reglab/housing_qa huggingface dataset:
WA Rev Code § 41.04.530 (2021)
2021 Revised Code of Washington|Title 41 - Public Employment, Civil Service, and Pensions|Chapter 41.04 - General Provisions.|41.04.530 - Disability leave supplement for law enforcement officers and firefighters—Exhaustion of accrued sick leave.

RCW 41.04.530 Disability leave supplement for law enforcement officers and firefighters—Exhaustion of accrued sick leave.If an employee's accrued sick leave is exhausted during the period of disability, the employee may, for a period of two months following return to active service, draw prospectively upon sick leave the employee is expected to accumulate up to a maximum of three days or three work shifts, whichever is greater. Any sick leave drawn prospectively as provided in this section shall be charged against earned sick leave until such time as the employee has accrued the amount needed to restore the amount used. In the event an employee terminates active service without having restored the sick leave drawn prospectively, the employer shall deduct the actual cost of any payments made under this section from compensation or other money payable to the employee, or otherwise recover such payments.[ 1985 c 462 § 8.]NOTES:Program and fiscal review—1985 c 462: See note following RCW 41.04.500.
WA Rev Code § 41.04.535 (2021)
2021 Revised Code of Washington|Title 41 - Public Employment, Civil Service, and Pensions|Chapter 41.04 - General Provisions.|41.04.535 - Disability leave supplement for law enforcement officers and firefighters—Greater benefits not precluded.

RCW 41.04.535 Disability leave supplement for law enforcement officers and firefighters—Greater benefits not precluded.Nothing in RCW 41.04.500 through 41.04.530 shall preclude employers of law enforcement officers and firefighters and such employees from entering into agreements which provide benefits to employees which are greater than those prescribed by RCW 41.04.500 through 41.04.530, nor is there any intent by the legislature to alter or in any way affect any such agreements which may now exist.[ 1985 c 462 § 11.]NOTES:Program and fiscal review—1985 c 462: See note following RCW 41.04.500.
WA Rev Code § 41.04.540 (2021)
2021 Revised Code of Washington|Title 41 - Public Employment, Civil Service, and Pensions|Chapter 41.04 - General Provisions.|41.04.540 - Disability leave supplement for law enforcement officers and firefighters—Supplement not required in smaller cities, towns, and counties.

RCW 41.04.540 Disability leave supplement for law enforcement officers and firefighters—Supplement not required in smaller cities, towns, and counties.Cities and towns with a population of less than twenty-five hundred and counties with a population of less than ten thousand shall not be required to provide a disability leave supplement to their commissioned law enforcement officers and full-time paid firefighters who qualify for payments pursuant to RCW 51.32.090, due to temporary total disability.[ 1985 c 462 § 12.]NOTES:Program and fiscal review—1985 c 462: See note following RCW 41.04.500.
WA Rev Code § 41.04.545 (2021)
2021 Revised Code of Washington|Title 41 - Public Employment, Civil Service, and Pensions|Chapter 41.04 - General Provisions.|41.04.545 - Disability leave supplement for law enforcement officers and firefighters—Vested right not created.

RCW 41.04.545 Disability leave supplement for law enforcement officers and firefighters—Vested right not created.Chapter 462, Laws of 1985 neither grants employees a vested right to receive a disability leave supplement nor creates a contractual obligation on behalf of the state or its political subdivisions to provide a disability leave supplement.[ 1985 c 462 § 13.]NOTES:Program and fiscal review—1985 c 462: See note following RCW 41.04.500.
WA Rev Code § 41.04.550 (2021)
2021 Revised Code of Washington|Title 41 - Public Employment, Civil Service, and Pensions|Chapter 41.04 - General Provisions.|41.04.550 - Disability leave supplement for law enforcement officers and firefighters—Not subject to interest arbitration.

RCW 41.04.550 Disability leave supplement for law enforcement officers and firefighters—Not subject to interest arbitration.Disability leave supplement payments for employees covered by chapter 462, Laws of 1985 shall not be subject to interest arbitration as defined in RCW 41.56.430 through 41.56.905.[ 1985 c 462 § 14.]NOTES:Program and fiscal review—1985 c 462: See note following RCW 41.04.500.
WA Rev Code § 41.04.580 (2021)
2021 Revised Code of Washington|Title 41 - Public Employment, Civil Service, and Pensions|Chapter 41.04 - General Provisions.|41.04.580 - Dismissal of municipal employees during World War II—Redress authorized.

