reglab/statecodes huggingface dataset:
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-28 - Compensation › Section 357-28-205 - When must an employee receive standby pay?

Current through Register Vol. 24-14, July 15, 2024
(1) Overtime eligible employees required to
			 restrict off-duty activities to be immediately available for duty must be
			 compensated for time spent in standby status. Overtime-exempt employees are not
			 eligible for standby pay unless the employer determines otherwise.
(2) Compensation under the provisions of this
			 section must be in accordance with the employer's policy, as approved by the
			 director, for the following individuals:
(a)
			 Employees dispatched to emergency response duty under an incident command
			 system as defined in
			 RCW
			  38.52.010; and
(b) Employees of the department of
			 corrections who are in charge of offenders assigned to assist in forest fire
			 suppression and other emergency incidents.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-28 - Compensation › Section 357-28-210 - What is the rate of compensation for standby pay?

Current through Register Vol. 24-14, July 15, 2024
The rate of standby compensation must be specified in the
				compensation plan. The director may approve exceptions to standby rates based
				upon business requirements.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-205,
				  §
										357-28-210, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-28 - Compensation › Section 357-28-215 - When must an employee receive supervisory pay differential?

Current through Register Vol. 24-14, July 15, 2024
Employees within the information technology professional
				structure who are in the entry, journey and senior/specialist levels designated
				as and performing all the duties of a supervisor, in accordance with WAC
				357-01-317, must receive a five
				percent supervisory pay differential in addition to their base salary as long
				as they meet the definition of supervisor.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-28 - Compensation › Section 357-28-220 - How are hours of work established for employees?

Current through Register Vol. 24-14, July 15, 2024
Employers must establish hours of work and the workweek for all
				employees. Assignment of work hours outside of regularly scheduled shifts is
				allowed.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-205,
				  §
										357-28-220, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-28 - Compensation › Section 357-28-225 - Are employers required to develop flexible time schedules?

Current through Register Vol. 24-14, July 15, 2024
Employers must develop one or more flex-time schedules unless
				the employer determines that such schedules would impede service to the public
				or impede the employer in accomplishing its mission. Flex-time schedules must
				contain fixed core hours of work. They must also contain starting and quitting
				times other than eight a.m. to five p.m.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-205,
				  §
										357-28-225, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-28 - Compensation › Section 357-28-230 - Can an employer assign or reassign an employee to a flex-time schedule?

Current through Register Vol. 24-14, July 15, 2024
The employer may assign or reassign any employee or group of
				employees to a flex-time schedule under WAC
				357-28-252.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-205,
				  §
										357-28-230, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-28 - Compensation › Section 357-28-235 - Can an employee request assignment to a flex-time schedule?

Current through Register Vol. 24-14, July 15, 2024
Employees may request assignment to a flex-time schedule and
				the employer may grant or deny such assignment.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-205,
				  §
										357-28-235, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-28 - Compensation › Section 357-28-240 - Must employers assign an overtime eligibility designation to each position?

Current through Register Vol. 24-14, July 15, 2024
Employers must assign each position to one of the overtime
				eligibility designations identified in the compensation plan.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-205,
				  §
										357-28-240, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-28 - Compensation › Section 357-28-245

Current through Register Vol. 24-14, July 15, 2024
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-205,
				  §
										357-28-245, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-28 - Compensation › Section 357-28-250 - Must employers inform employees whether they are eligible to receive overtime compensation or not?

Current through Register Vol. 24-14, July 15, 2024
(1) Employers must inform employees of
			 whether or not their positions are eligible to receive overtime, including any
			 subsequent change to their eligibility for overtime compensation.
(2) When employees are dispatched to
			 emergency response duty under an incident command system as defined in
			 RCW
			  38.52.010, employers must inform employees of
			 any temporary eligibility to receive overtime compensation. Employees must be
			 informed in accordance with the employer's policy as approved by the
			 director.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-205,
				  §
										357-28-250, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-28 - Compensation › Section 357-28-252 - Under what conditions can the employer change an overtime eligible employee's assigned hours?

