reglab/statecodes huggingface dataset:
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-31 - Holidays and leave › Section 357-31-150 - Can an employee be paid for accrued sick leave?

Current through Register Vol. 24-14, July 15, 2024
In accordance with the attendance incentive program
				established by
				RCW
				 41.04.340, employees are eligible to be paid
				for accrued sick leave as follows:
(1)
			 In January of each year, an employee whose sick leave balance at the end of the
			 previous year exceeds four hundred eighty hours may elect to convert the sick
			 leave hours earned in the previous calendar year, minus those hours used during
			 the year, to monetary compensation.
(a)No sick
			 leave hours may be converted which would reduce the calendar year-end balance
			 below four hundred eighty hours.
(b)Monetary compensation for converted hours
			 is paid at the rate of twenty-five percent and is based on the employee's
			 current salary.
(c) All converted
			 hours are deducted from the employee's sick leave balance.
(d)Hours which are accrued, donated and
			 returned from the shared leave program in the same calendar year may be
			 included in the converted hours for monetary compensation.
(e)For the purpose of this section, hours
			 which are contributed to a sick leave pool per WAC
			 357-31-570 are considered hours
			 used.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-31 - Holidays and leave › Section 357-31-155 - Does an employee who separates for any reason other than retirement or death get paid for accrued sick leave?

Current through Register Vol. 24-14, July 15, 2024
Employees who separate for any reason other than retirement or
				death are
not
paid for their accrued sick leave.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-08-136,
				  §
										357-31-155, 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 357-31-160 - When a former employee is re-employed, is sick leave restored?

Current through Register Vol. 24-14, July 15, 2024
Former employees who are reemployed within five years of their
				separation from state service must be restored unused sick leave credits, if
				any, to which they were entitled at the time of separation. Former employees
				who are reemployed after five years of their separation from state service may
				be restored unused sick leave credits in accordance with the employer's leave
				policy. The employee may use the restored balance in accordance with WAC
				357-31-130 and 357-31-133.
If the employee was retired from government service before
				being reemployed, when the employee subsequently retires again or dies, only
				that unused sick leave accrued since the date of reemployment minus that taken
				within the same period may be compensated per the conversion provisions of WAC
				357-31-150.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-08-136,
				  §
										357-31-160, 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 357-31-165 - At what rate do general government employees accrue vacation leave?

Current through Register Vol. 24-14, July 15, 2024
(1) Full-time
			 general government employees accrue vacation leave at the following rates:
(a) During the first and second years of
			 current continuous state employment - Nine hours, twenty minutes per
			 month;
(b) During the third year of
			 current continuous state employment - Ten hours per month;
(c) During the fourth year of current
			 continuous state employment - Ten hours, forty minutes per month;
(d) During the fifth and sixth years of total
			 state employment - Eleven hours, twenty minutes per month;
(e) During the seventh, eighth and ninth
			 years of total state employment - Twelve hours per month;
(f) During the tenth, eleventh, twelfth,
			 thirteenth and fourteenth years of total state employment - Thirteen hours,
			 twenty minutes per month;
(g)
			 During the fifteenth, sixteenth, seventeenth, eighteenth and nineteenth years
			 of total state employment - Fourteen hours, forty minutes per month;
(h) During the twentieth, twenty-first,
			 twenty-second, twenty-third and twenty-fourth years of total state employment -
			 Sixteen hours per month; and
(i)
			 During the twenty-fifth and succeeding years of total state employment -
			 Sixteen hours, forty minutes per month.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-31 - Holidays and leave › Section 357-31-166 - At what rate do higher education employees accrue vacation leave?

Current through Register Vol. 24-14, July 15, 2024
(1) Full-time
			 higher education employees accrue vacation leave at the following rates:
(a) During the first year of continuous state
			 employment - 12 days (eight hours per month);
(b) During the second year of continuous
			 state employment - 13 days (eight hours, 40 minutes per month);
(c) During the third and fourth years of
			 continuous state employment - 14 days (nine hours, 20 minutes per
			 month);
(d) During the fifth,
			 sixth, and seventh years of total state employment - 15 days 10 hours per
			 month);
(e) During the eighth,
			 ninth, and tenth years of total state employment - 16 days 10 hours, 40 minutes
			 per month);
(f) During the eleventh
			 year of total state employment - 17 days 11 hours, 20 minutes per
			 month);
(g) During the twelfth year
			 of total state employment - 18 days 12 hours per month);
(h) During the thirteenth year of total state
			 employment - 19 days 12 hours, 40 minutes per month);
(i) During the fourteenth year of total state
			 employment - 20 days 13 hours, 20 minutes per month);
(j) During the fifteenth year of total state
			 employment - 21 days 14 hours per month);
(k) During the sixteenth and succeeding years
			 of total state employment - 22 days 14 hours, 40 minutes per month).
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-31 - Holidays and leave › Section 357-31-170 - At what rate do part-time employees accrue vacation leave?

