Shared Leave Receipt Clause Samples
The Shared Leave Receipt clause establishes the process and documentation required when an employee receives leave that has been donated or transferred from another employee. Typically, this clause outlines the necessary records or acknowledgments that must be completed to confirm the receipt of shared leave, such as forms signed by both the donor and recipient or notifications to human resources. Its core practical function is to ensure transparency and proper tracking of leave transfers, preventing disputes and maintaining accurate leave balances for all parties involved.
Shared Leave Receipt. A. An employee may be eligible to receive shared leave if the Employer has determined the employee meets any of the following criteria:
1. The employee suffers from, or has a relative or household member suffering from, an illness, injury, impairment, or physical or mental condition which is of an extraordinary or severe nature;
2. The employee has been called to service in the uniformed services;
3. A state of emergency has been declared anywhere within the United States by the federal or any state government and the employee has the needed skills to assist in responding to an emergency or its aftermath and volunteers their services to either a governmental agency or to a nonprofit organization engaged in humanitarian relief in the devastated area, and the governmental agency or nonprofit organization accepts the employee’s offer of volunteer services;
4. The employee is a victim of domestic violence, sexual assault, or stalking;
5. The employee needs the time for parental leave as defined in Subsection 13.1 E;
6. The employee is sick or temporarily disabled because of pregnancy disability, as defined in Subsection 13.1 F.
7. The employee is a current member (or the spouse of a current member) of the uniformed services or a veteran as defined under RCW 41.04.005, and is attending medical appointments or treatments for a service connected injury or disability; or
8. The employee is the spouse of a current member of the uniformed services or a veteran as defined under RCW 41.04.005, and is attending medical appointments or treatments for a service connected injury or disability and requires assistance while attending appointments or treatments.
B. The illness, injury, impairment, condition, call to service, emergency volunteer service, or consequence of domestic violence, sexual assault, or stalking, parental leave or pregnancy disability has caused, or is likely to cause, the employee to:
1. Go on leave without pay status; or
2. Terminate state employment.
C. The employee’s absence and the use of shared leave are justified.
D. The employee has depleted or will shortly deplete their:
1. Vacation leave, sick leave and personal holiday if the employee qualifies under Subsection 13.2 A.1;
2. Vacation leave and paid military leave allowed under RCW 38.40.060 if the employee qualifies under Subsection 13.2 A.2;
3. Vacation leave or personal holiday if the employee qualifies under Subsections 13.2 A.3 or A.4; or
4. Personal holiday and compensatory time, if the e...
Shared Leave Receipt. A. An employee may be eligible to receive shared leave if the Employer has determined the employee meets any of the following criteria:
1. The employee suffers from, or has a relative or household member suffering from, an illness, injury, impairment, or physical or mental condition which is of an extraordinary or severe nature;
2. The employee has been called to service in the uniformed services;
3. A state of emergency has been declared anywhere within the United States by the federal or any state government and the employee has the needed skills to assist in responding to an emergency or its aftermath and volunteers their services to either a governmental agency or to a nonprofit organization engaged in humanitarian relief in the devastated area, and the governmental agency or nonprofit organization accepts the employee’s offer of volunteer services; or
4. The employee is a victim of domestic violence, sexual assault, or stalking.
B. The illness, injury, impairment, condition, call to service, emergency volunteer service, or consequence of domestic violence, sexual assault, or stalking has caused, or is likely to cause, the employee to:
1. Go on leave without pay status; or
2. Terminate state employment.
C. The employee’s absence and the use of shared leave are justified.
D. The employee has depleted or will shortly deplete their:
1. Vacation leave, sick leave and personal holiday if the employee qualifies under 13.2 A.1;
2. Vacation leave and paid military leave allowed under RCW 38.40.060 if the employee qualifies under 13.2 A.2; or
3. Vacation leave or personal holiday if the employee qualifies under 13.2 A.3 or 13.2 A.4.
E. The employee has abided by the Employer’s policy regarding:
1. Sick leave use if the employee qualifies under 13.2 A.1 and 13.2 A.4; or
2. Military leave if the employee qualifies under 13.2 A.2.
F. The employee has diligently pursued and been found to be ineligible for benefits under RCW 51.32 if the employee qualifies under 13.2 A.1.