RCW 41.04.580 Dismissal of municipal employees during World War II—Redress authorized.A municipality may by ordinance or resolution provide for redress to any municipal employee or the surviving spouse of a municipal employee who, due to the promulgation of federal Executive Order 9066, was dismissed, terminated from a temporary position, or rejected during the person's probationary period, or who voluntarily resigned in lieu of dismissal from municipal employment, and who incurred salary and other employment related losses as a result thereof during the years 1942 through 1947.[ 1986 c 225 § 2.]NOTES:Legislative findings—1986 c 225: "The dismissal or termination of various municipal employees during World War II resulted from the promulgation of federal Executive Order 9066 which was based mainly on fear and suspicion rather than on factual justification. It is fair and just that redress be made to those employees who were terminated from municipal employment during the wartime years because of these circumstances. The legislature therefore finds that equity and fairness will be served by authorizing municipalities to accept claims for salary and other employment related losses suffered by the municipal employees directly affected and to pay the claims subject to the provisions of this chapter." [ 1986 c 225 § 1.]Severability—1986 c 225: "If any provision of this act or its application to any person or circumstance is held invalid, the remainder of the act or the application of the provision to other persons or circumstances is not affected." [ 1986 c 225 § 7.]Reparations to state employees terminated during World War II: Chapter 41.68 RCW.
WA Rev Code § 41.04.585 (2021)
2021 Revised Code of Washington|Title 41 - Public Employment, Civil Service, and Pensions|Chapter 41.04 - General Provisions.|41.04.585 - Dismissal of municipal employees during World War II—Redress not mandatory.

RCW 41.04.585 Dismissal of municipal employees during World War II—Redress not mandatory.RCW 41.04.580 through 41.04.595 do not require a municipality to adopt an ordinance or resolution providing for redress of salary and other employment related losses.[ 1986 c 225 § 3.]NOTES:Legislative findings—Severability—1986 c 225: See notes following RCW 41.04.580.
WA Rev Code § 41.04.590 (2021)
2021 Revised Code of Washington|Title 41 - Public Employment, Civil Service, and Pensions|Chapter 41.04 - General Provisions.|41.04.590 - Dismissal of municipal employees during World War II—Redress—Limitations.

RCW 41.04.590 Dismissal of municipal employees during World War II—Redress—Limitations.Under the system of redress authorized under RCW 41.04.580 through 41.04.595:(1) A municipality may determine in its sole discretion the monetary amount of redress for salary and other employment related losses, which may not exceed five thousand dollars for any undivided claim.(2) If a municipality adopts an ordinance or resolution providing for redress of salary and other employment related losses, it has no obligation to notify directly any person of possible eligibility for redress of salary and other employment related losses.[ 1986 c 225 § 4.]NOTES:Legislative findings—Severability—1986 c 225: See notes following RCW 41.04.580.
WA Rev Code § 41.04.595 (2021)
2021 Revised Code of Washington|Title 41 - Public Employment, Civil Service, and Pensions|Chapter 41.04 - General Provisions.|41.04.595 - Dismissal of municipal employees during World War II—Definitions.

RCW 41.04.595 Dismissal of municipal employees during World War II—Definitions.For the purposes of this chapter, "municipality" means a city, town, county, special purpose district, municipal corporation, quasi-municipal corporation, or political subdivision of the state of Washington. For the purposes of this chapter, a "municipal employee" means an employee of a municipality.[ 1986 c 225 § 5.]NOTES:Legislative findings—Severability—1986 c 225: See notes following RCW 41.04.580.
WA Rev Code § 41.04.650 (2021)
2021 Revised Code of Washington|Title 41 - Public Employment, Civil Service, and Pensions|Chapter 41.04 - General Provisions.|41.04.650 - Leave sharing program—Findings—Intent.