Current through Register Vol. 24-14, July 15, 2024
(1) Part-time general government employees
			 accrue vacation leave hours in accordance with WAC
			 357-31-165 on a pro rata basis.
			 Proration will be calculated in accordance with WAC
			 357-31-125.
(2) Part-time higher education employees as
			 defined in WAC 357-01-2290(1) accrue vacation leave in accordance with WAC
			 357-31-166 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.
(3) Part-time higher education employees as
			 defined in WAC 357-01-2290(2) accrue vacation leave in accordance with WAC
			 357-31-166 on a pro rata basis.
			 Proration will be calculated in accordance with WAC 357-31-127.
Statutory Authority:
				  Chapter
				  41.06 RCW. WSR 10-23-120,
				  §
										357-31-170, filed 11/17/10,
				  effective 12/18/10; WSR 05-08-137, §
										357-31-170, 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 357-31-175 - Do employees accrue vacation leave if they have taken leave without pay during the month?

Current through Register Vol. 24-14, July 15, 2024
(1) Full-time
			 general government employees who are in pay status for less than 80 nonovertime
			 hours in a month do not earn a monthly accrual of vacation 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 (part-time
			 employee as defined in WAC 357-01-2290(1)) higher education employees with
			 leave without pay exceeding 80 hours in a month (prorated for part-time) do not
			 earn a monthly accrual of vacation 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,
				  §
										357-31-175, filed 1/24/12,
				  effective 2/24/12; WSR 10-23-040, §
										357-31-175, filed 11/10/10,
				  effective 12/13/10; WSR 05-08-137, §
										357-31-175, 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 357-31-180 - When an employee has taken leave without pay during the month is the employee's rate of accrual adjusted for the leave without pay?

Current through Register Vol. 24-14, July 15, 2024
Leave without pay does not affect the rate at which employees
				accrue vacation leave.
Statutory Authority:
				  Chapter
				  41.06 RCW. WSR 12-04-016,
				  §
										357-31-180, filed 1/24/12,
				  effective 2/24/12; WSR 10-23-040, §
										357-31-180, filed 11/10/10,
				  effective 12/13/10; WSR 05-08-137, §
										357-31-180, 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 357-31-185 - When and how does an employee request the use of vacation leave?

Current through Register Vol. 24-14, July 15, 2024
All requests for vacation leave must be made in accordance with
				the employer's leave policy.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-08-137,
				  §
										357-31-185, 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 357-31-190

Current through Register Vol. 24-14, July 15, 2024
Statutory Authority:
				  Chapter
				  41.06 RCW. 10-23-040,
				  §
										357-31-190, filed 11/10/10,
				  effective 12/13/10; 05-08-137, §
										357-31-190, 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 357-31-195 - Can an employee use vacation leave before it is accrued?

Current through Register Vol. 24-14, July 15, 2024
An employee is not entitled to use vacation leave in advance of
				its accrual.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-08-137,
				  §
										357-31-195, 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 357-31-200 - When must an employer grant the use of vacation leave?

