Common use of Shared Leave Use Clause in Contracts

Shared Leave Use. A. The Employer will determine the amount of leave, if any, which an employee may receive. However, an employee will not receive more than five hundred twenty- two (522) days of shared leave during their entire duration of state employment, except that, the Employer may authorize shared leave in excess of five hundred twenty-two (522) days in extraordinary circumstances for an employee qualifying for the shared leave program because he or she is suffering from an illness, injury, impairment or physical or mental condition that is of an extraordinary nature. B. The Employer will require the employee to submit, prior to approval or disapproval: 1. A medical certificate from a licensed physician or health care practitioner verifying the employee’s required absence, the description of the medical problem, and expected date of return-to-work status for shared leave under 13.2 A.1; 2. A copy of the military orders verifying the employee’s required absence for shared leave under 13.2 A.2; or 3. Proof of acceptance of an employee’s offer to volunteer for either a governmental agency or a nonprofit organization during a declared state of emergency for shared leave under 13.2 A.3. C. The Employer may require the employee to submit, prior to approval or disapproval, verification of the employee’s status as a victim of domestic violence, sexual assault or stalking for shared leave under 13.2 A.4. Such verification will be in accordance with the Domestic Violence Leave Act, RCW 49.76 and may be one or more of the following: 1. An employee’s own written statement; 2. A statement from an attorney or advocate, member of the clergy, or medical or other professional; and/or 3. A court order or police report documenting the employee is a victim of domestic violence, sexual assault or stalking. D. The Employer should consider other methods of accommodating the employee’s needs, such as modified duty, modified hours, flex-time or special assignments in lieu of shared leave usage. E. Leave transferred may be transferred from employees of WWU to another employee of WWU or, with the approval of the heads of both state agencies, higher education institutions, school district, or educational service districts, to an employee of another state agency, higher education institution, school district or educational service district. F. Vacation leave, sick leave, or all or part of a personal holiday transferred from a donating employee will be used solely for the purpose stated in this Article. G. The receiving employee will be paid their regular rate of pay; therefore, the value of one (1) hour of shared leave may cover more or less than one (1) hour of the recipient’s salary. H. Eight (8) hours a month of accrued and/or shared leave may be used to provide for the continuation of benefits as provided for by the Public Employee’s Benefit Board. I. The Employer will respond in writing to shared leave requests within fourteen (14) calendar days of receipt of a properly completed request.

Shared Leave Use. ‌ A. The Employer will determine the amount of leave, if any, which an employee may receive. However, an employee will not receive more than five hundred twenty- twenty-two (522) days of shared leave during their entire duration of state employmentleave, except that, the Employer may authorize shared leave in excess of five hundred twenty-two (522) days in extraordinary circumstances for an employee qualifying for the shared leave program because he or she is they are suffering from an illness, injury, impairment or physical or mental condition that which is of an extraordinary or severe nature. B. The Employer will require the employee to submit, prior to approval or disapproval: 1. A medical certificate from a licensed physician or health care practitioner verifying the employee’s required absence, the description of the medical problem, and expected date of return-to-return to work status for shared leave under Subsection 13.2 A.1; 2. A copy of the military orders verifying the employee’s required absence for shared leave under Subsection 13.2 A.2; or; 3. Proof of acceptance of an employee’s offer to volunteer for either a governmental agency or a nonprofit organization during a declared state of emergency for shared leave under Subsection 13.2 A.3; 4. Verification of childbirth or placement of adoption or xxxxxx care, when the employee is qualified under Subsection 13.2 A.5; or 5. Medical certification from a licensed physician or health care provider verifying the pregnancy disability when the employee is qualified under Subsection 13.2 A.6. C. The Employer may require the employee to submit, prior to approval or disapproval, verification of the employee’s status as a victim of domestic violence, sexual assault or stalking for shared leave under Subsection 13.2 A.4. Such verification will be in accordance with the Domestic Violence Leave Act, RCW 49.76 and may be one or more of the following: 1. An employee’s own written statement; 2. A statement from an attorney or advocate, member of the clergy, or medical or other professional; and/or 3. A court order or police report documenting the employee is a victim of domestic violence, sexual assault or stalking. D. The Employer should consider other methods of accommodating the employee’s needs, such as modified duty, modified hours, flex-time or special assignments in lieu of shared leave usage. E. Leave transferred may be transferred from employees of WWU one (1) community college district to another an employee of WWU the same community college district or, with the approval of the heads of both state agencies, higher education institutions, school district, districts or educational service districts, to an employee of another state agency, higher education institution, school district or educational service district. F. Vacation leave, sick leave, or all or part of a personal holiday transferred from a donating employee will be used solely for the purpose stated in this Article. G. The receiving employee will be paid their regular rate of pay; therefore, the value of one (1) hour of shared leave may cover more or less than one (1) hour of the recipient’s salary. H. Eight (8) hours a month of accrued and/or shared leave may be used to provide for the continuation of benefits as provided for by the Public Employee’s Benefit Board. I. The Employer will respond in writing to shared leave requests within fourteen (14) calendar days of receipt of a properly completed request.

