Common use of Shared Leave Use Clause in Contracts

Shared Leave Use. A. The College 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 total state employment. The College may authorize leave in excess of five hundred twenty-two (522) days in extraordinary circumstances for an employee qualifying for the program because the employee is suffering from an illness, injury, impairment or physical or mental condition which is of an extraordinary or severe nature. B. The College 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 Subsection 15.2.A; 2. Verification of child birth or placement of adoption or xxxxxx care, or of a medical certificate from a licensed physician or health care provider verifying the pregnancy disability when the employee is qualified under parental leave and/or pregnancy disability leave. 3. A copy of the military orders verifying the employee’s required absence for shared leave under Subsection 15.2.B; or 4. 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 15.2.C. C. The College 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 15.2.D. 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 College 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. Donated leave may be transferred from employees within the same College, or with the approval of the heads or designees of both higher education institutions, state agencies or school districts/educational service districts, to an employee of another higher education institution, state agency or school district/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 College 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 College 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 total state employment. The College may authorize leave in excess of five hundred twenty-two (522) days in extraordinary circumstances for an employee qualifying for the program because the employee is suffering from an illness, injury, impairment or physical or mental condition which is of an extraordinary or severe nature. B. The College 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-return- to-work status for shared leave under Subsection 15.2.A; 2. Verification of child birth or placement of adoption or xxxxxx care, or of a medical certificate from a licensed physician or health care provider verifying the pregnancy disability when the employee is qualified under parental leave and/or pregnancy disability leave. 3. A copy of the military orders verifying the employee’s required absence for shared leave under Subsection 15.2.B; or 4. 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 15.2.C. C. The College 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 15.2.D. 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 College 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. Donated leave may be transferred from employees within the same College, or with the approval of the heads or designees of both higher education institutions, state agencies or school districts/educational service districts, to an employee of another higher education institution, state agency or school district/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 College 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 College 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 total state employment. The College may authorize leave in excess of five hundred twenty-two (522) days in extraordinary circumstances for an employee qualifying for the program because the employee is suffering from an illness, injury, impairment or physical or mental condition which is of an extraordinary or severe nature. B. The College 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 Subsection 15.2.A; 2. Verification of child birth or placement of adoption or xxxxxx care, or of a medical certificate from a licensed license physician or health care provider verifying the pregnancy disability when the employee is qualified under parental leave and/or pregnancy disability leave. 3. A copy of the military orders verifying the employee’s required absence for shared leave under Subsection 15.2.B; or 4. 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 15.2.C. C. The College 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 15.2.D. 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 College 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. Donated leave may be transferred from employees within the same College, or with the approval of the heads or designees of both higher education institutions, state agencies or school districts/educational service districts, to an employee of another higher education institution, state agency or school district/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 College 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 College 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 total state employment. The College may authorize leave in excess of five hundred twenty-two (522) days in extraordinary circumstances for an employee qualifying for the program because the employee is suffering from an illness, injury, impairment or physical or mental condition which is of an extraordinary or severe nature. B. The College 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 Subsection Section 15.2.A; 2. Verification of child birth or placement of adoption or xxxxxx care, or of a medical certificate from a licensed physician or health care provider verifying the pregnancy disability when the employee is qualified under parental leave and/or pregnancy disability leave. 3. A copy of the military orders verifying the employee’s required absence for shared leave under Subsection Section 15.2.B; or 43. 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 Section 15.2.C. C. The College 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 Section 15.2.D. 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 College 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. Donated leave may be transferred from employees within the same College, or with the approval of the heads or designees of both higher education institutions, state agencies or school districts/educational service districts, to an employee of another higher education institution, state agency or school district/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 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 College will respond in writing to shared leave requests within fourteen (14) calendar days of receipt of a properly completed request.