Current through Register Vol. 24-14, July 15, 2024
For a position, the employer may make changes to an overtime
				eligible employee's assigned hours under the following condition(s):
(1) For temporary changes in work hours or
			 shift for a period of thirty calendar days or less, the employer must provide
			 two calendar days' notice to the employee. The day notification is given
			 constitutes a day of notice. The employer may provide less than two calendar
			 days' notice for the following reasons:
(a)
			 When there are emergency conditions as defined by the employer, including
			 employees dispatched to emergency response duty under an incident command
			 system as defined in
			 RCW
			  38.52.010, and employees of the department of
			 corrections who are in charge of offenders assigned to assist in forest fire
			 suppression and other emergency incidents;
(b) When there is a lack of work or a safety
			 hazard to the employee and/or others; or
(c) When the change is requested by the
			 employee and approved by the employing official.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-28 - Compensation › Section 357-28-255 - What constitutes overtime for an overtime eligible employee?

Current through Register Vol. 24-14, July 15, 2024
(1) The following
			 conditions constitute overtime for overtime eligible employees:
(a) Work in excess of 40 hours in one
			 workweek, except for law enforcement positions or hospital personnel assigned
			 to a 14-day schedule.
(i) For hospital
			 personnel assigned to a 14-day schedule, work in excess of eight hours in any
			 workday or 80 hours in a 14-day period constitutes overtime.
(ii) For law enforcement positions, work in
			 excess of the 160-hour, 28-day work period constitutes overtime.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-28 - Compensation › Section 357-28-260 - At what rate must overtime be compensated?

Current through Register Vol. 24-14, July 15, 2024
Overtime worked by an overtime eligible employee must be
				compensated at a rate of one and one-half times the employee's regular rate.
Statutory Authority:
				  Chapter
				  41.06 RCW. 11-19-091,
				  §
										357-28-260, filed 9/20/11,
				  effective 10/24/11; 05-01-205, §
										357-28-260, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-28 - Compensation › Section 357-28-265 - For the purpose of computing eligibility for overtime compensation, are holidays and leave with pay considered time worked?

Current through Register Vol. 24-14, July 15, 2024
For purposes of computing eligibility for overtime
				compensation, paid holidays during the employee's regular work schedule
are
considered time worked. Leave with pay during the employee's
				regular work schedule is
not
considered time worked except
				for:
(1) When leave is taken to travel
			 and receive each dose or booster of COVID-19 vaccine in accordance with WAC
			 357-31-325; or
(2) When leave is
			 taken to receive each dose or booster of COV-ID-19 vaccine in accordance with
			 WAC 357-31-326.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-205,
				  §
										357-28-265, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-28 - Compensation › Section 357-28-275 - When may compensatory time off be granted in lieu of pay?

Current through Register Vol. 24-14, July 15, 2024
An overtime eligible employee must receive monetary payment as
				compensation for overtime worked. However, with an agreement between the
				employer and the employee, compensatory time off at one and one-half times the
				overtime hours worked may be granted in lieu of pay.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-205,
				  §
										357-28-275, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-28 - Compensation › Section 357-28-280 - When may compensatory time off be used?

Current through Register Vol. 24-14, July 15, 2024
The use of compensatory time must be in accordance with chapter
				357-31 WAC.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-205,
				  §
										357-28-280, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-28 - Compensation › Section 357-28-285 - When must compensatory time be paid in cash?

Current through Register Vol. 24-14, July 15, 2024
(1) The accumulation of unused compensatory
			 time of any amount that exceeds two hundred forty hours, or four hundred eighty
			 hours for employees engaged in public safety or emergency response activity,
			 must be paid in cash at the regular rate earned by the employee at the time the
			 employee receives such payment.
(2) Upon termination of employment, an
			 employee must be paid for unused compensatory time in accordance with
			 applicable state and federal law.
Statutory Authority:
				  Chapter
				  41.06 RCW. 11-19-091,
				  §
										357-28-285, filed 9/20/11,
				  effective 10/24/11; 05-01-205, §
										357-28-285, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-28 - Compensation › Section 357-28-295

Current through Register Vol. 24-14, July 15, 2024
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-205,
				  §
										357-28-295, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-28 - Compensation › Section 357-28-300

Current through Register Vol. 24-14, July 15, 2024
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-12-077,
				  §
										357-28-300, filed 5/27/05,
				  effective 7/1/05; 05-01-205, §
										357-28-300, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-28 - Compensation › Section 357-28-301 - When must holiday credit be paid in cash?

