Washington Family Medical Leave Program. The Washington Family and Medical Leave Program (RCW 50A.04) is in effect 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 In the event that the legislature repeals all or part of RCW 50A.04, those revisions that are repealed are considered by the parties to be expired and no longer in effect upon the effective date of their repeal.
Washington Family Medical Leave Program. (PFML) 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 In the event that the legislature repeals all or part of RCW 50A.04, those provisions that are repealed are considered by the parties to be expired and no longer in effect upon the effective date of their repeal.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 Univeristy as outlined under RCW 50A.04.030.
Washington Family Medical Leave Program. The parties recognize the Washington Family Leave Act (WFLA), RCW 49.78, is being repealed and is only effective until December 31, 2019. The Washington Family Medical Leave Program (PFMLA), RCW 50A.04, fully replaces RCW 49.78 as of January 1, 2020. The parties recognize that benefits under the PFMLA begin January 1, 2020 and eligibility for an approval of leave for purposes as described under the PFMLA, shall be in accordance with RCW 50A.04. In the event that the legislature repeals all or part of RCW 50A.04, those provisions repealed are considered by both parties to be expired and longer in effect upon the effective date of their repeal. The University will deduct from the wages of each employee, forty-five (45%) percent of the full amount of the PFMLA premium for medical leave. For family leave, the University will deduct the full amount of the premium.
Washington Family Medical Leave Program. Washington Family Medical Leave Program (PFML) effective January 1, 2020
Washington Family Medical Leave Program effective January 1, 2020
Washington Family Medical Leave Program. 21.1 Washington Family Medical Leave Program (PFML) 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.04.030.
Washington Family Medical Leave Program ashington Family Medical Leave Program effective January 1, 2020. The parties recognize that
Washington Family Medical Leave Program. Effective January 1, 2020. The 11 parties recognize that the Washington State Family and Medical Leave Program (RCW 12 50A.04) is in effect beginning January 1, 2020 and eligibility for and approval of leave for 13 purposes as described under that Program shall be in accordance with RCW 50A.04. In 14 the event that the legislature amends all or part of RCW 50A.04, those amendments are 15 considered by the parties to be incorporated herein. In the event that the legislature 16 repeals all or part of RCW 50A.04, those provisions that are repealed are considered by 17 the parties to be expired and no longer in effect upon the effective date of their repeal.
Washington Family Medical Leave Program.
A. The parties recognize that the Washington State Paid Family and Medical Leave (PFML) Program (RCW 50A.04) is in effect and eligibility for and approval of leave for purposes as described under that Program shall be in accordance with RCW 50A.045.
B. The employee will provide the Employer with not less than thirty (30) days’ notice before PFML is to begin. If the need for leave is unforeseeable thirty (30) days in advance, then the employee will provide such notice as is reasonable and practicable.
Washington Family Medical Leave Program. 21.1 Washington Family Medical Leave Program (PFML) eligibility for and approval of time off for purposes as described under that Program shall be in accordance with RCW 50A. If the legislature amends all or part of RCW 50A, those amendments are considered by the parties to be incorporated herein. If the legislature repeals all of part of RCW 50A, 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.15.030.