Shared Leave Use. A. The Employer will determine the amount of leave, if any, which an employee may receive. However, an employee will not receive more than five hundred twenty- twenty-two (522) days of shared leave during their entire duration of state employmentleave, except that, the Employer may authorize shared leave in excess of five hundred twenty-two (522) days in extraordinary circumstances for an employee qualifying for the shared leave program because he or she is suffering from an illness, injury, impairment or physical or mental condition that which is of an extraordinary or severe nature. B. The Employer will require the employee to submit, prior to approval or disapproval: 1. A medical certificate from a licensed physician or health care practitioner verifying the employee’s required absence, the description of the medical problem, and expected date of return-to-return to work status for shared leave under 13.2 A.1; 2. A copy of the military orders verifying the employee’s required absence for shared leave under 13.2 A.2; or 3. Proof of acceptance of an employee’s offer to volunteer for either a governmental agency or a nonprofit organization during a declared state of emergency for shared leave under 13.2 A.3. C. The Employer may require the employee to submit, prior to approval or disapproval, verification of the employee’s status as a victim of domestic violence, sexual assault or stalking for shared leave under 13.2 A.4. Such verification will be in accordance with the Domestic Violence Leave Act, RCW 49.76 and may be one or more of the following: 1. An employee’s own written statement; 2. A statement from an attorney or advocate, member of the clergy, or medical or other professional; and/or 3. A court order or police report documenting the employee is a victim of domestic violence, sexual assault or stalking. D. The Employer should consider other methods of accommodating the employee’s needs, such as modified duty, modified hours, flex-time or special assignments in lieu of shared leave usage. E. Leave transferred may be transferred from employees of WWU one (1) community college district to another an employee of WWU the same community college district or, with the approval of the heads of both state agencies, higher education institutions, school district, district or educational service districts, to an employee of another state agency, higher education institution, school district or educational service district. F. Vacation leave, sick leave, or all or part of a personal holiday transferred from a donating employee will be used solely for the purpose stated in this Article. G. The receiving employee will be paid their his or her regular rate of pay; therefore, the value of one (1) hour of shared leave may cover more or less than one (1) hour of the recipient’s salary. H. Eight (8) hours a month of accrued and/or shared leave may be used to provide for the continuation of benefits as provided for by the Public Employee’s Benefit Board. I. The Employer will respond in writing to shared leave requests within fourteen (14) calendar days of receipt of a properly completed request.