Current through Register Vol. 24-14, July 15, 2024
(1) An employee's request to use vacation
			 leave must be approved under the following conditions:
(a) As a result of the employee's serious
			 health condition.
(b) To care for a
			 spouse, registered domestic partner, parent, parent-in-law, or grandparent of
			 the employee who has a serious health condition or an emergency health
			 condition.
(c) To care for a
			 minor/dependent child with a health condition that requires treatment or
			 supervision.
(d) For parental leave
			 as provided in WAC 357-31-460.
(e)
			 If the employee or the employee's family member, as defined in chapter 357-01
			 WAC, is a victim of domestic violence, sexual assault, or stalking as defined
			 in RCW   49.76.020. An employer may require the request for leave under this
			 section be supported by verification in accordance with WAC
			 357-31-730.
(f) In accordance with
			 WAC 357-31-373, for an employee to be with a spouse or registered domestic
			 partner who is a member of the armed forces of the United States, National
			 Guard, or reserves after the military spouse or registered domestic partner has
			 been notified of an impending call or order to active duty, before deployment,
			 or when the military spouse or registered domestic partner is on leave from
			 deployment.
(g) When requested as a
			 supplemental benefit while receiving a partial wage replacement for paid family
			 and/or medical leave under Title 50A RCW as provided in WAC
			 357-31-248.
(h) 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.
(i) When the employee requests to use their
			 vacation leave when granted a temporary leave of absence for legislative
			 service in accordance with WAC 357-31-374(2).
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-31 - Holidays and leave › Section 357-31-205 - What must an employer consider in granting the use of vacation leave?

Current through Register Vol. 24-14, July 15, 2024
When considering requests for vacation leave, the employer must
				consider the needs of the employee but may require that leave be taken when it
				will least interfere with the operational needs of the
				employer.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-08-137,
				  §
										357-31-205, 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 357-31-210 - What is the maximum number of hours of vacation leave that an employee can accumulate?

Current through Register Vol. 24-14, July 15, 2024
Vacation leave may be accumulated to a maximum of two hundred
				forty hours. Exceptions to this maximum are described in WAC
				357-31-215.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-08-137,
				  §
										357-31-210, 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 357-31-215 - When may vacation leave be accumulated above the maximum two hundred forty hours?

Current through Register Vol. 24-14, July 15, 2024
There are two circumstances in which vacation leave may be
				accumulated above the maximum of two hundred forty hours.
(1) If an employee's request for vacation
			 leave is denied by the employer, and the employee is close to the maximum
			 vacation leave (two hundred forty hours), the employer must grant an extension
			 for each month that the employer defers the employee's request for vacation
			 leave. The employer must maintain a statement of necessity justifying the
			 extension.
(2) As an alternative to
			 subsection (1) of this section, employees may also accumulate vacation leave in
			 excess of two hundred forty hours as follows:
(a) An employee may accumulate the vacation
			 leave hours between the time the two hundred forty hours is accrued and his/her
			 next anniversary date of state employment.
(b) Leave accumulated above two hundred forty
			 hours must be used by the next anniversary date and in accordance with the
			 employer's leave policy. If such leave is not used before the employee's
			 anniversary date, the excess leave is automatically lost and considered to have
			 never existed.
(c) A statement of
			 necessity, as described in subsection (1) of this section, can only defer leave
			 that the employee has not accrued as of the date of the statement of necessity.
			 Any accrued leave in excess of two hundred forty hours as of the date of the
			 statement of necessity cannot be deferred regardless of circumstances. For
			 example:
On June 15th, an employee is assigned to work on a special
				project. It is expected that the assignment will last six months. Due to an
				ambitious timeline and strict deadlines, the employee will not be able to take
				any vacation leave during that time.
* On June 15th, the employee's vacation leave balance is two
				hundred sixty hours.
* The employee accrues ten hours monthly.
* The employee's anniversary date is October 16th.
Because the employee will not be able to use leave from June
				15th through December 15th the employee files a statement of necessity asking
				to defer the leave accrued during this time. This deferred leave will not be
				lost as long as the employee uses the deferred hours by their next anniversary
				date (October 16th of the following year).
The twenty hours of excess vacation leave the employee had on
				June 15th are not covered by the statement of necessity.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-31 - Holidays and leave › Section 357-31-220 - What must be included in the statement of necessity for excess vacation leave?

Current through Register Vol. 24-14, July 15, 2024
At a minimum, a statement of necessity for excess vacation
				leave must include all of the following:
(1) The date on which the statement of
			 necessity was authorized;
(2)
			 Justification of denial of the employee's leave request;
(3) Date upon which the employee will be able
			 to resume leave usage;
(4) The
			 employee's total leave balance on his/her anniversary date;
(5) The employee's accrual rate;
			 and
(6) The employee's leave
			 balance at the time of the request.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-08-137,
				  §
										357-31-220, 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 357-31-225 - When employees separate from state service, are they entitled to a lump sum payment of unused vacation leave?