Shared Leave Receipt. A. The Employer may permit an employee to receive shared leave if the Agency Head or designee determines that the employee meets the following criteria:
1. Suffers from, or has a relative or household member suffering from, an illness, injury, impairment, or physical or mental condition which is of an extraordinary or severe nature;
2. Has been called to service in the uniformed services;
3. Has the needed skills to assist in responding to an emergency or its aftermath and volunteers their services to either a governmental agency or to a nonprofit organization engaged in humanitarian relief in the devastated area, and the governmental agency or nonprofit organization accepts the employee’s offer of volunteer services;
4. Is a victim of domestic violence, sexual assault or stalking;
5. Is sick or temporarily disabled because of pregnancy disability; or
6. For the purpose of parental leave to bond with the employee’s newborn, adoptive or ▇▇▇▇▇▇ child.
B. The illness, injury, impairment, condition, call to service, emergency volunteer service or consequence of domestic violence, sexual assault, stalking has caused, or is likely to cause, the employee to:
1. Go on leave without pay status; or
2. Terminate state employment.
C. The employee has depleted or is within forty (40) hours of depleting their:
1. Vacation leave, sick leave and personal holiday reserves if the employee qualifies on Subsection A.1 of this Section - the employee is not required to deplete all of their accrued vacation leave and sick leave and can maintain up to forty (40) hours of accrued vacation leave and up to forty (40) hours of accrued sick leave, but the employee must deplete their personal holiday;
2. Vacation leave and paid military leave allowed under RCW 38.40.060, if the employee qualifies under Subsection A.2 of this Section – the employee is not required to deplete all of their accrued vacation leave and paid military leave allowed under RCW 38.40.060 and can maintain up to forty (40) hours of accrued vacation leave and up to forty (40) hours of paid military leave;
3. Vacation leave and personal holiday if the employee qualifies under Subsections A.3 or A.4 – the employee is not required to deplete all of their accrued vacation leave and can maintain up to forty (40) hours of accrued vacation leave, but the employee must deplete their personal holiday; or
4. Vacation leave, sick leave, personal holiday and compensatory time if the employee qualifies under Subsection A.5 or A....
Shared Leave Receipt. In order for an employee to receive shared leave under this section, the employee will provide the Employer a written medical statement from the public health official or health care provider:
1. Verifying the nature of the condition; and
2. The expected duration of the condition.
Shared Leave Receipt. A. An employee may be eligible to receive shared leave if the Employer has determined the employee meets any of the following criteria:
1. The employee suffers from, or has a relative or household member suffering from, an illness, injury, impairment, or physical or mental condition which is of an extraordinary or severe nature;
2. The employee has been called to service in the uniformed services;
3. A state of emergency has been declared anywhere within the United States by the federal or any state government and the employee has the needed skills to assist in responding to an emergency or its aftermath and volunteers their services to either a governmental agency or to a nonprofit organization engaged in humanitarian relief in the devastated area, and the governmental agency or nonprofit organization accepts the employee’s offer of volunteer services; or
