Washington Paid Family and Medical Leave. Employees may be eligible for benefits through the Washington Paid Family and Medical Leave program. The Employer contributes approximately thirty-seven percent (37%) of the premium costs as required by RCW 50A.10.030 and the remaining amount is deducted from employee paychecks as allowed under the statute. When an employee is eligible to receive payments under the Paid Family and Medical Leave program, the employee shall be permitted to supplement such payments with accrued sick leave and/or annual leave to make up the difference between the compensation received under Paid Family and Medical Leave program and the employee’s regular pay, but not to exceed the approximate net earnings the employee would have normally received during a normal work week.
Washington Paid Family and Medical Leave. Employees may be eligible for benefits through the Washington Paid Family and Medical Leave program. The Employer contributes approximately thirty-seven percent (37%) of the premium costs as required by RCW 50A.10.030 and the remaining amount is deducted from employee paychecks as allowed under the statute.
Washington Paid Family and Medical Leave. The parties will participate in the Washington Paid Family & Medical Leave (WAPFML) program described in RCW 50A.05. Effective January 1, 2020, both the Employer and employees shall pay the monthly premiums specified under the law through payroll deduction. The following will apply to employees who receive WAPFML benefits:
1. Employees must notify the Employer of the need for leave. Thirty (30) days’ written notice in advance of the absence is required for foreseeable leave, or as soon as practicable when the leave is unforeseeable.
2. When WAPFML and FMLA both apply, the following requirement in Article 14.1 will not apply: “As appropriate for the type of leave requested, paid leave accruals will be utilized prior to unpaid leave. While paid accruals are to be utilized first during periods of pre-approved leaves of absence related to a legally protected leave, such as FMLA or military leave, the employee may retain a balance of up to forty (40) hours of vacation or sixty (60) hours of alternative leave time prior to the approval and utilization of unpaid leave.” Employees receiving WAPFML benefits may retain their entire accrued leave balance.
3. The rules for WAPFML benefits are established by the Washington State Employment Security Department. The parties agree to abide by the eligibility requirements, application process, and other requirements established by ESD. Further information can be found at xxxxx://xxxxxxxxx.xx.xxx/.
Washington Paid Family and Medical Leave. The employer’s premium is 36.667% of the 0.4% of each Full Time Faculty’s gross wages, up to the Social Security cap, Full Time Faculty are responsible for the 63.333% of the premium. The employer will contribute the full premium amount of 0.4% of Associate Faculty’s gross wages. In case of future premium increases by the State of Washington this provision will have to be negotiated. The parties recognize that the Washington State Family and Medical Leave Program (RCW 50A.04) is in effect April 6th 2020, and eligibility for and approval for leave for purposes as described under that Program shall be in accordance with RCW 50A.04. In the event the legislature amends all or part of RCW 50A.04, those amendments are considered by the parties to be incorporated herein. For associate faculty work covered by the current agreement, the College shall pay the employer and employee portions of the premium under Washington state’s Paid Family and Medical Leave Program (RCW 50A.04). This program and its eligibility criteria are managed by Washington’s Employment Security Department (ESD). The employer and full-time faculty members share the cost of premiums for Washington state’s Paid Family and Medical Leave Program (RCW 50A.04) according to the maximum allowable premium salary deductions provided in the statute. This program and its eligibility criteria are managed by Washington’s Employment Security Department (ESD).
Washington Paid Family and Medical Leave. The parties will participate in the Washington Paid Family and Medical Leave (WAPFML) program described in RCW 50A.05. Effective January 1, 2020, both the Employer and employees shall pay the monthly premiums specified under the law through payroll deduction. The following will apply to employees who receive WAPFML benefits:
Washington Paid Family and Medical Leave. Washington State Paid Family and Medical Leave (PFML). Commencing January 1, 2020, employees shall be eligible to receive Paid Family and Medical Leave (PFML) under the Washington State Family and Medical Leave and Insurance Act. To be eligible for this leave, employees must have worked a minimum of 820 hours within the past calendar year. Such leave shall be used consecutively with the employee’s other leave entitlements unless the employee elects otherwise. The District shall pay 50% of the premium.
Washington Paid Family and Medical Leave. Employer recognizes that bargaining unit members hold certain statutory rights to Washington State Paid Family and Medical Leave. Employer shall comply with all terms and conditions of the Washington State Paid Family and Medical Leave Act as outlined in Section 14.6 below. In addition:
A. The Employer shall pay the full premium amount for Washington Paid Family and Medical Leave for each bargaining unit employee.
B. An employee may, but is not obligated to, use their accrued Paid Time Off (PTO) and Extended Sick Leave (ESL) to supplement the state’s compensation when taking Washington Paid Family and Medical Leave.
C. The Employer will continue to pay the Employee’s full cost of the Employee’s medical, dental, and vision plans for both employee and dependents during any leave taken under this Section.
D. Employees will maintain seniority, continue to accrue PTO, and shall receive all scheduled wage and PTO increases outlined in this Agreement during any leave under this Section.
E. Upon return from the leave described in this Section, the employee will reassume the same position or a position with equivalent pay and benefits. If the Employer's circumstances have so changed that the employee cannot be reinstated in the same or an equivalent position, the employee shall be instated in any other position which is vacant and for which the employee is qualified.
F. The entitlement to the same or equivalent position under this section is subject to bona fide changes in compensation or work duties and does not apply if:
i. The employee’s position is eliminated by a bona fide restructuring, or reduction in force.
ii. The employee’s workplace is permanently or temporarily shut down for at least thirty (30) days.
iii. The employee on leave decides to take another job.
iv. The employee fails to provide timely notice of the intention to take leave or fails to return on the established ending date of the leave.
Washington Paid Family and Medical Leave. Program (PFML) effective January 1, 2020
Washington Paid Family and Medical Leave. (PFML), Employees shall pay the employee’s portion of the premium.
Washington Paid Family and Medical Leave. Eligible employees are covered by Washington’s Paid Family and Medical Leave Program (PFML), RCW 50A. Eligibility for leave and benefits, which begins January 1, 2020, is established by Washington law and is therefore independent of this Agreement. Premiums for benefits are established by law and for the period ending December 31, 2020, will be total four-tenths of one percent (0.4%) of employees’ wages (unless otherwise adjusted up or down by the State). Each year, consistent with the law, employees will pay through payroll deduction the full cost of the premiums associated with family leave benefits and forty-five (45%) of the cost of the premiums associated with the medical leave benefits, as determined under RCW 50A.10.030. The Employer shall pay any remaining portion as required by law.