Shared Leave Use. ‌ A. The Employer will determine the amount of leave, if any, which an employee may receive. However, an employee will not receive more than five hundred twenty- two (522) days of shared leave during their entire duration of state employmentleave, except that, the Employer may authorize shared leave in excess of five hundred twenty-two (522) days in extraordinary circumstances for an employee qualifying for the shared leave program because he or she is they are suffering from an illness, injury, impairment or physical or mental condition that which is of an extraordinary or severe nature. B. The Employer will require the employee to submit, prior to approval or disapproval: 1. A medical certificate from a licensed physician or health care practitioner verifying the employee’s required absence, the description of the medical problem, and expected date of return-to-return to work status for shared leave under Subsection 13.2 A.1; 2. A copy of the military orders verifying the employee’s required absence for shared leave under Subsection 13.2 A.2; or; 3. Proof of acceptance of an employee’s offer to volunteer for either a governmental agency or a nonprofit organization during a declared state of emergency for shared leave under Subsection 13.2 A.3; 4. Verification of childbirth or placement of adoption or xxxxxx care, when the employee is qualified under Subsection 13.2 A.5; or 5. Medical certification from a licensed physician or health care provider verifying the pregnancy disability when the employee is qualified under Subsection 13.2 A.6. C. The Employer may require the employee to submit, prior to approval or disapproval, verification of the employee’s status as a victim of domestic violence, sexual assault or stalking for shared leave under Subsection 13.2 A.4. Such verification will be in accordance with the Domestic Violence Leave Act, RCW 49.76 and may be one or more of the following: 1. An employee’s own written statement; 2. A statement from an attorney or advocate, member of the clergy, or medical or other professional; and/or 3. A court order or police report documenting the employee is a victim of domestic violence, sexual assault or stalking. D. The Employer should consider other methods of accommodating the employee’s needs, such as modified duty, modified hours, flex-time or special assignments in lieu of shared leave usage. E. Leave transferred may be transferred from employees of WWU one (1) community college district to another an employee of WWU the same community college district or, with the approval of the heads of both state agencies, higher education institutions, school district, districts or educational service districts, to an employee of another state agency, higher education institution, school district or educational service district. F. Vacation leave, sick leave, or all or part of a personal holiday transferred from a donating employee will be used solely for the purpose stated in this Article. G. The receiving employee will be paid their regular rate of pay; therefore, the value of one (1) hour of shared leave may cover more or less than one (1) hour of the recipient’s salary. H. Eight (8) hours a month of accrued and/or shared leave may be used to provide for the continuation of benefits as provided for by the Public Employee’s Benefit Board. I. The Employer will respond in writing to shared leave requests within fourteen (14) calendar days of receipt of a properly completed request.

Shared Leave Use. A. The Employer will determine the amount of leave, if any, which an employee may receive. However, an employee will not receive more than five hundred twenty- twenty-two (522) days of shared leave during their entire duration of state employmentleave, except that, the Employer may authorize shared leave in excess of five hundred twenty-two (522) days in extraordinary circumstances for an employee qualifying for the shared leave program because he or she is they are suffering from an illness, injury, impairment or physical or mental condition that which is of an extraordinary or severe nature. B. The Employer will require the employee to submit, prior to approval or disapproval: 1. A medical certificate from a licensed physician or health care practitioner verifying the employee’s required absence, the description of the medical problem, and expected date of return-to-return to work status for shared leave under Subsection 13.2 A.1; 2. A copy of the military orders verifying the employee’s required absence for shared leave under Subsection 13.2 A.2; or; 3. Proof of acceptance of an employee’s offer to volunteer for either a governmental agency or a nonprofit organization during a declared state of emergency for shared leave under Subsection 13.2 A.3; 4. Verification of childbirth or placement of adoption or xxxxxx care, when the employee is qualified under Subsection 13.2 A.5; or 5. Medical certification from a licensed physician or health care provider verifying the pregnancy disability when the employee is qualified under Subsection 13.2 A.6. C. The Employer may require the employee to submit, prior to approval or disapproval, verification of the employee’s status as a victim of domestic violence, sexual assault or stalking for shared leave under Subsection 13.2 A.4. Such verification will be in accordance with the Domestic Violence Leave Act, RCW 49.76 and may be one or more of the following: 1. An employee’s own written statement; 2. A statement from an attorney or advocate, member of the clergy, or medical or other professional; and/or 3. A court order or police report documenting the employee is a victim of domestic violence, sexual assault or stalking. D. The Employer should consider other methods of accommodating the employee’s needs, such as modified duty, modified hours, flex-time or special assignments in lieu of shared leave usage. E. Leave transferred may be transferred from employees of WWU one (1) community college district to another an employee of WWU the same community college district or, with the approval of the heads of both state agencies, higher education institutions, school district, district or educational service districts, to an employee of another state agency, higher education institution, school district or educational service district. F. Vacation leave, sick leave, or all or part of a personal holiday transferred from a donating employee will be used solely for the purpose stated in this Article. G. The receiving employee will be paid their regular rate of pay; therefore, the value of one (1) hour of shared leave may cover more or less than one (1) hour of the recipient’s salary. H. Eight (8) hours a month of accrued and/or shared leave may be used to provide for the continuation of benefits as provided for by the Public Employee’s Benefit Board. I. The Employer will respond in writing to shared leave requests within fourteen (14) calendar days of receipt of a properly completed request.

