Washington Family Sample Clauses

Washington Family. Medical Leave Program effective January 1, 2020‌ The parties recognize that the Washington State Family and Medical Leave Program (RCW 50A.04) is in effect beginning January 1, 2020 and eligibility for and approval of leave for purposes as described under that Program shall be in accordance with RCW 50A.04. In the event that the legislature amends all or part of RCW 50A.04, those amendments are considered by the parties to be incorporated herein. In the event that the legislature repeals all or part of RCW 50A.04, those provisions that are repealed are considered by the parties to be expired and no longer in effect upon the effective date of their repeal.
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Washington Family. Medical Leave Act (WFLA) effective until December 31, 2019‌ The parties recognize the WFLA (RCW 97.78) is being repealed and is only effective until December 31, 2019 and therefore any references to WFLA or the provisions of WFLA in this article expire December 31, 2019.
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Washington Family. Medical Leave Program effective January 1, 2020 The parties recognize that the Washington State Family and Medical Leave Program (RCW 50A) is in effect beginning January 1, 2020 and eligibility for and approval of leave for purposes as described under that Program shall be in accordance with RCW 50A. In the event that the legislature amends all or part of RCW 50A, those amendments are considered by the parties to be incorporated herein. In the event that the legislature repeals all or part of RCW 50A.04, those provisions that are repealed are considered by the parties to be expired and no longer in effect upon the effective date of their repeal. Under RCW 50A, employer provided healthcare benefits must be maintained during a PFML leave, so interspersing time off is not required provided the employee qualifies for a reason under the federal FMLA. Under RCW 50A.15.060(2), the University has elected to offer supplemental benefits in the form of bereavement time off when the employee is qualified for PFML family leave per RVW 50A.05.010 10(d), sick time off, vacation time off, personal holiday, holiday credit, holiday taken, or compensatory time off. Employees requesting PFML benefits through the Employment Security Department must provide notice to the University as outlined under RCW 50A.040.030.
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Washington Family. Medical Leave Program effective January 1, 2020 The parties recognize that the Washington State Family and Medical Leave Program (RCW 50A.04) is in effect beginning January 1, 2020 and eligibility for and approval of leave for purposes as described under that Program shall be in accordance with RCW 50A.04. In the event that the legislature amends all or part of RCW 50A.04, those amendments are considered by the parties to be incorporated herein. In the event that the legislature repeals all or part of RCW 50A.04, those provisions that are repealed are considered by the parties to be expired and no longer in effect upon the effective date of their repeal. Under RCW 50A, employer provided healthcare benefits must be maintained during a PFML leave, so interspersing time off is not required provided the employee qualifies for a reason under the federal FMLA. Under RCW 50A.15.060(2), the University has elected to offer supplemental benefits in the form of sick time off, vacation time off, personal holiday, holiday credit, holiday taken, or compensatory time off. Employees requesting PFML benefits through the Employment Security Department must provide notice to the University as outlined under RCW 50A.040.030.
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Washington Family. Medical Leave Act (WFLA) effective until December 31, 2019 Deleted: 7 Deleted: 8 Deleted: 9 Deleted: 10 Deleted: 11 Deleted: 12 Formatted: Font: Bold The parties recognize the WFLA (RCW 97.78) is being repealed and is only effective Formatted: Indent: Left: 0.5", Line spacing: single until December 31, 2019 and therefore any references to WFLA or the provisions of WFLA in this article expire December 31, 2019.
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Washington Family. Medical Leave Program effective January 1, 2020 8 The parties recognize that the Washington State Family and Medical Leave 9 Program (RCW 50A.04) is in effect beginning January 1, 2020 and eligibility for 10 and approval of leave for purposes as described under that Program shall be in 11 accordance with RCW 50A.04. In the event that the legislature amends all or part 12 of RCW 50A.04, those amendments are considered by the parties to be 13 incorporated herein. In the event that the legislature repeals all or part of RCW 14 50A.04, those provisions that are repealed are considered by the parties to be 15 expired and no longer in effect upon the effective date of their repeal. 17 Under RCW 50A, employer provided healthcare benefits must be maintained 18 during a PFML leave, so interspersing time off is not required provided the 19 employee qualifies for a reason under the federal FMLA. Under RCW 20 50A.15.060(2), the University has elected to offer supplemental benefits in the 21 form of bereavement time off when the employee is qualified for PFML family 22 leave per RCW 50A.05.010 10(d), sick time off, vacation time off, personal 23 holiday, holiday credit, holiday taken, or compensatory time off. 25 Employees requesting PFML benefits through the Employment Security 26 Department must provide notice to the University as outlined under RCW 27 50A.040.030.
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Washington Family. Medical Leave Program effective January 1, 2020 A. The parties recognize that the Washington State Paid Family and Medical Leave (PFML) Program (RCW 50A.04) is in effect beginning January 1, 2020 and eligibility for and approval of leave for purposes as described under that Program shall be in accordance with RCW 50A.045. In the event that the legislature amends all or part of RCW 50A.04, those amendments are considered by the parties to be incorporated herein. In the event that the legislature repeals all or part of RCW 50A.04, those provisions that are repealed are considered by the parties to be expired and no longer in effect upon the effective date of their repeal.
Sample 1
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Washington Family. Medical Leave Program effective January 1, 2020: The parties recognize that the Washington State Family and Medical Leave Program (RCW 50A.04) is in effect beginning January 1, 2020 and eligibility for and approval of leave for purposes as described under that program shall be in accordance with RCW 50A.04. In the event that the legislature amends all or part of RCW 50A.04, those amendments are considered by the parties to be incorporated herein. In the event that the legislature repeals all or part of RCW 50A.04, those provisions that are repealed are considered by the parties to be expired and no longer in effect upon the effective date of their repeal. Employees shall utilize the Washington Family and Medical Leave Program when applicable. Premiums for benefits are established bylaw and for the period ending December 31, 2020, will total four-tenths of one percent (0.4% of employees' wages (unless otherwise limited by action of the State). Employees will pay through payroll deduction the full cost of the premiums associated with family leave benefits and forty- five percent (45%) of the premiums associated with the medical leave benefits, as determined under RCW 50A.10.030. Employees who have accumulated more than two-hundred eighty-eight (288) hours of sick leave time may trade sixteen (16) hours of sick leave time for eight (8) hours of vacation in a year. Employees who have accumulated more than six hundred fifty (650) hours of sick leave time may trade thirty-two (32) hours of sick leave time for sixteen (16) hours of vacation in a year. Employees who have accumulated more than nine hundred (900) hours of sick leave time may trade forty-eight (48) hours of sick leave time for twenty-four (24) hours of vacation in a year. For purposes of determining an employee’s eligibility for sick leave conversion, the employee's accumulated sick leave as of December 31 of the previous year shall be used. During January of each year, eligible employees shall declare their intent on forms provided by payroll. The accumulated sick leave of an employee electing to utilize this conversion shall be reduced and vacation balance increased accordingly. Employees who have been disciplined for abuse of sick leave within the preceding two years are not eligible for the benefit provided in this section. At the time of separation in good standing from service an eligible employee or, in the case of death, the employee’s estate shall be paid twenty-five percent (25.0%) of accum...
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