Current through Register Vol. 24-14, July 15, 2024
All holiday credit must be used annually in accordance with the
				employer's leave policy. An employee who does not use their accrued holiday
				credit by the annual date specified in the employer's leave policy will receive
				monetary compensation. Holiday credit must be paid when:
(1) The employee separates from state service
			 for any reason.
(2) The employee is
			 appointed to a position with a different employer.
(3) The employee is appointed to a position
			 that has a different funding source within the same employer.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-28 - Compensation › Section 357-28-310 - When can an employee receive relocation compensation?

Current through Register Vol. 24-14, July 15, 2024
An agency director or higher education president may authorize
				a lump sum relocation payment, within existing resources, whenever:
(1) It is reasonably necessary that a person
			 make a domiciliary move in accepting a transfer or appointment; or
(2) It is necessary to successfully recruit
			 or retain a qualified candidate or employee who will have to make a domiciliary
			 move in order to accept the position.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-205,
				  §
										357-28-310, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-28 - Compensation › Section 357-28-315 - What would cause an employee to be required to pay back the relocation payment?

Current through Register Vol. 24-14, July 15, 2024
If the employee receiving the relocation payment terminates or
				causes termination with the state within one year of the date of the
				appointment or transfer, that employee may be required to pay back the lump sum
				payment. If the termination is a result of layoff, disability separation, or
				other good cause as determined by the agency director or higher education
				president, the employee will not have to pay back the relocation
				payment.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-205,
				  §
										357-28-315, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-28 - Compensation › Section 357-28-320 - Must the employer develop written criteria for relocation compensation?

Current through Register Vol. 24-14, July 15, 2024
An employer must develop written criteria prior to authorizing
				lump sum relocation compensation. The criteria must include:
(1) A description of the circumstances for
			 which relocation compensation will be granted; and
(2) The method that will be used to determine
			 the amount of relocation compensation.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-21-056,
				  §
										357-28-320, filed 10/13/05,
				  effective 11/15/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-28 - Compensation › Section 357-28-325 - When will salary surveys be done?

Current through Register Vol. 24-14, July 15, 2024
Salary surveys must be undertaken in accordance with applicable
				portions of
				chapter
				41.06
				RCW.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-205,
				  §
										357-28-325, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-31 - Holidays and leave › Section 357-31-005 - For the purpose of chapter 357-31 WAC, what days are recognized as holidays?

Current through Register Vol. 24-14, July 15, 2024
The following days are designated as holidays for the purpose
				of chapter 357-31 WAC:
(1) The first
			 day of January (New Year's Day);
(2) The third Monday of January (Martin
			 Luther King, Jr.'s birthday);
(3)
			 The third Monday of February (Presidents' Day);
(4) The last Monday of May (Memorial
			 Day);
(5) The nineteenth day of
			 June (Juneteenth);
(6) The fourth
			 day of July (Independence Day); (7) The first Monday in September (Labor
			 Day);
(8) The eleventh day of
			 November (Veterans Day);
(9) The
			 fourth Thursday in November (Thanksgiving Day);
(10) The Friday immediately following the
			 fourth Thursday in November (Native American Heritage Day); and
(11) The twenty-fifth day of December
			 (Christmas Day).
Higher education employers may designate other days to be
				observed in place of the above holidays. Holiday schedules for higher education
				employers may be determined on a calendar or fiscal year basis. When a higher
				education employer establishes a modified schedule, paid holidays must be
				granted based on the modified schedule.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-21-057,
				  §
										357-31-005, filed 10/13/05,
				  effective 11/15/05; 05-08-136, §
										357-31-005, filed 4/6/05,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-31 - Holidays and leave › Section 357-31-010 - Which employees qualify for holiday compensation?

Current through Register Vol. 24-14, July 15, 2024
(1) Full-time general government employees
			 who work full monthly schedules qualify for holiday compensation if they are
			 employed before the holiday and are in pay status:
(a) For at least 80 nonovertime hours during
			 the month of the holiday; or
(b)
			 For the entire work shift preceding the holiday.
(c) Time spent on temporary layoff as
			 provided in WAC
			 357-46-063 is considered time in
			 pay status for the purpose of this subsection.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-31 - Holidays and leave › Section 357-31-015 - How many hours are general government employees compensated for on a holiday?