Shared Leave Use. ‌ A. The Employer will determine the amount of leave, if any, which an employee may receive. However, an employee will not receive more than five hundred twenty- twenty-two (522) days of shared leave during their entire duration of state employmentleave, except that, the Employer may authorize shared leave in excess of five hundred twenty-two (522) days in extraordinary circumstances for an employee qualifying for the shared leave program because he or she is they are suffering from an illness, injury, impairment or physical or mental condition that which is of an extraordinary or severe nature. B. The Employer will require the employee to submit, prior to approval or disapproval: 1. A medical certificate from a licensed physician or health care practitioner verifying the employee’s required absence, the description of the medical problem, and expected date of return-to-return to work status for shared leave under Subsection 13.2 A.1; 2. A copy of the military orders verifying the employee’s required absence for shared leave under Subsection 13.2 A.2; or; 3. Proof of acceptance of an employee’s offer to volunteer for either a governmental agency or a nonprofit organization during a declared state of emergency for shared leave under Subsection 13.2 A.3; 4. Verification of childbirth or placement of adoption or xxxxxx care, when the employee is qualified under Subsection 13.2 A.5; or 5. Medical certification from a licensed physician or health care provider verifying the pregnancy disability when the employee is qualified under Subsection 13.2 A.6. C. The Employer may require the employee to submit, prior to approval or disapproval, verification of the employee’s status as a victim of domestic violence, sexual assault or stalking for shared leave under Subsection 13.2 A.4. Such verification will be in accordance with the Domestic Violence Leave Act, RCW 49.76 and may be one or more of the following: 1. An employee’s own written statement; 2. A statement from an attorney or advocate, member of the clergy, or medical or other professional; and/or 3. A court order or police report documenting the employee is a victim of domestic violence, sexual assault or stalking. D. The Employer should consider other methods of accommodating the employee’s needs, such as modified duty, modified hours, flex-time or special assignments in lieu of shared leave usage. E. Leave transferred may be transferred from employees of WWU one (1) community college district to another an employee of WWU the same community college district or, with the approval of the heads of both state agencies, higher education institutions, school district, district or educational service districts, to an employee of another state agency, higher education institution, school district or educational service district. F. Vacation leave, sick leave, or all or part of a personal holiday transferred from a donating employee will be used solely for the purpose stated in this Article. G. The receiving employee will be paid their regular rate of pay; therefore, the value of one (1) hour of shared leave may cover more or less than one (1) hour of the recipient’s salary. H. Eight (8) hours a month of accrued and/or shared leave may be used to provide for the continuation of benefits as provided for by the Public Employee’s Benefit Board. I. The Employer will respond in writing to shared leave requests within fourteen (14) calendar days of receipt of a properly completed request.

Shared Leave Use. A. The Employer will determine the amount of leave, if any, which an employee may receive. However, an employee will not receive more than five hundred twenty- twenty-two (522) days of shared leave during their entire duration of state employmentleave, except that, the Employer may authorize shared leave in excess of five hundred twenty-two (522) days in extraordinary circumstances for an employee qualifying for the shared leave program because he or she is they are suffering from an illness, injury, impairment or physical or mental condition that which is of an extraordinary or severe nature. B. The Employer will require the employee to submit, prior to approval or disapproval: 1. A medical certificate from a licensed physician or health care practitioner verifying the employee’s required absence, the description of the medical problem, and expected date of return-to-return to work status for shared leave under Subsection 13.2 A.1; 2. A copy of the military orders verifying the employee’s required absence for shared leave under Subsection 13.2 A.2; or; 3. Proof of acceptance of an employee’s offer to volunteer for either a governmental agency or a nonprofit organization during a declared state of emergency for shared leave under Subsection 13.2 A.3; 4. Verification of childbirth or placement of adoption or xxxxxx care, when the employee is qualified under Subsection 13.2 A.5; or 5. Medical certification from a licensed physician or health care provider verifying the pregnancy disability when the employee is qualified under Subsection 13.2 A.6. C. The Employer may require the employee to submit, prior to approval or disapproval, verification of the employee’s status as a victim of domestic violence, sexual assault or stalking for shared leave under Subsection 13.2 A.4. Such verification will be in accordance with the Domestic Violence Leave Act, RCW 49.76 and may be one or more of the following: 1. An employee’s own written statement; 2. A statement from an attorney or advocate, member of the clergy, or medical or other professional; and/or 3. A court order or police report documenting the employee is a victim of domestic violence, sexual assault or stalking. D. The Employer should consider other methods of accommodating the employee’s needs, such as modified duty, modified hours, flex-time or special assignments in lieu of shared leave usage. E. Leave transferred may be transferred from employees of WWU one (1) community college district to another an employee of WWU the same community college district or, with the approval of the heads of both state agencies, higher education institutions, school district, districts or educational service districts, to an employee of another state agency, higher education institution, school district or educational service district. F. Vacation leave, sick leave, or all or part of a personal holiday transferred from a donating employee will be used solely for the purpose stated in this Article. G. The receiving employee will be paid their regular rate of pay; therefore, the value of one (1) hour of shared leave may cover more or less than one (1) hour of the recipient’s salary. H. Eight (8) hours a month of accrued and/or shared leave may be used to provide for the continuation of benefits as provided for by the Public Employee’s Benefit Board. I. The Employer will respond in writing to shared leave requests within fourteen (14) calendar days of receipt of a properly completed request.