Current through Register Vol. 24-14, July 15, 2024
(1) When an employee who has completed six
			 continuous months of employment separates from service by reason of resignation
			 with adequate notice, layoff, trial service reversion, separation, dismissal,
			 retirement, or death, the employee is entitled to a lump sum payment of unused
			 vacation leave. The payment is computed by using the formula published by the
			 office of financial management. No contributions are to be made to the
			 department of retirement systems (DRS) for lump sum payment of excess vacation
			 leave accumulated under the provisions of WAC
			 357-31-215(2),
			 nor shall such payment be reported to the DRS as compensation.
(2) General government permanent employees
			 may defer the payment of accumulated vacation leave to which they are entitled
			 for a period of thirty calendar days in any of these circumstances:
(a)If the separation resulted from a layoff,
			 trial service reversion, or conclusion of a project or nonpermanent appointment
			 and there is a reasonable probability of reemployment; or
(b)If the separation resulted from an
			 employee returning to a classified position from an exempt position under the
			 provision of
			 RCW
			  41.06.070.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-31 - Holidays and leave › Section 357-31-235 - May an employee use leave if the employee sustains a work-related injury or illness that is compensable under the state workers' compensation law?

Current through Register Vol. 24-14, July 15, 2024
An employee who sustains a work related injury or illness that
				is compensable under the workers' compensation law may choose to receive
				time-loss compensation exclusively, use accrued paid leave exclusively, or
				combine time loss compensation and accrued paid leave.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-08-137,
				  §
										357-31-235, 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 357-31-245 - What happens if an employee uses accrued vacation leave, accrued sick leave, accrued compensatory time, accrued holiday credit, recognition leave, or receives holiday pay during a period when the employee is receiving time loss compensation?

Current through Register Vol. 24-14, July 15, 2024
An employee who uses accrued vacation leave, accrued sick
				leave, accrued compensatory time, accrued holiday credit, recognition leave, or
				receives holiday pay during a period when the employee is receiving time loss
				compensation is entitled to time-loss compensation and full pay for vacation
				leave, sick leave, compensatory time, holiday credit, recognition leave, and
				holiday pay.
Statutory Authority:
				  Chapter
				  41.06 RCW. 11-19-091,
				  §
										357-31-245, filed 9/20/11,
				  effective 10/24/11; 09-17-062, §
										357-31-245, filed 8/13/09,
				  effective 9/16/09; 05-08-137, §
										357-31-245, 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 357-31-247 - May an employee use leave if the employee is approved to receive partial wage replacement for paid family and/or medical leave under Title 50A RCW?

Current through Register Vol. 24-14, July 15, 2024
An employee who is approved to receive partial wage replacement
				for paid family and/or medical leave under Title 50A RCW may choose to receive
				partial wage replacement for paid family and/or medical leave exclusively, use
				accrued paid leave exclusively, or combine the partial wage replacement for
				paid family and/or medical leave and accrued paid leave as a supplemental
				benefit.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-31 - Holidays and leave › Section 357-31-248 - May an employee use vacation leave, sick leave, personal holiday, compensatory time, holiday credit, recognition leave, bereavement leave, or holiday pay as a supplemental benefit during a period when the employee is receiving partial wage replacement for paid family and/or medical leave under Title 50A RCW?

Current through Register Vol. 24-14, July 15, 2024
An employee may use vacation leave, sick leave, personal
				holiday, compensatory time, holiday credit, recognition leave, bereavement
				leave, or holiday pay during a period when the employee is receiving partial
				wage replacement under Title 50A RCW as a supplemental benefit. The use of
				bereavement leave as a supplemental benefit is limited to the death of an
				employee's family member or household member in accordance with WAC
				357-31-250.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-31 - Holidays and leave › Section 357-31-249 - May a higher education employer deny an employee's request to use accrued leave in accordance with WAC 357-31-248 as a supplemental benefit during a period when the employee is receiving partial wage replacement for paid family and/or medical leave under Title 50A RCW?

Current through Register Vol. 24-14, July 15, 2024
A higher education employer may deny an employee's request to
				use accrued leave in accordance with WAC 357-31-248 as a supplemental benefit
				during a period when the employee is receiving partial wage replacement for
				paid family and/or medical leave under Title 50A RCW from May 1, 2020, to
				August 1, 2020, to allow for system readiness.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-31 - Holidays and leave › Section 357-31-250 - Are employees entitled to paid bereavement leave?