RCW 41.04.650 Leave sharing program—Findings—Intent.The legislature finds that: (1) State employees historically have joined together to help their fellow employees who suffer from, or have relatives or household members suffering from, an extraordinary or severe illness, injury, impairment, or physical or mental condition which prevents the individual from working and causes great economic and emotional distress to the employee and his or her family; (2) state employees have also joined together to help their fellow employees who are sick or temporarily disabled because of pregnancy disability or for the purpose of parental leave to bond with the employee's newborn, adoptive, or foster child; and (3) these circumstances may be exacerbated because the affected employees use all their accrued sick leave and annual leave and are forced to take leave without pay or terminate their employment. Therefore, the legislature intends to provide for the establishment of a leave sharing program.[ 2018 c 39 § 1; 1989 c 93 § 1.]NOTES:Effective date—2018 c 39: "This act takes effect July 1, 2018." [ 2018 c 39 § 5.]Severability—1989 c 93: "If any provision of this act or its application to any person or circumstance is held invalid, the remainder of the act or the application of the provision to other persons or circumstances is not affected." [ 1989 c 93 § 8.]
WA Rev Code § 41.04.660 (2021)
2021 Revised Code of Washington|Title 41 - Public Employment, Civil Service, and Pensions|Chapter 41.04 - General Provisions.|41.04.660 - Leave sharing program—Created.

RCW 41.04.660 Leave sharing program—Created.The Washington state leave sharing program is hereby created. The purpose of the program is to permit state employees, at no significantly increased cost to the state of providing annual leave, sick leave, or personal holidays, to come to the aid of a fellow state employee who is suffering from or has a relative or household member suffering from an extraordinary or severe illness, injury, impairment, or physical or mental condition; a fellow state employee who is a victim of domestic violence, sexual assault, or stalking; a fellow state employee who is sick or temporarily disabled because of pregnancy disability or for the purpose of parental leave; or a fellow state employee who has been called to service in the uniformed services, which has caused or is likely to cause the employee to take leave without pay or terminate his or her employment.[ 2018 c 39 § 3; 2008 c 36 § 2; 2003 1st sp.s. c 12 § 2; 1996 c 176 § 2; 1990 c 23 § 1; 1989 c 93 § 3.]NOTES:Effective date—2018 c 39: See note following RCW 41.04.650.Effective date—2008 c 36: See note following RCW 41.04.655.Effective date—2003 1st sp.s. c 12: See note following RCW 41.04.655.Severability—1989 c 93: See note following RCW 41.04.650.
WA Rev Code § 41.04.670 (2021)
2021 Revised Code of Washington|Title 41 - Public Employment, Civil Service, and Pensions|Chapter 41.04 - General Provisions.|41.04.670 - Leave sharing program—Adoption of rules.

RCW 41.04.670 Leave sharing program—Adoption of rules.The office of financial management and other personnel authorities shall each adopt rules applicable to employees under their respective jurisdictions: (1) Establishing appropriate parameters for the program which are consistent with the provisions of RCW 41.04.650 through 41.04.665; (2) providing for equivalent treatment of employees between their respective jurisdictions and allowing transfers of leave in accordance with RCW 41.04.665(5); (3) establishing procedures to ensure that the program does not significantly increase the cost of providing leave; and (4) providing for the administration of the program and providing for maintenance and collection of sufficient information on the program to allow a thorough legislative review.[ 2011 1st sp.s. c 43 § 436; 1993 c 281 § 18; 1990 c 23 § 3; 1989 c 93 § 5.]NOTES:Effective date—Purpose—2011 1st sp.s. c 43: See notes following RCW 43.19.003.Effective date—1993 c 281: See note following RCW 41.06.022.Temporary policies—1989 c 93: "School districts, the department of personnel, the higher education personnel board, and other personnel authorities may adopt temporary emergency policies and procedures to implement the program on April 20, 1989, so that donated leave may be used in lieu of leave without pay taken after April 20, 1989." [ 1989 c 93 § 7.]Severability—1989 c 93: See note following RCW 41.04.650.
WA Rev Code § 41.04.671 (2021)
2021 Revised Code of Washington|Title 41 - Public Employment, Civil Service, and Pensions|Chapter 41.04 - General Provisions.|41.04.671 - Parental leave—Use after birth or placement—Use with pregnancy disability leave.