Shared Leave Use. A. The Employer will determine the amount of leave, if any, which an employee may receive. However, an employee will not receive more than five hundred twenty- two (522) days of shared leave during their entire duration of state employment, except that, the Employer may authorize shared leave in excess of five hundred twenty-two (522) days in extraordinary circumstances for an employee qualifying for the shared leave program because he or she is suffering from an illness, injury, impairment or physical or mental condition that is of an extraordinary nature. B. The Employer will require the employee to submit, prior to approval or disapproval: 1. A medical certificate from a licensed physician or health care practitioner verifying the employee’s required absence, the description of the medical problem, and expected date of return-to-work status for shared leave under 13.2 A.1; 2. A copy of the military orders verifying the employee’s required absence for shared leave under 13.2 A.2; or 3. Proof of acceptance of an employee’s offer to volunteer for either a governmental agency or a nonprofit organization during a declared state of emergency for shared leave under 13.2 A.3. C. The Employer may require the employee to submit, prior to approval or disapproval, verification of the employee’s status as a victim of domestic violence, sexual assault or stalking for shared leave under 13.2 A.4. Such verification will be in accordance with the Domestic Violence Leave Act, RCW 49.76 and may be one or more of the following: 1. An employee’s own written statement; 2. A statement from an attorney or advocate, member of the clergy, or medical or other professional; and/or 3. A court order or police report documenting the employee is a victim of domestic violence, sexual assault or stalking. D. The Employer should consider other methods of accommodating the employee’s needs, such as modified duty, modified hours, flex-time or special assignments in lieu of shared leave usage. E. Leave transferred may be transferred from employees of WWU to another employee of WWU or, with the approval of the heads of both state agencies, higher education institutions, school district, or educational service districts, to an employee of another state agency, higher education institution, school district or educational service district. F. Vacation leave, sick leave, or all or part of a personal holiday transferred from a donating employee will be used solely for the purpose stated in this Article. G. The receiving employee will be paid his or her their regular rate of pay; therefore, the value of one (1) hour of shared leave may cover more or less than one (1) hour of the recipient’s salary. H. Eight (8) hours a month of accrued and/or shared leave may be used to provide for the continuation of benefits as provided for by the Public Employee’s Benefit Board. I. The Employer will respond in writing to shared leave requests within fourteen (14) calendar days of receipt of a properly completed request.