Current through Register Vol. 24-14, July 15, 2024
(1) If an employee's family member or
			 household member dies, the employee is entitled to three days of paid
			 bereavement leave. An employee may request less than three days of paid
			 bereavement leave.
(2) In
			 accordance with the employer's leave policy, the employer may require
			 verification of the family member's or household member's death.
(3) In addition to paid bereavement leave,
			 the employer may approve an employee's request to use paid leave (accrued
			 compensatory time, accrued holiday credit, sick leave, vacation leave, and/or a
			 personal holiday) or to take leave without pay for purposes of
			 bereavement.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-08-137,
				  §
										357-31-250, 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 357-31-255 - What types of leave may an employee use when absent from work or arriving late to work because of inclement weather?

Current through Register Vol. 24-14, July 15, 2024
When the employer determines inclement weather conditions
				exist, the employer's leave policy governs the order in which accrued leave,
				compensatory time, and holiday credit may be used to account for the time an
				employee is absent from work due to the inclement weather. The employer's
				policy must allow the use of accrued vacation leave, accrued sick leave up to a
				maximum of three days in any calendar year, and the use of leave without pay in
				lieu of paid leave at the request of the employee. The employer's policy may
				allow leave with pay when an employee is absent due to inclement
				weather.
Statutory Authority:
				  Chapter
				  41.06 RCW. 11-19-091,
				  §
										357-31-255, filed 9/20/11,
				  effective 10/24/11; 07-11-093, §
										357-31-255, filed 5/16/07,
				  effective 7/1/07; 05-08-137, §
										357-31-255, 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 357-31-260 - When may an agency head or institution president suspend operations?

Current through Register Vol. 24-14, July 15, 2024
When it is determined that public safety, health, or property
				is jeopardized due to emergency conditions, the agency head or institution
				president may suspend operations for the entire agency, higher education
				institution, related board, or any portion of the organization, in accordance
				with the employer's suspended operations procedure.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-08-137,
				  §
										357-31-260, 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 357-31-265 - What is the effect of suspended operations on employees who are not required to work during the closure?

Current through Register Vol. 24-14, July 15, 2024
At a minimum, employees not required to work during suspended
				operations must be allowed to use their personal holiday, accrued holiday
				credit, or accrued vacation leave. Overtime eligible employees must also be
				allowed to use accrued compensatory time to account for the time lost due to
				the closure. Overtime eligible employees may be allowed to use leave without
				pay and given an opportunity to make up work time lost (as a result of
				suspended operations) within the work week. For overtime eligible employees,
				compensation for making up lost work time must be in accordance with WAC
				357-28-255,
				357-28-260, and
				357-28-265 if it causes the
				employee to work in excess of 40 hours in the workweek, and must be part of the
				employer's suspended operations procedures. The amount of compensation earned
				under this section must not exceed the amount of salary lost by the employee
				due to suspended operation.
If the employer's suspended operations procedure allows,
				employees may be released without a loss in pay.
Statutory Authority:
				  Chapter
				  41.06 RCW. 11-19-091,
				  §
										357-31-265, filed 9/20/11,
				  effective 10/24/11; 07-11-096, §
										357-31-265, filed 5/16/07,
				  effective 7/1/07; 05-08-137, §
										357-31-265, 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 357-31-270 - When an employer has suspended operations, how are employees who are required to work during the closure affected?

Current through Register Vol. 24-14, July 15, 2024
Employees required to work during the closure must receive
				their regular rate of pay for work performed during the period of suspended
				operations. Overtime worked during the closure must be compensated in
				accordance with chapter 357-28 WAC. The employer may petition the director for
				approval of a special premium pay allowance due to hazardous working conditions
				encountered by employees required to work during the period of suspended
				operations.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-08-137,
				  §
										357-31-270, 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 357-31-275 - What must be included in the employer's suspended operations procedure?

Current through Register Vol. 24-14, July 15, 2024
Each employer must develop a suspended operations procedure.
				The procedure must at a minimum address all of the following:
(1) How employees will be notified of
			 suspended operations.
(2) What
			 happens when prior notification has not been given and employees are released
			 until further notice after reporting to work.
(3) How employees who are not required to
			 work during suspended operations are affected.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-08-137,
				  §
										357-31-275, 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 357-31-280 - How long can operations be suspended?

