member suffering from, an illness, injury, impairment, or physical or mental condition which is of an extraordinary or severe nature; 2. The employee has been called to service in the uniformed services; 3. A state of emergency has been declared anywhere within the United States by the federal or any state government and the employee has the needed skills to assist in responding to an emergency or its aftermath and volunteers their services to either a governmental agency or to a nonprofit organization engaged in humanitarian relief in the devastated area, and the governmental agency or nonprofit organization accepts the employee’s offer of volunteer services; 4. The employee is a victim of domestic violence, sexual assault, or stalking. 5. The employee needs the time for parental leave as defined in Subsection 14.1 E, or 6. The employee is sick or temporarily disabled because of pregnancy Page 20 disability, as defined in Subsection 14.1 F. B. The illness, injury, impairment, condition, call to service, emergency volunteer service, or consequence of domestic violence, sexual assault, or stalking, parental leave or pregnancy disability has caused, or is likely to cause, the employee to: 1. Go on leave without pay status; or 2. Terminate state employment. C. The employee’s absence and the use of shared leave are justified. D. The employee has depleted or will shortly deplete their: 1. Vacation leave, sick leave and personal holiday if the employee qualifies under Subsection 14.2 A.1; or 2. Vacation leave and paid military leave allowed under RCW 38.40.060, if the employee qualifies under Subsection 14.2 A.2; or 3. Vacation leave and personal holiday if the employee qualifies under Subsections 14.2 A.3 or 14.2 A.4; or 4. Personal holiday and compensatory time, if the employee qualifies under Subsections 14.2 A.5 or A.

Shared Leave Receipt. A. The Employer may permit an employee to receive shared leave if the employee meets any of the following criteria: 1. The employee suffers from, or has a relative or household member suffering from, an illness, injury, impairment, or physical or mental condition which is of an extraordinary or severe nature; 2. The employee has been called to service in the uniformed services; 3. A state of emergency has been declared anywhere within the United States by the federal or any state government and the employee has the needed skills to assist in responding to an emergency or its aftermath and volunteers their services to either a governmental agency or to a nonprofit organization engaged in humanitarian relief in the devastated area, and the governmental agency or nonprofit organization accepts the employee’s offer of volunteer services; 4. The employee is a victim of domestic violence, sexual assault, or stalking. 5. The employee needs the time for parental leave as defined in Subsection 14.1 E, or 6. The employee is sick or temporarily disabled because of pregnancy disability, as defined in Subsection 14.1 F. B. The illness, injury, impairment, condition, call to service, emergency volunteer service, or consequence of domestic violence, sexual assault, or stalking, parental leave or pregnancy disability has caused, or is likely to cause, the employee to: 1. Go on leave without pay status; or 2. Terminate state employment. C. The employee’s absence and the use of shared leave are justified. D. The employee has depleted or will shortly deplete their: 1. Vacation leave, sick leave and personal holiday if the employee qualifies under Subsection 14.2 A.1; or 2. Vacation leave and paid military leave allowed under RCW 38.40.060, if the employee qualifies under Subsection 14.2 A.2; oror‌ 3. Vacation leave and personal holiday if the employee qualifies under Subsections 14.2 A.3 or 14.2 A.4; or 4. Personal holiday and compensatory time, if the employee qualifies under Subsections 14.2 A.5 or A.

Shared Leave Receipt. A. The Employer may permit an employee to receive shared leave if the employee meets any of the following criteria: 1. The employee suffers from, or has a relative or household member suffering from, an illness, injury, impairment, or physical or mental condition which is of an extraordinary or severe nature; 2. The employee has been called to service in the uniformed services; 3. A state of emergency has been declared anywhere within the United States by the federal or any state government and the employee has the needed skills to assist in responding to an emergency or its aftermath and volunteers their services to either a governmental agency or to a nonprofit organization engaged in humanitarian relief in the devastated area, and the governmental agency or nonprofit organization accepts the employee’s offer of volunteer services; 4. The employee is a victim of domestic violence, sexual assault, or stalking.; 5. The employee needs the time for parental leave as defined in Subsection 14.1 E, ; or 6. The employee is sick or temporarily disabled because of pregnancy disability, as defined in Subsection 14.1 F. B. The illness, injury, impairment, condition, call to service, emergency volunteer service, or consequence of domestic violence, sexual assault, or stalking, parental leave or pregnancy disability has caused, or is likely to cause, the employee to: 1. Go on leave without pay status; or 2. Terminate state employment. C. The employee’s absence and the use of shared leave are justified. D. The employee has depleted or will shortly deplete their: 1. Vacation leave, sick leave and personal holiday if the employee qualifies under Subsection 14.2 A.1; or14.2(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; or14.2(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.3 14.2(A)(3) or 14.2 A.4; or14.2(A)(4). 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. Personal Vacation leave, sick leave, personal holiday and compensatory time, if the employee qualifies under Subsections 14.2 A.5 14.2(A)(5) or A.(A)(6). 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. 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).