Current through Register Vol. 24-14, July 15, 2024
When a holiday designated under WAC
				357-31-005 falls on a general
				government employee's scheduled work day:
(1) Full-time employees receive holiday pay
			 for the number of hours they are scheduled to work on that day.
(2) Part-time employees are entitled to the
			 number of paid hours on a holiday on a pro rata basis in accordance with WAC
			 357-31-020 (General government
			 pro rata).
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-08-136,
				  §
										357-31-015, filed 4/6/05,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-31 - Holidays and leave › Section 357-31-020 - For general government part-time employees, how is holiday compensation prorated?

Current through Register Vol. 24-14, July 15, 2024
Compensation for holidays (including personal holiday) for
				part-time general government employees will be proportionate to the number of
				hours in pay status in the month to that required for full-time employment,
				excluding all holiday hours. Time spent on temporary layoff as provided in WAC
				357-46-063 is considered time in
				pay status for the purpose of this section.
Statutory Authority:
				  Chapter
				  41.06 RCW. WSR 10-23-040,
				  §
										357-31-020, filed 11/10/10,
				  effective 12/13/10; WSR 05-08-136, §
										357-31-020, filed 4/6/05,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-31 - Holidays and leave › Section 357-31-021 - For part-time higher education employees, how is holiday credit prorated?

Current through Register Vol. 24-14, July 15, 2024
Holiday credit for part-time higher education employees who
				meet the definition in WAC 357-01-2290(2) will be proportionate to the number
				of hours in pay status in the same month of the holiday to that required for
				full-time employment, excluding all holiday hours. Part-time employees hired
				during the month of the holiday will not receive holiday credit for holidays
				that occur prior to their hire date.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-31 - Holidays and leave › Section 357-31-022 - For part-time higher education employees, how is personal holiday prorated?

Current through Register Vol. 24-14, July 15, 2024
Personal holiday for part-time higher education employees who
				meet the definition in WAC 357-01-2290(2) will be proportionate to the number
				of hours in pay status in the same month when the personal holiday is requested
				to that required for full-time employment, excluding all holiday
				hours.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-31 - Holidays and leave › Section 357-31-025 - How many hours are higher education employees compensated for on a holiday?

Current through Register Vol. 24-14, July 15, 2024
When a holiday as designated under WAC
				357-31-005 falls on a higher
				education employee's scheduled work day:
(1) Full-time employees receive eight hours
			 of regular holiday pay per holiday. Any differences between the scheduled shift
			 for the day and eight hours may be adjusted by use of vacation leave, use of
			 accumulation of compensatory time as appropriate, or leave without
			 pay.
(2) Part-time higher education
			 employees as defined in WAC 357-01-2290(1) are entitled to the number of paid
			 hours on a holiday that their monthly schedule bears to a full-time schedule.
			 Time spent on temporary layoff as provided in WAC
			 357-46-063 is considered time in
			 pay status for the purpose of this subsection.
(3) Part-time higher education employees as
			 defined in WAC 357-01-2290(2) are entitled to the equivalent paid time off in
			 the form of holiday credit for the holiday on a pro rata basis in accordance
			 with WAC 357-31-021.
Statutory Authority:
				  Chapter
				  41.06 RCW. WSR 10-23-120,
				  §
										357-31-025, filed 11/17/10,
				  effective 12/18/10; WSR 05-08-136, §
										357-31-025, filed 4/6/05,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-31 - Holidays and leave › Section 357-31-030 - What happens when a holiday falls on an employee's scheduled day off?

Current through Register Vol. 24-14, July 15, 2024
When a holiday (as identified in WAC
				357-31-005) falls on an
				employee's regularly scheduled day off, the employer must provide that employee
				an in-lieu of holiday as follows:
(1)
			 For a full-time employee who is eligible for holiday compensation, the employer
			 may:
(a) Designate the prior or the following
			 work day as the holiday;
(b)
			 Provide the employee with equivalent paid time off; or
(c) Allow the employee to request an
			 alternate work day to observe as the holiday. The employer may require that the
			 employee request an alternate day off within the same pay period as the
			 holiday.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-31 - Holidays and leave › Section 357-31-035 - How is an employee who works on a holiday compensated?