Shared Leave Use. ‌ A. The Employer will determine the amount of leave, if any, which an employee may receive. However, an employee will not receive more than five hundred twenty- twenty-two (522) days of shared leave during their entire duration of state employmentleave, except that, the Employer may authorize shared leave in excess of five hundred twenty-two (522) days in extraordinary circumstances for an employee qualifying for the shared leave program because he or she is they are suffering from an illness, injury, impairment or physical or mental condition that which is of an extraordinary or severe nature. B. The Employer will require the employee to submit, prior to approval or disapproval: 1. A medical certificate from a licensed physician or health care practitioner verifying the employee’s required absence, the description of the medical problem, and expected date of return-to-return to work status for shared leave under Subsection 13.2 A.1; 2. A copy of the military orders verifying the employee’s required absence for shared leave under Subsection 13.2 A.2; or 3. Proof of acceptance of an employee’s offer to volunteer for either a governmental agency or a nonprofit organization during a declared state of emergency for shared leave under Subsection 13.2 A.3. C. The Employer may require the employee to submit, prior to approval or disapproval, verification of the employee’s status as a victim of domestic violence, sexual assault or stalking for shared leave under Subsection 13.2 A.4. Such verification will be in accordance with the Domestic Violence Leave Act, RCW 49.76 and may be one or more of the following: 1. An employee’s own written statement; 2. A statement from an attorney or advocate, member of the clergy, or medical or other professional; and/or 3. A court order or police report documenting the employee is a victim of domestic violence, sexual assault or stalking. D. The Employer should consider other methods of accommodating the employee’s needs, such as modified duty, modified hours, flex-time or special assignments in lieu of shared leave usage. E. Leave transferred may be transferred from employees of WWU one (1) community college district to another an employee of WWU the same community college district or, with the approval of the heads of both state agencies, higher education institutions, school district, district or educational service districts, to an employee of another state agency, higher education institution, school district or educational service district. F. Vacation leave, sick leave, or all or part of a personal holiday transferred from a donating employee will be used solely for the purpose stated in this Article. G. The receiving employee will be paid their regular rate of pay; therefore, the value of one (1) hour of shared leave may cover more or less than one (1) hour of the recipient’s salary. H. Eight (8) hours a month of accrued and/or shared leave may be used to provide for the continuation of benefits as provided for by the Public Employee’s Benefit Board. I. The Employer will respond in writing to shared leave requests within fourteen (14) calendar days of receipt of a properly completed request.

Shared Leave Use. A. The Employer will determine the amount of leave, if any, which an employee may receive. However, an employee will not receive more than five two hundred twenty- two sixty-one (522261) days of shared leave during their entire duration of state employment, except that, the Employer may authorize shared leave in excess of five hundred twenty-two (522) days in extraordinary circumstances for an employee qualifying for the shared leave program because he or she is suffering from an illness, injury, impairment or physical or mental condition that is of an extraordinary natureleave. B. The Employer will require the employee to submit, prior to approval or disapproval: 1. A medical certificate from a licensed physician or health care practitioner verifying the employee’s required absence, the description of the medical problem, and expected date of return-to-work status for shared leave under 13.2 A.1; 2. A copy of the military orders verifying the employee’s required absence for shared leave under 13.2 A.2; or 3. Proof of acceptance of an employee’s offer to volunteer for either a governmental agency or a nonprofit organization during a declared state of emergency for shared leave under 13.2 A.3. C. The Employer may require the employee to submit, prior to approval or disapproval, verification of the employee’s status as a victim of domestic violence, sexual assault or stalking for shared leave under 13.2 A.4. Such verification will be in accordance with the Domestic Violence Leave Act, RCW 49.76 and may be one or more of the following: 1. An employee’s own written statement; 2. A statement from an attorney or advocate, member of the clergy, or medical or other professional; and/or 3. A court order or police report documenting the employee is a victim of domestic violence, sexual assault or stalking. D. The Employer should consider other methods of accommodating the employee’s needs, such as modified duty, modified hours, flex-time or special assignments in lieu of shared leave usage. E. Leave transferred may be transferred from employees of WWU one (1) district to another an employee of WWU the same district or, with the approval of the heads of both state agencies, /higher education institutions, school district, or educational service districts, to an employee of another state agency, /higher education institution, school district or educational service district. F. Vacation leave, sick leave, or all or part of a personal holiday transferred from a donating employee will be used solely for the purpose stated in this Article. G. The receiving employee will be paid their his or her regular rate of pay; therefore, the value of one (1) hour of shared leave may cover more or less than one (1) hour of the recipient’s salary. H. Eight (8) hours a month of accrued and/or shared leave may be used to provide for the continuation of benefits as provided for by the Public Employee’s Benefit Board. I. The Employer will respond in writing to shared leave requests within fourteen (14) calendar days of receipt of a properly completed request.

