Common use of Washington State Paid Family and Medical Leave Act Clause in Contracts

Washington State Paid Family and Medical Leave Act. ‌ The District recognizes that the demands of the workplace and of families need to be balanced to promote family stability and economic security for District employees. All terms and conditions stated herein shall be consistent with applicable statutes. Employees may qualify for up to twelve (12) to eighteen (18) work weeks of job-protected family and medical leave under the Washington Paid Family and Medical Leave Act (PFMLA) for certain family and medical reasons. PFML may be used at any time in the twelve (12) calendar months after the qualifying event. Covered family members and situations under PFML are not identical to those of FML. PFML is administered by the Washington State Employment Security Department (ESD), not the District. Qualifying events, eligibility for the PFML benefit, and the amount of that benefit, are determined through the ESD. Employees are responsible for filing claims with the ESD, the District is responsible for providing employment verification, and payments will come from ESD. To be eligible for PFML, an employee must have worked for eight hundred twenty (820) hours in Washington over: • The first 4 of the last 5 calendar quarters; or • The last 4 calendar quarters Immediately before the application for leave. Where FML also applies, PFML shall be used concurrently with FML, and may be used concurrently or consecutively with the employee's other leave entitlements as elected by the employee. Any paid leave used concurrently with PFML will be considered a supplemental benefit under the terms of PFML. SEBB will maintain health insurance benefits during periods of approved PFML leave. Unless prohibited by SEBB rules and regulations, the District shall continue to pay the statutory employer wage premium and the employee shall pay the statutory individual wage premium during the leave period. The District will annually notify employees about the benefits available under PFML. The District will provide employees with a known qualifying event a written statement of their rights, and upon request, discuss the intersections between various leave entitlements should an employee have questions regarding filing a claim with the ESD. Upon returning from PFML, the employee is entitled to be restored to the same position that the employee held when the leave started or to an equivalent position with equivalent benefits, pay and other terms and conditions of employment.

Washington State Paid Family and Medical Leave Act. ‌ The District recognizes that the demands of the workplace and of families need to be balanced to promote family stability and economic security for District school district employees. All terms and conditions stated herein shall be consistent with applicable statutes. Employees may qualify for up to twelve (12) to eighteen (18) work weeks of job-protected family and medical leave under the Washington Paid Family and Medical Leave Act (PFMLA) for certain family and medical reasons. PFML may be used at any time in the twelve (12) calendar months after the qualifying event. Covered family members and situations under PFML are not identical to those of FML. PFML is administered by the Washington State Employment Security Department (ESD), not the District. Qualifying events, eligibility for the PFML benefit, and the amount of that benefit, are determined through the ESD. Employees are responsible for filing claims with the ESD, the District is responsible for providing employment verification, and payments will come from ESD. To be eligible for PFML, an employee must have worked for eight hundred twenty (820) hours in Washington over: • The first 4 of the last 5 calendar quarters; or • The last 4 calendar quarters Immediately before the application for leave. Where FML also applies, PFML shall be used concurrently with FML, and may be used concurrently or consecutively with the employee's other leave entitlements as elected by the employee. Any paid leave used concurrently with PFML will be considered a supplemental benefit under the terms of PFML. SEBB will maintain health insurance benefits during periods of approved PFML leave. Unless prohibited by SEBB rules and regulations, the District shall continue to pay the statutory employer wage premium and the employee shall pay the statutory individual wage premium during the leave period. The District will annually notify employees about the benefits available under PFML. The District will provide employees with a known qualifying event a written statement of their rights, and upon request, discuss the intersections between various leave entitlements should an employee have questions regarding filing a claim with the ESD. Upon returning from PFML, the employee is entitled to be restored to the same position that the employee held when the leave started or to an equivalent position with equivalent benefits, pay and other terms and conditions of employment.