Current through Register Vol. 24-14, July 15, 2024
The period of suspended operations must not exceed fifteen
				calendar days without director approval.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-08-137,
				  §
										357-31-280, 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 357-31-285 - Is an employer required to authorize the absence of an employee for family care emergencies?

Current through Register Vol. 24-14, July 15, 2024
Absence because of an employee's inability to report for or
				continue scheduled work due to a family care emergency:
(1)
Must
be authorized for care
			 of the employee's spouse, registered domestic partner, household member or the
			 employee's/spouse's/registered domestic partner's minor/dependent child, parent
			 or grandparent up to the limits specified in WAC
			 357-31-300.
(2)
May
be authorized for care
			 of others, including a child over the age of eighteen who is capable of self
			 care, in accordance with the employer's leave policy.
Statutory Authority:
				  Chapter
				  41.06 RCW. 09-17-057 and
				  09-18-112, §
										357-31-285, filed 8/13/09 and
				  9/2/09, effective 12/3/09; 07-03-054, §
										357-31-285, filed 1/12/07,
				  effective 2/15/07; 05-08-137, §
										357-31-285, 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 357-31-290 - What qualifies as a family care emergency?

Current through Register Vol. 24-14, July 15, 2024
The employer's leave policy must define what qualifies as a
				family care emergency. At a minimum, the employer's definition must
				include:
(1) Minor/dependent child
			 care emergencies such as unexpected absence of regular care provider,
			 unexpected closure of child's school, or unexpected need to pick up child at
			 school earlier than normal.
(2)
			 Elder care emergencies such as the unexpected absence of a regular care
			 provider or unexpected closure of an assisted living facility.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-08-137,
				  §
										357-31-290, 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 357-31-295 - What type of leave may employees use for family care emergencies?

Current through Register Vol. 24-14, July 15, 2024
(1) After an
			 employee has used all accrued compensatory time and accrued holiday credit, the
			 employee may choose any of the following leave categories to use to account for
			 time away from work for family care emergencies:
(a) Vacation leave.
(b) Sick leave in accordance with WAC
			 357-31-130.
(c) Leave without pay.
(d) Personal holiday.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-31 - Holidays and leave › Section 357-31-300 - Is there a limit to how much leave can be used for a family care emergency?

Current through Register Vol. 24-14, July 15, 2024
(1) For
			 purposes of family care emergencies, each calendar year an employee must be
			 allowed to use up to three work days of:
(a)
			 Vacation leave,
(b) Sick leave,
			 and
(c) Leave without
			 pay.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-31 - Holidays and leave › Section 357-31-305 - Is advance approval required for an employee to take time off for a family care emergency?

Current through Register Vol. 24-14, July 15, 2024
No advance approval is required for an employee to take time
				off for a family care emergency; however, the employee must notify the employer
				at the beginning of the absence. In accordance with the employer's leave
				policy, the employee may be required to provide verification of the need to
				take leave and that the situation was such that advance notice was not
				possible.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-08-137,
				  §
										357-31-305, 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 357-31-310 - If an employee is required to report for jury duty service, must the employee be granted a leave of absence with pay?

Current through Register Vol. 24-14, July 15, 2024
The employer must grant a leave of absence with pay when an
				employee is required to report for jury duty service. Employers may require
				documentation or verification of jury service.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-08-138,
				  §
										357-31-310, 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 357-31-315 - May employees keep compensation received for serving as a member of a jury?

Current through Register Vol. 24-14, July 15, 2024
Employees are allowed to keep any compensation they receive for
				serving as a member of a jury in addition to their regular
				pay.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-08-138,
				  §
										357-31-315, 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 357-31-320 - If an employee has received a subpoena, must the employee be granted a leave of absence with pay?

Current through Register Vol. 24-14, July 15, 2024
The employer
must
grant a leave of absence with
				pay for the employee to respond to a subpoena when:
(1) The employee has been subpoenaed on the
			 employer's behalf; or
(2) The
			 subpoena is for a legal proceeding which is unrelated to the personal or
			 financial matters of the employee.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-08-138,
				  §
										357-31-320, 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 357-31-325 - When must an employer grant leave with pay for other miscellaneous reasons?