RCW 41.04.671 Parental leave—Use after birth or placement—Use with pregnancy disability leave.(1) Parental leave received under RCW 41.04.665 must be used within the sixteen weeks immediately after birth or placement, except as provided in subsection (2) of this section.(2) If a person receiving parental leave also receives leave due to a pregnancy disability, the parental leave may be taken in the sixteen weeks immediately after the pregnancy disability leave. However, parental leave may not be used more than one year after birth.[ 2020 c 6 § 3.]
WA Rev Code § 41.04.674 (2021)
2021 Revised Code of Washington|Title 41 - Public Employment, Civil Service, and Pensions|Chapter 41.04 - General Provisions.|41.04.674 - Foster parent shared leave pool.

RCW 41.04.674 Foster parent shared leave pool.(1) The foster parent shared leave pool is created to allow employees to donate leave to be used as shared leave for any employee who is a foster parent needing to care for or preparing to accept a foster child in their home. Participation in the pool shall, at all times, be voluntary on the part of the employee. The department of children, youth, and families, in consultation with the office of financial management, shall administer the foster parent shared leave pool.(2) Employees, as defined in RCW 41.04.655, may donate leave to the foster parent shared leave pool.(3) An employee, as defined in RCW 41.04.655, who is also a foster parent licensed pursuant to RCW 74.15.040 may request shared leave from the foster parent shared leave pool.(4) Shared leave under this section may not be granted unless the pool has a sufficient balance to fund the requested shared leave.(5) Shared leave paid under this section must not exceed the level of the employee's state monthly salary.(6) Any leave donated must be removed from the personally accumulated leave balance of the employee donating the leave.(7) An employee who receives shared leave from the pool is not required to recontribute such leave to the pool, except as otherwise provided in this section.(8) Leave that may be donated or received by any one employee shall be calculated as in RCW 41.04.665.(9) As used in this section, "monthly salary" includes monthly salary and special pay and shift differential, or the monthly equivalent for hourly employees. "Monthly salary" does not include:(a) Overtime pay;(b) Call back pay;(c) Standby pay; or(d) Performance bonuses.(10) The office of financial management, in consultation with the department of children, youth, and families, shall adopt rules and policies governing the donation and use of shared leave from the foster parent shared leave pool, including definitions of pay and allowances and guidelines for agencies to use in recordkeeping concerning shared leave.(11) Agencies must investigate any alleged abuse of the foster parent shared leave pool and on a finding of wrongdoing, the employee may be required to repay all of the shared leave received from the foster parent shared leave pool.(12) Higher education institutions shall adopt policies consistent with the needs of the employees under their respective jurisdictions.[ 2019 c 470 § 6; 2017 3rd sp.s. c 20 § 12.]NOTES:Construction—Competitive procurement process and contract provisions—Conflict with federal requirements and Indian Child Welfare Act of 1978—2017 3rd sp.s. c 20: See notes following RCW 74.13.270.
WA Rev Code § 41.04.700 (2021)
2021 Revised Code of Washington|Title 41 - Public Employment, Civil Service, and Pensions|Chapter 41.04 - General Provisions.|41.04.700 - Employee assistance program—Intent.

RCW 41.04.700 Employee assistance program—Intent.The legislature finds that:(1) Assisting employees in resolving personal problems that impair their performance will result in a more productive workforce, better morale, reduced stress, reduced use of medical benefits, reduced absenteeism, lower turnover rates, and fewer accidents;(2) A substantial number of employee problems can be identified and the employees referred to treatment by an employee assistance program;(3) The state, as an employer, desires to foster a working environment that promotes safety and productivity as well as the health and well-being of its employees.Therefore, it is the purpose of RCW 41.04.710 through 41.04.730 to assist state employees by establishing a state employee assistance program.[ 1990 c 60 § 301.]NOTES:Severability—Subheadings not law—1990 c 60: See notes following RCW 41.06.070.
WA Rev Code § 41.04.710 (2021)
2021 Revised Code of Washington|Title 41 - Public Employment, Civil Service, and Pensions|Chapter 41.04 - General Provisions.|41.04.710 - Employee assistance program—Created.