Current through Register Vol. 24-14, July 15, 2024
Time worked on a holiday must be compensated as provided in WAC
				357-28-200.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-08-136,
				  §
										357-31-035, filed 4/6/05,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-31 - Holidays and leave › Section 357-31-040 - What happens when a holiday as identified in WAC 357-31-005 falls on Saturday or Sunday?

Current through Register Vol. 24-14, July 15, 2024
When a holiday falls on Saturday, the preceding Friday is
				observed as the nonworking or legal holiday. When a holiday falls on Sunday,
				the following Monday is observed as the nonworking or legal
				holiday.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-08-136,
				  §
										357-31-040, filed 4/6/05,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-31 - Holidays and leave › Section 357-31-045 - If an employee resigns or is dismissed or separated during a month in which there is a holiday, will he/she be compensated for the holiday?

Current through Register Vol. 24-14, July 15, 2024
Employees who resign or are dismissed or separated before a
				holiday do not qualify for holidays occurring after the effective date of
				resignation, dismissal or separation.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-08-136,
				  §
										357-31-045, filed 4/6/05,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-31 - Holidays and leave › Section 357-31-050 - How is an employee's holiday determined when an employee works a night shift schedule which begins on one calendar day and ends on the next?

Current through Register Vol. 24-14, July 15, 2024
For employees working a shift which begins on one calendar day
				and ends on the next, the twenty-four hour period during which the holiday
				occurs must be determined by the employer to start either at the start of the
				shift that begins on the legal or observed holiday, or at the start of the
				shift that precedes the legal or observed holiday.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-08-136,
				  §
										357-31-050, filed 4/6/05,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-31 - Holidays and leave › Section 357-31-052 - Is an employee entitled to any unpaid holidays?

Current through Register Vol. 24-14, July 15, 2024
Employees are entitled to two unpaid holidays per calendar
				year for a reason of faith or conscience or an organized activity conducted
				under the auspices of a religious denomination, church, or religious
				organization. The employer must allow the employee to take the unpaid holiday
				when requested unless the employee's absence would impose an undue hardship on
				the employer or the employee is necessary to maintain public safety. For this
				purpose "undue hardship" is defined in WAC
				82-56-020.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-31 - Holidays and leave › Section 357-31-053 - Within what time frame must an employee notify their supervisor to request an unpaid holiday in accordance with WAC 357-31-052?

Current through Register Vol. 24-14, July 15, 2024
When requesting an unpaid holiday in accordance with WAC
				357-31-052, an employee must give
				at least fourteen calendar days' notice to the supervisor in accordance with
				the employer's leave policy. The employee and supervisor may agree upon a
				shorter time frame. Unpaid leave for this purpose must not be denied due to not
				meeting the time frame. Leave may only be denied for undue hardship as defined
				in WAC 82-56-020.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-31 - Holidays and leave › Section 357-31-055 - When does an employee qualify for a personal holiday?

Current through Register Vol. 24-14, July 15, 2024
Employees are entitled to one paid personal holiday per
				calendar year in addition to those specified in WAC
				357-31-005 if the employee is
				scheduled to be, or has been, continuously employed by the state of Washington
				for at least four months.
An employee who is scheduled to work less than six continuous
				months over a period covering two calendar years only receives one personal
				holiday during this period.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-08-136,
				  §
										357-31-055, filed 4/6/05,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-31 - Holidays and leave › Section 357-31-060 - How many hours are general government employees compensated for when taking a personal holiday?

Current through Register Vol. 24-14, July 15, 2024
(1) Full-time
			 employees receive holiday pay for the number of hours they are scheduled to
			 work on the day they select as their personal holiday.
(2) Part-time employees are entitled to the
			 number of paid hours for a personal holiday on a pro rata basis in accordance
			 with WAC 357-31-020.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-08-136,
				  §
										357-31-060, filed 4/6/05,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-31 - Holidays and leave › Section 357-31-065 - How many hours are higher education employees compensated for when taking a personal holiday?