Shared Leave Use. A. The Employer will determine the amount of leave, if any, which an employee may receive. However, an employee will not receive more than five hundred twenty- twenty-two (522) days of shared leave during their entire duration of state employment, except that, the Employer may authorize shared leave in excess of five hundred twenty-two (522) days in extraordinary circumstances for an employee qualifying for the shared leave program because he or she is suffering from an illness, injury, impairment or physical or mental condition that is of an extraordinary nature. B. The Employer will require the employee to submit, prior to approval or disapproval: 1. A medical certificate from a licensed physician or health care practitioner verifying the employee’s required absence, the description of the medical problem, and expected date of return-to-work status for shared leave under 13.2 A.1; 2. A copy of the military orders verifying the employee’s required absence for shared leave under 13.2 A.2; or 3. Proof of acceptance of an employee’s offer to volunteer for either a governmental agency or a nonprofit organization during a declared state of emergency for shared leave under 13.2 A.3. C. The Employer may require the employee to submit, prior to approval or disapproval, verification of the employee’s status as a victim of domestic violence, sexual assault or stalking for shared leave under 13.2 A.4. Such verification will be in accordance with the Domestic Violence Leave Act, RCW 49.76 and may be one or more of the following: 1. An employee’s own written statement; 2. A statement from an attorney or advocate, member of the clergy, or medical or other professional; and/or 3. A court order or police report documenting the employee is a victim of domestic violence, sexual assault or stalking. D. The Employer should consider other methods of accommodating the employee’s needs, such as modified duty, modified hours, flex-time or special assignments in lieu of shared leave usage. E. Leave transferred may be transferred from employees of WWU to another employee of WWU or, with the approval of the heads of both state agencies, higher education institutions, school district, or educational service districts, to an employee of another state agency, higher education institution, school district or educational service district. F. Vacation leave, sick leave, or all or part of a personal holiday transferred from a donating employee will be used solely for the purpose stated in this Article. G. The receiving employee will be paid their his or her regular rate of pay; therefore, the value of one (1) hour of shared leave may cover more or less than one (1) hour of the recipient’s salary. H. Eight (8) hours a month of accrued and/or shared leave may be used to provide for the continuation of benefits as provided for by the Public Employee’s Benefit Board. I. The Employer will respond in writing to shared leave requests within fourteen (14) calendar days of receipt of a properly completed request.

Shared Leave Use. A. The Employer will determine the amount of leave, if any, which an employee may receive. However, an employee will not receive more than five hundred twenty- two (522) days of shared leave during their entire duration of state employment, except that, the Employer may authorize shared leave in excess of five hundred twenty-two (522) days in extraordinary circumstances for an employee qualifying for the shared leave program because he or she is suffering from an illness, injury, impairment or physical or mental condition that is of an extraordinary nature. B. The Employer will require the employee to submit, prior to approval or disapproval: 1. A medical certificate from a licensed physician or health care practitioner verifying the employee’s required absence, the description of the medical problem, and expected date of return-to-work status for shared leave under 13.2 A.1; 2. A copy of the military orders verifying the employee’s required absence for shared leave under 13.2 A.2; or 3. Proof of acceptance of an employee’s offer to volunteer for either a governmental agency or a nonprofit organization during a declared state of emergency for shared leave under 13.2 A.3. C. The Employer may require the employee to submit, prior to approval or disapproval, verification of the employee’s status as a victim of domestic violence, sexual assault or stalking for shared leave under 13.2 A.4. Such verification will be in accordance with the Domestic Violence Leave Act, RCW 49.76 and may be one or more of the following: 1. An employee’s own written statement; 2. A statement from an attorney or advocate, member of the clergy, or medical or other professional; and/or 3. A court order or police report documenting the employee is a victim of domestic violence, sexual assault or stalking. D. The Employer should consider other methods of accommodating the employee’s needs, such as modified duty, modified hours, flex-time or special assignments in lieu of shared leave usage. E. Leave transferred may be transferred from employees of WWU to another employee of WWU or, with the approval of the heads of both state agencies, higher education institutions, school district, or educational service districts, to an employee of another state agency, higher education institution, school district or educational service district. F. Vacation leave, sick leave, or all or part of a personal holiday transferred from a donating employee will be used solely for the purpose stated in this Article. G. The receiving employee will be paid their his or her regular rate of pay; therefore, the value of one (1) hour of shared leave may cover more or less than one (1) hour of the recipient’s salary. H. Eight (8) hours a month of accrued and/or shared leave may be used to provide for the continuation of benefits as provided for by the Public Employee’s Benefit Board. I. The Employer will respond in writing to shared leave requests within fourteen (14) calendar days of receipt of a properly completed request.