Current through Register Vol. 24-14, July 15, 2024
Leave with pay must be granted to an employee in accordance
				with WAC
				357-31-320
				and for the following reasons:
(1) To
			 allow an employee to receive assessment from the employee assistance
			 program.
(2) When an employee is
			 scheduled to take an examination or participate in an interview for a position
			 with a state employer during scheduled work hours.
(a) Employers may limit the number of
			 occurrences or the total amount of paid leave that will be granted to an
			 employee to participate in an interview or take an examination during scheduled
			 work hours.
(b) Employers may deny
			 an employee's request to participate in an interview or take an examination
			 during scheduled work hours based upon operational necessity.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-31 - Holidays and leave › Section 357-31-326 - When may an employer grant leave with pay?

Current through Register Vol. 24-14, July 15, 2024
(1) A general government employer
may
grant leave with pay for an employee to perform civil duties
			 as a volunteer including, but not limited to, firefighting, search and rescue
			 efforts, or donating blood. Leave granted to participate in blood and plasma
			 donations must not exceed five days in a two-year period.
(2) A higher education employer may grant
			 leave with pay for an employee to perform civil duties as a volunteer
			 including, but not limited to, firefighting, search and rescue efforts,
			 participating in life-giving procedures, or donating blood. Leave granted to
			 participate in life-giving procedures must not exceed five days in a two-year
			 period.
(3) In the department of
			 natural resources, leave with pay equivalent to one regular workshift
may
be allowed for the purpose of rest and recuperation after 10
			 consecutive calendar days performing emergency work under an incident command
			 system, defined in
			 RCW
			  38.52.010. The employer may grant one
			 additional day of leave with pay for rest and recuperation after 21 consecutive
			 calendar days performing emergency work under an incident command
			 system.
(4) A general government
			 employer may grant a reasonable amount of leave with pay for an employee to
			 receive each dose or booster of COVID-19 vaccine if the vaccine is offered at
			 the workplace. An employer may authorize leave in excess of one day for receipt
			 of the vaccine in extraordinary circumstances, such as to accommodate travel
			 where the vaccine is unavailable locally. The employer may require that the
			 request for leave be supported by documentation, which may include proof of the
			 vaccination. This subsection no longer applies if state or federal law
			 otherwise provides paid leave specifically for employees to receive the
			 COVID-19 vaccine.
(5) A higher
			 education employer may grant a reasonable amount of leave with pay for an
			 employee to receive each dose or booster of COV-ID-19 vaccine if the vaccine is
			 not offered at the workplace. An employer may authorize leave in excess of one
			 day for receipt of the vaccine in extraordinary circumstances, such as to
			 accommodate travel where the vaccine is unavailable locally. The employer may
			 require that the request for leave be supported by documentation, which may
			 include proof of the vaccination. This subsection no longer applies if state or
			 federal law otherwise provides paid leave specifically for employees to receive
			 the COVID-19 vaccine.
Statutory Authority:
				  Chapter
				  41.06 RCW. 09-03-014,
				  §
										357-31-326, filed 1/9/09,
				  effective 2/13/09.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-31 - Holidays and leave › Section 357-31-327 - When must an employer grant leave without pay?

Current through Register Vol. 24-14, July 15, 2024
An employer must grant leave without pay under the following
				conditions:
(1) When an employee who
			 is a volunteer firefighter is called to duty to respond to a fire, natural
			 disaster, or medical emergency;
(2)
			 If the employee or the employee's family member, as defined in chapter 357-01
			 WAC, is a victim of domestic violence, sexual assault, or stalking as defined
			 in RCW   49.76.020. An employer may require the request for leave under this
			 section be supported by verification in accordance with WAC 357-31-730;
			 or
(3) In accordance with WAC
			 357-31-373, for an employee to be with a spouse or registered domestic partner
			 who is a member of the armed forces of the United States, National Guard, or
			 reserves after the military spouse or registered domestic partner has been
			 notified of an impending call or order to active duty, before deployment, or
			 when the military spouse or registered domestic partner is on leave from
			 deployment.
(4) When an employee
			 requests a day off for a reason of faith or conscience or an organized activity
			 conducted under the auspices of a religious denomination, church, or religious
			 organization in accordance with WAC 357-31-052.
(5) When an employee is on approved paid
			 family and/or medical leave under Title 50A RCW. Leave taken under this
			 subsection may be subject to verification that the employee has been approved
			 to receive benefits for paid family and/or medical leave under Title 50A RCW
			 and qualifies for employment protection in accordance with RCW
			   50A.35.010.
(6) When a high-risk
			 employee seeks an accommodation to protect themselves from the risk of exposure
			 to an infectious or contagious disease during a public health emergency and the
			 employer determines no other accommodation is reasonable besides the use of
			 leave in accordance with RCW   49.17.062.
(7) When an employee is granted a temporary
			 leave of absence for service in an elective office or for legislative service
			 in accordance with WAC 357-31-374.
Statutory Authority:
				  Chapter
				  41.06 RCW. 09-17-057 and
				  09-18-112, §
										357-31-327, filed 8/13/09 and
				  9/2/09, effective 12/3/09; 09-03-014, §
										357-31-327, filed 1/9/09,
				  effective 2/13/09; 08-15-043, §
										357-31-327, filed 7/11/08,
				  effective 10/1/08; 07-17-129, §
										357-31-327, filed 8/20/07,
				  effective 9/20/07.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-31 - Holidays and leave › Section 357-31-330 - For what reasons may an employer grant leave without pay?

