Washington Family Sample Clauses

Washington Family. Medical Leave Program effective January 1, 2020
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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 Medical Leave Act (WFLA) effective until December 31, 2019‌ The parties recognize the WFLA (RCW 97.78) is being repealed and is only effective until December 31, 2019 and therefore any references to WFLA or the provisions of WFLA in this article expire December 31, 2019.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 (RCW50A.04) is in effect beginning January 1, 2020 and eligibility for and approval of leave for purposes as described under the 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 In the event that the legislature repeals all or part of RCW 50A.04, those provisions that are repealed are considered by the parties to be expired and no longer in effect upon the effective date of their repeal.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 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, those amendments are considered by the parties to be incorporated herein. In the event the legislature repeals all or part of RCW 50A.04, those provisions that are repealed are consider by the parties to be expired and no longer in effect upon the effective date of their repeal. 14.3 A. Consistent with the federal Family and Medical Leave Act of 1993 (FMLA) and the Washington state Family Leave Act (WFLA) of 2006 and any amendments thereto, an employee who has worked for the state for at least twelve (12) months and for at least one thousand two hundred fifty (1,250) hours during the twelve (12) months prior to the requested leave is entitled to up to twelve (12) workweeks of FMLA/WFLA leave in a twelve (12) month period for one or more of the following reasons 1-4: 1. Parental leave for the birth and to care for a newborn child, or placement for adoption or xxxxxx care of a child and to care for that child; 2. Personal medical leave due to the employee's own serious health condition that requires the employee's absence from work; 3. FMLA/WFLA leave to care for a spouse, son, daughter, parent, or domestic partner as defined by RCWs 26.60.020 and 26.60.030 who suffers from a serious health condition that requires on-site care or supervision by the employee. Because the FMLA does not recognize state registered domestic partners, an absence to care for an employee’s state registered domestic partner in accordance with the WFLA will not be counted towards the twelve (12) weeks of FMLA; 4. FMLA/WFLA leave for a qualifying exigency when the employee’s spouse, child of any age, or parent is on active duty or call to active duty status of the Reserves or National Guard for deployment to a foreign country. Qualifying exigencies include attending certain military events, arranging for alternate childcare, addressing certain financial and legal arrangements, attending certain counseling sessions, and attending post deployment reintegration briefings; 5. Military Caregiver Leave will be provided an eligible employee who is the spouse, child of any age, parent or next of kin of a covered service member. Eligible employees may take up to twenty-six (26) workweeks of ...
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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
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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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Washington Family. Medical Leave Program (PFML) effective January 1, 2020
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