Current through Register Vol. 24-14, July 15, 2024
(1) Full-time
			 employees receive eight hours of regular holiday pay on a personal holiday. Any
			 differences between the scheduled shift for the day and eight hours may be
			 adjusted by use of vacation leave, use or accumulation of compensatory time as
			 appropriate, or leave without pay.
(2) Part-time higher education employees as
			 defined in WAC 357-01-2290(1) are entitled to the number of paid hours on a
			 personal holiday that their monthly schedule bears to a full-time
			 schedule.
(3) Part-time higher
			 education employees as defined in WAC 357-01-2290(2) are entitled the number of
			 paid hours on a personal holiday on a pro rata basis in accordance with WAC
			 357-31-022.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-08-136,
				  §
										357-31-065, filed 4/6/05,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-31 - Holidays and leave › Section 357-31-070 - When is an employer required to approve an employee's request to use a personal holiday?

Current through Register Vol. 24-14, July 15, 2024
(1) An employer
			 must approve the use of a personal holiday as long as:
(a) The employee is entitled to a personal
			 holiday in accordance with RCW   1.16.050 and WAC 357-31-055;
(b) The employee has requested the personal
			 holiday in accordance with the employer's leave procedures; and
(c) The employee's absence does not interfere
			 with the operational needs of the employer.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-31 - Holidays and leave › Section 357-31-075 - Within what time frame must the personal holiday be taken?

Current through Register Vol. 24-14, July 15, 2024
The personal holiday must be used within the calendar
				year.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-08-136,
				  §
										357-31-075, filed 4/6/05,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-31 - Holidays and leave › Section 357-31-080 - What happens if an employee requests to use his/her personal holiday in accordance with the employer's leave procedures and the employer denies the request?

Current through Register Vol. 24-14, July 15, 2024
If before the end of the calendar year the employee requests
				the use of his/her personal holiday in accordance with the employer's leave
				procedures and the employer denies the request, the employee is entitled to
				carry over the personal holiday to the next calendar year.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-08-136,
				  §
										357-31-080, filed 4/6/05,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-31 - Holidays and leave › Section 357-31-090 - Can an employee request to donate or use part of a personal holiday?

Current through Register Vol. 24-14, July 15, 2024
An employee is only allowed to use part of a personal holiday
				in these two circumstances:
(1) When
			 donating a portion of the personal holiday to the shared leave program as
			 provided in WAC
			 357-31-425(3),
			 or
(2) When using a portion of the
			 personal holiday to provide care as provided in WAC
			 357-31-070(2).
Any portion of the personal holiday that remains and is not
				used for the purposes specified in WAC
				357-31-070(2)
				 must be taken by the employee in one absence not to exceed the work shift on
				the day of the absence.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-08-136,
				  §
										357-31-090, filed 4/6/05,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-31 - Holidays and leave › Section 357-31-095 - If an employee donates a personal holiday to another employee and a portion of the personal holiday is returned, can the donating employee use the remaining hours?

Current through Register Vol. 24-14, July 15, 2024
An employee who has donated his/her personal holiday for
				purposes of shared leave and then has a portion of the personal holiday
				returned to him/her during the same calendar may use the remaining hours. If
				the hours are returned during a different calendar, the employee cannot use the
				remaining hours.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-16-044,
				  §
										357-31-095, filed 7/27/05,
				  effective 9/1/05; 05-08-136, §
										357-31-095, filed 4/6/05,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-31 - Holidays and leave › Section 357-31-105 - How will an unauthorized absence be treated?

Current through Register Vol. 24-14, July 15, 2024
Unauthorized absence must be treated as unauthorized leave
				without pay and may be grounds for separation under the provisions of WAC
				357-46-210 or discipline under
				chapter 357-40 WAC.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-08-136,
				  §
										357-31-105, filed 4/6/05,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-31 - Holidays and leave › Section 357-31-110 - What happens to an employee's accrued leave when the employee changes employers?

Current through Register Vol. 24-14, July 15, 2024
Unused sick and vacation leave credits of employees who change
				state employers without a break in service, as defined in WAC
				357-01-145, transfer with the
				employee to the new employer.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-08-136,
				  §
										357-31-110, filed 4/6/05,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-31 - Holidays and leave › Section 357-31-115 - How many hours of sick leave does an employee earn each month?