Current through Register Vol. 24-14, July 15, 2024
Leave without pay may be allowed for any of the following
				reasons in accordance with the employer's leave policy:
(1) For any reason leave with pay may be
			 granted, as long as the conditions for leave with pay are met;
(2) Educational leave;
(3) Leave for government service in the
			 public interest;
(4) Military leave
			 of absence as required by WAC 357-31-370;
(5) Parental leave as required by WAC
			 357-31-460;
(6) Family care
			 emergencies as required by WAC 357-31-295;
(7) Bereavement or condolence;
(8) Absence due to inclement weather as
			 provided in WAC 357-31-255;
(9) To
			 accommodate annual work schedules of employees occupying cyclic year positions
			 as specified in WAC 357-19-295;
(10) Serious health condition of an eligible
			 employee's child, spouse, registered domestic partner, or parent as required by
			 WAC 357-31-525;
(11) Leave taken
			 voluntarily to reduce the effect of an employer's layoff;
(12) Leave that is authorized in advance by
			 the appointing authority as part of a plan to reasonably accommodate a person
			 of disability;
(13) Employees
			 receiving time loss compensation; or
(14) For an employee to protect themselves,
			 or a relative or household member, from risk of exposure to an infectious or
			 contagious disease. In determining whether to grant leave, an employer may
			 consider current workload demands and business needs that require employees to
			 perform their duties.
Statutory Authority:
				  Chapter
				  41.06 RCW. 09-17-056 and
				  09-18-113, §
										357-31-330, filed 8/13/09 and
				  9/2/09, effective 12/3/09; 09-03-014, §
										357-31-330, filed 1/9/09,
				  effective 2/13/09; 05-08-138, §
										357-31-330, 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 357-31-335 - How long can an employee remain on leave without pay?

Current through Register Vol. 24-14, July 15, 2024
The employer determines the length of time an employee may
				remain on leave without pay. The employer's leave policy must address any
				limitations on the length of time for which leave without pay will be approved.
				When an employee has been approved to receive benefits for approved paid family
				and/or medical leave under Title 50A RCW and qualifies for employment
				protection in accordance with
				RCW
				 50A.35.010, an employee must remain on leave
				without pay while receiving a partial wage replacement.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-08-138,
				  §
										357-31-335, 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 357-31-340 - When an employee returns from authorized leave without pay, what position will he/she be returned to?

Current through Register Vol. 24-14, July 15, 2024
Employees returning from authorized leave without pay must be
				employed in the same position or a similar position in the same class and in
				the same geographical area, provided that such return to employment is not in
				conflict with rules relating to layoff.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-08-138,
				  §
										357-31-340, 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 357-31-345 - How does leave without pay affect a general government employee's seniority date?

Current through Register Vol. 24-14, July 15, 2024
Statutory Authority:
				  Chapter
				  41.06 RCW. 09-11-068,
				  §
										357-31-345, filed 5/14/09,
				  effective 6/16/09; 05-08-138, §
										357-31-345, 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 357-31-346

Current through Register Vol. 24-14, July 15, 2024
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-12-081,
				  §
										357-31-346, filed 5/27/05,
				  effective 7/1/05.