RCW 41.04.710 Employee assistance program—Created.The employee assistance program is hereby created to provide support and services to state employees who have personal problems that impair their performance in the workplace. The goal of the program is to help promote a safe, productive, and healthy state workforce by assisting state employees and their supervisors to identify and deal with such personal problems. However, nothing in this chapter relieves employees from the responsibility of performing their jobs in an acceptable manner.[ 1990 c 60 § 302.]NOTES:Severability—Subheadings not law—1990 c 60: See notes following RCW 41.06.070.
WA Rev Code § 41.04.720 (2021)
2021 Revised Code of Washington|Title 41 - Public Employment, Civil Service, and Pensions|Chapter 41.04 - General Provisions.|41.04.720 - Employee assistance program—Director of enterprise services—Duties.

RCW 41.04.720 Employee assistance program—Director of enterprise services—Duties.The director of enterprise services shall:(1) Administer the state employee assistance program to assist employees who have personal problems that adversely affect their job performance or have the potential of doing so;(2) Develop policies, procedures, and activities for the program;(3) Encourage and promote the voluntary use of the employee assistance program by increasing employee awareness and disseminating educational materials;(4) Provide technical assistance and training to agencies on how to use the employee assistance program;(5) Assist and encourage supervisors to identify and refer employees with problems that impair their performance by incorporating proper use of the program in management training, management performance criteria, ongoing communication with agencies, and other appropriate means;(6) Offer substance abuse prevention and awareness activities to be provided through the employee assistance program and the state employee wellness program;(7) Monitor and evaluate the effectiveness of the program, including the collection, analysis, and publication of relevant statistical information; and(8) Consult with state agencies, institutions of higher education, and employee organizations in carrying out the purposes of RCW 41.04.700 through 41.04.730.[ 2011 1st sp.s. c 43 § 439; 1990 c 60 § 303.]NOTES:Effective date—Purpose—2011 1st sp.s. c 43: See notes following RCW 43.19.003.Severability—Subheadings not law—1990 c 60: See notes following RCW 41.06.070.
WA Rev Code § 41.04.730 (2021)
2021 Revised Code of Washington|Title 41 - Public Employment, Civil Service, and Pensions|Chapter 41.04 - General Provisions.|41.04.730 - Employee assistance program—Information confidential—Exceptions.

RCW 41.04.730 Employee assistance program—Information confidential—Exceptions.Individual employees' participation in the employee assistance program and all individually identifiable information gathered in the process of conducting the program shall be held in strict confidence; except that agency management may be provided with the following information about employees referred by that agency management due to poor job performance:(1) Whether or not the referred employee made an appointment;(2) The date and time the employee arrived and departed;(3) Whether the employee agreed to follow the advice of counselors; and(4) Whether further appointments were scheduled.Participation or nonparticipation by any employee in the employee assistance program shall not be a factor in any decision affecting an employee's job security, promotional opportunities, corrective or disciplinary action, or other employment rights.[ 1990 c 60 § 304.]NOTES:Severability—Subheadings not law—1990 c 60: See notes following RCW 41.06.070.
WA Rev Code § 41.04.750 (2021)
2021 Revised Code of Washington|Title 41 - Public Employment, Civil Service, and Pensions|Chapter 41.04 - General Provisions.|41.04.750 - Supported employment—Definitions.

RCW 41.04.750 Supported employment—Definitions.Unless the context clearly requires otherwise the definitions in this section apply throughout RCW 41.04.760 through 41.04.780.(1) "Developmental disability" means a disability as defined in RCW 71A.10.020.(2) "Significant disability" means a disability as defined in 29 U.S.C. Sec. 705.(3) "Supported employment" means employment for individuals with developmental disabilities or other significant disabilities who require on-the-job training and long-term support in order to fulfill their job duties successfully. Supported employment offers the same wages and benefits as similar nonsupported employment positions.(4) "State agency" means any office, department, division, bureau, board, commission, community college or institution of higher education, or agency of the state of Washington.[ 1999 c 178 § 2; 1997 c 287 § 2.]NOTES:Finding—1997 c 287: "The legislature finds that the rate of unemployment among individuals with developmental disabilities or other significant disabilities is high due to the limited employment opportunities available to them. Given that individuals with developmental disabilities or other significant disabilities are capable of filling employment positions in the general workforce population, supported employment is an effective way of integrating such individuals into the general workforce population. The creation of supported employment programs can increase the types and availability of employment positions for individuals with developmental disabilities or other significant disabilities." [ 1999 c 178 § 1; 1997 c 287 § 1.]