Current through Register Vol. 24-14, July 15, 2024
(1) Full-time
			 employees earn eight hours of sick leave per month.
(2) Part-time general government employees
			 earn sick leave on a pro rata basis in accordance with WAC
			 357-31-125.
(3) Part-time higher education employees as
			 defined in WAC 357-01-2290(1) earn sick leave on the same pro rata basis that
			 their appointment bears to a full-time appointment. Time spent on temporary
			 layoff as provided in WAC
			 357-46-063 is considered time in
			 pay status for the purpose of this subsection.
(4) Part-time higher education employees as
			 defined in WAC 357-01-2290(2) earn sick leave on a pro rata basis in accordance
			 with WAC 357-31-127.
Statutory Authority:
				  Chapter
				  41.06 RCW. WSR 10-23-120,
				  §
										357-31-115, filed 11/17/10,
				  effective 12/18/10; WSR 05-08-136, §
										357-31-115, filed 4/6/05,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-31 - Holidays and leave › Section 357-31-120 - Do overtime exempt employees accrue sick leave if they have taken leave without pay during the month?

Current through Register Vol. 24-14, July 15, 2024
(1)
			 Full-time overtime exempt general government employees who are in pay status
			 for less than eighty nonovertime hours in a month do not earn a monthly accrual
			 of sick leave. Time spent on temporary layoff as provided in WAC
			 357-46-063
			 is considered time in pay status for the purpose of this subsection.
(2) Full-time and part-time overtime exempt
			 higher education employees with leave without pay exceeding eighty hours in a
			 month (prorated for part-time) do not earn a monthly accrual of sick leave.
			 Time spent on temporary layoff as provided in WAC
			 357-46-063
			 is considered time in pay status for the purpose of this subsection.
Statutory Authority:
				  Chapter
				  41.06 RCW. WSR 12-04-016,
				  §
										357-31-120, filed 1/24/12,
				  effective 2/24/12; WSR 10-23-040, §
										357-31-120, filed 11/10/10,
				  effective 12/13/10; WSR 05-08-136, §
										357-31-120, filed 4/6/05,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-31 - Holidays and leave › Section 357-31-121 - Do overtime eligible employees accrue sick leave if they have taken leave without pay during the month?

Current through Register Vol. 24-14, July 15, 2024
(1)
			 Full-time overtime eligible general government employees who are in pay status
			 for less than 80 hours in a month, earn a monthly accrual proportionate to the
			 number of hours in pay status, in the month to that required for full-time
			 employment. Sick leave accruals must not exceed eight hours in a month. Time
			 spent on temporary layoff as provided in WAC
			 357-46-063 is considered time in
			 pay status for the purpose of this section.
(2) Full-time and part-time (part-time
			 employee as defined in WAC 357-01-2290(1)) overtime eligible higher education
			 employees with leave without pay exceeding 80 hours in a month (prorated for
			 part-time) will earn a monthly accrual proportionate to the number of hours in
			 pay status, in the month to that required for full-time employment. Sick leave
			 accruals must not exceed eight hours in a month.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-31 - Holidays and leave › Section 357-31-125 - For general government part-time employees, how is leave accrual prorated?

Current through Register Vol. 24-14, July 15, 2024
Vacation and sick leave accruals for part-time general
				government employees will be proportionate to the number of hours in pay
				status, in the month to that required for full-time employment. Sick leave
				accruals must not exceed eight hours in a month. Time spent on temporary layoff
				as provided in WAC
				357-46-063
				is considered time in pay status for the purpose of this
				section.
Statutory Authority:
				  Chapter
				  41.06 RCW. WSR 10-23-040,
				  §
										357-31-125, filed 11/10/10,
				  effective 12/13/10; WSR 05-08-136, §
										357-31-125, filed 4/6/05,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-31 - Holidays and leave › Section 357-31-127 - For higher education part-time employees, how is leave accrual prorated?

Current through Register Vol. 24-14, July 15, 2024
Vacation and sick leave accruals for part-time higher education
				employees as defined in WAC 357-01-2290(2) will be proportionate to the number
				of hours in pay status in the month to that required for full-time employment.
				Sick leave accruals must not exceed eight hours in a month.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-31 - Holidays and leave › Section 357-31-130 - When must an employer allow an employee to use their accrued sick leave?