4. The employee is a victim of domestic violence, sexual assault, or stalking.
B. The illness, injury, impairment, condition, call to service, emergency volunteer service, or consequence of domestic violence, sexual assault, or stalking has caused, or is likely to cause, the employee to:
Shared Leave Receipt. An employee may be eligible to receive shared leave if the Employer has determined the employee meets any of the following criteria:
A. The employee - suffers from, or has a relative or household member suffering from, an illness, injury, impairment, or physical or mental condition which is of an extraordinary or severe nature; has been called to service in the uniformed services;
Shared Leave Receipt. A. The Employer may permit an employee to receive shared leave if the employee meets any of the following criteria:
1. The employee suffers from, or has a relative or household member suffering from, an illness, injury, impairment, or physical or mental condition which is of an extraordinary or severe nature;
2. The employee is sick or temporarily disabled because of pregnancy disability, as defined in Subsection 14.1F;
3. The employee needs the time for parental leave as defined in Subsection 14.1E;
4. A state of emergency has been declared anywhere within the United States by the federal or any state government and the employee has the needed skills to assist in responding to an emergency or its aftermath and volunteers their services to either a governmental agency or to a nonprofit organization engaged in humanitarian relief in the devastated area, and the governmental agency or nonprofit organization accepts the employee’s offer of volunteer services;
5. The employee has been called to service in the uniform services;
6. The employee is a current member of the uniform services or a veteran as defined under RCW 41.04.005, and is attending medical appointments or treatments for a service connected injury or disability;
7. The employee is a spouse of a current member of the uniformed services or veteran as defined under RCW 41.04.005, who is attending medical appointments or treatments for a service connected injury or disability and requires assistance while attending appointments or treatments; or
8. The employee is a victim of domestic violence, sexual assault, or stalking.
B. The illness, injury, impairment, condition, call to service, emergency volunteer service, or consequence of domestic violence, sexual assault, or stalking, parental leave or pregnancy disability has caused, or is likely to cause, the employee to:
1. Go on leave without pay status; or
2. Terminate state employment.
C. The employee’s absence and the use of shared leave are justified.
D. The employee has depleted or will shortly deplete their:
1. Vacation leave, sick leave and personal holiday if the employee qualifies under Subsection 14.2(A)(1). The employee is not required to deplete all of their accrued vacation and sick leave and can maintain up to forty (40) hours of vacation leave and forty (40) hours of sick leave;
2. Vacation leave and paid military leave allowed under RCW 38.40.060, if the employee qualifies under Subsection 14.2(A)(2). The employee is not required to dep...
Shared Leave Receipt. An employee may be eligible to receive shared leave if the College has determined the employee meets any of the following criteria:
A. The employee suffers from, or has a relative or household member suffering from an illness, injury, impairment, or physical or mental condition which is of an extraordinary or severe nature;
B. The employee has been called to service in the uniformed services;
C. A state of emergency has been declared anywhere within the United States by the federal or any state government and the employee has the needed skills to assist in responding to an emergency or its aftermath and volunteers their services to either a governmental agency or to a nonprofit organization engaged in humanitarian relief in the devastated area, and the governmental agency or nonprofit organization accepts the employee’s offer of volunteer services; or
Shared Leave Receipt. An employee may be eligible to receive shared leave if the Employer has determined the employee meets any of the following criteria:
A. The employee suffers from, or has a relative or household member suffering from, an illness, injury, impairment, or physical or mental condition which is of an extraordinary or severe nature;
B. The employee has been called to service in the uniformed services;
C. A state of emergency has been declared anywhere within the United States by the federal or any state government and the employee has the needed skills to assist in responding to an emergency or its aftermath and volunteers his or hertheir services to either a governmental agency or to a nonprofit organization engaged in humanitarian relief in the devastated area, and the governmental agency or nonprofit organization accepts the employee’s offer of volunteer services; or
D. The employee is a victim of domestic violence, sexual assault, or stalking; or E, The employee is taking parental leave and/or pregnancy disability leave. FE The illness, injury, impairment, condition, call to service, emergency volunteer service, or consequence of domestic violence, sexual assault, or stalking or parental and/or pregnancy disability leave has caused, or is likely to cause, the employee to:
1. Go on leave without pay status; or
2. Terminate state employment.
Shared Leave Receipt. In order for an employee to receive shared leave under this section, the employee will provide the College a written medical statement from the public health official or health care provider:
1. Verifying the nature of the condition; and
2. The expected duration of the condition.