Current through Register Vol. 24-14, July 15, 2024
The employer may require medical verification or certification
				of the reason for sick leave use in accordance with the employer's leave policy
				and in compliance with chapter 296-128 WAC.
Employers
must
allow the use of accrued sick leave
				under the following conditions:
(1) An
			 employee's mental or physical illness, disability, injury or health condition
			 that has incapacitated the employee from performing required duties; to
			 accommodate the employee's need for medical diagnosis, care or treatment of a
			 mental or physical illness, injury or health condition; or an employee's need
			 for preventive medical care.
(2) By
			 reason of exposure of the employee to a contagious disease when the employee's
			 presence at work would jeopardize the health of others.
(3) When a high-risk employee seeks an
			 accommodation to protect themselves from the risk of exposure to an infectious
			 or contagious disease and the employer determines no other accommodation is
			 reasonable besides the use of leave.
(4) To allow an employee to provide care for
			 a child who has been exposed to a contagious disease and is required to
			 quarantine; or when a household or family member needs additional care, not
			 covered by subsection (6) of this section, who has been exposed to a contagious
			 disease and is required to quarantine.
(5) When the employee's place of business has
			 been closed by order of a public official for any health-related reason, or
			 when an employee's child's school or place of care has been closed for such
			 reason.
(6) To allow an employee to
			 provide care for a family member with a mental or physical illness, injury or
			 health condition; care of a family member who needs medical diagnosis, care or
			 treatment of a mental or physical illness, injury or health condition; or care
			 for a family member who needs preventive medical care.
(7) For family care emergencies per WAC
			 357-31-290, 357-31-295, 357-31-300 and 357-31-305.
(8) When an employee is required to be absent
			 from work to care for members of the employee's household or relatives of the
			 employee or relatives of the employee's spouse/registered domestic partner who
			 experience an illness or injury, not including situations covered by subsection
			 (6) of this section.
(a) The employer must
			 approve up to five days of accumulated sick leave each occurrence. Employers
			 may approve more than five days.
(b) For purposes of this subsection,
			 "relatives" is limited to spouse, registered domestic partner, child,
			 grandchild, grandparent or parent.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-31 - Holidays and leave › Section 357-31-133 - When may an employer allow an employee to use their accrued sick leave?

Current through Register Vol. 24-14, July 15, 2024
The employer may require verification or certification of the
				reason for sick leave use in accordance with the employer's leave
				policy.
Employers
may
allow the use of accrued sick leave
				under the following conditions:
(1)
			 For condolence or bereavement;
(2)
			 When an employee is unable to report to work due to inclement weather in
			 accordance with the employer's policy on inclement weather as described in WAC
			 357-31-255;
(3) To bond with a newborn, adoptive or
			 foster child for a period beyond 18 weeks as allowed in WAC
			 357-31-130(12).
			 Sick leave for this purpose must be taken during the first year following the
			 child's birth or placement. The total amount of sick leave allowed to be used,
			 beyond WAC
			 357-31-130(12)
			 must be addressed in the employer's leave policy in accordance with WAC
			 357-31-100; or
(4) When a child is a family member of an
			 employee or member of an employee's household and:
(a) The child's school or place of care has
			 been closed by order or recommendation of a public official for any
			 health-related reason; or
(b) The
			 child has been exposed to a contagious disease and is required to
			 quarantine.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-31 - Holidays and leave › Section 357-31-135 - When and how does an employee request the use of sick leave?

Current through Register Vol. 24-14, July 15, 2024
All requests for sick leave must be made as specified in the
				employer's leave policy.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-08-136,
				  §
										357-31-135, filed 4/6/05,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-31 - Holidays and leave › Section 357-31-140 - May an employee use sick leave before it is accrued?

Current through Register Vol. 24-14, July 15, 2024
An employee is not entitled to use sick leave in advance of its
				accrual.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-08-136,
				  §
										357-31-140, filed 4/6/05,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-31 - Holidays and leave › Section 357-31-145 - When an employee is on vacation leave and a condition listed in WAC 357-31-130 arises, can the employee use sick leave in place of vacation leave?

Current through Register Vol. 24-14, July 15, 2024
When a condition listed in WAC
				357-31-130
				arises while the employee is on vacation leave, the employer may allow the
				employee to use accrued sick leave in place of vacation leave. The employee
				must request the use of accrued sick leave in place of vacation leave according
				to the employer's leave policy.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-08-136,
				  §
										357-31-145, filed 4/6/05,
				  effective 7/1/05.